Elements of a State and Philippine Constitution Essay Essay Example

Components of a State and Philippine Constitution Essay State A people group of people pretty much army. for good busying an unequivocal piece of locale. autonomous of outside control. what's more, having a composed specialists to which the incredible natural structure of its occupants render acclimated deference ( De Leon. 2000 ) . The Philippines is a province.Elementss of a State We will compose a custom paper test on Elements of a State and Philippine Constitution Essay explicitly for you for just $16.38 $13.9/page Request now We will compose a custom exposition test on Elements of a State and Philippine Constitution Essay explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on Elements of a State and Philippine Constitution Essay explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer The main part of a territory is the individuals. which is known to be the most crucial and vital part of a territory. This is the mass of the populace. or on the other hand the figure of individuals populating inside the territory. There is no particular figure of individuals required life inside an area with the goal that it could be known as a region. The second segment is the locale. which is the established nation that evenhandedly has a place with the individuals of the area. This is the elevated ( air ) . terrestrial ( land ) . fluvial ( stream/waterway ) . furthermore, oceanic ( H2O ) areas of the territory. The third segment is the specialists. which is the department to which the desire of the region is communicated. made and controlled. This is a gathering of individuals or foundations which run and rule the general public. The fourth part is the sway. which is known as the preeminent intensity of the area to order and actualize respect its will from the individuals. Locale Fitting to Article One. National Territory. of The 1987 Constitution of the Republic of the Philippines: â€Å"The national area contains the Philippine archipelago. with all the islands and Waterss grasped in that. and every other locale over which the Philippines has sway or lawful force. comprising of its earthbound. fluvial and airborne circles. counting its regional ocean. the sea depths. the undersoil. the separate racks. also, other pigboat nations. The Waterss around. between. furthermore, connecting the islands of the archipelago. notwithstanding their thoroughness and measurements. compose bit of the inside Waterss of the Philippines. † This implies all the nation that is enveloped by 185 kilometers ( 100 sea detail mis ) from the Philippine shore. under the seabed even. is a locale of the Philippines. This is some of the time other than known as the â€Å"Philippine Area of Responsibility† . a term utilized by PAG-ASA and different conditions authorities to discover for delineation. on the off chance that a tropical storm or a Low Pressure Area has entered our region. Principal law of the Philippines The principal law of the Philippines is the vast majority of import segment of a territory. The national locale and all the cardinal laws-the arrangement of guidelines and standards can be found here. The Constitution other than articulates area rules and arrangements. Among the principles and strategies typified in the Fundamental law are: ( 1 ) Sovereignty of the individuals ; ( 2 ) Repudiation of war as an instrument of national approach ; ( 3 ) Domination of regular citizen approval over the military ; ( 4 ) Service and security of the individuals as the chief duty of the Government ; ( 5 ) Separation of Church and State ; ( 6 ) Guarantee of human rights ; ( 7 ) Separation of intensity among the various developments of authoritiess ; and ( 8 ) Autonomy for nearby specialists units. One of the cardinal constituents of the Constitution is the Bill of Rights. which announces and lists the fundamental rights and autonomies of the individuals which the specialists ( or any individual ) is out to conflict with or encroach upon. Among the rights allowed by the Fundamental law are: ( 1 ) Due strategy of law and equivalent assurance ; ( 2 ) Right against irrational chase and ictus ; ( 3 ) Right of privateness ; ( 4 ) Freedom of address. of look. what's more, of the hugeness ; ( 5 ) Freedom of confidence ; ( 6 ) Autonomy of home and travel ; ( 7 ) Right to data on issues of open concern ; ( 8 ) Right to sort out relationship for plans non as opposed to statute ; ( 9 ) Right to a just pay when private things is taken for open use ; ( 10 ) Right against harm of agreement ; ( 11 ) Freedom of dish to the councils ; ( 12 ) Rights refering to people under test ; ( 13 ) Right against unreasonable bond ; ( 14 ) Rights of the denounced in condemnable cases ; and ( 15 ) Right to expedient disposition of examples. It has been updated multiple times. get bringing down from The 1899 Malolos Constitution. which was endorsed by so President Emilio Aguinaldo on December 23. 1898 and proclaimed on January 21. 1899. thus the Philippine Organic Act of 1912 sanctioned into law by the United States Congress on July 1. 1902. Next was The Jones Law of 1916. ordered into statute by the United States Congress on August29. 1916. followed by The 1935 Constitution. which was affirmed by the 1934 Constitutional Convention on February 8. 1935. confirmed by the President of the United States on March 25. 1935. also, confirmed by plebiscite on May 14. 1935. This was changed multiple times. on June 18 1940 and March 11. 1947. The 1943 Constitution. was endorsed by the Preparatory Committee on Philippine Independence on September 4. 1943 and confirmed by the KALIBAPI show on September 7. 1943. Following this is The 1973 Constitution. which was declared in power by Proclamation by so President Ferdinand Marcos on January 17. 1973. This was revised multiple times. on October 16-17. 1976. January 30. 1980 and April 7. 1981. The current crucial law. which is The 1987 Constitution. was principal introduced to so President Cory C. Aquino as The 1986 Freedom Constitution on October 15. 1986. This was endorsed by the Constitutional Commission on October 12. 1986. It was confirmed by a plebiscite on February 2. 1987 and broadcasted in power by February 11. 1987. Mentions:Pacaway. J. ( 2014. July 4 ) . Filipino specialists with 1987 principal law. Recovered from hypertext move convention:/www. slideshare. net/anjanet2/philippine-government-with-1987-constitution Filipino Constitutions | Official Gazette of the Republic of the Philippines. ( n. d. ) . Recovered from hypertext move convention:/www. gov. ph/constitutions/ Salinas. S. ( 2013. December 16 ) . Ideas of area and specialists. Recovered from hypertext move convention:/www. slideshare. net/sarahsalinascatwoman/ideas of-state-and-government-29249128 THE 1987 CONSTITUTION OF THE REPUBLIC OF THE PHILIPPINES †ARTICLE I | Official Gazette of the Republic of the Philippines. ( n. d. ) . Recovered from hypertext move convention:/www. gov. ph/constitutions/the-1987-constitution-of-the-republic-of-the-philippines/the-1987-constitution-of-the-republic-of-the-philippines-article-I/The History and Evolution of the Philippine Constitution | Law | Jcmiras_03. ( 2014. August ) . Recovered from hypertext move convention:/www. pinoysites. organization/jcm/thing/12/ The Constitution of the Philippines: An Overview | Herald Digital Law Philippines. ( 2011. February 1 ) . Recovered from hypertext move convention:/philippineslaw. wordpress. com/2011/02/01/the-constitution-of-the-philippines-an-outline/

Parenting Styles Essay -- Raising Children Parents Essays Papers

Child rearing Styles Child rearing styles are as differing as guardians themselves. Child rearing is one of the most testing and troublesome obligations an individual can confront. The manner in which a family is organized is known as the child rearing style. Child rearing styles are assortments of parental perspectives, rehearses, and non-verbal articulations that portray the idea of parent-youngster connections. Since people figure out how to parent from various models including their own folks, good examples, society and educational encounters. Child rearing strategies can fluctuate incredibly from family unit to family unit, in any case, specialists accept that child rearing styles can be separated into four principle classifications which incorporate permissive,authoritarian,authoritative,and careless. The style of child rearing with which youngsters are raised can significantly influence their social turn of events, just as their capacities to manage life circumstances as grown-ups. Guardians who follow the lenient style of child rearing have not many guidelines, no reliable cutoff points, and as a rule surrender to their kids.. In a lenient family, the kids are in control. Tyrant guardians who are corrective and spotlight on increasing a youngster's submission to parental requests instead of reacting to the requests of the child.Authoritarian child rearing styles offer almost no choices to a kid. What the parent says goes. It is an inflexible way to deal with bringing up kids that may have been best in the midst of incredible starvation or drudge. It was utilized most generally in enormous, customary families in which the dad was the patriarch, and every other person was called to follow his order. Circumstances are different incredibly since. Specialists see an issue with this methodology in current times,it makes a separation among parent and youngster in which the kid questions the parent's affection for him. It depends on discipline, which can without much of a stretch make outrage. Legitimate child rearing who are adaptable and receptive to the youngster's needs yet at the same time implement sensible norms of conduct.the definitive methodology includes viable parental correspondence with their posterity. Creating sympathy and understanding makes a positive climate in which the kids can flourish. With a substantial inclining toward pyschology, this methodology replaces punishing with talking. The shortcoming to this technique, specialists call attention to, lies in the absence of power that the youngster gets. They see ... ...arents will in general produce delicately dependent children. It?s hard for guardians to advise children to quit observing so much TV when they?re blameworthy of a similar sort of careless practices. Guardians will discover, notwithstanding, that on the off chance that they figure out how to invest their energy all the more definitively, not exclusively will their lives be all the more fulfilling yet they?ll help make all the more fulfilling lives for their children.There are numerous approaches to bringing up an upbeat, wellbeing youngster. Child rearing is an uncommon blessing to most people. The best thing you can provide for child rearing is to be reliable with whatever you advise your youngster to do and their discipline. Child rearing, which is to some degree likened to instructing, ought to be viewed as one of the three agreeable expressions. Therefore considered, it calls upon guardians to help their posterity during the time spent growing up, doing as such by watching cautiously the means the kids themselves take all the while and doing what is important to encourage their advancement. Child rearing withdraws from being a helpful workmanship, as instructing does likewise, when it attempts to be the dynamic and predominant factor all the while - when guardians or educators believe that what they do ought to resemble the trim of inactive, plastic issue.

Donald Glover Might Be The Next Willy Wonka Critical Linking, June 6

Donald Glover Might Be The Next Willy Wonka Critical Linking, June 6 Todays Critical Linking is sponsored by The Shimmer by Carsten Stroud, from MIRA Books. According to Collider, Donald Glover is reportedly on the shortlist to play the titular role in the new Willy Wonka movie commissioned by Warner Bros. The Atlanta writer and actor is reportedly one of the few stars on the shortlist to star in the film. Im kinda shocked were getting another Wonka movie already. With Patterson awkwardly by his side, Clinton was grilled, particularly, by NBC News on Today, about his affair with Monica Lewinsky while he was in office. Lewinsky has emerged in recent months as an anti-bullying advocate, writing essays for Vanity Fair which have placed her former relationship with Clinton in the context of the #MeToo movement, and whether his behavior constituted misconduct. “Now, at 44, I’m beginning (just beginning) to consider the implications of power differentials that were so vast between a president and a White House intern,” she wrote. “I’m beginning to entertain the notion that in such a circumstance the idea of consent might well be rendered moot.” The Patterson/Clinton book tour for The President is Missing is off to a rocky startnot sure anyones surprised. Breakout hit @KillingEve will be available to stream EXCLUSIVELY on @hulu: https://t.co/zX3jRQBq6A pic.twitter.com/Llg3lz8Rxa Decider (@decider) June 5, 2018 On like a bonbon. (Based on the Villanelle novels by Luke Jennings.) Sign up to Today In Books to receive  daily news and miscellany from the world of books. Thank you for signing up! Keep an eye on your inbox.

Compensation Of The Walt Disney Company - 1788 Words

Creating Compensation Magic Compensation plays a critical role in aligning employee behavior with the objectives of the business. A businesses compensation plan should include all forms of pay and rewards received by employees for their performance. This would include benefits, perks, services and cash rewards that are offered to an employee and must be clearly communicated so that a company may attract and retain the best talent in the industry. (Coker,†¦show more content†¦Types of Pay Structures to Consider Some of the different pay structures for a company to decide upon such as job-based pay, knowledge-based pay, incentive pay and person-focused pay or competency pay as it is also known as, and each of these have their pros and cons. Job-based pay is established based on job analysis and the requirements of a position and knowledge-based is when an emphasis is placed on the ability of an employee to do the job. The advantages of job-based pay is that there is salary range that is based on education and seniority. Some believe this type of pay is more predictable and provide less chance for unfairness with job titles. The disadvantage with the job-based pay structure is that there is little room for upward pay mobility and there is not much incentive to gain new skills in order for promotion. (Kokemuller, 2017) Knowledge-based pay rewards employees for setting goals to learn new skills and gaining new knowledge. This method provides a way for employers to reward those that perform at a higher level and this also has the potential to raise the bar for performance throughout the company. The disadvantages with knowledge-based pay is that it may cause conflict among colleagues that feel slighted or bitter towards others that are performing the sameShow MoreRelatedCompensation Program for Walt Disney Company1890 Words   |  7 PagesCompensation Program for Walt Disney Company: Walt Disney Company is an expanded global company with operations in four major business segments i.e. Studio Entertainment, Media Networks, Consumer Products and Parks and Resorts. The company has a workforce of more than 15,000 employees in more than 40 countries across the globe. In addition to having a huge workforce, the firm is largely renowned for its success and profitability in all its business segments on an annual basis. One of the most importantRead MoreWalt Disney Company s Organization921 Words   |  4 PagesIntroduction According to investor relations, The Walt Disney Company’s exemplifies an organization composed of four strategic business units which, with the consideration of the consolidated revenue, represented roughly an enormous 35.5 billion dollars in 2007. The four SBUs are Disney Consumer Products, Studio Entertainment, Parks and Resorts, and Media Networks Broadcasting, and these can be further subdivided into 28 categories and are composed of a plethora of brands. The onlyRead MoreWalt Disney Company s Organization967 Words   |  4 Pagesto Investor Relations, The Walt Disney Company’s â€Å"exemplifies an organization composed of four strategic business units which, with the consideration of the consolidated revenue, represented roughly an enormous 35.5 billion dollars in 2007.† They are â€Å"Disney Consumer Products, Studio Entertainment, Parks and Resorts, and Media Networks Broadcasting, and these can be further subdivided into 28 categories and are composed of an overabundance of brands† (Walt Disney, 2013). The only twoRead MoreThe Management Of The Walt Disney Company900 Words   |  4 Pages The Walt Disney Company exemplifies an organization composed of four strategic business units (SBUs) which, with the consideration of the consolidated revenue, represented roughly a enormous 35.5 billion dollars in 2007. The four SBUs are Disney Consumer Products, Studio Entertainment, Parks and Resorts, and Media Networks Broadcasting, and these can be further subdivided into 28 categories and are composed of a plethora of brands. The only two important commonalities that can be deducedRead MoreWhat Makes A Strategic Perspective Focuses On Those Compensation Choices That Help The Organization Gain And Sustain Competitive Advantage998 Words   |  4 Pages A â€Å"strategic perspective focuses on those compensation choices that help the organization gain and sustain competitive advantage† (Milkovich, 2010). Values touches every stage of the human resources phase, from selection and recruitment, to feedback, evaluation, coaching, and exit interviews (Kaminsky, n.d.). In an ethnically diverse nation, the US is becoming more diverse every single day, â€Å"overcoming that characteristic of human nature is essential to success in human resource management†Read MoreThe Walt Disney Company Analysis873 Words   |  4 Pages â€Å"The Walt Disney Company is a leading diversified international family entertainment and media enterprise with five business segments: media networks, parks and resorts, studio ent ertainment, consumer products and interactive media.† (The walt disney, n.d.) At year end of 2013, the company had net revenues of $45 billion, up from $42.3 billion the previous year and net income of $6.1 billion, up from $5.7 billion the previous year. (Walt disney co, 2014) Enterprise Risk Management Risk managementRead MoreDisney : Disney s Strongest Presence1007 Words   |  5 PagesDisney Offices/Locations Disney’s strongest presence is in the United States. However, with operations in more than 40 countries, approximately 166,000 employees and cast members around the world, Disney sets the standard for the future of entertainment. Whether it s Disney or Marvel, ESPN or PIXAR – in China or the United States, India or Argentina, Russia or the United Kingdom, the people of The Walt Disney Company create content and experiences in ways that are relevant to the many culturesRead MoreWalt Disney Company1069 Words   |  5 PagesThe Walt Disney Company if there was an authoritarian leader it would affect group communication immensely because the employees need to be creative and because authoritarian leaders â€Å"make decisions, give the orders, and generally control all activities† (Beebe Masterson, 2009, P. 290) this does not allow creative communication. When a leader dictates techniques to a group it does not allow constructive communication, and ideal sharing, and this would not be good for The Walt Disney Company. InRead MoreMichael Eisner : Changing Disney1613 Words   |  7 PagesChanging Disney, For Better or For Worse Disney: a company focused on providing entertainment and â€Å"magical† experiences to families around the globe. But Disney has not always been all glitz and glamour. At one point in history, The Walt Disney Company was not seen as magical by any standards. Michael Eisner was CEO of The Walt Disney Company from 1984 through 2005. His time as CEO was a very controversial topic amongst those involved including those within Disney corporate, the Disney family, andRead MoreWalt Disney Is Not A Utopia1202 Words   |  5 PagesIf you are reading this, you know who Walt Disney is. You can name at least five Disney movies off the top of your head and recall your emotions when watching all of them. Since the 1920’s,America’s society has been morphed by Disney and his animated productions. People have grown up watching his movies and singing his songs. A single Disney song can provide unity within a room of strangers, for they instantly have the schema to sing every word and feel nostalgic.Throughout history, Disney’s films

Grow Your Own Crystal Gemstones

Totalitarianism’s Role in the Handmaid’s Tale - 1505 Words

Set in the near future, Gilead is a failed attempt at creating a utopia. After the present day United States of America fell, Gilead arose from the ashes. Centered around the idea of repopulating the human population that was decimated by pollution and nuclear waste, the society seemed like a beacon of hope in a desolate world. People accepted the new society without much resistance only to later realize that they had been duped. The founders of Gilead took conservative ideas and implemented them to the extreme. Women’s rights are taken away. Reading is forbidden. Handmaids are introduced to bear children. The government takes over and a dystopia is born. They control almost every aspect of the people’s lives, down to the food that they†¦show more content†¦They lived to have meaningless sex so eventually they got bored. Well the men did, not the women. They could not afford to get bored because even though they were valued, they had no rights. They had no say in whether or not they even wanted to have kids. â€Å"the right to motherhood is a matter of women’s right to choose whether or not they wish to become mothers in the face of a civil recognition that women’s bodies make them potentially mothers† (Martin 32). The men that controlled society ignored the fact that a woman’s body is her own and she may do as she pleases with it. This ignorance spread to the women too, as seen by Offred who embraced the child bearing ideology. This ignorance by both genders shows how isolated they were. With no other opposing ideas and the opponents or rule breakers being sent to the colonies, Gilead thrived with a single minded idealogy that all the ignorant people followed to some extent. Even though the totalitarian government of Gilead tried to control the people, they still rebelled in their own small ways. Many of Atwood’s characters rebelled but not against the government. Instead they broke the rules for their own desires. Serena Joy occasionally smoked a cigarette that was bought off the black market. Sometimes there is even music in the house that is, â€Å"the thin sound of Serena’s voice† (Atwood 55). Serena misses her former life even though she claims to support the ideologies of Gilead. But she is not the

Factors Affecting Customer Loyalty free essay sample

For example, as Maxis Communications Berhad (â€Å"Maxis†) being one of the most favorable choice for users, Maxis believes that the main competitive factors in the mobile services market are network coverage, service quality, pricing and brand. Therefore, these could be the main factors that determine the level of customer loyalty towards Maxis. A critical issue for the continued success of a firm is its capability to retain its current customers and make them loyal to its brands (Dekimpe et al. , 1997). Customer loyalty is vital to a company as disloyal customers can amount to millions of lost revenue and profit. Studies were also conducted in the financial services industry show that increasing customer loyalty by 5 percent could lead to 25-75 percent profit growth (Chan et al. , 2001). Generally, loyalty is something that consumers may exhibit to brands, services, stores, product categories. Here, we use the term customer loyalty as opposed to brand loyalty; this is to emphasize that loyalty is a feature of people, rather than something inherent in brands. We will write a custom essay sample on Factors Affecting Customer Loyalty or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Oliver (1997) defines customer loyalty as a deeply held commitment to rebuy or repatronize a preferred product/service consistently in the future, thereby causing repetitive same-brand or same brand-set purchasing, despite situational influences and marketing efforts having the potential to cause switching behavior. Due to the aggressive competition in the telecommunication industry, many companies are losing customers at a formidable rate. Thus, companies recognized the need to place greater emphasis on customer loyalty as there is perceived to be a link to profitability. In fact, loyal customers tend to purchase more, they will even accept higher prices and have a positive word-of-mouth effect, telling friends and family, thus adding them to the number of loyal customers. Besides, we clearly know that the cost of selling to new customers is much higher than the cost of selling to existing customers. The aim of this research is to examine the relationship between the existing factors and customer loyalty, at the same time to find out which factor is best to determine the level of customer loyalty. In this research, we proposed Maxis Communication Berhad as the research subject as it is known to be the main competitor in the mobile phone service market based in Malaysia. Potential factors affecting customer loyalty are discussed. Besides, a survey is carried out in Universiti Tunku Abdul Rahman, Sungai Long using a survey questionnaire. Data was obtained from 60 students who are currently Maxis users. The data collected was analyzed by using a statistical software package which is known as SPSS program. In order for companies to sustain in a competitive edge, building customer loyalty is rather crucial. Since loyalty is a key in customer development and profitability, it is important for organizations to understand the loyalty condition in more detail, and to use this understanding to develop the relationship further with customers which falls in the loyal category. The results of this study will provide evidence to organizations on what are the key reasons that possibly will influence customer to make repeating purchases. Hence, allowing organizations to focus on areas by viewing from customer’s perspective in which will result in higher profit and building a closer bond between the brand and current customers in its hoped to maintain current customer base. Literature Review The review of previous study from different resources has been revised to obtain a further understanding of the variables in this study. It is divided into three parts, which are the review of the literature, proposed conceptual framework and hypotheses development. Review of the literature shows relevant constructs, methodologies, and findings related to the study. Meanwhile, the proposed conceptual framework and hypotheses development shows the relationship of the variables constructed in this study. Customer Loyalty Three conceptual perspectives have been suggested to define customer loyalty: the behavioral perspective, the attitudinal perspective, and composite perspective (Bowen and Chen, 2001; Zins, 2001). Firstly, the behavioral perspective looks at repeat purchase behavior based on the customer’s purchase history. This approach assumes that preference structure of the customer is reflected in the customer’s behavior (Ehrenberg, 1988). In contrast, the attitudinal perspective allows gain in supplemental understanding of loyal behavior (Zins, 2001). Attitude signifies the degree to which a customer’s deposition towards a service is favorably inclined. (Grembler and Brown, 1996). Some examples of operational measures in attitudinal perspective are preference, buying intention, supplier prioritization and recommendation willingness (Fournier and Yao, 1997). The third perspective combines both attitudinal and behavioral definitions of loyalty. The composite perspective is considered an alternative to affective loyalty that increases the predictive power of loyalty (Pritchard and Howard, 1997). Essentially, loyal customers build businesses by buying more, paying premium prices, and providing new referrals through positive word of mouth over time (Ganesh et al. , 2000). Furthermore, loyal customers contribute to the company’s profitability by spending more on company products and services, via repeat purchasing, and by recommending the organization to other consumers (Bowen and Chen, 2001; Fesicova, 2004). Hence, the main objective of this study is to determine the potential determinants of customer loyalty towards Maxis and to test the relationships among these factors. Corporate Image Corporate image is described as the overall impression made in the minds of the public about a firm (Barich and Kotler, 1991). Meanwhile, Nyuyen and Leblanc (2001) claim that corporate image is related to the physical and behavioral attributes of the firm, such as business name, architecture, variety of products or services, and to the impression of quality communicated by each person interacting with the firm’s clients. Therefore, corporate image was early identified as an important factor in the overall evaluation of the service and the company (Bitner, 1991; Gronroos, 1984; Gummesson and Gronroos, 1988). Although a customer may not have enough information about a firm, information obtained from different sources such as advertisements and word of mouth will influence the process of forming the corporate image. (Andreassen, 1995). In addition, Fishbein and Ajzen (1975) added on that attitudes are functionally related to behavioral intentions. Hence, corporate image affects behavioral intentions such as customer loyalty (Johnson et al. 2001). According to Nguyen and Leblanc (2001), corporate image relates positively with customer loyalty in three sectors (telecommunication, retailing and education). Corporate image can therefore axis from all of a consumer’s experiences, results in different level of attitude towards the brand that leads to customer’s satisfaction and customer loyalty. Trust The degree by which an individual perceives a trust image to a brand is based on his or her experience with the brand. Therefore, the experience attributed will be influenced by any direct (e. g. rial, usage, satisfaction, and consumption) and any indirect contact (advertising, word of mouth, brand reputation) with the brand (Keller, 1998; Krishnan, 1996). Essentially, trust has been recognized as an important role in affecting relationship commitment (Morgan and Hunt, 1994) and so customer loyalty (Gundlach and Murphy, 1993). This is because when one party trusts another, it is likely to develop some form of positive behavioral intention towards the other party. Furthermore, when a customer trusts a brand, this means that he is also likely to form a positive buying intention towards the brand (Lau and Lee, 1999). On the other hand, it is claimed that there is a positive relationship between trust in a firm and customer loyalty, consistent with the past research (e. g. Chaudhuri and Holbrook, 2001; Lau and Lee, 1999). Furthermore, to trust a brand, customers should not only perceive positive outcomes but also believe that these positive outcomes will continue in the future. Service Quality Gronroos (1984) defined service quality as a perceived judgment, resulting from an evaluation process where customers compare their expectations with the service they perceive to have received. He further added that the quality of a service is dependent with two variables: expected service and perceived service, which is that any previous experience with a service could influence the expectations of a customer, whereas the perceived service is a result of a consumer’s perception of the service itself. Following the above definitions, service quality has also been described as a form of attitude, related but not equivalent to satisfaction, that results from the comparison of expectations with performance (Balton and Drew, 1991; Parasuraman et al, 1988). According to several studies it is hypothesized that service quality will exert a direct positive influence on perceived value (e. g. Balton and Drew, 1991; Zeithaml 1988), on overall satisfaction (e. g. Cronin and Taylor, 1992) and it will have an indirect influence (e. g. Andreassen and Lindested, 1988) as well as a direct influence on future loyalty (Boulding, 1993; de Ruyter, 1998) Proposed Conceptual Framework The hypotheses among the corporate image, trust, service quality and customer loyalty: The conceptual framework above is the foundation of the research project, and describes the relationship among the four main variables which are customer loyalty, corporate image, trust, and service quality. Essentially, the independent variables include corporate image, trust, and service quality. On the other hand, customer loyalty is identified as the dependent variable. Hypotheses Development Based on the results of the previous studies, we formulated the hypotheses detailed below, with reference to the proposed conceptual model: H1:There will be a positive relationship between corporate image and customer loyalty. When customers are satisfied with the services rendered, their attitude towards the company is improved. (Andreassen and Lindestad, 1998) This indicates that a desirable image leads to customer satisfaction and customer preference, while an undesirable image leads to dissatisfaction. H2:There will be a positive relationship between trust and customer loyalty. Trust is believed to be a critical variable that contributes to healthy and long-term relationships (Anderson and Weitz, 1989). This explains trust towards the company is strongly related with commitment that leads to customer loyalty. H3:There will be a positive relationship between service quality and customer loyalty. Recent research offers some evidence that perceived service quality has an impact on customer satisfaction, which in terms leads to later behaviors towards the service firm (Andreassen and Lindestad, 1998). The internal quality and external value of the service will therefore contribute to customer loyalty. Research Method Maxis Communication Berhad is chosen as the research subject as it is well known as the main competitor in the mobile phone service market based in Malaysia. Also, Maxis is widely recognized and used by most of the students. Potential variables are identified and discussed and they include corporate image, trust towards Maxis, and the service quality offered by Maxis. Due to the huge population of students within campus, hence a sample of 60 is drawn. A survey was conducted and data was collected from 60 students who is currently subscribing to Maxis. A total of 30 male and 30 female are involved in this sample, the mean age of the sample is 21 years old. Sample characteristics appear to be representative of mobile phone users in UTAR. Probability sampling methods are selected for this research. Questionnaires are distributed equally to course representative of six different courses which includes Accounting, Marketing, Finance, Entrepreneurship, Banking and Finance, and Business Administration. The course representatives are informed to disseminate the questionnaires to any five guys and girls of their course, respondents are then randomly picked by the course representatives. Respondents are given a period of one week to complete the questionnaire. Later then, the completed survey questionnaires are collected from each of the course representative. Simple random sampling method was employed as this method provides more accurate and valid results. Our target samples are scattered over a wide area, thus we assigned our questionnaires to the course representatives for more efficient mode. Due to the large target population, we have also employed another approach which is stratified sampling. Here, we have stratified our population by genders, and respondents from different courses in a university. This would ensure better coverage of our targeted population for more desirable result. We have pursued quantitative approach in collecting data in our study for our research problem. As we have clearly defined the three determinants factor which affects the level of customer loyalty for Maxis, which are corporate image, trust, and also the service quality offered, the quantitative data we obtained is by using the various numeric means, in this case it is the Likert scale. Respondents are required to rank statements from 1 to number 7 based on their own perceptions and beliefs. Consequently customer loyalty, trust, corporate image, and service quality were measured using multiple indicators. Customer loyalty is measured using two loyalty indicators which are repurchase probability, and the likelihood of providing positive word-of-mouth to potential customers. Regarding the measure of trust (TR), a five-item scale was developed by using different but complementary definitions. The multiple indicators involved reliability, ethics, service quality, and cumulative process. Corporate image is an overall evaluation of the company and is measured using three indicators; overall opinion of the company, opinion of the company’s contribution to society, and customer’s liking of the company. In measuring perceived service quality, instead of the 22-item SERVQUAL instrument, a one-dimensional measure (seven-item scale) of perceived service quality relating to an evaluation of all the base services was used for reasons of data collection efficiency. (Bloemer et al. , 1998). We are pursuing the survey questionnaire method for our study. This survey questionnaire was carried out only for students in Universiti Tunku Abdul Rahman, Sungai Long. It is distributed to mobile phone users who are currently subscribing to Maxis. We chose survey questionnaire as our data collection method as it is the most economical method in collecting information within a relatively quick time. It is also cost effective when compared to face-to-face interviews as this research involves large sample size. Other than that, most of the students feel reluctant to be interviewed due to their jammed pack schedule they have. Survey questionnaires are the most familiar method to most people. Nearly everyone has had some experience completing questionnaires and they generally do not make students feel uneasy. Besides, the responses are gathered in a standardized way where it reduces bias. Questionnaires are also easy to analyze, and data entry for all surveys can be easily done with the computer software package and results can be obtained simply. Firstly, we distributed the written survey questionnaires to respondents which are Maxis users in Universiti Tunku Abdul Rahman (UTAR). The type of question used is close-ended question where the respondents choose among specific response options for each question. Here, respondents are able to provide both negative and positive answers based on their own perception. In section 1 of or questionnaire, the participants are first posed with three demographic questions namely their gender, age and the last question to stronger affirm whether the respondent is a Maxis user thus using a close ended question where a dichotomous answer such as yes or no is given as a choice. In the following sections, the questions capture data in several more categories which question respondents on their perception measures on the level of user’s loyalty towards Maxis. This section is to mainly identify the extent of customer’s loyalty towards Maxis. Subsequently, users are asked about their perception on the corporate image of Maxis, then their trust on Maxis, and finally the service quality offered by Maxis. Meanwhile the following sections are the three potential variables that may affect customer loyalty towards Maxis. All of the constructs in the model were measured using a multiple-item measurement scale. All measures used a five-point Likert-type response format. A list of measurement items was developed using input from the review of the literature related to our study. Respondents then rank this statement according to the degree to which they agree (I strongly agree, I somewhat agree, I have no opinion, I somewhat disagree, I strongly disagree) and to the degree to which they are satisfy as the anchors. We also have pretest the reliability and validity of our survey questionnaire questions. We have recognized that most Maxis user who has a high level of customer loyalty would most likely strongly agree to most of the positive statements and vice versa. Careful wording, format, and content of the statement are carefully described so that to reduce the unreliability of the question and be appropriate to the objectives of our research. For reliability, the items were submitted to reliability analysis via Cronbach’s alpha. The results for Reliability analysis is shown below. The reliability values of all the factors were either close to or greater than 0. 80. The reliability and validity analysis results indicate that the scales for the constructs appear to have satisfactory measurement qualities. Analysis and Findings Due to the difficulties in collecting data from large population, a sample of 60 is drawn. A survey was conducted within campus via questionnaires. A total of 30 male and 30 female mobile phone users are involved in this sample. Questionnaires are circulated equally to course representative of six different courses which includes Accounting, Marketing, Finance, Entrepreneurship, Banking and Finance, and Business Administration and later the course representatives will disseminate the questionnaire randomly to students of their course. The proposed model was analyzed by using Statistical Package for the Social Sciences (SPSS 13. for Window Integrated Student Version). The biggest age group among the respondents is 21 years old. They consist more than half (55%) of the respondents. Second largest age group is 20 years old, which cover 18. 3% of the respondents, followed by 22 years old (10%). There are 6. 7% of 60 respondent is 23 years old, and 5% of them are 19 years old. Only 2 pers on from the respondents are 18 years old (3. 3%) and 1 is 25 years old (1. 7%). Respondents age (years old)FrequencyPercent 1823. 3 1935. 0 201118. 3 213355. 0 22610. 0 2346. 7 2511. 7 Total60100. 0 The mean for customer loyalty is the highest among four variables, which is 5. 4 (over full score of 7). It means the respondents are loyal to their telecommunication service provider, Maxis. The respondents perceive Maxis as having a good corporate image because they have a mean of 5. 31 for average summated score for corporate image. The mean of 5. 3 for average summated score for trust shows that the respondents trust Maxis. The mean score for the service quality of Maxis is lowest compare to other variables (5. 04), but overall the respondents are satisfied with the service provided. Below is the table of mean for average summated score for customer loyalty, corporate image, trust, service quality. Mean average summated score for customer loyalty5. 54 average summated score for corporate image5. 31 average summated score for trust5. 30 average summated score for service quality5. 04 The Cronbach’s Alpha for all the variables (customer loyalty, corporate image, trust, and service quality) used in our study are above 0. 6, which is the minimum acceptable level. All the items used in measuring the four variables are reliable. The items used to measure trust and service quality are very reliable because the Cronbach’s Alpha is more than 0. 8. Reliability Statistics Cronbachs Alpha for customer loyalty (4 items)0. 44 corporate image (5 items)0. 662 trust (5 items)0. 822 service quality (5 items) 0. 838 T-test was performed to determine the association between gender and loyalty. The Levene’s test shows a p-value of 0. 2075 (p gt; 0. 05), therefore, equal variances are assumed. Furthermore, customers are loyal to this telecommunicating service provider partly because they think that Maxis has a healthy image and they have no reason to switch to its competitor, as long as they continue providing reasonable service to customers. The findings by Tor Wallin Andreasen and Lindestad (1998) reveals that corporate image is the primary driver of customer satisfaction for the package tour industry consolidated, and managers should seek to maximize the customer’s satisfaction by building a strong corporate image as well as securing high quality services. Surprisingly, in contrast to some previous study (e. . Aydin and Ozer, 2004; Bloemer et al. , 1998), we found that the service quality has an inverse relationship with customer loyalty, though it is significant but relatively weak. Maxis’ customer may not be loyal for the factor of service quality. The major Malaysia mobile telecommunicating market includes Celcom, DiGi, and Maxis. All of them provide co mpetitive and similar services. Our respondents may not perceive Maxis as a high quality telecommunicating service provider compared to its competitors, yet they still remain loyal to Maxis, and they still continuously subscribe Maxis’ services. In our opinion, this may be the reason of the inverse relationship revealed in this study. One of the limitations of the current is that our proposed model did not assess other related variables, such as perceived switching cost. The switching cost consists of different associated context, such as psychological, financial and procedural prospect. Therefore, these contexts should be measured and their effects should be examined. This approach may provide both empirical and theoretical information. Finally, due to the limitation of time and cost, we only conducted questionnaires on students of University Tunku Abdul Rahman. The following studies can be focused on switching cost and customer commitment to the telecommunication service provider. Besides, we may also measure the different aspects of customer satisfaction that leads to customer loyalty. Recommendation and Conclusion In a service industry that is becoming increasingly international, it is important to develop standardized measure to adequately capture consumer satisfaction, loyalty and commitment. Through such measurement, companies are able to understand how they are doing from their targeted customer’s point of view. Thus, giving them an opportunity to identify what it takes to ompete and finds ways to deliver better services to their customers and compare their achievements with competitors. It is becoming an industry-wide believe that the best core marketing strategy for the future is to try to retain existing customers by heightening customer loyalty and customer value (Kim et al. , 2004) Thus, what is more imperative than an org anization’s capability to retain customers to survive in an industry and maintaining a competitive edge over its competitors. Customer loyalty has become the most important determinant factor of a company’s profitability. The results from this study have important implications for the Malaysian mobile telecommunications industry; Maxis. We can conclude that analysis results show that Maxis’s customer loyalty is determined by the three most vital factors following a sequence which are trust, corporate image, and the service quality offered by Maxis. Perhaps, Maxis needs to gain the benefit of doubt from customer’s viewpoint by emphasizing on ways to develop trust of customers towards them as there is a direct positive relationship between trust and customer’s loyatly. To better strengthen the evidence of customer’s loyalty towards Maxis, respondents perceived Maxis as having a good corporate image, and thoroughly trust Maxis and shows satisfaction with the service offered by Maxis. However, gender differences have no significant association with customer loyalty. The results imply that Maxis should place greater emphasis on achieving high levels of customer’s trust. To better serve customers, Maxis can look at the behavior of their repeat buyers and decipher the reason why they come back for more. For some, customers may stay with Maxis as in their view, Maxis is the best around. Never at once assume that inertia will keep customers buying. In order to gain customer’s confidence, they must bend their efforts and not forgetting its staff efforts toward giving each and every customer the service that they desire. Generally, customer’s loyalty is controlled by how well we service their needs. Besides, we would suggest to that Maxis should respond to complaints immediately in order to raise the trust among current customers. If conflicts are address and resolve promptly, the appreciative customer is in many cases more likely to be loyal than a customer who never had a complaint. In addition, a surefire way to increase loyalty is to offer your customers rewards, such as free merchandise or discounts, for shopping with you on a regular basis. A well-planned loyalty program will help you identify and compensate deserving patrons. Then, we would recommend studying on other possible antecedents which could have an influence on telecommunication industry customer loyalty, for example, some of the dimensions which constitute reputation and awareness; as well as the switching costs. Such factors are important to the process of adding value to service offerings and, hence, achieving competitive advantage in the telecommunication industry.

Coca Cola in Colombia Case

The case of the activities of the Coca Cola Company in Colombia is one of the biggest thorns in the flesh of the conglomerate. The allegations against the firm are quite serious, and they may prove that multinationals can go to great lengths to attain their goals. These are some of the most selfish acts that can be carried out, since there is actually no comparison between the success of a firm and the lives of individuals.Advertising We will write a custom essay sample on Coca Cola in Colombia Case specifically for you for only $16.05 $11/page Learn More The fact that most of the unionists and activists who have been assassinated, have died due to their interests in the rights of the workers implies that the firm is not willing to listen to the workers or pay them decent wages. The use of paramilitary units to carry out assassinations in the country means that the governmental bodies, as well as the corporations, view these acts as justifiable. It is un acceptable for anybody to lose his or her life, so that a firm may not increase the wages that they pay to their employees. The fact that people who dare to raise their voices are dealt with decisively in the name of saving money, means that the firm holds no value to the lives of the people who they employ in most of the developing countries. The bottling plants that Coca Cola operates in developing countries were opened with the aim of acquiring cheap labor, as well as getting raw materials at lower prices. However, with the rising cost of living, the corporation ought to consider the plight of the workers and take into consideration, their woes. The firm can start addressing these issues by improving on the working conditions that they offer their workers in the region. Instead of attacking the leaders who dare to talk about issues that affect the workers every day, the firm had better look for ways to start checking the issues such as dialogue with them. This is because most of the workers feel the same way, and it is like a snowball that will never stop rolling. Instead of slowing down and stopping, it will keep on gathering more snow as it goes down the hill. The matter of the workers rights has to be addressed if the corporate body intends to carry on with business. Killing off each person who raises work-related issues will only leave them in turmoil since there will only be unrest, and the plight of the workers will remain unsolved. Even if they use the paramilitary units to eliminate dissent in the ranks, the core issues will always remain unattended. There will always be voices raising matters concerning the plight of these workers, and as much as the corporations try to silence them using whichever way they feel is appropriate, they will just have to start dealing with the fact that the issues are much bigger than they may think that they are.Advertising Looking for essay on labor law? Let's see if we can help you! Get your first paper with 15 % OFF Learn More With the laws that enable the afflicted workers to sue the corporate bodies within the borders of the United States of America, comes the dawn of a new era. The corrupt government departments of the smaller nations have not been able to handle the issues, since the levels of corruption have reached untouchable heights. This action is a step in the right direction. This essay on Coca Cola in Colombia Case was written and submitted by user Annika Garcia to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How to Exchange Data Over a Network Using Delphi

How to Exchange Data Over a Network Using Delphi Of all the components that  Delphi provides to support applications that exchange data over a network (internet, intranet, and local), two of the most common are  TServerSocket and TClientSocket, both of which are designed to support read and write functions over a TCP/IP connection. Winsock and Delphi Socket Components Windows Sockets (Winsock) provides an open interface for network programming under the Windows operating system. It offers a set of functions, data structures, and related parameters required to access the network services of any protocol stacks. Winsock acts as a link between network applications and underlying protocol stacks. Delphi socket components (wrappers for the Winsock) streamline the creation of applications that communicate with other systems using TCP/IP and related protocols. With sockets, you can read and write over connections to other machines without worrying about the details of the underlying networking software. The internet palette on the Delphi components toolbar hosts the TServerSocket and TClientSocket components as well as TcpClient, TcpServer,  and TUdpSocket. To start a socket connection using a socket component, you must specify a host and a port. In general, host specifies an alias for the IP address of the server system; port specifies the ID number that identifies the server socket connection. A Simple One-Way Program to Send Text To build a simple example using the socket components provided by Delphi, create two forms- one for the server and one for the client computer. The idea is to enable the clients to send some textual data to the server. To start, open Delphi twice, creating one project for the server application and one for the client. Server Side: On a form, insert one TServerSocket component and one TMemo component. In the OnCreate event for the form, add the next code: procedure TForm1.FormCreate(Sender: TObject);begin ServerSocket1.Port : 23; ServerSocket1.Active : True;end; The OnClose event should contain: procedure TForm1.FormClose(Sender: TObject; var Action: TCloseAction);begin ServerSocket1.Active : false;end; Client Side: For the client application, add a TClientSocket, TEdit, and TButton component to a form. Insert the following code for the client: procedure TForm1.FormCreate(Sender: TObject);begin ClientSocket1.Port : 23; //local TCP/IP address of the server ClientSocket1.Host : 192.168.167.12; ClientSocket1.Active : true;end;procedure TForm1.FormClose(Sender: TObject; var Action: TCloseAction);begin ClientSocket1.Active : false;end;procedure TForm1.Button1Click(Sender: TObject);beginif ClientSocket1.Active then ClientSocket1.Socket.SendText(Edit1.Text);end; The code pretty much describes itself: when a client clicks a button, the text specified inside the Edit1 component will be sent to the server with specified port and host address. Back to the Server: The final touch in this sample is to provide a function for the server to see the data the client is sending. The event we are interested in is OnClientRead- it occurs when the server socket should read information from a client socket. procedure TForm1.ServerSocket1ClientRead(Sender: TObject; Socket: TCustomWinSocket);begin Memo1.Lines.Add(Socket.ReceiveText);end; When  more than one client sends data to the server, youll need a little more to code: procedure TForm1.ServerSocket1ClientRead(Sender: TObject; Socket: TCustomWinSocket);var i:integer; sRec : string;beginfor i : 0 to ServerSocket1.Socket.ActiveConnections-1 dobeginwith ServerSocket1.Socket.Connections[i] dobegin sRec : ReceiveText; if sRecr thenbegin Memo1.Lines.Add(RemoteAddress sends :) ; Memo1.Lines.Add(sRecr); end; end; end;end; When the server reads information from a client socket, it adds that text to the Memo component; both the text and the client RemoteAddress are added, so youll know which client sent the information. In more sophisticated implementations, aliases for known IP addresses can serve as a substitute. For a more complex project that uses these components, explore the Delphi Demos Internet Chat project. Its a simple network chat application that uses one form (project) for both the server and the client.

How to Exchange Data Over a Network Using Delphi

How to Exchange Data Over a Network Using Delphi Of all the components that  Delphi provides to support applications that exchange data over a network (internet, intranet, and local), two of the most common are  TServerSocket and TClientSocket, both of which are designed to support read and write functions over a TCP/IP connection. Winsock and Delphi Socket Components Windows Sockets (Winsock) provides an open interface for network programming under the Windows operating system. It offers a set of functions, data structures, and related parameters required to access the network services of any protocol stacks. Winsock acts as a link between network applications and underlying protocol stacks. Delphi socket components (wrappers for the Winsock) streamline the creation of applications that communicate with other systems using TCP/IP and related protocols. With sockets, you can read and write over connections to other machines without worrying about the details of the underlying networking software. The internet palette on the Delphi components toolbar hosts the TServerSocket and TClientSocket components as well as TcpClient, TcpServer,  and TUdpSocket. To start a socket connection using a socket component, you must specify a host and a port. In general, host specifies an alias for the IP address of the server system; port specifies the ID number that identifies the server socket connection. A Simple One-Way Program to Send Text To build a simple example using the socket components provided by Delphi, create two forms- one for the server and one for the client computer. The idea is to enable the clients to send some textual data to the server. To start, open Delphi twice, creating one project for the server application and one for the client. Server Side: On a form, insert one TServerSocket component and one TMemo component. In the OnCreate event for the form, add the next code: procedure TForm1.FormCreate(Sender: TObject);begin ServerSocket1.Port : 23; ServerSocket1.Active : True;end; The OnClose event should contain: procedure TForm1.FormClose(Sender: TObject; var Action: TCloseAction);begin ServerSocket1.Active : false;end; Client Side: For the client application, add a TClientSocket, TEdit, and TButton component to a form. Insert the following code for the client: procedure TForm1.FormCreate(Sender: TObject);begin ClientSocket1.Port : 23; //local TCP/IP address of the server ClientSocket1.Host : 192.168.167.12; ClientSocket1.Active : true;end;procedure TForm1.FormClose(Sender: TObject; var Action: TCloseAction);begin ClientSocket1.Active : false;end;procedure TForm1.Button1Click(Sender: TObject);beginif ClientSocket1.Active then ClientSocket1.Socket.SendText(Edit1.Text);end; The code pretty much describes itself: when a client clicks a button, the text specified inside the Edit1 component will be sent to the server with specified port and host address. Back to the Server: The final touch in this sample is to provide a function for the server to see the data the client is sending. The event we are interested in is OnClientRead- it occurs when the server socket should read information from a client socket. procedure TForm1.ServerSocket1ClientRead(Sender: TObject; Socket: TCustomWinSocket);begin Memo1.Lines.Add(Socket.ReceiveText);end; When  more than one client sends data to the server, youll need a little more to code: procedure TForm1.ServerSocket1ClientRead(Sender: TObject; Socket: TCustomWinSocket);var i:integer; sRec : string;beginfor i : 0 to ServerSocket1.Socket.ActiveConnections-1 dobeginwith ServerSocket1.Socket.Connections[i] dobegin sRec : ReceiveText; if sRecr thenbegin Memo1.Lines.Add(RemoteAddress sends :) ; Memo1.Lines.Add(sRecr); end; end; end;end; When the server reads information from a client socket, it adds that text to the Memo component; both the text and the client RemoteAddress are added, so youll know which client sent the information. In more sophisticated implementations, aliases for known IP addresses can serve as a substitute. For a more complex project that uses these components, explore the Delphi Demos Internet Chat project. Its a simple network chat application that uses one form (project) for both the server and the client.

How to Exchange Data Over a Network Using Delphi

How to Exchange Data Over a Network Using Delphi Of all the components that  Delphi provides to support applications that exchange data over a network (internet, intranet, and local), two of the most common are  TServerSocket and TClientSocket, both of which are designed to support read and write functions over a TCP/IP connection. Winsock and Delphi Socket Components Windows Sockets (Winsock) provides an open interface for network programming under the Windows operating system. It offers a set of functions, data structures, and related parameters required to access the network services of any protocol stacks. Winsock acts as a link between network applications and underlying protocol stacks. Delphi socket components (wrappers for the Winsock) streamline the creation of applications that communicate with other systems using TCP/IP and related protocols. With sockets, you can read and write over connections to other machines without worrying about the details of the underlying networking software. The internet palette on the Delphi components toolbar hosts the TServerSocket and TClientSocket components as well as TcpClient, TcpServer,  and TUdpSocket. To start a socket connection using a socket component, you must specify a host and a port. In general, host specifies an alias for the IP address of the server system; port specifies the ID number that identifies the server socket connection. A Simple One-Way Program to Send Text To build a simple example using the socket components provided by Delphi, create two forms- one for the server and one for the client computer. The idea is to enable the clients to send some textual data to the server. To start, open Delphi twice, creating one project for the server application and one for the client. Server Side: On a form, insert one TServerSocket component and one TMemo component. In the OnCreate event for the form, add the next code: procedure TForm1.FormCreate(Sender: TObject);begin ServerSocket1.Port : 23; ServerSocket1.Active : True;end; The OnClose event should contain: procedure TForm1.FormClose(Sender: TObject; var Action: TCloseAction);begin ServerSocket1.Active : false;end; Client Side: For the client application, add a TClientSocket, TEdit, and TButton component to a form. Insert the following code for the client: procedure TForm1.FormCreate(Sender: TObject);begin ClientSocket1.Port : 23; //local TCP/IP address of the server ClientSocket1.Host : 192.168.167.12; ClientSocket1.Active : true;end;procedure TForm1.FormClose(Sender: TObject; var Action: TCloseAction);begin ClientSocket1.Active : false;end;procedure TForm1.Button1Click(Sender: TObject);beginif ClientSocket1.Active then ClientSocket1.Socket.SendText(Edit1.Text);end; The code pretty much describes itself: when a client clicks a button, the text specified inside the Edit1 component will be sent to the server with specified port and host address. Back to the Server: The final touch in this sample is to provide a function for the server to see the data the client is sending. The event we are interested in is OnClientRead- it occurs when the server socket should read information from a client socket. procedure TForm1.ServerSocket1ClientRead(Sender: TObject; Socket: TCustomWinSocket);begin Memo1.Lines.Add(Socket.ReceiveText);end; When  more than one client sends data to the server, youll need a little more to code: procedure TForm1.ServerSocket1ClientRead(Sender: TObject; Socket: TCustomWinSocket);var i:integer; sRec : string;beginfor i : 0 to ServerSocket1.Socket.ActiveConnections-1 dobeginwith ServerSocket1.Socket.Connections[i] dobegin sRec : ReceiveText; if sRecr thenbegin Memo1.Lines.Add(RemoteAddress sends :) ; Memo1.Lines.Add(sRecr); end; end; end;end; When the server reads information from a client socket, it adds that text to the Memo component; both the text and the client RemoteAddress are added, so youll know which client sent the information. In more sophisticated implementations, aliases for known IP addresses can serve as a substitute. For a more complex project that uses these components, explore the Delphi Demos Internet Chat project. Its a simple network chat application that uses one form (project) for both the server and the client.

The Cartesian Coordinate System Research Paper Example | Topics and Well Written Essays - 1250 words

The Cartesian Coordinate System - Research Paper Example The Cartesian Coordinate System does not merely point reference to the graphical means of finding link between variables, rather, it gives Mathematics the desired image of identity in visible shapes and forms by which a learner can gain appreciation of the course as an interesting field of study. The Cartesian Coordinate System Prior to the concept of a two-dimensional system, the discovery of a coordinate system with one dimension had already enabled demonstration of the relative magnitudes of numbers in a graphical manner and had even shown how a distance between two points in the number line may be represented by the magnitude of their differences. The overall advantage, however, of a one-dimensional coordinate system is limited and is unable to extend its applicability to the relation or dependence of two sets of numbers quite significant in the mathematical studies of corresponding values wherein a set constituted by an ordered pair of numbers may be held in association to another or a couple other sets in a planar system of coordinates (Vance, p. 75). Importance of the Cartesian Coordinate System In 1637 Rene Descartes, a French mathematician and philosopher, used the Rectangular Cartesian System of Coordinates or a method of associating points with numbers, and by doing so. , associated a curve with its equation. Great progress in mathematics and the application of mathematics in science followed after this unification of algebra and geometry (Smoller). By definition of the Cartesian product of two sets, the case of interest is X ? Y where X and Y are both the set of real numbers R is symbolically denoted R x R ? { (x, y) | x ? R and y ? R }. Each member of the set is an ordered pair (x, y) and through the Cartesian coordinate system, it is possible to set up an association between this set of all ordered pairs (x, y) of R x R and the set of all points in the plane. Hence, the two-dimensional coordinate system becomes important in relating a point in a plane and a pair of real numbers which may be constructed using two perpendicular straight lines, vertical and horizontal, commonly known as the coordinate axes. With the point of intersection being the origin O, one may establish on each line a one-dimensional system which bears the same unit of length f or both axes where, normally, the horizontal line refers to the x-axis or axis of the values of ‘x’ or abscissa whereas the vertical line pertains to the y-axis along which lie the values of ‘y’ called the ordinates. Once the axes are drawn, one can begin to plot a data of points (x, y) and in determining a point corresponding to an ordered pair of values, it helps to draw lines parallel to the axes through the point (x1, 0) on the x-axis and the point (0, y1) on the y-axis (Vance, 76). These lines intersect at a point P, a distance x1 from the y-axis (to the right or left, depending upon whether x1 is positive or negative) and a distance y1 from the x-axis (above or below, depending upon whether y1 is positive or negative). These distances can be called directed distances and the point P, determined by the ordered pair of values x1 and y1, is denoted by the ordered pair, expressed as (x1, y1), where x1 and y1 are called coordinates of P. The two coordinate axes divide the plane into four parts, called the first, second, third, and fourth quadrants. It is useful to verify that the coordinates of points located in the different quadrants have the signs shown in the table. Quadrants Abscissa Ordinate I + + II _ + III _ _ IV + _ Since every other point may be plotted on the xy-plane, the line or curve connecting the

Comparison Between Macy's And Polo Specialty Store Essay

Comparison Between Macy's And Polo Specialty Store - Essay Example The invention of the black and white television in 1949 gave a substantial boost to the children wear industry. Children wear shows become popular programs and their licensing made quite a substantial amount of money for the children wear manufacturers. This money was in return re-invested back into the industry thereby enlarging and making it bigger. 1958 and 1959 were also noteworthy years for the fashion industry as the Hush Puppies shoes, and the Barbie Doll were invented respectively. The puppies' shoes were necessary for protecting the feet of the children as walking or working without shoes was not only stressful but also painful and full of discomfort. The invention spirit did not stop as several other new trends in children wear continued to be invented. During the entire 1960's, a whole lot of a variety of colors, patterns, and prints were produced. Some of these colors were light blue, light pink and light green. 1n 1970, various textiles including polyester were invented. Since the invention of the sewing machine, the discovery and subsequent use of manufactured fiber in apparel was another enormous development in the children wear industry. By this time, children wear was also beginning to look like adult wear. In 1980, a crucial shift occurred from manufactured fiber to more natural fiber such as cotton and linen among others. Naturals fibers were of immense preference over the manufactured fibers were either cheap, readily available or simply made better children's clothes.

Relationship Between Staff Motivation and Performance

Relationship Between Staff Motivation and Performance INTRODUCTION Shortages can be a symptom of demotivation, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job motivation. Nurses job motivation is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002). Extrinsic values encompass the tangible aspects of the job including wages, benefits and bonuses, whereas intrinsic values include status, recognition, personal and professional development opportunities, and other similar factors (Cowin, 2002). Reasons for nurse demotivation have been well documented in the nursing literature. Such reasons include lack of involvement in decision-making, poor relationship with management, low salaries and poor benefits, lack of job security, poor recognition and lack of flexibility in scheduling (Albaugh,2003). Nurse demotivation has been also linked to emotional exhaustion and b urnout, Which can affect patient outcomes (Aiken et al., 1997). Furthermore Shields Ward (2001) and Tzeng (2002) has also stated that improper motivation is a primary predictor of nurses intent to leave (Shields Ward, 2001; Tzeng, 2002). A study conducted in the United States presented evidence showing that demotivated nurses were 65% more likely to have intent to leave compared to the motivated counterparts (Shields Ward, 2001). Other predictors of intent to leave vary from other motivation factors like low salaries and fringe benefits, inflexible work schedule (Coomber Barriball, 2007; Hayes et al, 2006), career advancement prospects (Tzeng, 2002, Rambur et al., 2003), in addition to poor management and job stress (Rambur et al., 2003). Nurses turnover is linked to situational factors (Larrabee et al., 2003) such as low levels of motivation (Tzeng, 2002). It is worth noting that improper motivation has also been found to be a better predictor of intent to leave as compared to the avail ability of other employment opportunities (Shields Ward, 2001; Purani Sahadev 2007). A study by El-Jardali et al. (2007) also found a negative correlation between motivation and intention to leave in Lebanese nurses. Their studys main objective was to examine the impact of motivation as a predictor variable on intention to leave used as dependent variable in the study. The finding of the study reveals that the main cause of the dissatisfaction and hence intention to leave was negatively associated with hospitals motivation schemes such as compensation and incentives (extrinsic rewards). Purani and Sahadev (2007) used motivation with multi-faceted construct as predictor variable and examine its impact on intention to leave among the nurses in India. Assuming one of the role as interaction and communication with clients and patient of both profession is common, their study also used experience as moderating variables to examine how working experience could affect motivation and inte ntion to leave relationship. Purani and Sahadev (2007) found that employees with long stay at workplace had higher level of motivation and would not incline to quit. Their finding also suggested that motivation and intention to leave relationship framework must also have other demographic variables consideration into the model of motivation and intention to leave. Pearson and Chong (1997) also examined the impact of job content and job information on motivation among Malaysian nurses in large public sector hospital. They found that job information is stronger predictor to nurses motivation and therefore argued that intrinsic factors such as job information and organization commitment also influence nurses motivation. However, they did recommend that motivation with information cues available to nurses are crucial to determine nurses motivation which may lead to intent to leave or higher job burnout, if not available. Tzeng (2002) examined the impact of working motivational factors a s well as job satisfaction factors as independent variables on nurses intention to leave in cross-sectional study in Taiwan. He found that low levels of motivation, emotional exhaustion and burnout and to the poor social image of the nursing profession influenced nurses intention to leave in Taiwans hospitals. This study therefore, suggested that motivation is a multi-faceted construct and should have both intrinsic as well as extrinsic factors to measure job satisfaction (Tzeng, 2002). HOW MOTIVATION AFFECTS EMPLOYEE PERFORMANCE The extent to which employees are motivated in their work depends on how well those employees are able to provide output in their job. Motivation is expected to have a positive effect on quality performance. Employees who are characterized by a high level of motivation show a higher work and life satisfaction. Having a high level of motivation is therefore in itself valuable for employees and a decrease in motivation might affect employees negatively. The motivation leads to high level of initiative and creativity from the employee and where monitoring is difficult, motivation is therefore extremely important for ensuring high quality performance. In Armco Health Center, the quality of employee performance is measured by three individual measures of employee performance. The first measure of the individual performance items is a self-rating measure of employee performance through a program called SAP. The performance of the employee asks to indicate eight-points scale how well the em ployee is doing the job. The second measure of the performance of the Armco Health Center is the extent to which the nurses are willing to conduct tasks that are not part of their job description. The employees are asked to report on the SAP about their willingness to perform additional tasks that are not expected from them regularly and to think constructively about how the organization they work for could be proved. Last item that measure the performance of the nurses are the number of days they were absent. EMPOWERMENT AND STAFF MOTIVATION Nursing is increasingly broad in scope and encompasses an ever widening range of work behaviors and role responsibilities. However, they work within a climate of uncertainty and disempowerment along with high organizational demands placing them under considerable stress (1,2). This condition threatens both physical and emotional wellbeing of nurses and the profession itself and may results to low nurses commitment which in turn may contribute to disengagement or withdrawal of nurses from their organizations (3,4). Consequently, threatens organizational functioning and the quality care, since low nurses commitment leads to absenteeism or poor performance (5). However, the nurses low commitment is being a problem in many countries, Aiken et al(6) have cautioned that the health care workforce faces the serious risk of losing one in five registered nurse for reasons other than retirement. Supportively, several other studies revealed that the turnover rate for hospital registered nurse is among the highest rates found for professional and technical occupational groups (7,8). In addition, in 2002 the Joint Commission on Accreditation of Health Care Organizations (JCAHO) recorded that current annual registered nurse turnover rates range from 18% to 26% (9). Moreover, Victorian Governmental Department of Human Services Research suggests that at low levels of job satisfaction and organizational commitment, retention of nursing staff is difficult and this in turn increases absenteeism (10). The Kingdom of Saudi Arabia, like many other countries is also suffering from nursing low commitment which evidenced by registered nurses high turnover rate and resignation(11). However, some national studies and articles highlighted that governmental sectors in Riyadh city were suffering for many years from high turnover rate of nurses that reached to 70% in some hospitals and resulted in high nurses shortage (12,13) . Along with working condition, salary, nursing disempowerment and uncertainty being cited to explain why the nurses exhibit poor work performance or uncommitted to their organization. In a research conducted by Attree (17) that studies the relationship between nurses perception regarding their control and governance , revealed that registered nurse were dissatisfied with their governance, perceived lack of control over their everyday practice and commented on a popular perception that they had become disempowered , lacked influence and asserted that they have fairly little power. Its the managers and physicians who have the power, not nurses. Both managers and physicians decided, told and expected from the nurse to just get on with it, without discussion, or negotiation. As Salvage (18), nurses may see themselves as skilled practitioners, but the public still clings to its old image of the nurse as the doctors handmaiden. This indicates that nurses are not powerless due to lack in competence, motivation, and/or information, but because lack of awareness and enabling system and structure. Foser and Hoggett (19) termed this situation as a Do more with less culture where rhetoric is designed to empower the exhausted workers by emphasizing their commitment to organizational goals . However, disparity between the nurses desired and perceived autonomy and control over daily job activities interferes with nurses attempts to perform according to their expectations as professionals and may contribute to disengagement and withdrawal from the profession of nursing (17). Parallel to this is the national view of nursing in Saudi culture. Abu- Zinada (11,20) stated in many articles that the nurses were disempowered, and have a feeling of uncertainty. In contrast, she saw that the nurse has the right to make decisions that are separate of the physician ones. Moreover, Al-morshed (21) considered that the nurses were not assistants to the physician or that their role is limited to giving injection or helping a patient, since the nursing is a science before everything. Thus, creating conditions that foster a sense of empowerment in healthcare settings are critical to both employee wellbeing and organizational success(22) . For employee well-being, empowerment offers opportunities for learning, development, and playing a more active role in operational decisions through the personal development and involvement in decision making. As a result, employees can sense their feelings of self-worth, meaningfulness, job satisfaction and morale that result from their contributions and control or autonomy over their work. Additionally, empowerment is essential for enhancing nurses role, strengthening the professional image, and continuously improving the healthcare system. It allows the nurses to perform in a professional manner by being more autonomous, responsible and participative (23). For organizational success, many hospitals uses the concept of empowerment as a retention strategies to improve nurses commitment by fostering the desire not to leave the organization for selfish interests or marginal gains, and increase willingness to work by making personal sacrifice, performing beyond normal expectations , endure difficult times with an organization and increasing acceptance of organizations values and goals . As a consequence, nurses will be less burned-out and more engaged in their work and will contribute to organizational effectiveness (24). Although, the concept of empowerment is frequently used in health services and in nursing ,particularly in relation to the quality of care, since the mission of nursing is to provide safe and quality nursing care thereby enabling patients to achieve their maximum level of wellness(25). Also empowerment play a significant role in the management of job stress and job satisfaction as well as in nurse attraction and retention ( 26). Hence, creating healthy work conditions that empowered nurses and provide freedom to act according to their expectation as a professional, may be a fruitful strategy for nurse managers and administrators to retain nurses who currently work by promoting their commitment to the organization, especially in a critical care settings. Nowadays, many seek power but few possess it. Nurses are not exception (Marquis and Huston, 2000). In health care settings, an unequal power base exists among administrator, physicians, and nurses as a result of the competing goals of administration and the coexistence of multiple lines of authority (Sabiston and Laschinger, 1995). The rigidity of hierarchical rule-bound structures has been specifically blamed for nurses inability to sufficiently control the content of their practice (Laschinger and Havens, 1996). Kanter (1993) proposed that an individuals effectiveness on the job is influenced largely by organizational aspects of the work environment. This author identified power and access to opportunities to learn and grow, as structural determinants affecting the behavior of the individual. This power is derived from the ability to mobilize information, support, and resources necessary for getting the job done. Access to these empowering structures is influenced by the degree of formal and informal power an employee has in the organization (Kanter,1993). Formal power evolves from having a defined job that affords flexibility, visibility and centrality to organizational purpose and goals whereas informal power is determined by the extent of employees networks and alliances with sponsors, peers, and subordinates within the organization. Access to these empowering structures has a positive impact on employees, resulting in increase in their job satisfaction, level of organizational commitment and feelings of autonomy. Consequently, employees are more productive and effective in meeting organizational goals (Dutcher and Adams, 1994 ; Laschinger et. al., 1999). Nurses autonomy or control over work was seriously limited by unequal power relationships with medical staff, which enhanced physician power and restricted the nurses freedom, and consequently hindered their empowerment (McParland et al., 2000). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance client care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabiston and Laschinger, 1995). EMPOWERMENT IMPROVES MOTIVATION Empowerment. Thomas and Velthouse (1990) define empowerment as personal power that flows from professional growth, which is correlated with job satisfaction. Klakovich (1995) further states that the empowerment of nursing staff may be the critical variable in achieving positive organizational outcomes while maintaining the caring values of the nursing profession Klakovich (1996) defines three dimensions of empowerment as reciprocity, synergy, and ownership. Empowerment is a reciprocal leader-follower relationship that advances and aligns strategies, both organizational and individual (Klakovich, 1995). The Reciprocal Empowerment Scale tool reports in three subscales: reciprocity and synergy sub-scales represent the interactive leader/follower process; the ownership subscale represents the outcomes . Reciprocity involves a leadership behavior pattern of sharing power, support and information. Empowerment Research has shown correlations between nursing leadership job satisfaction and e mpowerment (Laschinger et al., 2003; Mrayyan, 2004). In recent years, the idea of empowerment has become popular in the nursing literature (Kluska et al., 2000; Laschinger Finegan, 2005). The review of the literature reveals empowerment being used in various contexts; such as, mental health, chronic care, and health promotion (Dahlgaard Dahlgaard, (2003), Paterson(2001) . In these contexts, the concept of empowerment incorporates positive and respectful relationships through constant dialog (Ellefsen Hamilton, (2000) Prybil( 2003). Morrison, Jones, and Fuller (1997) performed a non-experimental descriptive study that explored the effects of leadership style and empowerment on nursing job satisfaction. The participants included various nursing personnel, such as nurse managers, nursing assistants, nursing clinical leaders, licensed practical nurses and staff nurses. The researchers examined how staff nurses perceived empowerment The researchers results in their variance analysis i ndicated a statistically significant difference in empowerment among different job classifications within the organization Empowerment accounted for more variance with job satisfaction for licensed personnel than for unlicensed personnel, as well as, for differing by type of satisfaction. The researchers findings indicate the importance of empowerment to staff nurse job satisfaction. They also show the contribution of empowerment to job motivation and how they vary by personnel. This study gives reason for performing this research study that examined the relationship of nurse empowerment and motivation Furthermore, studies have shown that Indian nurses had a moderate empowerment level and their actual work empowerment perception was significantly lower than their expectation (Huang, Lin, Hsu, Chen, Huang, 2003). The findings also showed that nurses had the lowest score on participation in decision making. Researchers pointed out that the nursing leaders tended to use authority and might only consult several members opinions for decision making. The opportunity for nurses to participate in decision making is limited. As such, frontline nurses might think decision making is the managers responsibility, not theirs (Mok Au-Yeung, 2002). Participation can be seen as the highest level of empowerment. Nurses level of participation in decision making (PDM) can be used as an important indicator of empowerment. In western health care system, it has been found that the area where nurses prefer to be involved in decision-making is more related to the context of nursing practice, such as nursing unit operation (Blegen et al., 1993). Yet, in Indian nurses PDM is still not well studied. The extent to which nurses prefer to be or are actually involved in decision making is still not clear. Laschinger and Finegan (2005) surveyed 273 medical, surgical and critical care nurses concluding that structural empowerment had a direct effect on organizational trust and respect, job motivation and commitment. An important addition to the understanding of empowerment in nursing education was another finding that empowerment increased motivation level of the nurses (Falk-Raphael, Chinn, Anderson, Laschinger, Rubotzky, 2004) Work empowerment has been linked to many other important organizational outcomes, such as job motivation, organizational commitment, lower levels of job stress and empowering leader behaviors (Spence-Laschinger, Tuer-Hodes, 2003). Hollinger-Smith and Ortigara (2004) stated that nurses perceptions of work empowerment are related to commitment to and trust in the organization, autonomy, participation in organizational decision-making, and job motivation. Increased autonomy and work motivation have been directly linked to nurse retention and increased patient satisfaction (Hollinger-Smith Ortigara, 2004). Empowering work environments can also influence nurses ability to practice in a professional manner, ensuring excellent patient care and positive organizational outcomes. Organizational changes have a direct effect on the work environment and may contribute to higher rates of demotivation, burnout and absenteeism among staff (Kuokkanen, Savikko Doran, 2007). Factors of empowerment c an also provide a way to measure the effects of organizational changes (Kuokkanen et al., 2007). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance patient care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabistonand Laschinger, 1995). In Sochalskis (2002) survey of nurse empowerment , it was found that 1 out of 3 staff nurse participants (manager and staff level) were dissatisfied and hence demotivated in their job. Increasing job satisfaction, as it positively correlates with empowerment and organizational commitment, is a strategy to help retain employees (Laschinger, Finegan, Shamian, Casier, 2000). As patient care becomes more technologically advanced and complex, (requiring greater experience on the part of nursing staff to perform the job correctly), workplace stability and a utonomy become invaluable in a hospital setting (Laschinger et al,2000.). Many researchers have concluded that building collaborative decision making teams will empower both nursing and managerial staff; which boosts morale and work performance (Cowin, 2002 Kluska et al., 2004). Ellefsen and Hamilton (2000) concluded that nurse empowerment encourages nurses in management positions to perform their duties efficiently and with confidence and competence. Research suggests when hospital leadership encourages subordinate empowerment; there is a direct link to increased subordinate job satisfaction and motivation (Laschinger, Finegan, Shamian, Wilk, 2001). Evidence has shown that empowered nurses shift their self-perceived role from that of a subordinate to collaborator; which encourages consensus building, improves job ownership, improves trust and the followers motivation, sense of responsibility and organizational commitment( Wagner ,2006 Watson, 2002). Empowerment not only increase s job motivation, but inspirational and visionary transformational leadership encourages the highest level of staff efficiency and productivity (Keuter, Byrne, Voell, Larson, 2000; Moss Rowles, 1997). Masi (2000) concluded that empowerment provides opportunities for choice and promotes autonomy, which allows subordinates to demonstrate their competencies. The espoused benefits of empowerment The supposed benefits of empowerment can be broadly divided into two areas: benefits for the organization; and benefits for the individual. Much of the empirical research into empowerment has focused on organizational benefits assuming that these are the driving force behind attempts to engender empowered working (Cunningham et al., 1996). Certainly the motivation for managerial adoption of empowerment is typically driven to help managers manage and improve work organization and job performance, not to primarily create an environment that is beneficial for the employee (Psoinos and Smithson, 2002). Global competition and a changing business environment have prompted organizational change in response to increased pressures to improve efficiency and performance (Lawler et al., 1992). It has been argued that organizations with higher levels of empowerment have demonstrated improvements in various economic performance areas (Applebaum et al., 1999). The economic benefits of empowerment s pecifically may be difficult to assess as often it is introduced as part of a broader initiative such as BPR and TQM (Psoinos and Smithson, 2002). Despite the espoused organisational benefits Argyris (1998) argues that empowerment has still not delivered the promised benefits, remaining a myth rather than reality. While it could be argued that the primary motive for empowerment is initially driven by the need to improve the economic performance of the organisation, benefits to the individual employee have also been identified. Nykodym et al. (1994) found that employees who consider themselves empowered have reduced conflict and ambiguity in their role, as they are able to control (to a certain extent) their own environment. They suggested that this reduces emotional strain on the employee. Similarly, it has been suggested that empowered employees have a greater sense of job satisfaction, motivation and organisational loyalty (Koberg et al., 1999, Spreitzer et al., 1997). Empowerment cannot only impact attitudes but it can also impact on performance, specifically employee productivity (Koberg et al., 1999) and employee effectiveness (Spreitzer et al., 1997). Overall the literature points to many potential benefits to both organisations and employees like if the workplace empowerment is successful, then it produces a win-win situation (Lashley, 1999). However, despite the strong support for empowerment in theory, in practice empowerment may exist in rhetoric only and control is the reality for employees (Sewell and Wilkinson, 1992). Although it may be considered that employee empowerment will improve organizational performance but it is possible that empowered employees are not necessarily more motivated or have higher levels of job satisfaction (Collins, 1999). Thus the benefits of empowerment should not be assumed to automatically occur nor should the rhetoric of empowerment be confused with the reality. Measurement of the employee benefits is very difficult t o achieve. Unlike organisational benefits which can be measured using objective facts, individual benefits are much more complex. Certain objective measures, such as absence and turnover rates have been applied in this context (Psoinos and Smithson, 2002). However, it is often considered that softer measures of employees attitudes may provide informative insights omitted by other more tangible measures (Psoinos and Smithson, 2002). FACTORS IMPORTANT FOR MOTIVATING EMPLOYEES One of the most perplexing healthcare retention issues is keeping newly licensed nurses from leaving after just a year or two of employment in the clinical setting (Zucker, Goss, Williams, Bloodworth, Lynn, Denker, et al., 2006). Kovner, Brewer, and Djukic (2007) presented evidence that 13% of newly licensed 1490 RNs had changed principal jobs after one year, and 37% reported that they felt ready to change jobs. Nurses leave the profession mainly because of low pay and poor job satisfaction (DiMeglio, Padula, Piatek, 2005)Hence pay and motivation at workplace are very important factors of retaining the staff. Therefore, nurse leaders are faced with two challenges: to recruit sufficiently qualified nurses and to establish rewarding work cultures that promote retention. Recruiting a younger generation of nursing staff members and meeting retention demands of cross-generational nurses will be a challenge like no other previously seen in healthcare (Cordinez, 2002). Newly licensed nurse s recruitment and retention into the workplace are fundamental strategies for ensuring that healthcare systems have the continued capacity to deliver patient care (Berliner Ginzberg, 2002). Understanding why newly licensed registered nurses choose to remain in nursing is an essential component of recruitment and retention strategies. Despite a recent four year trend of increasing nursing school enrollment and graduation of qualified nurses (American Association of Colleges of Nursing, 2005), the latest data on the shortage of RNs in the United States is estimated to reach about 500,000 by 2025 (Buerhas, Staiger, Auerbach, 2000.This study shows that nursing shortage is going to increase and hence motivating factors like pay,proper work environment and empowerment are necessary for retaining the experienced nurse staff. Hecker (2005) predicts that more than one million new and replacement nurses will be needed by the year 2014. The problem is that many of the newly licensed nurses w ill not remain in nursing and will choose to leave the profession within four years of graduation from a nursing program (Sochalski, 2002). In a study by Bowles and Candela (2005), 30% of newly licensed RNs left their first nursing position within one year of employment, and 57% left their first nursing position within two years of employment.This study further provides evidence that adds to the case study done by Kovner, Brewer, and Djukic (2007) which also adds to data and evidence that nurses are leaving their profession due to lack of empowerment and motivation in hospitals. The nursing shortage and the high incidence of turnover among newly licensed nurses within the first year of employment need to be investigated. It is well documented that nurses are leaving the profession because they are dissatisfied with current working conditions and not because they are disenchanted with the ideal of nursing, which originally attracted them to the profession (Lynn Redman, 2005; Strachota, Normandin, OBrien, Clary, Krukow, 2003). There is limited research that addresses newly licensed registered nurses career choices post-graduation. The future of nursing rests in the ability to recruit and retain upcoming generations to the profession.Currently, however, there is limited knowledge concerning what influences the decisions of newly licensed registered nurses to remain in nursing. Thus, the objective of this study was to identify factors that influence newly licensed registered nurses decision to remain in nursing. The shortage of people entering professional nursing, nurses dissatisfaction, and high turnover of newly licensed registered nurses are issues of concern. The national shortage in the nursing workforce highlights the critical importance of encouraging nurses to remain in practice. Evidence suggests that a shortage of nurses is detrimental not only to quality of patient care, but also to staff morale, which in turn affects staff retention (Wilson, 2006). The socialization and assimilation of newly licensed nurses into the healthcare system is a pivotal event that influences the retention of nurses (Aiken, Clarke, Sloane, Sochalaski, Silber, 2002). Professional socialization and work readiness are contributing factors to the retention of newly licensed registered nurses. The transition from student to new nurse is a vital period in several ways. It is the quality of this transitional experience that is likely to influence new nurse retention (Clare van Loon, 2003; Duchsch er, 2001; Ewens, 2003). Professional socialization, a potential buffer to the effects of reality shock, includes the acquisition of knowledge, skills, identity, occupational traits, values, norms, and self-concept (Mamchur Myrick, 2003). The process of professional socialization, from career choice to transition to enculturation to the practice setting is influenced by others, especially other nurses (Beck, 2000; Hinds Harley, 2001). It is this initial professional socialization of nurses that will determine the success or failure of retaining new nurses in the healthcare workplace. The increasing complexity of health services and the acuity of patient care create an expectation by the healthcare organization that the new nurse will hit the ground running (Cowin Hengstberger-Sims, 2006, p. 61). Furthermore, Cowin and Hengstberger-Sims believe the workplace expects newly licensed nurses to quickly fulfill their potential as knowledgeable workers, but the health organization remune rates newly licensed nurses at the lowest possible pay scale. These researchers asserted that incongruencies such as high level of stress related to responsibility and high workloads paired with minimum pay compound the effects of reality shock of nurses new to the field. The healthcare workplace demands work readiness from its newest nurses and the partnership of responsibility for work readiness between nursing education and the workplace can be described as precarious. The strategies of mentorship and preceptor ship have been embraced within many healthcare organizations as a means of increasing work readiness, decreasing the effects of reality shock and lessening the possibility of new nurse attrition (Greenwood, 2000). The period that separates a novice practitioner from an advanced beginner is one which requires support, guidance and constant supervision by experienced individuals to ensure newly licensed nurses develop competently and safely, b