10 Bad Things We Do to Our Trees

The Dystopic Fahrenheit 451 By Ray Bradbury - 1002 Words

In Fahrenheit 451, Bradbury tells the story of a dystopic world where books are burned by firemen because they are prohibited. By presenting this, he makes a point on how books are essential and at the same time warning readers. He was trying to say,† If this happens, then this will happen.† He visualized this society in this book, based on his society, which is parallel to our society now. In the dystopic Fahrenheit 451, Bradbury examines his society at the time, and he admonishes readers about possible aspects of future societies, especially mass media, technological advancement, and peoples’ mental health. Through Fahrenheit 451, Bradbury shows the effects of mass media in a dystopic society, while at the same time warning us of a possible future society dependent on mass media. In this society, the main character’s wife is solely dependent on her TV walls. Note that it’s not only just one wall. After buying 3 walls, she wants to buy the 4th wall, as if it isn’t enough. A wall acts as a barrier or surrounding, so by buying these walls, she is shutting herself from the rest of the world. She is also surrounding herself with her â€Å"family,† so that’s the only thing she sees. With these walls, she only cares about her â€Å"family†, and everything else holds little significance to her. Sadly, she is not the only one and the majority of the people in this society are the same way, only relying on mass media since literature isn’t important anymore. Who would’ve thought he wasShow MoreRelatedRay Bradbury s Fahrenheit 4511721 Words   |  7 Pagesliterature slowly disappear from the minds of the population? This is the question that Ray Bradbury’s novel, Fahrenheit 451, attempts to answer. In this book, he describes a hypothetical world in which the population not only avoids reading, but has made owning books an unthinkable crime, with all books discovered burned, along with the houses of those who hoarded them. In this dystopian future created by Bradbury, the beauty that is literature has been replaced in society by television programs andRead MoreFahrenheit 451 Technology Essay1611 Words   |  7 Pagestelevision strips away from literature, Bradbury looks more than 64 years into the future in Fahrenheit 451 to predict the fatal outcome of the technology-infested intelligence, or the lack thereof. The invention of TV, Radio, headphones, iPods, and much more, along with a rapidly increasing gain of access to technology has created a civilization that is dependent on a battery as they are on their own heart. This dependency has sculpted a 1984-sort of society that Bradbury can explain just as well as OrwellRead MoreComparing Dystopic Worlds in George Orwells 1984 and Ray Bradburys Fahrenheit 451.2257 Words   |  10 PagesThat is the dystopic world that authors such as Bradbury and George Orwell pictures in their books, a world that exists under the i mage of utopia, and yet to the reader seems like a foreign, inhumane residence dominated by an all-powerful government. George Orwells 1984, and Ray Bradburys Fahrenheit 451 depicts two different dystopic worlds. The settings of both books are different and the characters are unique; however, both of these books are also very similar. 1984 and Fahrenheit 451 are similarRead MoreFahrenheit 451 By Ray Bradbury2455 Words   |  10 PagesRay Bradbury writes Fahrenheit 451 during a time free thinking seems to be slowly disappearing thanks to the advances in technology such as television and the radio. These advances are becoming the principal vehicle to exercise the imagination, once entertained by the knowledge provided by books. As a child Bradbury learnt about the burning of the library of Alexandria thousands of years ago. He was fifteen years old, and Hitler was burning books in the streets of Berlin. These events from the pastRead MoreFarenheit451/Gattaca, Relationship Between Man and Machine1243 Words   |  5 Pagesgenre of fiction revolving around science and technology, usually conveying the dystopian alternative future context, the pessimistic resultant of society. Ray Bradbury s Fahrenheit 451 (1953) and Andrew Niccols Gattaca (1997) both explore the values and concerns of human existence. Despite the difference in context, Gattaca and Fahrenheit 451 both extrapolate the relationship between man and machine in a metaphorical sense. Both pose similar dystopian concepts of a machine like world. Through theRead MoreConformity In Fahrenheit 451, By Ray Bradbury1005 Words   |  5 Pagesboxing us in. Ray Bradbury is one of many authors to publish a novel surrounding these concepts. His book Fahrenheit 451, uses his protagonist Montag, to represent the way conformity can impact the individual. Bradbury wrote the novel during a time when the world feared the reign of communist government, and loss of the known society. Bradbury wanted to make people question not all the world, but also themselves. Throughout Fahrenheit 451 the audience is introduced to a dystopic future, where theyRead MoreFahrenheit 451 Gattaca Comparative Study - Historical Context2281 Words   |  10 Pagescurrent contextual concerns and the possibility of the dystopias that are developed as a result. This is demonstrated in the novel Fahrenheit 451, written by Ray Bradbury and the film Gattaca, directed by Andrew Niccol. Both of these composers illustrate their fears for the fate of their society through the structural and language features of their texts. Ray Bradbury explores the value of using knowledge and independent thinking rather than blindly following the ‘rules’, without a second thoughtRead MoreAnalysis Of Ray Bradbury s Fahrenheit 451 And Film Techniques1421 Words   |  6 P agesContextual environments affect the way in which texts deal with the notion of truth and reality. This is substantiated with language techniques in Ray Bradbury s Fahrenheit 451 and film techniques in the Wachowski Brother s The Matrix, which are analogously established in dystopic versions of the future, illuminating the trepidations of the age in 1953 and 99 respectively. These texts share parallels in their themes such as conformity, censorship and subversive control, influenced by a communalRead MoreCharacteristics Of Dystopias888 Words   |  4 Pagesuniform-like layout, dystopias face the opposite. The creators of the dystopias mimic many of the themes of their current day totalitarian governments and portray it into a format that can be looked upon by people into the future. Both the dystopic novels, Fahrenheit 451, and Do Androids Dream of Electric Sheep, abide to these close characteristics. Dystopias illustrate what†¯many writers and story tellers strive to creat e in an enclosed community by portraying the citizens life being communal, suppression

Drone Service In Faster Delivery Target Pty -Myassignmenthelp.Com

Question: Discuss About The Drone Service In Faster Delivery Target Pty? Answer: Introducation Target Australia Pty is a retail business that carry out chain store in the country to sell various types of goods such as clothing, cosmetics, electronics and others. It is owned by Westfarmers that operates 308 stores in the country. The company operates it own online store as well to offer home delivery to the customers. However the company is recently facing various types of problems with its delivery services due to its staffs. This has made it tough for the company to cope up with the tight competition faced from the retail business (Target Online Shopping | Target Australia. 2017). The paper discusses about the introduction of drone technology to solve the problem faced by Target Pty. Definition of the problem The company is facing problem with its online delivery service that it offers to its customers leading to fall in its demand. The problem is due to the lack of staff cooperation and management for the online service that is in great demand in todays world. Such bad online service affects the company as well as the customers because the customers does not get their things in time and the company fails to offer high class services (Kwon, Kim Park, 2017). This has caused a reduction in the loyalty rate of the customers towards the company making them difficult to survive in the competitive environment of online services. Evidence of the problem The demand of the company is falling over time due to its problem in its online services as there are various other options available to the consumers in the market. The company has faced a fall in its demand from customers that it forecasted to be around 2 million customers in a year. It has only got a traffic of 1million customers which is much less than the target. Key performance indicator that the company that faced a problem is the delivery of service within the stipulated time, minimum damaged goods reaching the customers and others. However, it was seen that the company faced a lot fo problem in meeting its delivery goals (Muthukrishnan Winiski, 2016). For example maximum time of reaching the customers is set by the company at 2 to 3 days. However the company failed to do it and was always late because of lack of staffs support. Timing considerations The issue needs to be met by the government as soon as possible because the online market is increasing rapidly. Every company is introducing their own website to offer online service to customers at their home. Thus it requires the government to take necessary steps to introduce drone technology to improve its online services again. However a failure to meet the problem now might result in problems such as losing the online market share, failure to abide the legislation requirement, failure to meet the lead time and reduction in customer traffic for the company (Borden, 2017). Broader context Drone technology that the company will introduce to solve the problems arising in its online services will also help the company to solve other problems such as building good customer relationship, gaining more customer base, reducing the cost of recruiting staffs for delivery services and maintenance of better database. These opportunities are offered by the drone technology that the company is aiming to introduce because drone is a type of a satellite enabled device that helps carrying goods to customers by means to tracking their address. Benefits to be delivered Use of drone technology by the company not only put many benefits on the company as well as on the economy in which it is taking place. One of the most important benefits that drone offer is the fastest and hassle free delivery option to the customers and help the company to deliver their goods easily. This benefits the company as well as the society taking delivery service from the company using drone. Drone helps in delivering difficult and inaccessible areas easily which will allow the company to expand its business to these areas as well. Next benefits of reduction in cost due to reduction in staff usage for delivery services. Drone also assist the government to carry out environment sustainability project by offering pollution free services compared to traditional delivery sources through roads and rail (Hong, Kuby Murray, 2017). Importance to government Drone technology will be important to government as it is an environmental friendly technology that will help the government to carry out their sustainability work easily. This is because drone does not emit harmful emission into the environment like traditional sources of delivery by road and rail transport (Chen, 2017). Evidence of benefits delivery The key performance indicators that will give the evidence about the benefits drone technology has offered to the Target Pty are: Reduction in delivery time form before Customers comments and opinion after the introduction of technology Government opinion after the introduction of drone Increase in number of customer traffic The baseline and details of key performance indicator is given in appendix 1. Interdependencies Interdependencies that Target Pty can depend in to achieve maximum gain from the drone project is the sustainable project. The benefits of drone can easily be measured by sustainability it achieves. Thus sustainability and drone usage can depend on each other (Marin, 2017). Strategic response The method that can be used to judge the intervention procedure is the secondary sources because it will help to get a detail knowledge about the benefits of various intervention technique that the company will use to reach its potential customers about the drone technology. Strategic options analysis He strategic intervention can be used by the company for each of its intervention procedure. For the intervention one the company can use social media by posting advertisement about drone usage and its benefits that the new generation can learn about. In intervention 2 the company can sue email messaging where it can write about the technology and the way it is assisting the delivery services. Lastly it can also print pamphlets to reach out to the customers that are not active in the internet and are the potential customer of the company. These three intervention for the strategic intervention of Target Pty (Tuten Solomon, 2014). Strategic Interventions Intervention 1: Through Online channels such as social media which is the most commonly used technology by every household Intervention 2: direct marketing by emailing and messaging the customers about the introduction of new drone technology Intervention 3: By offering leaflet and pamphlet to the existing customers to educate them about their new technology Table1: strategic intervention Source: Authors creation Strategic options With the strategic interventions the company can also target various options for each strategic responses. For online intervention it can use social media, YouTube, twitter and other social media portal to enter the market with its new technology. Social media Facebook gaining the maximum importance. For direct marketing it can use emailing method or also messaging methods. Lastly, for traditional method it can use pamphlet or telephone call. From all the three intervention online method with the help of social media is of utmost importance for the company (Risselada,Verhoef Bijmolt, 2014). Ranking of strategic options Strategic options Option 1 Option 2 Option 3 Social Media Emailing Pamphlet Distribution Benefits Percentage of full benefit to be delivered 50% 25% 25% Benefit 1 Increase in customer traffic % 60% 25% 15% Benefit 2 Maximum awareness about drone % 50% 25% 25% Benefit 3 Lowest cost % 30% 50% 20% Cost Estimated capital investment cost (Range) $1mil - $1.5 mil $.25 mil - $.50 mil $3 mil - $5 mil Estimated operational costs (Range) $1 mil - $2 mil pa $.30 mil - $.60 mil pa $2 mil - $3 mil pa Time (Range) three month two month One months Risks Risk 1 (low attention) low medium High Risk 2 (less customer attraction) low medium high Dis-benefits Dis-benefit 1 (no recognition) no yes yes Dis-benefit 2 (less revenue) no no yes Ranking 1-3 1 2 3 Table2: Ranking strategic options Source: Authors creation Recommended strategic option The recommended technique of intervention for drone technology by the company is the online method through social media. This medium is the most used medium and has the potential of attracting maximum customer traffic. Moreover, the cost is very low compared to other medium of intervention. Further any new message regarding changes in technology can be easily conveyed through public through social media page. Project option analysis Project options available for online, direct and traditional method of intervention are: Online source has the maximum source of educating customers. It also has the most customer attraction and revenue generating options. This option can be easily accepted by the government for its benefits. Social media is growing at a very fast rate in todays technologically advanced world. Emailing is yet another option and is the easiest method of informing the people by just mailing them the details of the project. This method can also be easily accepted by the government. Last is the pamphlet method which has the let potential of attracting customers as most of the customers does not bother to read the pamphlet they receive. This method is not readily accepted by the government due to the attracted environmental risk because of paper usage. Stakeholders identification The key stakeholders of the project drone are the customers, the management of the company and employees. With the introduction of this technology the customers and manager will gain the most from because of the easiest delivery option available to them. While the employees will suffer and most of the sales staffs will be put out by the company after this technology is introduced (Drucker, 2014). Social impact The project drone will offer a lot of social benefit to the customers as well as to the society by delivery their goods fast and in a safe manner. It will also deliver goods to the regions inaccessible by traditional method. However, it might hurt the society by increasing the unemployment rate due to sale staff dismiss (de Lusignan, et al., 2014). Environmental impacts Environmentally drone is very sustainable as it is pollution free and does not emit any harmful gases in the atmosphere like the traditional delivery method that uses roads and rail transport for delivery. Economic impacts With the introduction of drone the company will be able to increase its revenue annually. This intern will also help the economy to increase its GDP rate over the years. Thus the project also has a lot of economic benefit. However it might hurt the economy by increasing unemployment rate and low workforce participation. Overall evaluation Thus from the above analysis it can be seen that the introduction of the project will have both positive and negative impact on the company and on the economy in some way or the other. However, it will benefit the customers in all way by getting the most efficient way of delivery services. Cost-benefits analysis Cost to the society because of using drone technology is increased unemployment rate, decreased workers participation rate. On the other hand benefits are increased customer traffic, improved delivery services, improved GDP, increased revenue and environment friendly technology. Thus its can be seen that benefits are more than the cost for using this technology. Financial Analysis Particulars 0 1 2 3 4 5 Initial Investment: Purchase of Non-Current Assets -5410000 Preliminary Expenses -540000 Working Capital -64284250 Total Initial Investment -70234250 0 0 0 0 0 Net Opearting Profit before Tax 0 91207500 100188150 110026878.6 120808038.7 132623989.9 Less: Income Tax 0 27362250 30056445 33008063.59 36242411.61 39787196.97 Net Operating Profit after Tax 0 1.19E+08 130244595 143034942.2 157050450.3 172411186.9 Add: Depreciation Amortization 0 846000 792800 745784 704229.92 667500.3296 Net Operating Cash Flow 0 1.19E+08 131037395 143780726.2 157754680.2 173078687.2 Terminal Value: Sale of Non-Current Assets 1230000 Recovery of Preliminary Expenses 150000 Recovery of Working Capital 64284250 Total Terminal Value 0 0 0 0 0 65664250 Net Annual Cash Flow -70234250 1.19E+08 131037395 143780726.2 157754680.2 238742937.2 Discount Rate (WACC) 8.50% 8.50% 8.50% 8.50% 8.50% 8.50% Discounted Cash Flow -70234250 1.1E+08 111310408 112567095 113831720.5 158774897.7 Net Present Value 536310470 IRR 179.09% Average Accounting Profit 75516423 ARR 107.52% Profitability Index 763.60% Table3: financial analysis Source: Authors creation References Borden, P. N. (2017). The Peering Predator: Drone psychology Leaves Children Unprotected from Registered Sex Offenders.Campbell L. Rev.,39, 167. Chen, G. Y. (2017). Reforming the Current Regulatory Framework for Commercial Drones: Retaining American Businesses Competitive Advantage in the Global Economy.Northwestern Journal of International Law Business,37(3), 517. deLusignan, S., Mold, F., Sheikh, A., Majeed, A., Wyatt, J. C., Quinn, T., ... Blakey, H. (2014). Patients online access to their electronic health records and linked online services: a systematic interpretative review.BMJ open,4(9), e006021. Drucker, P. (2014).Innovation and entrepreneurship. Routledge. Hong, I., Kuby, M., Murray, A. (2017). A Deviation Flow Refueling Location Model for Continuous Space: A Commercial Drone Delivery System for Urban Areas. InAdvances in Geocomputation(pp. 125-132). Springer, Cham. Kwon, H., Kim, J., Park, Y. (2017). Applying LSA text mining technique in envisioning social impacts of emerging technologies: The case of drone technology.Technovation. Marin, L. (2017). 6 The deployment of drone technology in border surveillance.Surveillance, nursing and Security: Citizens Perspectives, 1. Muthukrishnan, S., Winiski, M. (2016). Drone Technology for Low-Cost Precision Mapping on Campus and in the Community. Risselada, H., Verhoef, P. C., Bijmolt, T. H. (2014, March). Dynamic effects of social influence and direct marketing on the adoption of high-technology products. American Marketing Association. Target Online Shopping | Target Australia. (2017).Target Australia. Retrieved 29 September 2017, from https://www.target.com.au/ Tuten, T. L., Solomon, M. R. (2014).Social media marketing. Sage

Mark McGwire Essays (913 words) - Chicago Cubs, Mark McGwire

Mark McGwire He's 6'5, and roughly 250lbs, and for the most part he is about as average as you or me. Almost except for one major thing, he is the record holder of the most prestigious record in all of pro sports. His name is Mark McGwire and the record is his 70 homeruns, shattering the old record held by the Minnesota native named Roger Maris. On the Major League Baseball's final day of the season Mark McGwire hit two mammoth homeruns to give him 70 on the year, an astonishing 1 home run in every 7.3 at bats. Mark started this quest for the record early in spring training, setting his mind on accomplishing this one goal to be the king of all homerun hitters. On the first day of the season Mark hit his first homerun of the season. On a 1 ball no strike count in the bottom of the fifth inning with two outs and the basses loaded Mark hit a Grand slam off of The LA Dodgers pitcher Ramon Martinez. With that Grand Slam he became just the twenty-first player in Major League history to hit a grand slam in the season opener. Now the quest was on, he was now 61 homeruns from beating the record. Overall Mark hit eleven homeruns in the seasons first twenty-seven games, Mark really turned it on in the month of May. In his next twenty-five games in the month of May, Mark hit sixteen homeruns giving him twenty-seven homeruns so far. With his sixteen homeruns in May, McGwire tied Mickey Mantle for the most homeruns in May. Then, out of nowhere a familiar enemy of Mark's shows it's ugly head, Mark misses three games with back spasms, injuries are something that has plagued him most of his career. On June 5th Mark is now healthy and ready to play, In the first inning Mark came to the plate with a runner at second and one out. Mark lines the 1 ball 2-strike pitch into the Centerfield Bleachers at Busch stadium. On June 18th Mark sets a Major league Record with his thirty-three homeruns, giving him the most homeruns before July 1st in any season. Mark was now becoming the biggest draw all around the majors, teams who normally couldn't give tickets away were now selling out there stadiums when Mark came to town. The Minnesota Twins couldn't get 50,000 total people to show up for three games, and now for the three games Mark was in tow they drew over 150,000 people. Everyone was swarming to ballparks all around the league to get a chance to see Mark hit a homerun. Mark was on a tear but now he was not the only chasing the record. Sammy Sosa for the Chicago Cubs was on a tear hitting twenty homeruns in July to get him close to McGwire in the Homerun race. Now the race was on Sosa and McGwire were now playing a game of cat and mouse as Sosa tried desperately to catch McGwire. On August 19th Sammy finally catches and passes McGwire hitting his forty-eighth homer of the year. However Sammy's lead was short lived Mark not only tied Sammy in the eighth inning against the Cubs but he takes the lead in the tenth inning of the same game. Mark was back in control of the homerun race. This would go on for the next month or so, Sosa would take the lead and McGwire would come back on the same day and reclaim the lead. On August 22nd Mark sets another record when he hits his 162nd homerun in the last three seasons beating Babe Ruth's record of 161. On September 5th Mark finally hits his 60th homerun of the year joining Maris and Ruth as the only players in League history to hit sixty or more homeruns. Now the Stage was set the Cubs and Sammy Sosa came to town for a three game series with the Cardinals in St. Louis. In the Stands there were some very important fans, Roger Maris' family came to watch Mark beat their fathers' record. On September 7th Mark stepped up to the plate in the first inning, Mike Morgan of the Chicago Cubs was on the mound he had retired the first two Cardinal hitters and now he had to pitch to McGwire. The first pitch Morgan throws to McGwire is in there for a strike; the next pitch was just outside for a ball. With the crowd

Environmental Issues of Yucca Mountain Nuclear Storage Facility in Nevada

Introduction Yucca Mountain is located about 100 miles northwest of Las Vegas. There were several processes which occurred during the formation of this mountain. A series of eruptions from a caldera occurred with subsequent alternate layering of tuffs.Advertising We will write a custom research paper sample on Environmental Issues of Yucca Mountain Nuclear Storage Facility in Nevada specifically for you for only $16.05 $11/page Learn More Two years ago, DOE (Department of Energy) tendered its interest on constructing (radioactive) waste storage compartment. It proposed the repository to be inside this volcanic-rock mountain. This was a directive from Congress which thought that Yucca was the most appropriate location for this facility. Other departments involved in this process include the NRC, the U.S Department for Defense, among others. Geographical Conflict There have been several conflicts that threaten the viability of the project. These conflicts are mainly geologically and geographically related. The geographical position of Yucca Mountain exposes it to risks emanating from factors related to the distance of transportation. The shipping containers which will be used for transportation are not well equipped and the trucks, trains and ships are also susceptible to terrorist attacks. The distance they cover, that is across 45 states, also renders them viable to accidents. All these factors put together will bring the picture of mobile Chernobyl’s (Kamps, 2003). Yucca is near Las Vegas and Los Angeles. Nellis Air Force Base is also very close to this place. This air force Base is the Nevada nuclear weapons test site. This attests to the fact of unsuitability considering triggering of eruptions and earthquakes which could subsequently cause leakage. Mining operations, which are near Yucca, will also threaten accidental and intentional detonations in this area (Kamps, 2003). Leaders of the state of Nevada believe that acci dents which will occur during transportation will hurt Nevada’s image as a nice place to live, tour or invest. The leaders also fear that large scale radioactive releases may occur when an earthquake strikes, or in the event of volcanic eruption. Issues Related to the Conflict When the DOE proposed Yucca Mountain as one of the sites for nuclear waste repository, several issues emerged. Many questions have been raised on whether the facility was good enough to prevent any leakage of the nuclear waste. Should the nuclear waste leak, it will find its way to subsurface water and pollute it. This project caused the conflict taking into consideration that the Congress made a rushed decision without extensive research. It should also be noted that Yucca Mountain has a high cost.Advertising Looking for research paper on environmental studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More About 1.6 million dollars is spent at this project per day yet there is virtually nothing spent on high level radioactive waste against attacks by terrorists or against accidents. Currently, high-level radioactive nuclear waste is stored in pools that are vulnerable across the U.S. others are stored in dry storage casks which renders it viable to cause harm. It is argued that the money being spent for Yucca should be channeled to other uses that are aimed at securing high level radioactive waste against accidents or terrorist attacks (Kamps, 2003). Thus, the licensing process has presented a formidable hurdle for Yucca repository. As we have seen, battles of the annual budget and several lawsuits also present major hindrances to the development of this facility. The Conflict’s Historical Development In 1982, Congress commenced working on a (national) policy that was intended at resolve the nuclear-waste disposal predicament. The idea was to formulate a policy agreeable with most scientists worldwide. This purpose was achieved by the congress which subsequently led to the creation of the nuclear waste policy Act. This Nuclear Policy Act gave the U,S Department of Defense the responsibility of finding a site and to build and operate a nuclear waste facility in the subsurface. In 1983, nine locations were selected to be considered for the project. These locations included Yucca Mountain. Extensive studies were done on all the sites. Results of this research were out by 1985. The president approved three sites (Yucca Mountain, Hanford and Deaf Smith) based on these reports. However according to the directive given by the Congress only Yucca Mountain was to be studied. Afterwards the final legislative vote was cast by the senate in support of the Congress. This was done in 2002 and its purpose was to approve the building of the nuclear waste facility. An application for a license was then submitted in 2008, in order for the facility to be developed. The DOE is still waiting for the project to be approved by the NRC. Hence the project is dependent on the NRC’s licensing proceedings. Nevada together with many environmental groups has filed several lawsuits against the Environmental Protection Agency, National Research council and the U.S Department of Defense. Should any of these suits succeed, the process will either be delayed or the dump will be defeated. Nevada continues to raise questions concerning the quality and effectiveness of the nuclear waste facility (Stephens media, 2010).Advertising We will write a custom research paper sample on Environmental Issues of Yucca Mountain Nuclear Storage Facility in Nevada specifically for you for only $16.05 $11/page Learn More Currently, the Yucca deal is far from done. The magnitude of challenges it faces is overwhelming. The many suits which have been filed against this project must be strongly defended. Proponents of this process must seek funding annually from Yucca’s budget to prevent strong oppo sition. Those who oppose this deal including residents along Yucca’s transport route who are planning to block the licensing process. The success of this story is far from over since it takes years for the plan to move ahead a single step. For instance the National Research Council will take 3-5 years to complete the licensing process before which the U.S Department of Defense must have submitted their operating licensing application. This process will also take not less than a year (Kamps, 2003). Consequences of the conflict The consequences of the conflict therefore are wastage of resources such as money and time. There is also the issue of corruption of the decision-making process. Nearly 300 incomplete studies have been done yet the proposal won the Congressional approval and the presidential approval. This happened despite major conflicts that have been caused by this project and also despite Nevada’s disapproval. Money in terms of millions of dollars has been spe nt in form of direct Capitol Hill lobbying in the nuclear industry. Campaign contributions to federal office seekers who seek to influence the Yucca vote have also cost considerable amounts of money. The conflict has caused collision of many departments concerned especially environmental agencies, public health agencies, Nevada residents and many others. This collision is of bad taste since it brews distrust and fear of corrupt leadership in the concerned departments. Steps Taken to Resolve the Conflict Apparently the only solution to this conflict is to terminate the Yucca mountain project. Since the coming into power of President Barrack Obama, the president and his government have been showing their dedication to end the Yucca Mountain. Ending the Yucca mountain nuclear waste repository project is apparently the only viable solution. Terminating the Dump President Barrack Obama has indeed dedicated his effort to terminating this project. He completely eliminated funding for the p roposed Yucca Mountain project in the 2011 financial year (Reid, 2010). This suggests that with no funding from the government, this project is headed for an unceremonious closure. DOE filed a suit to withdraw the license application so that it may consult Yucca Mountain. This was done in March 2010. If this motion succeeds and the application withdrawn, it may never be refilled since the motion was filed with prejudice.Advertising Looking for research paper on environmental studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Finding Alternatives to a Flawed Proposal Since the U.S congress passed the Nuclear Waste Policy Act in 1982 and further recklessly approved President Bush’s decision of endorsing Yucca Mountain, this process has been considered as evidently flawed because congress instructed the DOE to study only the Yucca Mountain. The decision was made prematurely and with minimum consultation. This is, beyond doubt one of the major causes of this conflict. Harry Reid, the U.S Senator for Nevada, together with Senator John Ensign, had recently proposed the creation of a â€Å"Blue Ribbon commission† of experts to oversee a sound and a more comprehensive design for a new dispensation to nuclear waste disposal. This was approved by President Obama who announced the creation of the â€Å"Blue Ribbon Commission on America’s Nuclear Future† on March 3, 2010. The commission is composed of experts from relevant fields such as geologists, energy experts, environmentalists and policy experts. This list is opposed to the former which mainly included selfish politicians who are members of the Congress. This panel of experts is expected to present a comprehensive report on the best alternatives to Yucca. The report will be presented in the beginning of the year 2012. Despite several suites filed against the DOE for their motion of withdrawal, the Nevada Senator has sworn not to avail any money for the project (Reid, 2010). The Resolution of this Conflict has Faced Several Challenges The main challenge is caused by other states. These states are challenging the U.S Department of Energy for withdrawing from this issue and have filed many petitions with the Court of Appeals for the D.C. Circuit claiming that the steps the DOE took were against the 1982 Act. One of the reasons as to why they oppose it is they fear that the site might be moved to a state in which they reside. The Side that I am taking on the Issue Considering the advantages and disadvantages of t his project, one needs to weigh the options on either side to know what to decide. On one hand, the Yucca project would be pretty detrimental to Nevadans. This is because the accidents that come from the activities of this project would be harmful to their health. Since the mountain is near mining activities and the Nevada nuclear weapons test site, these activities can trigger leakage of the nuclear waste. As a result, it is pretty evident that the health of Nevada residents will be compromised. Considering also that the waste has to be transported, the residents of the transport route will be easily endangered since their health will be at risk should an accident occur. On the other hand, the U.S needs a suitable place to construct a repository for nuclear waste. The location of the facility in question should be underground and it should also be in a suitable geographic place. Yucca should be chosen as the last alternative to this issue. This should happen if and only if there ha s been a thorough study of all the potential areas for this project. Unless all other areas have been investigated, Yucca Mountain should not be an option. The other proposal for a solution to this conflict is that production of nuclear energy should stop. If we stopped utilizing nuclear energy, production will degenerate hence we will not have these kinds of problems. Otherwise Yucca will go round in a cycle that would never end. A good alternative to this is when we use green energy. Environmental friendly energy such as wind, solar and geothermal energy would be quite useful in solving such disputes. Therefore Yucca dump should be stopped pending further studies by the â€Å"Blue Ribbon Commission on America’s Nuclear Future†. It must only be initiated should the research be successfully endorsed by majority of the experts. Conclusion As a concluding remark, there must be an intensive research into America’s nuclear future aimed at finding solutions to nuclea r waste disposal. America should not rely on premature decisions made by politicians and other selfish people. The USA should base their decisions on facts that have been founded on research, facts that can be able to stand the test of time. Yucca should only be taken as the last option once the â€Å"Blue Ribbon Commission on America’s Nuclear Future† has established the facts. Reference List Kamps, K. (2003). Nuclear Information Resource Service. Retrieved from https://www.nirs.org/ Reid, H (2010). United States Senator for Nevada. Web. Stephens Media (2010). Las Vegas Review Journal. Retrieved from https://www.reviewjournal.com/ This research paper on Environmental Issues of Yucca Mountain Nuclear Storage Facility in Nevada was written and submitted by user Brody Estrada to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Definition of packet ship or packet liner

Definition of packet ship or packet liner Packet ships, packet liners, or simply packets, were sailing ships of the early 1800s that did something which was novel at the time: they departed from port on a regular schedule.   The typical packet sailed between American and British ports, and the ships themselves were designed for the North Atlantic, where storms and rough seas were common. The first of the packet lines was the Black Ball Line, which began sailing between New York City and Liverpool in 1818. The line originally had four ships, and it advertised that one of its ships would leave New York on the first of each month. The regularity of the schedule was an innovation at the time. Within a few years several other companies followed the example of the Black Ball Line, and the North Atlantic was being crossed by ships that regularly battled the elements while remaining close to schedule. The packets, unlike the later and more glamorous clippers, were not designed for speed. They carried cargo and passengers, and for several decades packets were the most efficient way to cross the Atlantic. The use of the word packet to denote a ship began as early as the 16th century, when mail referred to as the packette was carried on ships between England and Ireland. The sail packets were eventually replaced by steamships, and the phrase steam packet became common in the mid-1800s. Also Known As: Atlantic packet

Cardiac Exercise Prescription, Referral & Rehabilitation case study Essay

Cardiac Exercise Prescription, Referral & Rehabilitation case study - Essay Example The pain typically lasts for 5 to 10 minutes and subsides with rest. The pain is non-radiating and is not associated with other symptoms like nausea, vomiting, cough, breathlessness, palpitations, syncopal attacks, expectoration, edema or fever. The patient also complains of easy fatiguibility since 15 days. Past Medical History (Non-cardiac): He has hypertension since 10 years and is on antihypertensives and aspirin. He has high blood cholesterol levels which has reduced after initiation of cholesterol lowering agents. Peter suffered from major illness at 20 years of age when more than half his lung was damaged due to pneumonia. He underwent 2 hernia operations, one for right inguinal hernia 10 years ago and a repeat surgery for the same hernia 6 years ago. His stay in the hospital during that period was uneventful. Peter does not have diabetes mellitus. There are no known allergies identified in him. Cardiac History: The patient is a known case of myocardial ischemia, diagnosed 4 y ears ago when he was treated with placement of stents. 17 months ago he suffered from myocardial ischemia. Currently, he is admitted for angina due to ischemic heart disease. Ischemic heart disease or IHD or coronary heart disease is a condition in which there is oxygen deprivation to the muscles of the heart as a result of decreased blood flow and perfusion and is accompanied by inadequate removal of the products of metabolism (Zevitz, 2006). This is the most common form of heart disease and a leading cause of premature death in the developed countries (Zevitz, 2006). The hallmark feature of this condition is imbalance between the supply and demand of oxygen of the myocardium which can occur either due to increased myocardial oxygen demand or decreased myocardial oxygen supply or both. Ischemia to the myocardium results from disease in the coronary arteries. The disease is most often due to formation of atheroma and its consequences like thrombosis. Of all the arteries in the body, coronary arteries are at increased risk of developing atheroma (Maseri et al, 1992). Personal history: As a lorry driver, Peter used to enjoy eating fatty food, especially take away Chinese foods. The patient has regular diet and sleep. His bowel and bladder habits are regular. The patient was a smoker and used to smoke about 60 cigarettes a day. 3 years ago, the number came down to 10 per day. He has given up smoking now for the past one month. He does not take alcohol. He is not addicted to illicit drugs. He leads an active life and walks about half an hour a day for 5-6 days a week, of which atleast 10 minutes is brisk walking. His hobbies are racing and gardening. Family history: Both his parents were diabetic and hypertensive. However, there is no family history of heart disease. Peter is married and has one daughter and five sons, who are source of some stress to him. Education: Peter did not undergo proper schooling. He studied in a technical school for 3 years. He started w orking as a lorry driver since the age of 15. He did not receive any education about cardiac disease. Patient mentioned that if he received any such education earlier, he would have cut down on smoking. Risk Factor Profile: Modifiable risk factors: 1.

Managerial Acconting Essay Example | Topics and Well Written Essays - 2500 words

Managerial Acconting - Essay Example Product prices mean both fixed and variable factors and the cost unit bears a full burden of all the costs. The paper focus to illustrate the validity of the variable and absorption models of costs of production, which determines the levels of profitability of a product. It outlines the justification for difference in profits when using variable and absorption costing systems. It is imperative to note the main difference in profits when using variable and absorption costing systems. In absorption costing methods, fixed overhead costs are applicable to manufacturing costs, calculated per unit. That is, fixed costs divided by the units manufactured and sold over a period considered during costing. It results to the cost, per unit, of every unit that the firm manufactured or sold over a period. In variable costing, the fixed overhead is applied as a lump sum expense, rather than a unit. The fixed overhead include the summation of all variable costs such as raw materials and supplies among other costs. A sum of fixed overhead costs over a period is added. Instead of figuring the expenses on a unit basis, they are subtracted from the revenue as a lump sum figure. The unit profit calculated under absorption costing, therefore, is lower than that calculated under variable costing. Managements have interests that each product should have its total cost, both fixed and variable, and still generate profits. For every business, generating profits is the key target. If a product does not give benefits, then the management may consider discontinuing production over time. That implies that a product needs to recover all the costs involved in its production as well as provide returns to warrant profitability. Not all the goods provide the same contribution towards profitability. Some products may sell at a cost that covers variable costs to the maximum levels but fail to meet

Relationship Marketing Essay Example | Topics and Well Written Essays - 1500 words

Relationship Marketing - Essay Example The affiliates include the employees, customers, suppliers and distributors. He argues that, it is healthy for a business to establish a strong foundation that will retain its customers rather than trying to acquire new customers every time. Relationship marketing according to Kanagal (2009) is a philosophy to change the eager customer behaviours and the implementations taking consideration of what the customers think about the company and what the employees should know about the customers. He adds that business should dwell on identification, establishment, enlargement, maintenance and modification of relationships with customers thus building both history and future. According to the definitions, relationship marketing entails taking consideration of the channel to acquire new customers, nurturing and satisfying their needs. In satisfying customer’s needs, companies are able maintain their customers rather than trying to convince and attain new customers. It is clear that a good relationship with and knowing what they need fosters success in business. In general, RM can be defined as a channel towards business success developed through building a strong foundation that maintains the stakeholders of the business. The channel considers engaging customer requirements, preference and tastes in an effort to deliver the best services that will retain them and create a bright future of the business. Relationship marketing helps in building knowledge, preference and trust factor in customers. In the current world of technology, there is the luxury to know and decide on whom to trust in every purchase. Businesses need to step extra mile to create know, like and trust factor system (Morgan & Hunt, 1994). The system can be achievable through consistent activeness on social media networks, offline networks and websites. Responses and ability to interact with customers helps build a strong platform for the

Influence of Employee Relations on Work Performance

Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that Influence of Employee Relations on Work Performance Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that