Politics By William Butler Yeats Analysis - 1228 Words

Women have been in a constant war with themselves and society since the dawn of Adam and Eve. Adam, being the man, is seen as unmistakable and only slightly less perfect than an angel. Eve, on the other hand, is the beginning of all sin and death in the world. To no one s surprise, women still face titles as degrading as Eve’s in this day and age. â€Å"Politics† by William Butler Yeats is a poem about this constant raging war women face. Yeats cleverly tells a story about a man and a girl to send a message to all women that they are more than what society makes them out to be using politics. The oppression women face is rarely talked about, and if it is, it is largely ignored. Yeats was able to convey his message without being ignored by†¦show more content†¦However, this is not to say that Yeats has created a narrator that wishes to control women. The girl is related to â€Å"Roman...Russian...Spanish politics† (Yeats). This comparison is anything but random. These three nations during the time period of the poem were fascist and controlling countries that were willing to do whatever it takes to obtain what it is they desire. This relationship between the obtainer and the obtained is the same in society. Society has taught men that they must be the obtainers and do whatever it takes to obtain control of women, even if that means complete degradation. The girl in the poem represents freedom in a man’s war; she is presented as the prize. Women are given value and a title of importance only when associated with men. Women are able to provide freedom, yet they are unable to free themselves from their own oppression because of the intensity of it. Talking about politics is easy, talking about an issue that crushes souls and prevents an entire sex from pursuing their dreams is hard. â€Å"Politics† by Yeats had the power to make this issue a household talk. Nor women, men, or society are oblivious to the oppression women. Yet â€Å"here’s a traveled man that knows† (Yeats). In the poem, society is given the pronoun â€Å"he† to magnify the influence and power that men withhold over women in society. The exclusion of women in society exemplifies their oppression. TheShow MoreRelatedEssay The Life and Work of William Butler Yeats2147 Words   |  9 PagesThe Life and Work of William Butler Yeats Born in Dublin in the year 1865, William Butler Yeats would go on to become universally recognized by his peers as the greatest poet of this century writing in the English language. This recognition would come as early as 1828, a decade before his death with the publication of arguably his finest volume, The Tower (Fraser, 207). The son of one time attorney and later well known painter John Butler Yeats, W.B. Yeats was of partially Cornish and GaelicRead More The Irish Troubles: Yeats Poetry Essays2024 Words   |  9 PagesPoetry William Butler Yeats, born in Dublin, Ireland [June 13, 1865], is considered by many to be one of the greatest English-language poets of the 20th century. The following exposition, grounded on the hypothesis that Yeats’ poetry was resolutely influenced by the political occurrences of that time period, will give biographical information, a recounting of the political upheaval during that period, specific poetry excerpts/critical analysis and validation of hypothesis. William Butler Yeats isRead MoreWho Goes with Fergus11452 Words   |  46 PagesWho Goes With Fergus This poem is about the dichotomy of the thinker and the actor. Yeats, in love with Maud Gonne, was the thinker, the courtly lover -- the one who would brood upon loves bitter mystery. Yeats was Mr. Nice Guy. Yet Yeats wanted to be the actor - the alpha male - the Fergus. Note the sexualized subtext that permeates the poem, who will pierce the deep woods woven shade? Who will drive with Fergus. Finally, we get the reasons to be the alpha male - the man of action, in theRead MorePoems with Theme with Life and Death and Their Analysis8446 Words   |  34 PagesEI WAI KHAING AN ANALYSIS OF THEMES ON LIFE AND DEATH OF SOME POEMS Abstract: Some basic elements of poem and types of poem are included in this paper. Although there are countless number of poems on Life and Death, only the ones which seem noteworthy are studied and analysed in terms of themes. Different opinions of different poets on life and death found in their poems are also presented and contrasted in this paper. This paperRead MoreSymbolic Meaning of the Land in Gone with the Wind6993 Words   |  28 PagesReviewÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...4 2.1 Brief Introduction of Margaret Mitchell and Gone with the WindÂ…Â…Â…Â…Â…Â…Â…Â…Â…4 2.2 Previous Researches of Gone with the WindÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â….4 2.3 The Views about Sociology of NovelsÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…..5 Chapter 3 Narrative Analysis of the LandÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...7 3.1 Contextual Meaning of the LandÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…..7 3.2 Social Emotions of Novels of the LandÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…8 3.3 Social Function of Novels of the LandÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...Â…..9 3.4 Living CircumstancesRead MoreHenry David Thoreau4404 Words   |  18 PagesThoreau, advising the young man and introducing him to a circle of local writers and thinkers, including Ellery Channing, Margaret Fuller, Bronson Alcott, and Nathaniel Hawthorne and his son Julian Hawthorne, who was a boy at the time. The best analysis of Thoreaus character was Emersons funeral elegy for him. Emerson was well aware of Thoreaus devotion to his principles and said that he had a perfect probity. Emerson also realized, perhaps better than anyone else, that Thoreau gave an edgeRead MoreCultural Analysis For Doing Business8067 Words   |  33 PagesAbstract This paper will present a Cultural Analysis for doing Business in Ireland. This paper will answer four main questions, while adding additional information and insight to the nation of Ireland. Among reading this paper, the reader should be able to understand Ireland’s culture, how people in Ireland conduct business, how U.S. and Ireland compare in business, and the implications for U.S. businesses that wish to conduct business in Ireland. These research questions were tackled using scholarlyRead MoreA Picatrix Miscellany52019 Words   |  209 PagesMcKenna On the Moon and the Lunar Mansions IV. Extracts on the Moon V. The Mansions of the Moon: â€Å"On the Creation, Proportion and Composition of the Heavens for the Fashioning of Images† VI. The Picatrix: Lunar Mansions in Western Astrology VII. W. B. Yeats and â€Å"A Vision:† The Arab Mansions of the Moon On Ritual and Talismans Picatrix Astrological Magic Aphorisms Extracts on Planetary Ritual Clothing Twenty Two Benefic Astrological Talismans Astrology, Magical Talismans and the Mansions of the Moon RitualRead MoreContemporary American Poetry and Its Public Worlds Essay8159 Words   |  33 Pagescapacious enough to represent why it is that we care about public life at all. If we can understand those cares in materialist form, we may be able to clarify how revolutionary change might be possible. So Althusser casts as the goal of ideological analysis the capacity to explain the imaginary relation of individuals to their real conditions of existence. Ideology then simply is any socially effective imaginary renderings of objective conditions. The ideological need not be imposed by power and disclipine

The Causation Of The Modern Slave Trade - 1646 Words

There are endless reasons that human trafficking exists in modern times. These reasons are not black and white, and have a multitude of contributing factors, cause and effect, and influences. The causation of the modern slave trade is outlined in chapters three, four, and five of the text: Human Trafficking: Interdisciplinary Perspectives, written by Mary C. Burke. Chapter three, titled, â€Å"Sociological Perspective: Underlying Causes† relates sociology to the concept of human trafficking to better understand the culture behind the slave trade, including political and economic characteristics. A factor contributing to the existence of human trafficking is globalization and the development of national economies. While globalization can be†¦show more content†¦Ã¢â‚¬Å"Globalization influences human trafficking as traffickers take advantage of new transparent borders, broadband communication, and economic upheaval to prey on those most vulnerable †¦ people are larg ely defined by their economic worth, and since the most vulnerable have only their bodies to sell (labor †¦ sex) †¦ human beings become commodities and victims† (Burke 2013). Additionally, chapter four defines population and migration as an explanation for human trafficking. As the world’s population increases dramatically, there are many poor and vulnerable individuals who are forced to find a way to survive. â€Å"Traffickers are resourceful, inventive, and opportunistic, and can find a way to manipulate †¦ population growth †¦ there is an increase in the supply of potential victims who traffickers can exploit and from whom they can profit† (Burke 2013). Victims are driven into human trafficking because they are unable to sustain themselves living in poverty, or are vulnerable as an immigrant or refugee. However, poverty is not a black and white cause of human trafficking, as poverty and economics exacerbate other reasons, such as gender inequality. Females around the world do not have the same opportunities that a male might, including adequate healthcare, nutrition, and education. These females areShow MoreRelatedThe Slave Trade Was A Never Ending Cycle1561 Words   |  7 Pagesforever changed by the Atlantic Slave trade. Some were affected positively, in the case of slavers and wealthy slave owners. Others, the men, women, and children captured and sold into slavery were affected in an overwhelmingly negative way. Slavery was perceived and experienced in two distinctly different ways by Africans and Europeans. 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Employee Welfare Measures free essay sample

Employee welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way which even s a good wage cannot. With the growth of industrialization and mechanization, it has acquired added importance. The workers in the industry cannot cope with the pace of modern life with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employees have also realized the importance of their role in providing these extra amenities. And yet, they are not always able to fulfill workers demands however reasonable they might be. They are not primarily concerned with the viability of the enterprise. Employee welfare, though it has been proved to contribute to efficiency in production, is expensive. Each employer depending on his priorities gives varying degrees of importance to labour welfare. It is because the government is not sure that all employees are progressive mined and will provide basic welfare measures that it introduces statutory legislation from time to time to bring about some measures of uniformity in the basic amenities available to industrial workers. Industrial progress depends on a satisfied labor force and the importance of labor welfare measures was stressed as early as1931, when the Royal Commission on labor stated the benefits which go under this nomenclature, are of great importance to the worker and which he is unable to secure by himself. The schemes of labor  welfare may be regarded as a wise investment? which should and usually does bring a  profitable return in the form of greater  efficiency Employee welfare work aims at  providing such service facilities and Amenities which enable the workers employed in  an organization to perform Their work in healthy congenial surrounding conductive to good  health and High morale. Employee welfare is a  comprehensive term including various services, Benefits and facilities offered by the  employer. Through such generous fringe Benefits the employer makes life worth  living for employees. The welfare Amenities are extended in additional to  normal wages and other economic Rewards available to employees as per the legal provisions. INDUSTRIAL PROFILE Automotive industry: The Indian automobile sector can be divided into several segments: 2 amp; 3 wheelers, Passenger cars, Commercial vehicles (Heavy CVs/ Medium CVs/Light CVs), Utility vehicles (UVs) and Tractors. Agricultural tractors and Earth Moving Machinery is an associated sector, which keeps the wheels of the agrarian economy moving. It is heavily reliant and aligned to the automobile and allied engineering sector and plays a significant role in India. The automotive Industry in India is now working in terms of the dynamics of an open market. Many joint ventures have been set up in India with foreign collaboration, both technical and financial with leading global manufacturers. Also a very large number of joint ventures have been set up in the auto-components sector and the pace is expected to pick up even further. The industry is characterized by a very high percentage (75%) of production in the 2/3 wheelers sector. India ranks as the largest manufacturer of motorcycles and second largest in manufacturing of scooters in the world. India today is also the second largest manufacturer of tractors, as well. The industry has intense forward and backward integration. The joint venture list indicates a wide variation ranging from 10% to 100%. The equity participation is not regulated by Government but is market driven. By 2020, the luxury car segment is estimated to be around three per cent of the overall passenger car market in India. So, there is huge opportunity for growth. India is going to be one of the biggest markets for us, worldwide, according to Tomas Ernberg, Managing Director, and Volvo Auto India. India is the largest base to export compact cars to Europe. Moreover, hybrid and electronic vehicles are new developments on the automobile canvas and India is one of the key markets for them. Global and Indian manufacturers are focusing their efforts to develop innovative products, technologies and supply chains. Major Developments amp; Investments * Volvo Group plans to invest Rs 3,800 crore (US$ 710. 28 million) in India over the next few years. Of this, Rs 1,800 crore (US$ 336. 45 million) would be invested in its joint venture (JV) with Eicher Motors. Volvo also aims to export about 30 per cent of the capacity at its Indian engine plant it plans to open in Pithampur, Madhya Pradesh in 2013, as it looks to leverage costs from India operations * Honda Car India, the wholly-owned subsidiary of Honda Motor Co, plans to set up a greenfield diesel engine factory at its second industrial location in Rajasthan * Jaguar Land Rover (JLR) will incur capital expenditure worth US$ 3. 26 billion per year over the medium term mainly for product development, according to Crisil. In addition, Tata Motors has started assembling the Jaguar XF at its new facility in Chakan near Pune, Maharashtra * The research and development (Ramp;D) team of Fiat India will assist Chrysler to design and develop the smallest Jeep, to be launched globally by mid-2014. The Italian company has also commissioned an Ramp;D set-up, Chrysler India Automotive Pvt Ltd, in Chennai * Hero MotoCorp has started construction of its fourth manufacturing plant and a new Global Parts Centre (GPC) at Neemrana, Rajasthan. The project will attract an investment of Rs 550 crore (US$ 102. 0 million) and both facilities are expected to be operational by FY 2013-14 * Mahindra amp; Mahindra (Mamp;M) plans to invest US$ 900 million over the next four years in SsangYong Motor for developing three new vehicles and six engines. The investment would be from internal accruals, fresh equity and debt, as per Mr Pawan Goenka, President (Automotive amp; Farm Equipment sectors), Mamp;M. The firm plans to buy Navis tars 49 per cent stake in the truck and engine making joint ventures (JV) Mahindra Navistar Automotives Ltd and Mahindra Navistar Engines Pvt Ltd for about US$ 31. 5 million * Luxury carmakers like BMW, Audi are planning more Made in India products to increase the number of offerings in the sub Rs 2. 5 million (US$ 46,729) category to expand market. The luxury carmakers are planning to tap the younger customers with lower price points * VE Commercial Vehicles Ltd (VECV), a joint venture between Swedens Volvo Group and homegrown Eicher Motors, will invest Rs 1,200 crore (US$ 224. 30 million) by 2014 for expanding production capacity and developing new products * Luxury car brands in India have registered growth of 12. 5 per cent during January-November 2012 period. The luxury car market in India is expected to reach 150,000 units by 2020, as per Mr Tomas Ernberg, Managing Director (MD), Volvo Auto India - The Modern Industry After 1945, sales once again took off, reaching 6. 7 mill ion in 1950 and 9. 3 million in 1965. The U. S. auto industry dominated the global market with 83% of all sales, but as Europe and Japan rebuilt their economies, their auto industries grew and the U. S. share dropped to about 25%. Following the OPEC oil embargo in 1973, smaller, fuel-efficient imports increased their share of the U. S. market to 26% by 1980. In the early 1980s, U. S. auto makers cut costs with massive layoffs. Throughout the 1990s, imports—particularly from Japan—took an increasing share of the U. S. market. Beginning in the early 1980s, Japanese and, later, German companies set up factories in the United States; by 1999, these were capable of producing about 3 million vehicles per year. That year, 8. 7 million vehicles were sold in the Untied States. Since then, domestic production by U. S. companies has continued to decline, so that they now produce somewhat more than half of all light motor vehicles sold in America (and many of their vehicles contain a significant percentage of foreign parts as determined by dollar value). In 2007, over $440 billion worth of motor vehicles and parts were produced in the United States by U. S. and foreign companies employing more than 902,000 workers. The credit crisis that began in 2008 and the associated recession resulted in significant losses for most automobile manufacturers. The U. S. industry was especially hard hit, losing sales as well from late 2007 to mid-2008 as customers sought more energy-efficient cars as gasoline prices skyrocketed, and in late 2008 U. S. automotive companies sought government financial aid. Subsequently, the government forced Chrysler and General Motors to declare bankruptcy (2009) and reorganize in an attempt to create viable companies; the U. S. and Canadian governments and the United Auto Workers owned much of the new companies. Complaints about auto pollution, traffic congestion, and auto safety led to the passage of government regulations beginning in the 1970s, forcing auto manufacturers to improve fuel efficiency and safety. Auto companies are now experimenting with cars powered by such alternative energy sources as natural gas, electricity, hydrogen fuel cells, and solar power. COMPANY PROFILE JKM AUTOMOTIVE (A DIVISION OF DYNAMATIC TECHNOLOGIES LIMITED)  designs and builds highly engineered products for Automotive, Aeronautic, and Hydraulic and Security applications. With futuristic design, engineering and manufacturing facilities in Europe and India, we are able to meet customers exacting requirements on 6 continents. Our facilities which are located in India (Bangalore, Chennai, Coimbatore, Nasik), United Kingdom (Swindon, Bristol) and Germany (Schwarzenberg), are lean, green and clean, and designed to support neighboring communities as well as the environment. With three design laboratories in India and Europe, Dynamatic ® is a leading Private Ramp;D Organization, with numerous inventions and patents to its credit. The Company and its Subsidiaries employ around 50 scientists and 500 engineers with expertise in Mechanical Engineering, Advanced Computer Aided Engineering, Materials amp; Metallurgical Engineering, Fluid Dynamics and Defense amp; Aerospace Research. CORPORATE STRUCTURE - HYDRAULICS DYNAMATIC ® HYDRAULICS  is one of the world’s largest Hydraulic Gear Pumps makers, and, is focused on being number one. It has two state-of-the-art manufacturing facilities, located in Bangalore, India, and Swindon, U. K. | | | India The Dynamatic ® production facilities in Bangalore employ cutting-edge technologies and modern machinery to manufacture a wide range of sophisticated Hydraulic Valves and custom tailored Hydraulic Solutions extending from simple Hydraulic Pumping Units to complex Marine Power Packs and Aircraft Ground Support Systems to Turnkey Industrial Installations. - AUTOMOTIVE amp; METALLURGY Dynamatic ® produces high quality Ferrous and Non-Ferrous Automotive Components for Highway, Off-Highway and Technology oriented applications for leading Global Automotive OEMs. The Company possesses modern Ferrous and Non-Ferrous foundries as well as modern state-of-the-art automotive component manufacturing facilities in India and Germany, and is able to vertically integrate the competence and locational advantages of its facilities to deliver greater value to our customers. | | JKM Wind Farm generates green energy for captive consumption, enabling Dynamatic ® to achieve a significant reduction in monthly energy costs at its Chennai complex. JKM Automotiveâ„ ¢Ã‚  produces high quality Ferrous and Non-Ferrous critical Engine and Transmission Components on a single-source basis for leading Global Automotive OEMs including Hyundai Motor India Limited, John Deere, Cummins, Honeywell Turbo Technologies Limited and Ford Motor Company. JKM Automotives manufacturing facilities incorporate modern technologies and highly efficient production processes, and are certified to the highest quality and safety standards specified by the Automotive Industry. JKM Automotiveâ„ ¢, a dominant force in the Indian Auto Component Industry, catering to over 40% of the Indian passenger car market, is currently working towards enhancing our global footprint through collaborations with international Automotive OEMs. | | High Precision Robotic Core Setter in the GFD Moulding Line   at Eisenwerk Erla GmbH, Germany. | Eisenwerk Erla GmbH  is a preferred supplier of Precision, Complex Metallurgical Products for Automotive Engines and Turbochargers to leading Global Automotive OEMs including Audi, BMW, Borg Warner Turbo Emission Systems, Volkswagen and Daimler. The Eisenwerk Erla site which has been in business for over 630 - 1. 1. 2 COMPANY POLICIES 1. Code of Ethics 2. General policy regarding Laws and Business Conduct 3. Conflicts of Interest 4. Internal accounting control procedures and records 5. Policy on Insider trading 6. Policy on Intellectual Property 7. Commercial Bribery/ Avoidance of offerings or monetary receipts or other inducements 8. Information of a confidential or proprietary nature 9. Environment, Health and Safety Policy 10. Harassment 1. Violations of the Code 1. 1. 3 GROUP COMPANIES 1. M/s Oldland Aerospace Limited UK 2. M/s Dynamatic Hydraulics Banglore 3. M/s Dynamatic Limited UK 4. M/s India North Region Dynamatic Technologies Limited- New Delhi 5. M/s India South Region Dynamatic Technologies Limited Chennai 6. M/s India West Region Dynamatic Technologies Ltd Mumbai 7. M/s Dynametal-Chennai 1. 1. 4 MILESTONE * Company establishment August 1997 * Start of production October 1998 * Certification of QS9000 May 20 01 * Major expansion of Plant-I 2001/02 Start of export business June 2003 * Major expansion of Plant-I 2003/04 * 100 PPM certified by HMIL October 2004 * Certification of TS16949 February 2005 * Inauguration of Plant-II September 2007 * Certification of ISO 14000 amp;OHSAS 18000 December 2007 * Certification of FORD Q1 April 2008 1. 1. 5 DEPARTMENTS The departments functioning in JKM Automotive are 1. Production 2. Maintenance 3. Marketing 4. Quality 5. Product Development 6. Product Engineering 7. Materials 8. Stores 9. Tool Crib 10. HRD 11. Finance 12. Excise 3. Information Technology 1. 1. 6 STRUCTURE OF THE ORGANIZATION Managing Director Executive Director Deputy COO General Manager AGM Senior Manager Manager Deputy Manager Asst. Manager Deputy Manager Officer Supervisors Assistance Contract Workers TOT’s Apprentices Fig 1. 1 Structure of the organization 1. 2 PRODUCT PROFILE M/s JKM Automotive, a division of Dynamatic Technologies Limited, produces high quality ferrous and non-ferrous critical engine and transmission components on a single source basis for Global Automotive OEMs. Customers include Hyundai Motor India Limited, John Deere, Cummins, Honeywell Turbo Technologies Limited, Fiat India Automobiles Pvt. Limited, Ford Motor Company, Daimler India Commercial Vehicles Limited, Renault Nissan India Private Limited and TATA Motors Limited. M/s JKM Automotive has two manufacturing facilities located in Chennai, the automotive hub of India, which incorporate state-of-the-art technologies and highly efficient production systems and processes to produce automotive components for highway, off-highway and technology oriented applications. Both facilities are certified to the highest quality and safety standards specified by the automotive industry including TS 16949, OSHAS 18000 and ISO 14000, as well as, to Ford Q1 quality standards. The Automotive division’s production and quality systems have also been audited and approved by various Global Automotive Majors including Hyundai, TATA Motors, FIAT, Ford, Nissan, Honda, Volkswagon, Renault, Peugeot Citron (PSA), Daimler, John Deere and Cummins. M/s JKM Automotive has registered stellar growth over the past decade, evolving from a green field venture into a dominant force in the Indian Auto Component Industry. The Division caters to over 40% of the Indian passenger car market including the Hyundai cars Santro, Accent, i10, i20 and Getz, the TATA Indica, Indigo, Vista and Manza , FIAT’s Linea amp; Punto as well as General Motor’s Tavera. JKM Automotive has been working towards enhancing its global footprint through collaborations with international Automotive OEMS for various developmental projects and has established direct supplies to John Deere (USA), Cummins (UK amp; USA), Ford Motor Company (South Africa), Honeywell ( Italy amp; France) and Getrag Ford ( UK). M/s JKM Automotive association with internationally renowned, progressive automotive OEMs keeps it constantly geared to anticipate and fulfill the challenges posed by the global automobile industry. 1. 2. 1 Products 1. Oil pump assy Accent 2. Water pump assy Accent 3. PA Exhaust manifold 4. Fork shift – Accent 5. Inlet manifold – Accent 6. Camcap shift BRG’s – Accent 7. Water pump assy – Santro 8. Exhaust axis fold – Santro 9. Rocker cover assy – Santro 10. TIP Rocker arm-A 11. TIP Rocker arm-B 12. Pulleys – Santro 13. Fork shifts – Santro 4. Exhaust manifold Accent 15. Rocker arm assy – Santro 16. Camcap tharst assy – Santro 17. Oil pump assy – Santro 18. Case oil seal assy – Santro 19. PA Fork shift 5R 20. PA Fork shift 3,4 21. PA Fork shift 1,2 22. PA kappa exmani 23. PB kappa exmani 24. Inlet manifold – Santro 25. 3 port exmani 26. 3 port leaded exmani 27. 1. 2 leaded exmani 28. 1 . 3 inlet manifold assy OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE: * To study the employees welfare measures in Dynamatic Technologies Limited (A Division of JKM Automotive). SECONDARY OBJECTIVES: * To identify the various welfare measures provided to the employees. * To know their satisfaction  towards the welfare measures * To understand how welfare measures improve the motivation of the Employees. * To find out employees preference regarding welfare measures which they like to have in future. NEED OF THE STUDY * To know  about the legal provisions in Dynamatic Technologies Limited (A Division Of JKM Automotive) * To find whether Labor welfare helps in providing good industrial relations. To know  about the employees satisfaction towards welfare measures. * To find out the  facilities entitled by Dynamatic Technologies Limited (A Division Of JKM Automotive) SCOPE OF THE STUDY * The present study has been undertaken to study find out effectiveness of employee welfare measures in Dynamatic Technologies Limited. * To find out the practical difficulties involved in welfare measures that can be evaluated through this study. * The study can be used to bring out the solution for the problem faced by the employees availing the welfare measures. Through the study, company would be able to know the satisfaction level of employee on welfare measures. REVIEW OF LITERATURE The term is derived from the French word â€Å"WELFARE†. This French word is â€Å"wellbeing  or happiness or prosperity of  individuals† ‘Welfare means faring or doing well’. It is a comprehensive term and refers the physical, mental, moral and  emotional wellbeing of individual. DEFINITION OF EMPLOYEE WELEARE: Welfare measures may also be  provided by the government, trade unions and non-government agencies in addition to the  employer. International Employee Organization efforts to make life worth living for  workers† According To the Oxford dictionary â€Å"Welfare is  fundamentally an attitude of mind on the Part of management influencing the method by  which management activities Are undertake Employee Welfare a s a term which is understood to include such services, facilities and amenities as may be established in the vicinity of  undertaking to enable the  persons employed in them to  perform their work in healthy, congenial surrounding to provide them amenities conductive to  good and healthy and high  moral†. INTERNATIONAL  EMPLOYEE ORGANIZATIONAT ASIAN RAGIONAL COFERENCEARTHUR JAMES TODD {1933} point welfare is  Ã¢â‚¬Å"Anything† done for the comfort and improvement, intellectual and social of the  employees over and above the wage paid, which is not necessary for the industry. PROUD E. S. defines the welfare work as voluntary efforts on the part of  employers to improve the existing industrial system the  condition of employment in their own factories. Industrial Relations Journal, Vol. 36, No. 5, pp. 348-366, September 2005. Using British national survey data, this article assesses the  impact of nions on management  practices to reduce labor costs, implement high-performance work systems, and make employee welfare provisions. Relative to non-union workplaces, those with unions are found to have  practices which are consistent with mutual gains outcomes.? Staff development and employee  welfare practices and their effect on productivity? Ghana Library Journal: Vo l. 19 (1) 2007 pp. 83-96 Staff development and employee welfare are valuable assets in an organization since an organization’s primary aims are productivity and profitability. Every organization primarily needs committed and dedicated  staff that will help the organization to meet its tactical and strategic objectives. The study examines whether staff development policies exist in three special libraries in Ghana, and whether training programmers are being offered to increase staff competence, efficiencies and performance. It was also aimed at assessing staff welfare practices and how these affect  productivity and performance. In conducting the survey, two  sets of questionnaires were drawn up. One set  was administered to management and the other set went to Library staff. The survey revealed that all the Organizations under study have staff development policies and training programmers for staff to enhance their capabilities and efficiency. Again, the survey revealed that  staff welfare is catered for since several motivational avenues and  incentive packages are available to  boost their morale. In his book on â€Å"The spirit of Industrial Relation† Prof. H. S Krikardly observes that â€Å"the whole field of welfare is one is which much can be done to comate the sense of frustration of the industrial worker, to relieve them of their personal and family worries’ to improve their health, to afford them a means of self expressions, to offer them some sphere in which one can excel all others to help him to a wider conception of life, if within the field of welfare and particularly that part of it which comprises sports and games, a large measures of self government can be left to worker, even in management of facilities provided by the employer, a sense of responsibility, initiative and co-operation can be fostered and often among those whose daily tasks afford them the least opportunity of developing characteristics. So essential to industrial enterprises and wise citizenship. As a result of the above measures, the improvement in production could be achieved. The study conducted by Sahni S. L. ( 1938 ) reveals that regular welfare departments were started in the Textile Mills in 1934. A Majority of the mill officials, who were deputed to carry out welfare work in addition to their duties, looks upon in as a means of placating labor. They attempted to keep worker out of labor organization. This revealed the need for an independent labor department under qualified labor officers. The recreation facilities were not only meager but had not reached down the workers levels. The study by Chitnis R. Y. 1950) reveals that 242 workers of a loyalty were interviewed and only 3% of them attended lectures arranged at their factories to explain the E. S. L Scheme. Over ? the felt that the benefits derived were not worth the contributions made for 2 out of 3 said it was regard to calculation of the rate of payme nt. The scheme was not extended to members of the family. Padaliya G. L. (1952) has the observation by his study as the implementation of the non-statutory services and programs involved and approximate per capita expenditure of Rs. 1. 75. As regards Industrial Programs, Nursery School, Adult education Classes, Reading room and Library, Games sewing classes, Creches and club activities were available According to the study conducted by Aggarwal S. K. 1955) the mill provided a variety of welfare amenities like recreation, education, housing, health, canteen, social security. The welfare programs dated back to the year 1921 and did not come about as a result of the passing of the factories act of 1948. The management was deeply concerned about the welfare of the workers and spends a good deal of money in providing these facilities with a view to project their socio-economic and culture development. RESEARCH METHODOLOGY Definition of Research: The manipulation of things, concepts or sy mbols for the purpose of generalizing to extend, correct or verity knowledge, whether that knowledge aids in construction of theory or in the  practice of an art.? D. Slesinger and M. Stephenson RESEARCH DESIGN: A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Regarding this project, descriptive research design concern with describing the perception of  each individuals or narrating facts on welfare measures and diagnostic design helps in determine the frequency with which something occurs or its associated with something else. These two research design help in understand the characteristic in a given situation. Think systematically about aspects in given situation, offers idea for probe and research help to make certain simple decision. DESCRIPTIVE RESEARCH: In this research it deals with descriptive research type. It  includes surveys and fact-finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs as it exists at present. 1. 1. 5. 2  SAMPLE  DESIGN: A sample design is a definite plan determined before any data are actually collected for obtaining a sample from a given population. Sampling is used to collect data from limited numbers whereas census is used for large numbers. For the research, sampling method was used. There are different types of sample design based on two factor namely the representation  basis and the element selection technique . There are two main categories under which various sampling method can be put. There are 1. Probability sampling 2. Non probability sampling In this particular research the A studies is on probability sampling. And in the simple random sample is used. PROBABILITY SAMPLING: Probability sampling is based on the concept of random selection; the sample may be either unrestricted or restricted. When each sample elements is drawn individually from the  population at large, then the sample so drawn is known as  µunrestricted sample, where as all other forms of sampling are covered under  the term  µrestricted sample. The most frequently used probability samples are: * Simple random sample * Systematic sample * Stratified sample (proportionate amp;  disproportionate) * Cluster sample NON- PROBABILITY SAMPLING: Non-probability sampling is that sampling procedure which does not afford any basis for  estimating the probability that each item in the  population has of being  included in the sample. * Judgment sampling * Convenient sampling * Quota sampling. * Snowball sampling SAMPLING METHOD: In this research systematic sampling method is used to collect the primary data by using questionnaire. SYSTEMATIC SAMPLING: A Systematic sample is selected at random sampling. When a complete list of the population is available, this method is used. If a sample of 10 students is to be selected from 100 students, under this method kith  item is picked up from the sample frame and k  is the sample interval. POPULATION SIZE: The overall population size is 250. SAMPLE SIZE: The total sample size of 100 Has been taken for this study. Both male and female employees have been interviewed. 1. 1. 5. 3 DATA COLLECTION METHOD: Primary Source of Data: Primary data is known as the data collected for the first time through field survey. Such data are collected with specific set of objectives to assess the current status of any variable studied. RESEARCH INSTRUMENT: In this project, the data were  collected through structured questionnaire. QUESTIONNAIRE: A questionnaire is a schedule consisting of a number of coherent and formulated series of question related to the various aspects of the under study. In this method a pre  ± printed list of question arranged in sequence  is used to elicit response from the important. Types of questions: The following are the types of questions, which are used  in research. They are: a) Open ended question b) Close ended question c) 5 point liker’s scale a) Open ended questionnaire: An open-ended question gives the respondents complete freedom to decide the form length and detail of the  form. b) Close ended questionnaire: The close-ended question is of two types they are as follows: * Dichotomous question this type has only two  answers in the form of ? YES? or  ? NO? , TRUE? or  FALSE? etc * Multiple  ± choice questions. In this case the respondents are offered two or more choices and the respondent have to indicate which  is applicable in the following cases. * 5 point scale will be used to analyze the questions like â€Å"Highly Satisfied, Satisfied, Neutral, Dissatisfied, Highly Dissatisfied† 1. 1. 5. 4 STATISTICAL TOOLS APPLIED: * Percentage Analysis * Chi-Square method * Correlation. PERCENTAGE ANALYSIS: Percentage refers to a special kind of ratio. Percentage analysis test is done to find out the  percentage of the response of the respondents. In these tool various percentage are presented by the way of Bar-diagram, Pie charts in order to have better understanding of the analysis. It is expressed as, Percentage (%) = ((No of respondents * 100) / total no of respondents) CHI – SQUARE METHOD: A chi-square test is a statistical test commonly used for testing independence and goodness of fit. Testing independence determines whether two or more observations across two populations are dependent on each other (that is, whether one variable helps to estimate the other). Testing for goodness of fit determines if an observed frequency distribution matches a theoretical frequency distribution. In both cases the equation to calculate the chi-square statistic iswhere O equals the observed frequency and E the expected frequency. The results of a chi-square test, along with the degrees of freedom, are used with a previously calculated table of chi-square distributions to find a  p-value. The p-value can then be used to determine the significance of the test. CORRELATION: In statistics, the Pearson product-moment correlation coefficient (r) is a common measure of the correlation between two variables X and Y. When measured in a population the Pearson Product Moment correlation is designated by the Greek letter rho (? ). When computed in a sample, it is designated by the letter r and is sometimes called Pearsons r. Pearsons correlation reflects the degree of linear relationship between two variables. It ranges from +1 to -1. A correlation of +1 means that there is a perfect positive linear relationship between variables. A correlation of -1 means that there is a perfect negative linear relationship between variables. A correlation of 0 means there is no linear relationship between the two variables. Correlations are rarely if ever 0, 1, or -1. If you get a certain outcome it could indicate whether correlations were negative or positive. Mathematical Formula: : The quantity r, called the linear correlation coefficient, measures the strength and the direction of a linear relationship between two variables. The linear correlation coefficient is sometimes referred to as the Pearson product moment correlation coefficient in honor of its developer Karl Pearson. The mathematical formula for computing r is: LIMITATIONS OF STUDY The respondents are unable to fill the questionnaire on specific time due to their busy schedule * Many employees gave diplomatic (open/sensitive) answers to some of the questions. * Some employees hesitated to give the actual situation; they feared that management would take any acti on against them * Sometimes the wrong opinion expressed by the respondents can adversely affect the genuine results/project. DATA ANALYSIS AND INTERPRETATION AGE TABLE NO: 3. 1. 1 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| BELOW 25 YRS| 25| 25| 25 35 YRS| 43| 43| 36 45 YRS| 19| 19| 46 55 YRS| 9| 9| ABOVE 55 YRS| 4| 4| TOTAL| 100| 100| AGE CHART NO:3. 1. 1 INFERENCE: From the table no 3. 1. , 43% of the respondents belong to the age group of 25 – 35 yrs, 25% of the respondents belong to the age group of below 25 yrs, 19% of the respondents belong to the age group of 36 – 45 yrs, 9% of the respondents belong to the age group of 46 – 55 yrs and 4% of the respondents belong to the age group of above 5 yrs. GENDER TABLE NO:3. 1. 2 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| MALE| 72| 72| FEMALE| 28| 28| TOTAL| 100| 100| GENDER CHART NO:3. 1. 2 INFERENCE: From the table no 3. 1. 2, 72% of the respondents are male and 28% of the respondents are female. EXPERIENCE T ABLE NO:3. 1. 3 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| BELOW 1 YRS| 45| 45| 2 3 YRS| 34| 34| 4 6 YRS| 13| 13| 7 9 YRS| 6| 6| ABOVE 10 YRS| 2| 2| TOTAL| 100| 100| EXPERIENCE CHART NO:3. 1. 3 INFERENCE: From the table no 3. 1. , 45% of the respondents have an experience of bolew1 yr, 34% of the respondents have an experience of 2 – 3 yrs, 13% of the respondents have an experience of 4 – 6 yrs, 6% of the respondents have an experience of 7 9 yrs and 2% of the respondents have an experience of above 10 yrs. QUALIFICATION TABLE NO:3. 1. 4 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| SSLC| 0| 0| DIPLOMA| 0| 0| UG| 80| 80| PG| 17| 17| OTHERS| 3| 3| TOTAL| 100| 100| QUALIFICATION CHART NO:3. 1. 4 INFERENCE: From the table no 3. 1. 4, 80% of the respondents have completed UG , 17% of the respondents have completed PG and 3% of the respondents have completed other educational courses. | WHETHER THE ORGANIZATION PROVIDES PROPER WELFARE FACILITY TABLE NO:3. 1. 5 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| YES| 94| 94| NO| 6| 6| TOTAL| 100| 100| WHETHER THE ORGANIZATION PROVIDES PROPER WELFARE FACILITY CHART NO:3. 1. 5 INFERENCE: From the table no 3. 1. 5, 94% of the respondents said yes and 6% of the respondents said no. SATISFACTION LEVEL ON WELFARE ACTIVITIES TABLE NO: 3. 1. 6 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| HIGHLY SATISFIED| 14| 14| SATISFIED| 50| 50| NEUTRAL| 21| 21| DISSATISFIED| 9| 9| HIGHLY DISSATISFIED| 6| 6| TOTAL| 100| 100| SATISFACTION LEVEL ON WELFARE ACTIVITIES CHART NO:3. 1. 6 INFERENCE: From the above table 3. 1. , 50% of the respondents are satisfied with the welfare activities, 21% of the respondents are neutral, 14% of the respondents are highly satisfied, 9% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied. DRINKIG WATER FACILITY TABLE: NO: 3. 1. 7 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| EXCELLENT | 10| 10| VERY GOOD| 53| 53| GOOD| 27| 27| AVERAGE| 6| 6| POOR| 4| 4| TOTAL| 103| 100| DRINKIG WATER FACILITY CHART: NO: 3. 1. 7 INFERENCE: From the above table 3. 1. 7, 53% of the respondents are feeling very good about the drinking water facility, 27% of the respondents are feeling good, 10% of the respondents are feeling excellent, 6% of the respondents are feeling average and 4% of the respondents are feeling poor. WHETHER THE COMPANY PROVIDES PROPER WASHING FACILITY TABLE NO: 3. 1. 8 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| YES| 93| 93| NO| 7| 7| TOTAL| 100| 100| WHETHER THE COMPANY PROVIDES PROPER WASHING FACILITY CHART NO: 3. 1. 8 INFERENCE: From the above table 3. 1. 8, 93% of the respondents said yes that the organization provides a proper washing facility and 7% of the employees said no. SATISFACTION LEVEL ON MEDICAL FACILITY TABLE NO:3. 1. 9 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| HIGHLY SATISFIED| 50| 50| SATISFIED| 34| 34| NEUTRAL| 16| 16| DISSATISFIED| 0| 0| HIGHLY DISSATISFIED| 0| 0| TOTAL| 100| 100| SATISFACTION LEVEL ON MEDICAL FACILITY CHART NO:3. 1. 9 INFERENCE: From the above table 3. 1. 50% of the respondents are highly satisfied, 34% of the respondents are satisfied and 16% of the respondents are neutral with the medical facility which is provided by the Organization. OPINION ON ambulance FACILITY TABLE NO: 3. 1. 10 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| STONGLY AGREE| 31| 31| AGREE| 56| 56| NEUTRAL| 13| 13| DISAGREE | 0| 0| STRONGLY DISAGREE| 0| 0| TOTAL| 100| 100| OPINION ON ambulance FACILITY Chart NO:3. 1. 10 INFERENCE: From the above table 3. 1. 10 56% of the respondents are agreed, 31% of the respondents are strongly agreed and 13% of the respondents are neutral with the Ambulance facility which is provided by the Organization. WHETHER THE COMPANY PROVIDE PROPER REST ROOM FACILITY TABLE NO: 3. 1. 11 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| YES| 57| 57| NO| 43| 43| TOTAL| 100| 100| WHETHER THE COMPANY PROVIDE PROPER REST ROOM FACILITY CHART NO: 3. 1. 11 INFERENCE: From the above table 3. 1. 11 57% of the respondents said yes that the company provides proper rest room facility and 43% of the respondents said no. OPINION ON refreshments TABLE NO:3. 1. 12 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| STONGLY AGREE| 46| 46| AGREE| 29| 29| NEUTRAL| 11| 11| DISAGREE| 10| 10| STRONGLY DISAGREE| 4| 4| TOTAL| 100| 100| OPINION ON refreshments CHART NO: 3. 1. 12 INFERENCE: From the above table 3. 1. 2 46% of the respondents are strongly agree, 29% of the respondents are agree, 11% of the respondents are neutral, 10% of the respondents are disagree and the 4% of the respondents are strongly disagree with the refreshments which is provided by the Organization. SATISFACTION LEVEL ON CANTEEN SERVICE TABLE NO: 3. 1. 13 PA RTICULARS| NO OF RESPONDENTS| PERCENTAGE| HIGHLY SATISFIED| 4| 4| SATISFIED| 7| 7| NEUTRAL| 51| 51| DISSATISFIED| 25| 25| HIGHLY DISSATISFIED| 13| 13| TOTAL| 100| 100| SATISFACTION LEVEL ON CANTEEN SERVICE CHART NO: 3. 1. 13 INFERENCE: From the above table 3. 1. 13 51% of the respondents are neutral, 25% of the respondents are dissatisfied and 13% of the respondents are highly dissatisfied, 7% of the respondents are satisfied and 4% of the respondents are highly satisfied with the canteen service which is provided by the organization. SODEXO FACILITY TABLE NO: 3. 1. 14 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| HIGHLY SATISFIED| 14| 14| SATISFIED| 50| 50| NEUTRAL| 21| 21| DISSATISFIED| 9| 9| HIGHLY DISSATISFIED| 6| 6| TOTAL| 100| 100| SODEXO FACILITY CHART NO: 3. 1. 14 INFERENCE: From the above table 3. 1. 14 50% of the respondents are satisfied, 21% of the respondents are neutral, 14% of the respondents are highly satisfied, 9% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied with the SODEXO service which is provided by the organization. UNIFORM FACILITY TABLE NO: 3. 1. 15 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| STONGLY AGREE| 44| 44| AGREE| 20| 20| NEUTRAL| 21| 21| DISAGREE| 10| 10| STRONGLY DISAGREE| 5| 5| TOTAL| 100| 100| UNIFORM FACILITY CHART NO: 3. 1. 15 INFERENCE: From the above table 3. 1. 15 44% of the respondents are strongly agree, 21% of the respondents are agree, 20% of the respondents are neutral, 10% of the respondents are disagree and 5% of the respondents are strongly disagree with the Uniform which is provided by the organization. FIRST AID FACILITY TABLE NO: 3. 1. 16 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| HIGHLY SATISFIED| 44| 44| SATISFIED| 30| 30| NEUTRAL| 11| 11| DISSATISFIED| 10| 10| HIGHLY DISSATISFIED| 5| 5| TOTAL| 100| 100| FIRSTAID FACILITY CHART NO: 3. 1. 16 INFERENCE: From the above table 3. 1. 6 44% of the respondents are highiy satisfied, 30% of the respondents are satisfied, 11% of the respondents are neutral, 10% of the respondents are dissatisfied and 5% of the respondents are highly dissatisfied with the first aid facility which is provided by the organization. WHETHER THE COMPANY PROVIDES FIRST AID TRAINING FACILITY TABLE NO: 3. 1. 17 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| YES| 95| 95| NO| 5| 5| TOTAL| 100| 100| WHETHER THE COMPANY PROVIDES FIRST AID TRAINING FACILITY CHART NO: 3. 1. 17 t INFERENCE: From the above table 3. 1. 17 95% of the respondents said yes tha the company provides proper first aid training facility and 5% of the respondents said no GIFTS amp; VOUCHERS TABLE NO: 3. . 18 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| HIGHLY SATISFIED| 20| 20| SATISFIED| 56| 56| NEUTRAL| 13| 13| DISSATISFIED| 11| 11| HIGHLY DISSATISFIED| 0| 0| TOTAL| 100| 100| GIFTS amp; VOUCHERS CHART NO: 3. 1. 18 INFERENCE: From the above table 3. 1. 18 56% of the respondents are satisfied, 20% of the respondents are highly satisfied, 13% of the respondents are neutral and 11% of the respondents are dissatisfied with the Gifts amp; Vouchers which is provided by the organization. WORKING ENVIRONMENT TABLE NO: 3. 1. 19 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| HIGHLY SATISFIED| 56| 56| SATISFIED| 29| 29| NEUTRAL | 7| 7| DISSATISFIED| 6| 6| HIGHLY DISSATISFIED| 2| 2| TOTAL| 100| 100| WORKING ENVIRONMENT CHART NO: 3. 1. 19 INFERENCE: From the above table 3. 1. 19 56% of the respondents are highly satisfied, 29% of the respondents are satisfied, 7% of the respondents are neutral, 6% of the respondents are dissatisfied and 2% of the respondents are highly dissatisfied with the Working Environment which is provided by the organization MOTIVATE THE EMPLOYEE TABLE NO: 3. 1. 20 PARTICULARS| NO OF RESPONDENTS| PERCENTAGE| STONGLY AGREE| 46| 46| AGREE| 29| 29| NEUTRAL| 11| 11| DISAGREE| 10| 10| STRONGLY DISAGREE| 4| 4| TOTAL| 100| 100| MOTIVATE THE EMPLOYEE CHART NO: 3. 1. 20 INFERENCE: From the above table 3. 1. 0 46% of the respondents are highly satisfied, 29% of the respondents are satisfied, 11% of the respondents are neutral, 10% of the respondents are dissatisfied and 4% of the respondents are highly dissatisfied with the Motivate the Employee by the organization EXPECTED WELFARES TABLE NO: 3. 1. 21 PARTICULARS| NO OF RES PONDENTS| PERCENTAGE| INDUSTRIAL TOURS| 23| 23| BUSINESS GAMES| 20| 20| MOTIVATIONAL REWARDS AND AWARDS| 29| 29| GENERAL KNOWLEDGE PROGRAMS| 28| 28| TOTAL| 100| 100| EXPECTED WELFARE CHART NO: 3. 1. 21 INFERENCE: From the above table 3. 1. 21 29% of the respondents are expecting Motivational Awards and Rewards, 28% of the respondents are expecting to Conduct General Knowledge games, 23% of the respondents are expecting Industrial Tours and 20% of the respondents are expecting Business Games. CHI SQUARE TEST: (1) To test the significant relationship between the Experience and the Satisfaction level with the employee welfare activities in JKM Automotive (A Division of Dynamatic Technologies Limited). NULL HYPOTHESIS (H0): There is no significant relationship between the Experience and the satisfaction level with the employee welfare activities. ALTERNATIVE HYPOTHESIS (H1): There is a significant relationship between the Experience and the satisfaction level with the employee welfare activities. TABLE: EXPERIENCE| HIGHLY SATISFIED| SATISFIED| NUETRAL| DISSATISFIED| HIGHLY DISSATISFIED| TOTAL| BELOW 1 YR| 8| 21| 10| 4| 2| 45| 2 – 3 YRS| 4| 15| 9| 5| 1| 34| 4 – 6 YRS| 1| 10| 2| 0| 2| 13| 7 – 9 YRS| 1| 4| 0| 0| 1| 6|

Managing the Transition from Maturity to Decline Essay Example For Students

Managing the Transition from Maturity to Decline: Essay Diamond Power Corporation Managing the Transition from Maturity to Decline: Essay Diamond Power Corporation This case study, prepared by Richard C. Scameborn, follows the Diamond Power Specialty Company from its humble beginnings in 1903 to its decline in 1991. The birth of Diamond came with the invention of the hand cranked soot blower. As the years and technology progressed, so did the Diamond soot blower. Along with this main product, Diamond also added several other products to its line, but none had the profitability of the soot blower. Diamond had the market to itself for a number of years, but eventually two competitors sprang up to challenge Diamond: Copes-Vulcan and Bayer Company. Competition did not become fierce until World War II, when the soot blower became a major commodity used by the U.S. Navy to clean boilers on board its ships. At this point, the soot blower industry became a sellers market and the need for strategy (both corporate and business) became a necessity for growth and survival. Diamond Powers main mission at its beginning, to produce soot blowers that would efficiently clean the inside of boiler as it continued working, basically stayed the same up until the addition of competition into the market. At this point, Diamond had to revise its mission to include technological advances to stay ahead of it main competitor, Copes-Vulcan. With the passage of time, production efficiency and technology were not enough. Diamond eventually had to add foreign sales, customer service, and replacement part production to its original plan to keep ahead of the game. By the 1970s, the mission to supply replacement parts and service became one of Diamonds top priorities as it opened parts and service plants in New Jersey, Georgia, Ohio, Texan, Colorado, North Dakota, California, and Washington. Diamond Powers goals over the years seem to stay pretty congruent with its mission up until the early 1980s. Basically, Diamonds goals included staying on the moderate levels of technology, building a foreign market by exporting machines and parts and establishing joint-venture manufacturing companies overseas, establishing an extensive and profitable domestic aftermarket support system that included minifactories that supplied both parts and service, and to keep the upper hand on the soot blower market share. Diamond Powers parent corporation, McDermott, Inc, utilized several different corporate strategies to try to achieve Diamonds goal of a profitable and extensive aftermarket support system. However, some of the decisions made by McDermott, Inc in regards to its replacement part division caused more harm than good. For example, when a small operator began to copy and sell Diamond replacement parts at a lower cost than Diamond with great success, McDermott overrode Diamond executives wish to acquire the operation. This decision had far-reaching repercussions as will be discussed in later paragraphs. McDermott also had to take action where Diamond was concerned when it began experienced severe financial difficulties in the late 1980s and early 1990s. McDermott had to implement a major costcutting effort and restructuring plan to keep from going bankrupt. This plan included putting pressure on Diamond to increase profits. Diamond had to take implement several business strategies in order to appease its parent corporation. Decisions made on the corporate level had a direct affect on the business strategies implemented by Diamond Power. The development of the aftermarket support system was a plan with several long term benefits. The plan, developed by the marketing vice president at the time, involved a nationwide network of minifactories that offered service and replacement parts that could be delivered in a matter of hours to industries in need. Diamonds high market share on soot blowers allowed the company to lower its new equipment prices and recoup any losses through its replacement part division. Bill Clinton, the current U.S. President, will be Essay This resulted in increased sales in both new equipment and parts. Diamonds competition, Cope- Vulcan, did not have any service centers and only limited replacement part manufacturing, and therefore did not reap profits as high as Diamond Powers. However, not all of Diamonds business strategies worked as well as the replacement part and service system. Under the pressure of McDermott, Inc, Diamond felt it had to make several rash decisions in order to increase profitability. First, Diamond did not purchase Bill Blalocks low production company that made Cope and Diamond parts. This allowed a foreign company to buy it out and break into Diamonds dominant part industry. It also allowed Cope-Vulcan to increase its part production market by forcing it to implement an aggressive management team and add new products to its line. Diamond responded to this by deciding to reverse- engineer nonpatented Cope parts in Korea and sell .

Explain the circumstances in which rights and Essay Example

Explain the circumstances in which rights and Essay Explain the fortunes in which rights and duties arise or continue after the employment relationship has ended. Explain the historical development of the countries that you choose to discourse. Introduction It is clear that whilst most employment rights and duties arise and apply in relation to the relationship which exists between employer and employee during the period in which the employment contract exists. However, this is by no agency ever the instance, there are state of affairss in which both employers and employees will hold legal duties towards each other after this relationship has ended. It will non be possible to cover all these state of affairss in the undermentioned work, but this essay will dwell in an effort to pull attending foremost to the go oning duties which are of import to the employer, viz. the duty on the employee non to unwrap confidential information gained in the class of their employment. Second it will analyze the duties and rights which are of import to employees. The first of these is with respect to mentions from the former employer the proviso of which may give rise to a claim in civil wrong for the former employee, depending on the fortunes. The 2nd a nd reasonably recent development in relation to employees relates to the anti favoritism statute law. The protection under this statute law now extends to protect employees after the employment contract has ended in certain fortunes. Third the essay will look at some of the procedural rights and duties which arise after the employment contract has ended. In this subdivision I will concentrate on the modified statutory disciplinary and dismissal process and statutory grudge process which come into drama after the employment contract has ended and the duty on the portion of the employer to give grounds for a dismissal after the effectual day of the month of expiration. We will write a custom essay sample on Explain the circumstances in which rights and specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Explain the circumstances in which rights and specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Explain the circumstances in which rights and specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Competition by Ex-employees In certain fortunes employers can keep the activities of their employees even after the employment contract has ended. The employers will be entitled to protect their legitimate trade involvements in two ways. First they may trust on the responsibility of trueness and fidelity which implies into the employment contract a term of confidentiality which extends to ex-employees. Secondly employers may include a restrictive compact in the employment contract which restrains the employee from transporting out certain activities. Covering chiefly with the responsibility of trueness and fidelity, it seems clear from the instance jurisprudence that the responsibility will merely be invoked if the breach takes topographic point before the employment ceased. [ 1 ] Second the tribunals are more likely to keep the usage of touchable information than intangible information. So for illustration in the instance ofRobb V Green[ 2 ] the ex employee was restrained from utilizing a list of his employer’s clients which he had copied before go forthing his employment for his ain advantage. If the information which the employee is utilizing is non written the tribunals will be loath to keep the employee. [ 3 ] A differentiation will besides be drawn between the employees general cognition and single accomplishment of the employee which he may hold gained in the class of his employment and something which out to be regarded as a trade secret and deserving of protection by the employer. [ 4 ] The instance ofFacenda Chicken Ltd v Fowler [ 1986 ] ICR 297upheld the being of an implied responsibility in relation to utilize and revelation of information, but restricted it to merchandise secrets and specifically distinguished information which had become portion of the employees own accomplishment and cognition. The Court of Appeal in this instance besides drew attending to the inquiry of whether the employer expressed the confidentiality to the employee. This was relevant though non deciding. In the instant instance information associating to gross revenues which the employee attempted to utilize after his employment with them ended, was held non to be a trade secret on the face of it and the emp loyers had non done plenty to show its confidentiality. The information in inquiry need non be complicated and proficient, but it must decently be regarded as confidential. In the instance ofThomas Marshall ( Exports ) Ltd V Guinle[ 5 ] Megarry VC laid out four elements to the trial for confidentiality which are as follows: The proprietor of the information must believe that its information the release of which would be deleterious to the employer or advantage his challengers. The proprietor must believe the information is confidential and non in the public sphere. The above beliefs must be sensible. The information will be judged in the visible radiation of the peculiar industry and trade patterns. One extra point to observe in relation to the implied responsibility of trueness and fidelity is that it has been held that in certain fortunes the public involvement will necessitate that the information in inquiry is disclosed to those who have a proper involvement in having it. [ 6 ] For illustration where the information relates to misbehave on the portion of the employer, the employee will non be restrained from informing the relevant regulative organic structure. In footings of redress, the most appropriate redress for the employer will be an injunction to forestall the employee utilizing confidential information and amendss for breaches of the implied responsibility which the employee has already committed. The 2nd manner in which an duty might originate on the portion of the employee to act in a peculiar manner after employment has ended is if their employment contract contains an express restrictive compact. The fact that the implied responsibility discussed above is comparatively limited in scope means many employers frequently prefer to utilize this signifier of contractual term. However, to be enforceable the term must protect a legitimate concern involvement. It is non possible to expressly forbid competition. Because the clauses seek to curtail the manner in which the ex employee does concern after his employment has ended, the philosophy of restraint of trade will besides use. Therefore the term will be leading facie nothingness and merely enforceable if it’s sensible. It has been held that in this respect it must be sensible in mention to the involvements of the parties concerned or the public â€Å"so framed, so guarded as to afford equal protection to the party in whose favor they are imposed, while at the same time†¦in no manner deleterious to the public.† [ 7 ] The load is on the employer to set up rationality and must be no more than moderately necessary to afford the protection sought. The rationality must be judged at the clip the contract was made. [ 8 ] It will besides be judged on a instance to instance footing with the peculiar trade or concern in head. The length of the restraint and the geographical country which it covers are things which will be taken i nto consideration. There must besides be a legitimate proprietary involvement in the topic of the term. As with the implied term of trueness and fidelity, the employer can non curtail the employee from viing utilizing the cognition and accomplishment with which the employment has equipped him, merely personal cognition of trade secrets or connexions, employees or providers which were acquired from his employers and which may disfavor them. [ 9 ] The tribunals attack to construing these clauses has non ever been consistent. For illustration in the instance ofLittlewoods Organisation Ltd V Harris[ 10 ] Lord Denning took a broad ranging clause which prevented the ex employee working for any rival companies or subordinates throughout the universe and implied into it restricting words so as to curtail it to the portion of the concern which the employer was moderately allowed to protect. However inJA Mont UK Ltd V Mills[ 11 ] the Court of Appeal struck down a clause that prevented the ex employee working for a specific challenger for one twelvemonth. Their logical thinking was that there was â€Å"no effort to explicate the compact so as to concentrate on restraint necessary to guard against possible abuse of the information, the lone legitimate mark for enforcing any restraint on future employment.†[ 12 ] Employers would be good advised to follow a restrictive attack to these compacts as it is non ever clear how generous the tribunals will be in construing clauses which impose duties on the employee after their employment has ended. It does now seem clear that if the terminal of the employee’s contract has come about because of a breach on the portion of the employer, such as unlawful expiration the employer will non be able to implement a restrictive compact restricting the activities of the employee. This was the attack in the early instance ofGeneral Billposting Ltd V Attkinson[ 13 ] . There was some difference amongst the tribunals as to the consequence of a clause which restricted station expiration activities howsoever the expiration came approximately, for illustration â€Å"whether lawful or unlawful† . For a clip the tribunals focused on the specific building of the clause and hence in the instance of a clause such as this the employer would be able to implement it irrespective of a unlawful expiration. However the instance ofRock Refrigeration Ltd V Jones and Seward Refrigeration Ltd[ 14 ] eventually settled the affair in favor of the former attack. There are two chief justifications for this. First, the premature and unlawful expiration of the contract deprived the employee of full consideration in exchange for which he accepted the station expiration restraint. Second, the unlawful renunciation, as unlawful expiration would be, puts an terminal to the full contract and hence releases the employee from any of his duties under it. It may be that the tribunals elect to break up the clause so as to take the offending parts of it and go forthing the remainder in tact. This will merely be done if the portion they are seeking to break up is independent from the remainder of the clause and the remainder of the clause makes sense without it. The tribunals will non compose a new a new compact or change the nature of the understanding. [ 15 ] It is clear so that the tribunals are prepare to accept that certain contractual duties, both implied and expressed, continue or arise after the contract has come to an terminal. They are likely to take a reasonably restrictive attack to how far the antique employee can be restrained in his future employment or trade and they will merely let their activities to be restricted to the extent perfectly necessary to protect their former employer’s involvement. Mentions The proviso of a mention by an employer will evidently take topographic point after the employment contract has come to an terminal. Whilst the employer is under no duty to supply a mention, if he does take to make so there is an duty that it be accurate. If they do non they may go apt in civil wrong to both the subsequent employer who relies on the mention and the topic of the mention. [ 16 ] There are three possible causes of action for the employee. Defamation and malicious falsity are comparatively noncontroversial, but it now seems that the employee may hold a cause of action in negligent misstatement. This relates back to theHedley Byrne and Co v Heller[ 17 ] opinion that recovery can be made for pure economic loss where a particular relationship exists between the parties. With respect to defamation the mention is protected by qualified privilege, since the employer and possible employer have an involvement in it. [ 18 ] However this defense mechanism is lost if it can be shown that the individual giving the mention is motivated by maliciousness. The suspect must hold an honest, positive belief in the truth of what he publishes. If he publishes recklessly will be treated as if he knew it was false. [ 19 ] The employee will non be able to avail himself of this cause of action if he implicitly consented to the publication. In the instance ofFriend v Civil Aviation Authority[ 20 ] the employee accepted a disciplinary codification as portion of his employment contract. It was held that he thereby explicitly consented to the republication of a peculiar ailment as portion of a disciplinary procedure and he could non therefore complain about its republication in a mention. The 2nd cause of action for the employee would be deleterious or malicious falsity. In this instance the employee must demo that the employer made the statements maliciously, meaning them to do him damage. [ 21 ] It needn’t sum to an onslaught on the claimant’s character as with calumny. The tribunals did look to be traveling in the way of accepting that the referee owed a responsibility of attention in carelessness to the employee as the topic of the mention. In the instance ofLawton V BOC Transfield Ltd[ 22 ] Tudor J held that the employee relied on the referee to give an accurate mention and there was sufficient propinquity and foreseeability for a responsibility of attention to originate. The responsibility was to take sensible attention to guarantee that the sentiments stated are based on accurate facts. The House of Lords eventually confirmed this responsibility of attention in the instance ofSpring V Guardian Assurances[ 23 ] . They held that the Hedley Byrne demands were present. Furthermore, they held that the balance of public involvement favoured that a redress in carelessness be available. Whilst the mention is required to be accurate it is non necessary, to get away liability, that it be to the full comprehensive. The responsibility is to take sensible attention non to give deceptive information whether as a consequence of below the belt selective proviso of information or by the inclusion of facts and sentiments in such a mode as to give rise to a misguided illation in the head of a sensible receiver. [ 24 ] If the employer mentions a ailment which has non been brought to the employee’s attending the employer may be in breach of the implied term of trust and assurance. As a consequence of this the employee may be able to claim to hold been constructively dismissed. [ 25 ] The employer is now besides under a responsibility non to know apart against the former employer on the footing of sex, race or disablement. This will be discussed at length in the undermentioned subdivision. In drumhead when the employment relationship comes to an terminal and an employer agrees to supply a mention for the former employee a duty arises to supply and accurate history of the employee. The employee has the option of several causes of action in civil wrong if the employer does non follow with this duty. Post- Employment Discrimination The right on the portion of the employee non to be discriminated against has late been held to outlast the employment contract. This right stems form the anti favoritism statute law, The Sex Discrimination Act 1975 ( SDA ) , The Race Relations Act 1976 ( RRA ) and the Disability Discrimination Act 1995 ( DDA ) . The relevant instance wasRelaxion Group plc ( Respondents ) v Rhys-Harper ( FC ) ( Appellant ) , DSouza ( Appellant ) v London Borough of Lambeth ( Respondents ) , Jones ( Appellant ) v 3M Healthcare Limited ( Respondents ) and three other actions( The Relaxion instance ) . These dealt with the inquiry in each of the three Acts consecutively. In order to understand the determination in the Relaxion instance it is necessary to look at the relevant statute law and the history taking up to that determination. The relevant subdivisions of the anti favoritism statute law are as follows: Section 6 ( 2 ) of the SDA 1975 Section 4 ( 2 ) of the RRA 1976 Section 4 ( 2 ) of the DDA 1995 With respect to the SDA and the RRA the employer is prohibited from know aparting against a individual â€Å"employed by him† . The DDA prohibits favoritism against person â€Å"whom he employs† . The inquiry is whether these phrases can be interpreted to widen to actions taken by the employer after the contract of employment has ended, i.e. after the effectual day of the month of expiration. The instance ofAdekeye v Post Office[ 26 ] the Court of Appeal held that the RRA did non use to favoritism which occurred after the employment contract had ended, so an employee who suffered race favoritism during an entreaty against dismissal was non protected by the statute law. The place in relation to arouse favoritism was thought to be the same. However the European Court of Justice held in the instance ofCoote V Granada Hospitality[ 27 ] that the Equal Treatment Directive 76/207 EEC did use to a state of affairs where the employer refused to give the employee a mention because he was know aparting against her on the evidences of sex. When theRhys Harper V Relaxioninstance came to the Court of Appeal the tribunal surprisingly confined Coote to its facts and held that the employer’s refusal to look into a sexual torment claim did non conflict the SDA because it occurred after the employment had ended. The Court of Appeal besides refused to revisit the Adekeye determination in the visible radiation of Coote when the D’Souza instance came before them. The two instances along with a figure of disablement favoritism instances headed by that ofJones v 3M Health Carewent up to the House of Lords and were heard consecutively. The instance hinged on the reading of the three subdivisions notes above. The House held that there was no discernible difference between the three. Lord Hobhouse stated: â€Å"These legislative acts should be read as lending to a developing strategy of anti favoritism jurisprudence and as such the words should non without good ground be given different reading as between one of the legislative acts and another. They are non legislative acts to be officially read with each other, but they are legislative acts which reflect a consistent ( though developing ) legislative policy.† The House held that the statute law could be interpreted to widen past the effectual day of the month of expiration so long as a sufficient connexion could be proved between the post-employment favoritism and the employment. The indispensable logical thinking was that the favoritism statute law applies to the full employment relationship which can go on after the effectual day of the month of expiration of the employment contract. The House of Lords could see non ground to randomly stop the protection of the employee on the effectual day of the month of expiration if they were still holding traffics with the employer stemming from their former employment. It should be noted that the D’Souza instance was still dismissed because it concerned a refusal to re-instate the employee allegedly on prejudiced evidences. The House of Lords held that because re-instatement was a statutory redress provided for unjust dismissal it did non fall within the range of the RRA. Coincidentally, the anti favoritism statute law has undergone a recent inspection and repair in response to the EC Directive on Race Discrimination and Framework Employment. The SDA and RRA Amended Regulation 2003 now explicitly province that favoritism continues to be improper after the employment relationship has ended ‘where the favoritism arises out of and is closely connected to that relationship’ Similar commissariats were incorporated in the amended DDA which came into force in October 2004. It is deserving observing that the RRA ordinances merely apply to favoritism on the evidences of race or cultural or national beginning ( non color or nationality ) which might intend that D’Souza continues to use more widely. The restriction in relation to re instatement is besides likely to last. To reason this subdivision it is now a clearly established rule, whether by instance jurisprudence or statute law implementing EC directives that the employees right non to be discriminated against continues after the official terminal of the employment contract. This is clearly a logical place for the jurisprudence to be in. There can be no sense in taking the protection from the employee on the precise effectual day of the month of expiration when certain parts of the employment relationship continue past this day of the month, for illustration the may wish to appeal against a dismissal or be provided with a mention. If they are non protected from favoritism during these proceedings they may good be loath to take portion in them at some considerable disadvantage to themselves. This would non be a satisfactory province of personal businesss for any anti favoritism undertaking. Some of these post employment procedural affairs will be discussed in more item in the undermentioned subdi vision. Procedural rights and duties which arise and continue post-employment Written Statement of Reasons for Dismissal An employee is entitled to be provided with a written statement of grounds for his dismissal under the Employment Rights Act 1996 s 92 ( 1 ) and ( 2 ) as amended by the Employment Rights ( Dispute Resolution ) Act 1998. The written statement may mention to paperss already given to the employee, but transcripts these paperss must be provided. [ 28 ] The employee must bespeak the statement with 14 yearss of the effectual day of the month of expiration. The employer is non required to supply a written statement of grounds if one is non requested save in two specific fortunes. The first is that the employee was pregnant at the clip of dismissal or on pregnancy leave. The 2nd is that they had taken clip off work because they have late adopted. In those fortunes the employer must supply a written statement of grounds to the employee whether they request one or non. Normally the employee must hold been continuously employed for a twelvemonth to take advantage of this subdivision, but once m ore this does non use to the two classs mentioned above. The punishments for failure are contained in Section 93 of the Employment Rights Act 1996 as amended. If an employer unreasonably fails to supply a statement on petition the Employment Tribunal will do a declaration as to what it finds the employers grounds for dismissal to hold been. If the employer purports to give grounds, but they are unequal or untrue he will be taken to hold failed to supply grounds. They must besides order the employer to pay the equivalent of two hebdomads pay to the employee. Two points can be noted about this subdivision. First, it used to be that the employee had to unreasonably ‘refuse’ to supply a written statement. The word ‘fails’ was introduced in the Trade Union Reform and Employment Act 1993. It clearly provided a wider right to the employee to do usage of subdivision 93 of the Employment Rights Act 1996. Second, subdivision 93 is penal in nature and as such the Employment Appeals Tribunal has hence held that it must be stiffly construed. The failure must be unreasonable. [ 29 ] Several rules have been developed around this demand. It will non be considered unreasonable, for illustration, if the employer candidly believes that there has been no dismissal. [ 30 ] It will besides non be unreasonable if the ground the employer gives is candidly what he believes to be the ground for dismissal. The court will non see whether it is a good or a bad ground. [ 31 ] The papers provided must be worded in such a manner that the employee and anyone else who he chooses to demo it to would be able to cognize from reading it why he was dismissed. [ 32 ] The employment court can non hear instances which arise from statements which the employer has voluntarily provided. In instances arisen out of written statements which have been requested the written statement will be admissible as grounds of the grounds for dismissal in any proceedings. [ 33 ] If the employer gives another ground in subsequent judicial proceeding the tribunal can either disregard it and keep the employer to his original statement or handle the statement as traveling to the employer’s credibleness. This in one illustration of a procedural right which arises after the employment contact has ended. Obviously this could non originate before such a clip as it relate specifically to dismissal and arises after the effectual day of the month of expiration. The Disciplinary and Grievance Procedures. It is common cognition that in the event of a contemplated dismissal the employer is under an duty to transport out a statutory three phase dismissal and disciplinary process ( DDP ) . The three phases are a statement puting out the employee’s alleged behavior, a meeting to discourse the affair and a right to appeal any subsequent determination. However this process may non be possible if the employment has already come to an terminal. A modified disciplinary process will use in the undermentioned fortunes: The employer dismissed the employee by ground of his or her behavior without notice. The dismissal took topographic point at the clip when the employer became cognizant of the behavior or instantly afterwards. The employer was entitled in the fortunes to disregard the employee without notice. [ 34 ] The Department of Trade and Industry Guidance suggests that this will merely be the instance in a really limited figure of fortunes. It is about ever unjust to summarily disregard an employee without probe, even in the face of evident gross misconduct. The modified process will besides non use where the employee presents their ailment of unjust dismissal before the employer has sent a written statement of evidences for dismissal. [ 35 ] The duty to supply a written statement of evidences for dismissal arises under paragraph 4 of the modified process contained in agenda 2 of the Act. The Disciplinary process will non use in the undermentioned fortunes: One party has sensible evidences for believing that get downing or finishing the process would ensue in a important menace to the party or their belongings or another party or their belongings. The party has been the topic of torment, defined by ordinance 11 ( 4 ) , and has sensible evidences for believing that get downing the DDP would farther the torment. It is non moderately operable to get down to DDP within a sensible period. These exclusions apply every bit to the criterion DDP, but one might conceive of them to be more likely to originate if the employee no longer works for the employer by ground of drumhead dismissal. Similarly there is a modified grudge process which comes into drama after the employee has ceased to be employed. [ 36 ] Efficaciously the modified process removes the demand for a meeting and allows the party to carry on the process by missive. Extra conditions for its application are Either the employer was unaware of the grudge at the clip of expiration or they were cognizant of it but the standard grudge process had non been complete before the expiration. AND The parties agree in composing to utilize the modified process. [ 37 ] In regard of this demand the understanding must associate to a specific grudge, it can non be a cover understanding to cover with all station employment grudges via the modified process. The same exclusions as with the DDP apply and neither the standard nor modified process where it is no longer operable for the ex-employee to compose a missive These modified processs provide utile illustrations of the manner in which some of the procedural demands of employment jurisprudence apply after the employment contract has ended. Decision I would reason by stating first that the affairs discussed above are by no agencies exhaustive of the ways rights and duties arise and continue after the employment contract has come to an terminal. What I hope to hold done is supply some recent and some more historical illustrations to exemplify the fact that in a assortment of fortunes the employment relationship does non come to an terminal at the effectual day of the month of expiration. This is so from both the employer and employees point of position. We have seen that the employee’s duty to keep confidentiality extends past the terminal of the contract for such a clip and in such a manner as is sensible to protect the involvements of the employer. The employer on the other manus is under a responsibility to supply an accurate mention after the employment has ended and continues to be prohibited from know aparting against the former employee during proceedings which arise from the employment, but which take topographic p oint after the effectual day of the month of expiration. Furthermore there are procedural issues which arise after the effectual day of the month of expiration and these have been specifically provided in the employment statute law. Employers and employees likewise would make good to retrieve that their relationship does non come to an immediate arrest at the effectual day of the month of expiration. The relationship implies several rights and duties which continue good after that day of the month. Bibliography Cases Robb V Green [ 1895 ] 2 QB 315 Facenda Chicken Ltd v Fowler [ 1986 ] ICR 297 Hart V Colley ( 1890 ) 59 LJ Ch 355 Printers and Finishers Ltd v Holloway [ 1964 ] 3 All ER 731 Thomas Marshall ( Exports ) Ltd V Guinle[ 1978 ] ICR 905 Gartide V Outman ( 1856 ) 3 Jun NS 39 Littlewoods Organisation Ltd V Harris[ 1977 ] 1 WLR 1472 Nordenfelt V Maxim Nordenfelt Guns and Amunition Co [ 1894 ] AC 535 Home Counties Dairies v Skilton [ 1970 ] IWLR 526 Spafax Ltd v Harrison [ 1980 ] IRLR 442 JA Mont UK Ltd V Mills[ 1993 ] IRLR 172 General Billposting Ltd V Attkinson[ 1909 ] AC 188 Rock Refrigeration Ltd V Jones and Seward Refrigeration Ltd[ 1996 ] IRLR 675 Mason v Provident Clothing Co Ltd [ 1913 ] AC 724 Spring V Guardian Assurance [ 1994 ] ICR 596 Hedley Byrne and Co v Heller[ 1964 ] AC 465 Jackson v Happerton ( 1864 ) 16 CB ( NS ) 829 Horrocks V Lowe [ 1975 ] AC 135 Friend v Civil Aviation Authority[ 1998 ] IRLR Ratcliffe V Evans [ 1892 ] 2 QB 524 Lawton V BOC Transfield Ltd[ 1987 ] ICR 7 Kidd V Axa Equity and Law Life Assurance Association plc [ 2000 ] IRLR 301 TSB Bank Ltd v Harris [ 2000 ] IRLR 157 Relaxion Group plc ( Respondents ) v Rhys-Harper ( FC ) ( Appellant ) , DSouza ( Appellant ) v London Borough of Lambeth ( Respondents ) , Jones ( Appellant ) v 3M Healthcare Limited ( Respondents ) and three other actions Adekeye v Post Office [ 1997 ] IRLR 105 CA Coote V Granada Hospitality [ 1999 ] IRLR 452 Gilham V Kent County Council [ 1985 ] ICR 227 Charles Long and Sons Ltd V Aubry [ 1978 ] ICR 168 Brown v Stuart Scott and Co [ 1981 ] ICR 166 Harvard Scientists Ltd V Younghusband [ 1990 ] IRLR 17 Horsley Smith and Sherry ltd 5 Dutton [ 1977 ] IRLR 172 Legislation The Sex Discrimination Act 1975 The Race Relations Act 1976 Disability Discrimination Act 1995 Race Relations Act 1976 ( Amendment ) Regulations 2003 Sex Discrimination Act 1975 ( Amendment ) Regulations 2003 Disability Discrimination Act 1995 ( Amendment ) Regulations 2004 Employment Rights Act 1996 Employment Rights ( Dispute Resolution ) Act 1998 Trade Union Reform and Employment Act 1993 Employment Act 2002 ( Dispute Resolution ) Regulations 2004 Other The Law of Termination of the Contract. Robert Upex 7ThursdayEdition Jordan Publishing ltd 2006 Halsbury’s Laws of England. Employment ( Volume 16 ( 1 ) ( B ) ) Reissue Harvey on Industrial Relations and Employment Law Bulletin of the Commission’s Network of Legal Experts on the Application of Community Law on Equal Treatment. European Commission CE –V/2-03-003-EN-C

Engineering Ethics Essay Sample

Engineering Ethics Essay Sample Engineering Ethics Essay Engineering plays an important role in our society because it is a profession responsible for creating a sustainable in terms of developing our community. Construction of facilities is one of the main issues that are currently being managed by engineering professionals as a way to ensure that the credibility of services as well as perspectives to improve our society becomes attainable. Engineers are responsible for constructing materials to provide an area for the community to leave and seek dwelling places to settle for a certain period of time. As an engineer, safety is an important ethical issue because the welfare of every resident in our community needs a specific measure to ensure that accidents and hazards will not occur within our household properties. Ethics in engineering is reeled with safety issues, especially if the structure has been built with safety criticisms because it has been previously linked with accidents and hazards. The most concerning issue regarding engineering applications is when there are safety hazards because it risks the lives of engineers and construction workers while building a structure. Examples are falls from a higher elevation, smashed by debris, or trapped inside a fallen structure. Health hazards are also a concern because there are sites that expose engineers and its workers to chemical fumes that can cause respiratory or skin distress. Workers who are constantly exposed to radiation at work often develop cancer in any parts of their body. Basically, health and safety working environment or occupational safety and health is an important ethical consideration applied by engineers at their working environment. This is a process where engineers collaborate with the occupational safety and health prog ram provided by their own institution as well as local government units. In any case that some engineers fail to comply with the proper safety building codes or safety standards, it is likely that their projects fail to meet their goals. The reason behind is that there are safety regulations that were not properly mandated and implemented, leading to a risk in a safe working environment. Authorities are usually inspecting contractors because there are projects that are mandated by non-engineers, which are at risk of having their license to operate revoked. If there are previous safety standards that failed to operate or comply, it is likely that the contractor can be banned from being involved in future projects. As an engineer, it is important to have an operating license for the contractual firm as well as having a professional license. This is to properly represent the contracting company as well as to show the public that the company is operated by a group of licensed engineers. As an implication, it has been learned that the essentials of ethics applied in the engineering profession, as well as its practices, should be consistently monitored by the regulating agencies. The reason behind is to monitor the quality of the products, proper subsidy of projects for the generation of projects, and the professional background of the engineers or contractors. This is to ensure that the quality of projects is always secured in a professional way by the approved contractors of the projects or any tasks. The ethical composure of securing the rightful engineers to operate to a specific project should investigate their personal and professional background as a way to ensure that accidents will not happen in the near future (Stephan, 2012). Reference Stephan, Constantin (2012), Industrial Health, Safety and Environmental Management, epubli, Berlin, 3rd edition,  ISBN  978-3-7418-7478-9, pp. 70-71.