Culture Diversity In Pakistan Cultural Studies Essay

Culture Diversity In Pakistan Cultural Studies Essay Pakistan is a country of over 165 million people with diverse social, ethnic, linguistic and cultural circumstances. The country came into existence after division of British Indian colony in 1947 on the basis of Islamic identity of people living in this region but different social and ethnic groups have maintained their distinct character. Mostly language is the basis of ethnicity in Pakistan. Punjabi is the predominant ethnic class which consists of 48% of Pakistans population. Sindhis form about 12%, Siriki (a variant of Punjabi) forms 10%, Urdu speaking (Urdu speaking population usually refers itself as Mohajirs as they migrated from India in 1947) 8%, Balochis 3%, Hindko 2%, Brahui 1% and others 8%. 95% of Pakistans population is Muslim (75% Sunni Muslims and 20% Shia Muslims). Amongst the remaining 5% Christians are the biggest religious minority who are around 3% of the total population. Other religious groups include Hindus, Sikhs, and Ahmadis. Pakistan is predominantly a rural society where over 65.5% of population lives in the rural areas. Agriculture is the main employer of the labour force which employs over 43% of the work force. The culture and social norms of Pakistan are defined by the agrarian nature of society. The relations between men and women are dominated by the demands of agricultural sector and practices. Women in rural areas are economically more active as compared to their urban counterparts. 16.5% rural women are economically active as compared to 7.3% of the urban womenfolk. Women almost entirely manage the dairy and livestock sector in the rural areas of Pakistan. In rural Punjab the relations between men and women are more open as women play an important role in farming and without their help the farm productivity will drop significantly. Women go out of their homes to work as cotton pickers, fruit harvesters, and livestock farmers. Since men need womens help in agriculture sector therefore they have a greater liberty of movement. The relations between men and women are undergoing a change in rural Punjab after the return of migrant workers from Middle East who now insist on enforcing strict Wahabi edicts on sex segregation. This change is fuelling extremism as the economic hardships are increasing due to decrease in household incomes. Rural to urban migration, necessitated by growing poverty, has given rise to a number of female headed households which is a new phenomenon in rural areas of Punjab because traditionally women have always been treated as inferior to men and not involved in decision making. Muslims of Punjab are either converts from Hinduism or descendants of migrants from Central Asia who have lived with Hindus for centuries therefore the Hindu edict that guest is incarnation of god has a wide acceptability. Guest is treated with honour, respect and delight. Even strangers are offered food and shelter in times of need to please god with expectation that god will rewards with good harvest. Giving long term protection / shelter is generally not a part of culture in Punjab. Customs relating to marriage, death and festivals are heavily influences by Hindu traditions. A typical marriage, mourning or festival in Punjab is very similar to the corresponding Hindu occasion less the religious component, e.g. though a marriage ceremony has the same components but a Muslim marriage will have the Nikkah ceremony whereas Hindu marriage will have vows beside fire. ` Punjab has a culture of tolerance and friendship which is manifest by its sufi saints and poetry with message of universal love towards mankind irrespective of cast, religion and colour. The leading Punjabi sufi poets, such as Sultan Bahoo, Bulley Shah, Waris Shah and Mian Muhammad are all against the strict religious interpretation of Islam as propagated by Mullah. Punjab has historically been confronted with foreign invasions from North (Afghanistan and Central Asia) therefore they are quite open to foreigners and are very progressive in their cultural and social values. Urban Punjab is not much different from rural areas as most of the city dwellers are migrants from villages. Sindhis are the second biggest ethnic group in Pakistan after Punjabis. In terms of proximity to Hinduism they are even closer than Punjabis. A large number of Pakistani Hindus live in Sind province. Sindi culture is quite similar to Punjabis where they have great respect towards fellow human beings. Sindh also is the land of great mystics such as Sachal Sarmast, Shah Abdul Latheef Bhitai and Lal Shahbaz Qalandar. The predominant profession of rural Sindhi population is agriculture. However in contrast to Punjab Sindh has a large number of big landlords who own most of the cultivable land. Majority of people work as landless peasants on lands owned by big landlords. This has given rise to abuse of human rights at the hands of landlords and a culture of oppression of weaker segments of society. Women in Sindh work in the fields and tender animals like their Punjabi counterparts but are subject to more control by men. They are an object of male and tribal honour. Marriage by choice is still not an option for women whose nuptial affairs are settled by male members of the family. Honour killing, where women are killed for illicit relations with men, is often resorted to restore family and tribal honour. Sindhis are not as open to foreigners as Punjabis mainly due to limited interactions with foreign cultures. Despite being on the coastline of Arabian Sea, Sind has been invaded only once from the sea. (Arabs led by Muhammad Bin Qasim attacked Sindh in 712 AD). Modern day Sindh has strong undercurrents of movement of emancipation from the clutches of landlords. The occasional violence seen in Sindh is against the existing distribution of resources. Sindh is safe from the ongoing wave of extremism in Pakistan mainly due to liberal religious views of majority population. The tolerance and harmony that Muslims and Non Muslims enjoy in Sind is not seen elsewhere in Pakistan. Major Urban centres in Sind are dominated by the Urdu speaking migrants from India. These are the people who migrated from areas presently in India at the time of partition in 1947. They were the most advanced segment of Pakistani society at the time. They made Karachi (the capital of Pakistan before it was shifted to Islamabad) as their new home. Due to their acumen in trade and business Karachi became the financial capital of Pakistan. Mohajirs are the most liberal community in Pakistan. Their women folk are the most liberated women in Pakistan. They work in offices, hold executive positions in businesses and banks. Mohajir women are in front ranks of all walks of life including politics, senior management and community service. Mohajirs are represented by their own political party (MQM Mohajir Qaumi Movement) which is a middle class based political party and has introduced new middle class leadership in Pakistan. Urdu that is the language of Mohajirs is the national language of Pakistan. The word Urdu literally means the camp language because it was developed in the military camps of Mughal kings of India. Urdu has long been associated with Muslims of India. Despite being the language of a small minority it was declared the National language of Pakistan. This decision caused the first language riots in Pakistan in 1948 in East Pakistan (now Bangladesh). Despite this Urdu remains the National Language of Pakistan and is spoken in most households who are aspiring upward social mobility. Mohajirs consider themselves culturally articulate and have business relations across the world. They are open, frank and friendly towards foreigners. Their social occasions such as marriages and deaths etc are similar to the practices followed elsewhere in Pakistan but are less ostentatious in showing their wealth. The most significant thing that a new visitor to Mohajir area will note is their habit of chewing beetle leaves. Beetle leaves are seasoned with chemicals, colour and spices to chew. The red residue is then spitted in open areas and often walls and streets of Karachi are red with this waste. Pushtuns living in the Khyber Pukhtunkhwa (formerly known as the North Western Frontier Province) province trace their roots to Afghanistan. The Pushtuns are bound by their tribal code known as the Pushtun Wali (literally meaning the Pushtun way of life). Pushtun Wali has nine major components i.e. courage, taking revenge, giving shelter, generosity to defeated, self respect, justice, hospitality, tolerance and loyalty. The capital of Pushtuns of Pakistan, Peshawar is the melting pot of many cultures and civilizations. Peshawar is a city that represents Indian, Afghan, Central Asian and British civilizations at the same time. Pushtuns have produced great poets and mystics like Rahman Baba, Khushaal Khan Khattak and Pir Baba, who have all propagated the message of eternal love and adherence to Pushtun ways of life. Pushtuns are most affected by the rise of extremism in recent years. Peshawar is the centre of global war on terrorism. Thousands of Pushtuns have lost their lives in the war on either side of the extremist divide. Pushtun women observe the most extreme form of sex segregation. Women are often not allowed in public life and those who move outside their homes are covered from head to toe. Women have limited role in agricultural activities. Their role is limited to work inside their homes. However the export of labour to Middle Eastern countries in the 70s compelled men to move out of their villages and many functions previously performed exclusively by men are now being performed by women. Pushtun women become more influential and independent as they grow older. Pushtun way of dispute resolution is through a consultative process known as Jirga. Influential people of the community sit in this jirga and decide on the disputes. Often people with wealth, education and experience are all represented in a jirga. One can qualify to sit in jirga either by virtue of age, wealth or education hence this aspect of Pushtun life is quite democratic. Baluchs live in the Baluchistan province of Pakistan. They have a nomadic culture as barring a few places Baluchistan is a barren area. Water is scarce and the only means of sustenance is sheep and camel raring. Women and men work alike with herds of sheep and goat. The area of Baluchs is scarcely populated and they live in small settlements in primitive conditions. The Baluchs, like Pushtuns are proud people who guard their independence jealously. They fought valiantly against the expansion of British Empire however the British ruled Baluchistan through a series of treaties with local rulers. Baluchs also resolve their disputes through the jirga mechanism but the Baluch jirga is less representative in its constitution as mostly people sit on these jirgas as representatives of their families. The Baluch society is essentially tribal in nature and every tribe is headed by a Chief. The position of chiefs is hereditary. The tribal chief or Sardar as he is known has control over the resources of his tribe. Women are economically active but their contribution is not recognized. They do not participate in decision making at the household level. Family and tribal honour is associated with women and any woman who violates the tribal code is punished with death. Seraiki speaking people are scattered on the border areas of Punjab, Sindh and Kyber Pukhtoonkwa provinces. They have a tradition of Sufism and are liberal in their social life. These areas are resource rich but most of the land is owned by big landlords in these areas. The southern parts of Punjab that are inhabited by the Seraiki people, produces Pakistans best mangoes and cotton but the life of ordinary person is difficult. Due to economic hardships that ordinary people face, the women are economically active and contribute to the household incomes through their work as farm labour and cattle farmers. However like other areas of Pakistan their contribution is hardly acknowledged and they do not have a place in decision making at the household level.

Employees Turnover: the Effectiveness of an Organization

Employees Turnover: the Effectiveness of an Organization Executive Summary Productivity or effectiveness of an organization frequently suffers as a result of high level of absenteeism and worker turnover. There is evidence that all concerned owners, contractors and workers are interested in resolving problem. This study examines the source and size of problem and recommendations to reduce it. For this purpose we have conducted interviews and literature survey in order to investigate the organization effectiveness. This report describes an HR management tool for decreasing turnover at Dancom Communication. High employee turnover is like shrink. It cuts into the bottom line, but it can be controlled. There are many potential causes for turnover. Certainly, area economic conditions as well as other factors such as labor market conditions, effect general turnover rates. In voluntary turnovers are difficult to directly manage however are voluntary turnover that can be managed. The purpose of this literature survey is to allocate the important variables of our existing problem i.e How does employees turnover affect the effectiveness of organization. With the help of these variables we a can assess the variables related to our problem for structuring theoretical framework. This survey includes the situation which had occurred in past with others companies and how those companies deal with these variable means how they solved different problems. After completing literature survey and defining problem there is need to develop framework. In it we try to discuss the interrelationship among the variables that are deemed to be integral to the dynamics of the situation being investigated. Different variables can affect the effectiveness of organization we are considering all-important variables that can effect company. After the thorough study of literature survey we deduct some variables, which can become a cause that can effect the sales and keeping in mind we make schematic diagram of the theoretical framework so that the reader can see and easily comprehend the theorized relationship. The research design, which involves a series of rational decision-making choices, the various issued involved in the research design, will be discussed here. Like Purpose of the study, Types of investigation, Extent of researcher interference, Study setting , Measurement and measures, Unit of analysis, Sampling, Time horizon and Data collection method. But the hypothesis statement, which we are going to proof, it will come under hypotheses testing study. This study that engage in hypotheses testing usually explain the nature of certain relationships, or establish the differences among groups or the independence of two or more factor in a situation Causal type of investigation is done, when it is necessary to establish a definitive cause and effect relationship, however, if the researcher simply wants a mere identification of the important factors associated with the problem then a correlation study is called. Correlation type of investigation will be suitable for our research, actually our hypotheses is effective compensation has positive impact on organizational effectiveness Thats why we select this method to identify the important factor associated with the problem. A correlation study is conducted in the natural environment of the organization, with the researcher interfering minimally with the normal flow of work. Organizational research can be done in the natural environment where work proceeds normally (no contrived settings) or in artificial, contrived settings. As we have selected correlation investigation method with minimum interference, then automatically our study setting will be no contrived. Its mean our research will be conduct under natural environment. What we are going to apply in our project that is ratio scale and interval scale because these scales give maximum accuracy in measuring the variable. Even though the method we have selected for investigation is correlation that provide less accuracy as compare to causal. In this project we selected individuals and organizational as a unit of analysis, and this selection is match with the definition of unit of analysis.. Why we chose probability sampling? Because the sample we get from probability have the quality of representatives. We have proved that there is positive relation between compensation and effectiveness. By increasing the retention rate. Retaining hourly employees. Improving management retention. Training first than promoting. Attractive salary packages. To motivate employees. Management through selection. Table of Contents Problem Statement Broad Problem Area Preliminary data gathering Unstructured Interviews Literature Survey Theoretical framework Generation of hypothesis Research design Purpose of Study Type of study Study setting Unit of Analysis Time Horizon Sampling Data Analysis Data Interpretation Conclusion / Deduction Recommendation to Management OBJECTIVE OF STUDY: The main objective of our project is to apply our concept and knowledge in practical scenario. And how the organizations are getting competitive advantages through conducting business research. Nowadays, as we know organization can increase their profitability, customer satisfaction, and productivity by conducting business research. Because through business research we can detect the real problem and its cause. Thats why, we can say that research generates alternative to solve problems. By getting solution of the problems in time we can run our business smoothly and effectively. BRIEF INTRODUCTION OF COMPANY Dancom Pakistan (Pvt.) Ltd. was established in 1995 under the Company s Ordinance 1984. Our major shareholder, Dancom Telecommunication (M) Sdn Bhd Malaysia provides total Telecom IT solutions for the Malaysian marker and abroad as well. The group specializes in smart technology-based product applications, cellular deployments; IT related projects Digital TV, Broadband wireless and turnkey solutions related to telecommunication projects. The Company, core strength lies in its state of the art telecom systems deployment, dedicated expertise to manage and operate the core network, and an effective after sales support network of over 6 offices al over Pakistan with over 800 personnel. Dancom established the telecom services with a mission to provide easy and manageable access to the workforce of general consumers. Since 1997,Dancom s team has made consistent efforts to establish its services all over Pakistan including the remotest parts such as AJK, Northern Areas and the other far-flung remote areas of the four provinces of the country. To meet the requirement of the corporate sector for its online networking all over Pakistan, Dancom has successfully deployed and tested the system, which is capable of providing wire line and wireless connectivity. Dancom also provides managed Internet access service for Corporate/SME/SOHO and also offers turnkey solutions including LAN WAN support. THE RESEARCH PROCESS: In this section we will discuss each and every step of research process that is: Problem Statement Broad Problem Area Preliminary data gathering Theoretical frame work Generation of hypothesis Research design Data analysis Data interpretation Conclusion / Deduction Recommendation to Management Problem Statement: How does employees turnover affect the effectiveness of organization? Broad Problem Area: Employees turnover is a serious problem in organization and warrants attention. Poor supervision, unproductive relationships with boss, poor planning, non-attractive packages, non-motivation and generally poor management are the prime reasons for turnover. Lower turnover offers a broad range of productivity gains. As the turn over lies in all the organizations but we have selected one organization (Dancom Company). In order to implement our concept and knowledge regarding employees turnover. What are the causes of employee turnover? How it causes the ineffectiveness of organizations, How to reduce it? In broad problem area our focus is on these three things: Background information of the organization Company polices Perception behavior responses of organization members In background information in the organization we have origin and history of the company when it came into being business is in ownership and control, Size in term s of employees, assets purpose and ideology. Background detail of the company we obtained from published records website of the company. Employees turnover is broad area, which includes skilled and unskilled workers but we are focusing on skilled workers. Unskilled workers turnovers are immaterial with assumption of 100% of labor availability in Pakistan. Pakistan being developing country unemployment is more than other countries. So unskilled workforce is available any time. So it does not make any contribution to organizational effectiveness. Skilled workers can affect more the effectiveness of organization. This study is aimed at the achieving productivity gains in organization through an improved understanding of causes and effects of turnover, specifically, the study sought to: Verify the problem. Analyze the major contributing factors. Quantify the costs. Offer recommendation for corrective action. Preliminary Data Collection: How study was made: A group member of our group was retained to devise a questionnaire, based on teams understanding of the practical problems to identify the reason for turnover from workers perspective. The questionnaire was designed specifically to measure worker or employees attitude about their job and to investigate underlying causes for turnover. Preliminary data was collected from different resources to anticipate potential problem. During survey different employees were asked about voluntary termination. In order to get information about on project we have used two methods as follows: 1. Interviews Unstructured interviews Questionnaires Questionnaires for the Topic Q: 1 what is your expectations from organization? Good feed back Good compensation Overtime (d) Benefits Q: 2 what makes you to work at organization? Good package Bonus Flexible working hours Q; 3 what do you think about turnover is caused by (a) Less wages (b) Boss relation (c) Inflexible hours Q: 4 In which case you will not leave the organization? Q: 5 In what conditions you would like to work? (a) High pay offering (b) Working conditions (c) High growth organization Q: 6 Employees commitment depends upon; Overtime bases Good compensation Good relation with boss Increasing their moral Q: 7 How does employees turnover can be reduced? (a) Revising salary (b) Increasing basics (c) Increasing incentives (d)Providing facilities Q;8 How does job growth of employees within the organization affects? (a) Positively (b) Negatively (c) Challenging Q; 9 Do you get the additional benefits like allowances, bonus? (a) Strongly agree (b) Agree (c) Neither Agree nor Disagree (d) Disagree (e) Strongly disagree Q: 10 Does turnover cause organization high cost and inefficiency in working? (a) Strongly agree (b) Agree (c) Neither Agree nor Disagree (d) Disagree (e) Strongly disagree Q: 11 High level of growth leads efficient working of organization and cause low turnover.? (a) Strongly agree (b) Agree (c)Neither Agree nor Disagree (d) Disagree (e) Strongly disagree Q: 12 Better Compensation to an employee is a factor that can cause employee turnover. (a) Strongly agree (b) Agree (c) Neither Agree nor Disagree (d) Disagree (e) Strongly disagree Q: 13 Better wages makes employee motivation high. (a) Strongly agree (b) Agree (c) Neither Agree nor Disagree (d) Disagree (e) Strongly disagree Q: 14 Job growth in an organization is very much important for an employee? (a) Strongly agree (b)Agree (c)Neither Agree Nor Disagree (d) Disagree (e) Strongly disagree Q: 15 Do you think Behavior of the employer is a factor that motivates employees to be within the organization? (a) Strongly agree (b)Agree (c)Neither Agree Nor Disagree (d) Disagree (e) Strongly disagree Q:16 Which type of boss you would like in your organization? Autocratic Motivational (c) Democratic Q: 17 Would you like to get promotion? Yes No Q: 18 What you think that, job security can increase the efficiency and effectiveness of person? (a) Strongly agree (b)Agree (c)Neither Agree Nor Disagree (d) Disagree (e) Strongly disagree Q: 19 Would you like to perform job in this organization forever? Yes (b)No Q; 20 Does proper compensation and bonuses effect the organization Effectiveness? (a)Yes (b) No Q;21 Does working environment effect the organization effectiveness? (a) Yes (b) No Q: 22 Does motivation play important role in turnover? Yes (b)No (c) Neither yes nor no Q: 23 To what extent organization effectiveness increases when turn over rate is low? 25% 50 % (d) 75 % Q:24 What is your opinion about the leaving organization, when organization? Does not pay you fairly (b) Discriminate you Q: 25 Better environment provided to an organization will cause employee work more efficiently. Yes No (c) Do not know Literature Review Reason of literature survey The purpose of this literature survey is to allocate the important variables of our existing problem I-e How does employees turnover affect the effectiveness of organization. With the help of these variables we a can assess the variables related to our problem for structuring theoretical framework. This survey includes the situation which had occurred in past with others companies and how those companies deal with these variable means how they solved different problems. manager. Asking employees why they are leaving is generally not a good way to find the real reason behind their departure. Instead of evaluating employee satisfaction according to exit interviews, pay attention to the turnover rate. High turnover is the key indicator of employee dissatisfaction. It takes a lot of effort and risk for an employee to change jobs. Resigning is the loudest statement they can make to tell you that your management skills are lacking. Commit to making every employee feel worthwhile, respected, and revered. You must not be too busy working in your business to recognize the importance of each and every one of your employees. One of the Jim Moran Institutes entrepreneurial clients was also his companys primary salesperson. Because of the huge amount of time he spent selling, he never had enough time to make his fifteen employees really feel needed and, consequently, the company experienced high turnover. Employees can quickly feel less than respected by either abusive bosses or bosses who are just too busy to give the requisite care. One of the things you can do to help is to occasionally, tell employees how much you appreciate them. Even better is to tell your whole company how certain employees have really made a difference. Another thing that really helps is to make sure you go around and ask employees how they are doing. It all just boils down to making each and every employee feel worthwhile. Employee turnover is a good benchmark to evaluate the effectiveness of your management style. If you are seeing high turnover, your management style may need to be significantly overhauled. References#4 Binning, J.F., Barrett, G.V. (1989). Validity of personnel decisions: A conceptual analysis of the inferential and evidential bases. Journal of Applied Psychology, 74, 478-494. An Innovative Approach for Cost-effective Turnover Reduction By John F. Binning, Ph.D., and Anthony J. Adorno, M.S.Human Resource Group- Bloomington, IL Turnover costs for many organizations are unacceptably high. When the direct and indirect costs associated with employee separation, replacement, and training are accurately compiled, it is not uncommon for even medium-sized companies to lose several million dollars a year resulting from employee turnover. This article describes an HR management tool for decreasing turnover which is based on professional research linking various job characteristics to job candidates sourc We are now presenting the reference of different sources. Reference # 1: Employee Turn Over BY: Dr. Blake Frank Professor at University Of Dallas. According to new ideas for retaining store-level employees, a study conducted by Dr. Blake Frank an industrial psychologist and professor at the University of Dallas, for the Coca-Cola Retailing Research Council. For those in higher paying jobs, the cost of turn over is also higher. Symptoms that organization has to face in response of turnover are: Direct Costs: Advertising, training, interview time, employment testing, new employees processing, and backgrounds checks. Opportunity Costs: Change-making errors, mistakes in paperwork, product damage, shrink and improper use of equipment. High as these drains on the bottom line are, they do not include the adverse impact on the quality of service and customer satisfaction, and a stores consequent loss of sales as shoppers vote with their feet and take their dollars to another store. The Coca-Cola study asked participants for a rough estimate of the number of customers lost due to turnover-related factors. Reference # 2 Michelle K. Duffy, Daniel C. Ganster, and Jason D. Shaw Positive Affectivity and Negative Outcomes: the role of tenure and job satisfaction, Journal of Applied Psychology, 1998 Vol. 83 no 6 pp. 950 959 Employee Turnover and Sabotage A matter of Disposition, Job Satisfaction and Tenure ÂÂ   Understanding an employees disposition may help predict turnover and purposefully poor performance. Together disposition and Job tenure along with job dissatisfaction plays a role in how employees react to stress. What is positive affectivity Positive employees are more likely to take a wait and see attitude early in their employment. But watch out! Could stress be the reason for turnover and employee poor performance? Why might it be better, in the long run, to have employees who are low in positive affectivity? What can be done Researchers have found that there is a dimension in personality having to do with a persons outlook on life. Persons high in this dimension are enthusiastic, active, and happy. These people are generally more satisfied and see life positively. Persons low in this dimension are the ones with the dark clouds over their heads. Researchers have named this dimension positive affectivity (PA). A study of fire fighter and police employees revealed that PA, a persons positive disposition or lack thereof, in combination with tenure on the job has a bearing on how employees react to perceived job dissatisfaction. Employees that are low in tenure, high in PA and who are dissatisfied with their jobs are less likely to seek another job than those who are low in PA and who also have short tenure and are also dissatisfied. The high PA and low tenure employee also experiences less stress and less physical symptoms of stress than does the low PA low tenured employee. The positive person seems to be able to take the long view. When they first work for an organization they feel less stress when experiencing dissatisfaction than negative people do and are able to reframe from taking action to find a different job. They also do not engage in counter productive behavior at this stage of their tenure with the organization. But when positive people, who are dissatisfied with their job, stay with an organization and become long term employees this changes. They are more stressed by job dissatisfaction, reporting more physical symptoms related to stress, and more likely to look for a different job and to engage in counter productive work behavior. The opposite seems to be true of the more negative person, low in PA. When they are first with an organization and become dissatisfied they seem to experience more stress and physical symptoms of stress than the more positive employee experiences. They look for another job or engage in counter productive work behavior. If they decide to stay with the organization and become long term employees, they become less likely to leave the organization and less likely to purposely perform poorly. This is probably because stress reaction and physical symptoms related to job dissatisfaction are lower for the long-term low PA employee. The person who views life more on the negative side seems to be able accept that work is dissatisfying and is able to plod along without either seeking a different job or performing poorly to get back at the organization. Since they do not expect to find a greener pasture on the other side of the hill, a negative outlook on life, they do not seek to leave the organization. What can be done? Controlling for job dissatisfaction and stress is an organizations only option. Take a good look at employees who are dissatisfied with their work and see if adjustments in hours, duties or work practices can elevate the situation. Not taking action will mean you will loose valuable employees. Remember that the remaining dissatisfied employee may begin to overreact and actually work against you. If you have high turnover among sales persons and other such jobs even among your long term employees you had better take a hard look at how employees feel about their supervision, work rules, work environment and the organization as a whole. It may even be better to help employees make adjustments in their career path leading to work outside the organization. Thereby avoiding having employees who feel there is no way out and who may have chosen sabotage as an outlet for their job dissatisfaction stress. Reference #3 Employee Turnover February 7, 2003 By Jerry Osteryoung The difference between a boss and a leader: a boss says, Go! a leader says, Lets go!' -E. M. Kelly, Growing Disciples, 1995 Recently, an entrepreneur whom I am assisting stated that he had 600 W-2s this year and he has a full time staff of less than 50. When I questioned him about this rapid employee turnover, he said it was the nature of the business. At this point I wanted to throttle him by the neck and yell at him, Employee turnover is bad, bad, bad! Rather than risk rupturing my vocal cords yelling, I sat down and listened to him talk about this problem. What was most disconcerting about the conversation was that he thought the problem was systemic with todays labor pool and took very little responsibility for employee turnover in his own management style. Compensation is also caused the employees Turnover and reduce the effectiveness. Most employee turnover is related to poor management practices. Yes, employees are working for wages, but, more importantly, they are working to have their non-financial needs met. Its important to understand that employees are seeking to extract something far more than a paycheck from their work. Most employees need to feel respected, worthwhile and appreciated in their work. Time after time employees leave when they feel under-appreciated (sometimes for less money), just to have these more important needs met. The reverse is true as well when employees are offered a significantly higher salary from another company, they dont leave if they are appreciated at their current workplace. Most entrepreneurs do not perceive themselves as bad managers. However, a high employee turnover is a telling detail that an entrepreneur may, in fact, be a horrible es of personal discomfort and dissatisfaction. While this assessment process is relatively new to the professional HR literature, it has been shown to dramatically reduce annual turnover rates. In one organization where this type of process was used, annual turnover was reduced by 54% (from 168% to approximately 78%). In another organization, the process lowered annual turnover from 120% to 48% (60% reduction). ÂÂ   Reference Reducing Employee Turnover ÂÂ  Willis Mushrush, Small Business Technology Development Centers, West Plains for University of Missouri newsletter May 2002 Creativity in compensation and benefits can make quite a difference to the welfare of the employee. A company should assess overall employee needs when addressing retention issues. If employee welfare is a genuine concern, what about child care? How much employee absenteeism is attributable to not having a dependable babysitter? Although the costs and liabilities involved in providing onsite day care can be prohibitive, perhaps a company could subsidize childcare in some manner. Sometimes, just negotiating rates for your employees with area childcare providers could be very helpful. Maybe some kind of a company match would be possible. Household chore assistance is another possibility that is being used by some companies. Consider other options such as alternative work schedules or flextime, or perhaps preventative health care and wellness programs such as fitness center memberships as possible cost-effective benefits. Dont forget that perks or non-cash rewards to recognize exceptional performance can be critical. Service recognition, event tickets, trips, and public recognition can send strong messages to the public regarding company culture and values. Simply examine the issues and needs of your employees and try to develop creative programs to address these needs. Although many costs associated with these suggestions may seem prohibitive, as well they may be, the company must evaluate the costs of current turnover, analyze the reasons for the individual organization, and develop strategies that in the long term are less costly than continued turnover. Some of these suggestions may not be so costly in comparison. Just a word of caution: Be fair and consistent in establishing compensation. Promote from within if possible. Attempt to avoid bringing new people on board at a higher rate than current employees. Policies to prevent discussion of wages simply do not work. Furthermore, such policies are in complete opposition of open-door communications. Although many companies use contract employees to address fluctuations in business, working side by side with someone who is making twice the rate of pay without any commitment or loyalty to the company can be a real morale killer. Avoid this if at all possible! If your company follows these steps and shows a genuine concern for the well being of your employees, you may not have to pay the highest wages in town to have the lowest employee turnover rate. MANAGING TURNOVER THROUGH SELECTION There are many potential causes for turnover. Certainly, area economic conditions, as well as other factors such as labor market conditions, affect general turnover rates. These more general causes for involuntary turnover are difficult to directly manage. However, there are certain causes for voluntary turnover that are associated with any specific job in a given organization (e.g., non-competitive compensation, high stress, unpleasant physical or interpersonal working conditions, monotony, and poor direct supervision) that can be managed. Although considerable research has been published in professional journals that underscores the relationship among workers preferences, job performance, absenteeism, and voluntary turnover, there has not been much advancement in the field of personnel selection based on these findings. One management option for addressing the issue of employee turnover is to change the job to eliminate negative characteristics, but this often is not feasible or desirable. An alternative method for reducing turnover is to screen out potential levers during the hiring process. Organizations can use the information regarding negative job characteristics as part of their pre-employment screening process in order to identify job candidates who are likely to have particularly adverse reactions to these characteristics. The assessment of employees sources of job-related discomfort and frustration has proven to be a powerful predictor of turnover (Bernardin, 1987). Survey results consistently indicate that workers negative emotional reactions to job situations do predict voluntary turnover. Employees in any job have conscious and unconscious emotional reactions to work. If these reactions are generally positive, an employee is less likely to quit. On the other hand, if these reactions are generally negative, an employee is more likely to quit. One very promising approach for managing turnover is to identify job candidates who are more likely to have negative reactions to a given job. These candidates can be screened out early in the hiring process, thus saving further hiring costs, and decreasing subsequent turnover. Unfortunately, the most frequently used instruments for identifying such negative job characteristics (e.g., Job Diagnostic Survey, Job Characteristics Inventory) have little utility for making employment decisions because the scoring process is relatively transparent to job applicants. ÂÂ   INTRODUCTION TO THE JOB CONGRUENCE SYSTEM (JCS) General psychological inventories and realistic job previews have been used to reduce turnover, but with varying degrees of success. Traditional personality and interest inventories are not as successful for identifying candidates who are likely to turnover due to the ease with which they can be faked during the application process. Researchers have indicated that deliberate distortion of responses is one of the most serious problems in the use of instruments designed to measure personality and interest characteristics. Similarly, realistic job previews are not effective with some job seekers who are highly motivated to gain employment, because they ignore the negative job characteristics during the application process, but over time the negative job content becomes instrumental in the decision to quit. There is an alternative pre-screening method for reducing employee turnover which has demonstrated both effectiveness and consistency. The system described here is called the Job Congruence System (JCS). In HR literature, this general approach has been referred to as job compatibility or job congruence assessment. The J

Dougy :: Free Essay Writer

Dougy Before we look at whether James Moloney effectively uses characterisation to convey Aboriginal issues we must look at the issues themselves. In Dougy, the issue of black and white prejudice is strongly present in the plot. The stereotyping of Aborigines and white Europeans play an important role in the events and the outcome of the story, as is individuality and the breaking of the stereotypes. The book also touches on the old Aboriginal superstitions that are still believed in by some today, though one of such superstitions plays an important role in creating the mood of the resolution. These issues impact most heavily on the character Gracey. Possibly the most important factor in Dougy is the racial prejudice and stereotyping between the Aborigines and the white Europeans. All the complications and obstacles the main characters encounter, especially Gracey, are due to these issues. In the remote country ton setting of the book, the whites all feel that the Aborigines do not do their part for society but still get more benefits from the Government than anyone else. The anger that the whites feel at this so-called ‘unfairness’ that has been held back bursts free when Gracey receives a chance to compete in the state athletics championships. All the children at the local school were celebrating on the school bus the first day, but the white children divided themselves from the blacks the next, because their parents feel that Gracey had an advantage because she was Aborigine. â€Å"It just didn’t make sense that it all changed so quickly, over just one night†¦ Abo kids knew there was something wrong a nd all the time they waited for the bus, the black kids stood together in one spot and the white kids in another.† From this quote we can see that the rift between blacks and whites has been widened because Gracey is talented enough to run in the state championships. Similarly, the blacks feel dominated by the whites, who, in their minds, own everything. This concept is conveyed by the characterisation of Gracey’s brother, Raymond. The stereotype is evident through his speech, â€Å"Whities will still be in charge, tellin’ us what to do. Everything will still be theirs, even the footy†¦ I’m fed up with being black. I hate it.† Though the stereotyping and alienation is strong in Dougy and Gracey’s community they manage to break away from it. The whites feel that the Aborigines get everything free from the government and never do any work of their own, and according to the book, most of them do just this.

Biography of Guy de Maupassant :: essays research papers

Biography on Guy de Maupassant   Ã‚  Ã‚  Ã‚  Ã‚  Guy de Maupassant was born on August 5, 1850 at Chateau de Miromesnil in France. He was a descendent of a very old French family. As a boy, Maupassant went to school at Yvetot in Normandy, and then attended Lycee at Rouen. During his childhood and youth in Normandy, he picked up a great deal of experiences that he later put to use in many of his writings. When Maupassant was eleven years old, his parents got separated. This was probably the most significant events in his life in that his mother retained custody of him. His mother was the sister of a close friend of Flaubert, one of the most famous nineteenth- century writers. She turned to Flaubert for advice on him. Flaubert began tutoring him on various subjects, mainly writing. Maupassant's association with Flaubert brought him into the French literary circles. Even though Maupassant was often a member of gatherings which included such famous writers such as Flaubert, Turgenev, Zola, and Daudet, he had little interest at the time for a career of writing for himself. As an adolescent he was much more interested in sports than writing, especially rowing.   Ã‚  Ã‚  Ã‚  Ã‚  Maupassants education was interrupted by the Franco-Prussian War, in which he served as a member of the French army. After the war was finished, he entered the French civil service. He first served with the Ministry of Navy and later with the Ministry of Public Institution. During the between 1873 and 1880 he also served as a literary apprentice under Flaubert. At this time, Maupassant realized his weakness as a poet and concentrated on developing his skills as a writer of prose fiction. Maupassant wrote a collection of short stories that were published with a writers such as Bola, and Huysmans. Maupassant work outshone all the others by far. This is Maupassant became recognized as a writer. He became one of the most famous and well paid French Biography of Guy de Maupassant :: essays research papers Biography on Guy de Maupassant   Ã‚  Ã‚  Ã‚  Ã‚  Guy de Maupassant was born on August 5, 1850 at Chateau de Miromesnil in France. He was a descendent of a very old French family. As a boy, Maupassant went to school at Yvetot in Normandy, and then attended Lycee at Rouen. During his childhood and youth in Normandy, he picked up a great deal of experiences that he later put to use in many of his writings. When Maupassant was eleven years old, his parents got separated. This was probably the most significant events in his life in that his mother retained custody of him. His mother was the sister of a close friend of Flaubert, one of the most famous nineteenth- century writers. She turned to Flaubert for advice on him. Flaubert began tutoring him on various subjects, mainly writing. Maupassant's association with Flaubert brought him into the French literary circles. Even though Maupassant was often a member of gatherings which included such famous writers such as Flaubert, Turgenev, Zola, and Daudet, he had little interest at the time for a career of writing for himself. As an adolescent he was much more interested in sports than writing, especially rowing.   Ã‚  Ã‚  Ã‚  Ã‚  Maupassants education was interrupted by the Franco-Prussian War, in which he served as a member of the French army. After the war was finished, he entered the French civil service. He first served with the Ministry of Navy and later with the Ministry of Public Institution. During the between 1873 and 1880 he also served as a literary apprentice under Flaubert. At this time, Maupassant realized his weakness as a poet and concentrated on developing his skills as a writer of prose fiction. Maupassant wrote a collection of short stories that were published with a writers such as Bola, and Huysmans. Maupassant work outshone all the others by far. This is Maupassant became recognized as a writer. He became one of the most famous and well paid French

Discuss Globalisation

Globalisation is a term meaning the way things like ideas and money spread around the globe more and more rapidly and easily. A transnational corporation, or TNC, is a company with branches or workers in many different countries; this is an example of globalisation. Nike, for instance, is an American company which has branches in Mexico, India, Thailand, Malaysia, China, Taiwan, Canada, Spain, Portugal, France, Germany, England, Ireland, Italy, Australia and many more countries, especially in Europe, and has nearly all of its products manufactured in foreign places. This is a great benefit to Nike because it means that they can find the cheapest places from which to buy their raw materials, have their products made where wages are lowest, choose countries that are easy to ship goods to and from, and sell their products where retail prices are highest and people are richest. In order for a company to do well, it must reduce its costs and increase its sales, which is exactly what going global helps it to do. However globalisation does not only benefit the transnational corporations. It also helps people in less economically developed countries where there are a lack of jobs, because the people can then work for the companies and earn wages. And because the markets are large, lots of jobs are available. The governments of LEDC's are pleased to have transnational corporations setting up businesses in their country because the wages help the economy to balance out and the companies sometimes help them exploit the resources that they are not yet able to exploit for themselves. Another benefit of globalisation is that it increases promotion and advertising. If a company can advertise all over the world, then obviously it will make more money, and if, say for instance, Nike sponsored David Beckham who also happens to be famous world-wide, then both Nike and Man Utd would be able to sell more merchandise. Going global creates employment, spreads cultures, and helps companies become more successful, however it is not actually a benefit to everyone. Many people object to the way cultures are becoming mixed. Western culture is eroding and undermining the cultures of countries like China and India where TNCs make their money. It's a shame to lose the valuable ways of life and traditions of countries like these in order for the world to turn into one giant America. The main problem is the fact that the people where the TNCs get their products made are badly exploited for their work. Because the transnational corporations want to find the easiest and cheapest way possible of manufacturing their goods, their employees often work in very bad conditions and get paid the lowest wages that their employer can get away with. And what's more, as soon as the company they work for find somewhere cheaper, they'll move their factory there, leaving hundreds of people suddenly unemployed. Because the TNCs take so much of the profit for themselves, they actually stop the countries from developing. There is also the fact that because LEDCs often don't have environmental laws, the transnational corporations constantly pollute the water and air where they make their products, and there's nothing anyone can do to stop it. So even though globalisation has its benefits, it is also a problem for a lot of countries. I think that if globalisation is going to be successful and become an advantage for everyone, somehow we need to find a balance where the economy is fair and people don't get exploited. This will be an extremely difficult thing to happen and will probably involve companies making less money, but should also mean that the world economy is more balanced and therefore companies won't need to have excessive profits. If richer and more developed countries helped less economically developed countries to grow, then eventually the world economy would become more balanced and equal, and companies in LEDCs would be able to start going global themselves, but this time it would be fair because cultures would be shared rather than invaded, and money would be distributed evenly. Unfortunately, this is never really going to happen.

Operation Management Essay

Purpose: The purpose of this assignment is to provide students with an understanding of the role and importance of operations management in the efficient and effective production of goods and services. It will enable students to realise that the ‘proper’ organisation of productive systems, and their interfaces with internal as well as external customers and suppliers, is essential if goods/services are to be produced on time, to cost and within the laws and regulations. Scenario. Impressive Burgers was established 10 years ago with the goal of providing fast take away food to their customers quickly and of a higher quality to that of their rivals. Each restaurant offered a simple menu structure with a choice of four set meal options. 1. Burger, Chips & Soft Drink 2. Cheeseburger, Chips & Soft Drink 3. Chicken Burger, Chips & Soft Drink 4. Vegetarian Burger, Chips & Soft Drink Customers were offered a choice of size of each meal: Regular, Medium or Large. The size of the chips and drinks portions varied but the burger size remained the same. Using this format they were able to serve each customer their order within 4 minutes from a ordering at the till to receiving their complete order to take away. Each restaurant places their orders with the suppliers directly based on the manager’s prediction for demand based on the reports generated by the restaurants own till system. These orders arrive in one shipment once every other week. The company has grown to a chain of restaurant operations and the management introduced a number of changes to the format 12 months ago in an effort to increase each business at each restaurants. The number of set meal options available on the menu was increased to offer more options to the customer and to attract customers seeking healthier options. The menu options were increased by a further three options: 5. Chicken Nuggets, Chips & Soft Drink 6. Chicken Salad, Garlic Bread, & Soft Drink 7. Hot Dog, Chips & Soft Drink In addition to these set menu additions the company also offered the option of changing the chips option on the set meals for either a Side Salad or for Potato Wedges. The restaurants themselves have not changed and the number of staff and machinery has remained at the same levels before the menu changes. Since these changes were implemented there has been a dramatic increase in turnover and the number of customers that are visiting each of their restaurants. However, overall profit has declined dramatically over the last 12 months and the company predicts that if it continues the company will report its first loss in its history within the next 6 months. The company is considering expanding its operations by opening a number of new outlets but want to identify the problems to the issues they are currently facing. The company has begun to investigate why the mixed fortunes have arisen and has identified a number of issues. Serving times have increased dramatically and it now takes an average of 9 minutes for a customer to be served and the number of customer complaints has increased. The main complaints include rude and agitated staff and incorrect or incomplete orders. The total value of stock held at each restaurant has increased by an average of 20% and waste has dramatically increased. The CEO of Impressive Burgers is worried about the current development and has recruited you as Operations Manager with the responsibility of rectifying the situation that the company is currently facing. Your first assignment as Operations Manager is to produce a formal report to the management which includes the following tasks: |Outcome |Assessment Criteria | |No(s) | | |1. Understand the nature and |explain the importance of operational management |1. 1 | |importance of operational | | | |management |explain the need to produce safely; on time; to cost; to | | | |quality and within the law | | | | |1. 2 | | | | | | | | | | |explain the link between operations management and | | | |strategic planning | | | | |1. 3 | | | | | | |produce a systems diagram to illustrate a typical | | | |business | | | | | | | | | | | | |1. 4 | |2 Understand the link between |explain the ‘Three Es’ (economy, efficiency and effectiveness) | | |operations management and | |2. 1 | |strategic planning |explain the tension between cost minimisation and quality | | | |maximisation |2. 2 | | | | | | |evaluate the significance of the five performance objectives | | | |that underpin operations management | | | | | | | | |2. 3 | | | | | | |explain linear programming | | | | |3. 1 | |3 Understand how to organise a typical production process | | | | |evaluate critical path analysis and network planning | | | | |3. 2 | | | | | | |explain the need for operational planning and control | | | | |3. 3 | | | | | | | | | | |produce a set of clearly defined operational outcomes | 4. 1 | |4 Be able to apply relevant | | | |techniques to the production |produce a network plan and indicate the resultant critical path| | |of an operational plan for a | |4. 2 | |typical business | | | | |explain how quality could be defined and maintained |4. 3 | |Assignment Tasks: | | | | | | |Assessment | | |Criteria | |You are required to produce a formal and written report to cover the underlisted tasks. | | | | | |Task 1 | | |Explain the importance of operational management in an organization such as Impressive Burgers and explain ‘Three Es’ (economy, | | |efficiency and effectiveness and its relevance in the industry in which Impressive Burgers operates. |1. 1,2. 1 | | | | |Task 2 | | |Critically evaluate Impressive Burgers’ approach to expanding their operation. | | | | | | | | | | | | | | | | | | |1. 2,1. 3,1. 4 | | | | |Task 3 | | |Discuss the reasons behind the problems the company is facing and make suggestions for rectifying the situation. | | | | | | | | | | | | | | | | | | | | | | | | | | | |3. 1,3. 2,3. 3 | | | | |Task 4 | | |Considering the effects on the operations, identify ways in which the overall operation could be improved and expanded further. | | | | | | | | | |4. 1,4. 2 | | | | Grading Criteria The assignment will be graded into Pass, Merit and Distinction against the following criteria: Pass: A pass grade is achieved by meeting all the requirements defined in the unit outcomes. Grading Criteria The assignment will be graded into Pass, Merit and Distinction against the following criteria: Pass: A pass grade is achieved by meeting all the requirements defined in the unit outcomes. |Merit & Distinction | |M1 |Identify and apply strategies to find appropriate solutions | | |Identify areas relevant for each task in the assignment and respond accordingly and professionally | |M2 |Select and apply appropriate techniques | | |Evidence of processing and synthesised complex information/data. | | |Appropriate learning methods/techniques have been applied | | |Report should have proper citations and reference list to all sources including your field-visit observations, books, magazines and other | | |material used for research | | | | |M3 |Present and communicate appropriate findings | | |Present your views coherently and logically | | |Demonstrate real situations in your assignment | | | | |D1 |Use critical reflection to evaluate own work and justify valid conclusions | | |Justify your ideas in a professional manner. | | |Propose realistic ideas for the future based on the current status | | |Learner presented CONCLUSIONS for all tasks/areas | |D2 |Take responsibility for managing and organizing activities | | |Show that you did the assignment alone and in accordance with the time. | | |Assignments referred will automatically achieve the minimum grade too for improper handling of task | |D3 |Demonstrate creative thinking | | |Demonstrate that you followed all the guidelines while doing the assignment and have utilised adequate and relevant words for the specific. | | |business environment | | |Apply innovation and creative thought in your work. | |Required Evidence | |†¢ Report (Your report should be approximately 1800 words and you are likely to be penalized if it exceeds 2000 words. If you feel it is essential to | |include detailed information, put it in an appendix and refer to this appendix in the text. Your sources of information should be clearly identified) | | | |Reading & Research Resources | |Lecture slides | |F Rowbotham et el (2007) Operations Management in Context | |S Brown et al (2000), Strategic Operations Management, Butterworth Heinemann. | |L Galloway L et al (2000), Operations Management in Context, Butterworth-Heinemann. | |J Heizer and B Render (2003), Operations Management, Prentice Hall. | |N Slack et al (2000), Operations Management, Pitman. | |D L Waller D L (1999), Operations Management — A Supply Chain Approach, Thompson | |Newspapers, trade journals, magazines | | | |Guidelines for Presentation | |All assignments must be word-processed using Times New Roman (12 point) and stapled in the top left hand corner. | |Page numbers must be included at the bottom of each page. | |Secondary sources should be acknowledged using the Harvard Referencing | |Students are requested to attach the ‘assessment activity front sheet’ on the top of each report with all personal information (name, and student number | |etc. ) accurately presented. | |Every report must have a front page showing the title, class and name | |The length of writing will be limited to about 1800-2000 words. | |Note: Assignment that did not follow this ‘Guidelines for presentation’ will not be accepted. | | | |Plagiarism Policy The college has strict penalty for plagiarism and the assignment will be cancelled if the assignment is observed for this. The definition| |and scope of plagiarism are presented below: Plagiarism occurs when a student misrepresents, as his/her own work, the work, written or otherwise, of any | |other person (including another student) or of any institution. Examples of forms of plagiarism include: | |†¢ The verbatim (word for word) copying of another’s work without appropriate and correctly presented acknowledgement; | |†¢ The close paraphrasing of another’s work by simply changing a few words or altering the order of presentation, without appropriate and correctly | |presented acknowledgement; | |†¢ Unacknowledged quotation of phrases from another’s work; | |†¢ The deliberate and detailed presentation of another’s concept as one’s own. | | | |All types of work submitted by students are covered by this definition, including, written work, diagrams, designs, engineering drawings and pictures. |

Spanish National Anthem

At times, our political and cultural landscape can seem like an endless parade of divisive controversy. We cannot agree, so why not disagree—and disagree loudly? The latest war of debate and rhetoric centers around the presence of illegal aliens within our country’s borders. Should they stay? Should they go? While the subjects themselves protest in the streets, individuals of all creeds and colors are waging a ping-pong of protests across air waves and across coffee tables. Through these spirited arguments, a symbol of the nation’s division has emerged, and—ironically enough—it is one of the core symbols of America itself.The current battleground in the illegal immigration debate concerns the recent release of a Spanish version of the United States national anthem. Titled â€Å"Nuestro Himno† (â€Å"Our Anthem†), the controversial translation of â€Å"The Star-Spangled Banner† is being produced by Urban Box Office president and British-born Adam Kidron; it is being performed by popular Latin stars such as Wyclef Jean, Pitbull, Olga Tanon, and Carlos Ponce (Associated Press, 2006). Is this translation an attempt at American assimilation, as its defenders claim? I believe that the answer is no. If the song were a true attempt at honoring America, it might be understandable. However, â€Å"Nuestro Himno† is nothing more than a political tool whose purpose is more division. Further, it is an indirect assault on one of our nation’s most sacred symbols.The song’s producer defends its release by claiming that it is a means for more people  to understand and learn the national anthem: â€Å"There’s no attempt to usurp anything. The intent is to communicate†¦.and also express to express gratitude and patriotism to the United States†¦.†However, in the very same interview, Kidron (the producer) reveals a deeper intention: â€Å"I wanted to show my thanks to these people (who)†¦.do the jobs I don’t want to do† (Associated Press, 2006). This song is being released less as an ode to America and more of an ode to illegal immigrants. If not, then why was the song’s release timed to coincide with the immigration protests and Congress’ debates about illegal immigration? Why are a large chunk of the profits produced by the song going to immigration groups?Why did the record label encourage Latin-themed radio stations to concurrently play the song at a certain time, in a show of â€Å"solidarity†? Why do many of these radio station employees (whom one would expect to be the strongest supporters) question the motives of the song? â€Å"We should be trying to assimilate, not aggravate,† says one Latin radio host.An immigration web magazine writer adds, â€Å"If you want to say all those things, by all means, put them on your poster board, but don’t put them on the national anthem† (Associated Press, 2006). And what â€Å"things† is the latter referring to? It seems that in June the song will be released as a remix, and several lines will be added to the song, including: â€Å"These kids have no parents, cause all of these mean laws †¦ let's not start a war with all these hard workers, they can't help where they were born† (Wides-Munoz, 2006). This remix begs the question, When did â€Å"mean laws† become an adjective for â€Å"gratitude and patriotism†?This song is not a celebration or even a mere translation of the national anthem. It is literal rewriting and bastardization of our country’s symbolic history into a weapon of political propaganda. Sure, pop, rock, and country versions of the anthem may exist, but all of these versions honor the words of the song. Yet not one verse of â€Å"Nuestro Himno† stays true to the English-versed national anthem. Following is one excerpt of the translation:The glow of battle, in step with li berty My people keep fighting It's time to break the chains At night they said: â€Å"It's being defended!† Oh say! Your starry beauty is still unfolding. (Online extra, 2006)How many words do we find in this version that are also included in the original?†¦two.Could anyone even say (without deep examination) which verse of the national anthem thisâ€Å"translation† derives from? Sad to say, the first question which enters my mind upon reading thisverse is who â€Å"My people† are? Is the song remembering the American soldiers who fought fortheir country, as Francis Scott Key did? Or is â€Å"My people† simply another coded ode to illegal  immigrants?â€Å"The Star-Spangled Banner† is a celebration of all that America stands for. Its author  poured these lyrics out of his soul in a burst of inspiration. Something stirred inside him as he  witnessed his flag flying proudly, withstanding a night full of â€Å"bombs† and â€Å"rocke ts† from  enemy forces. The poem (and subsequent song) captured the bravery, loyalty, and independence  which that flag came to symbolize. Why did these verses survive over a century—faithfully sung  in everything from bars to baseball games?   Why did the song officially become our national  anthem in 1931? It spoke to the hearts of the American people, and to the soul of America itself.As the president himself says, â€Å"One of the important things here is that we not lose our national  soul† (Associated Press, 2006). If we allow our country’s most sacred symbols to be tarnished by  politics, we will lose. The only way to ensure that does not happen with our national anthem is to  preserve it and protect it in the form which its creator intended: English. Assimilation means  blending in, and America is for all intents and purposes an English-speaking nation. A Spanish  national anthem does not assimilate our principles; it rejects th em.We do not change our national animal symbol (the bald eagle) because some might prefer  a turkey. We do not alter our national colors because some might be offended by red, white, and  blue. And we never, ever compromise our American democracy:USA Today/Gallup Poll:69%–the national anthem should only be sung in EnglishReferencesAssociated Press. (2006). Oh say can you see the national anthem in Spanish? Retrieved May 2,  2006, from CNN.com: http://www.cnn.com/2006/US/04/28/anthem.inspanish.ap/Online extra: English translation of Spanish-language version of national anthem. (2006).Retrieved May 2, 2006, from Salt Lake Tribune: http://www.sltrib.com/ ci_3764054?source=rssWides-Munoz, Laura. (2006). Spanish ‘Star-Spangled Banner’ draws ire. Retrieved   May 2,2006, from My Way News: http://apnews.myway.com/article/ 20060428/