Evaluation of Aphrodite Greek Restaurant in Greater London Assignment

Evaluation of Aphrodite Greek Restaurant in Greater London - Assignment Example   A deferential Maitre d’ guides the customer to a table or the Bar, either directly or through the adjacent cloakroom. The front half of the cloakroom is divided into two by a lit-up wall, which has the figurines of the twelve Greek Gods in bas-relief, six on each face. Entrance from there into the restaurant is through a red-curtained doorway or into the bar through a blue-curtained doorway. Food is served both indoors and on the terrace, weather permitting. The terrace features Doric columns and a fountain around a statue of Aphrodite, â€Å"the Greek goddess of Love, Beauty and Eternal Youth†, epitomizing the Restaurant complex. The new tables and chairs have an elegant marble look about them. Crisp Greek linen is used, with embossed The comprehensive Menu Card is elegantly designed with bold lettering; items and prices can be read easily. It lists dishes from across the country, like Moussaka (stuffed tomatoes, aubergines or paprika), maridaki (fish) and Britzoles (chops). A separate barrel-shaped card provides the equally comprehensive Wine List. Lighting is automatically controlled to maintain a fixed luminosity. The walls feature discreet Hellenic art. The non-slip floor is dark brown wood that pales inwards into cream-colored marble. The Centre-piece is a Harp which provides mellifluous live music, reminiscent of the Seas around Greece. sets. The well-stocked bar displays many types of the traditional Greek drink, Ouzo, with its strong aroma of aniseed. Though colorless, Ouzo turns milky white when ice or water is added.

Health and Wellness for Children Essay Example for Free

Health and Wellness for Children Essay The Centers for Disease Control and Prevention (CDC) states that the financial cost of childhood obesity tips the scale at 3 billion dollars annually. Children of all ages need to engage in at least 60 minutes of physical activity on a daily basis and become informed about proper nutrition benefits with the support of their parents. Physical education, provided from school, is an ideal way to encourage activity and develop fitness among children and, for many children, will be their only preparation for an active lifestyle. For this reason, the CDC, the National Association for Sport and Physical Education (NASPE), and the American Heart Association all recommend comprehensive daily physical education for children K-12. Obesity itself is a problem, but it also contributes to many other health issues. The obese children of this country are now at risk for many other diseases such as diabetes, hypertension, high cholesterol, cardiovascular problems, and may become obese adults if the problem is not managed. According to the Surgeon General Report (2010) over weight adolescents have a 70% chance of becoming overweight or obese adults; which then puts them at risk for a number of health problems including heart disease, type 2 diabetes, high blood pressure, and some forms of cancer. The Surgeon General Report (2010) also states that children perceived as overweight suffer from social discrimination, meaning they have poor self-esteem and depression. A solution to keep children from becoming overweight, obese, or to reduce obesity is to generate a before or after school exercise program including nutrition information. Parents need to become involved as well. Children should be assigned 60 minutes of physical activity and a nutrition information sheet for homework every day. A binder must be developed so the parents and children can log their activity and keep track of their nutrition information. To help keep the children and parents interested and knowledgeable about exercise and nutrition the schools can hold a before or after school sessions for parents and children to attend if the they would feel more comfortable being instructed versus on their own. Families can either plan at home activities to meet the  requirements, or attend the school’s program where they will have a safe environment to exercise. The CDC (2010) recommends giving a child a safe environment in which they can play actively and be encouraged to swim, bike, skate, and play sports. Physical activity before or after school should provide opportunities for all students, including those with disabilities, to practice what theyve learned in physical education, work towards the nationally recommended 60+ minutes of daily moderate-vigorous physical activity, and prepare the brain for learning. Additional benefits include social interaction and engagement of students in safe, supervised activities. The Department of Health and Human Services (2008) recommend that children’s activity time include moderate to vigorous aerobic activity, muscle strengthening, and bone-strengthening exercises, and that young people should be encouraged to participate in age-appropriate, enjoyable, and diverse activities. There are many examples of physical activity, including not only team sports but also walking, biking, swimming, hiking, dancing, gardening, and many other group or individual activities. Recreational activities enjoyable to youth help ensure that they continue to engage in those activities. Outdoor activities can be enjoyed in a variety of locations and are often less expensive, more accessible, and can foster life-long activity. To accommodate all children’s needs and desires for physical activity the school can link their activities with the other local programs at various locations such as the YMCA, girls/boys scouts, boys and girls clubs, etc†¦ The children will gain a self-motivation to become a healthy life-long active individual. This program can reduce the rates of overweight and obese children around the world. Much of the world has become sedentary due to new technologies and the busyness of the world. The program will help children learn the importance of physical activity and help them feel and act more energetic. They will start to learn and implement a healthy lifestyle that they will be able to carry on to adulthood. The persons who implement and agree upon this program will help to keep children safe and will benefit from assisting them to improve their lifestyles and help prevent and reduce obesity. The program will be successful because it will allow the overweight and obese children to be more active which can help aide in weight loss. By teaching them these behaviors all through their school age they will learn the behaviors and hopefully prevent obesity as an adult and all the other associated health problems. The Surgeon General Report (2010) says that it is recommended for Americans to accumulate at least 60 minutes of moderate physical activity most days of the week for children, and even greater amounts may be necessary for the prevention of weight gain, for weight loss, or sustaining weight loss. Many schools do not have the funds to support a physical education program. There are numerous grants that provide funds to schools in need of these programs. Many of the organizations are non-profit groups while others are run by the state or federal government. Some of the grants are: Carol M. White Physical Education Program, PTA Healthy Lifestyles, Funds for Fuel Up to Play 60, and ING Run For Something Better School Awards Program. Aside from grants schools can also advertise for professional volunteers to help assist with exercise and nutrition classes held before or after school to educate the children and parents. As childhood obesity rates climb, attention is being directed towards school lunches as a possible solution to the problem. Even if children are provided vegetables and fruits, many children won’t eat them unless they’ve been over-steamed, which drains nutrients, and many fruits are in sugary syrups. The healthy options given at lunch time can’t simply be forced onto the children’s plates because it will just end up in the garbage. But that’s where the nutrition education portion comes in. Teaching children about the dangers of being overweight and being afflicted with childhood obesity, and letting them come to terms with it if they are, is an essential step in the right direction. Changing the school lunches and the vending machines to healthier foods will help in reducing obesity, but these overweight and obese children need more than just a healthy option for lunch and a snack. They need lifestyle changes that carry on to adulthood which includes education on how to choose the right foods for breakfast, lunch, snack, and dinner as well as participating in physical activity on a daily basis. Children should have several opportunities to be active throughout the week and year round. Activity should be a normal part of a child’s day, from walking or biking to and from school, where appropriate, to participating in a physical education class, to engaging in active games during recess, after school, or in the summer at home, in a park, or on a playground. All children benefit and gain enjoyment from physical activity, regardless of ability or disability status, gender, or athletic inclinations and talents. The benefits of physical activity extend beyond childhood too young people who grow up physically active more likely to be active adults. Likewise, young people who feel supported by friends and families or are surrounded by others interested in physical activity are more likely to participate in both structured and non-structured activities. These social areas are powerful in determining children’s actions.

What You See is the Real You, Willard Gaylin

What You See is the Real You, Willard Gaylin   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  In the passage What You See is the Real You, Willard Gaylin argues against the way some people use the insights that psychoanalysis provides. He explains that psychoanalysis is used to explain the motives and purposes behind human behavior, yet it leads to the tendency to think of the inner man as the real man and the outer man as an illusion. Gaylin supports his position with his discussion of how the real self is not the inner self, but what one seems to be from ones character traits, attitude, and behavior. He also points out that intentions play no role in constructing the real self. Because of this, Gaylin convincingly shows that the self is affected by ones attitude and behavior and ones actions and that the intentions to construct the real self play no role.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Gaylins argument is convincing because he claims that what we pretend to be, what we are perceived by others is the real self. Ones real self can be distinguished through what one seems to be. According to Gaylin, A man may not always be what he appears to be, but what he appears to be is always significant of what he is. A man is the sum total of his behavior. In other words, ignore what he is or has done, and focus on the behavior, character traits, and attitude that comes from him. For example, in the story Of Mice and Men, one of the main characters was thought to be a huge, scary guy because of what the others perceive him to be, thus they stayed away from him. Yet, he was the softest one out of all the characters even though his physical attributes say something different. Though due to the others ignoring his behavior and attitude, it lead to his death because they were scared of him. If the others had paid attention to his behavior and attitude more instead of his physical attributes, I believe that he wouldnt have died and that he could of became one of their good friends. Before judging a person, t ake the time to look at how his behavior, attitude, and character traits represents them because that is his real self.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The good intentions of a person are another form of self-advancement. Gaylin states that You are for the most part what you seem to be, not what you would wish to be, nor, indeed, what you believe yourself to be; therefore the intentions made by a person to construct his real self is to make them look good. In other words, he is doing good deeds to cover up for his bad side. For example, a boy supports his two younger siblings through mugging senior citizens. Sure, the money is used to support his siblings and not for drugs, but that still does not explain why he doesnt find a job to earn money instead. The intentions in this act doesnt construct the real self, but instead, it constructs the inner self as to making him look like a good boy and not a bad boy. In the end, instead of having good intentions to construct the real self, just be yourself in the way where you are who you are, not because of your deeds.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  I strongly agree with Gaylin that the ideas of the real self being constituted from behavior, character traits and attitude, and that the intentions a person as can make another person perceive him as a good person. According to Gaylin, the inner man is a fantasylike any fantasy, it serves your purposes alone. It has no standing in the real world which we share with each other. Through all means, if youre trying to make yourself look like a good person, keep it to yourself because it wont change a persons view of you that much. For instance, when the world found out that singer Chris Brown physically abused his girlfriend Rhianna, he apologized to the world with a video of him stating his actions. It made no difference. Fans werent able to stand watching their favorite singer knowing he physically abused his own girlfriends. Even after doing community service wont change the views people have. In the end, being oneself and not having intentions is a good way to getting people to know your real self.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, Willard Gaylin argues in his passage, What You See is the Real You that some people are using the insights that psychoanalysis provides wrong. Through this way, people are thinking that their inner self is their real self, and the outer self is an illusion. I strongly agree with Gaylin that the real self is not constituted by the inner self, but by his behavior, attitude, and character traits. I also agree with him that intentions are made by a person to construct ones real self into a good person. By doing this, one will look good, but one will never be their true self.

Interview Follow Up or Thank You Letter :: Interview Follow Up Thank You Letters

Kara Kreme 1234 Tennis Court Sports, CA 95616 (530) 765-4321 kkreme@email.edu March 1, 2001 Ms. Kristi Krispy, Coordinator The Internship and Career Center University of Somewhere One Chance Avenue Sports, CA 95616 Dear Ms. Krispy, Thank you for the opportunity to interview for the position of Student Advisor this afternoon, Friday, March 1, 2001. It strengthened my interest in the position and reinforced my confidence in my ability to excel should I be selected for the position. My experience working with fellow Somewhere students, organizational skills, and work ethic would benefit students visiting the ICY, and would allow me to grow professionally. My position as a Resident Advisor in Dasher Hall provides me with outstanding training. As we discussed in today’s interview, selection is a very personal issue for most students. As an RA, I am often praised for my ability to work with residents on issues that require sensitivity. I am fortunate to balance my strong people skills with strong organizational skills. I realize that during the interview I may not have emphasized my administrative abilities as fully as I would have liked. Thanks to my summer job with LK&N, I have extensive experience meeting deadlines, maintaining records, and generating reports. In fact, the database I am most familiar with is ACCESS, the program used by ICY Student Advisors. I trust that my ability to perform the job will be evident if you talk with Resident Director Donna Donalds, my supervisor at Somewhere Housing. To verify my administrative skills I encourage you to contact Megan Megster, Customer Records, LK&N, at (999) 454-5454. Her name is not on the Reference Sheet I left with you at the conclusion of the interview. In closing, I would like to restate my interest in the Student Advisor position with the Somewhere Internship and Career Center for the 2001-2002 academic year.

A Study on Attrition Level

CHAPTER – 1 INTRODUCTION Attrition our asset walk out of the door each evening, we have to make sure that they come back the next morning, says Narayana Murthy chief mentor of Infosys. Attrition meaning: â€Å"A reduction in the number of employees through retirement, resignation or death† The upshot, from an organization’s perspective, is greater staff turnover or, in some cases, the development of an ‘employee- retention problem’. It is increasingly hard and more expensive to find suitable replacements quickly when people leave, leading to inefficiencies and lost business opportunities.Moreover, because people are occupying more highly skilled jobs, greater potential damage is done to organizations when people leave. Precious accumulated knowledge and experience leaves through the front door with them when they go. Despite these truths about our contemporary business environment, many managers seem to find it hard to adjust. There remains a tendenc y to run organizations in quite an autocratic, inflexible, controlling kind of way.Unwanted staff turnover results because attractive, alternative job opportunities are more readily available, yet this rarely seems to lead to any kind of critical self-appraisal of the way we manage our people. The truth is that most times when there is an unwanted resignation it should be seen as an organizational failure. A valued asset in which the organization has invested time and resources has been lost. This should lead us to reflect on the causes, to think about how things could have been made to turn out differently, and to adjust our practices so that the chances of its happening again are reduced.However, such a response is rare. Instead, we brush aside the departure, blame everything and everyone but ourselves, and cheerfully resist the need to change the way we operate. In tight labour markets this just results in higher levels of unwanted staff turnover. Self-evidently, it is necessary to find out why people are leaving our organization before we can put in place measures to improve the employee-retention record. Individuals may choose to resign their jobs for many different reasons, but there is a tendency for some to be more significant than others among specific groups of employees or in certain organizations.Particular professions have evolved their own labour market dynamics, with the result that the leaving behavior displayed by some occupational species differs from that of others. Moreover, departures take different forms and occur in different patterns according to prevailing organizational circumstances, much depending on culture, management orientation and competitive position. With more and more stores opening each year and trading hours continually expanding, employees with the right skills and experience have little difficulty to find new employment.If people become unhappy in their jobs, they do not need to stay around trying to sort problems out. I nstead they go and work elsewhere. Aside from its relative fluidity, the retail labour markets have other characteristics that make it rather different from others. Many are attracted to the industry by the hours of work and want hours that allow them to work around those of their partners. Why do employees leave the organization? There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay.The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization. Another factor is career growth. In many organizations, only 20% of employees are able to go to senior levels. This means that the remaining 80% of employees look for other org anization where they can get opportunities for growth.One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions. The percentage of women workers is also responsible for higher attrition rate. These days, the percentage of women workers is around 30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours. 80% of employee urnover can also be attributed to the mistakes during hiring process. Other factors include accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions leading to strained work relationships with the employer; lack of security of employment et al also contribute for higher attriti on rate. Cost of attrition There are a number of costs which are incurred by a BPO when they hire any new employee these costs can be in terms of monetary or can be in terms of monetary or can be in terms of time wasted or any other intangible things.Some of these costs can be as stated below:- 1. Hiring or Recruitment Costs: Costs of advertisement, agency costs, employee referral costs, internet posting costs, etc 2. Training Costs: Induction program costs, lodging costs during that period, orientation material costs and cost of person who conducts orientation 3. Low Productivity Costs: As new employee is learning new job, company policies, etc. , they are not fully productive. 4. New Hiring Costs: Cost of bringing new person aboard, time taken in understanding the job of the employee who left and other perks given. 5.Low Sales Cost: Experience and the contacts that were lost, time for which the position was vacant and other such things which result in either loss of customers or l ower sales. Role of HR Department: Attrition Rate is good for the organization as long as the rate is at normal level. This will help the organization to get new blood into the organization and for the organization to develop. But it becomes a problem when the attrition rate is abnormal. Therefore, HR Department has the most crucial role to play in any organization. At the time of conducting interviews, the HR personnel try to bring right candidate to the right job.Similar is true even when the attrition rate is abnormal, so they have a very crucial role to play. Following are some of the tips to reduce attrition rate: – Hiring individuals who are truly fit to succeed in the position for hire will dramatically increase the chances of that employee being satisfied with his or her work, and remaining with the company for an extended period of time. Employees should not only be selected on the basis of communication skills and educational qualifications. Communication of employe e's roles, job description and the responsibilities within the organization, new policies will help to retain employees.Participative Decision Making – It is incredibly important to include employees in the decision making process, especially when decisions are related to employees. This can help to generate new ideas and perspectives that top management might never have thought of. Sharing of Knowledge with Others – Allow the members to share their knowledge with others. This helps in retention of information. This also lets a team member know that he is a valuable member of the organization. Similarly, facilitating knowledge sharing through an employee mentoring program can be equally beneficial.Shorten the Feedback Loop – This helps the employees to know the feedback to their work within a short period. This also helps to keep performance levels high and reinforce positive behavior among employees. Pay Package – Any employee wants to be appropriately p aid and fairly for the work he or she does. For this, conduct a research to find out the pay package in other similar type of organizations at regional as well as at national levels. Balance Work ; Personal Life – No doubt family is exceptionally important to employees. When work begins to put pressure on one family, no pay package will keep an employee in the organization.Therefore, there should be a balance between work and personal life. Small gestures like allowing an employee to take an extended lunch once a week to watch his son's cricket game will result in loyalty and helps to retain the employee. Organizational Culture – Try to select the candidates who believe in the organization culture and adopt with ease to organization culture. Exit Interview with the employees who are leaving the organization will help the organization to find out the reasons why the employees are leaving the organization.This will also help to find out any drawbacks in the organization. Another method to reduce attrition rate is that they should find out why employees are leaving the organization from the employees who are working for the past so many years. Motivational Training – It is sure that motivational training helps to retain the employees. One of the crucial aspects to motivate employees is to ensure that they have ample growth opportunities which can be provided through training. Multi-Tasking – One of the ways to retain the employees in the organization is try to get people with different qualities ike smart, adaptable, and capable of multi-tasking. Referrals – Another technique is to try to get the employees hired through referrals. This makes them stick with the organization. No Favoritism – One of the surest ways to create animosity and resentment in an organization is to allow favoritism and preferential treatment towards an employee. Be sure to treat all employees equally and avoid favoritism at all costs. ATTRITION RAT E: There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay.The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Attrition Rates in Different Sectors in India During 2007: The attrition rates in different sectors for the year ended 2007 are shown in the following table: – Sector | Attrition Rate| FMCG| 17  Ã‚  | Manufacturing| 20  Ã‚  | Capital Goods| 23  Ã‚  | Construction| 25  Ã‚  | Non Voice BPO| 25  Ã‚  | IT – ITES| 27  Ã‚  | Telecom| 30  Ã‚  | Pharmaceuticals| 32  Ã‚  | Bio Technology| 35  Ã‚  | Services| 40  Ã‚  | Financial| 44  Ã‚  | Aviation| 46  Ã‚  | Retail| 50  Ã‚  |Voice – Based BPO| 50  Ã‚  | Source: Times of New York | | Benefits of Attrition: Good attrition minimizes the adverse impact on business. Desirable attrition includes termination of employees with whom the organization does not want to continue a relationship. It can be through resignation or by the employer. The benefits are: – * Removes bottle-neck in the progress of the company. * Creates space for the entry of new talents, external as well as internal. * Helps planting â€Å"ambassadors† in the eco-system who can have a positive impact on the growth of the organization. * Assists in evolving high performance teams. Infuses new blood into the organization. * Enhances ability for execution. * New thoughts, ideas, and hence, more innovation and creativity at work. * Knowledge of best practices from across the industry is brought in. * It is also an opportunity to induct employees at a lower cost with fresh skills and competencies aligned to the current need of business. Worst effects of attrition: * Loss of knowledge capital. * Delay in execution of projects / assignments. * Loss of production. * Increasing cost of recruitment. * Impact on employer brand. * Burden and burn-out on existing employees. Internal information and knowledge is being shared outside. * Existing team also gets de-focused / de-motivated for sometime. Reasons for leaving Pull factors The major causes of employee turnover fall into four categories: ‘pull-type’ causes, ‘push-type’ causes, unavoidable causes, and situations in which the departure is initiated by the organization rather than by the employee. Each is fundamentally different from the other and demands a different type of organizational response when it is identified as the major explanation for turnover among members of particular occupational groups.Pull-type resignations occur when the major cause is the positive attraction of alternative employment. The employee concerned may be wholly satisfied with his or her existing organization and happy in the job, but nonetheless decides to move on in search of something even better. It may be a higher rate of pay, a more valued benefits package, more job security, better long-term career opportunities, and a less pressured existence, the opportunity to work overseas, a shorter journey to commute or more convenient hours of work.Push factors By contrast, in the case of push factors the major underlying cause of resignations is the perception that something is wrong with the existing employer. The person concerned may move in order to secure a ‘better job’, but he or she is as likely to join another organization without knowing a great deal about it just because he or she no longer enjoys the current one. In doing so the hope is that working life will improve, but there is no guarantee that it will.A range of different push factors can be identified, ranging from a dislike of the prevailing organizational culture to disapproval of changed structures and straightforward personality clashes with colleagues. Perceptions of unfa irness often underlie these types of departure, but they can also occur simply because the employee is bored or generally fed up with the day-to-day work. He or she thus starts looking for something (or anything) different, and leaves on finding a suitable alternative. In the more extreme cases of dissatisfaction people leave before securing another position.Unavoidable attrition This category comprises reasons for leaving which are wholly or mainly outside the control of the organization. The resignation does not occur because of dissatisfaction with the job, or the perceived opportunities provided elsewhere, but for reasons that are unconnected to work in any direct sense. The most common is retirement, which affects almost everyone at some stage, but there are many others too. Illness is often a cause, because it incapacitates either the employee or a relative for whom he or she has caring responsibilities.Maternity is another reason woman often preferring not to return to the sa me job after their leave, either to take a break from work altogether or in order to secure a job that makes it easier for them to combine work with childcare arrangements. Involuntary attrition Final major category includes departures which are involuntary and initiated by the organization. The employee would have remained employed had he or she not been asked or required to leave. Redundancies clearly fall into this category, along with short-term layoffs, the ending of fixed-term contracts and other dismissals of one kind or another.Many resignations are also in fact largely involuntary because people often prefer to ‘jump before they are pushed’. Someone who knows she is to he made redundant in a few months therefore seeks alternative employment ahead of time, while a colleague who believes his employment will soon be terminated on grounds of poor performance secures another job before being formally dismissed. Although such turnover can sometimes be characterized a s ‘functional’ rather than ‘dysfunctional’, it still carries a cost and is thus best avoided where possible. Table 1. 1. Attrition rates in the world Country| Percentage|US| 42| Australia | 29| Europe| 24| India| 18| Global Average| 24| * Source-Times News, New York 1. 3 OBJECTIVES OF THE STUDY Primary objective: 1. Find out the attrition level in XXX retail limited. Secondary objectives: 1. To study causes for attrition. 2. To find out the retention strategies adopted. 3. To study the satisfactory level of employees. 4. To analyze the effect of attrition. 5. To offer suggestions to reduce attrition. 1. 4 Need for the study 1. More time is spent recruitment and selection. 2. The trained employees must be retained. 3. Study concentrates the reasons for attrition. 4.The various dimensions analyzed and solutions offered for attrition 1. 5 Scope of the study The purpose of the research is to identify and prioritize work place related factors that trigger  "job switch or attrition among XXX Fresh Limited employees†. Employee retention is therefore important in a business’s ability to keep the most talented people in the organization and avoid unwanted turnover. So that the respondents could stay in the same Organization, and attrition rate could also be reduced. 1. 6 Limitation of the study 1. Opinion and perception of the employees changes over a period of time. 2.The respondents are not cooperative to answer the question. 3. Some of the respondent may not agree with the statement 4. Since the respondents are very busy, they are hurry and unable to spare much time with the researcher. CHAPTER 2 Review of literature 1. Title: Studied on Attrition at the presidency kid leather shoe Division Author- Balakrishnan Date- October 1994 ABSTRACT: Studied on Attrition at the presidency kid leather shoe Division. The sample size is 40 and used simple random sampling technique. He found that the manufacturing unit is not satisfied w ith basic needs like nature of the work, income level etc.He also insisted that proper performance appraisal system does not exist in that Organization. The researcher suggested for policy development, good performance management system, need analysis, career planning, counseling, etc. 2. Title: Studied on employee Attrition at Satyam Computers Author- Bharathan Prahalad Date- November 2000 ABSTRACT: Bharathan Prahalad(2000) studied on employee Attrition at Satyam Computers. The sample size is 30 and he used questionnaire method. The result of the study shows that the need for promotions, need for consumer loans, need for salary revision.The researcher suggested for training sessions, overseas opportunity for the employees, Employee stock option, good work environment, flexi timings, recreation etc. Attrition rate, attrition causes. 3 . Title: Study on influence of HR practice on Retention of Talent at Cyber Korp India Author- Mohamed Habeeb Date- March 2005 ABSTRACT: Mohamed Habeeb (2005) made an attempt to study on influence of HR practice on Retention of Talent at Cyber Korp India. The scope of the study was restricted to the employees of Cyber Korp India. The scope of the study was restricted to the employees of Cyber Korp.The objective is to identify the various causes for attrition in the Company and the influence of HR practices on retention of talents. The researcher used descriptive method on the primary data collected from the study unit. The researcher, using interview schedule collected the data on retention. The sample size is 50 selected at random. The result of the study shows that the female employees have high mentor relationship than male employees in that Organization. Male employees show high interest in team work than female. Experienced employees have less mentorship.Researcher suggested that compensation is the key area of retention, and also suggested for restructuring of the salary levels. To adopt for best HR practices such as Trainin g, mentoring, Career mapping, Performance appraisal and feedback system. 4 . Book: Love Employees or Lose Employees: Getting Good People to Stay Author- Beverly Kaye, Sharon Jordan-Evans Publisher – Berrett-koehler Publishers Date- January, 2008 They underlined that employee retention is a process in which the employees are encouraged to remain with organization for the maximum period of time or until the completion of the project.Employee retention is beneficial for the organization as well as the employee. Employees today are different. They are not the ones who don’t have good opportunities in hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees. If they don’t, they would be left with no good employees. A good employer should know how to attract and retain its employees. Retention involves five major things such as Compensation, G ood environment, Growth, Relationship and Support.Book: 5 . Article: Keeping Good People Author- Roger Herman Publisher – Academy of Management Review Date- January, 2008 ABSTRACT: In his review the author says that â€Å"Employee retention involves being sensitive to people’s needs†. Employee attrition is running wild in today’s tight labor market; however, the companies that keep their employees have found that what matters most is not the pay, benefits, or perks, but the quality of the relationship between employees and their direct supervisors. The bottom line is that people leave managers, not companies. . Article: Intra organizational and inter organizational job change Publisher – Journal of business and psychology Date- December, 1996 ABSTRACT: Quality of employment survey panel data to compare the determinants of intra organizational and inter organizational job change. To discriminant function were significant, the first distinguishing be tween intra organizational changers and stayers and the second between inter organizational changers and stayers. 7 . Article: Employee attrition and retention strategiesPublisher – INDIAN EXPRESS NEWSPAPER Date- September 16, 2006 ABSTRACT: The HR managers have been facing a tough time finding a suitable replacement with required experience and ability, to fill up the vacancies created on account of exit of key employees. The reasons can be varied like shortage of skilled manpower, growth in opportunities as a result of economic reforms and liberalized policies pursued by successive governments. 8 . Title: Employee retention needs a proper strategy Author- DR,Saurabh Guptha Date- October 2003 Abstract :The study revealed that the employee retention involves being sensitive to peoples needs and demonstrating the various strategies in the five families detailed in Roger Herman’s Classic book on employee retention, keeping good people. Employee attrition is running wild in today’s tight labor market. However, the companies that keep the employees have found that what matters most is not the pay, benefits or perks, but the quality of relationship between and the direct supervisors. The bottom line is that people leave managers not companies.Control and ownership an approach of being an advisor is necessary to maintain effective and satisfactory control over employees. The value of recognition successful organization realizes employee retention and talent management are integral to sustaining their leader ship and their growth in the market place. Becoming an employee of their choice by retaining the high caliber employees in today’s labor market should be the highest priority CHAPTER 3 RESEARCH METHODOLOGY Methodology is defined as the specification of methods and procedures for acquiring the information needed. It is a plan or frame work for doing the tudy and collecting the data. Research Methodology minimizes the degree of uncertain ty involved in management describes research is characterized by systematic, objective, reproducible, relevant and control. This project is a study marked by promulgation of research questions. The investigator already knows the substantial amount the research problems before the project is initiated. 3. 1. 1Research Design The researcher followed analytical research design. 3. 1. 2Sampling As it was not possible to collect the information from the whole population so sampling method is adopted. Stratified random sampling method is used.Totally 120 questionnaires were prepared for employee survey. 3. 1. 2. 1 Sample Area The sample area means that place where the survey has been conducted. The sample area was XXX Retail limited, Chennai. 3. 1. 3Sampling Procedure The sampling procedure is used of the study is questionnaire method. The type of question is close ended as well as open ended question. Used by the researcher. 3. 1. 4Sample size Population of this study consist of the empl oyee of XXX Retail limited, Chennai. The total population of the company is 1140, sample of 120 employees were taken for the study.. 3. 2 DATA COLLECTION METHODThe task to data collection method often a research problem has been designed and research design chalked out. 3. 2. 1Primary Data Primary data are those, which are collected fresh and for the first time for the collection as primary data a sample survey method was used in the study. Personal interview was conducted with the help of a questionnaire prepared for the survey. 3. 2. 2 Secondary data Data which was not originally collected rather obtained from published or unpublished source are known as secondary data. 3. 2. 4Statistical Tools The analysis of the collected data is the most important part of any research o get the interpretation for the project. According to this project, there will be three statistical tools are used. They are, 1. Chi-square test. 2. Weighted average test. 3. Spearman rank correlation. 3. 2. 4. 2 CHI-SQUARE TEST: Chi-square testis used to compare the relationship between the two variables. OBJECTIVES: 1. To recognize situations requiring the comparison of more that two means or proportions. 2. To use chi-square distribution to see whether two classifications of the source data are independent of each other. 3. To use chi-square distribution for confidence intervals and testing hypothesis about a single population variance. . To use chi-square test to check whether a particular collection of data is well described by a specified distribution. Chi-square test allows us to do a lot more than just test for the quality of several proportions. If we classify a population into several categories with respect to two (2) attributes, we can than use a chi square to determine whether the two (2) attributes are independent of each other. This is used to test the difference observed between two columns of number found in two distinct categories. A chi-square can be used when data satisfy four conditions. 1.There must be two observed sets of data or one observed set of data and our expected set of data. 2. The two set of data must be based on the same sample size. 3. Each cell in the data contain an observed or expected count of five or larger. 4. The different cells in a row or column must represent categorical variables. DEGREE OF FREEDOM: (Number of Rows-1) * (Number of Columns-1) (Oi – ei) Ei Oi = Observed Value. Ei = Expected Value. N = Total Number of Observations. Ei = Row Total * Column Total N Chapter -4 DATA ANALYSIS AND INTERPRETATION Respondents Age Distribution Table-4. 1: Respondents Age DistributionParticulars | No. of respondents| percentage| 18 – 25| 24| 20| 26 – 35| 56| 46. 67| 36 – 45| 27| 22. 5| Above 45| 13| 10. 83| Total| 120| 100| Figure-4. 1: Respondents Age Distribution Inference It can be seen that merely half of the respondents were between the age group of 26-35 years. Respondent marital status TABLE 4. 2 †“ Respondents marital status Particulars| No. of respondents| Percentage| Married| 82| 68. 33| Unmarried| 38| 31. 67| Total| 120| 100| Figure-4. 2 – Respondents marital status Inference It can be inferred that 3/4th of the respondents were married. Respondents Educational QualificationsTable 4. 3 – Respondents Educational Qualifications Particulars| No. of respondents| Percentage| UG| 32| 25. 83| ITI| 18| 15| PG| 67| 55. 83| Others| 3| 2. 5| Total| 120| 100| Figure-4. 3 – Respondents Educational Qualifications Inference It can be inferred that more than half of the respondent were qualified post graduates it’s a good sign for the organization. Respondents Work Experience Table -4. 4 – Respondents Work Experience Particulars| No. of respondent| Percentage| 0 – 2 years| 48| 40| 3 – 5 years| 53| 44. 17| 6 – 8 years| 17| 14. 17| Above 8 years| 2| 1. 66| Total| 120| 100| Figure 4. – Respondents Work Experience Inference It can be seen that almost of the respondents were between the experience level below 5 years. Respondents understanding towards the job Table 4. 5 – Respondents understanding towards the job Particulars| No. of respondents| Percentage| Not at all| 0| 0| Not really| 8| 6. 67| Some what| 33| 27. 5| Pretty much| 45| 37. 5| Totally| 34| 28. 33| Total| 120| 100| Figure 4. 5 – Respondents understanding towards the job Inference It can be seen clearly that almost all of the respondents were understand their job well. Respondent reason for dissatisfactionTable 4. 6 – Respondent reason for dissatisfaction Particulars| No. of respondents| Percentage| Work pressure| 31| 25. 83| Management decisions| 18| 15| Work environment| 6| 5| Pay structure| 48| 40| Others| 17| 14. 17| Total| 120| 100| Figure 4. 6 – Respondent reason for dissatisfaction Inference It can be clearly seen that merely half of the respondents feels that pay structure makes them dissatisfied. Respondent opinion about the management steps Table 4. 7 – Respondents opinion about the management steps Particulars | No. of respondents| Percentage| Not at all| 21| 17. 5| Some what| 42| 35|Average| 36| 30| Really good| 21| 17. 5| Total| 120| 100| Figure 4. 7 – Respondents opinion about the management steps Inference It has been clearly observed that 2/3rd of the respondents feel that the management steps were somewhat satisfactory for them. Respondent’s opinion about the internal improvements needed in organization Table 4. 8 Respondents opinion about the internal improvements needed in organization Particulars | No. of respondents| Percentage| Employee motivation| 22| 18. 34| Working environment| 18| 15| Monetary benefit| 46| 38. 33| Others| 34| 28. 33| Total| 120| 100| Figure – 4. Respondents opinion about the internal improvements needed in organization Inference It can be inferred that 2/3rd of the respondent’s feels monetary benefits is to be improv ements. Respondent’s opinion about the external improvements needed in organization Table 4. 9 Respondents opinion about the external improvements needed in organization External improvements| No. of respondents| Percentage| Innovative technology| 18| 15| External training programs| 47| 39. 17| New products| 12| 10| Others| 43| 35. 83| Total| 120| 100| Figure – 4. 9 Respondents opinion about the external improvements needed in organization InferenceIt can be clearly seen that most of the respondents feels that external training programs should be conducted Respondent’s opinion about retention strategy Table 4. 10 – Respondents opinion about retention strategy Particulars| No. of respondents| Percentage| Hiring suitable person| 18| 15| Allowing in decision making| 9| 7. 5| Good compensation| 42| 35| Good communication| 12| 10| Exit interview| 39| 32. 5| Total | 120| 100| Figure 4. 10 – Respondents opinion about the retention strategy Inference It is clearly inferred that merely half of the respondents feels good compensation is the best strategy for retention.Respondent’s opinion about learning new things Table – 4. 11 Respondents opinion about learning new things Particulars| No. of respondents| Percentage| More| 67| 55. 83| Less| 19| 15. 83| No| 34| 28. 34| Total| 120| 100| Figure – 4. 11 Respondents opinion about learning new things Inference It can be inferred that more than half of the respondents feels that they can learn more new things. Respondent’s opinion about communication between the superior Table 4. 12 – Respondents opinion about communication between the superior Particulars| No. of respondents| Percentage| Yes| 73| 60. 83| No| 47| 39. 7| Total| 120| 100| Figure 4. 12 – Respondents opinion about communication between the superior Inference It can be clearly observed that most of the respondent’s feels that they can communicate with their superiors at any time Res pondent’s opinion about promotion method Table 4. 13 – Respondents opinion about promotion method Particulars| No. of respondents| Percentage| Yes| 83| 69. 17| No| 37| 30. 83| Total| 120| 100| Figure 4. 13 – Respondents opinion about promotion method Inference It can be inferred that 3/4th of the respondents feels that their promotion is given based on their skills.Respondent’s opinion about stress Table 4. 14 – Respondent’s opinion about stress Particulars | No. of respondents| Percentage| Highly agree| 12| 10| Agree| 17| 14. 17| Neutral | 29| 24. 16| Disagree| 38| 31. 67| Highly disagree| 24| 20| Total | 120| 100| Figure 4. 14 – Respondent’s opinion about stress Inference It is clearly inferred that more than half of the respondents disagree that they having stress in their work. Respondent’s opinion about recreational facilities Table 4. 15 – Respondents opinion about recreational facilities Particulars | No. o f respondents| Percentage |Highly satisfied| 10| 8. 33| Moderately satisfied| 20| 16. 67| Neutral | 49| 40. 83| Moderately dissatisfied| 23| 19. 17| Dissatisfied | 18| 15| Total | 120| 100| Figure 4. 15 – Respondents opinion about recreational facilities Inference It can be clearly seen that merely half of the respondents were neither satisfied nor dissatisfied about the recreational facilities. Respondent’s opinion about working space Table 4. 16 – Respondents opinion about working space Particulars | No. of respondents| Percentage | Highly satisfied| 33| 27. 5| Moderately satisfied| 58| 48. 33| Neutral | 21| 17. | Moderately dissatisfied| 6| 5| Dissatisfied | 2| 1. 67| Total | 120| 100| Figure 4. 16 – Respondents opinion about working space Inference It can be clearly seen that 3/4th of the respondents satisfied with the working space. Respondent’s opinion about worst of attrition Table 4. 17 – Respondents opinion about worst of attrition Particulars| No. respondents| Percentage | Cost of recruitment| 43| 35. 83| Loss of production| 18| 15| Loss of knowledge capital| 27| 22. 5| Training cost | 32| 26. 67| Total | 120| 100| Figure 4. 17 – Respondents opinion about worst of attrition InferenceIt can be clearly seen that 2/3rd of the respondents feels that cost of recruitment and training cost is worst effect of attrition Respondent’s opinion about the best effect of attrition Table 4. 18 – Respondents opinion about the best effect of attrition Particulars| No. of respondents | Percentage| Removes bottle necks | 39| 32. 5| Entry of new talents| 53| 44. 17| Infuses of new blood| 28| 23. 33| Total | 120| 100| Figure 4. 18 – Respondents opinion about the best effect of attrition Inference It can be clearly seen that merely half of the respondents feels that entry of new talents is the best effect of attrition.Chi – square Experience and dissatisfaction levels in job Table 4. 19 Chi-Square Experience Dissatisfaction | 0 – 2| 3 – 5| 6-8 | Above 8 years| Total | Work pressure | 19| 11| 1| 0| 31| Management decision | 8| 6| 3| 1| 18| Work environment | 0| 2| 3| 1| 6| Pay structure | 14| 28| 6| 0| 48| Others | 7| 6| 4| 0| 17| Total| 48| 53| 17| 2| 120| Null hypothesis H0: There is no significant relationship between the experience and dissatisfaction of job. Alternate hypothesis H1: There is a significant relationship between the experience and dissatisfaction of job. Level of significant: LOS= 95% (. 05%)Degree of freedom: DOF= (M-1) (N-1) = (5-1) (4-1) Degree of freedom = 12 Z tab= 21. 026 2 = ? ( O – E )2/E Expected valued: E = ( row total * column total ) / grand total 2 = 3. 51 + 0. 52 + 2. 61 + 0. 51 + 0. 08 + 0. 47 + 0. 07 + 1. 63 + 2. 4 + 0. 15 +5. 43 + 0. 81 + 1. 4 + 2. 18 + 0. 09 +0. 8 + 0. 005 + 0. 3 + 1. 06 + 0. 28 Z cal = 24. 305 Calculated value > tabulated value Zcal > ztab H0 is rejected. H1 is accepted There is a significant relation ship between the experience and dissatisfaction of job. Spearman rank correlation Table 4. 20 – Ranking for stress and recreational activityStress| Rank 1| Recreational activity| Rank 2| Difference(D)| (D)2| 12| 5| 10| 5| 0| 0| 17| 4| 20| 3| 1| 1| 29| 2| 49| 1| 1| 1| 38| 1| 23| 2| -1| 1| 24| 3| 18| 4| -1| 1| | | | | ? (D)2| 4| R = 1 – 6? D2 (n (n2 – 1)) = 1 – (6*4) (5 (25-1)) = 1 – 0. 2 R = +0. 8 Since the correlation value (R) is +0. 8 there is a high correlation between the stress and recreational activity. Chapter 5 5. 1 Findings 1. Half of the respondents (47%) are in the age group of 26-35 years. 2. 3/4th of the respondents (68%) were married. 3. Half of the respondents (56%) were qualified post graduates. . Majority of the respondents have an experience of less than 5 years. 5. All the respondents have understood their job. 6. Merely half of the respondent’s (40%) feel that pay structure makes them dissatisfied. 7. 2/3rd of the respond ents are not much satisfied with the management policies. 8. 2/3rd of the respondents (39%) feel hike in salary can be offered. 9. Most of the respondents ( 39%) feel that external training programs should be conducted 10. All the respondents feel good compensation and hiring suitable person is the best strategy for retention. 1. More than half of the respondents (56%) feel that they get opportunity to learn more. 12. More than half of the respondents (61%) said they can communicate with their superiors at any time. 13. Merely 3/4th of the respondents (70) said their promotion is based on their skills. 14. More than half of the respondents (52%) disagreed that they have stress in their work. 15. Nearly half of the respondents (41%) were neither satisfied nor dissatisfied about the recreational facilities. 16. 3/4th of the respondents (75%) are satisfied with the working space. 17. /3rd of the respondents (36%) feel that due to attrition the cost of recruitment and training increases 18. Nearly half of the respondents (47%) feel that due to attrition there is entry of new talents. 5. 2 Suggestion 1. Management should give good job description to employees. 2. The organization should change the pay structure based on the nature of job. 3. The organization should conduct more external training programs to improve the efficiency of the employees. 4. The organization must appoint right person for the right job which will help to reduce attrition. 5. They must have two way communication. 6.The organization should provide more recreational activity to employees to relieve form stress. 7. Career growth and higher education is main cause for attrition in XXX, so the organization can give promotions and hike in salary in regular interval to reduce the attrition level. 8. Cost of recruitment and loss of knowledge capital were the worst effect of attrition, for that the company can follow retention strategies to keep the valuable employees. 9. Even though many retention s trategies followed in the organization the best strategy is exit interview, which helps them to identify the reason for attrition. 5. 3 CONCLUSIONIn global economy many organizations find very difficult to overcome the competition and to retain the employees. Due to attrition the companies not only lose the efficient employees but also spend a lot for recruiting new employees. The study company has moderate attrition since the stress level is low. Even this attrition can be reduced if they follows’ a good retention strategy like increasing the salary in periodic interval. The main cause for employee switching over job in XXX is carrier growth. Thus the organization should not increase the salary but also give promotions to employee to make them satisfy and retain the in organization.By satisfying the employee the attrition level can be reduced. ANNEXURE QUESTIONNAIRE A STUDY ON ATTRITION LEVEL PERSONAL DATA : 1. Name: 2. Designation: 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Educational Qualification: a) UG b) ITI c) PG e) Others 6. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years OTHER DATA: 7. How well do you understand your nature of job? ? Not at all ? Not really ?Some what ? Pretty much ? Totally 8. Rate the following factors Particulars| Highly satisfied5| Satisfied4| Neutral3| Dissatisfied2| Highly dissatisfied1| Motivation| | | | | | Appraisal| | | | | | Job challenge| | | | | | Reward| | | | | | Communication with superiors| | | | | | 9. Which of the following makes you to get dissatisfied? a) Work Pressure b) Management decisions c) Working Environment d) Pay structure e) other 10. Do you believe that there is a decrease in your Dissatisfaction level after the management steps? ) Not at all b) Somewhat ok c) Average d) Really good 11. Specify the area where improvement is required internally? ? Employee motivation ? Working envi ronment ?Monetary benefits ? Other 12. Specify the area where improvement is required externally? ? Innovative technology ? External Training programs ? New products ? Others 13. For which of these reasons, you prefer to change the job. Rate the following? Particulars | Rank | Career growth| | Higher stress| | Higher education| | Health condition| |Family problems| | 14. From these following which retention strategy is the best way to reduce the attrition level? a) Hiring suitable person b) decision making c) good compensation d) good communication e) exit interview 15. There any opportunities to learn forward about your job? a) More b) Less c) No 16. Do you have any freedom to convey your immediate problems to Top-level people..? a) Yes b) No 17. Whether promotion is given based on skill? a) Yes b) No 8. Do you agree there is stress in your job? a) Highly agree b) agree c) neutral d) Disagree c) highly disagree 18. Are you satisfied with the recreation facilities provided by the or ganization? a) Highly Satisfied b) Moderately satisfied c) Neutral d) Moderately dissatisfied e) Highly dissatisfied 19. Are you satisfied with the working space provided by the organization? ) Highly Satisfied b) Moderately satisfied c) Neutral d) Moderately dissatisfied e) Highly dissatisfied 20. Which is the worst effect of attrition? a) Cost of recruitment b) Loss of production c) Loss of knowledge capital d) Training cost 21. Which is the good effect of attrition? a) Removes bottle necks b) Entry of new talents c) Infuses of new blood 22. Any suggestions for the reduction of attrition in your organization? †¦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‚¬ ¦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‚¬ ¦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‚¬ ¦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‚¬ ¦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‚¬ ¦

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Willy Loman is responsible for his own downfall.   Willy finds his own hero and tries to become the hero in his own existence.   Willy tries to become a very successful businessman, at the start of his career he thinks that no one can tell him what to.   Willy is not good with people, he is good with his hands, he is not a good salesman and he chooses the wrong career.   Willy often makes up stories or changes the stories he knows because he cannot face the truth of his life that he has not accomplished as much as he has planned.   Willy's downfall is his own doing which is brought about by his unrealistic dreams, his pride, his career choice and his failure to manage life's problems.   Ã‚  Ã‚  Ã‚  Ã‚   Willy, at a young age, noticed an old salesman who worked at an age of 80 and made a lot of money. The old salesman took orders from no one, he made his own orders and everyone did as the old man said.   When the old salesman, Dave Singleman dies, all the buyers came to his funeral. All the people Dave ever knew came.   There were thousands mourning his death.   From that point, Willy Loman found an awesome dream which he followed the rest of his life.   Willy became a salesman.   Willy is the most unqualified salesman ever!   He never sold a thing.   Willy stops seeing the truth at one point of his life and he relies on his own lies to numb his pain. The pain of knowing he cannot and wont be able to become Dave Singleman.   He is Willy Loman, who is good at fixing the house.   He is not cut out for travelling from city to city and selling goods to people he has never met before.   Willy dramatically dies living out his dream, the dream that never suited Willy Loman.   Ã‚  Ã‚  Ã‚  Ã‚   Willy does not allow people to tell him what to do.   He believes that he cannot be bossed around and that he is too important to fall under anyone's authority but his own.   Willy teaches Biff and Happy not to take orders from anyone.   He thinks this will make Biff, Happy and himself

Expressions in Canadian Native Studies by Ron Laliberte Assignment

Expressions in Canadian Native Studies by Ron Laliberte - Assignment Example In Aboriginal studies, the studies revolve around an ethical approach and the call of the Aboriginal people for justice. For example, the protocols governing native studies revolve around how elders get addressed, how to listen to them and the names used when talking about the community (Laliberte, 2000). The outcome is that it proves that there are places where native studies present the best of a university system. In Canada, Native studies relate to part of a broader process and challenges posed by the existence of the first nations. The studies provide the Aboriginal students with the knowledge and experience necessary for assisting Aboriginal communities to realize their potential. As a result, the community gets a mechanism which helps other Aboriginal students to gain access to post-secondary institutions (Laliberte, 2000). It makes the teaching and learning of Native studies an intellectual challenge and experience. Through native studies, the Aboriginal community’s history, culture, and experiences are noticeable to other communities in other parts of the world (Laliberte, 2000). Hence, for the world to hear the call of Aboriginal people, the native studies will provide the gateway for new social and material structures. In Peter Kulchyski’s article on Native studies, he goes to great lengths to show the importance of such studies in contemporary Canada. According to Kulchyski, it is extremely important to give credit to elders in the Aboriginal community (Laliberte, 2000). The illustrations of some of his statements are most notable on page 19 of the article. In page 19, he asserts that Elders in the Aboriginal communities are the key to helping the community understand all about life issues. By giving credit to elders, it is the only way that the names of knowledgeable people in the community can take place beside the names of other people from non-native communities in scholarly practice.

Applied Ethics Assignment Example | Topics and Well Written Essays - 250 words - 2

Applied Ethics - Assignment Example Therefore, ethics can cause morality to change. Finally, morality surpasses cultural norms, while ethics in most cases is overseen by professional and legal guidelines within a particular place and time (Ciulla, 2003). Ethics is fundamental to any leadership; good ethics upholds characteristic needed for an effective leader. In the leadership, you can get two scenerios, an effective leader but not ethical or a not effective leader but ethical (Ciulla, 2004). It is hard to get both. Therefore, the phrase â€Å"the ends justify the means† depends on what is the outcome and the goal and the means used to achieve them. If the outcome is good and noble then, the ends justify the means. However, most people do not mean that; they use the phrase as an excuse to achieve a particular goal, through any means no matter how illegal, immoral and unpleasant the means could be. The phrase means it does not matter how someone gets what he or she want so long have it. In most cases this phrase is used in an unfair way such that most leaders use it for self-gain. For instance, Machiavelli never liked Cesare Borgia as a person, however he was impressed by Borgia as the resolute, who got the job done, but the way he did it was morally disgusting. In ethics end justifying the means is an ethical dilemma and a popular scenario. There are things to be considered when making a decision, for instance, what is the morality of the action, the morality of the individual performing an action and the morality of the outcome. In the leadership, a good and effective leader should use a moral means to justify a moral end. This is because leaders need to be more careful than ordinary people because a leader’s moral inconsistency is highly noticeable by the public than just an ordinary individual. When their action does not meet their promote values, then they tend to lose the trust of their effectiveness from various stakeholders. There are leaders who tend to be effective in what

Are too many people being sent to prison Research Paper

Are too many people being sent to prison - Research Paper Example These are some of the questions that come to mind when one views the growing statistics of prisoners worldwide. This paper will focus on the fact that too many people are being sent to prison. There are too many people being imprisoned worldwide. The United States is leading in statistics for having many people in prison worldwide. The population in jail has risen by over ten times as compared to thirty years ago. Most prisons are overcrowded and the cost incurred by the state in its move to fighting crime is colossal and could be falling out of hand if nothing is done to address it. People are being sent to prison for minor crimes. Minor drug offenders for instance, make up a large number of inmates, are being jailed for long terms. Debaters have argued that these minor offenders should be subjected to other forms of disciplinary action like being made to do some community service in public. They claim that this would be a more positive way to punish them and subsequently the other offenders who have not been caught will learn from them (Doughty 1). Take a tour to any prison around and you won’t fail to notice the evident congestion. The prison facilities have been suffocated by the vast number of prisoners being injected to the system on a daily basis. Inmates in these prisons are facing unmentionable miseries since the facilities and resources in the prisons are not enough hence they have to live like slaves. Alabama’s prisons for instance, hold twice the number of prisoners that they were originally designed to hold. Their daily budget per prisoner is less than half the national average amount that should be spent on an individual prisoner. This strain is far from over since the number of people being sentenced is still increasing and new facilities have not been set up to accommodate them (Doughty 1). The increase in the number of people in the lower class is directly related to the increase in the number of people being sent to

5 questions 1 paragraph each Essay Example | Topics and Well Written Essays - 250 words

5 questions 1 paragraph each - Essay Example The term kairotic refers to the most appropriate time. Thus, smart cars were produced when people were already overburdened by escalating fuel prices due to global economic hardship. Smart cars were meant to help consumers use their hard-earned cash in other alternative instead of spending all their earnings on fuels. It is also a kairotic moment for American consumers to ride in smart cars. We are a smart generation and thus everything about us should be smart. Success of smart cars will eliminate the blame that Americans are the greatest polluters. A typical college paper is a â€Å"data dump†. This implies that college research papers lack adequate of practical data and information from the field or the actual problem. Moreover, the phrase implies that college research papers are developed from a theoretical perspective. Plagiarism is a form of academic dishonesty that involves using other people’s work or ideas without giving them appropriate credit (Trachsel 32). In my writing, I avoid plagiarism by using the appropriate referencing style and in text citations for any borrowed idea or

The Insanity of Being Sane Essay Example | Topics and Well Written Essays - 1250 words

The Insanity of Being Sane - Essay Example Both of these writers shared the same experiences of being insane, cast out, and maltreated just to unveil and uncover the true situations inside the mental institutions in the nineteenth century and the present time. These two literary books are inspiring and reveal the continuity of how mental institutions have been dealing with the mental patients for centuries. Nellie Bly wrote â€Å"Ten Days in a Mad-house† somewhere in 1887. She was a newspaper reporter tasks to expose the brutality and neglect among the mental patient in the mental institutions. For ten days, Bly involuntarily committed to be lockup to the Blackwell’s Island insane asylum as she is saying that â€Å"My instructions were simply to go on with my work as soon as I felt that I was ready (Bly, N.)†. To be able to be admitted to the insane asylum, she had to check in a women’s boarding facility after which she acted irregularly. This instance ignited the whole plan for Bly to enter the fa cility (Time Staff, 2009). Just like Nellie Bly, Norah Vincent is also a journalist, a brave immersion journalist who lets her self-lockup in the insane facility for ten days. Both of the two writers immersed in an insane facility. However, Bly involuntarily accepted the task being drawn to her while Vincent was required to be confined at the asylum as the author narrated â€Å"On the advice of her psychologist she committed herself to a mental institution† (Vincent N. 2009). Moreover, after ten days, Vincent decided to get out of the asylum with the promised to her self not to get back again, as she said, â€Å"I got home a wreck, and swore that, no matter how bad I felt, I would never willingly go into such a place again, never†. (Vincent N, 2008). Bly was able to convince the authority of the asylum and be confined for ten days was well planned. Bly, at first, fabricated to be mildly insane and begin the whole process by convincing her roommates as well as the owner by standing the whole night at the wall, talking a lot to never seen people, and doing strange things. The things she does were found out to be sufficient to be in front of the judge and as expected, recommended to stay inside the asylum where she had manifested the arbitrary and the vindictive rules in the asylum (Bly N. (2009). On the Contrary, Vincent was able to enter the asylum because she was diagnosed to have a mental illness that started way back ten years ago. Vincent’s depression was developed to be a sickness until she had never any choice but to enter the asylum. Nevertheless, she battled her own problems and made it a way to discover and continue her pilgrim in writing and exposing what life she had gone through inside the asylum â€Å"As her treatment and her symptoms improve, Vincent warms up to the idea that â€Å"the bin† might not be all bad, and she softens in her critique† (Vincent, N. 2008). The way she helps her self in battling her misfor tunes have gone through the process of knowing her self, realizing where she was in, grasping the feelings about her situation, and how she can help her self to be out of the asylum, as Vincent states â€Å"I spent four lost, interminable days in lockup that first time in the bin, getting worse, weeping at the sealed windows, yelping for rescue through the pay phone in the soul-destroying dayroom.

Are too many people being sent to prison Research Paper

Are too many people being sent to prison - Research Paper Example These are some of the questions that come to mind when one views the growing statistics of prisoners worldwide. This paper will focus on the fact that too many people are being sent to prison. There are too many people being imprisoned worldwide. The United States is leading in statistics for having many people in prison worldwide. The population in jail has risen by over ten times as compared to thirty years ago. Most prisons are overcrowded and the cost incurred by the state in its move to fighting crime is colossal and could be falling out of hand if nothing is done to address it. People are being sent to prison for minor crimes. Minor drug offenders for instance, make up a large number of inmates, are being jailed for long terms. Debaters have argued that these minor offenders should be subjected to other forms of disciplinary action like being made to do some community service in public. They claim that this would be a more positive way to punish them and subsequently the other offenders who have not been caught will learn from them (Doughty 1). Take a tour to any prison around and you won’t fail to notice the evident congestion. The prison facilities have been suffocated by the vast number of prisoners being injected to the system on a daily basis. Inmates in these prisons are facing unmentionable miseries since the facilities and resources in the prisons are not enough hence they have to live like slaves. Alabama’s prisons for instance, hold twice the number of prisoners that they were originally designed to hold. Their daily budget per prisoner is less than half the national average amount that should be spent on an individual prisoner. This strain is far from over since the number of people being sentenced is still increasing and new facilities have not been set up to accommodate them (Doughty 1). The increase in the number of people in the lower class is directly related to the increase in the number of people being sent to

The Insanity of Being Sane Essay Example | Topics and Well Written Essays - 1250 words

The Insanity of Being Sane - Essay Example Both of these writers shared the same experiences of being insane, cast out, and maltreated just to unveil and uncover the true situations inside the mental institutions in the nineteenth century and the present time. These two literary books are inspiring and reveal the continuity of how mental institutions have been dealing with the mental patients for centuries. Nellie Bly wrote â€Å"Ten Days in a Mad-house† somewhere in 1887. She was a newspaper reporter tasks to expose the brutality and neglect among the mental patient in the mental institutions. For ten days, Bly involuntarily committed to be lockup to the Blackwell’s Island insane asylum as she is saying that â€Å"My instructions were simply to go on with my work as soon as I felt that I was ready (Bly, N.)†. To be able to be admitted to the insane asylum, she had to check in a women’s boarding facility after which she acted irregularly. This instance ignited the whole plan for Bly to enter the fa cility (Time Staff, 2009). Just like Nellie Bly, Norah Vincent is also a journalist, a brave immersion journalist who lets her self-lockup in the insane facility for ten days. Both of the two writers immersed in an insane facility. However, Bly involuntarily accepted the task being drawn to her while Vincent was required to be confined at the asylum as the author narrated â€Å"On the advice of her psychologist she committed herself to a mental institution† (Vincent N. 2009). Moreover, after ten days, Vincent decided to get out of the asylum with the promised to her self not to get back again, as she said, â€Å"I got home a wreck, and swore that, no matter how bad I felt, I would never willingly go into such a place again, never†. (Vincent N, 2008). Bly was able to convince the authority of the asylum and be confined for ten days was well planned. Bly, at first, fabricated to be mildly insane and begin the whole process by convincing her roommates as well as the owner by standing the whole night at the wall, talking a lot to never seen people, and doing strange things. The things she does were found out to be sufficient to be in front of the judge and as expected, recommended to stay inside the asylum where she had manifested the arbitrary and the vindictive rules in the asylum (Bly N. (2009). On the Contrary, Vincent was able to enter the asylum because she was diagnosed to have a mental illness that started way back ten years ago. Vincent’s depression was developed to be a sickness until she had never any choice but to enter the asylum. Nevertheless, she battled her own problems and made it a way to discover and continue her pilgrim in writing and exposing what life she had gone through inside the asylum â€Å"As her treatment and her symptoms improve, Vincent warms up to the idea that â€Å"the bin† might not be all bad, and she softens in her critique† (Vincent, N. 2008). The way she helps her self in battling her misfor tunes have gone through the process of knowing her self, realizing where she was in, grasping the feelings about her situation, and how she can help her self to be out of the asylum, as Vincent states â€Å"I spent four lost, interminable days in lockup that first time in the bin, getting worse, weeping at the sealed windows, yelping for rescue through the pay phone in the soul-destroying dayroom.

To What Extent was Napoleon Master of Europe Essay Example for Free

To What Extent was Napoleon Master of Europe Essay I govern not as a general, but because the nation believes that I have the civilian qualities necessary to govern, to heal the wounds, to correct the extravagances, to secure the conquests, Napoleon Bonaparte. Was he really such a person a man of strength, determination and complete domination of Europe, or was he an over rated character, over exaggerated by the press and historians. Those are the questions, which I am going to answer in this composition. I acknowledge this question as asking the actual proportion of Napoleons domination over Europe, during his reign of Frances Emperor. He was well-renowned for the major reforms he made to France. During the revolution, Napoleon strongly supported the Jacobins, a debating society, which consisted of a committed group, dedicated to solving the Republican problems. They believed in establishing a strong centralised government and supported in maintaining peace in France while winning the war against his enemies. Napoleon did not change his opinions even when he came to power. He still maintained the practical ideas and logic during and after his reign. When Napoleon came to power, he changed the lives of many in France. He made many reforms, which before the revolution restricted civilians of doing such activities. He first established a centralised government, and worked on the peace and consolidation of France as this was what the people of France were aiming for before the revolution. He wanted stability. We have finished the romance of the Revolution we must now begin its history, only seeking for what is real and practicable in the application of its principles, and not what is speculative and hypothetical. He also declared other philosophical quotes. The Revolution is made fast on the principles on which it began; the Revolution is finished. These statements support the argument that the new regime was a break and the continuality of the past. He decided in order to dominate Europe he would have to permit stability and order in his France itself. He did exactly that. Once he came to power it was Napoleons leadership to combine the old France with the new. Religion was a huge factor in Frances daily troubles. Therefore Napoleon decided to reconcile the differences between the religions. The main reason for such a rivalry between the religions was that, during the revolution, France was de-Christianised. Millions of Catholics were outraged at such a move. In western France, where Catholics were strong in many, formed rebel groups and tried to overthrow the government at that time, and stop the revolution before any other outrageous reforms were made. On the 15 July 1801, Napoleon signed the Concordat, permitting Catholicism, as the main religion is France. They did not hurry to make it an established religion, as Britain had done. In doing so, the Concordat also allowed protestants and Jews to practice their religion and retain their civil rights and freedoms. This settled the argument between the religions and once again, people of different backgrounds were allowed to walk out of their house without getting hard glares or insults flung onto them. Not only did this restore peace in France, but it also made Napoleon very popular among the priest. All were allowed to believe in what they wanted to believe in without the government or politics interfering in their way. After promoted Consul for life by the senates, with increased confidence, Napoleon started making reforms in the way France should be run. In secondary schools, he created the lycee. The environment of these schools would be run with strict military disciplined. The students in these schools learnt everything that was programmed by the government and took the Baccalaureate to enter university. Science and mathematics increased in importance in secondary schools. The school were extremely selective and it was difficult to get in. Napoleons greatest achievement was probably the Napoleons code, which was a Civil law, produced in 1804. Throughout history, these laws have always been a spectacle to read, as it showed the equality Napoleon tried to share among his people. Those of the most complex codes, existing for centuries, had been simplified in this code. The main codes were that the suspected would be guaranteed a trial, there were no special rights among the people, privileges and feudal rights ended, and parents had control over their children. One could call Napoleon a bit sexist to woman. In this code he included that wives were not permitted to sell anything away, and wives could not own their own property without the consent of their husband. This once again showed Napoleon, as not only just a military general, but also a strategist, improving France to its potential. This truly showed his leadership in his own country, but also a person to be feared of, throughout the leaders of Europe, striking fear into countries like Britain, Austria and Germany. The other side of the argument is Napoleons soon domination when becoming king. He seems to be a bit similar to Macbeth, in the way that he is a bit paranoid in others competing for his place: To be thus is nothing, But to be safely thus. Napoleon began to censor newspaper articles concerning the governments actions. From 32 newspapers he reduced the number to 4 in five years. Ironically it seemed contrary to what his leadership was all about when he censored the newspapers. Napoleon having complete control over the publics opinion controlled the newspapers, which remained in France. It was sort of a restriction of liberty and free-say in the world, the individuals opinion on an issue would not be published. Certainly, Napoleon was highly distinguished as the best of the best war generals existed in this world. Was he really a brilliant war general or was he just general picking easy fights against weak opponents? The Siege of Toulon was a battle against the British soldiers who had captured the town. Napoleon was not at his height yet and was only in command of the French army gunnders, bombarding the French. He was quickly promoted for his victory. This shows that Napoleon was not just a good strategist, but also a person ideal for weaponry combat. After being victorious in Egypt, Napoleon got the agreement from the Directory to an expedition in Egypt. It was hoped to threaten the English power and trade in Egypt. It was going to be an easy victory against the weak Egyptians. It was therefore called the Battle of the Pyramids and, then there was a sudden craze for Egyptian fashions. In fact in Egypt, their expedition was going down the other way. Due to the conditions and the inadequate supply of food and water, Napoleons army was getting into sickness and plague. In August 1789 Nelson, the British general defeated the French navy at the Battle of Aboukir Bay. His expedition was so close to failure. Napoleon left his soldiers, and went back to France, in defeat. The most famous battle in history could be said of the Battle of Trafalgar. It all started when the French army refused to leave Holland. The British were afraid that Napoleon would conquer Holland and capture a great trading spot. Napoleon decided to start an invasion with Britain. Britain had the famous, large navy, whereas Napoleon had the large soldiers. Napoleon was the completely controller of this campaign. He built a new port, ordered the navigations for the ships and even wrote a song to go along with it! The Spanish joined in the alliance with France but both countries lost the battle at Trafalgar. In the end this was a failure since Napoleon realised that his navy will never be a strong as the British, so he rescinded the idea to the Directory of declaring war. A lot of money was wasted in the end since, the French civilians had to pay higher taxes, due to the fact that the war was extremely expensive. The battle of Marengo was a victorious battle that Napoleon won against the Austrians. Napoleon withheld his peace and honour. He beat the Austrians, all through strategy. He tricked the Austrians into chasing a small group of French soldiers. While the Austrians chased them, Napoleons army attacked from the rear, creating a huge surprise for the Austrians. During this surprise attack he spread his generals out, so the Austrians could not escape them. Desaix, the Austrians general came in to save the day. There was a certain amount of confusion that actually won the battle, but many historians says that Napoleon came out victorious. The French defeated the Austrians later that year and the Austrians made peace with France that year. During 1802, Napoleon made peace with Britain. The peace made him even more popular when he came back to France, as it had been the first time in 10 years, Europe had been in peace. The peace eventually did not last and practically the whole of Europe formed another Coalition in 1805. Through a series of battles, Napoleon beat the whole coalition beating Britain, Russia, and Austria at the same time. A few battles against the Austrian armies were at Ulm and Austerlitz, which as I will not elaborate on these battles, proved to be a great victory. Soon Napoleon began controlling mostly of entire Europe. By ruling smaller villages, they provided him food, money and resources in return for protection under his reign. There was too much land that he spread it all among his brothers. This truly also depicts of his domination in Europe, to be able to share land among four brothers. The Bonapartes reformed Europe to a kind of France itself. They followed French ways to rule and organise a country. Obviously there were some disadvantages with their rule. The conquered country had to supply troops to the French. The German states contributed 560 million francs. People around Europe began hating the French. Their domination was proven to control Europe and, they were beginning to become too powerful. All of the powerful countries were beginning to fear the French so much since they were growing in such size. Many painters, especially Spanish, depicted the French soldiers as being cruel and ruthless. This just displays how much Napoleon had dominated Europe that people were beginning to fear his mighty presence, and were jealous of his victories. The continental system was a order forbidding states under his control to trade with Britain. He wanted to make Britain yield to his power since he quoted: Britain is a nation of shopkeepers Bonaparte though that Britain could not survive with trade. The continental system was simply a failure. Bonaparte was greedy and wanted Spain under his liege. They were friends with the British and he really wanted to stop trading. Portugal turned against the invasion of the French and fought for several years using the Guerrilla tactic. The Peninsular War it was called where failure was inevitable. The Spanish people did not welcome the Frenchs intrusion and wanted them out. They ended up leaving Spain, damaged by the attacks. Russia left the system as it was loosing too much money. Napoleon wanted to force Tsar, Russian Emporer to go along with this system, since Russia were big traders, so Bonaparte force a war upon the Russians. The problem with Napoleon, which led him to failure was that he was overly ambitious and egotistical. As time went on, and he became victorious, he became too confident in himself as a leader. He did not know when to stop his domination spree and once he kept on winning, he wanted to achieve more, and if it werent for his failure in the Russian campaign, he would have been spurred onto greater heights, probably next going after Asia or so. Right before the war had started Napoleon boasted that the war against Russia would not take until winter to complete. In fact he was wrong, very, very wrong. He entered Russia presuming that Russia was like any other country he beat. He presumed that they will leave food, resources on the lands for them to use. He thought that the winter will come early and affects his armies progress. They were fighting two wars at that time. Four problems severely affected his army. Napoleon lost 400,000 men in two months. In the end, as he was forced to leave France due to his failure of the Russian campaign, Napoleon fled to Elba. He came back to France for his combat. The British and Prussian forces were collaborating further to erase Frances domination in Europe and they needed his leadership to guide them through the war against Europe. Europe was coming in for the kill. In addition to this Frances economy was collapsing. They needed Napoleon back. He was greeted with much respect when he re-entered France to regain his title as Emperor. He stood in a crowd of thousands, tens of thousands to proclaim to the: If anyone wishes to kill me, they can do so now. Instead, the confluence of people stood on their feet and chanted Long live the Emperor, long live the Emperor, several times. He was back to work. Napoleon concluded the only way to stop the war against Europe, was to stop the troops from Britain and Prussia from coming into France. He decided that he needed to attack them before they entered France and it was too late. The Duke of Wellington was his enemy. He was renowned for having the best defences in Europe alone. Describes as having nerves of steel, the Duke brought 68,000 men. Another 52.300 were expected to come from the Prussians army. The Prussians general was Blà ¯Ã‚ ¿Ã‚ ½cher. Napoleons chances were slim. He only had 72,000 men. Before he entered the battle he quoted I thought fortune was leaving me, already displaying his distrust of his luck and the outcome of this battle. The night before the battle, it rained. The Duke of Wellington positioned his men on the bridge. It was Napoleons time to attack. Risking everything, he ordered all of his troops to attack through one frontal attack. The British formed squares and waited for the French army to come. Napoleon was living in a dream world. He ordered his cavalry to attack from the British soldiers. It was a massacre. With 74 guns in the front line, the British just gave the French a barrage of fire, on and on and on. Napoleon did not stand a chance. His cavalry were destroyed. The English soldiers were fairly battered up, and the Prussian troops just came in to time to settle the score. Napoleon sent in the National Guard the most feared of his troops. Again and again he soldiers were shot down with the arms of the alliance forces. In less than 12 hours Napoleon was defeated at the battle of Waterloo. On June 22nd 1815, 4 days after the battle. Napoleon begged for mercy from the triumphant English, wishing to reside in a country house in Britain. The British just answered St Helena. St Helena was an island situated in the middle of nowhere. It was an island 10 miles far, 6 miles wide. He was a prisoner in this island with 2 ships and 2000 soldiers guarding it. He was assigned a wooden bungalow, with no communications outside this island. He got fairly depressed on this island without anyone to speak to. To die is not a problem, but to be defeated, it is like to die everyday. Bonaparte decided that his last campaign in life will be one devoted to the use of language. He wrote articles, read all the books he could find, and expressed his downfalls and his glistening heights. Napoleon decided to leave a legacy behind for the world in the future, present and past upon. As you can see above, I conclude that after all Napoleon was a great leader, but with the egotistical and over-confidence, he never eventually was the Master of Europe for a long period of time. He won a lot and lost a lot in a few years, which in my consideration, he was the master of Europe throughout his lifespan of domination. Although one can see from what I have said and described above, Napoleon lived a life to be admired by, brought France together and increased Frances land and domination. Quoting My business is to succeed, and Im good at it. I create my Iliad by my actions, create it day by day, Napoleon will always be considerate throughout future as a fierce master of Europe, even through a limited amount of time, he will be a person to be forever admired by historians and people alike.