The Beatles Essays (1687 words) - Counterculture Of The 1960s

The Beatles The Beatles The Beatles were a very well known and compelling gathering in Rock n' Roll. My inquiry is, The reason? What drew thousands heaps of shouting fans to these four British performers? Was it something in the sound of the instruments? Might it be able to have been the bass beat, or perhaps the guitar playing? Shouldn't something be said about their verses? They had a certain character, as well. Was that it? How about we take a gander at each of these, and some different factors too. What is the primary thing you wonder when you hear something new on the radio? You wonder who sings it. The first thing you see when you get a collection is who sings or performs it. Well? This proposes the intensity of a snappy title. Something out of the standard to grab the attention. Something incorrectly spelled, maybe? The Beetles? No, The Beatles. What's in their name? In the expressions of Beatle John Lennon, at the point when you hear it, the name is little crawly things. At the point when you see it, it'sbeat music. I imagine that is very appealing to a record store program, isn't that right? Obviously, something else that could get a perusing client would be the photos on the collection. The fronts of record collections are flexible that way since one can fit a ton on them. I have taken a gander at the pictures on a couple of Beatles' records and, I should state, they are fairly appealing and gaudy. One specific spread that I was ready to see is a collection that went unreleased because of its image. On the spread there is a photo of The Beatles in a butcher shop with corpses sticking around them; it surely got the attention. On another collection, the young men were completely spruced up in Spanish matador garbs that were grandiose enough to grab the attention of a visually impaired man. The sounds that the ear hears in a tune are unmistakably critical to the individual's assessment of that tune. To inspect the sound of the instruments, I played the Anthology music through a sound system with flexible realistic equalizers. On a couple of tunes, I secluded the bass, and along these lines the bass beat, at that point the treble, which incorporates vocals and guitar, lastly, the foundation, which is generally Ringo's drums. The principal thing I saw was an especially appealing beat. It was for the most part snappy and respectably substantial. This would appear to be anything but difficult to move, or on the other hand toe tap, to. I likewise listened eagerly to the guitar all through the tunes, particularly the guitar performances. George Harrison plays performances in I Saw Her Remaining There and Cash, that sound fast and flood forward with an ear getting sound. Different bits, in Totally free and Sob for a Shadow, for instance, gradually twanged along. The foundation sound of the drum is commonly not as perceptible in the music. The drums were for the most part suffocated out by the guitar and vocals; just the banging of the images is obviously heard. It appears just as the drums are totally missing in a few tunes like She Loves You, I Want to Hold Your Hand, and Can't Buy Me Love. Basic rationale persuades that the drums, other than bass, were not a critical supporter of their prosperity in light of the fact that, on the off chance that you can't hear them, what's the utilization? I am a performer myself, and I have heard music that seems as if it is hard to play. Be that as it may, I don't hear that in many Beatles music. Maybe, a less complex specialized structure made it more obvious their music. Another chance is that other groups had the option to cover (Play tunes that aren't theirs) some music of the Beatles simpler, and in this manner, help to spread the Beatles' music around. Generally, Rock melodies comprised of things youngsters are into and encountering. Obviously, the most unmistakable of those things are crude energy and sexuality. At the point when the Beatles, or any bunch so far as that is concerned, sang about affection, and the activities and feelings related with high school love, the new age was normally pulled in to their singing. Obviously, there is additionally the deep rooted issue of young resistance. Think for a second, here. What is the exact opposite thing a parent needs their youngster tuning in to? Melodies about quick vehicles? No, those are alright. Melodies about crude energy and sexuality? Bingo! Aren't ulterior thought processes great? What adolescent won't appreciate watching their folks flinch with the sound of their main tune? The Beatles were unique, however. They sang a similar music, be that as it may, individuals were not undermined by them. Joy is a Warm Gun and

Othello - Character Analysis Essay Example | Topics and Well Written Essays - 1250 words

Othello - Character Analysis - Essay Example With this clouded side he is additionally extremely outgoing, and not splendid. He isn't perceptive and the plans of Iago function admirably on him. Despite the fact that he doesn't brood a lot on his past, aside from infrequent endeavors of wars battled, he lets his feelings run his life. Othello's condition as a dark man- - whatever shade of darkness he was- - is additionally muddled by his condition as a frontier subject who wishes to embrace western culture. The play performs the clearly boundless prospects of self-molding accessible to man in the Renaissance, just to deconstruct this hopeful self-designing or self-creation when race issues become possibly the most important factor. It is Iago's misuse of the legislative issues of shading and of Othello's twofold nature (legitimate to a provincial subject) that achieves Othello's destruction. ( Ana Mara Manzanas , Miscelnea: A Journal of English and American Studies Vol. 17 ,1996) For all the risks and experiences he has been associated with, this man is as yet innocent of the corruptness of individuals around him. Othello has a believing nature wherein he gives everything. He put all his trust in Iago during times of war and during Othello's union with Desdemona. This wasn't astute of Othello, regardless of whether he wasn't trusting or progressively degenerate he despite everything wouldn't understand Iago was lying. Everybody thought about Iago as genuine, and would be unusual for Othello to accept any unique. One Othello's solid trademark is the capacity to assume responsibility for any circumstance. For instance, when Barbantino comes to slaughter him he shows amazing force by saying: Hold your hands, both of you of my slanting and the rest. Were it my signal to battle, I ought to have known it without a guide (I, ii, lines 80-3) Through the entire first act he is depicted as a man with so much force and regular administration and the extreme change as a part of his character towards the end is mind boggling. For instance, when Lodovico had seen Othello hit Desdemona, he stated: Is this the honorable Moor whom our full Senate Call all things considered adequate Is this the nature Whom enthusiasm couldn't shake whose strong ethicalness The shot of mishap nor dart of possibility could neither touch nor puncture (IV, I, lines 264-8) Somewhere else where Shakespeare shows Othello assuming responsibility for a circumstance is when Cassio and Montano are battling after Roderigo irritated him. You should feel distress for Othello in light of the fact that with all the force he has and the interminable trust he gives, you attempt to connect and show him reality. Taylor makes an able examination with King Lear and Hamlet as follows: There is no fierceness in Othello; his brain is lofty and formed. He purposely decides to kick the bucket; and talks his last discourse with a perspective on demonstrating his connection to the Venetian state, however it had supplanted him. Schiller has the material Sublime; to deliver an impact, he sets you an entire town ablaze, and tosses newborn children with their moms into the blazes, or secures up a dad an old pinnacle. Be that as it may, Shakspere drops a hanky, and the equivalent or more prominent impacts follow. Lear is the most enormous exertion of Shakspere as a writer; Hamlet as a rationalist or meditator and Othello is the association of the two. There is something tremendous and unformed in the previous two; however in the last mentioned, everything accept its due spot and extent, and the entire develop forces of his psyche are shown in honorable harmony. ( COLERIDGE, SAMUEL TAYLOR, 1822, Table Talk, Dec. 29). Othello had a prevailing dash of envy in him. He was told

Advice for the Incoming Froshies

Advice for the Incoming Froshies Congratulations to the incoming Class of 2018!  Each and every one of you is incredible, and I am so excited to see your happy faces light up the institute once again in the fall! So now youve decided to go to MIT, but you havent paid a dime or picked a class yet. The biggest thing on your plate right now is figuring out when to take the Freshman Essay Evaluation  (FEE) or which pre-orientation program to take. Meanwhile, all your other friends are picking out their schedule for the fall. Some of them already know where they are living, and maybe they even entered a randomized lottery to get placed in their basic required classes that everyone else is getting placed in.  MIT is different from other schools. I want to lay out some basics about what you might want or need to know about your freshmen year.  Ive learned a lot through my own experiences from my first year at MIT, as well as through being an associate advisor my sophomore year.  Here is my advice! And also some descriptions of what will be required of you as a frosh. Do a Freshman Pre-Orientation Program (FPOP) The applications are due June 15th! SIGN UP FOR AN FPOP!! There is an awesome Mark Twain quote on the FPOP  website: Twenty Years from now you will be more disappointed by the things you didnt do than by the ones you did. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Mark Twain (1835-1910) I think Mark Twain and MIT admissions painted the right picture for you FPOPs are a great opportunity for you to do things outside of your comfort zone, and it also is the perfect way for you to start making friends that will last you your four years at MIT and beyond.  The FPOPs range from aerospace to computer science to energy to leadership to exercise to literature to product design and SO MUCH MORE! This year there are twenty-two FPOPs offered in August, and each one gives an amazing introduction to MIT and the beautiful city that surrounds us. My experience includes doing the  Freshman Urban Planning FPOP  as a frosh, and working as a mentor for the Discover Materials Science Engineering FPOP.  Each one introduced me to MIT, Cambridge, Boston, and a new group of awesome friends, and I am so grateful for the opportunities! Preservation of the Frosh   Just a few logistics you are a prefrosh right now, and the 2017s are frosh.  You will not be a frosh and the frosh will not be sophomores until President Reif goes on a giant stage and welcomes you, the Class of 2018, as the freshman class.  President Hockfield never welcomed the Class of 2015 because of bad weather. They are still freshman. This makes sense. The reason why this is how it is and the way it has always be done is because we want to have prefrosh for as long as possible, and there must always be a freshman class, and while sophomores become juniors and juniors become seniors and seniors become crufty, sophomores dont need to be conserved. Only you, the prefrosh or frosh of MIT, must be conserved. Take HASS Classes! Now into some academics Ill briefly explain the HASS system here at MIT. You are required to take eight HASS humanities, arts, and social sciences classes during your time here at MIT.  Of those eight classes, you must take at least one humanities, one arts, and one social sciences class. You must also fulfill a HASS concentration, which involves taking 3-4 classes in a certain subject. For example, I plan on concentrating in writing poetry, which involves me taking a few poetry workshop classes and a reading poetry class. TAKE A HASS CLASS YOUR FIRST SEMESTER! Take at least one HASS class EACH semester!!  I have made this mistake twice and I cannot emphasize it enough.  Taking four (or five) technical classes is extremely difficult, and might drive you insane.  I understand that you might want to take all your required GIRs first semester since you are on Pass/No Record and dont want to have to worry about getting a good grade in these really difficult classes.  But this leads me to my next point Pass/No Record is NOT an excuse to get a C- in every class You will hear A=B=C=P, and it might be true when it comes down to a transcript, but it is not true when it comes to challenging yourself and figuring out what it takes to get an A in a class at MIT.  Aim high and try the hardest you can in your classes the semester will be over more quickly than you know, and you will have to take graded classes based on the information you learned in your Pass/No Record classes.  If you didnt learn any information, then you really are going to be sad in the following semesters. Use Pass/No Record to your advantage by seeing how much you can handle on your plate in addition to your classes.  Join a club sport or class council or rush a fraternity (and steal all their food and then come to East Campus)  and use this time to become close with the people around you.  Watch how you can allocate your time to still do well in your classes while being involved on campus, and make sure that you are not overcommitting to too much. Pass/No Record is not an excuse to not try in your classes, but it is an excuse to go outside your comfort zone to figure out what it takes to live a balanced life at MIT.  People say Social Life, Classes, Sleep pick two. But you can have all three, even at a place with incredibly difficult and time-consuming classes like MIT. Classes to take your Freshman Year So you have to take a HASS class and you have to do your best in your classes but what should those classes be?  Im going to highlight the technical class options you have for your freshman year. All MIT students must complete a total of 17 General Institute Requirements, or GIRs.  It is possible to get out of some of these GIRs through AP credit or through passing an Advanced Standing Exam (ASE), which is basically like taking the final of the class right at the bat of the semester.  At any other time, the grade you get on an ASE would show up on your transcript. As a freshman on Pass/No Record, if you pass the ASE, you get a P! Biology They have extended the offered biology classes from my year to include four different types of introductory classes that fulfill the biology requirement: 7.012, 7.013, 7014, and 7.016.  In the fall, you can take either 7.012 or 7.016. 7.013 and 7.014 are offered in the spring.  All of these classes cover the same fundamental principles of biochemistry, genetics, molecular and cell biology.  However, they each focus on a different one of these. I recommend taking biology in the fall if you feel confident in your chemistry abilities, and in the spring if you do not.  I took biology at the same time as my chemistry class, and it did feel quite overwhelming at times.  Definitely try to split them apart so you can focus on them individually. Calculus Here at MIT, you are required to take single-variable (18.01) and multi-variable (18.02) calculus.  There are different versions of each that you can take, and my advice is to take the slightly harder version of whatever you feel comfortable with, that way you can drop down to a different version of the class if you decide that it is too difficult.  I would also recommend doing whichever track allows you to take 18.03, or differential equations, in the spring, although this might not be feasible for people who want to take 18.014 and 18.024, which are advanced classes that focus on calculus with theory.  18.03 is not a GIR (contrary to popular belief), but many, if not most, majors have it as a requirement.  It also is an extremely difficult and important class, and it is very necessary to have a strong math background before taking it. So if you ASE or AP out of 18.01, congratulations! Take 18.02 or 18.014. If you do not ASE or AP out of 18.01, taking 18.01 is fine, but consider taking 18.01A/18.02A.  This class involves a six-week review of single-variable claculus, and then 18.02 taken at the regular pace, which continues into IAP (Independent Activities Period during January).  Besides, if you start out taking 18.01A, it is perfectly fine and acceptable to drop down to 18.01 if it ends up being too difficult. Challenge yourself! Freshman year is all about discovering what your limits are if 18.01A extends beyond your limits, that is okay! It does not mean you are any less smart than any of your peers or that you dont belong at MIT, it just means that maybe you werent quite ready for that class. Chemistry I am biased because I am course 3 (materials science and engineering), but TAKE 3.091!! Okay now I am going to be honest you will have the option to take one of the following: 5.111, 5.112, or 3.091.  5.111 (pronounced five-eleven-one) is basic chemistry, with slightly more focus on liquid-state materials.  5.112 (pronounced five-eleven-two) is a bit more advanced version of 5.111, and covers additional materials that might help you if you plan on majoring in chemistry or becoming pre-med.  3.091 (pronounced three-oh-nine-one) focuses on solid-state materials, which I think are extremely interesting and I thought that the class was very well taught. You might have heard rumors about 3.091 in the fall having no tests and, as a result, being quite disorganized and/or terrible.  However, this fall, 3.091 is going to be taught in the traditional way with tests (and hopefully no attendance grade) and small quizzes and the really great Professor Cima, and it will be an awesome class! Take it! Learn about phase diagrams and chocolate and materials! Yay materials! Yay polymers! Physics The other day, I got a facebook message from the lovely Kimia Z. 18 asking about first semester physics, which is mechanics. She told me that her school has a very weak physics program, and she wanted to know if I would recommend she try to take classes over the summer. I told her that if you dont feel confident in your physics skills, I highly recommend taking 8.01L in the fall.  The class has the same content as 8.01, but it is taught over a longer period of time and in lecture style instead of in TEAL sessions, where you learn about a concept and immediately do a problem about it on whiteboards around the room in groups.  8.01L consists of the fall semester and IAP, and it was completely worth taking 8.01L for me and I felt a lot more confident about my physics skills moving at the slower pace than I would have in 8.01 TEAL. If you do feel uncomfortable with your physics background and want to take 8.01 anyway, that is perfectly fine, and again, you can always switch it to 8.01L later. And if you want to review concepts before classes start, MIT opencourseware is an amazing resource! The other requirement is 8.02, which is about electrical and magnetic properties in physics.  This is also taught in TEAL style, however, if you feel super confident in your physics abilities, you can choose to take 8.012 and 8.022 in the fall and spring respectively, which are advanced versions of each of the classes, taught in lecture style. Many of my friends on Tetazoo did this track, and they really enjoyed the classes and are now planning on double majoring in physics! Will L. 16 described the difference 8.012 and 8.022 are good for showing what course 8 is like at MIT. 8.01 and 8.02 are more engineering classes. Communication Requirement I mentioned the HASS requirement earlier, but in addition to taking 8 HASS classes, two of those classes must be communication intensive classes. Depending on if you get out of taking the FEE or if you pass it, you will either have to take a CI-H (communication intensive humanities class) or a CI-HW (communication intensive humanities writing class) your freshman year.  These classes involve writing a couple essays, writing a revision for one of those essays, and writing a big paper at the end. I dont like papers.  I took Bioethics (24.06) my freshman spring and it was okay. Im doing anything I can to procrastinate taking another CI-H. Dont procrastinate!! The HASS classes are all listed on the internet with the other classes. Thats all great but when do I actually pick out my classes? In the fall! When you get here for your pre-orientation program, you are going to check into your temporary room in your temporary dorm, and you are going to spend many hours of many days at your FPOP having fun. After the final day of your FPOP, you will check in with your orientation leader.   This is the week that you will meet with your advisor and your associate advisor(s), and they will help you sort out your final schedule. It is nice to have some sort of plan on what you want to take, but that is not at all necessary.  You will very likely get the classes you want to take.  This leads me to my next point Meet your Advising Team! Free food! Woo advising teams! I was an associate advisor this past year, and it was my duty, along with a faculty advisor, to help my advisees choose a path that was right for them. My advice to you is to keep in touch with your advising team we are a great resource for you to reach out to in case of trouble with choosing classes or doing well in classes or life or anything else at all!  Come ask us questions! We will send you care packages and take you to get ice cream and more! As far as choosing freshman advising, there are many options. You can choose advising that involves credit such as a learning community, or advising that offers no credit like traditional advising.  Freshman advising seminars also grant credit, and are a very different option from these two. My freshman year, I chose Terrascope, and it was a really interesting program, but I could not dedicate the time I wanted to it, although I wish I could have.  If you choose to do a freshman advising seminar that offers additional credit, make sure to consider that it is another class, and it will involve work outside of your core required classes.  If you are tremendously interested in that subject (like with humanities and the Concourse program, or saving the world and the Terrascope program), then go ahead! And, although it is not recommended because the program consists of your freshman advising group, you can drop the class if you absolutely need to. There is also residence based advising in some dorms, and in the past, if you were in a RBA dorm you were stuck there for a full year, even if you decided that it was not the place for you. However, now RBA dorms are changing their policies and only freshmen assigned to Maseeh, Next House, and participating cultural houses will be able to move dorms during orientation  if they are not happy there. However, if you choose McCormick Hall, you will not have the option of moving during orientation or during your freshman year, since it is the location of your advisor community. I am a big fan of traditional advising, which just makes it so that your advisor is there for you when you need them, if you need them, and same with your associate advisor.  But all in all, your biggest source of information will be the upperclassmen on campus that you live with, work with, eat with, and are friends with. So come talk to us, we dont bite! And feel free to ask me questions anytime comment below or come visit me during rush in East Campus! Ill dye your head a strange color! Or all the colors! Take Physical Education Classes EARLY. TAKE THE SWIM TEST! You just got here. Its day one of orientation, and youre signed up for the 12pm swim test.  But youre sleepy. You rather sleep. Sleep sleep sleep. GET UP! Go take the swim test! There are some people who wait until right before they graduate to take the swim test dont do that! If you fail, you dont get to graduate from MIT. You have to wait another semester. Dont do that!! If you dont feel comfortable swimming, that is okay! Take the swim physical education class right away! Dont save these required things for your senior year, because you only need to miss a few PE classes to fail one. Also, people will tell you that you need to complete the physical education requirement by your sophomore year. This is not true. Sometimes, you just cannot fit a PE class into your schedule that is completely understandable. But try to spread out taking the classes, or at least a couple of the four required PE classes, during your freshman year while you have the time to do so.  And take the swim test! Do it!! Take advantage of REX! IT IS CPW ALL OVER AGAIN BUT EVEN BETTER! Orientation AKA Rush is another time when we, the denizens of East Campus, as well as all other living groups around campus do everything in our/their power to convince you that our/their dorm is the best dorm and that you should live here/there!  I will post a lot of pictures in the fall of the awesome activities (including roller coaster building!) happening around East Campus, but do your best to visit every single dorm on campus, steal all the free food, and have a great time! Make new friends, build awesome things, eat great food, and have the time of your life before classes start and consume us all. I hope my little tidbits of advice are helpful!  Feel free to post any additional questions below :)

Employee retention strategies in Insurance Sector - Free Essay Example

Sample details Pages: 19 Words: 5764 Downloads: 10 Date added: 2017/06/26 Category Economics Essay Type Narrative essay Did you like this example? Increasing pressures on the corporates to cut the costs, resulting in frequent layoffs and downsizing, diminishing employee loyalty, absence of job security and increasing competition in the hunt for talent etc. are just a few reasons why the process of attracting and retaining talent has become an onerous task more than ever before. As the highly talented workforce in organizations, across various levels, enhances skills and job-hop from one company to another, managers seem to be feeling the heat in countering abnormally high attrition rates. Don’t waste time! Our writers will create an original "Employee retention strategies in Insurance Sector" essay for you Create order One of the key responsibilities of a manager or supervisor is to get the work done through the employees. Moreover, when we say work, it is not just the basic minimum work to get by, but also those tasks that are accomplished when the employees are highly motivated to succeed, excel in their work, and continue to be committed to the organization. Managers and supervisors indeed find it extremely difficult in keeping their star performers satisfied and not wanting to shift their jobs. Employee retention is important in almost all the cases. It is senseless to allow good people to leave your organization because when they leave, they take away with them the intellectual property, relationships, investments (in both time and money), an occasional employee, or two, and a chunk of the organizations future. Employee Retention Strategies helps organizations provide effective employee communication to improve commitment and enhance workforce support for key corporate initiatives. The i nsurance sector in India is rising rapidly to bring in growth and employment opportunities. Insurance companies are basically human intensive, and human resources act as an undoubted differentiator. Quality manpower and its retention would act as a Litmus test. Turnover of sales force has been high because of low entry and exit barriers. The paper addresses issues of recruitment, retention, and turnover of sales force in insurance companies. An attempt is made to integrate them to Maslows Need Hierarchy. A survey was conducted among 350 employees who worked in or had left insurance companies to analyze factors that in ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡uenced their decisions and job satisfaction. The data were treated with factor analysis. Factors such as Safety Security, Social Esteem, and Personal Work Style emerged as the in ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡uencers to join insurance companies. Primary Needs and Social Self Esteem Needs were the factors associated with job satisfaction; Stress, C areer Advancement, and Work Environment emerged as factors for leaving the companies. INTRODUCTION Intense competition and globalization of businesses has put mounting pressure on organizations to deliver more and better than before. Organizations need to develop and deploy human resources that can articulate the vision of the organization and make teams with the synergy to perform at much higher levels. Human resource management (HRM) is a strategic and coherent approach to the management of an organizations most valued assets i.e. the people working there, who individually and collectively, contribute to the achievement of the objectives of the business. Human Resource management is evolving rapidly. The terms human resource management and human resources (HR) have largely replaced the term personnel management as a description of the processes involved in managing people in the organizations. Human resource management is a business practice as well as an academic theory that addresses the practical and theoretical techniques of managing the workforce of an organization. The Human Resources Management (HRM) function includes a variety of activities, and the most important among them is to decide what are the staffing needs of the organization and the ways to fill these needs i.e. whether to hire employees or use independent contractors to hire employees to fill these needs, to recruit and train the best employees, to ensure that they are high performers, to deal with performance issues, and to ensure the organizations personnel and management practices conform to various regulations. Managing the organizations approach to employee records, employee compensation and benefits, and personnel policies are also the included activities. The small businesses whether for-profit or nonprofit ones usually have to carry out these activities themselves because they cannot yet afford part- or full-time help. However, it must be ensured by them that the employees are aware of the personnel policies, which confirm to current regulations. The HRM function and H RD profession have undergone tremendous changes over the past 20-30 years. Many years ago, large organizations looked to the Personnel Department, mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the HR Department as playing a major role in staffing, training, and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner Human resource builds and drives the knowledge assets of an organization, the value of which has been established to be many times more than the tangibles. In the present scenario, it is becoming important for organizations to focus on  ¬Ãƒâ€šÃ‚ nding, developing, and retaining talented employees. This paper aims to enhance understanding of the phenomenon of high employee turnover in the insurance industry and factors that lead to job satisfaction of employees. Researchers have also made an attempt to integrate Maslows Needs Hierarchy to the underlying in ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡uencers for the sales force of insurance companies to join or leave the organization. The  ¬Ãƒâ€šÃ‚ ndings may be helpful for the companies to improve retention levels. OBJECTIVES: Employee turnover is a larger problem currently faced by insurance companies, as a major part of their revenue is lost. Analyzing the causes of employee turnover is imperative for insurance companies. An exploratory survey is designed, keeping in mind following objectives: To identify the factors which influence the decision to join the Insurance Industry. To analyze the factors which play a major role in job satisfaction. To identify the factors which influence the high attrition rate. To study and formulate the strategies for employee retention. EMPLOYEE RETENTION OVERVIEW: By looking in a dictionary, we are given that the word retention has synonyms like preservation, maintenance, withholding, and custody. Not just the meaning, the concept has different perceptions for the employees and organizations. Effective employee retention is a systematic effort by employers to create and foster an environment that encourages current employees to remain employed by having policies and practices in place that address their diverse needs. A strong retention strategy becomes a powerful recruitment tool. Retention of key employees is critical to the long-term health and success of any organization. It is a known fact that retaining your best employees ensures customer satisfaction, increased product sales, satisfied colleagues, and reporting staff, effective succession planning and deeply embedded organizational knowledge and learning. Why are we concerned about employee retention now, when we also are talking about a reduced state workforce? The reality of hiring freezes and possibly even layoffs during economic slowdowns means it is critical to focus on retaining and enabling our remaining people to reach peak performance. Lean organizations depend heavily on the performance and quality of current employees. Current employees have specialized, institutional knowledge. Employee retention matters as organizational issues such as training time and investment; lost knowledge; insecure employees and a costly candidate search are involved. Hence, the failure to retain an important employee is a costly affair for an organization. The importance of retaining the best talent in the organization is usually realized by intelligent employers INDIAN INSURANCE SECTOR AT A GLANCE The insurance sector in India is one of the booming sectors of the economy and is growing at the rate of 15-20% per annum. Together with banking services, it contributes to about 7% of the countrys GDP. The sector has completed a full circle in India from being an open competitive market to nationalization, and back to a liberalized market again. The government of India liberalized the insurance sector in March 2000, lifting all entry restrictions for private players and allowing foreign players to enter the market with some limits on direct foreign ownership. Under the current guidelines, there is a 26% equity cap for foreign partners in an insurance company. There is a proposal to increase this limit to 49%. With several reforms and policy regulations, the Indian Insurance Sector has witnessed tremendous growth in the recent past. According to a report by the Associated Chambers of Commerce and Industry of India (Assocham), a growth of over 200% is likely to be seen in Indian ins urance business by 2009-10, in which private insurance business would grow at 140% in view of aggressive marketing techniques. Insurance companies in India are growing vertically and horizontally bringing growth and new employment opportunities. Even after having so many private players in the insurance sector, still the largest company is the government owned, Life Insurance Corporation of India. Insurance sector is an intensively people-oriented business and human resources will be the undoubted differentiator. The quality of work force attracted and retained by insurers and how their abilities and ambitions are harnessed would be the litmus test for the industry. Traditionally, a large number of insurance agents, who work on a commission basis, manage the insurance business. The turnover of insurance agents has usually been high in this business. The insurance sector faces high rates of employee turnover. The highest employee turnover is at the financial advisors (agent) le vel, where the entry barriers are low but targets and work pressures are very high. The insurance companies in India are: Bajaj Allianz Life Insurance Company Limited Birla Sun Life Insurance Co. Ltd HDFC Standard life Insurance Co. Ltd ICICI Prudential Life Insurance Co. Ltd. ING Vysya Life Insurance Company Ltd. Life Insurance Corporation of India Max New York Life Insurance Co. Ltd Met Life India Insurance Company Ltd. Kotak Mahindra Old Mutual Life Insurance Limited SBI Life Insurance Co. Ltd Tata AIG Life Insurance Company Limited Reliance Life Insurance Company Limited. Aviva Life Insurance Co. India Pvt. Ltd. Shriram Life Insurance Co, Ltd. Sahara India Life Insurance Bharti AXA Life Insurance Future Generali Life Insurance IDBI Fortis Life Insurance Canara HSBC Oriental Bank of Commerce Life Insurance Religare Life Insurance DLF Pramerica Life Insurance Star Union Dai-ichi Life Insurance Agriculture Insu rance Company of India Apollo DKV Insurance Cholamandalam MS General Insurance HDFC Ergo General Insurance Company ICICI Lombard General Insurance IFFCO Tokio General Insurance National Insurance Company Ltd New India Assurance Oriental Insurance Company Reliance General Insurance Royal Sundaram Alliance Insurance Shriram General Insurance Company Limited Tata AIG General Insurance United India Insurance Universal Sompo General Insurance Co. Ltd VIEWS OF RECRUITERS IN INDIAN INSURANCE COMPANIES The attrition rate is about 35% in the  ¬Ãƒâ€šÃ‚ rst year of recruitment. This goes down to about 18% by the fourth year. Most of those who drop out are non-performers, as told by the Executive Director of the Kotak Mahindra Mutual Life Insurance Company; he attributes it to the high expectations on the part of the agents. Most people think that they can make a lot of money in a short span of time. It is a high-pressure job. Sustenance requires constant networking and acquiring new relationships that requires a lot of discipline. MD Kotak Life Insurance opines that it is a sunrise industry, many people just want to join the race, but cannot retain the enthusiasm till the end of a year. The attrition rate in the industry is pitched between 14% and 38% at this rate; it will soon rival the 50 per cent churn rate of the ITs-BPO sector. Country Manager, Tata AIG, argues that the industry today is more at an attraction stage; insurers are also attracting a lot of talent from bank ing, Fast Moving Consumer Goods, BPO-IT industries. Head (hr and Admin, HDFC Standard Life Insurance) stated that attrition rates are at 14% in the industry. Companies have to go beyond building a brand to offer the agents careers and let them grow with the market. While retaining employees may be a problem, attracting fresh talent is still relatively easy. The slowdown in the Fast Moving Consumer Goods and Consumer Durables sector and people trained by direct marketing companies like Amway and Ori ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡amme, too  ¬Ãƒâ€šÃ‚ nd a way into selling insurance. Head (hr ICICI Prudential Life Insurance) opines that companies cannot hold on to people, especially among frontline sales force, and this will rise as the market matures, since people are actually experiencing large amount of money coming in. Managing director and CEO (Prudential Life Insurance), the hr challenge is being addressed by offering employees learning and growth opportunities. The company offer s opportunities for cross-functional learning, skills and talent development, thereby expanding ones job pro ¬Ãƒâ€šÃ‚ le. Further, employees also develop a sense of belongingness with the company. Recruiters explain that high employee turnover rates signi ¬Ãƒâ€šÃ‚ cantly increase the investments that are made in the employees. The problem of losing funds in employee acquisition is prominent. Companies invest signi ¬Ãƒâ€šÃ‚ cant amounts of money and time in training in the initial phase; but these investments do not always get converted into actual pro ¬Ãƒâ€šÃ‚ ts. In the case of the insurance industry, each agent level recruitment costs a company nearly Rs.5000, other associated costs of training and administrative service are also involved. Each agent works in a non-productive or partly productive mode in the organization for nearly the  ¬Ãƒâ€šÃ‚ rst 2-3 months. An employee leaving the organization within the  ¬Ãƒâ€šÃ‚ rst 6 months is a bad investment for the company. While most insurers were not willing to share the number of staff members they lost to competitors and other sectors in recent times, industry sources indicate that newer companies like Reliance, Bharti Axa, IDBI Fortis, Pantaloons-Generali and others have been active in fresh recruitment of officials from established companies like ICICI Prudential Life, Birla Sun Life, HDFC Standard Life. LITERATURE REVIEW Researchers have done a literature review on the issues related to the reasons for and consequences of the employee loss and how the management may deal with turnover in various industries, in order to have a fair understanding of the strategies that can be adopted by the Insurance companies. William J Rothwell (May 2008) in his article, Motivating for Retention refers to motivation as a topic of perennial interest. As organizational leaders begin a war for talent, they need to consider new ways to motivate people to stay. Since much research indicates that people often make decisions to leave because of their supervisors treatment with them, it only makes sense to consider ways of improving managers treatment of workers and this article focuses on that particular issue. While many theories of motivation have been proposed, many managers today are looking for ways to retain their most talented people. One way to do that is to focus attention on how a manager treats the workers. This article also offers some thoughts on what behaviors to examine for improvement and has provided two instruments that may be helpful in doing that. Dongho Kim (2006) in his article Employee Motivation: Just Ask Your Employees says that the imperative need of discovering, comprehending and implementing employee motivation has been a principal concern for organizations, managers and even first line supervisors, as employee motivation has been and will be the deciding factor in work performance as well as the success or failure of an organization. The purpose of this paper is to re-emphasize and analyze the necessary components of employee motivation so that the contemporary managers, especially those who are inexperienced, can enhance their knowledge and understanding of employee motivation. If a company knows as to why its employees come to work on time, stay with the company for their full working lives, and are productive, then the company may be able to ensure that all of t heir employees behave that way. The priorities of employee motivational factors change over time, and there is more than one reason why these changes occur. The reasons may be the economic conditions, change of the working environment or industries, labor market conditions, industry competitions, change in the workers attitude etc. An organization must realize that the employee motivation and its process are there to motivate its employees, and hence, the employee input must be valued and included throughout this process. In todays knowledge-based economy, the most challenging task before a HR Manager is to motivate and retain employees. Though various attempts have been made in this direction, there has not been much of success and no one knows as to what exactly is the route to employees heart. Sanjeev Sharma (22 July 2006), in his article, A Right Way to Motivate an Employee is to Win his Heart, focuses on the reasons why motivation is ignored even though it is of greater s ignificance motivation is intangible, drives all human actions, can be observed but not measured and is lost in a twilight zone; he compares motivation to that of a pop-up fly ball which can fall into cracks, if not handled or played effectively. Further, he explains the need for motivation and profile 10 areas that powerfully impact motivation which include economic rewards, promotion and transfers, opportunity to grow, challenging and stimulating work, autonomy, leadership, informal psychic rewards, goals and fun. Helping the management team optimize employees emotions will enable the organization to make significant impact on the primary sources of competitive advantage in todays market place. Beach, Brereton, and Cliff (2003) in their article Workforce turnover in FIFO mining operations in Australia: An exploratory study. examined that the term turnover refers to employee movements that create vacancies within an organizational unit. These vacancies may be the result of resi gnations, transfers, retirements, dismissals, or the completion of  ¬Ãƒâ€šÃ‚ xed term contracts. Jyothi and Venkatesh (2006), in their book Human Resource Management, have told that the application of skill or competence leads to performance and performance is the criterion for evaluating effectiveness. Therefore, a pay-for-competence program enhances productivity and product quality, reduces absenteeism, turnover, and accident rates. Campbell and Baldwin(1993), in their article Recruitment difficulties and skill shortages: an analysis of labor market information in Yorkshire and Humberside, suggest that in many industrialized countries there is a concern that skills shortages and mismatches are appearing in the labor market and that policy makers are aware that recruitment difficulties and skill shortages may reduce the competitiveness of small and large firms. Islam and Rasad (2006) in their article, Employee performance evaluation by the AHP: A case study, stu dies that employee performance appraisal has been practiced by numerous organizations since centuries. Though performance appraisal system has been debated by many, however, overall, it is viewed that performance appraisal is an inseparable part of organizational life. Wu (2005), in his article A DEA approach to understanding the performance of Taiwans steel industries 1970-1996, mentions performance management as a complex problem and it involves various kinds of judgments about which performance measure to use. Evaluation scores depend upon these criteria heavily. Hale (1998) in his article Strategic rewards: Compensation and bene ¬Ãƒâ€šÃ‚ ts management. stated that employers cited recruitment costs of 50% to 60% of an employees  ¬Ãƒâ€šÃ‚ rst years salary and up to 100% for certain specialized, high-skill positions. Bowen and Shuster (1986) in their article American professors: A national resource imperiled. stated that while all constituting elements of an organization are important for its success, it is its enhanced ability to attract and retain the best quality talent that separates it from the others. Abbasid and Holman (2000) in their article Turnover: The real bottom-line. Public Personnel Management sought to determine the impact of employee turnover on an organization and found that excessive employee turnover often engenders far-reaching consequences and at the extreme may jeopardize efforts to attain the organizational objectives. Elangovan (2001) in his article Casual ordering of stress, satisfaction and commitment, and intention to quit: A structural equation analysis. has argued that there is a reciprocal link between organizational commitment and turnover intention, i.e. lower commitment increases turnover intention, which lowers commitment further. Abdul Rahman, Raza Naqvi, and Ismail Ramay (2008) in their article Measuring turnover intention: A study of it professionals in Pakistan. revealed that job sat isfaction and organizational commitment had a negative effect on turnover intentions, whereas perceived alternative job opportunities had a signi ¬Ãƒâ€šÃ‚ cant positive correlation with turnover intentions and is the major factor associated with turnover intention among it Professionals in Pakistan. Van Dick et al. (2004) in their article Should I stay or should I go? Explaining turnover intentions with organizational identi ¬Ãƒâ€šÃ‚ cation and job satisfaction. have also identi ¬Ãƒâ€šÃ‚ ed job satisfaction as a predictor of turnover intention; however, they argue that it is a mediating variable between organizational identi ¬Ãƒâ€šÃ‚ cation and turnover intention. According to their study, organizational identi ¬Ãƒâ€šÃ‚ cation feeds into job satisfaction, which, in turn, predicts turnover intention. Gomez-Mejia, Balkin and Cardy (2003) in their article Managing Human Resources have analyzed that socialization is the process of orienting new employees to the organization or the unit in which they will be working. Socialization can make the difference between a new workers feeling like an outsider and feeling like the member of the team. Zheng and Lamond (2009) in their article Forthcoming Organizational determinants of employee turnover for multinational companies in Asia. found out that training, size, length of operation and the nature of the industry are signi ¬Ãƒâ€šÃ‚ cantly related to turnover. Determining what constitutes high turnover is a complex issue, because there is no simple linear relationship between turnover rates and the social and/or economic performance of companies. Issues ranging from poor job  ¬Ãƒâ€šÃ‚ t, lack of recognition or support from senior management, uncertainty about the organizations future and poor management communication are some of the reasons why people start looking for other opportunities. Reasons that can be attributed to high employee turnover in the insur ance sector are: Being an insurance agent in India is seen as a societal stigma as there is uncertainty of job and income attached to it. People join insurance companies as a part time job or a gap  ¬Ãƒâ€šÃ‚ ller occupation and not as a long-term career. Very few competent people want to become agents owing to low social status attached to it. It is a high-pressure job. It is expected from an agent to understand the customers needs and sell the products accordingly. This process involves a high level of persuasion and a sustained effort for a long period. A lot of people succumb to such pressures. The expectation achievement gap adds to the turnover. Many people are lured to the profession with a high earning potential. However, to earn a decent income, agents require a lot of patience, perseverance, and persuasion in the  ¬Ãƒâ€šÃ‚ eld. During early phase, the earnings of the agents are low despite hard work. This expectation achievement gap leads many of th em to break down in the initial period of joining the profession. Scarce skilled or experienced human resource in insurance market leads to wide scale poaching and head hunting amongst the competitors. The industry has yet to witness mature hr processes, like work force planning, training, motivation, and retention. The lack of preplanned recruitment leads the  ¬Ãƒâ€šÃ‚ rms to indulge in poaching human resources working in other insurance  ¬Ãƒâ€šÃ‚ rms. With insurers having a high percentage of the workforce from multiple sectors (non-domain), the chances of losing employees to other  ¬Ãƒâ€šÃ‚ elds, like Fast Moving Consumer Goods companies or other  ¬Ãƒâ€šÃ‚ nancial out ¬Ãƒâ€šÃ‚ ts, are high. Employee Turnover is perhaps paid the least attention among various employees issues. It is shrugged off as inevitable. Few companies take a proactive approach towards reducing employee turnover. It always includes substantial costs of replacing the key employee who fall into the category of high performers. Replacing includes the costs of recruitment advertisement, referral bonuses, selection testing, training costs, etc. Moreover, turnover results in loss of time and efforts, low productivity, loss of morale, loss of knowledge and so on. DEALING WITH EMPLOYEE TURNOVER Organizations that keep the front line staff motivated and equip them with the right tools are most likely to enjoy long-term superior performance (Rogers and Peccoud 2005). The challenge of creating a dynamic, enthusiastic, motivated front line environment is an opportunity in disguise for organizations. Organizations need employees who are committed,  ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡exible, and ready to participate in decision-making. Retaining such employees in the organizations is becoming imperative in todays competitive environment. Behavioral research studies show that all human activities including jobs are directed towards satisfying certain needs. Patterns of individual behavior and motivation differ, because individuals seek to ful ¬Ãƒâ€šÃ‚ ll different sets of needs in different ways as adopted from their environmental and social backgrounds. Maslow (1943) propounded the Hierarchy of Needs theory originally applied as a general theory of psychological motivation. However , the usefulness of its theoretical model was adopted by organizational theorist McGregor in 1960, who applied Maslows theory in the work place. Later on, the Hierarchy of Needs theory has been adopted and incorporated into applications in many areas in business (Shoura and Singh 1998). In the management  ¬Ãƒâ€šÃ‚ eld, it is an effective approach towards understanding motivation. Motivation is connected to several levels of the needs hierarchy of human beings. Appreciation, love, respect and ful ¬Ãƒâ€šÃ‚ lling work are several motivators other than monetary bene ¬Ãƒâ€šÃ‚ ts that an individual looks for. An attempt is made in the paper to align Maslows Hierarchy of needs to the  ¬Ãƒâ€šÃ‚ ndings of the survey to offer a better understanding of employee turnover. Maslow suggests that each individual aspires for a higher-level unful ¬Ãƒâ€šÃ‚ lled need once they have grati ¬Ãƒâ€šÃ‚ ed the lower order need. An individuals level of aspirat ions rise when needs on lower levels are satis ¬Ãƒâ€šÃ‚ ed. The lower four layers of the pyramid are called de ¬Ãƒâ€šÃ‚ ciency needs or D-needs, physiological, safety and security, love and belongingness and esteem. With the exception of the lowest layer of physiological needs, if these de ¬Ãƒâ€šÃ‚ ciency needs are not met, the body gives no physical indication but the individual feels anxious and tensed. Various levels of Maslows Hierarchy of Needs are analyzed in the perspective of insurance agents: PHYSIOLOGICAL NEEDS: These include the most basic needs that are vital to survival, including the need for water, air, food, and sleep. These needs are the most basic and instinctive needs in the hierarchy. All other needs become secondary until these physiological needs are met. In the perspective of insurance agents, these needs are addressed by the compensation plan. Insurance companies primarily work on incentive-based compensation plans, which lead to income uncertainties. An employee looks forward to a sufficient compensation structure, which would take care of all of his/her basic physiological needs. A robust, safe, and easy to understand compensation plan may retain employees who are striving to materialize their physiological needs. It is necessary for the companies to update the compensation plan with time, so that it ful ¬Ãƒâ€šÃ‚ lls the physiological needs of the individual and his/her family at different stages of their lives. SAFETY NEEDS: Such needs are important for survival, but they are not as demanding as the physiological needs. Desire for steady employment, health insurance, safe neighborhoods, and shelter from the environment could be a few. There are two aspects of the security, which would concern a person in the insurance business. One is the personal physical security while on  ¬Ãƒâ€šÃ‚ eld; and the psychological fear of job security with high targets is the second. SOCIAL NEEDS: Maslo w states that people seek to overcome feelings of loneliness and alienation. This involves both giving and receiving love, affection and the sense of belongingness. This need of an individual gets highly affected in insurance companies predominantly. Individuals do not gain a high status in society, which is attributed to the social stigma of being an insurance agent, and big target pressure causes separation from ones family, friends, and relatives. Employees have been found complaining about not being able to spend ample time with their family and friends. The insurance companies may compensate for this by creating a fun- ¬Ãƒâ€šÃ‚ lled work environment and developing a conducive work environment. Teambuilding initiatives can be taken by mangers to inculcate the sense of belongingness. NEEDS FOR ESTEEM: A normal human desires to be accepted and valued by others. People engage themselves to gaining recognition, attaining a sense of contribution, feeling accepted and self- valued, be it in a profession or hobby. Imbalances at this level can result in low self-esteem or an inferiority complex. Those working as employees in an insurance company are viewed as people of comparatively less ability. The attitude is developed due to mass recruitment undertaken by insurance  ¬Ãƒâ€šÃ‚ rms, where not much focus is placed on selecting suitable candidates. This diminution in esteem leads to leaving the industry on getting a better opportunity. Many companies are focusing on creating a positive image of the industry by using the media, though much is yet to be done. Measures like change in job title and nature of the job could be positive steps in this direction. As the industry matures, the positioning needs a change from being a mere moneymaker option to an industry that provides learning and high growth opportunities. NEED FOR SELF-ACTUALIZATION: Maslow describes self-actualization as a persons need to be and do what he/she was born to do. These need s make themselves felt in signs of restlessness. A person feels on edge, tensed, or lacking something. Insurance companies are providing a career growth path and higher education opportunity for employees as a measure of retaining them. These steps are strides towards ful ¬Ãƒâ€šÃ‚ lling the discontented Self Actualization needs of the employees. Lyon, Ivancevish, and Donnelly (1970) suggested that it is a difficult task in an organization to motivate employees in a way that produces mutual bene ¬Ãƒâ€šÃ‚ ts for both the employees and the organization. An effective motivational model can lead to an employees job satisfaction and achievement of organizational goals. According to Maslow (1971), employees are not likely to seek higher-level grati ¬Ãƒâ€šÃ‚ cations till their lower level needs are relatively met. Maslows hierarchy of needs theory helps managers make workplaces more responsive to employees speci ¬Ãƒâ€šÃ‚ c needs. REASONS FOR JOINING INSURANCE COMPANY A survey reveals that 60% of the employees left the insurance sector in less than 1 year; 22% employees remained in the same sector for 1-3 years; 8% of employees worked in this sector for at least 4-6years; 5% of employees remained in the same sector for 10 years, and 5% had been in the insurance industry for more than 10 years. Some variables were identi ¬Ãƒâ€šÃ‚ ed as possible reasons for joining an insurance company. These were analyzed for their importance and it was revealed that the respondents considered these 10 variables as important: Growth Opportunity Flexibility of Time Challenging Job Reputation of the Company Work Environment of the Company Attractive Salary/Incentive Plans Job Security Peer/Friends Advice Unemployment Earn an Extra Amount VARIABLES THAT LEAD TO JOB SATISFACTION The Job Satisfaction related variables were analyzed for their importance and the analysis reveals that the respondents considered these six variables as important for job satisfaction: Job Security Work Environment Accomplishments Balance in Work and Family Life Monetary Bene ¬Ãƒâ€šÃ‚ ts Career Growth REASONS FOR LEAVING INSURANCE COMPANY Some variables of reasons for leaving an insurance company were analyzed for their importance and the analysis revealed that the respondents consider the following seven variables as somewhat important as the reason for leaving the insurance company: Better Job Opportunity Better Salary Target Pressures No Time for the Family Job Insecurity Relocation Bad Work Culture Hence, it is clear from here that an individuals motive for working may vary according to the nature and potency of the unsatis ¬Ãƒâ€šÃ‚ ed portion of his/her individual hierarchies of needs. It is evident that individuals do not join an insurance company only for Fair compensation and Employment; instead, they also look for job security, ease of working in  ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡exible timing, and career advancement. They look to satisfy multiple levels of needs simultaneously and aspire for a job, which offers a good mix of primary, social, and esteem needs. Individuals leave an orga nization if they are not satis ¬Ãƒâ€šÃ‚ ed with the job, e.g. factors like stress, career advancement, and environment which forced the respondents to leave the organization. Insurance companies may consider offering a distinct proposition to successfully attract and retain the sales force. Managers may design systematic strategies rather than taking a random approach of hit and trial. Researchers conceptualized certain strategies based on the  ¬Ãƒâ€šÃ‚ ndings of the survey. Different needs of the employees could be addressed from the suggestions mentioned below: BREAK EVEN PERIOD (BEP) About 60% of the sales force leaves the company in less than one year. This occurrence leads to incurring a huge cost in recruiting and training of the employees. Companies may focus on retention for a speci ¬Ãƒâ€šÃ‚ ed period of time (break-even period) so as to recover the cost incurred on the employee. This could be formally included as a process while recruiting candidates. Once the break-even period is calculated, strict actions can be taken to ensure that employees do not leave the organization before completion of BEP. One such measure could be getting a bond signed by the employee. There are two factors that have been identified as the major influencers of job satisfaction: Primary Needs and Social Esteem Needs. It is necessary for all levels of managers in sales function to understand that motivation can increase job satisfaction. Companies may focus on the work environment that enhances employee motivation for the job. This includes a conducive and fun-à ƒâ€šÃ‚ ¬Ãƒâ€šÃ‚ lled work environment, suiting to the needs of the young employees. This is essential for compensating the affected social life owning to the nature of the job. A few measures that can be included are: Variable pay package based on performance; Working from home when required for a short term; Sponsored vacations; Job rotation on a periodic basis. It has been revealed that Stress, Career Advancement and Environment, in ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡uence an individuals decision to leave insurance companies. It is suggested that the companies may de ¬Ãƒâ€šÃ‚ ne job roles for a clear understanding of an employee, including clear documentation of the process and the jobs performed. This would reduce the stress levels to a signi ¬Ãƒâ€šÃ‚ cant level. Companies should focus on having education and ongoing learning for the workforce, sponsoring employees on post-graduate programs and treating applicants and employees in the same way as one treats cu stomers. The exercise would help employees in developing their knowledge base and their chances to grow within the organization. 80-20 RULE The  ¬Ãƒâ€šÃ‚ rms concentrate on 20% of the employees who contribute to 80% of the productivity. Companies may identify such employees and their unsatis ¬Ãƒâ€šÃ‚ ed needs in order to formulate individual speci ¬Ãƒâ€šÃ‚ c retention plans. Succession planning is needed for the critical positions in the organization for faster replacement. To reduce poaching of employees within the industry, bilateral agreements between companies should be signed. Basic norms are being put in place and the code of ethics is being stressed by the industry. A Common Database should be maintained by all players of the industry to ensure that they are not cannibalizing each others resources.

Course - 1441 Words

Required Question: Please Describe how you have prepared for your intended major, including your readiness to succeed in your upper division courses once you enroll at the university . As I made my journey into college, I prepared as much as I can for the MCAT. My educational journey does not end with a bachelors in Molecular Biology, but obtaining a medical degree. Ever since I was a little, I always wanted to be a doctor and with that vision it required a lengthy preparation and a lot of studying . For my intended major, Molecular Biology, I took all the required classes for transfer in addition, studying my medical/Mcat books on the side. Given the MCAT covers a broad range of subjects, I decided to expand and take as much classes as†¦show more content†¦Question 1: Describe an example of your leadership experience in which you have positively influenced others , helped resolve disputes or contributed to group efforts over time. Right after high school, I completed my certification of nursing aide. This allowed me to venture into the medical field early on and attain experience. I applied at Creekside Convalescent Hospital and became a well oiled nursing aide machine. After recognition from upper management I transitioned into a leadership role with included overseeing a restorative care program. This included overseeing and redeveloping a not so well structured restorative care program. I was in charge of setting the schedule, dealing with issues among employees,improving collaboration, improving work conditions, re-training the new curriculum of the program to the employees, and changing their way of charting . After making a lot of changes to the program, some employees quit and some stayed. After I while ,with my ideas and with the help of my supervisor we have improved our restorative care program drastically.In the beginning, we had a chaotic program without order and now, we still have some minor iss ues to work out, but it has improved. Here are one-two examples that I chose to demonstrate how my leadership experience has influenced my position and others.After taking over the schedule I decided to change the schedule toShow MoreRelatedI Failed Two Accounting Courses2165 Words   |  9 Pages11-12-2016 Introduction Last year, I failed two accounting courses which were 400 levels. I tried to retake one of the courses because my dad was pressuring me so hard that I should be able to understand much better but I still could not understand the concepts and I found it really hard to catch up with the class. Since this class was a prerequisite class for my major, I was very frustrated. I was getting so much stress from my dad and the course that I had to retake. 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Although my MOI group had a lot ofRead MoreBusiness Plan Development: Door Creek Golf Course8714 Words   |  35 Pagesï » ¿ Door Creek Golf Course Business Plan Development Table of Contents List of Figures and Tables Figure 1: Sales Distribution in Golf Course Industry†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...6 Table 1: Partial Balance Sheet-Assets†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦...14 Table 2: Partial Balance Sheet-Current Assets†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.14 Table 3: Employee Payroll†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦15 Table 4: 3-Year Opportunistic Income†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 1:Read MoreWorking My Pro Shop Assistant Job At Chisago Lakes Golf Course1189 Words   |  5 PagesQUESTION- Describe a time on any job that you held I which you were faced with problems or stresses that tested your coping skills? 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Gas Agency Managment Free Essays

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Psychological Testing in the Workplace

The need to retain employees in organizations has led to extensive use of psychological testing. The testing process involves measuring several human traits that, in one way or the other, affect people’s capability to contribute to the success of any given organization.Advertising We will write a custom essay sample on Psychological Testing in the Workplace specifically for you for only $16.05 $11/page Learn More The testing is crucial in both employee selection and retention processes, and it really assesses an individual’s ability to perform at the workplace. The testing process is valid and has been found to contribute positively to both the organization and the employee (Spector, 2008). Psychological Tests used at the Workplace Psychological testing involves use of specific questions to assess certain human characteristics and traits such as knowledge and skills. The tests also involve measuring certain personality types and interests. The application of the tests varies from one company to the other. Some companies use printed questions while others use online portals in their websites to reach current or prospective employees (Spector, 2008). Personality Test This test targets specific personal behaviors that may affect an individual’s capability to perform in certain specific jobs. It targets individual tendencies and, therefore, results in abundant information on the predictability of an individual’s behavior. In order to ascertain the best candidate for certain positions in an organization, it is important for the organization to carry out an assessment on the personality types of the interviewees. The expected results vary from one kind of job to another. For example, a ranger may need to possess emotional stability traits so as to successfully deliver on the organization’s goals. Emotional Intelligence Test This test is aimed at ascertaining the ability of a person to handle emotions. I t is highly dependent on a person’s state of emotion development, but not on his/her cognitive ability. The relationship that develops between a person and those around him or her is usually influenced by the person’s emotional intelligence. This test is, therefore, valuable in ascertaining an individual’s ability to relate well with others at the workplace especially if he/she occupies a managerial position. These tests are very important in the solution of social conflicts and hence can be used in behavior prediction at the workplace.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Integrity Test This is usually employed during the identification of integrity levels in a person, and it results in the patterns of behavior being quantified. This may facilitate the prediction of dishonesty behavior among the employees. This test has the capability of exposing sabotage and unethic al behavior that may affect the performance of the employees. Personality integrity, which is one form of integrity test has been found to be successful in predicting employee cooperation at the workplace (Messick, 2005). Psychological Testing for Pre-employment or Retention Apart from being used in employee selection, some tests are crucial in employee development processes. Myers-Briggs Type Indicator (MBTI) tests, for example, are used in employment performance evaluation to enhance advancement. Pre-employment situations may demand the application of both emotional intelligence and integrity tests to ascertain the preparedness of the prospective employees to occupy positions in the organizations. It should be noted that when the selection process is carried out effectively there is always a higher retention rate (Spetor, 2008). Validity and Reliability Issues of Psychological Testing Psychology tests that are liable and valid contribute positively to the success of organizations. Reliability refers to the consistency of the results while validity on the other hand refers to the accuracy in measurement of parameters. In order to enhance reliability, it is important for several items to be included during the test of a given personality trait. This will ensure that misinterpretation as a result of one item is avoided (Anastasi, 1997). The validity of Emotional Intelligence Test is still contested by various experts in the field. This is because of the argument by some researchers that it may also involve measuring cognitive abilities of the individuals (Spector, 2008). On the other hand, the validity of Integrity Tests in predicting theft in organizations is still doubted. This is because of the fact that most thieves in the organizations get away without being caught. This makes it hard for an organization to ascertain dishonesty in employees. Ethical Issues in Psychological Testing Techniques used in psychological testing have become specialized over time a nd have therefore been considered to invade people’s privacy. The invasion is promoted by the fact that most organizations openly communicate private information about the employees and thus failing to honor confidentiality agreements. Many employees are usually objected to the idea of communicating the results as it is usually done by most organizations (Boyle, 2006). There have been objections stating that the tests are usually very few and, in most cases, misused by the people in the management of the organizations. The misuse involves using certain tests in a biased manner against people of certain disadvantaged cultural groups (Anastasi, 1997). It should be noted here that the American Psychological Association provides that, the people who accept to take tests have rights that organizations must strive to respect (Boyle, 2006).Advertising We will write a custom essay sample on Psychological Testing in the Workplace specifically for you for only $16.05 $11 /page Learn More Conclusion Organizations that use psychology tests appropriately are likely to get and/or retain the best employee workforce. Although the validity of some of the tests is still questioned by some psychological researchers, a large percentage of companies apply them on a large scale. The Myers-Briggs Type Indicator is applied widely regardless of the fact that it has the least proven effectiveness (Boyle, 2006). It is important for the various researchers that engage in studying the psychological tests to go an extra mile in studying the ethical issues associated with the tests References Anastasi, A. (1997). Psychology, Psychologists, and Psychological Testing. American Psychologist, 67(4), 27-36. Boyle, G. J. (2006). Myers-Briggs Type Indicator (MBTI): Some Psychometric Limitations. Australian Psychologist, 70(4), 51-54. Messick, S. (2005). Personality Measurement and the Ethics of Assessment. American Psychologist, 50(3), 13-26. Spector, P. E. (200 8). Industrial and Organizational Psychology: Research and Practice. Hoboken, NJ: Wiley. This essay on Psychological Testing in the Workplace was written and submitted by user Malachi Dean to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.