8 Traits That Are More Important For Success Than Being Intelligent

8 Traits That Are More Important For Success Than Being Intelligent Being successful doesn’t always equal to having the highest IQ or being the top of your class. Your personality plays a big part in your success. People skills combined with hard-work are an unstoppable duo. Here are 8 social skills that can help you on your path to being successful. Source [Success]

Whats the Difference Between AP Physics 1, 2, and C Which Should You Take

What's the Difference Between AP Physics 1, 2, and C Which Should You Take SAT / ACT Prep Online Guides and Tips Are you interested in taking AP Physics? You might have noticed that the AP program offers more than one physics course. So what’s the difference between the different AP Physics classes- AP Physics 1, AP Physics 2, and AP Physics C? We will introduce you to them and help you decide which one to take. What AP Physics Classes Are Offered? The AP Program used to offer three physics classes: AP Physics B, AP Physics C: Mechanics and AP Physics C: Electricity and Magnetism. However, the AP program recently replaced AP Physics B, a one-year course, with two one-year courses: AP Physics 1 and AP Physics 2. These are both algebra-based physics courses, which means they don’t require a math background beyond Algebra II. The AP program still offers AP Physics C, which is broken into two courses and exams: Physics C: Mechanics and Physics C: Electricity and Magnetism. Many schools teach these as the same class, or just teach one topic. Both of these courses are calculus-based. This means that there are now four AP Physics exams: AP Physics 1 AP Physics 2 AP Physics C: Electricity and Magnetism AP Physics C: Mechanics The fact that there are now four AP Physics exams can be confusing. So do you take Physics 1, Physics 2, and Physics C in order? What’s new about Physics 1 and Physics 2? We will introduce you to all of the courses and help you decide which class is right for you. AP Physics 1 AP Physics 1 is an algebra-based, introductory, college-level physics course. It explores Newtonian mechanics (including rotational motion), work, energy, power, mechanical waves and sound, and circuits – in other words, fundamental physics concepts. AP Physics 1 was designed to be a first-year physics course which you can take without prior physics experience. This is the main difference from the old AP Physics B course, which was designed to be a second-year physics class. The AP program recommends that students have at least taken geometry and are concurrently taking Algebra II while taking this course. If you’re not that far along in math yet, consider taking a different science class until you’re caught up, as math is very important in physics. AP Physics 2 AP Physics 2 is also an algebra-based, college-level physics course. However, it delves into some more advanced topics than Physics 1. Physics 2 explores fluid statics and dynamics, thermodynamics with kinetic theory, PV diagrams and probability, electrostatics, electrical circuits with capacitors, magnetic fields, electromagnetism, physical and geometric optics, and quantum, atomic, and nuclear physics. AP Physics 2 was designed to be a second-year physics course. This means it could come after AP Physics 1 or any first-year physics course. Much of its content is similar to the old AP Physics B course. You can read the full descriptions of AP Physics 1 and Physics 2 at the Advanced Placement website. AP Physics C: Mechanics and AP Physics C: Electricity and Magnetism Both AP Physics C courses are calculus-based, meaning you should have already taken calculus or concurrently be taking calculus while you take either AP Physics C course. This is the main factor that makes Physics C more challenging than Physics 1 and Physics 2. But what’s the difference between AP Physics C: Mechanics and AP Physics C: Electricity and Magnetism? Mechanics covers kinematics, Newton’s laws, work, energy, power, linear momentum, circular motion and rotation, oscillations and gravitation. As you can see, these are many of the same concepts explored in Physics 1. However, this course goes into more depth than Physics 1 and uses calculus, making it much more challenging. Electricity and Magnetism covers electrostatics, conductors, capacitors, dielectrics, electric circuits, magnetic fields, and electromagnetism. Notice there is some overlap with the Physics 2 curriculum, though again, Physics C will be more difficult since it incorporates calculus. The two topics are sometimes taught as the same course even though there are two different exams, with each topic being taught over one semester. When taught as a single class, Mechanics is usually taught first, and Electricity and Magnetism comes second. If schools only teach one topic, it tends to be Mechanics, since it builds on material most commonly taught in beginning physics classes (Newton’s laws, work, energy, power, etc). Each topic is supposed to be equivalent to one semester of college calculus-based physics. Because of this, AP Physics C is highly recommended to be at least a second-year physics course. You can read a full description of Physics C at the AP website. Which AP Physics Class Should You Take? Now that you know a little bit about the different AP Physics classes, you’re probably wondering which class you should take. Or, if you want to take more than one, you’re probably wondering the best order to take the classes in. We will present a few possible sequences, but we will also give you some steps to follow up with your school so you can choose the class that’s best for you! Option 1: Regular/Honors Physics, Then AP Physics 2 If your school doesn't offer AP Physics 1 or you don't want the first physics class you take to be an AP class, then one option is to start with a regular or honors physics class, where you learn the basic concepts of physics. Then, you can take AP Physics 2 as your second physics class. This option is ideal for students whose schools don't offer multiple AP Physics classes as well as students who don't have the time or desire to take multiple AP Physics classes. Physics 2 is the best AP Physics class to take after a regular or honors physics class (Physics 1 would pretty much just repeat what you already learned), although AP Physics C is also an option if you're taking/have already taken calculus. Option 2: AP Physics 1, Then AP Physics 2 The AP program says taking Physics 1 and 2 provide a solid physics background for future pre-med, geology, and life sciences students. They also say it’s a good option for students attending colleges where they will have to fulfill a science requirement but will not be studying science as their major. If your school teaches AP Physics 2 but not AP Physics 1, you can just replace AP Physics 1 with whatever introduction to physics course your school offers. Don’t jump straight into AP Physics 2 – it’s meant to be a second-year physics course! If your school teaches AP Physics 1 but not AP Physics 2, you could take Physics 1 and then take another natural science course (including chemistry and biology), a science elective, or consider taking AP Physics C if your school offers it. Option 3: AP Physics 1, Then AP Physics C AP recommends Physics C (along with AP Calculus AB or Calculus BC) for students aiming for engineering or physical science majors in college. However, taking AP Physics 1, Physics 2, and Physics C might be overkill – you would lose time for biology and chemistry. Getting exposure to all three natural sciences is important for a well-rounded, challenging high school career, especially if you're going into science or engineering. You also want to make sure you can fit in at least one of the AP Calculus classes. So if you want to take Physics C, start with AP Physics 1 (or a regular physics course), and then take AP Physics C, which will give you a total of two physics classes during high school. Physics C is intended as at least a second-year course, so don’t jump into it unprepared. Also make sure you have taken or are taking calculus while you take AP Physics C. Next Steps Now that you have a better idea of what the AP Physics classes cover and the general order they should be taken in, what should you do next? Read this section for the five steps you should follow. #1: Meet with your guidance counselor and find out which physics courses your school teaches. Do they offer both AP Physics 1 and AP Physics 2, or do they just offer a basic introductory physics course? Do they teach AP Physics C? If so, do they teach Mechanics, Electricity and Magnetism, or both? Getting these answers is the first step to planning your schedule. Also keep in mind that since Physics 1 and Physics 2 are new classes, schools might still be working them into their schedules over the next few years. #2: During the meeting, ask about the recommended physics course sequence at your school. There may be required prerequisite courses or placement tests for the AP Physics courses, or your school might have a recommended order of science classes that includes biology and chemistry. #3: Find out who teaches the AP Physics classes Ask your counselor and ask other students. You can ask other students currently taking AP Physics what they think of the teacher and how prepared they feel for the AP test. You can ask your counselor what the AP Physics test pass rate is like at your school. Getting some background on how the classes are taught at your school can help you decide if AP Physics is right for you. As a brief example, at my high school, our AP Physics class included a lot of independent work and self-studying. It was great for students who were self-motivated, but challenging for students who wanted more support. Many students decided whether to take AP Physics based on whether they thought they could handle the independent nature of the class. #4: Ask for the syllabi for the different physics classes if you want to find out about the workload and topics they cover. This might help you choose between taking a regular introduction to physics course or AP Physics 1, or choose between AP Physics 2 and AP Physics C. #5: Find out about any summer assignments. AP courses often have summer assignments. AP Physics C in particular is likely to have summer work, especially if your school teaches both topics. Make sure to consider your schedule and summer commitments (like camps, jobs or trips) before signing up. And finally, be aware that Physics 1 and 2 are fairly courses so there are still kinks to be worked out. They won't have as many old-free response questions and other official practice materials to study with. If your school has a very strong, established AP Physics C class, it might be a better option for you if you’re up to the challenge. Bottom Line Aim to take AP Physics C if you are a future engineer or natural sciences major – but take it alongside or after taking calculus. If your school doesn’t offer Physics C, take AP Physics 2 or honors physics if you can. Taking AP Physics 1 and Physics 2 is plenty if you aren’t going to study natural sciences or engineering, but want to take challenging science courses in high school. If you’re considering college engineering but aren’t sure if it’s right for you, taking AP Physics C could be a good way to find out if you are up to the challenge and enjoy the topics you would continue to explore in college. What’s Next? Want to dip your toe into the physics pool to see if physics is the right AP science for you? We have straightforward articles on the law of conservation of mass, the specific heat of water, and the three formulas you need to calculate acceleration. How many AP courses total should you take? What if you want to get into an Ivy League school? Read our advice on AP course load here. Also studying for the SAT/ACT? Learn the difference between the two tests, including why one tests science and one doesn’t. Also figure out which test you will do best on. Curious about what it takes to get a perfect SAT score? Read advice from our full-scorer. Want to improve your SAT score by 160 points or your ACT score by 4 points? We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Management issues for the family-run business Essay

Management issues for the family-run business - Essay Example Institute for Family Business (IFB), shows that up to 65% of all businesses in the UK are family-owned and amounts to 42% of private sector employment. Family businesses provide work for more than half of the private sector labor force. There are clear and attractive compensations, since any venture will profit from the relations of faith and dedication among family members. Nevertheless, a family business yet requires be running and managing with an objective and specialized manner. The family businesses form a vital role running the financial system of the country. They are mostly common in the micro business segment - firms with less than ten workers. But they are as well widespread in the small and medium enterprise (SME) segment.1 Further, few of the very leading private and well-known UK businesses are family firms, for example JC Bamford (usually branded as JCB), Clarks Shoes and Associated British Foods. The family enterprises vary considerably in size and as well vary in the level of family participation in the business. A number of families may participate daily in the management of the business, at the same time as others may take a more liberal approach with the participation of specialized non-family administrators. Exact explanations of a family business differ, however the enterprises ought to meet a few conditions concerning their ownership or management. A generally accepted explanation, set up by the Finnish Ministry of Trade and Industry in 2004 2, is that: The Family Entrepreneurship Working Group should have the majority of votes held by the person who established or purchased the firm or their spouses, parents, child or child’s direct heirs. And also minimum one member of the family is involved in the management of the firm. In the case of a scheduled business, the individual who established or purchased the firm or their families enjoy 25% of the right to vote through their share investment and there is minimum one family member on the

The Battle of Kursk Essay Example | Topics and Well Written Essays - 5000 words

The Battle of Kursk - Essay Example The operations of this battle will also be considered, from its main operations on the German and the Russian side to the tactical operations carried out by the battling parties. The counterattacks involved will be detailed. The final outcome of the battle, including an analysis of the battle results will also be specified in this paper. These points shall serve as important details in further understanding this battle and its place in our global history. Body Background of the attack The Battle of Stalingrad spanning 1942-1943 was won by USSR. It was a battle which cost the German army dearly with the entire German Sixth Army killed during the battle. This seriously compromised the armed forces of the Axis powers which were being battered from all directions by the Allied troops. During the Battle of Stalingrad, Germany’s position in southern Russia gradually became vulnerable and as their Sixth Army became trapped by the advancing Russian troops, a huge gap in the German defenses was exposed (Mulligan, 1987). Other Soviet forces were eventually able to get through these defenses and as a result posed a threat to the Army Group A in Caucasus. The German Field Marshall Erich von Manstein was forced to resort to extreme measures to secure their stronghold in the war (Dunn, 1997). Various additional divisions for the war were established by pulling troops from non-threatened areas; even non-combat personnel were called into military service (Mulligan, 1987). Tanks in workshops were also commissioned into service. ... Various additional divisions for the war were established by pulling troops from non-threatened areas; even non-combat personnel were called into military service (Mulligan, 1987). Tanks in workshops were also commissioned into service. Eventually, the SS Panzer Corps arrived in Stalingrad, other units from the 11th Panzer Division and the 6th and 7th Panzer Divisions arrived and reinforced German armors (Restayn and Moller, 2002). These troops and equipment were set to launch a pincer-style attack against the Russian forces which was led by Armored Group Popov. This attack created a front line from Leningrad in the North to Rostov in the South. Right at the very middle of this line was a 200 kilometer area covered by the Soviets (Glantz, et.al., 1999). This was centered in the town of Kursk, between the German lines near Orel in the North and Belgorod in the South. With the entry of spring, both sides were forced by muddy fighting conditions to settle down and construct their plans for advancement (Glantz, et.al., 1999). German commander Manstein was of the initial belief that the best strategy for Germany would be to assume a defensive strategy using its panzer divisions to counter the Russian forces (Dunn, 1997). He also believed that the Russian army would concentrate its military advance against the Army Group South. He also suggested that their left flank be kept strong while they were retreating to their right on the Dneiper River (Glantz, 1990). He then suggested that a major military attack to the flank of the Russian army advance could follow. His suggestion was not favored by Hitler who was adamant against giving up any of the territory it was already controlling (Manstein, 2000). The German High Command (OKH) led by Colonel General

Compare and Contrast the Characteristics of a Growing and a Mature Product Market Essay Example for Free

Compare and Contrast the Characteristics of a Growing and a Mature Product Market Essay ‘Use extended examples to compare and contrast the characteristics of a growing and a mature product market. Regardless of the value of every product, they all progress through a product life cycle. The phase starts with the introduction of the product and gradually moves to growth, maturity and finally be replaced by new improved products or naturally decline. Each of these stages of product life cycle requires a different marketing mix and research. The life of a product is the period over which it appeals to customers. The sales performance of any product rises from nothing when the product is introduced to the market reaches a peak and then declines to nothing again. Examples of products that have had short lifespan in recent years are home computers. New models with new specifications are launched on the market rapidly to be replaced by newer models which is a similar story for mobile phones (ref: the times hundred business studies; Marketing Theory; online) Increase in the profit of the company is every businesses core goal. To reach the goal product life cycle management is vital. Some companies use strategic planning and others follow the basic rules of the different life cycle phase that are analysed later. The performance of the product has the main effect on the performance of every business from income to profit to cost recovery. Product life cycle helps business management decide which of its current products should receive more or less investment to ensure the business achieves its objectives. Let’s take an example of Apple iPhone: Introduction: Apple first introduces iPhone in Macworld San Francisco—January 9, 2007 (ref: Apple Press info; online). Growth: The apple iPhone sales for the year 2008 with 245% sales increase (ref: CNNMoney; iPhone sales grew 245% in 2008; online). Maturity: They introduced iPhone in other networks like 3G, 3Gs and Vodafone. Decline: iPhone 3G sold in cheaper price. Now they have moved from iPhone 3G to IPhone 4 and the latest iPhone 4 Siri. Apple first introduced iPhone in Macworld San Francisco—January 9, 2007. After its release iPhone made very good marketing sales in the stores. Many people lined up in front of the apple store to buy the newly released iPhone. Soon after its release apple had the sales of 6. 89 million (ref: CNNMoney; iPhone sales grew 245% in 2008; online). Apple used various promotional strategies to increase their market share. Their TV ads introduced people what their key features where and how they could be used. The first UK network to sell iPhone was O2 (ref; BBC news; O2 get iPhone contract in UK; online). After the partnership between the two business companies, O2 provided different monthly plan and tariffs for iPhone. More people where interested in buying iPhone in monthly plan and tariffs with O2. Apple also provided their customers with 1 Year free warranty for iPhone by which they managed to win trust and satisfaction from the customers. Because the iPhone was only supported by a single network 02, the company started to face decline in sale prices. They were at the maturity stage so; the iPhone brought different plan and ideas to boost up their sales again. In order to do so apple reduced price of iPhone. They made partnership with other networks like Vodafone (ref; BBC news; Vodafone enters UK iPhone market; online). Positive progress where then seen after they planned to join other networks and reduce the product price. In the time between 2009 and 2010 apple were able to sell 20, 731,000 iPhone. But they are rapidly doing there product development and now they have recently released iPhone 4s on 14th October 2011 (ref: techradar. com; apple iPhone 4S UK release date announced; online). Through the above different phases Apple has been able to establish itself a third position in the smartphone market share. This shows how different product phases can affect a company. As you can see iPhone had the popularity on the introduction and increased sales on the growing phase but it started to have fewer sales and went into maturity. At the maturity phase apple had to invest more on their product development and increase their sales and popularity. They had less income but more expenses as they had to implement development plans and strategies and increase advertisement. During the phases apple may not have been able to make profit but they gradually came up with new ideas and increased income. Summing up the product life cycle has a significant impact on the business strategy and performance including marketing and product development. It also helps the business determine when it’s reasonable to eliminate certain product, what are the consequences and also work on substituting it with new innovative product. But with the benefits there are also some limitations of product life cycle. As Products, companies and markets are different, so not all products or services go through every stage of the PLC. There have been many cases where products have gone straight from introduction to decline, usually because of bad marketing, misconceived features, lack of value to the consumer or simply a lack of need for such a product. However, even if products would go through every stage of the PLC, not all products/services spend the same length of time at each stage. This adds another level of complexity in determining which PLC stage the product is in and consequently, which strategy to apply (ref: marketing91. com; limitation PLC; online). Hence, there are both benefits and limitations of product life cycle and it has different effect on a company depending on which stage the product is and what strategy is to be implemented. The Product Life Cycle model is inefficient when dealing with Brands or Services. Brands are not products but do have a life cycle of their own, and products belonging to a certain brand will experience a very different life cycle than the brand itself. For example, Dell and Mercedes-Benz are very strong brands whose life cycle is marginally affected by the failure of any of the products, which they hold (ref: marketing91. com; limitation PLC; online).

Exposing the Human Soul in Lord of the Flies Essays -- Lord Flies Essa

Exposing the Human Soul in Lord of the Flies      William Golding in his novel Lord of the Flies symbolically describes the degeneration of a civilized society in three stages. Embedded within this story of a group of young boys struggling to survive alone on a deserted island are insights to the capacity of evil within the human soul and how it can completely destroy society. After a plane crash that results in their inhabitation of the island, the boys establish a democratic society that thrives on order, necessity, and unity. Slowly, however, the peaceful society that they create shatters through a path of hatred, disrespect, murder, and the release of the true human soul.    Upon a desolate tropical island, the lost boys begin to organize themselves to gain a sense of stability, order, and brotherhood. They elect Ralph, the oldest boy at twelve years of age, as leader and use a conch found in the lagoon as a symbol of democracy and respect. Two other children, Jack, the head of a choir group, and Simon, a small but intellectual boy, accompany Ralph on an expedition to determine whether the land is truly an island. They find that it is indeed true, and compose a plan to light a fire on the beach to create smoke; their only hope of rescue. After they obtain the glasses of an intelligent and rather fat child called "Piggy," they make a fire using the sunlight and glass lenses. However, the fire spreads to the forest quickly and destroys the group's supply of firewood. The boys shrug this off as an accident and Ralph and Simon commence work on shelters.    They begin to build a society that contains rules and government. "'I agree with Ralph,' states Jack. 'We've got to have rules and obey them. After a... ...tegrate in the evil within themselves.    They start in peace and end in hatred and murder. With the exception of Ralph and Piggy, the boys completely abandon reason, civilization, and the thought of rescue. They fight the harmless "beast" that terrifies them, not knowing that something so much more fearful, deadly, and destructive lie within themselves. Being human, they have a capacity for evil inside of their soul that is immeasurable and can destroy the life of everyone around them, including their own. They never realize this and continue to break their "morals," which were simply superficial rules of society that were fed to them unwillingly. They act upon these morals despite their own thoughts and emotions. The latter is the definition of civilization. As it wears away layer after layer in this book, the true human soul is bared, naked and fearless.  Ã‚  

Radio Documentary

RET potash a series called Documentaries on 1, these touch on may subjects and might be suitable for the longer version of this programmer. However, I would like to think that other stations will be willing to look at the subject matter and consider it as a stand-alone piece. The independent radio stations, Nearer – or LOAM, regularly do these kind of projects. Radio Techniques Voice, passion, and the stark contrast will play the main element of my documentary. Music will be important, but not the main factor. I intend, at this time, to use a cut in as my intro.This will be a combination of low bass slow beat Music, overlapped by a girl crying, fading out to a door closing, heavy rain falling, and then introduction. Here I will come in and introduce my if rest guest†¦ Don't have any plans to intermittently use sound effects through the programmer, however, that may change when look at post production; I'm not ruling it out at this time. Troubleshooting refer to take the a pproach of trying to see of any problems before bring my project to paper, think this is why it takes me longer settle on my assignment, and I know this is something I need to address.I do worry a bit that the voices of the two people I know may not be as strong within the programmer itself, but I plan to walk them through it a few times on a ‘Dry run' before the actual show itself, and I hope this will make them more relaxed. REPORT Last year I was very lucky to meet a young Irish woman called Rosemary, she is homeless, she IS identity less, and she is clinically blind. Rosemary is one of fife's very hard luck stories, but she is always smiling and she makes the most of life.The statistics for the homeless of Dublin, say an average of 1 60 people without permanent home or shelter, sleep on the streets of the capital city every night. This figure could be off by as much as 50/60 people per night however, as a lot of homeless people walk around during the night and then sleep o n a park bench by day, so they aren't included in the list. Every system that should have been in place to protect Rosemary, has failed her. She comes from a traveler background. Her mother left her when she was very nouns, and she was used and abused by a succession of supposed relatives.The department of social protection classify her as non-existent; she has no passport, no identity card, and no UPS number. She lives in a shed, when she can, and when that is not available, she sleeps in doorways, or relies on the kindness of homeless shelters to help her out. I met Rosier, on a bitterly cold night in Dublin city during a drive to bring clothes and food to the homeless, she was wearing sandals and her feet were purple with cold. It shocked me to the core that a young blind woman, could be homeless, feel her story serves airtime.I wanted this to be part of a bigger documentary, something that looks at the diversity Of life, initially just about Women, but ultimately across a wide d ivide. Shawn, is the proprietor of Sex Soap, a health based, body safe, sex toy distributor for both men and women. She could not be more different than Rosier. That said, the fact that they are female, both very close in age, both live in Ireland, and neither of them thought they would be doing what they do now, is the thread of my programmer. My show plans to look at the diverse lives of these two women, who, but for fate, could be so efferent.My guest Shawn, came about simply from following her on twitter. Her tweets, which one might expect to be lewd and disingenuous, are in fact very amusing, her ability to speak freely, and also her accomplished style of writing intrigued me. Couple that with the fact that she has won the Realer awards, and been asked to speak about safe sex and body conscious products, was enough for me to know I wanted to include her in this project. Originally wanted my show to be three voices, however, I felt time constraints would limit what each would ge t a chance to say, and I wanted the entrant to be relatively stark.I found that my time could have been put to better use, by not dithering over the little things, like who to put first on the running order, or how much information to include from research rather than letting their voices be the show. Did struggle with wanting the show to be purely their voices, and realizing that if I'm to market a brand, then I have to be a part of that branding. Women in business do have a harder time Of it than men that is a proven fact. Young women in business harder again, the sex industry business is just rife for negative connotations.However, engaged to find a young woman, filled to the brim with positivist, who speaks regularly at events to not only promote her business, but also to promote safe sex, and healthy lifestyles. Homeless people are generally branded as junkies, or alcoholics, trouble makers, or down and outs, with little if anything to offer to the world. My experience has taug ht me that is not true, and no more so than now when families are being made homeless against their will. I hope that the choices I have made with regard to imagery through music, different voices, and with the content of the programmer, shows a well- leaned out process.

Gender Discrimination Essay

Gender discrimination is an important issue in the workplace in today’s world. Female employees are facing gender discrimination in the form of different dimensions. This discrimination is disturbing their performance. The main aim of this study is to see the effect of these gender discrimination dimensions which include glass ceiling, salary gap and discrimination in facilities on the productivity of female employees with the mediating effect of job commitment and job satisfaction. The research is focused on the private education sector. The population frame is the female teachers in the private education institutes. A sample of 130 female teachers is collected for this study. The framework is developed for our study for checking the impact of glass ceiling, salary gap and discrimination in facilities on the productivity of female employees. The hypotheses are developed and after the data analysis some of the hypothesis are rejected and some of the hypothesis are not rejected. The hypotheses that the glass ceiling, discrimination in facilities and salary gap has negative impact on employee productivity is accepted which made us to conclude that these discrimination has a big impact on employee productivity and ultimately organizational performance. This study will give some guidelines to the managers and policy makers in any organization that how to reduce these discriminations. Key words: Gender discrimination, Glass ceiling, Employee productivity, salary gap, discrimination in facilities, job satisfaction, job commitment, Paper type: Research Paper 1. Introduction 1.1 Significance/Rationales of study The study came up with the solutions to the problem of gender discrimination at work place. This study will help the people to be aware of this dominating problem of gender discrimination and its reasons. This study can also identify the positive and negative effects of discrimination on the world of business and personal lives of people. Gender discrimination is a wide phenomenon which is affecting every political, social and economic life. In this era where everyone think that there should be equal rights for men and women, there are some occurrences of people who are being discriminated because of their gender. It is not an issue, which one can easily tolerate or ignore. Gender discrimination is understood as the unequal treatment against people of either sex, but statistics shows that women are the one who are more discriminated just being a female (Lila Adhikari, 2008). Gender issues were first pointed out in 1950s, but it’s been highlighted in organization and management studies in between 1980s and 1990s. In this duration many studies on effect of gender discrimination on employees were conducted. One study shows that gender discrimination is inversely proportional to job commitment and satisfaction which means it reduces the employee’s productivity which ultimately affects the organizational productivity (Zahid Ali Channar, 2011). Many factors have been identified which are responsible for gender discrimination in work place, which are education, promotion, marriage and child bearing and environment. If we look in context of promotion, a wide practice used is glass ceiling, a process by which women are not promoted to high level of jobs (Bell, 2002). Last year report issued by a commission of glass ceiling that shows that there are only 7 to 9 percent of managers that are in senior positions are women at fortune 1000 (kom and catalyst, 2012). 81 % employers dislike to hire a female. 49 % not carefully planning their careers to benefit women and above of all a survey tells that only 1 percent CEOs or even less than 1 percent take it as first concern, the development of women (Mauricio, 2012). 1.2 Problem Statement HRM in any organization is related to staffing, motivating and maintaining the organization (Decenzo, 1998). 50 years ago, due to homogeneity of work force the HRM was very simple, but now-a-days the workforce is heterogeneous. Managing this heterogeneity required such a staff that can create an equitable environment so that no group has any kind of advantage or disadvantage on other group (Wayne, 1995). Heterogeneity in workplace gave birth to gender discrimination, which has become an intense situation in Pakistan and affecting the employee’s productivity (Qaiser Abbas, 2011). An employee perform difficult tasks for the survival and improvement of organization but gender discrimination reduces the employee’s satisfaction, commitment and enthusiasm and increases the stress level which ultimately affects the productivity of an employee (Zahid Ali Channar, 2011). These studies did not discuss that how dimensions of gender discrimination effect the productivity of employee. The dimensions of gender discrimination include discrimination in promotions, discrimination in salary and discrimination in facilities provided. So there is a need to explore the effect of different dimensions of gender discrimination on the productivity of employee. 1.3 Aim of the study This study investigates that how different dimensions of gender discrimination effect the employee productivity. It would be helpful for any organization in the process of policy making which will ultimately increase the productivity of an organization. 1.4 Research Objectives 1) To identify that whether gender discrimination has an effect on productivity of employees in private educational institutes. 2) To explore how the productivity of employees is affected by gender discrimination in promotion, salary and facilities provided in private educational institutes. 3) To examine the results of the survey. 4) To recommend some reformed measures to the policy makers for the future. 1.5 Research Questions 1) What is relation between the employee productivity and gender discrimination? 2) What is effect of gender discrimination in promotion, salary and facilities on the performance of an employee? 2. Literature Review This literature view is based on the evaluation of gender discrimination on employee’s productivity. The gender discrimination now exist most of the organization around the world. Gender discrimination may exist in different dimensions like discrimination in promotions, facilities and Salaries. In simple words gender discrimination can be defined as the unfair treatment or behavior based on gender. It is said to occur when an individual’s decision is based on gender. Gender discrimination was attempted to define by no law. If we look in the perspective of employment, it is giving more advantage to a particular group (Wayne, 1995). This thing results in the decreased productivity of employees. 2.1 Gender Discrimination in Global Perspective The first form of discrimination was found by the universal declaration of human rights (1948). Gender discrimination is now a social disease which is destroying the lives of women around the world. Sen (1991) shows us that if equal treatment and opportunities were given then there should be more 100 million females than are presently alive. Many steps were taken to eliminate the gender discrimination but none of them was proved to be effective. The Beijing conference that documented 12 most prominent areas of discrimination was a big step in eliminating the gender discrimination (UNFPA, 2005). It is proved from the studies that gender discrimination has an influence on the employee productivity. A study shows that if there is a proper policy of gender discrimination there will be a change in employee’s productivity (Naqi Abbas, 2010). 2.2 Glass Ceiling Women in workplace face a wide practice called glass ceiling. This is a practice in which women are ignored when making a promotion policy or promoting an employee. We can see that in every organization the executive posts are held by males. According to a study only 3 percent of the most paid executives are female and these posts are disproportionately held by men (Healy and Zukka, 2004). Women are mostly entrusted in small projects not the big one. They are being kept deprived from international assignment which is keeping away from their promotions. Nick (1991) had conducted the study on international careers of women. His study clearly shows that there is a glass ceiling effect. Women are not being encouraged to do new projects on new markets and they are being kept at junior manager positions. Gender discrimination is not directly related to productivity. The relation of employee productivity and gender discrimination is mediated by job satisfaction and job commitment. Employees who faces policies and practices of gender discrimination show less satisfaction with their job (Ensher et al, 2001). When individuals’ face gender discrimination in workplace they show a low level of job commitment so gender discrimination has a negative relation with job commitment and job satisfaction (Sharon Foley, 2005). Gender discrimination creates tension and reduces the satisfaction of people and it is the study of 139 Hispanic male and female (Sanchez, 1996). The productivity of a happy worker is higher than an unhappy worker (Rabins, 1999,). Employee satisfaction plays a vital role in its productivity and there is a significant relation of job satisfaction with employee productivity (Pushpakumari, 2008). Job satisfaction lead to organizational responsibility, mental health and finally employee productivity (Coomber, 2007). Another study shows us that the organizations who perceive greater gender discrimination report less satisfaction and commitment (Ellen A. Ensher, 2001). The hypotheses are given below: 1) Glass ceiling has negative impact on employee productivity. 2) Glass ceiling is negatively related with employee productivity. 3) Job Satisfaction is positively related with employee productivity. 4) Job satisfaction mediates the relation between gender discrimination in promotions and employee productivity. 2.3 Discrimination in facilities In a workplace an employee is provided with many facilities which helps them to complete their task which include computers, air conditioners, assistant and transport facilities etc. If on a work place if such kind of facilities are provided to a male employee and not provided to a female employee of a same post. The female employee will start to think that the upper management don’t care about them which will increase their stress level and the satisfaction level of that employee cold be decreased which will affect the employee’s productivity. The hypotheses are given below: 1) Gender discrimination in facilities has negative impact on employee productivity. 2) Gender discrimination in facilities is negatively related with job satisfaction. 3) Job Satisfaction mediates the relationship between gender discrimination in facilities and employee productivity. 2.4 Salary Gap Another dimension of discrimination is the Salary gap. Women usually get low pay then men in any job they are appointed. Ashraf and Ashraf (1993) study shows that there is a gap of 63.27 percent in salary in 1979, and in 1986 it decreases to 33.09 percent. This was the decline in every province. Discrimination is not the phenomenon of one or two countries, it exist in most of the developed countries like USA. A study showed that women dietitians in USA earn 45,258 dollars per year while men earn 50,250 dollars per year (Pollard, 2007). Managers at top level in organization mostly prefer their own interest rather than others. They think that superiors who have power on their careers will support them. According to Susan et al (1998) mostly top managers in any organization are the people who are more biased against females and these people save interest of their own. The study shows that job commitment is significant related with productivity, there exist high degree of correlation between commitment and productivity. Individuals that are highly committed proved to be more productive and have higher satisfaction and have no intention to leave the job rather than employee with low job commitment (Varsha, 2012). The hypotheses are given below: 1) Salary gap has negative impact on employee productivity. 2) Salary gap is negatively related with job commitment 3) Job Commitment is positively related with employee productivity 4) Job Commitment mediates the relation between salary gap and employee productivity. 2.5 Gender discrimination in Pakistan Pakistan is also one of the countries where gender discrimination is seen in most of the organizations. We all know Pakistan is a male dominating society and women are being treated unfairly in every field of profession. Gender discrimination has spread its root from public organizations to private organizations. Women are being kept at low level jobs and they are not promoted to high posts due to biasness of top level managers and policy makers. A study by Ghizala Kazi (2011) shows us that no women in the public organizations are in the scale of 20 or more. There are very few women above scale 15. Most of the women are under 15th scale, which shows the situation of discrimination in Pakistan. Many factors for this situation were identified like education, promotion, environment, child bearing and discrimination. If such kinds of discrimination is eliminated than the productivity of these women employees could be increased. There are evidences that the promotion of gender equality leads to a better performance and improved economy of concerned society. The societies who have greater female employment opportunities are less corrupt and have better governance (Klasen, 2006). This is not the end of discriminations in Pakistan. A women employee is also discriminated in Salary, which is a basic right of an employee that he should get compensated according to his work and post. In Pakistan you will see men and women working on same job level but different pay. In the report of poverty in Pakistan it is clearly proved that majority of women are concentrated in low paid jobs with very few opportunity for moving upward (Shah et al, 2004). If we look in the export industries of Pakistan which is a backbone in measurement of economy of Pakistan we will see the similar situation of discrimination. The study of Siddique (2006) surveyed the industries of export that are in Karachi, Sialkot and Faisalabad. The results from this study confirms the gender discrimination and shows that men were getting 20 percent more than then women working at the same post. It was also concluded that adjustment policies and change in labor market has a negative impact on females. To have maximum output from women employee the organizational culture of discrimination should be changed. Organizational culture affects the performance of employee. Organizational environment and culture can make the workplace attractive and supportive for a female employee. Attitudes of peers and support from family are also very significant for the female employee (Irfan, 2009). Many studies have discussed the gender discrimination as a general term but there is need to explore the discrimination in different dimensions and how these dimensions affect the productivity of employees. Gender discrimination has three dimensions which include discrimination in promotions, salary and facilities provided. So this study will be based on exploring the effect of dimensions of gender discrimination on productivity of employees. 3. Conceptual framework In the literature review of this topic the framework has been defined which show the relationship between the variables. Correlation is basically run to analyze the relationship between two or more variable. It also measure that how two variables move in relation to each other. It measures the strength and direction of linear relationship between two variables with respect to each other. The sign of the value shows the direction that whether it is negative or positive. Positive sign shows that the variables are moving in same direction means if one variable is increasing the other variable is also increasing and negative sign shows that if one variable is increasing then other variable is decreasing. The magnitude shows the intensity between variable. If the value is between 0.1 and 0.5 then the variables are weakly correlated. If the value is between 0.5 and 0.7 then the variables are moderately correlated. If the value is between 0.7 and 0.99 then the variables are strongly correlated. The value 1 shows the perfect correlation between variables. Table 5 shows the intensity and the direction of any two variables. Highest value of correlation is 0.753 which is between gender discrimination in facilities and glass ceiling. So the correlation between discrimination in facilities and glass ceiling is positive and strongly correlated. The relationship between DF and EP, and DF and JS, and JC and SG is negative. So it means that if you have more salary gap than your commitment to job will be less but its value is less than any else two variables, so we can say that job commitment will be less but with very small value, and if you have more discrimination in facilities then your productivity will be less. The remaining variables have positive relation with each other. The relationship is significant at 1% which means there are 99% chances that the relationship between all two variables will remain the same if the sample is changes and sample size and population remains same as shown in the table given below. 5.7 Regression This research is to check the effect of gender discrimination dimensions which are glass ceiling, salary gap and discrimination in facilities on the employee productivity. This research also includes two mediating variables job satisfaction and job commitment. Job satisfaction is mediating between glass ceiling and employee productivity and also discrimination in facilities and employee productivity. Job commitment is mediating between salary gap and employee productivity. For this 9 hypothesis were developed. For the purpose of checking the impact regression has been applied. The model has only one dependent variable so there will be one model of regression equation. There will be separate equation for mediating variable to check the mediating effect of variables between independent and dependent variable. In first model we run the regression equation between EP, GC, DF, SG, JC and Job satisfaction. 5.7.1 Regression Equation EP = 4.66 – 0.38GC – 0.86DF – 0.26SG + 0.017JC + 0.167JS The Above equation shows that if all the other variables remain unchanged or have value of zero then the productivity of employee remains at 14.66. It is the fixed value of employee productivity. The coefficient values tell the per unit change in the employee productivity so if we increase the value of GC, SG and DF then the value of employee productivity will decrease by 0.38, 0.86 and 0.26 respectively. If the value of job commitment increases by one then the value of employee productivity will increase by 0.017. The hypotheses of glass ceiling, discrimination in facilities and job satisfaction are accepted. If the value of job satisfaction is increased then the value of employee productivity will increase by 5.10 Kruskal Wallis Test The non-parametric test will be used that is kruskal-Wallis test. Whenever the assumption of levene test is not fulfilled the non-parametric test i.e. kruskal-Wallis test is used. So kruskal-Wallis test is applied to check the level of job commitment in the females who are earning less than 30,000 between 30,000 and 40,000 and more than 40,000. The table given below shows that the asymptotic value is greater than 0.05so test is insignificant. So there is no difference in the average of glass ceiling in all three populations. So we can conclude that there is no significant difference between the mean of all three population p = 0.509, with a mean rank of 73.45 for below 30,000, 65.20 for 30,000 to 40,000 and 73.00 for above 40,000. 6. Discussion This study is conducted to check the impact of gender discrimination on the productivity of employees. The study included three dimensions of gender discrimination that is discrimination in promotions, discrimination in facilities and discrimination in salary. With the help of previous studies it is found that all these discriminations have negative impact on employee productivity which is mention in literature view. The hypotheses were developed for this study. There are 12 hypotheses that are developed. First hypothesis is that glass ceiling has negative impact on employee productivity. This hypothesis is checked after entering the data into SPSS. He results show that glass ceiling does have negative impact on employee productivity. If women are not being promoted to higher job positions and if there is no such policies related to gender discrimination then the productivity of female employee decreases. Second hypothesis was that the glass ceiling is negatively related with job satisfaction. this hypothesis is checked through the correlation. The table 5 of correlation clearly shows that glass ceiling is negatively related with the job satisfaction and result is also significant so this hypothesis is supported. Third hypothesis is that the job satisfaction is positively related with the employee productivity. The table of correlation shows the positive relation between the two variables. So employee productivity increases as the job satisfactions continues to increase and if job satisfaction decreases the employee productivity also decreases. Fourth hypothesis is that the job satisfaction is mediating between glass ceiling and employee productivity. This hypothesis is checked through the mediation test which consists of four steps. This test did not support the hypothesis so this hypothesis is rejected. Fifth hypothesis is that the discrimination in facilities has negative impact on the employee productivity. This hypothesis is checked by regression. Discrimination in facilities has the negative impact on the employee productivity and it is also significant. So this hypothesis is also supported. The sixth hypothesis is that discrimination in facilities is negatively related with the job satisfaction. This hypothesis is supported because the correlation between them is negative in the table 5. So the discrimination in facilities increases then the satisfaction with the job decreases. The next hypothesis is that the job satisfaction plays the mediating role between the discrimination in facilities and employee productivity. This hypothesis is also checked by the mediation test the result is shown in the table 8 which shows that this hypothesis is not supported. It means that job satisfaction is not mediating between discrimination in facilities and employee productivity. The eights hypothesis that was developed is that salary gap has negative impact on the employee productivity. The hypothesis is not supported as it is checked by regression test which is shown in the table 6. It has negative impact but it is not significant means that if gap is more in salary then employee productivity decreases but not significantly. The ninth hypothesis is that salary gap is negatively related with job commitment. The hypothesis is checked with the correlation which is shown in the table 5 of correlation which shows that the relation between these two variables is negative. So salary gap reduces the job commitment of female employees. The next hypothesis that is developed is that the job commitment is positively related with the employee productivity. The relation is checked with the correlation and hypothesis is supported because results show that there is positive relation between salary gap and job commitment and it is significant. It means more job commitment the more employee productivity. The next hypothesis is that job commitment mediated the relation between the salary gap and employee productivity. This hypothesis is checked by the mediation test and it is not supported. The results show that job commitment does not play a mediating role between salary gap and employee productivity. The t test is also applied to check that whether the level of variables is also applicable on the population. The results are shown in the table 9. This table shows that all the values of p are significant so the level is also the same as the population. The level of job commitment is also checked in the three population related to different income groups that is below 30,000, 30,000-40,000 and more than 40,000. For this purpose the ANOVA is applied but for ANOVA the assumption of levene test should be fulfilled that is its value should be insignificant. The table 10 shows that levene test assumption is not fulfilled so the non-parametric test is used. The non-parametric test is the Kruskal-Willis test. This test is applied and the hypothesis is rejected as its asymptotic value is not significant. So it means that the there is no significant difference between the job commitment of females who are earning less than 30000, 30000-40000 and more than 40000. 7. Implication Through this study the impact of gender discrimination is checked on the employee productivity. The productivity of an employee is much important for an organization. So the management should consider the issue of gender discrimination as it is shown that the gender discrimination has negative impact on the employee productivity. As our sector for this research is the private education institutes which are very important sector for a developing countries so the management should consider reforming its policies. The management should make transparent, merit based recruitment and selection, it should also provide the training for better performance of female employee so that they can be promoted, they could be provided similarly facilities and different incentive so that they compete economically with the men as all these discriminations are effecting their productivity. 8. Limitation This study was only focused to the three dimensions of gender discrimination and employee productivity is the only variable that is measured that effect the productivity of organization. This research was only examining the education sector and the data was collected only from private institutions. The data was also 140 and it was collected only from the schools that are in the city area the educations institutes in the village was not collected so therefore the ability of generalizability of our findings were restricted and this can lead us to the biasness of respondents (Paul et al., 2003). 9. Conclusion This study provided an insight that how the dimensions of gender discrimination affect the productivity of employee. The data has been collected from different private education institutes through questionnaire. After the analysis that we have done on SPSS we can conclude that gender discrimination has a negative impact on the employee productivity which ultimately affect the performance of employee. The result of impact of salary gap on the employee productivity is not significant. So if the organizations want to perform well then they should keep the gender discrimination out of their organizations in order to make their female employees perform well which will be beneficial for the organization. 10. References Channar, Z. A. (2011). Gender Discrimination in Workforce and its Impact. Pak. J. Commer. Soc. Sci, Vol. 5, pp. 177-191. Dixit, V. (2012). A Study about Employee Commitment and its impact. European Journal of Business and Social Sciences, Vol. 1, pp. 34-51. Abbas, S. M. (2010). Gender Based Wage Discrimination and Its Impact on Performance of Blue Collar Workers: Evidence. KASBIT Business Journal, Vol. 3, pp. 45-63. Hiau, Joo. Kee. (2008) Glass ceiling or sticky floor exploring the Australian gender pay gap. The Economic Record, Vol. 82, No.59, pp. 408-427. Foley, S. (2005). Perceptions of Discrimination and Justice: Are there Gender Differences in Outcomes? Group & Organization Management, Vol. 30, pp. 421-452. Ashraf, J, and B. Ashraf (1993) Estimating the Gender Wage Gap in Rawalpindi City. Journal of Development Studies 29:2. Ensher, E. A., Grant-Vallone, E. J., & Donalson, S. I. (2001). Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances. Human Resource Development Quarterly, Vol. 12, pp. 53-72. Prudence Pollard, Maxine Taylor and Noba Daher, Health Care Manager; Jan-Mar2007, Vol. 26 Issue 1, p52-63, 12p, 4 charts Ensher, E. A. (2011). Effects of Perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behaviour and grievances. Human resource development quarterly, Vol. 1. Coomber B, Barriball KL. 2007†Impact of job satisfactions on intent to leave and turnover for hospital based nurses: a review of the research literature†, International Journal of Nursing Studies, Vol. 44, pp. 297-314. Joanne Healy and Zucca J. Linda Mid-American Journal of Business; Spring2004, Vol. 19 Issue 1, pp. 55-62. Sen, Amartya, 1999, â€Å"Assessing Human Development Special Contribution† Human Development Report 1999 (New York: UNDP). Shah, Parveen. Memon, Rajab. A. (2004). Socio-economic and demographic status of rural women in Sindh. Proceedings of the international conference on social sciences: endangered and engendered, Fatima Jinnah women university, Rawalpindi, Pakistan, pp. 98-113. Nick, Foster. (1999) another ‘glass ceiling’? The experiences of women professionals and managers on international assignments, Gender, Work and Organization, Blackwell publisher’s ltd., Vol. 6, no. 2, pp.79-89. United Nation Population Fund (UNFPA), 2004, Programme of Action: Adopted at the International Conference on Population and Development, Cairo 1994 Wayne, F. Casico, (1995) Managing Human Resource, Productivity, Quality of work life, Profits, McGraw hill Internationals, 4th ed. pp. 61-116. Susan, Trentham. Laurie, Larwood, (1998) Gender discrimination and the workplace: an examination of rational bias theory, Sex Roles: A Journal of Research, Jan, 1998, pp. 1-22. Sanchez, J. I., & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: Is diversity management a luxury or a necessity? Academy of Management Journal, 39 (3), 704–719. 11. Appendices Questionnaire We are students of B.sc (Hons) Accounting & Finance, currently doing a research project on gender discrimination and its Impact on employee’s performance for which the questionnaire is being distributed to collect empirical data. Therefore you are kindly requested to fill this questionnaire. The information will be kept confidential and will be used for only academic Purpose it will take 15-20 min to complete the data. Thank you in anticipation (Strongly Disagree = 1, Strongly Agree = 5) Employee Productivity

Stress and Emphasize

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Trends in Cybercrime IT Essay Example | Topics and Well Written Essays - 1500 words

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