Relationship Between Depression and Addiction free essay sample

Depression is a psychotic disorder marked especially by sadness, inactivity, difficulty thinking and concentrating, loss of appetite, sleeplessness, and low self-esteem. We will write a custom essay sample on Relationship Between Depression and Addiction or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I’m going to show how it all can affect each other. Depression can be both genetically inherited and brought on by a traumatic experience either as a child or adult. â€Å"Community studies have estimated the 24% of women and 15% of men will at some point in their lives is clinically depressed. † (Zautra. Emotions, Stress, and Health, pg. 133). Depression is an extended period of disturbance in both positive and negative affect systems. A black period in a person’s life can have a lot of negative emotion and very little positive emotions. You could have a great day and then next thing you know you’re in a depressive state. This can be attributed to various stressful events or small instances that can set a depressive state into motion. Everyday emotions or stressors can lead to feelings of hopelessness and low self-esteem. â€Å"Large depression is the stuff of breakdowns. † (Solomon. The Noonday Demon, pg. 17). Depression is like a building rusting over the years but with grief and insecurities that eventually collapse. There are two models of depression: The first is the dimensional: it is on a continuum with sadness that represents an extreme version. The second is the categorical: this describes depression as an illness separate from other emotions. Within depression one of the first things to go is happiness, but soon after your other emotions follow. Some of these other emotions are sadness, your sense of humor, and your belief in and capacity for love. Depression is highly dramatic and visibly different. Depression exists in time. Depression also doubles the risk of heart attacks. It’s insipid, fogs the days, disables the color in each day and weakens ordinary action. It leaves you tired, bored and self-obsessed. It takes away trust in any relationship, you start to think that people are talking about you or they don’t love you. You start to think that they don’t care. Some people are so debilitated that they shut down and push everybody away. Depression is an intense dark place; it causes uncertainty and loss of control. When you have an episode you can’t find your balance to right it. When it comes it degrades one’s self and ultimately eclipses the ability to give or receive affections. You end up going along the gradual path or a sudden trigger of emotion that brings you to a place that’s generally different than reality. You feel you are turning into something feeble, like a child that more and more of you will just blow away in the wind. It makes you feel less and less than normal. It makes you feel insignificant and you start to doubt your worth. It’s not the consequence of a reduced level of anything we can measure. It hits people in different ways. Some are predisposed to resist or battle through it; some are helpless in its grip. According to recent research, about 3% of Americans – some 19 million – suffer from chronic depression. More than 2 million of those are children. †(Solomon. The Noonday Demon. Pg. 25). Depression claims more years than war, cancer and AIDS. Pills and love are 2 ways forward. It now exists as a personal and a social phenomenon. In order to treat depression you need to understand the experience of a breakdown, the mode of action, medication, and the most common talking therapy. Intelligent treatment requires close examination on specific variants of depression. Children, elderly and gender are some of these variants. Substance abusers form a very large subcategory of their own. They disguise the depressive illness by self-medicating with alcohol and drugs. Depression and substance abuse form a cycle. People who are depressed abuse substances in a way to free themselves from feeling depressed. Some people who abuse substances disrupt their lives to the point that they become depressed. Drug and alcohol addiction can be classified as genetic. Addiction is also considered an illness. Some people abuse drugs and alcohol to escape the horrors of their family and work situations. Some use because they were abused physically and mentally. Other because of losing their children, employment or marital breakdowns. Substance abuse results in enormous costs to the abuser and their families. As in depression, feelings of loneliness and lack of positive emotion are a source of why addiction starts. I found as an addict myself that to control my emotions; I would use cocaine to escape. I abused drugs to survive through my emotions. This avoidance of pain, combined with the misinterpreting of the feeling of wanting may be what underlines the treadmill of addiction. Cocaine seems to block dopamine uptake, so that you have more floating around in your brain; morphine causes the release of dopamine. Research shows that if the brain is constantly flooded with dopamine it will develop a resistance to the drug. It’s why we as addicts need more and more to get high. When addicts go into recovery, they no longer have the excessive release of dopamine. They start to feel flat and depressed. Others with family histories of addiction tend to have lower levels of endorphins than those who are genetically and inclined to addiction. A depressed individual is likely to become addicted more rapidly than a person who isn’t depressed. Caffeine, nicotine and alcohol are the legal substances abused. Alcohol can do a great job of drowning out the pain. Cocaine is an expensive drug that causes a major crash after 48-72 hrs. It consistently depletes your neuron stores. This causes the crash. When you finally crash you have major fatigue, agitation and depression. Cocaine is considered to be a long term depression augmenter. Depression enables addicts. Depression weakens you and weakness is the surest path to addiction. Alcoholics Anonymous and other 12 step programs provide supportive settings in which people can safely share about their experiences with alcohol, depression and their own fears. With a sponsor and a therapist you can start on the path to healing yourself. Realizing what you need to change about yourself gives you the power to move on and eventually help others. It one of the hardest processes admitting that you are an addict. I know for me going back will kill me. Depression for me depletes my energy and causes me not to care about anything.

Tuition Funding and Assistance for Post Secondary Education in Ontario

Tuition Funding and Assistance for Post Secondary Education in Ontario Introduction Education has become a basic human right in Canada and the rest of the world (Watts 18). Secondary level education is not enough for a student to be well established in their life. Post-secondary education is very expensive and therefore many parents and guardians find it difficult to pay for their children’s college and university education (Watts 18).Advertising We will write a custom essay sample on Tuition Funding and Assistance for Post Secondary Education in Ontario specifically for you for only $16.05 $11/page Learn More The situation is worse for the less fortunate in the society with many of them being forced to drop out of college due to lack of tuition fees (Watts 18). This paper will highlight the efforts being made by the Canadian government in funding tuition for post-secondary education in Ontario. Level of Government Intervention The government of Ontario through the Ontario Student Assistance Program (OSAP) has been instr umental in funding college and university education in Ontario (Watts 117). The Ministry of Training in coordination with colleges and universities is responsible for fair administration of the OSAP program (Watts 117). The OSAP program is supposed to help needy students who are unable to pay for their post-secondary education (Canadian Center for Policy Alternatives 15). The government representatives vet all the applicants to ensure that only eligible students in Ontario receive this kind of assistance (Canadian Center for Policy Alternatives 19). The OSAP program is meant to supplement the payment of post-secondary education and not to necessarily pay for everything (Watts 117). There is some amount of money that a student is supposed to contribute towards their post-secondary education. The Central government facilitates the funding program through federal and provincial governments to ensure equal distribution of the post-secondary fund (Watts 117). Delivery Agents of Tuition F unding Apart from the Ontario Students Assistance Program, the government also channels funds through the Canada Students Loans Program (Mackenzie 48). The loans program is normally administered by the Federal government in coordination with the Department of Human Resources and Social Development (Canadian Center for Policy Alternatives 33). The loans program provides loans to students in Ontario where assistance is needed. The loans program assists students in universities, colleges and vocational schools. The student loans granted by the Government are normally interest free for a maximum of seven years (Mackenzie 49).Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More A small percentage of interest is charged on the loan after seven years in order to encourage students to pay up their loans after graduating from college (Canadian Center for Policy Alternatives 33). The loans kitty is funde d by the government with the loans body also relying on proceeds from loan repayment (Mackenzie 49). Interested candidates are required to fill out the reimbursement form. The Ontario First Generation Bursary is another agency used by the government to support needy students in Ontario (Mackenzie 75). The funds for this scheme are provided by the government, and the program only supports students in public post-secondary institutions. Students studying applied arts and technology are given priority when funds from this bursary scheme are being distributed. To ensure that this arrangement is adhered to, only public colleges and universities that specialize in applied arts and technology are considered (Watt 115). The First Generation Bursary scheme supports needy students who are the first ones to pursue post-secondary education from their families (Mackenzie 76). The other form of funding post-secondary education is through the Ontario Crown Ward Post Secondary Application Fee Reimb ursement Program (Beach 222). This program was set up to help former and current Ontario Crown Wards pay for their post-secondary application fees (Mackenzie 78). The program caters for application fees for full-time studies for eligible candidates. The Ontario Crown Ward Post-secondary Application Fee Reimbursement Program supports post-secondary degree, diploma and certificate programs (Mackenzie 79). Funding Arrangements The OSAP financial aid consists of a range of programs that include non-repayable grants and student loans that are refundable (Beach 59). The 30 % Off Ontario Tuition scheme helps high school graduates pay for their college and university programs within a period of four years after graduating from high school (Beach 64).Advertising We will write a custom essay sample on Tuition Funding and Assistance for Post Secondary Education in Ontario specifically for you for only $16.05 $11/page Learn More The OSAP Express initiative was develope d by the government to streamline the application process of post-secondary education funding (Beach 64). The OSAP Express eligible candidates apply and receive education grants in the shortest time possible (Beach 64). Gathering of Funds The Government of Canada in coordination with the Federal government of Ontario rely mostly on tax proceeds to fund education programs (Beach 79). Apart from proceeds gathered from tax collection, the private sector and other well-wishers make a significant contribution to the national education kitty (Beach 68). Apart from government loans, private banking institutions offer post-secondary education loans for those who are willing to borrow. Students who fail to meet the criteria of getting government loans have an option of applying for loans from private financing institutions (Beach 79). Conclusion Funding post-secondary education is a great challenge for any government especially if there are no programs to support needy students (Canadian Cen tre for Policy Alternatives 76). The Federal government of Ontario in coordination with the Central government of Canada has come up with funding programs that have helped many needy students access college education (Beach 89). The government still needs to do a lot to ensure that all students who deserve to attain college education are able to access government funds and loans (Beach 89). Due to the ever increasing number of high school graduates, the private sector should come in handy to support the government in assisting high school graduates pay for their college education. Beach, Charles. A challenge of Higher Education in Ontario. Ontario: John Deusstch Institute for the Study of Economic Policy, Queen’s University, 2005. Print. Canadian Centre for Policy Alternatives. Ontario’s Alternative Budget 2005: Addressing the real Physical Imbalance. Ontario: Canadian Centre for Policy Alternatives, 2005. Print.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mackenzie, Hugh. Funding Post-Secondary Education in Ontario: Beyond the Path of Least Resistance. Ontario: The Ontario Coalition for Post-Secondary Education, 2004. Watts, Ronald. Post –Secondary Education: Preparation for the World of Work: Proceeding of†¦ Ontario: IRPP, 1990. Print.

My Self-Publishing Suite

My Self-Publishing Suite Publishing my own work was a business decision, not a path chosen in a fit of pique. The success of my investment depended on two primary factors. First, every hour I spent away from my regular work cost me money, so I had to protect my time. Second, my book needed to be readily available in all the formats my readers would want, so I had to maximize my book’s distribution. There was just one problem: No single service would give me all the pros I needed to overcome the cons of self-publication. Self-publishing provides a great deal of benefits. For me, the most important was the ability to publish on an accelerated schedule while maintaining my quality standards. Unfortunately, the publishing process required considerable time and money. At first, I thought there would be a single-point service available that would deliver everything I needed to make my book a success. After extensive research, however, I realized that I would need to piece together the suite of services I needed from among several different providers. The first step was for me to upgrade my website. I needed a professionally designed website in order to market and sell my books. I hired Robb Digital Marketing, one of my marketing clients, to design and build my new site. When it came to my new logo, Tamara Robb recommended 99Designs.com. I was so impressed with their production process that I turned around and hired them to produce my cover art, too! Based on my experience with my website, I’d already learned that when it comes to design, the opportunity costs of a do-it-yourself job cost are greater than the cost of hiring a pro in the long run, so I was looking for a publishing service that could layout, publish, and distribute my book in print and digital formats. BookBa As a professional marketer, I knew better than to beleive that my book was finished just because it was published. I also knew I was weak in two vital areas: publicity contacts and social media consistency. Once again, I turned to my network. I hired Ascot Media Group to handle my book’s publicity and I went back to Robb Digital Marketing for their social media and newsletter creation services. Finally, all the pieces were in place. It took more time and more money than I had initially expected, but the results were outstanding. My first book was so successful that I was able to publish my second book the very next month! When I first brought this idea to Hope, she said, â€Å"Each decision is unique, depending upon budget, fiction/NF, online savvy, speaking talent, etc.† She’s right, of course. Your platform is different from mine. You have different assets, different skills, and different needs. You can’t expect to achieve the same outstanding results for your book But you don’t have to settle for a package deal either. Self-publishing gives you control over your publishing experience. Exercise your control with care

Exp 5 Lab Report Example | Topics and Well Written Essays - 750 words

Exp 5 - Lab Report Example The tape served as a spacer. One side of taped area was uncoated and an alligator clip could be connected later be connected. The surface of the tape and exposed glass was wiped using a tissue soaked in ethanol and the ethanol allowed to evaporate. A small amount of titanium dioxide paste was added and quickly spread by pushing with a microscope slide across the taped surface before the paste dries. The tape gave a spacing of 40-50 micrometers and thus controlled the thickness of the titanium dioxide layer. The tape was carefully removing without scratching the TiO2 coating. The glass was then heated on a hotplate in a hood for 10-20 minutes until the surface turned brown as the organic solvent and surfactant dried and burned off to produce a white or green sintered titanium dioxide coating. The glass was allowed to cool slowly. The coating was immersed in raspberry juice for ten minutes until a color change was observed. Remaining solution and solid was gently rinsed off with water followed by ethanol. A carbon coating was made on the conducting side of the second piece of tin oxide glass by passing it through the candle. The carbon which is located on the perimeter of three sides of the glass plate wiped off using a dry cotton swab. The two coated sides of both glasses were placed facing each other and held in place using two clips. Triiodide solution was added at the edge of the plate and allowed to spread through the interface. The current and voltage were then measured. When the dye-sensitized cell was placed in the sun the voltage measured was 3.73 and 3.72 volts which give a power of 930watts and 1193 watts respectively. When placed under the projector the measured voltages were 3.48 and 0.14V corresponding to a power of 97.44 watts and 18.2 watts respectively. From the experiment, it is observed that the highest power output was measured when the solar cell was placed outside in the sun. The solar cell efficiency is based

Biology Essay Example | Topics and Well Written Essays - 750 words - 4

Biology - Essay Example The other is the â€Å"good cholesterol† which is contained within the high-density lipoprotein and is considered to have beneficial actions on the human beings. Cholesterol can have good effects on the human body and it is because of this that the researchers have termed it as being beneficial under some set conditions. What this means is that cholesterol has got a physiological role in the human body and thus anything in excess is pathogenic and could lead to the harmful effects that come part and parcel with cholesterol. As per the good aspects, we find out that the metabolism of cholesterol is regulated and controlled by enzymes that are different in nature and shape as well as the receptors present within the human body. Cholesterol makes for an effective transferring process of the proteins which are present within the liver, small intestine, peripheral cells and plasma. Cholesterol helps in digestion of dietary fats as well as the production of many different hormones. There is evidence that with the increase of high-density lipoprotein within the human body, longevity could be expected, which surely is a positive sign related with ch olesterol. Cholesterol always helps in building the cell walls and is thus a good agent within the human body from this perspective. For cholesterol to always remain as a beneficial entity there is a dire need to have its intake in a very conservative fashion so that the related excess does not create coronary heart disease and other risks which are closely associated. Cholesterol is an equally good building block as far as Vitamin D is concerned. It helps the sex hormones and different important chemicals are made up due to the presence of cholesterol. Also cholesterol helps at building the structure as well as the function of the invaginated caveole and the clathrin-coated pits. There is a serious role of cholesterol within the synthesis and intake regimes of a human diet and is synthesized

Voluntary turnover

Voluntary turnover CHAPTER NO.1 Introduction Background 1.01 Employee turnover is a much-studied phenomenon. There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. 1.02 Voluntary turnover is a major problem for many organizations in many Asian countries (Barnett, 1995; Chang, 1996; Syrett, 1994). Employee turnover is giving sleepless nights to human resource managers in many countries in Asia (Naresh Khatri). Organizations are spending lots of money to reduce employee turnover. Employee turnover is also one of the issues faced by many organizations in Pakistan. Objective of the Research Study 1.03 The objective of the study is to know the factors of employee turnover, why employee quit the jobs and leave the organizations and which factor influence the most while leaving the organization. 1.04 The objective of the study is to know the factors, which influence the most in employee turnover in, call center industry in Pakistan. Problem statement 1.05 What are the factors of employee turnover in the organizations? Research Questions a) What are the reasons; employees quit their jobs and leave the organizations? b) What is the role of the factors (alternatives, intention to quit, job satisfaction, organizational commitment, wages and conditions, employee characteristics, training and development and influence of co-workers) in employee turnover? c) Which factors cause the most in the employee turnover? Rational Of the Study 1.06 The purpose of the research study â€Å"Factors of employee turnover† is to help out the managers to figure out the factors of employee turnover in the organizations. So that the managers easily can find, why employee is leaving the organization? According to the results they can make the plans to reduce the employee turnover in the organizations. Definitions of the Terms 1.07 â€Å"Employee turnover is defined as, the ratio of number of workers that had to be replaced in a given time period to the average number of workers†. CHAPTER NO 2 Literature Review 2.1 Over time there have been a number of factors that appear to be consistently linked to turnover. An early review article of studies on turnover by Mobley (1979) revealed that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment were all negatively related to turnover (i.e. the higher the variable, the lower the turnover). In 1995, a meta-analysis of some 800-turnover studies was conducted by Hom and Griffith, which was recently updated (Griffith, 2000). Their analysis confirmed some well-established findings on the causes of turnover. These include: job satisfaction, organizational commitment, comparison of alternatives and intention to quit. 2.2 The top factor cited in most studies is low compensation and inadequate benefits. Lack of appreciation and feeling that the employer values the employees contributions also ranks high on the list of reasons for employee turnover. Another contributing factor to employee turnover is poor management. This includes such factors as poor communication from leadership, lack of training, too much change, lack of resources necessary to do the job, lack of recognition that an employee is dissatisfied with career development opportunities, harassment, demeaning behavior, and a lack of flexibility toward employees. Lifestyle changes, such as the transfer of a spouse, birth of a child, or the need for a shorter commute will also cause employee turnover. (Kathleen Goolsby) 2.3 Some variables and factors are examined and discussed in more detail below. Comparison of Alternatives 2.4 The comparison of alternatives is a factor that plays a role in employee turnover. The relationship between alternatives and turnover on an individual level has been researched widely since March Simons 1958 seminal work on ease of movement. 2.5 Much of the subsequent research focused on the link between job satisfaction, perceived alternative opportunities and turnover. Later, researchers began to focus on the role of both actual and perceived opportunities in explaining individual turnover decisions. 2.6 Subsequent research has indicated that actual alternatives are a better predictor of individual turnover than perceived opportunities. Research on the impact of unemployment rates as a proxy for actual opportunities in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover intent relationship but not actual turnover (Kirschenbaum Mano-Negrin, 1999). They concluded that macro level analysis predicted turnover patterns but perceptions of opportunities did not. This point was reinforced in their study on medical centers in various locations used measures of perceived and objective opportunities in internal and external labor markets. The authors concluded that objectives opportunities were a better set of explanations of actual turnover behavior than either perceived internal or external labor market opportunities. 2.7 Nevertheless, while actual alternatives appear to be a better predictor of turnover, there is also well-established evidence of the link between perceived alternatives and actual turnover. In their most recent meta-analysis, Griffith (2000) confirmed that perceived alternatives modestly predict turnover. Intentions to Quit 2.8 Intension to quit is one of the factors that play a role in employee turnover. Mobley (1979) noted that the relationship between intentions and turnover is consistent and generally stronger than the satisfaction-turnover relationship, although it still accounted for less than a quarter of the variability in turnover. Much of the research on perceived opportunities has been found to be associated with intentions to leave but not actual turnover (Kirschenbaum Mano-Negrin, 1999). Organizational Commitment 2.9 Many studies have reported a significant association between organizational commitment and turnover intentions (Lum, 1998). Tangs (2000) study confirmed the link between commitment and actual turnover and Griffiths (2000) analysis showed that organizational commitment was a better predictor of turnover than overall job satisfaction. 2.10 Researchers have established that there are different types of organizational commitment. Allen Meyer (1990) investigated the nature of the link between turnover and the three components of attitudinal commitment: affective commitment refers to employees emotional attachment to, identification with and involvement in the organization; continuance commitment refers to commitment base on costs that employees associate with leaving the organization; and normative commitment refers to employees feelings of obligation to remain with the organization. Simply, employees with strong affective commitment stay with an organization because they want, those with strong continuance commitment stay because they need to, and those with strong normative commitment stay because they feel they ought to. Allen and Meyers study indicated that all three components of commitment were a negative indicator of turnover. In general, most research has found affective commitment to be the most decisive va riable linked to turnover. Job Satisfaction 2.11 The relationship between satisfaction and turnover has been consistently found in many turnover studies (Lum, 1998). Mobley 1979 indicated that overall job satisfaction is negatively linked to turnover but explained little of the variability in turnover. Griffith (2000) found that overall job satisfaction modestly predicted turnover. In a recent New Zealand study, Boxall (2003) found the main reason by far for people leaving their employer was for more interesting work elsewhere. It is generally accepted that the effect of job satisfaction on turnover is less than that of organizational commitment. Characteristics of Employees 2.12 Despite a wealth of research, there appear to be few characteristics that meaningfully predict turnover, the exceptions being age and tenure. Age is found to be negatively related to turnover (i.e. the older a person, the less likely they are to leave an organization). However, age alone explains little of the variability in turnover and as age is linked to many other factors, alone it contributes little to the understanding of turnover behavior. 2.13 Tenure is also negatively related to turnover (the longer a person is with an organization, the more likely they are to stay). Mangione in Mobley concluded that length of service is one of the best single predictors of turnover.; Griffith also found that age and tenure have a negative relationship to turnover. 2.14 There is little evidence of a persons sex being linked to turnover. Griffiths 2000 meta-analysis re-examined various personal characteristics that may be linked to turnover. They concluded that there were no differences between the quit rates of men and women. They also cited evidence that gender moderates the age-turnover relationship (i.e. women are more likely to remain in their job the older they get, than do men). They also found no link between intelligence and turnover, and none between race and turnover. Wages and Conditions 2.15 Wages and conditions is one of the variables of the employee turnover. Mobley (1979) concluded that results from studies on the role of pay in turnover were mixed but that often there was no relationship between pay and turnover. Other studies found no significant relationship. 2.16 On the other hand Campion (1991) cited in Tang suggests that the most important reason for voluntary turnover is higher wages/career opportunity. Martin (2003) investigates the determinants of labor turnover using establishment-level survey data for the UK. Martin indicated that there is an inverse relationship between relative wages and turnover (i.e. establishments with higher relative pay had lower turnover). Pay and Performance 2.17 Griffith (2000) noted pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman (1999) that where collective reward programs replace individual incentives, their introduction may lead to higher turnover among high performers. Attitudes to Money 2.18 For some individuals pay will not be the sole criterion when people decide to continue within an existing job. In the study of mental health professionals, Tang (2000) examined the relationship between attitudes towards money, intrinsic job satisfaction and voluntary turnover. One of the main findings of this study is that voluntary turnover is high among employees who value money, regardless of their intrinsic job satisfaction. However, those who do not value money highly but who have also have low intrinsic job satisfaction tended to have the lowest actual turnover. Furthermore, employees with high intrinsic job satisfaction and who put a low value on money also had significantly higher turnover than this second group. The researchers also found that placing a high value of money predicted actual turnover but that withdrawal cognitions (i.e. thinking about leaving) did not. Training and Career Development 2.19 Martin (2003) detected a complex relationship between turnover and training. He suggested that establishments that enhance the skills of existing workers have lower turnover rates. However, turnover is higher when workers are trained to be multi-skilled, which may imply that this type of training enhances the prospects of workers to find work elsewhere. The literature on the link between lower turnover and training has found that off-the-job training is associated with higher turnover presumably because this type of training imparts more general skills (Martin, 2003). Effect of Vocational Training 2.20 In a study examining the effect of apprenticeships on male school leavers in the UK, Booth and Satchel (1994) found that completed apprenticeships reduced voluntary job-to-job, voluntary job-to-unemployment and involuntary job termination rates. In contrast, incomplete apprenticeships tended to increase the exit rate to these destinations relative to those who did not receive any training. Winkelmann (1996) reported that in Germany apprenticeships and all other types of vocational training reduce labor mobility in spite of the fact that the German apprenticeship training is intended to provide general and thus more transferable training. Career Commitment 2.21 Chang (1999) examined the relationship between career commitment, organizational commitment and turnover intention among Korean researchers and found that the role of career commitment was stronger in predicting turnover intentions. When individuals are committed to the organization they are less willing to leave the company. This was found to be stronger for those highly committed to their careers. The author also found that employees with low career and organizational commitment had the highest turnover intentions because they did not care either about the company or their current careers. 2.22 Individuals with high career commitment and low organizational commitment also tend to leave because they do not believe that the organization can satisfy their career needs or goals. This is consistent with previous research that high career committers consider leaving the company if development opportunities are not provided by the organization. However, this group is not apt to leave and is likely to contribute to the company if their organizational commitment is increased. Chang found that individuals become affectively committed to the organization when they perceive that the organization is pursuing internal promotion opportunities, providing proper training and that supervisors do a good job in providing information and advice about careers. Influence of Co-Workers 2.23 A 2002 study by Kirshenbaum and Weisberg of 477 employees in 15 firms examined employees job destination choices as part of the turnover process. One of their main findings was that co-workers intentions have a major significant impact on all destination options the more positive the perception of their co-workers desire to leave, the more employees themselves wanted to leave. CHAPTER NO 3 Method Research Procedure 3.01 The research is a descriptive study. A descriptive study can be defined as, â€Å"A study that focuses on a particular situation or set of situations, reports on important aspects observed, and attempts to determine the interrelationships among them.† 3.02 The goal of the descriptive research study is to offer to researcher a profile or to describe relevant aspects of the phenomena of interest from an individual, organizational, industry- oriented, or the other prospective. (Uma Sekran) 3.03 The purpose of the research study â€Å"Factors of employee turnover† is to help out the managers to figure out the factors of employee turnover in the organizations. So that the managers easily can find, why employee is leaving the organization? According to the results they can make the plans to reduce the employee turnover in the organizations. Sampling 3.04 The sample for the research is taken through the random sampling. The type of sampling is cluster sampling. In this type of sampling I have chosen 100 employees as a sample to fill out the questionnaire. These employees are from different departments and their positions in the departments are also different. The sample of the employees consists of top level managers, middle level managers and non managers. Data Collection Secondary Data 3.05 Secondary data is collected from the journals, newspapers, and publications and pervious research studies. Most of the data is taken from the previous research papers on employee turnover, which are available on the Internet libraries. Primary Data 3.06 For the primary data, I have designed a questionnaire according to factors described above in the literature review. The questionnaire is filled by 100 employees from different organizations. The employees are from top level management, middle level management and no managerial level. Data Analysis 3.07 Each question is analyzed by using data tabulation method; tabulation consists simply counting the number of cases that fall in to various categories. Tabulation Frequency Distribution 3.08 Frequency distribution is method to conclude the questionnaires, frequency distribution method simply reports the number of responses that each question received and is the simplest way of deterring the empirical distribution of the variable. A frequency distribution organizes data in to classes or group of values and shows the number of observations. 3.09 The presentation of tabulation frequency distribution is done by column charts, bar charts and pie charts etc. CHAPTER NO 4 Results and Discussion What is your gender? Table 1 Gender Frequency Percentage Valid Percentage Cumulative % Male 75 75 75 75.00 Female 25 25 25 100.00 Total 100 100 100 Pie Chart 1 4.1 This table shows that the sample of 100 questionnaires was distributed randomly among male and female employees. In which we observed that 75% were male students and 35% were female employees. What is your age? Table 2 Age Frequency Percentage Valid Percentage Cumulative % 20-24 24 24 24 24.00 25-29 31 31 31 55.00 30-34 21 21 21 76.00 35-39 13 13 13 89.00 40-44 6 6 6 95.00 45-Above 5 5 5 100.00 100 100% 100% Pie Chart 2 4.2 The above table shows that questionnaires were divided into six different age groups i.e. from 20-24, 25-29, 30-34, 35-39, 40-44 45-Above. Out of this 31% employees were aged from 25-29. 24% were aged from 20-24. 21% were form 30-34. 13% were from 35-39. 6% from 40-44%, 5% from 45-above. What is your department? Table 3 Department Frequency Percentage Valid Percentage Cumulative % Administration 11 11 11 11.00 Marketing 15 15 15 26.00 Operations 7 7 7 33.00 Customer Services 31 31 31 64.00 Finance 10 10 10 74.00 Human Resource 17 17 17 91.00 Technical 9 9 9 100.00 Total 100 100 100 Pie Chart 3 4.3 The above table shows that the questionnaire was divided in six different departments i.e. administration, marketing, operations, customer services, human resource and technical. Out of this 31% employees are from customer services, 17% from human resource, 15% from marketing, 11% administration, 10% from finance, and 9% are from technical departments. What is your position in the job? Table 4 Position Frequency Percentage Valid Percentage Cumulative % Top management 14 14 14 14.00 Middle management 21 21 21 35.00 Supervisor 34 34 34 69.00 other 31 31 31 100.00 Total 100 100 100 Pie Chart 4 4.4 This above table shows that the questionnaire divided in the employees of top management, middle management, supervisors, and other level of employees. Out of this 34% employees are from supervisory level, 31% are from other levels, 21% employees are from middle level management, 14% are from top management. What is your monthly salary? Table 5 Salary Frequency Percentage Valid Percentage Cumulative % Below 15000 17 17 17 17.00 Between 15001-20000 27 27 27 44.00 Between 20001-25000 21 21 21 65.00 Between 25001-30000 15 15 15 80.00 Between 30001-35000 14 14 14 84.00 Between 35001-above 6 6 6 100.00 Total 100 100 100 Pie Chart 5 4.5 This above table shows that the questionnaire was divided to the employees in six different salaries ranges i.e. Below 15000, between 5001-20000, between 20001-25000, between 25001-30000, between 30001-35000, between 35001-above. Out of this 27% employees are getting the salary between 15001-20000,21% getting the salary between 20001-25000, 17% getting the salary below 15000 ,15% are getting the salary between 25001-30000,14% are getting the salary between 30001-35000, 6% are getting the salary 35001-above. For how long do you work for the organization? Table 6 Period Frequency Percentage Valid Percentage Cumulative % Less than 3 months 5 5 5 5.00 Between 3-6 months 27 27 27 32.00 Between 6-12 months 21 21 21 53.00 Between 1-2 years 15 15 15 68.00 Between 2-4 years 17 17 17 85.00 More than 4 years 15 15 15 100.00 100 100 100 Pie Chart 6 4.6 This above table shows that the questionnaire divided in to employees are from six different categories i.e. less than 3 months, between 3-6 months, between 6-12 months, between 1-2 years, between 2-4 years, More than 4 years. Out of this, 21% employees are working for between 6-12 months, 27% are working for between 3-6 months, 17% are working for between 2-4 years, 15% are working for between 2-4 years More than 4 years. 5% are working for less than 3 months. Rate the following about your job satisfaction. My job means a lot more to me than just money. Table 7 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 26 26 26 26.00 Disagree 19 19 19 45

Discrimination of Micronesians in Hawaii Essay

Since the COFA (Compact of Free Association) Act was formalized between the Pacific Island nations of Micronesia and the United States in 1986, there have been rising influxes of Micronesian citizens that have the privilege of entering the U. S. without the need for a visa or time limit. These FAS (Freely Associated States) include the Republic of Palau, the Republic of the Marshall Islands and the Federated States of Micronesia. While there is no obligation to immigrate to a specific state within the U. S. , many choose to settle on Hawai’i. Due to its proximity to their home islands and tropical environment, the Micronesian population in Hawai’i has been steadily increasing during recent years. It is estimated that around 15,000 COFA migrants are currently residing in Hawai’i, where they subsequently face many barriers as new immigrants, including language, social and cultural barriers. Specifically, there is an ever-growing presence of Micronesian stereotyping and marginalization that is frequently exhibited by other ethnic populations in Hawai’i. Because they are seen as the â€Å"newest† population to arrive on the islands and the fastest growing, Micronesians are subject to many forms of discrimination. In recent years, our local community has been ill-equipped and misinformed about the Micronesian population. Consequently, our unfamiliarity has contributed to their isolation and discrimination within the Hawai’ian Islands. It is important for us as residents of Hawai’i to bridge the gap that exists between Micronesians and what we perceive as our own â€Å"local society†. Due to our society being misinformed and social control factors at work, we perceive Micronesians as being inept, destitute and imprudent. There are several barriers that hinder Micronesian assimilation within the islands. One such barrier is within the health care system. In Dr. Yamada’s article titled, â€Å"Discrimination in Hawaii and the Health of Micronesians†, he says Micronesians are often victims of â€Å"inferior care or denial of services†. There are instances of Micronesian patients that are denied services and being referred to another clinic, or being discriminated against due to their perceived lack of adherence to treatment plans. Personally, I believe that there is a kind of â€Å"ignorance† that health care providers bestow upon Micronesian patients. In 2006, I began working as a volunteer for the Kaka’ako homeless shelter and clinic started by Dr. Jill Omori that included inhabitants comprised mostly of Micronesian ethnicity. Many of them were unable to find a job and help themselves financially. Those individuals who lacked the means to support their family also sought refuge at the shelter. I observed that a lot of the older Micronesian shelter inhabitants could not speak English, and those who did only had limited basic knowledge and phrases that they used. What was surprising, however, was that most of the doctors and medical students who treated these patients did not having a working knowledge of the Chuukese language, which is spoken by the majority of the Micronesians. Many of these patients used the help of their children who were fortunate to attend public schools. Thus, a language barrier had existed, and still to this day, is continually a major factor in the fair treatment of health care delivery among Micronesians. In the health care system, it can be challenging to relay medical information from English into Chuukese. Pobutsky et. al. uggests having health education materials translated and readily available for Micronesian patients. Pobutsky also notes that having interpreters fluent in Chuukese is essential. Regarding denial of health services, Yamada talks about how COFA migrants were denied MED-QUEST (a Medicaid program) benefits in July 2010 by the Hawai’i State Administration. It was reinstated 4 months later because the denial was in direct violation of the Equal Protection clause of the 14th Amendment of the U. S. Constitution. Such discrimination is not only seen in our health care system, but also within the confines of social and economic settings. Yamada suggests that examining and countering â€Å"prevailing social forces† will help eliminate discrimination. By my personal interpretation, he is saying we must realize that social forces – such as the criminal justice system and the government – are shared by all of us as one single community in Hawai’i. By being responsible and looking out for one another regardless of race or ethnicity, we can close the social bridge that divide us. In other words, we must be proactive and bring to light the issues that face Micronesian immigrants who are treated unfairly. Another brief policy report from the Hawai’i Appleseed Center for Law and Economic Justice (HACLEJ) provides accounts of stigmatization by governmental leaders towards COFA migrants. The report further goes on to explain how there is an absence of interpreters available to help COFA migrants within labor, housing and court disputes. Within the context of the court system, it can be a challenge for someone convicted who does not have a working knowledge of the English language. HACLEJ emphasizes the need to â€Å"stimulate awareness, advocacy and action† in order to better address Micronesians living in Hawai’i. Several paths can be taken to address discrimination issues against Micronesians. Already, there are many advocates and groups that support Micronesians and other at-risk migrants. Some of these groups do not receive funding from the state of Hawai’i, and must rely on private funds to continue their work. There are also few research projects that involve Micronesians living in Hawai’i and thus there is little information in regards to ethnographic and qualitative studies. Additionally, surveys measuring Micronesians’ health needs and risk factors should be included within the context of how to better deliver health care. Within the political system, our lawmakers should be better informed and take more consideration into immigration affairs. Pobutsky et. al. gives several examples of health service programs that are currently in the process of addressing the language barriers and health concerns of Micronesians, but there is much more work to be done in order to achieve long-term success. Allocation of state and government funds should be directed towards creating more educational and social programs that can help better address disparities quite often seen with newly arrived immigrants. Based in part by my own personal experiences and also through research, many Micronesians are illiterate and lack a good work ethic to succeed in future endeavors. Because Micronesians are discriminated both in the job market and in school, they may perceive themselves as being unable to achieve success that is often seen with other ethnicities. Consequently many of them, especially Micronesian youths, engage in criminal behavior and illicit activities. My worry is that this cycle will manifest itself unchecked among these youths well into adulthood and create more harm than good within the criminal justice system of Hawai’i. As citizens of a diverse society in Hawai’i, we need to be more proactive and open-minded on issues that deal with the Micronesian population as a whole. Local perspectives that Micronesians are a kind of â€Å"deviance† on the islands and a â€Å"burden† to our society are obstructive to our continuous theme of the â€Å"Aloha spirit†. We must come together as a society and be more considerate and helpful to those who we might think less highly of. As long as institutions of power continue to ignore the problem of discrimination and disparity, then recent immigrants who include Micronesians will continue to face hardship. In our study of social control theory, there is the idea of â€Å"strain† that is frequently seen in societies that stress hard work and having a good education. More research efforts and studies must be done in order to better assess disparities present within the Micronesian population in Hawai’i, as well as having adequate funding by the state to support programs that meet the needs of the Micronesian community.