Did the Third Reich Experience An Economic Miracle? Essay

Although the economic situation undoubtedly improved in general during the Third Reich, to call this an economic miracle is a drastic overstatement. The German economy made a huge recovery under Nazi rule but this can not be completely credited to Hitler and it must be noted that the economic situation in Germany was beginning to improve before the Nazis came to power. However, when Hitler came to power in 1933, he did inherit a difficult situation. The Great Depression had destroyed the previous regime and 50,000 businesses had gone bankrupt. Whether or not the country was in great crisis is debatable but it was certainly in desperate need of dramatic changes in the economy. Although there were some signs of the beginning of an economic recovery, this was by no means inevitable, and Richard Overy argues that 8 million people were still unemployed and the economy was still in poor shape. Hitler was keen to avoid economic experimentation and simply aimed to consolidate and improve Weimar policies. He continued and enlarged Work Creation programmes from Weimar and this reduced unemployment as well as providing other benefits for workers. By 1936 the average wage was 35 marks per week, ten times more than the dole money which 6 million had been receiving in 1932. The 1933 Enabling Act meant that Hitler had no formal constraints on his power so he was able to extend and more vigorously enforce the schemes from the Weimar government. In avoiding experimentation and purely consolidating old policies, Hitler was cleverly avoiding any risks which may have worsened the situation further. Therefore although this was an intelligent strategy, it indicates that the drastic reduction of unemployment was not miraculous but merely the result of continuing and improving existing ideas and schemes. Another method in which Hitler sought to return Germany to its former prosperity was through careful regulation and absolute control. Wages and prices were controlled to reduce the threat of inflation and Mefo Bills were introduced to help fund increased government spending. The State took over the banking system, which was on the verge of collapse and took control of the capital market. There were high levels of state supervision and intervention. Schacht’s New Plan of 1934 aimed to tackle the problem of trade deficit through the regulation of imports and the control of foreign exchange. Schacht also made a series of bilateral trade agreements to supply raw materials that Germany needed and the New Plan was relatively successful in solving the immediate problem. Therefore Hitler’s economic strategy mainly consisted of expanding the Weimar Work Creation schemes, regulating imports and taking control of the countries economy; the banking system, the capital market, wages and prices. This suggests not a miracle but an economic recovery caused greatly by Hitler’s enhancement of state control. The pre-slump peak of Gross National Product had been exceeded by 1935 and the level of industrial production achieved in 1928 was surpassed by 1936. By 1937 unemployment was down to under one million and by 1939 the German economy had grown 33% above its late 1920s peak. This evidence supports the argument that the German economy made a radical recovery during the Third Reich but can this really be classed as a miracle? Certainly these are impressive statistics and Germany’s economic recovery drew admiration from both home and abroad, but to call this miraculous is an over exaggeration. The economic recovery occurred due to a variety of factors- political stabilization, the continuation of Weimar policies, the New Plan, greater state control and increased government spending. Although there were signs of the beginning of a recovery before the Nazis came to power, there is little reason to believe that Germany would have recovered any more successfully then France if not for these factors, brought about in the Third Reich. Germany’s successful recovery was a result of the way Germany was governed during the Nazi rule. Although many of the Nazis economic controls had been developed under Weimar, Ferguson argues that the success would not have been possible without a radical transformation of the political system. Hitler extended and improved Weimar policies and was able to enforce them more vigorously as he had no formal constraints on his power. Hitler’s strong focus on rearmament however, had a detrimental effect on the country’s economy. Hitler wanted to be ready for war within four years and the excessive pace of rearmament meant that the German economy was overheating. Mason has argued that the economy was under great strain as a result of the emphasis placed on rearmament and autarky- a strategy to make Germany as self-sufficient as possible. Therefore although Germany’s economy did make a significant recovery during the Third Reich, there were also negative aspects to the Nazi regimes economic policies. However despite this, the improvement in Germany’s economy was extremely impressive. This should not be classed as a miracle but rather as an impressive recovery from a grim situation due to the consolidation of Weimar ideas enforced more vigorously with increased government funding and greater state control. The economic recovery was remarkable considering the country’s economic state when Hitler first came to power but ‘miracle’ is too powerful a term. By 1938 the GNP had increased by about 75% which is undoubtedly spectacular but is purely evidence of successful governmental strategies- not a ‘miracle’.

Say No to the Death Penalty

Counting the seconds and minutes to your death. Inhaling your last breath. The next thing you know, the prison doctor has just injected a lethal drug into you. How do you not feel pain, empathy or sadness? But, you know that the doctor brushes it off as if it nothing happened. All because of something we call ‘The Death Penalty.† The death penalty affects people who are wrongly convicted, the positive affect because there isn’t a death penalty in our society and human morality. How do you feel about innocent people dying? Innocent people are wrongly convicted on a daily bases, so why put these people in jail. Those who opposed this argument say †the people who commit a crime, deserve to die. ‘Six Canadian prisoners were convicted of a dangerous crime and later released due to their innocent. The six Canadians were condemned for the first degree murder and if there were death penalty then these six innocent people would have died. Another reason is that the prisoners should have the time to prove their innocence. I say this because after the trial. If new evidence is found then it’s very difficult to start another trial. It’s a life of a person in your hands and nothing should be neglected. Such as David Milgaard who was sentenced to life in prison. He was the suspected killer for the murder of Gail Miller. He spent 22 years in prison and was freed by DNA evidence. Once you go to prison, it makes a profound impact on your life. Have you read the human rights from the United Nations? In the third law it states †Any person right to life, liberty and security of person.† If Canada, reinstates the death penalty that's violating the human rights. It would be a very embarrassing moment for Canada for all we stand for and worked for. We are a country that is highly respected and is known for fighting for our rights. We have all the right to life. Do you think the death penalty affects things in our society? First reason is that there are fewer murders because there is not the death penalty. Since, there is no death penalty in Canada; the murder rate has decreased since 1970's. In 2009, the murder rate in Canada was 1.81 homicides per 100.000 populations. If we compare the static between Brazil is a big difference. Canada was 1.81 homicides and Brazil at 25.2homicide rates. Also, Brazil has no death penalty since 1988.

Dbq Red Three

Red Three: Notes for the Strict/Broad Construction With respect to the federal Constitution, the Jeffersonian Republicans are usually characterized as strict constructionists who were opposed to the broad constructionism of the Federalists. To what extent was this characterization of the two parties accurate during the presidencies of Jefferson and Madison? Document A: Identify who and when: Jefferson, 1800 What does this tell you? Strict constructionist, during Adams’ presidency What outside information/events does this refer to?Constitution gives states’ power, anything that goes to the states, independence – states. What is this event about? Election of 1800. Democratic Republicans to keep majority in legislative branch: What does this document say? Relies on the Constitution as the best structure of the government. Strict Document B: Identify who and when Jefferson to Miller (a minister) 1808 What does this tell you? End of Jefferson 2nd term, Madison to be p resident What outside information/events does this refer to? Separation of church and state.What is this event about? The presidents before him had asked people to fast for a day, this precedence is over What does this document say? The president is not allowed to make any decisions that require the government to make religious choices for the people. Document C: Identify who and when Anderson cartoon, 1808 What does this tell you? Embargo Act 1807 (Ograbme backwards) What outside information/events does this refer to? Signed by Jefferson – stopped all trade between America and all countries.Goal was to get France and GB to restricting US trade, eliminate GB’s higher quality of production so that the US would have more power. Drew GB and US into War. What is this event about? What does this document say? Turtle is the Embargo Act (stepping on the act), person is trying to trade Superfine tobacco with GB. By biting him in the butt, holding him back. Document D: Identify who and when Daniel Webster, New Hampshire Federalist – Conscription Bill a draft for soldiers (1814) What does this tell you? What outside information/events does this refer to?A draft What is this event about? Recruiting soldiers for the War of 1812 What does this document say? Madison – was loose in interpretation because he found this necessary. Loose Document E: Identify who and when Hartford Convention, 1814 What does this tell you? New Englanders who were looking to amend the Constitution to give congress less power and states more power. What outside information/events does this refer to? end of the War of 1812. What is this event about? What does this document say? States to adopt these changes to the constitution. 2: No new state can be added, #3: Congress can’t lay an embargo, #4: Congress can’t regulated trade without 2/3 of Congress. Were these passed, yes, by the Hartford Convention. Added to the Constitution, no. Document F: Identify who a nd when, John Randolph, 1816, proposed tariff a. What does this tell you? D/R Madison is president, is turning into old Federalism – Federalists are generally in NE What outside information/events does this refer to? manufacturers are in NE and house the factories that the south depend on.Now that the Hartford Convention has threatened to secede from the nation, Madison must keep the country together. To do so, he offers an incentive. What is this event about? What does this document say? Loose! Document G: Identify who and when, Jefferson, 186 (way after his presidency) What does this tell you? While he is not in power, he reflects on the current political state. What outside information/events does this refer to? What is this event about? What does this document say? Government must change with the changing times. Therefore a strict reading of the constitution is not always the best idea.Loose Document H: Identify who and when, Madison, 1817, final year of his 2nd term What does this tell you? What outside information/events does this refer to? Madison has just used his executive privilege of veto. He vetoed an internal improvement bill (to make roads and bridges better between states) What is this event about? While bridges and roads that connect states may be important, it is not directly written into the Constitution, therefore left to the states to deal with. It is because of this that he cannot sign the bill. VERY Strict!

The Conformist,cinema paradise,life is beautiful,marriage italian Essay

The Conformist,cinema paradise,life is beautiful,marriage italian style - Essay Example In film, fantasy is very much difficult to define since fantasy is both broad enough to include any fictional films that may happen in real life and narrow enough to remove other works that may actually belong to the said genre (Walters 1). At any rate, fantasy is still any form of departure from an individual's reality or every day existence (Walters 1; Fowkes). Bulgarian philosopher, Tzvetan Todorov, says that fantasy films are simply any plot that goes from marvelous to uncanny to fantastic (Walters 9-11). Marvelous refers to the self-containment of the story wherein the viewer would not be questioning the reality of the film. Uncanny would be the ability of the plot to be explained psychologically despite being unreal and fantastic refers to the ability of a character or a viewer to experience hesitation when faced with an impossible situation. This essay focuses on the comparison of Roberto Benigni's Life is Beautiful and Guiseppe Tornatore's Cinema Paradiso under the idea that both films can be considered as fantasy films. In line with this, Todorov's marvelous-to-uncanny-to-fantastic definition would be considered as the backbone of the comparison. Marvelous Basically, when it comes to questioning the reality of the story, Benigni's Life is Beautiful is quite difficult to ask. ... If one would think about it, how is it possible for anyone not to notice the stranger child on the table? Since these children are actually sons and daughters of important people in Germany, it would of course be obvious that they have dined together for more than one occasion. This would mean that they were actually familiar with one another. However, Guido's son still passed as one of them. Apparently, the story-telling and the idea of the film seem to be flawless making the viewers not question the events in the film. Therefore, by Todorov's definition, Benigni's Life is Beautiful has passed the first stage of a fantasy film—it is marvelous. On the other hand, Tornatore's Cinema Paradiso, is also quite similar to Benigni's film. Basically, in Cinema Paradiso, events such as the scene where the movie-house burned down may have left one thinking a to how such small fire glare in the entire room. Realistically, of course, movie films are known to catch fire very fast, making t he scene of real-standards. However, going back to the scene, the only movie film in the room was the one playing. It caught fire probably due to the overheating of the equipment. But, how it spread out would be a matter of question seeing that it did not actually touch anything that may cause the flames to emblazon. But, unlike Benigni's story-telling, this scene in Torante's film could easily be looked over since it is hidden by facts, making this film also marvelous. Comparing the two films under such definition, however, Torante's would be more marvelous compared to Benigni's. This is because, Torante's ability to tell the story is quite more convincing since the marvel of the audience would not be left hanging compared to Benigni's. In this sense, since Benigni's

Personal professional development Case Study Example | Topics and Well Written Essays - 500 words

Personal professional development - Case Study Example nts in the gathering are some of those experiences which enable the leaner to explore those things and topics and issues which have not been read and understood previously. Many sources enable students to learn new and important things. For example, journal articles, books, website information and tutorial videos on YouTube are the most important sources for self-managed learning strategies. Self-reliance would be a key advantage. In the traditional learning style, a learner is required to rely on the support and attention of a tutor. And for this purpose, the learner is required to receive time, energy and attention from the tutor whereas the learner does not face such issues but more reliance is put on one’s own learning abilities in the self-managed learning approaches. Self-confidence is also improved. It has been observed that when a learner receives knowledge from a tutor; he is not only relying but also obtaining support for developing confidence on the learned things. On the other hand, the learner relies on the self-learning and self-managed strategies in which self-confidence is also increased naturally. The above mentioned self-managed learning approaches are only useful when the application of SWOT analysis is carried out. The SWOT stands for strengths, weaknesses, opportunities and threats as well.1 These four strategic words enable a learner to pinpoint and understand his/her own strengths, weaknesses, opportunities and threats as well. For example, if the learner is confident about some key words which are mainly used for understanding a topic, he can use and avail the source of the Internet for quickly learning new knowledge and improve self-confidence and experience a reduced reliance on the support of the tutors. It is not possible to use all constituent parts of the SWOT simultaneously. The SWOT approach has four parts and each one is totally and markedly different from the other. Under this situation, it would be very difficult to fully

Marketing Planning Essay Example | Topics and Well Written Essays - 2500 words - 1

Marketing Planning - Essay Example ............................................ 3.0 How are we going to get there?.................................................................................. 4.0 Implementation........................................................................................................... 5.0 Ethical issues............................................................................................................... 6.0 Possible problems........................................................................................................ References Appendix Marketing Plan: Sainsbury’s 1.0 Introduction J Sainsbury Plc is a supermarket chain in the United Kingdom currently maintaining a 15 percent market share (Thompson 2010). Sainsbury competes with major supermarkets such as Tesco, Morrison’s and Asda. Tesco, the company’s main competitor holding 28 percent of market share in the UK for this industry, has maintained its leadership position through innovation in p roduct and service delivery as well as global brand loyalty. Sainsbury offers traditional products in the food category and has recently diversified to include clothing styles that are exclusive to the supermarket. Sainsbury is recognised not only for its high quality products, but for its emphasis on corporate social responsibility which provides the company with a positive brand reputation. However, Sainsbury’s is unable to outperform its main competition, which is attributable to lack of effective promotion. This marketing plan focuses on building revenues through marketing of the company’s new clothing line, branded under the name Tu. The Tu line targets young adult female consumers, providing lightweight and contemporary clothing with a fashion-forward design and motif. The company had, until recently, believed that the Tu line was a â€Å"stand alone brand† (Sainsbury 2011, p.3). However, the Tu clothing line cannot support revenue growth for the supermark et chain without creating a brand personality and developing a more effective promotional campaign. 2.0 The marketing plan This section highlights the rebranding strategy necessary to achieve brand recognition and brand preference in the young female target market and relevant audits of the current situation faced by the Tu clothing line. 2.1 Current situation Currently, the Tu clothing line provides Sainsbury with ?680 million in sales revenues (Reid 2013). This is insignificant considering the costs of distribution, manufacture and importation of materials utilised for production. Sainsbury is attempting to compete with such companies as Marks & Spencer and Zara which produce similar fashion merchandise under a fast fashion model. These competing organisations have well-established brands and consumer loyalty for providing relevant and modern fashion styles, making it difficult for the company to lure consumers to the Tu brand. Additionally, the Tu brand boasts 60 percent of its c urrent sales volumes stemming from impulse shoppers, meaning that consumers are not actively seeking to shop for clothing at Sainsbury’s market, instead purchasing whilst shopping in the supermarket for food products. Sainsbury’s corporate leadership recognises this shortcoming and points out that consumers have â€Å"tight budgets† and the business must â€Å"create outfits that catch attention† (The Guardian 2012, p.2). Sainsbury is also redeveloping the in-store experience to enhance the clothing shopping experience, adding fitting rooms and floor models that emulate the fashion floors of

Philosophy Essay Example | Topics and Well Written Essays - 1000 words - 3

Philosophy - Essay Example Descartes would respond to this challenge by saying that there is one thing we can know for sure, and that is that there is a â€Å"we,† or at least an â€Å"I.† This is certain beyond anyone possible doubt, because doubt necessitates it. If I doubt that I exist, then there must be an â€Å"I† to have the experience of doubt. So from doubt emerges certainty. This process is entirely mental and depends not at all on what the senses tell us is actually out there. That is good, because our senses may be lying to us. Descartes’ evil genius or demon could have our brains floating in a vat or our bodies hooked up to a bio-chamber like the ones on The Matrix. This being the case, how can I know that the street I see from my window is actually there? How can I be sure that the flowers I smell are there? A sadistic entity might deceive me into thinking that I am taking a whiff of a bed of roses when in actuality I’m smelling a pile of horse dung. In the same way, my sandwich might be a plate of sand and the music I listen to the screeching of fingernails on a chalkboard. All of this could have been set up for the amusement of the demonic genius who controls me. But there is one thing that said villain cannot do. He cannot trick me into believing that I exist if I don’t. ... Thus it is my rational mind, using the tools of science, that will get at the truth, separating fact from fiction in what my senses say. Nonsense, says David Hume. People can have ideas, even complex sets of ideas, that all fit together and sound good yet are totally fallacious. Aristotle developed a system of physics that fit this description perfectly. I can develop a theory that a young lady loves me, based on such rational notions as, â€Å"After all, I’m a fine young man, and don’t young ladies tend to fall in love with fine young men?† But when I test the theory out and ask her for a date she might say no. My ideas of what he feelings must be had no correlation with the outside world at all. So, for Hume, all we can know is what our senses tell us. But he carries this a step further, saying that f all we can know is what our senses tell us, then deductions made on the basis of observations can never be trusted. An example can be seen in a game of billiards. The stick hits a ball that hits another ball, and all are in motion one after the other. We conclude from this that there is some sort of force that one object passes to the other and develop theories about inertia and momentum. But, did we see this actual force? No. We saw a stick make contact with a ball, which set out in motion and struck another ball, which in turn launched into motion. But, for all we know, one did not cause the other. The balls may have some sort of internal property that sets them off, and it is sheer coincidence that this principle kicked in at the moment each was struck by the other. This being the case, what can we ever really know? Well, we can know that stuff happens. How or why it occurs, on the other hand, is forever

Strategic Planning & Decision Making (SWOT Analysis) PART TWO Assignment

Strategic Planning & Decision Making (SWOT Analysis) PART TWO - Assignment Example The company mission statement; to save people’s money as a way of uplifting their lives has shaped the company policies. This is because the company has focused on cost reduction in order to ensure price leadership (Kneer 2009). The company targets the medium income earners with an average annual income of $35000. The company has also focused on implementing new technology as a way of keeping it ahead of its competitors and ensuing that it delivers quality products and services to its consumers. One of the main strengths that Wal-Mart has is that they are able to offer a wide array of goods in one store. Moreover, because of its large scale of economies, the company is able to offer competitive prices which are highly discounted with make them offer the best prices. This makes the company stand out because its rivals may not have the advantage since they may not have the advantage of getting huge discounts from supplier that comes with buying goods in bulk. These discounts are then passed down to the consumers (Kurtz, 2013). The consumers can thus buy different good within a single store at low prices which is quite convenient. Another strength that makes the company outstanding is the fact that the company sells goods with their own brands together with good from other major brands. This makes it possible for the company to reach out to a wider market as it supplies different segment of the market. This is in contrast with her competitors who may focus on selling products form a single brand. The consumers thus have a wide range of substitute products to pick from which is convenient. A major weakness facing this company is that since it is focused on offering goods at low prices, its clients may sometimes question the quality of these products. This is because high prices are often associated with high quality. The company could overcome this problem by consistently ensuring that all

Cost and Benefits of Hybrid Cars Essay Example for Free

Cost and Benefits of Hybrid Cars Essay Have you pulled your car up to the gas pump lately and been shocked by the high prices of gasoline? The Auto industry has the technology necessary to address this concern. . It’s the hybrid car. Today, there are many different models out there in the market and most major manufacturers are involved in developing them. Hybrid cars will save the drivers a lot of money. The purpose of this paper is to identify the costs and show the benefits of this awesome vehicle. Identifying Costs. This section is designed to compare and contrast all the costs that we will see in the decision of purchasing a new hybrid car. It’ll include all monetary costs and all non-monetary costs. I will be comparing the costs of buying a new hybrid to other regular non-hybrid vehicles in order to better see the differences. A. Gasoline Car Loan People are obsessed with spending less money on gas. Websites have even been created to help the penny-pinching consumer find the cheapest option close to home. Hybrid cars get really good MPG (miles per gallon). In my opinion, the best way to find out if switching over to a new hybrid car is a good idea is to compare the prices and costs. I’ll use my own car as an example, if I were to replace my paid-off 1999 Honda Accord, which only gets 25 mpg, with something more economical; I would consider a Toyota Prius or a Corolla. The following chart shows how much money I would save if I made the change. |2012 Auto |Miles per Gallon (MPG)|Monthly Gas |Sticker Price |Monthly Payment |Net Monthly | | | |Savings | | |Savings | |Toyota Prius |55 |$ 70. 71 |$21,275. 00 |$386. 56 |$(315. 85) | |Toyota Corolla |36 |$ 34. 72 |$14,005. 00 |$227. 83 |$(193. 10) | The table above, shows us how much more it is to save if purchasing a Prius over a Corolla (Hensley 2011). On the other hand we can see that the sticker price of a Toyota Prius is more expensive than the Corolla. The monthly payment above is calculated at a 5. 5% APR. However in the long run we will be saving so much more if we chose the Prius, because the money that we are saving on gas every month could be used to pay off the difference in the Sticker Price. With gas prices skyrocketing again like they did in 2008, this will be the best decision to make. The following chart will give us more insight on gas prices (Hensley 2011). [pic] B. Taxes Even though the final selling price is including taxes, there are many things to note about tax credits per hybrid car. There is no set tax credit, and it depends on what vehicle you buy, so remember not to only take into account the miles per gallon and price, but also the varying tax break incentives. The list of IRS-certified vehicles is not always the same; automakers keep producing hybrids that are qualified and adding them to the list, we need to make sure we look at the updated data. Also, another thing about hybrid tax credit is that they are reduced every year and eventually is eliminated, so make sure to check out the phase out dates that are determined by different manufacturers. Credit amounts begin to phase out for a given manufacturer once it has sold over 60,000 eligible vehicles. It is all depending on the year, for example if we go back to 2005, you can save anywhere from $500 all the way up to about $3,400 (Fuel Economy. gov). Sometimes, it can be a guessing game, but remember, we will be saving something and it adds up! Vehicles purchased after December 31, 2010 are not eligible for this credit (Fuel Economy. gov). C. Registration Fees and Other Monetary Costs The registration fee is the amount charged by the state to register a new car, assign a title (legal proof of ownership) and cover the cost of license plates. The dealer provides this service for you; saving you a trip to the DMV or registry but the money goes to the state. There are other fees that need to be paid when buying a new car such as: doc fees, taxing the trade-in, taxing rebates and dealer fees. However; when buying a Prius those fees will be the same as buying a regular car so further explanation is not necessary (Karim, Layton). D. Non-monetary costs The time it takes to go buy a car would be one non-monetary cost. Let’s say I was going to go buy today. Since I work 40-hours a week and get paid $9. 00/hr, I would have to get at least 10 hours, 5 hours off of work and 5 hours off my personal time. I could use this time to go to the dealership pick out the car and do all the loans and transactions necessary. Filling out all that paper work can take a lot of time, and since I am a college student I need time for school as well. Therefore my Non-monetary cost is 10 hours of my time from my work-time/personal time. Another cost would be the amount of gas that it takes to drive to the dealership and the time it takes me to travel there. If someone is accompanying me and helping me decide which car I want, I am also using their time which could be almost as much as my time. Benefits 1. Savings at the Pump All Hybrids get a better fuel economy than their counterparts. 2. Lower Insurance Rates Insurance rates can depend on many things such as your driving record, your age, and it can also depend on the model car you drive. Driving a Prius will lower your insurance rate from 5-10%! 3. Government Assistance The Federal Tax credit was also a great benefit although they stopped giving it at the end of 2010(Fuel Economy.gov). 4. Lower Emissions A fact that should be considered is that 97% of all vehicles in the U. S are dependent on Oil. Also with lower emissions it’ll help less Carbon Monoxide adding to Global Warming. In fact, Regular vehicles create 1/3 of the greenhouse effect (Karim, Layton). The key thing here is that the amount of pollution allowed does not depend on the mileage your car gets. But a car that burns twice as much gas to go a mile will generate approximately twice as much pollution. That pollution will have to be removed by the emissions control equipment on the car. So decreasing the fuel consumption of the car is one of the surest ways to decrease emissions (Karim, Layton). 5. Special Car-Pool Lanes In some states if you own a hybrid car, you are allowed to use a special car-pool lane regardless how many people are in the vehicle. After identifying all the monetary and non-monetary costs. We can see that the Sticker price is more expensive than purchasing a regular vehicle. However, in the long run with the gas mileage we will be receiving from this awesome hybrid technology it will payoff for everything that we’ve spent. It’s sort of an investment. If we add all the benefits, we can see that we are not only benefiting ourselves when we purchase a hybrid but we are helping the environment and our world (Fuel Economy. gov). More people are buying more hybrid cars everyday, the sales of hybrid cars increased 141% from 2004-2005 (Karim, Layton). In conclusion, I recommend everyone that if they are looking to buy a new vehicle, hybrid is the way to go. All the benefits we receive from it are totally worth it, and although the cost might be somewhat high in comparison to other cars, it’s worth it. Not only will we be saving gas driving to work, school and other places, but also we won’t take into as much consideration the price of gas next time we stop at the gas station! References Fuel Economy. gov. (n. d. ). Retrieved from http://www. fueleconomy. gov/feg/hybrid_sbs_cars. shtml Hensley, R. , Knupfer, S. M. , Krieger, A. (2011). The fast lane to the adoption of electric cars. Mckinsey Quarterly, (1), 10-14. Nice, Karim, and Julia Layton. How Hybrid Cars Work 20 July 2000. HowStuffWorks. com. 04 April 2012.

Importance of Job Satisfaction

Importance of Job Satisfaction PREFACE Management education is unusual combination of academic learning and practical expertise and in order to produce an executive, the two have to be interwoven. The practical training in any organization in domain of a management course has pivotal importance in not only expose the management student to the actual work situations thus giving them a rich in sight in to what practically goes on behind in the industrial climate and government institution and boards of India but it also help the students, who are eager to learn, to imbibe the latest in diverse areas and capitalize on it. Thus practical training in any industry or organization inculcates in the students, the skill and aptitude, which will position them to take full advantage of opportunities. I had privilege of receiving my practical knowledge about the training in BIG BAZAAR keeping in line with the objective of the3 customer oriented approach to be followed by a public utility organization. During my training, I was allotted a project to study the job satisfaction in BIG BAZAAR. I have tried my level best to make this project a success, obviously with in the parameters of constraints. I hope that the project report will be evaluated in this light and appreciate INTRODUCTION TO HRM Management is defined as that field of the human behavioour in which managers plan, organizes ,staff , direct and control human, physical and financial resources in an organization effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. It is clear from definition that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. Thus human resources are a crucial sub-system in the process of management. The term human resources is quit popular in India with the institution of ministry of Human Resources Development in the Cabinet. The modern organization setting is characterized by constant changing relating to environment factors and human resources. As regards environment factors we find changes in the operating organization structure, the network of working procedures, customs or norms and economic, political and social patterns in which organization exist. There is a constant change in human resources, new ideas and expectations. The existing work force is constantly with new ideas, attributes and values. To look after the various function set for the organization adequate resources in men and material have to be arranged by individual who serve as managers or supervisors within the organization. Such people have to make thing to achieve objective of organization. To achieve their objectives four important Ms should be utilized. Example: MONEY MATERIAL MACHINERY MEN The success, failure of organization depends on the above factors DEFINITION Human Resource Management is the method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their efforts to the organization. Human Resource Management is the planning, organizing, directing and controlling of the procurement development , compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives of accomplished. Human Resource Management in an extension general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. SCOPE The well known Aristotelian saying is worth quoting while analyzing the scope of HRD. Aristotle said, it is as natural for human being to development and achieve his full potential as it for an acorn to grow in to a majestic oak tree. The focus of HRD essentially is on enabling people to self actualize through a systematic process of developing their existing capabilities of people both in the present and future. HRD has a wide ranging scope as its objectives included: Developing a climate for the employees to discover, to develop and use their full capacities for the organization. Increases the capacity of an organization to attract, retain and motive talented employees. Facilitating systematic generation of information on human resources for man power planning, development placements, carrier planning and succession planning. IMPORTANCE OF THE HRM Human resources play a crucial role in the development process of modern economics. Arthur Levis observed, there are grate differences in development between countries which seems to have roughly equal resources, so it is necessary to enquiry in to the differences in human behavior. It is often felt that, through the exploitation of natural resources and international aid play prominent roles in the growth of modern economies, none of these factors more significant then efficient and committed man power. It is infant, said that all development comes from the human mind. AIMS OF HRM Improve performance of individual on the present job. Improve competence of individual to perform future jobs. Improve group dynamics and effectiveness. Integrate individual goals with organizational goals. Encourage creativity Increase JOB SATISFACTION INTRODUCTION Job satisfaction is a great concern to any organization. As a new employee, he had limited time but ample exposure to varying degrees of job satisfaction. Job satisfaction has been the subject of research and pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. An individuals attitude about his or her job should have meaningful implications about how he or she does it. Many human relations era researchers sought to establish job satisfaction. However, cited conflicting research results and questioned this view. Performance leads to job satisfaction. This has become the generally accepted view. Even so, the strength of the relationship appears to be very weak. The importance of job satisfaction lies not in its relationship with performance but with its stabling effects ( reducing tardiness, absenteeism, and turnover ) and through its effects on cohesion ( increasing organizational citizenship behaviors and ornizational commitment ). Job satisfaction appears to mediate the effects of in role performance, role conflict, and job induced tension on intent to leave and extra- role performance. MEANING Job satisfaction is one of the criteria of establishing a healthy organizational structure in an organization. Job satisfaction as general attitude of the workers constituted by their approach towards the wages, working, conditions, control, promotion related with the job, social relations in the work, reorganization of talent and some similar variables, personal characteristics, and group relations apart from life. Job satisfaction is the sentiments related with the job conducted. DEFINITION According to Happock Job satisfaction is Any combination of psychological and environmental circumstances that causes and person truthfully to say I am satisfied with my job. Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values. THE IMPORTANCE OF JOB SATISFACTION The most importance evidence which indicates that the conditions of an organization got worsened is the low rate of job satisfaction. The job satisfaction is the condition of establishing an healthy organizational environment in an organization. Individuals want to maintain statute, high ranks and authority by giving their capabilities such as knowledge, ability, education, health etc. to their jobs for which they spend most of their time. The individuals who cannot meet their expectations with regard to their jobs become dissatisfied. Thus, this dissatisfaction affects the organization for which she/he works. Job satisfaction is very important for every persons motivation and contribution to production. Job satisfaction may diminish irregular attendance at work, replacement of workers within a cycle or even the rate of accidents. GUIDELINES FOR THE JOB SATISFACTION: Commitment to Quality Organizations are required to provide objective evidence showing Proactive involvement of the management in quality acuities through: Prioritization of equity as a critical success factor for the organization Ensuring that quality performance goals, objectives and targets are set, realized and regularly reviewed ( This may include compliance the required resources (financial, human, metirial time, information and others) Quality Policy the level of its awareness in the organization Ensres all members of the organization are involved in the quality activities shows that the management seek and receive feedback from staff, customers and others. Requires management to regulary review the quality activities throughout the organization including quality objectivities and policy is appropriate, relavant and suitable for the achievement of the organizations vision demonstrates effectiveness of the quality system through reviews and audits is played in locations readily accessible to all. Implementation of strategy Availability of documented action plans and their communication to concerned people. Steps taken by the organization to ensure successfully implementation of quality activities ( by such techniques as determining its strengths, weakness, opportunities and threats- SWOT or ensuring that planned activites are SMART- specific , Measurable, Achivable, Realistic and Timed) How the organization monitors or keeps track of progress in the implementation of its activates. Whether the organization carries out planned reviews and updating of the activates /plans during implementation. Customer and market focus The criteria seeks to find out how organizations reach out to existing and potential customers and how they address the markets place and customer quality requirements, expectations, needs and wants. Also organization are required to show how they care for their customers and ensure their satisfaction. Customer needs identification The organization has a documentated procedure for the collection of information on customer needs and markets place quality demands. The organization find out the short and long term stated and implied needs , wishes and wants of the existing and potential customers. Organization decides which customer requirements to focus on and which market segments to serve. Organizations establishments care education. Organization establishes, sustain and improve its relations with customers and others. The organization educate its customers on how to make best use of the products or serves and what records are kept for customer care and education activities conducted. Customer satisfaction measurements and monitoring The organization carries out measurement s and monitoring to establish levels of customer satisfaction. The organization handle complains and review and improve current customer satisfaction levels. FACTORS OF JOB SATISFACTION To better understand employees attitudes and motivation, Fedric Hezberg performed studies to determine which factor in an employees work environment caused satisfaction or dissatisfaction Hezberg found that the factors causing job satisfaction were different from those causing job satisfaction . He developed the motivation hygine from those causing job dissatisfaction. He developed the motivation hygiene theory to explain these results. He developed the satisfaction .He called the satisfiers as motivators and dissatisfies as hygiene factors that factors , using the term hygine in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction Hezberg reasoned that because the factor causing satisfaction are different from those causing dissatisfaction, the two feelings can not simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction but rather no satisfaction . Similarly the opposite of dissatisfaction is always dissatisfaction. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect yours bottom line, as temps recruit mint and retraining take toll. But few practices (in fact, few organizations ) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them . Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. Family physicians who can create work environment that attract, motivate and retain hard working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost- efficiency. What is more, physicians may even discover that by creating a positive work place for their employees, they have increased their own job satisfaction as well . HERZBERGS THEORY In the late 1950s, Fredric Herzberg, considered by many to be a pioneer in motivation theory, interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: Think of a time felt especially good about your job. Why did you fell that way ? Think of a time when you felt especially bad about your job. Why did you feel that way ? From these interviews Herzberg went on to develop his theory that there are to dimensions to job satisfactions : motivation and hygine'(see Two dimensions of employee satisfaction ) Hygine issues, according to Hezberg, can not motivate employees but can minimize dissatisfaction, if handled properly. In order words, they can only dissatisfy if they are absent or mishandled. Hygine topics include company policies, super vision, salary, interpersonal relations and working conditions. They are issues related to the employees environment. Motivators, on the other hand, create satisfaction by fulfilling individuals needs for meaning personal growth. They are issues such as achievement, reorganization ,the work itself ,responsibility and advancement, Once the hygine areas are addressed said Herberg, the motivators will promote job satisfaction and encourage production. APPLYING THE THEORY To apply Herzbergs theory to real- world practice, lets begin with the hygiene issues. Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible. COMPANY AND ADMINISTRATIVE POLICIES An organizations policies cabin be aggregate source of frustration for employees if the policies are unclear or unnecessary or if not every one is require to fallow them. Although employees will never feel a great since of motivation or satisfaction due to your policies, you can decrees dissatisfaction in this area by making your policies are fair and apply equally to all. Also, make printed copies of your policies and procedures manual easily accessible to all members of your staff if you dont have a written manual, create one ,soliciting staff in put along the way if already have manual, consider updating it ( again, with staff in put ). You might also impair your policies to those of similar practices and ask yourself whether particular policies are unreasonably strict are whether some penalties are too harsh. SUPERVISION To decrease dissatisfaction in this area , you must begin by making wise decisions when you appoint some to the role of supervisor. Be aware that good employees do not always make good supervisors. The role of supervisor is extremely difficult. It require leadership skills and the ability to treat all employees fairly. You should teach your supervisors to use positive feedback whenever possible and should establish a set means of employee evaluation and feedback so that no one feels singled out. SALARY The old adage you get what you for tents to be true when it comes to staff members. Salary is not a motivator for employees, but they do want to be paid fairly. If individuals believe they are not compensated well, They will be unhappy working for you. Consult salary surveys or even your local heap-wanted ads to see whether the salaries and benefits youre offering are comparable to those of other offices in your area. In addition, make sure you have clear policies related to salaries, raises and bonuses. INTERPERSONAL RELATIONS Remember that part of the satisfaction of being employed is the social contact it brings, so allow employees a reasonable amount of time for socialization (e.g. Over lunch, during breaks, between patients ). This will help them develop a sense of camaraderie and teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and offensive, comments. If an individual continues to be disruptive, take chare of the situation, perhaps by dismissing him or her from the practice. WORKING CONDITIONS The environment in which people work has a tremendous effect on their level of pride for themselves and for the wok they are doing. Do everything you can to keep your equipment and facilities up to date. Even a nice can make a world of difference to an individuals psyche. Also, if possible, avoid over crowing and allow each employee his or her own personal space, whether it be a desk, a clerk, locker or even just a drawer. If youve placed your employees in close quarters with little or no personal space, do not be surprised that there is tension among them. Before you move on to the motivators, remember that you cannot neglect the hygiene factors discussed above. To do so would be asking for trouble in more than one way. First, your employees would be generally happy, and this would be apprent to your patients. Second, your hand working employees, who can find jobs elsewhere, would leave, while your mediocre employees would stay and compromise your practices success. So deal with hygiene issues first then move on to the motivators: WORK IT SELF Perhaps most important to employees motivation is healing individuals believe that the work they are doing is important and that their tasks are meaningful. Emphasize that contributions to the practice result in positive outcomes and good health care for your patients . Share stories of success about how an employees actions made area difference in the life of a patient, or in making a process better. Make a big deal out of meaningful tasks that have become ordinary, such as new- baby visits. ACHIEVEMENTS One premise inherent in Herzbergs theory is that most individuals sincerely want to do a good job. To help them, make sure youve placed them in positions that use their talents and are not set up for failure. Set clear, achievable goals and slandered for each position ,and make sure employees know what those goals and standards are. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their job. Be careful, how ever, not to overload individuals with challenges that are too difficult are impossible, as that can be paralyzing. RECOGNITION Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes dont have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing something well, take the time it acknowledge their good work immediately publicly thank them for handling a situation particularly well. Write them a kind to establish a formal recognition program, such as employee of the month. RESPONSIBILITY Employees will be more motivate to do their jobs well if they have owner ship of their work. This requires giving employees enough freedom and power to carry out their tasks so that they feel they own the result. As individuals mature in their jobs, provide opportunities for added responsibility. ADVANCEMENT Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work he or she has achieved. When feasible, support employees by allowing them to pursuer further education, when feasible, support employees by allowing them to pursuer further education, which will make them more valuable to your practice. HOW TO IMPROVE JOB SATISFACTION: Provide workers with responsibility- and let them use it Show respect Recognize The Whole Person Mark out a clear path to growth Work flexibility in organizations. HOW ORGANIZATION PLANS FOR FUTURE JOB SATISFACTION It identifies sources of job satisfaction and disaffection and among administrative and support staff and describes their impact. It examines staff plans for the future, and the likelihood of them remaining within the higher education sector. GENERAL SOURCES OF JOB SATISFACTION Most of the distractive staff who took part in the focus groups gained satisfaction from the role they played in higher education. They were less satisfied with developments in higher education which had eroded the rewards gained from working in the sector. Staff expressed a strong commitment to higher education and the contribution they were making to the greater good. Most staff derived great job satisfaction from this than they would from a job offering only monetary rewards. Staff also felt that working in higher education was socially rewarding. Several identified the friendly and supportive relationships they had developed with students and colleagues as being something which which gave them great satisfaction. One said I work students all the timethey are very enthusiastic and that rubs off on you. This was particularly the case for staff based in department with opportunities to build relationships with students. They had gained considerable satisfaction from watching students move through the higher education courses. These tangible outcomes were highly valued by some staff. Many staff appreciated the fact that the structure of higher education enabled them to work in small enough units to develop close working relationships with their colleagues. One commented because theres only a limited number of people, you get to know people from all across the library. You actually really like your own staff thats a nice feeling. They also valued the opportunities which working in higher education offered to meet other people working in different departments. Specific sources of job satisfaction In addition to these strong general themes of satisfaction, more specific sources of job satisfaction were linked to how staff entered higher education. The niche-finders This group of staff gained job satisfaction from the factors which had initially attracted them to higher education. They liked the variety offered by their work in higher education. They found their jobs interesting and stimulating. More important, they expressed the belief that, despite the increasing pressure of their jobs, higher education remained a less stressful working environment than the private sector and still compared favourably to the private sector. Yet many felt that the gap between the two sectors was closing. The job is interesting, but unfortunately that interest is becoming a pressure now. I mean I still enjoy my job (but theres no time to) sit back and enjoy it. The subject specialists Staff in this group also derived most of their job satisfaction fro the factors which had originally attracted them to higher education. They still appreciated the opportunity to work in a stimulating and interesting environment. Most also felt that they had developed intellectually from contact with academics and students. The subject specialists often displayed higher levels of job satisfaction then the niche-finders because of their commitment to their subject and the satisfaction they derived from pursuing their interest or specialism. One explained.. my passion in life is careers education thats all I think about. (1) absolutely love it. An administrator elaborated further: It is the subject, not the job, I enjoy, I am actually earning money out of doing something that I enjoy its purely because I am actually earning money doing something that I enjoy doing. It is the subject, not the system. This group of staff gained particular satisfaction from their involvement with academic staff and students who were working in their subject area. The new professionals: This was clearly the group of staff who were getting the most satisfaction from working in higher education, at the time of the group discussions. Rather than being threatened or undermined by recent developments in higher education, they were products of the change. They benefited from the direction and pace of change and valued the dynamism of a rapidly changing environment. One explained. I like my work. I was interested in (the subject) and I saw a job advertised, but it is ..improved. You know Ive grown into the job. These staff, more than any other group of administrative and support staff, believed that they received recognition for the role they played within higher education. They were also the only group who said that they felt valued and appreciated by the new management culture. Some of the younger members of this group also perceived themselves to be relatively well paid for the work that they did. General sources of job dissatisfaction Unlike job satisfaction sources of job dissatisfaction were not strongly related to individuals original motivations for working in higher education. This was because: General levels of dissatisfaction were high among all staff; and The factors causing dissatisfaction related more to the context within which staff worked, rather than their specific individual circumstances. Several important, recurring themes were raised in all of the group discussions. Lack of opportunities for progression The biggest single source of job dissatisfaction identified by staff was the nature of the career structure for administrative and support staff. The experiences of the high proportion of staff who where stuck at the top of their grade with no possibility of progression as have the general feelings about the lack of career prospects. Dissatisfaction was intensified by the perception that regarding decisions were motivated by financial concerns rather than judgments about individuals performance or the demands of their job. Lack of recognition Dissatisfaction of staff around lack of recognition was not simply related to an inability to make progress in their careers. Most of the anger and frustration staff expressed focused on their perception that their lack of opportunities result from a general low regard for administrative and support functions within higher education. This lack of recognition ahs probably always existed in higher education. Yet significant changes in the roles and responsibilities of administrative and support functions within higher education and the increasingly important central role these staff now play. Despite these changes, staff believed that their contribution was still neither recognized nor valued. Administrative and support staff who worked closely with academics were particularly likely to feel undervalued. They found that academics either dismissed their views or did not consult them at all. Many felt that the academics they worked with did not recognize the importance of the service they provided. A central administrator said: I dont like dealing with (academics) they dont think (my jobs) important and they think its a waste of time. I dont like dealing with (them). A departmental administrator agreed. I do think they sometimes think they are above the admin. As a result, administrative and support staff often felt their work was undermined by academic staff. Staff attributed the undervaluing of administrative and support staff at least in part, to the fact that their work went largely unnoticed. For many of them, the most important indicator of success was that systems ran smoothly and efficiently without giving other people cause for complaint. In this sense, they were only visible when systems broke down or went wrong. One said: . If youre doing wrong its clearly shown This is wrong. But if you do something right its never told Youve done right. So you always are in the repeat state of (thinking) This might be wrong. A computer officer explained: with the advent of the new technologies and advances of IT more has been able to go wrong. And when they go wrong, they go wrong in a slightly more spectacular manner. And academics always pick up on this even when no member of the university is at fault, we are the first people into the nest, because.. we should know about these things. This lack of recognition and reward for good performance was common to all staff and contributed considerably to negative feelings about their job. One said: It would be nice if its recognized elsewhere, from the management and staff saying Yes, you have done a good job. You are achieving. You are somebody who we are lucky to have. Another expressed a similar sentiment, saying: You do need those pats on the back. You do need those. Pay The issue of financial rewards was a further source of job dissatisfaction for most administrative and support staff and was strongly related to concerns about progression and recognition. The basis for staff dissatisfaction, however, was not simply low pay. Most of them had knowingly entered a relatively low-paid sector. Their dissatisfaction stemmed from their belief that their pay levels did not recognize the increasingly central role played by administrative and support staff within higher education. Nor had their pay scales kept up with the growing level of responsibility that administrative and support staff were taking on. An administrator explained. Im on a secretarial grade and secretarial pay but Im. actual