The important of Magwitch in Great Expectation Essay Example

The important of Magwitch in Great Expectation Paper We first see Magwitch as a fearful man which gives us the impression that he is an unpleasant character. Magwitch is an escaped convict he is often judge on his appearance, up bringing and lack of education, which is important. Pip who lives with his sister- Mrs Joe- and her husband Joe Gargery, Pip was in a graveyard when he first comes across this fearful man. Magwitch was in grey rags, very hungry and cold he was covered in cuts, smothered in mud and stung by nettles. The convict asks Pip to bring him wittles and a file, its ironic how a simple task will change Pips life forever. The convict threatened to Pips fat cheeks and turned upside, which is also ironic as to what will happen to Pip in the future. Pip obeyed the stranger. Fearing for his life he steals porkpie, mincemeat and brandy for the convict from his home. He also got the convict a file. Pip returns the next morning on the marches. Emptied his pockets, gave Magwitch the wittles and Magwitch gobbles them down like a dog. Pip showed Magwitch kindness and pity. Pip asked him if he had enjoyed the meal, Magwitchs answer was I did, thankyee dear boy. This is important because it shows compassion to Magwitch that he has never received. As he was an orphan and had no one. This is the first time we see a sign of humanity from the fearful man. Later on in chapter 5 soldiers were out looking for two convicts, Magwitch and another Compeyson. Joe, Pips brother-in-law a blacksmith helps the soldiers to look for the two convicts. The two men were found fighting on the marches. Pip was with Joe at the time when the two men were arrested. Magwitch noticed that Pip was with Joe and presumed that Joe was the man Pip lived with. We will write a custom essay sample on The important of Magwitch in Great Expectation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The important of Magwitch in Great Expectation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The important of Magwitch in Great Expectation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The convict not as bad as he looks owns up for Pip saying that it was him who stole the food he said then Im sorry to say, Ive eaten your pie. Magwitch didnt want Pip to get into trouble at home. The humble blacksmith Pips father figure replies by god knows youre welcome to it. The man Magwitch was fighting with Compeyson was a convict that Magwitch used to do crime with. Compeyson was a gentleman. The two men were tried in court together because of a forgery scam that the men were involved in. The justice system favoured the rich and so Magwitch received 14 years but Compeyson only got 7 years. Compeyson had the benefit of learning and public boarding school Compeysons education and gentlemanly ways convinced the judges that he was innocent. This is a point the Dickens made out about a corrupt legal system. That was why Magwitch is prepared to go to any lengths to kill Compeyson. Magwitch feels that the only way he could get justice is to take matter into his own hands. After the soldiers had caught the two men. Magwitch is transported to Australia. When he has served his time he can make a new life there, but if he returns to England he will face a death sentence. Magwitch farmed sheep, lives cheaply and saves his money for Pip. Pip not knowing any thing about this or the grate amount of money he will receive in the future. Pip thinking that he will not have much of a future becomes Joes apprentice Miss Havisham a wealthy old lady who lives in a big and rather gloomy house called Satis House invited Pip to play at her house.

Essay on Applied Project Management part 4

Essay on Applied Project Management part 4 Essay on Applied Project Management part 4 Essay on Applied Project Management part 4Essay on Applied Project Management    part 3Milestones and an activity scheduleThe development and implementation of the project will pass through several key stages, milestones that determine outcomes of the project. The first milestone is the elaboration of goals, mission and vision of the project. The second milestone is the identification of resources required for the project, elaboration of the plan and design of the project. The third milestone is the creation of the new sport nutrition. The fourth milestone is fundraising for the project. After that, the company can start recruiting professionals to complete the project and construct the production facilities. One more milestone is distribution. The company has to distribute its product successfully. Finally, monitoring and control are also crucial for the successful accomplishment of the project.The company can use existing developments in the field of sport nutrition as the grou nd for the production of its new sport nutrition. In addition, the company can use the growing interest of customers to sports and the popularity of sport in New York to introduce its new sport nutrition successfully.What I have learned from this course (no more than 250 words).Scope: The work on the project has contributed to the development of my project management skills and abilities. The work on the project was a valuable experience for me since I have learned how to work on real world projects through the development of the project of my own that can be implemented in the real world. At the same time, the work on the project has revealed the full extent to which the clear and accurate identification of the scope of the research is crucial for the overall success of the project. To put it more precisely, I have found out that the clear identification of the scope of the research determines resources required for the project, goals that are achievable in terms of the proposed pr oject and development of effective systems of management and control over the project. In such a way, the scope of the study may have the determinant impact on the project. On the other hand, the adequate assessment of the scope of the project allows developing effective strategies and policies that can help to complete the project successfully and overcome numerous challenges that may arise in the course of the implementation of the project.Assignment 2The project focuses on the introduction of the new sport nutrition that will involve the recruitment of the personnel, the construction of the production facilities, promotion and establishment of the communication between the company and the target customer group.ScopeThe scope of the project is broad in terms of the target customer group but limited in terms of the area, where the project will be implemented. To put it more precisely, the new sport nutrition focuses not only on professional sportspersons as other sport nutrition pr oducts do, but also on amateurs, who practice sports intensively (Hill, 1997). In such a way, the project aims at broadening the scope of the implementation of sport nutrition products to the particular customer group. The focus on broader customer groups opens new opportunities for the successful implementation of the project of the introduction of the new sport nutrition. At the same time, the project will be implemented in the New York City, New York, US only, while the further implementation of the project in other large cities of the US with the possible entry to international markets will be possible, only in case of the success of the project in the US. In such a way, the physical area of the implementation of the project is limited to New York only.TimeThe time of the implementation of the project comprises three months, in the course of which the project may be implemented from the launch of the production of the sport nutrition to the introduction of the product in the mar ket. Along with the launch of the production, the company will need to promote the new product in the market. In this regard, the project may involve the celebrity endorsement as the core of the promotional strategy. The involvement of the professional sportsman into the promotion of the new product will help to reach the target customer group faster and to enhance the position of the company in the market through the rise of the customer awareness of the new brand and its confidence in the reliability, effectiveness and safety of the new product. In fact, the popular sportsman involved in the project will create a positive brand image, attract the target customer group and help the company to gain the customer confidence in possibly shorter terms. After the promotion, the company can introduce the new sport nutrition in the market because the target customer group will be ready to buy the new product. After the first introduction of the new product, the company should conduct the a nalysis of the performance of the new sport nutrition in the market in a month after the first introduction of the product. The first month sale rates will show whether the introduction of the new sport nutrition was successful or not.CostThe costs of the project involve costs of the production, promotion and the maintenance of the production process (Cerza, 2004). In addition, the project involves costs spent on the development of the customer relationship and enhancement of the position of the new product in the market through active promotion, enhancement of the quality and potential of the market expansion through the increase of the productionIn such a way, the rise of costs in the course of time is the result of the increased of production, but the growing costs are expected to be covered by the growing revenues from the project.Quality managementThe quality management is crucial for the overall success of the project. The quality management involves the creation of the new sp ort nutrition, which is safe and of the high quality and matches target features. Therefore, the project will need to involve the development of the new product, which may be based on existing technological achievements in the field of nutrition. The quality of the new sport nutrition should be controlled with the help of the automated system that ensures the high quality of products due to the accurate control and analysis of the quality of products manufactured by the company. In addition, the high quality of the new sport nutrition is supposed to be achieved due to the high level of the automation of the production process. The automation of the production contributes to the higher quality of the product compared to the wider use of the manual labor.RisksThe development and implementation of the project involves several risks. First of all, the project may raise the risk of the failure of the new sport nutrition to obtain FDA’s certification. In fact, such risk is relative ly low since the modern technology allows developing safe sport nutrition of the high quality. Another risk is the possible failure of the celebrity endorsement strategy for the promotion of the new sport nutrition. For example, a scandal involving the popular sportsman sponsoring the project can make the celebrity endorsement ineffective or even harmful for the public image of the new brand. In this regard, the company may shift from the celebrity endorsement strategy to conventional ways of promotion, including advertisements online, placed on specialized sport websites, specialized print media and other methods.Furthermore, the risk of the tight competition affects consistently the implementation of the project. For example, if the competition turns out to be higher than forecasted in terms of the project, then the project may fail or, at least, face considerable difficulties in the course of its implementation. This is why the plan of the project implementation should include al ternatives based on the pessimistic forecasts concerning the competition and possible pressure from the part of the major rivals that already operate in the market.Human resources managementHuman resource management plays one of the most significant roles in the development and implementation of the project. In this regard, human resource management will be under the responsibility of the human resource manager employed by the company. The human resource manager will be responsible for the recruitment of employees, their training and professional development. Human resource management will focus on the professional development of employees to ensure the high quality of products delivered to customers. Human resource management will motivate employees to maximize the effectiveness of their performance because the effectiveness of each employee contributes to the overall effectiveness of the company. In addition, the high effectiveness of employees increases the cost-efficiency of the company.CommunicationThe communication is crucial for the success of the project. In this regard, it is necessary to distinguish internal and external communication in the course of the implementation of the project. The internal communication will involve the communication between professionals working within the company. In this regard, the human resource manager should maintain the effective communication between top executives and employees of the company. The internal communication should involve regular meetings of managers and employees to discuss current issues, possible problems and find ways to their resolution. Managers should provide employees with positive feedback to motivate them to enhance their performance. The external communication will involve the customer relationship management and communication between the company and customers. In this regard, the popular sportsman will be responsible for the development and maintenance of the communication with the target c ustomer group. The effective communication will allow the company to enhance its marketing position. The popular sportsman will be able to focus on sportspersons and persuade them to choose the new sport nutrition and use his authority to promote the new product not only among professional sportspersons but also among amateurs.ProcurementThe project will involve the supply of the equipment to launch the production of the new sport nutrition. In addition, the project may outsource the research and creation of the new nutrition. For instance, it is possible to hire scientists and nutritionists, who can create the target sport nutrition with the required features. In such a way, the project should involve the supply of those products and services that are required for the successful implementation of the project.Integration managementThe integration management is important in terms of the integration of all elements of the project plan and design and their successful implementation. In this regard, the role of the project manager is particularly significant for the integration of all elements of the project plan and design. The project management should take the lead and coordinate the work of all managers and employees involved in the project. The project manager will manage the entire project and coordinate actions of all participants of the project respectively to current needs and possible challenges.

Case Study on Organizational Behaviour and Analysis Essay

Case Study on Organizational Behaviour and Analysis - Essay Example Case Study on Organizational Behaviour and Analysis This is a testimony of the company’s positive organisational behaviour strategies, designed to retain employees and customers on a long term basis. The founder and present CEO, Howard Schultz has been pivotal in steering the company’s organisational behavioural systems over several years. Having nurtured and guided the company’s fortunes in its formative years, his return as CEO marks a new era in organisational success of the company. Initially, he was keen on opening new stores all over the country for which funds were required. He arranged for floating a $25 Million Initial Public Offering (IPO) during 1992, which provided necessary funds for his expansion plans to make Starbucks coffee drinking a part of a world wide accepted culture. However, over the years, impact of market forces led to downward trends in the business fortunes of Starbucks, and with receding markets and lowered profits, organisational remodelling, especially at the top level, was needed to solve the vexing issues that confronted the company and also provide sound and substantive leadership. It was also to provide organisational and managerial decision making processes, based on experiences to face competitive incursions into its business. Schultz provided organisational restructure when he decided to close down 100 underperforming stores and reduce opening of new stores to just 1,175 during the year, lower by 34% as compared to earlier figures. (Starbucks: Maintaining Principles as We Grow, p.16).

Governmental Accounting Essay Example | Topics and Well Written Essays - 500 words - 2

Governmental Accounting - Essay Example A decrease in the pension plan funding implies the plan’s liabilities are more than the assets. In the short term the funds may get sufficient contributions and revenues to meet the requirement for paying scheduled benefits but this may only take some years. This may not take long and so In the long run the pension must eventually address the shortfalls. This will mean the pension plans seek more funding in order to cater for the surplus in liabilities and this most probably is in the form of increased contributions by the government. An increase in contributions by government would mean either an increase in taxes or reduction of services by the government to the citizens (Elmendorf, 2011). 2. A city manager was overheard saying, "Since we dont release them to the public, I dont see any value in taking the time to prepare interim reports." Explain why you agree or disagree with this statement. Companies prepare financial reports and issue to the public, creditors and investors in order to give a picture of the firm’s financial position and performance for specific periods. The reports therefore in my opinion give very useful information for persons external to the company; the reports generally show profitability, asset & debt positions, revenues, usage of cash as well as what the owners have invested over the period. Interim reports are prepared for time spans less than a year and can be used temporarily to analyze the firm’s financial standing until that time when consolidated yearly statements are made available. The reports are produced on a quarterly or semi-annual basis though some firms commonly give monthly reports to their creditors for purposes of securing loans. As such therefore the interim reports may not be required for reporting purposes but are important to investors, public, suppliers and more importantly banks for credit scoring reasons. I do not agree with the statement for the reasons stated above and the fact that

It's about IAS 17 and details see in document file Essay

IAS 17 Proposed Changes in the 2013 Exposure Draft - Essay Example The lessees are advised against recognizing assets as well as liabilities that result from operating leases. That concept has over time attracted the attracted significant request from users of financial statements as well as others to enhance changes that will ensure that lessees are upheld to recognize liabilities as well as assets in the financial statements. The IASB, as well as FASB, engaged in a joint project that focused on developing the relevant measures to ensure that lease assets will be recognized in the statement of financial position. The two bodies deliberated on revisiting the 2009 Exposure Draft that was issued in 2009 to seek preliminary views and FASB accounting Standards update issued in August 2010 to enhance forming an Exposure Draft in 2013 (Ellis, 2014). The proposed Exposure Draft of 2013 will only affect entities that engage or are engaged in lease irrespective of some specified scope exemptions. The Exposure Draft 2013 would supersede IAS 17 leases in IFRS. The primary principle of the proposed requirements is that a company will ensure recognition of assets as well as liabilities that result from lease agreements. The proposed requirements serve as a way of improving the existing lease requirement that fails to require lease assets together with liabilities to be recognized by the majority of lessees. The principle will, therefore, require lessees to ensure recognition of assets as well as liabilities for leases that possess a maximum possible term of more than one financial year (EFRAG, 2013. A lessee will have to recognize the lease liability as well as the underlying asset for the lease term. In recognition, measurement as well as the presentation of an entity’s expenses.

Effect of Rewards on Employee Motivation

Effect of Rewards on Employee Motivation Introduction Motivation is the art of getting people to do what you want them to do because they want to do it. Dwight D. Eisenhower Like a little kid being given a chocolate on standing first in his class or a big hug for doing something good like helping someone, or cleaning the place after playing, rewards whether monetary or non-monetary can be significant tools for the motivation of employee and a positive step towards the improvement of his performance an boosting his morale. Jack Zigon (1998) defines rewards as something than increases the frequency of an employee action. Its a common observation that most of us dont perform our tasks completely, not because they are difficult but because of low interest or motivation to perform that task. The desire or motivation is necessary for the performance of an activity. Kleinginna and Kleinginna (1981a) defines motivation as, internal state or condition that activates behavior and gives it direction; desire or want that energizes and directs goal-oriented behavior; influence of needs and desires on the intensity and direction of behavior. Background Gatlin, Rebecca (1997), says that a good and attractive reward program is necessary the employees in order to motivated them otherwise the unmotivated employees will not perform their tasks properly and will ultimately affect the company in a negative way i.e. decrease in profitability. Organizations performance is dependent on the employees who work for it, so in order to get the better and quality output, rewards contribute a lot in this part, so it is essential for organizations managers to make effective and attractive reward programs to motivate their employees, Deeprose (1994). Gregory P. Smith, author of book Dynamic Ways to Reward, Energize Motivate Your Teams, states in his book that rewarding and recognizing the work of the employees makes them happy, provide them job security and they contribute more towards the organization. Edward E. Lawler III (2003), With the right combination of reward system practices, people will be motivated to excel, and those who do excel will be motivated to stay because they will be highly rewarded. This is the foundation of the virtuous spiral, in which both sides win and create success for each other. In Pakistan human resource departments are seen only in those organizations where technology is rigorously applicable or which are highly knowledge organizations. The telecommunication sector of Pakistan has shown tremendous growth in recent years and its all because of using up to date technology and the adoption of competitive and innovative human resource practices. Becker and Huselid (1998) supports that for having the competitive advantage for any business Human resource is basic source to get it. The organizations in the telecommunication sector of Pakistan are the structures that provide their services supported by the human resources. The most important factor in the delivery of the best quality service is the motivation of the employees; on the individual level as well as on the group level. In todays world of competition to deliver best service in order to satisfy customers it has become very difficult; in fact organizations take it as a challenge to motivate employees in order to get best output from them. The telecommunication sector of Pakistan plays a powerful role in its economy. Excellent professional services delivered by the employees of the telecom sector of Pakistan can create a positive and everlasting image in the eyes of their customers. Several studies show that rewards have a huge impact on the job satisfaction and motivation of the employees. Beer (1984) says that for top management it is the top most responsibility to develop a strong positive relationship between the organization and its employees in order to carry out the continuous needs of both i.e. organizations and employees. Organizations want their employees to follow the organizations rules and regulations i.e. work according to the standards that are being set for them, and as a result of it employees want from the organization good working environment, good salary, good behavior, job security, delegation of authority. For organizations understanding to deal with these expectations of employees is required. Nel (2001), argues that those employees that are motivated and are fully aware of the organizations goals, that provide the organizations benefit, will divert their all hard work and devotion towards those goals. According to Flynn (1998), that these days organizations understand the great gains derived by linking rewards whether monetary or non monetary to their business strategy. The telecommunication sector of Pakistan is offering several benefits and rewards to its employees; so that employees feel motivated and remain satisfied with their jobs and improve their performance in order to achieve organizational goals. Objectives The basic objective for carrying out this research is to measure the impact of rewards in the most fast growing sector of Pakistan i.e. Telecommunication sector Pakistan on the motivation of its employees. Significance The significance for carrying out this research is that whether the employees in the telecommunication sector of Pakistan are satisfied with their organizational reward system or not. And which reward type they appreciate the most whether the monetary rewards or the non monetary rewards. Review of Literature Rewards Jack Zigon (1998) defines rewards as something than increases the frequency of an employee action. In order to treating the employees of the organization right, rewarding them properly is one of the important components. Organization which is growing healthier provides its employees the opportunity to grow and prosper. In todays highly business competitive environment win-win relationship is important that forms the right treatment of employees by the organizations. Strategy of rewarding employees when performance is not good cannot prevail for long, hence rewarding for good performance encourages employees to continue their performance and improve their skills and knowledge day by day to contribute positively towards organization, Edward E. Lawler III (2003). ACCEL team development says that for improved and better output from the employees rewards act as catalyst. Rewards are part of the organization and management should pay especial attention towards them; rewards should be quick, significant, related to performance, compatible with job measurement and irrevocable. Rewards should be given fairly, if there is some factor of unrealistic distribution of rewards like giving promotion of the favoritism basis, it will have a negative impact on the motivation of the rest of the employees. Searle, John G. (1990), getting the satisfaction of the employees over the rewards that are being offered to them id a difficult task, organization has to learn to manage those things which creates feeling of dissatisfaction among employees; Employees satisfaction towards reward in comparison of what he expected and how much he received secondly is comparing his rewards with other people of same jobs in the organization, overestimating his own performance as compare to his colleagues. So rewards should be designed in full justice by the management of what they are taking from employee and what they are giving to him for his input, and they should be fully defined to the employees so that there may not remain any chance of misconception. This plays important role in creating feeling of satisfaction or dissatisfaction. Cameron Pierce (1977), states that every business use rewards like salary, promotion, and other types of bonuses to encourage employees towards high level of performances. Types of Rewards According to Syedain (1995), there are two schools of thought for rewards at the workplace, one is to say THANK YOU in any way, verbal, non-verbal, via certificate etc other is to give a concrete rewards that create an impact. There are two types of rewards monetary rewards and non-monetary rewards. Employee reward programs design requires a balance between monetary rewards and  non-monetary rewards  to provide incentives and benefits to the employees. Monetary rewards Marcia Moore, M.S.S.W.(2010), says that monetary rewards are those rewards that are being given by the organization in the form of cash, or through cheque or some other way of financial transaction for achieving the sales goals, providing best quality, providing outstanding performance in a difficult situation or delivering a project report in the best way. Gratton (2004), states that motivation is determined by both monetary and non-monetary factors, money has come to play an overly important role in our thinking about the causes of behavior. In most companies very limited time and effort are spent on considering non-monetary sources of motivation. Money is an important factor in motivating people as we live in a money motivated world. According to Peter Drucker (1974), there is not one shred of evidence for the allege turning away from material rewards. Antimaterialism is a myth, no matter how much it is extolled. Monetary rewards have so much importance that if no proper attention is paid to them or ignoring them will act as demotivator. He further says, Economic incentives are becoming rights rather than rewards. ACCEL team development argues that monetary rewards cannot be remunerated by the non-monetary rewards (human relations). Famous companies like Microsoft, IBM are to some level a result of monetary motivation. Financially rewarding employees increases their motivation levels, which results in increase in the output, creating more profits and those profits should be circulated back to the employees who are actually responsible for it. Non-Monetary Rewards Marcia Moore, M.S.S.W., (2010), non-monetary awards includes certificate, a word of thanks from supervisor or manager, flexible schedules, a day off, acknowledgment of birthdays, and free lunches or dinners to celebrate team work success. Pfeffer (1998), People do work for money but they work even more for meaning in their livesà ¢Ã¢â€š ¬Ã‚ ¦ Companies that ignore this fact are essentially bribing their employees and will pay the price in a lack of loyalty and commitment. Sherry Ryan (Training Specialist, Weyerhaeuser Company), says that non-monetary rewards play important role in improving employee performance. Using proper attractive and communicative method of non-monetary rewards leaves a positive impact on the employees and improves employees performances in different dimensions. Such types of awards are inexpensive to give to employees but worth a lot when employees receive them. Bob Nelson (2004), saying thank you to your employees or appreciating their performances when something good is done, is extremely important factor that should be recognized by the managers. According to him 78% employees said that they feel more motivated and happy when their manager appreciates them. According to research conducted by, Allen and Helms (2002), expressions of appreciation and praise by the managers give employees encouragement. American Society for Training and Developments (ASTD) research proves that non-monetary awards work as an important factor for keeping hold of top performing employees. Motivation Motivation is derived from a Latin word, movere, which means to move. The author of book Motivation, beliefs, and organizational transformation (1999), Dr. Green and Butkus (1999), says that motivation is derived from a word motivate, which means to move, push or persuade to act for satisfying a need. Further motivation can be explained as acting of such forces within a person that cause a stimulation of effort, direction and goal direction. Motivation is the total involvement of a person in his tasks to carry out with dedication, devotion, happiness, excitements, and voluntarily, Mol (1992). Theories on Motivation There are two classes of theory of motivation; Content Theories: Content also called as need theories of motivation basically emphasis on internal factors of an individual that strengthen and gives the direction to the behavior. Maslows Hierarchy of needs: Abraham Maslow (1943, 1954), unsatisfied needs creates demotivation, there are following needs that must be satisfied, these are called as deficiency needs. As these needs are fulfilled the person is satisfied and move towards growth and self actualization. Physiological needs: These are the basic needs for example food, water, air, and all other things that are necessary for the survival. In order to enhance workplace motivation by achieving the target of fulfilling the needs of employee give proper breaks for lunch, and offer such salary to employees that enable them to buy basic needs of life. Provide ample breaks for lunch and  recuperation and pay  salaries that allow workers to  buy lifes essentials. Security needs: it includes security regarding the physical environment, living in a safe area, medical insurance, job security. These needs can simply be fulfilled by giving all these securities to employees. Belongingness needs: it includes friendships trust and satisfaction, feeling right in a group, giving and receiving care and love. It can be achieved by generating a feeling of acceptance. Esteem needs: It includes recognition, attention, social status, accomplishment, self-respect. It can be achieved by recognizing the achievements of the employee, by assigning them some projects, make them feel important and valued asset for organization. Self-actualization needs: it includes ones own potential, creative capabilities etc, it can be achieved by offering challenging and meaningful work assignments which enable innovation, creativity, and progress according to long-term goals. Alderfers ERG Theory: The Alderfers ERG theory (1969), is an extension of Maslows theory of needs. He suggested that needs can be divided into three components; existence (similar to physiological needs and security needs), relatedness (similar to belongingness needs and esteem needs) and growth (similar to self-actualization). It differs from Maslow hierarchy of needs theory in a way that according to Alderfers it may happen that more than one need may be motivated at the same time, lower motivators is not necessary to be   significantly fulfilled before moving towards higher motivators, the order of needs may differ from person to person, there is a frustration- regression principle and according to it if high order need is frustrated a person may regress to increase the satisfaction of a lower need which appears easier to satisfy. Frederick Herzbergs Motivator hygiene theory: Herzbergs motivator hygiene theory (1959), is closely related to Maslows theory but it is more closely related to how to motivate individuals at their workplace. According to him individuals are influenced by two sets of factors; Hygiene factors: These are said to be lower level of needs by Herzberg. Motivator factors: These are said to high level of needs by Herzberg. According to him meeting hygiene factors will not motivate individuals to put their effort or to improve their performance, it will just help them from being getting dissatisfied, but if motivator factors will be combined with this it will help individuals to motivate. McClellands Learned needs theory: acquire McClellands theory states that individuals learn needs from their culture and life experiences. There are three basic needs of an individual; Need for affiliation (n Aff): It is the need of establishing social relationships with the people, communities, getting accepted by them. Need for power (n Pow): It is divided in two parts, desire to control ones environment and second to influence others. Need for achievement (n Ach): It involves the aspiration to take accountability, set challenging goals and get feedback of their performance. McClelland states that a person has full strong capability in any one of the above categories, thus it has prospective to motivated people that leads to satisfaction. Management should understand these needs of the individuals and then structure their jobs to satisfy them. Those who have high n Aff such people perform well in customer service jobs or where customer interaction is involved. Those who have high n Pow management should provide them the opportunity to manage others. Those who have high n Ach such people should be given challenging but achievable goals. Process Theories: These theories of motivation focus on known human decision behaviors for the explanation if motivation. These theories determine that how an individuals behavior can be energized, maintained in willed and self directed cognitive process. Victor Vrooms Expectancy Theory: Victor Vroom (1964), theory is based on three beliefs; Valence: is the extend of the expected outcomes of an individual are attractive or unattractive. Expectancy: is the extend to which employees believe that they are giving enough effort that they will achieve the target of given level of performance. Instrumentality: is the level to which employees believe that achieving a given performance level result in the form of certain reward. Motivation = Valence x Expectancy (Instrumentality) If even one of these is zero the employee will have not motivation for the task, so managers ensure increase in effort will improve performance and improved performance will result in high rewards. The theory says employees have different goals to achieve and can be motivated if they believe that; there exists a positive correlation between efforts and performance, good performance will result in a reward, and this reward will satisfy an important need, and the wish for satisfying that need is powerful enough to make effort valuable. Equity Theory: Equity theory was first time developed by John Stacey Adams in 1963. Individuals in the society make comparison of their efforts (inputs) and rewards (outputs) that they get. The fairness regarding the rewards influences the level of motivation of individuals a lot. Equity exists when individuals identify that the ratio between there efforts and rewards is similar to whom they are comparing. Individuals Rewards (output) / Individuals Efforts (Input) = Other persons Rewards (output) / Other persons Efforts (Input) Similarly inequity occurs when there is difference in ratio in comparison to others. Inequity has two types; Under-Reward: this type occurs when an individual starts believing that he is putting more efforts as compare to others, but receiving the same rewards that others are getting for relatively less effort. Over-Reward: this type occurs when an individual starts believing that his equity ratio is higher other individuals. Thus getting more rewards by putting less efforts. Under-Rewarded individual may get motivate to do more work to meet his performance level while on the other hand he may get dis-hearted from this. Over-Reward individual start putting less efforts as he may assume that he is getting much more rewards from little effort. For managers equity theory states that rewards should be fair to all employees. Gary Latham and Edwin Lockes goal setting theory: E. Locke and G. Latham (1990), states that goals are important factors in affecting the behaviors and motivation levels of employees. Motivated behavior of employees can be achieved by setting challenging goals for them that usually involve the quantitative targets. Such goals of performance are more good than those in which you just say, you did a great job, well done. Researches have shown that challenging goals are more motivational than any other goals that are easily achievable. The more the dedicated is employee the more he will put his effort to achieve those goals. Researchers show that individuals that perform in goal setting have increases goal commitment. If an individual has high self-efficiency he will respond more positively to achieve goals rather than those who are low-efficient. B.F. Skinners Reinforcement Theory: In Reinforcement theory B.F. Skinner (1957), considered a motivation theory along with learning theory. The theory state that motivated behavior is the outcome of reinforces which are actually the resultants from the behavior that cause it more likely to occur again. It further says that it is essential to measure the consequences of behavior rather than to understand cognitive or processes motivation. Such behavior that was previously rewarded will be continued in future as well from an individual rather than that behavior which was not rewarded or for which he was being punished. The theory suggests to managers that they can handle the behavior modifications by reinforce desired behaviors and punish undesired behaviors. Need for motivation The satisfaction or the dissatisfaction levels of an employee are directly proportional to his good or bad performance. Employee dissatisfaction may lead to poor performance. Petcharak (2004), it is the responsibility of the human resource management of the organization that employee may not dissatisfy from his job, so HR management should take steps to motivate employees otherwise employees will not perform up to expected standards of the organization. Cheng (1995), says that it is one of the larges test challenge for service providing organizations to motivate their employees in order to satisfy their customers. The HR departments major task is to develop strategies to motivate its employees. Human capital rather than financial capital plays a significant role in meeting the goals of the organization. It is the responsibility of the top executives to motivate the employees of the organization. Human capital is the basic source of competitive advandage for any service providing organization these days. Organizations which actually pay attention towards the motivation of its employees assures its success, Dale Carnige (1985). This shows that employees who are motivated are best for the organizations to attain its goals, it is the duty of managers and supervisors to motivate them, Roberts (2005). According to La Motta (1995), motivational arousal causes an employees interest to complete its project, achieve all those goals that are being set for him. Different people are motivated by different ways, one thing that is creating motivation to one person might not create to other, because there is difference in motivation levels of every individual. Baron (1983), agrees with Maslows hierarchy of needs, that there are some natural factors of motivation that if provided to an individual will motivate him like security needs, esteem needs and self actualization needs. Importance of Rewards and Motivation Searle, John G. (1990), rewards are basically to motivate the behaviors of employees towards their work. Rewards should be given as a result to effective performance. Following are some conditions that are necessary for the creation of motivation among employees; Employees must have faith that their effective performance will surely be appreciated and rewarded. The rewards that will be being offered by management are attractive. The believe of employees that their effort is really contributing worthwhile to attain the organizations goals. Organizations must pay attention towards the Monetary as well as Non-Monetary rewards, because the balanced combination of both creates motivation. An individuals goals and organizations goals are independent goals that are linked by the work motivation. Individuals provide their services to organizations to attain organizations goals in order to meet their personal goals. So, we can say that an individuals goals are directly proportional to the organizational goals. Robert (2005), while studying the Barons work (1983) reports that motivation not only can influence the performance but the performance can also be influenced by rewards, i.e. direct rewards to true performance. Total reward system is the system in which salaries and other rewards are given to the employees on the basis of their performance. Therefore, total reward system is one of the important element, Wilson (1994). Mosley, Megginson, Pietri (2001), reports that the there are three levels of employee motivation; Behavior: the direction of those behaviors of an employee that he selects to perform. Effort: the level of willingness of an employee to put their effort on their work. Persistence: the level of willingness to work regardless of difficult situations. In Pakistan telecommunication sector is facing big changes for last few years, not only their customers are increasing but also the services are increasing. They reported from a research conducted by them that employees in telecommunication sector give more importance to pay and promotion than training, and pay and promotion gives a positive impact on their job satisfaction and motivation, . Kashif u Rehman et al., (2007). Theoretical Framework Problem Statement Hypothesis # 1: There is a positive relationship between rewards and motivation in the employees of Telecommunication sector of Pakistan. Explanation: Rewards are things that boost some ones morale to do something; it is observed in our daily life that whenever an individual or a team is being given reward for their good work the motivation of the employee increases to do more good work in order to get more rewards. Hypothesis # 2: Monetary rewards cause more employee motivation than the non-monetary rewards in the telecommunication sector of Pakistan. Explanation: Reward in the form of money attracts people more rather than any other reward in form of just appreciation or a certificated. This hypothesis will test that whether it is true or not in the telecom sector of Pakistan. Hypothesis # 3: There are significant differences in effects of biological variables on employee work motivation in the telecom sector of Pakistan. Explanation: This research hypothesis will find answers to such questions as; Who were more motivated male or female? Which age group people were more motivated? Who were more motivated new or old employees? Married people had more motivation towards work or unmarried? Sales people are more motivated as compare to rest of the people at different designations? Research Methodology Tool for data collection The tool for data collection for this research is survey. And for the purpose of doing surveys mail questionnaire is designed. This method of data collection is chosen because it has geographical flexibility, easy sample accessibility, saves time, and cost, anonymity and respondent convenience to reply. Design of Questionnaire The research questionnaire consists of three parts; Part I: It consists of personal information of the subject, such as gender, age, designation, working experience, marital status and education. Part II: It is designed for the collection of data about the independent variable i.e. Rewards (Monetary Rewards/Non- Monetary Rewards). Part III: It is designed for the collection of data about the dependent variable i.e. employee motivation. Units of observation The units of observation are the employees of different companies of telecom sector of Pakistan; Mobilink Ufone Telenor Warid Zong Wateen World Call Wi-Tribe Pakistan telecommunication Limited The sample includes all categories of employees. Sample Size The sample size for data collection is 1000. Time Dimension This study is a cross sectional study. Scale / Scoring of questionnaire Te Likert scale is used for the collection of data. Likert scale is basically a 5-point scale which consists from 5 to 1. For positive statements scoring is; Strongly Agree = 5 Agree = 4 Neutral = 3 Disagree = 2 Strongly Disagree = 1 For positive statements scoring is; Strongly Agree = 1 Agree = 2 Neutral = 3 Disagree = 4 Strongly Disagree = 5 Procedure Questionnaire will be spread out among the employees of telecommunication sector of Pakistan via mail questionnaire in their workplace. Instructions and grantee of confidentiality of the personal information will be ensured. Data analysis For the descriptive analysis SPSS (Statistical Package for Social Sciences) version 16 or simply Microsoft Excel 2010 will be used. For finding out the correlation between the Rewards (independent variable) and employee motivation (dependent variable) Pearson Correlation Coefficient will be used. For finding out the correlation between the Financial Rewards and employee motivation; and Non-Financial Rewards and employee motivation Pearson Correlation Coefficient will be used. For the analysis of the differences in employees work motivation based on the personal characteristics (biographical) ANOVA will be used which is used to measure the significant differences between the variances. Expected Results The various researches that have been carried out in various sector in different countries of the world reports that rewards have a positive impact on employee motivation. In 1997, Carolyn Wiley compared the result of previously held four surveys that were conducted on motivation of employees in year 1946, year 1980, year 1986 and year 1992. The survey that was conducted in 1992 resulted that in todays world employees are motivated by monetary rewards. Employees chosen salary as the top most motivating element. The research said that salary is a monetary reward with a natural influence. Limitations Low response rate Low completion rate Cannot catch verbal behavior Cannot use lengthy questionnaire

Romanticism as a Reaction to Neoclassicism :: Romanticism Essays

The time of Romanticism began in the late 18th century and ended around the mid 19th century. Just showing what the Romantic Movement is, it can be shown as a reaction against Neoclassicism. Romantic art portrays emotional, painted, or shown in a bold and dramatic manner, and there is often a stress on the past. Romantic artists often use sad themes and dramatic tragedies. Paintings by famous Romantic artists such as Gericault and Delacroix are filled with energetic brushstrokes, rich colors, and emotive subject matters. While the German landscape painter Casper David Friedrich created images of lost loneliness, and at the same time in Spain, Francisco Goya conveyed the horrors of war in his works. This shows the variety of different art works of this time period. Some of these artists were fascinated in nature, people can definitely see this if they are shown through any Romanticism museum, also the importance of drama and emotion. At this time artists made their art work portray more then what the eye sees, the artists added more symbolism to the art work then in the Renaissance. The Pre-Raphaelite movement succeeded Romanticism, and Impressionism is firmly rooted in the Romantic tradition. Other famous Romantic artists include George Stubbs, William Blake, John Margin, John Constable, JMW Turner, and Sir Thomas Lawrence. And Although Romanticism was very popular for the paintings, it was also popular for its music, and poetry, and even architecture. This shows that this period advanced not only in variety of artwork but also a variety of all sorts of effects. The German poets and critics, August Wilhelm and Friedrich Schlegel first used the term ?Romanticism? to label a wider cultural movement, the period expanded way more then they ever dreamed. This gave the Schlegel brothers a good time to show Christianity through art, even though the majority of people where using the plain Classical culture. This started the ?Romantic Movement. The ?Romantic Movement,? gained popularity in Germany and then quickly spread to England, France, and beyond. Eventually the movement reached America, this was around the year 1820, (some 20 years after William Wordsworth and Samuel Taylor Coleridge had revolutionized English poetry by publishing Lyrical Ballads). In America and in Europe, fresh new ideas and visions struck the artistic and intellectual circles in America.

Pakistan Journal of Social Sciences

Pakistan Journal of Social Sciences (PJSS) Vol. 31, No. 1 (June 2011), pp. 185-199 Unions and Management: A Case Study of Pakistan Telecommunication Corporation Muhammad Shaukat Malik Assistant Professor of Management and Human Resources Bahauddin Zakariya University Multan, Pakistan E-mail: [email  protected] edu. pk A. B. Basit Associate Professor of Economics, The Islamia University of Bahawalpur Ahmad Kamal Qazi Assistant Manager-Marketing, PTCL, Multan Pakistan. E-mail: [email  protected] com Abstract Unions basically seek to advance the interest of their members.As a principal goal, unions exert a strong influence on individuals, organizations and upon the government to advance the economic and social positions of their constituents. Union play significant role by adopting positions on such public issues as unemployment, job security, opportunity for advancement, tariffs, health care, wages, social security etc. They try to influence the decisions of not only the administra tion of individual organization but also the state legislatures to improve labor laws on variety of issues for welfare of their employees.In addition, unions by performing their fraternal goals provide a sense of belonging for employees to give them a sense of identification and purpose. This paper first traces the historical development of unions with particular references to Pakistan, highlight their merit and demerit, current position in public and private organizations and challenge they are facing at present. Second it examines the role of unions in Pakistan's major institution like Pakistan Telecommunication Corporation (PTCL).It is observed that over the time union is loosing their positions in the world as well as in Pakistan like in PTCL. After privatizations since 2006 the state of the affairs of unions at PTCL are very pathetic. Employees have lost all their hopes that the union will ever work for their well beings. Unions need to review themselves to be accepted by the e mployee and the leaders have to work beyond their personal interests. Unions need to demonstrate a larger social vision as well. Keywords: Unions; PTCL; Collective Bargaining Agent 186 Pakistan Journal of Social Sciences Vol. 31, No. Concept of union evolved in 18th century and within hundred years, unions in organization become so strong that they become the most critical variable to be managed by the organizational management. Unions represent the non managerial staff of an organization and work for their rights i-e salary rise, promotions, better working environment and employee safety etc. Sometimes the agenda of unions contradicts with the agenda of management due to which conflict generates and if this issue is not resolved in its early stage, it could result in strikes, shutdowns, police arrests etc.Numbers of international event are evident to this theory. This paper aims to explore union role in the organizations and how they performed in different regimes in different orga nizations of the world and in Pakistan like Pakistan Telecommunication Limited (PTCL). The paper is structured as follows: Following the introduction, section 2. 0 provides literature review about the union’s history, their merits and demerits, their role in public and private organization, their progress in the world and in Pakistan.Section 3 provides an overview of Pakistan Telecom Sector and PTCL. Section 4 provides the methodology used for the study. Section 5 discusses the results of the study in detail and section 6 presents the overall conclusions and our recommendations. I. Introduction II. Literature Review Farbar (2001) defined labor union as â€Å"It is an association of workers who bargain collectively with their employer regarding the terms and conditions of employment†. Akteruzzaman (2006) says that labor unions as â€Å"Labor unions re voluntary associations of workers to promote and protect their interest by collective endeavor and constitute an integr al part of the relationship between the employees and employers†. Whereas, Gomper (2009) has given more comprehensive definition in a way â€Å"that labor union is a group of workers who have organized in order to pursue common work-related goals, such as better wages and benefits, safer working conditions, and greater job security†.By concluding all definitions we can say that labor union is â€Å"Organization whose membership consists of workers and union leaders, and whose principal purposes are to negotiate wages and working condition terms, regulate relations between workers (its members) and the employer, take collective action to enforce the terms of collective bargaining, raise new demands on behalf of its members, and help settle their grievances†. The concept of combined effort by the workers to protect their rights was initiated in 18th century from Britain.According to Mohar (2007), union were initially started in great Britain in 1780 when workers un ited against the Combination Act implemented by the then Prime Minister William Pitt but they did not succeed and faced even more bitter laws like The Gagging Act (1817), Six Acts etc. Relief was started with the introduction of the Master and Servant Act (1867), the trade union act (1871), Conspiracy and property act of (1875), The Employer’s Liability Act (1880).However the unions got their real strength in 1913 after the implementation of Trade Union Act which gave the unions the right to have its subscriptions into a political and a social fund. The trend of unionism in Britain afterwards expanded to USA. Reynolds (2009) says that in Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 187 1860’s political philosophy began to shift toward collectivism and national trade unions gains a real foothold. According to Perlman (1922) point of view, in USA, trade unions really exploded during the nineteenth century with the founding of the first national union, the Nation al Labor Union (NLU).It was created in 1866 and was not exclusive to any particular kind of worker. Next, the Knights of Labor was founded in 1869. Their membership peaked around 700,000 members, with some of their key issues being child labor opposition and demands for an eight-hour day. The most famous American union was probably the American Federation of Labor (AFL), founded in 1886 by Samuel Gompers. Afterwards, according to Allen (2005) in contrast to the craft unionism of the AFL, the Industrial Workers of the World (IWW) founded in 1905. It used violence to promote the cause of unskilled workers.The IWW virtually disappeared after World War I. In 1930s, the strategy of industrial unionism was pushed by John L. Lewis' Committee for Industrial Organizations within the AFL. Founded in 1933, the committee split from the AFL in 1938 as the Congress of Industrial Organizations (CIO). The Second Red Scare after World War II pushed the AFL and CIO into a 1955 merger as the AFL-CIO u nder Lewis' leadership. In Indo-Pak, as reported by Bawa and Hashmi (2010), the concept of collective labor was introduced by Malik Gokhale which was given legal identity through the introduction of Trade Union Act 1926.At that time, two most strong unions working under the influence of National Congress and Socialist Party were Indian Trade Union Congress (INTUC) and Hindustan Mazdur Sabha (HMS). After the inception of Pakistan, the first trade union established in Pakistan was Pakistan Trade Union Federation (PTUF) having ties with INTUC and Mirza Ibrahim as its first President. Candland (2007) narrates the history of unions in Pakistan and say that up till 1952, no much developments were made in unions.In 1952, Pakistan Essential Services Act was promulgated which gave the government right to restrict any trade union and collective bargaining in any industry. First labor policy of government was announced on 15th August 1955, stating the workers to be the partners in industry, bu t no legislation was formulated in this regard. In 1958, General Ayub Khan imposed the martial law and abolished the first labor policy. On 4th February 1959, second labor policy namely Burki labor policy was announced which discouraged the labor unions and allowed the government to directly involves in the resolution of labor disputes.In 1969, labors started pressurizes the military government to get rights of forming trade unions with all powers, The government was ready to give the same rights but this policy could not overcome the unrest among the workers. This unrest among the workers was later cashed by Bhutto and he supported the union leaders. According to Shah (2010), Bhutto formulated the People Labor Federation for organizing the labor and through them he gained the powers which helped him lot to win election and become prime minister. After fall of 188 Pakistan Journal of Social Sciences Vol. 31, No. 1Bhutto government, in 1977 General Zia imposed the martial law and str ictly banned the union’s movement in Pakistan. This ban was partially lifted in the Junego government and later it was completely lifted by Benazir Bhutto in 1989 in her first tenure. Afterwards, more or less same policies were continued by Nawaz Sharif and Benazir in their respective regimes. General Musharraf right from beginning of his regime implemented several strict laws like Industrial Relations Ordinance 2002, Removal from Service (Special Powers) Ordinance, 2000 and other anti labor laws to limit activities of unions.In present Gilani's regime, some reliefs have been given to employees in pursuance of Zulfiqar Ali Bhutto policies by announcing Workers Welfare Fund Ordinance, Employees Old-Age Benefit Act, amended Industrial Relations Ordinance with enhanced protection of worker, imposing condition on the authority of employer to terminate workers job etc. These polices are intact till date. Donas(2005) says that unions adopt two means to fulfill their goals. First an d foremost is through collective bargaining with the employer being as a representative of the employees.The second way they adopt is through efforts to influence government legislation. Union’s are working both in public and private sector organizations to protect the rights of employees. According to Edward (1989), currently unions are very strong in public sector. They have greater membership from the public sector organization. Blacnchflower and Bryson (2007) compared the union influence on wage in public and private sector and found that the unions working in public sector are able to get increase in the wage premium for the public sector employees substantially.They are of the view that although union membership in the both public and private sectors has declined, but unions are still more powerful in public sector. In order to avoid the decline in the membership of the unions, now unions are trying different strategies. Hamilton and Anderson (1999) stated that recent t rend among unions is amalgamation. Unions are getting united in order to preserve the membership. According to Fernie and Metcalf (2005), with around 12% of privately employed workers as members, the future for private sector unionization looks black.According to Pantuosco (2008), private sector unionization has lost nearly 4 million members, while public sector unions have sustained the growth they accumulated in the late 1980s and 1990s. Figure 1 Public and Private Union Density 1983-2005 Source: Pantuosco (2008) PP 35 Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 189 Edward (2010) tried to explain the reasons of decline of unions in private sector by stating that public agencies tend to be static in a way that once a union has organized a group of workers they tend to stay organized.By contrast, the private sector is dynamic, with businesses going bankrupt and new businesses arising all the time. Also many public sector organizations are enjoying the status of monopoly an d unions in public sector push for higher pay and higher government spending with little restraint. They do not care if the cost of government services goes up because the burden is borne by someone else. By contrast, private-sector unions are aware that higher costs for employers may result in lost sales and fewer union jobs.Figure 2 Union Member Shares of Employment Source: Edward C. (2010) PP 1 Unions help the employees in lot many ways. Belman and Voos (1993) are of the view that unions typically help employees in raising the wages of the employees they represent. They also help in reducing income inequality within the represented firm, by reducing differentials between low-paid and high-paid diversified work force. Another important benefit of union mentioned by Ghosh et al. (2009) is that it helps to improve job security, working environment and living conditions.According to Morris (2002), trade union act as the protecting sheets against the threats posed by the globalization on the employees. Since globalization require maximum utilization of the employees to compete in the market and in this case only unions will be protecting employees by negotiating the working hours and work load on the employees. Ghosh et al. (2009) says that unions are engaged in a number of welfare activities, such as providing housing and organizing cooperative societies to improve the quality of workers' lives.In short unions restrict management freedom of action, pressurize them for uniformity of treatment, improve personnel policies and provide one plate forum to the employees to deal with management. Unions have some demerits too. According to Sherk (2009), trades unions can cause wages to go above equilibrium through the threat of strikes etc. and trade unions only consider the needs of its members. They often ignore the plight of those excluded from the labor markets, e. g. the unemployed.Also if unions go on strike and work unproductively, it can lead to lost sales and o utput. Another major disadvantage of union is paying the union dues. Most collective 190 Pakistan Journal of Social Sciences Vol. 31, No. 1 bargaining agreements require all employees to support the union financially as a condition of their continued employment. Another important demerit identified by Levine (2001) is that unions generally interfere with efficiency, because they protect unproductive workers, raise costs, distort incentives, and frustrate entrepreneurship.Hunter (1999) is of the view that unionized workers lost their individuality. When a union is certified as the exclusive employee representative in a workplace, employees become members of an overall bargaining unit in which the majority rules. Spear (2003) says that the existence of a union in an industry can result in limited choices regarding hiring new employees or even limiting the potential for dismissal of a poorly performing worker. Though internationally union's role can be seen differently in different cou ntries but its main objectives remains the same i. the welfare of employees working in different organizations. Countries like China even are bowed to allow unions at the work place and unions role/importance is increasing there day by day (Metcalf and Li (2006); Prit, 2007, Ghosh et. al (2009). The effectiveness of union’s role in Pakistan, according to Irfan (2008), has declined over the period. Unions have lost their membership because they failed to protect the rights of the working class.In Pakistan, unions mostly exist in all public sector organizations like Postal Services, WAPDA, Railways, PTCL and other government institutions and are thought to be the major reason of inefficiencies of Pakistan public sector. In private sector though union are found in many organizations but their activities are to some extent limited. A summary of union’s status in Pakistan between 1990 to 2006 is given in Table 1. Table 1 Years Trade Unions membership and Industrial Dispute Total Registered Trader Unions 7080 7027 7185 7273 7426 7349 7355 7356 7382 NA NA NA NA NA NA NA Union Membership Total No. f Membership Registered of the Trade Unions reporting Reporting Unions 1763 359633 1441 288803 1834 415768 1685 374731 1718 325677 1718 337617 1594 293530 1534 296257 1478 305340 1493 301104 1356 301332 1260 275646 1201 247539 NA NA NA NA NA NA NA NA Industrial Disputes Number Numbers Number of of of Workers Mandays Disputes Involved Lost 99 65918 186726 94 116306 582694 40 73357 398128 28 17133 404564 25 15434 341196 24 10919 63626 30 18566 203323 30 7865 283342 20 6097 122519 6 3937 182151 4 225 667 4 711 7078 4 516 12160 1 407 0 19 1164 1020 NA NA NA NA NA NA 990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 Source: Irfan. M. (2008), Pakistan’s wage structure, PP. 27 Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 191 Decline in the popularity of unions in Pakistan is also witnessed by Rehman (2003). He says tha t in Pakistan, membership in unions is low due to the fear of victimization by employers and the inability to recognize any personal advantage from the unions. The leadership is not effective due to personal rivalries and lack of required skills.Also union movements in Pakistan do not have the due social and political support since the political market has been generally dominated by powerful industrialization elite. Ebbinghaus (2002) is of the view that trade union movements are confronting multiple challenges. The challenges faced by the unions in Pakistan are also very critical. Cunniah (2007), is of the view that neo-liberalism is the biggest challenge for trade unions in Pakistan and is alive even after the establishment of new democratic government.The employers have another weapon at their disposal, the displacement of workers by machinery. Ali (1994) observed that one of the laws that hinders trade union activity is the Essential Services Maintenance Act of 1952 (ESA) (which covers government services and state enterprises, such as energy production, power generation and transmission, the state-owned airline, and ports) and is usually invoked to limit or ban strikes, and is also used to severely curtail collective bargaining rights.Another challenge raised by Somavia (2008) is that Pakistani law is particularly hard on agricultural workers who are denied the right to form unions and are thus prevented from striking, bargaining collectively, or making any demands on their employers. Pakistan trade union membership is very weak at this time. Only 0. 6% of the total workers are organized in the trade unions. About 7392 trade unions are registered in Pakistan which are representing the 2,55,405 members throughout Pakistan.Table 2 Total number of the work force Total numbers of the work force is as follow: Sector Agriculture, Forestry, Hunting & Fishing Mining, Quarrying Manufacturing Electricity, Gas, Water Construction Whole sale & Retailed Trade, Restaur ant & Hotels Transport, Storage & Communication Financing, Insurance, Real Estate & Business Sector Community, Social & Personal Services TOTAL Source: http://www. pakistan. gov. pk/divisions/bstat. pdf Million 18. 35 0. 03 4. 35 0. 26 2. 19 5. 12 1. 91 0. 31 5. 38 37. 9 Percent 48. 42 0. 07 11. 48 0. 7 5. 78 13. 5 5. 03 0. 82 14. 2 100 III. Telecomm Sector of Pakistan and PTCLPakistan has well established telecom sector at present. In 1947, at the time of inception, Pakistan has just 7000 telephone lines. Over the time, under different regimes lots of developments have been taken place to bring this sector at par with world. Under the sectors reforms different companies are allowed to 192 Pakistan Journal of Social Sciences Vol. 31, No. 1 work in Pakistan and new services like ISDN, DSL, CDML, GPRS etc. are offered by PTCL and other mobile companies working in Pakistan. PTA (Pakistan Telecom Authority) since 1994 holds the responsibility to regulate the telecom sector in Pakistan.P TCL has been privatized by selling its 1. 3 billions shares with management rights to U. A. E based company Etisilat since 12th April, 2006. According to Akhtar (2009), Pakistan’s Telecom sector has been gearing up to secure its place in fast developing era of new technologies. The government has been able to foster competition by declaring the telecommunication sector as an industry since 2005. The drive towards competition widened the scope for private and foreign ownership further through the deregulation policy announced in July 2003.From the beginnings of Posts & Telegraph Department in 1947 and establishment of Pakistan Telephone & Telegraph Department in 1962, Pakistan Telecommunication Corporation (PTC) took over operations and functions from Pakistan Telephone and Telegraph Department under Pakistan Telecommunication Corporation Act 1991. Pursuing a progressive policy, the Government in 1991, announced its plans to privatize PTCL, and in 1994 issued six million vouch ers exchangeable into 600 million shares. Each had a par value of Rs. 10 per share. These vouchers were converted into PTCL shares in mid1996.In 1995, Pakistan Telecommunication (Reorganization) Ordinance formed the basis for PTCL monopoly over basic telephony in the country. The provisions of the Ordinance were lent permanence in October 1996 through Pakistan Telecommunication (Reorganization) Act. In the same year, Pakistan Telecommunication Company Limited was formed and listed on all stock exchanges of Pakistan. The Government of Pakistan sold 26% shares and control of the company to Etisalat in 2006. The Government of Pakistan retained 62% of the shares while the remaining 12% are held by the general ublic. Since privatization, PTCL profit is declined. Following are the financial highlights of PTCL since its privatization. Table 5 Financial Highlights of PTCL since it Privatization Unit Rs. (m) Rs. (m) Rs. (m) Rs. (m) 2010 57,175 14,281 9294 150768 2009 59,239 14021 9151 154048 2008 66,336 -4463 -2825 140104 2007 71,068 23744 15639 152821 2006 79,411 30974 20777 152240 2005 87,356 39296 26606 136078 Description Revenue Profit/Loss Before Tax Profit/Loss After Tax Total Assets Source: Annual reports of PTCL Currently PTCL has 19 registered unions..The union which is acting as CBA is â€Å"Pakistan Telecommunication employee union† whereas all other unions are non CBA unions. At the time of privatization about 57000 employees were serving PTCL. But after privatization, new management laid off 30,000 employees by giving Voluntarily Separation Scheme VSS. At present Multan Telecomm Region (MTR) covers area from Mian Channu to DG Khan and Rahim Yaar Khan. It is divided into two wings. One wing is of Regional General Manager wing which has 982 employees. Other wing is of GM Technical Multan which has 335 employees.Other than these wings another small wing is of SM Consumer Sales Multan which has 45 employees. So at present total numbers of employees work ing in all wings in Multan region are about 1362. PTCL is taken as case study because it could provide the glimpse of previously public sector organization and now as private sector organization. Unions are working in PTCL since long and had been very strong in past. They have also played crucial role at the time of privatization as well. 194 Pakistan Journal of Social Sciences Vol. 31, No. 1 IV. MethodologyA survey through questionnaires method was used to capture the primary data for this study. The research is done at Multan Region of PTCL. A sample size of 300 employees from different departments of PTCL of all its three wings has been selected by using the random sampling technique. The questionnaire was distributed to each participant in person. Firstly few open ended questions were included to enable participants to express their general opinions regarding PTCL management and union relations and then all close ended questions (Table 5) were asked to have specific answers. The response rate to the questions was 90%.The opinions of the participants are measured by obtaining the respondents extent of agreement with the questions. The extent of agreement was measured through Likert scale ranging from 5= strongly agreed to 1= strongly disagreed. The researchers have tried to find out the facts relating to following research questions. i. ii. iii. What role union played in Telecom Industry over the time (especially in PTCL)? What role union played in PTCL at the time of privatization of PTCL and then after? What is the current role of union in PTCL The questions wise results of the study are described below.Table 5 Summary of response to survey questions. No 1 2 3 4 5 7 8 9 Statement Are you satisfied with the role of unions before privatization? Do you think that CBA at the time of Privatization has performed his role effectively? Are you satisfied with the role of union currently? Are you satisfied with the role of union to stop layoff of employees after pr ivatization? Does your union take effective actions against the rehiring of voluntarily separated employees? Do you think that the rehiring of voluntarily separated employees was in the best interest of PTCL?Do you think that the pre privatization PTCL was good as compared to Post Privatization PTCL? Do you think that union’s role for Agree% 80 52 75 32 20 30 68% 74% Neither% 10 10 5 16 10 0 5 6 Disagree 10 38% 52% 52% 70% 70% 27% 20% V. Results and Discussions Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 195 10 employee’s job security was better before privatization of PTCL? Are you satisfied with the union’s role towards current working environment of PTCL? 26 10 64% It is evident from the above results that union role in PTCL is diminishing over the time.It played very effective role for welfare and betterment of employees in the past but currently the state of affairs is not very good. Majority of the employees are dissatisfied with their performanc e. At the time of privatization, the role of CBA and UAC (Union Action Committee was very midtrial. They were firstly against privatization and have been fighting for three months and then suddenly one day they accepted privatization deal on term and conditions of the government. Employees feel that monopolistic status of PTCL was in the best interest of customers.Employees are also not so happy with rehiring of employee previously laid off under voluntarily retirement schemes, as they feel that these rehired contractual employees are enjoying dual benefits i-e benefits of retirement and new contracts. They are of the opinion that new hiring if so necessary should be done from youngsters having new skills to manage latest equipment installed in PTCL. Employees also feel that union is not doing any thing for their job security. Job stress created through increased work load is another major problem employees are facing currently.Now lower level employees give more preference to the m anagement for the resolution of their issues instead of unions. Employees have lost their fate that unions would do something for their betterment. Now employees are avoiding joining unions and believe on direct relationship with its management. There was a time when union in PTCL was thought to be the true representative of employees and only way for their growth. But on the critical occasion of privatization of PTCL, VSS and rehiring of VSS opted employees, the betraying role of union and CBA has dissatisfied them lot.The Union has now lost trust of employees. The management is becoming strong day by day through different measures. Some of the union’s representatives either are suspended or transferred, waiting for posting etc. But the union leaders are not paying any attention to their problems. That’s why employee’s commitment with the union has also been reduced. The management has successfully neutralized the power of union by reducing the strength of empl oyees. By lying off about 30,000 employees, management successfully took away the real strength of unions.Now they are trying different tactics in order to create hindrances in the activities of union. These tactics involve dismissing the employees participating in union activities, proper check and balance on the attendance of employees and indulging every employee with high work load. Another recent step taken by management to weaken the unions is giving the non-management employees, the cadre of management. in BPS-17. This conversion of cadre has made almost 3000 196 Pakistan Journal of Social Sciences Vol. 31, No. 1 employees unable to talk part in union’s activities.Therefore, a tug of war is going on between the typical government culture already prevailing in PTCL and a corporate culture which the new management is trying to enforce in PTCL. VI. Conclusion & Recommendations Unions in any organization work for the benefits of the employees. The most important roles whic h unions are meant to play are to reduce income inequality, improve working conditions for employees, protecting the rights of the working class, ensure homogenous income to the workers by providing them employment opportunities etc.But over the period of time, unions failed to perform their roles effectively, therefore, they are facing decline in their popularity and membership. Internationally, the trend of unions in organization is diminishing. PTCL is taken as case study because it could provide the glimpse of previously public sector organization and now working as private sector organization. Unions is working in PTCL since long and had played crucial role in its privatization It could provide the perfect information about the unions involvement and recent trends in public and private organization. Now management has upheld the lower level of mployees from the union activities by giving them status of more significance within the organization. Internationally and in Pakistan t oo, unions are very strong in public sector organizations as compared to private sector companies. In Pakistan Telecom Sector, unions exist only in PTCL. In PTCL, union remained very powerful before privatization. But after privatization since 2006, the new management has cut down union power by implementing different polices. The present management has been able to divert unions away from interest of employees by facilitating the top level leaders for their own interests.This thing has sabotaged the image of unions among employees. The employees feel more confident now with the commitment of the management rather than union. Majority of employees of PTCL now feel that leaders are not sincere with them. Employees think that during privatization union did not play its effective role as was expected. They blame that only top leaders of unions have ripe the fruits of employees' efforts but no demand of employees is fulfilled in true sense during privatization process. So these things h ave created mistrust between employees and union.That mistrust was truly endorsed when union call strike for pay rise in 2009 and majority of employees did not participate. Similarly, in 2010 referendum, 30% of the total employees have not participated at all. The management through different tactics is making unions ineffective. Management is not taking direct steps to reduce union’s strength but with indirect measures and back channel diplomacy, they are meeting its ultimate objective to wipe away unions from PTCL. The way union is working on other side, it is not seen too far. Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 197Conclusively saying, union image as the protector of working class has been affected when union leaders use the plate form of union to get the advantage for themselves. Union has made themselves worth less in PTCL due to their own acts. They may not be able to get any support from employees in future. They must have to change the current strate gies and the top leaders have to work beyond their personal interests to regain the powers. They will have to work for the welfare of the employees as past. Otherwise, unions will be simply wiped off from PTCL like it happened in some other organizations hich have been privatized like PTCL. References Akhtar, M. H. (2009). The Impact of Macroeconomic Factors and Policy Issues on Telecom Sector Performance in Pakistan: An Econometric Analysis, Pakistan Journal of Social Sciences. 29(2), 163-174. Akteruzzaman, M. (2006). Globalization: issues and Challenges for Trader Union Movement. The Social Sciences, 1(I), 29-34. Ali, I. (1994). Structure of Telecommunications Sector in Pakistan. CMER Working Paper Series, Working Paper No 94-02, 1-25. Allen, W. C. (2005). History of Slave Laborers in the Construction of the United States Capitol. The Architect of the Capit, 1-27.Bawa, and Hashmi, (2010). Labor Unionization in Pakistan – History ; Trends. Pakistaniaat: A Journal of Pakistan Studies, 2(2), 78-82. Belman, D. L. and Voos P. B. (1993). Wage effects of increased union coverage: Methodological Considerations and new evidence. Industrial and Labor Relations Review, 46(2), 368-380. Blanchflower, D. G. and Bryson A. (2007). The wage impact of trade unions in the UK public and private sectors. The Institute for the Study of Labor, Discussion Paper No 3055, 1-23. Candland, (2007). Labor, Democratization and Development in India and Pakistan. British Journal of Industrial Relations, 48(1), 1-13.Cunniah, D. (2007). The role of trade unions in workers’ education: The key to trade union capacity building. International Labor Office, 4, 1-42. Donas, B. (2006). Why Professional Unions Make Good Conflict Management Partners. Workplace Fairness Journal. Ebbinghaus, B. (2002). Trade unions’ changing role. EU Paper Series, 2-32. Edward, C. (2010). Public-Sector Unions. Tax ; Budget bulletin no 61. 198 Pakistan Journal of Social Sciences Vol. 31, No. 1 Farbar , H. S. (2001). Notes on the Economics of Labor Unions. Princetion University Industrial Relations Section Working Paper # 452, 1-24.Fernie, S, Metcalf, D. (2005). Trade unions: resurgence or demise?. Centre Piece Summer Edition. Goerke, L. , Pannenberg, M. (2010). Trade Union Membership and Dismissals. The Institute for the Study of Labor (IZA), Discussion Paper No. 5222, 17-19. Gompers, S. (2009). Where trade unions are most firmly organized, there are the rights of people most respected. South-Western/Cengage Learning, A 1-11. Ghosh, P. , Nandan, S. and Gupta, A. (2009). The Changing Role of Trade Union in India, A Case Study of National Thermal Power Corporation (NTCP), Unchahar. Asian Academy of Management Journal, 14(1), 3757.Govt defends privatization of PTCL amid protests, Press Article, Daily Times 14, 2005. Retrieved from http://www. dawn. com/2005/06/14/top7. htm. Hunter, R. P. (1999). Disadvantage of Union Representation. Hamilton, M. and Anderson, L. D. (1999). labor un ions and class actions: The union perspective on Collective litigation. American Bar Association Section of Labor and Employment Law. Irfan, M. (2008). Pakistan’s Wage Structure. Pakistan Institute of Development Economics, 1-47. Levine, P. (2001). The Legitimacy of Labor. Hofstra Labor ; employment Law Journal, 18, 527. Metcalf, L. (2006).Trade unions in China. Centre Piece Summer Magazine. Mohar, J. G. (2007). Trade unions and the law-history and a way forward?. Morris, R. L. (2002). Trade Unions and Globalization. International Labor Organization, 1-29. Pantuosco, L. J. (2008). The effect of public and private unions on state economic activity: evaluating the Benefits to organized workers, policymakers, and companies. Journal of Business ; Economics Research, 6(2), 27-40. Muhammad Shaukat Malik, A. B. Basit, Ahmad Kamal Qazi 199 Perlman, S. (1922). A History of Trade Unions in the United States. Social Science Text Book. Prit, M. (2007).Labor Unions, U. S. , History. Rehma n, S. (2003). Collective Bargaining and Wage Determination. Reynolds, M. (2009). A history of Labor Unions from Colonial Times. Mises Daily. Shah, S. K. (2010). Labor Policy 2010. Ministry of Labor and Manpower Pakistan. Sherk, J. (2009). What Unions Do: How Labor Unions Affect jobs and the Economy. Backgrounder, 2275, 1-17. Somavia, j (2008). Pakistan decent work country program. International labor office, web version. Spear, B. (2005). Negative Effects of labor unions. Retrieved from http://www. ehow. com/list_6683091_negative-effects-laborunions. html#ixzz0usiJ08Q7.

Prosecuting Ralph with Constructive Manslaughter †Law Essay

Prosecuting Ralph with Constructive Manslaughter – Law Essay Free Online Research Papers Prosecuting Ralph with Constructive Manslaughter Law Essay A submitted case concerns mostly omissions, duty to care and causation. According to facts Jo would face a charge of gross-negligence manslaughter; Gilbert could be charged with misconduct; while an indictment against Ralph would be manslaughter based on unlawful act. To establish Jo’s liability Actus Reus would be formed by an omission and Mens Rea by gross-negligence . To establish Gilbert’s misconduct by omission a duty to act and a breach of the duty must be proved. To prosecute Ralph with constructive manslaughter a commission of a dangerous unlawful act must be established . In his case it’s disputable if Actus Reus would be formed by commission or by omission, while Mens Rea is formed by intention. All three causes of action would refer to omissions. In order to prove omission the existence of a duty to act and a breach of that duty must be proved. In Jo’s case according to Mens Rea element of a crime a breach of duty must amount to gross-negligence . Proving legal causation would be a crucial factor to establish liability. Of those elements an existence of a duty to act and legal causation would be most difficult to be established. To convict Gilbert the Prosecution would have the most trouble in establishing a duty to care. In Ralph’s case a distinction made in the Bland case could be applied; it would be crucial if unlawful act was formed by commission (to kill), or by omission (to let die) to perform his duty to care. Focusing on Jo’s liability first, the main question is whether Jo had the duty to care for Claire. According to a similar situation in Pittwood case, contractual responsibility might be applicable. Jo’s line of defense could argue that as a volunteer she might not have had a contractual duty to act. However she could be found guilty on the basis of another principle arising from Pittwood’s case: no contract itself, but rather the fact that a contract is evidence of an assumption responsibility creating an expectation in the mind of others that a person will act and cause the public to rely upon his/her performing these tasks. Furthermore Jo could be found liable of omission on basis of the R v Miller case ratio where the Defendant has created a dangerous situation and does not try to prevent or reduce it, either because he/she has not given any thought to the possibility that there might be any risk or because, having recognize that there was some risk involved, he has decided not to try to prevent or reduce it†. Following this objective test, leaving gates open without any kind of supervisory could be regarded as an act causing a dangerous situation. Thus Jo would be found responsible for breach of duty to care and for omission. However to establish Jo’s liability for manslaughter both factual and legal causation must be proven. This will be considered after Gilbert’s and Ralph’s cases have been analysed. Gilbert could be guilty of omission only if he had the duty to care for Claire. However a lack of general duty to care is one of the principles of English law. According to law on omissions, Gilbert would share responsibility for Claire’s death if only one exemption applied to him. Gilbert does not have a contractual or statutorial duty to act; his conduct did not cause the dangerous situation. Regarding a fact that Gilbert was Claire’s neighbour the only exemption that might apply is presumption of responsibility where there is a special relationship. The little girl could be found guilty of murder in the first degree. She failed to alert the barrier chick that she was trying to eat the oncoming train. Now the train is dead. Research Papers on Prosecuting Ralph with Constructive Manslaughter - Law EssayUnreasonable Searches and SeizuresThe Fifth HorsemanCapital PunishmentArguments for Physician-Assisted Suicide (PAS)19 Century Society: A Deeply Divided EraLifes What IfsComparison: Letter from Birmingham and CritoOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalMarketing of Lifeboy Soap A Unilever Product

The Logical Fallacy of Stacking the Deck

The Logical Fallacy of Stacking the Deck The term stacking the deck is a  fallacy in which any evidence that supports an opposing argument is simply rejected, omitted, or ignored. Stacking the deck is a technique thats commonly used in propaganda. It is also known as special pleading, ignoring the counterevidence, slanting, or one-sided assessment. Examples and Observations People sometimes make decisions by folding a piece of paper in half, and listing reasons in favor on one side, and reasons against on the other; then they decide intuitively which side has stronger (not necessarily more) reasons. This method forces us to look at both sides of an issue before we decide. In the incorrect form, we just look at half the picture; this is called stacking the deck. (Harry J. Gensler, Introduction to Logic. Routledge, 2002)Gamblers stack the deck in their favor by arranging the cards so that they will win. Writers stack the deck by ignoring any evidence or arguments that dont support their position. I once experienced stacking the deck when I went to buy a used car. The man trying to sell me the car talked only about how wonderful the car was. After I bought the car, another man tried to sell me an extended warranty by pointing out all the things that could break down. (Gary Layne Hatch, Arguing in Communities. Mayfield, 1996) Deck Stacking in Arguments for and Against the Legalization of Drugs [A] recent ABC show on drugs . . . distorted, omitted or manipulated drug reality. What was piously described as an attempt to open discussion on different approaches to the drug problem was simply a long promotion for legalization of drugs. . . .The program dwells with utmost respect on legalization efforts in Britain and the Netherlands. But it omits evidence of failure. It gives no time to British and Dutch experts who say they have been a disaster, or to Zurichs decision to close its infamous needle park, or to the rise in crime and drug addiction in the Netherlands, or the fact that Italy, which decriminalized possession of heroin in 1975, now leads Western Europe in per capita heroin addiction, with 350,000 addicts.The deck is stacked like a monte game. The advocates of some form of legalization include a judge, police chiefs, a mayor. But nothing is said about the great majority of judges, police officers and mayors who are opposed to legalization by any alias. (A.M. Rosentha l, On My Mind; Stacking the Deck. The New York Times, April 14, 1995) When the White House issued a statement last night saying that marijuana should remain illegalresponding to our pro-legalization editorial seriesofficials there weren’t just expressing an opinion. They were following the law. The White House Office of National Drug Control Policy is required by statute to oppose all efforts to legalize any banned drug.It’s one of the most anti-scientific, know-nothing provisions in any federal law, but it remains an active imposition on every White House. The drug czar, as the director of the drug control policy office is informally known, must take such actions as necessary to oppose any attempt to legalize the use of a substance that’s listed on Schedule I of the Controlled Substances Act and has no approved medical use.Marijuana fits that description, as do heroin and LSD. But unlike those far more dangerous drugs, marijuana has medical benefits that are widely known and are now officially recognized in 35 states. The drug cza r, though, isn’t allowed to recognize them, and whenever any member of Congress tries to change that, the White House office is required to stand up and block the effort. It cannot allow any federal study that might demonstrate the rapidly changing medical consensus on marijuana’s benefits and its relative lack of harm compared to alcohol and tobacco.(David Firestone, The Required White House Response on Marijuana. The New York Times, July 29, 2014) Stacking the Deck on Talk Shows Biased talk-show hosts often stack the deck in their discussions of controversial issues by choosing more qualified and dynamic guests to represent the viewpoints they favor. If, by chance, the other guests seem to be overcoming the disadvantage, the host will interrupt and make it a two-on-one debate. An even more outrageous form of stacking the deck is for talk-show hosts and program directors to ignore entirely the side of the issue they disagree with.(Vincent Ryan Ruggiero, Making Your Mind Matter: Strategies for Increasing Practical Intelligence. Rowman Littlefield, 2003)

Strategic Change Management Essay Example | Topics and Well Written Essays - 3000 words

Strategic Change Management - Essay Example In this essay, the significant and application of strategic change in organizations would be considered. One of the examples of the strategic change in the current economic scenario is that of Marks & Spencer. The example of this organization would also be discussed. WHAT ORGANIZATION STRATEGIC CHANGE MEANS AND HOW IT IS SITUATED AS LITERATURE Strategic change is highly important for all the organization in today’s global situation. This section describes what strategic change is and a basic model for change. Strategic Change in Organizations Strategic change in organizations means bringing a change in the internal environment in accordance with a defined strategy that is implemented through synchronization of the organization’s vision, mission, goals and objectives. A strategy is a framework on which the decisions and operations of an organization depend. A strategic change is changing the way an organization operates by changing its strategy. Strategic change is a ver y wide term it may also include radical transitions undergone by organizations that include changing the strategy, structure, culture and processes of the organization. ... Such indicators are named Key Performance Indicators (KPIs) which indicate the difference in the performance of the organization before the implementation of the change and after the implementation of the change. If the difference is in line with the projected results, it can be concluded that the strategic change is being implemented successfully; however if the difference in performance is not as planned, it can be concluded that a modification in the strategy is required. There are a number of factors that can cause pressure for a strategic change in an organization. Such factors can be so significant they can sometimes harm the very survival of an organization. Therefore, in order to survive in the market, an organization needs to bring change in its system as a result of the pressure from such factors. Factors that can create pressure for change may be; change in external environment of an organization that is, change in technology, change in economic scenario, change in social trends or a change in political scenario. There are a number of ways in which a change may happen in an organization. The strategic core of an organization, which normally comprises of the board of directors, may inform the other levels of organizations that the organization is under a crisis and they may suggest a strategy for change. On the other hand, the change may be a gradual process with a number of short term goals. In this manner, the change would happen without raising an alarm throughout the organization. Another manner of bringing a change in the organization may be through a change agent. A change agent may be the leader of an organization or any other person who is inspiring