Ethics of Sex in Advertising

Ethics of Sex in Advertising ABSTRACT The purpose of this paper is to discuss whether or not it is ethical to use sexual appeals in advertising. The study also examines (1) if sex actually sells and if so, when and where is it being used in advertising, (2) the use of men and women in ads of a sexual nature, and (3) the role that ethics plays in the use of sexual appeals in advertising. It is important because it not only focuses on the use of sexual appeals in advertising, but also how ethical it is to do so. The study found that sexual appeals are used often in advertising. Sex does catch peoples attention in advertisements, but usually without much brand recognition. Women have been the primary focus in sexual advertising in the past and present, but men are starting to be used more often as the sex object in advertisements. Ethics plays a definite role. There is no clear view of what is ethical and what is unethical when it comes to advertising, but with careful consideration and planning, it is possible for advertisers to find a common ground and use sexual appeals without offending people in the process. INTRODUCTION As stated by Richmond and Hartman (1982), Every media consumer is alert to sex in advertising. Its pervasive use and misuse are constantly before us, and typically elicit strong criticism (p.53). As one can see, the use of sex in advertising has been happening for several decades and the reason for it? It works. Advertisements that are sexy in nature tend to be remembered more often than advertisements that are not. The question to ask, though, is how ethical is it to use sexual appeals in advertisements? This research paper will discuss whether or not sex sells, when and where sexual appeals are used in advertising, who is the primary focus in the ads, and the ethical dilemma of using sexual appeals in advertising. This study is important to its readers because it not only focuses on the use of sexual appeals in advertising but it also looks at how ethical it is to do so. Advertising draws people in and coaxes them into buying things based on how the ads make them feel. It is not always fair to assume that everyone knows what the advertisers are doing. DOES SEX SELL? Does sex sell? Actually, sex does not sell, but sexiness does (Cebrzynski, 2000, p. 14). Using sex appeals in advertising is a good way to target certain market segments but not all. What is identified as sexual appeals in advertising? Where and when should sex be used in advertising? Does the use of sexual appeals lead to an advantage for brand remembrance? These questions will be the next topics of discussion for this paper. The use of sexual appeals in advertising has been happening for decades. Sex is everywhere. There are several different distinctions as to what is being categorized as sex appeal. A study conducted by Ramirez and Reichert (2000) revealed four characteristics of sexy ads: (1) physical features of models, (2) behavior/movement, (3) intimacy between models, and (4) contextual features such as camera effects (p.267). Ramirez and Reichert (2000) sought to find what people consider sexy in advertising. The most common referent was physical features (66%), followed by a models movements and verbal and nonverbal communication (39%), contextual features (26%), and proxemics (15%) (p.269). They made an important note that what people referred to as sexy differed gender to gender. The study showed that females responded more to context than males did at 35% to 20%. It also showed that 28% of the females responded to proxemics or references to physical distance or relative interaction between models compared to 6% of the males (p.269). WHEN AND WHERE SHOULD SEX BE USED IN ADVERTISING? This section will discuss the usefulness of sexual appeals in advertising, but not from the ethical stand point. Sexual appeals only work in some advertisements. Many studies have been conducted regarding this subject. Jones, Stanaland, and Gelb (1998) conducted an experiment to see how men and women responded to beefcake and cheesecake ads. A beefcake ad is an ad that has a sexy male model as the center of the ad. A cheesecake ad is an ad that has a sexy female model as the center of the ad. The study found that women had higher recognition scores for the ad showing a nonsexy male model than for the beefcake ad, and men had higher recall scores for the ad showing a nonsexy female than for the cheesecake ad. The study also found that women had lower recognition scores than men for the beefcake ad, and women viewing the cheesecake ad had higher recognition scores than women viewing the beefcake ad. Also, men had lower recall than women for the cheesecake ad. They concluded their study with the statement, The nonsexy ads seemed to do the most good with the least harm (p.36). It is important to evaluate the audience who will be viewing the ads before invoking a sexual appeal into the ad. A recent study conducted by Whipple and McManamon (2002) found that there is not an industry-wide conspiracy that advertisers use men as voiceovers in ads. Rather, individual advertisers and agencies make decisions about specific products and ad executions. For instance, a spokesperson and an announcers sex can affect advertising evaluations for a gender-specific product but not for non- gender imaged products (p.87). Advertising research reveals that sexual appeals are attention getting, arousing, affect inducing, and memorable (Reichert, Heckler, and Jackson, 2001, p. 14). But, although studies have demonstrated that sexual appeals attract attention to the ad, they do so typically without a corresponding advantage for brand information processing. Although using sexual appeals in brand advertisements has not proven to be as effective as needed, using them in social marketing may be beneficial. From a social marketing perspective, sexual appeals may be beneficial for the simple reason that they are attention-getting and potentially motivating desirable message characteristics in a saturated media environment (Reichert, Heckler, and Jackson, 2001, p. 18). The use of overt sexual appeals in print advertising has increased considerably in contemporary advertising practice. According to an article by Henthorne and LaTour (1994), today it is common for a reader of any age to pick up a general-interest consumer magazine and find an advertisement featuring provocatively posed and attired models for many consumer products (p.82). During the past decade, the use of sexual appeals in print advertisement has become commonplace. Among the most memorable companies, which base their advertisement on sexual appeals, is Calvin Klein. Their ads usually feature a nude couple in a somewhat provocative position. Also, many of the print advertisements for Calvin Klein jeans are just as suggestive and memorable (p.82). Ads of this type are designed to elicit what the originators hope is a vicarious experience of sensuality (Henthorne and LaTour, 1994, p. 82). In the 2000s, the use of sexual appeal in advertising continues to be a very controversial topic. A 1994 study done by Henthorne and LaTour revealed that an ad which contains a strong overt sexual appeal results in a significantly less favorable attitude toward the ad, attitude toward the brand, and purchase intention than an ad that contains little or no sexual appeal (p.90). For example, a very controversial AXE subway ad in Mexico has an arrow pointing up the shiny miniskirt of a woman driving a convertible sports car. Another ad shows a man with his arm around a woman with the arrow pointing down the front of her low-cut shirt. Next to the arrows is the statement: To get what you want (Ordonez, 2003, p.48). In this case, strong overt sexual appeal is being used in order to place brand remembrance on AXE. As a result, the brand also has been labeled as a company which is involved in strong overt sexual advertising (Ordonez, 2003, p.48). Although the use of highly sexual print ads is viewed more negatively, the attitude of women is significantly more negative than that of their male counterpart. As the morals and ethics of society change over time, what is considered appropriate and acceptable by society must also change. Therefore it is necessary to re-evaluate the assumptions on which strategic decisions are based when it comes to print advertising. Advertisers need to look at potential social issues and consequences at stake when considering an advertisement based on sexual appeal. Ethical issues involving sexual appeal in commercials are more controversial than those involving print advertising due to the high number of viewers that see commercials. Sexual appeals in commercials have many types and consist of a variety of elements. They often involve visual elements such as attractive models, and they may portray varying degrees of nudity and suggestiveness. Although commercials often use visual elements for sexuality, appeals may also include verbal elements and music. A study conducted by Severn, Belch, and Belch (1990) found that the use of sexual advertising appeals detracts from the receivers processing of message content. The use of sexual appeals in the study seemed to detract from the processing and retention of message arguments. However, it did appear that the recipients would focus their attention more on the execution elements of ads using this type of appeal (p.21). With the use of sexual appeals in commercials being both controversial and product ive in remembering a product, there is a fine line that advertisers should follow to keep the controversy to a minimum. According to Gould (1994), advertisers can attempt to accommodate the seemingly conflicting concerns of the public by following four guidelines: (1) targeting commercials as carefully as possible to avoid unnecessary conflict and to minimize the viewing of sexual appeals by people who might be disconcerted by them, (2) heightening their own awareness of the impact of their sexual appeals on the public at large as well as on their target market, (3) testing the effects of their commercials, not only on their target, but also on other members of the public who might see their commercials, and (4) considering the effects of their commercials in prompting individuals, whether in their target or not, to take actions that have negative consequences (p.78). Regardless of the guidelines, it is difficult for both managerial and governmental policy makers to know how to appr oach this sensitive ethical dilemma because of the variety of ethical and moral standards of todays public. In any market, advertising and promotions are partly an educated guessing game. You are bound to have unexpected hits and disappointing flops. At home or abroad, the old saying almost always proves true: It pays to advertise (Zhan, 1999, p.83). ARE WOMEN THE PRIMARY FOCUS? For years, many have believed that women are the primary focus of sex appeals used in advertising. This is not necessarily correct. Women seem to be the target most recognized in sexual appeals, but men have been targeted more recently. Women have often been the targets of sexual advertising because it seems to work in many cases. Sex is a powerful and easy method of getting male attention and making a product desirable. In advertising, it is easy to get a mans attention by using womens bodies and associating getting the women if he buys the product (Taflinger, 1996, p.8). The most well known target of women as sexual appeals has been in beer commercials and advertisements. Usually the ads go something like this: a beautiful woman is sitting at a bar and a man comes up and she does not notice him at all. Then he orders a certain kind of beer and all of the sudden, he is desirable to this woman. They then get caught up in the moment and ultimately the man gets this woman (because of the beer). Another example of the man getting the hot woman because of a particular product that supposedly makes the man more desirable to the women is the AXE commercial. AXE is a body spray for men. In the commercial, the men who use AXE get beautiful women. In fact, AXE is so effective that if in any way you come in contact with this body spray, you will be instantly wanted. The commercial features an old man getting a young, hot woman because of the AXE Effect (2004). Women are used over and over again in advertising as sex appeals. But, some do not realize that these advertisements are often targeted at women as well. Victorias Secret is a good example of this. They want women to think that if they buy Victorias Secret products, they could be like the beautiful, sexy models on their commercials. Obviously these bra and panties are not going to look this good on just anyone. But, at first glance, a woman might think, Wow, she looks awesome; I should get that outfit so I can look that good too. Women are not the only focus in sexual appeal advertising. Men play a large role as well. According to Taflinger (1996), It is rare for advertising to use sex as an appeal for women. Women are often less interested in the sex act itself for its own sake. They are interested in sex for what it can mean in the future. They may enjoy it as much as men, but for them it has far greater significance. Advertising cannot take advantage of a womans instinctive sexual desire because advertisings job is not to build for the future-it is to sell a product now (p.6). Here, Taflinger tries to explain that women are not interested in sexual appeals on television. They are interested in sex for their future. Although this seems to be correct in some instances, it is questionable when thinking about all of the ads that target men as the sex selling object. Some recent ads that target men as sex objects and sexual appeals are Abercrombie Fitch and Calvin Klein. Abercrombie Fitch is notorious for using men as sexual objects in their advertising. Many times, it is a large group of men standing around half naked if not completely nude. Although this company is a clothing company, they mainly advertise using naked pictures of their models. This does not make much sense except to assume they are trying to sell sex. Sex does sell for Abercrombie. But is it to women? Many questions have been asked about the nature of Abercrombies advertisements. Some speculation has brought up the question: who are they trying to target with these advertisements? Men are used over and over again in advertising, although it is generally targeted at the younger market. It is targeted at not only women but men also. This generation of women is becoming more open to sexual advertisements and is more apt to be enticed by them. According to a study conducted by Morrison and Sherman (1972), when looking at nudity and sexual arousal together, the majority of the women who rated ads high in nudity also reported being sexually aroused by the ads. This is contrary to traditional views that women are not as sexually aroused by nudity as men are (p.19). THE ROLE OF ETHICS Abercrombie, Express, Sony, Calvin Klein: all big companies with big brands who promote to the public in a big way; therefore, they rely heavily on agency expertise to help them do so. Likewise, in the ethical paradigm that is marketing through sex to the public, who should be accountable for the way in which the campaign is conducted? Clearly, agencies shoulder the majority of the responsibility for the campaigns they deliver. Ensuring compliance with regulatory guidelines often falls to the agency and although the client does hold the ultimate responsibility, they will often follow the agencys lead. As a result, a true partnership needs to be developed in order to ensure a sustainable relationship based on trust and transparency. This is necessary to get the success that is sought after (Gould, 1994, p.76). How can agencies and their clients establish this desired state of partnership? By seeing what the goal is-sexual appealing, successful campaigns that send sales through the roof and still makes sure negative publicity stays away from the brand. A helpful path that leads agencies along the route to creating effective and responsible advertising entails five key elements: the brief, time pressures, competition, measures of success, and commercial pressures. The brief is important because a good brief lays the foundation for a good campaign. Second, sufficient time creates the conditions necessary to create a great idea. Third, do what is right for the brand and the target audience regardless of the competition. Fourth, evaluate your measures of success qualitatively as well as quantitatively. Last, respect the relevant codes of practice and do not let commercial pressure affect your campaign. Thoroughly implementing these key elements will help agencies and companies launch a successful campaign. The measure of a great agency is its ability to help the promoter navigate that path and counter balance the pressures it brings (Gould, 1994). Working in partnership with the promoter, the agency can embrace the responsibilities it holds and have fun, while keeping the public safe, warm, and fully protected. While ethics and the role which it plays in advertising continue to generate a great deal of attention, the role of the educator has become an important factor for advertising. Social changes in the U.S. have further complicated the situation and raised the need for attention to ethical advertising. The use of sex and sexual appeal in advertising is at an all time high (Ramirez and Reichert, 2000, p.267). With this being said, professional educators play a big role in keeping this trend ethical and sexy at the same time. Educators need to firmly imply the positives of ethical advertising and behavior compared to possible downfalls of unethical advertising. Simply put, the philosophy has been that all advertisers must fish in the same pond and when the waters are muddied by unethical advertising, everyone catches less fish. This is a very true philosophical statement that educators can preach to their students. The result has been to exhort ethical behavior because it is good business . A further reason for educators to preach ethical standards has been the clear understanding that such activity can often be used to head off governmental regulation which the industry always feels would be impossibly restrictive (Fraedrich and Ferrell, 1992). As one may know, the foundations and fundamentals of students are what they will rely on when in the workplace; therefore, good fundamentals and practices are a key component for ensuring ethical behaviors during stressful situations. In short, the role in the development of advertising ethics lies in a proper emphasis of advertising as an institution to assist the students in proper and ethical behavior in the advertising industry. Advertising will continue to have a weak public image until the field of practice is built on a more professional base. With educators encouraging thoughtful attention to problematic aspects of advertising, students will be better mindful of ethical questions and situations. As a result, the students will attain their goal of a Professional Advertising Education. To understand more fully the positive and negative effects and ethical dilemmas arising from the use of sexual appeals in advertising, one must consider the fundamental concepts contained in normative ethical theories of moral philosophy (Gould, 1994, p.78). Normative ethical theories can either be classified as teleological or deontological. Teleological philosophies are defined as philosophies concerned with the moral worth of an individual behavior (Fraedrich Ferrell, 1992). Teleological philosophies maintain that the individual should examine and determine the probable consequences of alternative actions and behaviors in a specific situation (Henthome LaTour, 1994, p.82). Deontological philosophies focus on specific actions or behaviors of the individual without regard to the consequences of the actions. Thus, deontology opposes the principal tenet of teleology (Fraedrich Ferrell, 1992). Deontology supports the theory that the rightness or wrongness of actions should be judged by the actions themselves instead of the outcomes. It is not realistic to believe that individuals make ethical decisions strictly on the basis of either teleology or deontology. Individuals do not use clearly defined concepts of ethical philosophies in making specific ethical evaluations but a mixing of theses philosophies are used. With this being known, the expectations of a print ad displaying strong sexual appeal should yield a significantly less favorable attitude toward the ad, the brand, and purchase intention than an ad containing only mild sexual appeal. This expectation is supported by a study conducted by Henthorne and LaTour (1994). It was clear in the study that undesirable reactions and consequences might result from the use of strong overt sexual appeals (p.88). Although risky, sexual appeal is often a creative way to capture the consumers attention. The point at which sexual appeal may be viewed as unethical and counter productive is what advertisers are concerned with. Sex objectification is very much in the eyes of the beholder and, therefore, leaves the object of effective advertising very challenging. As a result, there is no simple solution when it comes to the use of sexual appeal in advertising. The best advice is for advertisers to recognize the ethical complexity of sexual appeal in adve rtising and incorporate that understanding in their strategic thought. Henthorne and LaTour, (1994) state As the ethical considerations of society change over time, what is considered appropriate and acceptable in advertising must also change (p.88). So, it is imperative to continually re-evaluate what society would consider acceptable and consider the full level of consequences of their actions before considering what they perceive as ethically acceptable. SUMMARY AND CONCLUSION The study discussed whether it is ethical to use sexual appeals in advertising. The study also examines (1) if sex actually sells, when and where it is being used in advertising, (2) the use of men and women in ads of a sexual nature, and (3) the role that ethics plays in the use of sexual appeals in advertising. This study is important because it not only focuses on the use of sexual appeals in advertising, but it also looks at how ethical it is to do so. Advertisers try to appeal to peoples emotions and coerce them into buying things they really do not need. The following conclusions were drawn from this research: Q. Sex sells sometimes. After evaluating the characteristics used in ads as sexy, the main characteristic identified was physical features. Sex appeal does not always lead to brand remembrance, but rather using sexual appeals in social marketing, like condom ads, will prove to be a better fit and will work better to send a message. Sex is used everywhere in advertising including print ads, commercials, and on the Internet. Sexual advertisements are mainly targeted at younger groups that have a different, more open view of sex. R. Answering the question: Are women the primary focus in sexual appeals? Yes, they are. With the growing open mindedness to sex that the younger females in America are experiencing, men have been targeted more and more. Abercrombie and Fitch uses male models as sex objects in almost every ad. They are even known for targeting the homosexual market. The use of men in advertising is growing and will be highly used in the future. The role that ethics plays in using sexual appeals in advertising is that there is a fine line between what people think is acceptable and what they think is unacceptable. The main thing to consider is what is the product or service that is being sold and who is the targeted consumer. For example, it would be unethical to put sexual appealing commercials on Nickelodeon. REFERENCES Abercrombie Fitch Advertisement (n.d.). Retrieved March 16, 2004, from Abercrombie Fitch Website: www.abercrombie.com. AXE Nun (2004). Collections: AXE Effect. Cebrzynski, G. (2000, March 13). Sex or sexy? The difference is that one sells, and the other doesnt. 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Retrieved April 5, 2004, from Commercial Closet Website, http://www.commercialcloset.org Ordonez, I. (2003, September). Peddling sex: Taut and trim flesh hits billboards as advertisers aim low. [Electronic Version]. Business Mexico, 13(9), 48. Ramirez, A. Reichert, T. (2000). Defining sexually oriented appeals in advertising: A grounded theory investigation. [Electronic version]. Advances in Consumer Research, 27, 269-273. Reichert, T., Heckler, S., Jackson, S. (2001, Spring). The effects of sexual social marketing appeals on cognitive processing and persuasion. [Electronic version]. Journal of Advertising, 30(1), 13-28. Richmond, D. Hartman, T. (1982). Sex appeal in advertising. [Electronic version]. Journal of Advertising, 22(5), 53-61. Severn, J., Belch, G., Belch, M. (1990). The effects of sexual and non-sexual advertising appeals and information level on cognitive processing and communication effectiveness. [Electronic version]. Journal of Advertising, 19(1), 14-22. Taflinger, R. (May 28, 1996). You and Me, Babe: Sex and Advertising. Retrieved March 16, 2004, from http://www.wsu.ede:80801-taflinger/sex.html. Treise, D. Weigold, M. (1994 September). Ethics in advertising: Ideological correlates of consumer perceptions. [Electronic version] Journal of Advertising, 23(3), 59-70. Victorias Secret Advertisement (2003). Retrieved March 16, 2004, from http://www.gtslade.com/vs/vs3.html Whipple, T. McManamon, M. . (2002, Summer). Implications of using male and female voices in commercials: An exploratory study. [Electronic version]. Journal of Advertising, 31(2), 79-91. Wise, G., King, A., Merenski, P. (1974, August). Reactions to sexy ads vary with age. [Electronic version]. Journal of Adverting, 14(4), 11-16. Zhan, S. (1999, March). When a picture is worth a thousand words. [Electronic version]. World Trade, 12(3), 82-83.

Case study of Bangladesh and Boscastle Floods

1. The flood occurred on Monday, 16 August 2004 in the villages of Boscastle in Cornwall, England, United Kingdom. The village suffered extensive damage after flash floods caused by an exceptional amount of rain that fell over eight hours that afternoon. At midday on the 16th August 2004, heavy thundery showers had developed across the South West; these were the remnants of Hurricane Alex (2004) which had crossed the Atlantic. The flood in Boscastle was filmed and extensively reported. The floods were the worst in local memory. A study commissioned by the Environment Agency from a hydraulics consulting firm concluded that it was among the most extreme ever experienced in Britain. 1. The flood occurred during late July, August and September of 2004 and was widespread across Bangladesh. Although flooding is common, the 204 was exceptional bad with increased loss of live and livelihood. Bangladesh suffered extensive damage and approximately 38% of the country was submerged in flood water at some point Boscastle and Bangladesh Floods 2004 Causes Boscastle Bangladesh 1. 75mm of rain fell in just 2 hours in the village 2. The village lies in a steep valley which speeded up overland flow of rainwater 3. The village lies at the confluence of two rivers 4. The natural channel had been walled so the river couldn’t adjust to the sudden increase in water 5. There had never been a major flood in this village so there were no flood prevention methods in place. 6. The torrential rain led to a 2 m (7 ft) rise in river levels in one hour. A 3 m (10 ft) wave, believed to have been triggered by water pooling behind debris caught under a bridge and then being suddenly released as the bridge collapsed, surged down the main road. Water speed was over 4 m/s (10 mph), more than enough to cause structural damage. It is estimated that 20,000,000 cubic metres of water flowed through Boscastle that day alone 7. Changes in farming practice caused a reduction of trees and hedges higher up the valley causing water to flow through more quickly than would have been the case in the past. The saturated surface also contributed. 8. Boscastle lies in a valley and the highland encouraged precipitation in the form of orographic rainfall. 1. Bangladesh is a low-lying country with most of its land lying on the delta land of three major rivers, the Ganges, the Brahmaputra and Meghna. 2. Climate change resulted in melting glaciers in the Himalayas which contribute to water input. 3. Deforestation in the Himalayas for agriculture led to increased soil erosion. This had a negative effect on the rates of interception and evapotranspiration resulting in more water reaching the river. 4. There was as unusual heavy seasonal monsoon rain upstream from May-September which fed into the rivers. This was a large contributing factor. 5. There were also tropical revolving storms (cyclones) that brung exceptional winds, intense precipitation and storm surges. Causing high discharge in the rivers. 6. River implement is difficult to implement as Bangladesh in one of the poorest countries with the GDP at around $300. 7. Increased pressure of rural-urban migration meant that more people lived on the flood plains. 8. The increased sediment in the river is also a contributing factor. Immediate Impacts Boscastle Bangladesh 1. A burst sewage mains and damaged buildings made much of Boscastle inaccessible for health & safety reasons for at least a few days. 75 cars, 5 caravans, 6 buildings and several boats were washed into the sea. Large loss of possessions 2. Approximately 100 homes and businesses were destroyed; trees were uprooted and debris were scattered over a large area. 3. A fleet of 7 helicopters rescued about 150 people clinging to trees and the roofs of buildings and cars. 4. No one died. 5. Roads were blocked off by the floodwater, making emergency access difficult except from the air. Even when rescue helicopters arrived, the valley was only big enough for two to operate at any one time, prolonging the operation & putting lives at risk from the still rising flood waters. 6. Property was destroyed by debris such as entire trees & vehicles speeding down the valley at high speed, pulled out towards the sea by the raging torrent. Buildings were smashed, especially in the main street where the river channel flows. 7. People were trapped in buildings by the floodwater & forced to seek refuge on the roofs of the buildings and await rescue. The danger of hypothermia, shock or even being swept away was great. 8. People were left homeless for the night, so emergency accommodation had to be set up. Nearby hotels & guest houses were packed with tourists who had arrived in Boscastle in the morning & had lost their cars, so were unable to return to their accommodation elsewhere. 1. During July and August 2004, approximately 38% of the total land area of the country was flooded, including 800,000 hectares of agricultural land and the capital city, Dhaka. 2. As well as 1.5 million acres of crop damage there was the death of 21,000 livestock. This is a huge loss of income for the families. 3. Nationwide, 36million people (out of a total population of 125 million) were made homeless. 4. By Mid September the death toll had risen to 800. Many of these people died as a result of disease caused by lack of clean water. 5. Raw sewage contaminated much of the flooded areas especially in Dhaka. 6. The flood also caused serious damage to the country’s infrastructure, including roads, bridges and embankments, railway lines and irrigation systems 7. Almost a million dwellings were destroyed, more than 3 million damaged and millions of inhabitants temporarily or permanently displaced. 8. Boats were afloat on the main runway at Sylhet Airport and all domestic and internal flights were suspended. Rail and road links into Dhaka and the affected areas were severely damaged. This created a difficulty distributing supplies. 9. The value of the damage was assessed as being in the region of $2.2 billion 10. Although the flood affected both the poor and wealthy households, the poor were generally less able to withstand its impacts. Landless labourers and small farmers were the most severely affected in rural areas. In the urban areas it was typical the slum dwellers, squatting on poorly drained land, who suffered the most. 11. 5000 shelters opened to accommodate the homeless. 12. 25,000 schools were damaged. The undamaged ones were used as emergency shelter and doctors set up clinics in the back of trucks. 13. Loss of export earnings from factories. Long Term Impacts Boscastle Bangladesh 1. Floodwater damaged a great deal of properties. Possessions were lost, river water and burst sewage mains spoiled the ground floor of many houses & thousands of pounds worth of damage was done. 2. Repairs had to be made after the damage. This was very time consuming & costly. Some buildings were beyond repair & their owners have had to consider rebuilding from scratch. 3. The damage not only affected the residents, but also insurance companies. It is likely that home insurance will be much costlier in Boscastle from now on. 1. Boscastle's main industry is tourism. The town was effectively closed to tourists after the flood, causing a massive loss of revenue. Tourist attractions such as the witchcraft museum were lost and tourists next season will be wary of visiting the town in case the floods are repeated. Boscastle may never recover its tourist industry fully & many small businesses could go out of business as a result. 90% of Boscastle economy is tourism, the floods caused major loss of tourism. 21 accommodation providers had to close down. 2 of which didn’t reopen. 2. Environmental damage to local wildlife habitats 3. Costal pollution caused as debris and fuel from cars flowed out to sea. 4. People suffered from long term stress and anxiety as a result of been traumatised by the incident. 1. The floods caused 4 environmental impacts: river-bank erosion, especially on embankment areas close to the main channels; soil erosion; water logging particularly in the urban areas; and water contamination, such as raw sewage in Dhaka, and the associated health risks that come with this. 2. As Bangladesh is such a poor country, the short term impacts almost mirror the long term ones as there’s little money to alter them. 3. The 36 million that were homeless up to 70% of them will remain that way for up to 5 years. 4. Factories continued to have a loss of earnings as there was a loss of export. 5. Roads, houses, other infrastructure, railway lines and embankments remained damaged. 6. Charities and other NGO have continued to provide aid and help distribute supplies 7. People undoubtedly will have suffered from long term stress and anxiety as a result of been traumatised by the incident. 8. Many small businesses and many peoples income (through farming or rearing animals) will have been lost and will never recover. 9. The absence of money in the country will inevitably mean certain amenities won’t get repaired. Immediate responses Boscastle Bangladesh 1. Buildings that were damaged were secured by building inspectors. This took 7 days, after which homeowners could retrieve there possessions. 2. People were relocated. 3. Power and water supplies were repaired 4. Local GP surgery acted as an emergency centre 5. Prince Charles made a large donation to rebuild parts of Boscastle. 6. Cars and debris was removed as well as the demolition of damaged buildings. 7. Environment agency removed debris upstream and burned vegetation away from the river. 8. Roads and sewage works were restored. 9. Nearby hotels welcomed anyone affected by the floods to stay. Especially tourists. 10. Tourists were given food and amenities and transport free of charge and helped to recover any of their possession before been helped to return home 11. The entire region was inspected & the probability of a recurrence calculated. The Environment Agency has recommended that construction in the area in the future should not include facilities for those most vulnerable to flash-flooding, such as the elderly & young children. Effectively, this means that the local Council will reject any planning applications for residential homes or schools in the valley. 1. Government organised a large scale search and rescue mission, with help from NGO’s and volunteers. 2. Sewage in the capital city was drained. 3. The government, working with non-governmental organisations (NGO’s) provided emergency relief in the form of rice, clothing, water, medicines and blankets. 4. An international appeal was launched with over $50 million donated. 5. The UN activated a disaster management team to coordinate the activities of the various UN agencies. They supplied critical emergency supplies and conducted a â€Å"damage and needs assessment† in the affected areas. 6. Bilateral aid from individual countries was directed to the UN team. 7. The charity WaterAid affected many areas that WaterAid works in, and so WaterAid and its partners actively engaged and assisted in water and sanitation issues, by rehabilitating existing work and through hygiene education. WaterAid's initial response included supplying oral saline and water purification tablets, providing transportation for emergency patients, disinfecting water points affected by flood water and raising awareness of hygiene risks through posters. 8. Many other charities such as the Red Cross provided volunteers who distributed food and essential relief items like kitchen sets, lighting, clothing, shelter materials and water purification tablets. They also provided healthcare and supported search and rescue operations. Long Term Responses Boscastle Bangladesh 1. 2004: Buildings searched, buried cars removed from harbour, trees removed, roads cleared, B3263 bridge temporary concrete parapets installed. Completed an Overflow culvert work and hard sticks were inserted into the ground so barrier against the flood water would be created. The museum and shops were demolished. All power and water supplies were restored. The Boscastle power system was also renewed 2. 2005: Most shops and restaurants re-open with new customers. The flood defences were increased and improved strongly with an  £800,000 flood defense scheme been completed by April 2005. The rest of Boscastle got rebuilt. 3. 2006: Two underground pumping stations for the sewage treatment scheme began and work to widen and lower the river channel to increase capacity began. The car park level was raised, and extended, reducing the risk of cars being washed away if it flooded again. 4. 2007: A ‘gateway building† was built and work started on rebuilding an old culvert at the top of the village, to allow more water to flow through in periods of heavy rain. Work started on installing the pipes for the new sewage treatments works, in the harbour area (between the Lower and Upper bridges). Traffic lights were reinstalled and the new lower bridge was installed. 5. 2008: Work on rebuilding the culvert next to the petrol station completed as well as a culvert in Dunn Street. The harbour was resurfaced and the Old Lower Bridge was demolished, and the new Lower Bridge was brought into use. 1. Self help schemes were put in place, such as growing pumpking on ground thought to be infertile, â€Å"Superducks†, Site and service and core housing. 2. WaterAid repaired tubewells, constructed mobile latrines and gave house to house counselling to families. 3. Charities continued donating money and continued their work with distributing supplies, improving living conditions and treating disease 4. Australia donated food supplies, consequently been the largest food aid donor to Bangladesh with the total worth contribution to over $27.6 million 5. With aid and government funding infrastructure was rebuilt along with some roads. All traces of sewage were removed from the capital city. 6. Flood shelters and early-warning systems have been successfully put in place. 7. Small scaled community projects have been put in place resulting in lives been saved 8. Following the floods, additional financial aid was granted for a period of 5 years. This was mainly in the form of a loan from the World Bank, to pay for, in the first instance, repairs to infrastructure, water resource management, health care and education. 9. Disaster-preparedness is a key priority for the future. This includes flood management and improved water resources. It is also planned that, in future, flood-resistant designs should be used in all social and economical infrastructure projects.

Voluntary turnover

Chapter NO.1IntroductionBackground1.01 Employee turnover is a much-studied phenomenon. There is a huge literature on the causes of voluntary employee turnover dating back to the fiftiess. 1.02 Voluntary turnover is a major job for many organisations in many Asiatic states ( Barnett, 1995 ; Chang, 1996 ; Syrett, 1994 ) . Employee turnover is giving insomniac darks to human resource directors in many states in Asia ( Naresh Khatri ) . Organizations are passing tonss of money to cut down employee turnover. Employee turnover is besides one of the issues faced by many organisations in Pakistan.Aim of the Research Study1.03 The aim of the survey is to cognize the factors of employee turnover, why employee quit the occupations and leave the organisations and which factor influence the most while go forthing the organisation. 1.04 The aim of the survey is to cognize the factors, which influence the most in employee turnover in, name centre industry in Pakistan.Problem statement1.05 What are the factors of employee turnover in the organisations?Research Questionsa ) What are the grounds ; employees quit their occupations and leave the organisations? B ) What is the function of the factors ( options, purpose to discontinue, occupation satisfaction, organisational committedness, rewards and conditions, employee features, preparation and development and influence of colleagues ) in employee turnover? degree Celsius ) Which factors cause the most in the employee turnover? Rational Of the Study 1.06 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations.Definitions of the Footings1.07 â€Å"Employee turnover is defined as, the ratio of figure of workers that had to be replaced in a given clip period to the mean figure of workers† .Chapter NO 2Literature Review2.1 Over clip there have been a figure of factors that appear to be systematically linked to turnover. An early reappraisal article of surveies on turnover by Mobley ( 1979 ) revealed that age, term of office, overall satisfaction, occupation content, purposes to stay on the occupation, and committedness were all negatively related to turnover ( i.e. the higher the variable, the lower the turnove r ) . In 1995, a meta-analysis of some 800-turnover surveies was conducted by Hom and Griffith, which was late updated ( Griffith, 2000 ) . Their analysis confirmed some well-established findings on the causes of turnover. These include: occupation satisfaction, organisational committedness, comparing of options and purpose to discontinue. 2.2 The top factor cited in most surveies is low compensation and unequal benefits. Lack of grasp and feeling that the employer values the employees ‘ parts besides ranks high on the list of grounds for employee turnover. Another lending factor to employee turnover is hapless direction. This includes such factors as hapless communicating from leading, deficiency of preparation, excessively much alteration, deficiency of resources necessary to make the occupation, deficiency of acknowledgment that an employee is dissatisfied with calling development chances, torment, take downing behaviour, and a deficiency of flexibleness toward employees. Lifestyle alterations, such as the transportation of a partner, birth of a kid, or the demand for a shorter commute will besides do employee turnover. ( Kathleen Goolsby ) 2.3 Some variables and factors are examined and discussed in more item below.Comparison of Options2.4 The comparing of options is a factor that plays a function in employee turnover. The relationship between options and turnover on an single degree has been researched widely since March & A ; Simon ‘s 1958 seminal work on easiness of motion. 2.5 Much of the subsequent research focused on the nexus between occupation satisfaction, perceived alternate chances and turnover. Subsequently, research workers began to concentrate on the function of both existent and sensed chances in explicating single turnover determinations. 2.6 Subsequent research has indicated that existent options are a better forecaster of single turnover than sensed chances. Research on the impact of unemployment rates as a placeholder for existent chances in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover purpose relationship but non existent turnover ( Kirschenbaum & A ; Mano-Negrin, 1999 ) . They concluded that macro degree analysis predicted turnover forms but perceptual experiences of chances did non. This point was reinforced in their survey on medical centres in assorted locations used steps of perceived and nonsubjective chances in internal and external labour markets. The writers concluded that aims chances were a better set of accounts of existent turnover behaviour than either sensed internal or external labour market chances. 2.7 Nevertheless, while existent options appear to be a better forecaster of turnover, there is besides well-established grounds of the nexus between perceived options and existent turnover. In their most recent meta-analysis, Griffith ( 2000 ) confirmed that perceived options modestly predict turnover.Purposes to Discontinue2.8 Intension to discontinue is one of the factors that play a function in employee turnover. Mobley ( 1979 ) noted that the relationship between purposes and turnover is consistent and by and large stronger than the satisfaction-turnover relationship, although it still accounted for less than a one-fourth of the variableness in turnover. Much of the research on sensed chances has been found to be associated with purposes to go forth but non existent turnover ( Kirschenbaum & A ; Mano-Negrin, 1999 ) .Organizational Committedness2.9 Many surveies have reported a important association between organisational committedness and turnover purposes ( Lum, 1998 ) . Tang à ¢â‚¬Ëœs ( 2000 ) survey confirmed the nexus between committedness and existent turnover and Griffith ‘s ( 2000 ) analysis showed that organisational committedness was a better forecaster of turnover than overall occupation satisfaction. 2.10 Research workers have established that there are different types of organisational committedness. Allen & A ; Meyer ( 1990 ) investigated the nature of the nexus between turnover and the three constituents of attitudinal committedness: affectional committedness refers to employees ‘ emotional fond regard to, designation with and engagement in the organisation ; continuation committedness refers to commitment base on costs that employees associate with go forthing the organisation ; and normative committedness refers to employees ‘ feelings of duty to stay with the organisation. Simply, employees with strong affectional committedness stay with an organisation because they want, those with strong continuation committedness stay because they need to, and those with strong normative committedness stay because they feel they ought to. Allen and Meyer ‘s survey indicated that all three constituents of committedness were a negative index of turnover. In general, most research has found affectional committedness to be the most decisive variable linked to turnover.Job Satisfaction2.11 The relationship between satisfaction and turnover has been systematically found in many turnover surveies ( Lum, 1998 ) . Mobley 1979 indicated that overall occupation satisfaction is negatively linked to turnover but explained small of the variableness in turnover. Griffith ( 2000 ) found that overall occupation satisfaction modestly predicted turnover. In a recent New Zealand survey, Boxall ( 2003 ) found the chief ground by far for people go forthing their employer was for more interesting work elsewhere. It is by and large accepted that the consequence of occupation satisfaction on turnover is less than that of organisational committedness.Features of Employees2.12 Despite a wealth of research, there look to be few features that meaningfully predict turnover, the exclusions being age and term of office. Age is found to be negatively related to turnover ( i.e. th e older a individual, the less likely they are to go forth an organisation ) . However, age entirely explains small of the variableness in turnover and as age is linked to many other factors, entirely it contributes small to the apprehension of turnover behaviour. 2.13 Tenure is besides negatively related to turnover ( the longer a individual is with an organisation, the more likely they are to remain ) . Mangione in Mobley concluded that length of service is one of the best individual forecasters of turnover. ; Griffith besides found that age and term of office have a negative relationship to turnover. 2.14 There is small grounds of a individual ‘s sex being linked to turnover. Griffith ‘s 2000 meta-analysis re-examined assorted personal features that may be linked to turnover. They concluded that there were no differences between the quit rates of work forces and adult females. They besides cited grounds that gender moderates the age-turnover relationship ( i.e. adult females are more likely to stay in their occupation the older they get, than make work forces ) . They besides found no nexus between intelligence and turnover, and none between race and turnover.Wagess and Conditionss2.15 Wagess and conditions is one of the variables of the employee turnover. Mobley ( 1979 ) concluded that consequences from surveies on the function of wage in turnover were assorted but that frequently there was no relationship between wage and turnover. Other surveies found no important relationship. 2.16 On the other manus Campion ( 1991 ) cited in Tang suggests that the most of import ground for voluntary turnover is higher wages/career chance. Martin ( 2003 ) investigates the determiners of labour turnover utilizing establishment-level study informations for the UK. Martin indicated that there is an reverse relationship between comparative rewards and turnover ( i.e. constitutions with higher comparative wage had lower turnover ) .Pay and Performance2.17 Griffith ( 2000 ) noted wage and pay-related variables have a modest consequence on turnover. Their analysis besides included surveies that examined the relationship between wage, a individual ‘s public presentation and turnover. They concluded that when high performing artists are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman ( 1999 ) that where corporate wages plans replace single inducements, their debut may take to higher turnover among high performing artists.Attitudes to Money2.1 8 For some persons pay will non be the exclusive standard when people decide to go on within an bing occupation. In the survey of mental wellness professionals, Tang ( 2000 ) examined the relationship between attitudes towards money, intrinsic occupation satisfaction and voluntary turnover. One of the chief findings of this survey is that voluntary turnover is high among employees who value money, irrespective of their intrinsic occupation satisfaction. However, those who do non value money extremely but who have besides have low intrinsic occupation satisfaction tended to hold the lowest existent turnover. Furthermore, employees with high intrinsic occupation satisfaction and who put a low value on money besides had significantly higher turnover than this 2nd group. The research workers besides found that puting a high value of money predicted existent turnover but that backdown knowledges ( i.e. believing about go forthing ) did non.Training and Career Development2.19 Martin ( 200 3 ) detected a complex relationship between turnover and preparation. He suggested that constitutions that enhance the accomplishments of bing workers have lower turnover rates. However, turnover is higher when workers are trained to be multi-skilled, which may connote that this type of preparation enhances the chances of workers to happen work elsewhere. The literature on the nexus between lower turnover and preparation has found that off-the-job preparation is associated with higher turnover presumptively because this type of developing imparts more general accomplishments ( Martin, 2003 ) .Consequence of Vocational Training2.20 In a survey analyzing the consequence of apprenticeships on male school departers in the UK, Booth and Satchel ( 1994 ) found that completed apprenticeships reduced voluntary job-to-job, voluntary job-to-unemployment and nonvoluntary occupation expiration rates. In contrast, uncomplete apprenticeships tended to increase the issue rate to these finishs rela tive to those who did non have any preparation. Winkelmann ( 1996 ) reported that in Germany apprenticeships and all other types of vocational preparation cut down labour mobility in malice of the fact that the German apprenticeship preparation is intended to supply general and therefore more movable preparation.Career Commitment2.21 Chang ( 1999 ) examined the relationship between calling committedness, organisational committedness and turnover purpose among Korean research workers and found that the function of calling committedness was stronger in foretelling turnover purposes. When persons are committed to the organisation they are less willing to go forth the company. This was found to be stronger for those extremely committed to their callings. The writer besides found that employees with low calling and organisational committedness had the highest turnover purposes because they did non care either about the company or their current callings. 2.22 Persons with high calling committedness and low organisational committedness besides tend to go forth because they do non believe that the organisation can fulfill their calling demands or ends. This is consistent with old research that high calling committers consider go forthing the company if development chances are non provided by the organisation. However, this group is non disposed to go forth and is likely to lend to the company if their organisational committedness is increased. Chang found that persons become affectively committed to the organisation when they perceive that the organisation is prosecuting internal publicity chances, supplying proper preparation and that supervisors do a good occupation in supplying information and advice about callings.Influence of Colleagues2.23 A 2002 survey by Kirshenbaum and Weisberg of 477 employees in 15 houses examined employees ‘ occupation finish picks as portion of the turnover procedure. One of their chief findings was that colleagues ‘ purposes have a major important impact on all finish options – the more positive the perceptual experience of their colleagues desire to go forth, the more employees themselves wanted to go forth.Chapter NO 3MethodResearch Procedure3.01 The research is a descriptive survey. A descriptive survey can be defined as, â€Å"A survey that focuses on a peculiar state of affairs or set of state of affairss, studies on of import facets observed, and efforts to find the interrelatednesss among them.† 3.02 The end of the descriptive research survey is to offer to researcher a profile or to depict relevant facets of the phenomena of involvement from an person, organisational, industry- oriented, or the other prospective. ( Uma Sekran ) 3.03 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations. Sampling 3.04 The sample for the research is taken through the random sampling. The type of sampling is cluster trying. In this type of trying I have chosen 100 employees as a sample to make full out the questionnaire. These employees are from different sections and their places in the sections are besides different. The sample of the employees consists of top degree directors, in-between degree directors and non directors. Data CollectionSecondary Datas3.05 Secondary informations is collected from the diaries, newspapers, and publications and pervious research surveies. Most of the information is taken from the old research documents on employee turnover, which are available on the Internet libraries.Primary Data3.06 For the primary informations, I have designed a questionnaire harmonizing to factors described above in the literature reappraisal. The questionnaire is filled by 100 employees from different organisations. The employees are from top degree direction, middle flat direction and no managerial degree. Datas Analysis 3.07 Each inquiry is analyzed by utilizing informations tabular matter method ; tabular matter consists merely numbering the figure of instances that fall in to assorted classs.Tabulation Frequency Distribution3.08 Frequency distribution is method to reason the questionnaires, frequence distribution method merely reports the figure of responses that each inquiry received and is the simplest manner of discouraging the empirical distribution of the variable. A frequence distribution organizes informations in to categories or group of values and shows the figure of observations. 3.09 The presentation of tabular matter frequence distribution is done by column charts, saloon charts and pie charts etc.Chapter NO 4Consequences and DiscussionWhat is your gender?Table 1GenderFrequencyPercentageValid PercentageCumulative %Male75757575.00Female252525100.00Entire100100100Pie Chart 1 4.1 This tabular array shows that the sample of 100 questionnaires was distributed indiscriminately among male and female employees. In which we observed that 75 % were male pupils and 35 % were female employees.What is your age?Table 2AgeFrequencyPercentageValid PercentageCumulative %20-2424242424.0025-2931313155.0030-3421212176.0035-3913131389.0040-4466695.0045-Above555100.00100100 %100 %Pie Chart 2 4.2 The above tabular array shows that questionnaires were divided into six different age groups i.e. from 20-24, 25-29, 30-34, 35-39, 40-44 & amp ; 45-Above. Out of this 31 % employees were aged from 25-29. 24 % were aged from 20-24. 21 % were form 30-34. 13 % were from 35-39. 6 % from 40-44 % , & A ; 5 % from 45-above.What is your section?Table 3DepartmentFrequencyPercentageValid PercentageCumulative %Administration11111111.00Selling15151526.00Operationss77733.00Customer Servicess31313164.00Finance10101074.00Human Resource17171791.00Technical999100.00Entire100100100Pie Chart 3 4.3 The above tabular array shows that the questionnaire was divided in six different sections ‘ i.e. disposal, selling, operations, client services, human resource and proficient. Out of this 31 % employees are from client services, 17 % from human resource, 15 % from selling, 11 % disposal, 10 % from finance, and 9 % are from proficient sections.What is your place in the occupation?Table 4PositionFrequencyPercentageValid PercentageCumulative %Top direction14141414.00Middle direction21212135.00Supervisor34343469.00other313131100.00Entire100100100Pie Chart 4 4.4 This above tabular array shows that the questionnaire divided in the employees of top direction, in-between direction, supervisors, and other degree of employees. Out of this 34 % employees are from supervisory degree, 31 % are from other degrees, 21 % employees are from in-between degree direction, & A ; 14 % are from top direction.What is your monthly wage?Table 5SalaryFrequencyPercentageValid PercentageCumulative %Below 1500017171717.00Between 15001-2000027272744.00Between 20001-2500021212165.00Between 25001-3000015151580.00Between 30001-3500014141484.00Between 35001-above666100.00Entire100100100Pie Chart 5 4.5 This above tabular array shows that the questionnaire was divided to the employees in six different wages ranges i.e. Below 15000, between 5001-20000, between 20001-25000, between 25001-30000, between 30001-35000, & A ; between 35001-above. Out of this 27 % employees are acquiring the salary between 15001-20000,21 % acquiring the salary between 20001-25000, 17 % acquiring the salary below 15000,15 % are acquiring the salary between 25001-30000,14 % are acquiring the salary between 30001-35000, & A ; 6 % are acquiring the salary 35001-above.For how long do you work for the organisation?Table 6Time periodFrequencyPercentageValid PercentageCumulative %Less than 3 months5555.00Between 3-6 months27272732.00Between 6-12 months21212153.00Between 1-2 old ages15151568.00Between 2-4 old ages17171785.00More than 4 old ages151515100.00100100100Pie Chart 6 4.6 This above tabular array shows that the questionnaire divided in to employees are from six different classs i.e. less than 3 months, between 3-6 months, between 6-12 months, between 1-2 old ages, between 2-4 old ages, More than 4 old ages. Out of this, 21 % employees are working for between 6-12 months, 27 % are working for between 3-6 months, 17 % are working for between 2-4 old ages, 15 % are working for between 2-4 twelvemonth ‘s & A ; More than 4 old ages. 5 % are working for less than 3 months.Rate the following about your occupation satisfaction.My occupation means a batch more to me than merely money.Table 7FrequencyPercentageValid PercentageCumulative %Strongly Disagree26262626.00Disagree19191945.00Neither Agree nor Disagree77752.00Agree30303082.00Strongly Agree181818100.00Entire100100100Pie Chart 7 4.7 This above tabular array shows that 26 % employees are strongly disagree that their occupation means a batch to them than merely money. 30 % disagree, 7 % neither disagree nor agree, 30 % are agree, & A ; 18 % are strongly agree that their occupation means a batch to them than merely money.The major satisfaction in my life comes from my occupationTable 8FrequencyPercentageValid PercentageCumulative %Strongly Disagree24242424.00Disagree16161640.00Neither Agree nor Disagree99949.00Agree34343483.00Strongly Agree171717100.00Entire100100100Pie Chart 8 4.8 This above tabular array shows that 24 % employees are strongly disagree that the major satisfaction in their life comes from their occupations. 16 % disagree, 9 % neither agree nor disagree, 34 % are agree, & A ; 175 are strongly agree that the major satisfaction in their life comes from their occupationsI am truly interested in my work.Table 9FrequencyPercentageValid PercentageCumulative %Strongly Disagree37373737.00Disagree23232360.00Neither Agree nor Disagree00060.00Agree19191979.00Strongly Agree212121100.00Entire100100100Pie Chart 9 4.9 This above tabular array shows that 37 % employees are strongly disagree that they are interested in their work. 23 % employees disagree. 21 % employees agree, & A ; 19 % employees strongly agree that that they are interested in their work.How much satisfied are you with the calling development in the organisationI am committed with my calling instead than the organisation.Table 10FrequencyPercentageValid PercentageCumulative %Strongly Disagree19191919.00Disagree14141433.00Neither Agree nor Disagree37373770.00Agree17171787.00Strongly Agree131313100.00Entire100100100Pie Chart 10 4.10 This above tabular array shows that 19 % employees strongly disagree that they are committed with the calling more that the organisation. 14 % employees disagree, 37 % employees neither agree nor disagree, 17 % employees agree, & A ; 13 % employees strongly agree that they are committed with the calling more that the organisation.I have tonss of chances of calling development in the organisation.Table 11FrequencyPercentageValid PercentageCumulative %Strongly Disagree27272727.00Disagree21212148.00Neither Agree nor Disagree17171765.00Agree22222287.00Strongly Agree131313100.00Entire100100100Pie Chart 11 4.11 This above tabular array shows that 27 % employees strongly disagree that they have tonss of chances of calling development in the organisation. 21 % employees disagree, 17 % neither agree nor disagree, 22 % agree, & A ; 27 % strongly agree that that they have tonss of chances of calling development in the organisation.I am satisfied with calling development in the organisationTable 12FrequencyPercentageValid PercentageCumulative %Strongly Disagree27272727.00Disagree26262653.00Neither Agree nor Disagree77760.00Agree23232383.00Strongly Agree171717100.00Entire100100100Pie Chart 12 4.12 This above tabular array shows that 26 % employees strongly disagree that they are satisfied with calling development in the organisation. 17 % employees disagree, 7 % employees neither agree nor disagree, 23 % employees agree, & A ; 27 % employees strongly agree that they are satisfied with calling development in the organisation.Rate your committedness with the organisationI am committed with my organisationTable 13FrequencyPercentageValid PercentageCumulative %Strongly Disagree13131313.00Disagree10101023.00Neither Agree nor Disagree37373760.00Agree19191979.00Strongly Agree212121100.00Entire100100100Pie Chart 13 4.13 This above tabular array shows that 13 % employees strongly disagree that they are committed with their organisation. 10 % employees disagree, 37 % employees neither agree nor disagree, 19 % employees agree, & A ; 21 % employees are strongly agree that they are committed with their organisationI value my organisation more than my occupationTable 14FrequencyPercentageValid PercentageCumulative %Strongly Disagree16161616.00Disagree20202036.00Neither Agree nor Disagree13131349.00Agree30303079.00Strongly Agree212121100.00Entire100100100Pie Chart 14 4.14 This above tabular array shows that 16 % employees strongly disagree that they value their organisation more than their occupation. 20 % employees disagree, 13 % employees neither agree nor disagree, 30 % employees agree, & A ; 21 % employees strongly agree that they value their organisation more than their occupation.I value organisation more than rewards paid by the organisationTable 15FrequencyPercentageValid PercentageCumulative %Strongly Disagree10101010.00Disagree13131323.00Neither Agree nor Disagree35353558.00Agree25252583.00Strongly Agree171717100.00Entire100100100Pie Chart 15 4.15 This above tabular array shows that 10 % employees strongly disagree that they value the rewards paid by the organisation. 13 % employees disagree, 35 % employees neither agree nor disagree, 25 % employees agree, & A ; 17 % employees agree that they value the rewards paid by the organisationAre you paid harmonizing to your attempts in the organisation?Table 16FrequencyPercentageValid PercentageCumulative %More than your attempts42424242.00Equal to your attempts37373779.00Less than your attempts212121100.00Entire100100100Pie Chart 16 4.16 This above tabular array shows that 42 % employees are paid harmonizing to their attempts in the organisation. 37 % employees are paid equal to their attempts in the organisation, & A ; 21 % are paid less than their attempts in the organisationRate the rewards and benefits, given you by the organisation.I am paid harmonizing to my public presentation.Table 17FrequencyPercentageValid PercentageCumulative %Strongly Disagree20202020.00Disagree17171737.00Neither Agree nor Disagree77744.00Agree25252569.00Strongly Agree313131100.00Entire100100100Pie Chart 17 4.17 This above tabular array shows that 20 % employees strongly disagree that they are paid harmonizing to their public presentation. 17 % employees disagree, 7 % employees neither agree nor disagree, 25 % employees agree, & A ; 31 % employees strongly agree that they are paid harmonizing to their public presentation.I value money more than my occupation.Table 18FrequencyPercentageValid PercentageCumulative %Strongly Disagree29292929.00Disagree26262655.00Neither Agree nor Disagree66661.00Agree23232384.00Strongly Agree161616100.00Entire100100100Pie Chart 18 4.18 This above tabular array shows that 29 % employees strongly disagree that they value money more than their occupation. 26 % employees disagree, 65 neither agree nor disagree, 23 % agree, & A ; 16 % strongly agree that they value money more than their occupation.I am satisfied wit the benefits given by the organisationTable 19FrequencyPercentageValid PercentageCumulative %Strongly Disagree17171717.00Disagree21212138.00Neither Agree nor Disagree99947.00Agree23232370.00Strongly Agree303030100.00Entire100100100Pie Chart 19 4.19 This tabular array shows that 17 % employees strongly disagree that they are satisfied with the benefits given by the organisation. 21 % employees disagree, 9 % employees neither agree nor disagree, 23 % employees agree, & A ; 30 % employees strongly agree that they are satisfied with the benefits given by the organisation.Rate preparation and development in your organisationI am satisfied with the preparation given in the organisationTable 20FrequencyPercentageValid PercentageCumulative %Strongly Disagree25252525.00Disagree17171742.00Neither Agree nor Disagree00042.00Agree21212163.00Strongly Agree373737100.00Entire100100100Pie Chart 20 4.20 This above tabular array shows that 25 % employees strongly disagree that they are satisfied with preparation and development given in the organisation. 17 % employees disagree, 21 % employees agree, & A ; 37 % employees agree that they are satisfied with preparation and development given in the organisation.Training dramas of import function in my calling developmentTable 21FrequencyPercentageValid PercentageCumulative %Strongly Disagree23232323.00Disagree13131336.00Neither Agree nor Disagree66642.00Agree23232365.00Strongly Agree353535100.00Entire100100100Pie Chart 21 4.21 The above tabular array shows that 23 % employees strongly disagree that preparation and development dramas of import function in their calling development. 13 % employees disagree, 6 % neither agree nor disagree, 23 % employees agree, & A ; 355 employees strongly agree that preparation and development dramas of import function in their calling development.If you want to discontinue the occupation, which factor influences the most?Table 22FrequencyPercentageValid PercentageCumulative %Job satisfaction12121212.00Alternatives/Opportunities13131325.00Wages & A ; Benefits16161641.00Career Development26262667.00Organizational committedness10101077.00Training & A ; Development19191996.00Influence of coworkers444100.00Entire100100100Pie Chart 22 4.22 This above tabular array shows that 34 % employees want to discontinue the occupation because of occupation dissatisfaction. 13 % employees want to discontinue the occupation because of alternatives/opportunities, 16 % employees want to discontinue the occupation because of low rewards & A ; benefits, 26 % employees want to discontinue the occupation because they are non satisfied with calling development, 10 % employees want to discontinue the occupation because they are non committed with organisation, 19 % employees want to discontinue the occupation because they are non satisfied with preparation & A ; development, & A ; 4 % employees want to discontinue the occupation because of influence of coworkers.Chapter NO 5Decision and RecommendationsDecision5.01 The research based on â€Å"factors of employee turnover† , the research is conducted on call centre industry, for this a sample of 100 questionnaires was developed and divided indiscriminately into the employees to c ognize the factors of employee turnover. The respondents were from different age groups, different section, and from different occupation places. 5.02 The questionnaire was divided among the employees, in which 75 % employees were male and 25 % employees were female. Most of employees were the age of 20-34 about 74 % . These employees were from top direction, in-between direction, supervisory degree and others. Most of the employees were from supervisory degree or others i.e. 65 % . 5.03 The employees were asked about the occupation satisfaction, calling development, preparation and development, organisational committedness, rewards & A ; benefits and influence of coworkers. 5.04 Through this research it is concluded that the factor, which influences the most in employee turnover is career development. 26 % employees said that they want to discontinue the occupation because of calling development. 19 % employees quit the occupation because of fewer chances of preparation & A ; development. 16 % employees wanted to discontinue the occupation because of low rewards & A ; benefits. 13 % wanted to discontinue the occupations because they have

Learning Disability Transitions Essay - 943 Words

Transitioning from high school to college is a rough time for anyone. There are tests to pass applications to fill out and scores to send in. An increasingly common graduation requirement is the achievement of passing scores on an exit exam, otherwise known as high stakes testing. Huge decisions have to be made by students graduating high school and they are even rougher for students with Learning disabilities. According to the No Child Left Behind Act, signed in by George W. Bush, schools are required to give these high stakes tests in order to document their academic progress. Also according to the Individuals with Disabilities Education Act (IDEA) states must include all students, even those with disabilities, in this testing.†¦show more content†¦Also under this law transition planning is supposed to take place no later than age 16 and even earlier if the students are planning on furthering their education after high school. Students have listed on their IEP†™s what modifications they may need in order to succeed to their full potential. Examples of modifications they may get are extra time, and someone to read the exam out loud to the student. High school personnel should assist students in gathering the documentation that future institutions require for admissions. Students may need to submit information on their disability while applying before admission or after admission when the student chooses to request service from individual professors. When students that have learning disabilities go to college they may be overwhelmed with the lack of structure in their lives. Under the IDEA law students were very organized throughout high school with all the meetings, goals, evaluations, and reevaluations. Each institution has different policies on serving the students that need the modifications. Documentation is usually required that she has a disability, an impairment that substantially limits a major life activity and that support the deed for an academic adjustment. Though past IEP information may be helpful more documentation is needed. Assessment information, a summary of the academic achievements and recommendations on how the postsecondaryShow MoreRelatedStudents With Learning Disabilities Required Transition Services Essay1116 Words   |  5 PagesStudents with learning disabilities require transition services as they enter high school. These transition services allow for students to and their families to be prepar ed, and successful for life after high school. These transition services are listed in a student’s IEP, and may require certain education and training classes to prepare for employment, or preparation for living situations; for some LD students the focus will include transitions for independent living skills. These transition servicesRead MoreTransition of Latino Students with Learning Disabilities: Applications for Rehabilitation Counseling2613 Words   |  11 Pagesyears of age received services under the Individuals with Disabilities in Education Act (U.S. Department of Education, 2005). Furthermore, 6% of the Latino students in special education with ages ranging between 6 to 21 have a learning disability (NCES, 2007). A learning disability is a general term that refers to a heterogenous group of disorders that influence a student’s ability to perform tasks. Persons with learning disabilities may often have difficulties in understanding or using spokenRead MoreSpecial Education Essay1700 Words   |  7 Pagesscientific attempts to educate children with intellectual disabilities originated with the efforts of Jean-Marc-Gaspard Itard, a French physician and otologist. In his book The Wild Boy of Aveyron (1807), he told of his five-year effort to educate a boy who had been found running wild in the woods of Aveyron. Itard’s work with the boy became famous for bringing forth possibilities of teaching people with intellectual or emotional disabilities. Some years later his student, Edouard Seguin, developedRead MoreIndividuals With Learning Disabilities Are All Unique985 Words   |  4 PagesIndividuals with learning disabilities are all unique. A learning disability, to me, is a co ndition that changes the way an individual learns and impacts how they are able to express the knowledge they have learned. Learning disabilities are separate from physical limitations because, according to IDEA ‘04, learning disabilities impact an individual’s ability to listen, think, speak, read, write, spell, or do mathematical calculations. An individual with a learning disability most often does notRead MoreA Puzzling Paradox1462 Words   |  6 PagesAbby Suggs April 26, 2015 This writer was given an assignment of researching three questions related to learning disability. The three questions are: 1. what is a learning disability? 2. How do individuals with learning disabilities process information? and 3. What challenges are related to how these individuals process information? This writer has learned a lot about learning disability and special education all throughout this course, during this research, and during observation time in theRead MoreService Learning Research and Reflection paper1354 Words   |  6 PagesAbility/Disability continuum. Some of the categories for exceptional students are the: intellectually gifted, specific learning disability, emotionally handicapped, hearing impaired, visually impaired, mentally handicapped, and physically handicapped. In this paper the specific type of students that will be discussed, fall under the disabled side of the continuum. As one can see from the list above there are various types of disabiliti es that can affect students. One of the disabilities that affectRead More Learning Disabilities Essay1293 Words   |  6 PagesLearning Disabilities Approximately 10 percent of the adult population have learning disabilities. Learning disabilities also affect about 5 to 10 percent of school-age children. Most disabilities occur in math, spelling, reading comprehension, oral expression, and written language. The most common learning disabilities are in reading. Children with learning disabilities also have problems with attention, memory, and behavioral problems as a result of frustration. The term learning disabilitiesRead MoreThe Importance Of Teaching Strategies1160 Words   |  5 Pagesa few. Many other assessments used in this research study are present in Special Educational settings. In addition to Carta et. al (2015), McMaster et. al (2008) compiled another study regarding Tier 1 and English Learners (EL). Peer-Assisted learning strategies (PALS) were initiated 4 times a week for 18 weeks. Results showed that PALS were more successful and reliable than the control group. RTI is a better approach for EL students. Klingner Edwards (2006) suggest that RTI will lead to earlierRead MoreThe Model Of Intervention For Special Or General Education Settings1159 Words   |  5 Pagesregular occurrence in any classroom because it is used to monitor progress of the student and teacher by seeing how well the student understands the content and/or if the given intervention that was given to the student is improving the student’s learning; the latter involves the Response to Intervention model. These results is a key component when determining students’ placement in Special or General Education settings. Educational laws have emphasized an increased focus on assessment of all studentRead More History Of Special Education Essay1001 Words   |  5 Pageseducation was in a desperate need of changed opinions and beliefs. Education for children with learning problems has emerged from no education to special funding and programs especially for those individuals with learning problems. nbsp;nbsp;nbsp;nbsp;nbsp;The first phase of special education is the largest span of time. The Foundation Phase was from 1800 to 1930, children who had any sign of learning problems were labeled as dumb, retarded, and even brain injured. The reason students would have