The Travels of a T

The Travels of a T-shirt in the Global Economy centers around the effect of globalization and organized commerce. Pietra Rivoli relates her interesting experience far and wide so as to discover the starting point of her T-shirt. Publicizing We will compose a custom basic composing test on The Travels of a T-Shirt in the Global Economy explicitly for you for just $16.05 $11/page Learn More She goes from a cotton field in Texas to a Chinese manufacturing plant and from that point goes to a pre-owned garments showcase in Tanzania, and in the process portrays the change of crude cotton into a T-Shirt. She investigations the worldwide exchange through the narrative of a basic item and gives her impression of the operations of a worldwide economy. She settle that, without barefaced endeavors by protestors and NGOs, organized commerce would lead into abuse of disfavored laborers in the manufacturing plants of creating nations. This article gives a basic assessment of the Travels of T-shirt in the Global Economy by seeing its motivation, the impressions it makes, how it could be improved lastly, its connection to monetary geology. In revealing to her story, Rivoli utilized a straightforward idea to discover the globalization of world exchange. She haphazardly buys a shirt while in the midst of a get-away at that point converses with the shop owners to find where they at first got it from. She at that point finds the people and industrial facilities that likely had an immediate impact upon her shirt. Her story starts at George Town University in Washington where she experienced an understudy showing about the sweatshop that created their shirts. She gets concerned and chooses to explore how the procedure functioned, thus, she purchases a T-Shirt which sets out the entire story. The story starts directly at the cotton fields where the ranchers experience a few difficulties and from that point, bounces from nation to nation as it experiences various procedures (Rivoli, 20 05). The story is described in a fascinating and effectual manner to achieve its goal of teaching on worldwide economy. She clarifies that cotton ranchers in America are MBAs in business as in they are advancing toward their vision of gaining riches to themselves and to the entire network too. This is accomplished through removing the remote and local contenders. As Rivoli states, Texas cotton remains the lead because of setting cutoff points to contenders as opposed to contending. She depicts the cotton business utilizing a symbolism; the Texas cotton industry as a lion and its rivals as gazelles. This finely shows her concept of the Texas cotton industry rapidly obliterating its adversaries in order to stay away from rivalry. Along these lines, she helps in explaining on the purposes behind nonstop accomplishment of Texas cotton (Rivoli, 2005).Advertising Looking for basic composition on business financial aspects? We should check whether we can support you! Get your first paper w ith 15% OFF Learn More Moreover, she likewise reveals insight into the advantages caused by ranchers because of cotton cultivating. The ranchers of the United States are sponsored by the legislature, and the American material businesses are made to purchase the cotton from the ranchers which thus, finance the distinction in cost. Projects for remunerating ranchers of the misfortunes, growing new innovations and for advancing are additionally accessible. Actually, different nations as India and Pakistan can't bear to remunerate their ranchers. This is an incredible inverse of America. Ranchers in such nations are discouraged as found in the case of an Indian cotton rancher who chose to drink pesticide as a method of communicating his destiny in cultivating. Through this, the monetary circumstances of various nations are delineated. Protectionist strategies are what the American government has applied so as to forestall imports, and however this may be seen as a short-run goals of imp orts to any country, it helps in safeguarding local items and the employments of handfuls (Rivoli, 2005). When drawing the cotton preparing in Chinese manufacturing plants, Rivoli uncovers the barbaric conditions in the sweatshop. She makes reference to the state of laborers and particularly ladies who work for extended periods of time at the industrial facilities for little compensation. She gives a case of a young lady, Jiang Lan, whose work is to tie strands of broken yarn. She labors for six days out of every week, eight hours per day, and all what she gets is $100 every month. This is most likely a low compensation considering the way that she works for extended periods and just has one day to rest in seven days. Very despite what might be expected, these ladies are eager to chip away at the manufacturing plant as it liberates them from the donkeywork and orchestrated relationships in the field China. This mirrors the poor political administration that doesn't ensure the worker s’ rights. China’s socialist arrangements that socially characterize individuals, for example, the hukou are pointless and out of line to numerous as it keeps individuals from turning out to be who they need to be. This is an issue that the Chinese government needs to investigate (Rivoli, 2005). In any case, Rivoli’s composing makes such a significant acknowledgment, that the requirement for new attire has made cotton a need. This is derived in the segment concerning the Salvation Army where she says that â€Å"There are not even close to enough destitute individuals in America to retain the mountains of castoffs (attire), regardless of whether they were given away† (p.176). Promoting We will compose a custom basic composing test on The Travels of a T-Shirt in the Global Economy explicitly for you for just $16.05 $11/page Learn More This basically implies, there is boundless want for new dress in and outside America. The pre-owned pieces of clothing are t aken to Tanzania exchanging markets where they are sold as recycled articles of clothing. Utilized garments have become an issue of contention and some African nations have prohibited the importation of castoffs as a method of ensuring their neighborhood material businesses (Rivoli, 2005). Her assessment on financial arrangement is something that I concur with. Her feeling relating to the concurrence on organized commerce among China and the United States is that, the two states should quit contending and rather let the market decide the best item. Through this, it is clarified that facilitated commerce probably won't be the best line in the present moment all things considered (Rivoli, 2005). Additionally, another comparable issue happens when Rivoli discusses the unintended results of congress enactment that proposes to attest the occupations of America. A specific case is that of CBTBA and the â€Å"yarn forward† imperative that stops American yarn spinners from trading th eir yarn to the Caribbean and from changing creation to a practical area. One asks themselves whether the enactments being passed are of any help since they demonstrate not to be attempting in the first place. Rather than sitting around idly and cash keeping up neglected occupations, it could be better put to use in different spots like subsidizing instructive projects and teaching excused laborers (Rivoli, 2005). At last, the book addresses a few issues of globalization which are useful. Rivoli however, can additionally improve the book by examining the issues of political and monetary disruption. Moreover, natural effects of the article of clothing enterprises ought to likewise be more harped on. The material business these days delineates the issues looked by the worldwide economy. Inferable from its globalization, the material business moves around limits, interfacing governments, ventures and economies of immature and created countries. As observed, the pieces of clothing move from a created nation to a less created nation as they get old. This clarifies the monetary circumstances of these nations. Americans can bear the cost of new dress and as they get old they are moved to a less created nation as Tanzania who may not manage the cost of new pieces of clothing because of high charges forced on them. This is an intriguing book as it explains on different issues relating to the economies of various countries (Rivoli, 2005).Advertising Searching for basic composition on business financial matters? How about we check whether we can support you! Get your first paper with 15% OFF Find out More This book takes a gander at the pattern of a T-shirt changed from a cotton field in Texas to a texture lastly sewn to a T-shirt in Chinese industrial facilities. The T-shirt is then reclaimed to United States, Florida, where it is printed and sold in the boulevards of Washington. As a pre-owned T-shirt it is in the long run disposed of and along these lines experiences a free market. On its approach to Tanzania, it might go through china again for arranging, and that is the means by which the T-shirt as she dissected, ventures. This book communicates endorsement of the business people associated with worldwide exchange along with their opponents who help with guaranteeing that exchange doesn't at all reason dehumanization to those that it might serve to help. Pietra Rivoli subsequently relates a story that merits its prosperity. She has done profound research, composed well, contended well and even to a great extent expounded on the violent intricacy of the worldwide economy. Rivoli however should expound more on the financial and political defilement. Reference Rivoli, P. (2005). The Travels of a T-Shirt in the Global Economy: An Economist Examines the Markets, Power, and Politics of World Trade. New York: John Wiley Sons. This basic composition on The Travels of a T-Shirt in the Global Economy was composed and put together by client John Porter to help you with your own examinations. You are allowed to utilize it for research and reference purposes so as to compose your own paper; be that as it may, you should refer to it in like manner. You can give your paper here.

Business Academic Skills Business Internship

Question: Talk about the Business Academic Skills for Business Internship. Answer: A few scientists have analyzed the effect of entry level positions on the vocation of the college understudies. Coco, Truong and Kaupins (2013) have outlined the focal points and disservices of the temporary job program for the college understudies. The creators are of the feeling that the entry level position program would help the understudies in picking up the direct experience identified with the assignments to such an extent that they can figure out how to handle and resolve the issues and issues identified with work. While, the significant drawback is the absence of clear desires identified with the program and the absence of blend in the organization (Coco, Truong and Kaupins 2013). Dobratz, Singh and Abbey (2014) have contended that the entry level position program in business educational plans is these days, alluded to as basically an alternative as opposed to a prerequisite. By setting up a connection between the temporary positions and the business, the creators have argue d the colleges to consolidate the entry level positions into the enterprise instruction programs attributable to the benefit of the temporary position in improving the understudy encounters and the accomplishment of business visionaries too. Carson (2013) has outlined the difficulties as looked by the understudies and the businesses during the enrollment procedure attributable to the absence of related knowledge, information and aptitudes in the understudies identified with the work. The creator has consequently, contended that the one stop answer for this circumstance is by presenting the understudies to the business enterprise condition and work culture with the end goal that to empower them in picking up the important encounters and scholarly credit all the while. This must be conceivable by building up temporary position programs at the lesser and senior level scholarly courses (Carson 2013). In this way, from the contentions as expressed by the scientists, it could be clear tha t the final product of the business entry level position program elevates the capability of the understudies for fruitful new pursuit creation. References Carson, L. (2013). Overcoming any barrier: Internships can profit understudies and employers.Public Relations Society of America. [online] Available at: https://913868_1145526376_Article3.pdf. Coco, M., Truong, A. furthermore, Kaupins, G., 2013. Understudy AND COMPANY REACTIONS TO A UNIVERSITY INTERNSHIP PROGRAM: CONTENT ANALYSIS.International Journal of Education Research,8(1). Dobratz, C.L., Singh, R.P. furthermore, Abbey, A., 2014. Utilizing FORMAL INTERNSHIPS TO IMPROVE ENTREPRENEURSHIP EDUCATION PROGRAMS.Journal of Entrepreneurship Education,17(2), p.62.

Differences Between Panic Disorder and OCD

Differences Between Panic Disorder and OCD Panic Disorder Related Conditions Print Differences Between Panic Disorder and OCD Theyre separate types of disorders By Katharina Star, PhD facebook linkedin Katharina Star, PhD, is an expert on anxiety and panic disorder. Dr. Star is a professional counselor, and she is trained in creative art therapies and mindfulness. Learn about our editorial policy Katharina Star, PhD Medically reviewed by Medically reviewed by Steven Gans, MD on August 05, 2016 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on February 14, 2020 Getty Images/Caiaimage/Paul Bradbury More in Panic Disorder Related Conditions Symptoms Diagnosis Treatment Coping Its not uncommon for a person to be diagnosed with both panic disorder and obsessive-compulsive disorder (OCD), which are each marked by excessive worry and fear.?? However, OCD is a distinct disorder with its own set of criteria, symptoms, and treatment. What Is OCD? As the name implies, OCD is characterized by obsessions in thinking and compulsions in behavior. The DSM-5 describes obsessions as relentless and invasive thoughts, urges, or images that are unsettling and disturbing. Someone with OCD will try to disregard them altogether or counteract them with different thoughts or behaviorsâ€"a strategy that can cause them to come back even more.   Compulsions are identified as repetitive behaviors or mental acts that someone feels obligated to do in order to prevent a feared incident or circumstance from occurring.?? These physical or mental actions are either extreme or not logically connected to what they are meant to avoid. A person with OCD may have a fear that germs will cause them to become sick and die (obsession) if they dont repeatedly wash their hands throughout the day (compulsion). A person with OCD will often remain preoccupied with these obsessions and compulsions, spending a large amount of time thinking about the obsessions and acting out the compulsions to the point that their social- and work-related activities are negatively affected. Obsessive Compulsive Disorder Overview Disorders That Co-Exist With OCD Its very common for people with OCD to also be diagnosed with another disorder (known as comorbid disorders).?? According to a large-scale community study published in the journal Molecular Psychiatry, 90 percent of the adults who reported OCD at some point in their lives also had at least one other comorbid condition, including anxiety disorders like panic disorder. Panic disorder is classified as an anxiety disorder in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5), the manual mental health professionals use to guide them as they make a diagnosis. Panic disorder principally causes symptoms that include recurring panic attacks. These attacks are often described as intense fear accompanied by trembling, difficulty breathing, and sweating. Out of fear of experiencing another attack, many panic disorder sufferers will avoid certain situations and events. This fear and avoidance can lead to agoraphobia, a fear of places or situations that feel vulnerable, unsafe, or difficult to escape from. OCD Recurring obsessions and compulsions Extensive rituals to reduce anxiety caused by obsessions Panic Disorder Recurring panic attacks Avoidance out of fear of having another attack Treatment and How to Cope There are effective treatment options and coping techniques for alleviating the symptoms of OCD and panic disorder, and they frequently overlap. For instance, both disorders are commonly treated with a class of antidepressants called selective serotonin reuptake inhibitors, which target a neurotransmitter called serotonin that helps decrease anxiety.?? Likewise, cognitive behavioral therapy, a form of psychotherapy that helps change a person’s faulty or negative thinking and assists in shifting unhealthy behaviors, is a recognized treatment for OCD and panic disorder. A trained mental health professional can diagnose and provide appropriate treatment for both conditions. The 9 Best Online Therapy Programs

Banning Of A College Campus - 1845 Words

After recent increase of violence activists arose in college campus the culprit being targeted is unregulated speech. Many campuses are forming regulations on speech codes, others choose to remain unregulated. The decision making process is not put at ease with the first and fourteen amendment conflicting between the citizens’ rights to freedom of expression, and the right to equal educational opportunities. Is there a middle ground that allows individuals to continue their education in the sanction of a college campuses while not infringing on others’ right to speech? The possibility is there where we can decide what protected and unprotected speech is without turning the first amendment into a tool of domination. The fourteen amendment†¦show more content†¦If they liked Bush, we made them register to vote. But not if they liked Gore† (Dolgow). The same cannot occur on a college campus, however the fear remains on how information of others can be used or the manipulation of first amendment can be used in a college setting. The fact remains that there is a substantial difference between a corporation and a university. Universities are meant to be a place of learning and just like science is able to accept new theories, we should be willing to accept new ideas. Building tolerance as a community allows us to embrace unpopular ideas. That being said, there is very good reasons to protect offensive or unpopular speech. During the 1950’s, minority groups didn’t have the right to vote and civil rights movements sprung across the country. Voting right activists in the South experienced various forms of mistreatment and violence. One such event on March 7, 1965, â€Å"when peaceful participants in a voting rights march from Selma, Alabama, to the state capital in Montgomery were met by Alabama state troopers who attacked them with nightsticks, tear gas and whips after they refused to turn back† (Voting Rights Act). One can conclude, based on the reactions, the decision to call in the state troopers and the state troopers attacking the protestors, that these individuals found the protest offensive and threatening their values of white supremacy. Therefore, should we banned offensive or popular speech solely on the fact that

Apple, Inc. Economic Analysis Essay - 2122 Words

Apple, Inc. Economic Analysis Daniele Ligons Southern Weseleyan University Table of Contents apple, inc. history 3 Microeconomic factors 4 macroeconomic factors 4 supply and demand 5 competitors 7 Apple, Inc.’s Future 8 recommendations 10 summary 10 References 12 Apple, Inc. History In 1976, Steve Jobs and Steve Wozniak founded Apple Computers, Inc. The young founders did not finish college and had a vision of making computers smaller and easier to use. Initially, they began their company inside of a garage, selling computers to those who may be interested. They were excited to see a jump in interest after they introduced the use of color graphics in the Apple II. During this time the company decided to go public, after sales had reached $117 million. Jobs also helped create desktop publishing by partnering with Adobe. Although things were going well, Jobs became the sole owner, as his partner, Wozniak was no longer interested and decided to find work elsewhere. According to research by Richardson and Terrell, Jobs filled the opening with an employee from Pepsi Cola, however, it did not work out, causing Jobs to leave his own company and found a new one. During this time he made an investment by purchasing Pixar, a popular movie animation company. Apple continued to thrive through its changes, and managed to stay among the top businesses in the tech field. Many firms wanted to further their success by working with Apple. Bill Gates, founder ofShow MoreRelatedEconomic analysis of Apple Inc.2611 Words   |  11 Pages Economic Analysis of Apple Inc ECO320-65: CAPSTONE Economic Analysis of Apple Inc. Introduction 3 Industry analysis 4 Personal computers 4 Computer software 5 iPod and iTunes 5 Company analysis 7 Apple Computers Inc 7 Apple Inc 8 Innovation 9 Profitability 9 Recommendations 11 Personal computing 11 Conclusions 12 References 13 Appendix 14 Introduction The primary purpose of this report is to execute an economic analysis on Apple Inc. We will review theRead MoreApple Inc Economic Analysis Essay1791 Words   |  8 PagesMBUS 610 Econ Environment of the Firm 12 Apple Inc. Economic Firm Analysis Trey III Apple Incorporated, formerly known as Apple Computers Incorporated, and more commonly known just as Apple, has lead the way in technology and innovation for consumer electronics with their slender storage capacities, vibrant displays, and incredible touch screen products. When they first started, their focus was more on personal computers for customers, but as the company has aged, so has their focus expandedRead MoreThe Apple Inc. And Focuses On The Environmental Analysis Essay1488 Words   |  6 Pagesintroducing the Apple Inc. and focuses on the environmental analysis. Different environment can affect the company develop. In the recent year, the Apple Inc. publishes two new technologies which are the Apple Watch and Apple Pay. These are following the environmental to make this decision. The environment is divided by five parts which are technology, economic, social, regulation and ethics. According these five aspects to analysis the Apple Inc. Firstly, it introduces the Apple I nc. and writes aRead MoreApple INC analysis1748 Words   |  7 PagesIntroduction Of Apple Inc. Apple Inc. is globally renowned as one of the leading companies, especially for its specialization in the personal computers and consumer electronics industry. The company is most well-known for the iPod, a digital music player and Macintosh, a personal computer released in 1984. Co-founded by Steve Jobs in 1976, the company was named under Apple Computers Inc. and its initial product Apple IIe gained relative popularity and success. The release of the Macintosh revolutionizedRead MoreStrategic Analysis Of Iphone 6 And Ipad 61237 Words   |  5 PagesStrategic Analysis of iPhone 6 and iPhone 6 Plus Background Company Overview Apple, Inc. is a multinational company of American origin that majors in the design, manufacture, and marketing of personal computers, portable digital music players, and mobile communication and media devices (Reuters, 2017). The company also sells a range of related software, accessories, services, networking solutions, and third-party digital content and applications. Apple, Inc. operates in different segments namelyRead MoreSWOT Analysis: Apple Inc1462 Words   |  6 Pagesï » ¿Apple Inc. I. SWOT Analysis Strengths Weaknesses Strong Brand Image Faulty Products Financial Performance is Robust Infringement on Patents The Company has a focus on research and product development    Launch of iPad reported as revolutionary Mac OS lacks gaming capabilities Strong reliable OS Nonupgradable Mac PC Easy to use and intuitive gadgets Limited Product Range Small products with stylish designs    Product integrations    Opportunities Threats Smartphones CompetitionRead MoreHow Technology Changed The World Interacts With Mobile Devices1002 Words   |  5 Pagescommunication has really taken up an ‘all-things-digital’ approach that has transformed how the world interacts with mobile devices. The current focus on quick evolving methods to upgrade these communications devices poses a threat to Apple’s Iphone. Apple Inc. and Steve Jobs are household names throughout the globe. According to Kolah(2013) Steve Jobs was not only influencing, but also had great selling skills. Inspired by a multi-touch display in early 2000, Steve Jobs introduced the first iPhone (RitchieRead MoreCase Study : Apple Inc.1172 Words   |  5 PagesIntroduction Apple Inc. designs, manufactures, and markets mobile communication and media devices, personal computers, and portable digital music players, and sells a variety of related software, services, accessories, networking solutions, and third-party digital content and applications (Apple, 1). Apple Inc. is popular mainly due to its smartphones iPhone and laptops MacBook. According to article Best Worst Laptop Brands 2015 by LAPTOP editors, Apple Inc. products are to be the best amongRead MoreAnalyzing And Evaluating Apple Inc.1179 Words   |  5 PagesIn examining and evaluating Apple Inc.’s 10-K report, filed with the United States Securities and Exchange Commission, we set out to provide a financial analysis of the company and develop a broad audit plan. We provide a breakdown of the company’s industry, primary products, raw materials used, sales, assets, number of employees, location, key economic factors related to the industry, strengths, weaknesses, opportunities, and threats, as well as an analysis of Apple’s financial strength. SecondlyRead MoreStrategic Management: Apple Inc. Case Study Essay1090 Words   |  5 PagesUnit 1 Case Analysis: Apple Inc. GB520 Strategic Human Resource Management About â€Å"Strategic management is an ongoing process that evaluates and controls the business and the industries in which the company is involved; assesses its competitors and sets goals and strategies to meet all existing and potential competitors; and then reassesses each strategy annually or quarterly [i.e. regularly] to determine how it has been implemented and whether it has

Law 421 Free Essays

Week 3 Law 421| | David Tiffany UOP| Shalandrea Jones | October 29, 2012 | Torts are civil laws that are broken and are rules for lawsuits. When these rules are broken they can result in injury and harm this is usually the basis for the claim. Torts are punishable by imprisonment but in most cases tort law is to provide relief for damages and to stop others from doing the same thing. We will write a custom essay sample on Law 421 or any similar topic only for you Order Now The injured party can sue for loss of earnings, pain and suffering, and medical expenses or present and future. Torts can fall under 3 categories intentional torts, negligent torts, and strict liability. Intentional torts include intentionally hitting someone, negligent torts causing a traffic accident, and strict liability, making and selling defective merchandise. Tort law also includes the areas of nuisance, defamation, invasion of privacy and economic torts. The first case deals with keyless entries that malfunction. This is an example of a strict liability this law a law applies to manufactures that manufacture and sell products that can be potentially harmful to the consumer. Strict liability tort and negligent tort are similar but with strict liability the victim does not have to prove their negligence. In the case of the keyless entry the malfunction occurs when the car owner exits the car. At this time the car should automatically shut off after a certain period of time. However the car does not and the engine continues to run. The car owners often park their cars in garages that are not ventilated and do not hear the engine running. This malfunction of the car caused more than one case of carbon monoxide poisoning. One car manufacture states that they do offer additional warning about cutting the engine off and the consequences of not doing so. The car manufactures can be held liable for many different lawsuits not only from the families of the people who died but also from the survivors. Law expert. com defines negligence as â€Å"the failure to use ordinary care†. Negligence can occur when someone does not exercise the amount of care that a person would use under the circumstances or somebody does something that a reasonably careful person would not do under the circumstances. Automobiles accidents are often example of negligence. In order for an act to be considered negligent certain actions must be established. 1. The defendant owed a duty to the plaintiff. 2. The defendant violated that duty. 3. As a result of the defendant violation the plaintiff suffered injury. 4. The injury was a reasonable consequence of the defendant action or inaction. Law expert. com also provides an example of negligence. A person driving a car has a general duty to use the car in a safe and responsible manner. If that driver runs a red light, that diver violates that duty. As it is understood that running a red light can cause a car crash and that people are likely to be injured in such a collision, that in fact results to others in a collision resulting from the person running the red light. Gross negligence means that contact or failure to act that is so reckless that it demonstrates a substantial lack of concern. For example a government employee on the job and an incident occurs because the employee is on the job they may be immune from liability for ordinary negligence but may remain liable for gross negligence. The second example with the bouncy house is an example of negligence and possible gross negligence. I think that the company that promotes and sets up the bounce houses should inform the customer of the possibility of the houses blowing away and not set them up in windy conditions. Also in states where proper restraints are not required they should be. Wind, weight, or a number of other factors can cause the bouncy house to take flight. I believe that it is reasonable to tie down the bouncy houses so that the customers are secure as possible. In states that do not require regulations they are leaving themselves open for gross negligence charges if an incident does occur. Almost every jurisdiction a person is responsible for all losses and damages that result from his or her negligence. With certain exceptions owners, people who handles pets, and people that harbor pets can be held responsible for injuries caused by their pet. Negligence is also defined as the lack or ordinary care. An example of an unreasonable action would be a dog owner letting go of his dogs leash when another dog approaches so that the dogs can play. An unreasonable action might be the failure to keep a dog away from guest when it is prone to play rough or knock people down. Negligence is also considered when an adult places a watchdog in the room with a sleeping infant. If a person fails to protect a visitor from a potentially dangerous pet this falls under the doctrine of premises liability. Landlords, landowners and management companies can be held liable and responsible to their tenants failing to get rid of a vicious animal. The final example with the ferret this is an example of negligence. Any animal has the potential to be vicious if it exposed to new people or feels threatened. So if the homeowners have company it is best to keep the ferret in a cage or in a room with the door closed to avoid possible injuries to their guest. If the pet owner follows all necessary precautions an incident occurs then they will not be liable for the incident if one occurs. References www. lawcornell. edu www. lawexpert. com www. lawinformationlive. com http://today. msnbc. msn. com/id/26184891/vp/41640372#41640372 http://today. msnbc. msn. com/id/26184891/vp/43292258#43292258 http://www. cnn. com/video/#/video/us/2011/01/11/dnt. ferret. attacks. infant. kctv? hpt=T2 How to cite Law 421, Essays Law 421 Free Essays University of Phoenix Material BUGusa, Inc. , Worksheet Use the scenarios in the Bugusa, Inc. , link located on the student website to answer the following questions. We will write a custom essay sample on Law 421 or any similar topic only for you Order Now Scenario: WIRETIME, Inc. , Advertisement Has WIRETIME, Inc. , committed any torts? If so, explain. Wiretime, Inc. ’s ad in the well-known industry magazine stated that BUGusa, Inc. electronic recording devices are low quality and not reliable for more than a month (University of Phoenix, 2013). This tort is defamation since it can harm the company’s reputation. This written defamation, or libel, falls under the element of specificity because the statement is about a specific party, business and product. In order to receive damages, BUGusa, Inc. will have to prove they suffered financial harm from this statement (Melvin, 2011). Reference: Melvin, S. P. (2011). Fundamentals of the Legal Environment of Business. Retrieved from The University of Phoenix eBook Collection database University of Phoenix. (2013). BUGusa, Inc. [Multimedia]. Retrieved from University of Phoenix, Law/421 website. Scenario: WIRETIME, Inc. (Janet) Has WIRETIME, Inc. committed any torts? If so, explain. Wiretime, Inc. has committed business competition tort or interference tort. Janet has a non-compete clause in her contract with BUGusa, Inc. , which is valid for additional years. Janet’s contract with BUGusa, Inc. states that she is not to work for a competitor while she is still employed with them, is fired from the company, or resigns. Wiretime, Inc. could be liable for damages because they intentionally interfered with a valid contractual relationship between Janet and BUGusa, Inc. (Zuber, 2009). Janet can also be liable for breaking her contract. Reference Zuber, J. J. (2009). Interference Torts: When Business Competition Is Actionable. Business Torts Journal, 16(4), 12-15. Scenario: WIRETIME, Inc. (Steve and Walter) Discuss any liability BUGusa, Inc. , may have for Walter’s actions. Scenario: BUGusa, Inc. , Plant Parking Lot What defenses may be available to BUGusa, Inc.? Explain your answer. Although actions for failure to provide adequate security can be brought against BUGusa, Inc. , BUGusa could say that they are not responsible for the actions of criminals. , Unless BUGusa was in some way actually responsible for the damage, they are not liable. The injured party cannot seek to hold a possessor or owner of property directly or vicariously liable when the act was arguably, not caused by the possessor or owner. The acts of unknown third parties are typically not covered under general liability policies. References: McDaniel Anderson, LLP- http://www. mcdas. com/liability_article. htm e-lawresources. co. uk- http://www. e-lawresources. co. uk/Causation. php Scenario: BUGusa, Inc. (Randy and Brian) What defenses may be available to BUGusa, Inc.? Explain your answer. Randy committed a tort of negligence when he was speeding and colliding with Brian’s vehicle. He did not intentionally hit him but his speeding contributed to the accident. Randy was negligent in his driving BUGusa, Inc. ’s vehicle. BUGusa’s defense could be held under absolute privilege which states that all federal officials have immunity in the Constitution via the â€Å"speech and debate clause† and BUGusa contracts with the federal government as well, making them a federal official as well. Melvin, S. P. (2011). Fundamentals of the Legal Environment of Business. Retrieved from The University of Phoenix eBook Collection database University of Phoenix. (2013). BUGusa, Inc. Multimedia]. Retrieved from University of Phoenix, Law/421 website. Scenario: BUGusa, Inc. (Sally) Sally may have a successful case against BUGusa, Inc. , for what torts? Explain your answer. Officer Sally DoGood has a successful case that can fall under two torts. The first tort is the negligence tort. Negligence is an accidental (without willful intent) event that caused harm to an other party (Melvin, 2011). BUGusa, Inc. did not intentionally mean to harm Officer DoGood with its product but the company did know that the older models did not have the insulator to prevent the shorting. The shorting of the equipment Officer DoGood was using caused harm to her. The company did not include the insulator to the older models because of the production cost. The second tort that could be used in Officer DoGood’s case is the strict liability tort. According to Nolo Law For All (2013), strict liability is automatic responsibility for damages due to manufacture or use of equipment or materials that are inherently dangerous, such as explosives, animals, poisonous snakes, or assault weapons. A person injured by such equipment or materials does not have to prove the manufacturer or operator was negligent in order to recover money damages. BUGusa, Inc. knew that the older model equipment was defective but did not go back and installed the insulators to the older models but installed them in the new models that Shady Town Policy had not purchased yet. References Melvin, S. P. (2011). The legal environment of business: A managerial approach: Theory to practice. New York, NY: McGraw-Hill/Irwin. Strict liability. (2013). In NOLO Law for All. Retrieved from http://www. nolo. com/dictionary/strict-liability-term. html How to cite Law 421, Essay examples

The Crucible Essay Abigail Example For Students

The Crucible Essay Abigail Justice Systems In The Puritan SocietiesJustice systems have changed greatly over the years. In the Puritan justice system, much has been improved. In 1692, in the town of Salem, many people lose their lives or are punished unfairly due to their justice system. Justice to Puritans really is not justice at all; it is a quick fix to a complicated problem. In Arthur Millers The Crucible, the Puritan justice system is poorly illustrated due to the lack of evidence in trials, church influence in government, and in the setting. With the witch trials in Salem, the lack of evidence has a large effect on many peoples lives. Someone can accuse another of a crime, and in almost no time at all, there will be a trial in the town court. Not only those who are personally affiliated with the crime are affected, everyone in the town is touched also. When Putnam states, She cannot bear to hear the Lords name thats a sure sign of witchcraft, he jumps to conclusions about the girls being witches. Simply because he made this accusation, talk was stirred up in town. The townsfolk become highly agitated over this situation, and the scenario is blown completely out of proportion. Soon after this happens, trials dates are set. We will write a custom essay on The Crucible Abigail specifically for you for only $16.38 $13.9/page Order now The church has a great deal of influence over the government in The Crucible. Sins and crimes are very closely connected; whereas, if one is committed, the other is likewise. Since the authority of the church, such as reverends are looked at as high and mighty these sinless people are also often the heads of, or have a lot of say in the towns government. At one point in the book, Reverend Hale declares: in my ignorance I find it hard to draw a clear opinion of them that come accused before the courtGod forbid such a one be changed, she Rebecca Nurse is mentioned somewhat He is saying Rebecca Nurses name was mentioned in court today, as if she involved with witch craft also. Reverend Hale is looked at as holy among the townsfolk, along with he plays a role in the towns court system. The towns religion and law are much alike, and very intertwined, which is believed to be best for this group of people. The setting in The Crucible helps to enhance the theme. The plot of this story makes the time, place, and general environment seem almost too perfect to be true. The witch trials take place in the spring of 1692, in Salem, Massachusetts. At this time, the ways of the Puritan justice system are completely acceptable, whereas public hangings and executions do not seem out of the ordinary. When Arthur Miller writes:they Puritans carried about an air of innate resistance, even of persecution So now they and their church found it necessary to deny any other sect its freedom, lest their New Jerusalem be defiled and corrupted by wrong ways and deceitful ideas They believed, in short, that they held in their steady hands the candle that would light the worldHe is remarking about the way of life and beliefs of Puritans. He says they will not let their new world be polluted with sin and crime, and the world will imitate their actions, depending on the way their society is ruled. The people of this time and era think their justice system is acceptable, and throughout the many scenes in the book, nothing is thought of as prodigious. Lack of evidence in trials, church influence in government, and the setting all compute up to an ineffective justice system in the Puritan society. It is unjust and unfair for the elders of this fellowship to change as many of the lives as they do with the justice system they have.

Statement of the Business Proposal essay

Statement of the Business Proposal essay Statement of the Business Proposal essay Statement of the Business Proposal essayAt the moment, AESL faces the problem of the enhancement of the prevention of problems into the electrical network. Customers of the company need the efficient system of the identification of problems to resolve them fast because this is the only way to maintain the stable electricity supply to customers. In such a situation, the company has to introduce the new system that allow conducting the surveillance over the network and reporting to customers about identified problems that affect the functioning of the network. In this regard, the enhancement of AESL performance through the aerial inspection service for electrical power distribution networks using sensors integrated onto an autonomous uninhabited aerial vehicle (UAV) is one of the major priorities of the company. To enhance AESL performance, the new system can be introduced – ENSARS. ENSARS Electrical Network Surveillance and Reporting Service (ENSARS: Project 7057.141) will p rovide a full inspection service for power distribution networks.AESL NeedsFirst, AESL needs to collect the information the network and identify failures that will help the company to inform customers about actual problems or disruptions of the network that can stop the electricity supply via the network. The introduction of aerial inspections is one of the urgent needs because this is the most efficient way to track the network and identify possible problems.As the company collects the data on existing problems and failures of the network, it has to process the information properly. For instance, some problems may be crucial, while other may be insignificant and cannot interfere into the performance of the network. The information obtained from the aerial inspection has to be processed to range problems and to decipher information obtained after the aerial inspection.The next step is the analysis of data collected in the course of the aerial inspections and information processed af ter the inspection. In this regard, the analysis will involve ranging threats and problems, identifying the most urgent ones and the least urgent ones; developing recommendations for customers how to resolve existing problems: forecast possible impact of problems on the electricity supply and customers.Finally, the customer has to develop the effective system of reporting to customers. What is meant here is the fact that the company should not just report to customers about the problem but also they should provide the information in the plausible and coherent way. For instance, customers may fail to understand properly warnings of the company about the identified problems, if the information is presented in highly technical form and customers cannot always understand the real scope of problems reported.AESL SolutionThe proposed solution is the development of ENSARS. ENSARS Electrical Network Surveillance and Reporting Service (ENSARS: Project 7057.141) – that will provide a full inspection service for power distribution networks. The new system will enhance the performance of the company and resolve its key problems because it opens new opportunities for identifying the problem and reporting them to customers. Moreover, ENSARS will involve automatic processes mainly that will increase the accuracy and independence of the system and effectiveness and speed of reporting to customers.The proposed solution will include four key steps. First, designing the system is essential since ENSARS is a brand new system that needs to be designed first. The design of the new system should match the needs of the company mentioned above. Second, the company should build ENSARS that means the development of the required software, purchase of the equipment and transportation, including the equipment of aircrafts with photo- and video-equipment required for monitoring; singing contracts with suppliers of hardware, software, fuel and other essential items. The third step is operating ENSARS that will involve the training of the personnel of the company to teach them how to use the full potential of the new system and start running the system, when employees of the company are ready to use it. Finally, the company has to maintain the new system and this is the final step to complete the implementation of the proposed solution. The maintenance of the system will involve the employment of the maintenance staff and training of employees responsible for the maintenance system. The system will also need repair and regular upgrade to keep the system up-to-date.RisksOne of the major threats to the proposed system is the risks of information breaches because the company will need to have access to private information of customers to be able to communicate and report problems in the network. Therefore, while introducing ENSARS the company will also need to enhance its information security system.The failure of the system to detect problems is another risk since the proposed system may fail to identify all the problems of the network because some problems cannot be uncovered with the help of the aerial monitoring.Furthermore, there is a risk of communication gaps between the system and customers because of the complexity of reporting or customers’ distrust. If customers are not confident in the reliability and safety of the proposed system, they will not trust it and they may oppose to its wide implementation.Advantages and disadvantages of the systemThe major advantages of ENSARS are regular monitoring and large scope of monitoring. The aerial monitoring will take place regularly as the aircraft will fly regularly to record possible changes in the network and problems that can occur. Aerial monitoring covers the large space in short time that expands the scope of monitoring and allows the company to track problems fast.The major disadvantages of the proposed system are: first, aero monitoring may be not always accurate and, second, high costs of implementation.ScheduleThe implementation of the solution will undergo the following stages:Identification of goals of ENSARSDesigning of ENSARSDevelopment of operational plan of the functioning of ENSARSMaintenance and control over ENSARSEconomic AnalysisThe financial data presented show the clear trend to the steady improvement of the company’s performance due to the introduction of the new system. ENSARS will become profitable in three years and start brining return on investments with the net profit increasing from 1.54% in 2014 to 5.36 in 2016.

Market Analysis Report Example

Market Analysis Report Example Market Analysis Report Example A market analysis report example determines the characteristics unique to the particular market and analyzes the information, which is extremely helpful in the decision-making process in the business relations. By conducting the market analysis report example, it is possible to gather the valuable data, which will help to know the customers better, determine the relevant pricing, and figure out the competitors’ sensitivities. The global smartphone market is assumed to slow essentially over the next few years. Under a condition of a slowing smartphone market, the large vendors are undergoing growth saturation, and rising brands are interrupting existing brands’ long-standing business models to raise their share. The developed markets were in the center of this year’s deceleration. The core three markets of United States, Europe, and China continue to reach the new highs. The number of the first-time buyers in these countries is shortening rapidly. Therefore, the phone upgrades are the primary factor, which stimulates the sales. The top list of the greatest vendors of the smartphones heads two giants Samsung and Apple. As a world leader, Samsung has sold 81.3 million units in 2015 mostly due to its low-cost smartphones and the Galaxy series. In the first quarter of 2016, this amount has remained approximately the same. However, Samsung’s market share has increased from 23.2 in 2015 to 24.1 in the first quarter of 2016. Apple is the world’s second-largest smartphone vendor and has sold 60.2 million iPhones during 2015. Apple’s market share in 2015 was 14.8 percent. In 2016, there is a growth estimated at 3.1 percent up to 17.9 percent. By varying smartphone market dynamics, Chinese brands are developing as the new top brands in the global scale. To this end, there are two Chinese brands Huawei and Xiaomi which were in the list of the top five worldwide smartphone vendors in 2015. These brands held 11 percent of the market. In the first quarter of 2016, one more Chinese company Oppo was included in the top list. As a result, currently, they represent 17 percent of the market together. These three Chinese smartphone vendors show a great performance, Oppo is the best within them, and take share from the leading players such as Lenovo, Samsung, and Apple. Huawei represents a strong smartphone demand in Europe, South and North Americas, and Africa. At the same time, Xiaomi and Oppo smartphone sales rise in emerging Asia and Pacific markets by 20 percent and 199 percent respectively. In the long term, a slow but stable growth of the smartphone market is expected. Predominantly, this growth will be caused by Asian market, India and Indonesia, in particular. Smartphone sales will be driven by the growing demand for the low-cost smartphones in emerging markets and for a transition from 3G to 4G smartphones, which will be supported by 4G connectivity promotion plans from communications service providers in the various markets all over the world. Additionally, a great effect on the smartphone market vector of developing will have a growing popularity of multi-SIM smartphones, increasing the corporate acceptance of smartphones as business class smartphones, the introduction of the faster data networks and the third-party application systems. References: BI Intelligence. (2016). The global smartphone report: The forces behind the global deceleration in smartphone sales. Business Insider. Web. Retrieved September 22, 2016, from businessinsider.com/global-smartphone-market-forecast-2016-3 Global Industry Analysts. (2015). Smartphones Market Trends. Global Industry Analysts. Web. Retrieved September 22, 2016, from strategyr.com/MarketResearch/ Smartphones_Smart_Mobile_Phones_Market_Trends.asp McKay, P. (2016). Global smartphone market share 2016. Statista. Web. Retrieved September 22, 2016, from https://www.statista.com/statistics/271496/global-market-share-held- by-smartphone-vendors-since-4th-quarter-2009/ Meulen, R. V. (2016). Gartner says worldwide smartphone sales grew 3.9 percent in first quarter of 2016. Gartner. Web. Retrieved September 22, 2016, from gartner.com/newsroom/id/3323017 Reisinger, D. (2016). As the smartphone market grows, the iPhone’s share is shrinking. Web. Retrieved September 22, 2016, from http://fortune.com/2016/05/19/apple-iphone-smartphone/

To Have or To Be by Erich Fromm Essay Example | Topics and Well Written Essays - 500 words

To Have or To Be by Erich Fromm - Essay Example The problem with the â€Å"having† mode is that the greed for money and possession can never be satisfied no matter how much has acquired. People will always use dubious means to get more; including the exploitation of fellow human beings. â€Å"The ordinary man with extraordinary power is the chief danger for mankind† Fromm, (67). There is always a cut-throat competition among members of society in getting more possession. And when one has acquired a certain amount of riches, he is struck by paranoia. He or she is in a constant state of fear that the property may be stolen or that death may come so soon. Unlike the â€Å"having† mode, the â€Å"being† mode is quite a stationary state in life. Here, man does not really seem to toil for money and other materialistic things of the world. Man is satisfied with the intangible aspects of life such as peace and harmony. He adores love as the only source of joy: â€Å"Love is the only sane and satisfactory answer to the problems of human† (Fromm, 70). He can get pleasure without using money. In fact, everything is a source of his happiness, depending on the perception. The individuals in this state are selfless and can freely share whatever little they have. To them, all the worldly things are meaningless and perishable. Therefore, they see no great deal in investing in material things. The problem with the â€Å"being† mode is that an individual may be isolated from the modern society whose most members are in the â€Å"having† mode. Since the pleasure of the people in this mode is free, they may sometime s misuse this freedom. The problem with â€Å"industrial religion† is that it is economic oriented and enslaves its followers by work. According the ancient religion was viewed as matriarchal where; the church was full of unconditional love and mercy. However, the modern churches are viewed as patriarchal; justice is the order of the day. Fromm states, â€Å"The deepest desire of the human

Nihilism, Provisional Existence, Forfeiture of meaning Research Paper

Nihilism, Provisional Existence, Forfeiture of meaning - Research Paper Example The tribes of these stories are considered as nihilists, because they lack spiritual maturity and focus on the meaninglessness of life; they desire provisional existence, because they lack meaningful future goals and empathy for others; and they have forfeited spiritual meaning, since they have given up hope in changing their lives and enhancing their spiritual development. Tribalism affects nihilism by enforcing collective obedience to authority, thereby sacrificing their pursuit of spiritual maturity. The lottery is viewed as a joint ritual, where all people, young and old alike, participate in its processes and outcomes. People know how their prosperity is hinged on one human being's suffering every year, but they have looked away from their ritual's hideous process and result. Instead, they rationalize that the lottery is required for their existence, wealth, and continuity. Old Man Warner underscores that the lottery cannot be eliminated, like the other towns did, because  "there's always been a lottery† (Jackson). He desires for the continuity of traditions. He further focuses on the benefits of the lottery: â€Å"Lottery in June, corn be heavy soon† (Jackson). He fails to morally analyze this ritual that he has embraced, since he can participate in it. He stands for the moral stagnation of his tribe. In The Ones Who Walked Away from Omelas, people assert that their happiness and development are products of one â€Å"child's abominable misery† (LeGuin). Without this child's suffering, the â€Å"prosperity and beauty and delight† (LeGuin) of Omelas will no longer exist. As a whole, these tribes follow the laws and conventions that enable them to enjoy a â€Å"good† life. The main problem here is that through blind obedience to authority, they are sacrificing their spiritual growth. By denying to embrace suffering as a whole and transferring it to a single person, they fail to accept their suffering and find meaning in it. But these tribes no longer believe that there is value in collective suffering. Instead, they would rather accept a person's suffering to replace their own. Nihilism, moreover, does not reflect on outcomes and Frankl rejects this kind of life: â€Å"We must not despise our lives and treat our lives as if they were of no consequence at all† (Breakthrough Writing â€Å"Man's Search†). These tribes, nevertheless, reject the consequences of their actions as meaningful. They simply accept their rituals as it is, because â€Å"it is.† Tribalism, furthermore, develops nihilism, because these tribes no longer regard the meaning of life. Frankl believes in the value of being â€Å"worthy† of one's â€Å"sufferings,† for it provides â€Å"spiritual freedom† that makes life worth living for (72). The people in The Lottery does not see any meaning in life, as demonstrated in how they exist each day for rudimentary needs. The men focus on materialis tic affairs, while women are relegated to the domestic domain and follow gender-stereotyped roles: â€Å"...men began to gather, surveying their own children, speaking of planting and rain, tractors and taxes...women, wearing faded house dresses and sweaters...exchanged bits of gossip as they went to join their husbands† (Jackson). No one gives a second to reflect on the morality of their actions, because they are focused on their daily survival. Everyone treats this day as any ordinary day with a sense of â€Å"disenchantment of the world†

Growth of the IT Sector in India

Growth of the IT Sector in India ACKNOWLEDGEMENTS I would like to thank my supervisor JONATHAN C WESTLAKE for his insurmountable guidance and tremendous encouragement throughout this research. Without him I couldnt get effective results in this research. His precious inputs and valuable suggestions helped me throughout my research. I would like to thank my award leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project work. I would like to thank the working people (in Information Technology) for their valuable time for giving me requires data. Last but not the least I would like to thank all my family and friends for helping me in so many ways and for just being there when I needed that bit of extra strength to carry on. It is pleasure to acknowledge contributions of all above people. RESEARCH OVERVIEW The whole research was divided into five chapters for the flexibility of reader to make this research meaningful and better understanding of what it explains. All these five chapters are interrelated to make this research appropriate and each chapter has its own importance in this research to make the necessary findings. The first chapter contains brief description about this research, introduction to information technology industry in India and describes attrition meaning. Then this chapter describes purpose of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings. The second chapter contains information about literature review of this research, which contains the collection of data from researches done previously related to this topic. This data has been collected from books, journals, articles, web sources and magazines. The third chapter describes well about the research methodology and explains how the researcher used different types of methods to collect primary and secondary data. The data has been collected from employees and managers of different Information Technology organizations in India. Two different questionnaires have been prepared by the researcher to collect the data. One is for employees to collect required data and second one is for managers to investigate the depth of the problems and related solutions of this research. A good response from the employees and managers made this research process easy to get the accurate information required. The fourth chapter is the evolution part of this research. The information collected as means of primary data and secondary data, has been analysed by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams. Fifth chapter is the finale report of this project, which is useful for IT organizations in India to prevent and reduce the Attrition rate. The recommendations were prepared on the basis of primary data, secondary data and analysis part of this research. The management can use these suggestions as upcoming strategies to curb the attrition in their organizations. RESEARCH INTRODUCTION IT (Information Technology) industry is booming in India. The growth of IT sector in India represents the potential of IT industry to perform at world class levels. Internationally famed companies and locally self-made small-medium sized companies are competing in developing new software with in this huge industry in India. These companies function mainly in two divisions, i.e. Technical (development of software) and Support (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects done from Indian companies due to some prominent reasons, which include Cheap Labour and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stone unturned to provide the top quality service. There are many reasons behind this growth of Information Technology market in India. These reasons belong to social, economical, technical and political issues. There are many Universities offering courses on science and mathematics and this kind of education system placed a great emphasis on increased number of science and engineering students. According to the NASSCOM (National Association of Software and Services Companies) of India These Universities are pumping out nearly 0.2 million engineering graduates every year. This population constitutes one of the greatest assets of Indian IT market. Even though there is shortfall of workers due to brain drain with many skilled workers interested to move overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to back end their operations in India. The advantage of Indias backend operations is geostrategic location which offers 247 services and reduction in turnaround times by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which established comfortable environment for growth in IT developments and attracted many multinational companies by providing greater range of facilities with cheaper costs. According to the NASSCOM survey IT industry attained the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009. Though the above points are considered as positive attributes in the growth and development of Indian software industry, so also, the negative impact comes into picture in the form of ATTRITION (Loss of Employees/ Work force), which can be explained in terms of large growth of the â€Å"number† of companies attracting talent/ work force (people) which is finally leading to confusion among the work force in deciding the company to work for depending upon the offers made by them. Attrition can be defined as the out flow of employees from an organisation due to various reasons. This research will contribute to identify the reasons behind the dangerous attrition levels in IT industry with in India and will suggest possible solutions to fight this problem. The increasing growth of the industry is leading to equal opportunities for inexperienced and experienced workforce. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so called senior and experienced workforce which is finally leading to attrition. This research paper clearly lays emphasis on the importance of considering attrition in perspective of individuals and organization because attrition destroys the value of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here emphasised on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition. RESEARCH TITLE: Reasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition. RESEARCH AIM: The main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors affecting attrition and possible solutions to overcome these issues. RESEARCH QUESTIONS: The proposed research questions are as follows: What are the reasons behind high attrition rate in the IT sector of Indian sub continent? What factors determine the attrition rate? How can this attrition rate be reduced in IT organizations perspective? OBJECTIVIES: The main objective of this research paper is to determine the relationship between good human resource practices and the reasons behind the employee attrition. To analyse various factors that affect an individuals decision to leave a job for a better opportunity, including individual related, job related and organizational related. To discover various threats and issues those impact the business performance, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations. To evaluate the issues those affect the performance of the industry and minimise the attrition rate and also to analyse the techniques of motivation those will help in reducing the same? ACTIVITIES TO ACHIVE THE OBJECTIVE: Primary data collection will be done by conducting online survey with managers and employees in the organisation; the main reason being to gather accurate information. Moreover, while collecting primary data if the researcher can get to meet any of the old staff who have retired or who have left the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference between their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company. Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different questionnaires aimed specifically at managers and employees respectively contribute to the collection of relevant information to understand the problem of attrition in the organisations perspective. The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource management etc related to the research topic. Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate. THE RESEARCH METHODOLOGY: To study the previous works done (on this research topic), making a list of them and analysing them by means of literature review. Discovering the designations where in attrition is more and creating the attrition chart by conducting organization study. Conducting a job satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires. Conducting a survey with managers to have a look at recruitment process, benefits, training and motivation techniques implemented in the organization to cut down the level of attrition. Considering the reasons for attrition by the analysis of interview data. Suggesting and implementing techniques on how to reduce the attrition. LITERATURE REVIEW Attrition in Indian IT sector is rising drastically due to rapid globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the most satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be balanced by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions. ATTRITION IN INDIA Almost all major business sectors in India are facing high attrition rates; these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are shown below. Source [online]: http://www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htm As evidence in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is narrowed by only concentrating on IT sector, a brief introduction was given below as a table about top Indian IT organizations. SOURCE [online]: www.economictimes.indiatimes.com/photo/4835043.cms The above table provides overview about working human resources in top IT organizations. Thousands of organizations were equipped with human resources as main source of business. Arup Chowdary, CIO of Everyday Industries explains â€Å"major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely important that the resources that are given into the project actually continue for a longer period of time, which is not really the case; because the IT industry so volatile. So one is managing resources and number two is training those resources with adequate means to come to the market standards† .This statement gives clear indication of attrition affect on Indian IT industry. According to the CCI (Chambers of Commerce of India) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and according to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in double digits despite economic downturn. According to the India Attrition study 2008, which was done between October 2008 and March 2009 by partnership between BT and PeopleSoft, key drivers for employees leaving their jobs are opportunity or career growth, salary, type of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for career growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees. Figure 3: Leaver type across Indian IT industry . REASONS FOR ATTRITION According to researcher, the major reasons for attrition other than monetary reasons (high salaries) are thought to be: Ø The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. Ø Many employees, who work in IT sector, leave behind their interests and finally when they identify the clichà ©d nature of these jobs they willingly opt out and look for something novel and exciting even if it costs their careers. According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior management level many firms chase the dearth of top talent in business, this situation results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical role to managerial role or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many organizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another. Employee as reason for attrition: An employee might get the feeling of â€Å"insecurity† regarding his job if the management neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. Another reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the loss of employees (attrition). Employees tend to leave the organisation if they are not engaged in projects, which can be avoided by focussing on their growth. Several reasons for attrition could be due to the employee himself/herself. The employee might not have grasped the job profile at the start of his/her tenure and/or the profile was not explained in detail by the company. Poor work habits of employees from their previous job get carried over to their new jobs which dist urbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive both in his/her organizational skills and interpersonal skills. This leads to improper job handling. A poor job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest. High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint CEO Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at middle management levels and further about five to ten percent at senior management levels, and he continuous that it is a loss when trained and talented employee leaves. Currently Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says â€Å"I had to stretch myself and the team till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me†.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get t ransferred, trying to be gender neutral and making easier to women for working. {Source [online]: http://economictimes.indiatimes.com/News/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009} Ashok Arora, executive director for HR, Ashoka Leylands says â€Å"high end talent is always high on aspiration; their worry is not one of survival, but how fast they climb up the corporate ladder. Management people tend to lose them every time if they do not reasonably address their concerns. The reasons behind people changing their jobs: Employees expect more salary and more compensation than within their present position. Overseas opportunities, which may give hike in salary and position. A higher position in Indian culture means status and respect. If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya). People are interested in new technologies rather than working with same technology. To balance the social life and flexibility with working hours. Taking into account the company image and future growth of the organization. Employees will be self motivated to leave the company because of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and lack of motivation. Management as cause of reason: It is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees then the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee needs and management does not follow correct policies or does not have appropriate tools to manage the employee related tasks then this situation leads to further dissatisfaction. Azim Premji (CEO, WIPRO Technologies) stated that â€Å"when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers†. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. Advantage of Indian IT industry is the availability of large number of human resources in market, when managers show their concern as â€Å"plenty of fish in the pond† towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to solve that situation, second time they will think about leaving, but third time they will look for external opportunity. Job profile as a cause of reason: Job profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by travelling most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative. REFLECTING FACTORS OF ATTRITION According to the researcher high attrition level may cause the employees to feel insecure and leave the organization, while lower rate of attrition will act as a retention policy. High attrition level indicates the poor ability of organization to hold its people. â€Å"Attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error†. (MONISHA ADVANI, CEO, EMMAY HR)[source:http://www.expresscomputeronline.com/20050822/technologylife01.shtml)] Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market. CALUCULATING EMPLOYEE ATTRIRION It is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is dividing the number of employees who left during the year by the average number employed for that year. According to the researcher it is very important to consider the root problem while calculating the attrition level of employees by going back to the hiring stage. Fresher (newly recruited) attrition level will be calculated by considering the number of these employees left and critical level attrition will be calculated when key persons leave. Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition. COST OF ATTRITION There are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of customers and degradation of brand name in the market, loss of clients and contacts that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new hire costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of lost knowledge. Every person who leaves an organization becomes its ambassador, for better or for worse. When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost. Recruitment is a long-term process which consists of many stages and tasks to perform. These steps include understanding the requirements of position, advertising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not. Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the orientation which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals. By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition. TECHNIQUES TO REDUCE THE ATTRIRION The attrition levels can be reducedby the active input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motivating them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. When the management neglects career ladder of an employee, that person might get the feeling of future insecurity. This can be reduced by conducting well prepared training sessions to improve employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in recent years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005). It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to improve the response between organization goals and individual expectations to reduce the attrition level. The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high stream of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Consulting, India says â€Å"recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business†. Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and consultant in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including the family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each particular culture. According to the classical theory of Maslow the hierarchy of needs includes : Psychological, survival needs Safety and security needs Social needs of acceptance Esteem and acknowledgment needs Self-actualization and self-development needs Major impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level. A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level. The nature of IT industry is to upgrade its operations frequently to achieve the business requirements and for this there is a need of dynamic change in deploying and using the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time. It is important to identify top performers to reward and retain them, but keeping them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes periodic sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and participation in outside activities. According to the WIPRO leaders quality survey, perfect leadership is one of the techniques to reduce attrition levels. Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees. Spend time developing and Bench marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals. The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise. Change the locations of work by sending the projects to places where labour and real est Growth of the IT Sector in India Growth of the IT Sector in India ACKNOWLEDGEMENTS I would like to thank my supervisor JONATHAN C WESTLAKE for his insurmountable guidance and tremendous encouragement throughout this research. Without him I couldnt get effective results in this research. His precious inputs and valuable suggestions helped me throughout my research. I would like to thank my award leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project work. I would like to thank the working people (in Information Technology) for their valuable time for giving me requires data. Last but not the least I would like to thank all my family and friends for helping me in so many ways and for just being there when I needed that bit of extra strength to carry on. It is pleasure to acknowledge contributions of all above people. RESEARCH OVERVIEW The whole research was divided into five chapters for the flexibility of reader to make this research meaningful and better understanding of what it explains. All these five chapters are interrelated to make this research appropriate and each chapter has its own importance in this research to make the necessary findings. The first chapter contains brief description about this research, introduction to information technology industry in India and describes attrition meaning. Then this chapter describes purpose of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings. The second chapter contains information about literature review of this research, which contains the collection of data from researches done previously related to this topic. This data has been collected from books, journals, articles, web sources and magazines. The third chapter describes well about the research methodology and explains how the researcher used different types of methods to collect primary and secondary data. The data has been collected from employees and managers of different Information Technology organizations in India. Two different questionnaires have been prepared by the researcher to collect the data. One is for employees to collect required data and second one is for managers to investigate the depth of the problems and related solutions of this research. A good response from the employees and managers made this research process easy to get the accurate information required. The fourth chapter is the evolution part of this research. The information collected as means of primary data and secondary data, has been analysed by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams. Fifth chapter is the finale report of this project, which is useful for IT organizations in India to prevent and reduce the Attrition rate. The recommendations were prepared on the basis of primary data, secondary data and analysis part of this research. The management can use these suggestions as upcoming strategies to curb the attrition in their organizations. RESEARCH INTRODUCTION IT (Information Technology) industry is booming in India. The growth of IT sector in India represents the potential of IT industry to perform at world class levels. Internationally famed companies and locally self-made small-medium sized companies are competing in developing new software with in this huge industry in India. These companies function mainly in two divisions, i.e. Technical (development of software) and Support (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects done from Indian companies due to some prominent reasons, which include Cheap Labour and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stone unturned to provide the top quality service. There are many reasons behind this growth of Information Technology market in India. These reasons belong to social, economical, technical and political issues. There are many Universities offering courses on science and mathematics and this kind of education system placed a great emphasis on increased number of science and engineering students. According to the NASSCOM (National Association of Software and Services Companies) of India These Universities are pumping out nearly 0.2 million engineering graduates every year. This population constitutes one of the greatest assets of Indian IT market. Even though there is shortfall of workers due to brain drain with many skilled workers interested to move overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to back end their operations in India. The advantage of Indias backend operations is geostrategic location which offers 247 services and reduction in turnaround times by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which established comfortable environment for growth in IT developments and attracted many multinational companies by providing greater range of facilities with cheaper costs. According to the NASSCOM survey IT industry attained the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009. Though the above points are considered as positive attributes in the growth and development of Indian software industry, so also, the negative impact comes into picture in the form of ATTRITION (Loss of Employees/ Work force), which can be explained in terms of large growth of the â€Å"number† of companies attracting talent/ work force (people) which is finally leading to confusion among the work force in deciding the company to work for depending upon the offers made by them. Attrition can be defined as the out flow of employees from an organisation due to various reasons. This research will contribute to identify the reasons behind the dangerous attrition levels in IT industry with in India and will suggest possible solutions to fight this problem. The increasing growth of the industry is leading to equal opportunities for inexperienced and experienced workforce. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so called senior and experienced workforce which is finally leading to attrition. This research paper clearly lays emphasis on the importance of considering attrition in perspective of individuals and organization because attrition destroys the value of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here emphasised on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition. RESEARCH TITLE: Reasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition. RESEARCH AIM: The main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors affecting attrition and possible solutions to overcome these issues. RESEARCH QUESTIONS: The proposed research questions are as follows: What are the reasons behind high attrition rate in the IT sector of Indian sub continent? What factors determine the attrition rate? How can this attrition rate be reduced in IT organizations perspective? OBJECTIVIES: The main objective of this research paper is to determine the relationship between good human resource practices and the reasons behind the employee attrition. To analyse various factors that affect an individuals decision to leave a job for a better opportunity, including individual related, job related and organizational related. To discover various threats and issues those impact the business performance, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations. To evaluate the issues those affect the performance of the industry and minimise the attrition rate and also to analyse the techniques of motivation those will help in reducing the same? ACTIVITIES TO ACHIVE THE OBJECTIVE: Primary data collection will be done by conducting online survey with managers and employees in the organisation; the main reason being to gather accurate information. Moreover, while collecting primary data if the researcher can get to meet any of the old staff who have retired or who have left the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference between their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company. Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different questionnaires aimed specifically at managers and employees respectively contribute to the collection of relevant information to understand the problem of attrition in the organisations perspective. The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource management etc related to the research topic. Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate. THE RESEARCH METHODOLOGY: To study the previous works done (on this research topic), making a list of them and analysing them by means of literature review. Discovering the designations where in attrition is more and creating the attrition chart by conducting organization study. Conducting a job satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires. Conducting a survey with managers to have a look at recruitment process, benefits, training and motivation techniques implemented in the organization to cut down the level of attrition. Considering the reasons for attrition by the analysis of interview data. Suggesting and implementing techniques on how to reduce the attrition. LITERATURE REVIEW Attrition in Indian IT sector is rising drastically due to rapid globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the most satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be balanced by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions. ATTRITION IN INDIA Almost all major business sectors in India are facing high attrition rates; these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are shown below. Source [online]: http://www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htm As evidence in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is narrowed by only concentrating on IT sector, a brief introduction was given below as a table about top Indian IT organizations. SOURCE [online]: www.economictimes.indiatimes.com/photo/4835043.cms The above table provides overview about working human resources in top IT organizations. Thousands of organizations were equipped with human resources as main source of business. Arup Chowdary, CIO of Everyday Industries explains â€Å"major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely important that the resources that are given into the project actually continue for a longer period of time, which is not really the case; because the IT industry so volatile. So one is managing resources and number two is training those resources with adequate means to come to the market standards† .This statement gives clear indication of attrition affect on Indian IT industry. According to the CCI (Chambers of Commerce of India) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and according to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in double digits despite economic downturn. According to the India Attrition study 2008, which was done between October 2008 and March 2009 by partnership between BT and PeopleSoft, key drivers for employees leaving their jobs are opportunity or career growth, salary, type of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for career growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees. Figure 3: Leaver type across Indian IT industry . REASONS FOR ATTRITION According to researcher, the major reasons for attrition other than monetary reasons (high salaries) are thought to be: Ø The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. Ø Many employees, who work in IT sector, leave behind their interests and finally when they identify the clichà ©d nature of these jobs they willingly opt out and look for something novel and exciting even if it costs their careers. According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior management level many firms chase the dearth of top talent in business, this situation results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical role to managerial role or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many organizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another. Employee as reason for attrition: An employee might get the feeling of â€Å"insecurity† regarding his job if the management neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. Another reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the loss of employees (attrition). Employees tend to leave the organisation if they are not engaged in projects, which can be avoided by focussing on their growth. Several reasons for attrition could be due to the employee himself/herself. The employee might not have grasped the job profile at the start of his/her tenure and/or the profile was not explained in detail by the company. Poor work habits of employees from their previous job get carried over to their new jobs which dist urbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive both in his/her organizational skills and interpersonal skills. This leads to improper job handling. A poor job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest. High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint CEO Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at middle management levels and further about five to ten percent at senior management levels, and he continuous that it is a loss when trained and talented employee leaves. Currently Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says â€Å"I had to stretch myself and the team till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me†.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get t ransferred, trying to be gender neutral and making easier to women for working. {Source [online]: http://economictimes.indiatimes.com/News/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009} Ashok Arora, executive director for HR, Ashoka Leylands says â€Å"high end talent is always high on aspiration; their worry is not one of survival, but how fast they climb up the corporate ladder. Management people tend to lose them every time if they do not reasonably address their concerns. The reasons behind people changing their jobs: Employees expect more salary and more compensation than within their present position. Overseas opportunities, which may give hike in salary and position. A higher position in Indian culture means status and respect. If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya). People are interested in new technologies rather than working with same technology. To balance the social life and flexibility with working hours. Taking into account the company image and future growth of the organization. Employees will be self motivated to leave the company because of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and lack of motivation. Management as cause of reason: It is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees then the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee needs and management does not follow correct policies or does not have appropriate tools to manage the employee related tasks then this situation leads to further dissatisfaction. Azim Premji (CEO, WIPRO Technologies) stated that â€Å"when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers†. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. Advantage of Indian IT industry is the availability of large number of human resources in market, when managers show their concern as â€Å"plenty of fish in the pond† towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to solve that situation, second time they will think about leaving, but third time they will look for external opportunity. Job profile as a cause of reason: Job profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by travelling most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative. REFLECTING FACTORS OF ATTRITION According to the researcher high attrition level may cause the employees to feel insecure and leave the organization, while lower rate of attrition will act as a retention policy. High attrition level indicates the poor ability of organization to hold its people. â€Å"Attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error†. (MONISHA ADVANI, CEO, EMMAY HR)[source:http://www.expresscomputeronline.com/20050822/technologylife01.shtml)] Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market. CALUCULATING EMPLOYEE ATTRIRION It is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is dividing the number of employees who left during the year by the average number employed for that year. According to the researcher it is very important to consider the root problem while calculating the attrition level of employees by going back to the hiring stage. Fresher (newly recruited) attrition level will be calculated by considering the number of these employees left and critical level attrition will be calculated when key persons leave. Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition. COST OF ATTRITION There are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of customers and degradation of brand name in the market, loss of clients and contacts that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new hire costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of lost knowledge. Every person who leaves an organization becomes its ambassador, for better or for worse. When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost. Recruitment is a long-term process which consists of many stages and tasks to perform. These steps include understanding the requirements of position, advertising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not. Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the orientation which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals. By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition. TECHNIQUES TO REDUCE THE ATTRIRION The attrition levels can be reducedby the active input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motivating them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. When the management neglects career ladder of an employee, that person might get the feeling of future insecurity. This can be reduced by conducting well prepared training sessions to improve employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in recent years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005). It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to improve the response between organization goals and individual expectations to reduce the attrition level. The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high stream of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Consulting, India says â€Å"recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business†. Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and consultant in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including the family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each particular culture. According to the classical theory of Maslow the hierarchy of needs includes : Psychological, survival needs Safety and security needs Social needs of acceptance Esteem and acknowledgment needs Self-actualization and self-development needs Major impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level. A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level. The nature of IT industry is to upgrade its operations frequently to achieve the business requirements and for this there is a need of dynamic change in deploying and using the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time. It is important to identify top performers to reward and retain them, but keeping them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes periodic sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and participation in outside activities. According to the WIPRO leaders quality survey, perfect leadership is one of the techniques to reduce attrition levels. Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees. Spend time developing and Bench marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals. The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise. Change the locations of work by sending the projects to places where labour and real est