The Era for Stay-at-home Dads Essay

For generations, the gender role stereotype within the family has been the same: the father is a deserved pillar of family, and he has responsibility to be a breadwinner by going out to work to make money rather than staying at home as a homemaker. However, over the past few decades, the conventional gender role stereotypes of family has been largely changed to the point that an increasing number of men choose to be stay-at-home dads instead of being bread-earners. The at-home dad trend is that the father both takes on the role of primary caregiver for children and plays a major part in running the household. Although stay-at-home dads have presented a new perspective on the stereotype of family, some objectors who have satirized the at-home dad phenomenon claim that, despite a new awareness about full-time fathers, stay-at-home fathers are still unacceptable for the majority of general public. Because of this the at-home dad trend has difficulties in replacing the traditional family stereotype of gender roles. Nevertheless, the tendency of the stay-at-home dad is necessary for modern families to follow, being that not only a stay-at-home dad is a helpful decision for children’s education, but also a profitable choice for their wives’ work. What is more, stay-at-home dads make remarkable efforts on marital equality and satisfaction in their marriage and they enjoy their fatherhood a lot. Hence, stay-at-home fathers should be encouraged and understood by the public instead of being ridiculed and prejudiced against. Fathers’ unique parenting style is greatly beneficial for children’s education and makes children become confident, perspicacious, and self-disciplined. Gender role stereotypes in family insists that fathers are not good at educating children compared with mothers, in terms of men do not have the everlasting patience of tutoring and they may more irritable when they are facing naughty children. In fact, fathers’ education approaches are inclined to be more active, practical and strict than mothers (Turner, 2). Stay-at-home dads are the first teachers of their children, they should teach children to deal with various basic problems, not only behavioral, but also emotional. Thanks to stay-at-home fathers’ particular masculine characteristics, they prefer to promote children’s intellectual progress through active playing such as building blocks and doing outside exercises than having inanimate  conversations. Beyond that, stay-at-home dads tend to create practical activities for their children like repairing gadgets and practicing first-aid measures in case children may get into unpredictable troubles in the future. When children come across frustration, stay-at-home fathers give less immediate assistance for children, because they have particular purposes to train their children’s adaptive capacities when children are lost in frustration. In brief, under the guidance of stay-at-home fathers, children will be more brave, intelligent and independent. So, stay-at-home fathers should be trusted completely and given more chances to be involved in children’s education, their particular tutoring has an unexpected and positive effe ct to the children. A stay-at-home dad is a necessary decision to free his partner to devote herself to her own career. Couples are willing to adapt to the brand new family pattern within the stay-at-home dad trend due to the fact that breadwinning mothers and full-time fathers can provide a cost-efficient and profitable life for the family. Orthodox stereotypes of gender roles in family believe that women’s sacred mission is to support their spouses’ careers through concentrating on bringing up children at home. What is more, gender discrimination in the workplace persists that men are more likely to be successful than women in career and this prejudiced verdict deprives women’s working opportunities. However, in recent years, along with the rapid development of economy and society, gender discrimination is not as popular as before. Medved and Rawlins (11) consider that women are perceived to have more potential and are more persevering than men in fierce competition, and they can obtain more unique chances to make their career dreams come true. Meanwhile, in many modern families, women are earning much more than their husbands so that increasing numbers of fathers are pushed to become stay-at-home dads. In addition, most working mothers are anxious about who can take care of their children consider ately and economically. Mothers neither want to hire nurses to take care of children by charging costly and needless expenses nor can they bear to make children unattended and lonely. Therefore, a stay-at-home father is the most appropriate and helpful assistant for his partner to develop her career, as the mother does not need to feel guilty and the family can save a large amount of money. The public should regard stay-at-home fathers as efficient and economic assistants for their wives rather than incapable men, these  selfless fathers make their family more cooperative and economic. Stay-at-home father families promote marital equality and couples benefit from their happy marriage (Schindler Zimmerman, 348). Gender role stereotypes in family regards men as the most authoritative character in the family, while women are submissive followers with their husbands. Obsolete family stereotypes advocate that male chauvinism is a powerful guarantee to maintain the stability and permanence of the family. Therefore, women are in lower status than their husbands in marriage and they feel aggrieved and unfair, because they seem to have tons of housework that never finish es. What is more, women’s spouses are too arrogant to understand their wives’ toilsome dedication for the family. Fortunately, a stay-at-home dad is good for reversing the negative situation of a marriage. Schindler Zimmerman (350) found that leaving a parent at home to take care of children and do housework is a reasonable way to make a stay-at-home parent considerate to their partners. The role reversal of family conveys that stay-at-home dads are householders to perform all household duties so that they can deeply experience their wives’ laborious work at home. Realizing their partners’ incomparable dedication to the families, stay-at-home fathers begin to put their spouses at a high status. Meanwhile, mothers are breadwinners to go to work and they are indeed experiencing the huge pressure on spouses previously in the workplace so that they can comprehend their husbands better. Hence, owing to stay-at-home fathers, marital equality has been rebuilt in which women can be honored and respected by their husbands. In other words, the public should set the stay-at-home dad family as a good example to make more couples enjoy harmonious and sweet marriages. Stay-at-home fath ers enjoy their fatherhood and they cherish the precious time together with their children. An interview record is reported by the New York Amsterdam News that described five girls who are growing up with stay-at-home dads who really enjoy the high quality of life, and their fathers are also willing to be full-time dads due to fatherhood bringing happiness and contentment. Gender role stereotypes in family consider that fathers may get disappointed and bored when they are always staying at home to deal with troublesome children and mundane housework, in view of taking care of children and doing housework are not typical behaviors for men. On the contrary, stay-at-home fathers are proud of becoming caregivers in that  they thoroughly devote themselves to give children satisfactory care and accompany children to have unforgettable childhoods. The majority of ambitious working men who are involved in busy and stressful careers are required to set aside extra hours to complete works so that they have little available time to concern with their children’s growth. Becomi ng stay-at-home dads allows such busy fathers to start new experiences with their children in which they can develop much closer and more trustful relationships with children. Stay-at-home fathers do not need to struggle with contradictory problems like how can they balance the family and the career or what kinds of ways should they use to make up for the absence of fathers’ company like breadwinning fathers do. Moreover, stay-at-home fathers escape from the strong competition in the workplace so that they can recover peace of mind. In a word, stay-at-home dads enjoy the pleasure of fatherhood as they take a more important and active role in bringing up their children. Therefore, the public should know that stay-at-home dads are most willing to witness their children’s growth with delighted and relieved minds, more acceptances for such gentle fathers’ love should be given. The stay-at-home father is an inevitable tendency for modern families which are profoundly influenced by the sustainable economic and social development. Children are the biggest beneficiaries to become strong, self-confident, and wise adults, since they can receive fire-new and high-efficiency education from their fathers. Women in stay-at-home father families are endowed with more fair and respectful treatment in the workplace, and their position in households can be immensely enhanced. Also, couples in stay-at-home father families can harvest more cheerful and enviable marriages. Furthermore, stay-at-home fathers are joyfully intoxicated with witnessing the wonderful growth of children. Gender role stereotypes in family should be updated to adapt the development of society and taken into consideration with a dialectical perspective. What is more, stay-at-home fathers are a potential and vulnerable group which must be encouraged and envisaged by the public rather than being satirized and misunderstood. If people can be tolerant and concerned towards stay-at-home fathers, more families can gain happiness and peace through this family structure. Works Cited Turner, Randell D. â€Å"How Fathers’ Style of Parenting Benefits Their Children’s Development.† Parents as Teachers.org:1-4. Web. 30 Nov. 2011. Medved, Caryn E, Rawlins, William K. â€Å"At-Home Fathers and Breadwinning Mothers: Variations in Constructing Work and Family Lives.† Women & Language. 34.2(2011): 9-39. Print. Schindler Zimmerman, Toni. â€Å"Marital Equality and Satisfaction in Stay-At-Home Mothers and Stay-At-Home Fathers Families.† Contemporary Family Therapy. 22.3(2000): 337-354. Print. Avezzano, Samantha, Lauro, Lucia, Howell, Jack, Robinson, Jah’sway, and Staranko, Shauna. â€Å"Girls with Stay-At-Home Dads Emphasize Quality Time.† The New York Amsterdam News, 8 Feb. 2007: A20. Print.

A Divine Image: a Direct Contrast to the Humanitarian Idealism Essay

In his 1932 article, â€Å"An Interpretation of Blake’s â€Å"‘A Divine Image,'† Stephen Larrabee views the entire poem as a direct contrast to the â€Å"humanitarian idealism† (307) of â€Å"The Divine Image,† with the author making direct line-by-line comparisons of the two. Not until 1959, however, does a critic actually examine Blake’s â€Å"virtues of delight.† In his The Piper & the Bard: A Study of William Blake, Robert Gleckner traces the psychological roots of each of those virtues, while asserting that Mercy, Pity, and Peace are each a part of, but distinct from, the fourth and greatest virtue – Love. Gleckner finally affirms the â€Å"human form divine† as a composite of all of the four virtues. Gleckner returns in 1961 with a comparison between â€Å"The Divine Image† and â€Å"The Human Abstract.† While primarily concerned with â€Å"The Human Abstract,† Gleckner does position the unity o f humanity and divinity in the four virtues of â€Å"The Divine Image† against the fall into fragmentation of the later poem. Gleckner also dismisses â€Å"A Divine Image,† the poem sometimes compared with â€Å"The Divine Image,† as a work with no subtlety of theme. Another comparison between â€Å"The Divine Image† and â€Å"The Human Abstract† occurs in Harold Bloom’s 1963 text, Blake’s Apocalypse: A Study in Poetic Argument. Here, Bloom asserts the deliberate incompleteness of â€Å"The Divine Image† by arguing that its God is a â€Å"monster of abstractions, formed out of the supposedly human element in each of Innocence’s four prime virtues† (41). Bloom continues by exploring the changes in the virtues from one poem to the other, finally exposing them as â€Å"founded upon the exploiting selfishness of natural man† (143). â€Å"The Divine Image† receives due critical recognition for the first time in 1964, when E. D. Hirsch asserts the centrality of the poem to the Songs of Innocence and of Experience by proposing as its them e the divinity of humanity and the humanity of divinity. Hirsch theorizes that Blake’s choice of virtues reveals his identification with God the Son (the New Testament God) over God the Father (the Old Testament God). In his 1967 discussion of the Songs of Innocence and of Experience, Sir Geoffrey Keynes concerns himself primarily with the plate of â€Å"The Divine Image.† Keynes first affirms the theme of the poem as â€Å"the identification of man with God† (Plate 18), and he then continues by arguing that the decoration on the plate – â€Å"a strange flame-like growth, half vegetable and half fire† (Plate 18) – is a symbol of human life. Meanwhile, David J. Smith returns to a comparison between â€Å"The Divine Image† and â€Å"A Divine Image† in a 1967 article entitled, appropriately enough, â€Å"Blake’s ‘The Divine Image.'† According to Smith, the less definite â€Å"A† in the title â€Å"A Divine Image† allows him to compare that poem’s remotely situated God with the immanent God of â€Å"The Divine Image.† Smith continues by placing the poetic speaker of â€Å"The Divine Image† in a state of innocence, thus explaining the â€Å"simplistic† unity of the virtues in the poem. John Holloway enters the critical discussion concerning â€Å"The Divine Image† in his 1968 text, Blake: The Lyric Poetry. In his rather straight, new-critical reading of Blake’s poems, Holloway compares the diction and meter of â€Å"The Divine Image† with that of hymns of the period. Holloway asserts that the poem contains no visionary quality because it is too neatly constructed – and because that neat construction invites a retort by the reader. Eben Bass’s 1970 article, â€Å"Songs of Innocence and of Experience: The Thrust of Design,† contains a narrow discussion of the relationship between the reversed â€Å"S† curve of the flame-plant in the plate of â€Å"The Divine Image† and Blake’s dramatization of the â€Å"two contrary statesà ¢â‚¬  of humanity. Robert Gleckner returns to the critical conversation in 1977 with his note concerning â€Å"Blake and the Four Daughters of God.† In this brief article, Gleckner argues that the allegory of the Four Daughters of God may be a source for Blake’s four virtues in â€Å"The Divine Image.† Gleckner continues by positing that Blake’s replacement of two of the â€Å"daughters† – Truth and Justice – with the virtues of Pity and Love might reveal his affirmation of the unity of divinity and humanity, for Truth and Justice may be viewed as Old Testament moral virtues that are bypassed by the New Testament Christ. Zachary Leader approaches the plate of â€Å"The Divine Image† from a different angle when he asserts in 1981 that the plate reinforces the poem’s theme (God as both transcendent and immanent) by positioning a Christ figure at the plate’s bottom (Earth) and angelic figures at the plate’s top (Heaven). Leader argues that the abstract quality of the poem reflects Blake’s dilemma in dealing with the qualities of an abstract God. Heather Gle n’s thorough examination of â€Å"The Divine Image† in her 1983 work, Vision and Disenchantment: Blake’s Songs and Wordsworth’s Lyrical Ballads, posits Blake’s poem as an â€Å"exploration of the dynamics of prayer† (150) by comparing it with Alexander Pope’s â€Å"The Universal Prayer.† Glen demonstrates the similarities between the structure of â€Å"The Divine Image† and the structure of a scientific experiment. She then proves that the poem moves from the abstraction of the four virtues to their embodiment in the human form divine. Finally, Glen reveals the two-edged nature of the virtues of Mercy and Pity by arguing that each contains a presumption of inequality within itself (an argument somewhat similar to that made by Bloom in Blake’s Apocalypse). Stanley Gardner briefly notes the plate of â€Å"The Divine Image† in his 1986 text, Blake’s Innocence and Experience Retraced. Gardner asserts that the design of the plate deals with the â€Å"ideal of reconciliation derived from the fulfillment of Christian compassion† (54). David Lindsay also concerns himself with the abstract virtues of â€Å"The Divine Image† in his 1989 work, Reading Blake’s Songs. Lindsay demonstrates the transforming power that â€Å"The Human Abstract† has upon the virtues of â€Å"The Divine Image† by asserting that the idolatry of the concepts of pity and mercy â€Å"propagates the suffering on which its idols thrive† (80). Finally (and perhaps fittingly), E. P. Thompson positions â€Å"The Divine Image† as the â€Å"axle upon which the Songs of Innocence turn† (146) in his 1993 text, Witness against the Beast: William Blake and the Moral Law. Thompson continues by exposing the â€Å"egalitarian humanism† (153) that underlies â€Å"The Divine Image.† According to Thompson, the poem concerns not divine humanity, but human divinity. Thompson does assert (like Hirsch) that Blake emphasizes the humanity of God the Son over the divinity of God the Father, but he concludes by demonstrating that the poet does not elevate Christ above the rest of the moral creation that shares in the same divine essence.

Assignment on human growth and development

Assignment on human growth and development This essay uses theoretical perspectives of social sciences relevant to human growth and development by demonstrating the socialisation process and the impact of family structures on the normal development of Gerry. It uses the Maslow’s hierarchy of needs to explore the effects of poverty on Gerry’s infancy and it will use Balter, Catherin & Tamis-Lemonda to support Maslow’s philosophy needs. Furthermore it will go on to use Bowlby’s maternal deprivation hypothesis to show the effects of attachment during Gerry’s infancy. More still with the use of Erikson’s stages of identity versus role confusion to discuss Gerry’s adolescence, the theory of generativity versus stagnation to explore his adulthood developmental task of his contributing and stagnation to society and finally the psychological crisis of ego integrity verses despair to explain the effects and causes during his development in middle adulthood. However, other psychologists theories will be used to support Erikson’s theories or critic them. During his infancy, 0-2 years by Piaget (1936) (cited in Crawford and Walker 2009 p 22), Gerry and his family experienced poverty because his father had been made redundant. This means that Gerry’s family could not afford to meet his basic needs. According to Maslow’s pyramedical model (1970) ( cited Steers 1998: p21 ) lower -level needs such as food, clothing and shelter have to be fulfilled to a reasonable degree before the more advanced need levels such as self actualisation, esteem, love/ belonging ,and safety are met. It can be argued that the failure of Gerry’s family to meet his basic needs had a profound effect on his development. This argument is supported by Balter, Catherin & Tamis- Lemonda. They argue that â€Å"children growing up in poverty develop developmental delays in intellectual development. Social, emotional and behavioural problems† (Balter, Catherin & Tamis- Lemonda 2003: p.391) (cited Chafel, 1993 and Garbarino, 1993). Poverty goes hand in hand with gross inequality, unemployment and adverse consequences for poor people and society as a whole. Deprivation experienced by poor families affects their quality of life, their health and life expectancy and the education outcomes of their children. Poverty brings despair and fear† Rebach and Bruhn (2001: p. 369). This argument is supported by Spode and Saracho, (2006) (cited in Duncan and Brook-Gunn, 1997), who say that â€Å"children growing up in poverty develop more emotional and behavioural problems than children who live in above the poverty line. This is because early cognitive and behavioural outcomes show to predict later school success†. Another challenge that Gerry encountered was maternal deprivation. This occurred when his mother was in hospital during the birth of Lily and as a result, Gerry had to be looked after by his grandmother. According to Bowlby’s (19 53, 1969) (cited in Smith, Cowe and Blades 2004 p106) maternal deprivation hypothesis, â€Å"children should not be deprived of contact with the mother during a critical period when the primary attachment relationship is being formed†. He also believed that both mother and baby were predisposed biologically to stay in contact and only this relationship would allow normal development. However, critiques of Bowlby like (Oakley 1981) (cited in Holmes 1993: p. 45) argue that to generalise that any separation of mother from child in the first three years of life is likely to be damaging is unwarranted. Oakley further argued that there is no harm in entrusting the infant to the care of a responsible grandmother or baby-minder.

Emotionl Litercy Interventions In the Prevention of Bullying Within Essay

Emotionl Litercy Interventions In the Prevention of Bullying Within the Pstorl System of School - Essay Example This essay stresses that emotionÐ °l psychologicÐ °l trÐ °ining wÐ °s implemented to reduce bullying in pÐ °storÐ °l clÐ °sses. The support teÐ °ms were Ð °n outgrowth of Olweus's progrÐ °m thÐ °t recommended collegiÐ °l support groups for teÐ °chers thÐ °t Ð °re designed Ð °s Ð ° forum for teÐ °chers to discuss bullying dilemmÐ °s, to shÐ °re experiences, Ð °nd to leÐ °rn from their successes or fÐ °ilures. This paper makes a conclusion that the bully prevention treÐ °tment progrÐ °m is Ð °n effective intervention for increÐ °sing teÐ °chers' knowledge of bullying intervention skills, use of bullying intervention skills, Ð °nd teÐ °chers' personÐ °l self-efficÐ °cy Ð °nd teÐ °chers' self-efficÐ °cy relÐ °ted to working with specific types of children, Ð °s well Ð °s reducing the Ð °mount of bullying in the clÐ °ssroom Ð °s meÐ °sured by teÐ °cher disciplinÐ °ry referrÐ °ls. These findings contrÐ °dict the proponents of Ð ° whole school community Ð °pproÐ °ch, suggesting thÐ °t efforts to reduce bullying behÐ °vior will be effective only if Ð ° whole school community Ð °pproÐ °ch is the intervention progrÐ °m of choice. PerhÐ °ps the teÐ °cher-trÐ °ining component of Olweus's progrÐ °m is the effective component of his work. Therefore, implementing Ð ° teÐ °cher-tÐ °rgeted psychoeducÐ °tionÐ °l progrÐ °m, Ð °s opposed to Ð ° schoolwide bully pr evention progrÐ °m, mÐ °y be more precise, cost-effective, Ð °nd time efficient. This suggests thÐ °t exposing teÐ °chers to Ð ° bully prevention trÐ °ining progrÐ °m mÐ °y be Ð °n efficient Ð °nd effective meÐ °ns not only to reduce Ð °nd prevent bullying but, more importÐ °nt, to creÐ °te Ð ° sÐ °fer leÐ °rning environment for students Ð °nd teÐ °chers.

Dashboard and Executive Summary Essay Example | Topics and Well Written Essays - 750 words

Dashboard and Executive Summary - Essay Example In this respect, the sales departments are charged with the responsibility of determining the effectiveness of the products of the company and the company rating among the consumers/customers. The sales design management team of Coca-Cola collected the following data from the survey on different variables that measure the performance of the organization in this competitive industry. The data collected measures the rating of the company services and products over the last four year. Besides, these information also measure the variations in the performance of Coca-Cola using key performance indicators (KPI) such as sales volume, market share and profitability index. Year 2009 2010 2011 2012 Sales Volume 20% 17% 16.3% 14.1% Profitability 23% 22% 11% 19% Market share 51% 50.2% 48% 48.6% Production cost 12% 12% 17% 19.2% No. of new customers 5% 7% 2% 3.1% From the above company performance dash board, it is evidenced that although the company is performing averagely in the industry, the s urvey indicates inconsistency in the industrial outcome over the last four years. Although Coca-Cola still has the dominant share and control of the soft drink and non-alcoholic drinks industry, the market share is slightly declining following the economic liberalization that allows room for other competitors to join the industry with diversity of products (Hays 12). This gives the consumers arrange of differentiated products to choose from. The entry of new firms in the market over the last decade has resulted into a continuous decline in the market share dominance of Coca-Cola. This was led to the slight decline in the market dominance from 51% in 2009 to 48.6% in 2012. Owing to the global economic and financial contagion of 2008-2009, the cost of production has been on the rise from 2009-2012. This because, the economic stability is yet to be realized globally, thereby making firms (including Coca-Cola) to invest more resource factoring in the expansionary inflationary pressure o n the production and raw materials that are essential for the entire process. The rise in the cost of production has negatively impacted on the sales and profitability index of the company. Over the last four years, as demonstrated above, the profitability index of Coca-Cola has significantly dropped. From 2009 to 2011, the records on the dash board indicate that the company profits have been falling from 23 to 11%. However, the little economic recovery in the last quarter of 2011 and 2012 resulted into a boom in the profitability index to 19% in 2012 (Hays 56-7). Consequently, the sales volume for the company also decline over-time since 2009 forcing the firm to revert to modern approaches of marketing and popularizing its product. It is revealed that the entry of new firms and the increasing customer base of other competitors such Pepsi-Cola have contributed to this fall in sales and profit margins. The survey also involved the customer survey on the variables such as satisfaction , likelihood of re-purchase, quality, pricing, design, and recommending Coca-Cola products to others. The outcome of the survey is as tabulated and dashed below. Year 2009 2010 2011 2011 Customer Satisfaction 72% 75% 81% 73% Re-purchase likelihood 67% 67% 69% 67% Recommending Coca to others 65% 71% 78% 56% Product Quality and Pricing 87% 70% 76% 72% The above dash board shows the customers’ level of satisfaction with the services and quality of products of Coca-Cola. Regarding the

The Scientific Method Essay Example | Topics and Well Written Essays - 500 words

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State of Economy (Michigan) Essay Example | Topics and Well Written Essays - 1250 words

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Solar Energy Essay Example | Topics and Well Written Essays - 500 words

Solar Energy - Essay Example SPV technology have enabled creation of large amounts of energy from solar radiation in addition to the reduction of the costs of purchasing solar PV panels. This technology has various advantages and disadvantages in its use with implications in its future developments as explained in the following sections. The most significant advantage of the solar PV technology is that it produces environmentally friendly form of energy (Solanski, 2009). Solar cells produce silent and clean energy which illustrates the advantage of PV solar systems which do not produce harmful pollutants since they are only fueled by natural sunshine or solar radiation. In this regard, solar systems do not lead to depletion of natural resources and thus prevents endangering of human, animal and plant health (Goetzberger and Hoffmann, 2005). In terms of space, the solar PV systems have an advantage of being installed on rooftops especially in small scale energy production. Furthermore, solar PV systems have a benefit of long life span with limited need for maintenance (Solanski, 2009). Solar energy is also cheap because it is a renewable energy which illustrates that there is no need importation of fuel as it is locally available and free. More importantly, the solar PV technology allows for building of PV systems of any size depending on the energy requirements, whether large scale or small scale and thus these systems are scalable (Energy weekly News, 2012). Whereas the solar PV systems have been described as environmental friendly, it is important to note that there are some toxic elements or chemicals such as arsenic and cadmium which are used during the process of PV energy production. Nonetheless the environmental impact of these chemicals is relatively minor in addition to the fact that they would be controlled or managed through proper disposal and recycling (Solanski, 2009). Additionally, the solar PV technology presents with a disadvantage or significantly high cost of producing

International Monetary Economics Essay Example | Topics and Well Written Essays - 1500 words - 1

International Monetary Economics - Essay Example From the Keynesian identity it can be deduced that the current account deficit is caused by the reduction of the private spending and a large budget deficit. This model was applied to the international trade by Keynes. Keynes designed this model just to deal with the current account deficit that UK was suffering from in the 1960s. Since at that time the foreign capital investment was minimal and there was a fixed exchange rate system in the UK, most of the policies of the Keynesians work according to these two conditions. The Keynesian model relies greatly on the expenditure changing policies. The expenditure changing policies are designed to change the level of spending in the domestic economy. This can be explained through the income and the adjustment model. Since the expenditure that is spent on the imports results in a loss of the money and income to the foreign countries, it is considered an injection. The Keynesian model states that in order to maintain or improve the circular flow of income it is important that the expenditure on the imports is reduced. This can be done if the income in the country is reduced. The domestic income has a direct relation with the imports of a country. This is because as the income in the country increases, there is an increased amount spent on the imports. Also the increase in the income means that the production of the country has increased. The production process may also involve raw materials that are to be imported. As a result the expenditure on the imports would be further increased. In order to reduce the expenditure spent on the imports the Keynesian policies propose the reduction of the domestic production. Since the Keynesian identity is also applicable to the domestic economy (without the net imports), the governments can reduce the government expenditure and reduce the taxes etc to decrease the domestic activity and so the expenditure

Data Collection Methods Essay Example | Topics and Well Written Essays - 1000 words

Data Collection Methods - Essay Example An ‘alternative hypothesis’ is the opposite of null hypothesis and is developed to reject the initial claim of any research or statistician. A survey method (using questionnaire) is more feasible and appropriate for collecting primary information on consumers’ income level, attitudes, perceptions, tastes and preferences, restaurant’s location and internal environment etc. We have initiated this research project with an aim to enter in restaurant industry by offering an experience rather just selling our food products. Hence, it is essential to analyze our competitors’ market information i-e customers, food menu, location advantage, target market, prices etc. Hence, our group has decided to impersonate our identity and conduct a survey with customers who dine-in at our competitors to obtain their unbiased responses. Nevertheless, the ethical principles will not be violated as we will select participants after obtaining their free consent as well as ensure confidentiality. As studied in some Marketing Research textbooks, our group has received an insight that a sample refers to the group of people that are representatives of entire population. Nevertheless, a sample should be carefully chosen to avert possibility of biased responses. More specifically, it should be gender balanced and include people from various localities / neighborhoods / areas to obtain valuable information for a food business. It is worthwhile to mention that sample will be chosen after estimating and analyzing the population of two chosen cities. Indeed, the target market will then be decided so that Santa Fe Grill could offer its products to customers in an efficient and effective manner. Recall that sample should represent the population otherwise the results and findings would become inappropriate. Our group will consider Probability sampling method in formulating the sample size (or a minimum number of participants). This method would be beneficial in sample designing mainly because we have estimated probability of each sampling unity across two chosen cities.  

Love and Patriotism Essay Example for Free

Love and Patriotism Essay Patriotism is a frame of mind in which one loves ones country and is proud of it. It is a vigorous feeling of love, loyalty and support for ones country especially in defense against its enemies. It means that one should give more value and importance to ones country than to ones own self. It makes one bound for certain responsibilities, and these responsibilities are ideological commitment and dedication to the defense and prosperity of ones country. Only regret that I have but one life to lose for my country. (Nathan Hale) Man is a social animal. It is hard for him to breathe in isolation. Contact with his fellow beings is inevitable for mutual growth and economic development. Patriotism creates unity among the people for a noble cause and trains them to tolerate one and other and sacrifice for the country. Soldiers die not in hatred but in love. (Anonymous) Patriotism is a virtue that converts a mob into nation. Nations rise and prosper if their individuals are united by a cord of love, sympathy and sincerity. People learn to honor the freedom and independence of their country. They learn that they can prosper and progress if they have a deep natural relation with their country. Birds fly towards their nests, children rush to take refuge in the lap of their mothers and human beings move towards their homes for peace and shelter, and so is our country that gives us protection and peace. It is a sort of heaven for us. We should try our best to make it beautiful, secure, strong and peaceful. Our existence definitely depends on the existence and survival of our dear homeland. We can do so if we have an ultimate faith in our country. We must not undermine our relationship and association which we have with our homeland by birth. Waste no more time arguing about what a good man should be. Be one. (Mareus) Disciplined armed forces, hardworking and skillful craftsmen, diligent and committed women, and ambitious students have only one aim and that is to serve their country. They believe that their personal achievement will benefit not only themselves but also their country. They want to raise the flag of their country because they have a strong sense of patriotism. Love works wonders. Miracles are not beyond us if we are fired with the passion of patriotism. Patriotism fills us with a magnetic force which overcomes all our petty differences of languages and creeds.

Social Learning Theory Essay Example for Free

Social Learning Theory Essay Moral development is successfully achieved when it starts at the youngest learning stage. Vision, character and competence are the three prime elements that a young person needs to develop to achieve moral standards. Moral development of character is an organic process. The integration of an individual’s physical, emotional, spiritual and psychological well-being must be prioritized so that the young human being may be able to achieve moral standards set by his society. It is in this context where social learning theory is able to explain moral development. Learning can occur when a person integrates and relates to his wider social context. People learn from people by observing, imitating and modeling. The principles of social learning theory posit that; People learn while observing other people; Learning through observing social interactions may not necessarily create change in behavior; Social learning is highly cognitive. Observing the effects of behavior of people brings to the individual increased level of awareness on the consequences that behavior might lead to; Social learning has transitory abilities to bridge behaviorist learning theories and cognitive learning theories. Behavior is reinforced by the modeling process as a person adjusts his behavior according to the like and dislikes of the group he wants to be accepted into. By imitating the persons or group of people in the way they speak or the way they dress up, the individual will be successful in getting accepted to be part of the group. In this way, social learning helps the individual attain his desires to be one with the group of his choice. â€Å"Many behaviors can be learned, at least partly, through modeling. Examples that can be cited are, students can watch parents read, students can watch the demonstrations of mathematics problems, or seen someone acting bravely and a fearful situation. Aggression can be learned through models. Much research indicates that children become more aggressive when they observed aggressive or violent models. Moral thinking and moral behavior are influenced by observation and modeling. This includes moral judgments regarding right and wrong that can in part, develop through modeling.† (Ormrod, 1999) Social learning hastens moral development. As an individual observers the environment from which he learns from, his character may be able to imbibe behaviors that help develop moral ways such as engaging in morally relevant conduct or words, or refraining from certain conduct or words (Wynne Walberg, 1984). The individual can also acquire a complex set of relatively persistent qualities of the individual person, and generally, a positive connotation when used in discussions of moral education (Pritchard, 1988). Learning experiences can influence moral behavior development by direct tuition and by observational learning. Direct intuition uses reward and punishment in negating or reaffirming the behavior of an individual. Observational learning is more indirect in nature because the reward and punishment is observed by the individual rather than experienced first hand. When an individual sees his elders being punished for doing bad things such as stealing or murder, it will be engrained in his moral standards that stealing and murder is not morally accepted. Campbell and Bond (1982) propose the following as major factors in the moral development and behavior of youth in contemporary America: heredity, early childhood experience, modeling by important adults and older youth, peer influence, the general physical and social environment, the communications media, what is taught in the schools and other institutions, specific situations and roles that elicit corresponding behavior. And much of these elements are found in the social context therefore social learning theory is a very effective means of how an individual can acquire his or her moral standards just by observing, imitating and modeling his environment. To successfully model moral behavior, a person goes through four learning processes under social learning theory. Attention is the first important process that one has to render. Without the ability of a person to pay attention to himself, and his surroundings learning will be hard. Retention is the next process after attention is achieved. Remembering the observations is essential so that the learning can be further processed. A person who cannot remember his observations will render his social milieu unimportant. Reproducing the remembered observation is crucial in the learning process. Replicating the observed behavior will determine if the individual has truly learned and has truly understood and acquired the moral concept of the situation observed. And finally, there is need for motivation if an individual is bent on succeeding modeling the observed behavior. Motivation will be the key ingredient for the individual to project the learning he has achieved, successfully sharing his perception so that other may be able to observe his actions. With other people observing his actions, the learning process is replicated over and over again. With this replication through the social learning theory, moral development is achieved by the individual and by the whole group. Knowing how social learning can affect moral development, it is important therefore that young people are able to grow up in a moral environment from where they will use their observation skills and imitate or model the actions they see, hear and feel. Moral development starts at an early stage in a child and therefore, society must not be mindless of the moral and immoral actions found in and around the child’s environment. References: Campbell, V., Bond, R. (1982). Evaluation of a character education curriculum. In D. McClelland (ed.), Education for values. New York: Irvington Publishers. Huitt, W. (2004). Moral and character development. Educational Psychology Interactive. Valdosta, GA: Valdosta State University. Retrieved [November 17, 2006], from http://chiron.valdosta.edu/whuitt/col/morchr/morchr.html Moshman, David. 2004.   Adolescent Psychological Development: Rationality, Morality, and Identity. Lawrence Erlbaum Associates; 2nd edition Ormrod, J.E. (1999). Human learning (3rd ed.). Upper Saddle River, NJ: Prentice-Hall. Pritchard, I. (1988). Character education: Research prospects and problems. American Journal of Education, 96(4), 469-495. Rotter, J. B. (1993). Expectancies. In C. E. Walker (Ed.), The history of clinical psychology in autobiography (vol. II) (pp. 273-284). Pacific Grove, CA: Brooks/Cole. Wynne, E., Walberg, H. (Eds.). (1984). Developing character: Transmitting knowledge. Posen, IL: ARL.

Life Styles Inventory (LSI) Assignment

Life Styles Inventory (LSI) Assignment Behavior Styles Life Styles Inventory (LSI): Self Description â€Å"The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office.† Dwight D. Eisenhower Introduction: Thinking and Behavior The Life Styles Inventory (LSI) identifies the essential thoughts and stimulus that guide individuals behavior. Often referred to as personal styles, management styles and leadership styles, these signify the essence of an individuals effectiveness. The quality of my thinking and behavior contributes greatly to my work performance. Fortunately, I have the power to change ineffective thinking and behavior, the kind that can paralyze an individuals effectiveness. But first I need to know if what I’m doing now is supporting from quality performance. The scoring reveals where I have talent, where I can grow, and where I may be able to develop even stronger skills by simply shifting behaviors that could be holding me back (limiting style). Personal Thinking Styles: Based on the Life Styles Inventory results, my primary personal thinking style is self-actualization. Self-actualization in life is very important to make sure you are pleased with your inner self and behaviors. This goes back to morals and how you were raised. Self-actualization allows me to always be pleased and happy with the decisions I make in life. As a professional, making decisions that I will be happy with is essential. You may not always be pleased with decisions that others make, but I believe it’s important to please self when it involves making personal decisions. My back-up style is achievement. Achievement is setting goals at work and in my personal life. You must be determined, focused, goal-oriented and dedicated to talks given. For example, pursuing a Master’s degree is a personal goal I’m striving to accomplish for self-satisfaction, not for others satisfaction. The style that I think might be working against me to reduce your effectiveness is the perfectionist style. IT can be limiting because nothing is perfect and you have to have a backup plan in case obstacles occur. Being a perfectionist can waste time and money when it comes to the workplace. In some cases perfection is needed. When pharmacists prescribe medication to patients they need to strive to provide the perfect medication for the problem because if they don’t things could go wrong with the patient. There are times where perfection is needed and others when you’re just wasting precious money and time. Impact On Management Style: With the high achieving style being the second high rated style on my inventory list, it has a major impact on my management style. A high achievement style indicates I set goals and is enthusiastic about working towards difficult but realistic goals. In pursuit of goals and achieving high quality results, I’m likely to follow a well-developed plan that has been considered in depth. I carefully examine my options before deciding on a plan of action. To adequately isolate these behaviors or ways of thinking and emphasize strengths, it is essential to understand their impact on quality of performance. As a manager I will have a positive effect on my employees. Being that the poser style is on the bottom of my totem pole, I believe that the humanistic and encouraging style will set well with the employees and contribute to a person’s level of satisfaction proficiency at accomplishing tasks. Having the ability to work effectively with people develop healthy relationships is a important in management. Genesis of Personal Styles Since I’m able to remember, I was taught to be your own person. I was taught to always be the leader and not the follower when it comes to personal decisions. It’s very important to not always want to be a leader and never want to follow in the workplace. My mother and father instilled in me to set goals and achieve those goals no matter how long it took to accomplish what you have set for yourself. As a child in the schooldays, I remember bringing home all the books that I had (Math, Science, Language, etc.). If I didn’t have homework in a subject, I had to read the next chapter for the next day. I thank my parents for instilling in me how important knowledge is. I continue to keep that with me after graduating from high school, second year college, four year college and now striving for my Master’s. I can truly say that continuing my education is a major part of my life. Because of my parents teaching, I’m good. Being in the church was another gre at thing that happened to me. A person’s environment can have a major impact on their life. Conclusion and Reflection The underlying thoughts and motivations that guide an individual’s behavior, that is personal styles, management styles and leadership styles, represent the essence of an individuals effectiveness. Research has shown that the styles measured by the LSI are related to a number of indicators of effectiveness and success, including leadership effectiveness, management effectiveness, problem solving effectiveness, quality of interpersonal relations, organizational level, individual health and well being, and organizational culture. I can use what I learn to initiate positive changes in how I think and act according to the changes that increase my personal and professional effectiveness. The LSI can be used to create change through: (1) identifying the unique thinking patterns that characterize your current behavior (2) understanding which of your thinking patterns are effective, which aren’t and why (3) deciding which thinking and behavior patterns you want to change (4) defining optimal ways of thinking and approaching your work, such as, setting targeted improvement goals and creating a precise approach to convey on change.

Looking at a Woman Essay -- Literary Analysis, Scott Russell

Women have made great advancements in improving their rights and roles within society and are now less likely to be viewed as inferior by males. Nevertheless, they are still facing many challenges including being perceived as objects and being expected to dress and behave a certain way. In his essay â€Å"Looking at Women,† Scott Russell Sanders analyzes how men often perceive women as objects because of their indecent wardrobe and their willingness to put their bodies on display. In her essay â€Å"Why Women Smile,† Amy Cunningham explains the value of a smile and how it does not always reflect how a woman is truly feeling on the inside. Both essays spend much time looking at women and how they are under the constant scrutiny from those around them. What the essays of Sanders and Cunningham illustrate is that, while trying to shake old stereotypes, women find their identities constructed from their external appearance. The problem is and remains that women are complic it in the shallow construction of female identity that trades depth for surface because they have bought into the idea that a woman must trade on her external appearance to succeed in her public life. Women celebrities often remark that the media negatively displays women and sexually objectifies them through many mediums such as film, TV, video games, and advertisements. However, there are many female stars that are willing to pose provocatively for a wide variety of men’s magazines such as Maxim, a European magazine targeted at men. Their hypocrisy in shooting the pictures invalidates the argument that men exploit female sexuality, as they are likewise eager to take those pictures. These women are so quick to jump at an opportunity to pose seductively for the camera, a... ... be viewed and represented. It is difficult to believe that they want to be understood as smart bright women when they appear so artificial and vain. Pretty looks can only take a woman so far before she must rely on her intelligence and skills. From their apparel to their body language to their facial expressions, women are constantly being examined by the public, and moreover by men. It is a cause and effect relationship since men looking at women makes women feel like objects, which in return makes them want to become like pieces of toys for men to stare at and play with. Sanders and Cunningham make it apparent that women are much more than their appearance, and have a lot more to offer than a provocative picture or a plastic smile. However, it is up to the women to change the way they portray themselves to the world if they want to be seen in a different light.

Spanish Conquistadors: Heroes Or Murderers :: essays research papers fc

Spanish Conquistadors: Heroes or Murderers "The Indians in the first fatal decades of the white man in America were conquered because they could not conceive what it was that the white man was after, and what manner of man he was." (The Indians of the Americas, p97) This misconception, was that the Indians could not imagine was that the Spanish Conquistadors would come to the Americas and brutally murder men women and children in the name of a god. They could not see how a group of people could follow such a god. The Spanish conquistadors raped the American natives of their naiveness. The Spanish conquistadors took away the Indians right to their way of life and their land. Living in the United States of America, it's hard to imagine a group of people coming into our country, and taking our land. But this event has already happened, almost 500 years ago. The people who dominated the United States before the Spanish invasion roamed among a 2 large continents. Today the Indians are restricted to reserves or â€Å"reservations†. Their land has been taken from them, and little if any was given in return. The people who live among these reservations try to preserve the â€Å"old way of life.† Another thing taken from the Indians of Americas was their way of life. One thing almost all people hold close to their heart is their way of life whatever it may be. The Indians however were persecuted for their beliefs and either killed or converted to the â€Å"Spanish Catholicism† or many other varying ways of life. This conversion did not take place peacefully. Many resisting Indians died for their cause. The Indians of the Americas could no longer hunt and gather food freely. Nor could they farm just for their community. Strong men were taken as slaves either to Hispaà ±ola (Modern Day Haiti), Cuba or taken back to Spain. Such slaves were often worked to death, because of the seemingly endless supply of American Indians. Other Indians were forced to pay tribute to the Spanish by working on farms to feed the invaders when they themselves were barely nourished enough to live. Some American Indians went so far as to commit mass suicides and not to have children, because they knew their fate if they were to go on living or to bring another child into the world only to see him or her worked to death (Collier, 63). Another very important factor in the demise of Native American Indians was disease, the native Americans had no immunity to the European diseases.

Essay --

The Ku Klux Klan has existed since the mid nineteenth century. The Klan has had periods membership numbered in the millions, whereas nowadays they do not have as much influence as in the past.What has ceased to change is the media depicting the Ku Klux Klan as a hateful group of bigots wanting to solely wipe out any non-white race. However, the media has not only surfaced many misconception but they fail to realize that the Klan is actually within US Constitutional rights. Because the Bill of Rights guarantees American citizens the freedom of speech and to peacefully assemble, the Ku Klux Klan has the right to continue their practices. With that being said, excluding some violent outburst conducted by Klan subgroups, no one has the right to stop the KKK from protesting, speaking their beliefs, or celebrating their heritage. BACKGROUND INFORMATION The Ku Klux Klan was founded in May of 1866, in Pulaski, Tennessee by six veterans of the Confederate Army. The early years of the Klan's existence were focused mainly on restoring white power in the government. The Klan often spoke against Radical Republicans, the political party that most supported the rights of former slaves. At first the Klan seemed relatively harmless. But as time went on, the so called white supremacists showed how far they were willing to go to fulfill their craving for America to go back to its former ways. According to the Klan members, the only requirement for being a part of the organization is to be Christian. As they see it, America is under attack by immigrants and foreign groups. To them it seems that it isn't right for races to mix because we would all melt into one race of "brown". The highest ranked members of the KKK are said to be led by divine provide... ...portunity, and rightfully so. The KKK has given more than enough validation for why they believe that they are simply making an attempt to save the white race. Our forefathers were of the white race, and if the Klan makes the point that by not mixing races in terms of marriage would preserve American culture, it is actually a justified statement from that standpoint. Although many people, including myself, would not agree with their opinions, the Klan has the right to hold their own beliefs. The Bill of Rights will always be relevant. They were written with our citizens’ best interests in mind. It was our forefathers' responsibility to ensure that our country would always be free, even centuries after the amendments were written. The Klan, although their beliefs may not be those of the general public, have and will always have the right to preach their own opinions.

Recruitment and Selection in Dlw

A SUMMER TRAINNING PROJECT REPORT ON RECRUITMENT AND SELECTION AT DIESEL LOCOMOTIVE WORKS SUBMITTED IN Partial Fulfillment of the Requirement of the Award of the Master of Business Administration (MBA) OF BANASTHALI UNIVERSITY (Session: 2011-2013) SUBMITTED BY AMRITA MATHUR MBA IIND SEMESTER ID NO. – WBMBA11964 ROLL NO. – 7459 ACKNOWLEDGEMENT Any accomplishment requires the effort of many people and this work is no different. It has been my proud privilege to be attached to Diesel Locomotive Work, a highly professional’s bank with modern outlook.With due respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would like to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experi ence in the successful completion of this project. I would also thankful to almighty god for his grace and mercy to successfully complete this project. Amrita Mathur PREFACEIn our two year degree program of M. B. A. of there’s provision for doing summer training, after IInd semester. The essential purpose of this project is to given an exposure and detailed outlook to the student of practical concept, which they already studied research. For this purpose, I was assigned the project for the â€Å"RECRUITMENT AND SELECTION† in Diesel Locomotive Work. It is a matter of great privilege to get training from Diesel Locomotive Work, one of the largest organisations of its kind. The project lasted for a period of six weeks: it was informative, interesting and inspiring.I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled â€Å"RECRUITMENT AND SELECTION† Under taken in Diesel Locomotive Works (DLW). A production unit of Indian Railways,  DLW  was set up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied over 5,000 locomotives, mainly to Indian Railways but also including 342 locomotives for non-railway  customers  such as power plants, port trusts and industrial users.The project report is about recruitment and selection process that’s an important part of any organization. Which is considered as a necessary asset of a company? It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation.Shortage of skills and the use of new technology are putting considerable pres sure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. There are two types of factors that affect the Recruitment of candidates for the company- * Internal factors. * External factors With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process.Sources of Recruitment through which an organisation gets suitable application. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process o r activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Indian Railways. CONTENTS SR. NO. | TOPIC| PAGE NO. | 1. | Introduction| 1| 2. | Objective| 2| 3. | Scope Of The Study| 3| 4. | Research Methodology| 4-6| 5. | Company Profile| 7-12| 6. | Review Of Literature| 13-38| 7. | Data Analysis And Data Interpretation| 39-49| 8. Findings| 50| 9. | Conclusion| 51| 10. | Limitation Of Study| 52| 11. | Suggestions| 53| 12. | Bibliography| 54| 13. | Annexure| 55-57| INTRODUCTION Human Resource is a basic need of any work to be done. Recruitment and selection are two of the most important functions of personnel managem ent. Recruitment precedes selection and helps in selecting a right candidate. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers.Every business organisation/unit needs manpower for carrying different business activities smoothly a nd efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. OJBECTIVE The objective of my study is to understand and critically analyzed the recruitment and selection procedure at Diesel Locomotive Works. 1. To study the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To study the various sources of recruitment followed in DLW. . To learn what is the process of recruitment and selection that should be followed. 4. To critically analyze the functioning of recruitment and selection procedures. 5. To identify the probable area of improvement to make recruitment and selection procedure and more effective. 6. To know the managerial satisfaction level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures.The key points of my research study are: 1) To study the facts about the diesel locomotive works as a group. 2) To understand and analyze various HR factors including recruitment and selection procedure at Diesel Locomotive Works. 3) To suggest any measures/ recommendations for the improvement of the recruitment procedures. REASERCH METHODOLOGY In everyday life human being has to face many problems viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.Research was carried out at DIESEL LOCOMOTIVE WORKS to find out the â€Å"Recruitment and selection process†. The Research Research is a â€Å"careful investigation or inquiry especially through search for new facts in any branch of knowledge. â⠂¬  The project is a systematic presentation consisting of enunciated problem, formulated hypothesis, collected facts or data, analyzes facts and proposed conclusions in form of recommendations. Kind of Research The research done by Exploratory Research: This kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design: A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was chosen that consisted of 25-30 employees. DATA COLLECTION The data for the survey will be conducted from both primaries as well as secondary sources. Primary Data: Primary data was collected through training classes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department.The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. RESEARCH DESIGN Research Design:A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. â€Å"A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure†. Design decision happens†¦ 1. What is study about? 2. What is study being made? 3. Where will the study be carried out? 4. What type of data is required? . Where can the required data to be found? 6. What will be the sample design? 7. Technique of data collection? COMPANY PROFILE INDIAN RAILWAY India's first train runs between Mumbai  and  Thane. The Indian railways are Asia’s largest railways system and the world’s second largest railways system. Indian railways are owned and managed by the central government. Indian Railways  (IR) is an iconic Indian organisation, owned and operated by the  Government of India through the  Ministry of Railways which is responsible for the maintenance and operation of the entire rail network in India and it enjoys total monopoly. Railway† means a railway or any portion of a railway for the public carriage of passengers, animals or goods. Railways were first introduced to India in 1853. By 1947, the year of  India's inde pendence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit, the Indian Railways, becoming one of the largest networks in the world. It has the world's fourth largest railway network after those of the United States,  Russia  and  China. Rail transport is the conveyance of passengers and goods by means of wheeled vehicles running along railways or railroads.Rail transport is part of the logistics chain, which facilitates international trade and economic growth. INDIAN RAILWAY STRUCTURE Indian Railways is divided into several zones, which are further sub-divided into  divisions. The number of zones in Indian Railways increased from six to eight in 1951, nine in 1952 to sixteen in 2003 then to seventeen in 2010. Each zonal railway is made up of a certain number of divisions, each having a divisional headquarters. There are a total of sixty-eight divisions. Each of the seventeen zones is headed by a General Manager (GM) who reports directly to the Railway Board.The zones are further divided into divisions under the control of Divisional Railway Managers (DRM). Sr. No. | Name| Abbr. | Date Established| Headquarters| Divisions| 1. | Central| CR| 1951-11-05| Mumbai| Mumbai,  Bhusawal,  Pune,  Solapur,  Nagpur| 2. | East| ECR| 2002-10-01| Hajipur| Danapur,  Dhanbad,  Mughalsarai,Samastipur,  Sonpur| 3. | East Coast| ECoR| 2003-04-01| Bhubaneswar| Khurda Road,  Sambalpur,  Visakhapatnam| 4. | Eastern| ER| 1952-04| Kolkata| Howrah,  Sealdah,  Asansol,  Malda| 5. | North Central| NCR| 2003-04-01| Allahabad| Allahabad,  Agra,  Jhansi| 6. North Eastern| NER| 1952| Gorakhpur| Izzatnagar,  Lucknow,  Varanasi| 7. | North Western| NWR| 2002-10-01| Jaipur| Jaipur,  Ajmer,  Bikaner,  Jodhpur| 8. | Northeast Frontier| NFR| 1958-01-15| Guwahati| Alipurduar,  Katihar,  Rangia,  Lumding,Tinsukia| 9. | Northern| NR| 1952-04-14| Delhi| Delhi,  Ambala,  Firozpur,  Lucknow,Moradabad| 10. | Sout h Central| SCR| 1966-10-02| Secunderabad| Secunderabad,  Hyderabad,  Guntakal,Guntur,  Nanded,  Vijayawada| 11. | South East Central| SECR| 2003-04-01| Bilaspur| Bilaspur,  Raipur,  Nagpur| 12. | South Eastern| SER| 1955| Kolkata| Adra,  Chakradharpur,  Kharagpur,  Ranchi| 13. South Western| SWR| 2003-04-01| Hubli| Hubli,  Bangalore,  Mysore| 14. | Southern| SR| 1951-04-14| Chennai| Chennai,  Trichy,  Madurai,  Palakkad,  Salem,Trivandrum  | 15. | West Central| WCR| 2003-04-01| Jabalpur| Jabalpur,  Bhopal,  Kota| 16. | Western| WR| 1951-11-05| Mumbai| Mumbai Central,  Ratlam, Rajkot,  Ahmedabad ,  Bhavnagar,  Vadodara| Production Units Six production units are headed by a General Manager, who also reports directly to the Railway Board. The six Production Units are:- Sl. No| Name| Abbr. | Year Established| Location| Main products| 1. Golden Rock Locomotive Workshops| GOC| 1928| Trichy| Diesel-electric Locomotives| 2. | Chittaranjan Locomoti ve Works| CLW| 1947| Chittaranjan  ,Asansol| Electric Locomotives| 3. | Diesel Locomotive Works| DLW| 1961| Varanasi| Diesel Locomotives| 4. | Diesel-Loco Modernisation Works| DMW| 1981| Patiala| Diesel-electric Locomotives| 5. | Integral Coach Factory| ICF| 1952| Chennai| Passenger coaches| 6. | Rail Coach Factory| RCF| 1986| Kapurthala| Passenger coaches| 7. | Rail Wheel Factory| RWF| 1984| Bangalore| Railway wheels and axles| 8. | Rail Wheel Factory| RWF| 2011| Chhapra| Railway wheels and axles|Diesel Locomotive Works  (DLW) The  Diesel Locomotive Works  (DLW) in  Varanasi,  India, is a production unit owned by  Railways, that manufactures diesel-electric  locomotives  and its spare parts. It is the largest diesel-electric locomotive manufacturer in India. Healthy growth of railways is essential for India’s social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works â€Å"To be a world class manufacture r of Diesel – electric locomotives. †Ã‚   Organizational Structure Of DLW General Manager (GM) CMO CME COS FA ; CAO CMEPCMDDepty CPO/HQ Depty CPO/General SPO APO/HQ APO/Staff | Nature of workThe role changes depending on where an officer is placed in the organization – in the division (operational level), the zone (tactical level), or the railway board (strategic level). The following are the different roles played in railways:  Ã¢â‚¬ ¢ The commercial division: This division handles all commercial responsibilities like ticket checking, catering, administration and management of stations, reservation, announcements on the platforms, etc. †¢ The operations division: This division deals with controlling movement of trains.Keeping a check on incoming and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. †¢ India Railway Accounts Service: This branch of the Railway Services is engaged in handling the acc ounting and finance operations of the Indian Railways. At this post, the officer carries the overall responsibility for accounts for the whole zone. †¢ Indian Railway Personnel Service: As the name indicates, officers in this division handle all matters related to the personnel section like selection, promotions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection Force: This branch of the Indian Railway Services is entrusted with the task of maintenance of law and order on trains and on premises owned and used by the Indian Railways. †¢ Railway Engineering Services: This is the technical side of the Railway Services and is engaged in activities like construction and planning of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway Service of Electrical Engineers and the Indian Railway Service of Mechanical Engineers.Benefits To The EmployeesGroup A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these groups. Different railway passes are allowed to the employees according to the group and positions given to them. Some of them are Special passes, residential passes, widow passes, post retirement complimentary pass, school pass, pass on privilege account, duty pass etc. Staff Welfare| DLW undertakes a Varity of welfare activities for its over 6000 personnel.Important among these are:Education Facilities: DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Women’s Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girl’s College, 2 Central Schools, and 1 Senior Secondary School. Medical Facilities:105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive health care to around 20,000 Railwa y family members. A Homeopathic and an Ayurvedic dispensary are also available.Railway Quarters:A total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well maintained and green, providing excellent pollution free environment. Compassionate Appointments:Families of deceased employees are helped by the way of compassionate appointment to the wards. Institute/Community Centre etc. :For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 Officers Club are functioning on the premises. Cinema Club:For recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW.Sports ; Game:All kinds of facilities for various games like Cricket, Hockey, Basketball, Badminton, Volley-ball, Football, Table Tennis, Gymnasium, Athletics, Swimming, Golf, and Rifle Shooting have been provided for the staff. | REVIEW OF LITERATURE Human Resource plays a crucial role in the development process of the modern. Human resource management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. RECRUITMENT AND SELECTIONRecruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. RECRUITMENT Recruitment is â€Å"hiring† of employees from outside. Recruitment has been regarded as the most important function of the HR department. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential.Need For Recruitment: The need for recruitment may be due to the following reasons / situation: 1. Vacancies due to promotions, transfer , retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose And Importance Of Recruitment: 1. Determine the present and future requirements of the organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. Sources Of Recruitment The sources of recruitment in Diesel Locomotive Work can be broadly categorized into internal and external sources- I.Internal Rec ruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include 1) Promotion. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) Cultural Quota. 6) Physical Handicapped Quota. II. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. The various external sources include 1) Government Placement Agencies: a) UPSC(Union Public Service Commission) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTIONSelection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. It is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and recruitment or not.The difference between recruitment and selection: * Recruitment is identifying n encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which interested candidates are encouraged to submit application and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test: Different types of tests may be administered, depending on the job and the company.Generally, tests are used to determine the applicant’s ability, aptitude, intelligence, general knowledge, and medical test. .Selection Decision: The final decision has to be made the pool of individuals who pass the tests, interviews and reference checks. The view of the line man ager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection. Physical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test: 1. Physical test is to detect if the individual carries any infectious disease. 2. The test assists in determining whether an applicant is physically fit to perform the work. 3. The physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. . Medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s property. 5. An examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. Job Offer: After the physical examination the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed.Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances.Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. Contract Of Employment: After the job offer has bee made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for reparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings: 1. Job title. 2. Duties, including a parse such as â€Å"The employee will perform such duties and wil l be responsible to such a person, as the company may from time to time direct†. 3. Date when continuous employment starts and the basis for calculating service. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5.Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements: a) Paid holidays per year. b) Calculation of holiday pay. c) Qualifying period. d) Accrual of holidays and holiday pay. e) Details of holiday year. f) Dates when holidays can be taken. g) Maximum holiday that can be take at any one time. h) Carry over of holiday entitlement. i) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them).Employer’s right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of emp loyment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organisation, contract or no contract. Recruitment And Selection In Diesel Locomotive Work (DLW) Indian railway is considered as the biggest job provider in world. The Indian railway network is divided into 17 different zones geographically.Here I am giving you detailed information about division of railway jobs, and which job profile will be given in which departments through which exam. Staff are classified into gazetted (Group ‘A' and ‘B') and non-gazetted (Group ‘C' and ‘D') employees. The recruitment of Group ‘A' gazetted employees is carried out by the  Union Public Service Commission through exams conducted by it. The recruitment to Group ‘C' and ‘D' employees on the Indian Railways is done through 19 Railway Recruitment Boards which are controlled by the Railway Recruitment Control Bo ard (RRC).Vacancies in Indian Railways are filled either by recruitment by Recruitment agencies like UPSC or RRB or by promotion from serving candidates. The railway recruitment board divides all the jobs into four major categories as given below: 1. Group A: Group A recruitments are filled by UPSC by All India Competitive examinations. 2. Group B: Group B posts are normally filled by promotion from serving Group C candidates. 3. Group C: Group C recruitment are made by Railway Recruitment Board (RRB). 4. Group D: Group D posts are filled at the divisional level.The employees who are selected under group A and group B are Gazette officers. General Conditions for Recruitment The recruitment rules may provide for- 1. Qualifications, age and the scales of pay applicable for the various posts in the service and important conditions of service, like leave, pension, non-contributory Provident Fund benefits, etc  . 2. No male candidate who has more than one wife living or no female candi date who has married a person having already a wife living shall be eligible for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . Proportion of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the case of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, stoppage of increments etc. 5. Passing obligatory language examination whenever prescribed in the recruitment regulations for each service in Group ‘A’. Recruitment of Group A services Recruitment of Group ‘A' Officers are made through: 1. Open competitive examination held by UPSC. . Promotion of Officers from Group ‘B'. 3. Appointment of Special Class Apprentices by UPSC. 1) Through UPSC recruits the candidate can be selected in railways by clearing one of the following three exams. a) Civil Services Exami nation: This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway Personnel Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services Examination for: This exam select candidate for the post of mechanical engineers, store engineers, signal engineers and electrical engineers. * Indian Railway Service of Engineers (IRSE). * Indian Railway Service of Mechanical Engineers (IRSME). * Indian Railway Service of Electrical Engineers (IRSEE). * Indian Railway Service of Signal Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services Examination for: Through this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of Officers from Group ‘B’ * Promotion from Group B to Group A (Junior Scale). 1. Appointments to t he posts in the junior scale shall be made by selection on merit from amongst Group B officers of the departments concerned with not less than 3 years of non-fortuitous service in the grade. 2. If the quota reserved for Group B Officers for promotion to junior scale is not fully utilised, the remaining vacancies may be filled by Government in accordance with the recruitment rules and in consultation with the UPSC. . The Departmental Promotion Committee for this purpose shall consist of a representative of the Union Public Service Commission as Chairman and two representatives of the Ministry of Railways as Members. * Promotion from junior scale to senior scale. Appointment to the posts in the senior scale shall be made by promotion in the order of seniority, subject to rejection of the unfit, of officers with ordinarily not less than 4 years service in the junior scale. * Promotion from senior scale to higher grade posts. 1.Promotions to the Administrative Grade are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection; mere seniority does not confer any claim for such promotion. 2. Appointments to the posts in the Junior Administrative Grade shall be made by selection on merit from amongst the officers ordinarily with not less than 5 years service in the senior scale. 3. The departmental Promotion Committee for purposes   of promotion from Senior Scale and above to higher grade posts shall consist of Chairman, Railway Board, Financial Commissioner Railways and three other Members of the Railway Board. ) Special Class Railway Apprentice (SCRA) Exam * Union Public Service Commission (UPSC) conducts every year entrance exam for selecting Special Class Railway Apprentice (SCRA) to Indian Railways. * This program was started in 1927. Training * The selected candidates undergo a four-year rigorous training programme in Mechanical Engineering, Indian Railways Institute of Mechanical and Electrical Engineering, Ja malpur. * IRIMEE has signed a Memorandum of Understanding with Birla Institute of Technology, Mesra, Ranchi for the training.Degree Awarded * SCRAs get a Bachelor of Engineering degree in Mechanical Engineering after successful completion of four years of training. This degree is recognised by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in Indian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they rapidly goes higher up in the ladder to become senior administrators of Indian Railways. Stipend and other Benefits Not only that SCRA Apprentices are trained at Railways expense, they are paid stipend at the following rates along with DA applicable: Year| Existing rate of stipend per month| Stipend per month| First| Rs. 4000| Rs. 9100| Second| Rs. 4000| Rs. 9100| Third| Rs. 4200| Rs. 9400| Fourth [First six months]| Rs. 4200| Rs. 9400| [Last six months]| Rs. 4400| Rs. 9700| * Special Class Apprentice moving from one headquarter to another in connection with their training will be eligible for daily allowance for the period covered by the journey. Leave: Special Class Railway Apprentices may be granted leave on full stipend for a period not exceeding one month in any year of apprenticeship. * Medical facilities: Special Class Apprentices shall be entitled to free medical attendance and treatment at railway hospitals and dispensaries on the same scale as applicable to railway servants. * Travelling facilities: 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are admissible per year valid from anywhere to anywhere on Indian Railways. SCRA Exam * SCRA exam is conducted by UPSC and is one of the toughest exams in the country as each year there are only around 10 vacancies. For Admission to the examination a candidate must have passed in the first or second division, the Intermediate or an equivalent examination of a university or board approved by the Government of India with Mathematics and at least one of the subjects Physics and Chemistry as subjects of the examination. Scheme of Exam Paper| Subject| Time| Maximum   Marks| Part IPaper-I| General Ability Test (English, General Knowledge and Psychological Test)| 2 hours| 200| Paper-II| Physical Sciences (Physics and Chemistry)| 2 hours| 200| Paper-III| Mathematics| 2 hours| 200| Total| 6 hours| 600| Part II| Personality Test carrying a maximum of 200 marks in respect of only those candidates who are declared qualified on the results of written examination. | Selection to Group B Services Selected from serving Group ‘C’ employees by General Manager. Selection Board consists of 4 HODs including CPO and HOD of the department concerned. 70% vacancies are filled through a process of selection primarily based on seniority and 30% through a selection test known as Limited Department Competitive Examination (LDCE).Salient features of LDCE and Selection are given below: | Selection| LDCE| Eligible Grade| GP 4200| GP 4200| Service requirements| Min 3 years in the 4200| Min 5 years in the 4200| Who can appear the selection| Only those who are called as per seniority and vacancy available| All employees in concerned department who fulfill the above condition| Method of selection| Primarily seniority. Written test and viva-voce has to be passed. | Purely on the basis of written test and viva-voce(standard of written exam higher than that for Selection)| SC/ST Reservation| Applicable| Applicable|Seniority| Employees empanelled through selection will rank above those through LDCE| 70% Selection * Number of vacancies existing and anticipated for the next 2 years are taken into consideration. Delayed Selection If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows: * Number of vacancies for each of the selection should be assessed separate ly. * Field of consideration of eligible employees should be assessed separately starting from earliest selection. * Separate panel for each selection.Test * The test includes both written and viva in which marks for professional ability, record of marks, personality etc. are allotted. The panel is prepared with those getting 80% and above as ‘outstanding' and 60% to 79% as ‘others'. * In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalization of Group B Panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group ‘B’ vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal & Telecommunications, Transportation and Commercial Department, Stores and Accounts. * Reservation of SC/ST as per extant orders. * The p anel will be valid for the same length of time as the panel of selection. * Employees empanelled through 70% selection will rank above those through LDCE. Scheme of Examination * A written exam of a substantially higher standard than associated with normal selection and a  viva-voce. * Minimum pass marks are 60%. Names will be in order of merit on the basis of total marks. In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel. Promotion to Railway Services, Group B Promotions to Group B posts shall be made by the General Managers except in the Security Department provided that such promotions are made in the strict order of placement on the panel recommended by the Selection Board; if any supersession of that order is involved, the matter should be referred to the Railway M inistry.The posts of Assistant Accounts Officers shall ordinarily be filled by selection from Group C railway servants who have passed the departmental examination qualifying for promotion as Section Officer (Accounts), Inspector of Stores Accounts/Inspector of Station Accounts or are exempted from passing that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has restricted the field of eligibility to the following staff only: Eligibility * Staff of Hindi Branch are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the corresponding pre-revised grades). Pre-Selection Training The railways board has decided that pre-selection training should be given to the staff appearing for selection/ L. DC. E. for promotion from Group ‘C’ to Group ‘B’ posts to enable them to improve their performance. It has also been decided that as in case of S. C/S . T. candidates, pre-selection coaching classes should be arranged for the candidates belonging to general category and this coaching should be treated as mandatory. Medical Fitness: Employees selected for promotion to Group ‘B’ service should be fit in all espects, including physical fitness, for the duties assigned to the particular category of posts to which the promotion is made. The Group ‘C’ employees qualifying in the selection for promotion to Group ‘B’ posts but not passing the prescribed medical standard should not be promoted to Group ‘B’. Recruitment to Group C Services The General Manager of Indian Railways Have full powers to make with regard in Railway servants Group ‘C’ and Group ’D’ under their control, provided they are not inconsistent with any rule made by the President or the Ministry of Railways.The power, do not authorize the General Manager to recruit persons without agency of the Railway Recruitment Boards (RRB) unless the Railway Board have issued special authorization. The recruitment to fill Group ‘C’ posts on Indian Railways shall be made through: 1. Direct recruitment through RRB established at various places on Indian Railways. 2. By promotion of Group ‘D’ service. 3. Direct recruitment of departments of crippled de-categorized or incapacitated employees retired on medical ground. 4. Direct recruitment of children of the employees who died while in service, on compassionate ground. . Direct recruitment through of handicapped persons. 6. Direct recruitment against the quota of sportsmen, cultural, scouts and guides. 7. Recruitment against specified categories such as teachers for Railway Schools and skilled or Artisen staff. Recruitment to Group C Services(By RBBs) * Made through Railway Recruitment Boards (RRB). * Panel formed by RRB after selection is forwarded to the Zonal Railway concerned. * The panel is valid for a year w hich can be extended by CPO. * Candidates have to pass the prescribed medical examination. * All appointments are made on probation for two year.For trainees/apprentices appointed to a working post after conclusion of their prescribed training. Probation period commences on date of such appointment. * It is obligatory for all trainees to pass a simple test in Hindi. The committee for conducting interviews for recruitment to Group ‘C’ post on the Railways/Production Units/RRBs will have minimum 3 members and must include officers representing SC/ST, minority and OBC Communities. The composition of the committee shall be- 1. Chairman RRB or Member Secretary RRB as chairman of the interview Committee. 2.Serving Railway officer of JA grade, including an officer of Department for which the recruitment is being made in case of difficulty in finding OBC officer in JA Grade a Sr. Scale OBC officer may be nominated in the committee. The officer so nominated will never the less b e an equal member of the committee. No member should be direct subordinate to any officer member of the committee. The Candidate selected is placed on selection list in order of merit. The Recruitment Board sends the names of selected candidates along with their original application to the Railway concerned.Based on call letters send by Railways, the candidates on reporting for duty shall have to pass the medical examinations prescribed for each category. Recruitment to Group C Services (Selection) * Staff having 3 years of service can appear for selection test. * Successful candidates shall be placed in the order of merit except those who have obtained more than 80%  Ã‚  of marks. Jurisdiction of Railway recruitment boards (RRB) on various Zones/Divisions/Workshops are as follow:    Contact Details of Railway Recruitment Boards (RRB) 1) RRB Ahmedabad Website:  www. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Ka lupur,, Ahmedabad, Gujarat Pin: 380 002, Contact:  [email  protected] in 2) RRB Ajmer Website:  www. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer – 305001 Contact:  [email  protected] org 3) RRB Allahabad Website:  www. rrbald. nic. in Railway Recruitment Board Opposite to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad – 211 033. Contact:  [email  protected] co. in 4) RRB Bangalore Website:  www. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore – 560046. Contact:  [email  protected] om 5) RRB Bilaspur Website:  www. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECR’s Office Complex Bilaspur (C. G) Pin: 495 004 Contact:  [email  protected] com 6) RRB Bhopal Website:  www. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal – 462010 E-mail-  [email  protected] in 7) RRB Bhubaneswar Website:  www. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contact:  [email  protected]bbs. gov. in 8) RRB Chandigarh Website:  www. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector – 7-C Chandigarh Contact:  [email  protected] o. in 9) RRB Chennai Website:  www. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai – 600 008 Contact:  [email  protected] railnet. gov. in 10) RRB Gorakhpur Website:  www. rrbgkp. gov. in Railway Station Road, Gorakhpur – 273012 Contact:  [email  protected] co. in 11) RRB Guwahati Website:  rrbguwahati. gov. in Station Road, Guwahati Contact:  [email  protected] in Online application facility is available in RRB Guwahati 12) RRB Jammu Website:  www. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contact:  [email  protected] co. in 13) RRB Kolkata Website:  www. rrbkolkata. org Metro Railway A. V.Complex,Chitpur, Opp. To R. G. Kar Medical College & Hospital, R. G. Kar Road, Kolkata-700 037 Contact:  [email  protected] net 14) RRB Malda Website:  www. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda – 732102, (West Bengal) Contact:  [email  protected] in 15) RRB Mumbai Website:  www. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai – 400 202, Maharashtra Contact:  [email  protected] co. in 16) RRB Muzaffarpur Website :  rrbmuzaffarpur. bih. nic. in Lichi  Bagan,  Maripur,Muzaffarpur-842001 [email  protected] in 17) RRB Patna Website:  www. rrbpatna. gov. inRailway Recruitment Board, Mahendrughat, Patna – 800 004. , Bihar Contact:  [email  protected] in Online application facility is available. 18) RRB Ranchi Website:  www. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contact:  [email  protected] org 19) RRB Secunderabad Website:  www. rrbsec. org Railway Recru itment Board Secunderabad South Lallaguda, Andhra Pradesh– 500017 Contact:  [email  protected] com 20) RRB  Siliguri Website :  rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mail:  [email  protected] org Online application facility is available. 1) RRB Thiruvananthapuram Website:  www. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram – 695 001 Contact: [email  protected] Recruitment to Group ‘D’ Service: Recruitment to all Group D posts will henceforth will be done by zonal railways directly Board guidelines for recruitment to group d posts. Guidelines for recruitment of group D staff by railway administration 1. Recruitment unit Requirement of all divisions/workshops/production units and other organisation falling within the territorial jurisdiction of the zonal railway will be clubbed together for the recruitment. . Periodicity of recruitment * Recruitment shall be done at intervals of one or two years. * Vacancies shall be counted as those existing in 1st January or 1st July of the year of recruitment plus those anticipated over the next one or two year. 3. Eligibility criteria * The educational qualification for recruitment to all posts in group D in the railways shall be class 8th passed. * The age limits for recruitment shall be as per extant instruction, with relaxation for specified categories as admissible under specific orders issued by Ministry of Railway’s from time to time.How to apply Candidate shall apply on plain paper, as per format indicated in the employment notice, directly to the deputy chief personnel officer. Fees may be charged @ Rs. 40 per candidate. However, no fee is to be charged from the candidates belonging to SC/ST categories. In his/her application, the candidate should mention the recruitment unit and posts applied for. Candidates should be asked to give option (maximum three) in order of preference for the division/workshops/prod uction units/other organisation etc.. , within the territorial jurisdiction of the zone.If a combined examination is being held for more than one category of group d post, then the candidate should specify his preference for the posts also. No change of options shall be permitted at any stage subsequently. Written Exam Recruitment boards are conducting Written Exam first. 1. There will be total 150 multiple choice questions in the written exam. 2. The questions will be asked of 10th class level from these topics: * General Knowledge. * General Maths. * General Reasoning. * General Science. 3. After passing in Written Exam candidates have to face Physical Efficiency test, mainly Race of 1500 meter.Selection procedure The selection shall consist of a written test followed by physical efficiency test and medical examination. Medical Examination of Candidates for appointment to Non-Gazetted Railway services * Medical examination includes- (i) General physical examination, and (ii) Visio n tests * Non-Gazetted Railway services are divided into different broad groups and classes like Group A(A-1,A-2,A-3), Group B(B-1, B-2), Group C(C-1, C-2). * Spectacles:   No glasses are to be permitted  for categories A-1 and A-2 and for Railway Protection Force staff where their medical category is B-1. Candidates in classes A-1, A-2, A-3 and B-1 on being medically examined shall be tested for color perception with the prescribed apparatus and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidates  of classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Candidates  class A-1 will be examined to ascertain that the fields of  vision are not seriously restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence of  binocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Cand idates from A1 to B-1 categories may be examined in glaring light by providing  a 200 Watts Bulb 90 cm. Response to  glare and recovery time should be noted by examining the candidates. Fundus / Full Ophthalmology Examination: Compulsory in the following circumstances, 1. For all candidates in A-1. 2. For categories C-1 and C-2 when the power of lenses exceeds 4 D, the candidate should be  examined by an Ophthalmologist to exclude progressive eye disease.General Physical Examination: Candidate must be in good mental and bodily health and free from any defect likely to interfere with the effective performance of the duties of his appointment. Following are examined: * Measurement of height, weight and chest girth will be recorded. * The condition of heart and lungs. * The condition of teeth and gums (well filled teeth will be considered as sound). * Whether there is any evidence of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free m ovement of the joints. Whether hearing in each ear is good and whether there is any disease of the ear. * Whether there is any speech defect. * Whether there is any communicable disease. * Hearing:   In the examination of hearing of the candidate/serving employee, the speaking voice test  will be employed. The use of hearing aid should not be permitted for candidates in categories ‘A' and ‘B'. * Speech:   Stammering is not to be considered a serious defect disqualifying a candidate in clerical  duties, especially such of them as do not have to come in direct contact with the public. Head injuries:- Candidates in categories A-1, A-2 and A-3, when they come up for medical examination or re-examination, should give a declaration if they had a head injury earlier and if so, a history of the case, even though fully cured at the time of declaration. In the case of persons with past history of loss of memory, a full neurological examination and a fitness certificate fro m a neurologist would be required. A candidate who has one of the following will be rejected irrespective of the category of employment: Appeal Normally, candidate has no right of appeal , but if proof is produced as regards to the possibility of error of judgment in the decision of the examining medical authority, a re-examination will be ordered. Such evidence should be submitted within one month of the date of communication. * A medical certificate produced by candidate as evidence about possibility of error of judgment should contain a note by the medical practitioner concerned that he is aware of the fact that the candidate has already been declared unfit by Railway medical authority. Medical classification of different categories of Railway staff A1| * Loco Pilot/ Asst.Loco Pilot * Motorman| A2| * Guards/Asstt. Guard/Pilot guard * ASM, Station Master, Station Supt. * Traffic Apprentices| A3| * Loco Inspector * JE/SE C&W * JE/SE Loco * JE/SE Works * JE/SE Signal & Telecommunica tion * Traffic Inspector * Trolleymen * Gatekeeper * YM/AYM, Trains Clerk * Bridge Inspectors, JE/SE Bridges| B1| * Gang men / Trackman * Permanent way khalasis * ESM/Tech Signal * Train Examination staff * RPF staff| B2| * Ticket checking staff| C1| * Section Controller * Booking Clerk * Station Clerk * Commercial Inspector * Telephone operator| C2| * Others|Standards Description for different Medical classification * A-1  Physically fit in all respects. Visual Standards —Distance Vision: 6/6,6/6 without glasses. Near Vision: Sn: 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-2  Physically fit in all respects. Visual Standards—Distance vision: 6/9,6/9 without glasses. Near Vision: Sn: 0. 6, 0. 6 without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-3  Physically fit in all respects.Visual Standards—Distance Vision: 6/9,6/9 with or without glasses (power of lenses not to exceed 2D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power of lenses not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-2  Physically fit in all respects.Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Field of Vision. * C-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, 6/18 with or without glasses. Near Vision: Sn: 0. 6, 0. 6 with or without glasses whe n reading or close work is required. * C-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, Nil with or without glasses. Near Vision, Sn: 0. 6 combined with or without glasses when reading or close work is required.Verification of Character and antecedents of Railway employees on appointment through RRB: * Before making an  appointment to the Railways it is the responsibility of the appointing authority to satisfy itself about the identity and suitability of the candidate according to the prescribed criteria. * Detailed verification of character and antecedents would be applicable in case of: 1) Group ‘A’ Posts. 2) Group ‘B’ posts. 3) Group ‘C’ and ‘D’ posts of all those offices in which detailed verification is considered particularly necessary in the interest of security by the Administrative Ministry of office. ) Cases in which simple verification cannot be done because of the candidateâ€⠄¢s inability to produce a certificate of character. * Attestation form in respect of the categories where detailed investigation is necessary attestation form has to be referred to District Magistrate * Simple verification would be applicable to appointments to all other posts viz: a) Posts of LDCE and posts of equivalent grade and all Group ‘D’ posts in the Government of India Secretariat and its attached offices. b) Group ‘C’ & ‘D’ posts under the Government of India in subordinate offices. Exception can be made to the general procedure and detailed verification may be done for some posts/services/departments. * All appointing authorities should clearly indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Record Check or Simple Verification. DATA ANALYSIS AND DATA INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the empl oyees and APOs regarding â€Å"Recruitment and Selection Procedure† of their company. 5 employees and selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of Data The analysis of the data is done as per the survey finding. The data is represented by graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. QUESTION: What are the sources for recruitment and selection? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Internal| 5| 20| 2. | External| 8| 32| 3. | Both| 12| 48|About 48% of the employees said that they prefer both internal as well as external source for recruitment and selection. 20% of the employees said that they prefer internal source for recruitment and selection. 32% of the employees said that they prefer external source for recruitment and selection. QUESTION: Which method do you mostly prefer for recruitment and selection preferre d way of recruitment? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Direct| 5| 20| 2. | Indirect| 2| 8| 3. | Third Party| 18| 72| About 20% of the employees said that they prefer direct recruitment and selection. % the employees said that they prefer indirect recruitment and selection. 72% the employees said that they prefer third party recruitment and selection. QUESTION: When do you prefer to go for manpower planning? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yearly| 15| 60| 2. | Quarterly| 2| 8| 3. | No Fixed Time| 8| 32| Around 60% of the employees said that they prefer yearly manpower planning. 32 % of the employees said that they do not follow any pattern they don’t have any fixed time manpower planning. 8% of the employees said that they prefer quarterly manpower planning.QUESTION: Do you think the present recruitment policy is helpful in achieving the goals of the organisation? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 10| 40| 2. | No| 7| 28| 3. | To some extend| 8| 32| Around 40% of the employees said that the company’s recruitment policy is helpful in achieving the goals. 28 % employees said that the company’s recruitment policy is not helpful in achieving the goals. 32% employees said that the company’s recruitment policy is helpful to some extend in achieving the goals. QUESTION: Is there any provision for evaluation and control of recruitment and selection process?S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 15| 60| 2. | No| 10| 40| About 80% people said that the company has the provision for evaluation and control of recruitment and selection. 20% people said that the company does not have the provision for evaluation and control of recruitment and selection. QUESTION: Does the procedure adopted for recruitment and selection of employees enables to give right person at right job? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 7| 28| 2. | No| 12| 48| 3. | To some extend| 6| 24|About 28% of the employees said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job. 48% of the employees said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for the right job. 24% of the employees said that the procedure adopted for recruitment and selection of employees enable to some extend to place the right person for the right job. QUESTION: How do you rate the HR practices of the company? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| . | Very Good | 3| 12| 2. | Good| 14| 56| 3. | Average| 6| 24| 4. | Bad| 2| 8| 24% of the employees said that they feel that HR department is good. 12% of the employees said that they feel that HR department is very good. 56% of the employees said that they feel that HR department is Average. 8% of the employees said that they feel that HR department is bad. Intake of Manpower of Group’C’ in DLW SN| Department| Total| 1| Admn & Schl| 01| 2| Accounts| 01| 3| Civil| 02| 4| Electrical| 09| 5| Mechanical| 03| 6| Medical| | 7| Personnel| | 8| Stores| 02| 9| RPF| | | TOTAL| 18|Sanctioned Strenth Of Non-Gazzetted Staff Of Group’C’ For The Month Of May, 2012 Department| As On First Day Of The May Month| As On Last Day Of The May Month| | Permanent| W/C Posts| Total| Permanent| W/C Posts| Total| ADMN & SCHL| 311| 24| 335| 311| 24| 335| ACCTS| 317| 24| 341| 317| 24| 341| CIVIL ENGG. | 507| 3| 510| 507| 3| 510| MECH| 3609| 48| 3657| 3609| 48| 3657| ELEC| 745| 27| 772| 745| 27| 772| MEDI| 156| 2| 158| 156| 2| 158| PERS| 172| 4| 176| 172| 4| 176| STOR| 685| 8| 693| 685| 8| 693| SECU| 242| 0| 242| 242| 0| 242| TOTAL| 6744| 140| 6884| 6744| 140| 6884|Operated Strength Of Non-Gazetted Staff Of Group’C’ For The Month Of May, 2012 Department| As on 1st day of the month| As on Last Day of the Month| | Regular Staff| Substit utes| Total| Regular staff| Substitutes| Total| ADMN& SCHL| 217| 73| 290| 212| 74| 286| ACCTS| 253| 7| 260| 253| 7| 260| CIV| 293| 0| 293| 288| 0| 288| MECH| 3047| 128| 3175| 3043| 128| 3171| PERS| 151| 0| 151| 150| 0| 150| ELEC| 667| 2| 669| 666| 2| 668| MEDI| 130| 0| 130| 129| 0| 129| STOR| 555| 1| 556| 555| 2| 557| SECU| 198| 0| 198| 203| 0| 203| TOTAL| 5511| 211| 5722| 5499| 213| 5712| Operated Strenth Of Gazzeted For The Month Of May, 2012Department| As on First Day of the Month On-Roll| As on Last Day of the Month| | Group ‘A’| Group ‘B’| Total| Group'A'| Group'B'| Total| ADMN & SCHL| 3| 10| 13| 3| 10| 13| ACCTS| 7| 22| 29| 8| 21| 29| CIV| 2| 2| 4| 2| 2| 4| MECH| 29| 27| 56| 27| 27| 54| PERS| 2| 4| 6| 2| 4| 6| ELEC| 8| 8| 16| 8| 8| 16| MEDI| 10| 0| 10| 10| 0| 10| STOR| 16| 18| 34| 16| 18| 34| SECU| 2| 0| 2| 2| 0| 2| TOTAL| 79| 91| 170| 78| 90| 168| Diesel Locomotive Works (DLW) Details of group wise strength As On| Gro