The Master Of Their Destiny - 1446 Words

There are many philological arguments for and against this notion of can one be the master of their destiny. The focus of this essay is to demonstrate how one can be the master of their destiny through a compatibilist point of view. It offers a point of view that states determinism is compatible with free will. Even though there are many arguments against this theory compatibilism offers people a alternative way of thinking, than that their life is already planned out for them out of their control. A compatibilist or also known as a soft determinist holds the belief that free will and determinism are evidently linked or are compatible with each other. Determinism states that every event is casually necessitated by antecedent events, that†¦show more content†¦Although our actions can be determined we can still be held responsible or accountable for our voluntary actions. Would it then not suggest that if we can be held responsible for our actions, deserving blame and punishment that we were not in control of our actions. An example of this is the London bombings, which took place in 2005 in London’s transport systems. Each suicide bomber freely chose to take their own life to cause the death and harm of others. They were in total control of their actions where they could have chosen not to go through with the bombing but chose to blow themselves up causing the death of others. As we are to be held accountable for our actions it shows that out actions are done freely even though we live in a deterministic world. This identifies that we can be the masters of our own destiny as free will is a condition of moral responsibility, and evidently compatible with determinism. Determinists believe that all events in one life are casually determined and that a person does not have control over these events. A compatibilist however believes our past or heredity and certain events are determined; however we still have the freedom of choice or action for the result of these events and our future. From this a compatibilist states even though a person, determined to be born with specific genes and features into a specific family, country, culture and religion we can still choose our future freely by how we act on these.

7 Common Questioning Problems Teachers Encounter

Is Adderall a Stimulant or a Depressant

One common drug question is whether Adderall, a drug commonly prescribed for ADHD (Attention Deficit Hyperactivity Disorder), is a stimulant or a depressant. Adderall is an amphetamine, which means it is a stimulant, in the same class of chemicals that includes methamphetamine and benzedrine. Technically, Adderall consists of a mixture of amphetamines: racemic amphetamine aspartate monohydrate, racemic amphetamine sulfate, dextroamphetamine saccharide, and dextroamphetamine sulfate. The drugs effects include euphoria, increased wakefulness, increased focus, increased libido, and diminished appetite. Adderall effects blood pressure, cardiac function, respiration, muscles, and digestive function. As with other amphetamines, it is addictive and discontinuing its use may lead to withdrawal symptoms. Part of the confusion over whether the drug is a stimulant or depressant arises from the different effects people experience depending on dose and individual physiology. While one person may feel jittery and hyper after taking Adderall, another may feel more an increased sense of focus. Sources Heal DJ, Smith SL, Gosden J, Nutt DJ (June 2013). Amphetamine, past and present – a pharmacological and clinical perspective. J. Psychopharmacol. 27 (6): 479–496. doi:10.1177/0269881113482532Stahl SM (March 2017). Amphetamine (D,L). Prescribers Guide: Stahls Essential Psychopharmacology (6th ed.). Cambridge, United Kingdom: Cambridge University Press. pp. 45–51. ISBN 9781108228749.

Intrusion Prevention System Assignment Example

Essays on Intrusion Prevention System Assignment The paper "Intrusion Prevention System" is an outstanding example of an assignment on information technology. In my opinion, the argument presented in response to the failure of the firewall to prevent intrusion is plausible; since the firewall cannot protect a whole network from intrusion by all forms of intrusion. While it can help in preventing the intrusion of the local networks by internet attacks, it might not be able to prevent internal intrusion. Therefore, the dependency on the firewall alone is not sufficient security measure, since it leaves the internal intrusion uncovered, which is another intrusion threat. Additionally, I agree that DA Company ought to have applied an Intrusion Prevention System since it would have helped to detect any anomaly or alteration in the performance of the company’s network, and thus help to detect the intrusion by Billy since his activities on the network would have been detected as an anomaly.   Response to Second question and answerIn concurring with the response to this question, Honey pots are used as a side trap for tracking hackers and other intruders into a network system. However, depending on how honey pots are used, they might end-up being discovered by the intruders as only traps, more so if they are not developed in a manner that makes them appear like genuine networks. Therefore, the efficiency and effectiveness of honey ports depend on the ability to develop them and locate them at the most appropriate locations in the networks, where the hackers and intruders cannot easily discover them as traps. Thus, in agreement with the answer to this question, adequate resources, manpower as well as proper planning and timing on the honey pots placement is essential, to make them effective network security tools.

Qwl Journal of Management and Business Research Free Essays

Global Journal of Management and Business Research Volume 12 Issue 18 Version 1. 0 Year 2012 Type: Double Blind Peer Reviewed International Research Journal Publisher: Global Journals Inc. (USA) Online ISSN: 2249-4588 Print ISSN: 0975-5853 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh By Mohammad Baitul Islam East West University (EWU, BD) Abstract – Quality of work life is a critical concept with having lots of importance in employee’s life. We will write a custom essay sample on Qwl Journal of Management and Business Research or any similar topic only for you Order Now Quality of work life indicates a proper balance both in work and personal life which also ensure organizational productivity and employee’s job satisfaction. This research study attempted to find out the factors that have an impact and significance influence on quality of work life of employees in private limited companies of Bangladesh. To begin with the factors are identified through literature review and current context of Bangladesh. Seven factors were found and a quantitative research was done. After developing a questionnaire, survey was conducted among 100 employees. The outcome of the research is that six out of seven factors (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have significant influence on quality of work life. The study concluded that an appropriate organization culture, compensation policy, career growth and relative facilities can leads to a satisfied employee mindset which ensure the overall organization productivity. Keywords : Quality of work life, Job satisfaction, Organization Productivity, Career, Organization Culture, Relative Facility. GJMBR-A Classification : FOR Code: 150305, 150311 JEL Code: J28, O15 Factors Affecting Quality of Work Life An Analysis on Employees of Private Limited Companies in Bangladesh Strictly as per the compliance and regulations of:  © 2012. Mohammad Baitul Islam. This is a research/review paper, distributed under the terms of the Creative Commons Attribution-Noncommercial 3. 0 Unported License http://creativecommons. org/licenses/by-nc/3. 0/), permitting all non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited. Business Management Study Guide iframe class="wp-embedded-content" sandbox="allow-scripts" security="restricted" style="position: absolute; clip: rect(1px, 1px, 1px, 1px);" src="https://phdessay.com/business-management-study-guide/embed/#?secret=auPR4i5lIO" data-secret="auPR4i5lIO" width="500" height="282" title="#8220;Business Management Study Guide#8221; #8212; Free Essays - PhDessay.com" frameborder="0" marginwidth="0" marginheight="0" scrolling="no"/iframe Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Mohammad Baitul Islam Abstract – Quality of work life is a critical concept with having lots of importance in employee’s life. Quality of work life indicates a proper balance both in work and personal life which also ensure organizational productivity and employee’s job satisfaction. This research study attempted to find out the factors that have an impact and significance influence on quality of work life of employees in private limited companies of Bangladesh. To begin with the factors are identified through literature review and current context of Bangladesh. Seven factors were found and a quantitative research was done. After developing a questionnaire, survey was conducted among 100 employees. The outcome of the research is that six out of seven factors (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have significant influence on quality of work life. The study concluded that an appropriate organization culture, compensation policy, career growth and relative facilities can leads to a satisfied employee mindset which ensure the overall organization productivity. Keywords : Quality of work life, Job satisfaction, Organization Productivity, Career, Organization Culture, Relative Facility. II. Background of the Study n Bangladesh a good number of people are working in private sector and they contribute a certain level of valuable time to their companies. In there, they give their best effort to get an appreciation and for company’s goodwill. But quality of work life is such a concept which needs a certain balance both in professional and personal life. This research is all about identifying the factors that directly affects one’s quality of work life. It is very important to have a positive quality of work life experience if someone wants to give his or her 100 percent effort to the company. Quality of work life is a philosophy or set of principals which holds that people are trustworthy, responsible and capable of making valuable contribution to the organization (Rose, Beh, Uli Idris, 2006). However, quality of work life is directly influenced by job satisfaction and external environment and personal like. There should have be a proper level of balance in work life and total life space. In my research, I have identified some major factors that Author : BBA (Marketing HRM) MBA (HRM), East West University (EWU, BD). PGD (Marketing Management), Bangladesh Institute of Management (BIM, BD). E-mail : baitul_islam@hotmail. com I I. Introduction It is very important for employees to have a sound mindset in their work field in order to utilize their full potential and to add value to the organization. A satisfied employee is an asset for a company as he or she will ensure the full productivity. To begin with, quality of work life is such a concept that directly related to the satisfaction. According to Dolan, Garcia, Cabezas and Tzafrir (2008), quality of work life is a major concern for employees and how organizations compact with this issue is both of academic and practical consequence. Therefore, job satisfaction and satisfaction in private life both are important for having a positive quality of work life experience. Mostly the quality of work life considers the work life and it is to change the climate at work along with human-technological-organizational interface (Luthans, 1995). According to (Davis Cherns, 1975; Sashkin Burke, 1987), quality of work life is not only enhancing the company’s productivity but also employee identification and a sense of belonging and pride in their work. Based on various researches we can identify some determinants of quality of work life which are – adequate and fair compensation, safe and health work environment, opportunity for career growth and security, social integration in the work organization which relates to freedom of speech, work and total life space and the social relevance to the work. 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I may directly affect the quality of work life experience and the factors are, work load, working condition and career growth, compensation and benefits, working environment which are directly influence the job satisfaction. These factors are controllable by the company. Besides, family life and transportat ion facilities are the other factors that directly influenced individual’s mental motivation in Bangladesh. However, the meaning of quality of work life may vary to different people. So the primary objective of this research is to test the reliability of identified factors that influenced the quality of work life and the insights are captured from the employees of private limited companies of Bangladesh. Based on the primary objective and data evaluation, a recommendation has been drawn in my research. Year 2012 23 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh 24 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I In Bangladesh candidate’s supply is more than the demand therefore it is difficult to find one’s suitable job in the market. Though the private companies are increasing but employee satisfaction is still a major concern for quality of work life. Along with that, in Bangladesh employee satisfaction can be hampered by private life also. Transportation engagement is a major part of private life and in Bangladesh lack of transportation facility is a vital issue for late coming in the office. In this study I have included family life and transportation facility in to the quality of work life concept. These two factors are also related to mental health of employees and a sound mental health is very important to gain enthusiasm in the work. However, I have also included some other factors which works inside the organization and also related to quality of work life of employees. In the context of quality of work life, organizations have policies and benefits for proper employee valuation. Quality of work life is often considered in two direction, one is to removal of negative aspects of work and working conditions and other direction is the modification of work and working conditions to enhance the capability of employees and to promote behavior which important for individual and society (Kotze, 2005). According to Dessler (1981), quality of work life was seen as the level to which employees are able to satisfy their personal needs not only in terms of material matters but also of self respect, contentment and an opportunity to use their talents make contribution and for personal growth. So it is very important for an organization to provide employees proper valuation which will satisfy them and will ensure the productivity. III. ? Research Objectives a) Broad Objectives Determining the Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh. b) Specific Objectives ? ? ? ? Determining the variables that affect the quality of work life of employees. Determining which variable plays the most significant role on quality of work life. Establishing hypothesis on the basis of the research work. Drawing a qualitative and quantitative conclusion on the basis of the survey. IV. Literature Review Based on researchers analysis numerical articles have been written on quality of work life. In case of Bangladesh the research article on quality of work life is very few. In this study I have tried my best to introduce some concerning factors that affects the quality of work life of those people who are working in private sector of Bangladesh. I do believe several advantages are associated with my study. Quality of work life is such a concept that indicates a balance both in personal and professional life of an individual. Therefore; it can be hampered if someone is not satisfied with his or her work life or family life. However; positive quality of work life experience is very important and it is directly interrelated with job satisfaction and productivity. It is a fact which also controls the mental health. According to Plug, Louow Gouws (1991) mental health is a state of relative good alteration that is escorted by feeling of satisfaction, a zest for life and the actualization of potential skills as well as absence of psychopathological conditions. So to have a positive quality of work life experience, a good quality of life is very important. Mendola and Pellingrini (1979) summarized quality of life as it is the individual’s accomplishment of a satisfactory social situation within the limits of apparent physical ability. Every human has a concern about their life and quality comes out when it the concentrations ends with some specific points. According to Shin and Johnson (1978) Quality of life is the ownership of resources necessary for the satisfaction of individual needs, wants and desires, participation in the activities permitting personal development and self actualization and satisfactory comparison between oneself and others. Moreover, a proper balance in quality of work life can generate more productivity for an organization. A satisfied employee can give more than 100 percent contribution to his or her company. If we consider the whole organization as an internal environment then it becomes very important to have optimum work pressure, accurate benefits and enough facility along with career development within the company. All of these interrelated with the job satisfaction and therefore quality of work life. Besides, if we consider the external environment then family life, social status and transportation will be the vital factors. So having a proper balance in these areas is also important. In Bangladesh a great amount of people are working in private limited companies and the number of private company is increasing day by day. Considering the large number of population, in Bangladesh the human resource supply is more than the demand. Therefore, the bargaining power is more for company where candidates are having less bargain power. On the other hand, lots of employees are not running on their suitable jobs. It seriously affects their career development. Most of the employees consider compensation package and benefits, position, work load and career development as their satisfaction benchmark. However, in Bangladesh transportation facility is another very important factor that directly Year 2012  © 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh affects employee’s mental health. Based on this, some upper level company like Grameenphone limited, Robi, Unilever Bangladesh, Nestle Bangladesh, Banglalink, some private banks, private universities has develop their own culture and working environment. Besides, a good compensation package and benefits are offered by them. All of these are important for job satisfaction and finally quality of work life. In Bangladesh, companies are mainly performance oriented and their organizational culture and work pressure may be the reason of dissatisfaction in quality of work life. As human supply is more so high turnover rate and high competition is also a major concern regarding quality of work life. Quality of work life has been defined in various ways. According to Rose, Beh, Uli and Idris (2006); quality of work life is a philosophy or set of principals, which holds that people are trustworthy, responsible and capable of making a valuable contribution to the organization. It also involves respect and the elements that are relevant to an individual quality of work life include task, working environment, organizational culture, administrative system and the relationship between on the job and off the job life. Serey (2006), define quality of work life as it is a certain and best meet the existing work environment along with meaningful and satisfying work. It also includes: a. an opportunity to implement one’s talents and abilities to face challenges that require independent initiative and self direction. b. an activity thought to be valuable by the individual’s involvement. c. n activity in which the role of individual in achievement of some overall goals is understandable. d. a sense of taking pride in what one is doing and in doing it well. Lau, Wong, Chan and Law (2001) measures quality of work life as the favorable working atmosphere that chains and promotes satisfaction by giving employees with rewards, job security and career develop ment opportunity. Therefore quality of work life and its relationship with employee health and performance has become an explicit objective for many of the human resource policies in modern organizations (Dolan, Saba, Jackson Schuler, 2007). Heskett, Sasser and Schlesinger (1997) summarize quality of work life as the outlook that employees have towards their job, colleagues and organization that light a chain leading to the organization’s growth and profitability. Quality of life is such a concept which is basically associated with satisfaction mainly in the work life and Mirvis and Lawler (1984) highlighted that salary, working hours, working condition, safe working environment and opportunities for advancement describes- the basic components of a good quality of work life. Hackman and Oldhams (1980) suggest the V. Conceptual Framework A conceptual framework has been developed (Figure 1) that is one of the relative construct of this study. VI. Hypotheses Development 1= Word load has an impact on quality of work life of the employees 2 = Family life affects the quality of work life of the employees 3 = Transportation facilities affect quality of work life of the employees 4 = Compensation and benefits affects quality of work life of the employees = Colleagues and supervisor relationship affects quality of work life of the employees 6 = Working environment has an impact over quality of work life of the employees 7 = Working condition and career growth opportunities affects quality of work life of the employees VII. Based on research question following hypotheses has been developed for the study- Research Methodology The type of research used in this article is of descriptive nature. Through this descriptive research, the article sought to determine the answers to why,  © 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I constructs of quality of work life in relation to the interaction between work environment and personal needs. Along with structural modification good relation between supervisor and subordinates is important for a good quality of work life (Bertrand and Scott, 1992). Quality of work life refers the quality of life that is associated with job characteristics and work conditions as well as capability of shaping a job with an employee’s option, interest and needs (Lawler 1982; and Beukema 1987; Datta 1999). Katzell et. Al (1975) defined quality of work life more broadly as an individual’s valuation of the outcome of the work relationship. They observed employee can have positive quality of work life if he has positive feelings towards his job, if he is motivated with his private life and if he has a balance between the two terms of his personal values. To conclude, most of the studies on quality of work life are focused on personality and job satisfaction in where some studies also focused on motivation, organization culture and individual’s needs and desire. In the context of Bangladesh the most important factors that directly affect the quality of work life are work load, compensation and benefits, colleagues and supervisor, working condition and career development, working environment, family life and transportation facilities. After evaluation of studies and considering the nation these factors individually has an impact on quality of work life. 25 Year 2012 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh 26 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I hat, where and how questions of the existing employees in public sector of Bangladesh and their expectations. It also involves collecting information that explain people’s beliefs, knowledge, attitude and behavior (Fink, 1995, Sommer Sommer, 1996). Primary data was collected through telephone and online survey for analysis and secondary data was be used as a support tool. A total of 100 sample size considered to be adequate for my study. Each and every response is checked thoroughly for incomplete and missing response. The questionnaire has two parts in were the first part contains some demographic information. Table 1 gives a proper summary of this sort of information. In the second part, the questionnaire contains 32 items to construct the seven independent variables along with a dependent variable in my study. The selected independent variables are: work load, compensation and benefits, colleagues and supervisor, working environment, working condition and career growth, family life and transportation. A five point Likert scale (1= Strongly Disagree to 5= Strongly Agree) was used to collect data from the respondents. The questionnaire was outlined in English and understandable. Reliability analysis was done to identify the reliability of my study. Beside this, regression analysis, hypothesis testing was done for a proper justification and to draw an appropriate recommendation in my study. VIII. mean scores of the factors of QWL with standard deviation also shown (Table 4) in my study. i. Hypotheses Testing To conduct the hypothesis test a regression analysis has been done and seven factors which have an effect in quality of work life are considered. However, details of the influence of independent variable over dependent variable have been shown in Table 7. First hypothesis was 1 , Word load has an impact on quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 1 is accepted. Second hypothesis was 2 , Family life affects the quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 2 is accepted. Third hypothesis was 3 , Transportation facilities affect quality of work life of the employees. In this case, the significance value for the hypothesis is 0. 007, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 3 is accepted. My fourth hypothesis was 4 , Compensation and benefits affects quality of work life of the employees. Here, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 4 is accepted. My fifth hypothesis was 5, Colleagues and supervisor relationship affects quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 332, which is greater than level of significance ? = 0. 05. So, null hypothesis is accepted and H5, is rejected. Sixth hypothesis was 6, working environment has an impact over quality of work life of the employees. The significance value for the hypothesis is 0. 014, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and is accepted. Final hypothesis was 7 working condition and career growth opportunities affects quality of work life of the employees. The significance value for the hypothesis is 0. 009, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 7 is accepted. ii. Regression Analysis From the regression analysis (Table 5), I found the R square value to be 0. 425 meaning 42. 5% of the variability in the quality of work life of employees in the private limited companies in Bangladesh can be explained by these seven independent factors. In this case the independent variables are work load, family life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. From the ANOVA table we see that the significance value is 0. 000 (Table Year 2012 Data Analysis and Findings My study contains 69% male respondent and 31% female respondent (Table 1). Among them 94% respondent’s age is in between 21-30 years and rest of 6% respondents is under 31-40 years of age. However, 44% respondents already have 2-3 years of professional experience in where 27% respondents have 3-5 years of experience. Moreover, some fresher’s are having 1-2 years of experiences are also included in my study and the percentage is 23%. A reliability analysis is commonly used to identify the internal consistency of the variables. However, Cronbach’s alpha is commonly used to test the reliability and the range of alpha coefficient value is in between 0 to 1. The higher value indicates the higher reliability (Hair, et al. , 1992). A value more than . 70 is significantly good measure for sufficient scale of reliability (Cronbach, 1951, Nunnally, 1987). According to the Cronbach’s alpha test the value of alpha in my study is 0. 732 (Table 2 Table 3) which is higher than minimum acceptable value. Therefore, 73. 20% of data are reliable in my study. This reliable analysis has been done for all dependent and independent variables and so far I am satisfied. Besides, this reliability test contains 32 items based on which I make my hypothesis test. A  © 2012 Global Journals Inc. (US) a) Demographic Data Analysis b) Secondary Data Analysis Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh ), thus proving that the model is valid and significant. However, among 7 factors six of them (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have positive and significance influence on quality of work life. Only single factor named colleagues and supervisor has no significance impact on quality of work l ife. Probably, respondents have given less notice on it. iii. Limitation This research study has some limitation and the major limitation factor for this report is complexity of the topic. Since the survey will be conducted on questionnaire therefore it is a great challenge to ensure the actual validity of the response. In some cases, the topics were not understood by the employees who have minimal idea about the quality of work life. Respondents are selected only from Dhaka city; therefore this research does not reflect the perception of employees of each corner of Bangladesh. However unwillingness of respondents was another limitation of my study. Moreover, R Square (0. 425) is comparatively low which means that other factors can also influence the quality of work life of employees in private limited companies of Bangladesh. v. References References Referencias 1. Arts, E. J. , Kerksta, J. and Van der Zee (2001) Quality of Working Life and Workload in Home Help Nordic College of Caring Sciences, 12-22. 2. Baptiste, N. R. (2008). Tightening the link between employee well-being at work and performance: A new dimension for HRM. Management Decision, 46(2), 284-309. 3. Be rtrand, J. (1992). Designing quality into work life. Quality Progress, 12, 29-33. 4. Carayon, P. (1997). Temporal Issues of Quality of Working Life and Stress in Human Computer Interaction. International Journal of HumanComputer Interaction, 9(4), 325-342. 5. Carayon, P. , Hoonakker, S. Scwarz, J. (2003). Job Characteristics and Quality of Working Life in the IT workforce: The role of gender, ACM SIGMIS CPR Conference. Edited by E. Trauth, April. 10-12, 2003, Philadelphia, Pennsylvania: ACM Press, 5863 6. Cooper, C. L. (1991). Stress in organizations. In M. Smith (Ed. ), Analysing Organisational Behaviour. London: MacMillan. 7. Cummings, T. G. , Molly, E. S. (1997). Improving Productivity and the Quality of Work Life. New York: Praeger Publishers. 8. Danna, K. , Griffin, R. W. (1999). Health and wellbeing in the workplace: A review and synthesis of the literature. Journal of Management, 25(3), 357384. . Davison, Efraty, D. , Sirgy, M. J. (1990). The effects of quality of working life (QWL) on employee behavioural responses. Social Indicators Research, 22, 31-37. 10. Elizur, D. , Shye, S. (1990). Quality of work life and its relation to quality of life. Applied Psychology: International Review, 39(3), 275-291. 11. Fisher, C. D. , Schoenfeldt, L. F. and Shaw, J. B. (2004) Human Resources Management. Biztantra: New Delhi. 12. Goodman, P. S. (1980), ? Quality of Work Life Projects in 1980’s? Industrial Relations Research Association: pp-487-494  © 2012 Global Journals Inc. (US) 27 Conclusion and Recommendation This research study is tried to examine the factors that have an impact on quality of work life of employees of private limited companies in Bangladesh. The seven factors are work load, family life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. The outcome of the research indicates that six out of seven factors (work load, family life, transportation, compensation policy and benefit, working environment and working condition and career growth) have significant influence on quality of work life and the remaining factor (colleagues and supervisor) has no ignificant influence on quality of work life. From the finding, it can be recommended that quality of work life is such a critical concept that might be disturbed due to dissatisfaction of mind set. However, the companies can focus on their employee’s welfare by providing them a better and attractive compensation policy, optimum work load and by providing a superior work environment. The private companies should create a career growth opportunity within their environment that may lead to a better performance and therefore a better productivity. Moreover, participation management will increase the enthusiasm of employees as they will have an opportunity to participate with their ideas. So the private companies of Bangladesh can focus on it. On the other Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 hand, transportation is such a factor which is seriously involve in mental satisfaction. Therefore, if the companies can provide a transportation facility then they might grab a positive impression from employees and the employees may not need to harass by external environment. However, the government of Bangladesh can take some steps to provide adequate and affordable transportation facilities for the local people. Finally, I think if the company could manage our work life along with the transportation facility, our family or private life could be managed as we will be mentally happy. Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh 28 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I 13. Glasier, E (1976), ? State of the Art, Questions about Quality of Work Life? Personnel. 14. Hanlon, M. D. and Gladstein, D. L. (1984) Improving the Quality of Work Life in Hospitals: A Case Study, Hospital Health Service Administration, 29(5), 94107. 15. Havlovic, S. J. (1991) Quality of Work Life and Human Resource Outcomes, Industrial Relations, 30(3), 469-479. 16. Khan, A. A. (2008). Human Resource Management and Industrial Relations (2nd Edn. ). Abir Publications: Dhaka. 17. Loscocco, K. A. and Roschelle, A. R. (1991) Influences on the Quality of Work and Non- Work Life: Two Decades in Review, Journal of Vocational Behavior, 39(2), 182-225. 8. Lambert, S. J. (1990). Process linking work and family: A critical review and research agenda. Human Relations, 43, 239-257. 19. Lawler, E. E. (1975). Measuring the psychological quality of working life: The why and how of it, in L. E. Davis and A. B. Cherns (Ed. ), The Quality of Working Life, Vol. 1 (pp. 123-133). New York: Free Press. 20. Periman, S. L. (2006), â€Å"Human Resource Innovators, integrating quality of work life into organizational performance†, http://www. quaiindia. com [accessed 15 Jan 2010]. 21. Rose, R. C. , Beh, L. S. , Uli, J. , Idris, K. 2006) Quality of Work Life: Implications of Career Dimensions, Journal of Social Sciences, 2(2), 61-67. 22. Saraji, G. N. Dargahi, H. (2006), â€Å"Study of Quality of Work Life (QWL)†, Iranian Journal of Publication Health 35(4), 8-14. 23. Walton, R. E. (1975), Criteria for Quality of Working Life, in Davis, L. E. Cherns, A. B. (eds. ), The quality of working life, New York: The Free Press, pp. 99104. 24. Wyatt, T. A. Wah, C. Y. (2001), â€Å"Perceptions of QWL: A study of Singaporean Employees Development†, Research and Practice in Human Resource Management 9 (2), 59-76 Year 2012  © 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Figure 1 : A Conceptual frame work of Factors affecting Quality of Work Life. Family Life Transportation Private Life Quality of Work Life 29 Work Life Work Load Compensation and Benefits Working Environment Colleagues and Supervisor Working Condition and Career Growth Table 1 : Demographic Profile of Respondent. Gender Male Female (%) 69. 00 31. 00 Age 21-30 years 31- 40 years 40 years an (%) 94. 00 6. 00 0. 00 Position Executive Sr. Executive Officer Sr. Officer Asst. Manager Manager Merchandiser Asst. Territory Officer Territory Manager Management Trainee Teacher Specialist Total 100. 00 Total 100. 00 Total (%) 48. 00 4. 00 19. 00 4. 00 6. 00 2. 00 2. 00 3. 00 3. 00 2. 00 4. 00 3. 00 100. 00 Total 100. 00 Year of 1-2 Years 2-3 Years 3-5 Years 5-7 Years 8 Years and (%) 23. 00 44. 00 27. 00 4. 00 2. 00  © 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Table 2 : Reliability Statistics. Cronbach’s Alpha . 32 Cronbach’s Alpha Based on Standardized Items . 786 N of Items 32 Table 3 : Reliability Tests. Factor’s Name Items 4 4 4 4 4 4 4 4 Values 0. 796 0. 60 0. 825 0. 526 0. 821 0. 927 0. 809 0. 471 Quality of Work Life (Dependent) Work Load (Independent) Family Life ((Independent)) Transportation (Independent) Compensation Policy and Benefits (Independent) Colleagues and Supervisor (Independent) Working Environment (Independent) Working Condition and Career Growth (Independent) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 30 2 Table 4 : Mean Scores of the Factors of QWL. Factors Workload Family Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Mean 3. 0800 3. 4350 3. 4900 2. 5325 4. 0325 3. 8700 3. 4850 Std. Deviation . 50861 . 94054 . 86524 1. 02473 . 74845 . 76581 . 64630 Table 5 : Regression Analysis. Model 1 R . 652(a) R Square . 425 Adjusted R Square . 381 Std. Error of the Estimate . 48606 a. Predictors: (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment Table 6 : ANOVA. Model Regression 1 Residual Total Sum of Squares 16. 072 21. 735 37. 807 df 7 92 99 Mean Square 2. 296 . 236 F 9. 718 Sig. .000(a) a. Predictors: (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment b. Dependent Variable: QWL  © 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Table 7 : Hypothesis Testing. Coefficients (a) Model (Constant) Work Load Family Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Unstandardized Coefficients B 3. 425 . 577 . 287 -. 218 -. 245 -. 104 . 309 -. 308 Std. Error . 604 . 123 . 073 . 078 . 058 . 107 . 123 . 115 . 475 . 436 -. 305 -. 407 -. 126 . 382 -. 322 Standardized Coefficients Beta 5. 668 4. 705 3. 943 -2. 782 -4. 206 -. 974 2. 518 -2. 682 . 000 . 000 . 000 . 000 . 332 . 014 . 009 . 007 t Sig. 1 a. Dependent Variable: QWL  © 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 31 How to cite Qwl Journal of Management and Business Research, Essays

Production Management Hawkesbury Cabinets Pty Ltd

Question: Discuss about the Production Management for Hawkesbury Cabinets Pty Ltd. Answer: Introduction Production and Operations Management is a part of management in any business that deals with the use of input raw materials, processing and production, marketing and distribution of goods and services that are fit for consumer use (Kumar et all, 2009). Therefore, it is concerned about how a business manages its operations in order for it to meet the customers needs and satisfaction. However, production systems or processes are the activities that are involved in receiving raw materials and processing them in the desired that will satisfy a consumers needs and wants as well as make the management satisfied (Vidal et all, 2002). These activities are usually organized and are aligned with the customers needs and the businesss objectives and goals (Mentzer et al, 2008). This essay is going to discuss the operational issues that are challenging Hawkesbury Cabinets limited (as stated in the case study). Operational issues are the problems that are involved in the production process, marketing, distribution of products, running of the business and managing the entire business activities (Kleindorfer et al, 2005). Therefore, the essay is going to identify these issues and give a solution to some of them. As stated in the case study, Hawkesbury Cabinets uses different production processes and in its business activities and operations. It is the businesss tradition to focus on custom-made cabinets for their customers. They only made the cabinets after receiving an order from their customers with the exact specifics and facts of what the customer wanted for their cabinet. This therefore means that the business used the made to order production process. This where the product is made only after the customer has given his requirements, characteristics and facts about what kind of product or service they want (Hockley, 2010). This method is good because the producer does not know what the customer desires and does not take chances of guesswork and so he/she relies fully on the customers information. Because of this process, the business began to make good profits, sales increased and it started to become popular in the region. This therefore led to the business being assigned a contract to produce high quality and standardized cabinets for small spec builders. However, the contract required Hawkesbury to make the cabinets in small batches which were designed for one to five kitchen cabinet specifications. This shows that Hawkesbury Cabinets used the batch production process in its operations. In this kind of production process, an activity passes through a functional department in form of batches or lots but with each activity having its own different routing (Vidal et al, 1997). In this process, the business may make a batch of a product and then set up the equipment again to be able to make another product of the same characteristics or even of different characteristics depending on what the product is and what the customer requires (Kouvelis et al, 2006). Advantages Plant and the machinery are flexible therefore better utilization. Satisfaction in jobs and better operations of the business activities. Promotes functional and specialization. Low investment in plant and machinery. Has low production lead time and cost. Disadvantages Material handling, production, planning and control becomes complex. High set up costs caused by the frequent changes in equipment and machine set ups. However, the cabinets that were made through this process started becoming important to Hawkesbury Cabinet. They were accounting for 40% of the businesss factory volume and 20% of the sales revenue for Hawkesbury Limited which meant a big improvement for the business in terms of its operations and production processing methods. According to the information given in the case study, Hawkesbury uses a single manufacturing facility where both the custom and standardized cabinets are made and sold. The custom cabinet making equipment is designed to produce a variety of cabinet designs which means that it is highly flexible. The business has also grouped the machines, equipment and tools according to their use in different sections of the facility. E.g. the saws and cutting tables are stored in one section, routers and shapers in a different section, painting and finishing done in a different section to name just but a few sections of the business partitions. This evidently shows that Hawkesbury uses also the mass production process in addition to the made to order and batch production processes. Research shows that in this production process, a business focuses on production of large quantities and varieties of goods or services at a low cost per unit but in the same building and using the same equipment and machines (Thomas et al, 1996). It involves standardization of both the product or service and the process sequence, dedicated special equipment and machines that have high production capacities and output rates, large volumes of products with short time cycle, easy production and planning process as well as handling of the materials automatically. Nevertheless, this process has its limitations and advantages (Kouvelis et all, 2006) Advantages The inventory process is low. Higher capacity utilization and rate of production. Low or reduced processing cycle time. Fewer number of skilled employees are required. Low production cost per unit. Limitations The line layout needs major and frequent changes according to the product design changes. Breakdown of one processing machine may stop the entire production process. High investments are needed for the production facilities. The use of this process has brought a positive impact to the Hawkesbury Limited business. The cabinets that are displayed by the business after completion are therefore able to reflect the craftsmanship of the individual makers as well as the good quality of the raw materials used. However, there was a negative impact in the fact that the standardized and the custom-made cabinets competed for attention from the craftsmen during production which was not a good sign for good business management and operations. From the case study, Hawkesbury Cabinets Limited increased its sales of the builders cabinets which was brought about by the increased line of builders kitchens which led to the management doing more work scheduling to keep up the businesss production rate as well as maintaining it. However, the custom-made cabinets were given priority because they always gave higher sales and profit margins. This therefore meant that the standardized cabinets were to be set aside without total completion instead were left as work in progress for a while (Barrile et all 2002). It is evident that Hawkesbury Cabinets was therefore using job shop production process where most of the products are usually not complete but left as Work in Progress (WIP) which are contained in different stages of production processes. This process involves high variety of product but with low volumes, highly skilled employees are required, large material, inputs and tools inventories, good planning is required and use of general purpose machines and equipment (Handley et all, 2009). Advantages A large variety and amounts of products are produced by using the general purpose equipment. Employees skills are well utilized hence making them more competent and specialized in their jobs. Limitations Large working space required. Production planning is complicated and complex. This process brought about increased growth of the business in general, custom kitchen cabinets sale remained strong and that of the builders increased rapidly. Nevertheless, this process caused more negative impacts, like: decrease in profit margins, high costs related to builders cabinets, increased capital being tied up in raw materials inventory, WIP and finished product, lack of enough space for work and for expansion among other problems that were caused. This led to the businesss decision to hire or rent the nearby warehouse space so that it can accommodate the business operations and products. Conclusion To conclude, it is evident that Hawkesbury Cabinets uses some of the best, popular and famous production processes that are effective for such a business. However, in relation to job shop product production process, it has to do some changes because this is the process that has led to the most number of negative impacts in Hawkesburys operations (Gupta et all, 2009). Otherwise, the business can do well or even better without the job shop production process. References Barrile, S. and Cameron, T. (2002).Business management. South Yarra, Vic.: VCTA Pub. Gupta, S., Koulamas, C. and Kyparisis, G. (2009). E-Business: A Review of Research Published in Production and Operations Management (1992-2008).Production and Operations Management, 18(6), pp.604-620. Handley, S. and Benton, W. (2009). Unlocking the business outsourcing process model.Journal of Operations Management, 27(5), pp.344-361. Hockley, L. (2010).Global operations management. New York: Nova Science Publishers. Kumar, S. and Suresh, N. (2009).Operations management. New Delhi: New Age International. Kleindorfer, P.R., Singhal, K. and Wassenhove, L.N., 2005. Sustainable operations management.Production and operations management,14(4), pp.482-492. Kouvelis, P., Chambers, C. and Wang, H., 2006. Supply chain management research and production and operations management: Review, trends, and opportunities.Production and Operations Management,15(3), pp.449-469. Mentzer, J.T., Stank, T.P. and Esper, T.L., 2008. Supply chain management and its relationship to logistics, marketing, production, and operations management.Journal of Business Logistics,29(1), pp.31-46. Slack, N. and Lewis, M. eds., 2005.Operations management(Vol. 10). Psychology Press. Thomas, Douglas J., and Paul M. Griffin. "Coordinated supply chain management."European journal of operational research94, no. 1 (1996): 1-15. Vidal, C., Tsikriktsis, N. and Frohlich, M., 2002. Case research in operations management.International journal of operations production management, 22 (2), pp.195-219. Westbrook, R., 1995. Action research: a new paradigm for research in production and operations management.International Journal of Operations Production Management,15(12), pp.6-20.

Never Back Down free essay sample

Have you ever had one of those moments when you wished nothing more than to Just give up and leave everything behind? Stupid question, everybody has those moments. Well, for me it was more like I couldnt simply lie down and give up. This big realization came to me when I was about ten years old, during the third practice football game of the season. TWEET! The whistle to start the game finally came. My stomach was buzzing with angry butterflies.However, In my case they felt more Like wasps the size of grapefruits. We had been practicing to face off last years runner-ups, the fat little joys from the park down the street, aptly called the Rhinos. They were big, mean, and smelled Like they had been bathing In their mascots droppings. We were the Wolves. Our team was smaller, but we had speed and skill on our side. We will write a custom essay sample on Never Back Down or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Who has ever heard of a wolf overpowering a rhino? We were destined for failure.We lined up and got into position, facing down, or rather facing up, our competitors, getting ready to fight for our victory. The first half of the game was brutal. I could feel my head pounding from getting rammed into the dirt over and over again. My arms were sore, and my legs were screaming for a break. The rest of the team wasnt much better. We put our hands into the soft cool grass, waiting for our quarterback to start his cadence. It was as if everything slowed down and became like one huge thunderstorm.The screaming and shouting of the parents sounded like thunder pounding away at the sky in the distance, our helmets and bodies clashing together was the lightning striking the earth, and the rain was poor Johnny who scrapped his arm. He never could hold in his tears. Again and again we got knocked down, and Im still not sure what kept us going, but at the end of the game, we actually won. Sometime during that game, I remember thinking to myself, Dont you dare quit. As soon as you quit, everything else will follow. I dont remember exactly what I was referring to, but looking back on it now, it taught me a pretty important lesson. Instead of having a moment when I wanted to give up and Just leave everything behind, I believed that if I DID give up, then I would never be who I wanted to be. I would Just be another person who didnt give his all to anything. So yea, maybe one wolf cant defeat a rhino, but eleven who hate losing Is a force to be reckoned with. By Agedness angry butterflies.However, in my case they felt more like wasps the size of and smelled like they had been bathing in their mascots droppings. We were the competitors, getting ready to fight for our victory. The first half of the game was thinking to myself, Dont you dare quit. As soon as you quit, everything else will follow. I dont remember exactly what I was referring to, but looking back on it now, it never be who I wanted to be. I would Just be another person who didnt give his all to anything.