Company Law Essay Example | Topics and Well Written Essays - 750 words

Company Law - Essay Example The factual scenario raises various issues in company law relating to the legality of proposed transactions. With regard to the proposed transactions and dissatisfaction of Ergan,Arif and Moshe as minority shareholders in the actions of Pedro and Morgan;this initially raises issues of breach of directors’ duties under the Companies Act 2006. Section 171 of the Companies Act 2006 (CA) provides that â€Å"a director of a company must- a) act in accordance with the company’s constitution, and b) only exercise powers for the purposes for which they are conferred† (CA). Section 175 of the CA further imposes a positive obligation on directors to â€Å"avoid a situation in which he has, or can have, a direct or indirect interest that conflicts, or possibly may conflict, with the interests of the company† (Section 175 of the CA). If we apply this by analogy to the current scenario, it is evident that Pedro and Morgan have awarded themselves pay increases despite t he fact the company is making marginal profits. As such, this would suggest a conflict of interest with the interest of the company. Moreover, the common law and equity impose duties on directors and section 179 of the CA expressly states that â€Å"the consequences of any breach†¦ of sections 171 to 177 are the same as would apply if the corresponding common law rule or equitable principle applied†.... k v Deeks ([1916] 1 AC 554) asserted that directors cannot take advantage of an opportunity or information that belongs to the company without prior approval of the company. The common law fiduciary duty is further bolstered by the provisions of the Company Directors Disqualification Act 1986, where the courts can disqualify directors whose companies have failed as a direct result of their misconduct for periods up to 15 years. Moreover, under section 172 of the CA, there is a new duty deriving from the equitable fiduciary duty principle expressed as a duty to promote the success of the company. To this end, Section 172(1) sets out a non-exhaustive list of guidelines that directors should refer to including (without limitation) the relationship with suppliers and customers, impact of decision on environment and members of the company. It is important to ensure compliance with this and failure to comply cannot only result in exposing the company to potential claims, but can also lead to piercing of the corporate veil for potential actions against the director (Wild, 2009). Furthermore, section 173 of the CA 2006 imposes a positive duty on a director of a company to exercise independent judgment. Section 174(1) sets out the common law duty of care and skill and section 174(2) sets out an objective test similar to the dual obligations test extrapolated under section 214 of the Insolvency Act 1986 in relation to the wrongful trading provisions. In context of the current scenario, this will have a bearing in relation to the concerns regarding the sale of the company’s property at undervalue. Firstly, it is evident that the proposed sale of the company property must be in the best interests of the company under Section 172 of the CA 2006. If the sale at undervalue is not

Xbox Introduction of Kinect Essay Example | Topics and Well Written Essays - 750 words

Xbox Introduction of Kinect - Essay Example It makes game controllers reduce their use of buttons and makes gaming as fast and efficient as possible. The add-on interprets voice commands and allows its users to easily play games in the absence of a game controller (Webb & Ashley, 2012). The devise also senses the movements of its user and also allow them to bark orders. Microsoft also plans to set living room chats with its Kinect product introduced in the market. Microsoft, therefore, intended to use the Kinect to face the competition from other forms of entertainment including music players, mobile phones as well as tablets. In developing the product, Microsoft used a number of methodologies. The company used the E3 convention for video games to announce its products and expansion strategies. It announced the addition of the Kinect add-on for the Xbox 360 to boost entertainment for video game players. Microsoft used social events as ways of market the product. The use of the Xbox 360 to announce events as sports was a major way of developing the product. This included the national basketball association and other events as the national hockey league. The leagues made their programming packages available to fans using the Xbox live. This increased the use of Xbox 360 and consequently the Kinect add-on for the gadget.... Microsoft also used the annual expo for electronic entertainment to market its product. The company showcased its new market entries. The announcement by Microsoft to link with Nike to launch a training program for fitness by the use of Kinect was among the ways in which Microsoft developed the product. Through the device, the fitness of a person is detectable. The company also used the international consumer electronic shows to develop their Kinect product in the market. Laying down formal rules to allow legitimate commercial use of the product was a great methodology used by Microsoft. These include the Kinect-centric experiments geared at reaching a significant share of the market for the product. The use of the product from Microsoft to enable live advertising was a significant step in developing the product. This was through the use of interactive NUads supported by Kinect. The use of Kinect in classroom also formed a significant market among students. Students could use it to l earn by collaborating in projects through the support of avatars. This supported distance learning. Through the different ways of developing the product, it garnered considerable market dominance. It was among the products of the company that made the highest sales within the fastest time after its introduction into the market (Walker, 2012). The development of the product, therefore, was successful given the high sales realized within the shortest time. The sophisticated nature of the software rendered it unbearable for hackers to interfere with the components. The fancy video cameras present in the device put off its hackers. It also had a depth sensor that was sophisticated for hackers to duplicate. Since all the properties of

Immediate Access Storage

Immediate Access Storage Primary storage is also known as Immediate Access Storage and is where data is stored on the main computer memory. An example of primary storage is RAM (Random Access Memory otherwise referred to as RWM (Read Write Memory). RAM is the memory chip stored within the computers motherboard, where data can be read, stored and edited. RAM is extremely fast and is where programs are usually installed, due to its ability to run programs quickly and more efficiently than Secondary storage facilities. Secondary storage is where software and some documents or spreadsheets are stored onto a hard drive or externally onto a device such as a disk, which is easily accessible when required, via any computer or laptop and easily transportable. This is a much slower form of storage but popularly used, as the computers CPU (Central Processing Unit) memory is limited in size and its storage capacity. The information is usually stored on CD ROM; external hard drives; flash memory or USB Pen drives. Secondary storage is permanent and only becomes obsolete in time (when it eventually wears out or is replaced by new and improved technology). Complex functions such as translators for high-level languages and operating systems are placed on ROM memory. (Comp Wisdom, 2006). The ROM memory chip is a viable permanent storage facility for manufacturers, as users are unable to overwrite the information stored on this device. Off-site data storage is non-volatile and is where information is stored at an other location away from the computer, which is accessible from a direct call or via the internet. Off-site data storage is beneficial as a backup if complications arise with the onsite computer system. (No-Moa Publishers, 2000) Table -Differences between Primary and Secondary Storage. (Integrated Publishing, 2010) Primary Secondary Volatile Temporary Non-Volatile Permanent Fast memory therefore expensive Slow memory therefore cheaper Smaller storage capacity (L2 Cache = 2MB) Larger storage capacity Closer to CPU or internal so faster Connects to the CPU so slower performance Examples PROM Programmable Read Only Memory, already programmed by the manufacturer, non-editable. Needs a device to burn to disk and if mistake made cannot be corrected. EPROM Electronically Programmable Read Only Memory. Holds data no power supply, electrically reprogrammed up to 100 times. Stores Calibration data in real time clocks. Other types: DRAM,SRAM, MRAM Other types: ROM cane be read but not overwritten Hard drive, CDs, DVDs, Flash Memory, Magnetic tapes, Offline storage, EEPROM. TE560_21 Figure Image of Primary and Secondary Storage. 2. Virtualization (or hypervisor) is similar to simulation where an identical copy of an operating system is made.Virtualization can be formed for various systems such as: Networks; Platforms; Applications; Desktops; servers and storage devices. This means that multiple virtual machines can be run on a single host (via virtualization),containing its own resources; operating systems and hardware, reducing the risk of software applications from causing complications with each other due to incompatibility errors or conflict. This functionality has also been developed for wireless technology including mobile phones. The benefit of mobile phones having this functionality is that the virtualized environmentà ¢Ã¢â€š ¬Ã‚ ¦would be open to developers or open to the user to add and install applications to customize the phone as they wantà ¢Ã¢â€š ¬Ã‚ ¦ without disrupting the carrier network.(Hazelton, Nov 2008) http://t1.gstatic.com/images?q=tbn:ANd9GcTFeUHVc-xcABcxrH8xDl7q3VWyYoBJL2cIMNNFsQtAB8ebnZIsFigure : Virtualization Image Blue Whale Web Inc, 2010 3. The Home Theater receiver, also referred to as an AV receiver or Surround Sound Receiver, is the heart of a home theater system and provides most, if not all, the inputs and outputs that you connect everything, including your television, into. An AV Receiver provides an easy and cost-effective way of centralizing your your home theater system. Part One discusses the audio factors to take into consideration.http://l.thumbs.canstockphoto.com/canstock4372770.jpg http://www.reevoo.com/decidewhattobuy/wp-content/uploads/2009/03/blu-ray-player.jpghttp://lh5.googleusercontent.com/public/EI_yegmdzg0GsCmGUSyDISl8zD_zZOtAolnYCF6vhX6-kF_MlIBrf8t7XoZLFT3ZJXnx5hIu2mGWXyKVUx1U7xmZEuEXKy2h3atdhqfASFF0xxwpiVuqc_tdn-OUstUeSy_y_MChmYzHM36-XmgODqD1-pTzfQaq8B08 http://lh3.googleusercontent.com/public/iz2Chel5cJXmTnGKs05sR57Qwpsu37fLsLQBaDB8ooEaPykOrG5Sa3k8luyBUldEEVxRdqIdM029Z9fmEfA157F7grt0H_Qlb5-EkHi2e8H8N18Dxm1BIF4NOPeKCeoK6K33CMeniNr9aTLn687u_qA http://t3.gstatic.com/images?q=tbn:ANd9GcTy3tuyNo0QIFkj8zWBJ17fRRIKkq2XWIy5sBlZJCucTuTGSMV1 http://t0.gstatic.com/images?q=tbn:ANd9GcQLIct0K0DjK9t8MWv_WXeB45gIxgH5nnUXuRI1LsDwVuvUugx53w http://t0.gstatic.com/images?q=tbn:ANd9GcT6ejzL49EUDy6dyejZ4aLeoV7YWompLO-MEJ-n7ahkXJoIoaFOewhttp://www.4homecontrol.com/clip_image034.jpg 4. The cloud in network systems is an abstraction of the real system and itscomplex infrastructure. It hides the actual processes and network connections to the user such as servers, routers hubs, switches, cabling and storage (the points of entry and exits) that enable data processing.(Wiley Publishing Incoporated, 1998)The cloud represents the communications network such as network cables, which connect to various devices in order to communicate over short distances or over a large geographical area, similar to that of a telephone infrastructure. 5a. PDF known as Portable Document Formatis a system by which files can be displayed on various applications which is independent of à ¢Ã¢â€š ¬Ã‚ ¦software, hardware and operating systems which they originated from and the computer or printer from which the output originated.(Adobe Systems Incorporated, 2006, p. 33). PDF files have a sophisticated imaging model derived from PostScript page description language (Adobe Systems Incorporated, 2006)which has been redefined to incorporate binary format.PDF files contain universally accepted format of arrays; syntaxes; graphics; imagery and text containing specified instructions objects that allows outputto be consistent across un-similar devices. b. The format for storing, page layout and managing objects is compressed in PDF files via means of fixed, two-dimensional PostScript document.The advantages of using PDF files rather than HTML are:- Files can be encrypted and cannot be tampered with; can have a digital signature which can be for legal issues; images and information can be used as evidence in court, whereas HTML has no security controls. PDF have a low risk of being contaminated by a virus. A PDF file can be password encrypted. PDF reader software which is free of charge whereas HTML requires a Browser window. Font is embedded in a PDF file ensuring that layout and appearance remains intact, whereas HTML font and appearance is defined by the creator which can appear differently depending on browser functionality used. PDF is designed to take appearance of documentation into consideration, whereas HTML concentrates on structure. PDF files hold large data compared to that of HTML.(Adobe Systems Incorporated, 2006) c. PDF has a font embedded system allowing font programsto travel with the document, which are interpreted at the destination by the data structure, which is built into the application or by means of an external font file. This transfers the information into a character which is a graphical shape known as a glyph. The file compresses information which preserves data and maintains the integrity of the original document including its fonts and graphics. (Chuck Geschke, 2004, p. 24) d. A PDF contains 5 object types in relation to graphics, which are embedded into the file and transported with the document these being:- Path Text Inline Shading These objects define the position, orientation, size of text, graphics and bitmap imagery that appear on the page by means of appropriate shading, structure, syntax, colour fill and line strokes. The cleverly designed graphical parameters allow conversion and compression files to make certain discreet changes to the graphics without changing the surrounding environment.The filedetermines the imagery and displays it in the exact layout and position. This is known as the Cartesian co-ordinate system. (Adobe Incorporated, 2006) A vector (object) image is handled similarly, as paths are made up of lines called Bezier curves. (Adobe Systems Incorporated, 2006)The path object transfers these into paths that can be stroked and filled. The output format is then transferred with the file to cater for the imagery. e. There are a number of limitations that a PDF has on the end user these being:- Graphic recognition is time consuming to process documents containing Vector graphics Documents holding certain layouts like magazines and newspapers cannot be deciphered correctly. The documents are un-editable which could affect documents pertaining to lawyers, that require proofreading and alterations by the client. Due to new versions being released on a regular basis with new functionality, causes incompatibilities with documents created by earlier versions. Converting a PDF file back into a formatted word document asPDF does not recognise paragraphs, formatting, headers, footers, indentations, and line breaks. (PDF Tools, 2005) 6. A computer network is divided physically as well as logically. A collision domain (Ethernet segment) is where two or more devices are attempting to transmit packets of data at the same time and are usually contained within a broadcast domain. Devices that are attached to a hub or a switch are within a collision domain. Collision domains are usually divided by a switch or bridgesand use a collision -sensing protocol called CSMA/CD. The basic strategy for this protocol is it detects imminent collisions by abnormalities in the voltage, which occurs in the computer rejecting the corrupted frame (runt). (CISCO, 2006) A broadcast domain (Ethernet LAN) is a logical part of the network that emits data to another device.(Symatech, 2010) DOMAINS Figure This diagram shows the 2Broadcast domains in Green and the 5collision domains in Red. Table This table shows the ISO-OSI layers and the domains. Layer ISO-OSI Layers Whats processed Domain Devices 7 Application Layer Ports, sockets Interaction 6 Presentation Layer Format, encoding Translation 5 Session Layer Messages, communication Controls Dialogue 4 Transport Layer TCP segment Data transfer 3 Network Layer IP Packet, IP Address Broadcast domains. Layer 3 devices stop the flow of broadcast domains IP address, Router, level 3 switch 2 Data Link Layer Frame, Interface cards, adapters Single separated Collision, one single broadcast domain also created. Layer two network devices can divide collision domains. Switches, Bridges 1 Physical Layer Bit Stream Single Broadcast and Collision HUB, Repeaters 7. Von Neumanns architecture comprises of the four main components,see diagram below. This is used in current computers lay the foundation to what is known as the Little Man Computer'(Englander, 2010)the essential criteria for this architecture is the memory which has a stored program concept (Englander, 2010) which allows the programs to be edited. It stores the address in a sequenced address order which has its own memory slot and traced by unique location number. Memory- consists of RAM to store programs and data Control unit is used to fetch information from memory and decodes it and performs operations to complete the task Arithmetic unit performs mathematical calculations Input/output is the interface with the human operator Figure diagram of Von Neumanns Computer Architecture http://computing.llnl.gov/tutorials/parallel_comp An example of entering and adding two numbers is as follows: Take first number and input (the number is now stored in the calculator) store the number (this is stored in memory slot and number is left on calculator) -Input second number (2nd number replace first in calculator) Add first number to second (fetch 1st number from stored address location and add to number in calculator) Display/output result 8. 32 bitswide or 4 Bytes can address 4Gigabytes of memory = 4 (232 = 4,294,967,296). AMD introduced the first 32 bit flash memory device on 5th August 2001 which would allow systems to run 8 x faster than those using standard flash memory. (Advanced Micro Devices Incorporated, 2010). 9. Volatile memory is a term derived from the Latin word volatilis which translated means to fly. This terminology is applied to something that is unpredictable; subject to change; unstable or hostile. The RAM (Random Access Memory) in a computer istemporary (volatile storage), as the information stored is obliterated when the power is either switched off or interrupted, as power is required to retain information stored on the machines memory. Non Volatile memory (NVRAM) is not deleted when the connection between the memory and the CPU (Central Processing Unit) is lost. Devices such as memory disksor hard disk drivesstore informationpermanently untilit is no longer required by the user. RAM, DRAM, SRAM are all forms of volatile memory and ROM and Flash memory are non-volatile forms of memory. Flash memory is widely used in the Automobile manufacturing industries, for car applications to work efficiently. Some cars contain MCUs chips (Microcontrollers), where program functionality are stored using non-volatile memory on the MCU, allowingcar functionality to work correctly such as Cruise control, air bag safety mechanism, engine controls and temperatures.(International Engineering Consortium, 2006)It could be crucial if this information plus vital safety checks were erased every time avehicle is switched off! 10. Figure Data Flow Diagram showing Mixed number in a base other than 10 converted to a Decimal. (Englander, Number Systems, 2010) Display Answer Display Integer and Decimal parts together Convert Fractional Part to base 10 Convert Integer part to decimal Split into Integer number and Fractional parts Start with Mixed number Mixed Number = whole number + fraction Another way to convert a mixed number into a decimal is as follows:- Answer = 2.88 Round answer to two decimal places 2.875 23/8 To get Decimal Divide numerator by denominator Rewrite improper fraction with numerator on top 8 x 2 x 7 Turn mixed number into improper fraction 2 7/8 Start with Mixed number Mixed Number = whole number + fraction

Personal Narrative- September Eleventh :: Terrorism Terror

Personal Narrative- September Eleventh No one knows what tomorrow will bring or may not bring. In the course of the past year, this idea was extremely prevalent. Because of the September tragedy, many people were uneasy and unnerved about daily situations. This concern caused people to look at things in a new, almost like an â€Å"enlightenment† initiator. September the eleventh is a day I will always remember; not only for the obvious reason, but for the important way it affected my feelings towards my family. How could anyone forget the day America was attacked? I remember driving to school on the day of the attack. The Texan breeze brushed fallen leaves across the roadway as I pulled into my high school parking lot. It was a day like any other, or so I thought. During my first period class, I was supposed to play my solo and ensemble piece for one of the band directors so they could help me. As I sat in the office and played a concerto by Mozart on the French horn, the band director listening to me got a cell phone call. I stopped playing so she could answer the phone call. It was the other band director’s wife reporting the attack. The first feeling that came to me was unbelief, but as I walked around the school and saw teachers with their TV’s stationed to news channels I saw the horrific pictures. I later found out that some of my relatives were in the World Trade Center Towers that day. No one knew if they were all right. My family eventually got a phone call reporting that they had gotten out o.k. Another family member was affected by the attack. My dad, who is in the Air force, received a notice and was re-stationed to Minot, North Dakota. He was there for about a year and a half. He may be shipping out soon to go to the Middle East. With everything that had happened, there is no way that the attacks could not have affected me.

Self-Proclaimed Philosopher “Charlotte Perkins Gilman”

Charlotte Perkins Gilman was a self-proclaimed philosopher, writer, educator and an intellectual activist of the women's movement from the late 1890's through the mid-1920's. She demanded equal treatment for women as the best means to advance society's progress. She was an extraordinary woman who waged a lifelong battle against the restrictive social codes for women in late nineteenth-century America. Mrs. Gilman was born Charlotte Anna Perkins on July 3, 1860, in Providence, Rhode Island. She was the grandniece of Harriet Beecher Stowe. She attributed her lifelong talent for speaking and her writing ability to her Beecher heritage. Most of what Charlotte learned was self-taught, since her formal schooling was only about six or seven years. Gilman believed early on that she was destined to dedicate her life to serving humanity. When her lover unexpectedly proposed, she was suddenly torn between work and marriage. After years of debating whether to marry or not to marry, she consented and to the best of her abilities carried on the traditional roles of wife and mother, only to suffer a nervous breakdown. When her treatment of total rest drove her close to insanity, she was cured by removing herself physically from her home, husband, and finally her daughter, and by taking part in and writing about the social movements of the day. Later in life she married her first cousin, George Gilman, and again suffered from depression though not as severely as she had suffered throughout her first marriage. Using her life experiences as a female within a male dominated society, Gilman wanted to redefine womanhood. She declared that women were equal to men in all aspects of life. This new woman she described was to be an intelligent, well-informed and well-educated thinker. She would also be the creator and the expresser of her own ideas. She was to be economically self-sufficient, socially independent, and politically active. She would share the opportunities, duties and responsibilities of the workplace with men, and together they would take care of their home. Finally, this new woman was to be informed, assertive, confident, and influential, as well as compassionate, loving, and sensitive, at work and at home. This vision of the future female went against the traditional role of womanhood, not to mention the concepts and values of family, home, religion, community, and democracy. These views have labeled Gilman as a feminist, but theses ideas clearly have a place within educational history. Gilman showed the need to develop higher learning institutions for teacher education and to offer women a place that would train them to think more critically. She viewed the education of women as an essential part of a democratic society. She felt by educating women and thus feminizing society that gender discrepancies within society would end. Gilman began to explore the issue of gender discrepancy within society in the mid-1880's when she first began her career as a writer. Her first published essays focused on the inequality found within marriage and child-rearing. Her well received short story The Yellow Wallpaper told the story of a new mother who was nearly driven insane by the overwhelming traditional duties piled upon her as a wife and mother. The story mirrored that of her own experiences after the birth of her only child. In her highly successful publication of Women and Economics, she studied the issues of gender discrepancy and the relationship between education and women. Gilman stated that humans â€Å"are the only animal species in which the female depends upon the male for food, the only animal in which the sex-relation is also an economic relation. † She said that women's economic dependence resulted in their being â€Å"denied the enlarged activities, which have developed intelligence in man, denied the education of the will, which only comes, by freedom and power. To Gilman, the liberation of women required education and the opportunity to use what they learned to establish social as well as economic independence. In Gilman's journal called the Forerunner, she said the goal of education was to teach men, women and children to think for themselves instead of excepting other people's opinions as their own. She felt that learning centers at the turn of the century were teaching females with masculine content and philosophy. Gilman maintained that the educational philosophy needed to be changed because it was still too narrow in thinking since masculine traits were defined as human while female traits were defined as something other. She felt that these women were being educated to think like men. Once education was feminized, she believed that women could place an emphasis on social responsibility and specialized knowledge, which would develop them to their full potential. Gilman said that by teaching women to dedicate their lives to the common good that it would free them from the daily household routines and help them to recognize their connection and contribution to the world around them and become active members of the economy. In her work entitled Concerning Children she stated that a civilized society is responsible for raising civilized children and that it was the responsibility of everyone in the community to accomplish this by attending to the needs of its young. In Herland, another of her works, she said that children should start their education in infancy. Well-trained professionals should teach this education since motherhood was not a guarantee of teaching abilities. Throughout her long career as a feminist writer and lecturer, Gilman was never comfortable with labels. â€Å"I was not a reformer but a philosopher,† she wrote in her autobiography. â€Å"I worked for various reforms†¦ my business was to find out what ailed society, and how most easily and naturally to improve it. This method was through education. She used her lectures and publications to teach present and future generations about the possibilities that lay open to them. Gilman's writings about the tensions and struggles between marriage and career, social expectations, and personal goals continue to impact women's decisions. Her arguments have greatly heightened our understanding of the power of social norms on individuals, making Gilman's life and literary works a role model for many. Even though these works were written a century ago, Gilman's view of womanhood and education remains important as society continues to struggle with issues of gender and women continue to struggle for equality and independence. Self-Proclaimed Philosopher â€Å"Charlotte Perkins Gilman† Charlotte Perkins Gilman was a self-proclaimed philosopher, writer, educator and an intellectual activist of the women's movement from the late 1890's through the mid-1920's. She demanded equal treatment for women as the best means to advance society's progress. She was an extraordinary woman who waged a lifelong battle against the restrictive social codes for women in late nineteenth-century America. Mrs. Gilman was born Charlotte Anna Perkins on July 3, 1860, in Providence, Rhode Island. She was the grandniece of Harriet Beecher Stowe. She attributed her lifelong talent for speaking and her writing ability to her Beecher heritage. Most of what Charlotte learned was self-taught, since her formal schooling was only about six or seven years. Gilman believed early on that she was destined to dedicate her life to serving humanity. When her lover unexpectedly proposed, she was suddenly torn between work and marriage. After years of debating whether to marry or not to marry, she consented and to the best of her abilities carried on the traditional roles of wife and mother, only to suffer a nervous breakdown. When her treatment of total rest drove her close to insanity, she was cured by removing herself physically from her home, husband, and finally her daughter, and by taking part in and writing about the social movements of the day. Later in life she married her first cousin, George Gilman, and again suffered from depression though not as severely as she had suffered throughout her first marriage. Using her life experiences as a female within a male dominated society, Gilman wanted to redefine womanhood. She declared that women were equal to men in all aspects of life. This new woman she described was to be an intelligent, well-informed and well-educated thinker. She would also be the creator and the expresser of her own ideas. She was to be economically self-sufficient, socially independent, and politically active. She would share the opportunities, duties and responsibilities of the workplace with men, and together they would take care of their home. Finally, this new woman was to be informed, assertive, confident, and influential, as well as compassionate, loving, and sensitive, at work and at home. This vision of the future female went against the traditional role of womanhood, not to mention the concepts and values of family, home, religion, community, and democracy. These views have labeled Gilman as a feminist, but theses ideas clearly have a place within educational history. Gilman showed the need to develop higher learning institutions for teacher education and to offer women a place that would train them to think more critically. She viewed the education of women as an essential part of a democratic society. She felt by educating women and thus feminizing society that gender discrepancies within society would end. Gilman began to explore the issue of gender discrepancy within society in the mid-1880's when she first began her career as a writer. Her first published essays focused on the inequality found within marriage and child-rearing. Her well received short story The Yellow Wallpaper told the story of a new mother who was nearly driven insane by the overwhelming traditional duties piled upon her as a wife and mother. The story mirrored that of her own experiences after the birth of her only child. In her highly successful publication of Women and Economics, she studied the issues of gender discrepancy and the relationship between education and women. Gilman stated that humans â€Å"are the only animal species in which the female depends upon the male for food, the only animal in which the sex-relation is also an economic relation. † She said that women's economic dependence resulted in their being â€Å"denied the enlarged activities, which have developed intelligence in man, denied the education of the will, which only comes, by freedom and power. To Gilman, the liberation of women required education and the opportunity to use what they learned to establish social as well as economic independence. In Gilman's journal called the Forerunner, she said the goal of education was to teach men, women and children to think for themselves instead of excepting other people's opinions as their own. She felt that learning centers at the turn of the century were teaching females with masculine content and philosophy. Gilman maintained that the educational philosophy needed to be changed because it was still too narrow in thinking since masculine traits were defined as human while female traits were defined as something other. She felt that these women were being educated to think like men. Once education was feminized, she believed that women could place an emphasis on social responsibility and specialized knowledge, which would develop them to their full potential. Gilman said that by teaching women to dedicate their lives to the common good that it would free them from the daily household routines and help them to recognize their connection and contribution to the world around them and become active members of the economy. In her work entitled Concerning Children she stated that a civilized society is responsible for raising civilized children and that it was the responsibility of everyone in the community to accomplish this by attending to the needs of its young. In Herland, another of her works, she said that children should start their education in infancy. Well-trained professionals should teach this education since motherhood was not a guarantee of teaching abilities. Throughout her long career as a feminist writer and lecturer, Gilman was never comfortable with labels. â€Å"I was not a reformer but a philosopher,† she wrote in her autobiography. â€Å"I worked for various reforms†¦ my business was to find out what ailed society, and how most easily and naturally to improve it. This method was through education. She used her lectures and publications to teach present and future generations about the possibilities that lay open to them. Gilman's writings about the tensions and struggles between marriage and career, social expectations, and personal goals continue to impact women's decisions. Her arguments have greatly heightened our understanding of the power of social norms on individuals, making Gilman's life and literary works a role model for many. Even though these works were written a century ago, Gilman's view of womanhood and education remains important as society continues to struggle with issues of gender and women continue to struggle for equality and independence. Self-Proclaimed Philosopher â€Å"Charlotte Perkins Gilman† Charlotte Perkins Gilman was a self-proclaimed philosopher, writer, educator and an intellectual activist of the women's movement from the late 1890's through the mid-1920's. She demanded equal treatment for women as the best means to advance society's progress. She was an extraordinary woman who waged a lifelong battle against the restrictive social codes for women in late nineteenth-century America. Mrs. Gilman was born Charlotte Anna Perkins on July 3, 1860, in Providence, Rhode Island. She was the grandniece of Harriet Beecher Stowe. She attributed her lifelong talent for speaking and her writing ability to her Beecher heritage. Most of what Charlotte learned was self-taught, since her formal schooling was only about six or seven years. Gilman believed early on that she was destined to dedicate her life to serving humanity. When her lover unexpectedly proposed, she was suddenly torn between work and marriage. After years of debating whether to marry or not to marry, she consented and to the best of her abilities carried on the traditional roles of wife and mother, only to suffer a nervous breakdown. When her treatment of total rest drove her close to insanity, she was cured by removing herself physically from her home, husband, and finally her daughter, and by taking part in and writing about the social movements of the day. Later in life she married her first cousin, George Gilman, and again suffered from depression though not as severely as she had suffered throughout her first marriage. Using her life experiences as a female within a male dominated society, Gilman wanted to redefine womanhood. She declared that women were equal to men in all aspects of life. This new woman she described was to be an intelligent, well-informed and well-educated thinker. She would also be the creator and the expresser of her own ideas. She was to be economically self-sufficient, socially independent, and politically active. She would share the opportunities, duties and responsibilities of the workplace with men, and together they would take care of their home. Finally, this new woman was to be informed, assertive, confident, and influential, as well as compassionate, loving, and sensitive, at work and at home. This vision of the future female went against the traditional role of womanhood, not to mention the concepts and values of family, home, religion, community, and democracy. These views have labeled Gilman as a feminist, but theses ideas clearly have a place within educational history. Gilman showed the need to develop higher learning institutions for teacher education and to offer women a place that would train them to think more critically. She viewed the education of women as an essential part of a democratic society. She felt by educating women and thus feminizing society that gender discrepancies within society would end. Gilman began to explore the issue of gender discrepancy within society in the mid-1880's when she first began her career as a writer. Her first published essays focused on the inequality found within marriage and child-rearing. Her well received short story The Yellow Wallpaper told the story of a new mother who was nearly driven insane by the overwhelming traditional duties piled upon her as a wife and mother. The story mirrored that of her own experiences after the birth of her only child. In her highly successful publication of Women and Economics, she studied the issues of gender discrepancy and the relationship between education and women. Gilman stated that humans â€Å"are the only animal species in which the female depends upon the male for food, the only animal in which the sex-relation is also an economic relation. † She said that women's economic dependence resulted in their being â€Å"denied the enlarged activities, which have developed intelligence in man, denied the education of the will, which only comes, by freedom and power. To Gilman, the liberation of women required education and the opportunity to use what they learned to establish social as well as economic independence. In Gilman's journal called the Forerunner, she said the goal of education was to teach men, women and children to think for themselves instead of excepting other people's opinions as their own. She felt that learning centers at the turn of the century were teaching females with masculine content and philosophy. Gilman maintained that the educational philosophy needed to be changed because it was still too narrow in thinking since masculine traits were defined as human while female traits were defined as something other. She felt that these women were being educated to think like men. Once education was feminized, she believed that women could place an emphasis on social responsibility and specialized knowledge, which would develop them to their full potential. Gilman said that by teaching women to dedicate their lives to the common good that it would free them from the daily household routines and help them to recognize their connection and contribution to the world around them and become active members of the economy. In her work entitled Concerning Children she stated that a civilized society is responsible for raising civilized children and that it was the responsibility of everyone in the community to accomplish this by attending to the needs of its young. In Herland, another of her works, she said that children should start their education in infancy. Well-trained professionals should teach this education since motherhood was not a guarantee of teaching abilities. Throughout her long career as a feminist writer and lecturer, Gilman was never comfortable with labels. â€Å"I was not a reformer but a philosopher,† she wrote in her autobiography. â€Å"I worked for various reforms†¦ my business was to find out what ailed society, and how most easily and naturally to improve it. This method was through education. She used her lectures and publications to teach present and future generations about the possibilities that lay open to them. Gilman's writings about the tensions and struggles between marriage and career, social expectations, and personal goals continue to impact women's decisions. Her arguments have greatly heightened our understanding of the power of social norms on individuals, making Gilman's life and literary works a role model for many. Even though these works were written a century ago, Gilman's view of womanhood and education remains important as society continues to struggle with issues of gender and women continue to struggle for equality and independence.

Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay

Job satisfaction is a province whereby an employee is content with the state of affairs around him/her. Satisfaction occurred when you get everything you desire from your work. The accomplishment of one desire to work leads to occupation satisfaction. The desire may be fiscal, prestigiousness, societal acknowledgment or merely to happen something to make or somewhere to travel, etc. Locke ( 1976 ) defined occupation satisfaction as a enjoyable emotional province ensuing from the perceptual experience of one ‘s occupation as carry throughing one ‘s of import occupation values, provided these values are compatible with one ‘s demands. www.4u-2.com/ †¦ /HYPERLINK â€Å" http: //www.4u-2.com/ †¦ /job-satisfaction-of-call-center-employees † jobHYPERLINK â€Å" hypertext transfer protocol: //www.4u-2.com/ †¦ /job-satisfaction-of-call-center-employees † -HYPERLINK â€Å" hypertext transfer protocol: //www.4u-2.com/ †¦ /job-satisfaction-of-call-center-employees † satisfactionHYPERLINK â€Å" hypertext transfer protocol: //www.4u-2.com/ †¦ /job-satisfaction-of-call-center-employees † -of-call-center-employees Bram Steijn ( 2000 ) cited ( Hackman & A ; Oldman 1980 ) that believed a higher occupation satisfaction is associated with increased productiveness, lower absenteeism and lower employee turnover. A batch of research or surveies had been carried out on occupation satisfaction. Many of them are carried out to set up the degree of occupation satisfaction among a group of employees or a profession, many establishes the relationship between occupation satisfaction and concepts like committedness to work, motive at work, managerial attacks, productiveness etc. This chapter will discourse the strengths and failings of many of these surveies and besides highlight how this present research will lend to them.2:1Job satisfaction among the professionalsRoberto & A ; Jon, ( 2003 ) analysed the degree of occupation satisfaction by certified athletic trainers in selected National Collegiate Athletic Association ( NCAA ) Division I-AA establishment holding football programmes. They made usage of an first-class occupation satisfaction graduated table called the Minnesota Satisfaction Questionnaires to roll up the information from the 240 samples around the state, 138 questionnaires were returned among which merely 31 % were immature employees. The one – manner analysis plus station hoc which were perfect were used to analyse the information. The per centum of the immature employees used for the analysis was low. In these present surveies 100 % of the samples will be immature employees in order to set up the factors impacting occupation satisfa ction among them. www.thesportjournal.org/ †¦ /HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † jobHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † satisfactionHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † amongHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-at hletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † athleticHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † trainersHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † ncaaHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-amon g-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † divisionHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † iaaHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † establishments The findings or the consequences of analysis found that there is important difference ( P less than 0.05 ) in trainers ‘ occupation satisfaction and their assorted employment places. While those in high/upper place ( which assume to be among the old employees ) were most satisfied with their occupations, those in low station were non and these are chiefly the helper trainers and alumnus helper ( chiefly immature employees ) . Even though the survey did non advert the theory used, it was established that the older trainers experience greater occupation satisfaction than immature trainers. This present survey will see utilizing some established theories to buttress its findings. The above survey was supported by K. Chandraiah et Al ( 2003 ) ‘s survey that investigated the consequence of Age on Occupational emphasis and occupation satisfaction among directors of different age groups. They made usage of the Occupational Stress Index and Job Descriptive Index to garner informations from the 105 samples out of which 35 were immature employees. One of the consequences of the findings found that the immature employees/managers are more nerve-racking due to the burden of work and thereby occupation unsated. hypertext transfer protocol: //medind.nic.in/iay/t03/i2/iayt03i2p6.pdf. The graduated tables used were good, the samples were good selected in and around Calcutta metropolis but the figure of the immature employees involved were few. This research aims to concentrate on the immature employees who happen to be the future strength of any administration. Patrick & A ; Manuel, ( 2007 ) besides supported the above in their survey that investigated occupation satisfaction among rehearsing pharmaceutics. They made usage of Rasch Rating Scale Model, gathered informations from 5000 samples throughout the United States but eventually made usage of 840 for the intent of informations analysis. One of their findings which I am really much interested in found that the older, higher-wage earning druggists working at independency pattern sites experience greater sum of occupation satisfaction. hypertext transfer protocol: //ijahsp.nova.edu/articles/vol5num4/pdf/hardigan.pdf.This meant that the immature pharmacists/employees in this survey were less occupation satisfied. Ibrahim et Al, ( 2005 ) investigated occupation satisfaction of primary wellness attention doctor at capital wellness part discovered that age affect occupation satisfaction and that the higher the age the higher the occupation satisfaction. This consequence indicated that the immature employees are non occupation satisfied. Ibrahim et Al ( 2005 ) did a really good occupation but the Numberss of immature employees used were few. This survey will utilize 100 % of immature employees as its samples. www.HYPERLINK â€Å" hypertext transfer protocol: //www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf † mejfm.comHYPERLINK â€Å" hypertext transfer protocol: //www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf † /HYPERLINK â€Å" hypertext transfer protocol: //www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf † journalHYPERLINK â€Å" hypertext transfer protocol: //www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf † /July05/PDFs/JobSatisfaction.pd f Sharon and Zhan, ( 2003 ) made usage of bottom-up theory as on one of the theories and questionnaires with high dependability and cogency values in their study of occupation satisfaction of recent alumnuss in fiscal service. One of the consequences of the findings indicated that alumnuss were reasonably satisfied with their occupations and non highly satisfied. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. The usage of immature alumnuss which I can sort as immature employees was first-class but the survey focused on a peculiar professional. This survey will do usage of the bottom-up theory as they did but will include immature employees from other professional Fieldss such as instruction, nursing, call centre, attention workers, conveyance etc. A.O. Okaro et Al ( 2010 ) evaluated the occupation satisfaction degree of Nigeria radiographers working in the South-Eastern, Nigeria. Using 28 item self-completion questionnaires and subsequently analysed the informations with Statistical Package for Social Sciences ( SPSS ) , concluded that Nigeria radiographer working in the South – Eastern are non occupation satisfied with their occupation and would prefer another occupation if given a pick. www.euroHYPERLINK â€Å" hypertext transfer protocol: //www.eurojournals.com/ejsr_39_3_13.pdf † journalsHYPERLINK â€Å" hypertext transfer protocol: //www.eurojournals.com/ejsr_39_3_13.pdf † .com/ejsr_39_3_13.pdf Susan J Linz ( 2002 ) analyzed the nature and range of occupation satisfaction among the Russian workers. The survey was in four different creases, among them was the usage of study informations to place degree of occupation satisfaction by 1200 study participant ; look into the fluctuation in occupation satisfaction explained by differences in worker features e.g. age. Sexual activity. Her findings found that respondents were by and large satisfied with their ain occupation and the sort of work they do in their occupation. It was besides revealed that the older workers ( born before 1965 ) were significantly more satisfied with their occupation and work more than immature workers and older workers besides thought less often about discontinuing. The concentration will be on the immature employees in this survey and will affect merely those in the metropolis. hypertext transfer protocol: //HYPERLINK â€Å" hypertext transfer protocol: //deepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdf † deepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdf. Muhammad Masroor Alam and Jmilha Fakir Mohammmad ( 2009 ) investigate the degree of occupation satisfaction and purpose to go forth among Malayan nurses. The consequences of the survey found that the nurses were reasonably satisfied with their occupation in all six aspects of occupation satisfaction i.e. satisfaction with supervisors, occupation assortment, closing, compensation, co- workers and HRM/ direction policies. They besides found that the nurses perceived a lower degree of purpose to go forth. www.saycocorporativo.com/saycoUK/BIJ/journal/ †¦ /Article_10.pdf In support of the above research and some others, Bram Steijn ( 2002 ) cited Reiner and Zhao ( 1999 ) who reported merely a important consequence of age and Ting ( 1997 ) who reported assorted consequences with important effects for age and race but non for instruction and gender. hypertext transfer protocol: //soc.kuleuven.be/io/egpa/HYPERLINK â€Å" hypertext transfer protocol: //soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdf † HRMHYPERLINK â€Å" hypertext transfer protocol: //soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdf † /potsdam/steijn.pdf Contrary to the above findings and some others Sariye Gaziolu and Aysit Tansel ( 2002 ) observed a non-linear relationship between age and the four steps of occupation satisfaction. This non-linearity showed a U- shaped relationship. Sariye Gaziolu and Aysit Tansel ( 2002 ) cited the survey of Clarks ( 1996 ) and Clarks et Al ( 1996 ) that besides reported significantly U shaped form in age for several occupation satisfaction steps. www.erc.metu.edu.tr/menu/series03/0303.pdf Safdar Rehman Gehazi and Umar Ali Khan ( 2007 ) conducted a survey to mensurate the general and facet specific occupation satisfaction of the caput instructors and the influence of gender and school location on their occupation satisfaction. They made usage of Minnesota Satisfaction Questionnaires ( MSQ ) and self developed Individual Data Sheet ( IDS ) to roll up informations from the respondents. Using the SPSS-10, the findings of the survey showed that ; caput instructors were by and large satisfied with their stations ; the female caput instructors were more satisfied that the male caput instructors and that the caput instructors located in the urban countries were more satisfied than those located in the rural countries. This survey will set up among other things the relationship between the occupation satisfaction and metropolis life utilizing 100 % of metropolis based immature employees. www.usindh.edu.pk/suje/ †¦ /Issue % 202007†¦ /Dr_Umar_Ali.pdf2:2Job satisfaction in relation to other conceptsMany research plants had been done to set up the relationship between the occupation satisfactions and other concepts such as organizational committedness, life satisfaction, compensation, managerial manners, wor king status, personality, etc.2:2:1 Organizational committednessStranglen ( 2009 ) defined an organisational committedness as how employee identifies him/herself with the organisation. L.K. Stranglen ( 2009 ) carried out a research to find whether occupation satisfaction correlates with organizational committedness. 76 nursing place foodservice employees were the participants. Job satisfaction and organizational committedness study were used to roll up the information. The findings of the research indicated that satisfaction with work itself correlates to organizational committedness and to other three subcategories: organizational designation, engagement in the administration and trueness. Harmonizing to the survey, satisfaction with work did non correlate with satisfaction with wage, benefit or operational processs. It was besides found that the old ages employed did non correlate with designation, engagement or trueness for the organizational committedness study. www.minds.winsconsin.edu. Stranglen ( 2009 ) cited the survey of Sneed and Herman ( 1990 ) that found hospital nutrient service employees 29 old ages old and younger were less committed to the organisation than were employees over 30 old ages. Stranglen ( 2009 ) besides cited Shen, Pitt-Catsouphes and Smyer ( 2007 ) , they reported that older employees are more likely to describe high committedness to employer than either immature employees or employees at the mid – life. . www.minds.winsconsin.edu Stranglen ( 2009 ) besides indicated that immature employees scored lower on trueness which was one facet of committedness. Stranglen ( 2009 ) cited Feinstein and Vondrasek ( 2001 ) who found that employees could be more committed to the organisation by increasing compensation, working conditions and bettering policies. All the above research plants indicated that immature employees have less organisational committedness. This I think may be as a consequence of occupation dissatisfaction. This survey will look into the factors that really act upon occupation satisfaction among metropolis based immature employees and besides analyses the possible correlativity between occupation satisfaction and metropolis life, managerial attacks and chance gained at work. The survey will do usage of 100 % immature employees as the participants. Adeyinka, et Al ( 2007 ) investigated work motive, occupation satisfaction and organisational committedness of library forces in academic and research libraries in Oyo State, Nigeria. They used a modified questionnaire tagged â€Å" Work motive, Job satisfaction and Commitment ( WMJSCS ) to roll up the information from 200 library forces. The instrument consisted of 3 parts viz. motive, occupation satisfaction and committedness. The consequences of the survey found that there is a correlativity between perceived motive, occupation satisfaction and committedness although the correlativity between motive and committedness was negative. In other instance, motive is seen as an ingredient that increases employees ‘ public presentation and occupation satisfaction. The findings besides confirmed that there is a relationship between the organisation committedness and occupation satisfaction. This indicated that those employees who are occupation satisfied may be committed to the organisation. www.webpages.uidaho.edu/~mbolin/tella2.pdf2:2:2Life satisfactionAndrew J Wefald et Al ( 2008 ) studied the relationship of life and occupation satisfaction to emerging attitude, utilizing 532 participants of 62 % males and 37 % females. They made used of ego developed questionnaires and many others studies such as Life Satisfaction ( Diener, Emmons, Larsen & A ; Griffing, 1985 ) . The survey found a correlativity between life satisfaction and occupation satisfaction was important at 0.36 ( P less than 0.01 ) . Their hierarchal arrested development analysis revealed that, after commanding for demographic variables, occupation attitude predicted both life satisfaction and occupation satisfaction nevertheless the relationship was stronger for occupation satisf action. www.midwestacademy.org/Proceedings/ †¦ /Wefald, Smith, etal_33.pdf. This survey will analyze a possible correlativity between occupation satisfaction and metropolis life among the immature employees.2:2:3Training and Workplace public presentationMelanie K. Jones et Al ( 2008 ) in their paper analysed the relationship between preparation, occupation satisfaction and workplace public presentation utilizing the British 2004 Workplace Employee Relations Survey ( WERS ) found that workers who receive really short sum of preparation ( less than one twenty-four hours ) in the old twelvemonth are really less satisfied on several dimensions than those who received no preparation at all. They besides considered an interaction between age and preparation and discovered a important aˆÂ ¦. ? ? ? for workers in their mid-thirtiess. The interaction footings used were besides important for those whose term of office is either 2 or less than 5 or 5 to less than 10 old ages. This survey will analyze a possible correlativity between occupation satisfaction and cha nce ( developing, pay etc ) gained from the occupation among the immature employees http: //ftp.iza.orgHYPERLINK â€Å" hypertext transfer protocol: //ftp.iza.org/dp3677.pdf † /HYPERLINK â€Å" hypertext transfer protocol: //ftp.iza.org/dp3677.pdf † dp3677HYPERLINK â€Å" hypertext transfer protocol: //ftp.iza.org/dp3677.pdf † .pdf. Melanie K. Jones et.al ( 2008 ) cited the survey of Siebern-Thomas ( 2005 ) , who found that occupation satisfaction tended to be greater where there was handiness of work preparation. Besides cited Hersch ( 1991 ) , he found that over educated workers were less satisfied than adequately educated workers. hypertext transfer protocol: //ftp.iza.orgHYPERLINK â€Å" hypertext transfer protocol: //ftp.iza.org/dp3677.pdf † /HYPERLINK â€Å" hypertext transfer protocol: //ftp.iza.org/dp3677.pdf † dp3677HYPERLINK â€Å" hypertext transfer protocol: //ftp.iza.org/dp3677.pdf † .pdf2:2:4Job emphasisNilufar Ahsan, et Al ( 2009 ) investigated the relationship between occupation emphasis and occupation satisfaction among university staff in Malaysia ; the purpose of the survey was to place stressor issues that will act upon the academy staffs ‘ occupation satisfaction. They made usage of 300 respondents from the public university in Klang Valley and besides use transver se – sectional analysis, descriptive analysis and arrested development analysis to analyze the information collected. The followers are some of the findings of the study- there was a relationship between direction function and occupation emphasis ; the association between relationship with others and occupation emphasis was non important ; the relationship between function ambiguity and occupation emphasis is important ; the relationship between the occupation emphasis and occupation satisfaction is important. www.euroHYPERLINK â€Å" hypertext transfer protocol: //www.eurojournals.com/ejss_8_1_11.pdf † journalsHYPERLINK â€Å" hypertext transfer protocol: //www.eurojournals.com/ejss_8_1_11.pdf † .com/ejss_8_1_11.pdf Nilufar Ahsan, et Al ( 2009 ) cited the UK survey of ( Townley 2000 ) that indicated that the bulk of the workers were unhappy with the current civilization where they were required to work drawn-out hours and header with big work loads while at the same time run intoing production marks and deadlines. They besides cited ( Alexandros-Stamatios et Al, ( 2003 ) that concluded that direction function of an administration is one of the facets that affect work related emphasis among workers. www.euroHYPERLINK â€Å" hypertext transfer protocol: //www.eurojournals.com/ejss_8_1_11.pdf † journalsHYPERLINK â€Å" hypertext transfer protocol: //www.eurojournals.com/ejss_8_1_11.pdf † .com/ejss_8_1_11.pdf2:2:5Individual and occupation related factorsSariye Gaziolu and Aysit ( 2002 ) observed the occupation satisfaction in Britain sing single and occupation related factors. The four steps of occupation satisfaction considered were ; satisfaction with influence over occupation, satis faction with the sum of wage, satisfaction with sense of accomplishment and occupation satisfaction with regard from supervisors. The paper analysed the above steps of occupation satisfaction utilizing a information of 28240 British employees Workplace Employee Relations Survey ( WERS97 ) and investigated their relationship to single and occupation features. The findings of the survey indicated that adult females were more satisfied with assorted facets of their occupation compared to work forces. They besides observed that satisfaction with the sense of accomplishment and satisfaction with regard from the supervisor reached a lower limit at the ages of 22 and 28 old ages severally. They observed that those with higher degrees of instruction have lower satisfaction than those with low degree of instruction. They besides observed that developing chance in the past twelvemonth led to occupation satisfaction as compared to no preparation. A non-linear relationship between constitution size and the four steps of satisfaction was besides observed.www.erc.metu.edu.tr/menu/series03/0303.pdf2:2:6PersonalityJennifer S. Skibba ( 2002 ) evaluated how personality and occupation satisfaction affect occupation public presentation in employees at a Central Wisconsin fire section. The chief aim of her survey was to see if there was any relationship betw een occupation public presentation, personality and occupation satisfaction. Among other graduated tables used were Cattell ‘s 16 Personality Factors and the participants were all the 38 fire combatants in a local fire section. She found that most of the employees were by and large satisfied with the occupation, work on present occupation and people on present occupation. The survey besides pointed out that most of the employees were unsated with wage, supervising and chance for publicity. The consequences of the 16 Personality Factors graduated table used indicated Warmth and Sensitivity factor as the lowest while the highest mean was found for the Self-Reliance factor. Job satisfaction was positively correlated with the personality factors of animation, leading possible and self-esteem but was negatively correlated with laterality, tenseness and independency. Jennifer S. Skibba ( 2002 ) cited Abraham ( 2000 ) that found that personality cynicism was the best forecaster of occupation satisfaction. hypertext transfer protocol: //www2.uwstout.edu/content/lib/thesis/2002/2002skibbaj.pdf Muhammad Masroor Alam and Jmilha Fakir Mohammmad ( 2009 ) cited Purani and Sahadev ( 2007 ) who argued that while issues like supervisory behavior and compensation signifier a portion of the micro issues sing a gross revenues individual ‘s battle with the organisation, the overall policies and schemes sing the forces is associated with a macro position with respect to the individual ‘s rating of the organisation. Muhammad Masroor Alam and Jmilha Fakir Mohammmad ( 2009 ) saw compensation as one of the most extrinsic indexs of occupation satisfaction and argued that this dimension determines the degree of occupation satisfaction of employees by cognizing how much they are satisfied with the wage or compensation or any other security their occupations have provided to them. They cited Churchill et Al ( 1974 ) that considered compensation as one among the dimensions of occupation satisfaction among gross revenues people. www.saycocorporativo.com/saycoUK/BIJ/journal/ †¦ /Article_10.pdf2:3:0JOB SATISFACTION – Theory2:3:1Bottom-up theory and the top-down theory.Sharon and Zhan, ( 2003 ) conducted a research to explicate how two societal theories compete to explicate what determines occupation satisfaction: the â€Å" bottom-up theory † and the â€Å" top-down † theory. The bottom-up theory fundamentally indicates that individuals have desires and they will be glad if their desires are met or satisfied. The sum of positive and negative effects is used to set up felicity. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. If the positive effects are larger than the negative effects, persons will judge their life as happy. Sharon and Zhan, ( 2003 ) explained that top-down theory indicates that there is â€Å" a planetary leaning to see things in a positive manner. † In other words, all persons have a desire to be happy and this attitude will be the major influence on their lives. Therefore, feelings about occupation satisfaction are generated in one of two ways: from the underside up by adding positive effects and deducting negative 1s, or from the top down by the diffusion of one ‘s desire to be happy. ( Sharon and Zhan, 2003 ) hypertext transfer protocol: //www.bls.gov/opub/cwc/cm20030522ar01p1.htm2:3:2Maslow ‘s Hierarchy of NeedsStranglend ( 2009 ) cited and explained Maslow ‘s Hierarchy of Needs as the theory that is based on a hierarchy of demands. Besides cited Bor, Kraft and Sjunnesson, 2007 ) that indicated that the theory can be showed as a pyramid that has five degree s get downing from physiological, safety, love/belonging, regard and so self-actualisation which are grouped as lack demands. Maslow believed that to actuate an single he/she must run into the basic demands of nutrient, shelter and heat, and so travel to the following degree until he/she reached the highest degree self-actualisation, a degree where one purses interior endowment, creativeness and seeks fulfillment. www.minds.winsconsin.edu.2:3:3Herzberg ‘s Two – Factor TheoryStranglend ( 2009 ) , besides Herzberg ‘s Two – Factor Theory that was developed by Frederick Herzberg. The theory suggested Satisfaction and Dissatisfaction are influences upon employees from two factors known as Incentives ( intrinsic factors ) and Hygiene ( extrinsic factors ) . ( Allen, 1998 ) . hypertext transfer protocol: //www.imdb.com/title/tt0120533/ . The factors affect motive at workplace. It was further explained that Dissatisfaction is related to fortunes near to the work environment such as working conditions, security, wages, quality of supervising and relationship with colleagues instead than from the occupation itself. Deficiency of any of these conditions could do dissatisfaction but has small consequence on long-run satisfaction. These factors are referred to as hygiene or care factors by Herzberg. Satisfaction is the relationship to the occupation itself or aspect from it. This includes the nature of occupation, acknowledgment, accomplishment, personal growing and promotion. Herzberg regards them as incentives. www.minds.winsconsin.edu.2:3:4Locke ‘s Value TheoryStranglend ( 2009 ) besides cited and explained Locke ‘s Value Theory. A portion of the theory indicated that satisfaction is achieved when occupation consequences the employees receive matche those results they desire. It besides indicated that the more consequences people value and receive from the occupation, the more they are satisfied and frailty versa. Stranglend ( 2009 ) besides cited ( Greenberg and Baron, 1997 ) who stated that the chief intent of Locke ‘s theory is understanding the disagreement between what one desires in a occupation and what one has in a occupation that affects satisfaction. For illustration, if one desires to be recognised in a occupation and that same employee received acknowledgment, he/she will be satisfied. If such an employee was non recognised, he/she may be dissatisfied. www.minds.winsconsin.edu.2:3:5Expectancy TheoryExpectancy Theory emphasised that employees are motivated to make their occupations when they achieve what they want or really expected from the occupation. It besides explains the function of motive in the overall work environment. Stranglend ( 2009 ) besides cited ( Greenberg and Baron, 1977 ) who stated that an of import portion of anticipation theory is motive coupled with an employee ‘s expertness and capablenesss, function perceptual experience and chance which influence occupation public presentation. There are managerial methods of anticipation theory that can assist to actuate employees. Harmonizing to them, good directors will inform the employee what is expected from and will assist them to make the coveted degree of public presentation. www.minds.winsconsin.edu.2:3:6Equity theoryA.O. Okaro et Al ( 2010 ) cited the equity theory which views motive as reliant upon the demand for just intervention ( Porter, 1961 ) and the end or purpose theory which postulates that public presentation is determine by the end to which an employee is committed ( Vroom, 1964 ) Stranglend ( 2009 ) the theory explains that the employee is satisfied if the input ( disputing work, making ) is equal to the end products ( wages, benefits ) . This is what it ‘s referred to as equality. www.minds.winsconsin.edu.2:3:7Job Characteristic ModelRajah ( 2009 ) cited Hackman and Oldham that proposed the Job Characteristic Model, which states that there are five core occupation characteristic which impact three critical psychological provinces. The five nucleus occupation characteristic accomplishments assortment, undertaking individuality, undertaking significance, liberty and feedback. All these are combined together to organize a motivative possible mark. The three critical psychological provinces are experient meaningfulness, experient duty for results and cognition of the existent consequences. All these influence work outcomes ( occupation satisfaction, absenteeism, etc ) . ( Rajah, 2009 ) hypertext transfer protocol: //www.slideshare.net/roadies_virus/job-sat isfaction-18814812:4:0Job satisfaction – The graduated tablesIn mensurating occupation satisfaction of the employees, the most common agencies of informations aggregation is Likert Scale. Others are yes/no inquiries, true/false inquiries, points systems, checklist, and forces pick replies. ( Rajah, 2009 ) The major and common graduated tables used for mensurating occupation satisfaction apart from the ego developed questionnaires are:2:4:1The occupation descriptive index ( JDI ) :Stranglen ( 2009 ) explained that the graduated table or questionnaire is based on yes, no or a inquiry grade replies. The inquiries are based on how satisfied the employees are about their occupations and non on how they feel about it. The scale consists of five aspects of occupation satisfaction which are ; satisfaction with colleagues, satisfaction with the work itself, satisfaction with the wage, satisfaction with the chance for publicity and satisfaction with supervising. ( Greenberg and Baron, 1997 ) as cited by Stranglen ( 2009 ) . Many research workers had made usage of this graduated table. www.minds.winsconsin.edu. This survey will do usage of this graduated table to look into the factors that really act upon occupation satisfaction among metropolis based immature employees.2:4:2The Minnesota satisfaction questionnaires ( MSQ )Strangled ( 2009 ) explained MSQ as a graduated table that is developed into two signifiers. The short signifier that contains 20 points step overall satisfaction. The long signifier contains one hundred points and steps 20 aspects. Harmonizing to ( Greenberg and Baron, 1997 ) in ( Strangled, 2009 ) , the graduated tables allow the employees to rate their dissatisfaction to satisfaction about assorted facets of aspects of the occupation. Besides harmonizing to them, the higher the mark on the Likert scale the higher the satisfaction. www.minds.winsconsin.edu. MSQ have been used by tonss of research workers. For illustration, Safdar Rehman Gehazi and Umar Ali Khan ( 2007 ) cited McCann ( 2001 ) who made usage of MSQ in his survey to mensurate the occupation satisfaction of managers in California and Dutka ( 2002 ) besides use the same questionnaires in his survey on occupation satisfaction and organisational clime relationship for female decision makers of higher instruction establishment. Roberto & A ; Jon, ( 2003 ) besides made usage MSQ to analysed the degree of occupation satisfaction by certified athletic trainers in selected National Collegiate Athletic Association ( NCAA ) Division I-AA establishment holding football programmes. www.thesportjournal.org/ †¦ /HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † jobHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † satisfactionHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protoco l: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † amongHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † athleticHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † trainersHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer pr otocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † ncaaHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † divisionHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † iaaHYPERLINK â€Å" hypertext transfer protocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † -HYPERLINK â€Å" hypertext transfer pro tocol: //www.thesportjournal.org/ †¦ /job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions † establishments2:4:3The occupation satisfaction study ( JSS )This graduated table was originally developed by Paul Spector ( Field, 2002 ) cited by Strangled ( 2009 ) to measure occupation satisfaction for the human service organisations. It has 36 inquiries based on a Likert graduated table with nine aspects that assess attitudes and facet of the occupation. There are four points within each of the nine aspects. Some of the inquiries in the graduated table demand to be rearward when marking. Richard A. Murray ( 1994 ) made usage of somewhat modified version of JSS to look into occupation satisfaction of professional and paraprofessional library staff at the University of North Carolina at Chapel Hill.2:4:4The occupation diagnostic study ( JDS )Siti Zawiah Dawal and Zahari Taha ( 2006 ) made usage of the JDS to look into the relationship between occupation satisfaction, occupation characteristic and environmental factors that affect work design in two automotive fabrication companies in Malaysia. www.penerbit.utm.my/onlinejournal/44/A/JTJun44A5.pdf

Law of Constant Composition in Chemistry

Law of Constant Composition in Chemistry In chemistry, the law of constant composition (also known as the law of definite proportions) states that samples of a pure compound always contain the same elements in the same mass proportion. This law, together with the law of multiple proportions, is the basis for stoichiometry in chemistry. In other words, no matter how a compound is obtained or prepared, it will always contain the same elements in the same mass proportion. For example, carbon dioxide (CO2) always contains carbon and oxygen in a 3:8 mass ratio. Water (H2O) always consists of hydrogen and oxygen in a 1:9 mass ratio. Law of Constant Composition History Discovery of this law is credited to the French chemist Joseph Proust, who through a series of experiments conducted from 1798 to 1804 concluded that chemical compounds consisted of a specific composition. Considering John Daltons atomic theory was only just beginning to explain that each element consisted of one type of atom and at the time, most scientists still believed elements could combine in any proportion, Prousts deductions were exceptional. Law of Constant Composition Example When you work with chemistry problems using this law, your goal is to look for the closest mass ratio between the elements. Its okay if the percentage is a few hundredths off. If youre using experimental data, the variation might be even greater. For example, lets say that using the law of constant composition, you want to demonstrate that two samples of cupric oxide abide by the law. Your first sample was 1.375 g cupric oxide, which was heated with hydrogen to yield 1.098 g of copper. For the second sample, 1.179 g of copper was dissolved in nitric acid to produce copper nitrate, which was subsequently burned to produce 1.476 g of cupric oxide. To work the problem, youd need to find the mass percent of each element in each sample. It doesnt matter whether you choose to find the percentage of copper or the percentage of oxygen. Youd simply subtract one of the values from 100 to get the percent of the other element. Write down what you know: In the first sample: copper oxide 1.375 gcopper 1.098 goxygen 1.375 - 1.098 0.277 g percent oxygen in CuO (0.277)(100%)/1.375 20.15% For the second sample: copper 1.179 gcopper oxide 1.476 goxygen 1.476 - 1.179 0.297 g percent oxygen in CuO (0.297)(100%)/1.476 20.12% The samples follow the law of constant composition, allowing for significant figures and experimental error. Exceptions to the Law of Constant Composition As it turns out, there are exceptions to this rule. There are some non-stoichiometric compounds that exhibit a variable composition from one sample to another. An example is wustite, a type of iron oxide that may contain 0.83 to 0.95 iron per each oxygen. Also, because there are different isotopes of atoms, even a normal stoichiometric compound may display variations in mass composition, depending which isotope of the atoms is present. Typically, this difference is relatively small, yet it does exist and can be important. The mass proportion of heavy water as compared with regular water is an example.

A Stage Model for Transitioning to Kam Essays

A Stage Model for Transitioning to Kam Essays A Stage Model for Transitioning to Kam Essay A Stage Model for Transitioning to Kam Essay A stage model for transitioning to KAM Iain A. Davies, University of Bath, UK* Lynette J. Ryals, Cran? eld School of Management, UK Abstract This paper investigates the under-researched area of key account management (KAM) implementation through a systematic review of the literature, syndications with a panel of industry exemplars, and a survey investigating how organisations implement KAM. Through this we identify a stage model that identifies not only how companies currently transition to KAM in practice, but also suggests how they could improve their chances of success in transitioning to KAM. We demonstrate the fundamental elements of a KAM programme and the extent to which companies feel KAM has met their pre-implementation expectations. Keywords Key Account Management, Strategic Account Management, Sales management, Industrial marketing, Implementation INTRODUCTION Key Account Management (KAM) has emerged, over the last 30 years, as one of the most significant trends in business-to-business marketing practice (Abratt and Kelly 2002; Homburg et al. 2002). It focuses on adding value to relationships and creating partnerships with a company’s most important and strategic customers (Ewart 1995; McDonald et al. 2000). The emergence of KAM has been driven in companies of all sizes by an increase in large, powerful, global, centralised purchasing customers becoming the norm across multiple industries; KAM provides our current best model for servicing these customers (McDonald et al. 997). Despite the rapid growth in the use of KAM by companies, research into the process of KAM implementation and how companies transition from traditional sales to KAM orientation has been scarce (Kempeners and Hart 1999; Napolitano *Correspondence details and biographies for the authors are located at the end of the article. JOURNAL OF MARKETING MANAGEMENT, 2009, Vol. 25, No. 9-10, pp. 1027-1048 ISSN0267-257X print /ISSN1472-1376 online  © Westburn Publishers Ltd. doi: 10. 1362/026725709X479354 1028 JMM Journal of Marketing Management, Volume 25 1997; Sengupta et al. 997; Wengler et al. 2006; Zupanic 2008). This is a gap that urgently needs to be filled. Without some agreement about which approaches to KAM implementation work (and which do not work, called for by Zupanic 2008), there is a danger that companies will continue to struggle or even fail to implement KAM appropriately (Homburg et al. 2002; Napolitano 1997). In this paper we use empirical evidence to develop a cross-industry stage model of how companies transition to KAM, including what elements of a KAM programme they implement through this process and the success this has led to. We identify the elements of KAM implementation programmes through an in-depth systematic review of the literature. Using a survey based on this input we investigate 204 companies with explicit, formal KAM programmes and build a model of the key principles important to KAM implementation over time. A syndicate of seven leading companies was also used in isolation of the results of the survey to add context and analytical input. The synergy between the two methods provides a robust and original contribution to both KAM practice and literature. KEY ACCOUNT MANAGEMENT The emergence of relationship marketing in the late 1980s led to a growing interest in getting and keeping customers through relationship management (e. g. Christopher, Payne and Ballantyne 1991; Gronroos 1994, 1997; Sheth and Parvatiyar 1995; Aijo 1996; Gummesson 1997). Relationship marketing was extended and developed during the 1980s and 1990s, particularly in business-to-business markets where formalised programme s of customer management have gained increasing importance including: national account management (Shapiro and Moriarty 1980, 1982, 1984a, 1984b; Stevenson 1980, 981; Tutton 1987; Wotruba 1996; Weilbacker and Weeks 1997; Dishman and Nitze 1998); major account management (Barrett 1986; Colletti and Tubridy 1987); and, more recently, to manage the most strategically important relationships of the business, KAM (Wilson 1993; Pardo, Salle and Spencer 1995; Millman and Wilson 1995, 1996, 1998; McDonald, Millman and Rogers 1997; Abratt and Kelly 2002; Homburg et al. 2002) or even Global Account Management (Yip and Madsen 1996; Millman 1996; Millman and Wilson 1999; Holt 2003). For ease of use we will continue to use the acronym KAM to refer to these related bodies of work. KAM is a systematic process for managing business-to-business relationships that are of strategic importance to a supplier (Millman and Wilson 1995). It first emerged as a response to the pressures placed upon supplier companies by globalisation, increasing customer power, procurement sophistication and the need to find new ways to work with the most important customers (Pardo 1997; Wengler et al. 2006). It involves the adoption of collaborative ways of working with customers rather than traditional transactional and adversarial relationships (McDonald Woodburn 2007). Therefore it represents a fundamental change in the way companies operate their sales and marketing functions, not leading to a tactical shift in operations, but a more broad ranging change management programme (Storbacka et al. 2009). Studies in the early 2000s found a substantial concentration of supplier business into a decreasing number of key accounts, and that the service demands of such key accounts were increasing (Gosman and Kelly 2000, 2002). The ability to extract better service levels and, possibly, lower prices from suppliers meant that the benefits Davies and Ryals A stage model for transitioning to KAM 1029 to the customer of being given preferential treatment are clear and indeed there is evidence that customers may demand or instigate KAM amongst their suppliers for such reasons (Brady 2004; Homburg et al. 2000; Wengler et al. 2006). Therefore close collaborative relationships with suppliers are thought to yield between 10% and 100% more value than less collaborative nes for the customer (Hughes Weiss 2007). The benefits of KAM to the suppliers are less clear-cut, since customers may try to â€Å"bargain away† benefits in the form of lower prices (Kalwani and Narayandas 1995) sometimes resulting in relationships with the largest customers becoming unprofitable for suppliers (e. g. Cooper and Kaplan 1991; Reinartz and Kumar 2002). Napolitano (1997) goes as far as to suggest that the majority KAM programmes a ppear ineffective as a result. This shows that the benefits to suppliers of KAM are not automatic and require careful management. Although evidence exists that long-term relationships with larger customers can pay off for suppliers through higher revenues and faster growth rates (Bolen and Davis 1997), even where power asymmetries are considerable (Narayandas and Rangan 2004), we still lack a clear generalisable view of how companies implement KAM, and the respective levels of success this achieves (Kempeners Hart 1999; Sengupta, Krapfel and Pusateri 1997; Wengler et al. 2006). We therefore explore this in our next section. IMPLEMENTING KEY ACCOUNT MANAGEMENT There is limited research on how KAM is implemented. A few scholars have attempted synthesis of the existing research to form frameworks and surveys for further research on KAM implementation (Homburg, et al. 2002; Wengler et al. 2006; Zupanic 2008) and a similar process has been undertaken for this paper. Table 1 (overleaf) represents a synthesis of the elements that the literature suggest firms implement as part of their formal KAM programmes. Broadly speaking, these elements represent the core components to most KAM implementations, with suppliers doing more or less of certain activities at different stages of the KAM programme’s life cycle. In Zupanic’s (2008) synthesis the elements of KAM are separated into the activities of the individuals within the organisation (Operational KAM) and those at the organisational level (Corporate KAM). Although a neat separation, the activities of the individual in a formal KAM program are likely to be driven from an organisational level decision and as such we have not separated these out in our analysis because we are interested in what the organisation is attempting to implement. Furthermore, we have not differentiated the elements of KAM based on the A-R-A model (Activities – Resources – Actors) as undertaken in the seminal work by Homburg et al. (2002), because we are interested in the elements of KAM that companies are implementing, rather than the artefacts or interested parties which result from implementation. This is a fundamental difference in how we look at KAM in this paper compared to both Homburg et al. (2002) and Zupanic (2008). We are investigating KAM as an ongoing transitioning process rather than the pre-existing, fully implemented programme assumed in these previous works. For instance, of the eight typologies which result from the Homburg, et al. (2002) synthesis and survey, only two types of KAM [1] Top management KAM and 4) Cross-functional dominant KAM] represent effective KAM programmes and there is little explanation of what these KAM programmes are like or how the organisations achieved them. 1030 JMM Journal of Marketing Management, Volume 25 TABLE 1 Elements of KAM implementation in the literature Elements of KAM Implementation Senior manager buy-in Papers Brady 2004; Homburg et al. 002; Montgomery et al. 1998; Napolitano 1997 Napolitano 1997; Workman et al. 2003; Yip and Madsen 1996 McDonald et al. 2000 Description Manger buy in is necessary for success Increased overall knowledge of KAM improves A pioneer often pushes KAM through the organisation Company wide knowledge of KAM A KAM Champion Active involvement of top management in KAM An organisational culture that supports KAM Napolitano 1997; Millman and Manger buy in and active Wilson 1999 ; Workman et al. involvement is necessary for 2003 success Homburg et al. 002; Millman and Wilson 1999; Pardo 1999; Workman et al. 2003 Culture is one of the three biggest influences on KAM implementation in MW and HWJ discuss espirit de corps Espirit de corps Everyone in the organisation understanding KAM Defined key account selection criteria Homburg et al. 2002; Brady 2004; Reisel et al. , 2005; Workman et al. , 2003; Yip and Madsen, 1996 Gosselin and Bauwen 2006; McDonald et al. 2000; Ojasalo 2001; Spencer 1999; Wong 1998 Gosselin and Bauwen 2006; McDonald et al. 2000; Ojasalo, 2001 Customer portfolio matrix Clearly identified key accounts Individual key account plans Identify those accounts that are growth attractive McDonald et al. 2000; Ojasalo, Each account should be 2001; Ryals and Rodgers, planned separately to ensure 2007 appropriate service Evaluation procedure in KAM is lacking Social exchanges such as KAM can provide competitive benefits Strategic relationship can lead to mutual investment Look at the lifetime value of customers Evaluation procedure in KAM is lacking Cont’d A well developed Napolitano 1997 feedback process with key customers Joint activities with key accounts Joint investment with key accounts A business case for KAM Targets for key accounts Koka and Prescott 2002; Workman et al. , 2003 Koka and Prescott 2002; Ojasalo, 2001 Reinartz and Kumar 2000, 2002 Napolitano 1997 Davies and Ryals A stage model for transitioning to KAM 1031 Elements of KAM Implementation Benchmarking against other organisations for KAM Measurement of the performance of the KAM programme Appointed Key Account Managers Fully trained Key Account Managers Papers Napolitano 1997 Description Evaluation procedure in KAM is lacking Evaluation procedure in KAM is lacking Skill sets for KAMs are different to those in sales Montgomery et al. 1998; Napolitano 1997; Ojasalo, 2001 McDonald et al. 1997; Weeks and Stevens 1997 McDonald et al. 1997; Ojasalo Skill sets for KAMs are different to those in sales 2001; Shetcliffe 2004; Weeks and Stevens 1997; Yip and Madsen 1996 Alonzo 1996; Guenzi and Pardo 2007; Arnett et al. 005 Clear move since the mid1990’s towards teams of sales and account managers Account managers are usually rewarded with higher salary and less bonus KAM organisations should be differently structured to Sales organisations formalised arrangements for accounts lead to improved co-ordination Key accounts are better served and therefore the managers need influence over gaining the necessary service levels Key account should get higher service levels Key account should get higher service levels KAM teams Specific motivation and Ryals and Rodgers 2006a; reward schemes for Weilbaker 1999 Key Account Managers Changes in organisational structure to accommodate KAM Coletti and Tubrity 1987; McDonald et al. 1997; Millman and Wilson 1996; Pardo 1999 Established policies Gosselin and Bauwen 2006; and procedures for McDonald et al. 2000; Senn handling key accounts 1999 Key Account Managers having good access to internal resources Ojasalo 2001, 2002; Workman et al. 003; Ryals and Humphries 2007 Differentiated and higher service levels for key accounts IT support for KAM Workman et al. 2003; Ivens and Pardo 2007 Brady 2004; Ojasalo 2001; Workman et al. 2003 The other six typologies [2) Middle management KAM; 3) Operating level KAM; 5) Unstructured KAM; 6) Isolated KAM; 7) Country Club KAM; 8) No KAM] represent either highly inefficient KAM (typologies 2, 3, 5 and 6) or are not a formal KAM programme (Typologies 7 and 8). This may be an artefact of the sampling method because only 9% of the respondents were actually Key Account Managers (Kams), but this still leaves us with little understanding of how companies could implement KAM better, or move from one of these inefficient models to a better performing, more robust model. Wengler et al. (2006) provide us with a detailed exploration of some of the 1032 JMM Journal of Marketing Management, Volume 25 rationales for companies implementing KAM, as well as a limited exploration of what the programmes can look like. Indeed Wengler et al. (2006) indicate this same tendency to view KAM implementation as a long transitioning process when they suggest â€Å"Implementing Key Account Management thus requires a lot of coordination effort and intensity (Moon and Gupta 1997) and often seems to be a long-lasting, laborious process† [p. 108]. They are also able to identify that companies are utilising customer prioritisation processes, changing the role of Kams in the organisation and defining different levels of responsibility for the KAM programme. However their low respondent numbers (only 49 respondent companies had actually implemented KAM) and limited exploration of the different elements of KAM still leave us with few generalisable indicators of how companies transition from sales-led to KAMled organisations. This considerable gap in the previous research is explored in this paper RESEARCH APPROACH AND METHOD To meet our exploratory research objective of understanding how companies transition to KAM we developed a 7-point Likert scale survey applicable across industries based on the literature summarised in Table 1. We specifically targeted companies with existing formal KAM programmes and sought information around three research questions: Why they implemented KAM; to what extent the elements of a KAM programme were implemented; and, how successful their KAM programme had been. The aim was to gain broad insight across multiple industries. For a field of research in its third decade it is surprising that the KAM literature has still produced few generalisable empirical insights. The majority of the extant literature is conceptual (Cheverton 2008; Ojasalo 2001, 2002; Pardo et al. 2006; Piercy and Lane 2006a+b; Ryals and Holt, 2007 etc. ), with the majority of empirical work preferring case studies (Helander and Moller 2008; Natti et al. 2006; Rogers and Ryals 2007; Ryals and Humphries 2007; Spencer 1999) or interviews (McDonald, Millman and Rogers 1997; Pardo 1997; Zupancic 2008), which, although useful for building rich context and new insights, offer little in the way of generalisability. Much of the existing quantitative research, as summarised in Table 2, suffers in terms of generality due to small sample sizes (most too small to use with ANOVA, MANOVA, SEM or LCM packages effectively without data augmentation through bootstrapping), and surprisingly few studies actually investigate key account managers (Kams), preferring to focus on customers or colleagues to gain insights. Both of these could be explained through the difficulty in identifying Kams within organisations because: they rarely have KAM in their title, are few in number compared to their sales or marketing equivalents, and are sometime not well known within their own organisation as distinct from either of these two groups. Problems of this sort affected earlier pilots of this study and to overcome this we targeted Kams specifically through executive education programmes, as did Guenzi et al. (2007, 2009), McDonald et al. 1997), Montgomery et al. (1998), Ryals and Rogers (2007) and Wengler et al. (2006). The survey sample comprised attendees at a series of KAM-specific executive educational programmes, making it a highly purposive sampling method. To gain a large enough sample size the data took 3 years to collect; analysis of variance (ANOVA) tests between the years of collection suggested no significant differences Davies and Ryals A stage model for transitioning to KAM 1033 TABLE 2 Summar y of quantitative studies in KAM Authors Guenzi, Georges Pardo Ivens Pardo Ivens Pardo Ryals Rogers Guenzi, Pardo Georges Gosselin Bauwen Wengler, Ehret Saab Reisel, Chia, Maloles Arnett, Macy Wilcox Homburg, Workman Jr. , Jensen Georges, Laurent; Eggert, Andreas Workman, Homburg Jensen Abratt Kelly Homburg, Workman Jr. , Jensen Montgomery, Yip Villalonga Sengupta Krapfel Sharma Year Survey’s target Sample Size 127 297 297 37 127 115 91** 353 60 385 102 385 190 385 191 176 109 % of Which KAMs 100% 0% 0% 43% 100% 100%* 1 8. % 0% 50% 9%†  0% 9%†  48% 9%†  0%†¡ 100% 0% 2009 KAMs 2008 Purchasers 2007 Purchasers 2007 International companies + customers 2007 KAMs 2006 Account Managers 2006 Sales Engineers 2005 Operations 2005 Selling teams 2002 Head of Sales Organisation 2003 Purchasers 2003 Head of Sales Organisation 2002 KAMs and Customers 2000 Head of Sales Organisation 1998 Senior International Execs. 1997 NAMA members 1997 Purchasers 100% is assumed as the actual figures are unreported, the evidence shown elsewhere however may suggest this assumption is in error ** Only 54% actually had a KAM programme †  49% of the sample were Sales and Marketing VPs indicating a responsibility for KAM, however 171 (45% of the sample) had no formalised KAM Programme according to the results of the Homburg et al. , 2000 paper. †¡ GAM survey with only 136 reported using GAM between collection years. Over the 3 years a total of 286 delegates attended these events and 212 surveys were returned, eight of these indicated they did not yet have a formal KAM programme leaving 204 usable surveys (71. 3% response rate). Surveys were handed out before the commencement of the course to be completed during registration and collected as the course began, to minimise the impact of the course on the responses (Table 3, overleaf, shows descriptive statistics for the respondents). 1034 JMM Journal of Marketing Management, Volume 25 TABLE 3 Descriptive statistics on respondents Number Region of companies UK North America Northern Europe Southern Europe Middle East and North Africa Australasia Industry Service Professional Financial Service Industrial Complex Manufacture Manufacture Unknown Years in Sales/KAM 1-5yrs 6-10yrs 10-15yrs 15-20yrs 20-25yrs 25-30yrs Years of KAM Programme 6 48 48 41 49 18 204 49 63 40 36 12 4 204 77 46 53 28 204 113 22 38 18 9 4 204 DATA TESTING AND ANALYSIS A second method was used to add greater depth and clarity to our definitions and understanding of transitioning to KAM through a year-long syndication with senior representative of seven mixed-industry companies with a strong track record of KAM (although not identified in this research for reasons of commercial sensitivity, some of these companies have previously been used as exemplars in other scholars work, including Yip and Bink 2007; Ryals and McDonald 2008 and Eccles et al. 2009). All were companies with established KAM programmes and they cooperated with the principle aim of identifying a process for implementing KAM that could be transferable across industries. They provided a 5-phase model of implementation running through Scoping KAM (Yr 1), Introducing KAM (Yr 2), Embedding KAM Davies and Ryals A stage model for transitioning to KAM 1035 (Yrs 2-4), Optimising KAM (Yrs 4-6), and Best Practice / Continuous Improvement (Yrs 6 and over). They were adamant that, across all their industries, it takes at least this long to have a properly-established KAM rogramme and that, especially in the later years, re-engineering KAM was always needed. They did however admit that the Scoping KAM period is a theoretical â€Å"ought to happen† stage as, in reality, it happens in parallel with, or even after, implementation. We therefore merge Scoping and Introducing KAM phases and show them as one initial 2 year Introducing KAM phase. These insights were used to segmen t data for analysis purposes and provide structure for demonstrating the process of transitioning to KAM. Analysis was conducted using mean comparison tests to identify differences between groups within the data. ANOVA assumes normality of data, which rarely occurs with Likert scales. Kolmogorow-Smirnov and Shapiro-Wilk normality tests demonstrated that 18 of the 25 elements of KAM distributions were probably not normal, mostly cause by -/+ kurtosis. However, visual inspection of the Normal QQ diagrams suggest that 20 of the elements appeared evenly distributed and 16 of the items passed the Levene test, again suggesting fairly even distribution. Bearing all these in mind we conducted and compared both Kruskal-Wallis H nonparametric and Games-Howell Post-Hoc ANOVAs as they both have reduced distribution assumptions. We found almost unilateral agreement between the two tests so report the more powerful and more easily interpreted Games-Howell Post-Hoc ANOVA. RESULTS The first important result from the data was the lack of significant differences based on industry. We found the only major area of difference amongst the four industry groups was in relation to how successful the respondents thought their companies were at KAM, with the professional and financial services companies rating themselves significantly higher and manufacturers significantly lower than the other groups. This suggests that at least the elements of KAM are similar across industries. The main area of difference however emerged when we segmented the data based on the timescales suggested by our transitioning syndicate, breaking the data into four groups based on the age of their programme (Table 4 shows the Games-Howell results for the elements of the KAM programme and Table 5 shows the success measures). We discovered that, as the syndicate had indicated, there was a general progression of gearing up and implementing, rejuvenating and expanding the KAM programme which provide a statistically significant ifference between groups in the different stages of transitioning to KAM. On the vast majority of scales the companies were implementing elements of KAM at a noticeably increasing rate over the life span of the programme. This indicates that, firstly, the programme takes many years to put in place and, secondly, that there is a progression through the different elements the organisation focuses on in each stage. Figure 1 synthesises what the syndicate said and what the data represent about the transition to KAM. Figure 1 (overleaf) shows KAM to be relatively slow to take off when introduced but then builds up rapidly during the Embedding and Optimising stage before slowing into a process of Continual Improvement. We also see this pattern replicated in Table 4 (overleaf) where the extent to which companies are implementing different elements of KAM is limited all the way up to the end of year two, but then begins to rise rapidly, before slowing after six years. The best example of this is Senior manager 1036 JMM Journal of Marketing Management, Volume 25 FIGURE 1 Transitioning to KAM summary High Revise program to new knowledge Restructure org. and processes Involve top Mgt. Redefine program Become customer centric Rejuvenate program Become more selective Expand knowledge in org. Continuous Improvement Capability Gear up Locate Champion Build the case Appoint KAMs Define KA’s Introducing KAM 1 2 Embedding KAM 3 4 Time (yrs) 5 6†¦ Train specialist KAMs Indiv customer plans . Targets and Measurement Optimising KAM Low buy-in (4th from bottom) where the average extent of buy-in within Introducing KAM companies is relatively low, before a significant (at the