The Ethical Issues That May Pertain Should The Compulsory...

Through practice, social workers may work with those who experience eating disorders, including the life threatening anorexia nervosa, however the imperative treatment of disordered eating often causes much controversy due to the ethical implications it carries. The medical dictionary defines Anorexia Nervosa as; ‘A psychiatric disorder characterized by an unrealistic fear of weight gain, self-starvation, and conspicuous distortion of body image. The individual is obsessed with becoming increasingly thinner and limits food intake to the point where health is compromised. The disorder may be fatal. The name comes from two Latin words that mean nervous inability to eat.’ Therefore due the physical and medical implications that anorexia nervosa presents, for an individual who experiences the condition, compulsory treatment is often deemed necessary. However this is often grounds for serious ethical debate between many, including medical professionals, those who experience anorexia nervosa and indeed social work practitioners. Thus the following essay will seek to explore the ethical issues that may pertain should the compulsory treatment of anorexia nervosa be utilised. By discussing the principles of ethical treatment, including the rights of the individual and also considering th e benefits of allowing the individual to choose their course of treatment, view on the compulsory treatment of anorexia nervosa. Within the Eating Disorders Review March/April 2008, Arnold E.

The Reader, By Bernhard Schlink, And Was Later Developed...

The Reader is a romantic drama text written by Bernhard Schlink, and was later developed into a film directed by Stephen Daltry. At the beginning of the film, the audience is introduced to a young, sick boy who is struggling to get home in the pouring rain. In this scene, Michael is introduced to Hanna Schmitz, a middle-aged woman who helps him back to his home. Michael recalls, â€Å"When rescue came, it was almost an assault. The woman seized my arm and pulled me through the dark entryway into the courtyard† (4). Hanna is quite cold towards Michael, and as he continues to pursue her throughout the story, their interactions form a unique dynamic. In The Reader, both the author and director make the audience sympathize with the main†¦show more content†¦Michael is falling in love with Hanna, but it appears as though she is using him for sexual favors and attention. Michael becomes so infatuated, he says, â€Å"She came home at noon, and I cut my last class every day so as to be waiting for her on the landing outside her apartment† (32). The audience is shown that Michael’s relationship with Hanna is beginning to take a negative toll on him, and he is oblivious to it. Here, it seems like Michael is blind to the rest of the world and can only see Hanna. He is losing his innocence, and instead of being at school learning and socializing with his peers, he is cutting class to have sexual encounters with a middle aged woman. This is frustrating to the audience, as they wish to be able to guide him and correct his poor decision making. Michael develops a routine with Hanna. One early morning when Hanna is working, Michael wakes up and makes his way to the streetcar that she works on. Michael finds the streetcar that Hanna is working on, but she ignores him. This fuels an argument between the two characters. Michael admits that Hanna treated him poorly when he says, â€Å" I sat down on the sofa. She had treated me badly and I had wanted to call her on it. But I hadn’t got through to her. Instead, she was the one who’d attacked me† (48). The relationship that Hanna has encouraged with Michael

Dadada free essay sample

Food tech. Assessment Task Sensory characteristics of food. A. Appearance, the appearance of the caramelized apple tart was very good, the tart itself was a golden brown colour, the caramel apple mixture was a thick caramel brown colour which tasted really good, the serving of icecream on the side was left for a little bit to long as it began to melt which gave the whole overall appearance not such a great look. B. Color, the color of the caramelized apple tart was a mixture of deep golden-brown tarts with a caramel light brown apple sauce which was quite thick and a creamy white serve of half melted ice cream. These arrange of colors made the entire dish look very appealing due to the contrast of vibrant colors C. Aroma, the aroma of the caramelized apple tart was rich in flavorful smells. My senses were uplifted by the engaging aroma because it smelt so good. We will write a custom essay sample on Dadada or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page D. Taste, the taste of the caramelized apple tart was very satisfying, the constrasting of both cold ice cream and hot tart went down smoothly, ice cream was a little bit melted but this did not affect the taste in anyway, overall very tasty dish E. Texture, the texture of the caramelized apple tart was quite nice, the tart itself was smooth and slightly crispy. The apples in the caramel mixture were very soft and the caramel was a little bit thick. Ice cream was smooth but slightly melted. 3. Explain 3 functional properties that occur. Dextrinization is a process in which starch is converted into dextrins. Dextrin’s are any various polysaccharide which has been collected by the starch. This is made possible by the application of heat or acids. Dextrinization is mainly used as a thickening agent or a rising tool. Dextrinization occurs in Step 5 â€Å"bake for 15mins or until golden brown† this is referring to the puff pastry. Aeration is a process in which air comes into contact with a food. Aeration occurs in Step 6 during the Beating of the eggs. Denaturation is a process in which proteins loose their structures and denature because of external factors like heat or stress. Denaturing occurs in the protein strands of the eggs when they are beated until stiff, the eggs loose their structures and denature. 4. Make two recommendations for the improvement of the dish. If I could start over I would change the following; first I would use proper scales to measure ingredients correctly ather than eye guessing weights because I didn’t have proper scaling equipment. This would improve my final product because all ingredients would be correct measured out and this would finalise in a more accurate satisfying final dish. The second improvement I would make would have been not to leave the ice cream out because it began to melt. This would have helped to improve my dish because the the ice cream would have be en easier to eat as apposed to a liquid mess and the presentation would have looked a lot better. Thank You.

Steroids And Athletes Essay Example For Students

Steroids And Athletes Essay What kind of role model is Mark McGwire? Many people are familiar with hisseventy homeruns in one season, but do they know that he has been usingandrostenedione, a type of steroid that boosts testosterone levels? While it isperfectly legal in the United States and in the major leagues, it sends thewrong health message to athletes of every age. If young adults takeandrostenedione, or any other steroid, they may regret it for the rest of theirlives. Artificially high levels of testosterone have been shown to permanentlydamage the heart, trigger liver failure, and stunt a teenagers growth (Gorman21-22). All are too great of a price for any sport. What it all comes down to isthat we need to educate both ourselves and all intercollegiate athletes aboutthe risks involved with steroid use. Anabolic-androgenic steroids are chemicalderivatives of the male sex hormones. Anabolic refers to the constructive orbuilding-up process of the bodys metabolism. Androgen refers to male-life ormasculinizi ng characteristics. There are also two other types of steroids:estrogenic or corticosteroids. Estrogenic steroids produce female or feminizingcharacteristics, and corticosteroids originate in the cortex of the adrenalglands and have a shrinking effect. The latter is used to treat tissue stress,reduce inflammation, and to ease pain (Ringhofer 174). Users take steroids incycles lasting six to twelve weeks or more. Stacking, or the use of more thanone type of steroid, helps to maximize strength gains, minimize side effects,and avoid detection. To build size, strength, and speed, athletes often use 10to 100 times the medical dosage (Yesalis xxv). Anabolic-androgens can be takeneither by mouth, by injection, or, more recently, by skin creams or patches(Cowart 25). The two main reasons that athletes use steroids are to improveathletic performance and to improve their appearance. In 1985, Anderson andMcKeag did the first study of college athletes correlated with steroid use. Theyinterviewe d 2039 male and female athletes and discovered much new information. We will write a custom essay on Steroids And Athletes specifically for you for only $16.38 $13.9/page Order now Nine percent of football players used anabolic-androgen steroids. Other malesports included track and field (4%), baseball (4%), tennis (4%), and basketball(3%). The only womens sport associated with steroid use was swimming, inwhich 1% were users. Five percent of Division I athletes were users in 1985, aswell as 4% of D-II and 2% of D-III athletes. The same study was repeated in1991, in which 2282 athletes were questioned. Overall, steroid use slightlyincreased, especially since three womens sports became associated withsteroid use. Swimming remained at 1%, but one percent of basketball players andtrack and field athletes also admitted to using the drugs. For mens sports,the figures are the following: football (10%), track and field (4%), baseball(2%), basketball (2%), and tennis (2%). Five percent of both Division I and IIathletes admitted to using steroids, as well as 4% of D-III athletes (Yesalis60). Since then, steroid use has decreased in Division I sports, but increasedamong f emales. Steroid use by adolescent girls in the US is low but significant(Cowart 61). The use of anabolic-androgenic steroids can lead to some cosmeticside effects. First, they have an effect of body hair. Body hair patterns aresteroid hormone dependent. Normal anabolic-androgenic steroid use can lead to anincrease in facial hair growth and a gradual recession of the hairline. Baldingis accelerated with long-term administration to normal individuals with thebalding gene. Androgens increase sebaceous gland size and secretion rates, whichcan result in acne. Relatively weak androgens can increase sebum production andskin lipid cholesterol content also. Lipid cholesterol content appears at peaklevels in the sebum excretion after three or four weeks of androgenadministration (Yesalis 115-116). Gynecomastia, the development of abnormalbreast tissue in males, occurs in men when estrogen levels increase orandrogen levels decrease relative to the amount of estrogen present (Yesalis116). Many other side effects occur that are not visible. Increase in appetite,energy, or aggressiveness, and a more rapid recovery from strenuous workouts maybe some of the first to appear. Anabolic-androgenic steroids can affect theliver and cardiovascular and reproductive systems. Liver function can bedamaged, resulting in jaundice, blood-filled cysts, and benign and malignanttumors. An increase in blood cholesterol levels and blood pressure can lead toearly development of heart disease, which can increase the risk of heart attacksand strokes. For males, production of naturally occurring hormones may beincreased, which can result in shrinking testes, low sperm count, andinfertility. In females, male-like characteristics may appear, such as broaderbacks, wider shoulders, thicker waists, flatter chests, more body and facialhair, and deeper voices. The clitoris may enlarge, and menstrual cycles maybecome irregular or stop completely (Ringhofer 175). The central nervous systemcan also be affect ed by anabolic-androgenic steroids. An increase in mentalawareness, elevation in mood, improvement in memory and concentration, and areduction of sensations of fatigue can all be partly related to the stimulatoryeffects on the central nervous system (Yesalis 163). When individualsdiscontinue use of steroids, their size and strength diminish, oftendramatically. These effects motivate renewed use (Yesalis 171). Physicaldependence on steroids, or any other drug, is characterized by symptoms ofwithdrawal (Yesalis 197). Dependent users are usually heavy users that more thanlikely began taking steroids before the age of sixteen. They complete more andlonger cycles of use, combine multiple anabolic steroid drugs simultaneously,and use injectable anabolic steroids. In addition, they are more likely toperceive peers as steroid users. Dependence can occur within nine to twelvemonths after initial use. Severe dependence is marked by an excess of dependencysymptoms and social dysfunction. Withd rawal from anabolic-androgenic steroidscan be broken down into two phases. The first phase may begin and end in thefirst week. It is characterized by increased pulse rate and blood pressure,chills, goose bumps, nausea, headaches, and dizziness. The individual is oftenanxious and irritable. In the second phase, which may begin in the first weekand last for months, the person shows depressive symptoms and has cravings (Yesalis205-6). The most critical task of prevention programs is to target the riskfactors of anabolic steroid dependence or abuse, which I hope that I have madeclear. Prevention programs must address the broader cultural context, especiallyin the U.S., that places high values on physical attractiveness and on winningcompetitions. Successful programs address these influences by providingalternatives for managing them. Treatment is needed when the severity ofdependence hinders the user from stopping safely on his or her own. The majorgoal of treatment is not only, abstine nce from anabolic steroids, but alsorestoration of health (Yesalis 208). As coaches of possible anabolic-androgenicsteroid users, I suggest three ways to educate your players. First, give a clearmessage that any non-medical use of steroids and other performance- orappearance-altering drugs is illegal and harmful to physical and emotionalhealth (Ringhofer 138). Promote the importance of participation, fun, and fairplay in sports instead of win-at-all-costs values. Lastly, point out thatthe physiques of body builders, and other role models like McGwire, do notrepresent healthy or necessarily attractive ideals for young people to follow. .ub5b7722ea44292d85314534c0d3f892f , .ub5b7722ea44292d85314534c0d3f892f .postImageUrl , .ub5b7722ea44292d85314534c0d3f892f .centered-text-area { min-height: 80px; position: relative; } .ub5b7722ea44292d85314534c0d3f892f , .ub5b7722ea44292d85314534c0d3f892f:hover , .ub5b7722ea44292d85314534c0d3f892f:visited , .ub5b7722ea44292d85314534c0d3f892f:active { border:0!important; } .ub5b7722ea44292d85314534c0d3f892f .clearfix:after { content: ""; display: table; clear: both; } .ub5b7722ea44292d85314534c0d3f892f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ub5b7722ea44292d85314534c0d3f892f:active , .ub5b7722ea44292d85314534c0d3f892f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub5b7722ea44292d85314534c0d3f892f .centered-text-area { width: 100%; position: relative ; } .ub5b7722ea44292d85314534c0d3f892f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub5b7722ea44292d85314534c0d3f892f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub5b7722ea44292d85314534c0d3f892f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ub5b7722ea44292d85314534c0d3f892f:hover .ctaButton { background-color: #34495E!important; } .ub5b7722ea44292d85314534c0d3f892f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub5b7722ea44292d85314534c0d3f892f .ub5b7722ea44292d85314534c0d3f892f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub5b7722ea44292d85314534c0d3f892f:after { content: ""; display: block; clear: both; } READ: The Infinity Mirror Argumentative EssayCoaches need to accept the responsibility of making their players aware of thedangers of steroid use. If they do not, then who will?BibliographyCowart, Virgina. The Steroids Game. Chicago: Human Kinetics Publishers, 1998. Gorman, Christine. Muscle Madness. Time. 7 September 1998: 21-22. Ringhofer, Kevin R. Coaches Guide to Drugs and Sports. Champaign: Human KineticsPublishers, 1996. Yesalis, Charles E. Anabolic Steroids in Sport and Exercise. Champaign: Human Kinetics Publishers, 1996.

a Critique of D Day June 6, 1944 essays

a Critique of D' Day June 6, 1944 essays A Critique of 'D-Day June 6,1944: The Climatic battle of WWII' The book D-Day June 6, 1944: The Climactic Battle of World War II was written by Stephen E. Ambrose, and published by Simon & Schuester in New York. This book begins with a prologue that is followed by 32 chapters, a glossary, endnotes, a bibliography, an appendix, and an index. The first ten chapters give the events that lead up to D-Day, it discusses a variety of topics ranging from, general topics like the attackers and the defenders, to topics like what kind of weather conditions would be necessary for the invasion. Chapters 11 through 14 discuss the air invasion that occurred shortly after midnight, and the air and naval bombardment of the beaches prior to the infantry landing on the Normandy shore. Chapters 15 through 25 cover the landings on the beaches and the struggles of the American forces to get up the bluffs and inland. Chapter 26 titled "The World Holds Its Breath", is exactly what it says, it gives a view of the home front during the invasion. Chapters 27 through 31 talk about other allied landings on the beaches. Chapter 32 ends the book by giving a summary of the accomplishments of D-Day, and giving the general feelings toward the success of the invasion after the first day of fighting. This book was written to provide everyone with an up close and personal view of WWII.The first two chapters on the book are titled " The Attackers" and "The Defenders". In these two chapters the author talks about the warring nations. The Germans who originally used blitzkrieg style warfare to remove the allied powers from Europe, by 1944 had dug in, and was now a complete opposite of what they once were. This would have probably worked just fine had the Nazis not conquered more territory than they could defend. Hitler knew that an invasion was immanent and that if he could send the allies back into the channel with great loses it would take months to organize another a...

How to Get a Raise at Work

How to Get a Raise at Work Your salary  now actually can have a profound impact on what you will make later down the line- not to mention how much you’ll have to work with when it comes time to retire. Make sure you’re not sabotaging your chances for a raise by following these 6 steps on how to get a raise at work. 1. Ask†¦You’ll never get it if you don’t ask. This is true of almost anything. It’s also true that most employees just don’t ask for a raise- even if they think they’ve earned it and are overdue. And the vast majority of employees who do ask usually get what they ask for, or just a little less. A raise ain’t gonna fall into your lap! You have to ask for what you want to stand a chance of ever getting it.2. †¦but don’t ask  too soon.Millennials in particular are guilty of thinking they deserve a raise or a promotion much sooner and more regularly than perhaps they actually do. Never ask before you’ve been at a company for at least a year, and have really gotten your feet wet and your hands dirty and made some marked progress there.3. Be prepared.It’s not enough to waltz into an office and demand a raise. You need to do your homework, figure out what’s a reasonable ask, and have a negotiating strategy in place. You’ll be asked for a number; have one ready. Also be ready to highlight and defend your accomplishments and show how they are (currently) undervalued assets.4.  Know exactly what you want.This doesn’t just pertain to dollar amounts. This pertains to career goals. Figure out the next 5 to 10 years of your trajectory. Figure out how this raise falls into that, have a number beneath which you’re not willing to go, and be the one in charge of defining your own goals and worth.5.  Let them know you might walk.It never hurts to leave the â€Å"or I’ll walk† card on the table in salary negotiations. Even if you have no intention of leaving. If your boss knows you’ll stay no matter what, she’s never going to offer to pay you more.6.  Don’t focus on â€Å"fairness.†But it isn’t fair. Or this is fair†¦ The truth is, there is no such thing as fair. Or there is- it just has no place in salary negotiations. Instead, approach it as a kind of contest. And if you can have a trump card, like another offer, or the threat of seeking one, then you’ll be in a much better position to win that contest.

Summary of the Chapter Marxist Worldviews Assignment - 1

Summary of the Chapter Marxist Worldviews - Assignment Example The main reason why Karl Marx was opposed to Capitalism as an economic system was that capitalism, for him, alienates the laborers (the producers) from what they produce. What this means in essence is that since in a capitalist economic system the means of production are owned by a few people (the bourgeoisie), the labourers receive only an insignificant share of the profit that results from their work, and for this reason Marx argued that capitalism alienates the labourers by underpaying them and by denying them a chance to be part of the profit that is made from their labour. As a remedy to the unjust and the flawed economic system, Karl Marx proposed his own economic system that he was deeply convinced that its adoption and implementation would render justice to the poor, thus ensuring that there is peace in the society. Marx proposed Communism as his ideal economic system. In his development of Communism as an economic theory, Marx was influenced by both Hegel and Engels. Marx ad opted Hegel’s idea that the history of the world proceeds in a dialectic process. Marx, however, differed with Hegel in that, while Hegel had explained the history of the world in terms of the dialectic movement of ideas, Marx explained the history of the world in terms of the dialectic movement of material things, hence, Marx’s account of history is known as dialectic materialism. On the other hand, Marx took Engel’s idea that the laborers are alienated from their work in a capitalist society. In his account of the history of the world, Marx saw the thesis of the history as the status quo economic system, the antithesis of the status quo economic system comes about when there is the conflict between the owners of the means of production in the prevailing economic system and the laborers. The conflict between the owners of production and the laborers who are opposed to the economic system give rise to a synthesis, which is a new economic system.

Hobbes Essay Example | Topics and Well Written Essays - 1500 words

Hobbes - Essay Example Thus, in his book, Morgan had tried to trace moral and political philosophy within realm of science and its numerous branches. He had also tried to establish civic peace as a way to direct mankind to fulfill their individual civic duties. To delineate these, Morgan has illustrated lifestyles and works of some of the greatest philosophers, sociologists, mathematics and scientists like- Plato, Aristotle, Socrates, etc. Through some selective excerpts of their works, Morgan has tried to establish his goal. Moreover, he has also attempted to motivate citizens in performing their civic duties by analyzing the aspects which makes thought and action of one individual different from another. Once goodness of soul is achieved, citizens will be able to establish civic peace in their societies (Matthews,. 4-27). History Philosophy and science were interrelated from the very beginning, so much so that philosophical ideas developed during seventeenth century has played a huge role in development of science and technology of modern times (Matthews,.1). It was during the beginning of seventeenth century that contradictory views of Plato and Aristotle were noticed by the modern world. At that time, philosophies theories and ideas were re-modeled due to two important contemporary movements- the European Renaissance and Scientific Revolution, with the latter supporting medieval thinking patterns of Plato. However, aspects of Aristotle’s views had more to offer regarding â€Å"empiricism, essentialism, naturalism and teleology† (Matthews, 5). Added to these, Aristotle’s thinking had directly influenced thinking of some of the greatest geniuses like Galileo, Newton, etc. who in turn contributed a lot to modern philosophy. The fact that science and philosophy are interrelated is proved again and again. For instance, the proposition that the stars do not twinkle because they are near or because the stars are so near that they do not twinkle. When there is no con version of the middle term with more relative non- explanatory term, or at times when the middle term is present outside, the proposition is proved by logic but the reason remains unexplained (Matthews, 31-32). Solution to this unexplained reason can be traced with help of different branches of science, like- optics can be related to geometry, mechanics to solid geometry, harmonics can be related to arithmetic and watching stars and comets could be linked to astronomy. This is what Morgan had tried to establish in his book. Putting moral and political philosophy on a scientific basis Appropriate upbringing is required for making good citizens. For this reason, people must learn to abstain from pleasure and pain generated by every single action. The same hypothesis is supported by medical treatments- the corrective treatments to be more precise. Thus, science has its own remedies for pleasures and pains as consequence of any action generated by excess of virtues. Virtue is a part of moral philosophy which pursues people to avoid anything that is wrong. The difficulty to fight pleasure makes both craft and virtue more challenging. This theory holds true for political science also (Morgan, 267). ‘Knowledge’ exists in two forms, namely of â€Å"fact† and of â€Å"consequence of one affirmation to another†. While the former one relies on individual’s sense and memory, the latter strictly relies on science. Philosophy and logic differs from science in the

Football salary Essay Example for Free

Football salary Essay Many people think that footballers are paid too much money for doing too little effort. However, this can be argues because they are people who have dedicated their entire life to this sport and therefore they should be rewarded. But in the end there is lots of people need that money to survive and get some food and clean water. The money which is given to players should be reduced because what they do isnt worth all the money they get. Because the average salary of a professional football player of February 2010 was listed at about $1.8 million year (Mandi R Hall, www.ehow.com). There are also other people that have worked harder throughout their lives by working and studying. Players perform a sport where they do not save anyones life unlike doctors who study for 6 consecutive years, work for several hours, and literally save peoples lives. But the problem is even doctors they don’t gut that high salary like the average in 2009 for doctors in the US was $226,000/ year (mdsalaries.blogspot.com). There are also other careers like police officers who devote their lives to provide a safe community. A single football player receives high amounts of money where half of this amount could be spent on medical supplies, help have a better education, and also help many needy people. Because billing school for example â€Å"The Williamstown Public School in Williamstown, Massachusetts is an old school, so they are currently building a new one. It costs $14.5 million and it will house 650 students maximum. The Williamstown Public School is about three times bigger than Marks Meadow. Since our school is about 1/3 smaller, it would cost about 1/3 less money to build. $14.5 million divided by three equals about $4.8 million† (arps.org).The players effort is insignificant and worthless compare to the amount of they get. The reasons why they should not be paid as much as they do, are: Children should be in better schools have a higher degree of education, people who work harder should get better salaries, the money people sent in football as a whole should be used better on investment or donations.

Slavery position with writers :: essays research papers

The issue of slavery in the nineteenth century produced an overwhelming issue in society. There were some writers that favored slavery and then there were some that did not favor slavery. In favor of slavery were William Gillmore Simms, and Caroline Hentz. Those opposed to slavery were Frederick Douglass, Harriet Beecher Stowe, Henry David Thoreau, and Herman Melville. All of these writers presented their views of slavery in the their literary works.   Ã‚  Ã‚  Ã‚  Ã‚  William Simms was a supporter of slavery and this evident in his novel, â€Å"Woodcraft.† This novel takes place in the south during the closing of the Revolutionary War. Simms was born in Charleston, South Carolina, so he was raised on the souths’ position of pro-slavery. In Simms novel Woodcraft, he states, â€Å" Exhaustion not wisdom, or a better state of feeling, was the secret of the peace which was finally concluded between the two nations (America and Great Britain), and of which, South Carolina, and Charleston in particular, was eagerly expecting the benefits. (Simms 35) Great Britain had spent most of the Revolutionary War occupying Charleston and the soldiers would stay at the peoples’ home with out the homeowners consent. This angered many townspeople in Charleston and many other townspeople throughout the south. Since the war was coming to an end the people of Charleston could have their city and homes again. Also meaning plantat ion owners and slaver owners could resume back to their work of the land, which was the major source of economy in the south. During the Revolutionary War, Great Britain was re-stealing the slaves of slave owners in the south. In â€Å"Woodcraft,† it is stated, â€Å" South Carolina had already lost twenty-five thousand slaves, which British philanthropy had transferred from the rice-fields of Carolina to the sugar estates of the West India Islands; and there were yet other thousands waiting to be similarly transported.† (Simms 35,36) Great Britain was taking slaves from America to use for their sugar estates. Many slave owners were very angry with the British for this, but in hindsight the slave owners had done the same thing when they would take slaves from their families or would split slaves families up. Carolina Hentz was also a supporter of slavery. She believed that the slaves were treated well and that they were best suited as slaves. Hentz uses examples in her novel, â€Å"The Planter’s Northern Bride,† as to how well treated slaves were.

Motherboard Essay

Before generation of Microprocessors i.e. in 1st, 2nd and 3rd generation computers, the computer was usually built in a card-cage case or mainframe with components connected by a backplane consisting of a set of slots themselves connected with wires; in very old designs the wires were discrete connections between card connector pins. But printed circuit boards soon became the standard practice in the late 1970s. The Central Processing Unit, memory and peripherals were housed on individual printed circuit boards which plugged into the backplane. (A backplane is a circuit board that connects several connectors in parallel to each other, so that each pin of each connector is linked to the same relative pin of all the other connectors, forming a computer bus.) During the late 1980s and 1990s, it was found that increasing the number of peripheral functions on the PCB was very economical. Hence, single Integrated Circuits (ICs), capable of supporting low-speed peripherals like serial ports, mouse, keyboards, etc., were included on the motherboards. By the late 1990s, motherboards began to have full range of audio, video, storage and networking functions on them. Higher end systems for 3D gaming and graphic cards were also included later. Micronics, Mylex, AMI, DTK, Orchid Technology, Elitegroup, etc. were few companies that were early pioneers in the field of motherboard manufacturing but, companies like Apple and IBM soon took over. Today, motherboards typically boast a wide variety of built-in features, and they directly affect a computer’s capabilities and potential for upgrades. Today Intel and Asus are the two leading companies in the field of motherboard manufacturing. A typical desktop computer has its microprocessor, main memory, and other essential components connected to the motherboard. Other components such as external storage, controllers for video display and sound, and peripheral devices may be attached to the motherboard as plug-in cards or via cables, although in modern computers it is increasingly common to integrate some of these peripherals into the motherboard itself. Few things that a motherboard nowadays include are: †¢ sockets (or slots) in which one or more microprocessors may be installed. †¢ slots into which the system’s main memory is to be installed (typically in the form of DIMM modules containing DRAM chips). †¢ a chipset which forms an interface between the CPU’s front-side bus, main memory, and peripheral buses. †¢ non-volatile memory chips (usually Flash ROM in modern motherboards) containing the system’s firmware or BIOS. †¢ a clock generator which produces the system clock signal to synchronize the various components. †¢ slots for expansion cards (these interface to the system via the buses supported by the chipset). †¢ power connectors, which receive electrical power from the computer power supply and distribute it to the CPU, chipset, main memory, and expansion cards. †¢ Additionally, nearly all motherboards include logic and connectors to support commonly used input devices, such as PS/2 connectors for a mouse and keyboard. Occasionally video interface hardware is also integrated into the motherboard. Additional peripherals such as disk controllers and serial ports are provided as expansion cards. †¢ Given the high thermal design power of high-speed computer CPUs and components, modern motherboards nearly always include heat sinks and mounting points for fans to dissipate excess heat. [pic] CPU Sockets †¢ A CPU socket or slot is an electrical component that attaches to a printed circuit board (PCB) and is designed to house a CPU (also called a microprocessor). †¢ It is a special type of integrated circuit socket designed for very high pin counts. A CPU socket provides many functions, including a physical structure to support the CPU, support for a heat sink, facilitating replacement (as well as reducing cost), and most importantly, forming an electrical interface both with the CPU and the PCB. †¢ CPU sockets can most often be found in most desktop and server computers (laptops typically use surface mount CPUs), particularly those based on the Intel x86 architecture on the motherboard. A CPU socket type and motherboard chipset must support the CPU series and speed. Integrated Peripherals †¢ It is possible to include support for many peripherals on the motherboard. By combining many functions on one PCB, the physical size and total cost of the system may be reduced; highly integrated motherboards are thus especially popular in small form factor and budget computers. Peripheral Card Slots †¢ A standard ATX motherboard will typically have one PCI-E 16x connection for a graphics card, two conventional PCI slots for various expansion cards, and one PCI-E 1x. A standard EATX motherboard will have one PCI-E 16x connection for a graphics card, and a varying number of PCI and PCI-E 1x slots. It can sometimes also have a PCI-E 4x slot. †¢ Some motherboards have two PCI-E 16x slots, to allow more than 2 monitors without special hardware, or use a special graphics technology called SLI (for Nvidia) and Crossfire (for ATI). These allow 2 graphics cards to be linked together, to allow better performance in intensive graphical computing tasks, such as gaming and video editing. †¢ Virtually all motherboards come with at least four USB ports on the rear, with at least 2 connections on the board internally for wiring additional front ports that may be built into the computer’s case. †¢ Ethernet is also included. Ethernet is a standard networking cable for connecting the computer to a network or a modem. †¢ A sound chip is always included on the motherboard, to allow sound output without the need for any extra components. This allows computers to be far more multimedia-based than before. Some motherboards contain video outputs on the back panel for integrated graphics solutions. Computer Cooling †¢ Motherboards are generally air cooled with heat sinks often mounted on larger chips, such as the Northbridge, in modern motherboards. If the motherboard is not cooled properly, it can cause the computer to crash. †¢ Passive cooling, or a single fan mounted on the power supply, was sufficient for many desktop computer CPUs until the late 1990s; since then, most have required CPU fans mounted on their heat sinks, due to rising clock speeds and power consumption. Most motherboards have connectors for additional case fans as well. †¢ Newer motherboards have integrated temperature sensors to detect motherboard and CPU temperatures, and controllable fan connectors which the BIOS or operating system can use to regulate fan speed. Some computers use a water-cooling system instead of many fans. Bus & Bus Speed †¢ A bus is simply a circuit that connects one part of the motherboard to another. The more data a bus can handle at one time, the faster it allows information to travel. The speed of the bus, measured in megahertz (MHz), refers to how much data can move across the bus simultaneously. †¢ Bus speed usually refers to the speed of the front side bus (FSB), which connects the CPU to the northbridge. FSB speeds can range from 66 MHz to over 800 MHz. Since the CPU reaches the memory controller though the northbridge, FSB speed can dramatically affect a computer’s performance. [pic] Memory †¢ The speed of the chipset and busses controls how quickly it can communicate with other parts of the computer. The speed of the RAM connection directly controls how fast the computer can access instructions and data, and therefore has a big effect on system performance. A fast processor with slow RAM is going nowhere. †¢ The amount of memory available also controls how much data the computer can have readily available. RAM makes up the bulk of a computer’s memory. The general rule of thumb is the more RAM the computer has, the better. †¢ Much of the memory available today is dual data rate (DDR) memory. This means that the memory can transmit data twice per cycle instead of once, which makes the memory faster. Also, most motherboards have space for multiple memory chips, and on newer motherboards, they often connect to the northbridge via a dual bus instead of a single bus. This further reduces the amount of time it takes for the processor to get information f rom the memory. †¢ A motherboard’s memory slots directly affect what kind and how much memory is supported. Just like other components, the memory plugs into the slot via a series of pins. The memory module must have the right number of pins to fit into the slot on the motherboard. Form factor †¢ Motherboards are produced in a variety of sizes and shapes called computer form factor, some of which are specific to individual computer manufacturers. †¢ The current desktop PC form factor of choice is ATX. A case’s motherboard and PSU form factor must all match, though some smaller form factor motherboards of the same family will fit larger cases. For example, an ATX case will usually accommodate a microATX motherboard. †¢ Laptop computers generally use highly integrated, miniaturized and customized motherboards. This is one of the reasons that laptop computers are difficult to upgrade and expensive to repair. Often the failure of one laptop component requires the replacement of the entire motherboard, which is usually more expensive than a desktop motherboard due to the large number of integrated components.

Life in the Universe: The Significance of Planet X

The Internet is replete with sites touting proof of extraterrestrial life in the universe; television programs found on channels with a scientific slant, such as Discovery, The Learning Channel, The History Channel, SciFi, and Nova, explore the possibilities of extraterrestrial life on a regular basis; a slew of books have been published by those claiming to have had close encounters with alien beings, or to have witnessed events that suggest the presence of such. Many of these claims have been proven fraudulent or misinterpreted, yet some remain persuasive. Currently, there is some compelling evidence that extraterrestrial beings might not only exist, but might also have visited our planet throughout history. While a great majority of this evidence can be dismissed as the meanderings of the bored, mentally ill, or those interested in making money on the naivetà © of others, some of it is not so easily discharged. As far back as recorded history exists, there are suggestions of extraterrestrial visitations; artistic renderings of strange objects in the sky, beings that do not look human, and societies who function at a technological level that defies the development of the era. While modern technology might afford us evidence considered more empirical or irrefutable, in the past, no such evidence could be had. Historically, there are numerous depictions in art that suggest an awareness of alien beings or spaceships. One such painting entitled The Madonna with Saint Giovannino by the 15th century artist Domenico Ghirlandaio, depicts a flying saucer type object in the sky over Mary's shoulder, and a man with his dog, staring up at it. It seems clearly to be an alien spacecraft. Now, while paintings are clearly not the same as photographs, but merely renderings from the psyche of the artist, there still has to be some pertinent reason why an artist would place something so odd in his painted sky. The obvious suggestion here, is that he might have seen such an object, or the consciousness of the time was at least partly centered on these things. In 1486, Carlos Crivelli's painting, The Annunciation with Saint Emidius depicts a spaceship that is sending a beam of light to the head of Mary. But what if faith is not the only avenue toward belief? What if scientific data in the form of archeology, astronomy, physics and other disciplines point to the truth of extraterrestrial presence on our planet? Numerous hieroglyphs have been found that are clearly representations of objects in the ancient sky, objects that suggest a technology far advanced for the era. The fact that these objects were airborne at all, was of course cause for investigation. One such relief carving found in the beams of the ceiling of the New Kingdom Temple at the Giza Plateau in Egypt, clearly depicts a modern day helicopter, a submarine, a glider or perhaps a space shuttle (Crystal). It would be difficult to explain these images away as anything other than what they appear to be. Delving deeper into the antecedents for these ideas leads to examination of advanced cultures of the past. The Sumerian culture is one of the most advanced cultures ever known, yet they existed during a time period where most people lived in a primitive fashion. Still, they created many mathematical concepts, geometry, algebra, and were the first to develop the zodiac, dividing the heavens into the 12 houses; the first to develop 400 characters of cuneiform writing, and the first to display a complete understanding of astronomy. â€Å"Ooparts is the term used to describe the purportedly out of place in time artifacts, toys, tools, technical devices, depictions and documents which have come to light through archaeological excavation or discovery† (Freer). The Sumerians' culture is filled with ooparts that cannot be explained in any way other than they were influenced by another species from a more advanced culture. Sumerians recorded a great deal of their own history, even the day to day mundane events. It is clear from their records that they lived among beings they referred to as the Anunnaki. These beings were purportedly from the plant Nibiru, and had come here to colonize. This is where the Sumerians gained their incredible knowledge base, apparent in all their artifacts and records. For instance, the Sumerians knew the number of planets and the distance of the planets from Earth—how? We didn't even know that until we sent probes in the 1970's. How could they know so much about astronomy? All of this knowledge, though, is authenticated by artifacts left behind (AncientX). Religion aside, the theory with the most veracity, also seems the most far-fetched: that an alien race colonized our planet half a million years ago, and we are a product of genetic engineering and cross breeding. Russian-born archeologist Zecharia Sitchin, not only believes that, but has presented an impressive amount of data that would seem to prove his theory. Sitchin was raised in Palestine, gaining a formidable knowledge of ancient Hebrew, among other languages, and is â€Å"one of the few scholars who is able to read and understand Sumerian† (XFacts). Through study of Sumerian culture and artifacts, he has pieced together the historical details that explain this outlandish postulate. According to Sitchin, the Sumerians spoke of 12 planets in the solar system, contrary to our current knowledge of nine. They counted the sun and moon in that number, so according to them, there is one other planet in our solar system. This planet was known as Nibiru by the Sumerians, and current day references are usually â€Å"Planet X† which is a play on both the unknown and the fact that â€Å"X† is the Roman numeral for â€Å"ten,† and Nibiru would be the tenth planet, if we continue to discount the sun and moon as planets. Modern science has discovered that â€Å"the human genome contains 223 genes that do not have the required predecessors on the genomic evolutionary tree (Sitchin)† The question then becomes: where did those mysterious genes come from? Another interesting indicator is that lead NASA scientists believe there is another planet beyond Pluto, based on the inability of Pluto's mass to cause certain disturbances in orbit, referred to as perturbances, and wobbling movements of that planet. These movements suggest a gravitational pull beyond Pluto that can only be explained by the presence of another large planet, two to five times the size of earth. Scientists have also recently put forth the Orpheus Theory—that a rogue planet collided with Earth, and this created a new version of Earth, and our current moon, and also explains the asteroid belt, among other things. This theory supports what the Sumerians recorded 6,000 years ago (XFacts), which would suggest strongly that the Sumerians had knowledge of many things that cannot be explained other than with the input from another race from another planet. This information alone, should be enough to justify further investigation into not only the presence of a 10th (or 12th) planet, but the possibility that there are other lifeforms that have come from that planet to Earth in the past, and could do it again in the future. Further along in the historic timeline, we have discovered more tangible reasons to explore the idea of intelligent life in the universe aside from our own.   In 1938, an archeological dig in the Baian-Lara-Ula mountain between China and Tibet, produced a collection of graves in a series of interlocking caves. On the walls, were pictograms of the celestial sky, connected by dots. In the graves, were the remains of humanoids that were not like any known. The skeletons had oversized craniums, and short, spindly limbs, and all were much shorter than normal.   The team members considered that maybe these were the skeletons of apes, but as the archeologist Dr. Chi Pu Tei reportedly said, â€Å"Whoever heard of apes burying each other?† Soon afterward, Dr. Tei, discovered a disk-shaped stone in the floor of the cave which had a perfectly round hole in the center and an engraved line spiraling outward on the stoneThe team unearthed hundreds of these ancient carved stones buried in the floor of the cave, obviously remnants of a people who lived 12,000 years ago. With a magnifying glass, closer inspection was done of the groove in the stones, which so resembled an ancient phonograph record. It was a record, but not of the musical variety, unless you count the strange tone it made when they later spun the stone on a makeshift turntable. The score (pun intended) was really a continuous line of hieroglyphics. In 1962, Dr. Tsum Um Nui began to transcribe the writings, and decode them. He discerned that the stones told the story of the Dropa, who came down from the clouds in their aircraft† (AncientX). As the story went, they were stranded after a crash-landing, and before the local people understood that they were peaceful, and were repulsed by their appearance, so they hunted them down and even killed some. The Dropa were unable to repair their aircraft in order to return to their home planet. Today, it is known that there are two tribes indigenous to the area who possess odd anatomical features—larger heads, shorter bodies, yellowish skin. The local lore about these â€Å"invaders that came from the sky† matches the bodies found in the cave. Nui composed a paper for submission to the university, regarding the contents of the Dropa Stone messages but was denied publication by the Academy of Prehistory, and he was even told not to discuss his findings. The University felt that the world could not be told of the story of the Dropa, who apparently came to earth from another planet in a space craft, crash-landed and were subsequently stranded. But the information did beg the question about possible descendants having survived, and the connection this information might have with the history of the ancient Sumerians. All cultures since then commonly believed that they were descended from â€Å"heavenly beings.† This is perhaps an indication of the accuracy of oral tradition. But many other hieroglyphs and petroglyphs and petrographs around the world speak of this event, and often depict spacecraft and other-worldly beings. Contrary to our wishes, there can be no absolutes in some perennial questions. The possibility that alien life forms visited the Earth is one of those examples. I don't believe anyone has enough empirical evidence to take a staunch position on the existence of extraterrestrial visitations, versus the non existence of them.   Therefore , conclusions one way or another are merely postulates, theories and entertainments. What can be known, is that technologically advanced cultures have existed in antiquity, and that there is compelling evidence that these might have been influenced by intelligent life from another planet. Without empirical proof, however, the questions remain a mystery. There are other considerations that must be addressed. The capability of aliens to visit our planet, would naturally suggest a technologically advanced civilization far exceeding our own. Therefore, had they wanted to make themselves clearly known, they could have. The fact that they haven't revealed themselves boldly, can mean either they do not wish to for whatever reason, or that â€Å"they† do not exist. With mounting evidence indicating the existence of these other worldly beings, it becomes more and more difficult to ignore the possibilities, and more and more likely that we may all find ourselves questioning the paradigm of our ultimate source. With the elliptical orbit of Planet X/Nibiru expected to make its 3600 year pass near Earth in 2013, we may be doomed to another impact that will create a new Earth 3, or we may find ourselves shaking hands with a visiting delegation of Anunnaki. Either way, nothing will ever be the same again. Works Cited AncientX: Jason Martell's Research. â€Å"The 12,000 Year Old Dropa Stones.† 2006. Retrieved on 22 October 2006 from ;http://ancientx.com/nm/anmviewer.asp?a=61;. Crystal, Ellie. â€Å"Ancient Egyptian Flying Vehicles.†. Crystalinks. 2006. Retrieved on 21 October 2006 from ;http://www.crystalinks.com/ancientaircraft.htm;. Freer, Neil. â€Å"Sumerian Culture and the Anunnaki.† UFO Evidence. 2006. Retrieved on 20 October 2006 from ;http://www.ufoevidence.org/documents/doc147.htm;. Sitchin, Zecharia. â€Å"The Case of Adam's Alien Genes.† 2001. Retrieved on 21 October 2006 from ;http://www.sitchin.com/adam.htm;. XFacts Research. 2003. Retrieved on 21 October 2006 from ;http://xfacts.com/x.htm;. ;

Free Essays on Weep Not, Child

During the end of the nineteenth century the British government was planning, with Germany, on the partitioning of African territories so as to create holding on the continent and become part of the growing importance of this area to global trade and expansion. In the section of Africa that would become the British East Africa Protectorate and then Kenya in 1920, there was a wide range of cultural groups that lived by farming and herding livestock. There were also some groups, like the Kikuyu who were nomadic herders that lived in the mountainous, who were the least interested in colonization or cooperating with those types of governments. When the British decided to begin using the coastal areas of Kenya to trade in the Indian Ocean, they had a hard time extending their control inland. The cultural groups in the interior of the colony were not ready to give up their control and the British would have to take military action before the colony would be completely under their contr ol. The British began to classify the ethnic groups in the colony and force them to live in different area in order to divide and conquer the ethnic groups. Some of the ethnic groups, those who were wealthy and powerful, started to work with the British to establish a British government to run the colony of Kenya. Those poorer groups in the southern and western parts of Kenya, as well as in the mountain regions, were more resistant to change. The book Weep Not, Child takes place during the same time period telling the story about one families, the Ngotho families experience during the time Britain took over in Africa. The British helped the colonization by increasing the taxes levied on the Africans, in effect forcing them to work the white settler’s farm to pay the taxes, or retreat from the area. Either way the British were gaining more and more land to call Kenya. After World War II the British government had to deal with the tribal groups in Ken... Free Essays on Weep Not, Child Free Essays on Weep Not, Child During the end of the nineteenth century the British government was planning, with Germany, on the partitioning of African territories so as to create holding on the continent and become part of the growing importance of this area to global trade and expansion. In the section of Africa that would become the British East Africa Protectorate and then Kenya in 1920, there was a wide range of cultural groups that lived by farming and herding livestock. There were also some groups, like the Kikuyu who were nomadic herders that lived in the mountainous, who were the least interested in colonization or cooperating with those types of governments. When the British decided to begin using the coastal areas of Kenya to trade in the Indian Ocean, they had a hard time extending their control inland. The cultural groups in the interior of the colony were not ready to give up their control and the British would have to take military action before the colony would be completely under their contr ol. The British began to classify the ethnic groups in the colony and force them to live in different area in order to divide and conquer the ethnic groups. Some of the ethnic groups, those who were wealthy and powerful, started to work with the British to establish a British government to run the colony of Kenya. Those poorer groups in the southern and western parts of Kenya, as well as in the mountain regions, were more resistant to change. The book Weep Not, Child takes place during the same time period telling the story about one families, the Ngotho families experience during the time Britain took over in Africa. The British helped the colonization by increasing the taxes levied on the Africans, in effect forcing them to work the white settler’s farm to pay the taxes, or retreat from the area. Either way the British were gaining more and more land to call Kenya. After World War II the British government had to deal with the tribal groups in Ken...

Herodotus, the Greek Historian

Herodotus, the Greek Historian Herodotus is known as  the father of history. We may think all the famous ancient Greeks came from Athens, but its not true. Like many important ancient Greeks, Herodotus was not only not born in Athens but wasnt even born in what we think of as Europe. He was born in the essentially Dorian (Hellenic or Greek, yes; but not Ionian) colony of Halicarnassus, on the southwest coast of Asia Minor, which at the time was part of the Persian Empire. Herodotus had not yet been born when Athens defeated Persia in the renowned Battle of Marathon (490 B.C.) and was only a young child when the Persians defeated the Spartans and allies at the Battle of Thermopylae (480 B.C.).​ Herodotus Homeland Lyxes, the father of Herodotus, was probably from Caria, in Asia Minor. So was Artemisia, the female despot of Halicarnassus who joined Xerxes in his expedition against Greece in the Persian Wars. Following victories over the Persians by the mainland Greeks, Halicarnassus rebelled against foreign rulers. In consequence of his part in rebellious actions, Herodotus was sent into exile to the Ionian island of Samos (homeland of Pythagoras), but then returned to Halicarnassus around 454 to take part in the overthrow of Artemisias son, Lygdamis. Herodotus of Thurii Herodotus calls himself Herodotus of Thurii rather than Halicarnassus because he was a citizen of the pan-Hellenic city of Thurii, which was founded in 444/3. One of his fellow colonists was the philosopher, Pythagoras of Samos, probably. Herodotus Travels the Known World Between the time of the overthrow of Artemisias son Lygdamis and Herodotus settling in Thurii, Herodotus traveled around most of the known world.  Herodotus traveled to learn about foreign countries. He traveled to have a look, the Greek word for looking is related to our English word theory. He also lived in Athens, spending time in the company of his friend, the renowned writer of great Greek tragedy Sophocles. The Athenians so appreciated Herodotus writing that in 445 B.C. he awarded him 10 talents- an enormous sum. The Father of History Despite major shortcomings in the area of accuracy, Herodotus is called the father of history even by his contemporaries. Sometimes, however, more accuracy-minded people describe him as the father of lies. In China, another man earned the father of history title, but he was centuries later: Sima Qian. Herodotus Histories Herodotus Histories, celebrating the Greek victory over the Persians, were written in the mid-fifth century B.C. Herodotus wanted to present as much information about the Persian War as he could. What sometimes reads like a travelogue, includes information on the entire Persian Empire, and simultaneously explains the origins (aitia) of the conflict, by reference to mythological prehistory. Even with the fascinating digressions and fantastic elements, Herodotus history was an advance over the previous writers of quasi-history, who are known as logographers.Sources East Is East And West Is West - Or Are They? National Stereotypes In HerodotusAncient History Sourcebook: 11th Brittanica: HerodotusCicero  De legibus 1.5: Herodotum patrem historiae

OUTLINE HOW AND WHAT TYPES OF RESEARCH METHODS ARE IMPORTANT TO Essay

OUTLINE HOW AND WHAT TYPES OF RESEARCH METHODS ARE IMPORTANT TO CRIMINOLOGY - Essay Example In criminology, most research methods are quantitative, that is methods that record social life variation in attributes or numbers. Qualitative methods focus on the interpretation of observation therefore subject to bias. Quantitative methods include observation, surveys and interviews. This paper aims to discuss research methods in criminological research, their merits and demerits. This is research conducted in a way that a subject’s behavior is monitored without any influence. This can be done by studying criminals in confined places and in the field. Field researchers usually get an in-depth view of the subject matter and reach an unusually comprehensive information. There are many disadvantages in regard to this method. First, most criminal activities will be inaccurately measured since some will go unnoticed or reported by other people. Secondly, observing criminals by pretending to be part of their world is highly dangerous and may not work in most situations. This method is highly involving and time consuming, demanding a lot of time from the researcher. The observer also faces dual dangers of over identification with the group under study often testing the limits of the researcher’s commitment to objectivity (Hagan, 2011). Participant observation method is ideal since a lot of detail is availed to the researcher and is less influenced by prejudgments. This method is highly flexible and less unnatural because it enables the researcher to observe subjects in their natural environment. However, the measurements made by a researcher can be inferred differently by another researcher (McBurney and White, 2011) Surveys can be used as a measurement of crime where people are asked about their attitudes, beliefs, values and characteristics and experiences with crime. This can be done by sampling, where a number of subjects who are

FMRI Management Coursework Example | Topics and Well Written Essays - 1000 words

FMRI Management - Coursework Example There are many products provided by banks and other financial intermediaries to the customers for long-term motives. Some of the prominent provisions of services include term deposit and comparable accounts, which allows consumers to make very safe and appealing investment (Padmalatha 2011). It is because a defined period of money drawl is beneficial as it returns back higher rate and it is a low risk investment compared to demand deposit. Financial intermediaries give consumers an opportunity to utilize bonds and quoted shares as currency to start up a small business (Padmalatha 2011). In addition, banks also facilitated their customers with the opportunity of invested funds through fair means under the supervision of concerned authoritative bodies. Skilled and efficient managers are responsible for the security of invested fund to ensure banks as most trustworthy organizations for the consumers.Life insurance is another important policy of financial intermediaries to serve people o f the society. It is a long-term service, specifically an important financial security for family (Padmalatha 2011). It can aid a family during crucial stages of life, such as marriage, health care, or education of children. It is a vital tool of protecting family and children in financial terms. A pension policy is another very significant service for the citizens (Padmalatha 2011). It is considered a complementary plan for the public provided by employers of the organization to their employees after retirement or death. This policy allows family of an employee to receive a fix amount from the salary, through the whole life on a monthly basis. These are some of the most advantageous long-term services, provided by retail banks or non-bank financial intermediaries (Padmalatha 2011). Implications of Increased Interest Rates: Increase in interest rate pulls down inflation. However, more than investors get benefit with the increased interest rates. It is so because an increase in inter est rate also increases the worth of loan. Ultimately, the worth of pension and bond fund increases. It provides an outstanding benefit to those who depends upon pension and other funds for their monthly income (Cummings 2010). This condition attracts more people towards saving funds rather than spending their money, because everyone is well aware of the facts, which can bring gain to them. Thus, during the season of higher interest rate, rate of individuals` investment increases in the banks. Moreover, in this situation risk premium is also provided, which usually gets flatten during low interest rates (Cummings 2010). In addition, not only citizens, but foreigners also tend to show their interest in investment in the state, where interest rate increases and benefits investors with high rate of returned amount. Furthermore, it has been observed that it results in stronger currency and puts higher demands of currency (Cummings 2010). As a result, countries take advantage from curren cies of other states and citizens enjoy lower rate of good and products of daily use such as petrol and other food items. Additionally, in this season governmental bodies of the country buy back bond on low cost (Cummings 2010). In short, it could be said that investors look for more advantages than disadvantages of the season because it is beneficial for saving money, but not for investments. Risk to Commercial Banks: Commercial banks gain a return towards shareholder only when the organizers successfully

Analysis of U.S. Foreign Policy Essay Example | Topics and Well Written Essays - 1000 words

Analysis of U.S. Foreign Policy - Essay Example The U.S. democratization policy was introduced and affected by President Bush in 2005 after his administration realized that the U.S. support of non-democratic leaders contributed to terrorism. This paper will detail on how presidency, interest groups, the news media as well as the international distribution of power has made democracy policy to be what it is in the Middle East. The American interests directed to the Middle East are not national interests. The interests of some groups such as small energy companies, banks, and well-paid lobbyists do not in any way present the interests of the majority of the Americans who constitute of working-class individuals from all social groups. In most occasions, the ruling groups portray their own interests as national interests. The ruling elites have evident interests in the Middle East that they have been pursuing for almost a century. Those interests can be referred to as imperialist interests because they center on Middle East’s energy resources (Epstein, Miko and Serafino 7). In advocating democracy in the Middle East, America aims at preventing the rise of popular movements that may threaten her control of that region’s natural resources. She also uses the foreign policy to increase the number of her military in the region so as to have effective control of almost all activities. All corporate media in the U.S., as well as international media, contribute significantly to making the U.S. foreign policy in the Middle East to be what it is. For instance, it is evident that the corporate media in the U.S. carry out their roles in favor of the government policies. The media in the U.S. portray this by barring the Americans from acquiring accurate information and understanding on all the activities carried out by their government in the Middle East and other parts of the world (Jentleson 567).

Applying Risk Management Strategies Essay Example for Free

Applying Risk Management Strategies Essay In this PE assessment, we learned to apply risk management strategies to outdoor activities associated with the water/beach such as snorkelling and swimming. Our class practiced snorkelling skills (ie. Clearing snorkels, equalising, dolphin kicking) in the school pool and at Picnic Bay/Mangawhai which was preparation for snorkelling at Goat Island marine reserve. We analysed the possible risks and hazards that could occur during these activities and the factors that may cause them. As a class, we had to come up with strategies to prevent these risks and hazards to insure everybody’s safety. (Strategy 1) In any activity relating to water, the biggest issue would be someone drowning or getting lost out to sea due to strong currents which may lead to an even worse scenario such as death. So we decided that having safety buddies was a suitable strategy to apply to these risks. We had to pair up with a classmate and they would be your safety for whatever activity. We did not have designated safety buddies so we paired up with different people most of the time. A safety buddy’s job is to make sure your buddy was fine and dandy and nothing was wrong, insuring each other’s safety. If your buddy was in danger or in distress, it would be your job to aid him or notify a supervisor depending how severe the situation was. For example, my safety buddy was Joshua. I unluckily suffered a muscular cramp in my calf when we were in the estuary (Picnic Bay). This situation could easily escalate to a more severe situation, but I was able to tell my safety buddy Joshua that I was in distress and he notified Ms Parkinson (supervisor) who told me to swim back ashore before carrying on any further into the strong currents. Another example would be when we were at Goat island, when we were exploring the waters, only one of you are allowed to dive down under at a time while your safety buddy had to watch over you. This made sure we were supervised by someone at all times so we did not lose one another. If we were allowed to dive whenever we wished, we could easily lose sight of each other and split up. This strategy is relevant to these risks during snorkelling because it is suitable for any outdoor activity that involves a group or class that lack a number of parent or teacher supervisors, since 1 or 2 upervisors cannot always keep an eye of every single student. So relying on classmates was better and efficient alternative. I think this has a positive effect on us students because our safety lies in the hands of our classmates, so it requires us to be more responsible and cooperative, hence it aspires us to be a more responsible, sensible and mature person working better with others. In my opinion, we should’ve been entitled/assigned to a buddy so that the person you were paired up with would be your buddy at all times. This could potentially save a bit more time before starting activities where as we would have to choose anyone before each activity. Also this could improve our social kills, working better with others and having a chance to get along with everyone. (Strategy 2) Throughout these activities we used equipment such as snorkel masks, flippers and wetsuits. Knowingly, the gear that we used required certain care to prevent any damage to them. if the equipment was damaged in any way then we’d have to replace or pay for the damages inflicted to the gear. especially when we were at Goat Island, where we hired the gear. All of them needed to fit properly or else they could pose multiple issues to us. We also used suitable gear to protect us from several risks we would encounter in the water. Risks such as getting sunburnt, and also our hair was an issue as it would get in the way and get caught in your mask. So the risk management strategies we used were looking after the gear, providing adequate care, and make sure the equipment was a suitable for you. For example, when we were snorkelling in the water, if the masks were too loose and did not seal tightly, water would seep through into the mask which may become an irritation when in the water. Your flippers needed to fit properly and feel comfortable. If they were too tight they would eventually begin to hurt your feet and if they were too loose they would fall off. For me, if the flippers did not fit comfortably, it made me more vulnerable to foot or leg cramps, which could possibly advance to a more dangerous situation. At Goat island we hired wetsuits, which provided sun protecting when we were in the water since the sunscreen would’ve been washed off. We were also provided with head caps which help keep out hair in place and prevent foreign organism from getting in there. e were advised not to sit on the rocks , as this would scratch holes onto the backside of the wetsuit. Having these risk management strategies for our equipment was relevant since the gear we used at Goat Island were not our own and were hired locally, it meant extra caution and care would be needed when using their equipment. Not applying these strategies could create potential risks which cou ld jeopardize our safety. These strategies allowed us to snorkel comfortably in the water without complication such as getting burnt or constantly adjusting your mask. Also when we were done with the gear, no damage was inflicted to any equipment. When we were practising snorkelling in-school. We should have had our own snorkel and flippers to use. Since a people were complaining about the sizing on the flippers and snorkels. OR each student should’ve chosen their flippers and snorkels at the very beginning of the assessment, and they would keep and use them throughout the whole standard. This could be a better alternative than students having to try on the gear and find out which one fits for them at the beginning of each period when snorkelling. Strategy 3) We identified that the weather was a risk as it can affect us in a lot of ways. Factors such as how strong and direction of winds, tides, currents and swells could affect our safety and determined how good our snorkel experience will be. Checking the weather forecast prior to doing our activities/going on trips was a relevant strategy to this risk because it gave us a fair idea on what to expect, allowing us to prepare for what additional things we’d have to bring or if we decide whether or not to postpone the trip. We would have to check the weather ourselves the day before we wanted to do any activity. Ms Parkinson would check as well and show the class, for those who didn’t check. When we were preparing to go to Mangawhai and Goat island we check the winds, tides, currents and swells together as a class and decide whether the conditions were suitable or not. At our first Mangawhai trip, and also the Goat Island trip, the weather was expected to be good, sunny/ clear skies, so we brought sunscreen and a hat(if you wanted to) to protect us from the sun and getting sunburnt. On our second trip to Mangawhai , the weather wasn’t as great, as there were strong winds, strong currents and big swells. This meant the visibility wasn’t very good in the water, and the strong wind caused us to become very cold quickly, especially when we got out of the water. We brang warm clothing such as a sweater, track pants etc, to keep warm since getting hypothermia could have possibly been a risk. Some people (Bryn and William) brung their own wetsuits when we went to Mangawhai so that they’d stay warm in the water. This strategy helped us prepare and adapt to the weather so that none of us were really affected significantly. Next time, extra dates should be reserved when going on out of school trips such as Picnic bay (Mangawhai). Since the weather on one of the trips weren’t very good because of strong winds, currents and big swells, which limited our time in the water because of people, such as myself, became colder more quickly. Postponing to a reserved day where the weather was better(hopefully), would mean a better snorkelling experience, and would lessen the chances of people getting a cold or hypothermia.

Human Beings as the Puppets of Society Essay -- Papers Behavior Sociol

Human Beings as the Puppets of Society Sociologists have long argued about whether or not we are controlled by the structure of the society in which we live, in other words, are we or are we not ‘puppets of society’. Social structure theorists such as Functionalists and conflict theorists like Marxists, believe that we are ‘puppets’ and that our behaviour is controlled by the structure of the society in which we live. Both theories suggest that people are controlled by society but this argument is opposed by social action theorists such as Symbolic Interactionists who believe that society is created by the individuals themselves. To show far it can be argued that human beings are ‘puppets of society’ this essay will look at functionalism and social control through the family, Marxism and social control within the education system and then look at the opposing theory of Symbolic Interactionism. It is also intended to discuss the recent structuration theory of Giddens who argues that these theories are no longer valid in determining if we are ‘puppets’ because both structure and action are necessary for society to exist and thus in some instances in our lives we are ‘puppets’ and others we are not. According to Jones, Functionalists like Durkheim consider ‘human behaviour as learned behaviour’(2004, p.6), in other words everything we know and do has to be taught to us given that when we are born we have no knowledge of anything. They argue that all our behaviour is learnt through the socialisation process. Functionalists consider that primary socialisation is the basis to learning the norms, values and roles of society and... ...eeded, so it could be argued, therefore, that even though at times we are free agents and have an individual choice in our actions we are also ‘puppets of society’ because of the many of the structures of society. References List Czerniawski, G., 2004. What is the Role of Education? Sociology Review, 14 (2), 24-25 Giddens, A., 2002. Sociology. 4th ed. Polity Press Jones, P., 2004. Introducing Social Theory. Cambridge: Polity Press Wilson, A., 1985. Society Now: Family. London: Tavistock Publications Bibliography Moore, S., 2001. Sociology Alive. 3rd ed. Cheltenham: Nelson Thornes Ltd Haralambos and Holborn, 2000. Sociology Themes and Perspectives. 5th ed. London: Collins Educational Bauman Z & May T., 2003. Thinking Sociologically. 2nd ed. London: Blackwell Publishing Ltd

Recruitment and Selection in Dlw

A SUMMER TRAINNING PROJECT REPORT ON RECRUITMENT AND SELECTION AT DIESEL LOCOMOTIVE WORKS SUBMITTED IN Partial Fulfillment of the Requirement of the Award of the Master of Business Administration (MBA) OF BANASTHALI UNIVERSITY (Session: 2011-2013) SUBMITTED BY AMRITA MATHUR MBA IIND SEMESTER ID NO. – WBMBA11964 ROLL NO. – 7459 ACKNOWLEDGEMENT Any accomplishment requires the effort of many people and this work is no different. It has been my proud privilege to be attached to Diesel Locomotive Work, a highly professional’s bank with modern outlook.With due respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would like to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experi ence in the successful completion of this project. I would also thankful to almighty god for his grace and mercy to successfully complete this project. Amrita Mathur PREFACEIn our two year degree program of M. B. A. of there’s provision for doing summer training, after IInd semester. The essential purpose of this project is to given an exposure and detailed outlook to the student of practical concept, which they already studied research. For this purpose, I was assigned the project for the â€Å"RECRUITMENT AND SELECTION† in Diesel Locomotive Work. It is a matter of great privilege to get training from Diesel Locomotive Work, one of the largest organisations of its kind. The project lasted for a period of six weeks: it was informative, interesting and inspiring.I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled â€Å"RECRUITMENT AND SELECTION† Under taken in Diesel Locomotive Works (DLW). A production unit of Indian Railways,  DLW  was set up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied over 5,000 locomotives, mainly to Indian Railways but also including 342 locomotives for non-railway  customers  such as power plants, port trusts and industrial users.The project report is about recruitment and selection process that’s an important part of any organization. Which is considered as a necessary asset of a company? It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation.Shortage of skills and the use of new technology are putting considerable pres sure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. There are two types of factors that affect the Recruitment of candidates for the company- * Internal factors. * External factors With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process.Sources of Recruitment through which an organisation gets suitable application. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process o r activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Indian Railways. CONTENTS SR. NO. | TOPIC| PAGE NO. | 1. | Introduction| 1| 2. | Objective| 2| 3. | Scope Of The Study| 3| 4. | Research Methodology| 4-6| 5. | Company Profile| 7-12| 6. | Review Of Literature| 13-38| 7. | Data Analysis And Data Interpretation| 39-49| 8. Findings| 50| 9. | Conclusion| 51| 10. | Limitation Of Study| 52| 11. | Suggestions| 53| 12. | Bibliography| 54| 13. | Annexure| 55-57| INTRODUCTION Human Resource is a basic need of any work to be done. Recruitment and selection are two of the most important functions of personnel managem ent. Recruitment precedes selection and helps in selecting a right candidate. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers.Every business organisation/unit needs manpower for carrying different business activities smoothly a nd efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. OJBECTIVE The objective of my study is to understand and critically analyzed the recruitment and selection procedure at Diesel Locomotive Works. 1. To study the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To study the various sources of recruitment followed in DLW. . To learn what is the process of recruitment and selection that should be followed. 4. To critically analyze the functioning of recruitment and selection procedures. 5. To identify the probable area of improvement to make recruitment and selection procedure and more effective. 6. To know the managerial satisfaction level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures.The key points of my research study are: 1) To study the facts about the diesel locomotive works as a group. 2) To understand and analyze various HR factors including recruitment and selection procedure at Diesel Locomotive Works. 3) To suggest any measures/ recommendations for the improvement of the recruitment procedures. REASERCH METHODOLOGY In everyday life human being has to face many problems viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.Research was carried out at DIESEL LOCOMOTIVE WORKS to find out the â€Å"Recruitment and selection process†. The Research Research is a â€Å"careful investigation or inquiry especially through search for new facts in any branch of knowledge. â⠂¬  The project is a systematic presentation consisting of enunciated problem, formulated hypothesis, collected facts or data, analyzes facts and proposed conclusions in form of recommendations. Kind of Research The research done by Exploratory Research: This kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design: A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was chosen that consisted of 25-30 employees. DATA COLLECTION The data for the survey will be conducted from both primaries as well as secondary sources. Primary Data: Primary data was collected through training classes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department.The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. RESEARCH DESIGN Research Design:A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. â€Å"A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure†. Design decision happens†¦ 1. What is study about? 2. What is study being made? 3. Where will the study be carried out? 4. What type of data is required? . Where can the required data to be found? 6. What will be the sample design? 7. Technique of data collection? COMPANY PROFILE INDIAN RAILWAY India's first train runs between Mumbai  and  Thane. The Indian railways are Asia’s largest railways system and the world’s second largest railways system. Indian railways are owned and managed by the central government. Indian Railways  (IR) is an iconic Indian organisation, owned and operated by the  Government of India through the  Ministry of Railways which is responsible for the maintenance and operation of the entire rail network in India and it enjoys total monopoly. Railway† means a railway or any portion of a railway for the public carriage of passengers, animals or goods. Railways were first introduced to India in 1853. By 1947, the year of  India's inde pendence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit, the Indian Railways, becoming one of the largest networks in the world. It has the world's fourth largest railway network after those of the United States,  Russia  and  China. Rail transport is the conveyance of passengers and goods by means of wheeled vehicles running along railways or railroads.Rail transport is part of the logistics chain, which facilitates international trade and economic growth. INDIAN RAILWAY STRUCTURE Indian Railways is divided into several zones, which are further sub-divided into  divisions. The number of zones in Indian Railways increased from six to eight in 1951, nine in 1952 to sixteen in 2003 then to seventeen in 2010. Each zonal railway is made up of a certain number of divisions, each having a divisional headquarters. There are a total of sixty-eight divisions. Each of the seventeen zones is headed by a General Manager (GM) who reports directly to the Railway Board.The zones are further divided into divisions under the control of Divisional Railway Managers (DRM). Sr. No. | Name| Abbr. | Date Established| Headquarters| Divisions| 1. | Central| CR| 1951-11-05| Mumbai| Mumbai,  Bhusawal,  Pune,  Solapur,  Nagpur| 2. | East| ECR| 2002-10-01| Hajipur| Danapur,  Dhanbad,  Mughalsarai,Samastipur,  Sonpur| 3. | East Coast| ECoR| 2003-04-01| Bhubaneswar| Khurda Road,  Sambalpur,  Visakhapatnam| 4. | Eastern| ER| 1952-04| Kolkata| Howrah,  Sealdah,  Asansol,  Malda| 5. | North Central| NCR| 2003-04-01| Allahabad| Allahabad,  Agra,  Jhansi| 6. North Eastern| NER| 1952| Gorakhpur| Izzatnagar,  Lucknow,  Varanasi| 7. | North Western| NWR| 2002-10-01| Jaipur| Jaipur,  Ajmer,  Bikaner,  Jodhpur| 8. | Northeast Frontier| NFR| 1958-01-15| Guwahati| Alipurduar,  Katihar,  Rangia,  Lumding,Tinsukia| 9. | Northern| NR| 1952-04-14| Delhi| Delhi,  Ambala,  Firozpur,  Lucknow,Moradabad| 10. | Sout h Central| SCR| 1966-10-02| Secunderabad| Secunderabad,  Hyderabad,  Guntakal,Guntur,  Nanded,  Vijayawada| 11. | South East Central| SECR| 2003-04-01| Bilaspur| Bilaspur,  Raipur,  Nagpur| 12. | South Eastern| SER| 1955| Kolkata| Adra,  Chakradharpur,  Kharagpur,  Ranchi| 13. South Western| SWR| 2003-04-01| Hubli| Hubli,  Bangalore,  Mysore| 14. | Southern| SR| 1951-04-14| Chennai| Chennai,  Trichy,  Madurai,  Palakkad,  Salem,Trivandrum  | 15. | West Central| WCR| 2003-04-01| Jabalpur| Jabalpur,  Bhopal,  Kota| 16. | Western| WR| 1951-11-05| Mumbai| Mumbai Central,  Ratlam, Rajkot,  Ahmedabad ,  Bhavnagar,  Vadodara| Production Units Six production units are headed by a General Manager, who also reports directly to the Railway Board. The six Production Units are:- Sl. No| Name| Abbr. | Year Established| Location| Main products| 1. Golden Rock Locomotive Workshops| GOC| 1928| Trichy| Diesel-electric Locomotives| 2. | Chittaranjan Locomoti ve Works| CLW| 1947| Chittaranjan  ,Asansol| Electric Locomotives| 3. | Diesel Locomotive Works| DLW| 1961| Varanasi| Diesel Locomotives| 4. | Diesel-Loco Modernisation Works| DMW| 1981| Patiala| Diesel-electric Locomotives| 5. | Integral Coach Factory| ICF| 1952| Chennai| Passenger coaches| 6. | Rail Coach Factory| RCF| 1986| Kapurthala| Passenger coaches| 7. | Rail Wheel Factory| RWF| 1984| Bangalore| Railway wheels and axles| 8. | Rail Wheel Factory| RWF| 2011| Chhapra| Railway wheels and axles|Diesel Locomotive Works  (DLW) The  Diesel Locomotive Works  (DLW) in  Varanasi,  India, is a production unit owned by  Railways, that manufactures diesel-electric  locomotives  and its spare parts. It is the largest diesel-electric locomotive manufacturer in India. Healthy growth of railways is essential for India’s social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works â€Å"To be a world class manufacture r of Diesel – electric locomotives. †Ã‚   Organizational Structure Of DLW General Manager (GM) CMO CME COS FA ; CAO CMEPCMDDepty CPO/HQ Depty CPO/General SPO APO/HQ APO/Staff | Nature of workThe role changes depending on where an officer is placed in the organization – in the division (operational level), the zone (tactical level), or the railway board (strategic level). The following are the different roles played in railways:  Ã¢â‚¬ ¢ The commercial division: This division handles all commercial responsibilities like ticket checking, catering, administration and management of stations, reservation, announcements on the platforms, etc. †¢ The operations division: This division deals with controlling movement of trains.Keeping a check on incoming and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. †¢ India Railway Accounts Service: This branch of the Railway Services is engaged in handling the acc ounting and finance operations of the Indian Railways. At this post, the officer carries the overall responsibility for accounts for the whole zone. †¢ Indian Railway Personnel Service: As the name indicates, officers in this division handle all matters related to the personnel section like selection, promotions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection Force: This branch of the Indian Railway Services is entrusted with the task of maintenance of law and order on trains and on premises owned and used by the Indian Railways. †¢ Railway Engineering Services: This is the technical side of the Railway Services and is engaged in activities like construction and planning of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway Service of Electrical Engineers and the Indian Railway Service of Mechanical Engineers.Benefits To The EmployeesGroup A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these groups. Different railway passes are allowed to the employees according to the group and positions given to them. Some of them are Special passes, residential passes, widow passes, post retirement complimentary pass, school pass, pass on privilege account, duty pass etc. Staff Welfare| DLW undertakes a Varity of welfare activities for its over 6000 personnel.Important among these are:Education Facilities: DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Women’s Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girl’s College, 2 Central Schools, and 1 Senior Secondary School. Medical Facilities:105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive health care to around 20,000 Railwa y family members. A Homeopathic and an Ayurvedic dispensary are also available.Railway Quarters:A total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well maintained and green, providing excellent pollution free environment. Compassionate Appointments:Families of deceased employees are helped by the way of compassionate appointment to the wards. Institute/Community Centre etc. :For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 Officers Club are functioning on the premises. Cinema Club:For recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW.Sports ; Game:All kinds of facilities for various games like Cricket, Hockey, Basketball, Badminton, Volley-ball, Football, Table Tennis, Gymnasium, Athletics, Swimming, Golf, and Rifle Shooting have been provided for the staff. | REVIEW OF LITERATURE Human Resource plays a crucial role in the development process of the modern. Human resource management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. RECRUITMENT AND SELECTIONRecruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. RECRUITMENT Recruitment is â€Å"hiring† of employees from outside. Recruitment has been regarded as the most important function of the HR department. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential.Need For Recruitment: The need for recruitment may be due to the following reasons / situation: 1. Vacancies due to promotions, transfer , retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose And Importance Of Recruitment: 1. Determine the present and future requirements of the organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. Sources Of Recruitment The sources of recruitment in Diesel Locomotive Work can be broadly categorized into internal and external sources- I.Internal Rec ruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include 1) Promotion. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) Cultural Quota. 6) Physical Handicapped Quota. II. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. The various external sources include 1) Government Placement Agencies: a) UPSC(Union Public Service Commission) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTIONSelection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. It is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and recruitment or not.The difference between recruitment and selection: * Recruitment is identifying n encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which interested candidates are encouraged to submit application and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test: Different types of tests may be administered, depending on the job and the company.Generally, tests are used to determine the applicant’s ability, aptitude, intelligence, general knowledge, and medical test. .Selection Decision: The final decision has to be made the pool of individuals who pass the tests, interviews and reference checks. The view of the line man ager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection. Physical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test: 1. Physical test is to detect if the individual carries any infectious disease. 2. The test assists in determining whether an applicant is physically fit to perform the work. 3. The physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. . Medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s property. 5. An examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. Job Offer: After the physical examination the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed.Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances.Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. Contract Of Employment: After the job offer has bee made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for reparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings: 1. Job title. 2. Duties, including a parse such as â€Å"The employee will perform such duties and wil l be responsible to such a person, as the company may from time to time direct†. 3. Date when continuous employment starts and the basis for calculating service. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5.Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements: a) Paid holidays per year. b) Calculation of holiday pay. c) Qualifying period. d) Accrual of holidays and holiday pay. e) Details of holiday year. f) Dates when holidays can be taken. g) Maximum holiday that can be take at any one time. h) Carry over of holiday entitlement. i) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them).Employer’s right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of emp loyment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organisation, contract or no contract. Recruitment And Selection In Diesel Locomotive Work (DLW) Indian railway is considered as the biggest job provider in world. The Indian railway network is divided into 17 different zones geographically.Here I am giving you detailed information about division of railway jobs, and which job profile will be given in which departments through which exam. Staff are classified into gazetted (Group ‘A' and ‘B') and non-gazetted (Group ‘C' and ‘D') employees. The recruitment of Group ‘A' gazetted employees is carried out by the  Union Public Service Commission through exams conducted by it. The recruitment to Group ‘C' and ‘D' employees on the Indian Railways is done through 19 Railway Recruitment Boards which are controlled by the Railway Recruitment Control Bo ard (RRC).Vacancies in Indian Railways are filled either by recruitment by Recruitment agencies like UPSC or RRB or by promotion from serving candidates. The railway recruitment board divides all the jobs into four major categories as given below: 1. Group A: Group A recruitments are filled by UPSC by All India Competitive examinations. 2. Group B: Group B posts are normally filled by promotion from serving Group C candidates. 3. Group C: Group C recruitment are made by Railway Recruitment Board (RRB). 4. Group D: Group D posts are filled at the divisional level.The employees who are selected under group A and group B are Gazette officers. General Conditions for Recruitment The recruitment rules may provide for- 1. Qualifications, age and the scales of pay applicable for the various posts in the service and important conditions of service, like leave, pension, non-contributory Provident Fund benefits, etc  . 2. No male candidate who has more than one wife living or no female candi date who has married a person having already a wife living shall be eligible for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . Proportion of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the case of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, stoppage of increments etc. 5. Passing obligatory language examination whenever prescribed in the recruitment regulations for each service in Group ‘A’. Recruitment of Group A services Recruitment of Group ‘A' Officers are made through: 1. Open competitive examination held by UPSC. . Promotion of Officers from Group ‘B'. 3. Appointment of Special Class Apprentices by UPSC. 1) Through UPSC recruits the candidate can be selected in railways by clearing one of the following three exams. a) Civil Services Exami nation: This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway Personnel Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services Examination for: This exam select candidate for the post of mechanical engineers, store engineers, signal engineers and electrical engineers. * Indian Railway Service of Engineers (IRSE). * Indian Railway Service of Mechanical Engineers (IRSME). * Indian Railway Service of Electrical Engineers (IRSEE). * Indian Railway Service of Signal Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services Examination for: Through this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of Officers from Group ‘B’ * Promotion from Group B to Group A (Junior Scale). 1. Appointments to t he posts in the junior scale shall be made by selection on merit from amongst Group B officers of the departments concerned with not less than 3 years of non-fortuitous service in the grade. 2. If the quota reserved for Group B Officers for promotion to junior scale is not fully utilised, the remaining vacancies may be filled by Government in accordance with the recruitment rules and in consultation with the UPSC. . The Departmental Promotion Committee for this purpose shall consist of a representative of the Union Public Service Commission as Chairman and two representatives of the Ministry of Railways as Members. * Promotion from junior scale to senior scale. Appointment to the posts in the senior scale shall be made by promotion in the order of seniority, subject to rejection of the unfit, of officers with ordinarily not less than 4 years service in the junior scale. * Promotion from senior scale to higher grade posts. 1.Promotions to the Administrative Grade are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection; mere seniority does not confer any claim for such promotion. 2. Appointments to the posts in the Junior Administrative Grade shall be made by selection on merit from amongst the officers ordinarily with not less than 5 years service in the senior scale. 3. The departmental Promotion Committee for purposes   of promotion from Senior Scale and above to higher grade posts shall consist of Chairman, Railway Board, Financial Commissioner Railways and three other Members of the Railway Board. ) Special Class Railway Apprentice (SCRA) Exam * Union Public Service Commission (UPSC) conducts every year entrance exam for selecting Special Class Railway Apprentice (SCRA) to Indian Railways. * This program was started in 1927. Training * The selected candidates undergo a four-year rigorous training programme in Mechanical Engineering, Indian Railways Institute of Mechanical and Electrical Engineering, Ja malpur. * IRIMEE has signed a Memorandum of Understanding with Birla Institute of Technology, Mesra, Ranchi for the training.Degree Awarded * SCRAs get a Bachelor of Engineering degree in Mechanical Engineering after successful completion of four years of training. This degree is recognised by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in Indian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they rapidly goes higher up in the ladder to become senior administrators of Indian Railways. Stipend and other Benefits Not only that SCRA Apprentices are trained at Railways expense, they are paid stipend at the following rates along with DA applicable: Year| Existing rate of stipend per month| Stipend per month| First| Rs. 4000| Rs. 9100| Second| Rs. 4000| Rs. 9100| Third| Rs. 4200| Rs. 9400| Fourth [First six months]| Rs. 4200| Rs. 9400| [Last six months]| Rs. 4400| Rs. 9700| * Special Class Apprentice moving from one headquarter to another in connection with their training will be eligible for daily allowance for the period covered by the journey. Leave: Special Class Railway Apprentices may be granted leave on full stipend for a period not exceeding one month in any year of apprenticeship. * Medical facilities: Special Class Apprentices shall be entitled to free medical attendance and treatment at railway hospitals and dispensaries on the same scale as applicable to railway servants. * Travelling facilities: 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are admissible per year valid from anywhere to anywhere on Indian Railways. SCRA Exam * SCRA exam is conducted by UPSC and is one of the toughest exams in the country as each year there are only around 10 vacancies. For Admission to the examination a candidate must have passed in the first or second division, the Intermediate or an equivalent examination of a university or board approved by the Government of India with Mathematics and at least one of the subjects Physics and Chemistry as subjects of the examination. Scheme of Exam Paper| Subject| Time| Maximum   Marks| Part IPaper-I| General Ability Test (English, General Knowledge and Psychological Test)| 2 hours| 200| Paper-II| Physical Sciences (Physics and Chemistry)| 2 hours| 200| Paper-III| Mathematics| 2 hours| 200| Total| 6 hours| 600| Part II| Personality Test carrying a maximum of 200 marks in respect of only those candidates who are declared qualified on the results of written examination. | Selection to Group B Services Selected from serving Group ‘C’ employees by General Manager. Selection Board consists of 4 HODs including CPO and HOD of the department concerned. 70% vacancies are filled through a process of selection primarily based on seniority and 30% through a selection test known as Limited Department Competitive Examination (LDCE).Salient features of LDCE and Selection are given below: | Selection| LDCE| Eligible Grade| GP 4200| GP 4200| Service requirements| Min 3 years in the 4200| Min 5 years in the 4200| Who can appear the selection| Only those who are called as per seniority and vacancy available| All employees in concerned department who fulfill the above condition| Method of selection| Primarily seniority. Written test and viva-voce has to be passed. | Purely on the basis of written test and viva-voce(standard of written exam higher than that for Selection)| SC/ST Reservation| Applicable| Applicable|Seniority| Employees empanelled through selection will rank above those through LDCE| 70% Selection * Number of vacancies existing and anticipated for the next 2 years are taken into consideration. Delayed Selection If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows: * Number of vacancies for each of the selection should be assessed separate ly. * Field of consideration of eligible employees should be assessed separately starting from earliest selection. * Separate panel for each selection.Test * The test includes both written and viva in which marks for professional ability, record of marks, personality etc. are allotted. The panel is prepared with those getting 80% and above as ‘outstanding' and 60% to 79% as ‘others'. * In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalization of Group B Panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group ‘B’ vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal & Telecommunications, Transportation and Commercial Department, Stores and Accounts. * Reservation of SC/ST as per extant orders. * The p anel will be valid for the same length of time as the panel of selection. * Employees empanelled through 70% selection will rank above those through LDCE. Scheme of Examination * A written exam of a substantially higher standard than associated with normal selection and a  viva-voce. * Minimum pass marks are 60%. Names will be in order of merit on the basis of total marks. In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel. Promotion to Railway Services, Group B Promotions to Group B posts shall be made by the General Managers except in the Security Department provided that such promotions are made in the strict order of placement on the panel recommended by the Selection Board; if any supersession of that order is involved, the matter should be referred to the Railway M inistry.The posts of Assistant Accounts Officers shall ordinarily be filled by selection from Group C railway servants who have passed the departmental examination qualifying for promotion as Section Officer (Accounts), Inspector of Stores Accounts/Inspector of Station Accounts or are exempted from passing that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has restricted the field of eligibility to the following staff only: Eligibility * Staff of Hindi Branch are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the corresponding pre-revised grades). Pre-Selection Training The railways board has decided that pre-selection training should be given to the staff appearing for selection/ L. DC. E. for promotion from Group ‘C’ to Group ‘B’ posts to enable them to improve their performance. It has also been decided that as in case of S. C/S . T. candidates, pre-selection coaching classes should be arranged for the candidates belonging to general category and this coaching should be treated as mandatory. Medical Fitness: Employees selected for promotion to Group ‘B’ service should be fit in all espects, including physical fitness, for the duties assigned to the particular category of posts to which the promotion is made. The Group ‘C’ employees qualifying in the selection for promotion to Group ‘B’ posts but not passing the prescribed medical standard should not be promoted to Group ‘B’. Recruitment to Group C Services The General Manager of Indian Railways Have full powers to make with regard in Railway servants Group ‘C’ and Group ’D’ under their control, provided they are not inconsistent with any rule made by the President or the Ministry of Railways.The power, do not authorize the General Manager to recruit persons without agency of the Railway Recruitment Boards (RRB) unless the Railway Board have issued special authorization. The recruitment to fill Group ‘C’ posts on Indian Railways shall be made through: 1. Direct recruitment through RRB established at various places on Indian Railways. 2. By promotion of Group ‘D’ service. 3. Direct recruitment of departments of crippled de-categorized or incapacitated employees retired on medical ground. 4. Direct recruitment of children of the employees who died while in service, on compassionate ground. . Direct recruitment through of handicapped persons. 6. Direct recruitment against the quota of sportsmen, cultural, scouts and guides. 7. Recruitment against specified categories such as teachers for Railway Schools and skilled or Artisen staff. Recruitment to Group C Services(By RBBs) * Made through Railway Recruitment Boards (RRB). * Panel formed by RRB after selection is forwarded to the Zonal Railway concerned. * The panel is valid for a year w hich can be extended by CPO. * Candidates have to pass the prescribed medical examination. * All appointments are made on probation for two year.For trainees/apprentices appointed to a working post after conclusion of their prescribed training. Probation period commences on date of such appointment. * It is obligatory for all trainees to pass a simple test in Hindi. The committee for conducting interviews for recruitment to Group ‘C’ post on the Railways/Production Units/RRBs will have minimum 3 members and must include officers representing SC/ST, minority and OBC Communities. The composition of the committee shall be- 1. Chairman RRB or Member Secretary RRB as chairman of the interview Committee. 2.Serving Railway officer of JA grade, including an officer of Department for which the recruitment is being made in case of difficulty in finding OBC officer in JA Grade a Sr. Scale OBC officer may be nominated in the committee. The officer so nominated will never the less b e an equal member of the committee. No member should be direct subordinate to any officer member of the committee. The Candidate selected is placed on selection list in order of merit. The Recruitment Board sends the names of selected candidates along with their original application to the Railway concerned.Based on call letters send by Railways, the candidates on reporting for duty shall have to pass the medical examinations prescribed for each category. Recruitment to Group C Services (Selection) * Staff having 3 years of service can appear for selection test. * Successful candidates shall be placed in the order of merit except those who have obtained more than 80%  Ã‚  of marks. Jurisdiction of Railway recruitment boards (RRB) on various Zones/Divisions/Workshops are as follow:    Contact Details of Railway Recruitment Boards (RRB) 1) RRB Ahmedabad Website:  www. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Ka lupur,, Ahmedabad, Gujarat Pin: 380 002, Contact:  [email  protected] in 2) RRB Ajmer Website:  www. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer – 305001 Contact:  [email  protected] org 3) RRB Allahabad Website:  www. rrbald. nic. in Railway Recruitment Board Opposite to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad – 211 033. Contact:  [email  protected] co. in 4) RRB Bangalore Website:  www. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore – 560046. Contact:  [email  protected] om 5) RRB Bilaspur Website:  www. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECR’s Office Complex Bilaspur (C. G) Pin: 495 004 Contact:  [email  protected] com 6) RRB Bhopal Website:  www. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal – 462010 E-mail-  [email  protected] in 7) RRB Bhubaneswar Website:  www. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contact:  [email  protected]bbs. gov. in 8) RRB Chandigarh Website:  www. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector – 7-C Chandigarh Contact:  [email  protected] o. in 9) RRB Chennai Website:  www. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai – 600 008 Contact:  [email  protected] railnet. gov. in 10) RRB Gorakhpur Website:  www. rrbgkp. gov. in Railway Station Road, Gorakhpur – 273012 Contact:  [email  protected] co. in 11) RRB Guwahati Website:  rrbguwahati. gov. in Station Road, Guwahati Contact:  [email  protected] in Online application facility is available in RRB Guwahati 12) RRB Jammu Website:  www. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contact:  [email  protected] co. in 13) RRB Kolkata Website:  www. rrbkolkata. org Metro Railway A. V.Complex,Chitpur, Opp. To R. G. Kar Medical College & Hospital, R. G. Kar Road, Kolkata-700 037 Contact:  [email  protected] net 14) RRB Malda Website:  www. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda – 732102, (West Bengal) Contact:  [email  protected] in 15) RRB Mumbai Website:  www. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai – 400 202, Maharashtra Contact:  [email  protected] co. in 16) RRB Muzaffarpur Website :  rrbmuzaffarpur. bih. nic. in Lichi  Bagan,  Maripur,Muzaffarpur-842001 [email  protected] in 17) RRB Patna Website:  www. rrbpatna. gov. inRailway Recruitment Board, Mahendrughat, Patna – 800 004. , Bihar Contact:  [email  protected] in Online application facility is available. 18) RRB Ranchi Website:  www. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contact:  [email  protected] org 19) RRB Secunderabad Website:  www. rrbsec. org Railway Recru itment Board Secunderabad South Lallaguda, Andhra Pradesh– 500017 Contact:  [email  protected] com 20) RRB  Siliguri Website :  rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mail:  [email  protected] org Online application facility is available. 1) RRB Thiruvananthapuram Website:  www. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram – 695 001 Contact: [email  protected] Recruitment to Group ‘D’ Service: Recruitment to all Group D posts will henceforth will be done by zonal railways directly Board guidelines for recruitment to group d posts. Guidelines for recruitment of group D staff by railway administration 1. Recruitment unit Requirement of all divisions/workshops/production units and other organisation falling within the territorial jurisdiction of the zonal railway will be clubbed together for the recruitment. . Periodicity of recruitment * Recruitment shall be done at intervals of one or two years. * Vacancies shall be counted as those existing in 1st January or 1st July of the year of recruitment plus those anticipated over the next one or two year. 3. Eligibility criteria * The educational qualification for recruitment to all posts in group D in the railways shall be class 8th passed. * The age limits for recruitment shall be as per extant instruction, with relaxation for specified categories as admissible under specific orders issued by Ministry of Railway’s from time to time.How to apply Candidate shall apply on plain paper, as per format indicated in the employment notice, directly to the deputy chief personnel officer. Fees may be charged @ Rs. 40 per candidate. However, no fee is to be charged from the candidates belonging to SC/ST categories. In his/her application, the candidate should mention the recruitment unit and posts applied for. Candidates should be asked to give option (maximum three) in order of preference for the division/workshops/prod uction units/other organisation etc.. , within the territorial jurisdiction of the zone.If a combined examination is being held for more than one category of group d post, then the candidate should specify his preference for the posts also. No change of options shall be permitted at any stage subsequently. Written Exam Recruitment boards are conducting Written Exam first. 1. There will be total 150 multiple choice questions in the written exam. 2. The questions will be asked of 10th class level from these topics: * General Knowledge. * General Maths. * General Reasoning. * General Science. 3. After passing in Written Exam candidates have to face Physical Efficiency test, mainly Race of 1500 meter.Selection procedure The selection shall consist of a written test followed by physical efficiency test and medical examination. Medical Examination of Candidates for appointment to Non-Gazetted Railway services * Medical examination includes- (i) General physical examination, and (ii) Visio n tests * Non-Gazetted Railway services are divided into different broad groups and classes like Group A(A-1,A-2,A-3), Group B(B-1, B-2), Group C(C-1, C-2). * Spectacles:   No glasses are to be permitted  for categories A-1 and A-2 and for Railway Protection Force staff where their medical category is B-1. Candidates in classes A-1, A-2, A-3 and B-1 on being medically examined shall be tested for color perception with the prescribed apparatus and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidates  of classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Candidates  class A-1 will be examined to ascertain that the fields of  vision are not seriously restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence of  binocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Cand idates from A1 to B-1 categories may be examined in glaring light by providing  a 200 Watts Bulb 90 cm. Response to  glare and recovery time should be noted by examining the candidates. Fundus / Full Ophthalmology Examination: Compulsory in the following circumstances, 1. For all candidates in A-1. 2. For categories C-1 and C-2 when the power of lenses exceeds 4 D, the candidate should be  examined by an Ophthalmologist to exclude progressive eye disease.General Physical Examination: Candidate must be in good mental and bodily health and free from any defect likely to interfere with the effective performance of the duties of his appointment. Following are examined: * Measurement of height, weight and chest girth will be recorded. * The condition of heart and lungs. * The condition of teeth and gums (well filled teeth will be considered as sound). * Whether there is any evidence of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free m ovement of the joints. Whether hearing in each ear is good and whether there is any disease of the ear. * Whether there is any speech defect. * Whether there is any communicable disease. * Hearing:   In the examination of hearing of the candidate/serving employee, the speaking voice test  will be employed. The use of hearing aid should not be permitted for candidates in categories ‘A' and ‘B'. * Speech:   Stammering is not to be considered a serious defect disqualifying a candidate in clerical  duties, especially such of them as do not have to come in direct contact with the public. Head injuries:- Candidates in categories A-1, A-2 and A-3, when they come up for medical examination or re-examination, should give a declaration if they had a head injury earlier and if so, a history of the case, even though fully cured at the time of declaration. In the case of persons with past history of loss of memory, a full neurological examination and a fitness certificate fro m a neurologist would be required. A candidate who has one of the following will be rejected irrespective of the category of employment: Appeal Normally, candidate has no right of appeal , but if proof is produced as regards to the possibility of error of judgment in the decision of the examining medical authority, a re-examination will be ordered. Such evidence should be submitted within one month of the date of communication. * A medical certificate produced by candidate as evidence about possibility of error of judgment should contain a note by the medical practitioner concerned that he is aware of the fact that the candidate has already been declared unfit by Railway medical authority. Medical classification of different categories of Railway staff A1| * Loco Pilot/ Asst.Loco Pilot * Motorman| A2| * Guards/Asstt. Guard/Pilot guard * ASM, Station Master, Station Supt. * Traffic Apprentices| A3| * Loco Inspector * JE/SE C&W * JE/SE Loco * JE/SE Works * JE/SE Signal & Telecommunica tion * Traffic Inspector * Trolleymen * Gatekeeper * YM/AYM, Trains Clerk * Bridge Inspectors, JE/SE Bridges| B1| * Gang men / Trackman * Permanent way khalasis * ESM/Tech Signal * Train Examination staff * RPF staff| B2| * Ticket checking staff| C1| * Section Controller * Booking Clerk * Station Clerk * Commercial Inspector * Telephone operator| C2| * Others|Standards Description for different Medical classification * A-1  Physically fit in all respects. Visual Standards —Distance Vision: 6/6,6/6 without glasses. Near Vision: Sn: 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-2  Physically fit in all respects. Visual Standards—Distance vision: 6/9,6/9 without glasses. Near Vision: Sn: 0. 6, 0. 6 without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-3  Physically fit in all respects.Visual Standards—Distance Vision: 6/9,6/9 with or without glasses (power of lenses not to exceed 2D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power of lenses not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-2  Physically fit in all respects.Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Field of Vision. * C-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, 6/18 with or without glasses. Near Vision: Sn: 0. 6, 0. 6 with or without glasses whe n reading or close work is required. * C-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, Nil with or without glasses. Near Vision, Sn: 0. 6 combined with or without glasses when reading or close work is required.Verification of Character and antecedents of Railway employees on appointment through RRB: * Before making an  appointment to the Railways it is the responsibility of the appointing authority to satisfy itself about the identity and suitability of the candidate according to the prescribed criteria. * Detailed verification of character and antecedents would be applicable in case of: 1) Group ‘A’ Posts. 2) Group ‘B’ posts. 3) Group ‘C’ and ‘D’ posts of all those offices in which detailed verification is considered particularly necessary in the interest of security by the Administrative Ministry of office. ) Cases in which simple verification cannot be done because of the candidateâ€⠄¢s inability to produce a certificate of character. * Attestation form in respect of the categories where detailed investigation is necessary attestation form has to be referred to District Magistrate * Simple verification would be applicable to appointments to all other posts viz: a) Posts of LDCE and posts of equivalent grade and all Group ‘D’ posts in the Government of India Secretariat and its attached offices. b) Group ‘C’ & ‘D’ posts under the Government of India in subordinate offices. Exception can be made to the general procedure and detailed verification may be done for some posts/services/departments. * All appointing authorities should clearly indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Record Check or Simple Verification. DATA ANALYSIS AND DATA INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the empl oyees and APOs regarding â€Å"Recruitment and Selection Procedure† of their company. 5 employees and selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of Data The analysis of the data is done as per the survey finding. The data is represented by graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. QUESTION: What are the sources for recruitment and selection? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Internal| 5| 20| 2. | External| 8| 32| 3. | Both| 12| 48|About 48% of the employees said that they prefer both internal as well as external source for recruitment and selection. 20% of the employees said that they prefer internal source for recruitment and selection. 32% of the employees said that they prefer external source for recruitment and selection. QUESTION: Which method do you mostly prefer for recruitment and selection preferre d way of recruitment? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Direct| 5| 20| 2. | Indirect| 2| 8| 3. | Third Party| 18| 72| About 20% of the employees said that they prefer direct recruitment and selection. % the employees said that they prefer indirect recruitment and selection. 72% the employees said that they prefer third party recruitment and selection. QUESTION: When do you prefer to go for manpower planning? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yearly| 15| 60| 2. | Quarterly| 2| 8| 3. | No Fixed Time| 8| 32| Around 60% of the employees said that they prefer yearly manpower planning. 32 % of the employees said that they do not follow any pattern they don’t have any fixed time manpower planning. 8% of the employees said that they prefer quarterly manpower planning.QUESTION: Do you think the present recruitment policy is helpful in achieving the goals of the organisation? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 10| 40| 2. | No| 7| 28| 3. | To some extend| 8| 32| Around 40% of the employees said that the company’s recruitment policy is helpful in achieving the goals. 28 % employees said that the company’s recruitment policy is not helpful in achieving the goals. 32% employees said that the company’s recruitment policy is helpful to some extend in achieving the goals. QUESTION: Is there any provision for evaluation and control of recruitment and selection process?S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 15| 60| 2. | No| 10| 40| About 80% people said that the company has the provision for evaluation and control of recruitment and selection. 20% people said that the company does not have the provision for evaluation and control of recruitment and selection. QUESTION: Does the procedure adopted for recruitment and selection of employees enables to give right person at right job? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 7| 28| 2. | No| 12| 48| 3. | To some extend| 6| 24|About 28% of the employees said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job. 48% of the employees said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for the right job. 24% of the employees said that the procedure adopted for recruitment and selection of employees enable to some extend to place the right person for the right job. QUESTION: How do you rate the HR practices of the company? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| . | Very Good | 3| 12| 2. | Good| 14| 56| 3. | Average| 6| 24| 4. | Bad| 2| 8| 24% of the employees said that they feel that HR department is good. 12% of the employees said that they feel that HR department is very good. 56% of the employees said that they feel that HR department is Average. 8% of the employees said that they feel that HR department is bad. Intake of Manpower of Group’C’ in DLW SN| Department| Total| 1| Admn & Schl| 01| 2| Accounts| 01| 3| Civil| 02| 4| Electrical| 09| 5| Mechanical| 03| 6| Medical| | 7| Personnel| | 8| Stores| 02| 9| RPF| | | TOTAL| 18|Sanctioned Strenth Of Non-Gazzetted Staff Of Group’C’ For The Month Of May, 2012 Department| As On First Day Of The May Month| As On Last Day Of The May Month| | Permanent| W/C Posts| Total| Permanent| W/C Posts| Total| ADMN & SCHL| 311| 24| 335| 311| 24| 335| ACCTS| 317| 24| 341| 317| 24| 341| CIVIL ENGG. | 507| 3| 510| 507| 3| 510| MECH| 3609| 48| 3657| 3609| 48| 3657| ELEC| 745| 27| 772| 745| 27| 772| MEDI| 156| 2| 158| 156| 2| 158| PERS| 172| 4| 176| 172| 4| 176| STOR| 685| 8| 693| 685| 8| 693| SECU| 242| 0| 242| 242| 0| 242| TOTAL| 6744| 140| 6884| 6744| 140| 6884|Operated Strength Of Non-Gazetted Staff Of Group’C’ For The Month Of May, 2012 Department| As on 1st day of the month| As on Last Day of the Month| | Regular Staff| Substit utes| Total| Regular staff| Substitutes| Total| ADMN& SCHL| 217| 73| 290| 212| 74| 286| ACCTS| 253| 7| 260| 253| 7| 260| CIV| 293| 0| 293| 288| 0| 288| MECH| 3047| 128| 3175| 3043| 128| 3171| PERS| 151| 0| 151| 150| 0| 150| ELEC| 667| 2| 669| 666| 2| 668| MEDI| 130| 0| 130| 129| 0| 129| STOR| 555| 1| 556| 555| 2| 557| SECU| 198| 0| 198| 203| 0| 203| TOTAL| 5511| 211| 5722| 5499| 213| 5712| Operated Strenth Of Gazzeted For The Month Of May, 2012Department| As on First Day of the Month On-Roll| As on Last Day of the Month| | Group ‘A’| Group ‘B’| Total| Group'A'| Group'B'| Total| ADMN & SCHL| 3| 10| 13| 3| 10| 13| ACCTS| 7| 22| 29| 8| 21| 29| CIV| 2| 2| 4| 2| 2| 4| MECH| 29| 27| 56| 27| 27| 54| PERS| 2| 4| 6| 2| 4| 6| ELEC| 8| 8| 16| 8| 8| 16| MEDI| 10| 0| 10| 10| 0| 10| STOR| 16| 18| 34| 16| 18| 34| SECU| 2| 0| 2| 2| 0| 2| TOTAL| 79| 91| 170| 78| 90| 168| Diesel Locomotive Works (DLW) Details of group wise strength As On| Gro