LLB UNIT 10 SUCCESSION Essay Example | Topics and Well Written Essays - 1500 words

LLB UNIT 10 SUCCESSION - Essay Example Henry and Len call in to see you and ask the following questions:- Having died without leaving a will or without having made a valid will, Mrs Mould will be considered to have died intestate and therefore the rules of intestacy governed by the Administration of Estates Act 1925 (as amended) and the Intestates Act, 1952 (and various other amendments contained in the Family Provision Act, 1966, The Family Law Reform Act, 1969 and The Family Provision (Intestate Succession) Order, 1972) apply to her estate, which is worth approximately 238,000. By not leaving a will any wishes Mrs Mould had for the allocation of her estate to friends, relatives and other beneficiaries will be ignored. How the estate will be allocated depends on the value of the estate and the deceased's family circumstances. The law in this area is concerned with bloodlines, rather than merit, or the verbally expressed will of the intestate. Not only does it recognise human improvidence, but also that calamities and unfairness occurs within human affairs. It sets out to ensure that there is no discrimination on personal whim. It is not concerned with blame. Due to the increasing complexity of family trees, this area can become ripe for litigation. However, Mrs Mould could be described as being from a 'once-normal nuclear family' where the bloodlines are easily ascertained. If there is both a spouse and children then all personal poss... 2. Surviving children (referred to as 'issue'). 3. Surviving parents. 4. Surviving brothers and sisters of whole blood ie having the same biological parents. 5. Surviving relations of a lesser degree. In the event that the surviving spouse is the only living relative of the deceased (ie no parents or siblings of whole blood), then the estate passes absolutely to that spouse. If there is both a spouse and children then all personal possessions (except business property) and the first 125,000 goes to the remaining spouse free of death duty (inheritance tax) and costs absolutely, with (if possible) interest. The remaining spouse is also entitled to a life interest in half of the residue which is to be invested in a trust from which the spouse will receive income during his/her lifetime. The remaining property then goes to the children via 'statutory trusts'. The definition of 'Statutory trusts' can be found in s.47 Administration of Estates Act 1925. The deceased's property will be held in equal shares for all 'living' (including unborn) children of the estate. On the death of the remaining spouse the children automatically inherit the remaining capital once they reach their majority, ie under current UK law, the child either attains the age of eighteen and/or marries before that age. If there are children but no spouse the estate is shared equally among the children via a statutory trust. Importantly, the child or children of any deceased child (ie grandchildren) will get the share of their deceased parent and if more than one, in equal shares. Where the only remaining relatives are the spouse and whole blood relatives as described above, then the spouse inherits all personal chattels, the first 200,000 plus a life-interest in half of the

Finance accounting assignment Example | Topics and Well Written Essays - 1500 words

Finance accounting - Assignment Example In short, they let the customers do talk. The company is currently ranked as the largest global lifestyle brand offering company. It offers menswear, women swear, and other vital accessories over 100 retail stores in more than 30 countries. Today, Excellency clothing company fulfills its commitment to customers by providing commercial fashion and offering quality designs. The company has a vision of multi- channeling distribution and looking forward to the expansion of the brand in new and existing international markets. Despite the fact that the company has a vision of expanding its market size to gain competitive advantage over other competitors, it has experienced a setback of decrease in the profitability in recent years mainly due to the stiff competition in the market and economic recession and financial crisis (Ketz et al., 2005). The company’s financial statement show road to economic depression is skyrocketing. Based on the data from the income statement provided in the annual report, it is clearly seen that there is a decline in the company performance. At the beginning of 2014, the company reported revenue of  £215,623,000, a drop of about (39440/255063)*100 = 15.46% from the year 2013. The decrease in the income was caused by unfavorable movements in the foreign currency rates in the respective countries (White et al., 2011). Another crucial factor was the stiff global competition that scaled up in the retail industry. The next item to be analyzed is the cost of sales that increased from (96800/255063)*100 = 37.95% in the year 2013 to (84500/215623) = 39.19%. The increase in the value f sales was due to the inventory damage which is inexcusable forcing the company to purchase more stocks, manufacture more wares and to cover additional costs that are associated with repackaging and finally storing replacement finished goods. Other factors that led to an increase in the cost of sales were the warehouse

LLB UNIT 10 SUCCESSION Essay Example | Topics and Well Written Essays - 1500 words

LLB UNIT 10 SUCCESSION - Essay Example Henry and Len call in to see you and ask the following questions:- Having died without leaving a will or without having made a valid will, Mrs Mould will be considered to have died intestate and therefore the rules of intestacy governed by the Administration of Estates Act 1925 (as amended) and the Intestates Act, 1952 (and various other amendments contained in the Family Provision Act, 1966, The Family Law Reform Act, 1969 and The Family Provision (Intestate Succession) Order, 1972) apply to her estate, which is worth approximately 238,000. By not leaving a will any wishes Mrs Mould had for the allocation of her estate to friends, relatives and other beneficiaries will be ignored. How the estate will be allocated depends on the value of the estate and the deceased's family circumstances. The law in this area is concerned with bloodlines, rather than merit, or the verbally expressed will of the intestate. Not only does it recognise human improvidence, but also that calamities and unfairness occurs within human affairs. It sets out to ensure that there is no discrimination on personal whim. It is not concerned with blame. Due to the increasing complexity of family trees, this area can become ripe for litigation. However, Mrs Mould could be described as being from a 'once-normal nuclear family' where the bloodlines are easily ascertained. If there is both a spouse and children then all personal poss... 2. Surviving children (referred to as 'issue'). 3. Surviving parents. 4. Surviving brothers and sisters of whole blood ie having the same biological parents. 5. Surviving relations of a lesser degree. In the event that the surviving spouse is the only living relative of the deceased (ie no parents or siblings of whole blood), then the estate passes absolutely to that spouse. If there is both a spouse and children then all personal possessions (except business property) and the first 125,000 goes to the remaining spouse free of death duty (inheritance tax) and costs absolutely, with (if possible) interest. The remaining spouse is also entitled to a life interest in half of the residue which is to be invested in a trust from which the spouse will receive income during his/her lifetime. The remaining property then goes to the children via 'statutory trusts'. The definition of 'Statutory trusts' can be found in s.47 Administration of Estates Act 1925. The deceased's property will be held in equal shares for all 'living' (including unborn) children of the estate. On the death of the remaining spouse the children automatically inherit the remaining capital once they reach their majority, ie under current UK law, the child either attains the age of eighteen and/or marries before that age. If there are children but no spouse the estate is shared equally among the children via a statutory trust. Importantly, the child or children of any deceased child (ie grandchildren) will get the share of their deceased parent and if more than one, in equal shares. Where the only remaining relatives are the spouse and whole blood relatives as described above, then the spouse inherits all personal chattels, the first 200,000 plus a life-interest in half of the

The Postmodern Era of Graphic Design Essay Example for Free

The Postmodern Era of Graphic Design Essay The 1980s was characterized with the rise of eclecticism as an art trend. Style was no longer dictated by established rules but by the random convergence of different theories and practices. The aforementioned phenomenon, in turn, ushered the postmodern wave in graphic design. The liberal atmosphere that prevailed over their craft prompted many graphic designers to come up with more creative and daring works. In the late 1970s, some educators in the field of graphic design started questioning the rigidity and minimalism of graphic modernism (Heller 9). Graphic modernism, a graphic design trend that originated from Switzerland in the 1950s and the 1960s, placed emphasis on simplicity, universality, rationality, abstraction and structural expressionism (Heller 6). It was eventually became the standard style in several corporate and institutional design groups both in Europe and in the US. The academe soon followed suit – schools such as the Philadelphia College of Art, University of Cincinnati and Yale developed curricula that emphasized the prolonged study of abstract design and typographic form (Heller 7). In the process, graphic designers who worked outside the academic and corporate settings were alienated. Majority of these artists were strongly affiliated with the punk movement of the late 1970s and early 1980s. They expressed their adherence to punk culture through aggressive, destructive and uninhibited graphic designs. Some of them, however, combined the influences of punk culture and graphic modernism in their works, bringing about the era of postmodernism in graphic design (Raizman 360). British-born Neville Brody was one of the most well-known graphic designers who used this novel style. He parodied the uniformity and consistency of corporate graphics by experimenting with original lettering and trademarks. Magazines such as The Face later used his typefaces, paving the way for their development towards being able to convey moods and attitudes beyond the range of fonts available from foundries (Raizman 360). One of Brody’s typefaces, Industria (1984), was â€Å"a bold sans serif typeface with a combination of blunt rectangular positive and negative shapes and knife-edged terminations for a number of letters† (Raizman 360). Other graphic designers of the punk movement, meanwhile, made their works from found material. Using pictures and texts that were cut from old magazines and newspapers, they were able to come up with striking posters that conveyed entirely new messages (Poynor 41). This torn-paper collage approach to graphic design eventually became the springboard for the development of other forms of postmodern graphic design. Other graphic designers used loose, spontaneous brush strokes in their paintings in order to make them resemble torn-paper collages (Poynor 42). Some low-budget club promotions, meanwhile, gave existing art an edgy twist by deconstructing them (Poynor 38). The advent of computer technology in the 1990s and in the beginning of the 21st century further entrenched the era of postmodernism in graphic design. The availability of affordable (if not free) and user-friendly computer software can allow anyone to create striking graphic designs. With just a little creativity, even those who did not undergo formal training in graphic design can come up with works that can surpass even those of professionals. It would be fair to say, therefore, that postmodernism democratized the concept of graphic design. Without any rules to follow except his or her own, anyone can create an artwork using materials that are either affordable or free. The only factors that should be taken into consideration are individual creativity and imagination. Indeed, it is only human beings who put a limit to whatever they are capable of accomplishing. Works Cited Heller, Steven. The Education of a Graphic Designer. 2nd ed. New York: Allworth Communications Inc. , 2005. Poynor, Rick. No More Rules: Graphic Design and Postmodernism. London: Laurence King Publishing, 2003. Raizman, David. History of Modern Design: Graphics and Products since the Industrial Revolution. London: Laurence King Publishing, 2003.

Company overview of pakistan telecommunication company limited

Company overview of pakistan telecommunication company limited Introduction Pakistan Telecommunication Company Limited (PTCL) is the largest telecommunication company in Pakistan. PTCL provides telephonic services to the nation and is the backbone for countrys telecommunication infrastructure. The company consists of around 2000 telephone exchanges across Pakistan. They provide the largest fixed line (land-line) network, currently having 4.8 million fixed line customers. GSM, CDMA and Internet are other services of PTCL. The Government of Pakistan sold 26% shares and control of the company to Etisalat (U.A.Es telecom company) in 2006. The Government of Pakistan retained 62% of the shares while the remaining 12% are with the general public. PTCL also provides Wireless Telephonic network by the name of Vfone, having 1.25 million active customers. Ufone, which is the second largest cellular network in the country, is also owned as a subsidiary of PTCL. Ufone has about 6.5 million mobile subscribers and a market share of nearly 25% currently in Pakistan. PTCL ha s the potential to be an influential means in Pakistans economic growth. It has laid the Optical Fiber Access Network technologies in major metropolitan cities of Pakistan. (Retrieved from http://www.ptcl.com.pk). Privatization of PTCL The process of the privatization of the state owned and managed PTCL was initiated in November 2004. Early in January 2005, 18 companies registered their EOI (Expressions of Interest), out which 3 bidders qualified for the final bidding which held on June 18, 2006. Dubai based company Consortium of Emirates Telecommunication Corporation (Etisalat) and Dubai Islamic Bank, Etisalat International Pakistan (EIP) gave the highest bid US $ 1.96 per share, equivalent to PKR 117.01 per share, which translates into US 2,598,960,000 (2.599 billion) or PKR 155,157,912,000.00. (Retrieved from www.go-pakistan.com). After the purchase of shares of PTCL Etisalat was given permission to fully control the management, which is against the provisions of Companies Ordinance of Pakistan, 1984. This deal has also created much of a drama within the company as well. The employees of PTCL resist this deal and there had been strikes in PTCL offices to oppose this. As many as 40,000 people will quit the job through Voluntary Separation Scheme (VSS) offered by the PTCL management. 60 percent of employees may opt for VSS. Among the 44,000 employees 26,400 will quit the services who have served the organization for as many as 20 years. The cases had been signed by opposition, employees of PTCL against all this scenario and they are still waiting in Supreme Court for hearing. After privatization of PTCL, the company remained encircled by various controversies and disputes, mainly due to bad management by PTCL administration and lack of interest from Government. All this resulted in bringing down the net profit of PTCL from Rs 29 billion before privatization to mere Rs 10 billion. (http:// www. propakistani.pk retrieved dated 16 July, 2008). PTCL employees came to know about a new contract named as U.P.S (Unified Pay Scale). U.P.S highlighted that the previous employment agreements were null and void and no previous benefits could be claimed by any of the employee of PTCL. U.P.S also dispossessed the employees of their respective pensions. Until and unless their demands are met, the employees of PTCL are on a protest. As much as 21000 employees of PTCL would be affected by U.P.S. Employees believe that U.P.S was bought in PTCL to change the status of the employees to contractual status, instead of their permanent ones which was present before. Government had promised the employees that they would be receiving facilities like, pay scale/allowances up gradations, but they were never fulfilled, as the event of privatization had taken place. Significance/Rationale of the study The significance of this study is to identify the post effects of privatization on the employees of PTCL. We will be identifying the level of satisfaction of the employees after the privatization of PTCL. The performance of their employees and similar other indicators will exuberate the dedication of employees to this organization. There is a need for a study concerning how employees perceive changes in their employment system, since this process will result in the change of the management and the policies that were present in PTCL before privatization. Generally, a well motivated and a satisfied employee means that the organization is achieving high levels of productivity. Similarly, if the employee has negative reactions for this process, that would result in de-motivation and dissatisfaction of employees. This is bad for the organization as well as its employees in the future. Aim of the study The main aim of the study is to analyze post effects of privatization on the satisfactory level of employees. This research will look upon the status of employees in PTCL after privatization, especially those employees who had been working in PTCL for more than twenty years and on the variables that have their impact on the PTCL employees. Finding out the consequences that the employees had to face after privatization is also the area of interest. Research objectives The research objectives of this study are as follows: To understand the effects of privatization on the PTCL employees. To study how the job satisfaction of the employees is affected after privatization of PTCL. To investigate how the employees work-related attitudes and strain have changed after privatization of PTCL. To assess the needs of PTCL employees at different hierarchy level. Research questions The questions posed by the researcher in this study are: How are the employees affected by privatization of PTCL? What are the reasons for satisfaction/dissatisfaction of the employees of PTCL? How to increase the job satisfaction of PTCL employees after privatization? Delimitations of the study The study cannot be undertaken on a broad scale because of the following constraints and will be delimited to only the city of Islamabad/Rawalpindi. Time constraint. Resource constraints. Set of variables Literature Review Concepts and definitions Privatization can be simply explained as a process in which the ownership transfers from  Government hand to private hand. This term is also known as denationalization. It means transferring the control of a firm from the government sector to the private sector. It can be accomplished by sale or lease such as government selling 100% of an enterprise or selling 51% or even by selling a minority stake as long as the private sector is given full managerial (management) control. In financial terms, privatization means transferring a company from one whose shares are listed on the stock exchange and can be bought by the general public to one that is no longer listed or publicly traded because it has been bought by a private group. Privatization takes place to reduce the depletion of Government resources caused by losses of the state owned enterprises, this mostly creates  greater opportunities for the private sector to expand and modernize  these enterprises. Productivity, efficiency, profitability increases and the  development of a valuable capital market occurs which releases resources for  development of the social and physical infrastructure. The process of privatization has some disadvantages as well. Private firms tend to be more efficient and cost effective so the excess workers are laid off to minimize costs. Employees do not benefit from paid leaves, which are given to government employees. Employees also dont get contracts for life time job in privatization, which they do get in the public sector. Hassan (2008) stated that Saudi Arabia is experiencing the expenditures of public sector. Privatization does have an impact on employees in public organizations. When there is a policy of gradual privatization, the old employees are trained in a certain manner, as to be ready for their new jobs respectively. If the company is sold through selling stocks than some of stocks should be sold to the employees themselves or given it to them (stock options). This increases their interest in the company and they become more motivated and satisfied. The resultant is good governance and profit. During the privatization period there should be certain specialized organizations who should be allowed to take part in processes in order to find solutions or relocation of surplus labor force. Employees should be motivated and trained from specialized trainers before and after the privatization period as it results in better performance and productivity. Bhaskar and Khan (1995) states in the jute indu stry case, privatization reduced employment considerably, while the output was not much reduced. Reduction in jobs was mainly of managers and the labor or mill-workers were not fired after privatization. The employment of manual (labor force) workers was increased in the privatized firms. Brown, Earle and Telegdy (2008) states that the greatest resistance of privatizing a firm usually comes from the firms own employees, who are afraid of wage cuts and job losses. The new management of privatized firms reduces the organizations labor costs as harder budget constraints and stronger profit-related incentives are promoted by them. This is called as the Efficiency Effect of privatization. The lower costs increase the firms market share and the total quantity demanded for the industry. New owners may reduce wages in order to cut back costs but if the firm plans to expand, then they might offer high wages to attract new better and trained workers. Also, the new owners might bring in high tech machinery which does the job of attracting workers with higher skills, thus they get higher wages. Cunha and Cooper (2005) states that the companies which are undergoing the process of privatization, several issues take place with the employees of that organization. Some of them are, role confusion, role over-load and under load, new-work relationships, job insecurity, career advancement/future trainings and deterioration of working conditions. All these factors may lead to physical health symptoms such as headaches, depressions, cardiovascular diseases, tension and anxiety etc, these factors and all of the listed above lead to dissatisfaction of the job subsequently. Falkenberg, Naswall, Sverke1 and Sjoberg (2009) states the employees working at different hierarchic levels have different resources and means to handle uncertainty associated with change (in our case privatization). Employees at a higher level of hierarchy have a greater responsibility in an organization and thus could experience more stress than other employee. Research also suggests that employees at higher positions are better able to handle uncertainty, as they are having more access to resources that help improve the possible negative consequences of privatization. Higher level executives tend to report less suffering than other employees during privatization. The employees present at the lower hierarchic levels, who have fewer resources for handling change disorder, there is an inclination for them to be more negatively affected by privatization. In conclusion, we can observe that dissatisfaction is observed at all levels of the hierarchy, whereas the greatest levels of disarr ay experienced as we move down from the top to the bottom levels. Critical Analysis of literature The articles in the literature reveal that privatization in the major parts of the world has created dissatisfaction amongst employees. Apart from the advantages of privatization to the firm itself and the employees, the method causes the firms to become cost effective, which means that downsizing takes place, jobs are lost. Paid leaves were offered to public sector employees along with life-time contractual jobs in most scenarios. All of this is removed once privatization takes place. As the management changes, the existing employees get confused about their roles, they experience stress, which leads to health problems such as cardiovascular (heart) diseases, depression, headaches etc. Usually, higher level executives are less affected than other employees during privatization. The employees present at the lower hierarchic levels, which have fewer resources, are more negatively affected by privatization. After the careful analysis of literature review, we have identified the following variables that will help us in making out theoretical framework: Fear of Job insecurity Stock-option plan Fringe Benefits Employees Union Training and development Rewards to the employees Training and development Rewards to the employees Stock-option plan Fear of Job insecurity Fringe Benefits Employee satisfaction level at PTCL after privatization (D.V) (I.Vs) Employees Union Theoretical Framework Employee satisfaction level at PTCL after privatization: This is our Dependant Variable. Other factors will be affecting the satisfaction level of the employees of PTCL after privatization directly. Independent Variables: Fear of Job insecurity: Employees will have a constant fear of job security which was not present before with the firm when it was owned by the state. This happens because the firms downsize to cut costs. Stock-option plan: The employees if given a stock option plan would make them involved in the organization, as they would have a feeling of control and involvement in the firm. If this option is not given to the employees, they would be considerably dissatisfied and de-motivated. Fringe Benefits: Fringe benefits such as paid leaves, housing allowances, travel/fuel allowanced etc increase the satisfaction level of employees. In a private firm, paid leaves are cancelled and are declared null and void. Employees Union: The Employee Unions protect and safeguard the laws/rights of employees. Basically, its a support and the voice of employees. They are very helpful in resolving the disputes between the employees and the employers. Private firms usually put a stop to all the unions and their activities. Training and development: Training (O.T.J/O.T.J) increases satisfaction level of employees, as they are offered a chance in advancing in their careers. Rewards to the employees: Rewards, compensations and better salary packages are the employee essential reasons for the satisfaction levels of employees. Proposed Research Methodology Sample Selection Sampling involves selecting individual units to measure from a larger population. The population refers to the set of individual units which the research question seeks to find out about. The Sample would consist of the employees that are working in Islamabad only. Our sample will base on every nth employee of PTCL in Islamabad. We will take every 10th employee of PTCL in Islamabad as our sample. Sampling frames The sampling frame is the group of individuals who had a real chance of being selected for the sample. Our sampling technique would be Systematic Random Sampling for the masses of the workforce of PTCL in Islamabad. The population will include all employees that are working in PTCL. Total numbers of employees of PTCL are approximately 64000 (It comprises 56,000 regular and 8,000 contractual). Unit of Analysis Our target is not towards the collective communities in the data collection stage, but instead is focused on the individuals i.e. the employees of PTCL in Islamabad. Type of Study Our study type is Exploratory as we are exploring the level of employee satisfaction after the privatization of PTCL. We are exploring the impact on employee after the privatization of PTCL. Time Horizon The total time period for this research is not over a period of time but is specifically at a time. That time is the cross-sectional (snapshot). Researchers Strength The researchers are graduates who are pursuing their masters degree presently. This gives them the added advantage of being familiar with report writing and research capabilities. They have access and knowledge to latest methods and tools for academically related research work. Instrument development/selection à ¢Ã¢â€š ¬Ã‚ ¢ Questionnaires à ¢Ã¢â€š ¬Ã‚ ¢ Interviews Proposed Data-Collection Methods The proposed data collection methods are questionnaires. They will be consisting of both, open and closed ended questionnaires. Another data collection method would be the use of likert scale, which will consist of responses. SURVEY QUESTIONNAIRE MEASURING THE LEVEL OF EMPLOYEE SATISFACTION IN THE PAKISTAN TELECOMMUNICATION COMPANY LIMITED AFTER PRIVATIZATION Please show your level of agreement by marking tick (Æ’Â ¼) against each statement: Key: 5 = SA : Strongly Agree 4 = A : Agree 3 = N : Neither Agree Nor Disagree = DA : Disagree 1 = SD : Strongly Disagree Fear of Job insecurity SD D N A SA Q1) I fear that I will be replaced by another employee who will be hired from the corporate sector. 1 2 3 4 5 Q2) I fear that, while adapting the cost-benefit strategy after privatization the firm might fire me as a downsizing measure. 1 2 3 4 5 Stock-option plan SD D N A SA Q3) My Company offers stock-options/shares at a discounted price. 1 2 3 4 5 Q4) My Company gives stock-options/shares instead of cash bonuses, so that I have a feeling of increased satisfaction with the firm. 1 2 3 4 5 Fringe Benefits Q.5) My Company gives attractive benefits in housing allowances for both purchasing and rental. 1 2 3 4 5 Q.6) My Company provides yearly travel and holiday packages for me and my family. 1 2 3 4 5 SD D N A SA Employees Union Q7) My Company has an employees union, which protects and fights for the rights of employees, when an incident of injustice occurs. 1 2 3 4 5 SD D N A SA Training and development Q8) My Company offers training and development program that helps me in career progression. 1 2 3 4 5 SD D N A SA SD D N A SA Q9) Rewards are offered to employees on a timely basis. 1 2 3 4 5 Q10) Rewards are given in monetary/nonmonetary forms. 1 2 3 4 5 Q11) Project/goal completion in early timeframe and high achievers get rewards practically. 1 2 3 4 5Rewards to the employees Employee Satisfaction Q12) I am satisfied with the work assigned to me in this organization. 1 2 3 4 5 SD D N A SA Personal information Q13. Gender 1: Male 2: Female Q14. Age 1: 15-25 2: 25-35 3: Below 50 4: Above 50 Q15. Qualification 1: Matric-P.T.C 2. FA/Fcs-C.T 3: Grad (B.Ed) 4: Post Grad (M.Ed) 5: Others Q16. Designation 1: Top/Administrative level 2: Middle level. 3: Low level / Supervisory / First-line managers Q17. Experience 1: 1-5 years. 2: 6-10 years. 3: 11-15 years. 4: 16-20 years. 5: 21 Above. Thank you for your valuable time and input. Best regards, M.B.A Students: Haseeb Raza Asher Shafqat S.Z.A.B.I.S.T, Islamabad. Results and Discussions Descriptive Statistics Descriptive statistics is used check the nature of the data and its Mean values and Standard deviation. Mean: ÃŽÂ £X / N (ÃŽÂ £X = Sum of all Mean) = 31.42 / 30 = 1.0473 The mean value is 1.0473. This shows that most of the responses are towards strongly disagree. It means after privatization of P.T.C.L most of the employees are dissatisfied with their work and other benefits given to them. Correlation Correlation coefficient is a measure of the relationship between two attributes. It is also known as the Pearson product-moment correlation coefficient. The value of coefficient can range from -1 to +1. Consider the variables x and y; à ¢Ã¢â€š ¬Ã‚ ¢ If r = -1, then x and y are perfectly negatively correlated. à ¢Ã¢â€š ¬Ã‚ ¢ If r = 1, then x and y are perfectly positively correlated. à ¢Ã¢â€š ¬Ã‚ ¢ If r = 0, then x and y are not correlated. QUESTIONS Fear of Downsizing Stock-options/shares at a discounted price Housing allowances Employees union Goal completion and high achievers get rewards practically Employee Satisfaction Fear of replacing by another employee 0.902 -0.7873 -0.8640 Stock-options/shares instead of cash bonuses 0.5048 Travel and holiday packages 0.6621 Training and development program 0.7897 0.8518 Monetary/Non-monetary Rewards 0.6690 Fear of downsizing is positively correlated with fear of replacing by another employee. Goal Completion and high achievers get rewards practically is negatively correlated with fear of replacing by another employee. If there will be fear that employee will be replaced then the employee will not complete his goal and will not achieve high. Stock-options/shares at a discounted price is positively correlated with Stock-options/shares instead of cash bonuses. Housing allowances is positively correlated with Travel and holiday packages. Employees union is positively correlated with Training and development program. Employee satisfaction is negatively correlated with fear of replacing by another employee. If there will be fear that employee will be replaced by another employee of corporate sector then employee will be dissatisfied. Employee satisfaction is positively correlated with Training and development program. Employee satisfaction is positively correlated with Monetary/Non-monetary Rewards. Regression Regression analysis is a statistical technique that is used to survey and represent the relationship between two or more variables. A linear regression model is used to explain the relationship between two or more variables, Using the Formula Y= a + bX. Y= Dependent Variable a= Y intercept/ constant b= Slope X= Independent Variable Dependent Variable: Employee Satisfaction Independent Variable: Fear of Job insecurity, Stock-option plan, Fringe Benefits, Employees Union, Training and development, Rewards to the employees. TABLE 1: Regression Dependent Variable: Employee Satisfaction Independent Variable: Fear of Job insecurity, Stock-option plan, Fringe Benefits, Employees Union, Training and development, Rewards to the employees. TABLE 2: TABLE 3: As shown in Table 3 the value of constant a is 1.853. Fear of Job insecurity Fear of downsizing If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Fear of downsizing taking 1.360 as constant then its slope B would be -0.291 Putting the values in the Y= a + bX, we get: Y= 1.360-0.291 X Job Satisfaction = 1.360-0.291 (Fear of downsizing) Significance Level = 0.158 The value of B Is negative, so the variables have inverse relation with each other. If we increase satisfaction then Fear of downsizing decreases. Stock-option plan Stock option-shares at a discounted price If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Stock option-shares at a discounted price taking 1.360 as constant then its slope B would be 0.080 Putting the values in the Y= a + bX, we get: Y= 1.360+0.080 X Job Satisfaction = 1.360+0.080 (Stock option-shares at a discounted price) Significance Level = 0.528 The value of B is Positive, so the variables have direct relation with each other. If we increase satisfaction then Stock option-shares at a discounted price also increases. Stock option-shares instead of cash bonuses If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Stock option-shares instead of cash bonuses taking 1.360 as constant then its slope B would be 0.140 Putting the values in the Y= a + bX, we get: Y= 1.360+0.140 X Job Satisfaction = 1.360+0.140 (Stock option-shares instead of cash bonuses) Significance Level = 0.220 The value of B is Positive, so the variables have direct relation with each other. If we increase satisfaction then Stock option-shares instead of cash bonuses also increases. Fringe Benefits Travel and holiday packages If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Travel and holiday packages taking 1.360 as constant then its slope B would be 0.082 Putting the values in the Y= a + bX, we get: Y= 1.360+0.082 X Job Satisfaction = 1.360+0.082 (Travel and holiday packages) Significance Level = 0.610 The value of B is Positive, so the variables have direct relation with each other. If we increase satisfaction then Travel and holiday packages also increases. Employees Union If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Employees Union taking 1.360 as constant then its slope B would be 0.063 Putting the values in the Y= a + bX, we get: Y= 1.360+0.063 X Job Satisfaction = 1.360+0.063 (Employees Union) Significance Level = 0.764 The value of B is Positive, so the variables have direct relation with each other. If we increase satisfaction then Employees Union also increases. Training and development If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Training and development taking 1.360 as constant then its slope B would be 0.206 Putting the values in the Y= a + bX, we get: Y= 1.360+0.206 X Job Satisfaction = 1.360+0.206 (Training and development) Significance Level = 0.269 The value of B is Positive, so the variables have direct relation with each other. If we increase satisfaction then Training and development also increases. Rewards to the employees Timely basis rewards If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Timely basis rewards taking 1.360 as constant then its slope B would be 0.198 Putting the values in the Y= a + bX, we get: Y= 1.360+0.198 X Job Satisfaction = 1.360+0.198 (Timely basis rewards) Significance Level = 0.280 The value of B is Positive, so the variables have direct relation with each other. If we increase satisfaction then Timely basis rewards also increases. Goal completion and High achievers If we take dependent Variable Y as Employee Satisfaction and Independent Variable X as Goal completion and High achievers taking 1.360 as constant then its slope B would be 0.024 Putting the values in the Y= a + bX, we get: Y= 1.360+0.024 X Job Satisfaction = 1.360+0.024 (Goal completion and High achievers) Significance Level = 0.877 The value of B is Positive, so the variables have direct relation with each other. If we increase satisfaction then Goal completion and High achievers also increases. Recommendations Our recommendations are based on the results generated from the questionnaire. Overall we can conclude that the variables identified in out framework do strongly affect the satisfaction level of employees at PTCL after privatization. Employees strongly agree that they have a certain fear of losing their jobs after privatization. Stock option plans, or giving employees stock/share as added benefits instead of cash bonus etc. would increase satisfaction levels and make the employees more productive in the privatized firm. The employees agreed for having regular handing out of the stock options in the company. Fringe benefits are those services that motivate the employees and increase their satisfaction levels considerably. Employees were disagree, when they were asked to assess the fringe benefits as direct measure of their satisfaction levels in PTCL after privatization. Employee unions or those entities that safeguard the rights of employees. Employees responses were strongly disagre e that there were no Employees Union present in their organization. Basically these unions prevent unfair measures from happening with the employees. Training and development enhances the careers of employee and grooms them in the corporate world. It also paves way for their promotions in an organization. The employees responses were mostly disagreed because there was no training given to them after privatization. Training should be given to them that help them in their career progression. Rewards should be given to them on timely basis and all kind of monetary/non-monetary rewards should be given to them. To appreciate the employees who complete their Projects/goals before time rewards should be given to them so that they get motivated and satisfied and achieve high.

Helmi Flick :: essays research papers

Helmi Flick lives in Bedford, Texas with her husband, Ken, a freelance writer who also does the lighting and cat wrangling for her, plus her 4 cats. Having spent 30 years of her working life in administrative office positions in computers, medicine and law, Flick came to her new career by the route most people only dream of: by turning something she loved to do into a new profession. After years of photographing her own cats and those of friends as a hobby, Helmi was encouraged by her husband Ken to try her hand as a cat show photographer. Helmi got her first assignment from the Thunderkatz Cat Club as the show photographer for their May 2000 T.I.C.A. show in Oklahoma City, Oklahoma, U.S.A. On the basis of her work at that show, the Thunderkatz club asked Helmi to be their "Official Show Photographer in Perpetuity." By March of 2001, Helmi had managed to secure the Show Photographer assignment at 12 shows. Helmi shoots with a digital camera. "Shooting digital images has been a lifesaver for me because cats are not the most cooperative subjects and there are always more throwaway shots than good ones. And because I’m not wasting film, I can afford to shoot far more images of a customer’s cat to get more keepers. Additionally, the "instant" nature of digital photography enables my customers to immediately review the shots I’ve taken and select the ones they like best to be printed. This review process is a tremendous tool for someone like me who is still learning this craft, since I’m able to discover the kinds of shots that owners of different breeds prefer. I guarantee that my customers will be satisfied with their photos and the digital approach is a great asset there, too, because if a customer does not see photos he/she likes in our post-shoot review, I can reshoot their cat on the spot." But getting good shots at the show is only the beginning of delivering great images to her customers. Because Helmi shoots digital images, she has the capability to color correct, crop, retouch and otherwise enhance every photo on her computer back home. "I can’t ignore that capability because I want every shot to be the best image it can be, so I end up spending far more time at my PC screen than behind the camera.† The ability to instantly analyze and digitally retouch her photographs does not change the skill needed to capture beautiful images of her feline subjects.

Underneath My Skin - Original Writing :: Papers

Underneath My Skin - Original Writing I am 15 years old, and I hate my life. My parents are dead, I have no friends, I get bullied every day, and the worst of it is that I can't do anything about it. I now live in Omaha, Nebraska with my aunt, Patrice, who just made 21 and is never home. She is my last living relative. At school this kid named Brian messes me all the time. I never fight back because I'm just peaceful like that. I get good grades (I have nothing else to do with my spare time except homework). I earn my own money by playing craps behind the school with loaded dice. That's why I don't have any friends. So I was walking home and here comes Brian with his sidekick Jim. Brian says, "Hey punk how's it goin'?" Then Jim says, "Yeah punk." I say, "I'm doing fine." "Gimme all your money, or my fist and your face will become good friends." Then he pushes me. All of a sudden, something came over and I just start wailing on the guy. I get up, look at Jim and say, "You want some of this?" He stands there in fear for a while and runs away. The rest of the way home I kept thinking about what happened, thinking about what came over me. In the middle of deep thought, I heard a voice say, "It was me." I looked around and no one was there. So I blew it off and went on home. I got home, laid on my bed still thinking about what happened. There was that voice again, "It was meà ¢Ã¢â€š ¬Ã‚ ¦. Makius." Now I knew something was up. "Who's there?" I said. "You don't know me but I know you very well," said the voice. "You know me," I said. The voice then said, "Yes, I know about the time when someone tripped you and everyone laughed. I know about the time when some bully stole your shoes, and wore them the next day.