Deception Point Page 56

â€Å"He's breaking the law,† Gabrielle said. Isn't he? â€Å"Or so Marjorie Tench would have you believe. Candidates accept behind-the-scenes donations all the time from big corporations. It may not be pretty, but it's not necessarily illegal. In fact, most legal issues deal not with where the money comes from but how the candidate chooses to spend it.† Gabrielle hesitated, feeling uncertain now. â€Å"Gabs, the White House played you this afternoon. They tried to turn you against your candidate, and so far you've called their bluff. If I were looking for someone to trust, I think I'd stick with Sexton before jumping ship to someone like Marjorie Tench.† Yolanda's phone rang. She answered, nodding, uh-huh-ing, taking notes. â€Å"Interesting,† she finally said. â€Å"I'll be right there. Thanks.† Yolanda hung up and turned with an arched brow. â€Å"Gabs, sounds like you're off the hook. Just as I predicted.† â€Å"What's going on?† â€Å"I don't have a specific yet, but I can tell you this much-the president's press conference has nothing to do with sex scandals or campaign finance.† Gabrielle felt a flash of hope and wanted badly to believe her. â€Å"How do you know that?† â€Å"Someone on the inside just leaked that the press conference is NASA-related.† Gabrielle sat up suddenly. â€Å"NASA?† Yolanda winked. â€Å"This could be your lucky night. My bet is President Herney is feeling so much pressure from Senator Sexton that he's decided the White House has no choice but to pull the plug on the International Space Station. That explains all the global media coverage.† A press conference killing the space station? Gabrielle could not imagine. Yolanda stood up. â€Å"That Tench attack this afternoon? It was probably just a last-ditch effort to get a foothold over Sexton before the President had to go public with the bad news. Nothing like a sex scandal to take the attention away from another presidential flop. Anyhow, Gabs, I've got work to do. My advice to you-get yourself a cup of coffee, sit right here, turn on my television, and ride this out like the rest of us. We've got twenty minutes until show time, and I'm telling you, there is no way the President is going Dumpster-diving tonight. He's got the whole world watching. Whatever he has to say carries some serious weight.† She gave a reassuring wink. â€Å"Now give me the envelope.† â€Å"What?† Yolanda held out a demanding hand. â€Å"These pictures are getting locked in my desk until this is over. I want to be sure you don't do something idiotic.† Reluctantly, Gabrielle handed over the envelope. Yolanda locked the photos carefully in a desk drawer and pocketed the keys. â€Å"You'll thank me, Gabs. I swear it.† She playfully ruffled Gabrielle's hair on her way out. â€Å"Sit tight. I think good news is on the way.† Gabrielle sat alone in the glass cubicle and tried to let Yolanda's upbeat attitude lift her mood. All Gabrielle could think of, though, was the self-satisfied smirk on the face of Marjorie Tench this afternoon. Gabrielle could not imagine what the President was about to tell the world, but it was definitely not going to be good news for Senator Sexton. 65 Rachel Sexton felt like she was being burned alive. It's raining fire! She tried to open her eyes, but all she could make out were foggy shapes and blinding lights. It was raining all around her. Scalding hot rain. Pounding down on her bare skin. She was lying on her side and could feel hot tiles beneath her body. She curled more tightly into the fetal position, trying to protect herself from the scalding liquid falling from above. She smelled chemicals. Chlorine, maybe. She tried to crawl away, but she could not. Powerful hands pressed down on her shoulders, holding her down. Let me go! I'm burning! Instinctively, she again fought to escape, and again she was rebuffed, the strong hands clamping down. â€Å"Stay where you are,† a man's voice said. The accent was American. Professional. â€Å"It will be over soon.† What will be over? Rachel wondered. The pain? My life? She tried to focus her vision. The lights in this place were harsh. She sensed the room was small. Cramped. Low ceilings. â€Å"I'm burning!† Rachel's scream was a whisper. â€Å"You're fine,† the voice said. â€Å"This water is lukewarm. Trust me.† Rachel realized she was mostly undressed, wearing only her soaked underwear. No embarrassment registered; her mind was filled with too many other questions. The memories were coming back now in a torrent. The ice shelf. The GPR. The attack. Who? Where am I? She tried to put the pieces together, but her mind felt torpid, like a set of clogged gears. From out of the muddled confusion came a single thought: Michael and Corky†¦ where are they? Rachel tried to focus her bleary vision but saw only the men standing over her. They were all dressed in the same blue jumpsuits. She wanted to speak, but her mouth refused to formulate a single word. The burning sensation in her skin was now giving way to sudden deep waves of aching that rolled through the muscles like seismic tremors. â€Å"Let it happen,† the man over her said. â€Å"The blood needs to flow back into your musculature.† He spoke like a doctor. â€Å"Try to move your limbs as much as you can.† The pain racking Rachel's body felt as if every muscle was being beaten with a hammer. She lay there on the tile, her chest contracting, and she could barely breathe. â€Å"Move your legs and arms,† the man insisted. â€Å"No matter what it feels like.† Rachel tried. Each movement felt like a knife being thrust into her joints. The jets of water grew hotter again. The scalding was back. The crushing pain went on. At the precise instant she thought she could not withstand another moment, Rachel felt someone giving her an injection. The pain seemed to subside quickly, less and less violent, releasing. The tremors slowed. She felt herself breathing again. A new sensation was spreading through her body now, the eerie bite of pins and needles. Everywhere-stabbing-sharper and sharper. Millions of tiny needle-point jabs, intensifying whenever she moved. She tried to hold motionless, but the water jets continued to buffet her. The man above her was holding her arms, moving them. God that hurts! Rachel was too weak to fight. Tears of exhaustion and pain poured down her face. She shut her eyes hard, blocking out the world. Finally, the pins and needles began to dissipate. The rain from above stopped. When Rachel opened her eyes, her vision was clearer. It was then that she saw them. Corky and Tolland lay nearby, quivering, half-naked and soaked. From the looks of anguish on their faces, Rachel sensed that they had just endured similar experiences. Michael Tolland's brown eyes were bloodshot and glassy. When he saw Rachel, he managed a weak smile, his blue lips trembling. Rachel tried to sit up, to take in their bizarre surroundings. The three of them were lying in a trembling twist of half-naked limbs on the floor of a tiny shower room. 66 Strong arms lifted her. Rachel felt the powerful strangers drying her body and wrapping her in blankets. She was being placed on a medical bed of some sort and vigorously massaged on her arms, legs, and feet. Another injection in her arm. â€Å"Adrenaline,† someone said. Rachel felt the drug coursing through her veins like a life force, invigorating her muscles. Although she still felt an icy hollowness tight like a drum in her gut, Rachel sensed the blood slowly returning to her limbs. Back from the dead. She tried to focus her vision. Tolland and Corky were lying nearby, shivering in blankets as the men massaged their bodies and gave them injections as well. Rachel had no doubt that this mysterious assemblage of men had just saved their lives. Many of them were soaking wet, apparently having jumped into the showers fully clothed to help. Who they were or how they had gotten to Rachel and the others in time was beyond her. It made no difference at the moment. We're alive.

Impact of Employee Motivation on Performance

International Journal of Business Trends and Technology- volume2Issue4- 2012 Impact of Employee Motivation on Performance (Productivity) In Private Organization 1Nupur Chaudhary, 2Dr. Bharti Sharma, 1Research Scholar, Suresh Gyan Vihar University, Jaipur, 2Associate Professor, St. Wilfred. College, Jaipur, Abstract – Doing Business all over the world is very challenging. Corporate performance and revenue growth are challenge by Internal and external operating environment factors.To survive in profitable way in the highly challenging and competitive global market economy, all the factor of Employee Retention & Production – machine, materials & men, – should be managed in a impressive way Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management calls for accomplished handling of thoughts, feelings & emotions to protected highest productivity.High productivity is a long-term benefits of Empl oyee motivation Motivated employee is a valuable asset which delivers huge value to the Organization in maintaining and strengthening its business and revenue growth. The attached project paper studies Impact of employee motivation on performance (Productivity) in private organization. Keywords: Motivation, Productivity, Employee satisfaction, Working Environment, Employee Performance: 1. INTRODUCTION 1. 1 Background of the Study Now days doing Business all over the world is very challenging. orporate performance and revenue growth are challenge by Internal and external operating environment factors To survive in profitable way in the highly challenging and competitive global market economy, all the factor of production – machine ,materials & men,– should be managed in a impressive way Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management calls for accomplished handling of thoughts, feelings & emotions to protected highest productivity. High productivity is a long-term benefit of Employee motivation. 1. 2 Research Problems Employees management guide to a competitive benefit in the form of more motivate workforce by extension improved operational & business performance. The research problem question to be answer in this research is to define the major factors that motivate employs in diverse companies and to see if there is any particular organization purpose that depends on organizational inimitability employee behavior. 1. 3 Objectives of the Research study Identify the factors that encourage positive motivational behavior among employees is the Objective of this research.This in turn would develop customer service, efficient time management in each organization. 1. 4 Limitation of the Research Study Research study can be briefly declared the limitation in following points: Title of the questionnaire about Motivation so that the respondents thought that they should b e precious by the motivation system earlier than filling the questionnaires. The length of the questionnaire – around 14 questions. The collective respondents will be analyzed and the results of the questionnaire will be documented 1. 5 Definition of Terms a.Motivation: Motivation is the word derived from the word ‘motive’ which means needs, desires, wants or drives within the persons. It is the process of inspiring people to actions to achieve the goals. In the work goal background the psychological factors motivating the people’s behavior can be- Job-Satisfaction Achievement Term Work, etc Need for Money Respect One of the most important functions of management is to create enthusiasm amongst the employees to execute in the best of their abilities. Therefore the role of a leader is to arouse interest in presentation of employees in their jobs.The process of motivation consists of three stages:- 1. A felt need or oblige 2. A incentive in which need s have to be aroused 3. When needs are satisfied, the satisfaction or achievement of goals. Note: motivation is an emotional fact which means needs and wants of the have to be tackled by framing an incentive plan. b. Employee satisfaction: Whether employees are happy and satisfied and pleasing their desires & needs at work. Many measures claim that employee satisfaction is a factor in employee motivation, employee goal. ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 29International Journal of Business Trends and Technology- volume2Issue4- 2012 Achievement and positive employee confidence in the workplace. Employee satisfaction, while normally a positive in your organization, can also be a disappointment if ordinary employees continue because they are satisfied with your work environment. c. Employee Performance: The activity of performance ; of doing something fruitfully; by knowledge as famous from simply possessing it; A performance Comprises an event in which normal ly one group of people the performer or Performers act in a particular way for another group of people . Productivity: Productivity is that which people can produce with the smallest amount effort Productivity is a ratio to calculate how well an organization or individual, industry, country converts input belongings, labor, materials, machines etc. into goods and services e. Working Environment: Stresses, influences, and competitive, situation, civilizing, demographic, profitable, usual, political, regulatory, and environmental factors that effect the survival, operations, and development of an organization. We have a tendency, however, to hear about healthy work environments.A work environment does not require a job. It requires that work has to be done in some place. These can also be considered work environments. 2. LITERATURE REVIEW 2. 1 Motivation 1. Payment 2. Promotion 3. Benefits 4. Recognition What Is Employee Motivation? Motivations are an employee’s intrinsic enthu siasm about and drive to accomplish activities related to work. Motivation is that interior drive that causes a person to decide to take action. An individual’s motivation is influenced by biological, intellectual, social & emotional factors.Motivation is a multifaceted; we can not easily define to motivation, intrinsic driving force that can also be influenced by external factors. Every person has activities, events, people, and goals in his or her life that he or she finds motivating. By using intrinsic satisfaction & extrinsic factor organization can inspire employee motivation at work. Fulfilling the employee's needs and expectations from work and the workplace factors that enable employee motivation – or not. These variables make motivating employees challenging. Some time employers fail to understand the importance of motivation in accomplishing their mission and vision.Even when they understand the significance of motivation, they lack the skill and knowledge to provide a work environment that fosters employee motivation. Here are thoughts about encouraging and inspiring employee motivation at work. Factors to Encourage Motivation. Management and leadership actions that allow employees, Believe about your employees strengths! Inquire employees what they want Teach employees to measure their own success. crystal clear communication about factors important to employees, Treating employees with respect, Providing regular employee respect, ? Feedback and training from managers and leaders, Industry-average benefits and recompense, Carry an idea notebook Explain your reward systems. Inquire employees for information about their performance. Communicate! Stop Distracting Employees 2. 2. Importance of Motivation Motivation is the most important factors influential organizational efficiency. All facilities organizational will go to waste in lack of motivated people to utilize these facilities efficiently. Every superior in the organi zation must motivate its subordinates for the right types of behavior.The presentation of human beings in ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 30 International Journal of Business Trends and Technology- volume2Issue4- 2012 the organization is dependent on the capability in the motivation. Motivation is a helpful instrument in the hands of management in exciting the workforce. Motivation increases the willingness of the workers to work, thus increasing effectiveness of the organization. Best utilization of resources: – Reduction in Labor Problems: – Sizeable increase in production and productivity: ? Basis of Cooperation. Better Image: -. The human resource manager purpose should be to help the general manager in keeping the employees satisfied with their jobs. One more goal in organization is the goal for the services manager is to develop motivated employees and support their morale regarding their respective works. The performance will be poor if the employee is not satisfied & happy. Workplace dissatisfaction frequently leads organization and its employee’s poor performance. The Effect of Motivation on Employee ProductivityMotivated employees are inclined to be more productive than non-motivated employees. Most businesses make some pains to motivate workers but this is normally easier said than done. Employees are all individuals with different like’s dislikes and needs, and different things will motivate each. 1. Motivated Employees Are More Productive .If employee will satisfied and happy then he/she will do his /her work in a very impressive way, and then the result will be good, on the other hand motivated employee will motivate other employees in office. 2. Decision-making and practical ExpectationsIt is important to engage employees in the decision-making process, but create realistic expectations in the process. 3. Job Description, Work Environment and Flexibility Employee doing the right job fo r his personality and skill set, and performing well at the job greatly increases employee motivation and satisfaction. A safe and non-threatening work environment is necessary to maintain a high level of employee motivation. Flexible human resource policies, flexible time, work from home, childcare also be liable to have happier and more motivated workers. 4. Pay and BenefitsKeeping employees motivated with good benefits is easy. Where to draw the line at generous benefits that motivate all employees, versus raises and larger salaries to retain and attract the best workers and keep them happy and motivated to be working for you, are more difficult. . 5. Company Culture Creating a positive and employee-friendly company culture is a great motivational tool. 3. RESEARCH METHODOLOGY 3. 1 Research Design This is a descriptive . In this research we have enough data on the concept & research material . Questionnaire method is used for collecting data. 3. 2 Sampling ProcedureThe study shou ld be conducted with people from different locations. The questionnaires were e-mailed to 70 workers in Jaipur who working in various departments with different job responsibilities and organization position. 3. 3 Instrument Used: Survey can be defined as a method of primary data collection in which information is collected by email & analyzed. 3. 4 Scale Validity and Reliability The scales used to measure the variables in the questionnaire are Numerical scale. 3. 5 Data Collection Procedures Internet Surveys is used. For much research, data collection using the internet is frequently an effective method.In Internet Survey it is very easy to get the respondents feedback in short period of time. 4. DATA COLLECTION & ANALYSIS 4. 1 Introduction The data for the research has been collected using internet questionnaire. The questionnaire was distributed randomly to a sample of employees, over 70 employees who were working in various departments, with different job responsibilities and or ganization position. 4. 2 Data Analysis After collecting the filled questionnaire, they were analyzed for presentation of research findings under data analysis. 1. From how many years you are worked with the present organization?Less than 1 year|5|(7. 7%)| 1-3 years|15|(28. 8%)| 3-5 years|12|(19. 05)| 5-10 years|21|(40. 4%)| The research was directed to find information on the duration of service the employee has been with the organization. Survey results indicated that highest number of 21 40. 4% respondents had been working between 5-10 years and this followed by 15 respondents 28. 8% who have been with the organization between 1-3 years. Respondents who have been working for the shortest period of time less than 1 year stood with 5 respondents 7. 7%. 2. In which department you are work in? Finance and Accounting|2|(5. 60%)|ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 31 International Journal of Business Trends and Technology- volume2Issue4- 2012 Perceptions||Agr|S ome|Neutral|Disagre| Strongly||ee|what||e| |||Agree||| supervisor listens|20|24|7(13. 21|23. 77%)| to me||||%)|| supervisor|is||||| knowledgeable||||| about my work|17|25|8|3| supervisor is fair|12|23|16|2| supervisor|||||| supports personal||||| Development||11|27|13|1| supervisor|has||||| down-to-earth|||||| expectations||10|26|13|4| about my work||||| Human Resource Management|9|25%| Information Technology|2|(5. 60%)| Manufacturing|5|(13. 9%)|Research and Development|11|30. 6%| Sales and Marketing|7|(19. 4%)| Other (please specify)|17|| Regarding the inquiry on the nature of work performed by the respondents, a highest number of 11 respondents 30. 6% were engaged in Research and Development. With 9 respondents 25% came next for Human Resource Management. Sales and Marketing 7 (19. 4%), Manufacturing 5 (13. 9%)IT and Finance & Accounting 2 (5. 60%) 3. What is your job responsibility? Operative Employee|33|(63. 50%)| Supervisor|13|(25. 28%)| Manager|5|(9. 6%)| Senior Management|1|( 1. 9%)| The research inquired to find the nature of jobs of respondents.The research showed that highest number 33 respondents 63. 50% were engaged in operative employee related job responsibilities and this closely followed by 13 respondents 25. 58%. These were followed next by Manager which is 5 (9. 6%) & Senior Management that is 1 (1. 9%). 4. How much satisfied you are from the present organization? Very Satisfied|6|(11. 5%)| Satisfied|32|(61. 5%)| Neutral|10|(19. 2%)| Dissatisfied|4|(7. 7%)| Very Dissatisfied|1|(1. 9%)| The research was directed to find how satisfied the respondents are with their present organization and results shows that Very Satisfied 6 (11. %),Satisfied 32 (61. 5%)Neutral10 (19. 2%),Dissatisfied 4 (7. 7%) Very Dissatisfied1 (1. 9%) 5. About your supervisor / manager An inquiry was made to know what kind of perceptions the employees have about their supervisor and manager. Results indicated the following: Supervisor Listens to employees Positive Agreement:| 44 (83. 02%)| Neutral:|7 (13. 21%)| Disagreed:|2 (3. 77%)| Supervisor Have knowledge about employee’s work Positive Agreement:|42 (79. 25%)| Neutral:|8 (15. 09%)| Supervisor being fair to employees| Disagreed:|2 (3. 77%)| Positive Agreement:|35 (66. 04%)| Neutral:|16 (30. 19%)| Disagreed:|2 (3. 7%)| Supervisor Support personal development| Positive Agreement:|38 (71. 70%)| Neutral:|13 (24. 53%)| Disagreed:|1 (1. 89%)| Supervisor has realistic expectation of employee contribution Positive Agreement:|36 (67. 92%)| Neutral:|13 (24. 53%)| Disagreed:|4 (7. 55%)| Supervisor being fair to employees| Positive Agreement:|35 (66. 04%)| Neutral:|16 (30. 19%)| Disagreed:|2 (3. 77%)| 6. How much satisfaction you are with you on the whole management? Perception||Very|Good|Neutral|Bad| |||Good|||| relationship with your|16|26|11|1| boss||||||| boss/supervisor's||11|26|15|1| management abilities|||||Communication|with|11|13|24|5| general management||||| appreciation|from|5|18|22|8| managemen t|||||| |||||| Career|development|5|19|22|7| support||from||||| supervisor|or||||| management|||||| An inquiry was made to know whether the employees are fully satisfied with their current management. Results indicated the following: Relationship you’re with boss Very Good:|16 (29. 63%)| Good:|26 (48. 15%)| Neutral:|11 (20. 37%)| Boss’s / Supervisor’s management abilities Very Good:|11 (20. 37%)| Good:|26 (48. 15%)| Neutral:|15 (27. 78%)| Bad:|1 (1. 89%)| ISSN: 2249-0183http://www. internationaljournalssrg. rgPage 32 International Journal of Business Trends and Technology- volume2Issue4- 2012 Communication with general management|| Very Good:|11 (20. 37%)||| Good:|13 (24. 07%)||| Neutral:|24 (44. 44%)||| Bad:|5 (9. 26%)||| Appreciation from management||| Very Good:|5 (9. 26%)||| Good:|18 (33. 33%)||| Neutral|22 (40. 74%)||| Bad:|8 (14. 81%)||| Career|development|support|from| supervisor/management||| Very Good:|5 (9. 26%)||| Good:|19 (35. 19%)||| Neutral:|22 (40 . 74%)||| Bad:|7 (12. 96%)||| 7. Mark your satisfaction level with your supervisor manager or management for response to suggestions proposed by you?Very Satisfied|5| Satisfied|29| Neutral|13| Dissatisfied|4| Very Dissatisfied|1| investigation on the satisfaction levels of employees to suggestions they propose to supervisor, manager and the management indicated that satisfaction registered with 29 respondents 55. 8% which is higher than employees expressing neutral with 13 respondents 25. 0% and 5 respondents 9. 6% were very satisfied employees and 4 respondents were dissatisfied employees. In this case, the highest respondents were registered by the satisfactions employees which is very good indication. 8.How much you give rating to your job satisfaction? Perception||Satis|Very|Un|Very| ||facto|Satisfa|sati|Unsatisf| ||ry|ctory|sfac|actory| ||||tory|| Recognition|for|30|11|8|3| your hard work||||| Development||25|4|18|6| opportunities|||||| available|||||| Your pay level as|25|6|11 |11| compared|to||||| similar position in||||| the industry|||||| Your performance|24|6|20|3| feedback|from||||| management|||||| With reference to job satisfaction in terms of the level of recognition employees 30 respondents 56. 60% were satisfied as against 8 respondents 15. 09% who were not presently satisfied with their work 9.How much satisfied you are with the level of training & development received? Whether the levels of training employees receive supports in the development of job treatment was inquired into and the response indicates the following. In respect of initial training and development which employees receive 32 respondents 59. 26% expressed satisfied while 21 respondents 38. 89% expressed dissatisfaction. As regard the ongoing training, 31 respondents 57. 41% expressed satisfied while 22 respondents 40. 74% expressed dissatisfied Perception|||Satisfa|Very|Unsati|Very| ||||ctory|Satisf|sfactor|Unsatis| |||||actory|y|factory|Initial|training|26|6|14|7| received|wh en||||| hired|||||||| Ongoing|training|19|11|13|9| necessary||to||||| perform your|job||||| well|||||||| Self|development|18|8|18|7| support||||||| Preparation|for|15|6|15|14| career||||||| advancement|||||| 10. Knowledge of your job among work force Perception||Stron|Agree|Agr|Neutral| |||gly|Somewh|ee|Disagre| ||||at||e| Workforce|has|8|27|15|2| job-relevant|||||| knowledge|||||| /skills necessary||||| for|successful||||| job completion||||| Information was also sought to find out whether the workforce around the employee has job-relevant knowledge and skills.Results obtained indicated that 35 employees stated in positive agreement and this contrasts with 2 employees who disagreed the workforce is capable of performing given tasks. 15 respondents were neutral being unable to agree or disagree to the stated inquiry. 11. Skills Development of employee Perception|||Strongl|Agree|Agre|Neutral| |||y|Somewh|e|Disagre| ||||at||e| Opportunities|are|8|20|18|6| given to get better||||| my s kills|for|the||||| job||||||| Supervisors/Team|7|21|18|6| Leaders|support||||| employees growth||||| Management||6|19|20|7| ISSN: 2249-0183http://www. internationaljournalssrg. rgPage 33 International Journal of Business Trends and Technology- volume2Issue4- 2012 imitate efforts to get better training on underperformers in my department Information on whether the workforce is given opportunity to improve their job skills results obtained indicated 28 employees 51. 85% were satisfied with agreement and against this a low number of 6 respondents 11. 11% disagreed to the issue and 18 respondents were unable to confirm their opinion either positively or negatively. 12. Employee Development Support. 34 respondents 62. 96% positively stated their satisfaction but against these nly 6 respondents 11. 11% expressed their disagreement. While 13 respondents 24. 07% were neutral being unable agree or disagree positively. To the inquiry whether the supervisor / team leader offer valuable informa tion on how increase productivity. Results obtained indicated that 34 respondents 62. 96% were in strong / somewhat agreement compared to 6 respondents 11. 11% who disagreed that management, supervisor and team leader offer great desired level of support. 13 respondents 24. 07% were unable to voice their convictions either positively or negatively. 13. Use of Right Employee TalentPerceptio|Stron|Agree|Agree|Neutral| n||gly|Somewh||Disagree| |||at||| Organizati|9|23|17|4| on|uses||||| my|talent||||| in the||||| workplace||||| To the inquiry whether the organization is making use of employee’s talent an overwhelming 32 respondents 60. 38% expressed in positive agreement while only 4 respondents 7. 55% expressed their disagreements implying the employee has various other talents but the management is not allowing him or her to initiate 14. Your Performance Expectation Understanding & Performance Appraisals Perception|Stro|Agree|Agr|Neutral| ||ngly|Somew|ee|Disagree| |||hat|||In my most recent|7|26|15|6| performance||||| appraisal,|I||||| understood what I||||| had to do to be||||| rated at|different||||| performance level (for example fully successful, Outstanding) The employees are capable to understand performance appraisals which the organization is carrying out every now and then, 33 respondents 61. 11% replied positively that they are able to fully understand what the appraisals demand or expect from them. Only 4 respondents 7. 41% denied that employees are able to understand them and to expect them to offer wholehearted collaborations to other employees.Perception||Strongly|Agree|Agree|Neutral| ||||Somewhat||Disagree| Supervisors/|5|29|13|6| Team||||||| Leaders|in||||| my|work||||| support||||||| employee|||||| development||||| 5. Conclusion 5. 1 Summary Employee Relationship with the boss had find as Good by 26 respondents 48. 15% as in opposition to only 1 respondent who registered Bad relationship. This report shows that the boss has very good rel ationship with employee all the issues which concern by the employees directly raise to top management or the boss solve the circumstances and keep a good progress and relationship with employees. 6 respondents 48. 15% were of the belief that Boss / Supervisors management ability as being good and this is a very good sign. It shows that employees totally trusting & regarding decisions of the top management. Communication with the boss / management also registered well with 24 respondents 44. 44% as against only 5 respondents 9. 26% who registered badly in communication. This is a good sign with high good communication between the boss & the employees. Acknowledgment from management was registered well with 23 respondents 42. 59% which is a good sign.Employees become proud that their efforts are being accepted. They will get more of interest in their jobs & keep trying to do more efforts. Career Development support from Supervisor/Management was also, listed as Good with 24 responden ts 44. 45%. 6. Conclusion Study shows that the employee motivation has direct impact on productivity and growth. A highly motivated employee invests his / her best hard work in carrying out each and every aspect of his / her duties and responsibilities. Improved job performances of the employee will add value to the organization itself and to the employee’s productivity.The experimental results ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 34 International Journal of Business Trends and Technology- volume2Issue4- 2012 of this study show that the motivation of the employee has reward to the employee and the organization and the organization will keep the faithfulness of the employee at the high climax. Also, the employee will trust his /her organization, supervisor and top management. Form these observations of details it is very clear that business organizations can live and grow by taking care of their employees.In the free market economy under today's globali zation only organizations which follow high-performance paying attention on their employees can live and growth quickly and securely. References: 1. â€Å"Motivating and Retaining Top Talent through Employee Engagement† http://www. insala. com/Articles/employee-development/motivatingand-retainin-top-talent-through-employee-engagemnet. asp. 2. â€Å"Motivation as tool to improve productivity on the construction site. † http://www. cib2007. com/papers/CIDB2008%20 Final%20paper%20No 2024a. pdf. 3. The Influence of Employee Involvement on Productivity: A Review of Research- June 2000†. http://www. hrsdc. gc. ca/en/cs/sp/hrsd/prc/publica tions/research/2000- 002584/page03. shtml. 4. â€Å"The business impact of effective employee management. http://www. mckpeople. com. au/Sitemedia/w3svc 161/Uploads/Docume nts/2af1e130-34a7-4c38-9415-b7fa45a1a52c. pdf 5. â€Å"Value Creation-The Key Performance Indicators. † http://www. hkiaat. org/images/uploads/articles/V al ue. pdf. http://en. wikipedia. org/wiki/Motivation 7. Employee satisfaction http://humanresources. about. com/od/employees urvey1/g/employee_sat sfy. htm 7. Employee satisfaction http://humanresources. about. com/od/employees urvey1/g/employee_satisfy. htm 8. Employee Performance http://dictionary. babylon. com/performance 9. Ayeni, C. O. , & Phopoola, S. O. 2007. ‘Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria’, Library Philosophy and Practice 2007. 10. Balfour, D. , & Wechsler, B. 1996. ‘Organizational Commitment’, Public Productivity & Management Review, vol. 19, pp. 256-277. 11. Berger, J. B. , & Schwabo, D. P. 1980. ‘Pay incentives and pay atisfaction’, Industrial Relations, vol. 19, no. 2, 206-210. 12. Brudney, J. L. , & Coundrey, S. E. 1993. ‘Pay for performance: Explaining the differences in managerial motivation’, Public Product ivity & Management Review, vol. 17, no. 2, pp. 129-144. 13. Cote, S. , & Heslin, P. 2003. ‘Job Satisfaction and Organizational Commitment’. 14. Currall, S. C. , Towler, A. J. , Judge, T. A. , & Kohn, L. 2005. ‘Pay satisfaction and organizational outcomes’, Person ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 35 PDF to Word[-;0] [-;0] – http://pdfonline. blogspot. com

Kropotkin

Russian main proponent of anarchist communism, Kropotkin (1842–1921)  believed that Darwin’s theory of evolution, properly applied, showed that human beings are social creatures who flourish best in small communities cemented together by mutual aid and voluntary associations. A guiding spirit of the international anarchist movement, Kropotkin was also a distinguished geographer, a scientist and a positivist. He was a geographer who carried out explorations of Siberia, Finland, and Manchuria before devoting his life to political activities. Kropotkin was a Russian aristocrat by birth but he renounced his title 1872 and henceforth devoted himself to the cause of social revolution, spending most of his later life in Western Europe and Britain. Memoirs of a Revolutionist is the work in which Kropotkin summarized his ideas. This entertaining and candid autobiography of the great anarchist is highly impressive. There are fantastic characters – the millionaire gourmet prince who ate away a fortune; thrilling adventures – escape from the Peter and Paul prison, Petersburg’s Bastille; amusing ironies on the run, as when he gets a job in London on Nature under an assumed name and is asked to review his own books. Lenin thought Kropotkin a worthy bore. Kropotkin regarded Lenin as an honorable tyrant. The main issue touched upon by the memoirs is the analysis of correlation between Darwinism and â€Å"the progressive evolution† of human society[1]. Memoirs of a Revolutionist helps track the life journey made by Kropotkin before his formulated his ideas. Born into an aristocratic Moscow family close to the Russian Imperial throne, Kropotkin was educated at an exclusive military academy, but at 20, filled with the desire to be useful, he renounced a brilliant career to serve for five years as a military administrator in Eastern Siberia. His hopes for liberal reform by Alexander II, the tsar who had abolished serfdom, were soon disappointed. He also lost any faith in the virtues of state discipline in society and began to move slowly towards an anarchist position. He now turned to scientific exploration of the nature, and his observations laid the foundations of his theory of â€Å"mutual aid†[2] among animal species. Anarchism, as advanced by Peter Kropotkin, was equally prepared to recognize the profound influence of Darwinism on modern thought. Darwin, Kropotkin argued, made biology an advanced science by giving it an evolutionary principle of universal magnitude. Darwin’s theory, in his opinion, provided a key for reconstructing â€Å"the progressive evolution† not only of plants and animals but also of human society as a scientific challenge. Kropotkin did not deny the role of the struggle for existence in the evolutionary process, but he bitterly opposed Darwin’s designation of that struggle as the primary motor of biological transformation. Kropotkin gave credit to The Descent of Man, one of Darwin’s major works, for demonstrating the biological origins of morality, the foundation of â€Å"mutual aid†. Kropotkin’s ideas have clear positivist coat. He saw the development of anarchism as one aspect of the whole movement of modern science towards an integrated philosophy. He believed that the dominant phenomenon in nature was harmony, arrived at by a continuous process of adjustment between contending forces. In human, as in animal societies, the dominant phenomenon was mutual aid: thus once metaphysics, law and state authority had been shaken off, harmony could be realized. Developing his idea of â€Å"mutual aid† Kropotkin comes to a fair, as he believes, society, that is anarchist communism. It is a society without government, where harmony would be obtained not by submission to law, or by obedience to any authority, but by free agreements between the various groups, territorial and professional, instituted for the sake of production and consumption as also for the satisfaction of the infinite variety of needs and aspirations of a civilized society. In such a society, as in organic life, Kropotkin believed harmony would result from â€Å"an ever-changing adjustment and readjustment of equilibrium between a multitude of forces and influences†[3]. The individual would not be limited in the free expression of his powers in production by a capitalist monopoly, or by obedience, which only led to the sapping of initiative. On the contrary, he would be able to obtain the complete development of all his faculties: the fullest individuation. Works Cited Kropotkin, P.   Memoirs of a Revolutionist. Garden City, NY: Doubleday, 1962 Shatz, Marshall S. Essential Works of Anarchism. New York: Quadrangle Books, 1972 [1] P. Kropotkin,   Memoirs of a Revolutionist. (Garden City, NY: Doubleday, 1962), 498. [2] P. Kropotkin,   Memoirs of a Revolutionist. (Garden City, NY: Doubleday, 1962), 499. [3] Marshall S. Shatz, Essential Works of Anarchism. (New York: Quadrangle Books, 1972), 269.   

Corporate governance Essay Example | Topics and Well Written Essays - 1500 words - 1

Corporate governance - Essay Example Moreover, evidence of working together as a team and the essence of synergy would always ensure sustainable competitive market. This is what is targeted as one of the most principle aspects by investors and its slightest brink make an organization susceptible to tragic downfall incase of scam or misappropriation (Geel 2011). Hawkama, an institute of corporate, being put in place by independent international institutions that teamed up together, was meant to reform good governance by helping the countries that participated in the treaty to have good financial and economic integration amongst them and other countries across the globe. The main mission of the Hawkama treaty was to help the countries involved develop good strategies necessary to improve universally, well integrated corporate governance. Besides, it was meant to enhance efficiency in relation to coordination, designing, planning and actual rolling of proficient corporate governance reforms. Moreover, the institution is eq uipped with the right assessment tools to help in determining the outcome of corporate governance policies at all private sectors. Hawkama article, however, recommended the following as the right governance steps (Bornstein 2005). Demonstrating commitment to good corporate governance For an organization to reap the benefits of good corporate governance, it must demonstrate its willingness of putting the practice to the later. All the stakeholders, which are considered as part and parcel to an organization must show commitment and join hands in working together towards building a single business case of corporate governance. For this to be effectively enacted, managers of the organizations and other leaders should be encouraged to attend talks about institutional good governance. Hypothetically, the article has given an illustration on how the commitment of leaders in an organization can actually motivate the members to produce substantially operational and markets and the higher pro fit results and this would attract more investors into such organizations (International Finance Corporation, Hawkamah 2008). Planning and setting priorities Organizations that expect to bear advantage of good governance, must seek to avail adequate measures that would ensure more attention is given to the important and urgent duties. This success is profusely possible only when an organization is able to make comparative difference between its performance and its competitor as a way of identifying the relevant governing principles. In this case, their right choice of practices is to avert any slightest action considered vise to the relationship of the organization either internally or externally with other stakeholders (International Finance Corporation, Hawkamah 2008). Implementing good board practices Board is considered as the key aspect where issues relating to corporate governance are strategized. In this case, the board plays the role of strategic guidance and oversight manag ement during implementation of corporate governance. Besides, it carries out a mandate of a trustee to the shareholders. Most basically, how the board would fulfill its responsibilities is used as a determinant by investors to assess the potentiality of an organization. If the board is given an authority to run as an independent, professional and most predominantly a vigilant body, then it would ultimately succeed to the achievements of

BAM 306 - Princibles of Marketing-unit 4 essay question # 2

BAM 306 - Princibles of Marketing-unit 4 question # 2 - Essay Example Therefore a produces tend to use a wholesalers rather than selling it directly to the retailers because of the functions performed by the wholesalers, which are mentioned below: Selling and promoting: The sales force of the wholesalers helps the manufacturers to reach a wide range of customers including many small customers at a low price or cost. This is because the wholesales have more contacts and are trusted by the buyers than the manufacturers. Bulk breaking: Wholesalers buys products in carload lots which helps the customers to save their money and in return bulk break which means breaking of large lots into smaller quantities and finally selling it to the retailers. Transportation: The wholesalers being closer to the buyers provide a much more efficient and quick delivery of items than the producers. Thus producers usually prefer the channel of distribution which involves the wholesalers. Financing: The wholesalers provides its customers as well as suppliers with an advantage of financing as they provide credit to the customers and for the suppliers, they finance them by ordering at an earlier date but paying the bill on time. This is one of the strong reasons why the producer prefers wholesalers rather than selling items directly to the retailers. Risk Bearing: The wholesalers are responsible for any theft, damage, obsolesce and spoilage of the product. The wholesalers absorb the risk by taking the title of all the uncertainty that might occur during the course of action. Market information: Since the wholesalers are aware of the market situation, they provide information to the customers and suppliers about competition, price developments and introduction of any new products. Management services and advice: The wholesalers provides management services and also incurs training for the sales people, helps in renovating the store layouts and displays and also sets inventory and accounting control systems

The role of Science and Non renewable energy PowerPoint Presentation

The role of Science and Non renewable energy - PowerPoint Presentation Example The Alaskan National Wildlife Refuge (ANWR) has been among the world’s great wildlife areas. The area was considered as one of the worlds’ remaining wildlife and wilderness frontiers because of its variety in vegetation and topography. The area has proved to be significant ecological dependability as it provides critical habitats for many world species including but limited to porcupine, caribou and polar bears. Despite this, the area is found in the Alaskan land where oil and gas is available for exploration and other development activities. This area has been the bone of contention since it also functions as the habitat for some of the world threatened wildlife species (Staudinger, 2002). As for the case of oil exploration in this area, scientist have stood their ground in opposing the commissioning of the oil and gas exploration project despite the forces from various divides such as political, economical and even social. In order to back their opposition for the oil and gas exploration, scientists argued that, cumulative biological penalties that comprises, blocking, deflecting or troubling wildlife, loss of subsistence hunting grounds, contamination of water and soil from oil spillage, alteration of the drainage system which results into changes in the vegetation cover, increased predation by fox, ravens and gulls on nesting bird because of the food availability from garbage introduced would be the results (Yankelovich, 2011). Despite the fact that exploration takes place during the winter season when most of the common wildlife such as caribou and birds are absent, other species such as muskoxen and polar bears that remain in the area are likely to be affected. The active tundra plant life will also be impacted negatively. During exploration, large rivers are used for gravel removal and transportation corridors. This will lead into disturbances and displacements, exposure to predators and reduced calf production by the females and general su rvival of these animals. A part from winter exploration, year round affects seasonal migrant bird species and wild animals that comes to nest and calve in this region respectively (Yankelovich, 2011). For a long time, controversy as regards the development of this area has been directed on the possible impacts on the biological resources. It is worth noting that in case development is commissioned, impacts on the physical environment and resources e.g. water, air and land would be realized. So far, the areas’ physical environment has been described as conducive since most of it is not occupied or affected by human activities. This would mean that any development and oil or gas exploration activity in this area will result into emission of pollutants into the air. Industrial and domestic wastes resulting from exploration and development sites will need proper disposal. In case of improper disposal of these wastes, clarity on the individual or cumulative environmental effects o f this alteration will be missing (Staudinger, 2002). On an ecological perspective, Yankelovich (2011), the area is said to be sensitive to the harsh climate on the Alaskan plains. It is quite clear that the plain will be disrupted by any slight attempt to explore oil and gas in the region. The disruption

TIS Reflective Report Essay Example | Topics and Well Written Essays - 1000 words

TIS Reflective Report - Essay Example The second concept is while the ideology of supply chains is crucial to the success of any business, few firms have paid less attention to this and in turn they have limited this concept to the supply chain that take place within the four corners of their business. Consequently, this has led to disjointed and inefficient supply chains. From the tutorial, analysis of Wal-Mart Chain Supply Management System was carried out also with consideration of the enterprise. The learning brought out the implementation to US. The research methods that were used brought out the plans that the supply system has used to ensure that goals are attained. In the research, more could be done to bring out the effect of the supply chain on the consumers, the impact of the supply chain to other competitors. Improvement of the supply chain was also not learned and is an important aspect in the supply chain management. There are lessons that were learned from the learning style. From the research that was carried, it was learned that there is need to become information literate. In order for one to carry out an effective research, there is need to use effective information technology and other techniques that one is good at. Research skills also entail reading of complicated texts and bringing them to an individual’s understanding. One may think that there is no difficulty in reading but in carrying out a research, there is need to properly analyse the texts that one reads. General sources are not always needed in research as was brought out. In the research, general sources do not give out the expected results and data that are needed for analysis. They are mainly used in gaining of context. The research brought out the importance of what to use in referencing. In referencing, there is need for aiming on the credibility of sources basing on the requirements that are needed in the research. Referencing in this way will

How to use a Gold in Wind Turbines Case Study Example | Topics and Well Written Essays - 1750 words

How to use a Gold in Wind Turbines - Case Study Example One of the ways of embracing the sustainable activities is through employing wind power in the production of electric energy instead of using fossil fuels to produce electricity (Jamieson 2012). The gadget that converts wind energy to electric energy is wind turbine. The use of wind turbine to produce electricity has been in existence for some time now. However, it was not until people realized that other sources of energy such as fossil fuel and nuclear energy among others degrade environment that wind turbine was widely used to produce electricity (Mathew & Philip 2011). Basically, wind turbine produces electric energy by conversion of the wind’s kinetic energy to electric energy. Wind turbine is made up of a number components which are made from various materials. These components include: turbine, hub, tower, generator, nacelle, gear box, yaw and control system among others (Ancona & McVeigh 2001). Just as mentioned earlier, the components are made from various materials d epending on the environment of operation of the components, and the use into which these components are put in the wind turbine. The materials from which these components are made include: gold, plastics, iron, copper, steel and rubber among others (Blaabjerg & Chen 2006). This paper, therefore, aims at identifying as well as discussing the various ways in which gold is currently used in wind turbine components. The paper will also identify the new ways in which gold can be used in wind turbines. The paper also discusses the various components of wind turbine. The main components of wind turbines Just as earlier mentioned, the main components of wind turbine are: turbine, rotor, tower, generator, nacelle, gear box, yaw and control system among others. These components play various specific roles in order to ensure that wind turbine functions perfectly. The descriptions as well as functions of these wind turbine components have been discussed in the preceding sections of the paper. R otor Rotor is amongst the most important components of wind turbine, and it includes: turbine spinner, turbine hub and blades (normally three in number). The blades of wind turbines also considered amongst the important parts of a wind turbine, and are normally fabricated from the following materials: balsa wood, fiber glass, composites, and carbon fiber among other components (Burton, Jenkins, & Sharpe 2011). The strength-to-weight ratio of these components is normally high, and that’s why they are used in the manufacture of these components. Typically the dimensions of these blades range between 34 meters to 55 meters (Jamieson 2012). When the blades are manufactured, the raw materials are moulded into shapes that resemble airfoils in order to generate lift effect which in turn makes the rotor to rotate. In order to avoid blades from being stricken by lightning, they are sufficiently earthed in addition to being made of materials that can protect them being stricken by ligh tning (Manwell, McGowan, & Rogers 2010). The blades are usually bolted on the hub in such way that the hub is able to rotate, and take advantage of the wind’s varying speeds. The hub of wind turbine is normally made from cast iron that is ductile in nature, and usually considered as one of components of wind turbine with the greatest weight (Mathew & Philip 2011). This component of the wind turbine is usually rigid, and is designed in such a way that it is able to absorb vibrational forces. The hub is further covered by a component known as

Creation Of A High Performing Organization Essay

Creation Of A High Performing Organization - Essay Example Firstly it is expected that creation of new work structures necessarily means re-designing of jobs with new roles and responsibilities. This resistance might arise from employees towards acquiring new skills and expertise. It is difficult to impart new knowledge and skills in employees once they are settled in a particular skill and have gained expertise and comfort in the same (Wanberg & Banas, 2000, p.132).Secondly, organization restructuring would also include reducing the workforce or employee downsizing. This would necessarily instill insecurity and negative apprehensions among employees. Employees would definitely resist the change because they would not want to lose their jobs or their co-workers. This would spread de-motivation which would consequently lead to reduce productivity and performance. Moreover, it could also result in high employee turnovers out of insecurity, instability, and apprehensions. The idea to create a high performing organization could be realized by mo nitoring employee performance at all stages. This would be done by using the performance management system. Emphasis on performance would create a competitive culture in the organization in which each one would try to excel from the other. This would reduce interdependence, cooperation, and efforts to help one another. There could also be fall in group activities and team work eventually leading to conflict, disagreement, and clashes.However, against all resistance to change initiatives, there could also be some drivers of the change process.

Leaqdership Essay Example | Topics and Well Written Essays - 1000 words

Leaqdership - Essay Example Inequity is posited to create tension, which motivates an individual to restore equity. This restoration of equity can be accomplished in a number of ways. Outcomes can be altered, objectively or psychologically; inputs can be altered, objectively or psychologically; comparative referents can be changed; or an individual can leave or psychologically withdraw from the situation. As Greenberg (1989) pointed out, however, equity research offers little guidance as to when psychological adjustments rather than objective adjustments will occur. Complicating the matter further, psychological adjustments are difficult to measure and validate. Equity theory predictions about reactions to inequity have been tested primarily in laboratory experiments. The typical experiment involves (a) subjects performing a task, (b) distribution of a monetary reward and performance feedback, and (c) measurement of performance on a subsequent iteration of the task. Situations of inequity are set up through the manipulation of rewards and performance feedback, and individual responses to these inequitable situations are measured. As reviews of equity research have pointed out (Goodman & Friedman, 1971; Greenberg, 1982, 1987; Walster et al., 1978), these laboratory studies have shown that equity perceptions can significantly alter individuals performances. However, these studies have been largely â€Å"one-shot affairs† (Homans, 1982, p. xv) and have typically not allowed time for performance–outcome expectancies to develop among subjects. Subjects who decrease their performance when faced with perceived underreward probably do not view this decrease in performance as leading to decreased future rewards. By the 1950s, several new models of work motivation emerged, which collectively have been referred to as content theories, since their principal aim was to identify factors associated with motivation. Included here is Maslows (1954) need hierarchy theory, which

A Doll’s House Essay Example for Free

A Doll’s House Essay In his book A Doll’s House, Ibsen explores the ideological struggle of gender roles in a marriage where the wife Nora must maintain a helpless role and the husband Torvald must appear as the sole familial support. Henrik Ibsen has been able to drive this point home very powerfully in A Dolls House. Nora and Torvald, the main characters, belong to an ordinary middle-class family and the stereotypes in gender roles are very obvious and are most prevalent in this milieu. The coming of age of Nora and of women in the fin-de-siecle brought the issue of gender roles in society and the emancipation of women to the fore. The so called tragedy that befalls Torvald is of a private nature but its enactment has implications for the whole society. â€Å"In closing her door on her husband and children, Nora opened the way to the turn-of-the-century women’s† (Finney: 91). The play brings out the hypocrisy behind Torvald’s obsession with keeping up appearances and encouraging Nora to behave in a childish, helpless way to make him feel important and assert his masculine strength. Nora laments the fact that she had remained a doll-child and a doll-wife all her life. She had passively accepted this role to conform to the norms of society. She knew that she was expected to play the role of a pretty â€Å"featherbrained† woman who needed to be petted and taken care of constantly. She realized that neither her father nor her husband had given her enough credit to be a responsible and mature human being and be taken seriously. She knew that the oft repeated plea â€Å"But I cant get on a bit without you to help me† (Dolls House, II) was in effect a result of her utter dependence on her husband; a dependence which was encouraged by Torvald and the society at large. Torvald was protective and caring of Nora but what he actually was trying to achieve was have complete control over her thoughts and actions. He was the mainstay of the family and Nora was the limpet hanging on to his masculine strength and making herself agreeable to him in order to remain in his favor. At the end of the play, the misfortune is more about Torvalds failure to maintain the illusion of his being the most upright, principled and in short, the most perfect man. His realization that he had fallen in the eyes of a woman whom he felt condescendingly about heightens the sense of tragedy. He would often preach to Nora about her lack of principles which she had apparently inherited from her father and reprimanded her by calling her â€Å"a hypocrite, a liar—worse, worsea criminal! The unutterable ugliness of it all! For shame! For shame! †(A Dolls House: III). The unmasking of his own hypocrisy and the ugliness of being exposed to be a petty, judgmental and selfish man makes the audience understand that in spite of all his sermonizing, he was the one who lacked any principles as he was ready to drop everything and forget about the whole incident as soon as his own back was covered. In the final analysis of the ideological struggle depicted in this play, Nora, who was actually happy in enacting her gender stereotype during the beginning of the play and was elevated to a much higher position due to her realization of her identity and the consequent struggle to assert her independence. Nora’s recognition of her transformation from being â€Å"simply your little songbird† to a whole human being with potential to grow to be a woman of more substance is the first step towards her trying to resolve the conflict within her. She also understood that Torvald had always maintained a certain facade with her, which was contrary to his actual being. She says, â€Å"I realized that for eight years Id been living here with a strange man † (Doll House: III) and that steeled her determination to begin from scratch and live up to her potential. At the end of the play Nora appears to be strong and determined to the point of being heartless as she abandons her home, husband and children in quest of her true identity and knowledge of the ways of the world. The topic of feminism in this play deals with double standards and marriage (Finney: 92) A blatant example of this is Torvald’s condemnation of Nora as a â€Å"hypocrite and liar† when in reality it is Torvald who is the biggest hypocrite. His tall words about honor and honesty are shallow and he exposes himself as the small, petty person he is in spite of trying to assert himself in the stereotypical masculine role that society assigned to the male gender. Even the minor women characters in the play that of Mrs. Linde and Anne, the maid, demonstrate strength and fixity of purpose that the male characters Torvald, Dr. Rank and Krogstad fail to display. Ibsen was sensitive to feminine issues and though he himself proclaimed himself a ‘humanist’ rather than a ‘feminist’ his insight into the feminine psyche and his portrayal of women is evident in his memorable plays. He is able to make it clear to the audience that Nora’s helplessness and dependence on Torvald was put on. It became more obvious when we come to know that Nora had actually forged her father’s signature in order to take a loan to get Torvald to Italy in order to save his life. That she was capable of taking such drastic decisions and has the courage to work at copying and repay the loan to Krogstad without Torvald’s knowledge is a clear indicator that left to her own devises she was quite decisive and better at managing crisis than Torvald. In conclusion, it is indeed true that Nora Helmer tried her best to enact the gender role assigned to her by the society. However, when ideological differences arose she struggled to cast off the garb of the helpless little lady and emerged a stronger and more mature person. In the play a clear happy ending was not evident and the audience was left to interpret Torvalds hope for a â€Å"most wonderful thing† as a silver lining to an otherwise grim close to the play.

Introductory paragraph Essay Example for Free

Introductory paragraph Essay There are several weak points in the introductory paragraph. First, the opening sentence refering to humankind’s god-given ability to make choices is too general as a discussion point for decision-making in college. Second, the writer fails to establish coherence in his introduction. For instance, the ideas jump drastically from the â€Å"God-given ability to make choices† to the fact that â€Å"one is faced with a multiplicity of choices† without establishing why the writer thinks that decision-making is â€Å"one of the most splendid – and incommodious – things about the condition of being human. † Thus, the first line could even be ommitted from the introduction as it does not help construct the writer’s thesis in any way. Likewise, the paragraph suffers from too much excitement due to the writer’s fondness for exclamation points. It would also be better if the writer used much simpler words and refrained from using words such as â€Å"ad infinitum† which might not be understood by his or her readers. Lastly, the introduction sounds like a marketing spiel for University with the writer drawing hasty conclusions such as â€Å"I chose university and I could not be happier. † It also has the effect of concluding the essay at the introductory part, making the reader feel disinterested in the â€Å"rewards† that the writer wants to illustrate. On the other hand, this introduction also has its strengths. Aside from the opening line, the rest of the ideas are clearly developed; the writer is able to establish the â€Å"multiplicity of choices† from a simple choice of gum flavor to one’s lifestyle. The writer’s informal style could also be engaging for the characteristics of its audience—young, newly-graduated or about to graduate from high school—as they could identify with the language. Exercise 3 Introductory Paragraph for Assignment 2 Life after high school can be a rude awakening for those of us who have never made a decision beyond what clothes to wear for school or what food to eat at lunchbreak. For the first time, we have to make decisions that would affect our lives seriously, such as which degree to pursue and which university could give us at least a chance at success after we graduate from it. For the first time we have to be careful about the choices we make and to make serious plans about the goals that we have. It is a time to take stock of our capacities and our limitations, to consider parental and societal expectations of ourselves, and to be able to compare these with the right university we wish to attend. It is inevitable—at least for those of us who want to have that degree and to claim our spot in the world after that—although it can be frightening for us to leave the world we have known in high school behind in order to grow as adults and productive individuals. Thus, it is not surprising that choosing choosing which university to attend is one of the most difficult decisions an individual has to make in his or her lifetime.

Menopause experiences of women living in karachi pakistan

Menopause experiences of women living in karachi pakistan This chapter presents the background of the study and the significance of the study to nursing. The study purpose, objectives and the study question are also mentioned in this chapter. Background of the Study World Health Organization (1990) reported that by the year 2030, about 1.2 billon women in the world will be at least 50 years old. It seems that in future we will have more women of old age. According to National Centre for Health Statistics (2003) womens life expectancy is now 79.8 years. Womens life expectancy has increased but their health status and quality of life is in question. To enhance their health status, the National Institute of Health (1991) developed an agenda for womens health research. The first National Institute of Working Conference (1993) recommended for research on menopause as menopause has become a dominant issue in the womens health and the quality of life of woman with menopausal symptoms is affected in various ways. In 1999, the National Institute of Health research agenda included attention to diverse population of women. After that, there was a breakthrough in researches on various aspects of menopause such as staging in menopausal transition, physiology , symptoms of menopause and their relationship. This therefore draws attention to the need to conduct more studies on the menopausal experiences of women living in developing countries, because women spend about one-third of their lives in the post menopausal period. Menopause is a physiological process, which takes place universally in all women who reach midlife. According to World Health Organization (1990) It is an important event that occurs within a long process of menopausal change, the period immediately prior to menopause (when the endocrinological, biological, and clinical features of approaching menopause commence) and at least the first year after the menopause (WHO 1980: 10), in which women move from the reproductive to the post reproductive phase of life as a part of the aging process (Kaufert, 1990; Lock, 1986). Menopause refers to the depletion of ovarian function which leads to stop menstruation and indicates the end of fertility (Lyons Griffin, 2003). All women in their midlife experience menopause but are difficult to determine what are their perceptions and experience as it is affecting womens life in various ways. Womens experience depends upon their socio-cultural norms and personal knowledge (George, 2002). Kaufert (1996) stated that menopause experience also depends on womens health at menopause that can be determined by various factors. These factors include: cultural attitudes towards health, disease, and medical treatments, their reproductive histories, the environmental conditions under which they were born and lived, their exposure to disease. According to the bio-cultural perspective, although menopause is defined as a biological event, the experience of this biological event is shaped by physiological and cultural factors (George, 2002). According to Lock (1986) menopause is of biological and socio-cultural significance; culture provides the ground where values, attitudes, and beliefs about mid-life are transmitted and where the woman attaches meaning to her experiences. Eastern women consider menopause as a natural process and view this life phase more positively as compared to Western women. According to Hafiz and Eden (2007) the differences in attitude between Eastern and Western women can be attributed to more cultural factors than to biological factors. Menopausal women from Asia experience less menopausal symptoms because their social status is raised in older age that the older women in the family are respected as wise matriarchs. They therefore develop positive attitudes toward the incidence of menopause. This is unlike the experience of European and North American women who report more menopausal symptoms and visit health practitioners more frequently. In their experience, the social status of older women in the West declines with age. Therefore, they lose their self-confidence and develop negative attitude. Women living in rural areas have unique needs associated with menopausal experience (Price, 2007 1m, 2008). Geographical and socio- cultural environment is quite different from urban population so they need special attention. Women living in rural areas are often ignored, isolated and have limited health care facilities. Pakistani women lack awareness of menopausal symptoms as well as its long term effects and outcomes but view it as natural and normal process of their life (Malik, 2008; Nusrat, et al, 2008). Although the literature revealed many key characteristic of menopause experience of women in general, there is limited information about the menopause experience of women living in Pakistan. In Pakistan few quantitative studies have been conducted on age, pattern, characteristics, attitude and symptoms experience of menopausal women under the umbrella of menopause (Malik, 2005 Nusart et al, 2008; wasti 1992; Qazi, 2006; Yahya Rehman, 2002). These all studies have utilized the survey questionnaire as data collection tool. In my limited search, none study has been conducted yet by using qualitative approach. Therefore, there is a dire need of qualitative approach to develop in-depth insight of menopause experience of women in Pakistan. Significance of proposed study to Nursing Life expectancy of women has increased and it seems that it will continue to rise because of the development of modern technology and scientific advancement. Menopause is inevitable for women who live long enough. This study would add knowledge in previously existed knowledge about the menopause experience of women living in Karachi, Pakistan. This study will enable nurses to understand menopausal women in better way and teach them the management of their menopausal symptoms and their effects as well as maintenance of their health status during this phase of life. Nurses would also be able to understand the contributing factors which can influence their experience. Working in different areas in different status, nurses, health workers, and LHVS nurse practitioner will be able to provide health education according to their socio-cultural context, arrange sessions on sharing the experience and guide them in managing their menopausal symptoms. Nurses who are working in the hospital or o ther health institute must make them aware of menopausal symptoms of in their middle age so they would be prepare to understand and able to manage their menopause successfully. It would add in previous research on menopausal symptoms experience and can expend the research and may help other in further research if they want to search some other aspects of menopause in the same context/ area of interest to search. Study Purpose The study intends to explore the menopause experience of women living in Karachi, Pakistan. Study Objectives The study objectives include: Firstly, to gain insight about the perceptions of women related to menopause. Secondly, is to find out the impact of menopause on women life. Thirdly, to explore the challenges menopausal women face and finally, to find out the strategies used to manage the challenges. Study Question What is the menopause experience of women living in Karachi, Pakistan? CHAPTER TWO Literature Review Menopause is naturally occurring process which all women throughout the world experience in their midlife. Menopause refers as the depletion of ovarian function which leads to cessation of menstruation and indicates the end of fertility (Lyons Griffin 2003). This section provides an overview of the literature reviewed, relevant to the study and highlights the research carried out on this topic. The forth coming literature is divided into different sections. First, is the physiology of human menstrual cycle and mechanism initiating menopause. Second, is the historical development of research support on menopause? Third, are the concepts or meanings of menopause? Fourth, is the factors affecting and influencing the menopause experience and finally, the comparison of studies undertaken in USA and South Asia. Physiology of Human Menstrual Cycle and Mechanism Initiating Menopause There are four (4) events involving in the hypothalamic pituitary-ovarian axis that control the human menstrual cycle: First, the secretion of follicle-stimulating hormone (FSH), responsible for the development of ovarian follicles and production of estradiol (Hiller, Reichert Van 1981). Throughout the menstrual cycle, estrogen maintains low gonadotrophin levels via its negative feedback effect on hypothalamic gonadotrophin releasing hormones and consequently lutenizing hormone (LH) and FSH secretion. (Yen,Tsai,Vandenberg Rebar 1972). Second, the FSH-induced increase in ovarian estrogen secretion to trigger an LH surge that is called positive feedback (Young Jaffe, 1976). Third, is the LH surge, a hypothalamic pituitary response to the estrogen stimulus? This positive feedback response of estrogen on LH secretion has been used as a test of hypothalamic pituitary function (Weiss, Nachtigall Ganguly, 1976). Final event is ovulation and leutinization of the follicles, triggered by LH surge, forming a corpus luteum. This is an ovarian response that results in progestrone secretion necessary for the establishment of a pregnancy (Vande et al, 1970). The onset of human menopause is thought to be caused by ovarian failure and follicles depletion. However, clinical symptoms and some of the recent data on menopausal woman suggest central nervous system involvement. (Weiss et al, 2004). The Study of Womens Health across the Nation (SWAN) was conducted to determine if the modification of hypothalamic-pituitary response to estrogen feedback mechanism occur in older reproductive-age women as a mechanism of onset of menopause. Three groups of women were studied who had estrogen increased and on LH surge, estrogen increased without on LH surge and neither estrogen increases on LH surge. Anovulatory cycles with high estrogen were frequent in older reproductive age women and there was an evidence of failure of the estrogen positive feedback on LH Secretion to initiate and stimulate ovulation. In anovulatory cycles follicular estrogen levels did not lower LH secretion as it was in younger reproductive age, there was decreased estrogen-negative feedback on LH secretion. It was concluded that there was hypothalamic-Pituitary insensitivity to estrogen, in aging perimenopausal women. Historical Development of Research Support on Menopause In 1993, the first National Institute of working conference recommended for research on menopause and in 1999, NIH research agenda included attention to diverse population of women. Seatle Midlife Womens Health Study was a longitudinal study conducted from 1990 2000 to study the FSH by Menopausal transition stages early, middle and late transition by the use of menstrual cycle calendar. Comparison of reproductive age and peri-menopausal womens cycles. Urinary estron and FSH level by menopausal transition stages late reproductive, early menopause transition and post menopause transition. Study of Womens Health Across the Nation (SWAN) began in September 1994. The purpose of the study was to describe the chronology, the biological and psycho-social characteristics of menopausal transition and the other purpose was to describe the effects of this transition on health and risk factors for age related chronic conditions. The emphases placed on multiethnic samples and community or population based samples. Swan study included daily hormone study over multiple years and annuals blood draws, interview, clinical exams and questionnaire. Multiple ethnic groups of women Africans, Chines, Japnese, Hispanis and White American were included in this study. The stages of reproductive aging work shop (STRAW) was held in Park city USA in 2001. The purpose of this workshop was to develop the staging system for the menopause transition. The benefits of this system are that the researches and clinician can compare cases and data across studies. Women would understand the timing and duration of the transition. This system has seven stages. Five precede and two follow the final menstrual period. Stages from -5 to -3 encompass the Reproductive Interval; stages from -2 to -1 the Menopausal transition and +1 to +2 the post Menopause (Soules et al, 2001). March (2005) A conference on management of menopause related symptoms was held by office of medical applications of research in USA to understand the symptoms and their correlation with menopause transition stage. Seatle midlife womens health study on charting the course of the natural transition to menopause for a population based sample of 35 55 years old white, Asian and African, American women ( n=375) in longitudinal study begun in 1990 and followed until 2006. Women provided daily health diary recording for 3 days per month. Monthly early am urine sample for endocrine analyses and annual health update symptoms rated from 0 (absent) to 4 (extreme). It was estimated that severity of hot flashes increased after the last menstrual period (FMP).There was an association between hormonal changes during menopause transition and the symptoms experienced by the women such as: hot flashes, sleep disturbance, depressed mood, anxiety, fatigue and vaginal dryness. There were some other factors associated with these symptoms severity. As physiology change so there are chances of developing the medical problems. SWAN studies ruled out the other diseases associated with menopause such as cardiovascular disease, osteoporoses. In the period of late and early menopausal transition there may be the the chances that the lumen size of the carotid artery becomes larger (Wikdman et al, 2008).Women experience a high incidence of depressed mood during late menopausal transition (Bromberger, 2007 ; woods et al, 2008). Concepts or Meanings of Menopause Menopause is a complex and significant phase of life that affects womens life in different ways globally. It is a life event that leads to physical as well as emotional challenges (George 2002; Lyons Griffen 2003). One can realize its impact on womens life as was identified by McCrea (1983) stated that in Victorian era menopausal women were used to view as aging women, with a decomposing body and an evil mind suffering from foolishness. All women experience menopause between the ages of 48 and 55 years (George, 2001), but it is difficult to determine how it is perceived by women. What does it mean to her? There is a dilemma attached to it whether it is consider as medical problem or as a life transition (James Deborah, 1997; Lyons Griffen, 2003). There are four main meanings or notions about menopause. First, is the biological or biomedical? Second, is the developmental and natural event? Third feminist notion, as natural female process and fourth, post modern which is related to physiological, social and cultural dimensions. (Gosden, 1985). A biologic definition of menopause refers to permanent cessations of menstruation resulting from loss of ovarian follicular activities and indicates the end of fertility. (Gosden1985). The last menstrual flow is the biologic marker that refers to a woman transition from a productive to non productive phase. Symptoms which are experienced by the women such as: hot flashes, perspiration, palpitation, vaginal dryness, sleep disturbance, forgetfulness, difficulty in concentrating and irritability also describes the menopause. Another aspect of biologic or biomedical view is the disease orientation to menopause which supports the use of hormonal replacement therapy (George, 2002). Changes in physiology seem to be experienced as symptoms that may require medical treatment. Until recently menopause has been viewed from a medical perspective (James Deborah, 1997). It seems that physician view menopause as a disease that must be treated. Menopause as a developmental and natural event considers as a part of womens life and taken to be normal. Menopause is often stressful but it doesnt mean that it is a disease. It should be perceived as a part of the normal developmental cycle. Life expectancy of women has increased now which indicates that menopause will now be seen as a normal event not a medical condition but as it is associated with specific health risks (osteoporoses and cardiac diseases) it is likely that physicians will continue to treat it and its symptoms. Menopause as a feminist notion that emphasizes that it is a natural female process. It can be taken as a change. If a woman understands this period as a change in her life pattern and she would try to adjust and cope with it (Lyons Griffen, 2003). Menopause as post modern notion believes that it is related to physiological, social and cultural dimensions. The meaning of menopause may be positive or negative it depends on the womans culture, the status of the women in the society as well as the physiological change that occurred as a result of menopause. Lyons and Griffen (2003) introduced another meaning and that is confusing and it is between the natural and disease construction. A woman has uncertainty about the menopause and it is the result of lack of knowledge and understanding. If menopause as taken confusing it produces anxiety and uncertainty which further complicate the complexity of menopause. Surgical meaning of menopause refers to the menopause as a result of surgical intervention (oophractomy and or hysterectomy) but the symptoms are same as natural menopause, however, the onset is abrupt and symptoms are more severe as compared to natural menopause moreover, physical and psychological symptoms are due to sudden hormonal change (Park 2005). Menopause may be viewed by women as natural or medical event; it may be confusing or challenging. The way it is perceived ultimately affects womans experience. There are many factors which can be attributed in the menopause experienced by the women. Factors Affecting or Influencing Menopause experience Menopause is a bio-cultural experience therefore bio-cultural factor such as environment, diet, fertility and genetic differences may be involved in the variations of menopausal experience (Beyene, 1986). Furthermore James and Deborah (1997) explained that a womans culture teaches her how she should respond to this event in her life. If a womans role is child bearing by her culture then she perceives her-self unimportant as menopause means the end of her role. George (2002) asserted that the menopause and how women experience it depends on her cultural norms, social influences and personal knowledge about menopause which influence the womans ability to cope with the menopausal period. Elliot, Berman and Kim (2005) added culture is embedded in all aspects of ones life and affects ones ideas, beliefs and ultimately affects on the menopause experiences. Ellen (2005) stated that women with infertility problem experiences menopause as normal and natural event after futile struggle for so long to become productive. Infertility was an abnormal event as it interfered with normal phase in life and menopause for them is a normal event that is supposed to happen so they take it positively. It is believed that each woman experiences the menopausal symptoms in a same way; however this is not the case. Avis (2002), Flint (1975), and Yahyeh and Rehan (2006) asserted that cultural differences also affect menopausal symptoms experience. The pattern and frequency of menopausal symptoms vary from culture to culture. Avis (2002) conducted a large cross sectional study for women aged 40-55 years across racial or ethnic groups of women in the United States for the comparison of menopausal symptoms. Result showed that across all five groups two consistent factors emerged. One was hot flashes and night sweats and the other psychological and psychosomatic symptoms. Caucasian women reported more psychosomatic symptoms; African American women reported more vasomotor symptoms. The pattern of finding argues against a universal menopausal symptoms syndrome consisting of vasomotor and psychological symptoms. On the other hand Im, Liu, Dormire, and Chee (2008) identified that white women b elieve that generational and life style differences are much more important than ethnic differences in menopausal symptoms experience. In a study of Indian women, Flint (1975) found that few women had any problem other than cycle changes. Lock (1986) found that Japanese Women did not have depression and also having low rates in vasomotor symptoms as compare to western culture women. In a cross cultural comparison of menopausal symptoms Avis (1993) reported the rate of almost every symptoms were lower in the Japanese than US and Canadian women. Price, Storey, and Lake (2007) identified that living in isolated environment and lack of social support system; women experienced more severe menopausal symptoms and experienced the loss of control on physical as well as psychological symptoms. It is conclude that the experience of menopausal symptoms is not same for each and every woman. They are influenced by ones socio-cultural back ground (environment, life style, knowledge, values, beliefs and the meaning of menopause perceived). It also affects the overall menopause experience of women. If the meaning of menopause taken negatively, the women will have more intense symptoms and face difficulty in managing herself as well as seek for medical treatment and experience menopause as a threat. Comparison of Researches: USA and South Asia. George (2002) conducted a study to explore the experiences of American women from diverse ethnic and socio-cultural environment. He found that the experiences of American women were not similar; they were all unique in their experiences. Some of them were having high intensity of menopausal symptoms but some did not experience any menopausal symptoms, some of them were confused as they were unaware of what to expect. Some experienced depression but some were feelings of relief from child bearing and monthly periods. Some were looking forward to future. In another online study of white midlife women Im, Liu, Dormire, and Chee (2008) identified that white women believe that generational and life style differences are much more important than ethnic differences in menopausal symptoms experience they are optimistic and try to cope with the symptoms. Women needed assistance with the menopause symptoms and were not satisfied with the guidance of the physicians use humor as coping strategy for menopause to increase their inner strength and motivate them to go through the hardship. Price, Storey, and Lake (2007) conducted a study on experiences of women living in a rural area of Canada. Researchers identified that women considered it as a change of life, and showed high concern about their general health and the changes their bodies under going. The women described the need to understand the intensity of menopausal symptoms (physical, psychological and social), including changes to their physical and mental well being. They need to receive reliable information. Menopause had significant impact on their personal relationships as they were unable to share their experiences with their husbands. Their coping strategies were social support and humor. Elliott, Berman, and Kim (2002) conducted a study on Korean Canadian women on menopause experiences. He found that they view menopause as a natural process and wanted to be fully aware about all aspects of menopause in order to control and cope with this phase of life. They were having difficulties in communication with health care professionals. They were reluctant to share their experiences with their husbands but they expressed the need to share their feelings with someone. Hafiz, Liu and Eden (2007) conducted a study on the experiences of menopause among Indian women. They identified that because of their positive socio-cultural ideas and attitude towards menopause they were not concerned about becoming menopausal and believe that it is a natural event same as birth and death. They experienced more physical and psychological symptoms rather than vasomotor (hot flashes and might sweat). He revealed that physical and psychological symptoms were higher in Asian women. Researches in Pakistan In Pakistan few quantitative studies have been conducted on age, pattern, and characteristics, attitude and symptoms experience of menopausal women (Malik, 2005 Nusart et al, 2008; wasti 1992; Qazi, 2006; Yahya Rehman, 2002). No qualitative studies have been conducted on menopause experience yet. Wasti et al (1993) conducted a study on the characteristics of menopause in three socio-economic urban groups in Karachi. The total samples size was 750 menopausal women. He found one in five women were symptomatic to poorest group but one in two the other groups. He found that fewer women had menopausal symptoms in his study but he admitted or hypothesized that menopausal problem will be most probably increase as life expectancy of women is increasing. He found mean age of natural menopause was 47 years of age. Yahya and Rehan (2002) conducted a study on age; pattern and symptom of menopause among rural women of Lahore will sample size of 130 women from 20 villages. He found mean age at menopause was 49 Â ±3. 6 years. Moreover the common symptoms were lethargy 56.4%) forget fullness (57.7%) urinary symptoms (56.2%) agitation (50.8%) depression (38.5%) insomnia (38.5%) ht flushes (36.2%) and dysparunea (16.9%). He concluded that the mean age of menopause was lower than the reported for Caucasian, but similar to Africa and South America but higher than Iran, Egypt and UAE. The frequency of symptoms was lower than observed among Caucasians, he suggested further studies on local buologies and understanding the socio cultural basis of these differences. Malik (2005) conducted a study on knowledge, attitude towards menopause and Hormonal Replacement Therapy (HRT) among postmenopausal women in Karachi. The sample size was 102 post menopausal women. She found mean age at menopause was 147.4Â ±3 years. She found most of the respondent had positive attitude towards menopause and consider menopause as natural event lacked sufficient knowledge our menopause and HRT. Qazi (2006) conducted a study on age, pattern, symptoms and associated problems among urban population of Hyderabad. Sample size was 800 menopause women. He found mean age at menopause was 47.16. the marked climacteric symptoms were low backache headache, tiredness, lump pain, sleep disturbance and might swats were common menopause associated problems include Ischemic Heart Disease, Hypertension, Diabetes mellitus, post menopause that the symptoms and problems were different from other studies reported with in the country and abroad which may revealed socio cultural and dietary differences. Nusrat et al (2008) conducted a study on knowledge attitude and experience of menopause. The sample size was 863 menopausal women. She concluded that majority women consider menopause as natural event and have positive attitude but majority of the women were unaware of menopausal symptoms and health effects, the bothered by symptom but did not sought for treatment. The age at natural menopause according to Pakistani studies is between 45-51 years; mean age is 48 years (Malik, 2008, Qazi, 2006; Yahya Rehan, 2006). Some of the findings were similar in the studies which have been conducted in Pakistan. Pakistani women consider menopause as natural and normal phase of life and aging process. They have positive attitude to words menopause (Malik, 2005; Nusart et al, 2008; Yahya Rehman, 2002). These findings are similar with the findings of studies have been conducted in other Eastern countries women such as India, China, and Korea. The other finding that the Pakistani women are not fully aware of the menopausal symptoms and its health implication or its long term consequences on quality of life (Malik, 2008. Nusrat et al, 2008; Yahya Rehan, 2006). Majority of the women bothered with the menopause symptoms but because of positive attitude, poverty, and due to lack of awareness they do not go for treatment or consultation. Malik, 2008; Nusrat et al , 2008). Qazi (2006) identified many differences in his study especially in the prevalence of symptoms reported with in the country and assumed that these are because of socio-cultural and diet differences. In rural areas of Lahore, Yahyeh and Rehan (2006) found the prevalence of various symptoms comparatively lower than other Caucasian. Researcher suggested the need for studying local biologys and understanding of socio-cultural bases of these differences. Summary of the Literature The literature revealed important information about the physiology as well as the initiation process of this phenomenon. The various concepts and meanings perceived by different school of thoughts. The historical development in the research on menopause is also addressed. Factors which are closely involved in influencing menopause experience as well studies conducted on this topic are also highlighted. The Eastern women conceptualize menopause as natural process thats why they have positive attitude towards it as compare to Western women. They bothered by menopause symptoms but try to cope with it positively. In Pakistan quantitative studies have been conducted on this topic but this approach did not provide insight in to a womens understanding the need of qualitative research is required to explore the women experience related to this phenomenon. (George, 2002). CHAPTER THREE Study Design and Methodology This chapter focuses on the approach to conduct this study, the study design and rationale of the design, the study population, study setting as well as sample and sampling. Data making, data management, data analysis, study rigor and the study limitations will also be the part of this chapter. Study Design The study design which is selected for this study is qualitative descriptive-exploratory. According to Polit and Beck (2008) qualitative approach involves naturalistic pattern. Naturalistic methods of inquiry deal with the experiences of human complexity by exploring it directly. It emphasizes on understanding the human experience as it is lived. Qualitative study required for in-depth and rich information to understand the phenomenon. Furthermore Holloway and wheeler (2002) concluded that qualitative research is an objective way to gain knowledge about the subjective and holistic nature of human. Burns and Grove (2007) stated that the purpose of exploratory study is to investigate a specific concept about which little is known. It emphasizes on identification of factors related to a phenomenon of interest. As this study aims to explore the menopause experience, which is lived experience and there would not be one reality as each women experience would be different. Therefore a quali tative exploratory descriptive design is best suited to this study. Study Population The study population would be all women who are in their menopausal period, coming to Obstetric and Gynecologists outpatient department of Pakistan Naval Ship hospital, Karachi. The target population will be all the menopausal women who will meet the inclusion criteria, will be coming to Obstetrics and Gynecology OPD. Setting Pakistan Naval Ship hospital, Karachi will be selected as data collection site. Obstetric and Gynecologists OPD will be utilized for this purpose. This hospital was established in 1963. It is classified as a class A Pakistan Navys hospital. The total bed stren