Once upon a time Essay Example for Free

Once upon a time Essay These mechanical birds are books, with many wings, meaning pages. The body shrieking without pain is laughter and the eyes melting are the readers tears. Model T is a room with the lock inside A key is turned to free the world For movement, so quick there is a film To watch for anything missed. These seventh and eighth stanzas are talking about a car. This is simple as Raine refers to Model T, a well-known car. Raine says it is a room because you go inside of the car and you are away from the outside world. You need a key to turn the car on and off and to lock the car. As you read on, you can see some of the poets influences for his writing. Raine is participating in a very ancient poetic ancient tradition. If you look at the poem as a series of riddles to be deciphered by the reader, then that takes us back centuries to the riddle poems in Anglo Saxon literature. In stanzas 10-13, the following lines are- In homes, a haunted apparatus sleeps, That snores when you pick it up. If the ghost cries, they carry it To their lips and soothe it to sleep with sounds. And yet they wake it up deliberately, by tickling it with a finger. This is a reference to a phone, a haunted apparatus. If it cries- rings, we pick it up to our lips and soothe it to sleep with sounds, meaning we speak into it. If we tickle it with a finger, we dial into it. The following lines have possibly the most bizarre descriptions of the whole poem- Only the young are allowed to suffer Openly. Adults go to a punishment room With water but nothing to eat. They lock the door and suffer the noises Alone. No one is exempt And everyones pain has a different smell. These are probably the hardest stanzas in the poem, but with some hard thinking, the lines all make sense- A punishment room with just water is a bathroom. When Raine writes, only the young are allowed to suffer openly he is talking about a baby getting their nappies changed in the open. Yet, us adults have to go to the bathroom and suffer our pain alone. Raine has written three exceptional stanzas, nobody really thinks about their own or other peoples daily use of the toilet. It is generally unspoken about and could almost be seen as a taboo subject, not to be raised in public. The last two stanzas end on a peaceful note- At night when all the colours die, They hide in pairs And read about themselves In colour, with their eyelids shut. This is a normal full day seen in the Martians eyes. It has now come to an end, reading about yourself in colour with your eyes shut, is quite obviously understood as dreaming. These two poems both share one very significant subject which links them together overall, but it is important to state first the similarities and differences between each persons work. Gabriel Okara seems to feel strongly about the idea of such falseness in our mannerisms and ways of speaking in everyday western life, as it is not like the hospitable place his homeland was. Gabriel Okara seems to be speaking from his own mind, about how he feels about this environment. Craig Raine has been born and bred in England, and doesnt talk about a strange westernised country like Gabriel Okara, but about life on this planet in general. Craig Raine does not seem to be annoyed at our everyday customs (or if he is, he hides it in his wording very well), merely humoured at how humans generally structure their lives. With Gabriel Okaras style of writing, there are no riddles to unveil and his poem is structured very differently in contrast to Craig Raines. Okara simply starts with Once upon a time, son, which is straightforward enough, rather than Caxtons are mechanical birds with wings, which can baffle most readers. Gabriel Okara is quite dark about the cold place he has come to, not at all like his native Nigeria. He certainly did not intend to humour the readers. I think that Raine wrote this poem to give his mind a rest from the real world. Perhaps he wrote it for pleasure and humor. I think this would be an enjoyable type of poem to write. Raine wanted his readers to be humored, to see life through somebody elses eyes, who has never seen life on Earth before. Also, the Martian seems merely bemused by human life and our everyday rituals. Mysteriously, the Martian never discusses what life on his planet was like, unlike Gabriel Okara whom describes the warmth he used to experience before. However, despite these many differences, the poets come together on one extremely important subject. It is, the way we take our lives for granted while others, unsuspectingly wander around feeling confused at all the social and physical complexities of the strange and alien world around them. The poets both write about separate characters commenting on their experience in another place, and not feeling at ease with it as the other members of the population are. It is true that one poem is quite dark and the other is lighthearted, the stanzas and couplets are differently placed, the wording is different etc, but overall, the characters in question are both feeling out of place and confused about all the common perplexities. They comment on life on this Earth we experience every day and take for granted. We hardly notice how a car may sound to an outsider or how It was nice having you here today with us could hurt a guest or client who knows you didnt mean what you said. We are all so accustomed to our lives; we do not think much of how it may seem to anybody else who has never been in that state of environment.

Impact of Violence on Children

Impact of Violence on Children Violence is understood to mean â€Å"all forms of physical or mental violence, injury or abuse, neglect or negligent treatment, maltreatment or exploitation, including sexual abuse† (United Nations Committee on the Rights of the Child, 2011). â€Å"Physical violence is the intentional use of physical force with the potential for causing death, disability, injury, or harm.† (Center for Disease Control and Prevention, 2007). Nowadays, parents are as busy as a bee to bring home the bacon. This leads to the matter that children spend more time in pre-schools, schools or learning environments than anywhere else outside their houses. Thus, people who work in educational systems must take responsibility for safety and total development of children. However, are those educational environments as safe as parents usually think? In reality, UNICEF data points out that corporal retribution has been applied for 6 in 10 children from 2 to 14 years old (UNICEF, 2014). In the same trend, a lot of child abuse cases from baby minders have been reported on famous Vietnamese newspapers since 2008 although kindergarten is said to have best conditions for children growth. The news has caught attention from all social classes about the downgraded morality among a certain population of teaching staff working in pre-school level. It is an urgent problem which should be publicized to people to enhance their awareness about consequences that children have to be suffered like psychology problems. â€Å"All forms of violence against children, however light, are unacceptable.† (United Nations Committee on the Rights of the child, 2011) This essay will look into the physical violence against children from kindergarteners then suggest the solutions before evaluating the effectiveness of those. The rapid increasing of population as well as more people likely moving to the cities have created a lot of problems for society and one of those are schools for children especially for infants. Each locality has an average of 1-2 public nursery schools which is not a small figure but this number still meets only 40-50% of citizens’ needs especially in industrial parks or considerable resident areas. Thus, public pre-schools are overloaded. To be able to send children to those, parents must satisfy many conditions that school as well as ministry of education and training launch as city registration book, priority candidate, †¦ This becomes more and more tense when parents don’t have time for their kids because their jobs take up most of the time and they have to afford to live. Those people even don’t have a day off for themselves. Therefore, founding a private school is indispensable when teaching staff will respond those parents’ demands such as looking after children from 6AM to 6PM everyday or even more with moderate price level. Generally, this establishment has reduced the overcharged case mentioned above as well as the pressure that most of the families having infants suffers but the article inquiring about the violence against children in kindergartens recently has constantly raised anxiety of people from all walks of life about safety issues in these schools. The big headlines are set at the first page of the newspapers, even in foreign newspapers let people worry much about poor quality as well as the downgraded in morality of the teaching staffs in kindergartens. Taking care of 15-20 children in a day is a big pressure. Instead of improving quality, these people are chasing the profits and leaving their conscience so recently there have been a lot of violence against children cases investigated by police, journalists, reporters and even residents such as arresting the baby-sister who persecuted an 18-month-old to death (Tuoitre News, 2013), Maltreating preschool children (Tuoitre News, 2013), or The kindergartener taught her children by slippers, inox spoons (Tuoitre News, 2010),†¦ â€Å"Educating children must be with love. Violence like those will impact deeply to a child’s lifetime† – said Ninh Thà ¡Ã‚ »Ã¢â‚¬ ¹ Hà ¡Ã‚ »Ã¢â‚¬Å"ng – Member of the Standing Committee of Vietnam Protection of Children’s Rights Association. Violence against children in VietNam in private kindergartens is not just one individual’s responsibility, it’s an unit’s one. State of violence against children originates from many different purposes. Firstly, mentioning is the role and responsibility of parents. Some parents don’t care much about the study of their children. Using cost-saving, temporary reasons to choose substandard environment is unacceptable. This choice led to many unfortunate consequences. Furthermore, pressure that parents put in caregivers is too considerable. Their requirement is that their children must attain certain weight and height. Hence, caregivers must do everything to make children develop in the way that their parents expect so that they can keep their salary. Socializing pre-school policy has created good condition for establishing private schools satisfying minding children need of those families that don’t have enough terms for their adolescence to go to public schools. Howerer nowsaday, most pre-schools in Vietnam don’t meet the standard of material facilities or quality of teaching. Those places transform housing into teaching environment so they don’t have playgrounds according to regulations. Every classroom has about 30-40 children so it is difficult for every childminder to take care thoughtfully all of these adolescence. Hence, compelling children into order and discipline, teaching staff have to use physical methods. Furthermore, some caregivers choose teaching as a job to earn money not because they love children. Thus, violence is an action representing the powerless in teaching skill and lacking of scientific education methods. But most, one of those reasons is the downgraded morality among a certain population of teaching staff working in the preschool level. Deeply, it is because the law is not enforced seriously. Beside the level of law of residents is poor while children rights are publicized and executed. This incidentally led to violence against children cases. Consequences of child abuse are grave. They bequeath after-effects on adolescence’s brain and constitution. Physical impacts are the most obvious and may include serious wounds or deaths by homicide or suicide. Then, children can be retarded in the future. Durrant JE (2005) suggests that children who have suffered corporal punishment tend to take part in aggressive behaviour such as hurting their families or friends in future. They can’t control their action correctly. â€Å"When children grow up they keep what was done to them in mind and in the end they also do the same to those younger than them, especially at school. Some people become mentally disturbed.† Said a boy -14 years old living in Eastern and Southern Africa, 2005. Steven,D.(2014) states that abuse has a longlife effect on children’s mental and psychological development. Children who have suffered violence have 6% smaller brain than normal. Violence may lead to mental disorder or nervous disorder on children. Because the brains have similar patterns of activity to soldiers exposed to combat. Moreover, children may change their personality as taciturn, stubborn and strange activities. Steven also confirms that victim may find it difficult communicating and set up relationship. This may make things worse. UNICEF(2014) puts forward some strategies that are believed to reduce violence against children. The first method is enforcing laws and polices strictly. Government have the duty to forbid irrevocably violence against children by law.Children’s right has been publicized and executed for over 10 years. Child abuse cases such as PhÆ °Ãƒâ€ Ã‚ ¡ng Anh kindergarten or teaching children by slippers and inox spoons must be judged strongly in order to awaken who used or have intention of using corporal retribution. People who have any action violating children’s safety must bear full responsibility for any damage and expiate behind the court of justice. Punishment suitable to the offence may prevent violent tendency to zero. Secondly, carrying out data collection and research is an appropriate way to expand knowledge based on the issue. This process let researchers, psychologists find the far-reaching cause of the violence then solving the problem to the every roots. Furt hermore, releasing those documents will change people’s thoughts and action. They may have consciousness and be indignant of alarming child abuse situation. Last but not least, ministry of education and training must assume responsibilities that teaching methods and disciplinary punishment of all schools must not include threat, physical force, or humiliation . Administrators must ensure the implementation of related policies and procedures at the school level– specifically putting a stop to corporal punishment. Moreover, quality of teaching needs to be improved. Good teacher recruitment and training must one the most important strategies to reduce violence. All school staff must be well- educated and have good virtues. Those will create good environment – letting children be the center, listening to their needs and concerns and alleviating children’s opposing when adults compel them to do something that they dislike and deeply is violence. Related agenci es ought to make an examination of valid papers to ensure that no educational foundations are set up illegally then bring forward standards every school needs to execute exactly. If those agencies don’t manage this closely, state of violence still happens.

The Problems That Faced Arab Nationalism Politics Essay

The Problems That Faced Arab Nationalism Politics Essay Upon the collapse of the Ottoman Empire and the presence of imperial powers shortly after, the Middle East had to contend with a radical change in both the dynamics and the concentration of power within the region. These circumstances would lead in turn to chronic conflict in the Middle East and consequent repeated attempts at unifying the Arab world. This essay will look at how and why attempts were made at uniting Arab states and why these attempts often failed at delivering any significant unification. First it is important to look closely at the position the Middle East found itself in, in the early 20th century. The Ottoman Empire had ruled the region for over four centuries and had done so through divisions of people in different autonomous communal groups. This was in stark contrast to the territorial borders imposed by the imperial powers. As Ayoob argues, boundaries imposed by imperial powers fragmented the region into the multitude of weak, competing and often artificial state units on the basis of great powers interests and not indigenous wishes. The position the Middle East therefore found itself in was one in which indigenous groups were divided by territorial borders imposed by imperial powers, with these borders often simply being drawn with a ruler on a map with little attention being paid to the dynamics of the peoples living in these areas. Next it is important to look at the challenges states faced in nation building and how this would HAVE/of contributed to the need of Arabism. As Hinnebusch explains, one of the great difficulties facing Arab nations was incongruence within the new founded states. Identification of the people within the territorial state was weak compared with loyalties to sub-state units, such as the city, the tribe, or religious sect. The imported idea of the nation state had little historic tradition on which to build. As a result of Arab states being in a weakened position due to their challenge of nation building the ARABIST/Arabism movement meant that states could be UNITED MORE STRONGLY/stronger united. Leaders of Arab states would call for unity within the region in order to counter pressures from western powers. Hinnebusch explains that within a group, identity facilitates cooperation and mobilizes agents for change and where identity converges with shared territory and economic interdependence, resulting in a nation state or regional community, legitimacy and stability is reached. This was the mentality of Arab leaders when calling for unity. Kienle (1995) argues that states turned to Pan Arabism when they feel vulnerable and insecure. The use of identity is merely an instrument used in order to call for support in times of potential danger. Benedict Anderson argues that certain processes tie groups together into an imagined community. For example the development of local and regional economies engage different groups creating a link between them. The one-state-one-nation Western ideal contrasted with the Arab notion of one-nation-many-states. This follows the basic principle of Arab Nationalism or Arabism, which calls for the unification of all Arab people. The Arab world is unique in that the region shares, to a large extent, a common language, culture, history and religion. These are all important factors in determining nationalism of a state. Therefore the region looked set in establishing an Arab nationalism movement as it held all the ingredients to do so. However the issue was that the region had been divided into states, some of which WERE deemed artificial, and so as these new founded states attempted to consolidate power within their own territory and gain some form of identity, Arabism would face several constraints. From the outset there had been no agreement on how Arabism would be combine with more local loyalties (such as within the state). As states started to gain independence nationalistic movements started to take place in order to unify the peoples within territorial borders. For example Iraq, WHICH/who became the first Arab state to achieve its official independence in 1932, went through a process that attempted to create a sense of Iraqi Patriotism. King Faisal conducted a competition between poets and musicians to provide words and music for the first Iraqi national anthem. Therefore one of the issues that first arose in causing a difficulty in the establishment of Arabism was the need of consolidating power within new FOUND/founded territorial borders and the call to local loyalties that would put a wider call to Arabism on hold. Another issue that faced Arabism was the competition between the stronger Arab states in taking lead throughout the region. As state building became more and more important, leaders were often concerned about losing power to other Arab states. An example of this was King Faisal attempts at holding an Arab congress in Baghdad, in order to use Arab support to help reduce Iraqi weakness and overcome the dangers threatening the integrity of Iraqi society. However Humphreys, the British High Commissioner, NO WHO NEEDED/who argued it could provoke hostility from Iraqi neighbours and bring about the very dangers that the king feared, rejected the proposal. It would have built up hostility from leading Arab states like Saudi Arabia who resisted any moves made by states that could put them into a leading position within the region. The outcome of the six-day war is often used to signal the end of the Arabism movement. The war led to the astounding Israeli victory over a united Arab force (primarily Egypt, Syria and Jordan) and the inability of ARAB/Arabic countries to generate economic growth. One of the major reasons to why this would be the downfall of the ARABIST/Arabism movement was the extent to which Egypt suffered major losses in the war. Egypts losses meant that they would no longer at the front food of Arab politics. From 1967 and throughout the 1970s we see the country move further and further away from the pursuit of Arabism. The Camp David Accords, promoting peace between Israel and Egypt and the expulsion of Egypt from the Arab league in 1979 highlight the end of Egypts quest in uniting Arabic nations. The lack of efficiency of Pan-Arab institutions was another factor in the failure of the movement. In an anarchic system whereby states have no one to report to, there was no way in ensuring that Arabic states would adhere to Pan-Arab friendly practices. One OF the first institutions to be set up in order to promote Arabism was the United Arab Republic (UAR), established in 1958, which included Syria and Egypt. However the institution only lasted until 1961 as Syria pull out of the initiative due to Nassers want to dominate both countries. In 1963 the new UAR was set up, this time including Iraq as well AS Egypt and Syria, and including an entirely federal system where by each state was able to keep its identity. The institution lasted longer than its predecessor had, but again was abolished in 1971 due to the differences between Syria and Egypt. Gamal Abdell Nasser, the Egyptian President, had been a key figure in the push for unity among Arab states. Soon after his assumption of power in 1956, becoming the second president of Egypt, Nasser nationalised the Suez Canal, and at the same time denounced Western influence in the Arab world. This created a strong feeling of support throughout the Arab world for Nasser, and the way in which he dealt with the repercussions of the British and French powers consolidated his position as the face of Arabism. From this point on Nasser would attempt to unify Arabs throughout the region although often he was seen as overbearing, one example NO BEING NEEDED/being mentioned above whereby the early break up of the UAR was caused through his domination of Syrias government and consequently Syrias decision to leave the institution. The death of Egypts second president on the 28th of September 1970 is often seen as the final nail in the coffin for Arabism, after the devastating results of the 1967 war. It meant that there was no leader to which Arabs could aspire and turn to in the name of Arabism and as a result meant there was nothing holding the fort in preventing the movement NO INTO NEEDED/into dissolving into something of the past. There is conclusive evidence that Nassers death was in fact the end of Arabism. By the mid-1970s the idea of Arab unity became less and less apparent in Arab politics (The Continuum Political Encyclopaedia of the Middle east). Nassers death also clinched the end of Egypt as the leading state of Arabism. Anwar Al Sadat, Nassers successor, revived an Egyptian orientation, unequivocally asserting that only Egypt and Egyptians were his responsibility. Ultimately the death of Nasser led to the Arab world losing its leader in the quest of uniting its peoples.

Xmas Gift :: essays research papers

Christmas Gift   Ã‚  Ã‚  Ã‚  Ã‚  It was the holiday season, and Christmas was fast approaching. With the twenty-fifth only a few days away there was no more time for procrastination. I decided to go to the mall in an attempt to complete all the Christmas shopping at once. While wandering around the uniquely decorated mall, I noticed a particular store that caught my attention. Pausing for a moment to stare into the window of the shop I came across the perfect gift for my father. Stepping inside I asked the shop keeper what the price would be if I purchased item on display in the window. The shop keeper, speaking with a thick Russian accent said â€Å"For you my boy the item is free.† Being Christmas, I did not want to press my good fortune, so I left the shop quickly as possible. As I got a farther away I could hear the shop clerk laughing manically. Hesitating for a moment I thought to myself â€Å"perhaps the old Russian shop keeper was insane, or rather that the holiday season was gett ing to himâ€Å". I did not give this matter of a â€Å" free present† another thought. Besides I had more shopping to do, so I braved the screaming kids, irritated parents and an assortment of mall rats to get the rest of the shopping done. I did the holiday gift buying in an hour or less. Deciding that my trip to the mall was over, I set off for home.   Ã‚  Ã‚  Ã‚  Ã‚  When I arrived at home I ran straight to my room and found the wrapping paper and ribbons inside a huge bag. Realizing I needed tape to complete the task , I went looking for the remnants of the scotch tape I had thrown into the depths of the enormous bag the night before when I had helped wrap my mothers gifts to the family. As soon as I found it I went to work on the job of wrapping the gift. The gift wrapping took a while and several attempts to wrap the object since it was so oddly shaped. When I had finished, the present resembled a clump of wrapping paper more so than an actual Christmas gift. I was very proud of myself since my father would never be able to guess the contents of the box now. I stashed the gift away under our tree and left it there for what seemed like ages, although it was in reality only a couple of days.

U.S. Monetary Policy and What the Federal Reserve :: essays research papers

U.S. Monetary Policy and What the Federal Reserve does. According to the Congressional Budget Office monetary policy is, â€Å"The strategy of influencing movements of the money supply and interest rates to affect output and inflation. An "easy" monetary policy suggests faster growth of the money supply and initially lower short-term interest rates in an attempt to increase aggregate demand, but it may lead to a higher rate of inflation. A "tight" monetary policy suggests slower growth of the money supply and higher interest rates in the near term in an attempt to reduce inflationary pressure by lowering aggregate demand.† In the United States it is the Federal Reserve System that is responsible for defining and implementing these policies. In the United States the Federal Reserve is made up of a Board of Governors, which consists of seven members, all of whom are appointed by the president and confirmed by the Senate. Of these seven, the president appoints one to be chairman of the Board of Governors. The curre nt chairman of the United States Federal Reserve is Alan Greenspan. With the appointment of Alan Greenspan to chairman, monetary policy in the United States changed from a monetarism view, an approach based on a constant growth in the money supply, to a mixed policy. With a mixed policy, inflation is monitored and controled via the iterest rate that banks charge, along with an understanding of unemployment and business cycles. Only a few days ago chairman Greenspan adressed congress and stated that the â€Å"central bank would keep raising interest rates and gave little hint of when it might stop.† This increase of the interest rate would tend to slow inflation as well as possably decrease labor costs and increase productivity. The Federal reserve â€Å"views labor costs as the most important source of inflation, both because labor costs amount to more than two-thirds of total costs and because they can feed a self-perpetuating spiral of higher prices and higher wage demands.† So wat is the reason for the chairman of the Board of Governors to address congress? If the public is informed of the Federal reserves stance and commitment to lower or keep inflation in check we should see lower wages and in turn lower prices.

Management Influences on Turnover Intention of Software Developers Essay

Introduction The Information Technology (IT) Age has created many opportunities for employment in the IT and IT services industry.   IT professionals are in demand all over the world.   Organizations worldwide invest money that go not only into salaries but for further training of IT professionals they hire. However, around the world, the demand, supply, selection, recruitment and particularly retention of IT professionals has threatened organizations that use, manage or deal in IT or IT services for the past few years (Parà © and Tremblay 2000; Ermel and Bohl 1997; Morello 1998; Guptill et al. 1999). This is why the departure of an IT professional from a company usually comes with disastrous effects to the organization.   When an IT professional resigns, the organization suffers loss of business process knowledge and acquired technical skills (Dorà © 2004). Since late 1996, the turnover for IT professionals has jumped from 15% to 20% annually, with only 8 of 10 IT positions being filled with qualified candidates (McNee et al. 1998).   With the annual turnover rate estimated at 20% or more (Alexander 1999; Kosseff 1999), job-hopping of IT professionals has been one of the biggest problems among managers and human resources (HR) experts (Parà © and Tremblay 2000). IT professionals seem to have a tendency to change their jobs faster than other employees when they feel dissatisfied with their current employer (Hacker 2003).   The estimated cost of replacing IT professionals range from 1.5 to 2.5 times of their annual salaries for the companies they resigned from (Kosseff 1999).   On the other hand, the cost of losing a qualified IT professional is actually 3 to 6 times more expensive than the cost of losing a manager (Kochanski and Ledford 2001). IT professionals, as also mentioned previously in this study, also tend to change jobs more quickly than other employees when they feel dissatisfied with in their current employment (Hacker 2003).   However, rational models of voluntary turnover cannot be used to explain the high turnover rates for IT professionals (Rouse 2001) since many IT professionals remain dissatisfied with their jobs even though they enjoy high financial rewards yet their creativity and expertise do not receive high respect from their peers, supervisors and companies as a whole (Fisher 2000). Furthermore, another explanation why IT professionals may resign more quickly when dissatisfied with their current employment is that â€Å"much of IT work is project oriented, the technical employee’s loyalty may be more to the project, and not necessarily to the employer† (Hacker, 2003, p. 15). These trends place intense pressure on both IT executives and HR managers.   High IT professional turnover translates to a threat not only to an organization’s IT department but to the business as a whole. Most importantly, high IT turnover poses a threat to the growth, competitive positioning and strength of the global economy (Parà © and Tremblay 2000). A dissertation by Dr. Timothy Lee Dorà © (2004) studied the relationships between job characteristics, job satisfaction and turnover intention among software developers.   These two factors – job characteristics and job satisfaction – are deemed to play crucial roles in understanding turnover intention not only among software developers but IT professionals as a whole. The current study aims to investigate the management influences on employee retention of IT professionals, focusing on job characteristics and job satisfaction, and their impact on turnover and retention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1.1.1  Ã‚  Ã‚   Scope and Limitations of the Study This research will study the impact of job characteristics and job satisfaction on the turnover intention of IT professionals.   Although this paper intends to replicate some of Dorà ©Ã¢â‚¬â„¢s findings, the study will not be limited to software developers only as this sector only constitutes a small sample of IT professionals as a whole. Specifically, the research study will focus on the turnover intention of IT professionals in___________. In studying the relationships between job characteristics, job satisfaction and turnover intention, this study is limited to the use of the following theoretical models and theories to support its conclusions: For the discussion on job characteristics, the research study will make use of the Job Characteristics Model developed by JR Hackman and GR Oldham (1975/1980) and the analysis on Model Employers by Minda Zetlin (2001). For the discussion on job satisfaction, as well as motivation, the paper will use the Motivator-Hygiene Theory by F. Herzberg (1968/2003) and the Synergistic Model by T.M. Amabile (1997). For the discussion on turnover, the study will use the Voluntary Turnover Model by R.M. Steers and R.T. Mowday (1987); the Rational Turnover Model by P.D. Rouse (2001); the Instinctual or â€Å"Unfolding† Model of Turnover by T.W. Lee, T.R. Mitchell, L. Wise and S. Fireman (1996); and the Conceptual Model for Investigating Turnover in IT, developed by J.B. Thatcher, L.P. Stepna and R.J. Boyle (2002-03) These models will be discussed in detail later in this chapter, as well as in Chapter 2 on Review of Related Literature. Chapter 2 Review of Related Literature This chapter will analyze the various literature which are related to this research paper. It will discuss the works of other analysts and researchers on theories/models that will be used to support this study, as well as pertinent literature on IT professionals’ turnover intentions. The chapter begins with a general discussion on motivational theories, cutlure, and leadership which are all critical factors that affect an employee’s intent to leave. The discussion them dovetails into a more specific presentation of the framework used in the current study. This chapter will also include a definition of terms incorporated into the discussion of related literature. 2.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Relationships between Job Characteristics, Job Satisfaction, and Turnover Intention In 2004, Timothy Lee Dorà © submitted a dissertation titled â€Å"The Relationships Between Job Characteristics, Job Satisfaction, and Turnover Intention Among Software Developers†.  Ã‚   According to Dorà ©, the factors leading to the turnover intention of software developers have been poorly understood.   His study was designed to further understand the relationships between job characteristics, job satisfaction, and turnover intention among software developers.   His study involved the use of 326 web surveys that contained questions relating to job characteristics, job satisfaction, turnover intention and demographic information. The results of Dorà ©Ã¢â‚¬â„¢s study showed that several factors can influence turnover intention, most significantly, job characteristics that may be influenced by management, such as training, autonomy, feedback, number of developers, task significance, and skill variety (Dorà © 2004).   In his study, Dorà © made use of two research questions and sixteen hypotheses to understand the job characteristics variables which contribute to the various dimensions of job satisfaction, and which of these job satisfaction dimensions, in turn, contribute to turnover intention. Dorà © made use of indirect effect tests, to determine if certain job characteristics could be linked to turnover intention through the job satisfaction scales he provided.   The results of his study indicated that ten of the indirect effects were statistically significant.   All ten of the statistically significant indirect effects were associated with only three of the seven job satisfaction scales: internal work motivation, general job satisfaction, and satisfaction with pay. The largest indirect effect, according to Dorà ©, was the effect of autonomy on turnover intention through general job satisfaction: higher levels of autonomy lead to lower levels of turnover intention by increasing general job satisfaction.  Ã‚   The next largest indirect effect was the effect of organizational training on turnover intention through general job satisfaction: organizational training decreased turnover intention through an increase in general job satisfaction.   The next three highest indirect effects in Dorà ©Ã¢â‚¬â„¢s findings were also between a job characteristic (feedback, skill, variety, and number of developers) and turnover intention through general job satisfaction (Dorà ©, 2004, p. 130). 2.2  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Measuring Turnover Intentions Among IT Professionals Guy Parà © and Michel Tremblay, in contrast to Dorà ©Ã¢â‚¬â„¢s study, completed a research covering the turnover intention of not just software developers but IT professionals as a whole.   Their study, â€Å"The Measurement and Antecedents of Turnover Intentions among IT Professionals† (2000), submitted to Cirano research center, aimed to present and test an integrated model of turnover intentions that address the unique nature of the IT profession (Parà © and Tremblay, 2000, p. 3).   The authors identified a multidimensional set of HR practices that will most likely increase retention among IT employees.  Ã‚   They emphasized citizenship behaviors as well as two distinct types of organizational commitment as key antecedents of turnover intentions. The study involved the sending of questionnaires to 394 Quebec members of the Canadian Information Processing Society.  Ã‚   The study addressed four research questions: 1) What are the essential HR practices necessary to create an effective plan for retaining IT professionals? 2) What is the impact of compensation and negotiation conditions on the turnover intentions of IT personnel? 3) What is the effect of employee demographic characteristics on the turnover intentions of IT personnel? 4) Do organizational commitment and citizenship behaviors mediate the effects of HR practices, compensation and negotiation conditions as well as demographic characteristics on the turnover intentions of IT personnel? (Parà © and Tremblay, 2000, p. 4) Parà © and Tremblay provide that IT employees who are highly committed to their organization are less likely to leave than those who are relatively uncommitted.   They attach three distinct dimensions to organizational commitment: affective, continuance and normative commitment (Meyer and Allen 1997). 1)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Affective commitment – means an employee’s personal attachment and identification to the organization.   This results in a strong belief in an acceptance of the organization’s goals and values.   â€Å"Employees with a strong affective commitment continue employment with the organization because they want to do so† (Parà © and Tremblay, 2000, p. 5) 2)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Continuance commitment – is a tendency to engage in consistent lines of activity based on the individual’s recognition of the â€Å"costs† associated with discontinuing the activity.  Ã‚   â€Å"Employees whose primary link to the organization is based on continuance commitment remain because they need to do so.† (Parà © and Tremblay, 2000, p. 5) 3)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Normative commitment – provides that employees exhibit behaviors solely because they believe it is the right and moral thing to do. â€Å"Employees with a high level of normative commitment feel that they ought to remain with the organization.† (Parà © and Tremblay, 2000, p. 5) In their findings, Parà © and Tremblay provide that affective commitment and continuance commitment are negatively related to turnover intentions (Parà © and Tremblay, 2000, p. 6).   In addition to these two distinct types of commitment affecting turnover intention, their studies also points to the factor they call Organizational Citizenship Behavior or OCB. OCB is considered as a key element in organizational effectiveness.   OCB is defined as â€Å"an employee’s willingness to go above and beyond the prescribed roles which they have been assigned† (Parà © and Tremblay, 2000, p. 6, quoting from Organ 1990). Based on Parà © and Tremblay’s findings, the stronger the citizenship behavior of an IT employee, the more likely they are to stay in their company.   The IT professional’s affective commitment, or attachment to his or her organization, also decreases turnover intention. 2.3  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Characteristics Model Hackman and Oldham’s Job Characteristics Model, as earlier introduced in Chapter 1 of this research study, predicts what aspects of jobs reflect the level of job enrichment for employees, and how these relate to employees’ individual differences and to the work outcomes required. The model includes five core job characteristics that can be applied to any job: skill variety, task identity, task significance, task autonomy and feedback. Skill variety is defined as â€Å"the number of different skills required in the job† (Hackman and Oldham 1980; Pilon 1998). Task identity means â€Å"the completeness of the tasks done in the job† (Hackman and Oldham 1980; Pilon 1998). Task significance on the other hand is defined as â€Å"the importance of the job to the served population.† (Mohamed 2004). Autonomy means â€Å"the vertical expansion of responsibility, the amount of decision-making and independence allowed for employees.† (Mohamed 2004). And lastly, feedback means â€Å"the extent that the job itself provides information about employees’ performance† (Huber 2000). These characteristics – skill variety, task identity, task significance, autonomy, and feedback – are combined into a single predictive index which is called the Motivating Potential Score (Hackman and Oldham 1980). Figure 1. Job Characteristics Model Source: A.H. Mohamed (2004)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The five core job characteristics enumerated in the previous paragraph are in continuous interaction with individual differences that evoke three critical psychological states in an employee.   These three states are: 1) when the job is structured by skill variety, task identity and task significance this could lead employees to experience meaningfulness in their work. 2) The second state, task autonomy, which leads to feelings of responsibility for the outcomes of work. 3) The third and last state is feedback, which leads employees towards knowledge of the results of their work (Douthit 2000; Huber 2000).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These three critical psychological states lead to a set of affective and personal outcomes:   high internal work motivation, high growth satisfaction, high general satisfaction, high work effectiveness, and low rate of absenteeism (Mohamed 2004; Donovan and Radosevich 1998).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These affective and personal outcomes are the results of en employee’s job characteristics.   They are defined as follows: High internal work motivation – this is the degree to which an employee is willing to work and to consider the organizational objectives as part of his or her own goals (Mohamed 2004). High growth satisfaction – this is the achievement of the employee in overcoming challenges, succeeding and growing (Steers and Black 1994) High general satisfaction – this the feeling derived from the overall satisfaction with the work itself. â€Å"This type of satisfaction is reflected mainly in decreased rates of absenteeism among employees† (Steers and Black 1994; Omachonu et al 1999). High work effectiveness – this refers to both the quality and quantity aspects of work performance (Hackman and Oldham 1980). Low rate of absenteeism. The Job Characteristics Model, also includes three attributes that are identified as Moderators: knowledge and skills, context job satisfaction, and employee growth-need strength.   These attributes indicate which employee will respond positively to the Motivating Potential Score of their job and its outcomes (Hackman and Oldham 1980). An employee’s knowledge and skills are dependent on their educational qualifications which in turn will reflect their perceptions toward their work outcomes (Sabiston and Laschinger 1995).   On the other hand, an employee’s perception of his or her context job satisfaction involves factors like pay, supervision, colleagues, and job security.   All these affect the employee’s outcomes as well (Mohamed 2004).  Ã‚   Lastly, growth-need strength is the degree in which an employee seeks opportunities in his or her job for self-direction, learning and personal accomplishment.   These elements in turn affect the employee’s level of work internal motivation (Mohamed 2004). An example of a study which made effective use of Hackman and Oldham’s Job Characteristics Model is the one conducted by A.H. Mohamed (2004) called â€Å"Using the job characteristics model to compare patient care assignment methods of nurses† for the Faculty of Nursing, University of Alexandria in Egypt.  Ã‚   The population used were the nurses in the Alexandria Main University Hospital.   Mohamed made use of a Job Diagnostic Survey (also developed by Hackman and Oldham) to determine nurses’ perceptions towards the components of the Job Characteristics Model in relation to their performance in utilizing the case and functional methods of patient care assignment (Mohamed 2004). In his study, Mohamed concludes that the jobs of intensive care unit nurses result in different expectations based also on the different categories of nurses, based on skills and challenges inherent in the work they perform (Mohamed 2004). Generally speaking thus, studies like Mohamed shows that an employee’s personal and affective outcomes are a result of the employee’s job characteristics. 2.4  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Model Employers However, management also plays a crucial role in the retention and conversely turnover of IT professionals.  Ã‚   Since IT professionals still enjoy a wide selection of employers to choose from, employers constantly compete to attract the best IT professionals by becoming â€Å"model employers†.   In her 2001 article for Computer World, called â€Å"Model employers†, Minda Zetlin outlines the strategies that make certain companies â€Å"model employers†. By compiling its eight annual list of 100 Best Places to Work in IT, Computer World roughly sums up the model employers as offering not just top compensation, but also â€Å"opportunities for career growth, investment in training, diversity in the work place, work flexibility, and, ideally, a comfortable and fun place to spend their daytime hours† (Zetlin 2001).   Zetlin in her article outlines three common themes behind the success of these model IT employers: IT is central to the best employers’ success According to Zetlin, excellence in IT is a top corporate strategy.  Ã‚   Prioritizing IT should not be limited to companies that strictly provide IT or IT services.   Companies such as Avon, for instance, which ranks 4th in Computer World’s list of 100 best employers, may be perceived to operate on a relationship-based environment.  Ã‚   Yet to process its more than 60 million custom orders every year, the company relies heavily on IT to process its complex supply chain.   The fact that is it is actually a very transactional business, dependent on technology, makes IT one of its priorities (Zetlin 2001). Management takes an active interest in employers’ careers from the day they arrive This includes having development plan for employees as soon as they join the organization.   Employees meet with their managers on a periodic basis for a formal review to assess their development plan and to evaluate its progress.  Ã‚   Orientation programs at the start of the employment are also part of this strategy.   Apart from orientation, Harley-Davidson, Inc. (ranked as No. 11) also provides for a yearly self-assessment for its employees against the established competencies for their jobs, with their supervisors doing the same (Zetlin 2001).   Such focus on career development per employee makes the employee feel that management takes an active interest in aligning its objectives with the employee’s personal goals. Model employers also provide for continuous interest on their employees’ careers throughout their employment with the company.   Knowledge mentoring programs and career mentoring programs, used by the State Farm Mutual Automobile Insurance Co. (ranked No. 13), for instance, allow employees to learn more skills and career guidance from their more experience colleagues, and help management to identify employees to fill leaderships positions in the short and long term (Zetlin 2001).   State Farm’s mentoring program is in fact so successful that it has extended the program to employees who haven’t even arrived yet – such as assigning mentors to college students who plan to join State Farm after they graduate. There are no walls between business and IT Unlike other organizations, model employers ensure that IT people and business people work side by side.   There is no division or competition.  Ã‚   IT professionals are given a better understanding that what they do helps the business succeed.   This understanding leads to career satisfaction for IT professionals.   Technology people know exactly how they contribute to the revenues of their business and how important they are in the business plan.   One advantage here is that a close relationship between IT and business allows people to switch between the two fields (Zetlin 2001).   Another strategies such as cross-functional work teams gives career development not just to IT professionals but to business people in the organization as well.  Ã‚   There are continuously different career tracks available.   An IT professional may opt to advance by taking on management roles within technology, or they may shift to business management positions (Zetlin 2001). 2.5  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Voluntary Intention Model   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   R.M. Steers and R.T. Mowday, in their study â€Å"Employee turnover and post-decision accommodation processes† (1981) analyzed turnover as rooted in voluntary intention.   Steers and Mowday viewed the interaction of intention to leave, and alternative job opportunities (ease of movement) as direct antecedents to turnover (Steers and Mowday 1981; Rouse 2001).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As earlier discussed in Chapter 1 of this study, the direction of the process in Steers’ and Mowday’s Voluntary Intention Model starts with Job Expectations, then Affective Responses, then Turnover Intention, then finally,   Actual Turnover (see Section 1.2.1.1 of this paper).   However, these four elements were actually grouped together by Steers and Mowday under three steps. As can be seen in the Figure 3: Each step in Figure 3 contains two constructs.   The second construct (Job Attitudes) of Step 1 becomes the first construct of Step 2.   The second construct (Intent To Leave) of Step 2 becomes the first construct of Step 3. Step 1 of the Voluntary Intention Model involves the manner in which job expectations influence an employee’s attitudes regarding his or her job.   Attitudes are composed of job satisfaction, organizational commitment, and job involvement.   Job expectations in turn are influenced by three stimuli. The first stimuli focuses on individual characteristics such as occupation, age, tenure, family concerns, and personality form (Steers and Mowday 1981; Rouse 2001). The second stimuli involves information obtained during the recruitment process and at various assessments points throughout the employee’s career (Steers and Mowday 1981; Rouse 2001). For instance, studies have shown that job expectation levels are often high when the employee first accepts a new job (Porter and Steers 1973). At these particular periods, expectations are developed from both the employee and employer’s ends. In other words, a sort of unwritten social contract is deemed to be adopted by the two parties (Prouse 2001). Lastly, the third stimuli affecting job expectations are alternative job opportunities.   Studies have shown that the more alternatives there are confronting an employee, then the more negative the employee’s attitudes becomes concerning his or her current job (Pfeffer and Lawler 1979). Step 2 in the Voluntary Intention Model involves the Affective Responses that are elicited from Step 1.   These responses include the construct of job satisfaction, and how those responses influence the employee’s desire to leave the organization.   Factors that affect the employee’s decision to leave include non-work factors such as family, hobbies, religion and political influences (Cohen 1995). Steers and Mowday also identified the potential of employees to alter their actual job, in terms of pay, working hours, environment, etc., and thus change their attitudes regarding their jobs (Prouse 2001). Chapter 3 Methodology The aim of the research is to examine the relationships between job characteristic, job satisfaction and turnover intention among IT professionals in ______________.   The proposition is that job satisfaction and job characteristics as management influences have indirect impact to the levels of turnover intention among IT professionals.   The literature review indicates that there are different factors affecting IT professionals’ turnover intention.   This research is going to study the turnover intention of IT professionals in _____________. 3.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research Questions The study will answer the following two research questions: Which job characteristic variable(s) causes the job satisfaction among IT professionals in ____________? What job satisfaction variable(s) cause the turnover intention among IT professionals in ____________?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In answering these two primary questions, the thesis will make use of the following framework:    Hypotheses Research Question 1   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Which job characteristic variable(s) causes the job satisfaction among IT professionals in _______________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of job characteristics to job satisfiers.  Ã‚   The null hypotheses tested were: Job Characteristics à   Job Satisfactions H1: The level of IT training does not affect the various measures of job satisfaction. H2: The level of user contact does not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H3: The job-required skills do not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H4: The level of task significance does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H5: The amount of workload does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H6: The amount of feedback does not affect job satisfaction. Research Question 2   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"What job satisfaction variable(s) cause the turnover intention among IT professionals in ________________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of the job satisfaction scales to turnover intention.  Ã‚   The null hypotheses tested were:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Satisfactions à   Turnover Intention   Ã‚  Ã‚  Ã‚  Ã‚   H7: The level of internal work motivation does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H8: The level of job security satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H9: The level of social job satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H10: The level of job growth satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H11: The level of satisfaction with pay does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H12: The level of satisfaction with supervision does not affect turnover intention. Research Procedures   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   3.3.1  Ã‚  Ã‚   Data Collection   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research is a process of studying and analyzing situational factors of a specific problem or issue in order to determine solutions of it (Cavana, Delahaye and Sekaran 2001). According to Cavana, Delahaye and Sekaran (2001), there are three research paradigms: positivist, interpretivist and critical research.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the research hypotheses of this study try to explore the relationships between job characteristic, job satisfaction and turnover intention among the IT professionals in __________________, the positivist approach will be adopted and it will provide the framework upon which the methodology of this study can be used.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In this study, the research problem requires primary data to specifically address the twelve hypotheses. An Internet questionnaire will be used as it is the most effective and appropriate data collection method. â€Å"Questionnaire† is defined as a â€Å"pre-formulated written set of questions to which respondents recorded their answers within closely defined alternatives† (Cavana, Delahaye and Sekaran, 2001). A well-designed questionnaire provides accurate and useable data for analysis in order to make a conclusion of accepting / rejecting a research hypothesis.  Ã‚   A copy of the questionnaire to be used is attached as Appendix A of this study.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   After gathering the data from questionnaires, the analysis of the data (including frequency distribution, correlation analysis and regression analysis) will be performed by a quantitative data analysis tool called SPSS (Statistical Package for the Social Sciences). SPSS predictive analytics advances in usability and data access, drawing reliable conclusions from the collected quantitative data (SPSS, Inc. 2002). In depth quantitative analysis of the data will be undertaken. Frequency Distribution, Correlation Analysis, and Regression Analysis will be used to analyze the collected data.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The population of this research is the _________ professionals in the country. The research is expected to have a 10% response rate (i.e. ____ questionnaires).   A reminder email will be sent to the students to ensure reaching the planned response rate. Participants are not inconvenienced or exposed unnecessarily to potential harm by recruiting more than is required. The research conducted by Dorà © in 2004 (which this paper intends to compare itself to) only received 326 responses which is less than 0.1% of the population.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   An invitation email   will be sent to the administration managers of the participating institutions. Then the manager will forward the invitation email to all qualified IT professionals and invite them to fill in the Internet anonymous questionnaire within 10 business days. A reminder email will be sent by the manager on the 6th business day. The invitation email only contains a consent form   and a URL to the Internet anonymous questionnaire. Participation is entirely voluntary. The participant can withdraw at any time and there will be no disadvantage if the participant decides not to complete the survey.   At no time will any individual be identified in any reports resulting from this study. A copy of the consent form is attached with this application. Variables   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The variables which will used in this study can be categorized into two categories: job characteristics and job satisfaction.   The factors within each category are discussed as follows:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The following job characteristics for IT professionals were selected for this study, based also on previous usage in similar studies as indicated in the literature review: IT Training User Contact Job-required Skills Task Significance Workload Feedback   Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, the job satisfaction scales include the following: Internal Work Motivation Job Security Satisfaction Social Job Satisfaction Job Growth Satisfaction Satisfaction with Pay Satisfaction with Supervision Data Analysis   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The study will make use of descriptive and inferential analysis were used throughout the study.  Ã‚   Descriptive statistics (percentages, means, standard deviations, frequencies, and item means) were computed using the SPSS (SPSS, Inc., 2002).   This general-purpose analysis program will be used to characterize the sample in terms of demographic characteristics pertaining to gender, income, education, age, years as an IT professional, years in the current organization, and years in the current position.   SPSS will likewise used to analyze the correlation among job characteristics, the correlation between job satisfaction scales, the correlation between job satisfaction and job characteristics, and the correlation between job characteristics, job satisfaction, and turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The primary inferential technique that will be used is bivariate correlation.   SPSS will   also be used to analyze the regression analysis for the data.   A 0.01 level of significance was adopted for testing significance.   The standardized effects of all the job characteristics for each job satisfier will also be computed.   The same method will be used to analyze the standardized effect of all the job satisfaction scales to turnover intention.   From these standardized effect analyses, the prediction of turnover intention by job satisfaction scales will be computed.    The job satisfaction scales which had a 0.60 level were considered significant to turnover intention.   The reliability coefficients ranging between 0.60 and 0.70 are deemed adequate for research purposes (Aiken, 2000, p.88).   For purposes of this study, the job satisfiers and job characteristics which have indirect effects of 0.60 above significance to turnover intention will be used.   The standardized effect of the significant job characteristic will be multiplied to the standardized effect of the particular job satisfier.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Each of the twelve hypotheses of this study will be tested in essentially six multiple regression analyses – one for each job satisfier as the constant, independent variable and its relation to each dependent variable represented by the job characteristics.   Otherwise stated, each job satisfier will represent a criterion variable and the six job characteristics will be considered predictors in each of the six regression analyses. 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Drexler’s World Famous Bar-B-Que

Drexler’s BBQ is a family restaurant that is located on the Third Ward Houston, TX. This restaurant is being open for many years, and it’s becoming a family tradition. Generation after generation the business remain at service, even after being rename, or close for expansion and rebuild a new modern restaurant people on the neighborhood still talking about it. The restaurant is specialized with the secrets of the old family recipes but only on the food preparation but the most important on the secrets of the family values. The way the family visualize the business is not how many they sell is based on how the sell, emphasized quality including affection and appreciation for the customer and friends. In some way it appears that are not very flexible with the operations hours, but is just because they want to make sure to give to the community the thing that the community gives to them. They are very graceful to still have a business standing and they care about the community that makes it possible. When it ‘s to business decision we have to remember that costumer give us our reputation and the chance to remain in business, so at certain point we depend of them. This is very crucial in this family involved on a family business with moral and values. What role do values play in how Drexler’s Bar-B-Que interacts with its neighbors and customers? Values play a tremendous role with its neighbors and customers. Consumers tend to look at the total value and in the case of Drexler’s the customers receive excellent care. Mrs. Scott constantly is checking with customers to make sure they are receiving superb service. Customers want organizations to be responsive to their needs, give the best price and product and be prompt with services. Drexler’s also gives back to the community, which is a very important piece to being an effective organization. You must give back to your environment. The restaurant believes in supporting the community in giving back to the surrounding African American community I believe that since this restaurant is very a family oriented business located near the Third Ward, which is an economically disadvantaged neighborhood they want to promote to citizens that there is hope, you just have to work hard for it. Is Drexler’s an effective organization? Why? I guess you would say the restaurant owners did not forget where they came from and wants to help others who are poverty stricken have a chance to experience things/events that could not be experienced without the help of sponsorship. Drexler’s is an effective organization. They value their customers; provide superior service and a great product. Drexler’s also adapts to the outside environment. They expanded their restaurant in order to accommodate the growing client base. Apply the systems model to illustrate how Drexler’s Bar-B-Que operates with its environment. According to the textbook, systems theory is when an organization takes resources (inputs) from the larger system (the environment), processes the resources and returns them in a changed form (output) Beginning with the inputs- the organization will input their values and supplies, which they then process in order to generate a successful. Output — their wonderful food. Their product is a result of the values the organization and its employees hold. The output results in generating revenue, which then goes back into the environment in the form of attracting consumers to the area, sponsor a local softball team and a Boy Scout troop.