Impact of Gender Discrimination on Employee Performance

Impact of Gender Discrimination on Employee Performance Since the independence Pakistan has seen the formation of its banking system with the birth of State Bank of Pakistan in 1948, till 70s the banks were state owned and it was in 70s when they started to get privatized, till the 80s the banks saw the ups and downs but it was in the 90s when banking sector witnessed change. In the 90s the state-owned banks got privatized, first banks to undergo the privatization were Muslim Commercial Bank and Allied Bank, privatized between 1991 and 1993. In 2002 the third largest bank called United Bank got privatized and Habib Bank got privatized in 2004. Currently there are 54 banks operating in Pakistan which include 4 public sector banks, 5 Islamic banks, 20 private banks, 7 foreign banks, 8 DFIs, 4 special banks like IDBP, PPCB, ZTBL and 6 micro finance banks/institution (Banks in Pakistan, 2008). Currently banking sector is the soundest working sector of the country and even when in 2008 world witnessed global crunch the banking sector of Pakist an exhibited sound position due to its policies. The reason for choosing the banking sector as a study field is that it is the most developed institution of Pakistan it is has most developed and most operationalized Human resources system and thousands of people are employed by the banks. Oxford dictionary defines Discrimination as a distinction (made with the mind, or in action), discrimination is a phenomenon that is present in any and almost every organization, discrimination simply defined is a biased treatment of a person based on his/her affiliation with a certain group, it is a behavior exhibited to other people. In workplace discrimination the employee or group of employees are made target of prejudice (Major, Quinton, Schmader, 2003) and the person that is being discriminated is not given the opportunities that others are availing or are available to others and furthermore it point to the tools for demonstrating and establishing the social relation of dominance and oppression (Kreiger, 1999) . According to United Nations Discriminatory behaviors take many forms, but they all involve some form of exclusion or rejection, so the discriminations eventually affect an individual or group by excluding him/them from privileges that others are enjoying. There are dif ferent kinds of discriminations like racial/ethnic, age, gender, identity, cast, employment, disability, reverse, religious discriminations to name a few. Discrimination at a workplace means that the employee or group of employees are not treated fairly as compared to others and the reason for this treatment is not related with the ability of employees or group of employees to perform their specific job assigned by the organization. For this study direct discrimination is of more interest, direct discrimination is the type in which an employee or group of employees are affected by the decision which is based on an assumption stemming from employee or group of employees belonging to a certain status. In this study the focus would be on form of discrimination that is without legal basis but allowed as a norm and not the other kind which is prohibited by law. The topic aims at studying the effects of discrimination on the performance of an employee of an organization and the kind of di scrimination that is being under research is the gender based discrimination which may arise between superiors and subordinates and also between peers. Gender discrimination is attitude and belief of the discriminator of giving or refraining to give rights to the employee due to his/her gender, it also can be behavior, policy, interaction, action and procedure which affects the work of an employee negatively by creating a disparate treatment or creation of intimidating work environment or hostile environment which is according to sex (Carr, et al., 2000). In developing countries this practice is prevalent and the main target of this kind of discrimination are women although gender harassment doesnt mean that only women are prone to this type of discrimination but mostly women are the victims of such type of discrimination. Discrimination regardless of its type can cause ill effects of the mental health of an individual for example discrimination causes social disconnection and cause s a sense of distress (Eisenberger Lieberman, 2004), discrimination can be an important kind of a stress which can affect health of an employee badly, stress due to discrimination can trigger psychological reactivity, and it affects the mental health (Williams, 1999). Another effect of discrimination is the trust; discrimination negatively affects the trust between discriminator and the discriminated, trust being a psychological condition covers a state of perceived risk that is result of an individuals ambiguity concerning possible actions and intentions of those upon whom that person is depending (Kramer, 1999) and while trusting an individual puts his fate in the TRUSTED persons hands hoping/expecting that he will perfrom his/her duty diligently. Third the organizational commitment is an important issue here, the organizational commitment is a relation between the employer and his employee, organizational commitment creates in an employee responsibility towards the employer whic h improves the employees work behavior (Shore Wayne, 1993).Organizations use the technique of gender mainstreaming to promote the equality among the employees of an organization and it is defined as a process of change that includes how an organizations system and structure is causing dicrimination indirectly and to change that structure and system to get rid of that discrimination all over the world this technique is used to cater to the specific problem of discrimination. All of the above have their own individual effects which when combined can affect an individual in many different ways by affecting his personal life as well as his professional life. The objective of this study is to see if there exists a significant relationship between the gender discrimination and the employee performance in an organization. The gender discrimination has many outcomes but for this study the outcomes that are under study include mental health of an individual which is affected by the discrimination regardless of the nature or kind of such discrimination, it is in this study that effect on trust between the employer and the employee is also observed whether it affects the employee performance or not, the discrimination when occur would also affect an emplyees commitment towards the organization that he is working with and when this happens the employee would lose interst and that affects the perfromance of that employee negatively. Of interst to this research is to study the work conditions of the banking sector of Pakistan where equal employment opportunity is provided to both men and women and where both gender are coworkers, with banks having a strong human resource setup it is of interest to observe what is the scenario of discrimination in such a work environement. The research question for this study include questions such as observing if the gender discrimination exists in the working environement of Pakistani banking sector. The second question would be to observe the significance of such relation which means to observe if that relation is stong or mild or negligible. The third question that would need answering is that do the out comes of gender discrimination which have been mentioned above affect the employee performance and how intense their relationship with employee performance is. The next queston addresses the gender mainstreaming and to what extent gender mainstreaming moderates the effect of gender discrimination, this would also reveal whether pakistani banking sector is making any efforts proactively to prevent the problem of workplace gender discrimination or not. And then the question would arise that in current pakistani culture which is heavily male dominated culture and where discrimination maybe considered a norm then in su c conditions what would be the effect of such discrimination on an employees perfromance, would the effect be considerable or would the effect be minimal? The business reason for this study is to observe how well the banking sector of the country is doing as the banking sectoe actively encourages women through their advertisements to join the banking industry and also because for a few years the banking industry is single most booming industry of the country and because even though women are encouraged to work in the sector it is still mainly a male dominated society where gender discrimination may manifest at some point of time, the business reason would be to identify whether the practice of gender discrimination exists or not and to what extent such phenomenon exist and how its is affecting the workers of the sector. By identifying the prevalence of this phenomenon in the sector the banking companies can take measures to control such issues and that inturn would benefit the em[ployees of those companies by providing them healthy work environement where all the employees regardless of their gender could achieve the full potential tha t they are capable of. This study is of interest because it taks about a phenomen that has been mostly observed in the western work and social environment, to observe this phenomenon in Pakistani cultual settings and work settings is of great interest that would reveal the amount of the penomenon in existance and its significane and it would also be of interst to see if Pakistani banking sector has acknowledged the existence of this phenomenon and if they are doing anything about it or not. LITERATURE REVIEW: Gender discrimination is one is an apparent issue in the society of Pakistan, Pakistan got independence in 1947 and since it was once a part of India the Indian influence exists still today that is why equality of genders is an issue and to resolve this issue a culture change would have to be applied still Pakistan in more advanced than its neighbor in terms of female rights. Discrimination itself is a phenomenon that that is found worldwide take America for example where inequality is ever more present due to discrimination (Darity Jr Mason, 1998) and brithish labor market is no different either there also exist gender discrimination as in UK womens compensation is lower than that of a man (Wright Ermisch, 1991), simply we can say that discrimination is a biased behavior towards certain individuals. Scholars have identified discrimination as the situation where employee or group of employees are made target of prejudice (Major, Quinton, Schmader, 2003) and the target is deprived if the opportunities that are available to rest, furthermore it point to the tools for demonstrating and establishing the social relation of dominance and oppression (Kreiger, 1999). According to United Nations Discriminatory behaviors take many forms, but they all involve some form of exclusion or rejection, so the discriminations eventually affect an individual or group by excluding him/them from privileges that others are enjoying. Among the different kinds of discriminations like racial/ethnic, age, gender, identity, cast, employment, disability, reverse, religious for this study gender discrimination that occurs at the workplace is of interest. Discrimination at a workplace is that when employees as individuals or in groups are not treated fairly as compared to others and the reason is not their professional capability to perform specific task as assigned to them. In this study the focus would be on evaluating keeping in mind the social and cultural differences the extent of ex istence of gender discrimination in the Pakistani work environment. Gender discrimination is a discrimination which is unbalanced approach towards a person because of his/her gender, furthermore Gender discrimination is attitude and belief of the discriminator of giving or refraining to give rights to the employee due to his/her gender, it also can be behavior, policy, interaction, action and procedure which affects the work of an employee negatively by creating a disparate treatment or creation of intimidating work environment or hostile environment which is according to sex (Carr, et al., 2000).Discrimination on the base of gender hampers performance by affecting the level of professional self-esteem and confidence, career satisfaction and being secluded in a work environment affecting their performance (Carr, Szalacha, Barnett, Caswell, Inui, 2003). In developing countries this practice is prevalent and the main target of this kind of discrimination are women although gender har assment doesnt mean that only women are prone to this type of discrimination but mostly women are the victims of such type of discrimination. For this study of gender discrimination and its effect on employees performance the independent variable is Gender discrimination and there are many outcomes of gender discrimination and from those outcomes 3 have been taken to be included in this study. The first outcome is the JOB STRESS; stress can be called an result of a person and that outcome is because of the workplace environment that is for him unsafe (Bashir Ramay, 2010).Scholars have documented that discrimination causes ill effects on the mental health of an individual and causes social disconnection and a sense of distress (Eisenberger Lieberman, 2004), stress can affect health of an employee badly, stress due to discrimination can trigger psychological reactivity, and it affects the mental health (Williams, 1999). Job stress is the biggest contributor to the organizational expenditure and when the employee is exposed to job stress for prolonged periods to time it eventually leads to job burnout (Maslach, 2003) and th e burn out diminishes an employees job performance as a result. Stress inducing effects of gender discrimination have been documented also by (Kreiger, 2002) who reported that gender discrimination affected a persons health by significantly elevating the stress levles of the affected. Job Stress occurs from the social relations that are within the confines of an organization (Le Blanc, De Jonge, Schaufeli, 2000). Further the job stress stemming form gender discrimination directly affects the performance of an employee in an organization. Further (AbdulRub, 2004) also reported that there existed relation between job stress and performance,scholars have found that gender discrimination affects the career satisfaction, professional self confidence and esteem and seclusiveness. Another study conducted suggested that job stress significantly decreases the performance of an employee (Bashir Ramay, 2010). The other outcome for the independent variable of this study is TRUST; the study of trust in an organizational setting has been significant since 1995 and now more and more scholars are looking into the effects of trust in the organizational setting, trust can be defined as a two part process where one has confidence in others dependability and purity and it should also be mentioned that the trust comes from social interaction and in its absence the level of trust decreases. Through trust between parties affects the important mechanisms of the organization and the results within an organization (Mayer Davis, 1999) and trust empowers the employee and thus improves his/her performance at work (Gomez Rosen, 2001). As far as the link between gender discrimination is concerned a study in Finland documented that discrimination leads to low level of trust (Liebkind Lathi, 2000). In a work setting it is to be noted that there may be trust in existence between employer and the employee or the subordinate and the superior but at some point due to discrimination and specifically gender discrimination this trust turns into distrust which would likely to be psychological incident for the individual who is putting the trust in other (Schoorman, Mayer, Davis, 2007). It is evident that there exist a relation between the gender discrimination and trust now and behavior of the management is an important cause in develpoing the association between the management and the employees (Whitener, Brodt, Korsgaard, Werner, 1998) and it is to be seen that what would be its effect on the employees performance in an organization when the effect of trust would be accompaniying effects of other elements too, this would also reveal about the existence of that relation as well as the significance in case of its existence. Third the third element in the equation is organizational commitment, organizational commitment is an important issue to discuss it is documented that organizational commitment is affected by discrimination (Ensher, Grant-Vallone, Donalidson, 2001), as the organizational commitment is a relation between the employer and his employee organizational commitment creates in an employee responsibility towards the employer which improves the employees work behavior (Shore Wayne, 1993). Organizational commitment promotes in an employee the sense of organizational citizenship as well as it increases the employee performance, even if at the time the performance of an employee is not increasing at the moment but still commitmtnet increases the expectation regarding their performance and as a result those employees perform positivlely (Meyer Allen). Discrimination affects the oranizational outomes that include organizational commitment (Sancez Brook, 1998), so the effect of the element of co mmitment would be observed how it would in combination with other element affect employees performance in an organization. In this study the gender mainstreaming is used as an moderator to moerate the effect of gender discrimination on the employees performance. Gendermainstreaming is the a concept that suggests that there should be promotion of the equality among the employees of an organization and it is defined as a process of change that includes how an organizations system and structure is causing dicrimination indirectly and to change that structure and system to get rid of that discrimination, three legged equality stool acknowledges the interconnectivity of equal treatment perspective, womens perspective, this technique is widely used to cater to the specific problem of discrimination. UNDP has also made an effort in coping with gender discrimination by using the tool of gender mainstreaming. And for this study the dependent variable is of the employees job performance. The performance of an employee is of utmost importance for any organization and employer, any organzation that is doing well in the moarket can easily attribute its performance with performance of its employees and without satisfactory performance in workplace satisfactory organzational performance is not possible. The employee job performance can be defined as a combination of questions as how much an employee is contributing to the overall performance of the work unit? how much task assigned to the employee has been completed by him/her? as compared to hi/her unit how good his/her performance is? and does the performance of the employee meets the standard of the employees supervisor?. An employees job performance is a set of elemets that include effort, skill and results which are of importance to an employee as well as the organization (Lusch Serpkenci, 1990). The aim here is to see how gender discrimi nation would affect this set of elements and its significance. RESEARCH METHODOLOGY The study for this research work would be a non-intervention study as no intervention would be made and only data would be gathered from the researchable situation. The study includes an element of both qualitative and quantitative study. Gender MainstreamingTHEORETICAL FRAMEWORK Job Stress GENDER DISCRIMINATION Employee performance Trust Organizational commitment In this model Gender discrimination is the independent variable, job stress, trust and organizational commitment are its three outcomes that have been taken into consideration, in the model the gender mainstreaming is playing the role of moderator by moderating the effects of the gender discrimination while employees job performance is the dependent variable that is being affected by the discrimination. HYPOTHESES From the model for the purpose of this study following hypotheses have been drawn. H1- Job stress negatively affects the employee job performance. It is hypothesized that as the job stress would increase the employees job performance would decrease. H2- Low trust between the employer and the employee negatively affects the employees job performance. The second hypothesis states that as the trust between employer and the employee decreases the employees job performance is affected negatively. H3- Lack of organizational commitment negatively affects the employee job performance. The third hypothesis states that when an employees organizational commitment would decrease his job performance would also decrease. H4- The more the gender discrimination at the workplace the lower will be performance of an employee at his/her job. This hypothesis states that as the gender discrimination increases the employee job performance would decrease. H5- Gender mainstreaming moderates the effect of gender discrimination on to employees job .performance. Fifth hypothesis states that gender mainstreaming in an organization would moderate the effect of gender discrimination in a work environement. SAMPLE SIZE For this study the target sample is the workforce employed at the bank, both man and women would be equally taken into the sample. The type of sampling would be convenience sampling due to the budget and time constraints; the research questionnaire shall be administered to all three designation levels of banking staff which are Officer Grade 1, Officer Grade 2 and Officer Grade 3. The questionnaire shall be administered in all the banks situated in Lahore; the amount of questionnaire per bank would be ten and the questionnaires would be administered women as the gender discrimination is more specifically a womens issue especially in our region. To collect the data, a questionnaire would be used which would consist of questions regarding discriminatory behavior faced by the respondents, questions related to mental health and organizational commitment as well as questions related to trust would be included in the questionnaire and employees job performance questions would include quest ions regarding knowledge of principles, facts, ideas about the job and knowing what to do, the procedural knowledge would be covering elements like how to do the work and skill include cognitive, perceptual and interpersonal skill and last but not the least motivation questions and thats how the questionnaire would be complete. The software used for this study will be SPSS with whose help correlational, regression based analysis would be conducted on the variables. ANOVA would be used for the moderator. SPSS would be used due to its easy availability and also due to its ease of use and data importability and exportability to other MS office packages. LIMITATIONS OF RESEARCH AND FUTURE RESEARCH DIRECTIONS The study has some limitations as it is not possible to and beyond the scope of the study to venture into other avenues. The first limitation is that the study setting is of a bank so the results cannot be generalized to other sectors, other studies with different sectors would have to conduct to obtain the generalizability of the outcomes. Second limitation is that other is the sample size; future scholar should take a bigger sample size to observe its effect on the results. The third limitation could be that of the culture, Pakistan has a unique culture so the result may also be unique to this very culture, future researcher should replicate this study to see the consistency of the results. The main benefit of this study would be to the banking sector as the study specifically aimed the banks. This study could allow HR professionals as well as the management officials of the banking companies to look for the opportunities within their workspaces to tackle the practice of gender discrimination which would ultimately benefit the organization as his/her commitment, trust towards the organization would increase he/she would be able to concentrate better to his/her job as a result of improved mental health and hence the job performance of the employee would increase ultimately contributing positively towards the overall organizational productivity.

Environmental issues in Asia

Developing countries face severe environmental issues as the rapid economic and population growth had created serious social and environmental problems which if left unattended can bring about very serious consequences. Some of these burning environmental issues faced by these Asian regions are the deforestation, global warming, air and water pollution, limited safe drinking water etc. apart from this manipulation of the natural resources and using unhealthy ways and means for developmental purposes is slowly destroying the resources of these nations which are of serious concern and needs immediate steps by the government and non governmental organizations to protect and rescue them from extinction. Two main problems that I wish to discuss in this research paper is air pollution and the increasing deficit in drinking water supply which is a great threat to the nations overall economic development. India is a fast developing country and its growth in the IT and industrial sector over the years is abundant. With the per capita income increasing with the sudden boom in industrial and technological sectors purchasing power has increased. Easy EMI and retail option enable almost anyone to get a vehicle and as the result traffic congestion, air pollution and noise pollution etc have increased thereby endangering the whole atmosphere and paving way to global warming. Water is the elixir of life we all know but although the world is third filled with water drinking water is available in limited quantity. India largely depends on monsoon rains for it agriculture and underground drinking water resources. Due to environmental issues like global warming, air pollution, industrial wastes, use of fertilizers etc result in less rainfall. Moreover the little rainfall received is wasted as it reaches the ocean without any proper preservation methods. The existing dams and water reservoirs are maintained poorly and hence little water collected due to seasonal rains are wasted. Hence an emergency plan to preserve this resource is necessary and steps to minimize air pollution should also be undertaken. Land usage in India: Area of the country: 3287260sq.kms Cultivable area: 1839560sq.kms Cultivated land area: 1697000sq.kms Population: Total population 1038056000 Rural: 71%  Ã‚  Ã‚   urban – 29% (www.indiastat.com) Water resources: Internal renewable water: 1260540 million cubic meters Total renewable water 1907760 million cubic meters Water use: Total withdrawal: 500000 million cubic meters Agriculture: 92% Domestic: 5% Industrial: 3% Irrigation: Irrigation potential: 1135120 sq. kms Land under irrigation: 501010 sq. kms Surface irrigation: 493300 sq. kms Area irrigated with surface water 40.5% Area irrigated with ground water 53% ( research paper on survey of Indian resources – 2005) The above facts clearly state the environmental condition of this great nation. The need for ground water for irrigation alone is almost 53% and this ground water level is diminishing today due to lack of rains and improper irrigation methods. The surface water again is becoming polluted because of unhygienic and improper maintenance and preservation methods. Further use of chemicals and pesticides for industry and agriculture has highly polluted both surface and ground water. When agriculture uses highly toxic pesticides it destroys not only the soil but also the water underneath. Some of the reasons for water scarcity in India are rising demand for water as population increases over extraction of surface and ground level water delay in completion of developmental projects due to lack of funds and political pressure or instable governments contamination of water resources due to the increased human impact globalization and industrial development polluting air ad water thereby altering urban climate Etc. There is a huge demand for water in the years to come especially keeping in mind the population the demand seems to be a nightmare. In almost all parts of India water deficiencies show an increasing trend and the surplus show a decreasing trend Four states and one union territory   have no surplus water The availability of water will reduce one fifth in three decades Government role to curb further water shortage: From time to time government plays a major part in implementing measures to check this water scarcity. Development projects like building dams, reservoirs, cleaning tanks and increasing awareness to store and use drinking water sensibly is being undertaken. State and central governments join together and use the allotted funds to implement such projects. But political pressure, unstable government and lack of funds create a void in these projects which is either dropped or not put into practice wholly. Moreover bribery in all fields curbs the growth and development of these projects. Although many NGO’S and non governmental organizations and business establishments try to fund these projects the funds are highly misused or mishandled by faulty politicians. Balanced growth in both agriculture and industry is needed for a countries overall performance and development. But industry is developing in India in a faster pace and it looks like agriculture is neglected. Plans to curb air pollution are needed desperately as it affects the rain and overall climatic condition of the nation. More plants should be planted and forests should be conserved and all measures to save rain water undertaken. Rain water harvesting was seriously implemented in some states and the result is yet to be seen. The roads and the infrastructure is very poor and even the slightest rain causes flash floods. Proper drainage and town planning is missing in cities like Mumbai and Chennai. Great awareness of the results of such negligence should be spread around and people should be educated as to the affects of global warming and air pollution. Individuals should take this mission in their hands to ensure safety for future generation. Every successful business concern should adopt one area or town to implement development projects like planting trees, cleaning drinking water reservoirs and dam’s etc. individuals for their part should maintain hygiene and prevent wastage of water. Governments should curb the vehicles promotion by making strict laws against easy availability of driving license and fine or punishment if driving unchecked vehicles against air and noise pollution. Industries should be made to dispose their chemicals and smoke safely so as not to pollute the air and water. Strict laws and cancellation of their industrial license should be enacted. If everyone could use water sensibly and avoid polluting substances India would become a super power rich in natural resources and hygiene. Short term practical solutions: Keeping the surroundings clean and maintaining a social responsibility to preserve and conserve our natural resources is every individual’s imminent responsibility Creating social awareness of this burning issue among the general public by conducting seminars, student programs and through entertainment to educate even the uneducated and down trodden To keep water bodies clean and check for pollution from nearby factories and industries Proper recycle of industrial wastes Undeterred implementation of government development schemes Strict implementation of anti pollution laws Increasing facilities in public transport and curtailing the use of private transport facilities Planting more trees Long term practical solutions: general infrastructure of the cities and towns should be properly planned and implemented keeping the long term benefit in mind strict adherence to herbal petrol and enabling gas or pollution free fuel regular pollution control checks in vehicles and factories strict laws against faulty companies which release industrial waste into water bodies building tanks, dams and reservoirs to save the excess rain water from reaching the sea soil promotion and banning chemical pesticides in agriculture organic farming should be encouraged and promoted funds must be set aside for developmental projects awareness for the need for funds should be created among NRI and all steps to utilize these funds properly should be undertaken social organizations, business establishments and individuals should be encouraged to undertake or adopt certain social duties to minimize government pressure Singapore is the world’s second free economy and second most competitive Asian economy. It is the best con nected countries with a robust infrastructure to suit another century or so. Globally connected, top ranking business environment, with stable infrastructure and diverse world class business solutions has made Singapore the top ranked and most preferred business ground. Free trade will definitely enable people from all over the world to throng Singapore but how does it maintain its resources against the growing demand, how is it possible for this small nation to keep its streets and water bodies clean and vehicles free from polluting the atmosphere. With a total land area of only 699.0 sq. km together with the mainland and other small islands surrounding it has a annual rainfall of about 2,136 mm. the resident population is 4,483,900 and mainly consist of immigrants from neighboring Asian countries like china and India. The literacy rate above 15 years is 95% and the per capita GDP is S$ 44,666. Labor force in this country is 2,367,300 and the unemployment rate is just 3.4%. ( http://www.sedb.com/edb/sg/en_uk/index/why_singapore/singapore_rankings.html ) The country synthesis report on urban air quality management conducted in 2006 clearly states the measures taken by Singapore to prevent or restrict air pollution. The ambient AQ is regularly monitored with the help of 14 air monitoring machines placed across the island of Singapore. This monitoring has aided in the review of pollution control measures and this has given a positive result in controlling air pollution in the country. AQ monitoring methods used are based on the United States Environmental Protection Agency. The offenders were prosecuted and were required to take remedial action. Since 1971 many laws are set up to maintain clean air focusing much on vehicular pollution and industrialization. The EPCA combines laws for air, water and noise pollution and gives a legislative framework to control pollution of the environment. Lead petrol was stopped and slowly the level of sulfur from diesel was also reduced considerably to control and reduce emission from vehicles. Ultra low sulfur diesel was introduced to implement euro 4 emission standard and it took effect from October 2006. Air quality in Singapore is the best in the world and it was possible only through strict measures taken by the government to control emission and resolve different forms of pollution. Green plan 2012 is another great step undertaken to further improve the quality of the environment for the years to come. (http://app.nea.gov.sg/cms/htdocs/category_sub.asp?cid=29 ) Highly compatible and well maintained reservoirs catch every drop of rain water and this is utilized by almost half of Singapore uses this water. New projects to build new dams and reservoirs desalination plants, etc are also are being developed. To aid in this mission MEWater is set up which is high quality water received from water reclamation from 2003. Sustainability and cleanliness of water supply and environment is maintained well as Singapore stands tall as a very good example of how we should conserve and preserve our natural resources for a better tomorrow. It is clearly evident that Singapore has successfully implemented anti pollutant measures and even though its economy is growing fast the infrastructure and the low pollution levels are unchanged. There is enough water to meet all the growing needs and the greenery and the cleanliness stands proof of the people commitment to make their country a higher power standing out and setting an example to all other nations. Asian countries like India and china can take this as an example and with proper coordination with this country try to implement such strict rules in their country too. Finally it is a joint responsibility of both the government and the individuals and they should both commit themselves to make a better, cleaner and pollution free nation not only for us but also to our future generations. Reference: Survey of Indian resources – research paper submitted to the Annamalai Open University. India   www.indiastat.com http://www.sedb.com/edb/sg/en_uk/index/why_singapore/singapore_rankings.html http://app.nea.gov.sg/cms/htdocs/category_sub.asp?cid=29            

An Analysis Of Susan Douglas On Amateur Operators Focus On...

Historiography is the writing of the past. It is also the study of the way history events has been written by historians with their perspective and interpretations. As everything is interpreted to each owns perspective, some parts of history could have been skewed while being written with biases and favoritism according to the authors. We all understand things slight differently according to how we were raised, social and culture background, experiences, etc. The reading by Susan Douglas on amateur operators focus on young men and boys who were separated from regulation such as private firms, militaries, state, and etc. With the mindset of the ether belonging to â€Å"the people† was a major step in the making of radio broadcasting. She also emphasizes that American middle class boys saw the control and mastery of technology as a symbol of masculinity. It was usually young, middle-class, white boys and men who created their own stations. She highlights that the appearance of the boy inventor-hero was an important factor to the history of radio because it offered information about wireless and inspired boys to play around with the invention. Wireless work were tied with contemporary heroism and another reason were the ideas offered by young men who experimented. Stories such as the ones about Willenborg began to increase rapidly in numbers and opportunities in technology arose. Susan prioritizes Willenborg, the Americans who investe d in stock in wireless companies, constructedShow MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 Pagesfollowing classification of cases by subject matter to be helpful. I thank those of you who made this and other suggestions. Classification of Cases by Major Marketing Topics Topics Most Relevant Cases Marketing Research and Consumer Analysis Coca-Cola, Disney, McDonald’s, Google, Starbucks Product Starbucks, Nike, Coke/Pepsi, McDonald’s, Maytag, Dell, Hewlett-Packard, Newell Rubbermaid, DaimlerChrysler, Kmart/Sears, Harley-Davidson, Boeing/Airbus, Merck, Boston Beer, Firestone/FordRead MoreLibrary Management204752 Words   |  820 PagesCongress Subject Headings: Principles and Application, Fourth Edition Lois Mai Chan Developing Library and Information Center Collections, Fifth Edition G. Edward Evans and Margaret Zarnosky Saponaro Metadata and Its Impact on Libraries Sheila S. Intner, Susan S. Lazinger, and Jean Weihs Organizing Audiovisual and Electronic Resources for Access: A Cataloging Guide, Second Edition Ingrid Hsieh-Yee Introduction to Cataloging and Classification, Tenth Edition Arlene G. Taylor LIbRaRy and InfoRMaTIon CenTeRRead MoreDeveloping Management Skills404131 Words   |  1617 PagesOrganizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN Prentice Hall Boston Columbus Indianapolis New York San Francisco Upper Saddle River AmsterdamRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesof Management Capitol 1. New Management for Business Growth in a Demanding Economy Text  © The McGraw−Hill Companies, 2004 8 THE POWER OF MANAGEMENT CAPITAL factors have been the primary â€Å"hard-asset† business emphasis that was the focus of the executive management of some of the companies that dominated certain Old Economy markets. Those managers viewed â€Å"softasset† capabilities as intangibles that were more appropriate for â€Å"staff † and support work. For those businesses, a company’sRead MoreOrganisational Theory230255 Words   |  922 Pagesappeal to the student who seeks a thorough and critical understanding of organization theory. It is both rigorous and accessible, clearly and unashamedly pitched for readers who wish to engage with theoretical issues whilst also maintaining a practical focus on why organization theory matters. I felt in good hands here, confident that I was being offered a deeply informed, reliable and intelligently constructed account. The opening chapter carefully and helpfully explains terms, including ‘theory’ and

Analysis Of Mindy Grossman s An Emotionally Intelligent...

Mindy Grossman: An Emotionally Intelligent Leader Emotional intelligence is a phrase used in the business world to explain one’s competency in displaying and handling one’s own emotions as well as the emotions of others around him or her. In his book, Working With Emotional Intelligence, Daniel Goleman explains the importance of Emotional Intelligence and how it is more imperative for one to have high Emotional Intelligence rather than a high IQ. This is because, no matter how talented someone may be in their line of work, he or she must still be able to work well with others and express their ideas. Goleman categorizes Emotional Intelligence into five emotional elements and then further into emotional competencies. He has separated each†¦show more content†¦According to Harvard Business Review’s article â€Å"How I Did It†¦ HSN’s CEO on Fixing the Shopping Network’s Culture† written by Mindy Grossman, her career over the past 24 years has been spent as VP, President and CEO of companies including Chaps Ralph Lauren, Ralph Lauren Corp., Polo Jeans Co., Nike, Inc. and most recently HSN, Inc. (Grossman 44). In her time as the CEO of HSN, Inc. she has displayed immense Emotional Intelligence and because of that, was able to transform the company. Grossman displays a wide array of emotional competencies spanning all of the five emotional elements as described by Goleman: self-awareness, self-regulation, motivation, empathy and social skills. An area of Emotional Intelligence where Grossman thrives is her excelled self-awareness. Goleman describes self-awareness as â€Å"knowing one’s internal states, preferences, resources and institutions† (Working With Emotional Intelligence, 26). In other words, it is one’s ability to introspectively assess his or her strengths and weaknesses. Further, Goleman categorizes emotional awareness, accurate self-assessment, and self-confidence within self-awareness. Self-awareness is a critical competence to display because it is one’s ability to know him or herself. Without understanding oneself, it would be impossible to know how to improve or which areas to improve. Similarly, without this self-awareness, one is unable to maximize his or her effectiveness within the