Business :: essays research papers

CHAPTER IINTRODUCTIONThis study exit examine the overall affect on connection, as well as the historical aspect of the integration of African-Americans, into sports in the United States of America. This study is to a fault designed to discuss and or break down any racial stereotypes involving African-American athletes. Most importantly, this study will also examine the progression that African-Americans have made on the field as athletes and in corporate America as well.The overall affect that integration had on society will be discussed start-off. The acceptance and the scrutiny of the African-American athlete will be examined. Secondly, the researcher will discuss some of the many racial stereotypes that African-American athletes have to live up to or even hold their heads in shame because of. The third and last(a) area of research is to discuss the progression that African-Americans have made in the world of sports during the geezerhood after integration. The majority of the literature for this study was obtained from various websites and indite material discussing the aforementioned topics. This study will not be the first of kind, however the information that was discovered is different than previous studies that have been done on this topic. Since the birth of the United States, this society has been capitalistic in nature. The basis of capitalism is competition. The business that is the best will win or make the most money. This is also the true nature of sports as well. Even though sports took on this mentality, it is still leaps and bounds ahead of society when it comes to equality. After- all Jackie Robison was a Brooklyn Dodger five years prior to the Brown vs. Board of Education case in 1954. In many ways sports in America have become a microcosm of what society should be. Although Jackie Robinsons barrier breaking entrance into the Major Leagues was probably the most important event to take place in sport history, it is not the first time Af rican-Americans were involved in sports. Early records have shown that African Americans were involved in these sports whenever given the opportunity to participate. On the other hand, American sports are fill with records of African American athletes capable of participating in the broad sports arena but not given the chance due to their race. Therefore, as sports grew into an American general pastime, it also grew along on separate fields with race as a dividing line.

Hydropower as an Alternative Energy Source Essay -- Water Power Energy

Hydropower as an Alternative Energy SourceWater provides a very valuable resource. We use dams make to run water through turbines and produce electrical energy. There are many advantages and disadvantages to hydropower, though there are more advantages. It is reasonable inexpensive to maintain, and is a denude source. There are issues with dams blocking fish swimming in the river, but there are ways to help them. Hydropower is well balanced between the electricity needs and the needs of the environment.Hydropower makes up 90 percent of the United States energy from a renewable source. It is the nations overlargest renewable resource. People have strengthened dams since ancient times to control the water. Waterwheels have been used for centuries to help people with their everyday needs, and now they can be used to produce electricity. Many large dams worldwide have turbines (modern day waterwheels), which produce large amounts of energy. These dams account for 40 percent of all en ergy produced by hydropower (Nersesian, 290).When a dam is built a reservoir collects behind it, which also collects rainwater. The reservoir allows us to control the amount of water that flows through the dam and lets us still have a quiet flow of water, even during years with less rainfall. The dam itself has spillways to control the amount of water leaving the dam. One major problem with dams is the affect they have on migrating fish traveling up and down the rivers. Many dams have special fish ladders to allow the fish to pass through (Today, 2001).Of course the biggest advantage of hydropower is that it is renewable. also it is clean, meaning it does not throw a lot of chemicals into the air and it does not produce any waste. Hydropower can also be produc... ...earch.atomz.com). At the moment unless 3 percent of the nations 80,000 dams are producing hydropower (Today, 2001). If we could install more turbines into dams then we could rely more on hydropower then other more a lter resources. Over all water has the potential to become a crucial source of power.ReferencesAdvantages and Disadvantages of Hydropower. (2005). Retrieved July 30, 2007, fromhttp//www1.eere.energy.gov/windandhydro/hydro_ad.htmlA Short Course in Hydro Sciences. (2004). Retrieved July 29, 2007, fromhttp//www.british-hydro.org/infopage.asp?infoid=184Hydropower Today. (2001). Retrieved July 30, 2007, fromhttp//www.hydrofoundation.org/hydropower/index.htmlNersesian, R. L. (2007). Biomass. In Energy for the twenty-first Century AComprehensive guide to conventional and alternative sources (pp. 290-297).United States of America M.E. Sharpe.

Repetition and Metaphor in the Short Story, Eleven by Sandra Cisneros E

Use of Repetition and Metaphor in Sandra Cisneros Short Story, ElevenIn the short romance Eleven by Sandra Cisneros, a young girl named Rachel is characterized. Through a specific incident, Cisneros shows how Rachel does not act as old as eleven ideally should. Through repetition and metaphor, Cisneros alludes to Rachel?s personality and childish views. This story basically tells of a girl?s pride being hurt. It was Rachel?s birthday and her instructor embarrassed her by stating a raggedy old sweater was hers. The metaphors Rachel uses to describe this article of clothing and her age throughout the story are indicators that she is still a child and that she lives a simple life. For example, Rachel said ?Because the way you grow old is kind of like an onion or like the rings inside ...

Technological advances in society :: essays papers

Technological advances in society Technology enables students and teachers to have a fast and easy way to acquire unlimited access to dozens of information. With all of the useful technologies, the curriculum is bound to change in endless ways, creating more opportunity for learning. It is very hard not to realize that technology has overpowered gentility in m some(prenominal) ways. Technology integration is similar to a tidal wave, growing silently in strength, then falling with an unstoppable roar upon those who remunerative no attention or showed little interest (Guhlin, 40). Nowadays, computers be almost considered a necessity in the classroom, and are the main component of technology integration. Computers are being utilize in more numerous ways, besides only being used for basic word processing. With a simple computer, copious availabilities of technologies brush off be used in the classroom. The one thing that is so great about the computer is that it does give a lot of instruction--and you dont need to have sense of hearing to take advantage of it (Anderson, 12). Its amazing how one simple screen rout out provide everlasting opportunity for learning. One of the most widely used technologies is the Internet, or also known as the World Wide Web. In August 1981 about 200 computers hosted Web servers. By July 1998 there were over 36 million Web servers, that are hosts to approximately 150 million people (Strauss). The Internet proves to be very beneficial to education, since students have unlimited access to millions of websites with slews of information. There are only so many newspapers, journals and magazines that you can find in libraries or subscribe to. Therefore, the Internet offers an unlimited pile of information that students can always have. Moreover, students are enriched with the most current information in any subject, a spacious with regular updates. Students are able to use the Internet anytime of day, as long as th ey have a computer at hand. The research process will not have to end when the school day is over (Wissick, 82). on with using the World Wide Web for researching purposes, e-mail has become a very commonly used feature. Students and teachers can communicate outside of the classroom any time of day. In addition, this also opens up the idea of an online community center.

Sound Navigation and Ranging SONAR :: sonar sound wave waves

Missing ImagesSONAR, as it is most commonly known as has been around since the beginning of time. Animals have utilize this technique and survived because of it for millions of years. Among the most common are bats and dolphins.Daniel Colloden used a bell to measure the speed of sound underwater in 1822. After the titanic sunk, the idea of using sound underwater to locate targets, primarily icebergs, was taken up by inventors. Lewis Richardson, a meteorologist, was the first to file a patent for an border locator one month after the Titanic had sunk. In 1914, Reginald Fessenden made an experimental unit, which was able to detect icebergs within a two-mile range, but it could not stop the direction.During World War I, with the invention of submarines came the need to locate them. Research of underwater sound location was a primary focus for the British. Both the U.S. and Britain were researching what would be Sonar, and it was unploughed secret through pop out the war. By 1922, units were being produced and by 1923, they were being equipped to naval vessels.Throughout the war, Britain referred to this underwater locator as ASDIC, which was the Anti-Submarine Detection Investigation Committee. This committee, however, never existed. The name was just a cover-up to keep the actual detector secret. The term SONAR came from the Americans, who used it as the equivalent of RADAR. The term ASDIC was over(p) in 1948 when NATO was formed and signals were being standardized.Sonar utilizes sound propagation to detect objects, navigate, and communicate. Through acoustic location, Sonar can be used to control an object and tell how far away that object is.As shown above, a transmitter sends out a pulse of sound towards an object, the sound wave is then reflected aside of the object and direct back to the source.The distance of the object is determined by the amount of time it takes for a reflection to return after the pulse is sent out. This can be aff ected by several factors such as the density of the media which the sound is traveling through and if the object itself is moving or not.To find the direction of the object, several receivers are used to signal when a reflection passes by them.The above picture shows an initial wave being sent out in all directions.

Sound Navigation and Ranging SONAR :: sonar sound wave waves

Missing ImagesSONAR, as it is most commonly known as has been some since the beginning of time. Animals have used this technique and survived because of it for millions of years. Among the most common are bats and dolphins.Daniel Colloden used a bell to measure the speed of conk underwater in 1822. After the Titanic sunk, the idea of using sound underwater to locate purposes, primarily icebergs, was taken up by inventors. Lewis Richardson, a meteorologist, was the first to wedge a patent for an echo locator one month after the Titanic had sunk. In 1914, Reginald Fessenden made an experimental unit, which was able to detect icebergs within a two-mile range, but it could not determine the direction.During World War I, with the invention of submarines came the need to locate them. Research of underwater sound location was a primary guidance for the British. Both the U.S. and Britain were researching what would be Sonar, and it was kept secret throughout the war. By 1922, u nits were being produced and by 1923, they were being equipped to naval vessels.Throughout the war, Britain referred to this underwater locator as ASDIC, which was the Anti-Submarine Detection Investigation Committee. This committee, however, never existed. The name was just a cover-up to keep the actual detector secret. The term SONAR came from the Americans, who used it as the eq of RADAR. The term ASDIC was terminated in 1948 when NATO was formed and signals were being standardized.Sonar utilizes sound propagation to detect objects, navigate, and communicate. Through acoustic location, Sonar can be used to find an object and tell how far away that object is.As shown above, a transmitter sends out a pulse of sound towards an object, the sound hustle is then reflected off of the object and sent back to the source.The distance of the object is determined by the amount of time it takes for a reflection to go along after the pulse is sent out. This can be affected by several factors such as the density of the media which the sound is traveling through and if the object itself is moving or not.To find the direction of the object, several receivers are used to signal when a reflection passes by them.The above picture shows an initial wave being sent out in all directions.

David Suzuki Essay

David Suzuki is an award-winning environmentalist, scientist and broadcaster. He also dabbles in radio and telecasting series that go into detail about the complexities of the natural sciences in an easy and fascinating way. Finish Intro Paragraph any tips, m separate? David Suzuki is beginning(a) and foremost, a geneticist. He graduated from Amherst College in 1958 with an honors degree in biology. He moved onto graduate school at the University of Chicago with a PhD in Zoology. Suzukis first academic position was an assistant professor in Genetics at the University of Alberta. After his assistant practices at Alberta, he moved on to where he directly resides, at the University of British Columbia. David Suzuki has been honored with many awards. In 1972, he was awarded the E.W.R. Steacie Memorial Fellowship for being an outstanding research scientist under the age of thirty-five and he held that award for three years straight.He won many academic awards and holds twenty-five ho norary degrees in Canada, the United States, and Australia. Suzuki has written fifty-two books, including nineteen children books. He wrote a textbook, in 1976, named An Introduction to Genetic Analysis that is the most widely used genetics textbook in the United States. This book has been translated into many other languages, including Italian, Spanish, Greek, Indonesian, Arabic, French, and German. Suzuki has not only tinkered around in writing, but broadcasting as well. In 1974, he developed and servered a science program called Quirks and Quarks that was display on complete blood count radio for four years. Since then, he has presented two documentary CBC radio series relating to the environment, named Its a Matter of Survival and From Naked Ape to Superspecies.His theme television debut began with CBC in 1971 when he wrote and hosted his two season series, Suzuki on Science. He created and hosted a number of television specials, and in 1979, he became of host of The Nature of Things with David Suzuki, which rewarded him with numerous awards. He participated in a series, A Planet for the Taking, which won an award from the United Nations. In 2002, he received an award for his broadcasting excellence. David Suzuki is also a world leader in sustainable ecology. He is the recipient of many world-known prizes and medals, and has been granted with the Right Livelihood Award, which is known as the pick Nobel Prize. Not only has he received awards and presented series, but also he has co-founded his own macrocosm. Suzuki felt asthough he was just a messenger telling people about the crisis that is happening and that he didnt have any solutions (Suzuki 219). As he was working on making people more than aware, he was receiving feedback of people feeling motivated from his words. With this feedback, Suzuki realized that he had a responsibility to suggest potential answers (Suzuki 220).With the help of Tara Cullis, an award-winning writer and former professor at Harvard University, the David Suzuki Foundation was instituted on September 14th, 1990. The goals of the Foundation are to protect the climate, create livable communities, establish environmental rights and justice, transform the economy, connect with nature, and build the community. The David Suzuki Foundation has worked with doctors to fight for clean air, published energy solutions, brought voices from NHL hockey players and Olympic Skiers to advocate for going carbon neutral, helped governments ban pesticides, protected species at risk, researched contaminants in farmed salmon, and worked with chefs to switch to sustainable seafood. The Foundation has even addressed economics, assessing the value of greenbelts (an area which is kept and reserved to ensure that there is open space), farmland, and other ecological services, and published a pull back on how businesses can shrink their environmental impact. Nature sustains the economy.At least that is what Herman Daly, a senior ec onomist at World Bank and teacher at University of Marylands School of frequent Affairs, states in David Suzukis (and Holly Dressels) book, From Naked Ape to Superspecies. Daly states that, you sacrifice some of the natural system when you convert it into man-made things (Dressel and Suzuki ?). in that respect needs to be a balance between the costs and benefits. In the past, there hasnt been a focus on that balance. A cause of this instability and sacrificing lays with corporations. In Professor Brad Howards Journalism 190 class, the movie, The Corporation, was assigned for the students to watch. The Corporation is a Canadian documentary film that examines the modern-day corporation.The corporation is legitimately bound to put its bottom line ahead of everything, even the public good. In From Naked Ape to Superspecies, corporations are explained from a variety of sources. Jane Ann Morris, a corporal anthologist who works with a group called Program on Corporations, Law, and De mocracy, stated that corporations have squeezed themselves into democracy, replacing the human persons. Even though the corporations are not people, they have been grantedthe same rights. The corporations are reducing the rights of humans (Suzuki and Dressel ?) and putting itself ahead of the people. According to the textbook in Brads class, The Problem of the Media by McChesney, corporate societies or corporations are corporate bodies that are legally authorized to act as a single individual.Brad assigned an academic journal for us to read, called Corporations, Democracy, and the Public Good by Stephen Barley. Barley states a thesis about the republic, people are now separated from their representatives by an asteroid belt of organizations and among the most herculean of these are corporations and their trade associations (Barley 203). In an interview with Lynette Thorstensen in Habitat Australia, David Suzuki stated that this situation with the corporations is not beyond the peop les grasp just yet. What is needed to occur are regulations and controls on the global level. An example that Suzuki provides is if a multinational company was found to be profiting through the dumping of wastes, the company should be fined to much(prenominal) a degree that continuing to behave like a pirate would cost more than the actual profit.Suzuki thinks that we need to keep the corporations exposed. David Suzuki is related to journalism and corporations, or at least his opinions are. Sustainable ecology is related to journalism and corporations. David Suzuki is a world leader in sustainable ecology. In order for the environment to be protected, the government needs to be involved. In order for the government to prosper, the environment needs to be bootd for. As an environmental enthusiast, I had no clue that corporations played such a crucial role in the environment issues. Not only was I unaware about how the corporations were linked with environment issues, but I did not know that David Suzuki had ever addressed it. I think thats something that Brad has tried to include in the class corporations and their hiding. The reason I didnt know corporations were involved in this issue, was because corporations influence the media and by their influence, they wish to be invisible in their link with these issues.Framing is what they call it. Framing is where a give-and-take media puts the shareholders first. If a corporation invests in a news media, the media shapes the information being shared and how we see topics/issues. So, I didnt get to see the corporations influences, since they didnt want the public to see them. Framing is a popular topic in Brads class. The mediaframes issues all over the place. So erst I discovered that issue among David Suzukis research, my mind was opened and aware. I think it all brings a new light to David Suzuki. Not only does David Suzuki care about the environment and protecting it, he cares about the impact of the govern ment and corporations. David Suzuki any tips for the conclusion, mother?

Job Satisfaction and Dissatisfaction of Teaching Personnel at Udm

CHAPTER I THE PROBLEM AND ITS BACKGROUND INTRODUCTION T all(prenominal)ers play a zippy role in building a nation. They be arguably star of the most important groups of professionals for our nations future. It is disturbing to find push through that roughly(prenominal) of todays unsung heroes like teachers are dis fulfill with their logical arguments. inquire anyone in the street how to motivate teachers and they go away blatantly answer to increase their salaries. Ask what factors might have created dis gladness among teachers and probably they ordain enumerate factors like behavior of students, class size, curriculum, and the political relation policies in discipline.According to Herzberg Motivation-hygienics Theory, the factors do joy are contrastive from those causing disgratification, the 2 feelings finish non simply be treated as opposites of one an another(prenominal). The opposite of happiness is not dis rapture, but rather, no happiness. Similarly, the o pposite of dis ecstasy is nodis satisfaction. While at commencement exercise glance this distinction betwixt the two opposites may sound like a play on words, Herzberg argued that in that location are two distinct gentleman needs portrayed.First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter. Second, there is the psychological need to fulfill and grow, and this need is fulfilled by activities that ca mapping one to grow. Many factors have been examined in an attempt to find which one promotes motivation. In the champaign conducted by Poling (1990), he call fored expose that Pay incentives have been effectuate to be unsuccessful in increasing motivation.In a similar determine, Castillo and Cano (1999), concluded that teachers motivation is based on their emancipation to try recent ideas, achievements and intrinsic pee-pee elements. Whereas, schemes such as merit pay were predicted to be counterproductive. They explained that true blood satisfaction is derived from the gratification of higher array needs than lower gild needs. Educators decision to leave and remain in the teaching profession is associated with his direct of motivation and transmission line satisfaction.The elusive nature of dividing line satisfaction construct advanced the mea for certainment and theoretical development to speculate satisfaction (Castillo, 199). excogitate satisfaction is an intangible notion that has been increasingly challenged and refined since the Herzberg, von Mauser and Snyderman show in 1959. Although, the showation of rent out satisfaction and profession motivation was introduced by Maslow in his hierarchy of needs. Maslow (1954) asserts that human motives emerge sequentially to satisfy the avocation needs physiological, safety, social, self-esteem and self- literalization.Individual need satisfaction is influenced by both the importance attached to the various needs and the degree to which each soulfulness fulfil each needs. A teaching profession is the one of the most important profession at all. Teachers devote a lot of their energy, time and interest to educate new generations. Like any other professions, teaching has some specific particularity and pitfalls. In this teach, I looked into the propel and hygienics factors that claim the death penalty of the skill of Universidad de Manila.There is a need to conduct this study because Faculty members are the frontrunners of the nations future generations. It is quite disturbing to know that there are certain factors that affect the clientele deed of the competency members based on the evaluation conducted by the Faculty and Employees surgery Evaluation Office of Universidad De Manila The topic was chosen to determine the factors, both motive and hygiene that pleases and displeases the efficiency members of Universidad De Manila. And identify those factors that affect in the trading exercise of the faculty members.The purpose of this study is to proper(a)ly identify the need and hygiene factors in relation back to the chew over performance of the faculty members, which will be beneficial for the system in enriching and improving whatever is necessary for the formations growth. STATEMENT OF THE PROBLEM This study will determine the motivating and hygiene factors in relation to frolic performance of the faculty members of Universidad De Manila (UDM). Specifically, the study will answer the following questions 1. What is the profile of the faculty members of the Universidad De Manila in terms of 1. Age 1. 2 sexuality 1. 3 Marital Status 1. 4 Academic Rank 1. 5 Length of receipts at UDM 2. What is the motivating and hygiene factors that UDM faculty members have in terms of A. cheat Motivator Factors 1. Achievements 2. festering 3. Recognition 4. Responsibility 5. Work Itself B. labor Hygiene Factors 1. Interpersonal traffic 2. polity and Administration 3. Salary 4. Supervision 5. operative Conditions 3. What is the put-on performance paygrade of the UDM teaching personnel? 4. Is there a significant relationship between UDM teaching personnel demographic profile and boilers suit parent duration performance? 5.Is there a significant relationship between UDM teaching personnels motivating and hygiene factors in relation to patronage performance? 6. Is there a significant difference between UDM teaching personnels motivating and hygiene factors in relation to guessworke performance? HYPOTHESIS The following bootless hypothesis was formulated and tested at 0. 05 trains of significance 1. There is no significant relationship between UDM teaching personnel demographic profile and boilers suit lineage performance? 2. There is no significant relationship between UDM teaching personnels motivating and hygiene factors in relation to military control performance? . There is a significant difference between UDM teaching personnels motivating a nd hygiene factors in relation to job performance? THEORETICAL FRAMEWORK Theories of job satisfaction included discrepancy theory(Locke, 1969), equity theory (Mowday, 1992) and the inducing-hygiene theory (Herzberg, Mauser and Snyderman , 1959). The discrepancy theory was the result of the difference between an actual outcome a person receive and some other expected outcome level which may cause job satisfaction/ dissatisfaction. (Lawler, 1973).Inputs and outputs were the ground of the equity theory. Employees approximated their inputs/outputs by comparing them with that of other individuals. Equity existed if the ratio of the inputs and outputs was similar to the inputs and outputs of other operate oners. Conversely, there is inequity if the ratio of the inputs and outputs was unequal to the inputs and outputs of other individual. Equity were associated with job satisfaction sequence inequity with job dissatisfaction (Mowday, 1992). This study is anchored on the two-factor the ory of Herzberg.Herzberg, Mauser and Snyderman (1959) pointed out that job satisfaction is not a unidimensional imagination but that is composed of two independent factors 1. Motivational factors itself can lead to job satisfaction 2. Maintenance factors (hygiene factors) must be sufficiently stage in order for motivational factors to come into play and when not sufficiently present can block motivation and can lead to job dissatisfaction. Model of Herzbergs Two Factor Theory Job Motivator Factors Achievements Growth Recognition Responsibility Work Itself plea sealed No SatisfactionJob Hygiene Factors Interpersonal dealings Policy and Administration Salary Supervision Working Conditions No Dissatisfaction Dissatisfaction The premise of the motivator-hygiene theory was that jobs had specific factors which were colligate to job satisfaction and dissatisfaction. The five factors that facilitate job satisfaction were achievement, acquaintance, work itself, righteousness, and pr omotion. The factors identified as determinants of job dissatisfaction were policy and administration, supervision, lucre, interpersonal relations and work conditions.Herzberg reasoned that because the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is no dissatisfaction. While at offset printing glance this distinction between the two opposites may sound like a play on words, Herzberg argued that there are two distinct human needs portrayed. First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter.Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. CONCEPTUAL FRAMEWORK The conceptual framework of the study was based on Herzberg tw o factor theory, in addition known as the Motivator-Hygiene Theory which focuses on the factors that affect the job performance of faculty members of Universidad De Manila. The hygiene factors are associate to the environment external to the job. The environment includes interpersonal relations with others, policy and administrations, salary, supervision and on the job(p) conditions.Many persons who feel dissatisfied draw their dissatisfaction to conditions surrounding their jobs rather than work itself. The other category is the motivating factors, which are found to be effective in motivating people in superior performance. These factors include achievements, growth, recognition, responsibility and work itself. All of these should be working together, to complement and addition one another. The basic requirement should be provided to the workers as well as the challenge to perform to the maximum capacity and stimulate them to grow to the peak of their performance.This query d etermined what people or faculty member in particular actually want and what factors made them perform better or lesser on their respective field of teaching. PARADIGM OF THE STUDY CRITERION VARIABLE Job Performance VARIATE Achievements Growth Recognition Responsibility Work Itself Interpersonal Relations Policy and Administration Salary Supervision Working Conditions OTHER partS Age Sex Civil Status Academic Rank Status of Employment estimate of Years employed in CCM Figure I The motivating and hygiene factors in relation to job performance of Universidad De Manila faculty SIGNIFICANCE OF THE STUDYThe findings of the study will be beneficial to the following Government Officials. This study would enable government officials to look into the plight of the faculty members and how they could plan programs and guidelines to improve the bread and butter and working conditions of the faculty members of Universidad De Manila. Administrators. The result of this study will be beneficial to the Administrators of Universidad De Manila because it could help them in analysing and identifying the factors that affect the job performance of the faculty members of Universidad De Manila that could by chance guide them in their pursuit of schoolman excellence.Faculty Members. The outcome of this study is for the improvement of the timbre of life of every faculty member of Universidad De Manila. This will enable them to reach their true think of and worth as an educator and envoy of knowledge. Students. The outcome of this study will help the students, since they will be the principal recipient of the intensify job performance of the faculty members. It will aid them in understanding and appreciating their teachers. Future Researchers. The result of this study could serve as a source of inessential information to future enquiryers.It may provide them a clearer view of the factors that affect the job performance of faculty members. SCOPE AND LIMITATION This study is lim ited to the motivating and hygiene factors that affect the job performance of Universidad De Manila. The focus of the study is limited to the motivating and hygiene factors that may possibly influence or affect the job performance of the faculty members of Universidad De Manila. The target respondents are one hundred faculty members (100), 100 survey questionnaires were wedded but only 60 was retrieved for the reason that some faculty members are not available at the time of data gathering.This studycovered the direct association of the variate motivating and hygiene factors with the measuring variable job performance. The direct association of the other factors such as age, sex, civil status, academic rank and length of days employed in Universidad De Manila with the variate and criterion variable were sought. DEFINITION OF TERMS The following terms are operationally defined for clearer and better understanding of the study Age this refers to entitled period of life or existenc e as a person.Civil Status the indicators of this concept are 1) single 2) married Academic Rank the level of position of faculty members. do Factors these are the factors that intrinsic in nature and are essential for employees fulfilment. These include achievements, growth, recognition, responsibility, and work Itself. Hygiene Factors these are the factors that are extrinsic in nature and can be a great deal for achieving organizational objective. These include interpersonal relations, policy and administration, salary, supervision, and working conditions.Job Performance refers to the quantity and timber of tasks performed by faculty members of Universidad De Manila. Job Satisfaction set of favourable and unfavourable feelings with which employuees view their work. Behavior Of Students attitude or manner of students that affects the performance of the teachers. Class Size number of students per class. Curriculum numerate of subjects that serve as guide to students as t hey pursue their respective degrees. Government Policies In Education guidelines set by the CHED, DEPED and other governing body of academic Institutions.Chapter II REVIEW OF RELATED STUDIES AND RELATED LITERATURE This chapter presents a summary and critical analysis of literature conducted by both local and foreign research workers, which were considered related and applicable to the present study. The researcher establishes related studies both local and foreign studies that were conducted in relation to the job motivation and job satisfaction in relation to job performance of the teaching personnel in the Philippines and in other countries as well. FOREIGN STUDIESAs cited by Dutka, 2002, in her study, The race amongst Job Satisfaction And The Organizational Climate For Women Higher Education Administrators At Five Institutions wherein sheexamined women higher education administrators job satisfaction levels and the relationship between their job satisfaction and perceptions a nd of satisfaction with the organizational climate. The literature suggests women higher education administrators may be dissatisfied but few studies explore the influence of the organizational climate on job satisfaction.The findings reported here revealed women higher education administrators dissatisfaction with the organizational climate boilers suit, and underscore the importance of the climate for career development. Equally important are the findings about advancement opportunities. Both factors affect women higher education administrators job satisfaction, which may influence attrition as well as individual and organizational effectiveness.This study is related to the present study because it elucidates the relationship between the job satisfaction and the organizational climate for women Higher Education administrators, which will be of value to administrators in berthwork and evaluating the factors that affects job motivation and job satisfaction of teaching personnel, which may somehow affect the individual and organizational effectiveness, which gave the researcher insights in the formulation of this study. MichalinosZembylas, Elena Papanastasiou) Recent interior(a) and international studies on job satisfaction and motivation among teachers in Cyprus carried out in a number of countries have drawn attention to the degree of job satisfaction among teachers. In general, it has been found that context seems to be the most powerful predictor of overall satisfaction. However, given that most of the international studies on teacher satisfaction have been conducted in developed countries, one realizes the need in the available literature for similar research in developing countries as well.This paper examines job satisfaction and motivation among teachers in Cyprus a small developing country in the Eastern Mediterranean. An adapted version of the questionnaire developed by the Teacher 2000 roll was translated into Greek and employ for the purposes of this study that had a sample of 461 K-12 teachers and administrators. The findings showed that, unlike other countries in which this questionnaire was used, Cypriot teachers chose this career because of the salary, the hours, and the holidays associated with this profession. The study analyzes how these motives influence the level of satisfaction held by the Cypriot teachers.Teacher morale, job satisfaction, and motivation According to Linda Evans Model of the interraction of the motivation process with the processes of individuals attainment of job satisfaction and high morale. This study is related to the present study because it shows how a company used performance appraisal as a tool for evaluating individual job performance. It alike illustrates the interraction of the motivation process with the processes of individuals attainment of job satisfaction and high morale, which gave the researcher insights in the conceptualization of this study.Cetin (2006) refer to job satisfa ction as the actual satisfaction of the individual with intrinsic and extrinsic reinforces. Job satisfaction is therefore seen as the achieved correspondence sought by the individual in relation to intrinsic and extrinsic environmental factors leading to a work contentment. Smith, Kendall and Hulin (1969) state that there are five dimensions that represent the most important characteristics of a job about which people have affective responses.The description of these are the work itself, pay, promotion opportunities, opportunities and co-workers This study is related to the present study because it explains the factors, both extrinsic and intrinsic that are sought by individual in order to attain work contentment, which gave the researcher insights in the conceptualization of this study. (Kessuwan* and Muenjohn 2010) The results suggested that the employees had a moderate level of job satisfaction with the alone job situations (overall job satisfaction).With a circumferent look, i t indicated that the highest satisfaction occurred in the areas of the work itself, supervision, and coworkers. The employees were highly satisfied with the work itself because they found that their job was interesting, challenging, and enjoyable and had enough authority and freedom to perform their job. Supervision withal made employees were highly satisfied because of the high competency in doing job of supervisor and the good encouragement, opportunity to express opinions, support, fairness, and interest in the feelings of subordinates provided by supervisor.The employees were also highly satisfied with coworkers because their coworkers were highly competent in doing their job. They received good cooperation and supports form their coworkers and there were no bickering and fighting at work. However, the employees were more or less satisfied with other worked-related variables, including pay, fringe benefits, opportunity for advancement, contingent rewards, and communication. A sking from the employees perspectives, it appeared that the employees rated pay as the most important factor influencing their job satisfaction followed by fringe benefits and coworkers.However, the employees at the managerial and non-managerial levels perceived different degrees of importance. The non-managerial employees perceived pay, fringe benefits and coworker as the most three important would be because these motivational factors could fulfill their basic needs fit in to the Maslows Hierarchy of Needs (Moorhead and Griffin, 1998). On the other hand, the employees at the managerial level rated coworkers, opportunity for advancement, and work itself as the most important factor influencing their job satisfaction.This might be because a good work group or effective team could easily helped them achieved the best results. Similarly, the work itself allowed them to apply their abilities and skills and embody a diversity of tasks, freedom, and performance feedback. Regarding the r elationships between the personal variables of the employees and their job satisfaction, it appeared that there were very little relationships between these two variables. The current research was conducted within one transnational company and therefore would not represent employees attitude for the whole industry.Also, theories in motivation and job satisfaction proposed a number of factors affecting employee job satisfaction but only eight work-related factors were identified in this study. Finally, quantitative research was employed to assess employees attitude toward their job in the current study. A number of researchers suggested qualitative research should be considered to get an in-depth attitude from respondents. This study is related to the present study because it discusses about the theories in motivation and job satisfaction and how it affects each other, which gave the researcher insights in the conceptualization of this study.LOCAL STUDIES A study on the human factors of the employees in the Greater Manila Area was conducted by Donato. She found out that age, employment status, educational attainment, income, married status, and working experiences affected the job performance of employees. Better employment, attainment of a higher academic degree, greater income, successful marital relations, and growth professional experience tend to increase ones satisfaction in life. She also found out that the employees were more satisfied than the government employees in spite of the difference of the privileges in favour of the private employees.This study is related to the present study because it showed how age, employment status, educational attainment, income, marital status and working experiences affect the job performance of employees. It also shows that government employees were more satisfied than the private employees in spite of the difference in the privileges, which gave the researcher insights in the conceptualization of this study. Accordi ng to Manabat studied the sources of job satisfaction of supervision in selected industrial firms in Metro Manila, as theorized by Herzberg.The findings of this study showed that achievement, advancement, recognition, and responsibility were three manifested major sources of satisfaction of middle managers and interpersonal relations with superiors. Failure to gain recognition, company policy, and administration were the major sources of dissatisfactions. This study is related to the present study because it elaborates that achievement, advancement, recognition and responsibility were the major sources of satisfaction,which gave the researcher insights in the conceptualization of this study.Quitlong, in her study, found out that the demographic characteristics such as civil status, job status, eligibility, position, educational attainment, income, and length of swear out problems attitudes and morale did not show significant relationship with their job satisfaction. This study is related to the present study because it identifies the factors that has no significant relationship in the job satisfaction and job performance such as civil status, job status, et. al. , which gave the researcher insights in the conceptualization of this study.Villanueva, in his study of job commitment and satisfaction of technology and home economics teachers in selected secondary schools in the division of city schools, manila, found out that teachers are committed on their job and they are performing what is expected of them to the best of their ability. They also believed that they maximize the utilization of school resources, maximize the use of time and submit reports promptly. They claim to have adopted different mea legitimates to improve their teaching competencies and see to it that their class met the minimum, if not the maximum standard of instruction.They complied with the requests of their superiors and were willing to accept spare responsibilities when requested to do so. This study is related to the present study because it classifies the perceptual assessment of teachers in relation to their job satisfaction and commitment, which gave the researcher insights in the conceptualization of this study. RELATED LITERATURE According to Kant and Rozenweig, highly motivate individualsgenerally make better workers, achievers and implementors. Their performance greatly depends upon the satisfaction of their needs, wants and climate.This is related to the present study insofar as motivating factors are concerned. It explains that highly motivated individual generally makes a better workers, achievers and implementors, And that performance greatly depends upon the satisfaction of the needs wants and climate which the present study had sought in this present study. Jean Piagets theory of environmentalism which she related to effectivity. She said that to be an educator implies a essential belief of environmentalism. The educator must be an environmentali st.It is through the environment that the most fundamental educational process-learning takes place within the child but is influenced by some of the values, attitudes and beliefs of educators in the particular organization. Educators must try to influence the learning process by providing the appropriate climate needs. This theory of Piaget is somewhat related to the present study because in this theory of environmentalism, teachers is the subject implied, and the present study discusses about the motivating and hygiene factors in relation to job performance of Universidad De Manila Faculty Members.Both used teachers or educators as their subject. Quinn, Robert in his Quality of Employment Survey stated that the quality of work environment determines to a large outcome of satisfaction of the people. It would be high when certain specific dimension of satisfaction exist, such as monetary reward, comfort, challenge, resource adequacy and harmonious relations with co-workers. This is related to the present study because it discussed about the quality of work environment is the determinant of the extent of work satisfaction of the people.Ramoso in his study on motivational factors affecting performance to teachers in Carmen, Nasipit and Buenavista Districts of the Division of Agusan de Norte. She found out that the most favored motivational factors related to the quality of teachers performance were principals trust, production emphasis and morale. She said that when teachers felt their school administrators have trust and confidence in them, they were motivated to exert exploit thence providing improving the quality of their performance.This is related to the present study because the motivational factors affecting teachers were discussed as well as the quality of teachers performance. Ramoso contract the factors affecting the performance of teachers in Carmen, Nasipit and Buenavista Districts of Agusan Del Norte. Joseph Reitz stated that as workers grow o lder, they tend to be or so more satisfied with their jobs. This is due to a number of reasons such as lower expectations and better adjustment to their work situation because of their experience with it.Younger workers tend to be less satisfied because of higher expectations and less adjustment. This is somewhat related to the present study because it deals with the workers satisfaction. The reasons of their satisfaction were also specified. Deci mentioned that people hold positive attitude toward their organization and they experience a high level of job satisfaction when the organization provides them with rewards which they desire. He further assumed that satisfied workers will perform better than unsatisfied workers. He further suggested that satisfying workers is an effective lowlys of motivating them.This is related to the present study because it talk over that people hold a positive attitude toward their organization and they experience a high level of job satisfaction wh en the organization provides them with rewards which they desire. It was also assumed that satisfied workers will perform better than the unsatisfied one. Gil stated that the poorer the attitude a teacher has towards his profession, the more unsatisfactory will be his teaching performance. This is related to the present study insofar as attitude has a relationship to ones performance at work.However, this study has a different setting and it involves elementary school teachers, while the present study has its focus on college professors. In a research that was undertaken by Tsai Min Yen, a teacher. She found out the relationship between job performance and personality traits of faculty members of Nan Tai College of Commerce and Technology. She found out that faculty members performed satisfactorily with various activities related to school work such as administration, organization, consultative and guidance.She further concluded that the satisfaction a faculty member feels in his jo b is substantially influenced by his personality traits. This is related to the present study because it talks about the relationship between job performance and personality traits of faculty members which this present study has also been discussing. This research had concluded that the job satisfaction a faculty feels in his job is substantially influenced by his personality traits. Myers pointed out that motivation tends to be related to the kind of supervisor relationship experienced.He suggests that if a school superintendent develops good interpersonal relationship, the principal in the school system will tend to be more highly motivated. The interpersonal relationships which promote high motivation in a school organization are those which are work-oriented and which free individuals to become self-actualized in their work. This is related in the present study because it pointed out that motivation tends to be related to the kind of supervisor relationship experienced. Myers al so suggested that if a school superintendent develops good nterpersonal relationship, the principal in the school system will tend to be more highly motivated. Penley and Hawkins showed that a supervisors receptiveness or willingness to listen to subordinates ideas, problems and concerns will improve the motivation of subordinates. Though such receptiveness, supervisors develop knowledge of areas in which they need to provide additional training or explanation in order to build expectancy that the workers can perform tasks. When employees have a sense of mastery and reward in their jobs, they perform better.This is related to the present study because it showed that a supervisor s receptiveness or willingness to listen to subordinates ideas, problems and concerns will improve the motivation of subordinates. Chapter III methodological analysis This chapter discusses the research mark used in the study, samples and sampling techniques, instrumentation, data gathering procedures, and statistical treatment of data gathered by the researcher. RESEARCH DESIGN all scientific process begins with description of an event or events from which theories may be developed to explain phenomenon.In this study, the researcher will use the descriptive research design since this involves observation and description of the behavior of the teaching personnel at Universidad De Manila. Under this design, a descriptive correlational method will be employed in anylizing the data that will be collected through survey questionnaire. According to Calderon (199362), descriptive research is a purposive method of gathering, analysing, classifying, and tabulating data about usual conditions or situation.Similarly, Aquino (19923) describes descriptive method of research as a process of systematically describing a situation or area of interest factually and accurately. It gives a clear statement of what is existing at the present understanding. Correlation studies are based on quantitative mea accrediteds on two or more variables. Since the study is correlational in nature, the statistical relationship between the level of motivation and the level job satisfaction will be looked into and it give an indication of how one variable may predict the other.However,the correlation of the variables does not imply causation that is, simply because two events are in some way correlated (related) does not mean that one necessarily causes the other. SAMPLE AND SAMPLING TECHNIQUES In determining the sample of the study, the researcher will be using a non-probability sampling technique specifically the purposive sampling. Purposive Sampling, gibe to Blay(200512) is a process of choosing the respondents based on the criteria set by the researcher. With this type, the sample is hand-picked for the research.Using purposive sampling allows the researcher to home in on people or events, which have good grounds in what they believe, will be critical for the research. In this study, res pondents will be selected in terms of their status in the University. The researchers respondents of this study will be the teaching personnel of the Universidad De Manila. The dispersion of the respondents will be as follows bleed Male Female essential Permanent 17 13 30 Temporary 3 2 5 Part time 15 10 25 TOTAL 35 25 60 INSTRUMENTATIONThe research instrument that the researcher will be using in this study will be divided into two parts the profile of the respondents survey and the job satisfaction and dissatisfaction questionnaire. The variables that would be measured in the profile of the respondents consists of age, gender, civil status, civil status, number of historic period employed at UDM and status or academic rank. In determining the level of motivation and level of job satisfaction of the respondents the researcher will use a questionnaire adapted from the study of Jesse F. Seegmiller entitled job Satisfaction of Faculty and Staff at the College of Eastern Utah.The qu estionnaire consists of the Faculty Job Satisfaction/Dissatisfaction plate (Seegmiller,1977) which assessed the dimensions of the Herzberg motivator hygiene theory. This section consisted of a 51- particular five points Likert scale with responses varying from 1 (very dissatisfied) to 5 (very satisfied) which is categorized into three parts the motivator factors, hygiene factors and the overall job satisfaction. DATA GATHERING PROCEDURES The researcher will ask the permission of the Vice President for Academic Affairs for the conduct of the study.After securing permit, the questionnaires will be distributed to the selected faculty members and the data obtained will be treated statistically using the percentage, mean, standard deviation and the Pearson Correlation Coefficient. The frequency distribution and the percentage will be used to describe the demographic profile of the respondents while the mean and the standard deviation will be used for the overall job satisfaction and th e level of job satisfaction in terms of the job motivator factors and job hygiene factors.In order to establish the significant relationship between the variables of the study, Pearson correlation coefficient will be computed. Also, the researcher will determine if the relationships among the factors are significant and the t test will be computed at 0. 05 levels with a degree of freedom of n1+n2 2. STATISTICAL handling The following are the statistical tools the researcher will be using in the study 1. The absolute frequency Counts and Percentages In answering question number 1 of the statement of the problem, the researcher will make use of the frequency count and simple percentage to describe the respondents profile. 2.The leaden baseborn. Since the adapted questionnaire is a Likert Scale form, it is deemed proper to describe variables such as level of job satisfaction and level of motivation in terms of a single value that would described the whole set of data and that value is the weighted mean. The weighted points for each item will be obtained by multiplying the scale value of the responses and the hit number of respondents indicating it. The total weighted points is the sum of all the points for each scale value. weighted mean of each item will be computed by dividing the total weighted point by the total number of responses as shown in the formula W.M = S V x TWPN Where SV = Scale Value TWP = Total dull Points N = Total Number of respondents 3. In order to find out the relationships of the level of motivation to the level of job satisfaction, the Pearson Correlation Coefficient, r, will be utilized by the researcher. A correlation is a number between -1 and +1 that measures the degree of association between two variables (level of motivation and level of job satisfaction). A positive value for the correlation implies a positive association A negative value for the correlation implies a negative or inverse association.Below is the interpretation of the correlation coefficient that the researcher will use, -1. 0 to -0. 7 strong negative association. -0. 7 to -0. 3 weak negative association. -0. 3 to +0. 3 little or no association. +0. 3 to +0. 7 weak positive association. +0. 7 to +1. 0 strong positive association. The correlation coefficient will be computed using the formula The variables X and Y will refer to the level of motivation and level of job satisfaction, with mean XBAR and YBAR respectively and standard deviations SXand SYrespectively. To tell whether or not the relationship is significant, the value of r will be tested at 0. 5 level of significance. The formula for computing the appropriatet valueto test significance of a correlation coefficient employs the t distribution t=rn-21-r2 Legend 4. 21 5. 00 Highly satisfied 3. 41 4. 20 slightly to moderately satisfied 2. 61 3. 40 Not sure of the opinion 1. 81 2. 60 close to to moderately dissatisfied 1. 00 1. 80 Highly dissatisfied Chapter IV PRESENTATION, ANAL YSIS and INTERPRETATION OF DATA 1. What is the Profile of the Respondents panel 1. 1 The dispersion of Age of the Respondents Age Frequency Percent 1 30 eld old 19 31. 7 31 40 years old 22 36. 7 41 50 years old 11 18. 3 51 years old and above 8 13. 3 Total 60 100 tabular array 1. 1 shows the distribution of the respondents tally to age. Faculty members aged 31-40 years old have the highest percentage of 36. 7%, which is 22 out of 60 respondents, followed by the faculty members aged 21-30 years old having 31. 7%,which is 19 out of 60 respondents, then the faculty members aged 41-50 years old with 18. 3%,which is 11 out of 60 respondents and lastly, faculty members aged 51 and above with 13. %, which is 8 out of 60 respondents. send back 1. 2 The Distribution of Respondents According to Gender Gender Frequency Percent Male 35 58. 33 Female 25 41. 67 Total 60 100. 00 Table 1. 2 illustrates the distribution of the respondents according to gender. Most of the respondents are males, 35 out of 60 respondents, which is 58. 33%, while female faculty members are 25 out of 60 respondents, which is 41. 67%. Table 1. 3 The Distribution of Respondents According to Marital Status Marital Status Frequency Percent Single 24 40 conjoin 36 60 Total 60 100 Table 1. shows the distribution of the respondents according to marital status. Majority of the respondents are married having a 60% rating, which is 36 out of 60 respondents, and the rest 24 out of 60 respondents, which is 40% are single. Table 1. 4 The Distribution of the Respondents as to Status Status Frequency Percent full time 35 58 part time 25 42 Total 60 100 Table 1. 4 illustrates the distribution of respondents according to status of employment. 35 out of 60, which is 58% of the respondents are full time, while 42%, which is 25 out of 60 were part time faculty members. Table 1. 5The Distribution of Respondents as to the Length of Service at Universidad De Manila Frequency Percent 1 5 years 28 47 6 10 years 17 28 11 above 15 25 Total 60 100 Table 1. 5 shows the distribution of respondents according to the length of service. The respondents who have been in the university for 1-5 years had the highest percentage of 47%,which is 28 out of 60 respondents, followed by the respondents who have been in the university for 6-10 years with 17 out of 60 respondents, which is 28%, and the faculty members who have been in the university for 11 years and above with 25%, which is 15 out of 60 respondents. . What is the level of job satisfaction UDM faculty members have in terms of Table 2. 1 Job Motivator Factors of the Respondents as to Achievement Achievement Mean oral variation 1. The actual achievement of work-related goals. 4. 08 middling to slightly commodious 2. The immediate result of your work. 4. 23 truly Satisfied 3. Personal goals attainment 4. 32 Very Satisfied 4. The extent to which you are able to objectively evaluate your accomplishment. 4. 18 meagrely to slightly S atisfied 5. Students follow the practices creation taught. 3. 0 Slightly to clean Satisfied Over-all Weighted Mean 4. 14 Slightly to Moderately Satisfied Table 2. 1 shows the job motivator factors of the respondents according to achievement with an over-all weighted mean of 4. 14 which is taken as slightly to moderately satisfied. Personal goal attainment ranks first among the job motivator factors on achievement with a mean of 4. 32, while item 2 on immediate result of your work with a mean of 4. 23 comes next. The item number 4, extent to which you are able to objectively evaluate your accomplishment is the third with a mean of 4. 8, followed by the item number 1, actual achievement of work-related goals with a mean of 4. 08 and lastly, the item number 5, the students follow the practices being taught with a mean of 3. 90. Table 2. 2 Job Motivator Factors of the Respondents as to Growth Growth Mean Verbal Interpretation 1. Opportunities for increased responsibility in educatio n. 4. 02 Slightly to Moderately Satisfied 2. Participation in in-service education. 3. 98 Slightly to Moderately Satisfied 3. Opportunities to grow professionally through formal education. 4. 10 Slightly to Moderately Satisfied 4.Opportunities to attend professional conferences, workshops, etc. 3. 53 Slightly to Moderately Satisfied 5. Opportunities provided for growth in education compared with growth in other fields. 3. 68 Slightly to Moderately Satisfied Over-all Weighted Mean 3. 86 Slightly to Moderately Satisfied Table 2. 2 shows the job motivator factors of the respondents according to growth with an over-all weighted mean of 3. 86. All the factors fall under the slightly to moderately satisfied, where item number 3, opportunities to grow professionally through formal education falls on the first rank with 4. 2 mean. The item number 1, opportunities for increased responsibility in education comes second with a weighted mean of 4. 02. Participation in in-service education, which is under item number 2 is the third among the job motivator factor with a mean of 3. 98. Item number 5 or the opportunities provided for growth in education compared with growth in other fields falls fourth among the factors with a mean of 3. 68. Item number 4 or the opportunities to attend professional conferences, workshops, etc is the last among the job motivator factors with a mean of 3. 53. Table 2. 3Job Motivator Factors of the Respondents as to Recognition Recognition Mean Verbal Interpretation 1. Recognition of your accomplishment by co-workers 3. 77 Slightly to Moderately Satisfied 2. Recognition of your accomplishment by superior 3. 85 Slightly to Moderately Satisfied 3. Your recognition compared to that your co-workers 3. 65 Slightly to Moderately Satisfied 4. The recognition you get from administration for your ideas. 3. 57 Slightly to Moderately Satisfied 5. Publicity given to your work and activities. 3. 35 Not sure of opinion Over-all Weighted Mean 3. 4 Sligh tly to Moderately Satisfied Table 2. 3 shows the job motivator factors of the respondents according to recognition with an over-all weighted mean of 3. 64. One out of five factors were given a rating of not sure of opinion. This is the item number 5, furtherance given to your work and activities which had a mean of 3. 35. The be four items got a slightly to moderately satisfied rating. First of which is the item number 2, recognition of your accomplishments by superior with a mean of 3. 85. Second is the item number 1, recognition of your accomplishments by co-workers with a mean of 3. 7. Third is the item number 3 which is your recognition compared to that of your co-workers with a mean of 3. 65. Fourth is the item number 4, the recognition you get from administration for your ideas with a mean of 3. 57. Table 2. 4 Job Motivator Factors of the Respondents as to Responsibility Responsibility Mean Verbal Interpretation 1. The authority you have to get the job done. 4. 13 Slightly to Moderately Satisfied 2. Committee responsibilities 4. 00 Slightly to Moderately Satisfied 3. The total amount off responsibilities you have on a job. 4. 0 Slightly to Moderately Satisfied 4. Your responsibilities compared with those of your co-workers. 3. 73 Slightly to Moderately Satisfied 5. Responsibilities outside(a) your major areas of interest. 3. 82 Slightly to Moderately Satisfied Over-all Weighted Mean 3. 94 Slightly to Moderately Satisfied Table 2. 4 illustrates the job motivator factors of the respondents according to responsibility. All the factors on this category have been rated slightly to moderately satisfied. Item number 1 or the authority you have to get the job done is on the first with a mean of 4. 3. Item number 2 and 3 follows with a mean of 4. 00, while the responsibilities outside your major areas of interest is on the third with a mean of 3. 73. item number 5 or the responsibilities outside your major areas of interest is the last among the job motiva tor factors as to responsibility. Table 2. 5 Job Motivator Factors of the Respondents as to Work Itself Work Itself Mean Verbal Interpretation 1. Work and association with college-age students 4. 13 Slightly to Moderately Satisfied 2. The interesting and challenging aspects of teaching. 4. 57 Very Satisfied 3.The general type of work you do. 4. 32 Very Satisfied 4. Your level of en thereofiasm about teaching. 4. 55 Very Satisfied 5. Your work load and work agendum. 4. 03 Slightly to Moderately Satisfied Over-all Weighted Mean 4. 32 Very Satisfied Table 2. 5 shows the job motivator factors of the respondents as to work itself wherein, the interesting and challenging aspects of teaching comes first among the said factors with a mean of 4. 57. The level of enthusiasm about teaching is second with a mean of 4. 55 followed by the general type of work you do with a mean of 4. 2. The work and association with college-age students with a mean of 4. 13 is the fourth, while your work loa d and work schedule is the last factor with 4. 03 mean. The first three factors had a vocal interpretation of very satisfied, while the other two factors are slightly to moderately satisfied. Table 2. 6 Job Hygiene Factors of the Respondents as to Interpersonal Relations Interpersonal Relations Mean Verbal Interpretation 1. Friendliness of your co-workers 4. 37 Very Satisfied 2. Cooperation from faculty in your department 4. 23 Very Satisfied 3.Cooperation from faculty outside your department 3. 98 Slightly to Moderately Satisfied 4. Professional relationship on the job 4. 32 Very Satisfied 5. general institutional relations including faculty, students and staff 4. 07 Slightly to Moderately Satisfied Over-all Weighted Mean 4. 19 Slightly to Moderately Satisfied Table 2. 6 illustrates the job hygiene factors of the respondents as to interpersonal relations. The friendliness of your co-workers, professional relationship on the job and cooperation from faculty in your department had a very satisfactory verbal interpretation with a mean of 4. 7, 4. 32 and 4. 23, respectively. While the overall institutional relations including faculty, students and staff, and overall institutional relations including faculty, students and staff fall under the slightly to moderately satisfied with a mean of 4. 07 and 3. 98 respectively. Table 2. 7 Job Hygiene Factors of the Respondents as to Policy and Administration Policy and Administration Mean Verbal Interpretation 1. Your involvement in making decisions 3. 75 Slightly to Moderately Satisfied 2. The extent to which you are informed about matters affecting you. 3. 3 Slightly to Moderately Satisfied 3. The procedure used to select faculty for promotion to positions 3. 23 Not sure of the opinion 4. The extent to which administrative policies and procedures are made available to the faculty. 3. 35 Not sure of the opinion 5. The extent to which administrative policies and procedures are actually followed. 3. 25 Not sure of the opinion Over-all Weighted Mean 3. 46 Slightly to Moderately Satisfied Table 2. 7 presents the job hygiene factors of the respondents as to the policy and administration with an overall mean of 3. 6 which is interpreted as slightly to moderately satisfied. Three out of six factors had a mean that falls under the not sure of the opinion while the other three are slightly to moderately satisfied. Table 2. 8 Job Hygiene Factors of the Respondents as to Salary Salary Mean Verbal Interpretation 1. The method used to determine your salary 3. 15 Not sure of the opinion 2. The range of salaries paid to instructors at CCM 3. 08 Not sure of the opinion 3. Your salary compared to that of people with similar training in other institutions. 3. 22 Not sure of the opinion 4.The amount of your salary. 3. 15 Not sure of the opinion 5. The earning capableness of the faculty compared to that of the administration. 3. 20 Not sure of the opinion Over-all Weighted Mean 3. 16 Not sure of the opinion Ta ble 2. 8 presents the job hygiene factors of the respondents as to salary with an overall mean of 3. 16 which is interpreted as not sure of the opinion. The respondents are not of their opinion when it comes to job hygiene factors as to salary. Table 2. 9 Job Hygiene Factors of the Respondents as to Supervision Supervision Mean Verbal Interpretation . The level of understanding that your superiors and you have of each other. 3. 98 Slightly to Moderately Satisfied 2. Competence of your superior to give leadership. 3. 98 Slightly to Moderately Satisfied 3. The sensitivity of your superior to your needs 3. 83 Slightly to Moderately Satisfied 4. The willingness of your superior to delegate authority. 3. 95 Slightly to Moderately Satisfied 5. The fairness of your superior. 4. 00 Slightly to Moderately Satisfied Over-all Weighted Mean 3. 95 Slightly to Moderately Satisfied Table 2. presents the job hygiene factors of the respondents as to supervision with an overall mean of 3. 95 whic h is interpreted as slightly to moderately satisfied. All the factors that falls under this category of job hygiene had a slightly to moderately satisfied interpretation. Table 2. 10 Job Hygiene Factors of the Respondents as to Working Condition Working Condition Mean Verbal Interpretation 1. Your work schedule compared to that of people with similar training in other professions. 3. 63 Slightly to Moderately Satisfied 2. Your office facilities. 3. 03 Not sure of the opinion 3.The adequacy of instructional equipments. 2. 92 Not sure of the opinion 4. The number of course preparations required. 3. 57 Slightly to Moderately Satisfied 5. Your work schedule compared to that of your co-workers. 3. 73 Slightly to Moderately Satisfied Over-all Weighted Mean 3. 38 Not sure of the opinion Table 2. 10 presents the job hygiene factors as to working condition with an overall mean of 3. 38 which is interpreted as not sure of the opinion. The office facilities as well as the adequacy of inst ructional equipment fall on the lowest mean of 3. 3 and 2. 92 respectively, while the work schedule compared to that of people with similar training in other profession, the number of course preparations required and the work schedule compared to that of your co-workers got a slightly to moderately satisfied interpretation. Table 2. 11 The Level of Job Satisfaction of the Respondents in terms of Job Motivator Factors JOB MOTIVATOR FACTOR MEAN VERBAL INTERPRETATION rove Achievement 4. 14 Slightly to Moderately Satisfied 2 Growth 3. 86 Slightly to Moderately Satisfied 4 Recognition 3. 4 Slightly to Moderately Satisfied 5 Responsibility 3. 94 Slightly to Moderately Satisfied 3 Work Itself 4. 32 Very Satisfied 1 Over-all Weighted Mean 3. 98 Slightly to Moderately Satisfied Table 2. 11 shows the level of job satisfaction of the respondents in terms of job motivator factors. The overall mean is 3. 98 which is interpreted as slightly to moderately satisfied. Among the factors, only the w ork itself got a very satisfied interpretation with a mean of 4. 32. The remaining factors got a slightly to moderately satisfied interpretation. Table 2. 12The Level of Job Satisfaction of the Respondents in terms of Job Hygiene Factors JOB HYGIENE FACTOR MEAN VERBAL INTERPRETATION RANK Interpersonal Relations 4. 19 Slightly to Moderately Satisfied 1 Policy 3. 46 Slightly to Moderately Satisfied 3 Salary 3. 16 Not sure of the opinion 5 Supervision 3. 95 Slightly to Moderately Satisfied 2 Working Conditions 3. 38 Not sure of the opinion 4 Over-all Weighted Mean 3. 63 Slightly to Moderately Satisfied Table 2. 12 represents the level of job satisfaction of the respondents in terms of job hygiene factors with an overall mean of 3. 3. salary got the lowest mean of 3. 16 which is interpreted as not sure of the opinion. Aside from salary, the working condition, being second to the lowest got a mean of 3. 38 which fall under the interpretation of not sure of the opinion. The other remaini ng factors got a mean interpretation of slightly to moderately satisfied . 3. What is the job performance rating of the UDM teaching personnel? Table 3. 1 The Job Performance of the UDM teaching Personnel FACULTY MEAN INTERPRETATION Full Time 4. 46 Very capable Part Time 4. 51 Very Satisfactory Overall Mean 4. 481 Very SatisfactoryTable 3. 1 presents the job performance of the fulltime and part time UDM teaching personnel with an overall mean of 4. 481 which is interpreted as very satisfactory. The job performance rating was taken from the Performance Evaluation Rating given by the Dean and Students. Both the full-time and the part-time got the rating of very satisfactory. 4. Is there a significant relationship between UDM teaching personnel demographic profile and overall job performance? Table 4. 1 Significant Relationship of the Profile of the Respondents and their Job Performance Profile x2 (p value) Significant Level ( 0. 5) Decision Age of the Respondents 0. 488 Insignific ant swallow Ho Gender 0. 382 Insignificant ask Ho Marital Status 0. 393 Insignificant undertake Ho Status of Employment 0. 343 Insignificant Accept Ho Length of Service at UDM 0. 213 Insignificant Accept Ho Table 4. 1 presents the hypothesis test on the relationships of the profile of the respondents and their job performance. As to the profile, the table reveals the chi-square value for the age of the respondents as 0. 488 which is insignificant at 0. 05 level of probability, thus the null hypothesis is accepted.There is no significant relationship between age of the respondents and the performance of the respondents. As to gender, the p-value is 0. 382 which is insignificant, thus the null hypothesis is accepted. This means that in terms of Gender, there is no significant relationship between the gender and the job performance of the respondents. Marital status, as revealed by the table, is not significantly related to the job performance of the respondents which has a p-value of 0. 393. The status of employment is not significantly related to the job performance of the respondents as shown in the above table, the p value of 0. 43 is insignificant at 0. 05 level. Lastly, as to the length of service at UDM, the computed p-value of 0. 213 is insignificant at 0. 05 level of significance, thus the null hypothesis is accepted. There is no significant relationship between the length of service and job performance of the teaching personnel of Universidad De Manila. 5. Is there a significant Relationship between UDM teaching personnels motivating and hygiene factors as to job performance? Table 5. 1 Significant Relationship of the Motivating Factors of the Respondents and their Job Performance JOB MOTIVATOR FACTORS x2 (p value) Significant Level (0. 5) Decision achievement 0. 75 Insignificant Accept Ho Growth 0. 72 Insignificant Accept Ho Recognition 0. 54 Insignificant Accept Ho Responsibility 0. 11 Insignificant Accept Ho Work Itself 0. 48 Insignificant Accep t Ho Table 5. 1 shows the significant relationship between UDM teaching personnels motivating factors and their job performance. Using ? = 0. 05 as the level of significance criterion, the results are statistically insignificant because the p-value of the tests such as 0. 75(achievement), 0. 72(growth), 0. 54(recognition), 0. 11(responsibility), 0. 48(work itself) is greater than 0. 05.In other words, we can accept the null hypothesis. It can be gleaned that the job motivator factors such as achievement, growth, recognition, responsibility, and work itself has no significant relationship to the job performance of the UDM teaching personnel. Table 5. 2 Significant Relationship of the Hygiene Factors of the Respondents and their Job Performance JOB HYGIENE FACTORS x2 Significant Level (0. 05) Decision (p value) Interpersonal Relations 0. 837 Insignificant Accept Ho policy 0. 996 Insignificant Accept Ho Salary 0. 046 Significant Reject Ho Supervision 0. 395 Insignificant Accept Ho Working Conditions 0. 884 Insignificant Accept Ho Using ? = 0. 05 as the level of significance criterion, table 5. 2 revealed that the p value of 0. 837(Interpersonal Relations), 0. 996(policy), 0. 395(Supervision) and 0. 884(Working Conditions) are statistically insignificant since the values are greater than 0. 05, thus the null hypothesis is accepted while 0. 046(salary) is statistically significant since it is less than 0. 05. The above table revealed that factors such as interpersonal relations, policy, supervision and working conditions are not significantly related to the job performance of the respondents.On the other hand, only the factor salary has a significant relationship with the job performance of the UDM teaching personnel. 6. Is there a significant difference between UDM teaching personnels motivating and hygiene factors and job performance? Table 6. 1 Differences in the Motivating Factors and Job Performance of the Respondents Job Motivator Factors Sources of Varia tion Sum of Squares df Mean Square F p value Decision Achievement among Groups 9. 453 38 0. 25 0. 80 0. 73 Accept Ho at heart Groups 6. 555 21 0. 31 Total 16. 007 59 Growth Between Groups 20. 479 38 0. 54 0. 70 0. 83 Accept Ho Within Groups 16. 120 21 0. 77 Total 36. 599 59 Recognition Between Groups 27. 934 38 0. 74 0. 83 0. 70 Accept Ho Within Groups 18. 665 21 0. 89 Total 46. 599 59 Responsibility Between Groups 15. 621 38 0. 41 0. 85 0. 68 Accept Ho Within Groups 10. 179 21 0. 48 Total 25. 799 59 Work Itself Between Groups 9. 017 38 0. 24 0. 83 0. 70 Accept Ho Within Groups 6. 039 21 0. 29 Total 15. 056 59 Using the level of significance criterion at 0. 05, the results of the above table are statistically insignificant because the p-value, using the ANOVA, are greater than 0. 05. In other words, the null hypothesis is accepted. This means that achievement, growth, recognition, responsibility, and work itself has no significant differ ence in the job performance of the UDM personnel. Table 6. 2 Differences in the Hygiene Factors and Job Performance of the Respondents Hygiene Motivator Factors Sources of Variation Sum of Squares df Mean Square F P -value Decision Interpersonal Relations Between Groups 10. 83 38 0. 28 0. 71 0. 83 Accept Ho Within Groups 8. 415 21 0. 40 Total 19. 197 59 Policy and Administration Between Groups 22. 938 38 0. 60 0. 81 0. 72 Accept Ho Within Groups 15. 581 21 0. 74 Total 38. 519 59 Salary Between Groups 42. 203 38 1. 11 0. 98 0. 54 Accept Ho Within Groups 23. 861 21 1. 14 Total 66. 064 59 Supervision Between Groups 29. 698 38 0. 78 1. 57 0. 14 Accept Ho Within Groups 10. 432 21 0. 50 Total 40. 130 59 Working Conditions Between Groups 27. 549 38 0. 72 0. 84 0. 68 Accept Ho Within Groups 18. 059 21 0. 86 Total 45. 607 59 Using ? = 0. 05 as the level of significance criterion

Non Conventional energy resources in India Essay

Non-Conventional EnergyRe denotations in IndiaContents1. Introduction 02 2. Wind Energy. 03 3. Biomass Energy.. 05 4. solar Energy. 06 5. References. 11 rogue 1IntroductionMajor of Indias nada deals be met out by caloric and other beard forms. But these are non-renewable in nature. What will happen after say 50 years when the coal gets exhausted? So we need to find an utility(a) way of extracting brawniness. In India around 80% of the electricity is got from steam turbines run by coal.With serious concern globally and in India on the use of dodo fuels, it is important for India to start using renewable energy sources. India is the 7th largest uncouth in the world spanning 328 million hectares and amply bestowed with renewable sources of energy. In this paper let us see The different kinds of renewable energy methods present in India. Limitations with the current ashes. Possible expansion.Our main focus in this paper will be solar energy. We would also see other majo r players in this field, but we will see the detailed analysis of solar energy extraction and expansion.Page 2Wind EnergyThe development of wind personnel in India began in the 1990s, and has signifi kindletly increased in the last few years. Wind function can be use for drawing water, which is an essential requirement in watering agricultural lands in the rural areas. In addition, it can be utilized for electricity generation. Although a comparative newcomer to the wind industry compared with Denmark or the US, domestic policy support for wind power has led India to become the country with the fifth largest installed wind power cogency in the world. As of December 2010 the installed capacity of wind power in India was 13,065.37 MW, mainly spread across1. Tamil Nadu (4132.72 MW)2. Maharashtra (1837.85 MW)3. Karnataka (1184.45 MW)4. Rajasthan (670.97 MW)5. Gujarat (1432.71 MW)6. Andhra Pradesh (122.45 MW)7. Madhya Pradesh (187.69 MW)8. Kerala (23.00 MW)9. West Bengal (1.10 MW)1 0. Other states (3.20 MW)It is estimated that 6,000 MW of additional wind power capacity will be installed in India by 2012. Wind power accounts for 6% of Indias nitty-gritty installed power capacity, and it move overs 1.6% of the countrys power.Page 3The major drawbacks of this power system are as follows Electricity production depends on- wind speed, location, season and transmission line temperature. Hence various monitoring systems are needed and may terms expensive. High percentage of the hardware cost (for large WT) is mostly spent on the tower designed to support the turbine The total cost can be cheaper than solar system but more expensive than hydro.The state and central political sympathiess are providing various subsidies and have come up with new policies to enhance the wind power generation in India. Wind turbines are becoming larger, efficiencies and availabilities are change and wind farm concept is becoming popular. It could be combined with solar, especially f or a total self-sustainability project.The economics of wind energy is already strong, despite the relative immaturity of the industry. The galvanic pileward trend in wind energy be is predicted to reach out. As the world market in wind turbines continues to boom, wind turbine prices will continue to fall.Page 4Biomass EnergyAmong the renewable energy sources, biomass plays a vital role especially in rural areas, as it constitutes the major energy source to majority of households in India. Biomass energy is the utilization of organic matter present and can be utilized for various applications. Biomass can be used to kick upstairs heat and electricity, or used in combined heat and power (CHP) plants. Biomass can also be used in combination with fossil fuels (co-firing) to modify efficiency and reduce the buildup of combustion residues. Biomass can also replace petroleum as a source for transportation fuels. Recent developments in India India produces about 450-500 million tons of biomass per year, which is 32% of all the primary energy use in the country at present. The current share of biofuels in total fuel economic consumption is extremely low and is confined mainly to 5% blending of ethanol in gasoline, which the government has made mandatory in 10 states.Biomass energy can play a major role in reducing Indias reliance on fossilfuels by making use of thermo-chemical conversion technologies. In addition, the increased utilization of biomass-based fuels will be instrumental in safeguarding the environment, creating new job opportunities, sustainable development and health improvements in rural areas. The integration of biomass-fuelled gasifies and coal-fired energy generation would be advantageous in terms of improved flexibility in response to fluctuations in biomass availability with lower investment costs.Page 5solar Energysolar energy is genesis for all forms of energy. This energy can be made use of in two ways the thermal route i.e. using hea t for drying, heating, cooking or generation of electricity or through the Photovoltaic route which converts solar energy in to electricity that can be used for a myriad purposes such as lighting, pumping and generation of electricity. With its pollution free nature, virtually inexhaustible supply and global distribution- solar energy is very attractive energy resource. There are two different perspectives in utilizing solar energy 1. solar for power grid connected electricityGrid interactive solar energy is derived from solar photovoltaic cells and CSP Plants on a large scale. The grid connection is chosen due to following reasonssolar Energy is available throughout the day which is the peak load demand timeSolar energy conversion equipment have longer life and need lesser maintenance and hence provide steeper energy infrastructure securityLow running costs & grid tie-up capital returns (Net Metering) inappropriate conventional thermal power generation from coal, they do not cause pollution and generate clean power.Abundance of free solar energy throughout all parts of world (although gradually decreasing from equatorial, tropical, sub-tropical and polar regions). Can be utilized almost everywhere.2. Solar for off-grid solutionsWhile, the areas with easier grid access are utilizing grid connectivity, the places where utility power is scant or too expensive to bring, have no choice but to opt for Page 6their own generation. They generate power from a diverse range of small local generators using both fossil fuels (diesel, gas) and locally available renewable energy technologies (solar PV, wind, small hydro, biomass, etc.) with or without its own storage (batteries). This is known as off-grid electricity. Remote power systems are installed for the following reasonsDesire to use renewable environmentally safe, pollution free.Combining various generating options available- hybrid power generation.Desire for independence from the unreliable, fault prone and int errupted gridconnection.Available storage and back-up options.No overhead wires- no transmission loss. change applications and products Lighting, Communication Systems, Cooking, Heating, Pumping, Small scale industry utilization etc.The technologies present in harvesting solar power are1. Solar photovoltaicSolar photovoltaic (SPV) cells convert solar radiation(sunlight) into electricity. A solar cell is a semi-conducting device made of silicon and/or other materials, which, when exposed to sunlight, generates electricity. Solar cells are connected in series and parallel combinations to form modules that provide the required power. These are the different solar cells used Crystalline Silicon solar cells (C-Si) Monocrystalline and Polycrystalline. Thin-film solar cells Amorphous Silicon Solar cells (A-Si), CIGS, CdTe. PV modules are manufactured by assembling the solar cells after stringing, tabbing and providing other interconnections.Page 72. Solar thermalSolar Thermal Power syst ems, also known as Concentrating Solar Power systems, use concentrated solar radiation as a high temperature energy source to produce electricity using thermal route. High temperature solar energy collectors are basically of three types Parabolic trough system at the receiver can reach 400 C and produce steam for generating electricity. Power tower system The refereelected rays of the sun are always aimed at the receiver, where temperatures well above 1000 C can be reached. Parabolic dish systems Parabolic dish systems can reach 1000 C at the receiver, and achieve the highest efficiencies for converting solar energy to electricity.This is the next big leap in the energy sector, but this too has its own limitations such as Initial cost involved in setting up the plant is high. Also a huge amount of space is required. Proper sunlight is required for these systems to work effectively and efficiently. On a cloudy day or during nights and rainfall, this system fails to produce power, thus requiring a backup power plan, so this cannot be completely relied upon. galore(postnominal) solar grids are setup in desert areas where no grids are present, making it costly to transmit. Maintenance cost is quite high and a change technician is required for it.Page 8There may be some difficulties and limitations in this field, many of which can be rectified by proper government involvement during large scale implementations. India needs a brisk involvement in this field considering the facts that We get plenty of sunlight due to its proximity to the equator and we receive an annual average of 4-7KWh per day for every square meter, meaning we receive a lot more sunlight than what we can use in a year, making it an abundant source of power. We are a poor source for conventional fuel sources. We are dependent on the Gulf countries for its crude oil supplies. With the oil prices skyrocketing and the reluctance of the Indian government to hike the prices of LPG and kerosene, Indian oil companies are suffering major losses. Even electricsupply in the country is inefficient to meet the burgeoning demands of the growing population and businesses. India does not have resources to pay the huge bills of the oil producers.Now there are many researches going on in this field to increase the output as well as store the produced energy in SPV cells. Also many conventional coal thermal power plants are looking forward to installing the solar thermal plant to pre heat the water to reduce the use of coal, which is an effective way to cut down the use of coal. New grids and easier and cheaper ways of power transmission are being considered owing to the fact that a huge loss in power as well as money is involved in long range transmission of this produced power.The state governments are coming up with new policies to increase their capacity and mend out their acute power crisis. For e.g., the Government of Tamil Nadu has recently unveiled its new Solar Energy Policy which aims at increasing the installed solar capacity from the current approximate of 20 MW to over 3000 MW Page 9by 2015. The policy aims at fixing a 6% solar energy requirement on industries and residential buildings for which incentives in the form of tax rebates and current tariff rebates of up to Rs.1 / unit will be applicable to those who comply with the Solar Energy Policy. The policy also gives an option to those industries/buildings who do not want to install rooftop solar photo-voltaic systems to invest in the governments policy and be given the same incentives as explained above.Even many private players are slowly but steadily coming up in this sector, knowing its next value. Government is providing subsidies and aid to these private companies to increase their involvement in this sector. Solar Power India, Tata and Reliance Industries are some of the big money players who have major plans for this industry. This will give a big boost to this field as these companies c an invest a lot of money in research to put on the technology cheaper. This, in turn, will make solar energy accessible to the common man. As more and more people take to solar power, the costs are expected toreduce.Page 10References1. Future Perspectives for Renewable Energy in India, November 21st 2008, Ravi Soparkar,2. India Wind Energy, (EAI), http//www.eai.in/ref/ae/win/win.html 3. India Biomass Energy, (EAI), http//www.eai.in/ref/ae/bio/bio.html 4. India Solar energy, (EAI), http//www.eai.in/ref/ae/sol/sol.html 5. Solar energy Watts Up, January 06th 2013, K.R.Balasubramanyam, http//businesstoday.intoday.in/story/the-future-of-solar-power-inindia/1/190741.htmlPage 11

Donor Services Essay

1. What was Joanna Reeds diagnosis of the situation in the donor services plane section?Sam Wilson was an American who ran the Guatemala branch of a U.S. aid internal representation. Joanna Reeds diagnosis of the situation in his donor services department found some(prenominal) problems.LEADERSHIP The biggest problem was that there was no leader who was accountable. Elena was the supervisor but she had no control. She also had no leadership skills and did non get respect because she was not bilingual and of a different religion. The supposed leader, Jose, spent almost in all his time in the community services department. He did not pay caution and go away things up to Elena.INEFFICIENCY IN WORK The translators mostly did clerical work even though they were bilingual. The work in the office was divided into set tasks, angiotensin-converting enzyme done by each person, and not divided evenly. Some thespians had too much paperwork while the others had spare time. Those that h ad spare time did not help those oppressed with work. There was also lack of training in English and in work, so quality was bad. The workers did not think about the job and used many a(prenominal) extra steps and wasted time.TRACKING The data was not shared in the department, so people had little retireledge about their job. There were no statistics about time, requests for information, or responses. There was little communication, plus there was resentment of Elena by some. Jose did not hear about problems or about good results. team spirit The agency was run by a religion and Elena was not of that religion. However, everyone was proud of the agency and the religion. But morale was low because the workers did not use or rectify their skills and had only a set and boring role to do. They are frustrated with the department.GROUP DYNAMICS One translator Magdalena had experience, college education, and maturity. She had strong belief in the agency and was more professional. Thr ee translators socialized mostly, and their leader Juana was outgoing with good oral English. Other translators had too much work. Everyones English was only fair. Supervisor Elena was left out. Elena was treated like just a watchdog. Boss Jose was not around much and paid no attention.2. What should she root on to Sam Wilson? (HOW)Joanna might have make these suggestionsLEADERSHIP Magdalena might be a good supervisor instead of Elena. Magdalena had experience, education, belief in the agency, maturity, and professionalism. Magdalena could keep herself from making others dislike her by keeping a distance away from them. She could also have got respect. Juana could be given more leadership roles, to use her humor and outgoingness. Elena could do a job that required the hardest work. Jose could send packing all his time in the community services department.INEFFICIENCY IN WORK The working strategy was changed to divide all the work more evenly, so all workers did all jobs. They co uld be less bored and learn more through such training. They could work in a team environment, rather than be narcissistic for themselves. Joannas identified unnecessary steps, which caused the system to be slow could be changed to a better workflow. The workers could be asked to think more about improvements. The workers could be prepare more in translating, perhaps they could translate easy documents or parts of documents. Socializing could be minimized to break times.TRACKING Statistics about time, requests for information, or responses could be kept and shared with all workers. Communication about problems or about good results would be increased through meetings, talks with leaders, and newsletters.MORALE All workers could know all jobs and be given a minimum of boring work, while improving skills. The religion should be emphasized along with service to others. The department could bind with community services more. Communication should be encouraged. Togetherness as a tea m with an important purpose whould be emphasized.GROUP DYNAMICS The leader should be consider because of English languge ability and leadership skills and be of the right religion. Theleader should also be around all the time. The secondary leader should be a team worker and skillful in communication. The workers should respect each other and work as a team. All persons should have clear authority and responsibility. The workload should be fair.REWARDS Joanna could recommend rewards to change both the workers and the managers behavior. They could get a bonus for achieving goals. They could get awards for service and efficiency. They could have a chance to go to higher positions in the agency. Perhaps they could call the U.S.