“Divergent” by Veronica Roth Essay

Your decision in life all comes down to you and the path you choose, but just one choice can transform you. Veronica Roth created a strange dystopian world that morally depends on the choices people make in life, because their choices define who they are as people. Her futuristic world is divided into five factions that each represents something different; Abnegation (the selfless), Candor (the honest), Erudite (the intelligent), Amity (the peaceful) and Dauntless (the brave). These five factions were made up to prevent war and bring peace to the world and when they turn sixteen they get the chance to choose to leave their family, to transfer into a new faction or stay with them, but the choice all came down to them. THESIS: In the novel Divergent Veronica Roth examines how the theme of choice leads to bravery, betrayal, and greed. Body Paragraph 1: Topic sentence- Firstly the theme of choice leads to bravery, because of Tris selfish choice to leave abnegation and go into dauntless. Point:  Tris bravery in becoming a part of the dauntless is a foil to her own character, because Tris is a person of action, who has courage and is brave, but Beatrice, is the complete opposite. If Tris never made the choice to leave her faction, she would have never learned to be brave enough to overcome her fears and turn from the underdog into a hero. Bravery is represented in this book as being selfish and foolish, because the characters of the dauntless conception of bravery is acting in ridiculous life threatening situations to prove who is most daring to participate. However, bravery is truly presented as Tris goes through initiation. Not only has her choice to transfer into a different faction show her braveness but it also brought out her inner abnegation and taught her how to be selfless as well: â€Å"I believe in ordinary acts of bravery, in the coura ge that drives one person to stand up for another.† (Roth 207) Analysis: The significance of this quote is to show how Tris resembles bravery itself. Tris showed people that bravery is not just about being strong and committing acts of ruthlessness; it is about standing up for what you believe is right and being the big person in a situation when no one else is. Her choice to be brave and stand up for other people is what made her the hero in the end. Through bravery Tris was able to channel other traits in her from other factions and create a new her. Because of her willingness to be brave she was able to change herself and the way she thought. She was no longer the old Beatrice of abnegation. She turned in to the brave, courageous, strong, smart and selfless Tris of the dauntless. Any obstacle that came in her way she was able to overcome it and beat it and because of the one choice she made to decide to be brave, it made all the difference. Point 2: In addition to the above, Tris is a foil to her own character because if she had never joined the dauntless, she would have never been able to be on her way to saving the world: â€Å"I feel like someone breathed new air in my lungs. I am not abnegation. I am not dauntless. I am Divergent. And I can’t be controlled. (Roth 442) Analysis: The significance of this quote is that it shows how much Tris character changed from when she was in Abnegation to now. Being a part of the dauntless gave Tris the strength, the bravery, and the determination to get out there in the midst of it all as the world is crumbling to stand up for her own kind. If she never made the choice to change factions, she would have never had the chance to completely find herself and who she truly is, make the friends she did, and learn how to face her fears. Conclusion: In conclusion Tris bravery and strength Therefore Victoria Roth shows that through choice leads bravery, because bravery isn’t just something that happens on its own. It is the choice and the act of bravery that only you can decide to commit to and play a factor on your life. Body Paragraph: Topic sentence: Secondly the theme of choice leads to betrayal because of Tris and her brother, Caleb, choice to leave their family Point: Tris and Caleb’s betrayal is an example of pathos. Before Tris and Caleb are chosen to go up and decide on whether they will stay with their old faction or leave, their parents go to congratulate them: â€Å" My father kisses me on the head and clap Caleb on the shoulder grinning. See you soon, he says. Without a trace of doubt† (Roth 40-41) Analysis: The significance of this quote is that it shows how much hurt and betrayal they cause their father, especially, at the time. The one value that is most important about being a part of abnegation is not being selfish and to think about others. In this case Beatrice and Caleb’s choice to leave their family behind was not an act of selfishness, because they only considered themselves and not how their parents would feel. Thinking that his kids would choose to come home and stay with him and their mother, the father made a comment about how he would see them soon before the choosing ceremony started only to know minutes later that neither of his kids is coming home, and one of his kids (Caleb) are going home with the enemy- the erudite. The one choice they made that they thought would benefit them more in life ended up leading to their dishonour and betrayal of not only their family but their ex- faction. Point 2: Another act of betrayal was when one of Tris friends, Al, almost killed her out of jealousy, and insecurity. Al was supposed to be someone Tris thought she could depend on to keep her safe, trust, and ensure her that everything would be â€Å"okay† when the antagonist of the story and his crew would pick on her; but in the end he betrays her: â€Å"The soap smell is familiar. Lemon grass and sage. The same smell around Al’s bunk. A weight drops in my stomach†¦Ã¢â‚¬  â€Å"I suggest you rely on your transfer friends to protect you from now on,† he says â€Å"I thought I was†¦ I feel Al’s hands against my mouth, and a sob jolts my body forward†¦Ã¢â‚¬  â€Å"He wanted you to be the small quiet girl from Abnegation†¦ He hurt you because your strength made him feel week. No other reason† (Roth 278, 295) Analysis: The significance of this quote is that it shows you how one minute you can trust someone and the next they can easily make the choice to betray and  hurt you. Veronica Roth creates pathos for Tris, because Tris knows that she can no longer trust Al again even though they were such good friends. Al’s one choice not only hurt Tris but it also ruined their friendship, and this is one of the ways Veronica Roth shows how your one choice can define who you are as a person. Tris’ strength and ability was what caused Al to be jealous and in the end his jealousy cost him. Conclusion: Therefore, Veronica Roth created a sense of betrayal through the theme of choice, because it is another way of her showing how a specific choice can not only affect you but the other people around you. Body Paragraph 3: Topic Sentence: The theme of choice leads to war as the leader of the Erudite chooses to start a war over her own selfish reason. The factions were divided into five to prevent war and destruction from occurring in the world; but because the people of abnegation are divergent she chooses to take away many people physical and mental control to start a war and take them down: The theme of choice leads to greed because those who have power live in fear of loosing it.

Attrition in Bpo

Abstract The broad objective of this research is to identify the root causes of attrition and retention in BPOs, analyzing the level of employee motivation, satisfaction and involvement, generate a model for maximizing sustenance of employees in the organization and come up with concrete recommendations, which will eventually be valuable to the organizations to retain their employees for a long term. 1. Objective It is clear from the review of BPO research that solutions are required to some specific problems of practical importance in the field of escalating attrition and retention in BPOs. The broad objective f this paper is to identify the root causes of attrition and retention in BPOs, analyzing the level of employee motivation, satisfaction and involvement, generate a model for maximizing sustenance of employees in the organization and come up with concrete recommendations, which will eventually be valuable to the organizations to retain their employees for a long term. The spec ific objectives of this paper are:  · To identify and rank the factors of attrition in BPOs based on accumulative literature review and secondary data.  · To develop a regression model for escalating the stay of employees in BPOs nd give recommendations for the same.  · To assess the existing level of employee motivation and validate the model by studying the impact of recommendations on a small patch. 2. Introduction The last decade saw an upheaval in the growth and development of the Indian economy, which was accompanied by the revolution in the technological front and a radical change in the way businesses were done. Instead of being the jack-ofall- trades, the smart organizations have now redefined the way of working and now aim at being the master of their core business. Outsourcing the non-core processes in order to concentrate on the ore ones is how the companies prefer to work now. BPO has become the obvious strategic choice of the phenomenal lifestyles seem to flash t he mind in a jiffy. That’s just the start. One reads it again, contemplates over it, dives into the unveiled afflictions, and gives it a second thought and companies looking at the visible profits of cost reduction while improving the quality of service, increasing shareholder value etc. With the whirlpool of opportunities the Indian Business Process Outsourcing sector seems to be on a happy ride. It has emerged rapidly, and its exports have grown from $565 million in 2000 to about $7. 3 illion in 2005. With the boat steaming ahead in the global markets, India has already become the most privileged destination. Hence such an eternal inventory of opportunities simply showcases a phenomenon, which is no less than the renaissance for our Indian markets. Attrition in BPOs has terrible effects on the organization. The high attrition costs increases the costs to the organization considerably. They have to combat the amount of disruption due to unplanned exits. The more the people l eave an organization, the more it is a drain on the company’s resources like recruitment expenses, training and orientation resources and the time.The high attrition rate also affects the productivity of the organization. Therefore, it is extremely important to curb attrition not only for an individual firm but also for the industry as a whole. Many researchers have worked enormously on the IT & BPO sector, citing its challenges, issues, and ATTRITION AND RETENTION OF EMPLOYEES IN BPO SECTOR Ankita Srivastava [email  protected] com SKS Group of Institution,Mathura Yogesh Tiwari [email  protected] com SKS Group of Institution,Mathura Hradesh Kumar hradesh. [email  protected] com SKS Group of Institution,Mathura Ankita Srivastava et al,Int. J. Comp. Tech.Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3056 ISSN:2229-6093 opportunities in and around employee performance, employee satisfaction, employee turnover etc. 3. Literature Re view Grossman and Helpman’s (2005: 135) statement, â€Å"We live in an age of outsourcing,† clearly designates that outsourcing has now become an acknowledged, accepted and established business strategy. One of the most familiar forms of outsourcing is business process outsourcing BPO, i. e. , transferring the operational ownership of one or more of the firm’s business processes to an external supplier that, in turn, administers the rocesses according to some predefined metrics (Ghosh and Scott, 2005; Stone, 2004). BPO or Business Process Outsourcing thus refers to the rearrangement of entire business functions to some other service providers, primarily in low cost locations. The service provider may be either selfowned or a third party. This relocation or transferring of business processes to an external provider is essentially to accomplish increased shareholder value. Some of the general services provided by the BPOs are Receivables and Payables, Inventory Ma nagement, Order Processing, Cash flow Analysis, Reconciliation, Data Entry, PayrollProcessing, QuickBooks Accounting, Financial Statement Preparation and Accounting Services. Some of the web based services include live online sales and order entry, E-commerce transaction support, Live online enquiry handling, Web Design/Development. Reduced international trade barriers and improved telecommunication and IT capability over the past decade has led to a situation where organizations across the world are increasingly interlinked with each other. This has resulted in intense global competition, challenging business managers across the world to find ways to reduce the cost of conducting business and accessing lobal resources in meeting the need of global markets. In such a context, the reorganization of business models to leverage benefits of outsourcing and focus on core competencies has become a key strategy pursued by large corporations across the world. BPO service-providers are expec ted to provide a wide spectrum of benefits to their customers, ranging from having greater expertise in the outsourced processes, lower costs achieved through economies of scale, scalability and the ability to absorb cyclicality of loads.  · Demand-Supply Equations According to market analysis firm Gartner, the global outsourcing market in 2000 was pproximately $119 bn and will touch $234 bn by the end of 2005. The market is expected to grow to about $310 bn by the end of 2008. Contribution from the North American continent stands at about 59% of the total market, with Europe contributing about 27% and Asia-Pac region (including Japan) contributing the remaining portion of the market. In terms of vertical contribution, the financial services industry contributes approximately 17% of the total market size, followed by the Telecom sector (16%), Consumer Goods and Services (15%), Manufacturing (9%) and the rest by the Information Technology sector. Global BPO Market by IndustryFigure : 1 The BPO market can be broadly broken down into three areas of functional operations: i. Business administration (falling under G&A expense costs) ii. Supply chain management (COGS), and iii. Sales, marketing and customer care (Selling and marketing costs) India has emerged as one of the bright stars in the global Business Process Outsourcing market and has maintained its global competitiveness by offering the best combination of cost, quality and scalability. The growth rates of the Indian BPO-ITES industry have been 59%, 45. 3% and 44. 4% in years 2002-03, 03-04 and 04- 05 with revenues of over $3. billion in FY 2003- 04 and expected to touch $5. 7 bn in FY 2004-05. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3057 ISSN:2229-6093  · BPO in India Currently the sector employs approximately 2,45,100 people and another 94,500 jobs are expected to be added in the current financial year. There a re over 400 ITES-BPO companies operating in the Indian market, including captive units (of both MNCs and Indian companies) and third-party services providers. In terms of markets, the US continues to be the main consumer of India’s ITES-BPO ervices (with a 66% share of the market), followed by Western Europe (including the UK), which accounted for 20% of export revenues. In terms of functional service offerings, Customer Care and Support services contributed approximately 34% of the industry’s revenues with the other leading service lines including Finance (with a contribution of 22%), Administration (13%) and Content Development (19%). The global financial services vertical remained the largest user of Indian ITESBPO services, followed by telecom, healthcare and airline segments. Captive units continued to dominate the ITESBPO industry, accounting for ver 65 percent of the value of the work off shored to India. 4. Research Methodology The methodology deployed for this survey consisted of primary research, with insights being captured through questionnaires and face -to- face discussions with senior management of participant organizations. Inputs from potential customers to this industry have also been collated, with respect to their key concerns while considering outsourcing to India. The analysis was further supplemented by PwC knowledge-bases and published data to validate trends and best practices, emerging from primary sources. Our analysis and findings are ased on consensus findings from the survey and are supported by quantitative and qualitative inputs from the respondents. The data presented in this report is based on information received from the respondents and has been collated to represent an industry trend. The general intent of this descriptive study was threefold. Therefore a systematic and organized methodology was obtained for the research study. A survey design was used to obtain the required information. The population for thi s study comprised of employees working in various BPOs in the National Capital Region. A sample size of 250 was chosen for this study. Simple andom sampling technique was used to gather data from the respondents, because of which respondents diverged from every age group, gender, organization, marital status etc. but were restricted only to low and middle level employees, where the attrition is highest. The questionnaire was intricately designed to tap the demographic variables including age, education, gender, marital status, and tenure of the respondents. It also gathered information about the factors responsible for attrition, the factors that can be employed to retain the employees in a BPO, their overall level of satisfaction, motivation, involvement and life nterest and work compatibility. Main data collection began in the month of July 2011. Statistical Package for the Social Sciences (SPSS) version 17. 0 was religiously used for the statistical analyses.  · Primary Data An alysis A questionnaire was intricately designed to tap the factors responsible for attrition, the factors that are expected to be present in a specific job for retention. The instrument was divided into 4 parts. The first part gathered information about the personal profile of the respondents which included their age, gender, education, marital status, and tenure. Part II consisted of questions about their easons for change or probable change in their jobs. Part III aimed at knowing what according to the respondents is important for their sustenance in an organization. And last of all, Part IV was about their overall perception of the work which included their level of satisfaction, level of motivation, level of involvement and level of life interest and work compatibility.  · Secondary Data Analysis In order to gain a deeper understanding about the phenomenon of high attrition, and identification of the factors behind it, a lot of literature on BPO, particularly what got publishe d during 2004 and 2005 was studied in detail.Major causal factors for high attrition in Indian BPO industry identified in this study were based on qualitative research using secondary data. These were compared with causal factors for attrition identified through personal interview with a number of BPO employees in the Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3058 ISSN:2229-6093 NCR. There was a close similarity between the two results, authenticating the qualitative research on causal agents for attrition identified in this study. The study ranked low perceived value and onotonous work as number one factor attrition. Rank two was shared by high salary expectation and unusual working hours. Next factor was disillusioned employees; rank four was shared by stress and burnout, pressure to perform on metrics, and lack of motivation. Finally rank five was jointly shared by lack of security and soci al interaction. Causal Agents / Factors Score (on 1) (Rank) Higher Salary Expectation 0. 7 (Rank-II) Lack of Security 0. 3 (Rank-V) Lack of Social Interaction 0. 3 (Rank-V) Monotonous Work 0. 8 (Rank-I) Unusual Working Hours 0. 7 (Rank-II) Pressure to perform on Metrics 0. 5 (Rank-IV) Low Perceived Value 0. (Rank-I) Disillusioned Employees 0. 6 (Rank-III) Stress and Burnout 0. 5 (Rank-IV) Lack of Motivation 0. 5 (Rank-IV) Table 1: Summary of ranks from secondary study 5. Growth of BPO industry  · Company Owned Units Pioneered BPO in India Company owned units such as American Express, General Electric (GE), Citibank, and AOL etc. triggered the trend of outsourcing back office operations and call centre services to India. Since then several banks, insurance companies, airlines and manufacturing companies have set up back office service centers in India.  · Venture Funded New Companies Over the last few years, a number of xperienced professionals have set up start-up operations in India. Generally such start-ups have been funded by venture capital funds.  · Leading IT Services Companies enter BPO Given the magnitude of such opportunity, natural synergies with the software services business and the ability to leverage their high-end physical infrastructure and management bandwidth, most large IT services companies have ventured into ITES. Consolidation of the market with the smaller players merging with each other/ larger companies for economies of scale  · Domain / Industry Specialized BPO’s Niche players in industry verticals or specific usiness processes have setup BPO businesses. Many of these players have had vast experience in the domestic market and are now offering offshore BPO services Generalized large BPO players are now focusing on â€Å"verticalizing† their competencies and structures Industry Structure MNC subsidiar ies Internatio nal BPO Companie s Diversifi ed IT Compan ies GE Convergys Daksh Infosys (Progeon) British Airways Sitel Brigade Wipro (Spectrami nd) eServe, HSBC, Scope, AmEx eFunds Talisma Tech Mahindra Hewlett Packard —- Hero HCL Table: 2 Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011Available [email  protected] ijcta. com 3059 ISSN:2229-6093  · Size and Growth of BPO in India Figure: 2 The growth in the BPO sector of India in 2004 was mainly due to the demands from the two segments – BFSI and telecommunications. There were low telecom costs for the leased lines and 400 companies were part of the BPO sector of India. The companies that were involved included third parties, Indian companies and MNC. Growth of BPO sector in India has been truly impressive in recent years, but things can get even better, according to market analysts. India stands out already as a market leader as far as BPOs are oncerned and so India also attracts huge foreign investments which are extremely essential since the Indian economy is expected to have an un precedented growth in the years to come. Growth of BPO Sector in India during the first half of 2007 was showing a moderate trend of growth which is registered at 14%. Five years ago, the growth in this sector was quite low due to less contracts but the situation is worse now. However, the growth of the BPO sector is expected to improve. The BPO and KPO sectors in India have been showing some positive signs with demands from western countries increasing manifold due to the vailability of cost-effective labour in India, which is highly skilled and also fluent in English. The BPOs in India are focused on increasing the growth through change in pricing techniques. Pricing in a BPO is supposed to be based on the value added to the business. So a remarkable change is in store as the BPOs in India work towards their full potential. Of course, the big boom in the BPO industry in 2003 had generated a lot of employment opportunities and continues even today. Nevertheless, Indian BPO sector i s facing competition from countries like Philippines, Mexico, Malaysia, China, and Canada. The xpected growth of this sector in 2003 was 25%. Nations like the United States and Europe are showing great interest in increasing their investments in the Indian BPO sector. India has an edge over other countries as we consider the following:  · Tech savvy professionals  · Cost effectiveness  · Superior competency  · Business risk mitigation  · 24 hour service  · Economy of scale The trends in growth of the BPO sector in India are as follows:  · 2003 – USD 2. 8 billion  · 2004 – USD 3. 9 billion  · 2005 – USD 5. 7 billion According to studies conducted by NASSCOM and leading business Intelligence Company, McKinsey & Co. he Indian IT/BPO segment is expected to employ over 1. 1 million Indians by the year 2008. Market research shows that in terms of job creation, the ITES-BPO industry is growing at over 50 percent. In the financial year 2003-2004, ITESB PO companies were the largest recruiters in the IT/ITES sector, adding a total of about 70,000 jobs. An estimated 70,000 new Jobs expected in 2005 in the field pf ITES. Plus there will be additional hiring to replace industry attrition that is around 25%. On the other hand BPO and outsourcing services would generate around 1, 25,000 new Jobs in 2005. McKinsey & Co. predicts global market or IT-enabled services to be over $140 billion by 2008. In that the opportunity for India will be around $ 17 Billion. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3060 ISSN:2229-6093 Figure: 3 Supplier-Side Assessment  · Domestic Indian BPO Industry has seen a spurt in the recent years growing at a 33 %CAGR.  · The Domestic Indian BPO industry grew from a USD 660 Million to a USD 1. 18 Billion industry.  · EBITA margins for domestic BPO stood at a double digit Percent figure  · Billing rates are less com pared to offshore segment – Most Indian BPOs (especially all centers) are engaged throughout the night hours (for offshore clients), leaving the facility empty for the day. 1. This enabled them to be leveraged during the day for domestic markets in India Demand Side Assessment  · Financial, banking, and telecom companies are leading the domestic BPO wave: 1. BFSI sector companies – UK’s largest banking firm 2. Telecom majors- almost all major mobile & landline telephony provider 6. Factors responsible for attrition and retention of employees in BPO Hackman & Oldham (1976) proposed the Job Characteristics Model, which is widely used as a framework to study how particular ob characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experience d responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc). The basic hypothesis of this research that employee motivation, employee satisfaction, employee involvement, and life interest and work compatibility lead to rolonged sustenance is an extension of this model with minor modifications in it. It is proposed that the Job Characteristics model is modified by redefining job dimensions as growth prospects, accountability, sense of accomplishment, self-esteem, job security, interpersonal relationships, working conditions, by extending organizational outcomes as satisfied, motivated, involved and retained employees. Figure 1 is the modified Hackman and Oldham’s Job Characteristics model which has been taken as the base to study the research questions pertaining to this research. The new model is also designed to be of use as a management tool and must herefore be simple and flexi ble enough to be of use to the management of an organization. Typical management questions would involve the likely motivational impact of job redesign, such as increasing employees’ level of control and responsibility over their work behaviour or introducing a scheme whereby employees participate in certain management decisions. The model should therefore allow managers to manipulate a host of job characteristics and investigate the likely effects upon the motivation, performance and sustenance of the workforce. This study aimed at exploring the dimensions of attrition and retention.Based on our ground work; initial survey and personal interviews held with the BPO employees, it was found that factors that contribute to attrition are quite different from the factors that contribute to retention. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3061 ISSN:2229-6093 Figure:4 Modified version of H ackman and Oldham’s Job Characteristics Model Based on the Hackman and Oldham’s Job Characteristics Model and the modifications made to it, a clearer and more lucid pictorial framework of the model is given in Figure 5 and 6. Figure 5 learly illustrates the basic constructs of the attrition model: personal characteristics, negative job characteristics (job dimensions), and the final resultant as attrition. Figure 6 illustrates constructs of retention model i. e. personal characteristics, intrinsic job dimensions and the resulting level of satisfaction, motivation and involvement (work outcomes) and the final result i. e. retained employees (organizational outcomes). Figure: 5 Basic models for attrition Figure 5 clearly suggests the personal characteristics as age, education, gender, marital status and tenure along with the negative characteristics of a BPO job i. . monotonous nature of job, lack of motivation, poor mentoring, power and politics, dissatisfaction with co lleagues, low career growth, lack of skill variety, irregular working hours, achievement not recognized etc. These two collectively result in the attrition of employees. The question is how much do these factors actually contribute to attrition. Similarly figure 6 describes the personal characteristics and core job dimensions which are intrinsic in nature and how do they contribute to retention of employees. Figure: 6 Basic model for retention of employee 7. Result and Analysis  · Regression Model for retentionThe dependent variable was sustenance in an organization, and the independent variables were personal characteristics viz. age, gender, education, marital status, and retention factors viz. motivation factors, extrinsic factors, involvement factors, and life interest and job compatibility factors. All these eight factors were put in the model as independent variables and willingness to continue in the organization was put as the dependent variable. Intrinsic motivation facto rs, employee involvement factors, age and education are the main determinants of retention. The value of multiple R is 0. 60 and the value of r square is 0. 6 in the equation. It states that 36% of the retention in a BPO is explained by these factors. An employee’s sustenance in an organization can be rightfully explained by these factors. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3062 ISSN:2229-6093 Equation: 1 Y= 1. 78 + 0. 47X 1 + 0. 15X 2 – 0. 13X 3 – 0. 11X 4 Where, Y = Stay in the organization X1 = Intrinsic Motivation Factors X2 = Involvement Factors X3 = Age X4 = Education After forming the regression model, value for each respondent’s willingness to stay in the organization was calculated.These predicted values were then compared to the actual values as given by the respondents. There was a strong correlation between the actual and predicted values. The cor relation came out to be 0. 659** which was significant at 0. 01 level. Thus, on the basis of the regression model it can be concluded that intrinsic motivation factors; and involvement factors are quite instrumental in retaining the employees in an organization and at the same time, age and education negatively contribute to the sustenance of the employees in the organization. Employee involvement is a proven tool to motivate and retain mployees and according to the result here, it can be constructive in the Indian BPOs too. In the West, there has been ongoing interest in getting workers more involved in various processes, such as decision-making and information sharing. Employee participation adds to employees’ growth needs and sense of achievement through a healthier deployment of their dexterity and potential. Employee participation in planning and decision making and in articulating new policies also acts an important tool to improve employee motivation. Finding ways to i ntrinsically motivate employees to improve effectiveness and performance can have ong lasting impact on their sustenance too. Based on the two dimensions i. e. motivation and involvement which, according to the regression model, significantly contribute to the sustenance of an employee in the organization, employees can be broadly classified into four broad categories. There are people who are woefully inadequate in both dimensions i. e. neither are they involved in the work, nor are they motivated to perform. We may call such people as ‘detached’ who leave the organization for no rhyme or reason, hence extremely difficult to be retained. Next comes the ‘disgruntled’ who get involved in the iven assignment but lack aspiring motivation. Such people are moderately to highly difficult to be retained as they lack in the basic intrinsic motivation. The other two segments comprise of ‘strugglers’ and ‘stars’ who are at the higher end of the motivation continuum. The former may be relatively lower in their involvement as compared with the latter. ‘Strugglers’ lack involvements but have a high degree of intrinsic motivation, because of which they struggle hard to work. It is moderately difficult to retain them. The ease and art lies in fulfilling their involvement needs by expanding their responsibilities, empowering them, aking them involved in decision making etc. ‘Stars’ are highly motivated and highly involved in the work, and thus they are the easiest to be retained. ‘Disgruntled’ and ‘strugglers’ are the focus segments, which a company would not want to lose. They need to be enhanced, protected, valued and retained by pulling away all the nonretentive forces and kicking the retentive forces into high gear. DISGRUNTLED Highly involved but demotivated employees Moderately to highly difficult to retain STARS Highly involved and highly motivated employees Easy to retain DETACHED Uninvolved and demotivated employees Highly Difficult to retainSTRUGGLERS Uninvolved but highly motivated employees Moderately difficult to retain LOW HIGH Table: 3 Intrinsic Motivations Involvement vis-a-vis Intrinsic Motivation: Effect on employee retention  · Model Validation For the final validation of the regression model, a small patch test was done on a sample of 50 employees in Intelnet Private Ltd. Few concrete recommendations were made to the process manager of this BPO and he was asked to stringently apply these recommendations. The employees chosen for this study were the ones who had said they would leave the organization if they were offered work with the same pay elsewhere.Data which was collected, after three months of implementation, was analyzed statistically. The response scores were put in the regression equation as derived from the fourth objective and the resultant willingness to stay in the organization was calculated. The comparison with the ir original scores clearly revealed that there was an escalation HIGH LOW Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3063 ISSN:2229-6093 in the scores. Also, the predicted scores and the actual scores of the willingness to continue in the organization was put under correlation.Finally, employees were classified under four broad categories based on their level of involvement and motivation viz. detached, disgruntled, strugglers and stars. 8. Conclusion The regression model for the retention of employees in a BPO explains two important factors i. e. intrinsic motivation factors and involvement factors. This result is robustly analogous with all the prevalent and established theories of motivation viz. Herzberg’s theory, Maslow’s theory, Alderfer’s Theory, McClellend’s Theory. According to all these theories, the higher order needs revolve around self esteem, or selfact ualization in one way or the other.According to Maslow’s theory, the higher-level needs are selfesteem and self-actualization. Only when one need is satisfied, another higher-level need emerges and motivates the person to do something to satisfy it. A satisfied need is no longer a motivator. Only the next level of needs in the hierarchy will act as motivators. Once a level of needs has been satisfied they no longer act as motivators and the individual then directs attention towards the next level of needs in the hierarchy. Herzberg draws a parallel with Maslow’s theory but with a subtle difference. According to his theory, motivator factors are actors that are intrinsic to the job, such as the content of the work itself and the availability of opportunities for responsibility, advancement and recognition for achievement. The motivator factors, which Herzberg described as â€Å"complex factors leading to this sense of personal growth and selfactualization†, would then be able to act on that employee and increase job satisfaction and productivity. Thus, according to this theory, in order to motivate workers towards higher productivity, it is important to ensure that the motivators are utilized to arouse the instinct of the employees. Herzberg’s motivator and hygiene actors can be mapped onto Maslow’s hierarchy of needs with the motivator factors corresponding to the higher order needs of ego and self-actualization. Next, according to Alderfer’s ERG theory, growth needs involve the intrinsic desire for personal development and include the intrinsic element of Maslow’s esteem category as well as self-actualization needs. Finally according to McClellend’s theory, people with a high achievement need have a compelling drive to succeed. They strive for personal achievement rather than rewards and have a desire to do something better or more efficiently than it has een done before. They seek situations where they can attain personal responsibility for finding solutions to problems, where they can receive rapid feedback on their performance so they can tell easily whether they are improving or not, and where they can set moderately challenging goals. 9. Recommendations Organizations should have a proactive retention strategy which helps in reducing employee turnover. Retention plan strategies should be different for different level of employees, because their roles are different; their needs are different; what motivates them are different and what makes hem leave are also different. Based on the study it has been seen that dimensions of satisfaction and motivate are significantly different for employees on the basis of age, gender, marital status and education. Then, the regression model revealed that intrinsic motivation and involvement factors, as well as age and education level contribute to the sustenance of employees in the organization. Thus based on the findings, it can be said if the employees are motivated and involved in the work they can be retained. The ease of retention would depend on their degree of motivation and involvement. It is desirable to lan employee retention strategy by an organization, which should cover following aspects:  · Reciprocity is the key. Employees are investors in the company and expect a return on investment. The return can be in the form of recognition, empowerment and authority.  · Retention must be part of the organization’s DNA. Successful organizations have woven retention and engagement deeply into their structure.  · Loyalty is never given. Loyalty must be earned; even satisfied employees sometimes leave. Therefore, develop sense of loyalty among the employees.  · Organizations must be seen as employers of choice. One has to compete on ompensation and benefits, but win on culture, learning and development.  · Stars include more than just the top 10% – – or 1%! Stars are people at any level who sustain in the organization and bring value to it. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3064 ISSN:2229-6093  · Each generation of employees has different reasons for staying. For the first time in modern history, there are varied generations working side-by-side in most companies of this industry. Generational differences continue to pose new challenges to today’s employers.Thus, retaining them needs a generation-centric approach.  · Mentor widely and in both directions. Build learning relationships in all directions and hold all partners responsible for the success.  · Train intelligently. Provide on-going retention training in manageable bites – make it a continuous effort and find ways to size the retention plan to the specific demographics of the organization.  · Create a development culture. â€Å"Career development is the right thing for the organization (ide ntifying and developing future leaders), the right thing for the employee (creating a development environment), and a key retention omponent. †  · Recognize managers who keep employees. Meaningful recognition remains a potent energizer for employees and managers alike. 10. References 1. Vohra, Kushal, Systems Approach to Retention of Critical Employees. Available at SSRN: http://ssrn. com/abstract=662442 2. Tapper, David. â€Å"Worldwide and U. S. IT Outsourcing Services 2004–2008 Forecast: A Potential Perfect Storm. † Market Analysis (April 2004): IDC, Document 31089 . 3. Witt, L. A. , Martha C. Andrews, and Dawn S. Carlson. â€Å"When Conscientiousness Isn’t Enough: Emotional Exhaustion and Performance among Call Center Customer Service Representatives. †Journal of Management 30 (February 2004): 149–60. 4. Walletwatch. â€Å"Call Centre Attrition Puts HR Managers to Test. † (April 2003). www. samachar. com/biz/fullstory. ht ml; (Ac cessed on May 8, 2010). 5. Rediff. com â€Å"What Indian BPO Industry Needs. †(2005a). us. rediff. com/money/200 5/apr/23bpo. htm; (Accessed on May 1, 2010). ———. â€Å"1000 Jobs Offshored . 6. Ravichandaran, Ram. â€Å"BPO, ITES Sectors to Hot Up in 2005, Says NASSCOM Report. † Financial Express (March 9, 2005): 2 7. Ramchandran, Kumar and Sudhir Voleti. â€Å"Business Process Outsourcing (BPO): Emerging Scenario and Strategic Options for IT-enabled Services. Vikalpa 29 (January–March 2004): 49–62. 8. Prakash, S. and Chowdhury, R. (2004). â€Å"Managing attrition in BPO†, In search of Excellence, Cool Avenues, http://www. coolavenues. com/know/hr/s_1 .php. Last accessed on: February 06, 2010. 9. Pande, Bhanu â€Å"Sun, Survey Can’t Deter the Call of Duty. † Economic Times Online (July 29, 2005). (Accessed on May 8, 2010). 10. Neale, Helen. â€Å"Offshore BPO Delivery. † NelsonHall BPO and Outsourcing Sub scription Service: Nelson-Hall, 2004 . Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3065 ISSN:2229-6093

The Causes And Effects Of Poverty On Individuals And...

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Ethical Issues in the Film Erin Brockovich - 898 Words

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Read What an Old Pro Thinks About Evaluation Topics

Read What an Old Pro Thinks About Evaluation Topics For suitable growth for a writer and faster progress in picking out evaluation essay topics, it is strongly suggested for a writer to experience free evaluation essays to be able to have a pool of suggestions to borrow from. A writer may also form evaluation essay topics by studying what's happening in society. There are lots of great evaluation essay topics and a writer can pick the one which appeals to her or his interests. If topics for evaluation essay are unavailable, then the writer is absolutely free to decide on any topic of their own interest. So the major criterion ought to be your interest in this issue and its relevance to your field of specialization. Look for the primary and secondary sources on the provided topics before you begin your very first draft. Choosing the right topics might take a while in case you don't have a list of sample topics facing you. Whether you wish to order an instance of an evaluation essay, get access to another collection of excellent topics, buy an outline to enhance your odds of successfully completing an assignment in time or employ a skilled proofreader to confirm your paper, you may always rely on us. An evaluation essay can help you find out about the caliber of an object you want to know more about. Supervisor notes are by and large destroyed when the performance evaluation period is over. If so, your evaluation is going to be a beaten job. It is a fact that every evaluation will involve the inclusion of some type of opinion, as a way to be carried out correctly, the evaluati on should not read as though it's opinionated. Once more, in the event the criteria, judgments and evidence are clear, the general thesis ought to be also. You cannot compose a great evaluation essay whenever you have rich evidence for a single criterion and no evidence for a different. A total thesis also needs to be offered. Your evaluation won't be completed until all essential official transcripts are received. No matter what kind of project you're planning, the odds are that you have to convince other people to approve your ideas and provide you with the job. Evaluate each side of the chosen subject to stop from producing your evaluation essay sound biased. You're unlikely to accomplish that by writing your proposal from your viewpoint, describing only your requirements. Your proposal is going to be tailored to a particular circumstance and need. New Questions About Evaluation Topics Also note you can also comment on one another's comments. Free range parenting since you can see, there are a fantastic number of us eful, informative and intriguing topics to write about and evaluate. You could also request a difficult copy of the document from the contact given below. Make sure you have presented enough basic info and details, or so the reader will be prepared to agree with your evaluation. Evaluation Topics - the Conspiracy A review of the advantages and disadvantages of marijuana would want to get altered subject to the several facets of Japanese culture. No matter if it is a performance evaluation essay sample or a different type, you will discover essential info to contemplate in your writing. Each tackles a specific evaluation-related subject, and several propose solutions to common evaluation difficulties and direct viewers to additional instruments and resources. It is very important to establish it as it's not going to make your evaluation look to be an opinion. There are 3 things one must have as a way to form a fantastic evaluation essay. If you neglect to compose a superior evaluation paper or don't understand how to get stated for any reason, you shouldn't panic since there's a good way out. It is very important to remember your proposal is inclined to be read by different individuals in your company. It is an impossible task to turn into a seasoned writer by reading tips about how to turn into a writer. Studies have indicated that any individual arrested as a result of drug abuse is subject to quite a harsh sentence. In case you're not sure regarding the content of your upcoming essay, consider trying to find relevant advice online. To receive your project approved or to obtain the budget and support you require, you are going to have to convince others in your organization. Obviously, given the selection of the thousands of prospective projects, each project proposal will differ dramatically from the subsequent one. Don't worry-writing a project proposal isn't nearly as hard as it may sound. Thus a superior project proposal should not be all about you.

Metal forming and drawing Essay Example For Students

Metal forming and drawing Essay Drawing is different from rolling in that the pressure of drawing it not transmitted through the turning action of the mill, but instead depends on force directed locally at the area of compression. This means the amount of possible drawing force is limited by the tensile strength of the material, a fact that is particularly evident when drawing thin wires. Sheet metal PROCESSES The success of forming is in relation to two things, the flow and stretch of material. As a die torts a shape from a flat sheet of metal, there is a need for the material to move into the shape of the die, The flow of material is controlled through pressure applied to the blank and lubrication applied to the die or the blank, If the form moves too easily, wrinkles will occur in the part. To correct this, more pressure or less lubrication is applied to the blank to limit the flow of material and cause the material to stretch or thin, If too much pressure is applied, the part will become tech thin and break. Drawing metal is the science f finding the correct balance between wrinkles and breaking to achieve a successful part. Deep drawing Main article: Deep drawing Sheet metal drawing becomes deep drawing when the workspace is drawing longer than its diameter. It is common that the workspace is also processed using other forming processes, such as piercing, ironing, necking, rolling, and beading. Bar, tube wire Bar, tube, and wire drawing all work upon the same principle: the starting stock drawn through a die to reduce the diameter and increase the length. Usually the die is mounted on a draw bench. The end of the workspace is reduced or pointed to get the end through the die, The end is then placed in grips and the rest of the workspace is pulled through the die. Steels, copper alloys, and aluminum alloys are common materials that are drawn. Drawing can also he used to produce a cold formed shaped cross-section. Cold drawn cross-sections are more precise and have a better surface fin ish than hot extruded parts. Inexpensive materials can be used instead of expensive alloys for strength requirements, due to work hardening. 5] Bar drawing Bars or rods that are drawn cannot be coiled therefore straight-pull draw benches are used. Chain drives are used to draw workspaces up to 30 m (98 Ft). Hydraulic cylinders are used for shorter length workspaces. The reduction in area is usually restricted to 20 to 50%, because greater reductions would exceed the tensile strength of the material, depending on its ductility. To achieve a certain size or shape multiple passes through progressively smaller dies or intermediate anneals may be required. [61 Tube drawing Main article: Tube drawing Tube drawing is very similar to bar drawing, except the beginning stock is a tube. It is used to decrease the diameter, improve surface finish and improve dimensional accuracy. A mandrel may or may not be used depending on the specific process used. Wire drawing Main article: Wire drawing This technique has long been used to produce flexible metal wire by drawing the material through a series of dies of decreasing size. These dies are manufactured from a number of materials, the most common being tungsten carbide and diamond. Plastic drawing Plastic drawing, sometimes referred to as

Mechanical Engineer free essay sample

Mechanical Engineering is one of the best fields of the engineering spectrum. Other engineering professions include electrical engineering, civil engineering, and structural engineering among others. Mechanical engineering is found to be the most interesting of the careers available engineering professions because it affects all aspects of activities carried out by human beings like health, leisure, education and work. It always involved in such fields as manufacture and design of almost all things that include computers, WebPages, microchips, motorways and as if that is not enough, cars are also designed by mechanical engineers. The foundation of a mechanical engineering career is formed by one engaging him/herself in practicing and educating him/herself in mechanics, mathematics, design, energy and heat. Mechanics should include fluid mechanics for still water and even analysis of superheated gases that flow in space vehicles. One should give it priority to be trained in mechanical engineering profession because mechanical engineering is one of the broadest fields among the various engineering professions one can take. We will write a custom essay sample on Mechanical Engineer or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Therefore one should consider attending the highest quality training college or university so as to achieve my life long awaited dream and also to achieve a wide pool of knowledge in the field. One needs to be aware that the standards of education required for a person wishing to take a career in mechanical engineering have been revised upwards so that only the best persons only achieve this profession. One should taken it upon him/herself to perform well in school and pass with very good grades so that he/she can get a place in one of the best schools offering this professional training. Almost in every area of industry, there are jobs for mechanical engineers. In the future, the opportunities that open up include getting oneself in research, manufacture, design, management, marketing and development. These areas are found to be common in all businesses in the world. One should also consider it a priority to constantly redesign, improve and ven invent equipment. When I find a job in this field, one needs to be dedicated to all the duties assigned and even carry out more research work in order to achieve the best and be the best engineer of all time. Since there are many universities offering degrees in the mechanical engineering field, this means that there are also many courses in the field. This calls for one to check the prospectuses of these universities before applying for thi s course. He/she should first ensure that the degree will be accredited and recognized by the institute of engineers. One will thereafter take four years and this should lead him/her to MEng qualification. This will make the mechanical engineer to be recognized as a graduate engineer. He/she will thereafter take one year in the field doing practical work experience while still in college. So as to achieve Initial Professional Development (IPD), after that, one will need to spend at least four years so as to gain approved work experience after graduating. This will pave way for him/her to be chattered. The first attracting feature to this career is the knowledge with which one combines to qualify for it. Englishmen say that knowledge is power. One needs personally, to be prepared to meet this challenge. He will take his time and dedicate it well so as to achieve it. The career keeps one young and enlightened always. He acts as a source of knowledge that lights the word and makes it a better place. Another motivating factor for a person to live aspiring to be a mechanical engineer is the salary package that comes with it. It is so encouraging and really enables one to live happily and get to enjoy the fruits of his past investment. The parents feel good of their child having prospered in the engineering field as he/she can support them when they become old. The other attracting feature is that there are many opportunities to grow in the mechanical engineering field. With time, one may need to progress my education. There are also opportunities for these. One can do masters and even PhD in mechanical engineering so as to become an inspiring tool for upcoming mechanical engineers. Professionally, a mechanical engineer will appreciate in value with time because of the experience he/she has. Within a very short period of time, the value of hiring an engineer can triple because the experience he/she has coupled with technological advances, will make a mechanical engineer to be a valuable asset that no company would like to loose. What happens then is the increment in payment so as to retain this big asset. Joseph (1986) speculates that in the future, to ensure that a mechanical engineer is at par with the changing world of engineering, he/she should make plans to take part in forums organized by mechanical engineers so as to keep in touch with the changing world. The engineer will always review my skills and add new technology to it through reading journals and even taking more courses in order to cover more areas of the mechanical engineering career. As a summary, mechanical engineering is considered the origin of all the engineering professions in the world. For example, for a civil engineer to construct a road, he/she shall need land movers, that are basically designed and manufactured by a mechanical engineer. For a structural engineer to build a high-rise building, he/she needs to consult a mechanical engineer for pulleys and design of plumbing services. For an electrical engineer to repair and maintain a workstation, he needs tools that most likely designed and manufactured by a mechanical engineer. Therefore considering all these, mechanical engineering is considered to be the backbone of all the engineering fields known to man and this should be a guideline to encourage on to take a career in mechanical engineering.