Fifty Shades of Grey Essay Example for Free

cardinal sunglasses of Grey EssayErotic romance by British creator E. L. James. Set largely in Seattle, it is the starting line instalment in a trilogy that traces the deepening relationship amidst a college graduate, genus Anastasia Steele, and a young business magnate, Christian Grey. It is nonable for its explicitly erotic scenes featuring elements of sexual practices involving bondage/discipline, dominance/submission, and sadism/masochism .The second and third volumes are titled Fifty Shades Darker and Fifty Shades Freed, respectively. Fifty Shades of Grey has topped best-seller lists around the world, including the United Kingdom and the United States. 12 The series has sold over 65 million copies worldwide,3 with book rights having been sold in 37 countries,4 and set the record as the fastest-selling paperback of all time, surpassing the Harry Potter series.5 Critical reception of the novel has been mixed.PlotFifty Shades of Grey follows Anastasia Ana Steele, a 22-yea r-old college senior who lives with her best relay link Kate Kavanagh Kate writes for their colleges student paper. Because of illness, Kate persuades Ana to take her place and interview 27-year-old Christian Grey, an incredibly successful and wealthy young entrepreneur. Ana is presently attracted to Christian, but also finds him intimi date. As a result she stumbles through the interview and leaves Christians office believing that it went badly.Ana tries to console herself with the thought that the two of them go away probably not meet each other again. However she is surprised when Christian appears at Claytons, the largest independent hardware store in the Portland area, where she works. While he purchases various items including course ties and rope, Ana informs Christian that Kate wants photographs to go along with her article about him. Christian leaves Ana with his phone number. Kate urges Ana to call Christian and arrange a photo shoot with their photographer friend Jos Rodriquez.The next day Jos, Kate, and Ana arrive for the photo shoot at the hotel where Christian is staying and Christian asks Ana out for coffee. The two talk over coffee and Christian asks Ana if shes dating anyone, specifically Jos. When Ana replies that she isnt dating anyone, Christian begins to ask her about her family. During the conversation Ana learns that Christian is also single, but is not a hearts and flowers kind of guy. This intrigues Ana, especially afterward he pulls her out of the path of an oncoming cyclist. However, Ana believes that she is not attractive enough for Christian, much to the chagrin of Kate.After finishing her exams Ana receives a package from Christian containing depression edition copies of Tess of the dUrbervilles, which stuns her. Later that night Ana goes out drinking with her friends and ends up drunk dialing Christian, who informs her that he will be coming to pick her up because of her inebriated state. Ana goes outdoor(a) to get some f resh air, and Jos attempts to kiss her but is stopped by Christians arrival. Ana leaves with Christian, but not before she discovers that Kate has been flirting with Christians brother, Elliott. Later Ana wakes to find herself in Christians hotel room, where he scolds her for not taking proper care of herself. Christian then reveals that he would like to keep sex with her. He initially says that Ana will first fork over to fill out paperwork, but later goes back on this statement after making out with her in the elevator.Ana goes on a date with Christian where he takes her in his helicopter to his apartment. Once there, Christian insists that she betoken a non-disclosure agreement forbidding her to discuss anything that they do together, which Ana agrees to sign. He also mentions other paperwork, but first takes her to a room full of BDSM toys and gear. There Christian informs her that the second contract will be one of dominance and submission and that there will be no romantic relationship, only a sexual one. The contract even forbids Ana from touching Christian or making eye contact with him. At this point, Christian realises that Ana is a virgin and agrees to take her virginity without making her sign the contract. The two then have sex.The following morning Ana and Christian once again have sex, and his mother, who arrives moments after their sexual encounter, is surprised by the meeting, having previously thought Christian was homosexual because she had never seen him with a woman. Christian later takes Ana out to eat, and he reveals to her that he lost his virginity at fifteen to one of his mothers friends and that his previous dominant/submissive relationships failed due to incompatibility. They plan to meet up again and Christian takes Ana home, where she discovers several clientele offers and admits to Kate that she and Christian have had sex.Over the next few days Ana receives several packages from Christian. These include a laptop to enable the two of them to communicate, since she has never previously possess a computer, and a more detailed version of the dominant/submissive contract. She and Christian email each other, with Ana teasing him and refusing to honour parts of the contract, such as only eating foods from a specific list. Ana later meets up with Christian to discuss the contract, only to grow overwhelmed by the potential BDSM arrangement and the potential of having a sexual relationship with Christian that is not romantic in nature. Because of these feelings Ana runs away from Christian and does not see him again until her college graduation, where he is a guest speaker. During this time, Ana agrees to sign the dominant/submissive contract.Ana and Christian once again meet up to further discuss the contract, and they go over Anas hard and soft limits. Ana is spanked for the first time by Christian the experience leaves her both enticed and slightly confused. This confusion is exacerbated by Christians lavish gifts, and the fact that he brings her to meet his family. The two continue with the arrangement without Ana having yet signed the contract. After successfully landing a job with Seattle Independent Publishing, Ana further bristles under the restrictions of the non-disclosure agreement and the complex relationship with Christian.The tension between Ana and Christian eventually comes to a head after Ana asks Christian to punish her in order to show her how extreme a BDSM relationship with him could be. Christian fulfils Anas request, beating her with a belt, only for Ana to realize that the two of them are incompatible. Devastated, Ana leaves Christian and returns to the apartment she shares with Kate.

Good Will Hunting Essay Example for Free

Good Will run EssaySometimes our past can cause pain that doesnt allow us to theorize others. People we trust can cause us to put up a wall and look to other things for comfort. In the movie, Will Hunting found his comfort in books. Will Hunting needed a real friendship to help him open up his mind in prepare to discover that there is more(prenominal) to emotional state than subsisting through the books he reads. In the movie, there are four main characters, each different in many ways, that form individual friendships in the movie. One of the characters, Will Hunting works as a janitor at a Massachusetts Institute of technology (MIT). He is a foster child and is living spirit through his experience in books and lacks real life knowledge. This is holding him back from becoming knowledgeable with anyone. While working there he sometimes writes on the informs math department blackboard and is soon discovered as a genius. Will gets caught fighting and is arrested and in leau of incarceration is put under the supervision of Gerald Lambeau, who attended and is now a professor at MIT. Under his supervision, per court direct he must watch over a therapist and stay out of any trouble. Sean Maguire is a professor at a local community college and withal grew up in the same town as Will and went to MIT.He is Wills therapist and in the sessions challenges him to open up and stop living life through a book. A friendship develops and Sean tries to guide him to break his fear of intimacy. Chuckie Sullivan is a character in the movie that Will refers to as his brother. Chuckie is a nice guy with an aggressive attitude from being brought up in the rough side of Southie, Boston. Then there is a girl named Skylar, cute with a British accent and goes to Harvard University. She gets involved with Will Hunting and soon asks him to move with her to California where she will be attending at Stanfords medical school program. Unfortunately, fear of intimacy prevents h im from forming a relationship with her and breaks this friendship apart. Eventually, Will starts to see his true friendships with Chuckie, Sean and Skylar and starts to open up.He begins to trust others and takes a risk at experiencing life first hand outside the covers of a book. Will Hunting came from poverty, raised as a foster child in Southie. He didnt trust people because he always looked at every angle of the relationship and assumed that in the end they wouldnt be there for him. Professor Gerald Lambeau, who took self-complacency in himself because of a Field Medals award which granted him public status, comes around to try to build a friendship with Will. Will soon realizes that Gerald is using him to gull cordial status, public recognition and to solve his difficult math problems. He then ends his relationship with Gerald because of his intensions. Then Sean, seeing what his former classmate, Gerald, was up to, soon becomes more than just Wills therapist. Sean becomes a friend and tries to prevent Will from taking the same path as Gerald by only wanting social recognition.As Wills Friend, Sean didnt want him to fail. He wanted Will to succeed in life and take a encounter and not just live it through a book. The doctor-patient relationship soon becomes a very close friendship. Towards the end of the movie Will leaves a note for Sean, I had to see about a girl, this was a quote from Seans story of his courtship with his wife. This lets Sean know he had decided to take a chance on life and to attempt to form a lasting relationship with someone he could trust. Wills brother Chuckie, who is really Wills beat out friend, also wanted him to succeed in life. He tries to encourage Will to take a chance in living a real life and tells Will, You know what the best part of my day is? Its for about ten seconds when I pull up to the curb to when I get to your door.Because I think maybe Ill get up there and Ill knock on the door and you wont be there. No good bye, no see you later, no nothing. Just left. I dont know much, but I know that. Will then sees that Chuckie might have a omen and takes his friends advice. A few people come into Wills life, some for real friendships and some just to gain public status. subsequently discovering his true friendships, Will begins to enjoy their company and wants them in his life. He begins to build relationships he can count on. He is willing to take a chance and succeed in life and relationships, no longer needing books to fulfill this for him. He finally decides to trust and to look at the positive things life has to offer. On his twenty-first birthday, with the car, Chuckie and his other friends gave him, he packs up to head to California to pursue life. In the end, Will finds true friendships and decides to live his life outside of just a book.

Role and importance of advertising

Role and importance of advertisement advertizement is the most important weapon to market any growth or service. To achievement an advertising campaign there should be seminal minds to promote. Collecting and utilize information of customers as well as the competitors of your customer hatful create a huge advantage to take the competitive advantage. In this section we try to present, how effect for creative designing IS and through that we like to address what are the ting that world concern about advertising. In here we would like to introduce the way to success in creative designing using IS.The creative industries in which the product or service contains a substantial element of artistic or creative endeavour (Caves 2000) are industries that supply goods and serve that we broadly associated with cultural, artistic, or simply entertainment value (Caves 2000). The media and advertising industries, in which creativity is seen as central are considered to be creative indust ries.At the kindred time, there has been petite IS research on creativity, in distinction to the sufficient literature on creativity in engineering, science, education, architecture, and psychology (Couger et al., 1993), and even less so in the organizational, managerial context.What is advertising?Advertisingis a type ofcommunicationdesigned toconvincean audience (viewers, readers or listeners) to deal or take several(prenominal) action upon goods, ideas, or services. It includes the name of a product or service and how that product or service could do well to the consumer, to convince a stone pit market to obtain or to consume that particularbrand. These messages are generally paid for by sponsors and viewed by the use of various media. Advertising can moreover provide to communicate an idea to a huge amount of people in an endeavour to encourage them to capture a certain action.Advertising openingHierarchy of effects modelIt explains the goals of an advertising promotion and f or each individual advertisement. The model suggests that there are six steps a customer or a business shopper moves through when doing a purchase. The steps areAwarenessKnowledgeLikingPreferenceConvictionThe actual purchaseMeans-End TheoryThis manoeuvre suggests that an advertisement must have a message or means that leads the customer to a desired end state.Leverage PointsIt is considered to move the customer as of understanding a products benefits to connecting those benefits with personal values.Verbal and Visual ImagesCurrent TrendsThe Marketing MixThe marketing mix has been the strategic concept to advertising. The marketing mix was proposed by ProfessorE. Jerome McCarthyin the 1960s. The marketing mix contains of four basic components called the four Ps Product is the first P representing the real product. Price represents the method of formation the rate of a product. Place represents the variables of receiving the product to the customer like supply channels, market expos ure and movement organization. The final P stands for Promotion which is the procedure of comer the target audience and convincing them to go out and purchase the product.Niche marketingAnother important tendency concerning future of advertising is the rise write up of theniche marketusing niche or targeted ads. Also carried nearly by the Internet and the concept ofThe Long Tail, advertisers will have an increasing talent to grasp exact audiences. In the earlier, the most effective way to convey a message was to complete the biggestmass marketaudience conceivable. But, usage tracking, consumer profiles and the rising popularity of niche content carried nearby everything fromblogsto social networking web sites, afford advertisers with audiences that are lesser but much well defined, leading to advertisements that are more meaning(a) to viewers and more effective for companies advertising products.Most successful method to advertiseThe informal availability of the Internet has eng aged the advertising world by tempest with several enterprises taking to the online standard to promote their goods and services to the worldwide market. Though, the up-to-date research records are demonstrating that the most effective advertising intermediate trunk to be the Print Media.One of the top media agencies in England feels that by advertising in newspapers and magazines you can expanse a more utilise group of customers who likes to buy your goods online. According to the agency, online business is well for making purchases due to the luxury level it deals in that publics do not have to drive long distances to buy goods.On the source of fashions and readings, some of the top commercial organizations feel that once it approaches to advertising, newspapers and magazines evidence to be more successful. This is for the reason that customers put more reliance in newspapers and magazines trance compared to online promoting. They think that this happen because people who publ icise in newspapers seem like more honest because they pay for advertising for their assistances. Advertising online is free in some cases, and therefore the probabilities of frauds will be high.Several of the best advertisement companies in the world create colour advertising reachable and cost effective for miniature and medium level businesses to advertise in top newspapers in the UK. The pages of advertising agencies, which publish in the weekend extra newspapers, are particularly consecrated to delicate and medium level businesses to promote their goods and services. These pages are read by an extremely dedicated group of customers who are beholding for good online deals which they can buy tardily from their households.According to certain advertising firms, an effective advertising plan combines the influence of both online and offline methods. They recommend that web based businesses have to advertise in the magazines and newspapers to success over consumers and afford for online buying procedures so that they can buy from their home at any time they like. Online businesses can combine the finest of both mechanisms, by win this strategyFurthermore, instead of publishing a classified ad on any page of a newspaper, firms can publish advertisements in completely dedicated space for online companies to advertise their products or services. As an example, certain dedicated pages of the advertising firms are read by educated and rich groups of individuals who receipt that this area is dedicated for online advertising offerings.Business firms can contact the agents of reputed advertising agencies who can support to choose the exact newspapers or magazines to publish advertisements, based on target audience. The Advertising agents make their approvals based on publication, demographics, location, etc. so that will increase the chance of success the target audience.By surfing a website that well know offline advertising firms, businesses can gain an awarene ss into the happiness level of online businesses who have published on the firms pages and observed a growth in circulation. By advertising in printed media and especially on the firms page, can also reach people who dont have technical knowledge enough to browse the Internet and looking for goods and services. These societies essentially have to read advertisements on the dedicated agency pages, take the URL and log on to particular business website to create purchases. These can be taken as reasons that the modern tendencies in advertising use the printed media to drive online traffic where people can create purchases expediently without traveling big distances.Creative advertising benefits with IS, Case studyCase Study,26.02.08INTRODUCTIONInnovative use of Windows Live Spaces, together with creative advertising and a dedicated pet health microsite, helped to mannequin a community of animal lovers around Nestls Purina angiotensin converting enzyme pet food brand. Advertising o nline with MSN raised message awareness by over eight-spot office points, with purchase consideration rated as excellent.CAMPAIGN OBJECTIVESReach a target audience of women aged 35 and overRaise awareness of the Purina ONE brandIncrease perception of Purina ONE as a high-quality pet foodDrive brand association with health and nutritionRecruit long buyers through a one-month trial challenge.CREATIVE EXECUTIONA combination of the MSN Lifestyle channel, Windows Live Hotmail, Windows Live Messenger and Windows Live Spaces allowed Nestl to reach 1.2 million pet-owners with creative advertising directing them to a campaign microsite. For the site itself, MSN advertising created content focused around pet health and nutrition, with features such as Ask the safe and Pet Guides. Innovative use of Windows Live Spaces allowed owners to keep diaries of their pets progress through the one-month trial challenge.RESULTSAdvertising online with MSN generated 14,995 clicks to the Purina ONE micro site, with Dynamic Logics Advertising Effectiveness Report bar major uplifts against the key campaign objectivesBrand awareness up 6.7 percentage pointsOnline ad awareness up 7.1 percentage pointsMessage association up 8.9 percentage pointsPurchase intent up 6 percentage points, greatly exceeding the pet food market average and earning a ranking of excellent.

Porters Diamond Theory Analysis

porters beers Diamond Theory AnalysisCRITICALLY ANALYSE PORTERS DIAMOND THEORY. APPLY IT TO EXPLAIN THE INTERNATIONAL COMPETITIVENESS OF AN INDUSTRY OF YOUR HOME COUNTRY.Overview of Porters theoretical panoramaThe theory of Porter is a study which works as a tradition that is link up to the neo-classical economics with the nature of self adjusting nature of markets. The theory of Porter places innovation and industrialisation of geographic which is matchless of the number of theories for competitive profits which aims at the process and reading (OConnell et al., 1997). The industries which work within the nations are focused by the Porters theory. belligerent advantage is given by the home nation with certain characteristics and concentration of geographic and this process is enhanced by the rivalries. The systemic character of the Porters Diamond sit is shown in Figure 1 which eruptlines the components of it. Although, determinant of diamond theory interact each other jus t now the systemic natures variable in diamond theory. The arguments on two fractions are raised by the Porter which are concentration of industry geographic and the domestic rivalry and these two elements has simply a large(p) power to make a system by changing this diamond. It promotes the entire national diamond upgrading because of this domestic rivalry. The Porter theory translates it into system because of its magnifying principle of the interactions in the geographic concentration. The final stage of the Diamond Porters Model is the linkage betwixt the industries and it promotes clustering to the systemic nature (Clancy et.al., 1999).Competitive Advantage, Marketing and PorterAny strong which achieve success is known as Competitive advantage which is not a domain of any of the single academic discipline in it. and so by dint of a review which reveals that marketing plays a central role in building up a competitive advantage. A number of general approaches include str ong market positions with products and services are not easily substituted, entry- barriers, strong bargaining position, balanced portfolios mobility barriers core competencies, innovation and speed or clock time based competition (Eccles and Nohria, 1992). Here security in market positions, maintains the stable flow and enhance the emphasis of predominance. As per within the organisations, competitive advantages is first related to the marketing function. The work of Michael Porter exaggerated marketing as an extensive in order to address competitive advantage. Porters five model (Porter, 1985) provides the basis for geomorphologic analysis of industries in most texts (Baker, 1992 Bradley, 1995). The domain of macro- economists was aimed in such a way that was highly popularised by the Porters model, mainly the study of competitiveness. This shows that the study of firm advantage needs to take place in the context of a national environment. The name Diamond was tagged for four det erminants (and 2 exogenous variables) which was conceptualised by the national environment. Thus, increasingly, marketing courses and texts incorporate the diamond as part of the analysis of industry (Baker, 1992).The important innovation in Porters work for business questioners across various sectors is a translation into a framework of ideas and concepts from different fields. The dynamic and evolutionary view represents the model as the creation of firm advantage depending upon a number of traditions for example- the theory is based upon the resource and industrial organisational economics. Porter not only provides a point of reference for analysing the research but also a model for dodge research.Analysis with Porters Diamond FrameworkThe enabling environment providing the competitiveness only helps the firms to leverage its competitive advantage whose are supporting the activities of the firms. Porters Diamond theory reflected only these fundamental concepts in its model and in every question put by the Porter lies under the elements which are categories under four in his model. He considered that the social clubs analysis should not be done by the approach of backward looking but should be considered by the view of looking forth. But this forward looking approach creates an idealistic scenario rather creating of an realistic approach. Although taking into consideration the future perspective, an assumption is being mounted by Porter, the Diamond Model functionality accommodates experiences of the past times which indicates the tractableness. Thus, the model is created considering the perspective to be balanced which combines the past experiences with the future expectations. In the four elements of the analysis one more element Government is added as this element plays a vital role in competitive environment nationally for the industry.Indian pewit Industry on Porters FrameworkIn the world of Shrimp productions India occupies top five positions. A fter china in the production of aquaculture it is the second largest producer of aquaculture. Contribution of aquaculture is 21.56% by volume and by value its 49.76% of overall seafood merchandise production whereas by volume of farmed wood pewees it contributes 76% and 83% by value of exports of shrimps (Rajitha et al., 2006). The current exploitation for shrimp farming in India is only 16% which is out of 1.2 million hectors are available for farming. In the arena 90% of the shrimp farming are owned by the farmers of small and marginal levels. The black tiger shrimp is the major cultured spices (Penaeus Monodon). According to the research 58% of the total export values, in the export basket frozen shrimps is the largest items, of which the cultured shrimp shares higher up 80% (MPEDA, 2006). With the help of Diamond model of Porters the national competitive environment and the Indian shrimp industry van be assessed and is presented in Figure 1.Strategies of Firm, ambition and StructureThe farmers, exports and processors and the allied players are comprised under the Indian shrimp industry. 30 million is the capacity of production average in hatcheries of over 290 shrimp and 30 feed mills with a installed capacity of total annually of 250,000 measured tonnes. From a area of brackish water production of shrimp in India is 1, 43,000 metric tonne within a field of 140,000 hectares (MPEDA, 2006). In the mid 1980s the production of shrimp farming started in India and there is a rapid process of cultured farming of shrimp through 1990s (Kumar et al, 2004).Only 2.0 hectare area of water is own by the more than 90% of the aqua farmers. In the country farms below 5.0 hectare of the total shrimp area farms occupies 65%. Among the 500 leading companies in India only 10 companies are involved in aquaculture. These 10 companies occupies 1898 hectare of land, of which shrimp farms contributes 758 hectares. The water spread in total is constituted just 0.54% of this w hich is out of the 140,936 hectare in country is developed for culture of shrimps.On the front of the processor, there could be an either exporter only or the processor cum exporter. The Indian shrimp company has most marginal players except the large player handful. The Indian company of shrimps does not seen interested in foreign investors except Thailand. Except few of the companies like the ITC, Hindustan Liver Ltd etc. most of the companies are oriented family based. The growth which has evolved from the closing few decades created this situation. The holdings on anAverage basis are small and policy meyaking is fragmented and difficult to make implementations.Factor ConditionsThe entire coastal belt of India comprises of 369 freeze plants which are spread over these belts in which India has a v well developed infrastructure. The processing of fish is mainly from exports. India needs to develop its infrastructure for maintaining the character reference for leading in the pr ocessing facilities. In India one can reduce the production cost easily because of the availability of the cheap labour for the shrimp which is one the amongst all the shrimp producing countries. The women workers are mostly more recruited in shrimp industries because of the dealt skilful hands of the womens workers. Although these womens are not professionally trained but read how to do the work after bringing them into the factories.The two of the most important factors are rendered in a scenario of flexibility which are support and labour and development support- which are required for the technology development and advancement of knowledge which are presented for good measure.Demand ConditionsAccording to Porter (1990) one can be demanding if the buyers prepare an international outlook with the home base buyers. Their demands are really sophisticated and demanding. They need the product to be highly standardised and need to be skilful of quality. In India, these kind of busi nesses like exports and marine exports does not exist. These kinds of reasons are responsible for which India does not able to value chain move up. Customers export bulk quantities from India for shrimps and sell it to the other destinations after repackaging like USA, Europe and Japan. Retail packaging is different from export packaging in bulk. After Thailand, India is the second largest shrimps exporter in the world but shrimps of India does not able to create its own brand like Thailand in the global markets.Therefore, the exporters get little exposures because of the less demanding market and hence cannot get the seemly international exposure to compete in the international conditions. This lead to the opportunities to be limited and limited challenges in an international competition to understand. In this conditions, exporter just pass certain forms of rules for exports, starts losing the opportunities but learns new facets about international trade and tries to spread the b usiness.Government InterventionsThe support and government intervention to the shrimp industry generally comes majorly through Marine Products Export Development Authority (MPEDA) especially for exports, under the government under industries of India and Ministry of Commerce and some of institutions of marine research. The policies related to export are recommended by MPEDA to the Commerce Ministry of the central government and the decisions foe the policies are taken by the MPEDA. In financial institutions this body acts like a liaison agency between prawn and shrimps stakeholders and farmers entrepreneurs and farmers etc.ConclusionIn the conclusion, it is clearly indicated that the government intervention plays a significant element for the study as Porter considered this element to be the choice of optimism. The developing countries generally face these kinds of scenarios.The concepts like international success, national environment and the competitiveness are the concepts who ha ve references of several parameters. Although to understand these kinds of parameters, the theory of flexibility is useful but somehow Porters Diamond Theory also suggests about these parameters. The research showed data about the shrimp industry of India with their business environments.The importance of this essay limits only to the shrimp industry, preliminary understanding of competitiveness of shrimps to various export sectors of India. This competitiveness is in the context of environments to be taken nationally. The scope for the future research is based on the detailed empirical research in the context of diamond model analysis.

Growth of the IT Sector in India

maturation of the IT Sector in IndiaACKNOWLEDGEMENTSI would like to thank my supervisor JONATHAN C WESTLAKE for his insuperable guidance and trem depotous encouragement throughout this investigate. Without him I couldnt ram stiff results in this inquiry. His precious inputs and valuable suggestions helped me throughout my research.I would like to thank my portray leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project run.I would like to thank the hold outing quite a little (in development Technology) for their valuable duration for giving me requires info. Last nonwithstanding not the to the lowest degree I would like to thank all in all my family and fri deaths for helping me in so many another(prenominal) an early(a)(prenominal) shipway and for just being there when I needed that moment of extra strength to carry on.It is pleasure to ac fellowship contri unlessions of all laster up peo ple. question OVERVIEWThe whole research was divided into five chapters for the flexibility of reader to put on this research meaningful and better understanding of what it explains. All these five chapters ar be to make this research appropriate and each chapter has its own importance in this research to make the necessary findings.The first chapter contains brief description about this research, origin to cultivation technology industry in India and describes corrasion meaning. Then this chapter describes draw a bead on of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings.The blink of an eye chapter contains information about lit review of this research, which contains the collection of data from researches d unmatched previously link up to this surmountic. This data has been still from books, journals, articles, web sources and magazines.The third chapter describes well about the research methodology and explains how the investigator apply contrasting tokens of methods to collect patriarchal and thirdhand data. The data has been collected from employees and managers of different data Technology organizations in India. Two different questionnaires have been prepargond by the tec to collect the data. bingle is for employees to collect required data and second atomic sum up 53 is for managers to investigate the depth of the enigmas and related solutions of this research. A cheeseparing chemical reaction from the employees and managers made this research process easy to get the accu prise information required.The 4th chapter is the evolution part of this research. The information collected as means of primary data and immature-grade data, has been snapd by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams.Fifth chapter is the finale report of this project, which is useful for IT organizations in India to pr crimsont and reduce the friction graze. The recommendations were prep atomic number 18d on the basis of primary data, secondary data and analysis part of this research. The focus earth-closet use these suggestions as upcoming strategies to curb the abrasion in their organizations.RESEARCH INTRODUCTIONIT (Information Technology) industry is prosperous in India. The ingathering of IT sector in India represents the potential of IT industry to action at world class levels. Internationally famed companies and locally self-made small-medium coat companies atomic number 18 competing in developing crude computer software with in this enormous industry in India. These companies operate on brinyly in two divisions, i.e. Technical (development of software) and obligate (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects through from Indian c ompanies due to some prominent private roads, which include Cheap repel and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stvirtuoso unturned to provide the lift character reference service.thither are many reasons behind this growth of Information Technology commercialise in India. These reasons belong to social, economical, technical and political issues. There are many Universities religious offering courses on science and mathematics and this conformation of upbringing system fixed a great tension on increased number of science and engineer students. gibe to the NASSCOM (National Association of software program and Services Companies) of India These Universities are pumping out roughly 0.2 million engineering graduates e actually year. This population constitutes one of the greatest assets of Indian IT market. nonetheless(prenominal) though there is shortfall of black marketers due to brain drain with many skilled persisters interested to unravel all overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to stern end their operations in India. The advantage of Indias foulend operations is geostrategic position which offers 247 services and reduction in turnaround clippings by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which established comfortable environment for growth in IT developments and attracted many transnational companies by providing greater range of facilities with cheaper equal. According to the NASSCOM watch IT industry win the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009.Though the in a grittyer place points are considered as positive attributes in the growth and development of Indian software industry, so too, the negative impact comes into interpret in the form of contriteness (Loss of Employees/ Work force), which can be explained in harm of biggish growth of the number of companies attracting talent/ work force (people) which is finally ahead(p) to confusion among the work force in deciding the association to work for dep destination upon the offers made by them. detrition can be defined as the out flow of employees from an organisation due to various reasons. This research expire behind total to identify the reasons behind the dangerous friction levels in IT industry with in India and allow for suggest possible solutions to fight this problem. The change magnitude growth of the industry is leading to equal opportunities for in undergo and experience work force. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so cal led senior and experienced workforce which is finally leading to friction.This research paper fetchly lays emphasis on the importance of considering contrition in perspective of individuals and organization because attrition destroys the place of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here stressd on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition.RESEARCH stateReasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition.RESEARCH AIMThe main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors bear uponing attriti on and possible solutions to overcome these issues.RESEARCH QUESTIONSThe proposed research questions are as followsWhat are the reasons behind in high spirits attrition rate in the IT sector of Indian sub continent?What factors determine the attrition rate?How can this attrition rate be reduced in IT organizations perspective?OBJECTIVIESThe main objective of this research paper is to determine the relationship amid good kind resource practices and the reasons behind the employee attrition.To analyse various factors that affect an individuals decision to bring fundament the bacon a descent for a better fortune, including individual related, trade related and organisational related.To discover various threats and issues those impact the business capital punishment, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations.To esteem the issues those affect the performance of the industry and minimise the a ttrition rate and also to analyse the techniques of motivation those will help in reducing the identical?ACTIVITIES TO ACHIVE THE aimPrimary data collection will be do by conducting online survey with managers and employees in the organisation the main reason being to gather faultless information. Moreover, small-arm collecting primary data if the researcher can get to refer any of the old staff who have retired or who have left over(p) the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference amidst their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company.Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different que stionnaires aimed specifically at managers and employees respectively moderate to the collection of relevant information to understand the problem of attrition in the organisations perspective.The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource care etc related to the research topic.Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate.THE RESEARCH METHODOLOGYTo study the previous works done (on this research topic), making a list of them and analysing them by means of literature review.Discovering the designations where in attrition is more(prenominal) than than and creating the attrition chart by conducting organization study.Conducting a telephone line satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires.Cond ucting a survey with managers to have a look at enlisting process, benefits, upbringing and motivation techniques implemented in the organization to cut down the level of attrition.Considering the reasons for attrition by the analysis of interview data.Suggesting and implementing techniques on how to reduce the attrition.LITERATURE palingenesisAttrition in Indian IT sector is rising drastically due to fast globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the around satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be equi librate by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions.ATTRITION IN INDIAAlmost all major business sectors in India are facing high attrition rates these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are uttern below.Source online http//www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htmAs say in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is contract by only concentrating on IT sector, a brief introduction was wedded below as a table about top Indian IT organizations. bug online www.economictimes.indiatimes.com/photo/4835043.cmsThe above table provides overview about working human resources in top I T organizations. Thousands of organizations were equipped with human resources as main source of business.Arup Chowdary, CIO of Everyday Industries explains major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely heavy that the resources that are set apartn into the project actually continue for a longer period of time, which is not really the reference because the IT industry so volatile. So one is managing resources and number two is reading those resources with adequate means to come to the market standards .This statement gives clear indication of attrition affect on Indian IT industry.According to the CCI (Chambers of Commerce of India) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and jibe to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in range of a function digits despite economic downturn.A ccording to the India Attrition study 2008, which was done among October 2008 and March 2009 by partnership between BT and massesSoft, key drivers for employees leaving their jobs are opportunity or vocation growth, salary, image of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for vocation growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees.Figure 3 Leaver type across Indian IT industry .REASONS FOR ATTRITIONAccording to researcher, the major reasons for attrition other than monetary reasons (high salaries) are thought to be The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. galore(postnominal) employees, who work in IT sector, leave behind their interests and finally wh en they identify the clichd constitution of these jobs they willingly opt out and look for something novel and exciting even if it cost their occupational groups.According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior focussing level many firms chase the dearth of top talent in business, this berth results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical component part to managerial map or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many organizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another.Employee as reason for attritionAn employee might get the feeling of insecurity regarding his job if the care neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. another(prenominal) reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the mischief of employees (attrition). Employees tend to leave the organisation if they are not move in projects, which can be avoided by focussing on their growth. several(prenominal) reasons for attrition could be due to the employee himself/herself. The employee might not have grasped the job visibleness at the start of his/her tenure and/or the profile was not explained in detail by the c ompany. Poor work habits of employees from their previous job get carried over to their new jobs which disturbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive twain in his/her organizational skills and interpersonal skills. This leads to improper job handling. A wretched job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest.High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint chief operating officer Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at middle management levels and further about five to ten percent at senior management levels, and he continuous that it is a exhalation w hen trained and talented employee leaves. shortly Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says I had to stretch myself and the squad till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get transferred, trying to be gender neutral and making easier to women for working.Source online http//economictimes.indiatimes.com/ news program/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009Ashok Arora, executive director for HR, Ashoka Leylands says high end talent is always high on aspiration their worry is not one of survival, but how fast they climb up the corporate ladder. Management p eople tend to lose them every time if they do not reasonably cover their concerns.The reasons behind people changing their jobsEmployees expect more salary and more compensation than within their present position.Overseas opportunities, which may give hike in salary and position. A higher position in Indian nuance means status and respect.If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya).People are interested in new technologies rather than working with same technology.To balance the social life and flexibility with working hours.Taking into account the company image and incoming growth of the organization.Employees will be self actuate to leave the company because of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and la ck of motivation.Management as cause of reasonIt is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees thus the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee ineluctably and management does not follow arrange policies or does not have appropriate tools to manage the employee related tasks whence this stake leads to further dissatisfaction.Azim Premji (CEO, WIPRO Technologies) stated that when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. payoff of Indian IT industry is the avail skill of large number of human resources in market, when managers show their concern as plenty of fish in the pond towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to do work that situation, second time they will think about leaving, but third time they will look for external opportunity.Job profile as a cause of reasonJob profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by change of location most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative.REFLECTING FACTORS OF ATTRITIONAccording to the researcher high attrition level may cause the employees to feel doubtful and leave the organization, while lower rate of attrition will ac t as a retention policy. High attrition level indicates the poor ability of organization to hold its people.Attrition is unfortunately viewed as a management tarnish when in fact it could well be a enlisting break. (MONISHA ADVANI, CEO, EMMAY HR)sourcehttp//www.expresscomputeronline.com/20050822/technologylife01.shtml)Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market.CALUCULATING EMPLOYEE ATTRIRIONIt is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is dividing the number of employees who left during the year by the average number employed for th at year.According to the researcher it is very important to consider the reference problem while calculating the attrition level of employees by going back to the hiring stage. Fresher ( freshly recruited) attrition level will be mensural by considering the number of these employees left and critical level attrition will be calculated when key persons leave.Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition.COST OF ATTRITIONThere are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of clients and degradation of brand name in the market, loss of clients and affects that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new engross costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of befuddled knowledge. Every person who leaves an organization ferments its ambassador, for better or for worse.When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost.Recruitment is a long-run process which consists of many stages and tasks to perform. These locomote include understanding the requirements of position, advertising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not.Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the taste which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals.By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition.TECHNIQUES TO REDUCE THE ATTRIRIONThe attrition levels can be reducedby the spry input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motive them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. When the management neglects career ladder of an employee, that person might get th e feeling of future insecurity. This can be reduced by conducting well brisk training sessions to mitigate employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in late years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005).It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to remediate the response between organization goals and individual expectations to reduce the attrition level.The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high flowing of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Cons ulting, India says recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business.Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and advisor in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including the family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each crabby culture. According to the classical theory of Maslow the hierarchy of needs includes Psychological, survival needsSafety and security needsSocial needs of acceptanceEsteem and course credit needsSelf-actualization and self-development needsMajor impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level.A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level.The temperament of IT industry is to upgrade its operations frequently to achieve the business requirements and for this there is a need of dynamic change in deploying and usi ng the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time.It is important to identify top performers to reward and retain them, but have goting them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes diurnal sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and intimacy in outside activities.According to the WIPRO leaders quality surv ey, perfect leading is one of the techniques to reduce attrition levels.Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees.Spend time developing and remove marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals.The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise.Change the locations of work by sending the projects to places where labour and real estGrowth of the IT Sector in IndiaGrowth of the IT Sector in IndiaACKNOWLEDGEMENTSI would like to thank my supervisor JONATHAN C WESTLAKE for his insurmountable guidance and tremendous encouragement throug hout this research. Without him I couldnt get effective results in this research. His precious inputs and valuable suggestions helped me throughout my research.I would like to thank my award leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project work.I would like to thank the working people (in Information Technology) for their valuable time for giving me requires data. Last but not the least I would like to thank all my family and friends for helping me in so many ways and for just being there when I needed that bit of extra strength to carry on.It is pleasure to acknowledge contributions of all above people.RESEARCH OVERVIEWThe whole research was divided into five chapters for the flexibility of reader to make this research meaningful and better understanding of what it explains. All these five chapters are interrelated to make this research appropriate and each chapter has its own importance in this research to make the necessary findings.The first chapter contains brief description about this research, introduction to information technology industry in India and describes attrition meaning. Then this chapter describes purpose of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings.The second chapter contains information about literature review of this research, which contains the collection of data from researches done previously related to this topic. This data has been collected from books, journals, articles, web sources and magazines.The third chapter describes well about the research methodology and explains how the researcher used different types of methods to collect primary and secondary data. The data has been collected from employees and managers of different Information Technology organizations in India. Two different questionnaires have been prepared by the researcher to collect the data. One is for employees to collect required data and second one is for managers to investigate the depth of the problems and related solutions of this research. A good response from the employees and managers made this research process easy to get the accurate information required.The fourth chapter is the evolution part of this research. The information collected as means of primary data and secondary data, has been analysed by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams.Fifth chapter is the finale report of this project, which is useful for IT organizations in India to prevent and reduce the Attrition rate. The recommendations were prepared on the basis of primary data, secondary data and analysis part of this research. The management can use these suggestions as upcoming strategies to curb the attrition in their organizations.RESEARCH INTRODUCTIONIT (Info rmation Technology) industry is booming in India. The growth of IT sector in India represents the potential of IT industry to perform at world class levels. Internationally famed companies and locally self-made small-medium sized companies are competing in developing new software with in this huge industry in India. These companies function mainly in two divisions, i.e. Technical (development of software) and Support (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects done from Indian companies due to some prominent reasons, which include Cheap Labour and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stone unturned to provide the top quality service.There are many reasons behind this growth of Information Technology market in India. These reasons belong to social, economical, technical and political issues. There are many Universities offering courses on science and mathema tics and this kind of education system placed a great emphasis on increased number of science and engineering students. According to the NASSCOM (National Association of Software and Services Companies) of India These Universities are pumping out nearly 0.2 million engineering graduates every year. This population constitutes one of the greatest assets of Indian IT market. Even though there is shortfall of workers due to brain drain with many skilled workers interested to move overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to back end their operations in India. The advantage of Indias backend operations is geostrategic location which offers 247 services and reduction in turnaround times by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which establishe d comfortable environment for growth in IT developments and attracted many multinational companies by providing greater range of facilities with cheaper costs. According to the NASSCOM survey IT industry attained the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009.Though the above points are considered as positive attributes in the growth and development of Indian software industry, so also, the negative impact comes into picture in the form of ATTRITION (Loss of Employees/ Work force), which can be explained in terms of large growth of the number of companies attracting talent/ work force (people) which is finally leading to confusion among the work force in deciding the company to work for depending upon the offers made by them.Attrition can be defined as the out flow of employees from an organisation due to various reasons. This research will contribute to identify the reasons behind the dangerou s attrition levels in IT industry with in India and will suggest possible solutions to fight this problem. The increasing growth of the industry is leading to equal opportunities for inexperienced and experienced workforce. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so called senior and experienced workforce which is finally leading to attrition.This research paper clearly lays emphasis on the importance of considering attrition in perspective of individuals and organization because attrition destroys the value of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here emphasised on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition.RESEARCH TITLEReasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition.RESEARCH AIMThe main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors affecting attrition and possible solutions to overcome these issues.RESEARCH QUESTIONSThe proposed research questions are as followsWhat are the reasons behind high attrition rate in the IT sector of Indian sub continent?What factors determine the attrition rate?How can this attrition rate be reduced in IT organizations perspective?OBJECTIVIESThe main objective of this research paper is to determine the relationship between good human resource practices and the reasons behind the employee attrition.To analyse various factors that affect an individuals decision to leave a job for a better opportunity, including individual related, job related and organizational related.To discover various threats and issues those impact the business performance, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations.To evaluate the issues those affect the performance of the industry and minimise the attrition rate and also to analyse the techniques of motivation those will help in reducing the same?ACTIVITIES TO ACHIVE THE OBJECTIVEPrimary data collection will be done by conducting online survey with managers and employees in the organisation the main reason being to gather accurate information. Moreover, while collecting primary data if the researcher can get to meet any of the old staff who have retired or who have left the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference between their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company.Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different questionnaires aimed specifically at managers and employees respectively contribute to the collection of relevant information to understand the problem of attrition in the organisations perspective.The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource management etc related to the research topic.Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate.THE RESEARCH METHODOLOGYTo study the previous works done (on this research topic), making a list of them and analysing them by means of literat ure review.Discovering the designations where in attrition is more and creating the attrition chart by conducting organization study.Conducting a job satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires.Conducting a survey with managers to have a look at recruitment process, benefits, training and motivation techniques implemented in the organization to cut down the level of attrition.Considering the reasons for attrition by the analysis of interview data.Suggesting and implementing techniques on how to reduce the attrition.LITERATURE REVIEWAttrition in Indian IT sector is rising drastically due to rapid globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the most satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be balanced by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions.ATTRITION IN INDIAAlmost all major business sectors in India are facing high attrition rates these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are shown below.Source online http//www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htmAs evidence in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is narrowed b y only concentrating on IT sector, a brief introduction was granted below as a table about top Indian IT organizations.SOURCE online www.economictimes.indiatimes.com/photo/4835043.cmsThe above table provides overview about working human resources in top IT organizations. Thousands of organizations were equipped with human resources as main source of business.Arup Chowdary, CIO of Everyday Industries explains major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely important that the resources that are given into the project actually continue for a longer period of time, which is not really the case because the IT industry so volatile. So one is managing resources and number two is training those resources with adequate means to come to the market standards .This statement gives clear indication of attrition affect on Indian IT industry.According to the CCI (Chambers of Commerce of Indi a) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and according to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in double digits despite economic downturn.According to the India Attrition study 2008, which was done between October 2008 and March 2009 by partnership between BT and PeopleSoft, key drivers for employees leaving their jobs are opportunity or career growth, salary, type of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for career growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees.Figure 3 Leaver type across Indian IT industry .REASONS FOR ATTRITIONAccording to researcher, the major reasons for attrition other than monetary reasons (high salaries) are tho ught to be The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. Many employees, who work in IT sector, leave behind their interests and finally when they identify the clichd nature of these jobs they willingly opt out and look for something novel and exciting even if it costs their careers.According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior management level many firms chase the dearth of top talent in business, this situation results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical role to managerial role or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many or ganizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another.Employee as reason for attritionAn employee might get the feeling of insecurity regarding his job if the management neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. Another reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the loss of employees (attrition). Employees tend to leave the organisation if they are not engaged in projects, which can be avoided by focussing on their growth. Several reasons for attrition could be due to the emplo yee himself/herself. The employee might not have grasped the job profile at the start of his/her tenure and/or the profile was not explained in detail by the company. Poor work habits of employees from their previous job get carried over to their new jobs which disturbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive both in his/her organizational skills and interpersonal skills. This leads to improper job handling. A poor job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest.High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint CEO Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at midd le management levels and further about five to ten percent at senior management levels, and he continuous that it is a loss when trained and talented employee leaves. Currently Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says I had to stretch myself and the team till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get transferred, trying to be gender neutral and making easier to women for working.Source online http//economictimes.indiatimes.com/News/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009Ashok Arora, executive director for HR, Ashoka Leylands says high end talent is always high on aspiration their worry is not one of survival, but how fast they climb up the corporate ladder. Management people tend to lose them every time if they do not reasonably address their concerns.The reasons behind people changing their jobsEmployees expect more salary and more compensation than within their present position.Overseas opportunities, which may give hike in salary and position. A higher position in Indian culture means status and respect.If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya).People are interested in new technologies rather than working with same technology.To balance the social life and flexibility with working hours.Taking into account the company image and future growth of the organization.Employees will be self motivated to leave the company b ecause of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and lack of motivation.Management as cause of reasonIt is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees then the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee needs and management does not follow correct policies or does not have appropriate tools to manage the employee related tasks then this situation leads to further dissatisfaction.Azim Premji (CEO, WIPRO Technologies) stated that when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. Advantage of Indian IT industry is the availability of large number of human resources in market, when managers show their concern as plenty of fish in the pond towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to solve that situation, second time they will think about leaving, but third time they will look for external opportunity.Job profile as a cause of reasonJob profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by travelling most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative.REFLECTING FACTORS OF ATTRITIONAccording to the researcher high attrition level may cause the employees to feel insecure and leave the organization, while lower rate of attrition will act as a retention policy. High attrition level indicates the poor ability of organization to hold its people.Attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error. (MONISHA ADVANI, CEO, EMMAY HR)sourcehttp//www.expresscomputeronline.com/20050822/technologylife01.shtml)Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market.CALUCULATING EMPLOYEE ATTRIRIONIt is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is di viding the number of employees who left during the year by the average number employed for that year.According to the researcher it is very important to consider the root problem while calculating the attrition level of employees by going back to the hiring stage. Fresher (newly recruited) attrition level will be calculated by considering the number of these employees left and critical level attrition will be calculated when key persons leave.Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition.COST OF ATTRITIONThere are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of customer s and degradation of brand name in the market, loss of clients and contacts that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new hire costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of lost knowledge. Every person who leaves an organization becomes its ambassador, for better or for worse.When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost.Recruitment is a long-term process which consists of many stages and tasks to perform. These steps include understanding the requirements of position, advert ising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not.Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the orientation which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals.By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition.TECHNIQUES TO REDUCE THE ATTRIRIONThe attrition levels can be reducedby the active input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motivating them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. Whe n the management neglects career ladder of an employee, that person might get the feeling of future insecurity. This can be reduced by conducting well prepared training sessions to improve employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in recent years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005).It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to improve the response between organization goals and individual expectations to reduce the attrition level.The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high stream of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Consulting, India says recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business.Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and consultant in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including th e family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each particular culture. According to the classical theory of Maslow the hierarchy of needs includes Psychological, survival needsSafety and security needsSocial needs of acceptanceEsteem and acknowledgment needsSelf-actualization and self-development needsMajor impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level.A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level.The nature of IT industry is to upgrade its operations frequently to achieve the business requ irements and for this there is a need of dynamic change in deploying and using the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time.It is important to identify top performers to reward and retain them, but keeping them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes periodic sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and part icipation in outside activities.According to the WIPRO leaders quality survey, perfect leadership is one of the techniques to reduce attrition levels.Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees.Spend time developing and Bench marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals.The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise.Change the locations of work by sending the projects to places where labour and real est

Energy-Efficient Homes Essay -- Environment Pollution Papers, Conserva

Energy-Efficient Homes A great number of todays citizens are aware of ecological and environmental problems caused by pollution, such as smog and global warming. However, though we know about the effects of pollution and have taken steps to minimize this hazard, there is ane important area often over asked when trying to find cheap, simple pollution solutions. This area is the American home. While what we put into our homes and what we do in them convey greatly to the annual U.S. household energy usage, the design of our homes plays a very important factor, since a poorly-constructed home will use more energy for maintenance, heating, and cool down than a home with an energy-efficient design. If we could reduce the amount of energy used by our homes, we can light upon a significant contribution to reducing pollution generated from unneeded energy use. This, as will be shown later, is not a difficult thing to do there are many ways that we can make our homes more energy-effic ient, and most of us naturally like to make improvements to our homes. One of these improvements could be on the design of our homes, since much of our countrys energy and funds go toward planning heat and electricity to homes that could be made more energy-efficient. From this, we see that the design and energy-efficiency of a home are two things that need a second look if we wish to improve environmental health and lead more comfortable, happier lives.To get a better sense of how we should begin solving our pollution problems, we must initial understand the reasons why we tend to produce them in the first place. There appears to be an underlying reason for why humans are naturally energy-inefficient, agree to Allaby and Bunyard--perhaps we just ha... ...ess, 1996.Insulation Fact Sheet. Assistant Secretary of Energy Efficiency and Renewable Energy, US Department of Energy. 7 Dec. 1999McCarthy, John. Quotations (17-Sep-1999). 7 Dec. 1999 .Motors and Maintenance Enhancing Energy Efficiency. Mohammad H. Qayoumi. 30 Oct. 1999 .The Online Workshop Energy-Efficient Construction Techniques. Yellow Mountain Institute.1 Dec. 1999 .ST-96-20R Estimates of Housing Units, Households, Households by Age of Householder, and Persons per Household July 1, 1996. The U.S. Bureau of the Census. 30 Oct. 1999 .

The Iphone Essay -- Apple Cellular Cell Phone

When the word iPhone appears in Apple press releases, the word revolutionary is rarely far behind. But what counts as revolutionary? In Apples case, the prohibit is high. Since the 1970s, the firm has changed both the personal computer and music industries. Will the iPhone fundamentally alter the structure of the wireless world as well?Not yet. The iPhones bearing and user interface are pathbreaking, and (as the iPod proved) aesthetics do matter. But the iPhone isso farnot a product that will turn any fabrication inside out. Seen as a phone, the iPhone is striking. Seen as a small computer, its limited, and compromised by the existing business models of the wireless industry. Saying the iPhone is a pointless gadget is a bit too strong. But it isnt yet a revolutionary device.It is in some ways astonishing that AT&T and Apple are partners at all. AT&T is the oldest of the old schoolthe most ancient major high-tech firm in the United States, founded in 1878. Unfazed by spending the kick the bucket 23 years in suspended animation (after the great breakup of 1984), AT&T is back to its classic business model own the largest networks and everything on them. Apple, meanwhile, is the original hippie computer company, a child of the 1970s, not the 1870s. At least in its origins, Apple is an ideological foe of IBM and AT&T. (Remember that 1984 ad?) Considering that these firms were born(p) on the opposite sides of the tech Kulturkampf, the iPhone cannot help but be a little strange.Most obviously, the iPhone is locked, as is de rigueur in the wireless world. It will work but with one holder, AT&T. Judged by the standards of a personal computer or electronics, thats odd Imagine buying a Dell that worked only with Comcast Internet access or a ... ...ed in transforming industries. Once Big Brothers foe, its now more like Little Brother, happy to sell cute little devices that are effortless to use, make money, and spread false consciousness.If youre an optimist, the more intriguing possibility is that Apples iPhone is a Trojan Horse. The iPhone is fatally attractive to AT&T, since it gives the firm a chance to steal tens of thousands of new customers from rivals like Verizon. But Apple may be betting that, once it has its customers, theyll be more loyal to Apple than AT&T. With its foothold in the wireless world, Apple may be planning to slowly but inexorably demand more room. If iPhone 2.0 is a 3G phone that works with any carrier and supports third-party apps, then industry power will begin to move away from the carrier oligopoly and toward Apple and other Silicon Valley firms. Now, that would be a revolution.