Socraric Method Essays - Socratic Dialogues, Dialogues Of Plato

Socraric Method The Socratic Method of philosophy is basically a series of question leading to an answer. In order for this method to work though, two conditions must be met. The first one is that the interlocutor has to say what he believes. The second is that the answers must be kept short. Here is a classic example of how this method works. It is a dialogue between Socrates and Euthyphro. The thesis is What is dear to the gods is pious, what is not is impious. Next Socrates gets Euthyphro to agree to the following points. The first point is that piety and impiety are opposite. The next point is that the gods are in a state of discord. The next is that they are in discord over what is just and what is unjust. They have no set unit to measure it by. The next point is that the different gods consider different things to be just and unjust. From there he goes on to agree that some things are both just and unjust. Finally, he agrees that some things can be both god loved and god hated. The same things would then be both pious and impious according to the argument above. The way that this argument relates to the rest of the Euthyphro starts back at the beginning of the story. Socrates sees Euthyphro standing by the courthouse and naturally asks why he is there. Euthyphro explains that he is the prosecutor in a murder trial. It turns out that it is his father that he is prosecuting for the murder of a murderer. He laments to Socrates that his family and friends believe that his doing this is impious, but he believes that they are mistaken and this reveals their ignorance of piety. Since Socrates is Socrates, this naturally leads him to ask just exactly what piety is. This argument is the first of three arguments in the Euthyphro that try to answer the question of what exactly piety is. The next arguments are that the pious are what all the gods love, and the opposite, what all the gods hate, is the impious. The third argument is that piety is part of justice, but it is a weak argu ment and it really never gets fully explained. Philosophy Essays

Generating Unique Random Numbers Using Java

Generating Unique Random Numbers Using Java When you generate random numbers its often the case that each generated number number must be unique. A good example is picking lottery numbers. Each number picked randomly from a range (e.g., 1 to 40) must be unique, otherwise, the lottery draw would be invalid. Using a Collection The easiest way to pick unique random numbers is to put the range of numbers into a collection called an ArrayList. If youve not come across an ArrayList before, its a way of storing a set of elements that dont have a fixed number. The elements are objects that can be added to or removed from the list. For example, lets make the lottery number picker. It needs to pick unique numbers from a range of 1 to 40. First, put the numbers into an ArrayList using the add() method. It takes the object to be added as a parameter: import java.util.ArrayList;public class Lottery { public static void main(String[] args) { //define ArrayList to hold Integer objects ArrayList numbers new ArrayList(); for(int i 0; i 40; i) { numbers.add(i1); } System.out.println(numbers); }} Note that we are using the Integer wrapper class for the element type so that the ArrayList contains objects and not primitive data types. The output shows the range of numbers from 1 to 40 in order: [1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, 15, 16, 17, 18, 19, 20, 21, 22, 23, 24, 25, 26, 27, 28, 29, 30, 31, 32, 33, 34, 35, 36, 37, 38, 39, 40] Using the Collections Class A utility class called Collections offers different actions that can be performed on a collection like an ArrayList (e.g., search the elements, find the maximum or minimum element, reverse the order of elements, and so on). One of the actions it can perform is to shuffle the elements. The shuffle will randomly move each element to a different position in the list. It does this by using a Random object. This means its a deterministic randomness, but it will do in most situations. To shuffle the ArrayList, add the Collections import to the top of the program and then use the Shuffle static method. It takes the ArrayList to be shuffled as a parameter: import java.util.Collections;import java.util.ArrayList;public class Lottery {public static void main(String[] args) {//define ArrayList to hold Integer objectsArrayList numbers new ArrayList();for(int i 0; i 40; i){numbers.add(i1);}Collections.shuffle(numbers);System.out.println(numbers);}} Now the output will show the elements in the ArrayList in a random order: [24, 30, 20, 15, 25, 1, 8, 7, 37, 16, 21, 2, 12, 22, 34, 33, 14, 38, 39, 18, 36, 28, 17, 4, 32, 13, 40, 35, 6, 5, 11, 31, 26, 27, 23, 29, 19, 10, 3, 9] Picking the Unique Numbers To pick the unique random numbers simply read the ArrayList elements one by one by using the get() method. It takes the position of the element in the ArrayList as a parameter. For example, if the lottery program needs to pick six numbers from the range of 1 to 40: import java.util.Collections;import java.util.ArrayList;public class Lottery {public static void main(String[] args) {//define ArrayList to hold Integer objectsArrayList numbers new ArrayList();for(int i 0; i 40; i){numbers.add(i1);}Collections.shuffle(numbers);System.out.print(This weeks lottery numbers are: );for(int j 0; j 6; j){System.out.print(numbers.get(j) );}}} The output being: This weeks lottery numbers are: 6 38 7 36 1 18

Quality Assurance Manager Research Paper Example | Topics and Well Written Essays - 1500 words

Quality Assurance Manager - Research Paper Example Quality Assurance Manager Unilever Company is a multinational company that deals in the production of different products ranging from beverages, food and cosmetics. Quality assurance is the assurance that the customer will continue to be supplied with high quality products and services. Vision â€Å"To be the foremost consumer product company in the global perspective specializing in care, food and dental.† Mission â€Å"Working to create better future by inspiring people to take small actions with the aim of making people look good, feel good and make them satisfied with the brands that are good for them while reducing the environmental impact.† My general responsibility as a quality assurance, manager would be to head the quality assurance department and ensure that all the quality standards for all products and services are met. In particular, I would be responsible for the monitoring of the production process and methods, safety, quality and risks that are associated with different products and services to ensure that there is prior planning to manage them. I would be responsible for the quality assurance of products beginning from the raw materials, intermediate products, final products as well as packaging materials and distributions to ensure that quality standards are adhered to at all levels in the supply chain. It would also be my duty to ensure that the quality management systems conform to the best practices, procedures and standards with regard to the maintaining and assuring quality. Relations between the company and the customers with respect to quality of products and services will be based in my department and hence I would be responsible for the assurance that the correct quality tools, procedures and methodologies are applied with regard to best practices to ensure that quality is delivered to the customers. Research and development with regard to the development of new products that meet customers’ expectations and requirements will be part of my department responsibilities. My department will therefore be responsible for the research, study, evaluations and the implementation of quality assurance practices with regard to the compliance to the company’s best practices. In the cases where the systems and process exhibit deviation and out of control in terms of quality, my department would be responsible for the initiation and the implementation of corrective measures to ensure that quality control is assured. Lastly I would also be responsible for ensure that quality does not only conform to the customer’s requirements and expectations but also to the state laws and regulatory authorities’ standards. Quality assurance and control in an organization is therefore a challenging position that requires accurate analysis and implementation of policies. Strategic planning would be very important in success in the duty as a quality assurance manager. In this regard, preventive measures would be my first priority . As observed by Chapman (1999), preventive actions are vital in the reduction of the unnecessary costs of quality. Cost of quality are the expenses incurred while ensuring that the products and services meet the required quality standards. Preventive measures are those measures that ensure that the quality of the raw materials at its production stage is controlled. This results into the

Critical Thinking - Discussion Question Essay Example | Topics and Well Written Essays - 500 words

Critical Thinking - Discussion Question - Essay Example reative thinking tries to create a list of something or ideas that are new whereas critical thinking tries to make choices by assessing the validity or worth in something. In addition, creative thinking is often carried on by violating accepted rules because it requires inventiveness. This, therefore, implies that, in creative thinking, the mind is at liberty to wander about in search of new, varied, and unique ideas. Critical thinking, on the other hand, is often carried on by applying the accepted principles because it involves making choices. It is a mental activity that is associated with using the mind. Creative thinking is a process that assists in or contributes to fostering creativity. It is associated with tools and techniques such as problem-solving, brainstorming and lateral thinking (Lau, 2013). Conversely critical thinking means using mental processes like categorization, attention, selection, and judgment. For instance, creative thinking has helped team members to come up with an out of the box solution regarding a particular issue, however, a critical thinking has helped an employee relations specialist to conduct workplace investigatio ns on whether to terminate or suspend an employee who is alleged to have engaged in sexual harassment. Therefore, a person who thinks creatively is able to come up with new ideas regarding a particular thing whereas, a person who thinks critically is able to use skepticism as well as doubt usefully in analyzing anything before them thereby making a better and a more informed decision (Lau, 2013).   It is very crucial to develop critical thinking skills because creative thinking has numerous benefits to an individual. First, critical thinking results in a more focused reading. Myself, critical reading has enabled me to look up for the information I need more carefully (Cottrell, 2011). For instance, I was able to select the most economical washing machine in terms of power consumption from a variety of models for my

Hank Green Biography

Hank Green Biography William Henry â€Å"Hank† Green was born on the 5 May 1980, he is an entrepreneur, musician and vlogger (goodreads, n.d). In 2007, Hank Green uploaded his first video onto the YouTube channel VlogBrothers as part of a project called Brotherhood 2.0. The goal of this was to communicate with his brother John solely through video blogs for a year, with the possible exception of phone calls (Green, 2007). After brotherhood 2.0 ended, Hank and John agreed to continue producing video blogs (Burgin, 2013). As of today they have over 2.5 million followers, and 1300 video uploads (VidStatsx, 2015). Green is also involved in numerous other channels. He and his brother John created and developed the educational YouTube channel Crash Course (PBS, n.d), he is the creator (Green, n.d) and a host of SciShow, a science education YouTube channel (Stone, 2014), and a developer of the Lizzie Bennet Diaries (LBD), a web series adaptation of Pride and Prejudice (Pemberly Digital, n.d). Green creat ed Vidcon, a conference for fans of online video in 2010 (Green, n.d), and is a co-creator of the Foundation to Decrease World Suck (Kliger-Vilenchik, 2013, p. 10), a non-profit fundraising foundation for other non-profit organisations (The Foundation to Decrease World Suck, n.d). Additionally, Green interviewed the president along with two other YouTubers after the State of the Union address (Colin Megan, 2015). Hank Green’s career would not exist without the significant influence of media convergence on the platforms through which media is distributed, created and consumed.. Jenkins defines media convergence as, â€Å"more than simply a technological shift. Convergence alters the relationship between existing technologies, industries, markets, genre and audiences† (Jenkins, 2004, p. 33). The most distinguishable form of media convergence in Green’s career is technological convergence, which can be defined as the amalgamation of technology facilitating the distribution of information (Drula, 2014, pp. 47-51) Technological Convergence has provided the social platforms such as Facebook, YouTube, Tumblr and Twitter through which Green has amassed his audience. As a result, he is able to engage with and distribute content to his substantial online following. In conjunction with technological convergence, Industry and Content Convergence have likewise influenced Green’ s career. Industry Convergence refers to â€Å"the blurring of boundaries between industries, induced by technologies and markets† (Brà ¶ring, et al., 2006, p. 487). Green’s YouTube channels, Crash Course and SciShow were originally funded through a YouTube grant (Mayrer, 2012), however, they have now partnered with the Television Network PBS Digital (Gutelle, 2014). Furthermore, Crash Course is now available on DVD (DFTBA Records, n.d) as well as SciShow (DFTBA Records, n.d), a demonstration of Content Convergence. In addition to this, The LBD web series likewise exhibits components of Convergence, evident within its transmedia narrative. Transmedia is a mode in which fans are encouraged to observe characters from a narrative beyond the constructed barriers, resulting in access to more information and further immersion in the story (Stanfill, 2013). LBD portrays Lizzie Bennet and her sister Lydia Bennet as vloggers, and Jane Bennet as a fashion blogger, with the story taking pl ace over a wide range of social media platforms (Stein, 2013). As well as Media Convergence, Globalisation has additionally impacted on Green’s Career. The increasingly globalised nature of the media and technology industries have enabled Green’s significant contributions to charity and education throughout his career. Globalisation refers to the growing scale and effect of â€Å"transcontinental flows and patterns of social interaction (†¦) a shift or transformation in the scale of human organization that links distant communities and expands the reach of power relations across the worlds regions and continents† (Held and McGrew quoted in Flew, 2007). Moreover, Warlaumont brings attention to the internet’s role in globalisation due to its ability to connect individuals through digital mediums, allowing communication between groups of people from different cultural backgrounds and lifestyles (Warlaumont, 2010). Hank Green has utilised the potential impact of his global audience, through advocating his support of numerous charities, and co-founding organisations such as the Foundation to decrease World Suck. Not only is Hank Green’s career one I would wish to emulate, but his passion for the YouTube platform, as well as his audience, is inspiring. Hank Green started video blogging in 2007, originally when there was no way to monetise content. Throughout Google’s acquisition of YouTube, and YouTube providing grants to channels with the goal of creating additional content, Green’s goal remained the same, to provide content that is engaging and rewards viewers with an enriching and educational experience (http://www.usnews.com/news/stem-solutions/articles/2015/03/11/hank-green-loves-science-and-wants-others-to-love-it-too). Furthermore, the community that has developed around Nerdfighteria has provided a safe space for individuals and groups to discuss ideas and values without judgement. Vidcon, is a physical representation of the public sphere, in the sense that it is a space where individuals can gather out of a shared desire to debate, discuss and arrive at a deeper understanding of the ideologies surrounding the YouTube community, and broader communities as a whole (http://capitalistcreations.com/the-vlogbrothers-have-turned-passion-into-profits-and-popularity/). Furthermore, he has brought attention to media bias, as a result of the negative press regarding his interview with President Obama. In publicly condoning the bias of organisations such as Fox News and CNN, he has essentially acted as a watchdog for the watchdogs, through policing the organisation that is designed to hold those in power accountable. Hank Green is a forefather, and driving force in the YouTube community (http://missoulanews.bigskypress.com/missoula/hank-greens-business-is-just awesome/Content?oid=1582736).He represents not only what an individual can achieve, but of the possibilities attainable from collaboration. References Brà ¶ring, S., L, M. C. Leker, J., 2006. The front end of innovation in an era of industry convergence: evidence from nutraceuticals and functional foods. R D management, 36(5), p. 487. Accessed April 2, 2015 doi: 10.1111/j.1467-9310.2006.00449.x Burgin, R., 2013. A Brief History Of The Vlogbrothers. [Online] Available at: https://www.youtube.com/watch?v=Yk05_6Mf1GU [Accessed 2 April 2015]. Colin, D. Megan, S., 2015. http://mashable.com/2015/01/22/youtube-obama-video-live/. [Online] Available at: http://mashable.com/2015/01/22/youtube-obama-video-live/ [Accessed 2 April 2015]. DFTBA Records, n.d. CrashCourse. [Online] Available at: http://store.dftba.com/collections/crashcourse [Accessed 2 April 2015]. DFTBA Records, n.d. SCISHOW: THE APOCALYPSE COLLECTION DVD. [Online] Available at: http://store.dftba.com/products/scishow-the-apocalypse-collection-dvd [Accessed 2 April 2015]. Drula, G., 2014. Media Convergence and Mobile Technology. Journal of Media Research, 7(3), pp. 47-51. Accessed April 2, 2015. url: http://search.proquest.com.ezp01.library.qut.edu.au/docview/1649753314?pq-origsite=summon Flew, T., 2007 Understanding Global Media, N.A, N.A pp. 67. Accessed April 4, 2015. N.A goodreads, n.d. Hank Green. [Online] Available at: https://www.goodreads.com/author/show/7023543.Hank_Green [Accessed 2 April 2015]. Green, H., 2007. Brotherhood 2.0: January 1st. [Online] Available at: https://www.youtube.com/watch?v=vtyXbTHKhI0 [Accessed 02 April 2015]. Green, H., n.d. Hank Green. [Online] Available at: https://www.linkedin.com/in/hankgreen [Accessed 2 April 2015]. Gutelle, S., 2014. Hank Green, John Green Team With PBS For More Crash Course Episodes. [Online] Available at: http://www.tubefilter.com/2014/11/06/hank-john-green-pbs-digital-studios-crash-course/ [Accessed 2 April 2015]. Jenkins, H., 2004. The Cultural Logic of Media Convergence. International Journal of Cultural Studies, 7(I), p. 33. Accessed April 2, 2015. doi: 10.1177/1367877904040603 Kliger-Vilenchik, N., 2013. Decreasing World Suck: Fan communities, Mechanisms of Translation, and Particpatory Politics, N/A: N/A. Accessed April 2, 2015 url: http://ypp.dmlcentral.net/sites/default/files/publications/Decreasing_World_Suck_6.25.13_0.pdf Mayrer, J., 2012. Hank Greens business is just awesome. [Online] Available at: http://missoulanews.bigskypress.com/missoula/hank-greens-business-is-just-awesome/Content?oid=1582736 [Accessed 2 April 2015]. PBS, n.d. PBS DIGITAL STUDIOS AND HANK AND JOHN GREEN ANNOUNCE NEW PARTNERSHIP TO EXPAND POPULAR â€Å"CRASH COURSE† YOUTUBE SERIES. [Online] Available at: http://www.pbs.org/about/news/archive/2014/crash-course-library/ [Accessed 2 April 2015]. Pemberly Digital, n.d. The Lizzie Bennet Diaries. [Online] Available at: http://www.pemberleydigital.com/the-lizzie-bennet-diaries/ [Accessed 2 April 2015]. Stanfill, M., 2013. Fandom, Transmedia and Consumption 2.0. Selected Papers of Internet Research 14.0,. Accessed: 2, April 2015. url: http://spir.aoir.org/index.php/spir/article/viewFile/911/pdf Stein, L., 2013. Stay Square!: Fan Address In the Web Series. Selected Papers of Internet Research 14.0. Accessed: 2, April, 2015 url: http://spir.aoir.org/index.php/spir/article/viewFile/911/pdf Stone, M., 2014. How A YouTube Channel That Answers Weird Science Questions Amassed Millions Of Fans. [Online] Available at: http://www.businessinsider.com.au/how-scishow-and-hank-green-landed-a-national-ad-campaign-from-youtube-2014-10 [Accessed 02, April 2015]. The Foundation to Decrease World Suck, n.d. The Foundation to Decrease World Suck. [Online] Available at: http://fightworldsuck.org/ [Accessed 2 April 2015]. VidStatsx, 2015. http://vidstatsx.com/vlogbrothers/youtube-channel. [Online] Available at: http://vidstatsx.com/vlogbrothers/youtube-channel [Accessed 2 April 2015]. Warlaumont, H. G., 2010. Social networks and globalization: Facebook, YouTube and the impact of online communities on Frances protectionist policies. N.A, 8(2), p. 207. Accessed: 2/04/2015 doi: 10.1057/fp.2010.8

Want Answer of These Question

BECE 002 Bachelor’s Degree Programme (BDP) ASSIGNMENT For July 2012 and January 2013 Students Course Code: BECE 002 Title of Course: Indian Economic Development: Issues and Perspectives School of Social Sciences Indira Gandhi National Open University Maidan Garhi, New Delhi-110068 BECE-002 INDIAN ECONOMIC DEVELOPMENT: ISSUES AND PERSPECTIVES 2012-13 Dear Student, As per the present pattern of assignments, you will have to do one assignment for this elective course BECE-002.The assignment is of 100 marks which contains 3 sections. Section I contains two questions of 20 marks each; Section II contains four questions of 12 marks each; and Section III contains two questions of 6 marks each. Submission Completed assignments should be submitted to the coordinator of your study center by March 31, 2013 for students admitted in July 2012 cycle and by September 30, 2013 for students admitted in January 2013 cycle. 2 BECE-002INDIAN ECONOMIC DEVELOPMENT: ISSUES AND PERSPECTIVES Programme Code: BDP Course Code: BECE-002 Assignment Code: BECE-002/AST/TMA/2012-13 Maximum Marks: 100 Answer all the questions A. Long Answer Questions (word limit-500 words) 2Ãâ€"20=40 marks 1) Discuss the rationale behind the ‘capabilities and human development’ theory propounded by A. K. Sen. 2) Analyse the growth profile of India’s industrial production by ‘use based classification’ over the period 1960-2007. B.Medium Answer Questions (word limit-250 words) 4 x 12=48 marks 1) Discuss the concept of ‘population ageing’. 2) Explain briefly the risks of high fiscal deficit. 3) What are the causes of low productivity in Indian agriculture? 4) Discuss the features of Regional Trading Arrangements (RTAs). C. Short Answer Questions (word limit 100 words) 2Ãâ€"6=12 marks 1) What is meant by ‘work force participation rate’? 2) Write a note on the ‘prevention and protection’ aspect of flood management. 3

Employee Retention

SUBMITTED TO: Dr. RAMZAN SUBMITTED BY: FAHAD KHALID (MSBA) MUHAMMA ASAD KHAN (MSBA) ADEEL JAVED (MBA) ZAIN SOHAIL (MBA) SUPERIOR UNIVERSITY LAHORE How the employee retention in educational institutions affects Organizational effectiveness Abstract: Purpose – The purpose of this paper is to put forward a framework of employee retention in the educational institutions which enables them to work for longer time periods and less chance of leaving the place.It also discusses the factors that how the retention of employee affects the organizational effectiveness. Three different levels of schools have been chosen to collect the information from the employees to analyze the organizational effectiveness. The close-ended questionnaire has been established for this purpose. The sample size of 214 will be taken. The SPSS is used to analyze the data and findings of that are given in the context. The limitation of the study is time constraint. The data collection procedure becomes very muc h difficult.This study is only for the education sector in developing countries like Pakistan. Key words: Leadership style, Recognition, Motivation, educational institutions. Introduction This study is about producing and retaining human resource. Hence the research is about the study for the retention of employees in the educational sector. The educational sector is the source of producing human capital for the country which leads to economic development. The employees in that sector should be retained so that the organizational effectiveness is increased.The problem of academic staff retention is a global one which affects both developing and industrialized countries (wisdom 2006 p-11). The most critical for all; is the human resource factor. Without strengthening human resources and retaining critical skills and competencies with in any organization, other components stand to suffer. In academic institutions, the critical human capital includes academic, administrative and techni cal staff resources. The institutional governance, management and financial reforms undertaken as seen above will be more sustainable if there is stability in the area of human resource. Paschal B. Mihyo 2008 p-10) The issue of academic staff attrition and retention in developing countries has been less well documented in the literature. This is because the issue tends to be subsumed under the general category of ‘brain drain’, without particular attention being devoted to it. This subsumption reflects the close relationship between the brain drain and staff retention in many countries. (wisdom 2006 p-12). The employees who are not satisfied with the organizational retention policy they tend to leave the organization.Many research shows that the employees with the higher age are less tends to leave but the lower rank employees are more tends to leave the organization. There is always a certain amount of employee turnover due retirements, promotions and career developmen t; however specific industries and occupations experience attrition rates far greater than others. One business expert author identified ten primary reasons of the employee resigns (MacCann). * Basic financial needs not met. * Lack of competitive salary * Poor benefits * Poor communication * Negative work environment Lack of recognition * Unfair treatment * Lack of challenge in job * Lack of job security * Life conflicts (Gary S. Trulson p-12) There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. By developing multivariate models that combine a number of factors contributing to turnover and empirically testing the models researchers have sought to predict why individuals leave organizations. Many studies are based on only a small number of variables which often only explain a small amount of variability in turnover.Another criticism of turnover studies is that they do not adequately capture the complex psychological processes involved in i ndividual turnover decisions. Literature Review â€Å"An effective Employee Retention Program is a systematic effort to create and foster an environment that encourages employees to remain employed by having policies and practices in place that address their diverse needs. † (George C. Sinnott, Commissioner & George H. Madison, Director September 2002 p-2) Employee retention is perhaps the most frequently studied phenomenon in the organizational effectiveness.Most organizations find it difficult to measure and improve employee attitudes related to work. Most of the organizations are working on their retention plans for improving employee`s performance and employee`s satisfaction which leads to organizational effectiveness. Increasing employee satisfaction and thereby reducing employee turnover is critical. Long-tenured employees develop personal associations with customers. These relationships are the Groundwork for a reinforcing cycle of positive links between employees and customers. Employees who recognize relationships with customers provide better service.Customers who receive better service express fewer complaints and thereby create fewer problems for employees. Employees in turn react more constructively to tackle with customers. These reactions result in better service which again leads to privileged organizational revenues. Ultimately it is of importance in the educational institutions where teachers have develop direct relation with the students, if turnover of the teachers increases it will also decrease the satisfaction level of the students as well. So the organizations with the long term teachers have ultimately gain the good success in the market.Teaching staff: In the academia the teaching staff is main factor for improving the organizations effectiveness. The institutions with the satisfied and retained staff work more effectively than other. If teaching staff works for the longer period of time then it will be able to produce the desi red results for the students, if students are satisfied who are the customers and it will increase the reputation of organization in the market. â€Å"Teaching bright students and seeing their students develop are the positive aspects of teaching.The negative aspects relate to assessment, both of the amounts required of the students and that of the staff themselves. Administrative tasks and organizational change tend to be viewed as negative aspects of the job by most academics. Hours of work spent on administration have a negative effect on satisfaction with almost all dimensions of academics’ job satisfaction. † (Hilary Metcalf et al. Research Report RR658 p-xvi). Retention: Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time.The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various mea sures taken so that an individual stays in an organization for the maximum period of time. The completely trained employees should be given more time to stay by contracting them for longer period. As the research shows, â€Å"About two-thirds of academics expected to remain in UK academia until retirement. This was higher in new universities. We would estimate that between three and six per cent would leave the sector in the year following interview.This comprised two to three per cent of those on permanent contracts and five to 11 per cent of those on fixed-term contracts. Forty-three per cent of those who thought they might leave the sector in the following year expected to move to another job; this was most commonly to a UK job outside research and teaching, to an academic job abroad or for fixed-term contracts staff, to a UK research job. Contract staff could be seen as being driven out of the sector due to insecurity: they tended to leave due to their contract ending, the desi re for a permanent job or pessimism about job opportunities in UK academia. (Hilary Metcalf et al. Research Report RR658 p- vii). Employee benefits: In the educational institutions employees are looking forward for monetary as well as non-monetary rewards. The organizations which develop the reward system for the employees are better able to reduce the employee turnover. These monetary and non-monetary rewards may include followings: according to (paschal B. Mihyo 2008 p-xiii) * Free or subsidized education facility provided to staff children. * Private pension fund and health insurance schemes should be developed. Reward and recognition system should be decentralized. * Loan guarantee schemes that can enable staff acquire respectable shelter and means of transport need to be developed. â€Å"Institutions should work towards a reasonable improvement in the working conditions (salary and non-salary) of staff, because this is likely to result in more than proportionate levels of job satisfaction. It is necessary to implement some system of differential rewards. This is inevitable, if certain academic fields are to attract and retain staff.Universities should maintain, or institute, non-salary benefits such as tuition waivers/remissions, preferential admission for staff and their families, and access to childcare and primary school facilities provided by their institutions. †(Wisdom J. Tettey 2006 p-4) Motivation of the staff: Employees who stay with a firm because of motivational reasons derive their satisfaction primarily from the work itself. An average of 75 percent of the respondents identified internal/motivational factors such as achievement, recognition, challenging work, and advancement prospects as the main reasons for staying. Matthew H. Sauber , Andrew G. Snyir & Mohsen Sharifi p-36). Motivation can increase the employee satisfaction and also its efficiency at work place. There is an old saying you can take a horse to the water but you cannot f orce it to drink; it will drink only if it's thirsty – so with people. They will do what they want to do or otherwise motivated to do. The motivation can also have an impact on the job performance of employees. The job performance depends upon the ability and ability in turn depends on experience, education and ; training. On the other hand motivation can be improved quickly.There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. The Present Study The aim of this study to investigate some factors that have an influence on employee retention. Based on the previous research and literature, both employee retention and organizational factors are taken into account. On the organization side it has to focus on the leadership style, motivation and reward system. On the employee side the age, experience and level of job had not given a clear conclusion. So there is no source of expectation from these variables.But other variables are leadership style, motivation and recognition are considered. It has been shown that the employees with higher age are less satisfied with the leadership role of their boss in the educational institutions. It has also shown that the employees with more experience got more recognition in the organization. But due to ineffective reward system they are less satisfied. Following research questions are established. RQ1. To what extent can retention be predicted by the variable â€Å"organization effectiveness†? RQ2 What is the relationship between selected employee variables (age, experience and level of job) with retention?RQ3 Is there a difference between different groups of employees (groups differing n seniority, level of education and whether or not being seen as High Potential) regarding their retention? MODEL RETENTION OF EMPLOYEE LEADERSHIP STYLE MOTIVATION AT WORK PLACE RECOGNITION ORGANIZATION EFFECTIVENESS Methodology Data col lection Data were collected by means of a questionnaire that was distributed on a voluntary basis in educational institutions and among employees, in hard-copy, in the year 2011. The study sample consists of 214 employees which will be in the categories of high level, middle level and low level employees.The high level employees consist of directors, principal and vice-principal of the institutions. The middle level employees include teachers and instructors. The low level employees will be as clerks, cashier, and front desk representatives. The data collected from the secondary schools and higher secondary schools. The participant’s 87. 4% is male and 12. 6 % is female. The majority of the employees (81%) worked full time and other worked part time (19%). gender | Frequency| Percent| Valid Percent| Cumulative Percent| Valid| male| 187| 87. 4| 87. 4| 87. 4| | female| 27| 12. | 12. 6| 100. 0| | Total| 214| 100. 0| 100. 0| | Instruments The questionnaire used for the study to c ollect data is designed with the help of expert researcher. The questionnaire consists of 13 items which would be categorized into three different variables used for analysis. Results and Analysis The first issue for data analysis was the presence of missing figures in the form of NR answers. The most frequent case of missing data was the use of N/A for items related to ‘‘leaders in this organization are role models†7 respondents choose N/R for one or the other.The responses are categorized as it is â€Å"strongly agree† =1 , â€Å"Agree†=†2† , â€Å"Neutral†=3, â€Å"Disagree†=4, â€Å"Strongly Disagree†=5. The value of Cronbach’s alpha is . 724 (72. 4%) which shows reliability of data. The correlation which shows that participation will have negative weak relation with the experience of employees with r=0. 01;0. 05 (5%) and value of correlation is (-. 255). The results also shows that as the age of employee in creases the less satisfied with the leadership style and the value of correlation is -. 285 with significance level 0. 01;0. 05(5%). The reward system of the organization has also n impact on employees and result shows that as the age of employee’s increases they are more satisfied with the reward system. Is reward system of the organization is adequate? age| Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly Disagree=5| 20-2526-3031-3536-40| 863017| 442111076| 00000| 55204887| 2070027| Does your employer make effort for employee's awareness about their work? Cross tabulation | | Does your employer make effort for employee's awareness about their work? | Total| | Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly disagree=5| Strongly agree| age| 20-25| 32| 63| | 30| 6| 131| 26-30| 13| 30| | 11| 0| 54| | 31-35| 7| 11| | 0| 0| 18| | 36-40| 4| 4| | 0| 0| 8| Total| 56| 108| | 41| 6| 211| This result also shows that if employer make awareness for the employees abou t their tasks and assignments at work place. The organizations with who gives the employees clear vision about their job description, the employees in that organizations work with greater efficiency. The educational institutions are more concerned about retaining their employee’s b providing them with clear idea about their vision. Conclusion and FindingsThe study shows that retention of employee in the educational sector has an impact on the organizational effectiveness. The retention depends on the reward system of the organization, motivation and recognition of employee at work place. Another useful focus for further work is a comparison of conditions of services between academic staff and their counterparts, with similar qualifications and experience, who are employed outside of universities. This will help determine, with substantive evidence, whether the views expressed by respondents in this study are indeed supported by the facts.It has been shown that higher potentia l employees are less satisfied with the leadership style and they get less recognition in organization. The educational institutions are the source of developing human resource for the economic development of a country. So importance has been given to that sector for improving and retaining employees in that sector. The age has also has an impact on the retention the employees with higher age are not willing to leave organization because they are now being able to get retirement benefits.The employees with lower age try to get the more and more and they are always trying to get good jobs, and are less dependent. The retention of employee has an impact on the organizational effectiveness. If the employees retained in the organization than the organization effectiveness increases by increase in revenues, increase in competency. It can also get a competitive edge in the market. So the organizations with better motivated employee are able to work better in this competitive world. Refere nces * http://www. managementstudyguide. com/employee-retention. tm * http://www. accel-team. com/motivation/index. html * (George C. Sinnott, Commissioner ; George H. Madison, Director September 2002 p-2) * Employee retention in the Joplin,Missouri public safety communication center (Gary S . Trulson) * NYS Department of Civil ServiceGeorge C. Sinnott, Commissioner * NYS Governor’s Office of Employee RelationsGeorge H. Madison, Director * George E. Pataki, GovernorSeptember(2002) * Leadership style, organizational culture and performance: empirical evidencefrom UK companies Emmanuel Ogbonna and Lloyd C. Harris Int. J. f Human Resource Management 11:4 August 2000 766–788 * The International Journal of Human Resource Management * ISSN 0958-5192 print/ISSN 1466-4399 online  © 2000 Taylor ; Francis Ltd * http://www. tandf. co. uk/journals * Roland T. Rust and Greg L. Stewart Owen Graduate School of Management, Vanderbilt University, Nashville, Tennessee, USA, Heather Mi ller M/A/R/C Group, USA, and Debbie Pielack MBA Enterprise Corps, Lithuan * Natalie Govaerts and Eva Kyndt(Influence of learning and working Climate on the retention of alented employees) (-39_p-42) * www. emeraldinsight. com/1366-5626. htm