Effect of Blow Moulding on Bottle Weight and Dimensions

Effect of splatter Moulding on feeding bottleful system of weightsing and DimensionsAbstractBlow musical model, which is also called blow forming, is a manufacturing routine for deed of yap-form plastic products. The present report is intended to deal with the effect on bottle weight, bottle dimensions and machine issue of the various process factors. By reference to Rheological properties of plastics, the correlation between the share assess and fuck fixity, flux temperature, die swell, bottle thickness were discussed. Also, the influences of elongational viscousness were suggested.1. IntroductionBlow forge, also known as blow forming, is a process use to produce hollow productions by blowing thermoplastic molten tube into the convention of a mould cavity.Generally, blow moulding can be divided into three main types including stretch blow moulding, injection blow moulding, and lump blow moulding. In this experiment, extrusion blow moulding was studied to attempt the effects of process variables on bottle weight, bottle dimensions and machine take.In extrusion blow moulding, plastic particles are melted into fluid with arouse applied. Then the melt plastic is extruded through a die, forming a hollow tube, which is usually called a parison. After that, the parison is captured by closing it around a mould. Next, air is pumped in to the parison when the ends of the parison keeps sealed at the mould office line during forming. The parison deforms, forming a shape very closed to the mould. The mould is undefended after the component is well cooled. Finally the component is ejected and the procedures are repeated. much and more products are made.In this experiment the plastic particles are full(prenominal)- absorption Polyethylene, the density of which ranges from 0.941 to 0.967 g/cm3. The in spunky spirits-density Polyethylene is preferred for production by blow moulding as it is more rigid and usually has a matt terminus compared with L ow-density Polyethylene.2. ExperimentalEquipmentHayssen extrusion blow moulding machineMaterialsHigh density polyethylene (HDPE), Blow moulding grade, BS2581, Borealis.ProceduresFirstly, HDPE particles were pumped into the hopper though a pipe. After that, the parameters of process variables and the temperatures of different zones were set according to turn off 1 2, respectively. Then the machine was set in automatic mode and continuous bout. Each congregation needs 10 samples, marking 1 to 10. Before the Process Variables were changed, the weight of parison extruded per unit minute was measured. Finally weight of each bottle, was measured along with thickness distribution along the length circumference.3. Results And DiscussionsExperimental ResultsThe original records including weight of bottle, bottle thickness distribution, output regularise and crew speed are shown in attachment I. In addition, the numeration of share step and modified prison length are shown Appendix II and the general results are summarized.Experimental DiscussionsInfluences Of Machine Variables On Bottle Weight And DimensionsGenerally the bottle weight and dimensions is influenced by screw speed, thaw temperature, and vent metre.Screw speed. By comparing grouping A and group C, it is clear shown that output rate increasing with the increasing screw speed due to low viscosity and high school die head pressure. By referring to the rheological properties of plastic, thickness and weight of group A should be high than that of group C, because the higher sagging brings decreasing of weight and thickness. However, the records of the experiment do not accord with the theoretical analysis. The reason is that the machine is too old. thaw temperature. By comparing Group C and Group D, it is found that the bottles of group D are lighter and smallner than those of group C. The higher the melt temperature is, the depress the viscosity of polymer is. Lower viscosity reduces bottle wei ght and dimensions. outlet time. By comparing Group A and Group B, the result is that the bottles of group B are lighter and thinner than those of group A. If the vent time is too all of a sudden, it will cause insufficient cooling and less sagging. divvy up BehavioursAccording to the comparison = (6Q)/ (WH), the results of apparent share rate are stipulation in turn off 4 (all steps in calculation is shown in Appendix II).Experiments runsABCDShear post (s)234.94232.86398.41458.62Table 4 Apparent clip rateGenerally shear rate is related to screw speed, melt temperature, die swell and bottle thickness.Screw speed. The output rate is proportional to the screw speed. According to the equation = (6Q)/ (WH ), as the mean circumference (W) and die gap (H) are immutable in this equation, the shear rate () increases as output rate (Q) increases, in other words, screw speed increases.Melt temperature. The viscosity of polymer becomes lower at higher melt temperature. Lower viscosity r esults in high output rate (Q), which brings out a higher shear rate (). spoil swell. An increase in die swell results in a lower linear output rate. Since extrusion is usually continuous, further adjustments to the process dynamics are sometimes inevitable. Parison length sensors are available, to ease the effects of the conundrum. In consequence, larger die swell results in larger output rate, which brings out larger shear rate. In one word, shear rate is proportional to die swell.Bottle thickness. Bottle thickness is related to the viscosity of polymer. Higher viscosity results in lower shear rate. So, shear rate increase as bottle thickness decrease..Elongational BehavioursAccording to the equation L= (gtL)/ (2), the results of Modified Parison Length are (all steps in calculation is shown in Appendix II).Experiments runsABL(mm)0.5660.944Modified Parison Length (mm)17.56617.944According to Table 5, it can be found that the long-dated the cycle time is, the longer the parison b ecomes. The result can be explained in this way the parison will be elongated if more time is given under the gravity force.The elongational viscosity is influenced by molecular weight and temperature. High molecular weight and high temperature cause a decreasing of the elongational viscosity.4. ConclusionsBlow moulding is a manufacturing process for production of hollow-form plastic products. Process variables have the effects on bottle weight, bottle dimensions and machine output. Specifically, high screw speed, low melt temperature, and short vent time results in the increasing of bottle weight and thickness. High screw speed, high melt temperature, large die swell and thin bottle thickness lead to high shear rate. Longer cycle time results in larger parison length. High molecule weight and high temperature cause a decreasing of the elongational viscosityReferences1 A. W. Birley, B. Haworth and J. Batchelor, Physics of plastic, Hanser, 19912 Edwin G. Fisher, Blow moulding of plas tics, The Plastics Institute, 1971

what is reflective accounts

what is reflective accountsThe effectual and organisational requirement on equally, diversity, discrimination and right are, when u drubing with your fellow or team member you should provide equal right to everybody.I have to defend the batteries of the hoist, brake of the wheelchair, provide safe environs to harbor my servicing drug substance ab user from whatsoever harm.My duties and reponisibitilies are to provide safe environment and safe from risk e.g. if my returns user spill the tea on the floor so I should clean it immediately and put alter sign so I can safe my service user or other slipping down.Data shelterion 1998, e.g. If I imbibe any bruise on my service user so I should report it, inform it and record it and put sign and date to harbor myself.If Im shifting my service user from chair to fare so I have to check the brakes of the chair and the screw so he/she should safe from risk.If the floor is wet so I have to put wet sign on the floor so protect me a nd my co-worker from any danger, harm.E.g. iodin morning it was free swear by to my service user and I left the shower gel out the cupboard after few seconds I saw my service user trying to open it I took it from her and I locked in the cupboard. Now frontwards whenever I give disinfect to my service user I unplowed things properly.E.g. unity time my service user had a fall so I called for overhaul is reamed loudly for help I was with my service user all the time so my other supply came to help me .so my staff nurse she checked all the body part see any bruises, then she took observation, we put him on the bed by hoist.The purpose of make out a supervision its ingenuous for every staff involve in incidents and emergencies.E.g if ardor happened so every staff knows what to do how handle the plague.By care plan, by manager-co-worker-information book-BoardIf Im examine and distress so it effect on my work and Im non participate in works ignore my service user and my co-w orker. If Im termination to work so I should be relax myself co-operate with my co-worker.In my work of puzzle, there is so numerous different cultures people,e.g. one time one of my co-worker she is white, she said to me that she is not attend Asian woman because she is from Asia ,so I said to her that this is discrimination you shouldnt do like this. You should give equal right to every service user because they all are equal to us.E.g. I have to foster my service user if they wants to go to shopping and express their of necessity and preferences so they feel they are independence .They have right to express to their needs and preferences.I have to promote their health and care by apprisal them to have proper meal and drinks, encourage my service user to immerse whatever they want, according to care plan.If a diabetes service user likes sweetened tea I have to explain to her or him that it is not good for your health, it is very risky to your health.When we all are working to removeher so sometime conflicts come up we should resolve between each other so we can work properly. If we can solve it we should go manager and judge for help.I should involve my service user in activities e.g. playing games,cards,music,painting,but small-arm activities I should see the risk,e.g if Im playing games with my service user I have to stay with them because they can put anything in their sass or whole painting they drink the fluent. So environment should be hazard free.I have to store equipment e.g. if Im giving wash to my service user and I left washing molten outside the cupboard so he/she can drink the liquid so I have to store the liquid when I discharge my work.E.g. when I go to work and attend my service user to get out of the bed I should wash my hand before I give wash to my service user and after giving him/her wash I should wash my hands to control the contamination and infection.In my work of place, i kept all hazardous and no-hazardous things in pr oper place and equipment in proper place and waste should be in clinical waste, like gloves, apron in yellow bag so we should protect me and service user, co-worker from any dander and harm.E.g. if Im going to get my service user out of the bed so initial of all I should check the brakes of the hoist, brakes of the wheelchair, batteries of the hoist, so I protect me and my service user from any harm.In my work of place, e.g one time suddenly fire occur some of the area in the nursing home, so we all come to assembly point we check the fire panel and we discover fire is which Zone so one of them go upstairs to check the Zone but when we discover it was erroneous alarm, Now we all know if in emergency what should we do.E.g. if fire occur-arise the alarm-call 999-inform staff on duty-never use the lift.Call for help shoutly-never leave the service user alone-make recovery positionE.g. if fire happened I should break the glass so everybody knows that its a fire alam.call for help shou tly clear the environment, do not use the lift.

Business Model Of Zara In The Fashion Industry Commerce Essay

Business prototype Of Zara In The Fashion Industry Commerce EssayEstablished in 1975, Zara is wizard of the most successful sell merchants of todays military personnel. Their clear focus and vision has make them to tap the power of the devise. Operating in 62 various countries it has about around 2500 stores all over the world. Zara under the flagship of Inditex, (a holding company hardened in Northwest Spain) is a musical mode imitator, it comprehends what its customers desire and then designs and manufactures match to their expectations. Zaras vexation working modelling is quite diverse from the other retailers this makes them entrap out in the market. It has promoted the message of high forge at a lesser cost across all countries through its unique and different selling techniques.The Sustainability of ZaraUnderstanding and comparing the Business strategy and the financial differences of Inditex and its study foe will help in understanding the sustainability of Zara in the transnational app argonl market. Gap which is one of Zaras major competitors sells the same range of swap with a less windy style. HM (Hennes and Mauritz) a threatening competitor too has been quick to internationalize, which allows them to gain exchanges in countries outside their internal Sweden. HM in addition is more attentive when write downing new markets and tends to enter one country at a time, as opposed to Zara who multitasks globally. furthermore its been known that HM has 85% current assets in its business where as Zara has only(prenominal) 50% of current assets. This shows that Zara has more of fixed assets and its current assets ar quite fast moving as seen in its business put.Spains hearty-liked gull Zara, aims to offer the up-to-the-minute catwalk style at the most affordable price. Zaras women and mens parade is divided into common chord categories.With a unique product strategy Zara comes up with 14,000 designs per year, with new designs appearing in the stores globally, twice a week.It generally focuses on performing key activities differently in its supply chain which is 2-2.5 months that makes it sustainable and sets challenges for its competitors. The key factor that makes Zaras design sustainable is the wide assortments of whisking bud purpose interpretations of catwalk products as customers these days prefer spending on education, healthc ar, electronics and travel, then on attire due to recession.Another factor that makes Zara prolonged is its store location and layout. Although products ar at inexpensive rates, their aristocratic stores layout makes it feel exclusive as they ar large, swish and centrally located. The company doesnt spend much on advertizing as it believes to give the added value to their customers rather than spending on grass promotion. While its rivals start planning their lines on average nine months onwards they hit the shelves, Zara has a reputation for instant reaction to fashion trends and fast restocking of stores. Zara rout out make on new line, from the initial concept to when it arrives in the shop, in just three weeks.In addition theZara technology makes the designers in daily contact with store get awayrs, discussing which items are most in necessity and which are not. (Bmelie, 2006). Zara recruits talented young designers and trains them to take swift decision. This way it has re-thought the fashion business and developed into a concept of its own and its efforts are because focused on reducing the time between design and sale which means that its production cycle is entirely different from fashion celestial sphere norms. The focus on market changes means that 85 percent of products are manufactured in the season they are sold.The Retail EnvironmentIn the retail surround, the cycles of products, sales volume and analysis and direction of locations are conveyed to the designers by store manager and sals associates so that Zara designers in Spain can quickly suffice to customers preferences during seasons.Moreover, no stock holding concept has seen to be the most large(p) idea of Zaras retailing strategy while rest of fashion retailer keep conducting traditional function of buying and holding stock. This strategy indicates that Zara requires a speedy interaction with current fashion trend. All new items are introduced twice a week and presented in store shelves in only two weeks. Reducing the cost by controlling stock amend Zaras earnings and retailing efficiency.In terms of manufacturing, Zara obtains grey fabric to get the most flexible in-season updating, and to turn it into various kinds of garments very easily. In addition, the scoop out benefit is that grey fabric suits for its basic black suckion. Additionally, Zara buys fabric un-coloured and semi-processed one based on the immediate their designers need which colours up close to the selling season, couple with making the clothes itself. These help Zaras manuf acturing fast, no more than few days, while other competitors companies take up to months (Dutta, 2002). Thus, Zara is able to develop a new product line within three weeks. (Michael A. Hitt, 2008)(Ghemawat, 2003). Zara has excellent international strategies both in manufacturing and retailing which been organized and conducted well leads Zara become one of most successful case in fashion industry.Customer orientation and the par arrive suppleness form the bases of Zaras business model. Its 480,000 straight meter centralized distribution system is capable of handling 60,000 garments per hour. The market habilitate is always in development and movement. The distribution channel is the lucre which links producers with users yet international distribution strategies are difficult to manage since distribution structures differ from one country to the next (Keegan Green, 2003).Below is the model depicting the factors on which one can determine the sustainability of Zara.The Win- Win schemeDiscussed below are the ways in which Zara has shown its influence on the retails spots and the fashion market. These impacts can be seen as affirmative as well as negative. In the high-speed racing with fashion industry, there is no one that is better than ZARA. So what makes Zara a true winner amongst others?The answer isZara has highly affected the fashion industry in a short hybridize of time. It has fashioned a position for itself in the middle of the crammed full retail market. There are a number of key positive influences of Zaras model in fashion industry. Firstly, Zaras highly effective supply chain can get product to store in a week, whereas traditional clothing retails spend more time, usually one or three months. This provides customers with latest collections each time they visit the store and also more options to plunk down from. Secondly, Well-developed IT syste has certain benefits it increases productivity, which accelerates to improve quality, increases the work intensity and the complete IT system provides the software system support for the successful operation in the fashion industry.Zaras successful business model not only maximizes the profit and saves time but also they provide an excellent business example for the whole fashion industry. at last Zaras successful business strategy provides as a study example for the other fashion companies around the world. For example, Chinas famous fashion blade -Metersbonwe, follows Zaras model. In 2009, Metersbonwe costumes opened Terminal Direct-oriented work, which was a huge adjustment to their retail network and for which they spent nearly one billion Yuan in a nationwide purchase.As the proverb goesevery coin has its two sides, there are some unconstructive impacts of Zara in fashion industry. First of all, confronted with such a thorny issue, Zara has been accused of flagrant pricy, which it denies. And theres perhaps a certain amount of snobby in the implication that a company from an obscure receding of northern Spain has no right to ape catwalk styles (Mark Tungate, 2005). In addition, Zaras design, they directly collect and copy the new fashion information all over the world through the network. Zara might require paying a large payment due to Plagiarism problem. This has seriously affected the integrity of the fashion industry. US market poses as a big unique challenge for Zara, as its not able to have the same impact over the States as it has on the rest of the world. In the present highly fragmentize nature of fashion retailing it has become necessary for Zara to differentiate itself from its competitors in the North American market. All these difficulties oppose Zara to establish themselves in the culturally diverse background and to have an impact on the US market. cultureGiving a tuff competition to the luxury brands such as Dior, Channel, Armani and many others Zara is entering into the luxury brand market through its stigmatisation and marke ting strategy. It dresses women, men and kids in a sexy retail environment which might appear to look quite expensive and exclusive than what it in reality is. A well-known U.S publishing institution in one of their releases referred to a very remarkable concept fast fashion, and predicted that Zara will be the consumer trend for the next decade. Nevertheless, under the economic crunch, Zara is facing unprecedented competition and challenges in global fashion market. It truly is a global fashion brand and the day is no far when it will be considered as a fashion icon in the fashion industry.Journal Articles from electronic sourceExpansin-Empresas. 2003. Spains Best Brands. obtainable at http//www.brandchannel.com/features_effect.asp?pf_id=197 Accessed on 9th January 2010Baiidu. 2010. Available at http//baike.baidu.com/ face/Access on 7 January 2010Virki, T., 2009. World teens cutting spending on clothes, games. Available at http//uk.reuters.com/article/idUKTRE58E6CQ20090915 Access ed on 10th January 2010BooksJackson, T. and Shaw, D. (2001) FASHION BUYING AND merchandising MANAGEMENT. PLGRAVE Publish. Pp 114-115 120 -127 134 174-176Hines, T. and Bruce, M. (2007) Fashion market Contemporary issues. Elsevier Ltd. pp 28-33 40-50 55-61Keegan, W.J. Green M.C. (2003) Global Marketing 3rd edition, New Jersey, Prentice Hall.Journal ArticlesYing,F., Carmen, L. 2009. Internationalization of Spanish brand Zara. Emerald Journal article, Vol.13 No. 2Mazaira, A., E. Gonzalez, Avendano. R. The role of marketing communication on company performance. Emerald Journal Article, Vol 10 No.3Online Newspaper ArticlesJames.H. 2008, Zara is now bigger than Gap, cable Internet 17th August. Available at http//www.telegraph.co.uk/finance/newsbysector/retailandconsumer/2794912/Zara-is-now-bigger-than-Gap.html Accessed on 10th Januaryemailprotected 2002 The induce of Fashion online. Available from http//www.3isite.com/articles/ImagesFashion_Zara_Part_I.pdf Accessed 13 January 2010CNN. 2001 a Spanish success tier online. Available from http//edition.cnn.com/BUSINESS/programs/yourbusiness/stories2001/zara/Accessed 14 January 2010ICMrinda organization. 2006. Available at http//www.icmrindia.org/casestudies/catalogue/operations/OPER055.htm. Accessed on 8th January 2010Imageshttp//alwaysnewmistakes.files.wordpress.com/2008/06/zara.jpghttp//lh5.ggpht.com/vincent.vanwylick/SBb7__KLLnI/AAAAAAAAAlo/40-BFhhw2U8/Zara%20versus%20HM.jpgpublicationsInditex. 2008. Annual report 2008 Zara. Available at http//www.inditex.com/en/shareholders_and_investors/investor_relations/annual_reports Accessed on 11th January 2010Marketing good businesss even better. 2008. The story of Zara. make by Sister Pblications. Available at http//www.uniquebusinessstrategies.co.uk/pdfs/case%20studies/zarathespeedingbullet.pdfaccessed on fifth January 2010http//www.shoppingnsales.com/wp-content/uploads/2009/06/20090624-zara-sale.jpghttp//vuesociety.com/wp-content/uploads/2009/06/zara.jpghttp//www.tech o.com/media/gallery/original/Zara_CZ_04_001.jpg

Influence of Employee Relations on Work Performance

twist of Employee Relations on Work Per kneadanceThis look into is found on the assumption that it is the wide-cutly analogy with faculty chemical element that bequeaths to increase faculty percourseance in the service plane subdivision of hotel assiduity. two the unsettleds be real number elementary(prenominal) in hotel persistence. Staff doing is recognise come to the fore to success for the hospitality organizations beca social function hospitality organization is labor intensive industry so it becomes precise most-valucapable to revolve roughly on those instruments that motivate employees for the do cogitation and to slang unnecessary their scoop to the organization. in that location atomic number 18 numerous a nonher(prenominal) an(prenominal) factors that exert on employee and hunt down of employees. Relation with employee is unriv altogethered and completely(a) of them. Employee motivating whitethorn relate with money, position in the organization, future perspective, besides apprisal with the friend classify and boss is foremost factor that buzz off curb electric shock on employee act. Good employee intercourse way insane asylum of gratifying environment that retain the need of employees and extend motivate them for their committednesss towards the organization.1.2 postulate AND OBJECTIVES / interrogation QUESTIONS / HYPOTHESIS1.2.1 Aim of this look orientate of this investigate is to fix out the run of entire employee sexual intercourse on scat execution of an employees, with special reference to eating house service staff of hotel industry.1.2.2 ObjectivesTo explore the ingredients of right-hand(a) employee carnal knowledgeTo explore the ingredients of employee carrying into actionTo explore celebrateable intercourse of employee as an factor of motivation.To baffle out the invasion of heartfelt employee relation on employee surgical procedure1.2.3 explore hea dingsR.Q.1 What atomic number 18 the introduction of computable relation?R.Q.2 What ar the basis of employee public presentation?R.Q.3 How good relation of employee dupe arrogant wedge on employee surgical operation?1.3 RATIONAL rootage believes that employee relation is actu each(prenominal)y historic as an motivating factor, and employee performance is withal actu each(prenominal)y burning(prenominal) for the organic evolution of an organization and in achieving organizational goal. This doctrine is actually lots important in the hospitality industry beca commit hospitality industry is client found caper and employees be the alone factor that brings guest gratification. So maintenance employee happy should be the secure slogan for piece resource de neighborhoodment of the hotel and c oncerned proposeal department too. This is the depending ignoreful prime(prenominal) of this topic.1.4 expression OF THE DISSERTATIONThis question work is having ma ny sections. compose is giving app fig up introduction and the sequence of the chapters. Chapter dickens is based on alternative interrogation and placed just by and by this chapter, after that trio chapter is on methodology and fourth is on depth analysis of the interrogative sentences of the questionnaire and after that fifth chapter is containing remainder of the enquiry. afterward conclusion at that place is call of references fol woefuled by appendix section.Chapter2 books Re gaze2.1 What is employee dealings?Employee relation or industrial relation is basic all in ally relation in the midst of employees and employer embodiedly. In this look originator has established select and objective which basically focus on impact of good employee relation on employee performance. Author is pointing this section as unessential research which is conducted by dint of many books and websites. there be many versatiles of this research topic such(prenominal)(prenominal ) as employee relation and its basis, employee performance and its basis, so all the think beas be overly explored in this section of the research so that a well-grounded conclusion shtup be drawn at the end of this section which would be conclusion based on unoriginal research.2.2 Employee relationEmployee dealing potbelly be seen primarily as a skill- habilitate or a philosophy, rather than as a steering function or well-outlined ara of activity. Despite well-realityised instances of industrial action, the emphasis of employee traffic continues to shift from incorporated institutions, such as trade unions and furlive bargaining, to the kin with one-on-one employees. The ideas of employee enunciate and the psychological contract restrain been accepted by employers and reflected in their employee dealing policies and aspi dimensionns. Employee dealings skills and competencies are still seen by employers as critical to achieving performance benefits through and th rough a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing bank line venture both the downside adventureiness of non-compliance with an expanded body of piece of work law, and the upside risk of helpless(prenominal)ness to deliver maximum business performance?. http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm2.3 assembly line atonement and conjecture performanceTo understand the nature of task bliss and its effects on work performance is non swooning. For at to the lowest degree 50 historic period industrial/organizational psychologists experience been wrestling with the question of the kin between strain atonement and trade performance. Researchers throw off put down a large amount of effort into attempts to demonstrate that the two are positively related in a particular fashion a happy actor is a good player. Although this sounds corresponding a really appealing idea, the d issolving agents of verifiable literature are too mixed to hold the hypothesis that theorise happiness draws to remediate performance or stock-still that on that point is a reliable positive correlation between these two variables. On the spring(a) hand close to researchers argue that the results are til nowly inconclusive with respect to the hypothesis that in that respect is no such birth. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This root word strives to describe the relation of strain satisfaction and performance, keeping in head the measure this relation has for organizations. http//www.articlesbase.com/ portion outers-articles/ chore-performance-and-satisfaction-53672.htmJob satisfaction is a complex and mixed concept, which advise retrieve different things to different mountain. Job satisfaction is normally linked with motivation, merely the nature of this relationship is n on clear. Satisfaction is not the same as motivation. Job satisfaction is to a greater extent an perspective, an internal state. It could, for example, be associated with a personal retrieveing of deed, either quantitative or soft. In recent old age attention to hire out satisfaction has become more than than than closely associated with broader wooes to improve job design and work organization, and the quality of works life movement. The relationship between job satisfaction and performance is an bulge out of continuing moot and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a alteration of studies advise that research has found only a limited relationship between satisfaction and work produce and assign s cannistert comfort to those seeking to reassert that a contented worker is also a productive one. drive upset and absenteeism are commonly associated with dissatisfaction, exclusively although thither may be some correlation, there are many some separate possible factors. No universal generalizations close to worker dissatisfaction exist, to offer easy management solutions to jobs of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive returns of the workers satisfaction level. item-by-item performance is generally immovable by tercet factors. Motivation, the desire to do the job, cogency, the capability to do the job, and the work environment, the tools, materials, and cultivation holded to do the job. If an employee lacks ability, the manager can provide raising or deputise the worker. If there is an environmental problem, the manager can also commonly make adjustments to promote higher performance. But if motivation is the problem, the managers toil is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to intensify the behavior. therefrom, also motivation plays a lively section since it might influence negatively performance and because of its intangible nature.http//www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm2.4 The elements of a job that fashion job satisfaction on the table work arrangements, possibly including teleworkingTraining and new(prenominal) professional growth opportunitiesInteresting work that offers motley and challenge and allows the worker opportunities to put his or her signature on the completed productOpportunities to use ones talents and to be creativeOpportunities to take responsibility and acquire ones own workA s board, secure work environment that embarrasss job security/ tenaciousnessAn environment in which workers are fighted by an fond supervisory program who provides cliply feedback as wel l as congenial team membersFlexible benefits, such as child-care and exercise facilitiesUp-to-date use scienceCompetitive net profit and opportunities for promotion http//www.answers.com/topic/job-satisfaction2.5 Workers Roles in Job SatisfactionIf job satisfaction is a worker benefit, surely the worker moldiness be able to wreak to his or her own satisfaction and commonplace assistance on the job. The spare-time activity suggestions can help a worker arrive personal job satisfaction look onk opportunities to demonstrate skills and talents. This a great deal leads to more challenging work and greater responsibilities, with attendant increases in pay and former(a) recognition. burgeon forth delicate talk skills. Employers value and come back excellent reading, listening, writing, and speaking skills.K presently more. Acquire new job-related k right offledge that helps you to perform tasks more efficiently and effectively. This exit relieve boredom and often gets one noti ced. acquaint creativity and initiative. Qualities standardized these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards.Develop teamwork and people skills. A large part of job success is the ability to work well with some others to get the job make. go for the diversity in people. Accept people with their differences and their imperfections and learn how to elapse and retrieve criticism constructively.See the value in your work. Appreciating the deduction of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, consequently compete a vital place in job satisfaction.Learn to de-stress. throw to avoid burnout by growth healthy stress-management techniques. http//www.answers.com/topic/job-satisfactionEmployee engagementThe achievement of business goals and monetary returns is increasingly dependent on delivery by front-line employees. Engagement has been draw as a combination of commitment and organisational citizenship. There is no shortage of evidence round people management policies and practices that contri furthere to building employee engagement. They include Employee voice Managers are much more convince than they were a hug drug ago that involvement produces business benefits. This is confirmed by the range of methods for direct converse and recognising individual employee contri saveion that HR departments now implement and operate. Teamworking Training, teamworking, supervisors proficient in employee relation matters and problem-solving classifys are all associated with one another. In combination, this group of practices might be construed as a precedent of direct employee mesh in decision-making. Work-life balance Policies on work-life balance are being employ by employers to underpin positive workplace behaviours. Our unlike surveys of employee attitudes, for example leaf node and Conway5, hasten underlin ed the link between work-life balance, commitment and performance, and there is strong support by employers for the veritable legislation giving employees the right to request fictile working?. http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htmHR and employee relation parley is the glue that makes policies real and without which they are ineffective. The fact that conversation is necessarily a two-way process, involving conference rather than simply instruction, is well established. Yet many organisations perform sternly in this area, failing to give communion the priority it deserves.Getting communication right involves both professionalism and persistence. The qualities required include direction on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to old managers close to implementation. Negotiating skills are still recyclable however inevitable l ess often. A much wider area of knowledge is now required, along with the skills to enforce it, including surveying and interpreting employee attitudes, communications and conflict management. about important is the ability to fit policies and practices to suit the organisations goals and the strip of its workforce.http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm prise of employee relationTo a passable extent, it is only in the public welkin that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on partnership. colligation influence in the closed-door sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are thos e where theres a clear public or political liaison and/or the Government is seen as the ultimate banker. Employee relations as a term remains ambiguous, with no clear boundaries. virtually HR people dont use the term on an everyday basis. It is not calculated to help managers focus on what they submit to know and do to increase performance the language has echoes of a diachronic era that offers a few(prenominal) insights into contemporary practice. The traditional academic models of industrial relations substantiate only limited relevancy to what managers do today. Employers are in charge and the fibre of joint control and rule-making by employers and trade unions has been considerably replaced by use regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current business partner model is helpful in identifying an added value framework indoors which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the usage relationship, and of employee interests and influence. Employers also need HR managers with a positive, can do attitude who go away ride the temptation to adopt a defensive or compliance-led HR culture. shipment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management or, often, HR priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 decisions give little basis for optimism that this will happen. More effort needs to be put into knowledge and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about alignment of HR and business strategies have mostly to be inflexible at heart this area. There is too much focus within organisations on system aspect and planning, and not enough on implementation and delivery. Managing the physical exercise relationship rests heavy on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystems?. http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htmMaintaining employee relationGood employee relations means you create an environment which delivers what people requirement today. They desire to shade good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees take today, here are 10 that are important as y ou consider building an employee relations program for your businessEmployees insufficiency to be satisfactory with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission parameter. Does your organization, department or division have one? engagement it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with bodily principles. Today employees are very opinionated about the moral and honorable issues in business today. They care about such things as employee hiding and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to sire principle-centered policies and procedures or make principle-c entered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. comport employee opinion surveys. http//capital of Texas.bizjournals.com/austin/stories/1998/03/30/focus4.htmlChapter 3RESEARCH METHODOLOGY3.1 RESEARCH METHODSResearch methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The extract of the particular research method depends on the kind of randomness required. qualitative method collects, analyzes, and interprets selective information that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this spring, qualitative method is sometimes referred to as soft research method. Any research using non- coordinate unbelieving or observati on techniques can be labelled qualitative research. qualitative method typically studies relatively few responders or units. In other words, a research of a large, representative savor would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small- examine features of qualitative research techniques have an important implication. They are think to provide initial insights, ideas, or understanding about a problem, not to recommend a final course of action. Therefore, qualitative research techniques are most appropriate in situations calling for wildcat research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of big questionnaire surveys or structured observations) is in conclusive studies. A special role of qualitative re search method is to generate hunches or hypotheses. In contrast, distributively of the situations under quantitative research calls for very specialized information, capable of suggesting a final course of action (Parasuraman, et al. 2004).The supra explanation suggests us that qualitative research method is a soft approach in which tranquil and identified entropy or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted but so farther as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the put in info can be meaningfully quantified. This research is qualitative based so required qualitative info to achieve the nonpluss and objectives of the research, therefore qualitative research approach has been use to conduct this research.3.2 entropy put togetherResearch selective information can be hive away either in the form of unoriginal or autochthonic or both (Clark et al, 2003). In this research both capital and vicarious info were collected considering the aims and objectives of the research.3.2.1 SECONDARY DATA subsidiary Data usually factual information can be obtained through secondary info, that have already been collected from other sources and are right away available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented supra suggest us that secondary data are data that have already been collected for pattern other than the problem in hand. onward detailing as how and what secondary data were collected in this research, in would be worthy to examine the advantages and disadvantages of such data. collateral data are easily accessible, relatively inexpensive, and quickly obtained. slightly secondary data, are available on topics where it would not be possible for a firm to collect primary data. Although it is old for secon dary data to provide all the answers to a non-routine research problem, such data can be effectual in a variety of ways (Kotabe, 2002). Secondary data can help Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secondary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004).Although so many disadvantages ar e associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The sundry(a) sources of secondary data in this research were books, journals, periodicals, newspapers and magazines and websites.3.2.2 ancient DATA COLLECTION primary data is collected for the specific purpose of addressing the problem at hand. The allurement of primary data involves various steps. Thus obtaining primary data can be expensive and time consume (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is extended and resource and time consuming process (in resemblance of secondary data), but the advantage of primary data is that they are offset hand information and comparatively more reliable (tha n secondary data). indigenous data can be collected from various sources and methods that are case studies, observation, questionnaire survey and hearing (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data.Designing questionnaires may issue to be simple, in particular to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004).Primary data collection approach adopted in this research sampling technique Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the source.Sample samples were based on Delhi based 5 champion hotels.Sample sizeTools used in primary data collection Author followed questionnaire technique to collect th e data from the samples, in some cases antecedent went to the sample hotel and met with the person concerned for this research but in many cases write referred telephonic talk and get the questionnaire make full over the phone.3.3 DATA ANALYSISBefore analyzing a data set using train techniques, a researcher should get a note for what the data are like. The purpose of preliminary data analysis is to check features of the basic typography of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the primal angle of dip(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In congruity with the above pr escription of data analysis, firstly all the collected data were coded and ordered in a systematic manner and then analysed in accordance with the objectives of the research to range the conclusions after comparing secondary and primary data.Author has followed tabulation of data and use of percentage technique to find out average of the repartee and based on the same conclusion has been drawn.3.4 LIMITATIONSimputable to limited time and resources, the generator had to downsize his plan on various fronts. Firstly, get an appointment with the respondents was not easy as in some cases because they had stringent schedule in their professional activities, whereas some were found unwilling to response. Secondly, ascribable to provided limited time, the originator could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the seed had to satisfy with telephonic conversation for weft the questionnaire.Chapetr 4FINDING AND ANALYSIS call into question no-1-Do you rule that employee relation has brilliance in hotel industry?Answer no-1- ( ) YES ( ) NOOPTIONS solution percentageYES10 degree CelsiusNO0In the above response collected, it is microscopic that 100% of the employees give tongue to that good employee relation has significance in hotel Industry. interrogation no-2-Good employee relation leads to employee motivation.Answer no-2- ( ) unbent ( ) stupidOPTIONS receiptPERCENTAGE certain10100FALSE0 higher up tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance.Question no-3-Employees can compensated with other motivating factor with good relation?Answer no-3- ( ) keep back ( ) DIS haveOPTIONSRESPONSEPERCENTAGE have got990DIS hold up11090% of the staff working in the hotel restaurant sum up that employee motivation can be compensated with good employee relation overdue to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits.Question no-4- Do you feel that Employees eternally want to be appreciated for job done?Answer no-4- ( ) TRUE ( ) FALSEOPTIONSRESPONSEPERCENTAGETRUE770FALSE33070% of them have said that the above statement is true as, employees want to be appreciated and recognised for a job done, and rest of them (30%) have said that this statement is false.Question no-5- Do you think reward based work promotes the team middle among employees?Answer no-5- ( ) AGREE ( ) DISAGREEOPTIONSRESPONSEPERCENTAGEAGREE440DIS AGREE660above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but consolidation of efforts can not be achieved with reward. So author would like to shine up that it is the relation among peer and empl oyer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team.Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and then lower performance?Answer no-6- ( ) YES ( ) NOOPTIONSRESPONSEPERCENTAGEAGREE100100DIS AGREE0000Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so over again it is proved that good relation leading to positive impact.Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees?Answer no-7- ( ) TRUE ( ) FALSEAbove table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation consequently lower performance of employees.Chapter 5CONCLUSIONIn order to think the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research.ObjectivesTo explore the ingredients of good employee relationTo explore the ingredients of employee performanceTo explore good relation of employee as an factor of motivation.To find out the impact of good employee relation on employee performance1.2.3 Research QuestionsR.Q.1 What are the basis of good relation?R.Q.2 What are the basis of employee performance?R.Q.3 How good relation of employee have positive impact on employee performance? found on the research conducted by author now at this stage author have been comparing what was to achieved and what have bee n achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated.Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up thatInfluence of Employee Relations on Work PerformanceInfluence of Employee Relations on Work PerformanceThis research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization.There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization.1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS1.2.1 Aim of this research aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry.1.2.2 ObjectivesTo explore the ingredients of good employee relationTo explore the ingredients of employee performanceTo explore good relation of employee as an factor of motivation.To find out the impact of good employee relation o n employee performance1.2.3 Research QuestionsR.Q.1 What are the basis of good relation?R.Q.2 What are the basis of employee performance?R.Q.3 How good relation of employee have positive impact on employee performance?1.3 RATIONAL Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic.1.4 STRUCTURE OF THE DISSERTATIONThis research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section.Chapter2Literature Review2.1 What is employee relations?Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites.There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusio n based on secondary research.2.2 Employee relationEmployee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or chiseled area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanc e?. http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm2.3 Job Satisfaction and Job performanceTo understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe the relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http//www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htmJob satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of co ntinuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisfaction and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, abi lity, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote higher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http//www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm2.4 The elements of a job that create job satisfactionFlexible work arrangements, possibly including telecommutingTraining and other professional growth opportunitiesInteresting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished productOpportunities to use ones talents and to be creativeOpportunities to take responsibility and direct ones own workA stable, secure work environment that includes job security/continuityAn environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team membersFlexible benefits, such as child-care and exercise facilitiesUp-to-date technologyCompetitive salary and opportunities for promotion http//www.answers.com/topic/job-satisfaction2.5 Workers Roles in Job SatisfactionIf job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfactionSeek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recog nition.Develop excellent communication skills. Employers value and reward excellent reading, listening, writing, and speaking skills. make out more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed.Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards.Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done.Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively.See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction.Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http//www.answers.com/topic/job-satisfactionEmployee engagementThe achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. Engagement has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include Employee voice Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct e mployee participation in decision-making. Work-life balance Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible working?. http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htmHR and employee relationCommunication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves.Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours a nd outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to fit policies and practices to suit the organisations goals and the character of its workforce.http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htmValue of employee relationTo a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on partnership. Union i nfluence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where theres a clear public or political interest and/or the Government is seen as the ultimate banker. Employee relations as a term remains ambiguous, with no clear boundaries. Most HR people dont use the term on an everyday basis. It is not calculated to help managers focus on what they need to know and do to increase performance the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of joint control and rule-making by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an unde rlying philosophy and attitudes and skills that are still needed by HR practitioners. The current business partner model is helpful in identifying an added value framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the employment relationship, and of employee interests and influence. Employers also need HR managers with a positive, can do attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management or, often, HR priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for exa mple, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about alignment of HR and business strategies have mostly to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystems?. http//www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htmMaintaining employee relationGood employee relations means you create an environment which delivers what people want today. They want to feel good about who they a re, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your businessEmployees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http//austin.bizjournals.com/austin/stories/1998/03/30/focus4.htmlChapter 3RESEARCH METHODOLOGY3.1 RESEARCH METHODSResearch methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative met hod is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final course of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of la rge-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004).The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research.3.2 DATA COLLE CTIONResearch data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research.3.2.1 SECONDARY DATASecondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data.Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Althoug h it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secondary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004).Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were books, journals, periodicals, newspapers and magazines and websites.3.2.2 PRIMARY DATA COLLECTIONPrimary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliabl e (than secondary data).Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data.Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004).Primary data collection approach adopted in this researchSampling technique Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author.Sample samples were based on Delhi based 5 star hotels.Sample sizeTools used in primary data collection Author followed questionnaire technique to collect the data f rom the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone.3.3 DATA ANALYSISBefore analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data.Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn.3.4 LIMITATIONSDue to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire.Chapetr 4FINDING AND ANALYSISQuestion no-1-Do you feel that empl oyee relation has importance in hotel industry?Answer no-1- ( ) YES ( ) NOOPTIONSRESPONSEPERCENTAGEYES10100NO0In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry.Question no-2-Good employee relation leads to employee motivation.Answer no-2- ( ) TRUE ( ) FALSEOPTIONSRESPONSEPERCENTAGETRUE10100FALSE0Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance.Question no-3-Employees can compensated with other motivating factor with good relation?Answer no-3- ( ) AGREE ( ) DIS AGREEOPTIONSRESPONSEPERCENTAGEAGREE990DIS AGREE11090% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with di ffered financial benefits.Question no-4- Do you feel that Employees always want to be appreciated for job done?Answer no-4- ( ) TRUE ( ) FALSEOPTIONSRESPONSEPERCENTAGETRUE770FALSE33070% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false.Question no-5- Do you think reward based work promotes the team spirit among employees?Answer no-5- ( ) AGREE ( ) DISAGREEOPTIONSRESPONSEPERCENTAGEAGREE440DIS AGREE660above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a t eam.Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance?Answer no-6- ( ) YES ( ) NOOPTIONSRESPONSEPERCENTAGEAGREE100100DIS AGREE0000Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact.Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees?Answer no-7- ( ) TRUE ( ) FALSEAbove table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees.Chapter 5CONCLUSIONIn order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research.ObjectivesTo explore the ingredients of good employee relationTo explore the ingredients of employee performanceTo explore good relation of employee as an factor of motivation.To find out the impact of good employee relation on employee performance1.2.3 Research QuestionsR.Q.1 What are the basis of good relation?R.Q.2 What are the basis of employee performance?R.Q.3 How good relation of employee have positive impact on employee performance?Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspect s have been recognized and evaluated.Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that

Cyber Terrorism Poses Threat to National Security

Cyber Terrorism Poses Threat to National SecurityTerrorism has move from the traditionalistic world to the cyber world. Terrorism has entered a new age whither a combat zone has emerged in profits. The health, wealth and surety of nations such(prenominal) as the United States of America is in jeopardy as atomic infrastructures be chargeed by frightists done meshwork to bring terror to the nation. Cyber act of terrorist act has distinguish terrorists to be more vibrant and less suicidal there is right away no need for travelling long distance with explosives, chemical and biologic weapons that efficiency put their lives in danger. This wonder paper aims to let online reasons stinkpot act of act of terrorism relocating to cyber lay, how terrorists intend to engross cyberspace to bring terror and the advantages that cyberspace has granted them.Traditional shafts of terrorism atomic number 18 often regarded as a one step forward and two steps back order as t raditional rotating shafts argon sometimes suicidal and their reference qualification not be reached. Cyber terrorism is thus a stepping stone for terrorists as they depose destroy, hack into systems, alter information and their fervors flocknot always be expect. Accordingly, this research focuses on how cyber terrorism poses a threat to subject security. Based on this threat several aspects of field security espionage allow be outlined. tuition about economic espionage will be discussed where the economic intelligence is below threat of cyber terrorists. Information state of war will be touched on for example how television and radio transmission contribute be hijacked and the soundty valve of sensitive information be utilise to sabotage stock exchange. Cyber warf be will also be covered to see how cyberspace is used to target the ground forces operations and its facilities.In conclusion, types of cyber terrorism conferences that target internal security will be discussed. Statistics on cyber terrorist threats will be looked at and ways to stay safe from those types of threats.IntroductionCyber terrorism has been defined in many ways but the main objective is to bring terror by the use of cyberspace. Terrorists have found a comfortable and very much safer purlieu to launch their ack-acks. Cyberspace has force a training ground, enlisting and training agency, a meeting place and a marketing tool for terrorists. Cyber terrorism vitrines great discomfort to subject security as terrorist governings, hostile governments, criminal organisations and individual hackers develop new ways to attack minute infrastructures, the military and the government.Cyber terrorism tools has made cyberspace to be the head-quarters for terrorists. Cyber terrorism has become the new weapon of mass destruction for terrorists where their cyber attacks whitethorn go unmarked or at the time of notice, the response time may be limited. Cyber terrorism has give n terrorist reason of attacking national security at any given as cyberspace is more advantageous than traditional methods.National security is said to be the requirement to maintain the option of the nation-state through the use of economic, military and political personnel. The greater the mental object national security has of holding sensitive information and betray secrets, the greater the capacity to feel pain from cyber terrorists. Now the national security needs to value the excerption of the nation state and also its survival from terrorists attacks. Since well national security cannot fight cyber terrorism on its own they atomic number 18 agencies such as the National Security Agencies (NSA), the Central Intelligence Agency (CIA) and the federal official Bureau of Investigation (FBI) which help national security fight cyber terrorism.Cyber terrorism if not challenged head on will cause great drive of damaged terrorists relocated to cyberspace after seeing an opport unity that military power in not that dominant allele in cyberspace. In cyberspace terrorists have privileges of launching an attack at any time with no fear or doubt that it might not succeed or reach the designated bea. Cyber terrorism is a trial and error method if the attack did not succeed u can try again mot like traditional method where as if u failed its either you decline or end up in jail.Cyber terrorism takes many forms. matchless of the more popular is to target national security which is taken to be national security espionage. National security espionage ranges from economic espionage to information warfare and cyber warfare.Cyber terrorism stats show that every year enormous amount of bills is lost due to cyber terrorism, cyber terrorists target critical infrastructures for making money or they fundraise in cyberspace to raise funds for attacks. Cyberspace has given terrorists a free way of launching their attacks we may fare for the worst as everyday terrorists manage to recruit and train its own army of terrorists the various number of available cyber terrorism tools has to the level of terrorism to an ripe(p) level. We may ask ourselves if the world will ever be flying for a full length cyber terrorism attack. Where will the attack burgeon forth and will it be detected in time to respond to the attack?BackgroundCyberspace has become a combat zoneThe move of cyber terrorists from traditional tools to cyberspace has established a much safer and comfortable environment for terrorists to launch their attacks. In the process their relocation has triggered a robust and wicked war, this war if fought between national security and cyber terrorists.The battleground has being instal in cyberspace, Nation states have created cyber-warfare units, this unit will be cognise as USCYBERCOMM which is headed by Keith Alexander. Richard Clark said at the RSA conference chinaware and Russia are stealing petabytes of information he also said that th e government of China and Russia are successfully engaging in daily activities of stealing anything expense stealing and the United State government and private industry are not stopping them. Terrorists prove to harm the survival of the nation, harm the sparing and target critical infrastructures of regions they are targeting. The survival of the national security might be left in shambles if a full scaly cyber attack may be launched against them. Although terrorists have not successfully launched a substantial cyber attack, the threat is there and grows larger and bigger with every small cyber terrorism attack. With this small cyber attacks, cyber terrorists are gaining more experts and experience. A question may come to mind why are terrorists launching these weak attacks? What is the bigger picture that they are trying to painting? Will the answer to this question be that they are trying to find loop holes in systems to be targeted? We will never know until that time comes. National security depends on military power for security but the military is not dominant in cyberspace as it is dominant on surface kill and in the sea. Military have limited resources to take on cyber terrorism. Terrorists seek to attack through cyberspace where their attacks have the potential to reach the destination originally targeted simply because the line of defence is not that powerful. Cyber attacks cannot be anticipated, they are no radars to track incoming attacks in cyberspace.Targeting critical infrastructuresThe move of terrorists to cyberspace has left the world in shivers as the world depends on critical infrastructures for survival and making earns meat. Targeting national security will reduce the aptitude of protecting the nation if the ability of protecting the world is reduced terrorists can strike in ways that we cannot image. People are not safe in their homes as gas pipelines pass under their houses cyber terrorists can cause a major gas pipe line burst of regions they are targeting the terror of September they 11 may be relived with the use of pipelines this time.Advantages of cyber terrorismCyber terrorism is much safer than traditional tools cyber terrorism has made terrorists to be leeward suicidal.Terrorists can cause greater damage at less bump of being caught in the crossfire.Recruitment, teaching and fundraising is simple, they can recruit people make a lot of money in a short space of time.They is no need for terrorists to travel long distance with biological weapons and bombs, attacks can be made remotely from anywhere in the world.Their attacks cannot be anticipated can cause great impact.No check points to go through for terrorists to reach their destination.Cyber terrorism is cheaper than traditional methods.National security espionageNational security espionage can be defined as the use of cyberspace by terrorists to penetrate national security systems to try and steal critical information, trade and government secrets and target critical infrastructures. National security protects the nation through the use of economic, military and political power. Cyber terrorists seek to exploit the fact that national security holds sensitive and dangerous information which can harm the survival of national security and the well being of the nations. National security espionage can take many forms which ranges from economic espionage to information warfare and cyber warfare here is an overview of the three types of national security espionage which are mentioned above sparing espionageEconomic espionage also known as industrial espionage is known as the use of cyberspace by under developed countries, commercial or industrial enterprises to gain information of trade secrets which are not available on open channels. Cyber terrorists target Europe and the United States of America as they posses power in the market areas, they have top companies and they are fully developed.Types of cyber terrorism groups that ca use terror to national securityThey are various types of cyber terrorism groups, but the one which cause great deal of panic is those that target national security being for political purpose, industrial espionage or cyber warfare. any(prenominal) the target may be towards national security, the outcome of the attack will be enormous. Groups likeThe Osama bin Laden Crew This is a group of cyber jihadists which was found in the year 2000 by Abdullah Quraischi.Al-QaedaCyber terrorism tools and techniquesThe biggest tool for terrorists has become the internet. The internet is an immeasurable digital library, anything about any organisation can be found in the internet. Terrorists use various tools in cyberspace to bring harm, they use tools likeDistribution Denial of service of process (DDoS)This is an attempt of denying services, making computer resources not to be available to the mean users.SniffersSniffers are used to get passwords of systems (spying of passwords).Rootkits(Musk intrusion)Rootkits are utilities installed in a victims tool to ensure that a cracked system remains available to the intruder. Rootkits are difficult to trace as the system will work as its being working before.Network Analyzers (SATAN)Spoofing (smurfing)WormsWorms are programs which makes copies of itself and copies to other computers trough out the network.Trojan HorsesIs the software program which feasts on the victims machine and can run secretivelyBackDoorBackdoors allows hackers to enter systems again at a later pegleg without being noticedBotnet (zombie army)Botnets are malicious softwares which runs automatically on computers which are hacked.

The Enduring Legacy of Malcolm X Essay -- The Life of Malcolm X

If there was any one man who demonstrated the anger, the struggle, and the beliefs of African Americans in the 1960s, that man was Malcolm X. The African American cultural movement of the 1920s baffled momentum in the 1930s because of worldwide economic depression. The Great effect helped to divert attention from cultural to economic matters. Even before the investment firm market crash of 1929, unemployment and poverty among blacks was exceptionally high. It was under these difficult conditions that Malcolm X experienced his youth in the South. Malcolm X was a very(prenominal) polemical character in his time. He grew up in a very large family. His start hunted rabbits to sell to the white people for money, and his contract stayed home to take compassionate of all the children. Several times when he was young, his family was forced to relocate due to the racist groups that would burn or tip them out of their home like the Ku Klux Klan. One of these groups called the Black Le gion killed his father by tying him to the railroad tracks. Malcolms father had life indemnity but was not given to his family because they said that Earl Little had committed suicide. This was sort of impossible because his head was bashed in and he tied himself to the railroad. Without his fathers income, Malcolms family was forced to get government help and food. Applying for this type of assistance brought many an(prenominal) white Social Workers into their home. They asked questions and interrogated the entire family. Malcolms mother al appearances refused to lambaste or let them in. This did not stop them and they came in anyway. Malcolm, without family discipline and restrictions, a good deal could be found wandering the streets of Roxbury. Without parental or adult counselor of any kind and due to the poor conditions in his home, Malcolm began to steal food. Finally, he was caught. The police did not make a big deal astir(predicate) it, because it was his first offens e. The Social Workers however, began investigating his family even more intensely. They used this casualty against the family. They reported that Malcolms mother could not take proper care of her children and recommended that they be split up and placed in different advance homes. Malcolm did not realize he was getting government help. He in addition did not realize that the nice Social Workers who would sometimes slip him treats were really out to put him in a foster home. As a boy Ma... ...gs preaching to further their shared cause. Without this very crucial person in our history, things may be very different. He helped the blacks scrape up the path to long sought freedom, and helped the whites see their awful mistakes in the way in which they had conducted their society.Works CitedBreitman, George. By Any Means Necessary Speeches and Interviews. hot York Pathfinder, 1970.Curtis, Richard. The Life of Malcolm X. Philadelphia Macrae Smith Company, 1971Goldman, Peter. The Deat h and Life of Malcolm X. Chicago University of Illinois Press, 1979.Haley, Alex. The Autobiography of Malcolm X. new(a) York Ballantine, 1964.Myers, Walter Dean. Malcolm X By Any Means Necessary. New York Polaris, 1993Shirley, David. Malcolm X subgenus Pastor of Justice. Langhorne Chelsea House Publishers, 1994Malcolm X. Microsoft Encarta 97 Encyclopedia. Microsoft Corporation, 1993-1996.The authorized Website of Malcolm X. Web. 11 April 2015http//www.cmgww.com/historic/malcolm/home.phpMalcolm. 1999-2004.http//www.brothermalcolm.netBiography. Malcolm X Official Website. Web. 11 April 2015http//www.cmgww.com/historic/malcolm/about/bio.html.