Domestic and Global Security Threats

Current domestic and global security threats: The impact on The North Atlantic Treaty Organization (NATO) The North Atlantic Treaty Organization (NATO) was formed to cope with the challenges of a bipolar world. However, today’s global environment faces multi-polar challenges from non-state actors such as terrorists. Threats once considered domestic concerns now affect the world, like global warming and the need to rebuild the infrastructure of unstable states such as Afghanistan and Bosnia.The globalization of modern society has meant the globalization of modern technological threats, including cyberterrorism, as well as increased international competition for scarce energy resources. All of these problems affect NATO members but cannot be addressed with a regionally specific focus. To create a more secure world â€Å"NATO will need to start working in partnership with other multilateral organizations, like the UN, if it hopes to find effective permanent solutions to the secu rity challenges facing the world.Although NATOs presence is often a condition of success, it is increasingly insufficient† by itself when dealing with global security (Goldschmidt 2009). Domestic state concerns, such as internal instability and a lack of resources can have global repercussions. Domestic concerns: Domestic peacekeeping in Afghanistan and global warming Because of the terrorist threat posed to NATO nations by terrorist non-state actors harbored in Afghanistan, NATO cannot shirk the critical role it must play in creating a more stable government, despite Afghanistan’s non-European location.In Afghanistan, â€Å"there is a need for a coordinated effort with development and reconstruction agencies. NATO currently must play both a security and nation-building role. It was not designed for the latter, and cannot hope to create the conditions for military withdrawal without a concerted development effort† with other regional and international organizatio ns such as the United Nations (Goldschmidt 2009).Recently, NATO Secretary General Anders Fogh Rasmussen stated that while Afghanistan security and internal integrity is still challenging and â€Å"Afghanistan will likely face security threats for years to come,† NATO alliance forces within the nation have begun â€Å"transferring security responsibilities to the Afghan government† and can begin a slow withdrawal (Fedynsky 2010). Afghanistan security will remain of grave concern for the Alliance, but the approach taken by NATO has been seen as a useful template for its future 21st century fforts. Said Secretary General Rasmussen: â€Å"It will not be a run for the exit†¦What will happen is that we hand over lead responsibility to the Afghans, and our soldiers will then move into a more supportive role. But I foresee that the Afghan security forces will need our supportive assistance for quite some time† (Fedynsky 2010). NATO will increasingly assume the role , suggests Rasmussen, of a peacekeeping force—keeping the domestic peace for Afghanistan in the interests of global peace.Global warming is of grave concern for all of NATO members, given that wars for the earth’s scarce energy resources can become a fertile source of interstate conflict. Nations with historical animosity to NATO members, such as those in the Persian Gulf, often harbor the greatest reserves of the world’s fossil fuels. Climate change can also result in critical reductions in the food supply and politically destabilizing natural disasters. Global warming has even intensified competition for territory: â€Å"Russia, the US, Canada, Norway and Denmark have all been attracted to the energy supply in the Arctic.Relations between these states has intensified after evidence revealed that global warming was melting the polar ice making, access to the energy supplies easier as jurisdiction over the region is still under dispute† (â€Å"Russia,â⠂¬  Press TV, 2009). â€Å"Climate change could confront us with a whole range of unpleasant developments — developments which no single nation state has the power to contain†¦. dwindling water and food supplies, global warming, and mass migration cause international tensions. [Climate change will] sharpen the competition over resources, notably water.It will increase the risks to coastal regions. It will provoke disputes over territory and farming land. It will spur migration and it will make fragile states even more fragile† warned NATO Secretary General Jaap de Hoop Scheffer (Waterfield 2008). Unspoken by Scheffer was the fact that Russia â€Å"aims to be among the world's top five economies in medium term† and has a strong â€Å"reliance on natural energy supplies such as oil and gas† and a strong interest in expanding its reserves (â€Å"Russia,† Press TV, 2009).Global concerns: Russia, missile shields and cyberterrorism Thus domestic co ncerns such as internal instability and even energy scarcity have global repercussions that affect NATO nations. That is why, despite the end of the Cold War, tensions between NATO member and non-member nations remain bubbling so close to the surface. It has not been forgotten by the Russian leadership that NATO was founded to address the security concerns raised by the now-defunct institutions of the Soviet Union and the Warsaw Pact.Fears of ‘Star Wars’ shield defense systems were reignited in March when Secretary General Rasmussen, warning of the â€Å"looming threat of weapons of mass destruction,† made a case for a missile shield system for all NATO alliance states against â€Å"unconventional weapons and the missiles that [they] could carry†¦Should Iran produce intermediate- and intercontinental-range missiles†¦the whole of the European continent, as well as all of Russia would be in range,† he stated (Brunnstrom 2010).Rasmussen’s del iberate mention of Russia as a potential target for rogue states and terrorist organizations did little to allay the Russia’s fears that a NATO missile shield system would pose a threat to its security. In 2009, before the US announced its abandonment of a missile defense system in the Czech Republic, â€Å"a national security document released by Moscow describe[d] the US and NATO as major threats to the security of the world and Russia† (â€Å"Russia,† Press TV, 2009). Along with its disputes with Russia, cyberterrorism and terrorism have been pressing concerns in framing NATO’s global agenda for the future.The most visible aspect of NATO’s anti-terrorist campaign has been in terms of its military capacity through efforts such as Operation Active Endeavour (OAE), â€Å"a maritime surveillance operation led by NATO’s naval forces to undertake anti-terrorist patrol, escort and compliant boarding in the Mediterranean,† as well as NATO policing assistance protecting the public during high-profile events such as the Olympics and other international sporting events (â€Å"Topic: Terrorism,† NATO, 2010).NATO has also made every effort to deploy new technology in its efforts to subvert terrorist threats such as its Defense Against Terrorism Program of Work (DAT POW) which created the precision air-drop technology currently used in Afghanistan. Since 2007 cyber attacks in Estonia swamped government websites shortly after the Estonian government challenged the Russian government regarding the possession of a national monument, NATO’s awareness has been heightened about the security risks posed by cyberterrorism. The protection of NATO's key information systems in general, and cyber defense in particular, are integral parts of the functions of the Alliance† (â€Å"Topic: Terrorism,† NATO, 2010). In addition to specifically-coordinated military efforts, NATO has attempted to promote information sharing between member nations regarding terrorist threats and counter-terrorist efforts.However, the maintenance of hostilities between NATO and Russia continues to be of concern, given Russia’s fears of NATO missile defense systems, Russia’s desire to expand its territorial outreach for energy reserves, and Russia’s lack of willingness to engage in information exchanges with the Alliance. Russia is a critical partner in fighting global warming and terrorism, particularly because of its size, resources, and the fact that many cyber attacks have been traced to Russia.Building stronger relationships with Russia without compromising NATO’s domestic and global agenda will be a critical challenge for the Alliance in the 21st century.Works CitedBrunnstrom, David. â€Å"Missile Defense Needed Against Growing Threat, NATO Chief Says. † Reuters. March 26, 2009. May 14, 2010. http://www. globalsecuritynewswire. org/gsn/nw_20100326_9638. php Fedynsky, Peter. â€Å"NATO to Transfer Security Tasks to Afghan Government. Global Security. April 23, 2010. May 14, 2010. http://www. globalsecurity. org/military/library/news/2010/04/mil-100423-voa01. htm Goldschmidt, Pierre. Garry Hindle, R. Andreas Kraemer, Fabrice Pothier, Jamie Shea, Michael Stopford , Ashley J. Tellis & Brooks Tigner. â€Å"The Next Generation of Security Threats: Reprogramming NATO? † Carnegie Mellon: Europe. February 24, 2009. May 14, 2010. http://carnegieeurope. eu/events/? fa=1255 Russia: US, NATO main threats to global security. † Press TV. May 13, 2009. May 14, 2010. http://www. presstv. ir/detail. aspx? id=94616 §ionid=351020602 â€Å"Topic: Terrorism† NATO. 2001. May 14, 2010. http://www. nato. int/cps/en/natolive/topics_48801. htm Waterfield, Bruno. â€Å"NATO Chief warns of climate change developments. † The Daily Telegraph. 2008. May 14, 2010. http://www. nysun. com/foreign/nato-chief-warns-of-climate-change-developments/79215/

Importance of Sleep Essay

1. Understand the importance of sleep 1 Explain how sleep contributes to an individual’s well-being 2 Identify reasons why an individual may find it hard to sleep 3 Describe the possible short-term and long-term effects on an individual who is unable to sleep well 2. Be able to establish conditions suitable for sleep 1 Describe conditions likely to be suitable for sleep 2 Minimise aspects of the environment likely to make sleep difficult for an individual 3 Adjust own behaviour to contribute to a restful environment 4 Describe actions to take if the behaviour or movement of others hinders an individual’s ability to sleep 3. Be able to assist an individual to sleep 1 Explain the importance of a holistic approach to assisting sleep 2 Encourage the individual to communicate the support they need to sleep 3 Assist the individual to find a position for sleep consistent with their plan of care 4 Support the individual to use aids for sleep in ways that reflect the plan of care and follow agreed ways of working 4. Be able to monitor sleep 1 Establish with the individual and others how sleep will be monitored 2 Record agreed observations relating to the individual’s sleep and the assistance given 5. Know how to access information and advice about difficulties with sleep 1 Describe situations in which additional information or assistance about sleep would be needed 2 Explain how to access additional information and assistance Additional information An individual is someone requiring care or support Agreed ways of working will include policies and procedures where these exist Others may include: family friends advocates line manager health professionals others who are important to the individual’s well-being Unit aim (s) This unit is aimed at those working in a wide range of settings. It provides the learner with the knowledge and skills required to establish conditions suitable for sleep and support the individual to sleep. Assessment requirements specified by a sector or regulatory body (if appropriate) This unit must be assessed in accordance with Skills for Care and Development’s QCF Assessment Principles. Learning outcomes 2, 3 and 4 must be assessed in a real work environment. Details of the relationship of the unit and relevant national occupational standards HSC216

English Tort Law Essay

Answer: This question raises some issues from negligence. In order to answer this question it is necessary to know about negligence, duty of care, and breach of duty, causation and remoteness. But here the most important parts are employers’ liability, multiple liability or causation, and personal injury. Here the main findings will be Betty Bloke is an employee of these companies or not, she can sue for asbestos-related mesothelioma as a third person. Here the facts are Harry Bloke worked as a carpenter for thirty-five years, being employed by Right Ltd for ten years, then by Ruff Ltd for a further ten years and then by Shoddy plc for fifteen years. Right Ltd were shop fitters, Ruff Ltd produced asbestos prefabricated garages and Shoddy plc produced insulating panels for the building industry. In all of these jobs he was required to work with asbestos sheeting, which he usually had to cut to size either with hand saws or powered saws. Betty Bloke, Harry’s wife, always washed his work overalls every Saturday. She would shake them outside the back door to remove the dust before she put them in the washing machine. Betty has now been diagnosed with asbestos-related mesothelioma and is very ill. All three companies deny liability for her illness. Before attempt to discuss the potential liability of all three companies to Betty in negligence it is necessary to find the relationship between Betty and all three companies. Here it is not clear that Betty was an employee of these companies or not, though every Saturday remove the dust. In 1934 Lord Wright said in Lochgelly Iron and Coal Co v McMullan [1934], ‘In strict legal analysis, negligence means more than heedless or careless conduct, whether in omission or commission: it properly connotes the complex concept of duty, breach and damage thereby suffered by the person to whom the duty was owing.’ In Murphy v Brentwood District Council [1990], the House of Lords held that the council was not liable on the basis that the council could not owe a greater duty of care to the claimant than the builder. In doing so the court also overruled Anns and the two-part test, preferring instead a new three-part test suggested by Lords Keith, Oliver and Bridge in Caparo v Dickman [1990]. In order to impose liability on the employers, Betty has to established foresight, proximity and fairness and it is the current test. In Caparo industries v Dickman [1990], the shareholders in a company bought more shares and then made a successful takeover bid for the company after studying the audited accounts prepared by the defendants. They later regretted the move and sued the auditors claiming that they had relied on accounts, which had shown a sizeable surplus rather than the deficit that was in fact the case. The House of Lords held that the auditors owed no duty of care since company accounts are not prepared for the purposes of people taking over a company and cannot then be relied on by them for such purposes. Harry was an employee but the asbestos did not affect him. His wife suffered mesothelioma, so the current test has to show three things if there is to be a duty of care: 1) It was reasonably foreseeable that a person in the claimant’s position would be injured. Here for Betty Bloke, the risk was reasonably foreseeable as an employee but as a third party it is difficult to show. 2) There was sufficient proximity between the parties. Employers owed some duties to employees. 3) It is fair, just and reasonable to impose liability. After the Caparo test Betty may be satisfy three criteria. Then it will be a vital question that Employers breach any duty or not. The second problem is who has right to sue. Harry was an employee but he is not suffered any disease though it was obvious. If Harry sues on behalf of Betty then it will justify imposing liability to the employers. Here it will be discussed considering the relevant case laws. Bolton v. Stone test may be applicable to prove breach of duty. According to this test employers are not liable. As a general rule English law does not impose a duty, reasoning that the fault of X and not that of D. But exceptionally a duty may arise. Employers are vicariously liable for the negligent acts or omissions. Employers are also liable under the common law principle represented in the Latin phrase, â€Å"qui facit per alium facit per se†. So according to Home Office v Dorset Yacht [1970], and Lewis case it will be consider here. In Hotson v East Berkshire AHA [1987], a young boy suffered a fractured hip when he fell out of a tree. The hospital negligently failed to make a correct early diagnosis so that he later developed avuncular necrosis, a deformity of the even without the failure to diagnosis promptly. On this basis the trial judge, and later the Court of Appeal, awarded him 25 per cent of the damages they would consider appropriate for the loss of a chance of recovery. The trial judge commented that the hospital had translated the probability of the disability developing into a certainty by negligence in their failure to diagnosis. However, the House of Lords allowed the Health Authority’s appeal and would not consider the slim chance of recovery an issue of causation. In Blythe v Birmingham Waterworks [1856], the basic Rule is that the defendant must conform to the standard of care expected of a reasonable person. ‘Negligence is the omission to do something which a reasonable man guided upon those considerations which ordinary regulate the conduct of human affairs, would do, or doing something which a reasonable and prudent man would not do. Betty could get compensation by applying McGhee. In McGhee v National Coal Board [1973], here the claimant worked in a brick kiln where he was exposed to brick dust, a possible cause of the dermatitis that he in fact contracted. The Board was not liable for exposure during working hours. They were held liable for materially increasing the risk of the claimant contracting the disease because of their failure to provide washing facilities, even though it could not be shown that he could have avoided the disease if there had been facilities the reasoning of the court was that, since the employer was clearly negligent in failing to provide basic health and safety the burden should shift on to them to disproved the causal link. This type of test is clearly more advantageous to a claimant than the basic ‘but for’ test applied so rigidly in Hotson v East Berkshire AHA [1987]. To identify the employer’s liability suffered mesothelioma after exposure to asbestos dust of Betty Fairchild v Glenhaven Funeral Services Ltd and others is the most significant test. In the case of Fairchild v Glenhaven Funeral Services Ltd and others [2001], the claimants suffered mesothelioma after exposure to asbestos dust over many years working for a number of different employees. The medical evidence identified hat the inhaling of asbestos fibres was the cause of the disease. Nevertheless, it was impossible to identify in which particular employment the disease was actually contracted. The Court of Appeal accepted that medical evidence could not identify a single cause of the disease, which might be caused by contact with even single asbestos fibre, or may involve cumulative exposure to fibres. The Court of Appeal in fact rejected the claims. The HLs, accepted the expert evidence that it is scientifically uncertain whether inhaling a single fibre or inhalation of many fibres causes the disease. However, the HLs held that, because it is evident that the greater the exposure has a duty to take reasonable care to prevent employees from inhaling the dust. Besides this the House felt that any other cause of developing the diseases could be ignored in the case. On the basis that the claimants suffered the very injuries that the defendants supposed to guard against, the HLs were prepare to impose liability on all employers. The House chose to apply the ‘material risk’ test from McGhee. In doing so the house held that because all of the defendants had contributed to a risk of mesothelioma, then no distinction should be drown between the makings of a material risk of causing the disease and course of action that would materially increase the risk of the diseases. Because the Employers should only be liable for proportion of the damages then each employer should be liable to compensate its employee un full, even though the employee may have inhaled more asbestos fibres while working for another employee. As a result the Court held that the precise employer responsible could not be identified and so the claim should be rejected. It is impossible to say with certainty how the disease begins, but it is possible to identify that prolonged exposure worsens the risk. It seems then that The Court of Appeal applied Wilsher v Essex AHA [1986] inappropriately where McGhee v National Coal Board might have been more fairly applied in the circumstance. The House of Lords has in any case subsequently reversed The Court of Appeal decision. In Holtby v Brigham & Cowan (Hull) Ltd [2003], here the claimant had been exposed to asbestos dust for more then 40 years while working for different employers. When he contracted asbestosis he sued the defendants, for whom he had only worked for half of that time. The trial judge reduced damages by 25 per cent. The claimant appealed and tried to argue for application of the principle in McGhee, that once having established a material contribution by the defendants he was entitled to full damages. The Court of Appeal rejected his argument and upheld the trial judge’s award, even though 50 per cent deduction would have seemed more accurate. McGhee was distinguished. A majority of the House of Lords in Gregg v Scott [2005], reaffirmed the general approaches in Hotson’s case should be followed and declined to depart radically from its principles. In Wilsher v Essex AHA [1986] the House of Lords identified that the excess oxygen was just one of six possible causes of the condition and therefore it could not be said to fall squarely within the risk created by the defendants. The court would not impose liability on the defendant in this circumstance although this seems very unfair. The main purpose of the rules of causation is to exclude those thinks that are not the cause of the damage. If the same damage would have been suffered even if the there had been no breach of duty of care, then he claimant loses. The breach of duty of duty may initiate a whole chain of further events-but some of these will be treated as to ‘remote’ from the original negligence for it to be appropriate to hold the defendant answerable for those distant outcomes. The test of remoteness of damage in the tort of negligence was said to be whether the damage the direct consequence of the breach of duty. The defendant was not liable, if it was merely indirect, which ‘broke the chain of causation’. This test was particularly associated with the decision of the Court of Appeal in Re Polemis [1921]. In The Wagon Mound [1961], The Privy Council held that defendant would be liable only if it was the foreseeable consequence. From the above discussion, a number of points can be made, which will be consider that Betty get compensation or not. †¢ The judges in the House of Lords in Fairchild accepted that the sufferers of mesothelioma, while inevitably deserving of compensation, are unable to satisfy the normal tests for causation because they will invariably be unable to point to a single party who is responsible. †¢ The Court was prepared to accept the possibility of a claim for three connected reasons: Claimants in such actions were unable to satisfy for causation only because of the current state of medical knowledge on the disease, although there could be no doubt that exposure to the asbestos fibres in whatever volume was at the root of the disease. Defendant has to prove that their negligence could not be the actual cause rather then the claimants prove the precise cause. The employer’s duty of care would be meaningless, as they could almost never be made liable. †¢ The majority of the judges were therefore prepared to accept an exceptional principle of McGhee. †¢ The Court was not prepared to extend principle of McGhee to factual circumstance such as those in Wilsher. †¢ The House of Lords appear to have engaged in a policy decision in order to ensure that there is compensation for asbestos related diseases contracted in the course of employment. So there is a limited chance to get compensation according to applying Fairchild and McGhee. Then three employers will be liable and bear compensation fully. But if Court apply Hotson v East Berkshire AHA Betty or Harry does not get compensation. Bibliography: 1) Markesinis and Deakin, Tort Law, 5th Edition (2003), Clarendon Press-Oxford 2) John Murphy, Street on Torts, 11th Edition (2003), LexisNexistm UK, 3) Chris Turner Unlocking Torts, 1st Edition (2004), Hodder & Stoughton 4) I. M Yeats & P. Giliker, Law of Tort, (2006), University of London

Business Economics Master Essay Example | Topics and Well Written Essays - 1500 words

Business Economics Master - Essay Example Market segmentation is a two step process of naming broad product markets and segmenting these broad product markets in order to select target markets and develop suitable marketing mixes. For example, before 1960, the Coca-Cola Company produced only one beverage and aimed it at the entire soft drink market. Today Coca-Cola offers over a dozen different products to market segments based on diverse consumer preferences for flavors and calorie and caffeine content (Michael & Ash, 2004). It is now possible (especially in urban areas) to do all of one's shopping through an Internet connection. Groceries can be ordered online and delivered to keyed freezers in the driveway. Pizza can be ordered online and delivered within 30 minutes. Clothes, shoes, music, books, condoms, shampoo, jewelry, and even cars can be ordered online and delivered to your home. Tse and Yim (2001) conducted a study in HongKong interviewing book buyers regarding their choice to purchase a book online or at the store. SanFrancisco holds the lead for Internet purchases, with 22.3% of survey respondents indicating they had purchased online in the last 30 days (Fetto, 2002). Although this may not seem like a huge number, consider that most online purchases are made by people who have at least some expendable income. Consumers with expendable income are the ones most carefully targeted by marketing and advertising agencies. Consumers use the Internet not only to make purchases but to comparison shop, gather information about the product from a variety of sources, read the opinions or reviews of the product posted by other consumers, and so on. McKinney (2004) has proposed that there are five Internet consumer segments: confident/convenience oriented/ comparison, store preferred, highly involved, apathetic, and apprehensive. These segments represent five basic attitudes that consumers have toward Internet shopping. Interestingly, most of the respondents in the study were in the first segment (3 C's); they were confident in using the Internet, felt it was convenient, and provided a good way to comparison shop. The smallest consumer segment was the store preferred segment-individuals who preferred traditional mortar-and-bricks shopping to online shopping. However, even this segment did report shopping online occasionally. Thus, the Internet is pervasive in consumer culture, and this is likely to increase over time. The advent of wireless networking may mean that eventually someone standing in a store could use the Internet to comparison shop the same item they are seeing on the store shelf. When considering the impact of the Internet on consumer behavior, it is important to consider the new "world brand" or global community implications of Internet advertising and buying. Though not everyone has an outlet for a particular store in their vicinity, if they have Internet access they can still buy the product. This presents special issues. Colors have different meanings across various cultures. Global mass marketing has moved beyond Coca-Cola, which sells essentially the same product worldwide. However, other corporations market globally in much the way that Nabisco markets Oreos. The increase in the number of online consumers is

German class Essay Example | Topics and Well Written Essays - 250 words - 1

German class - Essay Example It is a good idea to have separate memorials for each the affected groups at the same place with same treatments to show respect to all human kinds. Having the underground place of information was a good idea because it would help to house million of books between the interior made of patterned black steel and glass interior side. This would make it easy have works that various scholars would consult if need being. As the title suggests the memorial is for the â€Å"murdered Jews of Europe’’. In real sense, this has technically excluded those who were tortured in the camps or those who died of various diseases after living in poor conditions. The best title that can be used to have all the persecuted groups represented equally would be â€Å"The Jewish Holocaust Museum Berlin’’. In Washington, DC the holocaust Museum was constructed to help leaders and citizens of the world to confront hatred, prevent genocide, and promote human dignity and to strengthen democracy. National monument for the victims of slavery and genocide would only represent a few sections of those who underwent various persecutions at that

Statement of purpose Personal Example | Topics and Well Written Essays - 750 words

Of purpose - Personal Statement Example On the other hand, teachers are supposed to bless their students with an ample amount of opportunity to form and express their opinions about various happenings worldwide, so that they can develop the ability of critical thinking. Because, educated people are expected to think logically, which can be achieved through reading and discussing about several concepts across different professions in order to develop students with well rounded personality that will assist them in settling with any sort of job. However, developed countries are plagued with the dwelling concept of racism (Giles), while Arab nations are relatively better in this regard because of Islamic teachings of equality and inter-religious tolerance, which are playing an invincible role in purifying the society from racism beliefs. Therefore, Arab society is providing equal educational services to the children belonging from different ethnic and national centers on the globe. Furthermore, technological interventions in t he field of education proved them as enhancing agent for learning because, teachers can access internet in order to provide real life application of the subjects that they are teaching. So, in this way, technology helped students in relating the knowledge with the real time application, which in turn fostered the students’ belief in the practicality of the information that they gathered in the class (Watson and Watson). Thus, internet is participating notably in the effective education of the next generation. Moreover, MRI technology blessed medical students with an opportunity to study hidden human organs without threatening the life of an individual (Bevan, Senn-Reeves and Inventor); therefore, they are able to understand the interdependency of various human organs, which enabled them to devise increasingly effective treatments for commonly fatal diseases. In the light of above literature, the significant role of teachers in terms of shaping the future of the nation because , they are the ones with the responsibility of training and developing the future intellectual capital for the nations. However, teachers are benefiting from the internet in order to facilitate students’ learning process through making them witness the practical application of the knowledge they are learning, which will help them in relating the knowledge with the outside world that assist them in attaining excellence in their respective field. Nevertheless, teachers’ prime responsibility is to foster self-confidence of his or her students, so that they can make effective and timely decisions in their lives. At the same time, I consider myself fully capable of enrolling in the English doctorate program of Claremont University. Because, I posses sufficient experience in teaching English in international schools, which makes me an ideal candidate in this regard because, English is a necessary skill in order to survive in the shrinking global village, which is characteriz ed with the convergence of values and norms internationally. However, nationalism is becoming weakened in the globalized educational and economical world. Therefore, it is imperative for the students in Saudi Arabia to learn both oral and written English, so that they can be acceptable in the outside world. On the other hand, I can also integrate modern

Potential Investments in Africa Essay Example | Topics and Well Written Essays - 1750 words

Potential Investments in Africa - Essay Example From the discussion it is clear that after globalization of the world economy, entrepreneurs have enlarged their range to the global market. Furthermore, entrepreneurship paired with the ability of globalization is altering the conditions of various regions. In the same way entrepreneurship can work in the interest of Africa as it is further enhanced by a globalized economy.This paper stresses that  Africa is already charming a significant amount of investment from foreign investors in the region. In fact, a study conducted by the AfDB approximates that the continent will fascinate investments of about $85 billion exceeding the figures for the previous year. This is a good sign for people looking to invest in this particular area. This includes investors from Canada who might be interested in becoming part of a growing economy in the world. Even though Africa is a growing economy has not yet counterbalanced the level of poverty in the region, investors are becoming growingly intere sted in investing in the region. There has also been a change in the point of view of Africa from being a provider of raw materials such as coffee beans to a region with a great demand for manufactured goods and services.  Africa has a very big population and has a very great proportion of emerging people belonging to the middle class who are a highly qualified and an educated generation but do not have jobs available or accessible for themselves.

Research paper Example | Topics and Well Written Essays - 750 words

Research Paper Example The main objective of the research was to find ways in which disability could be prevented among the older people suffering from a disease with long-term effects such as asthma and arthritis. This research enabled for the development of a program in which people suffering from chronic diseases could manage their disease with the help of the community. The research found that patients could be educated on how to cope with the disease symptoms while adhering to their medication, but most importantly keeping up with their physical mobility. It was found that exercise was fundamental in delaying the effects of disability caused by chronic diseases. The research also discovered that patients who enrolled for the â€Å"Chronic Disease Self-Management Program† (CDSMP) showed a positive progress in fighting their diseases and, in turn, reduced the level upon which they relied on health care services. As a result, each individual has a reduced financial burden and an increase in their self-reliance. This was a relief for most chronic disease patients because they cited the cost of managing these diseases as too high which led majority to fail in checking the effects. With the program developed under this research, the patients could save on cost in a healthy and effective self-assessment program. The research found that patients even changed their living habits; for example, some quit smoking because it was in line with the program. With the education given to the patients while in the program, they even reduced their alcohol consumption levels because it was interfering with their capacity to  cope with the chronic diseases. The research also found that patients adhered to a strict nutritional and health diet program, which was designed to improve their disease fighting immunity; hence, making them delays the effects of disability. The research also found that administering an exercise and fitness program to the patients led to controlled weight loss and manag ement. This exercise was also vital in regulating heart function, which was especially important in those suffering from heart failure. The research findings included a six month evaluation program among patients and several observations were made: the patients who enrolled for CDSMP showed increased levels of exercise and maintained fitness, as well as an improved capacity to handle the symptoms of chronic diseases. Another observation with the patients after six months was that the patients could communicate to their health care personnel better than before, which in turn helped the physicians to give them the right medication and in accordance with the needs of each patient. The research found that, after six months, the patients showed progress in their social activities and were able to participate more. The patients were able to control the effects of disability citing the self-assessment  as a major help in the process. The patients did not show physical or emotional stress because they seemed fit and relaxed. The program also gave the patients more energy as nutrition was administered at appropriate levels while the exercise ensured their bodies were strong. This increased energy enabled the patients to participate more in social activities and still not show signs of fatigue and stress. The research

Reciprocal Teaching Essay Example | Topics and Well Written Essays - 750 words

Reciprocal Teaching - Essay Example Reciprocal teaching has two major features: instruction and practice of the four comprehension strategies-predicting, question generating, clarifying, and summarizing and a special kind of cognitive apprenticeship where students gradually learn to assume the role of teacher in helping their peers construct meaning from text. Much of schoolwork at al educational levels is mental in nature. Children in 6th grade class belong to the stage of development called late childhood. In this stage, children already prefer books and children's magazines tat stress adventure and in which they may read a heroic person with whom they can identify. Students at this level are at Piaget's stage of concrete operations in thinking, a time when the vague and nebulous concepts of early childhood become specific and concrete. Children associate new meanings with old concepts on the basis of what they learn in school. As children read textbooks in schools and consult encyclopedias and other sources of information, they not only learn new meanings for old concepts but they also correct faulty meanings associated with old concepts. Because older children's experiences are more varied than those of preschoolers, it is understandable that their concepts change in different directions and become increasingly more varied. However, certain concepts are commonly found among older children in the American culture today. The reciprocal teaching strategy is very much applicable for children in 6th grade level because they have already develop understanding and have already build up their vocabulary and reciprocal teaching can be done in groups and group belonging is an interest developed in late childhood. With increased interest in group belonging comes an increased interest in desire to communicate with group members. Children soon learn that meaningful communication cannot be achieved unless they understand the meaning of what others are saying to them. This provides the necessary incentive to improve their comprehension. Improved comprehension and prediction are also aided by training concentration in school. Throughout late childhood, children's general vocabularies grow by leaps and bounds. From their studies in school, their reading, their conversations with other, they build up vocabularies which they use in their speech, writing and comprehension. Describe how you would apply the strategy with you 6th grade reading class. First, I will select a well-structured text selection for the exercise then distribute the copies of the selection to the class. I would choose a poem or short piece of fiction or nonfiction that I have annotated that models all four strategies of Reciprocal Teaching. It is advisable to start with very short pieces of literature or short sections of a larger work (a chapter or section of a novel, biography, etc.). This will allow my students to practice and hone their skills before moving on to longer readings. Explain the four reading skills

An interesting product development process. Discuss what kind of Essay

An interesting product development process. Discuss what kind of product they are developing (e.g. technology push, high risk, e - Essay Example The product development process of Apple has been a mystery to many. Adam Lashinsky seeks to demystify Apple in his book, Inside Apple: How America’s most admired and secretive company really works. All Apple’s products are developed using this process: a) Design of the Product Each product at Apple is developed first and foremost from its design. The company lays a lot of emphasis on the designs of its product and the designers assigned to work on the design of each product must conform to the company’s vision. The designers at Apple are highly regarded by the company’s management because the firm is highly critical to the design of the products it brings to the market (Lashinsky, 2012). This is in contrast to other rival companies who leave the design aspect of their products to the manufacturing departments. For Apple, there is no limit as to the amount of resources that its designers can use; the designers have no contact with the finance departments a nd have unlimited resources at their disposal. The company’s design studio, where all Apple products are first generated, is only accessible to a handful of employees so as to keep the new product designs in secret. b) Formation of Start-up If the company decides to go forward with a product, it organizes a team that is separated from the rest of the company using secrecy agreements or even physical barriers. The teams working on specifically sensitive new products are segregated in their own section of the building that is locked to limit entry of unauthorized personnel (Lashinsky, 2012). The formation of this start-up is to ensure focus of the team only in the development of the product and taking it to market. The team is only responsible to the executive arm of the company so that it is freed from the laid down organizational structure. c) New Product Process After the onset of the design development process, Apple structures the whole development process in a document th at outlines the steps that will be undertaken in detail (Lashinsky, 2012). The blueprint of the development of the product is laid down including those responsible for each stage of the process, who will work on what stage and the estimated time of completion of the whole process. d) Product Review At any given time Apple has very few products that it has in production, this is to ensure that the company focusses on the development of high quality products. The executive team keeps tabs on the development process of each product by reviewing the progress of each team. The reviews are conducted every Monday and in case a product does not get a review, it is pushed to the next Monday for a review (Lashinsky, 2012). This ensures that no product stays for more than two weeks before a key decision is made on its development process. e) Bringing to Fruition Apple assigns two people to ensure that the product is brought to fruition once its production commences; the EPM and the GSM i.e. en gineering program manager and global supply manager respectively. The program manager is very powerful and is nicknamed the ‘EPM Mafia’ due to the total control possessed in the product development process (Lashinsky, 2012). The company produces its products in China due to the lower overhead costs incurred in relation to America. Both the EPM and GSM are positions held

The Rojas Murders of 1892 Research Paper Example | Topics and Well Written Essays - 1250 words

The Rojas Murders of 1892 - Research Paper Example Crime prevention presents a drain on limited budgets but this is considered as a necessary expense; otherwise, society breaks down. If prevention fails, law enforcement authorities have to resort to investigative techniques and forensic science to try to solve a crime that was committed. Forensics is the scientific and methodological gathering of evidence in the investigation of crimes with the aim of catching the criminal. The hope of eventually catching the real perpetrators of a crime depends to a big extent on how good the forensic investigator is. There are essentially two steps involved which are the keen sense of making detailed or accurate observations of a crime scene and properly document those same observations. Forensics is usually undertaken by experienced police investigators and helped in large part by expert forensic scientists. The act of gathering crime scene evidence may not always make the case but certainly, a good forensic investigation, interpretation of the cr ime scene evidence and an astute analysis will always make a prosecution case much better. In other words, good forensics can strengthen a weak case and help to catch a criminal based on anything left behind from the crime scene which would have otherwise escaped notice or detection. This paper talks and discusses on one such precedent-setting case in which fingerprint evidence was first used in a court case to convict a mother who killed her own two sons. Discussion Catching a criminal is always a risky business, risky in the sense that most crimes are committed in secret. A criminal is unlucky if he is not careful and is caught in the very act of the crime being committed, termed in Latin â€Å"in flagrante delicto† (originally used as euphemism for someone caught having sexual intercourse but has since been extended to the commission of any crime) and used in English and jurisprudence today as being â€Å"caught red handed.† If this happens then the case could be co nsidered as an â€Å"open and shut case† in which there are witnesses to the crime who can give their testimonies in open court and corroborate what they actually saw. However, majority of crimes are committed in secret with no witnesses to the crime and this is where forensic science can be a big help in solving the crime and catching the criminal. It is a highly-specialized field that requires the appropriate education, training, experience and use of good logic and deductive reasoning to be able to properly document the observations in crime scenes, preserve the evidence from tampering, prevent crime scenes from being inadvertently or intentionally altered and possibly reconstruct the most probable crime scenario to be able to give an expert opinion on what happened, how it happened and who did it. The novel by Sir Arthur Conan Doyle about a fictional detective named as Mr. Sherlock Holmes easily comes to mind when it comes to forensic investigative science and also of log ical reasoning in arriving at an expert opinion in a classic whodunit. In crime cases where there are no witnesses, police investigators must rely on the crime scene evidence to try to pin down the criminals based on circumstantial evidence through deductive reasoning and inference. Correctly connecting the crime and the criminal essentially requires establishing the very presence of the criminal at the crime scene. This is quite a tedious undertaking that calls for accuracy to remove any reasonable doubts. There is extreme

Romeos character Essay Example for Free

Romeos character Essay The repetition of words and phrases is another effective device used by Shakespeare to communicate Romeos mood at different points in the play. The constant repetition of the word love tightens the tension of the plot as the two families are enemies and gives an extra insight into Romeos character. This shows that Romeo is adamant and once he has made is mind up, then it cannot be changed. In addition, Romeo communicates in an affectionate manner towards the start, but as tension builds up and everything seems to get serious, words like night and murder are used. These words build up tension and show to the audience that something bad is about to happen. Later in Act 3, Scene 3, this takes place at the Friar Lawrences cell. Romeo gets the bad news from Friar Lawrence about his banishment. Friar Lawrence opens his speech with Romeo, come forth, come forth, thou fear ful man, this shows that Romeo is frightened and knows that he didnt mean to kill Tybalt. As Romeo enters the scene he is shocked and scared, as he opens his speech he uses the word sorrow, which shows what else does he have to see. Friar Lawrence uses the quote, Not bodys death, but bodys banishment. This shows the audience that if Romeo dies his soul will still live on. Romeo has just realised that he has done something, which he will regret as he says, Be merciful say deathmuch more than death. Romeo is angry at hearing about is destiny. Friar Lawrence then moves on as Romeos anger rises as Friar says, Be patient, for the world is broad and wide. This sows that he world is a large place able to live somewhere else. Romeos anger is still rising as he thinks about Juliet, There is no world without Verona walls; this is where Juliet hides in the streets of Verona. Romeo continues on madly and angrily and soon Friar Lawrence gets frustrated and says, O deadly sin! O rude unthankfulness, here Friar is trying to calm Romeo down and him to have respect for Friar, as Romeo is just babbling on. However, Romeo still talks about the heaven which is Juliet as he thinks what life would be without Juliet in his life. Here the audience will have a shock in that Romeo will lose Juliet and also that he will be banished. Romeos mood here is high tempered as he is already suffering the effects of banishment. Romeo refuses to be comforted as he is going through to much pain and anger. However, Shakespeare uses the nurse as a dramatic device and dramatically Romeos mood changes Nurse! Romeo feels comforted as the nurse tells Romeo how Juliet is feeling O she says nothing, sir, but weeps and weeps.and then Romeo cries, and then down falls again. Romeo feels the pain that Juliet is going through and tries to stab himself, Tell me, that I may sack the hateful mansion (destroy my body). However, the nurse snatches the dagger away, as he feels guilty of killing Tybalt and doesnt want Juliet to hate him and not to see him as a murderer. Shot from the deadly level of gun, did murder her, as that names cursed hand murdered her kinsman. However, the audience feel the same way as Romeo does; angry and feeling sympathetic of what Romeo has done to be hatred by Juliet. Romeos mood is comforted when the nurse give Romeo the ring from Juliet, Here, sir, a ring she bid me give you, sir. Romeo replys How well my comfort is revived by this. This shows that his mood is changing time to time and now he is being relaxed instead of highly tempered as he was in the beginning of the scene. Friar Lawrence rebukes Romeo for his lack of manliness, love and intelligence. He reminds Romeo of his good fortune and plans how he can eventually be recalled from exile. Friar Lawrence delivers his long speech, first rebuking Romeo, then seeking to cheer him, then setting out a plan of action this keeps the audience interested in the scene. Romeo is trying to seek hope as he is anxious of meeting Juliet and afraid of losing her. Friar Lawrence sends Romeo to Juliet, warning him to leave early for the Mantua and await news. Sojourn (stay, wait) in Mantua: Ill find out your man, and he shall signify from time to time every good hap to you that chances here. Romeo is calm as Friar settles him down with his plan and he ends the scene with some hope for the future. William Shakespeares romantic tragedy Romeo and Juliet is a play full of dramatic devices, body language, facial expressions and especially Romeos mood changes. Romeo in the play uses facial expressions, voice tone and body language to express his feelings and use the correct tone of voice to emphasise the anger and pain that he is going through. Shakespeare shows Romeos change of mood and situation trough his choice of language, such as, when Romeo is feeling passionate he uses the word bright, sun and kill the envious moon to express his feelings towards Juliet as well as the audience/reader. However, when Romeo is in a critical state he uses words such as, murder, banishment and death to express his feelings as this indicates that the situation in the story has become serious, which creates tension towards the audience and builds up the atmosphere.

Defining Globalization In An Operational Way Politics Essay

Defining Globalization In An Operational Way Politics Essay It is often very difficult to trace the origin of concepts and ideas in social sciences because the concepts, theories and ideas are the products of collective activities. Therefore, it would be very difficult to identify the first use of term globalization while according to Malcolm Walters, the author of book Globalization, Roland Robertson was the early user of this term (Walters, 1995)  [1]  . Apart from the fact, who has used this term for the first time, at the emergence of twenty first century globalization in the form of concept, and slogan is used frequently as compared to any other term. In Singapore, almost everything has significance with globalization from the inflow of foreign capital, technology, workers, music, movies, culture etc. Some people consider the globalization as a train with no brakes crushing everything coming in its way and some people consider it as a benefit to get on the train towards economic growth and modernization. Concept of Globalization According to the meanings in the Oxford Dictionary, the term glocal and the noun glocalization are created by contracting both global and local together so as to make a blend (Robertson, 1995, p. 28)  [2]  . The term was transformed on Japanese word dochakuka which basically meant to adapt the farming tactics depending on the local condition of individual. Within a business world, the concept was adopted so as to refer to global localization and the idea and term of globalization originally comes from Japan (Robertson, 1995, p. 28)  [3]  . However, the term glocalization was frequently used since late eighties, there were various relevant terms existed that were used by social scientists and are still continued to use. It was claimed by various sociologists that subjects and areas like sociology and political sciences were the products of western social experiences when such fields and areas were transported to non western or non European contexts there was a need for indigen ization. The idea of indigenization created a debate among scientists because it raises basic questions regarding the application of these concepts and ideas. One of the basic concerns of globalization is that it opens the doors of doubts regarding the originality of cultures. In longer term perspectives of globalization, the locality and local are considered to be the outcomes of globalization as it is difficult to find any culture that can be viewed as isolated from the procedures of globalization (Khondker, 2004, pp. 1-9)  [4]  . The influence of globalization on culture depends on the consideration of individual about the local cultures to be protected from the external influences or the creation of new cultural activities results from the mixing of ideas and concepts from various cultures. In fact there are some cultures as discussed above that are isolated and cultural interaction though relations of trade have occurred for thousands of years. Therefore, it can be observed that the values are key to assessing the influence of globalization on the individuals lives around the globe. At the instance, it is viable to spread the concept of globalization in such a way that the conflict between various values is highlighted as they play their role in specific circumstances. Hence, the McDonaldization or Americanization of the world presents the procedure of globalization that is driven by the consumer culture of America rolling over other various cultures (Rothenberg, 2003)  [5]  . Economic Phenomena and Globalization While the US Senate pushes a bill to complete a 700-mile-long fence along the Mexican border, Saudi Arabia is finalizing plans for a similar project: a 560-mile-long, US$12 billion dollar electrified fence along its border with Iraq. Both fences are being built to keep outsiders out, to foil illegal immigrants, refugees, black-market weapons dealers, drug runners, and in Saudi Arabias case, terrorists. The US and Saudi Arabia have decided that the consequences of not building a fence are more costly than ever before, thanks to globalization, which has made borders more penetrable by more people.  [6]   Though globalization and its causes and effects are integral to reporting issues like these, the definition of the word is widely debated. Is it widespread economic liberalization? Are national frontiers simply irrelevant? (Barber, 1996)  [7]  . Scholars have developed many definitions, but no matter which definition is chosen by a journalist for a story, the definition should be operational. It should allow for in-depth qualitative and quantitative analysis, so that causes and effects can be identified. Specifically, in international reporting, an operational definition of globalization should help a journalist answer important questions regarding the role of borders, domains, consciousnesses, actors, and consequences in a story (Holm, 2006).  [8]  Are fences on state borders a sign that globalization is weakening, or an example of globalizations sometimes localizing effects? In other words, the globalization might be considered and classified functionally relevant to the series of economic procedure. Such procedures include the liberalization and deregulation of markets, privatization of assets, retreat of state functions in terms of welfare, diffusion of technology, foreign direct investment etc. The term refers to the spread of sales, production facilities, manufacturing processes all around the world that can reconstitute the international division of labor. The prior decades of globalization has been witnessed by various analysts and often the discussion of globalization has been condensed into the discussion of national income that is measured in terms of growth. Connecting the amalgamation of globalization to the economic procedures, a broad statement made by Robert Z. Lawrence that in general terms the economic amalgamation leads towards the convergence with poor economies growing more fast as compared to the rich economy (Lawrence, 1996)  [9]  . It was also noted by the Harvard economist, Jeffery G. Williamson and the President of the Economic History Association, both argued that the globalization leads towards convergence as observed and evidenced in the historical decades. The essence of the argument was regarding the bottom line in terms of the living standard gap between developed and under developed countries reduces with the passage of time and hence the convergence indicates the destruction of this gap in terms of percentage (Williamson, 1996, p. 278)  [10]  . Globalization in Technological and Social Revolution It is considered to be inconsistent to ignore the more theoretical perspective in terms of the matter evidenced as a decisive shift away from industrial capitalism to a postindustrial conception of economic relations. The identical economic phenomena identified earlier are essential not only due to the reason of their representation of unique cluster of activity but also due to the representation of a new form of activity. This concept suggests an outstanding revolution among the techno-industrial higher classes that are mainly driven by the technological enhancements ultimately rendering the entire globe as a single market. It is a comprehensive vision in terms of globally cohesive production, specialized but interdependent markets of labor, privatization of state assets at faster pace, tangle linkage of technology across the conventional national borders. Furthermore, it is also argued that the development of entire new and recent economy has been evidenced along with a typical shi ft that is influencing the way of considering the wide variety of social and economic relations (Castells, 1991)  [11]  . Jan Aart Scholtes definition of globalization cannot clarify globalizations role in events like these. He sees globalization as a shift in the nature of social space due to the increase of transplanetary connections and the development of supra-territorial connections between people; he does not leave room for globalization as a force that can lead to or bolster the local (Scholte, 2005).  [12]  In addition, the space has been condensed due to the technological development even though the influence of such condensability most probably to enhance the diversity that is captured within the context of glocalization. The general reorganization of economic activities are considered to be in progress at regional levels while on the other hand, the eruption of information or communication and commodities or services flows is emerging across the various cities, regions and nations. The term glocalization is sometimes associated with the globalization as there is some conflict between thes e terms in terms of compliment or confliction. The context that glocalization is the localization of economic and political relation while shifting the authority from national level downward in such a way that heighten the responses of globalization and the conflicts with other perspectives suggesting that both are opposes on the basis of analysis and examination (Higgott Reich, 1997)  [13]  . Globalization, he says, involves reductions of barriers to transworld connections (Scholte, 2005)  [14]  . Boundaries have become defined under different criteria in a transplanetary, supra-territorial world. Not only do states borders mean less, but new types of borders exist; you can be online or offline by the click of a mouse, for example. And technology has also made supra-territoriality a possibility: global telecommunications, the Internet. Quantitatively, he says, there are more transplanetary links, the effects of relations are bigger, and the interactions are happening faster. Transplanetary relations, although they have been going on for centuries, are denser than those of any previous epoch (Scholte, 2005)  [15]  . Qualitatively, it is the supra-territorial nature of social space that is unique to the present era. Supra-territorial relations are those social connections that substantially transcend territorial geography (Scholte, 2005)  [16]  . One major sourc e of conflict lies within the context that globalization reduces the essence of geography while on the other hand, glocalization enhances it as a opposing tendency and geographical association in a sense of region and trading becomes the vital importance. Another source of conflict as suggested by Ruigrok and Rob van Tulder as they defined globalization and glocalization in terms of conflicting strategies of firms. It was also suggested that globalizing firms trail a strategy that endeavors for a worldwide division of labor in the firm while on the other hand, glocalizing firms trail an alternative strategy in which the firms find ways to imitate production within various regions while avoiding the risk associated with the establishment of trade blocs. Hence, glocalizing firms find ways to generate an interfirm division of labor that is geographically concentrated (Ruigrok Tulder, 1995, pp. 46-131)  [17]  . In most general terms, the globalizing firms are labeled multinational corporations as the glocalizing firms find various ways to imitate depending on the regions and with this difference, both behave in different manner. Multinational firms most probably decentralize production and sales but the decision making remain steadily centralized in a categorized structure. In behavioral terms, it is reflected in susceptibility to retain the overwhelming majority of Research Development facilities with specific exceptions at home (Louis W. Pauly, 1997)  [18]  . Moreover, the significance of revolution in the most positive form is reflected in the claims of Peter Schwartz and Peter Leyden that offers the prospects of four decades of prolonged growth and noteworthy transformation which is inspired by the deregulation and technological enhancements in terms of computers, telecom, biotech, nanotech, alternative energy etc (Schwartz Leyden, 1997, p. 116)  [19]  . Scholte points out four other notions of globalization as internationalization, liberalization, universalization, and westernization, and he describes these definitions in contrast to his. If defined as one of these four notions, he contends, the term globalization adds nothing new to previous understandings of the world, whereas his definition adds the concept of supra-territoriality. Scholte warns that the four definitions also hold implicit dangers because of their foci, which are narrow. If people see globalization as only economic liberalization, they will miss other important factors that make up globalization. Such limitations are dangerous according to Scholte because they blind people to the discontinuity in the underlying character of social geography (Scholte, 2005)  [20]  . If we define globalization in one of these four narrow terms, we merely rehash old knowledge and lose a major opportunity to grasp-and act upon-certain key circumstances of our times (Scholte, 2005)  [21]  . But can Scholtes definition and his new contribution, supra-territoriality, help us grasp and act upon key circumstances of our times? In international reporting-which should help us to at least grasp key circumstances-it is, to some extent, helpful to understand globalization as a respatialization of social life based on transplanetary and supra-territorial connectivity. Scholtes definition is especially useful to understand the use of framing in reporting. Globalization and Terrorism In chapter one of Framing Terrorism, Norris, Kern, and Just explain that journalists need frames to convey dominant meanings, to make sense of the facts, to focus the headlines, and to structure the story line (Norris, Montague, Marion, 2003)  [22]  . Frames help organize and prioritize stories in the nebulous realm of all news. Frames are powerful features of reporting, and can influence social space by agenda-setting, cognitive priming, and evaluation, especially when a large portion of the population has access to news and repeatedly experiences the same frame. More quickly and more widely than ever-because of mass-communications and instant transmissions-framing can link vaguely related issues with the magic of one term. 9/11, for example. It has been observed that America is at war with terrorists for over a long period of time. United States has never realized the magnitude of war until September 11, 2001. The conflict had been establishing since 1983 Marine Corps barracks bombings in Lebanon and few analysts predicted the hostility coming their way. A concept has been hypothesized by contemporary theorists renowned as the fourth generational warfare with the blurred distinctions between war and peace, civilian and military, and national and transnational groups. The global war on terrorism fits in such concept with the adversary using asymmetrical capabilities in surprising ways to devastating effects. It has been clearly understood by United States when coupled with the mass destructive weapons (Lind, Nightengale, Schmitt, Sutton, Wilson, October 1989, pp. 22-26)  [23]  . According to Norris, Kern, and Just, the event of 9/11 created a critical culture shift in the predominant news frame used by the American mass media for understanding issues of national security, altering perceptions of risk at home and threats abroad (Norris, Montague, Marion, 2003)  [24]  . Even if the real threat of terrorism did not change, the power of framing has kept the fear of terrorism ripe in the US, through the war on terrorism frame, still used daily in US international reporting. The widespread fear instigated by framing has consequently allowed the US government to restrict some civil liberties through the Patriot Act. Supra-territorial and transplanetary connections in mass communications have allowed the US government, in conjunction with US reporting, to efficiently frame international reporting and quickly assert influence over civil society. The terrorist attack on the Pentagon and the World Trade Centre was considered to be a significant and more deadly demonstration of various trends that have emerged in the period of post-Cold War. It was not considered to be a turning point that signaled and indicated the initiating of new decade of internationalization. It is obvious that terrorists always had evil objectives as demonstrated on September 11, 2001 in terms of capability to carry out deadly determinations anywhere across the entire globe with vast and major influences. Contradicting the capabilities of terrorists requires the re analyzing of strategic backgrounds and the response of United States towards such strategies. Moreover, the United States has been forced to consider the national interests and estimate the strategies of national security as a result of September 11, 2001. The most major trends having devastating influence on the strategic framework and background includes collapse of the bipolar system, reviv al of globalism, and rise of Islamic extremism. The convergence of such trends enabled various nations to experience peace, strength and increasing affluence along with various challenges. The strong repercussion have created against the considerations of various societies in terms of increasing consistency among nations and cultures that challenge to devastate and destroy the traditional local values. The terrorism has been lifted globally due to these trends and due to which it is essential for United States to re-assess the strategy (Terrorism, November 2002)  [25]  . Meanwhile, supra-territorial and transplanetary connections have benefited terrorists, as well. Al Qaeda has used the Internet to spread its message through websites and videos, and global television has allowed an array of terrorist messages to be spread to homes everywhere. Political terrorism is theater, Michael Stohl writes in Demystifying Terrorism, and terrorists are primarily interested in the audience (Stohl, 1988)  [26]  . To spread its messages, to reach audiences, to travel anywhere in a day, to take advantage of the fact that people travel en masse, to develop financial portfolios and make money through the global black-market drug and weapons rings, terrorists have relied on the density of transplanetary and supra-territorial nature of todays globalized space. But do terrorists do what they do just because that can? What are their motives? Are they just madmen? How do terrorists in Afghanistan differ from terrorists in Indonesia or India? What regions are especially conscious of terror-related problems? Why does Saudi Arabia think a fence can keep terrorists out? What are the consequences of not answering these questions? In international reporting, an understanding of Scholtes definition can help identify a storys potential frames (9/11, the War on Terror) and can even describe why some things are able to happen (terrorists are able to have a more wide-spread effect on the global stage). But in international reporting, Scholtes broad definition can only answer a slice of specific questions. It does not lead a journalist to answer important questions regarding the role of borders, domains, consciousness, actors, and consequences in a story. Contradictions and Uncertainties of Globalization Borders, in Scholtes definition, are broken down in the process of globalization, just as all barriers are reduced, and this result in more transworld social contacts (Scholte, 2005)  [27]  . With globalization, he says, people become more able-physically, legally, linguistically, culturally and psychologically-to engage with each other wherever on planet Earth they might be (Scholte, 2005)  [28]  . Besides the fact that he remains unclear about how these barriers break down, an increasing ability to engage with each other would not necessarily lead to further globality. As drug-runners and migrants have greater cross-border mobility thanks to quick transport and communications, more are crossing the US border with Mexico; in response, the US builds a fence, a literal enforcement of its traditional borders. And Saudi Arabias most recent answer to terrorism is the same: enforce traditional borders. Globalization actually links the people all around the world as a result of which new commonalities emerges into experiences with their differentiating and producing new inequalities. Similarly, when it connects the isolated regions to global network parts of the world, it ignores other regions. The events reveal the contradictions and conflicts at the core of globalization and the technologies of information, communication, and transportation facilitating the globalization can be used to damage it, and generating instruments of devastation along with the production (Kellner, 2002, pp. 285-305)  [29]  . Consequently, it has been argued that in order to theorize globalization properly it is essential to conceptualize the various contradictions that are generated by the combination of globalization of technological revolution and restructuring of capital, as a result of which conflicts are generated between capitalism and democracy. In the global economy, globalization involves the production of logic of capital with the spread of democracy in information, finance, investing and dispersal of technology. Thus, globalization is a mixture of capitalism and democracy in which the logic of capital and market system enter more fields of global life in terms of democracy spreads, more political areas and spaces of daily life are opposed by democratic demands and forces. It is observed that sometimes globalization promote democracy and sometimes it constrains it by either equating capitalism and democracy, or in a problematic manner (Friedman, 1999)  [30]  . Assessing of Matter At international level, developing and developed countries have differentiating concerns on wide basis. In developing countries, the importance is on development at any cost by indicating that the developed countries industrialized at time when there was no repute for environmental concerns and labor standards were also offensive. All such things were maintained by developing countries in order to receive assistance as little opportunities and chances were available but were needed to develop in any way. Moreover, developing countries have asked international community to postpone or cancel their astounding debt. Such countries are basically compelled to repay the loans that were taken by previous dictatorial regimes or suggested by the donors to finance development schemes (Chapter 11 Globalization)  [31]  . Additionally, if the world is becoming respacialized according to transplanetary and supra-territorial connections, is any compression of social space equally important among all domains? An African-American crude-oil trader with the Internet has more global impact than his familys remote Ugandan village with an Internet connection. But which domains of social space are more affected by respacialization, and compared to what? Is the crude-oil trader any more effective with blue-tooth technology, than he had been with wired technology? Is the village able to use their Internet connection in a way that will change their lives? Scholtes definition does not leave room for economies of scale or the ingrained character of traditional life in parts of the world. Traditional life and identities establish regional consciousnesses that determine agendas. How does a respacialization of social life change consciousnesses? The EU exists, and Europe has asserted itself as a unified economic power. Has this changed the way Germans think of themselves? How has it changed the German agenda? Scholtes definition doesnt consider the subtle interplay of identities as important in forming policies, whether the world experiences more connectivity or not. Just as domains are not equally important, neither are actors. On whom should international reports focus? Scholtes definition gives us no clues: who are those responsible for the respacialization of social life? Does it matter? And who are affected? Certainly not everyone, and certainly not in the same ways. Scholte admits this: the trend has not touched all of humanity to the same extent (Scholte, 2005)  [32]  . But how can this be measured based on Scholtes definition? This most important part of globalization, Scholte only touches upon. He writes, The growth of transplanetary and supra-territorial connections empowers some people and disempowers others (Scholte, 2005)  [33]  . If globalization creates inequalities, how great are these inequalities? Can we do anything about them? How can journalists begin to discuss them in a story? Scholtes definition leaves many questions unanswered, though these are what build stories. Other, more operational definitions of globalization have been developed and used by journalists and social scientists, on which journalists depend for measures of their subjects, audience, and their own effects. In Hans-Henrik Holms The Effect of Globalization on Media Structures and Norms, for example, this definition of globalization was used: the intensification of economic, political, social and cultural relations across borders (Holm H.-H. , 2001)  [34]  . Although it is not a universally accepted definition, the definition focuses on structural and technological elements and so can serve as a crucible, leading to new developments and insights. By including economic integration in the definition, Holm can deduce that globalization has had an effect on Danish media. One of many examples: Internationalization has pushed the media business towards larger and larger units (Holm H.-H. , 20 01)  [35]  . Holm could maneuver between qualitative and quantitative analysis and come to specific conclusions about how globalization has affected editorial choice in Danish media. In other studies, globalization as a term is more useful if it is not defined by the study. In Andreas Schucks study of vote choice in the Dutch EU constitution referendum, participants were asked their opinion of globalization, among other factors. This part of the study tried to find how some factors affected vote intention before the start of the campaign, and results indicated that people who had a fear of globalization were more likely to intend to vote no. (Schuck, September 2006)  [36]  According to Schuck, this is one of the first studies of its kind to take participants views of globalization into account, even though the term was undefined by the study (Schuk, September 2006)  [37]  . The participants relied on their own understanding of the term, however foggy. Requiring that participants defined globalization in Scholtes terms would have been counterproductive, not only because it would have been time-consuming to explain Scholtes definition. Even if the participa nts learned and understood the concept according to Scholte (or anyone else), the study then would not have revealed how public perceptions of globalization affects voters decisions. Conclusion Ultimately, globalization is not only a condition, but it is also a tool. By using the word in clearly decided ways-defining it or leaving it to subjects in a study or interview-globalization can lead journalists to understand and tell their stories more effectively. But globalization should not be over-estimated, as Holm points out in his study. When globalization is clearly defined, it is often found that the local, the traditional, is still important. One of his conclusions, in fact, is that classical news criteria are still the best predictors of what news will be chosen and used(Holm, 2006)  [38]  . And as the case

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