Low Fertility Rate

Written Report: Low Fertility Rates Written Report Justin Koh Zhi-ren MGMT003 B Jothi Rai & S ,G Tang Li 6Ying G9 G Jamie Lee Yaling Prepared For: Professor Er Jwee Ping Genevive Chan Keng Ling Prepared By: Yong Yi Wee ChiaDaryl Linus Lee Zhi Siong Jian Song, Eric Darren Teng Tze Shang USINESS OVERNMENT OCIETY ROUP Tackling The Problem Of Low Fertility Rates In Singapore Author(s): Lim Tze-En, Jamien Oh Wei Liang, Peter Wang Xiao Group: Team 3991 1 G13 Word Count (excluding content page and references): 3947 Report for Approval by: Written Report: Low Fertility Rates Table of Contents 1. 0 Introduction †¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3    2. 1 Overview †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3    2. 2 Definitions †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3    2. 2. 1 Total fertility rate †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3    2. 2. 2 Population aging †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3    2. 3 Reasons for falling fertility rates †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 2. 3. 1 Lack of economic means to raise a child †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 2. 3. 2 Lack of social means to raise a child †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 2. 3. 3 Environmental factors †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 2. 4 Impact of falling fertility rates †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 2. 4. 1 Economic consequences †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 2. 4. 2 Social consequences †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6 . 0 Issue Analysis †¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 3. 0 4. 0 Stakeholder analysis †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6    Analysis and evaluation of govern ment actions †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7 4. 1 4. 2 4. 3 Parent- ­? targeted initiatives †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦7 Immigration initiatives †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 10    Promoting Marriage †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10    Economic measures †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12    Social measures †¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦13    Environmental measures †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦13 5. 0 Recommendations †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12    5. 1 5. 2 5. 3 6. 0 8. 0 9. 0 Limitations †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13    Appendix †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15    References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦.. 16 2 7. 0 Conclusion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 Written Report: Low Fertility Rates 1. 0 Introduction The aim of this report is to analyze the existing problem of Singapore’s low fertility rate. By delving into its root causes and potential consequences, we hope to effectively evaluate the measures that the Singapore government has taken to tackle this critical issue, while proposing some practical recommendations. However, as no panacea is without side effects, we will also highlight the limitations to our proposals. 2. 0Issue Analysis 2. 1 Overview According to The Straits Times on 18 January 2011, â€Å"Singapore’s baby shortfall worsened last year when the Total Fertility Rate (TFR) sank to a historic low of 1. 16. That is down from 1. 22 in 2009, and way below the repla cement level of 2. 1 (Li, 2011). Declining fertility rates is one of Singapore greatest challenges, bringing with it both economic and social impact. In addition, it is also a key- ­? contributing factor towards Singapore’s inescapable ageing population. 2. 2 Definitions 2. 2. 1 Total Fertility Rate A population’s total fertility rate refers to the average number of hildren that would be born per female, if all females live through their childbearing years of 15- ­? 49 and bear children according to a given set of age- ­? specific fertility rates. (Ministry Of Community Development, Youth & Sports, 2010) 2. 2. 2 Ageing Population Ageing population refers to a situation where an increase in number of elderly, and a decrease in number of newborn babies lead to a shift in the median age distribution of a population. 2. 3 Reasons for falling fertility rates 2. 3. 1 Lack of economic means to raise a child High direct cost of raising a child 3 Written Report: Low Ferti lity Rates The asic costs of raising a child in Singapore include the costs of pregnancy and delivery, infant care, childcare and education. Besides, there are other additional living allowances as well as the possible extra holiday trips that need to be considered. A report by The Sunday Times (2010, as cited in â€Å"1 Million to†, 2010) estimated that the cost of raising 2 children in Singapore is about $1 million. These high costs act as a deterrent for couples to have children in Singapore, resulting in low fertility rates. Late entry into work force due to national service The mandatory two- ­? year national service delays theSingaporean male’s entry into the work force, delaying his ability to support a family till a later age. Since couples usually seek financial stability before they start a family, this has caused couples to delay their plans to have children, thereby contributing to lower fertility rates. Other economic commitments The high costs of living in Singapore currently take up a large portion of the monthly income of Singaporeans. Coupled with the rising property prices and costs of owning a car, there is less incentive for couples to start a family, since having children would only add to their financial burden. 2. 3. Lack of social means to raise a child Long working hours The high stress levels and long working hours in Singapore have been proven by many studies. According to an article â€Å"Don’t blame lack† by the International Labor Organization (2010), workers in Singapore clocked the most number of working hours per week among twelve nations in the survey. Such a phenomenon lowers fertility rates since couples might feel that they would not be able to care for their children due to long working hours. Both parties in work force The common phenomenon that both husbands and wives hold full- ­? time jobs also directly affects ouples’ willingness to raise children. Work stress endured by both par ties leaves little time and energy for childcare and couples might be more hesitant when making a decision to have children. 2. 3. 3 Environmental factors Large influx of immigrants In order to cope with the declining population, Singapore has developed a sound immigration policy to attract the work force necessary to grow our economy. As of 2010, approximately 35 of every 100 people living in Singapore are PRs, or foreigners 4 Written Report: Low Fertility Rates on work permits or study visas (Department Of Statistics Singapore, 2011). Many f these non- ­? citizens can be viewed as transient residents with no intention of settling down permanently in Singapore. While no official studies have been carried out, it is postulated that the fertility rate of these non- ­? citizens is much lower than that of Singapore citizens, pulling down our national fertility rate as a whole (Chong Lee Ming, 2009). Influence from western culture As a cosmopolitan city, Singaporeans have also been greatly influenced by western culture. The westernized new age culture of cohabitation in place of marriage has taken root with the younger generation of Singaporeans. Hence, ithout the bond of marriage, the traditional view of having children in a family is gradually watered down. Increasing focus on hedonism With increasing emphasis placed on consumerism, the younger generation of Singaporeans has become more interested in pursuing material goods and pleasures for oneself instead of spending efforts on fostering relationships. As a result, children, in their opinion, are more likely to be a chore than a gift, as was in traditional cultures. 2. 4 Impacts 2. 4. 1 Economic consequences Tapering of economic growth While a low fertility rate does not have a direct impact on the economy, ts impact can be felt over the long term. Children are the work force for tomorrow, and given the situation of a declining fertility rate over the past 2 decades, there has been a shrinking citizen labo ur force, as more citizens are reaching retirement age without corresponding new entrants, stifling economic growth. Dwindling supply of local workforce The low fertility rate will lead to a lack of young talent in the future, and result in a huge imbalance in the human resource market. The average age of the workforce in Singapore will also consequently increase, and the older generation might be encouraged to elay their retirement. Moreover, the lack of employees may force companies to increase staff workload, thereby increasing their burden. High dependency on foreign talent 5 Written Report: Low Fertility Rates Due to the lack of young local talent, businesses would need to rely on immigrants to ensure that the economic system functions smoothly. These companies may be forced to increase employee salaries and improve perks, in order to attract foreign job applicants, leading to an increase in staffing costs. 2. 4. 2 Social consequences Increased financial burden With a smaller y ounger generation supporting the ncreasing number of elderly dependents, there will be a greater strain on government welfare schemes and taxpayers resources. The increased demand for healthcare facilities might inevitably result in rising healthcare costs. More stress and longer working hours Due to the possible shortfall in employees, companies might need to increase employee workload and extend working hours to sustain productivity. This might then create another social problem, where a higher level of stress and longer working hours lead to a weakening of family ties or bonding between married couples. This might act as a deterrent for ouples to have children, and further exacerbate the issue of low fertility rates. Dilution of local culture due to immigration As we place a greater reliance on immigration to sustain the population in Singapore, there’s a possibility that the huge proportion of immigrants will greatly alter Singapore culture, and gradually dilute the tradi tional values of our society. 3. 0 Stakeholder analysis The stakeholders in this issue can be defined in the following diagram: th Source: Bucholtz , Carroll: Business and Society 7 edition, Chapter 3, pg85 6 Written Report: Low Fertility Rates Potential childbearing Singaporean ouples (Dominant Stakeholder) This group has legitimacy and power. Only they have the power to alter the fertility rate in Singapore. They have legitimacy, as they will form part of the ageing population in the future. However, they would not have urgency as they might feel that other priorities should take precedence instead of procreation. The current Singaporean work force (Dependent Stakeholder) Some elderly might be encouraged to extend their retirement due to the slow turnover rate of younger people succeeding their jobs. Such consequences will bring both economic and social problems to Singapore. Therefore, hey hold legitimacy and urgency but not power. Potential Immigrants (Dormant Stakeholder) Immig rants could be a possible solution in solving the low fertility rate problem (Cheow Xin Yi, 2011). The potential immigrants have the power to decide whether to immigrate to Singapore and therefore contribute to the solution for the low birthrate or not, however they have no urgency and legitimacy as this problem is not of concern to them. Government (Definitive Stakeholder) The government has legitimacy, urgency and power. Low fertility rate is an issue faced by the state, and it is their job to solve such matters.

If it is possible Xiaomi trade in SA

Leno's purchase of Motorola Mobility became official on same day, and with its new subsidy, the company has become the third-largest smartened manufacturer in the world with 8 percent market share, bumping Axiom down to fourth. Still, Axiom said it has its sights set on raising enough money to become the world's most valuable private tech firm. 1. 2 International expansion In just four years, Axiom, which is known colloquially as â€Å"little rice,† has gone from a strictly low-end producer to competition for some of the largest mobile companies in China such as Apple Inc. ND Samsung Electronics Co. Ltd. Now, global expansion is on the horizon, but there are plenty of hurdles for Axiom to export its phones and its philosophy to the West. This called Axiom must enter the international market The process started early last ear by testing water in Hong Kong, Taiwan and Singapore. Axiom's flash sale strategy proved a huge success in these markets. Beginning of this year, Axiom ann ounced Axiom would expand to 10 countries this year.We can see that Axiom wanted to target markets similar to China, developing countries with huge population where its low price is an advantage. Assai: Malaysia, India, Indonesia, Thailand, Vietnam; Europe: Russia, Turkey; America: Brazil, Mexico. We can see, Africa isn't in its expanding list. But we group strongly recommended Axiom export South Africa, the reason and the strategy analysis as below. . South Africa PEST Analysis and Cell industry introduction by ups 2. Political South Africa is a parliamentary republic, although unlike most such republics the President is both head of stated head of government, and depends for his tenure on the confidence of Parliament. The executive, legislature and judiciary are all subject to the supremacy of the Constitution, and the superior courts have the power to strike down executive actions and acts of Parliament if they are unconstitutional. The National Assembly, the lower house of Parli ament, consists of 400 members and is elected every five years y a system of party-list proportional representation.The National Council of Provinces, the upper house, consists of ninety members, with each of the nine provincial electroluminescent ten members. After each parliamentary election, the National Assembly elects one of its members as President; hence the President serves a term of office the same as that Of the Assembly, normally five years. NO President may serve more than two terms in office. The President appoints a Deputy President and Ministers, who form the Cabinet which consists of Departments and Ministries.The President and the Cabinet may be moved by the National Assembly by a motion of no confidence. In the most recent election, held on 7 May 2014, the African National Congress (NC) won 62. 2% of the vote and 249 seats, while the main opposition, the Democratic Alliance (DAD) won 22. 2% of the vote and 89 seats. The Economic Freedom Fighters, founded by Julius Male, the former President of the Ann.'s Youth Wing who was later expelled from the NC, won 6. 4% of the vote and 25 seats.The NC has been the governing political party in South Africa since the end of apartheid. Since 2004, the country has had many thousands of popular protests, some Eileen, making it, according to one academic, the â€Å"most protest-rich country in the world†. There have been a number of incidents of political repression as well as threats of future repression in violation of this constitution leading some analysts and civil society organizations to conclude that there is or could be a new climate of political repression, or a decline in political tolerance.Leaders of the BRICKS nations at the G-20 summit in Brisbane, 15 November 2014. South African President Jacob Zamia and Chinese President Huh Joints upgraded bilateral ties between the two countries on 24 AUgUSt 201 0, hen they signed the Beijing Agreement, which elevated South Africans earlier â€Å"s trategic partnership† with China to the higher level of â€Å"comprehensive strategic partnership† in both economic and political affairs, including the strengthening of exchanges be;en their respective ruling parties and legislatures.In April 2011, South Africa formally joined the Brazil-Russia-India- China (BRICKS) grouping of countries, identified by President Zamia as the country's largest trading partners, and also the largest trading partners with Africa as a whole. Zamia asserted that BRICKS member countries would also ark with each other through the SIN, the Group of Twenty (620) and the India, Brazil South Africa (BIBS) forum. By 201 3, China have become the single largest trading partner of South Africa. 2. 2 Economy South Africa has a mixed economy, the second largest in Africa after Nigeria.It also has a relatively high GAP per capita compared to other countries in sub-Sahara Africa ($1 1,750 at APP as of 2012). Despite this, south Africa is still burdened b y a relatively high rate of poverty and unemployment, and is also ranked in the top 10 countries in the world for income inequality, measured by the Gin coefficient. Unlike most of the world's poor countries, South Africa does not have a thriving informal economy; according to COED estimates, only 15% of South African jobs are in the informal sector, compared with around half in Brazil and India and nearly three-quarters in Indonesia.The COED attributes this difference to South Africans widespread welfare system. World Bank research shows that South Africa has one of the widest gaps between per capita GNP versus its Human Development Index ranking, with only Botswana showing a larger gap. After 1 994 overspent policy brought down inflation, stabilized public finances, and some foreign capital was attracted, however growth was still subpart. From 2004 onward economic growth picked up significantly; both employment and capital formation increased. South Africa is a popular tourist des tination, and a substantial amount of revenue comes from tourism.Illegal immigrants are involved in informal trading. Many immigrants to South Africa continue to live in poor conditions, and the immigration policy has become increasingly restrictive since 1994. Principal international trading partners of South Africa-?besides other African countries-?include Germany, the United States, China, Japan, the United Kingdom and Spain. The South African agricultural industry contributes around of formal employment, relatively low compared to other parts of Africa, as well as providing work for casual laborers and contributing around 2. 6% of GAP for the nation.Due to the aridity of the land, only 13. 5% can be used for crop production, and only 3% is considered high potential land. In August 2013, South Africa was ranked as the top African Country of the Future by FED magazine based on the country's economic potential, labor environment, cost-effectiveness, infrastructure, business friendl iness, and foreign direct environmentalist's. The IFS ranks South Africa as the 36th safest tax haven in the world, ahead Of the Philippines but behind the Bahamas. 2. 3 social During 1995-2003, the number of formal jobs decreased and informal jobs increased; overall unemployment worsened.The government's Black Economic Empowerment policies have drawn criticism from Nave Magenta, lead economist for research and information at the Development Bank of Southern Africa, for focusing â€Å"almost exclusively on promoting individual wineries by black people (which) does little to address broader economic disparities, though the rich may become more diverse. † Official affirmative action policies have seen a rise in black economic wealth and an emerging black middle class. Other problems include state ownership and interference, which impose high barriers to entry in many areas.Restrictive labor regulations have contributed to the unemployment malaise. Along with many African nation s, South Africa has been experiencing a ‘brain drain in the past 20 years. This is believed to be potentially damaging for the regional economy, not in citation given][clarification needed]and is almost certainly detrimental for the well-being of those reliant on the healthcare infrastructure. The skills drain in South Africa tends to demonstrate racial contours given the skills distribution legacy of South Africa and has thus resulted in large white South African communities abroad.However, the statistics which purport to show a brain drain are disputed and also do not account for repatriation and expiry of foreign work contracts. According to several surveys there has been a reverse in brain drain following the global uncial crisis of 2008-2009 and expiration of foreign work contracts. In the first quarter of 2011, confidence levels for graduate professionals were recorded at a level of in a UPS survey. 2. 4 Technological Several important scientific and technological develo pments have originated in South Africa.The first human-to-human heart transplant was performed by cardiac surgeon Christiana Bernard at Grotto Churl Hospital in December 1967, Max Tiller developed a vaccine against yellow fever, Allan McLeod Carjack pioneered x-ray computed tomography, and Aaron Kaleidoscope aerographical electron microscopy techniques. With the exception of that of Bernard, all of these advancements were recognized with Nobel Prizes. Sydney Brenner won most recently, in 2002, for his pioneering work in molecular biology.Mark Shuttlecock founded an early Internet security company Thaw, that was subsequently bought out by world-leader Version. Despite government efforts to encourage entrepreneurship in biotechnology, IT and other high technology fields, no other notable groundbreaking companies have been founded in South Africa. It is the expressed objective of he government to transition the economy to be more reliant on high technology, based on the realization tha t South Africa cannot compete with Far Eastern economies in manufacturing, nor can the republic rely on its mineral wealth in perpetuity.South Africa has cultivated a burgeoning astronomy community. It hosts the Southern African Large Telescope, the largest optical telescope in the southern hemisphere. South Africa is currently building the Karol Array Telescope as a pathfinder for the ?1. 5 billion Square Kilometer Array project. On 25 May 201 2 it was announced that hosting of the Square Kilometer Array Telescope will be split over both the South African and the Australia/New Zealand sites.Telecommunications infrastructure in South Africa provides modern and efficient service to urban areas, including cellular and internet services. In 1 997, Talked, the South African telecommunications partially, was partly privatized and entered into a strategic equity partnership with a consortium of two companies, including CBS, a U. S. Telecommunications company. In exchange for exclusivity ( a monopoly) to provide certain services for 5 years, Talked assumed an obligation to facilitate network modernization and expansion into the unseeded areas.A Second Network Operator was to be licensed to compete with Talked across its spectrum of services in 2002, although this license was only officially handed over in late 2005 and has recently begun operating under the name, Motel . Five cellular companies provide service to over 30 million subscribers, with South Africa considered to have the 4th most advanced mobile telecommunications network worldwide. The five cellular providers are Voodoos, MET, Cell C,Virgin Mobile and Talked (Mobile), which is run by Talked. 2.Mobile Industry Telecommunications is one of the fastest growing sectors of South Africans economy, driven by explosive growth in mobile telephony and broadband connectivity. With a network that is 99. 9% digital and includes the latest in fixed-line, wireless and satellite communication, the country has the most dev eloped telecoms network in Africa. South Africans has a relatively low rate of fixed-line telephony, with around 4. 2;million fixed-line connections (I TU, 201 0). Fixed-line telephony is dominated by Talked, which is listed on the SSE and majority owned by the Department of Communications.Telecoms monopoly in running fixed-line services came to an end in 2006, when the country's second fixed-line operator, Motel, began its operations. Majority- owned by Indian's Data Communications, Motel offers voice and data services to around 9-million customers. Mobile phone use in South Africa has increased from 17% of adults in 2000 to 76% in 201 0, according to research firm Nielsen Southern Africa. Today, more South Africans 29-million use mobile phones than radio (28-million), TV (27-million) or personal computers (6-million).Less than 5-million South Africans use landlines phones. South Africa has four licensed mobile operators: MET N, Voodoos (majority owned by UK Videophone), Cell C (75 % owned by Saudi Ogre, an international telecommunications holdings firm), and ATA, a subsidiary of Talked. Mobile penetration is estimated at more than 1 0%, one of the highest rates in the world. South African mobile companies are also making inroads internationally, with MET leading the way: the company has well over 1 O- million subscribers in more than 20 countries in Africa, Asia and the Middle East.The increase in usage of mobile and smartness has also lead to increasing numbers of South Africans using the Internet. There were an estimated 8. 5-million users by the end of 201 1, up from 6. 8-million the year before. It is projected that the 10-million user barrier will be broken by the end of 201 2 (World Wide Word, May 2012). While mobile phones are driving usage, data costs are being driven down by the increasing number of undersea cables connecting sub-Sahara Africa to the rest of the world. Undersea cable capacity to South Africa at the end of 201 1 was 2. 69 Terabyte a s econd (Tips), and that will rise to 11. Tips by the end of 2012. This doubled again in 2013. The government, via the Department of Communications, aims to implement a national broadband network to ensure universal access by 2020. Broadband Infract, the state-owned company tasked with improving internet access and bringing down broadband prices, sells high-capacity long-distance transmission services to telecoms operators, internet service providers and other value added network service providers. MET N, Voodoos and Motel are jointly building a skim fiber-optic cable en;ark connecting several major centers across South Africa.The first phase of the cable, linking Sautà ©ing with Zulu-Natal, as commissioned in June 2010. Fibbers Telecommunications is building a 12 km national open-access fiber-optic broadband network, which will increase the supply of long-distance capacity between major cities such as Johannesburg, Cape Toffee and Durban, as well as towns and rural areas along the r oute. It is a partnership between Cell C, CIT firm Internet Solutions, and investment management and advisory firm Convergence Partners. Provinces, via their municipalities, also have plans to invest in affordable broadband infrastructure.The Western Cape, for example, aims to connect the 4 000 overspent facilities and every school in the province to a broadband network, as well as ensure the public has easy access to CIT facilities. 3. How to operate Axiom in South Africa 3. 1 The smartened market in AS Lees see a South African Mobile Report reveals the mobile phone brands of choice by South Africans Internet users, which showed that the most popular mobile phone brands among the country's Internet users are BlackBerry, Samsung, Monika, and Apple.The following chart shows the mobile phone brands owned by South African Internet users. Mobile phone brands owned in AS It should be noted that a single user can own multiple devices. 3. 2 What phones South Africans really want Smartened purchase preference The low position of Apple's phone (12. 3%) is mainly attributed to the fact that phones are relatively expensive in the country. The similar proportion Apple in these two chart shows the Apple purchaser has kind of brand loyalty.High owned level of Monika and Blackberry exceed two thirds, but preference of these two brand account less than one third, many South Africans plan to purchase a Samsung smartened when they upgrade their current phone. Samsung is expected to be the market leader in South Africa over the next few years. So we assume here that more people tend to price sensitive in choosing smartened, and the biggest competitors could be Samsung, we have great market space to serve in the price sensitive smartened users. 3. 3 How does Axiom benefit S. A. smartened users?Specs Comparison between Mi 4 vs. Samsung vs. Expire Z vs. ETC MM We clearly see the main specs among these new generation phones , MI are more competitive in RAM and Battery use based on t he similarities of other specs. We check from commerce website ,the price of Samsung SO sell ERROR, in exchange with ARM, about RHOMB ,kind of lower the price compare with China. But after calculating the changing price ,Samsung still has higher in half than MIM. So from both pictures to illustrate , we find the Axiom user will enjoy the fast speed of operating, touch, big screen, nice design, and very competitive price. . 4 How to position it? For the nice experience with good price, the dynamic image will attract more young generation and the group people who more care the good performance-cost that are our advantages , less brand loyalty users tend to our first lot users in AS. )Butte need to cultivate our own brand fans, our business model and the process of manufacturing are difficult to be copied by other international brand , and it is impossible for AS local people to do such kind of brand, from product itself we have great advantage 2)Low level image difficult to be changed when you want to enter into the high level .So we position our products as high quality ,good In cost performance . 3. 5 Business Model in overseas trade For supplies, we still put manufacturers in China, some good suppliers we have been cooperated with , air ship to South Africa by CA airlines. TO open he market we need to find more channels, social medias are still our main tool to do marketing, for it is difficult to find a close partner as agent to do that , but finding exclusive agents also is our acceptable way in South Africa market.At the beginning Partnered with local commerce website such as Edgewise (claimed largest online mall in South Apical). South Africa Official Faceable Page We might sell its products on its official website in the future. We might cooperate the local agents having the experience store to sell together. With a bit higher price , ERROR for MIM is similar to the price buying Samsung SO, the old generation of Samsung and one-year distributor warranty. Unitary products and concentration Every year only arise one product, and focus on it; Focus on one price point, only do one product.This strategy has help the company to better control the quality, especially technology about the hardware. We can continue this business model in AS Already invite costumer to participate in the product design At the beginning of designing the products, Axiom listen to costumer's opinion widely and this action make the products more cater to costumer's needs and second potentially arouse the purchase desire of consumer. N SAC'S experience store,We will invite AS local to participate in the product improvement.Treat costumer friendly and provide petty favors After the first launch of MOM, when they buy the products, we will give them coupon and a thank you letter, together with a film to protect the mobile phone. All these actions can make the consumer deeply feel the sense of belonging to Axiom Company and win good public praise. High configuration b ut low price-â€Å"Future Goods†, price difference with the nominal and actual Axiom's normal price is 1999 however the actual price to buy it normally is ore than 1 999 even is 2499 as it use the strategy â€Å"Panic buying†.Costumer finally buy it with even with price 2499 which is much higher than the nominal price they still think it's worthy. And this is the key point for Axiom to success to use customer's mentality. This will be our main strategy in AS. To develop greatly in AS,we will put effort to attract local Venture Investment. After the first launch of MOM,we will develop other products to be aliened with domestic:Hardware,Software and Internet service. In summary, we start by launching local official website and Faceable Page, ND local forum.We would choose to sell its product on local official website, or cooperate with local e-commerce website. Gradually, when we could fully localize and solve delivery and payment issues, it will sell on its official web site, also the not very low price, we can cooperate with local agent to have experience store. 4. Risk and Return Analysis by SOOT We need to think about risks in South Africa The news for Axiom over the internet can be easily found, but not all of them are good news. The good news is that Axiom keeps its strong performance in China market. 1 Creativeness However, recent news by PC World questioned privacy concerns about Axiom sending user data its server without permission. What's more, Axiom's globalization is shadowed by its claim of â€Å"Apple of China†. The launch of MIL 6 soon got tech media's critics of â€Å"copying ISO 7†. Its goanna take Axiom a long time to build its brand internationally, It will not be an easy battle for Axiom to change its global image of â€Å"copycat†, but we will have to wait and see. 4. 2 Leadership Axiom's CEO Lei June plays an important role in Axiom's marketing in China.But stepping out of China, nobody knows Lei June. Rath er than being an positive brand influence, Lei Sun's early claim of being â€Å"Steve Jobs† in China actually is a big hurdle for Axiom's globalization. Nobody will care about an imitator. 4. 3 E-Commerce Channel Axiom's flash sale in China is extremely successful, with direct online-only sale on its official website. But the e-commerce business environment may differ in different countries, marketing, logistics and customer services varied. How Axiom remain close relationships with its customers will be an even cougher challenge for the culture understanding. . 4 Quality Control When going abroad in AS, Axiom should pay more attention to its quality control to prevent large scale complaints, and really focus on customer services to build up the brand's word-of-mouth. After all, high quality smartened with low price is everything to Axiom. 4. 5 Chain Expansion Africa is so different with other continents, the country we target has the highest GAP level in Africa, and most cou ntries in Africa people cannot imitate the consumption habit, many are considering the basic needs.

How does the opening scene prepare the reader for the rest of the novel? Essay

In opening passage of Of Mice and Men it seems as though Steinbeck takes great pains to familiarize us with the setting, and the descriptions of nature that he uses though-out , are very poetic and stand apart from the rest of the novel, which is composed primarily of dialogue. An example â€Å"Evening of a hot day started the little wind to moving among the leaves. The shade climbed up the hills toward the top. On the sand banks the rabbits sat as quietly as little gray, sculptured stones.†(2) Steinbeck however still uses simple descriptions of the landscape; a secluded river taking refuge in a valley. To forehadow to the reader future events. This is apparent though his carefully chosen language, imagery, symbolism, character description and narration all of which forebodes the reader for many of the themes they will encounter in the novel; friendship, dreams, loneliness, and despair to tragedy. The scene opens with a vivid and evocative description of the landscape and natural beauty of the Salinas River a few moles from Soledad. Steinbeck goes on to describe the sometimes harsh, sometimes caring physical and emotional landscape; all an element of life that is already witnessed. The evocative description begins by highlighting a theme that is present thought-out the novel. ‘On one side of the river the golden foothill slopes curve to the strong and rock Gambian mountains’ This quote identifies a contrast and the first half of the quote totally counteracts the second half. The first half allows the audience to envisage a desert like setting with a hot climate ‘twinkling over the yellow sands in the sunlight’. Yet the second half allows the reader to envisage a forest like setting with a tropical climate, ‘the water is lined with trees- willows fresh and green with every spring.’ There are many other contrasts within the first scene, ‘on the sandy bank under the trees the leaves lie deep and so crisp that a lizard makes a great skittering’ ‘Rabbits come out of the brush to sit on the sand’ Once again these two quotes contrast each other immensely, as Lizards are thought of as predators that hunt, and rabbits are thought as innocent herbivores. These to creatures lead the reader to picture a division within there habitat one being so vicious and ruthless the other being soft and kind hearted. The use of this contrast is important as it’s similar to the two main characters. The clearing by the river could be contrasted with the ranch: one is a place of relaxation, safety and peace; the other is a work place where George warns Lennie he will have to be careful what he says and does. The ranch is harsh and cruel: for example men only have a box for their possessions, and living is hard and competitive. The two main characters Lennie and George are contrasted strongly in their physical appearance and the way they behave: Lennie is tall, bulky and shambling – he is innocent and gentle, slow (in every sense of the word) and in need of reassurance and guidance; George is small, sharp-featured, ‘street-wise’ and brisk. Of which both characters relate back to the earlier contrast between the lizard and rabbit, the lizard being George and the rabbit being similar to Lennie. Although the contrasts in the opening sequence are to do with nature or animals, and the ones throughout the novel are to do with characters and humans links they still have the same effect. A majority of the contrasts are based solely on Strength vs. Weakness. Another contrast on the ranch is between the people with power: Slim who is respected for his wisdom and competence; Curley who has power, but only because he has inherited it from his father who owns the ranch and employs the men. This agrees with the fact that the majority of contrast consist of Strength vs. Weakness. The pattern of calm and disorder in the opening scene mirrors the pattern of events in the novel as a whole. in the first paragraph in which Steinbeck uses evocative and vivid language, a sense of calm and undisturbed silence is felt, this mirrors the beginning of Lennie and Georges adventures when they rest in a campsite for the night. Steinbeck then describes a slight disturbance, ‘the leaves lie deep and so crisp that a lizard makes a great skittering.’ This also mirrors the situation further on in the novel when George and Lennie about constantly asking for ketchup, and George finally losing his temper ‘I got you! You can’t keep a job and you lose me ever’ job I get’. However this could also mirror when Carlson tries to kill Lennie’s dog. The slight disturbance is lost again and the calm is restored again as ‘the rabbits brush to sit on the sand’ this reflects the fact that George and Lennie restore silence and stop arguing because Lennie is warned not to say anything by George. The silence is lost once again as a slight disturbance that slowly builds ‘little wind moving trees’ this is mirrored by the fact that Curley’s wife makes frequent visits to the ranch, or this could mirror the fact that Lennie kills his puppy. Steinbeck then goes on to describe ‘loud footsteps break silence’ in the beginning sequence which is mirrored by Lennie killing Curley’s wife. Steinbeck describes what seems like a final rupture when he describes ‘humans arrive in the clearing’ the sense of calm and tranquillity is lost which mirrors the main event in the novel. When Lennie is shot by George, inevitably putting an end to their friendship and dreams. Steinbeck wrote Of Mice and Men about where he was born Salinas, California. During the Great Depression of the 1930s. His books often dealt with the lives and problems of working people. Many of the characters he included were immigrants looking for work or a better life. He narrowed his focus when composing ‘Of Mice and Men’ (1937), creating an intimate portrait of two men facing a world marked by petty tyranny, misunderstanding, jealousy, and callousness. But though the scope is narrow, the theme is universal; a friendship and a shared dream that makes an individual’s existence meaningful. Steinbeck based his book around the following Migrant Farm Workers; this is evident within the first chapter as their physical descriptions ‘Both dressed in denim trousers and in denim coats with brass buttons’. Also Lennie and George were two of many migrant farmers tying to find work in the countryside. Another event in the text that allows the audience to understand Lennie and George’s struggle is, during the 1930s, when there was very bad unemployment in the United States, agencies were set up under the New Deal to send farmworkers to where they were needed. George and Lennie got their work cards from Murray and Rody’s, one of these agencies. We hear of this in the text when Lennie tells George he lost it; ‘George†¦..I aint got mine. I musta lost it.’ The opening sequence also indicates that it was based on the American Dream, because immigrants dreamed of a better life in America. People went there to escape from persecution or poverty, and to make a new life for themselves, precisely why Lennie and George left Weed to go there. Another way that the opening scene of the story prepares the reader for the events of the rest of the story is through the subtle, yet significant introduction to the main characters George and Lennie. Within the first paragraph we learn of Lennie’s fascination with animals ‘I remember about the rabbits, George.’ We also learn that they left Weed to escape prosecution, as previously through George’s anger, the audience learns that one of the ‘bad things’ occurred at their last job, in Weed, when Lennie wanted to pet a women’s dress. We learn a great deal of background information through the first sequence subtly yet detailed. The opening sequence prepares the reader for future events in many different ways. The use of language, imagery, symbolism, character description and narration all of which forebodes the reader for many of the themes they will encounter in the novel; friendship, dreams, loneliness, and despair to tragedy. All of these techniques foreshadow events and help the audience understand the characters, their environment and era they lived in without experiencing it themselves. So a combination of historical and social facts, with a range of contrasts help the audience understand and sympathise with the assorted chara

Organizational structure and culture of GE and Google Essay

Organizational structure and culture of GE and Google - Essay Example GE has been able to attract leaders with an extraordinary combination of attributes: passion, vision, and deep sensitivity to the huge issues that challenge the world around them. It is made up of employees who are self-driven to make a difference. When it comes to the kind of environment, GE is the best place to work in. it has a high-performance culture that particularly emphasizes high-integrity business practices as well as work balance. GE’s CEO says, â€Å"We believe a company can accomplish more even as it does well.† This belief drives GE’s organizational practice from the philanthropic efforts of its foundation to the millions of volunteer hours donated by the employees to community initiatives worldwide.It’s really the people that make it the kind of company it is. â€Å"We hire smart and determined people and we favor ability over experience,† said Google CEO. Although the people of Google share common goals and visions for the company, t hey hail from all walks of life and speak a number of languages, reflecting the global audience that they serve. Google pursues interests ranging from beekeeping to recycling, from foxtrot to Frisbee, when not at work. Google strives to maintain the open culture often associated with startups, in which everyone is a contributor and feels comfortable sharing ideas and opinions. Google’s offices and cafes are designed to motivate and encourage interactions between Google members across and within teams and to spark conversation about play as well as work.

Mexican immigration into USA Assignment Example | Topics and Well Written Essays - 1000 words

Mexican immigration into USA - Assignment Example Currently, a significant portion of the American population is either Mexican or Mexican American following constant immigration of the Mexican citizens into the Unites states of America. Most of the immigrants have found a safe haven in the US after receiving a warm welcome by the American citizens (Borjas 8). However, public opinion in the US has judged some illegal immigrants harshly, many of whom Mexico is their native country. This has been especially so for illegal immigrants. Recent census suggests that over 12 million Mexican emigrants reside in the US, indigenous Mexicans excluded. Nevertheless, the current Mexican immigration rate in the US is near zero as more Mexicans leave the US than those that come in. Although this trend has ensued due to a number of factors, there are notable differences between current and past Mexican immigrants into the US. In the 19th century over 300,000 Mexican citizens settled in the US following the grisly Mexican American war that ended with a treaty in the year 1848. This incident saw many Mexican citizens migrate from the war Zones to safer places (Borjas 16). This immigration however, extended unrestrictedly into the late 20th century. Back then, most of the Mexican citizens who immigrated into the US Came looking for employment in the construction industry like the railway line. This service was especially important for the American labor market so the Mexicans easily crossed the border into the USA (Borjas 20). A k ey dissimilarity is that today, some Mexican citizens through the US green card lottery. This was the case in 2011 where the US government granted over 140,000 Mexican citizens the green card to live and work in the US.... How popular sentiment in the 20th century affected Mexican immigration into the US Prior to World War II, Mexicans freely crossed the border to become laborers for American citizens as the Europeans faced restrictions of immigrating into the US (Borjas 89). From the 19th century to mid-20th century, the US experienced an influx of Mexican immigrants, a factor that was biting into their economy and affecting their wellbeing. After encountering the effects of the World War II and the return of American citizens that had immigrated into Europe and other countries, some of the American nativists and anti-immigration activists felt that the number of immigrants was too high (Borjas 108). This was especially so as far as the Mexican immigrants were concerned. Most of the Mexican immigrants had now started to naturalize, an issue that the American nativists blamed for their lack of employment and increased economic hardships. According to Borjas, many sentimentalists piled pressure on the U S government to review the immigration laws and take the necessary step in repatriating unwarranted Mexican immigrants back to their country (Borjas 112). This idea was a conceptualization that anchored its reasoning on the fact that, if all illegal non-Americans went back to their country, the financial difficulties in the US at the time would vaporize. This move led to the Congress passing a number of bills that would see the suspension of any immigration act into the US and possible repatriation of non-American citizens perceived to be experiencing financial difficulties (Borjas 117). Although some would have termed the move as being undemocratic and discriminatory, it produced some positive results as

Ken Griffey Jr. Negotiation Essay Example | Topics and Well Written Essays - 1000 words

Ken Griffey Jr. Negotiation - Essay Example The parties to the negotiation for Ken Griffey's services were divided into four categories. Those categories include: Ken Griffey and those individuals representing or affiliated with Mr. Griffey, the Cincinnati Reds and all those working with them, the Seattle Mariners and their management, and the New York Mets who were minor players in the drama. Bit players including the commissioner and the commissioner's office, the Cincinnati and Seattle baseball fans, and the players that were traded for Griffey could have had some impact as well (especially looking at the transaction five years later). Each of these four entities and the bit players all played their role in the transaction. Some had more impact than others, and some made this entire deal quite interesting to watch from an analytical viewpoint. The setting for this transaction was that Ken Griffey was finishing a contract with the Seattle Mariners. He was a 10/5 year man, which meant that he had control over where he was ultimately going to play baseball, and for what team because he had veto power over any trade involving himself. It was not that he was dissatisfied with the Mariners, and he especially was not dissatisfied with their more than lucrative offer of over $17 million per year, but the was more a case of his wife and family's dissatisfaction with not being able to see Daddy during the season, since they lived in Miami and Seattle is just about as far away from Miami as you can get and still be in the same country. This case hinged more on the matter of love than the love of money, which is quite evident based on the fact that Griffey signed for less money than for what Seattle's offer was worth. The only mistake that the individuals representing Griffey made was that they could have probably gotten even more money from Cincinnati than what they did by holding out a little longer than what they did. Brian Goldberg, Griffey's agent and advisor, knew that no matter what team Griffey ended up playing for, he (Goldberg) was in for a big, fat commission check from this transaction. His advice to Griffey was probably to make a choice based on where he (Griffey and his family) was going to be happiest. Goldberg knew that Griffey would probably be the happiest in Cincinnati, because of other factors as well. Those factors included the fact that Griffey's father had also played for the Reds and was a revered figure in the city because of the success of the team while Griffey's father was playing for them. The team at that time was nicknamed "The Big Red Machine" and won two straight World Series championships. From an analytical standpoint, the New York Yankees could benefit from this knowledge by finding out exactly who the ballplayer is married, engaged or seeing and their feelings about living in New York.Since it was not the money that clinched the deal, then in any future negotiations the Yankees might make, we may wish to keep in mind the spouse, or loved one, of the player and 'wine and dine' them as well as the player. (I'm sure The Boss has already thought of this being the entrepreneur that he is, but I thought I'd throw it in for reference).In analyizing the actions of the New York Mets, who, during the negotiations, attempted to entice Griffey to play in New York instead of Cincinnati a number of the actions that they

Plz make my college app perfect Essay Example | Topics and Well Written Essays - 500 words - 1

Plz make my college app perfect - Essay Example I also carry out some design work at my free time and have had made great collections that are a source of my inspiration. Peculiarly, I ever am passionate about fashion and design to the point that when I meet people in the street I am always evaluating their wears whether they are matching or contrasting outfits. Academically, since when I was in the 11th grade I realized I had a passion on clothing and accessories. When I read about SCAD I was happy to learn that the three courses; accessory design, fashion and Jewelry and objects that I wish to major are offered in the school. This combination will be an opportunity to learn nearly everything in fashion design and will allow me to have more chance in the future after I finish college as only SCAD give student chance to have triple major. Despite the challenges that people may view my triple major combination with, I am passionate and believe that I will manage and will not be deterred. Finally, I believe that the chance offered by SCAD will help me explore more area and give me more knowledge and insights than I can learn in other schools. Professionally, SCAD is an opportunity and doorway to achieving my career goals in life as it will empower me with all the knowledge and skills to kick start my career. This is because after completing my triple major in SCAD I plan to become a designer first as an employee and later to set up my own designing company after gaining enough experience in the industry. Through this expedite, I will have a good chance to express my artistic touch, definition and contribute to the fashion and design industry. Through making my clients happy about my designs and expressions of beauty is the ultimate form of satisfaction in life and by achieving this I will have made the world a better place. In conclusion, SCAD is the key to attaining most of my professional, academic and personal goals. In addition, the opportunity to triple

'The Road Not Taken' by Robert Frost (1916) and A Comparison with Essay

'The Road Not Taken' by Robert Frost (1916) and A Comparison with Other Selected Literary Pieces - Essay Example It is, of course much deeper in meaning than that straightforward description. By the use of color, he paints an autumnal scene, suggesting he is looking back at himself later in his life. For example, "...yellow wood" (l. 1) for the leaves are not green, and again in "In leaves no step had trodden black" (l. 12), give the impressions of mulchy, earthy scents of autumn. The poet's own voice is heard throughout, sharing thought, feeling and action. There is gentle irony in "Oh, I kept the first for another day!" (l.13) and again in: His descriptive narrative, reasoning processes, and finally, a suggestion of regret, created by using the word 'sigh', combine to inform us that this is not a person at a rural crossroads, looking for a shortcut to town. The underlying meaning is how we all have choices to make, how it is necessary for us to rationalize them to ourselves, and how, with hindsight, we might wish we had chosen otherwise. The poem speaks of the consequences of our action, and that finally, we have to live with these, you cannot go back. It calls up visual and sensual images with the language used. It also suggests that it is brave to take the road less traveled, to be different and to seek adventure and change. Dream Variations (1926) and Harlem (1942): Lan... The underlying meaning is how we all have choices to make, how it is necessary for us to rationalize them to ourselves, and how, with hindsight, we might wish we had chosen otherwise. The poem speaks of the consequences of our action, and that finally, we have to live with these, you cannot go back. It calls up visual and sensual images with the language used. It also suggests that it is brave to take the road less traveled, to be different and to seek adventure and change. Dream Variations (1926) and Harlem (1942): Langston Hughes' two poems are less traditional in form and rhythm, but bursting with color, movement, heat and power. 'Dream Variations' is full of hope and self-awareness, it is exultant and exuberant as are the actions and emotions portrayed. "To whirl and to dance" (l. 3) and "Dance! Whirl! Whirl!" (l. 12). The repetition of "To fling my arms wide" (l. 1 and 10) keeps the momentum and joyful action going. The use of "Dark like me- " (l. 8) and "Black like me" (l.17) where Hughes uses the similes of night and nature, suggests that this is someone who has made a choice as to how and what he wants to be; in contrast to Frost, there is no doubt or regret, no weighing up, he has made up his mind, even if in a dream. "That is my dream" (l. 9) shows a depth of emotional self-belief. 3. 'Harlem What happens to a dream deferred' uses stark, vivid and sensual contradictions in the imagery, dispersing the hope and joy in the earlier poem. The meaning is clarified by "Maybe it just sags like a heavy load." (l. 9-10) and this links back to Frost's regret, but is more powerful in its anger. The same feeling of wanting our choices to lead to happiness and fulfillment is

BUSINESS PROJECT Assignment Example | Topics and Well Written Essays - 1500 words - 1

BUSINESS PROJECT - Assignment Example ess and rapidity of SME’s, this proposal highlights these issues and offers space for development of this sector with regard to the current concerns surrounding SME’s in the Ireland dispensation. Ireland has a populace of roughly four million inhabitants with two million of them in employment. A consummate part of them works for the government, state and public sector agencies while the rest operate within the enterprise sector. With regard to the size of this sector, it is succinctly evident that success of the SME sector in the Irish dispensation is a critical determinant of the country’s economy. Moreover, the economy of Ireland is in an epoch of transition from domestic or home-based demand to the external demand, which characterizes its economic strength. SME’s, therefore, have overtaken construction in based on the rate of growth. Notably, the Irish SME market is now global due to the effect of globalization in the Irish enterprise sector. Thus, regarding the current issues as highlighted in this proposal, the future of SME’s in the Irish economic sector is much promising. In this study, addressing of current issues facing SME’s in Ireland and policies for the sector’s development is the chief focus. More so, address of these issues is a consummate part of this research, since, they and translate to the future of the sector. It additionally offers a foundation for worthwhile business prospects that would take economic advantages in Ireland’s SME sector and solve the difficulties associated it. More specifically, the problems linked with this explanation include actions necessary for leveraged development in Ireland’s SME sector and various policies that would inculcate a drive towards sectoral development. In addition, contemporary matters in connection to this sector are an area of concern in this proposal discussion. The distinct underlying concept in this discussion is prior to the various given studies and investigations of past

The Age of Oversharing Essay Example for Free

The Age of Oversharing Essay â€Å"My battery in my phone is dying† or â€Å"Oh, he can tweet but can’t text back? † is what floods Twitter user’s timeline on a daily basis. Meghan Daum refers to this as the Age of Oversharing in her essay â€Å"I Don’t Give a Tweet What You’re Doing,† where she sarcastically dissects the controversies behind Twitter and how nearly fourteen million users have completely abandoned Twitter’s â€Å"initial function to serve as an information conduit between close friends and family† (233). Along with her beliefs of Twitter adding to our already compromised interpersonal skills she carries the tone of being bitter and harsh throughout her essay as she evaluates the many answers to the question â€Å"what are you doing? † with a better question â€Å"what the hell are we doing? † Although Twitter serves to connect others instantly it ceases human interaction almost instantly as well. We live in a world where everything around us is done almost instantly and more conveniently. Prime examples, fast food restaurants, self-serve salad bars, fast thirty day weight lost results and JG Wentworth’s â€Å"it’s my money and I need it now! We expect everything around us to move at a fast pace and that is exactly what is happening on Twitter, what you ate for breakfast, what article you read during lunch and your favorite show you watch every night before bed is now being shared with the world instantly with the click of a button. Daum refers to this as the Age of Oversharing, consecutive irrelevant post right after another which completely defeats the purpose of solely connecting with love ones not only because of geographical dispersions but also the reality of daily work and school commitments. Researchers at Harvard came up with studies that explain how Twitter has contributed to the Age of Oversharing and that is because nearly eighty percent of tweets on Twitter are of one’s own immediate experiences. This is because â€Å"researchers found that the act of disclosing information about oneself activates the same sensation of pleasure in the brain that we get from eating food, getting money or having sex† (Susan 2). That explains why every time I check my timeline someone either is willingly announcing that they are on the bus this morning for work or what kind of cereal that had this morning . I admit I am guilty of also tweeting about the day I just had or how I cannot wait for class to be over so I can watch Basketball Wives later that night on VH1. Our constant tweets reveal to our followers what we are truly about. Twitter can be obnoxious at times, constantly viewing irrelevant tweets from your followers on a daily basis. Daum takes the time to evaluate Twitter as if it were a person, stating that Twitter would be â€Å"an emotionally unstable person†¦that person we avoid at parties† (233). She goes further to add that Twitter will be the person we would view as mentally ill and will eventually feel sorry for. Her tone here towards Twitter is depicted as being fed up with users disclosed thoughts of one’s self. Daum examines these tweets as unstable and this is apparent because if you take away the whole purpose and backbone of Twitter, it is just mostly users microblogging their every move and thought. Looking at the bigger picture this is when â€Å"I don’t give a tweet what you’re doing† becomes notable. It is true that we all have that one friend that constantly rambles about something either random or irrelevant. My friend Bobby is that friend that mirrors Daum’s reflection of Twitter as a person. For instance, Bobby is always looking for attention and if no one is giving it to her she splats out something pointless just like most Twitter users do. I would rather not answer her phone calls because she can go on about herself and drift off upon pointless conversations becoming â€Å"the tragic oversharer† we would all like to avoid. Today since gestures like a wave hello or a polite smile are now being used more openly than before in emoticons through social networks, face to face interaction between people has now diminished. Daum asks the question of, are we tweeting because we truly want to communicate with a select group of true friends, or because typing has replaced talking? Being that free thoughts and videos are now instantly streaming to friends and family over Twitter, there leaves little room for story telling of a series of unfortunate events that can fit in a 140 character text box. It seems many prefer typing over talking, this can also explain the oversharing on social networks. Daum argues that we have misused Twitter for what it is really worth; instead of spoken words they are typed. I see this in my best friend Stephanie’s family where favors and questions for each other are preferred typed. Just last week I was over, Stephanie’s older brother sent her a tweet asking her â€Å"where is the remote? † Spoken communication becomes absent as connecting online becomes apparent more and more. Collectively, more ideas are being typed instead of spoken and excessive feelings are being squeezed into emoticons rather than expressed in person. In â€Å"I Don’t Give a Tweet What You’re Doing† Daum argues that this generation has entered the Age of Oversharing and has left the age of the telephone. Obnoxious and pointless tweets fed our ego’s.

Relationship Between Staff Motivation and Performance

Relationship Between Staff Motivation and Performance INTRODUCTION Shortages can be a symptom of demotivation, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job motivation. Nurses job motivation is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002). Extrinsic values encompass the tangible aspects of the job including wages, benefits and bonuses, whereas intrinsic values include status, recognition, personal and professional development opportunities, and other similar factors (Cowin, 2002). Reasons for nurse demotivation have been well documented in the nursing literature. Such reasons include lack of involvement in decision-making, poor relationship with management, low salaries and poor benefits, lack of job security, poor recognition and lack of flexibility in scheduling (Albaugh,2003). Nurse demotivation has been also linked to emotional exhaustion and b urnout, Which can affect patient outcomes (Aiken et al., 1997). Furthermore Shields Ward (2001) and Tzeng (2002) has also stated that improper motivation is a primary predictor of nurses intent to leave (Shields Ward, 2001; Tzeng, 2002). A study conducted in the United States presented evidence showing that demotivated nurses were 65% more likely to have intent to leave compared to the motivated counterparts (Shields Ward, 2001). Other predictors of intent to leave vary from other motivation factors like low salaries and fringe benefits, inflexible work schedule (Coomber Barriball, 2007; Hayes et al, 2006), career advancement prospects (Tzeng, 2002, Rambur et al., 2003), in addition to poor management and job stress (Rambur et al., 2003). Nurses turnover is linked to situational factors (Larrabee et al., 2003) such as low levels of motivation (Tzeng, 2002). It is worth noting that improper motivation has also been found to be a better predictor of intent to leave as compared to the avail ability of other employment opportunities (Shields Ward, 2001; Purani Sahadev 2007). A study by El-Jardali et al. (2007) also found a negative correlation between motivation and intention to leave in Lebanese nurses. Their studys main objective was to examine the impact of motivation as a predictor variable on intention to leave used as dependent variable in the study. The finding of the study reveals that the main cause of the dissatisfaction and hence intention to leave was negatively associated with hospitals motivation schemes such as compensation and incentives (extrinsic rewards). Purani and Sahadev (2007) used motivation with multi-faceted construct as predictor variable and examine its impact on intention to leave among the nurses in India. Assuming one of the role as interaction and communication with clients and patient of both profession is common, their study also used experience as moderating variables to examine how working experience could affect motivation and inte ntion to leave relationship. Purani and Sahadev (2007) found that employees with long stay at workplace had higher level of motivation and would not incline to quit. Their finding also suggested that motivation and intention to leave relationship framework must also have other demographic variables consideration into the model of motivation and intention to leave. Pearson and Chong (1997) also examined the impact of job content and job information on motivation among Malaysian nurses in large public sector hospital. They found that job information is stronger predictor to nurses motivation and therefore argued that intrinsic factors such as job information and organization commitment also influence nurses motivation. However, they did recommend that motivation with information cues available to nurses are crucial to determine nurses motivation which may lead to intent to leave or higher job burnout, if not available. Tzeng (2002) examined the impact of working motivational factors a s well as job satisfaction factors as independent variables on nurses intention to leave in cross-sectional study in Taiwan. He found that low levels of motivation, emotional exhaustion and burnout and to the poor social image of the nursing profession influenced nurses intention to leave in Taiwans hospitals. This study therefore, suggested that motivation is a multi-faceted construct and should have both intrinsic as well as extrinsic factors to measure job satisfaction (Tzeng, 2002). HOW MOTIVATION AFFECTS EMPLOYEE PERFORMANCE The extent to which employees are motivated in their work depends on how well those employees are able to provide output in their job. Motivation is expected to have a positive effect on quality performance. Employees who are characterized by a high level of motivation show a higher work and life satisfaction. Having a high level of motivation is therefore in itself valuable for employees and a decrease in motivation might affect employees negatively. The motivation leads to high level of initiative and creativity from the employee and where monitoring is difficult, motivation is therefore extremely important for ensuring high quality performance. In Armco Health Center, the quality of employee performance is measured by three individual measures of employee performance. The first measure of the individual performance items is a self-rating measure of employee performance through a program called SAP. The performance of the employee asks to indicate eight-points scale how well the em ployee is doing the job. The second measure of the performance of the Armco Health Center is the extent to which the nurses are willing to conduct tasks that are not part of their job description. The employees are asked to report on the SAP about their willingness to perform additional tasks that are not expected from them regularly and to think constructively about how the organization they work for could be proved. Last item that measure the performance of the nurses are the number of days they were absent. EMPOWERMENT AND STAFF MOTIVATION Nursing is increasingly broad in scope and encompasses an ever widening range of work behaviors and role responsibilities. However, they work within a climate of uncertainty and disempowerment along with high organizational demands placing them under considerable stress (1,2). This condition threatens both physical and emotional wellbeing of nurses and the profession itself and may results to low nurses commitment which in turn may contribute to disengagement or withdrawal of nurses from their organizations (3,4). Consequently, threatens organizational functioning and the quality care, since low nurses commitment leads to absenteeism or poor performance (5). However, the nurses low commitment is being a problem in many countries, Aiken et al(6) have cautioned that the health care workforce faces the serious risk of losing one in five registered nurse for reasons other than retirement. Supportively, several other studies revealed that the turnover rate for hospital registered nurse is among the highest rates found for professional and technical occupational groups (7,8). In addition, in 2002 the Joint Commission on Accreditation of Health Care Organizations (JCAHO) recorded that current annual registered nurse turnover rates range from 18% to 26% (9). Moreover, Victorian Governmental Department of Human Services Research suggests that at low levels of job satisfaction and organizational commitment, retention of nursing staff is difficult and this in turn increases absenteeism (10). The Kingdom of Saudi Arabia, like many other countries is also suffering from nursing low commitment which evidenced by registered nurses high turnover rate and resignation(11). However, some national studies and articles highlighted that governmental sectors in Riyadh city were suffering for many years from high turnover rate of nurses that reached to 70% in some hospitals and resulted in high nurses shortage (12,13) . Along with working condition, salary, nursing disempowerment and uncertainty being cited to explain why the nurses exhibit poor work performance or uncommitted to their organization. In a research conducted by Attree (17) that studies the relationship between nurses perception regarding their control and governance , revealed that registered nurse were dissatisfied with their governance, perceived lack of control over their everyday practice and commented on a popular perception that they had become disempowered , lacked influence and asserted that they have fairly little power. Its the managers and physicians who have the power, not nurses. Both managers and physicians decided, told and expected from the nurse to just get on with it, without discussion, or negotiation. As Salvage (18), nurses may see themselves as skilled practitioners, but the public still clings to its old image of the nurse as the doctors handmaiden. This indicates that nurses are not powerless due to lack in competence, motivation, and/or information, but because lack of awareness and enabling system and structure. Foser and Hoggett (19) termed this situation as a Do more with less culture where rhetoric is designed to empower the exhausted workers by emphasizing their commitment to organizational goals . However, disparity between the nurses desired and perceived autonomy and control over daily job activities interferes with nurses attempts to perform according to their expectations as professionals and may contribute to disengagement and withdrawal from the profession of nursing (17). Parallel to this is the national view of nursing in Saudi culture. Abu- Zinada (11,20) stated in many articles that the nurses were disempowered, and have a feeling of uncertainty. In contrast, she saw that the nurse has the right to make decisions that are separate of the physician ones. Moreover, Al-morshed (21) considered that the nurses were not assistants to the physician or that their role is limited to giving injection or helping a patient, since the nursing is a science before everything. Thus, creating conditions that foster a sense of empowerment in healthcare settings are critical to both employee wellbeing and organizational success(22) . For employee well-being, empowerment offers opportunities for learning, development, and playing a more active role in operational decisions through the personal development and involvement in decision making. As a result, employees can sense their feelings of self-worth, meaningfulness, job satisfaction and morale that result from their contributions and control or autonomy over their work. Additionally, empowerment is essential for enhancing nurses role, strengthening the professional image, and continuously improving the healthcare system. It allows the nurses to perform in a professional manner by being more autonomous, responsible and participative (23). For organizational success, many hospitals uses the concept of empowerment as a retention strategies to improve nurses commitment by fostering the desire not to leave the organization for selfish interests or marginal gains, and increase willingness to work by making personal sacrifice, performing beyond normal expectations , endure difficult times with an organization and increasing acceptance of organizations values and goals . As a consequence, nurses will be less burned-out and more engaged in their work and will contribute to organizational effectiveness (24). Although, the concept of empowerment is frequently used in health services and in nursing ,particularly in relation to the quality of care, since the mission of nursing is to provide safe and quality nursing care thereby enabling patients to achieve their maximum level of wellness(25). Also empowerment play a significant role in the management of job stress and job satisfaction as well as in nurse attraction and retention ( 26). Hence, creating healthy work conditions that empowered nurses and provide freedom to act according to their expectation as a professional, may be a fruitful strategy for nurse managers and administrators to retain nurses who currently work by promoting their commitment to the organization, especially in a critical care settings. Nowadays, many seek power but few possess it. Nurses are not exception (Marquis and Huston, 2000). In health care settings, an unequal power base exists among administrator, physicians, and nurses as a result of the competing goals of administration and the coexistence of multiple lines of authority (Sabiston and Laschinger, 1995). The rigidity of hierarchical rule-bound structures has been specifically blamed for nurses inability to sufficiently control the content of their practice (Laschinger and Havens, 1996). Kanter (1993) proposed that an individuals effectiveness on the job is influenced largely by organizational aspects of the work environment. This author identified power and access to opportunities to learn and grow, as structural determinants affecting the behavior of the individual. This power is derived from the ability to mobilize information, support, and resources necessary for getting the job done. Access to these empowering structures is influenced by the degree of formal and informal power an employee has in the organization (Kanter,1993). Formal power evolves from having a defined job that affords flexibility, visibility and centrality to organizational purpose and goals whereas informal power is determined by the extent of employees networks and alliances with sponsors, peers, and subordinates within the organization. Access to these empowering structures has a positive impact on employees, resulting in increase in their job satisfaction, level of organizational commitment and feelings of autonomy. Consequently, employees are more productive and effective in meeting organizational goals (Dutcher and Adams, 1994 ; Laschinger et. al., 1999). Nurses autonomy or control over work was seriously limited by unequal power relationships with medical staff, which enhanced physician power and restricted the nurses freedom, and consequently hindered their empowerment (McParland et al., 2000). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance client care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabiston and Laschinger, 1995). EMPOWERMENT IMPROVES MOTIVATION Empowerment. Thomas and Velthouse (1990) define empowerment as personal power that flows from professional growth, which is correlated with job satisfaction. Klakovich (1995) further states that the empowerment of nursing staff may be the critical variable in achieving positive organizational outcomes while maintaining the caring values of the nursing profession Klakovich (1996) defines three dimensions of empowerment as reciprocity, synergy, and ownership. Empowerment is a reciprocal leader-follower relationship that advances and aligns strategies, both organizational and individual (Klakovich, 1995). The Reciprocal Empowerment Scale tool reports in three subscales: reciprocity and synergy sub-scales represent the interactive leader/follower process; the ownership subscale represents the outcomes . Reciprocity involves a leadership behavior pattern of sharing power, support and information. Empowerment Research has shown correlations between nursing leadership job satisfaction and e mpowerment (Laschinger et al., 2003; Mrayyan, 2004). In recent years, the idea of empowerment has become popular in the nursing literature (Kluska et al., 2000; Laschinger Finegan, 2005). The review of the literature reveals empowerment being used in various contexts; such as, mental health, chronic care, and health promotion (Dahlgaard Dahlgaard, (2003), Paterson(2001) . In these contexts, the concept of empowerment incorporates positive and respectful relationships through constant dialog (Ellefsen Hamilton, (2000) Prybil( 2003). Morrison, Jones, and Fuller (1997) performed a non-experimental descriptive study that explored the effects of leadership style and empowerment on nursing job satisfaction. The participants included various nursing personnel, such as nurse managers, nursing assistants, nursing clinical leaders, licensed practical nurses and staff nurses. The researchers examined how staff nurses perceived empowerment The researchers results in their variance analysis i ndicated a statistically significant difference in empowerment among different job classifications within the organization Empowerment accounted for more variance with job satisfaction for licensed personnel than for unlicensed personnel, as well as, for differing by type of satisfaction. The researchers findings indicate the importance of empowerment to staff nurse job satisfaction. They also show the contribution of empowerment to job motivation and how they vary by personnel. This study gives reason for performing this research study that examined the relationship of nurse empowerment and motivation Furthermore, studies have shown that Indian nurses had a moderate empowerment level and their actual work empowerment perception was significantly lower than their expectation (Huang, Lin, Hsu, Chen, Huang, 2003). The findings also showed that nurses had the lowest score on participation in decision making. Researchers pointed out that the nursing leaders tended to use authority and might only consult several members opinions for decision making. The opportunity for nurses to participate in decision making is limited. As such, frontline nurses might think decision making is the managers responsibility, not theirs (Mok Au-Yeung, 2002). Participation can be seen as the highest level of empowerment. Nurses level of participation in decision making (PDM) can be used as an important indicator of empowerment. In western health care system, it has been found that the area where nurses prefer to be involved in decision-making is more related to the context of nursing practice, such as nursing unit operation (Blegen et al., 1993). Yet, in Indian nurses PDM is still not well studied. The extent to which nurses prefer to be or are actually involved in decision making is still not clear. Laschinger and Finegan (2005) surveyed 273 medical, surgical and critical care nurses concluding that structural empowerment had a direct effect on organizational trust and respect, job motivation and commitment. An important addition to the understanding of empowerment in nursing education was another finding that empowerment increased motivation level of the nurses (Falk-Raphael, Chinn, Anderson, Laschinger, Rubotzky, 2004) Work empowerment has been linked to many other important organizational outcomes, such as job motivation, organizational commitment, lower levels of job stress and empowering leader behaviors (Spence-Laschinger, Tuer-Hodes, 2003). Hollinger-Smith and Ortigara (2004) stated that nurses perceptions of work empowerment are related to commitment to and trust in the organization, autonomy, participation in organizational decision-making, and job motivation. Increased autonomy and work motivation have been directly linked to nurse retention and increased patient satisfaction (Hollinger-Smith Ortigara, 2004). Empowering work environments can also influence nurses ability to practice in a professional manner, ensuring excellent patient care and positive organizational outcomes. Organizational changes have a direct effect on the work environment and may contribute to higher rates of demotivation, burnout and absenteeism among staff (Kuokkanen, Savikko Doran, 2007). Factors of empowerment c an also provide a way to measure the effects of organizational changes (Kuokkanen et al., 2007). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance patient care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabistonand Laschinger, 1995). In Sochalskis (2002) survey of nurse empowerment , it was found that 1 out of 3 staff nurse participants (manager and staff level) were dissatisfied and hence demotivated in their job. Increasing job satisfaction, as it positively correlates with empowerment and organizational commitment, is a strategy to help retain employees (Laschinger, Finegan, Shamian, Casier, 2000). As patient care becomes more technologically advanced and complex, (requiring greater experience on the part of nursing staff to perform the job correctly), workplace stability and a utonomy become invaluable in a hospital setting (Laschinger et al,2000.). Many researchers have concluded that building collaborative decision making teams will empower both nursing and managerial staff; which boosts morale and work performance (Cowin, 2002 Kluska et al., 2004). Ellefsen and Hamilton (2000) concluded that nurse empowerment encourages nurses in management positions to perform their duties efficiently and with confidence and competence. Research suggests when hospital leadership encourages subordinate empowerment; there is a direct link to increased subordinate job satisfaction and motivation (Laschinger, Finegan, Shamian, Wilk, 2001). Evidence has shown that empowered nurses shift their self-perceived role from that of a subordinate to collaborator; which encourages consensus building, improves job ownership, improves trust and the followers motivation, sense of responsibility and organizational commitment( Wagner ,2006 Watson, 2002). Empowerment not only increase s job motivation, but inspirational and visionary transformational leadership encourages the highest level of staff efficiency and productivity (Keuter, Byrne, Voell, Larson, 2000; Moss Rowles, 1997). Masi (2000) concluded that empowerment provides opportunities for choice and promotes autonomy, which allows subordinates to demonstrate their competencies. The espoused benefits of empowerment The supposed benefits of empowerment can be broadly divided into two areas: benefits for the organization; and benefits for the individual. Much of the empirical research into empowerment has focused on organizational benefits assuming that these are the driving force behind attempts to engender empowered working (Cunningham et al., 1996). Certainly the motivation for managerial adoption of empowerment is typically driven to help managers manage and improve work organization and job performance, not to primarily create an environment that is beneficial for the employee (Psoinos and Smithson, 2002). Global competition and a changing business environment have prompted organizational change in response to increased pressures to improve efficiency and performance (Lawler et al., 1992). It has been argued that organizations with higher levels of empowerment have demonstrated improvements in various economic performance areas (Applebaum et al., 1999). The economic benefits of empowerment s pecifically may be difficult to assess as often it is introduced as part of a broader initiative such as BPR and TQM (Psoinos and Smithson, 2002). Despite the espoused organisational benefits Argyris (1998) argues that empowerment has still not delivered the promised benefits, remaining a myth rather than reality. While it could be argued that the primary motive for empowerment is initially driven by the need to improve the economic performance of the organisation, benefits to the individual employee have also been identified. Nykodym et al. (1994) found that employees who consider themselves empowered have reduced conflict and ambiguity in their role, as they are able to control (to a certain extent) their own environment. They suggested that this reduces emotional strain on the employee. Similarly, it has been suggested that empowered employees have a greater sense of job satisfaction, motivation and organisational loyalty (Koberg et al., 1999, Spreitzer et al., 1997). Empowerment cannot only impact attitudes but it can also impact on performance, specifically employee productivity (Koberg et al., 1999) and employee effectiveness (Spreitzer et al., 1997). Overall the literature points to many potential benefits to both organisations and employees like if the workplace empowerment is successful, then it produces a win-win situation (Lashley, 1999). However, despite the strong support for empowerment in theory, in practice empowerment may exist in rhetoric only and control is the reality for employees (Sewell and Wilkinson, 1992). Although it may be considered that employee empowerment will improve organizational performance but it is possible that empowered employees are not necessarily more motivated or have higher levels of job satisfaction (Collins, 1999). Thus the benefits of empowerment should not be assumed to automatically occur nor should the rhetoric of empowerment be confused with the reality. Measurement of the employee benefits is very difficult t o achieve. Unlike organisational benefits which can be measured using objective facts, individual benefits are much more complex. Certain objective measures, such as absence and turnover rates have been applied in this context (Psoinos and Smithson, 2002). However, it is often considered that softer measures of employees attitudes may provide informative insights omitted by other more tangible measures (Psoinos and Smithson, 2002). FACTORS IMPORTANT FOR MOTIVATING EMPLOYEES One of the most perplexing healthcare retention issues is keeping newly licensed nurses from leaving after just a year or two of employment in the clinical setting (Zucker, Goss, Williams, Bloodworth, Lynn, Denker, et al., 2006). Kovner, Brewer, and Djukic (2007) presented evidence that 13% of newly licensed 1490 RNs had changed principal jobs after one year, and 37% reported that they felt ready to change jobs. Nurses leave the profession mainly because of low pay and poor job satisfaction (DiMeglio, Padula, Piatek, 2005)Hence pay and motivation at workplace are very important factors of retaining the staff. Therefore, nurse leaders are faced with two challenges: to recruit sufficiently qualified nurses and to establish rewarding work cultures that promote retention. Recruiting a younger generation of nursing staff members and meeting retention demands of cross-generational nurses will be a challenge like no other previously seen in healthcare (Cordinez, 2002). Newly licensed nurse s recruitment and retention into the workplace are fundamental strategies for ensuring that healthcare systems have the continued capacity to deliver patient care (Berliner Ginzberg, 2002). Understanding why newly licensed registered nurses choose to remain in nursing is an essential component of recruitment and retention strategies. Despite a recent four year trend of increasing nursing school enrollment and graduation of qualified nurses (American Association of Colleges of Nursing, 2005), the latest data on the shortage of RNs in the United States is estimated to reach about 500,000 by 2025 (Buerhas, Staiger, Auerbach, 2000.This study shows that nursing shortage is going to increase and hence motivating factors like pay,proper work environment and empowerment are necessary for retaining the experienced nurse staff. Hecker (2005) predicts that more than one million new and replacement nurses will be needed by the year 2014. The problem is that many of the newly licensed nurses w ill not remain in nursing and will choose to leave the profession within four years of graduation from a nursing program (Sochalski, 2002). In a study by Bowles and Candela (2005), 30% of newly licensed RNs left their first nursing position within one year of employment, and 57% left their first nursing position within two years of employment.This study further provides evidence that adds to the case study done by Kovner, Brewer, and Djukic (2007) which also adds to data and evidence that nurses are leaving their profession due to lack of empowerment and motivation in hospitals. The nursing shortage and the high incidence of turnover among newly licensed nurses within the first year of employment need to be investigated. It is well documented that nurses are leaving the profession because they are dissatisfied with current working conditions and not because they are disenchanted with the ideal of nursing, which originally attracted them to the profession (Lynn Redman, 2005; Strachota, Normandin, OBrien, Clary, Krukow, 2003). There is limited research that addresses newly licensed registered nurses career choices post-graduation. The future of nursing rests in the ability to recruit and retain upcoming generations to the profession.Currently, however, there is limited knowledge concerning what influences the decisions of newly licensed registered nurses to remain in nursing. Thus, the objective of this study was to identify factors that influence newly licensed registered nurses decision to remain in nursing. The shortage of people entering professional nursing, nurses dissatisfaction, and high turnover of newly licensed registered nurses are issues of concern. The national shortage in the nursing workforce highlights the critical importance of encouraging nurses to remain in practice. Evidence suggests that a shortage of nurses is detrimental not only to quality of patient care, but also to staff morale, which in turn affects staff retention (Wilson, 2006). The socialization and assimilation of newly licensed nurses into the healthcare system is a pivotal event that influences the retention of nurses (Aiken, Clarke, Sloane, Sochalaski, Silber, 2002). Professional socialization and work readiness are contributing factors to the retention of newly licensed registered nurses. The transition from student to new nurse is a vital period in several ways. It is the quality of this transitional experience that is likely to influence new nurse retention (Clare van Loon, 2003; Duchsch er, 2001; Ewens, 2003). Professional socialization, a potential buffer to the effects of reality shock, includes the acquisition of knowledge, skills, identity, occupational traits, values, norms, and self-concept (Mamchur Myrick, 2003). The process of professional socialization, from career choice to transition to enculturation to the practice setting is influenced by others, especially other nurses (Beck, 2000; Hinds Harley, 2001). It is this initial professional socialization of nurses that will determine the success or failure of retaining new nurses in the healthcare workplace. The increasing complexity of health services and the acuity of patient care create an expectation by the healthcare organization that the new nurse will hit the ground running (Cowin Hengstberger-Sims, 2006, p. 61). Furthermore, Cowin and Hengstberger-Sims believe the workplace expects newly licensed nurses to quickly fulfill their potential as knowledgeable workers, but the health organization remune rates newly licensed nurses at the lowest possible pay scale. These researchers asserted that incongruencies such as high level of stress related to responsibility and high workloads paired with minimum pay compound the effects of reality shock of nurses new to the field. The healthcare workplace demands work readiness from its newest nurses and the partnership of responsibility for work readiness between nursing education and the workplace can be described as precarious. The strategies of mentorship and preceptor ship have been embraced within many healthcare organizations as a means of increasing work readiness, decreasing the effects of reality shock and lessening the possibility of new nurse attrition (Greenwood, 2000). The period that separates a novice practitioner from an advanced beginner is one which requires support, guidance and constant supervision by experienced individuals to ensure newly licensed nurses develop competently and safely, b