Information Security and Management Syllabus Essay

Confidentiality and Security, Security Policy and Operations Life Cycle, Security System Development and Operations Secure Networking Threats The Attack Process. Attacker Types. Vulnerability Types. Attack Results. Attack Taxonomy. Threats to Security: Physical security, Biometric systems, monitoring controls, and Data security and intrusion and detection systems. Encryption Techniques Conventional techniques, Modern techniques, DES, DES chaining, Triple DES, RSA algorithm, Key management. Message Authentication and Hash Algorithm, Authentication requirements and functions secure Hash Algorithm, Message digest algorithm, digital signatures. AES Algorithms. Designing Secure Networks Components of a Hardening Strategy. Network Devices. Host Operating Systems. Applications. Appliance-Based Network Services. Rogue Device Detection, Network Security Technologies The Difficulties of Secure Networking. Security Technologies. Emerging Security Technologies General Design Considerations, Layer 2 Security Considerations. IP Addressing Design Considerations. ICMP Design Considerations. Routing Considerations. Transport Protocol Design Considerations. Network Security Platform Options Network Security Platform Options. Network Security Device Best Practices, Common Application Design Considerations. E-Mail. DNS. HTTP/HTTPS. FTP. Instant Messaging. IPsec VPN Design Considerations VPN Basics. Types of IPsec VPNs. IPsec Modes of Operation and Security Options. Topology Considerations. Design Considerations. Site-to-Site Deployment Examples. Secure Network Management and Network Security Management Organizational Realities. Protocol Capabilities. Tool Capabilities. Secure Management Design Options. Network Security Management, Firewalls, Trusted systems, IT act and cyber laws. Text Books: 1. Sean Convery, â€Å" Network Security Architectures, Published by Cisco Press, First Ed. 2004 2. William Stalling â€Å"Cryptography and Network Security† Fourth Ed. , Prentice Hall, 2006 Reference Books: 1. Charles P. Pfleeger, Shari Lawrence Pfleeger, â€Å"Security in Computing† 3rd Edition, Prentice Hall, 2003 2. Jeff Crume â€Å"Inside Internet Security† Addison Wesley, 2003 ISM 184 INFORMATION SECURITY POLICIES IN INDUSTRY L T/P C 3 1 4 Introduction to Information Security Policies About Policies – why Policies are Important – When policies should be developed – How Policy should be developed – Policy needs – Identify what and from whom it is being protected – Data security consideration – Backups, Archival storage and disposal of data – Intellectual Property rights and Policies – Incident Response and Forensics – Management Responsibilities – Role of Information Security Department – Security Management and Law Enforcement – Security awareness training and support . The student will have to present the progress of the work through seminars and progress report. A report must be submitted to the University for evaluation purpose at the end of the semester in a specified format. ISM481 THESISL T/P C 0 0 16 The student will submit a synopsis at the beginning of the semester for the approval from the project committee in a specified format. Synopsis must be submitted within two weeks. The first defense, for the dissertation work, should be held with in two months time. Dissertation Report must be submitted in a specified format to the project committee for evaluation purpose at the end of semester.

Oia Bible Paper Mark 2:23-28

New Testament Survey O-I-A Gospels/Acts Throughout the book of Mark, several themes are found to be present which address the legitimacy of Jesus. Multiple times Jesus’ actions prove He is who He says He is, although through His attempts to hide His identity from the public, people still are in disbelief about His identity. The periscope of the Sabbath helps to explain this. The periscope on the Sabbath according to Mark is found in Mark chapter 2 verses 23 through 28: 23  One Sabbath Jesus was going through the grainfields, and as his disciples walked along, they began to pick some heads of grain. 4  The Pharisees said to him, â€Å"Look, why are they doing what is unlawful on the Sabbath? † 25  He answered, â€Å"Have you never read what David did when he and his companions were hungry and in need? 26  In the days of Abiathar the high priest, he entered the house of God and ate the consecrated bread, which is lawful only for priests to eat. And he also gave s ome to his companions. †27  Then he said to them, â€Å"The Sabbath was made for man, not man for the Sabbath. 28  So the Son of Man is Lord even of the Sabbath. †My own understanding of this periscope is reworded like this: 23 One day on the Sabbath, Jesus was walking amongst His disciples through a field of gain. As they made their way, the disciples began to pick the heads of grain. 24 The Pharisees confronted Jesus and questioned Him as to why the disciples were breaking the law of Sabbath rest. 25 Jesus replied, â€Å"Do you know what David and his friends did when they were hungry? 26 Let me tell you, they entered the House of God during the days of Abiathar the high priest and ate the holy bread in front of Abiathar himself!You all know that the holy bread is only able to be eaten by the priests themselves! † 27 Jesus told the Pharisees, â€Å"I am the Son of Man. The Sabbath was made for man. † 28 Therefore the Son of Man is even Lord over the Sabbath. Multiple observations are obvious throughout the passage. To begin with, it is mentioned several times how the setting of the story is occurring on the Sabbath, which is a day of rest. It is mentioned how Jesus and the disciples are present in the grainfields and the Pharisees are there with them.The Pharisees end up questioning Jesus about the disciples’ actions. Jesus defends them with an allusion of David in the time of Abiathar. There are countless numbers of interpretations that can be made throughout this short passage. These deal with the actions of the disciples, Jesus’ confrontation by the Pharisees, Jesus’ allusion to David’s actions in the time frame noted and the meaning behind the consecrated bread. The disciples’ action of picking heads of grain was completely lawful, even though the Pharisees challenged it (Lane 114).In that time, people followed the Mosaic Law which stated, â€Å"when you come into your neighbor’s s tanding grain, then you may pluck it with your hands, but you shall not bring a sickle to you neighbors standing grain† which is found in Deuteronomy chapter 23 verse 25. The only grounds that the Pharisees had to challenge the disciples were because it occurred on the Sabbath (Lane 115). Their actions could be seen as reaping which was prohibited on the Sabbath by the Mosaic Law in Exodus chapter 34 verse 21. This violates the Sabbath because it is considered work.It was also noticed how the Pharisees question Jesus about the Disciples’ actions instead of question them personally. When someone was considered a â€Å"teacher† it meant that they were responsible for those under them, so Jesus was responsible for the disciples (Keener 142). This is the reasoning Pharisees specifically questioned Jesus directly. It was done in order to satisfy the legal requirement of a warning prior to the prosecution for Sabbath violation (Lane 115). It is also important to unders tand Jesus’ allusion to I Samuel chapter 21 verses 1 through 6. 1 David went to Nob, to Ahimelek the priest.Ahimelek trembled when he met him, and asked, â€Å"Why are you alone? Why is no one with you? † 2  David answered Ahimelek the priest, â€Å"The king sent me on a mission and said to me, ‘No one is to know anything about the mission I am sending you on. ’ As for my men, I have told them to meet me at a certain place. 3  Now then, what do you have on hand? Give me five loaves of bread, or whatever you can find. † 4  But the priest answered David, â€Å"I don’t have any ordinary bread on hand; however, there is some consecrated bread here—provided the men have kept themselves from women. 5  David replied, â€Å"Indeed women have been kept from us, as usual whenever I set out. The men’s bodies are holy even on missions that are not holy. How much more so today! † 6  So the priest gave him the consecrated br ead, since there was no bread there except the bread of the Presence that had been removed from before the Lord and replaced by hot bread on the day it was taken away. According to Cole, Abiathar was Ahimelek’s son who survived the priestly slaying at Nob in I Samuel chapter 22 (129).Abiathar served as high priest and was better known in association with David than his father, so this is known as a common error could have entered tradition before it became known to Mark (Lane 115). Another interesting thing about the David reference is Jesus’ summary of the consecrated bread. He mentions in Mark chapter 2 verse 26 how David and his men ate the consecrated bread, which is lawful only for priests to eat. It is interesting to compare both passages when is mentions the restrictions of who is eligible to eat the bread.In I Samuel chapter 21 verses 4 through 6, it is mention that the requirement is for men to have kept themselves from women. One interesting question that Lan e brings to light is the actual connection between what is happening in the grain fields and the reference that Jesus makes in light of the situation (116). The incident in the grain fields specifically deals with the Sabbath while the allusion that Jesus makes, highlights the fact that God does not condemn David for his actions. This shows how the Pharisees interpretation of the Law was not in accordance with the scripture (117).This can be applied to the biblical understanding of the Pharisees and others in that time period. Many people misinterpreted the text and often even twisted them to have a meaning that applied to their situation. The most important thing that I learned from this scripture is the importance of understanding the background information behind the scripture. I must admit that in this case, I would be no different that a Pharisee. Although I have read this passage and heard it referenced multiple times, I have never fully understood Jesus’ allusion withi n the text and how it applies to the situation at hand.I am constantly guilty of skimming over text or not reading it on a level deep enough to fully understand the message behind the words. This has been a lesson in itself. Works Cited Page Cole, R Alan. The Gospel According to Mark. Grand Rapids: William B. Eerdman, 1989. Print. The Holy Bible New International Version. Grand Rapids: Zondervan, 1984. Print Keener, Craig S. The IVP Bible Background Commentary: New Testament. Downers Grove: Intervarsity Press, 1993. Print Lane, William L. The Gospel According to Mark. Grand Rapids: William B. Eerdman, 1974. Print.

Air Pollution Essay Example | Topics and Well Written Essays - 1500 words

Air Pollution - Essay Example As urbanization and industrialization continued to elevate, the rate of release of wastes into the atmosphere by the humans elevated to a level that nature could no longer cope with it. From that time air, pollution has elevates to a higher level because of pollution from the industrial, home and commercial sources. Since these sources are mainly found in the large cities, the air that surrounds them is usually having a high concentration of pollutant gases. When these concentrated gases go beyond the secure limits, then that is the time when they suit a pollution trouble. The graph below is an instance of the way the level of air pollution elevates.Air pollution results from various causes most of which are preventable. Smog that hangs in the atmospheres surrounding the cities is the most common air pollution form. However, there are different causes of this pollution. These pollutions cause elevate global warming. An instance via which air pollution causes global warming is when su rplus carbon dioxide goes into the air, and it depletes the ozone layer. Moreover, carbon dioxide, which is a greenhouse gas, is considered the chief pollutant of Earth warming. Despite the living things emitting carbon dioxide during breathing this gas is in most situations considered a pollutant when industries, power plants, vehicles, and planes produce it. In the current years, these activities have injected much carbon dioxide to the atmosphere thereby raising it levels to a higher rate than it had been thousands of years ago.

Warranties Research Paper Example | Topics and Well Written Essays - 2500 words

Warranties - Research Paper Example In case a service or product does not perform as promised, the warranty should ensure that exchanges or repairs are done in regard to the product (Martin, 2000). Basic information about warranties 1. They are loved by retailers On a factual basis, most of the retailers usually get more profit from the warranty contracts that they would get from the sale of the products. In actual sense, a consumer pays a price that is higher by approximately 20% or 10% in order for a warranty to be extended by the manufacturer. Most of the retailers would most probably subcontract the deal with a third party company for half the amount paid so as to avoid the risk that is involved with the risks. That is a strategy that may be used by companies in an attempt to maximize on their revenue. 2. The consumer may already be covered but he or she is not aware The holders of American express cards usually have the privilege of the extending the length of the warranty from the manufacturer by a year while the holders of a MasterCard or visa signature usually have the time doubled. There are also some manufacturers who may offer a discount rate that is fixed if the product’s level of damage does not reach the level of return. 3. The warrant will most probably not be used People usually enter into warrant contracts so as to reduce the risks that may be involved in case the product that has been purchased does not perform as expected. Most of the appliances that are bought with a warrant do not in most of the times break down. 4. Types of warranties 1. Manufacturer’s warranty This form of warranty is a warranty that is drafted and written by the manufacturer and included in the products that are produced by the manufacturer. The company usually guarantees that its products will be free of any defects for a specified time period after the day of purchase. The warranty however does not cover any accidental damages that are caused by the user to the product. In such an agreement , repairs or replacement of the product are usually done freely by the manufacturer (Barron, 2000). 2. Extended warranty This type of warranty is also known as a service contract. This type of warranty is an agreement that signed between the selling company and the consumer or a consumer and a store that is in offers coverage on behalf of the manufacturer for a fee. Manufacturers usually do not provide warranties that are extended but the store or retail store in which the product is purchased usually offers the warranty. The extended warranty is usually added as a cost to the price of the product. The purchaser of a product should ensure that the warranty is done in writing and he or she should not rely on the salesperson to make an explanation in regard to the warranty. 3. Store warranty A store warranty can be perceived to be another name for an extended warranty or service contract. In such a scenario, the store offers to extend a warranty for a fee. The warrant is associated wi th a risk in that if the store runs out of business, the purchaser will be left without any form of coverage (Parisi, 2000). 4. Third party warranty The warranty can also be called a service contract. The warranty is different from a store warranty on the side of the company that offers the coverage of the warranty. The consumer will have to pay for the extended warran

What role do NGOs play in reducing poverty in developing countries Essay

What role do NGOs play in reducing poverty in developing countries - Essay Example Non Governmental Organizations have a long history in improving the lives of the poor and the suffering. In 19th century they played a major role in fighting for rights of women and ran anti slavery movements (Davies, Thomas R. 2008).After the formulation of United Nations in 1945 the term Non Governmental Organization came into existence. These organizations have many roles which include promoting rights of a specific faction of society, promoting basic services like education and health, fighting laws and rules that are against poor or a particular group and helping government fighting diseases. But the most basic role of Non Governmental Organization is poverty alleviation. NGOs can play a major role in reducing poverty by helping people at the micro level. Such organizations have access to people that are in need of help and by helping these people NGOs can reduce poverty at grass root level. Especially in the developing countries NGOs have played a direct role in improving healt h and economic conditions of the people. Issues like lack of health and education are actually a product of poverty therefore the aim of most NGOs in developing countries is to reduce poverty. In this essay we will highlight the role NGOs play in reducing poverty in developing countries. Non Governmental Organizations reduce poverty by promoting rights of poor, providing education and shelter for poor, providing micro financing services and improving health facilities. Fighting for Rights of Poor The most basic way through which NGOs help reduce poverty is by fighting for rights of poor. The main problem in the developing countries is that people are not aware of their rights due to lack of communication technology. NGOs help people realize about their rights as this is the first step in poverty alleviation. Non Governmental Organizations also play a role in voicing concerns of the people to the relevant authorities. They force governmental institutions to take action with regards t o the problems faced by the poor. This is another role they play is easing the suffering of the poor. Sometimes governments are taking steps for example increase in taxes that are in directly harmful to the interest of poor people. NGOs also play a role in fighting such steps of the government and in this way they protect the rights of the people. NGOs fight for the right to food, shelter, education etc in developing countries (Curtis, Marley, & Bakewell, 2005). They also fight against child labour and rights of women. By doing so NGOs create awareness and at the same time improve lives of the poor. The fight for basic rights can therefore be considered as an important role of NGO in reducing poverty of developing countries. Providing Shelter for the Needy The right to shelter is one of the most basic rights of human beings. No one can live a proper life without some sort of shelter. Developing countries face serious problems when it comes to providing housing for their citizens. Ma ny people in the developing world are forced to live on streets because they do not have a home. Non Governmental Organizations help poor people find a shelter in developing countries. It is important to provide shelter because it is one of the basic needs of the people. Providing shelter is one of the steps of poverty reduction in developing countries. Non Governmental Organization provides shelter to children, women and old people. Children who left their homes or are forced to leave their homes are treated by NGOs. Non Governmental Organizations are of many types as mentioned before. Some focus on children only and other provide shelter to people in general. NGOs in developing countries focus on providing secure shelter to female victims of sex trafficking (Tzvetkova, M. 2002). A direct effect of poverty is that people get desperate to find jobs in order to feed their families.

Social Media and Television Research Paper Example | Topics and Well Written Essays - 2000 words

Social Media and Television - Research Paper Example The same have become very useful in communication. Meetings of high orders have been held in Facebook and LinkedIn; many scholarly materials in video or print form are being shared on these sites, and many great ideas are being exchanged on the very web pages. It is on these web sites that modern technology is met. These include the advertisements of new products in the market, new job opportunities, the next big event in a field or region regarding a group, weddings, church based meetings and many more. The engagement levels in the social media automatically outwit the controlled engagement on the traditional TV programs, which are not interactive at all. Instead of watching a performer on TV, young and informed people would prefer watching the same performer on YouTube and get responses from other friends about the music or the talk being watched (Silverman, 156). At the same time, the computers and smart phones are enabling the viewers to multi task by engaging many chat options a nd reaching a vast majority instantly. Thus, the social media and its encroachment into the TV and communication world had to be handled with care to engage the usefulness while spending time proportionally. It is on this line of argument that the managers of the TV stations and inventors of programs borrowed the idea of incorporating social media into the TV news programs and other interesting programs whether they are educative, entertaining, or just informative. Literature review During this year-2013, concerns have risen on how to incorporate as many social media into the TV programs. An initiative was started whose intention was to make TV shows more interactive and appealing to the social media users in an... The paper talks about that social media are not old in the technology arena, yet it has overtaken very many traditional programs and systems, which do not use technology of the modern time. Computers have developed so drastically that within a very short span one can barely survive without the aid of computers. It is through these computers based, and Internet enabled programs that the analogue world is nearly literally shaken off the market. Television programs have always been aired, and people have watched them with diligence and pathos. News anchors and news reporters have always presented their programs using the analogue systems without any heaviness of the heart since there was no option. On the contrary, no news anchor would be comfortable with the systems used just some ten or so years ago especially in the developed world. According to the paper the use of social media in TV programs is acceptably good idea. It has attracted many viewers back to TV watching, and as has been pointed out in the literature review above, a vast majority will watch TV programs if they are captivating and more involving as compared to one in which the viewer is only a recipient of the messages. Nevertheless, there are a few issues associated with the concept of Social TV, which need to be addressed, or at least viewers be made aware of them since they have impacts upon the viewers. One of the issues is the dependency on TV programs for consolation, companionship and comfort through the process commonly referred to as Social Surrogacy Hypothesis. Trere is an analysis of social media which has gone deep into the TV programs and it is been used to promote the programs. The social media has changed the mode of presentation of programs on TVs and has brought many changes to the TV program researches. Based on the awareness that viewers will respond to the programs live, the editors have taken their work more seriously, and no shoddy work is presented.

Pest analysis Essay Example | Topics and Well Written Essays - 1500 words

Pest analysis - Essay Example BP’s industry areas are vast; spanning to include Oil and gas exploration and production, refining, marketing and supply of petroleum products, manufacturing and marketing of Chemicals, Gas & Power generation and the manufacture of Photovoltaic (solar) cells (Corporate Watch 2008). Like any other international business, BP has its own strengths and weaknesses and can trace its achievements and failures to certain political, economic, social and technological factors. This report seeks to delve into the PEST analysis of the company; based on which a reflection of where the company is coming and its direction for the future shall be outlined. Method for growth and Reasons for choosing the method Seen as â€Å"one of the barometer companies of the British economy† (Corporate Watch 2008), facts and figures available from the company’s website indicates that as at the close of 2009, the company’s sales and other operating revenues excluding customs, duties and sales taxes stood at $239 billion. With a total of 16 refineries across the world, the company employed 80,300 as at 31 December 2009. With this, the replacement cost profit for the company over the same period 2009 was $14.0 billion (BP, 2010). BP’s key method that has seen the company through its rapid growth rate is the concentration on its present capital territories rather than starting new ventures and investments. For instance having 62% working interest in the Tiber prospect in the Gulf of Mexico, the company keeps â€Å"investing extensively in deepwater exploration and development, and through an aggressive entry into onshore natural gas† (Fox, 2010) of which its greatest concentration is the Tiber prospect is. The reason why the company has chosen this method can be justified by the global economic meltdown that was experienced the world-around. With the economic crunch, it was almost unwise to start anything new when one had old ventured to grow. PEST Analy sis Current position of the company BP’s current position in the today’s economic climate is best illustrated by its annual reporting for the year ending 31 December 2010. The report touches on all three business segments of BP which are â€Å"Exploration and Production, Refining and Marketing and Gas, Power and Renewable.† (Aruvian’s Research, 2008). According to the report, the company’s total asset for year ending 2010 was $272,262m as compared too $235,968m for year ending 2009. With liabilities, the company’s total liability for year ending 2010 was $176,371m as against $133,855m for year ending 1999. This brings the net asset as of 31 December 2010 to $95,891m as against $102,113m for 2009 (BP Summary Review, 2010, p. 21). With regards to group cash flow, the cash and cash equivalent for end of year 2010 was $18,556m as against $8339m for the same period 2009. Generally, the company did not perform impressively well in 2010, which is a good yardstick of the company’s present state as against 2009. With regards to replacement cost for instance, the company recorded a loss of 26.17 per ordinary share (BP Summary Review, 2010, p. 17). Reasons for this performance can be traced from the PEST analysis of the company below. Political BP’s three business spectrums are Exploration and Production, Refining and Marketing and Gas, Power and Renewable. Coincidentally, these are aspects of petrochemical trade that is undertaken by

Evidence-Based Pharmacology Paper Research Example | Topics and Well Written Essays - 3750 words

Evidence-Based Pharmacology - Research Paper Example Pneumonia is a disease that indicates towards the inflammatory condition of lungs. It can be further elaborated that the infection in the lung tissue is regard as a state of pneumonia. During the attacks of pneumonia, a lung does not function properly that is likely to cause risk on the health of concerned person. People are affected by pneumonia due to a large numbers of reasons such as bacteria, viruses, fungi, idiopathic as well as parasites. In this regard, the diagnosis of pneumonia is referred to as significant for the providing an effective treatment to the patients. Pneumonia can be diagnosed by evaluating the symptoms and signs of an acute lower respiratory tract infection. Besides, the symptom of pneumonia can also be identified through a chest X-ray that that is effective in examining any kind of infections (Lutfiyya, Henley, Chang & Reyburn, 2008). Initially the treatment of Community- acquired Pneumonia (CAP) dependent on the physical examination, laboratory results as well as characteristics of patients. However, the treatment of pneumonia has identified the need of hospitalization for medical aid. There are two types of pneumonia treatment process that are outpatient and inpatient treatment. Specifically, mentioning that the treatment of the diseases is highly depending upon types of pneumonia. The medical practitioner’s suggest patients to consume antibiotics for treating pneumonia effectively (Caballero & Rello, 2011).

Climate Change Beliefs, Scientific Literacy, and Cultural Values Essay

Climate Change Beliefs, Scientific Literacy, and Cultural Values - Essay Example Apart from these different perceptions held by various groups of people towards the notion of climate change beliefs, scientific literacy, political orientation, party identification, and cultural values, it can be noted that Kahan et al.’s hypotheses are replicated in the experiment given. A critical analysis of the data presented in the survey shows that there is overwhelming evidence that people from different cultural divide have knowledge about the existence of cultural change within their respective areas. On the aspect of whether climate change is happening or not, the results show overwhelming evidence that people from different cultural backgrounds and political divide believe that climate change is real and it is happening. From the results presented from the survey about climate change, it can be observed that more than 90 % of the participants are aware that climate change is real and it is happening. More interestingly, more than 90 % of the participants also beli eve that human beings contribute towards climate change and something can be done to minimise the impact of the problem. Many people from different places believe that the catastrophe of climate change poses a threat to their lives in the long run should the problem be left unabated. From the survey, it seems that people are fully aware of the existence of the problem of global warming. However, there are differing perceptions as to what causes it since some people believe that it is a natural phenomenon. However, from the evidence presented in the results, the majority of people represented in the survey are of the view that some form of action should be taken in order to address the growing problem rather that adopting a wait and see attitude. A closer analysis of the results shows that more than 80 % again of the participants believe that it is not a good idea to adopt a wait and see attitude since it is never

Finance Essay Example | Topics and Well Written Essays - 500 words - 6

Finance - Essay Example domestic country Australia and foreign country Namibia1. The company influences corporate social responsibilities in the form of its responsibilities to the shareholders, employees and the broader community involved in this business. The board, management and employees of this organization are responsible for the corporate responsibilities to the share holders and social responsibilities to the community on behalf of the company. Responsibility to environmental: Metals ensure all the internal as well as external stake holders of the company that the company highly cares for the environment involved in all properties of the company. According to the company’s disclosure in its Annual report 2011, there are no environmental issues for which the company is responsible. Responsibility to the community: Metals recognize and consider the environment for each of its operation and legally respect the involved environment, culture heritage and native title issues which arise by the company’s activities. Responsibility to individual: The Company respect the rights of any individual related to its business and follow the law regarding privacy and confidential information2. The company discloses its corporate social responsibilities qualitatively that means it does not have any specific activities for its all society, environment and its internal stakeholders apart from the general legislative responsibilities which it have to do for performing ethical business practice. Disclosures of CSR include financial and non financial information of the company for its different kind of stakeholders who are involved into this business. The extent of disclosure is very detail and transparent of the same and also have not changed since GFC 2008. But the company’s performance has changed remarkably after GFC in terms of revenue growth and net worth of the company3. Metals Australia Ltd does not perform any particular CSR

Eastern Kentucky moder Essay Example for Free

Eastern Kentucky moder Essay In today’s most modern and challenging world, struggling for your professional career is a complex task for every individual. At the initial, when we realize that every thing in this changing world of business and commerce industry is pretty much depending on technological innovations, but we also cannot deny the traditional style of our business and industry leaders. In this scenario, an individual who is not pretty much aware of all the facts, finds it difficult to select his field for future profession, though even at this part of life, we may also realize the importance of leadership skills in every aspect of our life. While the decision seems much complicated to take on, at the same place Eastern Kentucky University is the only gateway for me that ensure my future success in the professional career. At EKU a wide range of opportunities, activities and events designed to enhance my experiences. Apart from studies, concerts, movies, comedians and other activities at campus will help me to develop myself how to keep every aspect of human desire and how to calendar my timetable that would ultimately lead to develop my leadership skills. What most I felt to be impressed is their mission to enhance the quality of life of students by supporting the Universitys commitment to the academic success and holistic development of each individual student. It fosters intellectual, physical, and social development through programs and direct services which challenge and support students as they develop attitudes, abilities and skills for life-long learning within an ever-changing global environment. Eastern Kentucky University, founded in 1906 with a faculty of seven in 1909, when the first commencement was held, 11 people received degrees. Over the last century, they have grown to a full-fledged comprehensive university offering 168 degree programs and serving more than 15,000 students a year. This is a regional, coeducational, public institution of higher education offering general and liberal arts programs, pre-professional and professional training in education and various other fields at both the undergraduate and graduate levels. Located in Richmond, Madison County, Kentucky, Eastern has a distinguished record of almost a century of educational service to the Commonwealth. Finally, at EKU you get the best return of what you spend by getting an very well internationally recognized degree by further enjoying best experiences of your life. The experience at EKU are ever wondering to each student even on individual level. Their best teaching and learning methods will develop me to become a leader in my certain category. I wont be just a face in the crowd when it comes to campus life, either. Theres always something going on to capture my interest and help me make new friends. I can get involved in one of the 175 student organizations, play intramural sports, try out for a play or a musical group whatever everyone’s interests are, theres something there for everyone. Resources: http://www.eku.edu

Effect of Video Games on Society

Effect of Video Games on Society Sam Hawkwood Over the past several years, games have received a lot of attention because of their content. Ever since the advent of the truly interactive video game – especially first person shooter games – people have been looking for signs that such media has a negative effect on. Games that are seen as violent have come under a lot of scrutiny and never more so when some tragedy happens and the perpetrator is known to play violent video games. In this paper, I will be looking at the effects that video games have had on society and I will come to the conclusion if they are good or bad for us. Gaming has gone from something that only nerds do to an activity that more enjoy than not. Rather than something that was regarded as the domain of computer geeks, its become a common activity that people of all ages are finding not only fun but acceptable. During the 80s and 90s, most games were generally all child-friendly and puzzle based, with little in the way of variety and realism, however over the past twenty years, gaming has taken a big leap into more mature games. This can be easily seen in the leap from games like Pac-Man and Mario Bros to Halo and Grand Theft Auto; such a change in little under a generation has had a big impact on society. The largest impact more modern games have had are in how they are perceived by the public. With the rate of tragedies such as shootings rising, the media has often blamed video games. There have been several shootings that have been blamed on video games in the past decade; for example, the 2012 Sandy Hook shooting in Connecticut was initially blamed on the popular game series Mass Effect. As stated some time after the shooting, in which 28 people lost their lives, 24 year old Ryan Lanza was named as the killer (US News). In reality, it was his brother who had stolen his ID card on his way to the school. As soon as Ryan Lanza was wrongfully named the shooter, Facebook users found his profile and learned that he was a fan of the massive hit from Bioware, the previously mentioned Mass Effect. Immediately, thousands of people went to the games Facebook page and blamed the shooting on the game. Even after Ryan was cleared as the killer, Facebook users continued to blame the game, despite the fact that the true killer, Adam Lanza, had had a history of obsessive-compulsive behavior and a fascination with mass shootings, and had not even been a serious player of video games and didnt consider them as particularly interesting. When it comes to a situation like this, video games were wrongly attacked. Although we could assume something else would be blamed if the wasnt any gaming involved. In the case of the Sandy Hook shooting, when Adam was 16, his mother took him out of school and supposedly started to homeschool him, although it was later found that he was not getting any education after his removal from school (US News). In 2011 the Valve game Portal 2 was accused of making fun of adopted children (Pcr). With no real violence, guns, swearing or nudity to speak of, you would have thought that this game would fly under the radar of the media. But unfortunately for Valve, this was not the case. Part way through the game, the primary antagonist taunts the player and says â€Å"fatty, fatty no parents†. This is clearly meant to be a joke and Valve has said that no offense was meant. This is very understandable since the voice actor for this character is the English comedian Stephen Merchant. According to WBTV News, the adopted daughter and father play the game often and when the father heard the line, he immediately turned off the game, hoping his adopted daughter didnt hear it. In a game that is very education and rated E For Everyone. WBTV News even contacted Sony, the distributors of the game. Sony told WBTV News to contact Valve, the developers of the game. But WBTV has said that Valve has not responded (Pcr). With most people of the gaming community blaming the father for over reacting to a joke, it is hard to say how this has effected society. As small of an event as this is, who knows how this could effect the future of the Portal series. In January of 2010, the British Medical Journal published an article about how video games are causing rickets to effect UK children (Cnet). According to the research, more children are staying inside and lacking vitamin D. The inactivity causes their bones to soften, leading to a physical deformity. â€Å"Kids tend to stay in more these days and play on their computers instead of enjoying the fresh air. This means that their vitamin D levels are worse than in previous years,† (Cnet). According to an article by online information technology website www.cnet.com, video game developers should make their protagonists â€Å"losers† (Cnet). Matyszczyk asked, â€Å"How about we talk to the makers of Grand Theft Auto, World of Warcraft, and the rest into making versions in which characters with vitamin D deficiency, in one way or another, losers?† While there is no real evidence to support this idea being fake, there isnt any evidence to disprove it. So while this idea could be true, most of the gaming community brushed it off as an excuse from parents who dont know how to teach their child. This effect of society has the potential to be big, but it was a small story to begin with and unless this can be proven, we will likely never hear of this again. So far, I have given examples of times where games have effected society, in a negative way (regardless of a storys popularity). There have still been multiple articles written about how video games are good for society and even your health. According to a Forbes article from November 2013 (Shapiro, J., 4 Reasons Video Games Are Good For Your Health (According To American Psychological Association), p.01), there are at least four ways that video games can improve your health. The article written by Jordan Shapiro states that playing â€Å"First Person Shooters† can improve your cognitive skills. In controlled tests, people who played â€Å"First Person Shooters† showed faster and more accurate attention allocation, higher spatial resolution in visual processing, and enhanced mental rotation. Apparently, the improvement in spacial skills that game players develop are comparable to those developed in formal courses designed to teach the same skills. There also seems the be convincing evidence that playing enhances problem solving skills, and improves creativity. â€Å"Among a sample of almost 500 12 year-old students, video game playing was positively associated with creativity.† (Forbes) Another point made by Shapiro is that â€Å"Contrast to stereotypes, the average gamer is not a socially isolated, inept nerd.† (Forbes) Many of todays gamers are not loners at all. In fact, gaming brings people together. The whole point of online gaming is working with other people to accomplish a unified goal. The Mario Bros. games have a strong co-op mode for people to play together and work together. There are other parts of online gaming that put you and your friends up against other players. When it comes to violence in gaming, there is no scientific evidence that proves that playing violent games makes you violent. In fact, there is a lot of proof showing how playing violent video games can make you a better person. A study from the University of Buffalo led by professor Matthew Gizzard, PhD, states â€Å"Rather than leading players to become less moral, this research suggests that violent video game play may actually lead to increased moral sensitivity.† (TheDailyBeast) Gizzard points out that when the players gaming session was over, he worked to identify and assess players feelings of guilt. â€Å"The research with video games is so polarizing,† Gizzard said. â€Å"You see people arguing that video games are the worst thing that ever happened to society. You have some people arguing that it it leads to school shootings. On the other side of the equation, you have people saying video games are going to be this cure for all sorts of societal ills.† (TheDailyBeast) It is still hard to say whether or not video games have been good or bad for society. There have been many many moments where games have done some bad, but there are also many times where games have been great for people. The effect video games have on people can vary. Most people would see it as a fake world where nothing in there is related to the real world. Some people see video games as simulator of real life. When people wrongly blame video games for a shooting, it is almost just like saying that television would melt your brain in the 40s and 50s. It seems to be pinning the blame on something that you dont fully understand. I do not believe that video games have been bad for society. In fact, I believe that they have allowed us to go into a new age of technology. But if people continue to see video games as evil, then maybe it shows that we arent ready for that type of technology. My conclusion is that I believe video games have been, and, for a while to come, will be beneficial for human survival. I have given several examples of how video gaming has been given a hard rap for many negative aspects of society, and how studies seem to show this is in fact not the case. We must realize we are leaving the analog age of entertainment and entering the digital age. Video gaming is a very big part of this digital age we must be careful not to quickly put blame onto something in society simply because it is not fully understood or appreciated. References Fox, L. (2013, Nov. 25). Report: Sandy Hook Shooter Adam Lanza was Obsessed with Mass Shootings. U.S. News. Retrieved from URL http://www.usnews.com/ Magnusson, H. (2014, Mar. 02). Report: 5 Riediculous Things the Media Blamed Video Games for. Cracked. Retrieved from URL http://www.cracked.com/ Ashcraft, B. (2012, Dec. 15). Report: Mob Blames Mass Effect For School Shooting, Is Embarrassingly Wrong. Kotaku. Retrieved from URL http://www.kotaku.com Nolan, H. (2012, Dec. 14) Report: The Sandy Hook Elementary Shooting: Everything We Know About the Shooter. Gawker. Retrieved from URL http://www.gawker.com (2012, Dec. 16) Report: Mass Effect Video Game Wrongfully Attacked By Facebook Group Following Sandy Hook Elementary Shooting [Op-Ed]. Inquisitr. Retrieved from URL http://www.inquisitr.com Cohen, J. (2014, Dec. 14) Report: Two Years Later, Still Learning From Sandy Hook. Npr. Retrieved from URL http://www.npr.org Wooden, A. (2011, May. 19) Report: Portal 2 slammed as insensitive by US media. Pcr. Retrieved from URL http://www.pcr-online.biz Matyszczyk, C. (2010, Jan. 21) Report: Video games blamed for return of rickets. Cnet. Retrived from URL http://www.cnet.com Shapiro, J. (2013, Nov. 27) Report: 4 Reasons Video Games Are Good For Your Health (According to American Psychological Association). Forbes. Retrieved from URL http://www.forbes.com Zawacki, K. (2014, Jul. 04) Report: Playing Violent Video Games Makes You a Better Person, Study Says. TheDailyBeast. Retrieved from URL http://www.thedailybeast.com

High Employee Turnover in the Retail Industry

High Employee Turnover in the Retail Industry Executive Summary This dissertation has been written to determine why the employee turnover in the retail industry is so high. The reason for this is that managers are not following the basic human resource principles such as offering employees competitive wages, opportunities of promotion or challenging work in order to keep employees motivated. As individuals are not motivated at work, they look elsewhere for better paid jobs where they can develop themselves further so they can progress with their careers. The researcher has also recognised that employees want flexibility at work. This is due to many of the participants of the survey having personal priorities that are more important to them such as children or studying while working. There are clear recommendations for employers stating what can be done with the intention of reducing the employee turnover rate. The most vital are that managers find out specifically why employees are leaving, this can be done by using exit interviews. Once this is determined, they will be able to pinpoint the causes for employees leaving them so that they can then make the necessary changes to keep staff attracted to the job. The study has also shown that it is of vast importance for employers to offer more flexibility in the workplace in order to be able to cater for the employees requirements. The estimated basic turnover cost for a retail assistant is  £1,425 per individual. (Taylor, S 2002:47) This total only includes the expenses of the employee leaving i.e. the paper work and the recruitment process to replace the individual. The total does not account for overtime being paid out to the individuals colleagues or temporary staffs who may be hired to fill the vacancy on a short-term basis. The employee turnover rate for people working in retail is considerably high at 31.3%; retail has the highest employee turnover rate throughout all sectors. (CBI Labour and Absence Survey 2004) The researcher has been working in sales for almost four years now and it is of great interest to the individual as to why staff turnover is so high and what can be done to prevent it and how the company can benefit from retaining staffs. To the researcher, it seems more practical to retain staffs rather then recruit new employees. If employers invested money into staffs, they may find that this will save a lot of money in recruiting and training new staffs. Aims The aims of the dissertation are to: Identify the cause of high employee turnover rates within the retail sector Find out what employees in this sector want from an organisation Establish what can be done by employers to retain people in this particular segment of the labour market. Rationale This dissertation seeks to inform businesses of how high employee turnover can be costly and time consuming which is why the well-known idiom can be used to express the basis of the dissertation: â€Å"prevention is better then cure.† In the business context, this relates to investing more in staff in order to retain them rather then recruiting, selecting and training new staff. High staff turnovers can influence a businesses performance as it is the employees who are in direct contact with the customers and if they are not satisfied with their jobs, they will not be providing the best service possible to the customers. Limitation: This dissertation is concerned with the retail sector as motivation and retention methods vary in different environments. The proposal does not focus on a particular company but on the retail segment as a whole in order to establish the factors, which account for retention within the sector. The study will be based in London; and will focus on individuals who have had experience of working within the retail sector. Literature Review 7.1 Definition of Employee Turnover When employees leave an organisation, several factors need to be considered which all lead to expenses on behalf of the organisation. The organisation will need somebody to cover the workload of the employee that has left the company and the process of recruiting will need to take place in order to fill the vacancy. The higher the employee turnover rate is of a business, the higher the costs will be to replace these workers which is why it is so important for businesses to calculate. To evaluate the labour turnover, the following calculation can be used: (CIPD 2004) â€Å"Crude Wastage Method† ___Number of leavers in a set period_____ x100 Average number employed in the same period Once labour turnover rates have been identified, it will then be possible for the organisation to recognise the extent that staff turnover can affect them by. Reducing labour turnover will mean that less people are leaving the organisation therefore; there will be less wastage of employees so that money can be saved, as less people will need to be recruited. However, not all organisations calculate the cost of employee wastage. In fact, over 50% of organisations believe that this information is not relevant and 31% believe that it takes up too much time and is not worth the effort. (Recruitment, retention and turnover Survey, CIPD, 2004:33) If organisations do not calculate the employee turnover rate, it will be difficult for them to distinguish its affect and recognise the benefits of reducing it. 7.2 The Effect of Employee Turnover on Staff When an individual leaves a job, either a temporary replacement is hired or the workload is split between the individuals colleagues until a suitable replacement is found. Hiring temporary staff can be expensive while at the same time, giving the individuals colleagues, an increased workload will cause them further stress. If this was to happen consistently, it could be another cause for people leaving the organisation. The graph shows how employee turnover can have a knock on effect because of the impact it has on staffs. (Employee retention report, Reed, 2003:4) The employer must ensure that people are replaced as soon as possible to prevent other staffs from being put under additional stress and pressure. However, if employers tried harder to retain staffs then they would have to put less time and resources into replacing the workforce. 7.3 The Effect of Employee Turnover on the Organisation The impact of employees leaving organisations is that it leads to expenses. Replacing staffs takes up time and money, which are both valuable resources that should be saved wherever possible in order to achieve a more efficiently operated business. When a position is vacant, the amount of paid overtime can rise up to 25%, which accounts for the usual workload that is to be completed by less staffs. (Employee retention report, Reed, 2003:4) The graph shows the adverse affects that happen because of employee turnover. Reducing employee turnover will decrease expenses as the company will not have to spend as much money to hire temporary staffs, recruit new staffs or pay so for so much overtime. 7.4 The Importance of Retention from the Recruitment Stage It is important in an organisation to recruit the right person with the right skills and qualifications for the job. â€Å"People who represent the best ‘match in terms of their personality attributes, skills and experience are those who are likely to perform best in the job against a range of criteria. They are also the people who are most likely to remain employed for some time and the least likely to take the first available opportunity to leave.† (Taylor, S 2002:171) This is essential as recruiting a person whom is inadequate to do the job would be pointless as they would not be able to complete the tasks of the job to meet the expectations of the company. Therefore, recruiting a person who is not right for the job would be a waste of time and money as the right person for the job will still need to be found for the long-term. 7.5 The Importance of Inductions Once a suitable candidate is found and hired, they will require preliminary training, which is known as an induction. This is where the employee is introduced to the company, its culture and procedures. This will help to familiarise the employee with the company and the job requirements. As a result, the employees will learn the various procedures of how the company wants to operate. Inductions are used to welcome the new employee into the organisation and ensure that they feel comfortable in performing their job role successfully. â€Å"Labour turnover is frequently highest amongst those who have recently joined an organisation. The term ‘induction crisis is used to describe the critical period when new starters are most likely to leave. A well planned induction course can help to decrease labour turnover by ensuring that new starters settle quickly in their jobs and reach an efficient standard of performance as soon as possible.† (Kenney, J and Reid, M 1990:241) The induction is a very significant part of training as if it is not carried out it can lead to the new employee feeling pressured and may lead to feeling that the job difficult to undertake. Poor or even no induction training can be the result of an employee leaving the company within the first few days or weeks of the start date. 7.6 Affects of a Quality Induction Programme Clarks is a well-established shoemaker company that has developed a valuable induction programme to ensure that its store employees are capable of achieving the companys targets. Just over 40% of the companys retail staff has already taken part in the training scheme called Shine. The programme is significantly recognised as it won a UK National Training Award. The scheme is part of a strategic plan to improve performance, productivity and employee retention. New starters receive Shine on the first day off work as on-the-job training. The new trainees are given a workbook which is similar to an employee handbook as it covers safety, the job, pay, hours, rules, selling steps, finding stock and equipment knowledge of products, shoe-care, deliveries, credit cards, cheques and refunds. The programme encourages teamwork and helps the new employees to bond together. It is clear that Clarks has recognised the importance in induction training in order to retain employees which is why the com pany has devised such a satisfactory training scheme. (â€Å"Shoe shop staffs shine! In training† 2004:91) 7.7 Retention Plan In order to retain employees, the company must first find out what is causing them to leave. As there can be a wide variety of reasons for people leaving a company, the plan is broken down into key factors: Pay and benefits: the company must be able to offer a competitive rate of pay. This is essential as if an employee can perform the same job and be paid more elsewhere then they will most probably leave the company. The company must be able to keep compete with the pay and benefits offered by rival companies. These benefits can consist of; share options, pension schemes, retention bonuses and flexible benefits Recruitment and selection: when recruiting employees it is crucial to ensure that the employees skills and abilities match what is required of the post in the company. If this is not done then the employee will have problems in carrying out the job role successfully. It is also vital to produce a truthful image of the job as if it is made to sound more glamorous or exciting then it actually is, the employees expectations will not be met therefore they will not be fulfilled in the new job thus causing them to look for a better job elsewhere. Training and development: a good induction process is imperative. Employees also need to have the chance to progress through promotion so that they will not feel like they have to be trapped in the same job. Job design: the work may be too boring or undemanding therefore the position may need redesigning or a new approach such as teamwork. This makes it easier for job-share therefore employees will be able to work when it suits them better as the job will be flexible. Management: ensure that managers and supervisors have the skills and ability to manage effectively and fairly. (Bevan, S. 1997) These are the key features, which the organisation has the control to change. The company has no control over circumstances such as people wanting to move to a different location or ill health therefore these factors cannot be influenced in order to retain employees. Motivation With the intention of retaining employees, keeping individuals motivated is another way to prevent them from leaving the organisation and to ensure that the employer is getting the best from each individual. â€Å"Boredom and frustration at work is often the result of an employees lack of involvement with the companys goals and feelings that their ideas are not wanted or listened to. Companies that involve their employees in achieving company goals are able to motivate employees.† (Chapman, M 1997) For individuals to fulfil their full potential this must be motivated thus The harder an employee works, the more / bigger reward(s) they should gain which will keep them motivated to continue working hard. Motivated staffs lead to a more productive workplace therefore; it will be more profitable. (Maslows Hierarchy 1954) states that people first needed to fulfil there basic needs before they can progress to achieve self-actualisation. This is best shown in a pyramid, each person first starts from the bottom and through work, the individual fulfil each stage and works his or her way up. (Maslows Hierarchy of Needs 1954) Physiological needs: food, water, air, rest Safety needs: security, job security Social needs: affection, love and friendship Esteem: recognition, achievement and status Self-actualisation: personal growth and self-fulfilment. The hierarchy of needs shows that: Employees need money to pay for necessities such as food, rent etc. This is the basis of satisfaction Employees need to know that their job is safe so that they do not have to worry about looking for a new job. It is best to work in teams to encourage socialising between employees as individuals can learn from one another and share knowledge. Employees will be motivated to work harder if they know there is a possibility of promotion. This is the hardest to achieve, as most people want to be the boss. This will take a lot of time and very hard work to achieve. Maslows theory explains how individuals have needs and by employers meeting these needs, they are able to motivate them to keep on progressing. It is vital for the needs of individuals to be met as if they are not it will lead to individuals feeling unfulfilled thus leading them to look elsewhere for another job. (Herzbergs Two Factor Theory 1968) This consists of satisfiers and hygiene factors. A satisfier is what motivates an employee, e.g. achievement, recognition, responsibility, advancement, personal growth and the actual work itself. Hygiene factors are elements that do not motivate people e.g. pay and conditions, status in the organisation, job security and benefits. The theory expresses that employees will be motivated by good wages, promotion and other benefits etc. Employees are not motivated by poor wages, poor working conditions, no job security etc. Ultimately, employers need to offer staff satisfiers to motivate them to work hard. As long as individuals are happy and fulfilled in their jobs and feel that they are progressing, they will continue to work hard and stay within the organisation. 7.9 How to find out why Employees are Leaving The organisation needs to find out why its staffs are leaving so they can then devise a plan to try to prevent this from reoccurring in the future. The methods of finding out why employees are leaving can consist of: Exit interviews: these interviews are normally held soon after the employee has resigned. The interviewer can take the opportunity to find out why the employee is leaving, the conditions under which they would have stayed and improvements the company can make in the future. Leaver questionnaires: these are either completed during the interview or sent to people once they have left the company and normally consist of closed questions to make it easier to analyse. (Leavers questionnaire are also known as Attitude Surveys) â€Å"The exit interview is an increasingly common procedure when an employee leaves an organisation. Ostensibly these are conducted to gain information about the reasons for the employees departure, information which can then be used to improve human resource management.† (Furnham, A 2001) Once the reasons for employees leaving has been established, they can be put into separate categories so the organisation can see what the most popular reasons are for people leaving. They can then go on to make relevant changes in order to help retain workers. 7.10 Conclusion of literature Overall, it seems that in order for the retail industry to grow, organisations must improve their retention methods to ensure they have enough employees to cope with the increase in productivity. It is the sales assistants that have the majority of contact with customers which is why it is so vital to ensure that they receive sufficient training in order to serve customers effectively and efficiently while at the same time providing a service to encourage them to come back. A key way to reduce employee turnover is to keep staffs motivated, so the industry will be investigated to find out how this is done and how successful current methods are. The employee turnover rate is so high within the industry so there must be something that is going wrong to cause such a high turnover rate. Exit interviews seem to be the most crucial method of finding out why people are leaving the industry. It is vital to find out why people are leaving so that action can be taken to prevent staffs to from leaving for the same reasons in the future. Therefore, it will be important to find out if retail organisations carry out exit interviews; and if they do not, then why not? 8. Methodology 8.1 Introduction There are varieties of methods that can be put into practice to assist the researcher to seek out relevant information in order to find out the answer to the research question. Examples of such methods are; observations, case studies, interviews, questionnaires and focus groups. If would be difficult to make observations to find out why people are leaving their retail jobs as people resigning can happen randomly so its not guaranteed to happen when the researcher has scheduled to make an observation. Case studies will not be used as the dissertation is based on the retail industry as a whole, not on specific shops or department stores. Interviews will not be used either as although they lead to a large amount of information being uncovered, they take up quite a lot of time of so the amount of people being interviewed will be limited. A broad selection of peoples opinions need to be taken into consideration therefore, the researcher has chosen to use focus groups and questionnaires in order to obtain both qualitative and quantitative information. As the study is based on the whole retail industry, a wide variety of people who have worked or still work in retail need to be targeted to find out the main causes of employee turnover within the sector. The study will be based on primary research, which will be put into practise to find out peoples viewpoints of the topic. 8.2 Primary Research It will be ideal to use questionnaires to find out information, as it seems to be the most efficient way to use a large sample so a wide amount of information can be collected. Another advantage of using questionnaires is that they are not very time-consuming therefore; more people are likely to respond to them. In addition, they are relatively cheap to produce so the researcher will not need to worry too much about the costs. The questionnaires will be anonymous so people will not feel obliged to answer in a specific manner; hence, they will be able to express their own opinions without feeling obligated. An additional feature of a questionnaire is that people can randomly be asked to fill one out as long as they have had a job in retail. This means that no appointments need to be arranged and that the survey can be conducted at any time or place. However, there are some disadvantages with questionnaires such as the structure of the questionnaire needs to be simple and easy to understand so that people do not get confused. This could ruin the results of the questionnaire as if people misunderstand the questions or the layout they will not answer or complete it properly. If people have literacy problems, it may make it difficult for them to complete the survey accurately. Some people may leave out some of the questions, which could cause a problem when recording the data. This could also lead to the wrong conclusions being drawn to as if people skip questions the results will differ. Consequently, this will need to be taken into consideration when recording the results of the survey. Another possible problem is that the response rate is not guaranteed to be one hundred per cent so some questionnaires maybe wasted. The questionnaire will need to be short and straight to the point, if there are too many long questions it may disc ourage people from completing it as they may feel that it will take up too much of their time. One more problem with questionnaires is that they are limited so people will only be able to give feedback on what they have been asked so a different perspective may be overlooked. With the intention of preventing any issues being overlooked, two focus groups will be instigated before the questionnaires are created. This will be done with the intention to stimulate the topic and look at it from a variety of angles. The focus groups will allow for the upward and downwards approach to be put into use, as the information gathered from the focus groups will then be used to develop the questionnaire. One focus group will be made up of university students whom have worked or still work in retail; therefore, the viewpoint of part-time retail workers whom have other commitments can be established. The other focus group will consist of full time retail workers so that their perception of the issues raised can be distinguished. These group members may have responsibilities such as children, another job, a mortgage etc that is why the researcher feels it is relevant to use two focus groups. Each focus group will have between four to six group members. The focus group will be started by introducing everybody to each other, followed by a summary of the topic. A Dictaphone will be used to record the discussion so that all the information can be recorded so that nothing is left out. The following questions have been prepared to ensure that the discussion is kept on track; Q1) Where does everybody work? / Where has everybody worked? Q2) How long have you all been at these jobs? Q3) Do/did you enjoy it? Q4) What do you like best about it? Q5) What do you hate about it? Q6) Do you feel that your organisation seems to constantly be recruiting new people? Q7) Do you feel that this affects you? i.e. do you have to help train them? Are you often left with a bigger workload? How does this make you feel? Q8) When you have left a job did u receive and exit interview? Q9) Do you think this procedure would help the organisation to find out why they are loosing staffs? Q10) If you were the manager, what would you do to retain staffs? A copy of the minutes of the meeting is available in appendix A. The problems associated with focus groups are that some of the members may feel uncomfortable, as they do not know each other so they may keep their opinions to themselves. However, the researcher will introduce all the members to each other and start the conversation off in a relaxed way to help everyone feel more at ease. Another problem is that it may be difficult to get all the members together at the same time as some people maybe working or have other responsibilities like studying or children. 8.3 Pilot Study When the focus groups have been carried out, the information will be used as the foundation for the first draft questionnaire. This will then be tested in order to get feedback on it for improvements. This process will continue until all feedback has been taken into account and all the necessary changes have been made. When this is all completed, the questionnaire will go through a pilot study of about ten people to ensure that all the questions run smoothly and are not misunderstood. The final version of the questionnaire is available in appendix B. 8.4 The Survey After the required changes if any have been edited, the survey will be carried out at Charing Cross train station on a sample of one hundred people whom work or have worked in retail as a sales assistant. The people completing the survey must meet the specific criteria, which are that everybody who takes part must work or have worked in retail. The location was chosen as it is very busy and it should be easy to find a variety of people that meet the criteria that could spare five to ten minutes to fill out the questionnaire while waiting for their train. 8.5 Analysis of Data Once the survey has been carried out, the data gathered would be entered into an Excel spreadsheet where the data will be put together to analyse it and to find out what are the main reasons for employee turnover within the industry and what can be done by employers to reduce the amount of employee wastage. The data will then be evaluated in order to identify if there are any trends or relationships that can be established. This information will then be examined to find out what the industrys employees require so that employee turnover can be reduced. 8.6 Limitations It was too difficult to get a group of full time workers from different retail segments together at the same time to hold the second focus group. Some people refused to be part of it and others who said they would participate were not able to agree to a specific time where they would all be free. Therefore, only one focus group of university students could be conducted. The survey will be carried out on one hundred people whom have worked in the retail industry. In addition, the survey will be based in central London, if the survey was carried out around the whole of England, the results could differ. 8.7 Secondary research The dissertation focuses on primary research carried out by the researcher however, secondary data in the form of academic books, reports, articles and CIPD studies have been used to look at the existing trends in the labour market. Information has been gathered from various human resource textbooks to look at employees behaviours more closely and to define what factors motivate individuals within the working environment. The Internet was used to find out reliable facts and statistics about the retail industry in order to examine it closer and determine what has already been established so the researcher could identify if these trends were also shown in their research. 9. Analysis and Findings 9.1 Introduction From the information found out through the focus group, the researcher decided to use open-ended questions in the questionnaire as a means to find out what people really thought. Peoples opinions have then been categorised so that relationships can be identified more easily. One hundred questionnaires were handed out and fifty-four were handed back fully completed thus the response rate for the survey is 54%. 9.2 Demographics The results from the survey show that out of the fifty-four respondents, only 22% were male. In 2003, the retail workforce was made up of 63% females and only 37% males. (Learning and skills, research report, 2004:8) According to the survey, just over a third of the industry was made up of men meaning that women dominated the workforce. These results are not biased, as the researchers sample resembles the trends in the industry, as just over three-quarters of the sample are female. Therefore, although the gender is not evenly split, it will not affect the findings of the survey. The results of the survey also showed that the majority (fifty per cent) of the sample fell between the twenty-one to thirty age-range. However, the sample did consist of a variety of ages as shown in the graph below: This graph clearly shows that women dominate the sample and that no men over the age of forty-one took part in the survey. In fact, only seven per cent of the sample are over the age of forty-one. The under twenty category is the only age range which shows there is an even gender split; nine per cent are male and eleven per cent are female. Overall, the survey was completed by respondents with a variety of ages to ensure that different generations of workers could give their viewpoints on employee turnover within the sector. The majority of participants have no children under the age of fourteen: only seventeen per cent have children; forty-four per cent are male and fifty-six per cent are female. Out of these candidates, fifty-six per cent are married, twenty-two per cent are single and twenty-two per cent are divorced. Forty-four per cent have left the industry due to having children while twenty-two per cent are working full time and thirty-four per cent are working part-time. The thirty-four per cent that are working part-time consist of the individual that are single or divorced. These candidates have to work part-time as they are single parents and they have their children to care for. 9.3 The length of time people have worked in the industry and the amount of different retail jobs they have experienced Almost a third of the participants have worked in retail for between three to five years and only four per cent of participants have worked in the industry for ten years or more. This is a very small amount considering that the most amounts of jobs undertaken in retail by a participant were twelve. This was by only one person who worked in the industry for between five to seven years. Seventy-six per cent of respondents have had between one to four retail jobs which seems to be fairly high considering the fact that over a quarter have worked in retail for a year or less. Out of the whole sample of respondents, only eighteen per cent are still in the retail industry, which means that just over two thirds of the sample have actually left the sector and changed careers. 9.4 The reasons for employee turnover Seven per cent of the survey is still in their first retail job, of which, eighty-five per cent have only been in the first job for one year or less. These candidates are all under twenty, therefore the reason they may still be in their first retail job is that they are so young and are just coming to terms with working life. The research has shown that older candidates are likely to have had more jobs in retail as High Employee Turnover in the Retail Industry High Employee Turnover in the Retail Industry Executive Summary This dissertation has been written to determine why the employee turnover in the retail industry is so high. The reason for this is that managers are not following the basic human resource principles such as offering employees competitive wages, opportunities of promotion or challenging work in order to keep employees motivated. As individuals are not motivated at work, they look elsewhere for better paid jobs where they can develop themselves further so they can progress with their careers. The researcher has also recognised that employees want flexibility at work. This is due to many of the participants of the survey having personal priorities that are more important to them such as children or studying while working. There are clear recommendations for employers stating what can be done with the intention of reducing the employee turnover rate. The most vital are that managers find out specifically why employees are leaving, this can be done by using exit interviews. Once this is determined, they will be able to pinpoint the causes for employees leaving them so that they can then make the necessary changes to keep staff attracted to the job. The study has also shown that it is of vast importance for employers to offer more flexibility in the workplace in order to be able to cater for the employees requirements. The estimated basic turnover cost for a retail assistant is  £1,425 per individual. (Taylor, S 2002:47) This total only includes the expenses of the employee leaving i.e. the paper work and the recruitment process to replace the individual. The total does not account for overtime being paid out to the individuals colleagues or temporary staffs who may be hired to fill the vacancy on a short-term basis. The employee turnover rate for people working in retail is considerably high at 31.3%; retail has the highest employee turnover rate throughout all sectors. (CBI Labour and Absence Survey 2004) The researcher has been working in sales for almost four years now and it is of great interest to the individual as to why staff turnover is so high and what can be done to prevent it and how the company can benefit from retaining staffs. To the researcher, it seems more practical to retain staffs rather then recruit new employees. If employers invested money into staffs, they may find that this will save a lot of money in recruiting and training new staffs. Aims The aims of the dissertation are to: Identify the cause of high employee turnover rates within the retail sector Find out what employees in this sector want from an organisation Establish what can be done by employers to retain people in this particular segment of the labour market. Rationale This dissertation seeks to inform businesses of how high employee turnover can be costly and time consuming which is why the well-known idiom can be used to express the basis of the dissertation: â€Å"prevention is better then cure.† In the business context, this relates to investing more in staff in order to retain them rather then recruiting, selecting and training new staff. High staff turnovers can influence a businesses performance as it is the employees who are in direct contact with the customers and if they are not satisfied with their jobs, they will not be providing the best service possible to the customers. Limitation: This dissertation is concerned with the retail sector as motivation and retention methods vary in different environments. The proposal does not focus on a particular company but on the retail segment as a whole in order to establish the factors, which account for retention within the sector. The study will be based in London; and will focus on individuals who have had experience of working within the retail sector. Literature Review 7.1 Definition of Employee Turnover When employees leave an organisation, several factors need to be considered which all lead to expenses on behalf of the organisation. The organisation will need somebody to cover the workload of the employee that has left the company and the process of recruiting will need to take place in order to fill the vacancy. The higher the employee turnover rate is of a business, the higher the costs will be to replace these workers which is why it is so important for businesses to calculate. To evaluate the labour turnover, the following calculation can be used: (CIPD 2004) â€Å"Crude Wastage Method† ___Number of leavers in a set period_____ x100 Average number employed in the same period Once labour turnover rates have been identified, it will then be possible for the organisation to recognise the extent that staff turnover can affect them by. Reducing labour turnover will mean that less people are leaving the organisation therefore; there will be less wastage of employees so that money can be saved, as less people will need to be recruited. However, not all organisations calculate the cost of employee wastage. In fact, over 50% of organisations believe that this information is not relevant and 31% believe that it takes up too much time and is not worth the effort. (Recruitment, retention and turnover Survey, CIPD, 2004:33) If organisations do not calculate the employee turnover rate, it will be difficult for them to distinguish its affect and recognise the benefits of reducing it. 7.2 The Effect of Employee Turnover on Staff When an individual leaves a job, either a temporary replacement is hired or the workload is split between the individuals colleagues until a suitable replacement is found. Hiring temporary staff can be expensive while at the same time, giving the individuals colleagues, an increased workload will cause them further stress. If this was to happen consistently, it could be another cause for people leaving the organisation. The graph shows how employee turnover can have a knock on effect because of the impact it has on staffs. (Employee retention report, Reed, 2003:4) The employer must ensure that people are replaced as soon as possible to prevent other staffs from being put under additional stress and pressure. However, if employers tried harder to retain staffs then they would have to put less time and resources into replacing the workforce. 7.3 The Effect of Employee Turnover on the Organisation The impact of employees leaving organisations is that it leads to expenses. Replacing staffs takes up time and money, which are both valuable resources that should be saved wherever possible in order to achieve a more efficiently operated business. When a position is vacant, the amount of paid overtime can rise up to 25%, which accounts for the usual workload that is to be completed by less staffs. (Employee retention report, Reed, 2003:4) The graph shows the adverse affects that happen because of employee turnover. Reducing employee turnover will decrease expenses as the company will not have to spend as much money to hire temporary staffs, recruit new staffs or pay so for so much overtime. 7.4 The Importance of Retention from the Recruitment Stage It is important in an organisation to recruit the right person with the right skills and qualifications for the job. â€Å"People who represent the best ‘match in terms of their personality attributes, skills and experience are those who are likely to perform best in the job against a range of criteria. They are also the people who are most likely to remain employed for some time and the least likely to take the first available opportunity to leave.† (Taylor, S 2002:171) This is essential as recruiting a person whom is inadequate to do the job would be pointless as they would not be able to complete the tasks of the job to meet the expectations of the company. Therefore, recruiting a person who is not right for the job would be a waste of time and money as the right person for the job will still need to be found for the long-term. 7.5 The Importance of Inductions Once a suitable candidate is found and hired, they will require preliminary training, which is known as an induction. This is where the employee is introduced to the company, its culture and procedures. This will help to familiarise the employee with the company and the job requirements. As a result, the employees will learn the various procedures of how the company wants to operate. Inductions are used to welcome the new employee into the organisation and ensure that they feel comfortable in performing their job role successfully. â€Å"Labour turnover is frequently highest amongst those who have recently joined an organisation. The term ‘induction crisis is used to describe the critical period when new starters are most likely to leave. A well planned induction course can help to decrease labour turnover by ensuring that new starters settle quickly in their jobs and reach an efficient standard of performance as soon as possible.† (Kenney, J and Reid, M 1990:241) The induction is a very significant part of training as if it is not carried out it can lead to the new employee feeling pressured and may lead to feeling that the job difficult to undertake. Poor or even no induction training can be the result of an employee leaving the company within the first few days or weeks of the start date. 7.6 Affects of a Quality Induction Programme Clarks is a well-established shoemaker company that has developed a valuable induction programme to ensure that its store employees are capable of achieving the companys targets. Just over 40% of the companys retail staff has already taken part in the training scheme called Shine. The programme is significantly recognised as it won a UK National Training Award. The scheme is part of a strategic plan to improve performance, productivity and employee retention. New starters receive Shine on the first day off work as on-the-job training. The new trainees are given a workbook which is similar to an employee handbook as it covers safety, the job, pay, hours, rules, selling steps, finding stock and equipment knowledge of products, shoe-care, deliveries, credit cards, cheques and refunds. The programme encourages teamwork and helps the new employees to bond together. It is clear that Clarks has recognised the importance in induction training in order to retain employees which is why the com pany has devised such a satisfactory training scheme. (â€Å"Shoe shop staffs shine! In training† 2004:91) 7.7 Retention Plan In order to retain employees, the company must first find out what is causing them to leave. As there can be a wide variety of reasons for people leaving a company, the plan is broken down into key factors: Pay and benefits: the company must be able to offer a competitive rate of pay. This is essential as if an employee can perform the same job and be paid more elsewhere then they will most probably leave the company. The company must be able to keep compete with the pay and benefits offered by rival companies. These benefits can consist of; share options, pension schemes, retention bonuses and flexible benefits Recruitment and selection: when recruiting employees it is crucial to ensure that the employees skills and abilities match what is required of the post in the company. If this is not done then the employee will have problems in carrying out the job role successfully. It is also vital to produce a truthful image of the job as if it is made to sound more glamorous or exciting then it actually is, the employees expectations will not be met therefore they will not be fulfilled in the new job thus causing them to look for a better job elsewhere. Training and development: a good induction process is imperative. Employees also need to have the chance to progress through promotion so that they will not feel like they have to be trapped in the same job. Job design: the work may be too boring or undemanding therefore the position may need redesigning or a new approach such as teamwork. This makes it easier for job-share therefore employees will be able to work when it suits them better as the job will be flexible. Management: ensure that managers and supervisors have the skills and ability to manage effectively and fairly. (Bevan, S. 1997) These are the key features, which the organisation has the control to change. The company has no control over circumstances such as people wanting to move to a different location or ill health therefore these factors cannot be influenced in order to retain employees. Motivation With the intention of retaining employees, keeping individuals motivated is another way to prevent them from leaving the organisation and to ensure that the employer is getting the best from each individual. â€Å"Boredom and frustration at work is often the result of an employees lack of involvement with the companys goals and feelings that their ideas are not wanted or listened to. Companies that involve their employees in achieving company goals are able to motivate employees.† (Chapman, M 1997) For individuals to fulfil their full potential this must be motivated thus The harder an employee works, the more / bigger reward(s) they should gain which will keep them motivated to continue working hard. Motivated staffs lead to a more productive workplace therefore; it will be more profitable. (Maslows Hierarchy 1954) states that people first needed to fulfil there basic needs before they can progress to achieve self-actualisation. This is best shown in a pyramid, each person first starts from the bottom and through work, the individual fulfil each stage and works his or her way up. (Maslows Hierarchy of Needs 1954) Physiological needs: food, water, air, rest Safety needs: security, job security Social needs: affection, love and friendship Esteem: recognition, achievement and status Self-actualisation: personal growth and self-fulfilment. The hierarchy of needs shows that: Employees need money to pay for necessities such as food, rent etc. This is the basis of satisfaction Employees need to know that their job is safe so that they do not have to worry about looking for a new job. It is best to work in teams to encourage socialising between employees as individuals can learn from one another and share knowledge. Employees will be motivated to work harder if they know there is a possibility of promotion. This is the hardest to achieve, as most people want to be the boss. This will take a lot of time and very hard work to achieve. Maslows theory explains how individuals have needs and by employers meeting these needs, they are able to motivate them to keep on progressing. It is vital for the needs of individuals to be met as if they are not it will lead to individuals feeling unfulfilled thus leading them to look elsewhere for another job. (Herzbergs Two Factor Theory 1968) This consists of satisfiers and hygiene factors. A satisfier is what motivates an employee, e.g. achievement, recognition, responsibility, advancement, personal growth and the actual work itself. Hygiene factors are elements that do not motivate people e.g. pay and conditions, status in the organisation, job security and benefits. The theory expresses that employees will be motivated by good wages, promotion and other benefits etc. Employees are not motivated by poor wages, poor working conditions, no job security etc. Ultimately, employers need to offer staff satisfiers to motivate them to work hard. As long as individuals are happy and fulfilled in their jobs and feel that they are progressing, they will continue to work hard and stay within the organisation. 7.9 How to find out why Employees are Leaving The organisation needs to find out why its staffs are leaving so they can then devise a plan to try to prevent this from reoccurring in the future. The methods of finding out why employees are leaving can consist of: Exit interviews: these interviews are normally held soon after the employee has resigned. The interviewer can take the opportunity to find out why the employee is leaving, the conditions under which they would have stayed and improvements the company can make in the future. Leaver questionnaires: these are either completed during the interview or sent to people once they have left the company and normally consist of closed questions to make it easier to analyse. (Leavers questionnaire are also known as Attitude Surveys) â€Å"The exit interview is an increasingly common procedure when an employee leaves an organisation. Ostensibly these are conducted to gain information about the reasons for the employees departure, information which can then be used to improve human resource management.† (Furnham, A 2001) Once the reasons for employees leaving has been established, they can be put into separate categories so the organisation can see what the most popular reasons are for people leaving. They can then go on to make relevant changes in order to help retain workers. 7.10 Conclusion of literature Overall, it seems that in order for the retail industry to grow, organisations must improve their retention methods to ensure they have enough employees to cope with the increase in productivity. It is the sales assistants that have the majority of contact with customers which is why it is so vital to ensure that they receive sufficient training in order to serve customers effectively and efficiently while at the same time providing a service to encourage them to come back. A key way to reduce employee turnover is to keep staffs motivated, so the industry will be investigated to find out how this is done and how successful current methods are. The employee turnover rate is so high within the industry so there must be something that is going wrong to cause such a high turnover rate. Exit interviews seem to be the most crucial method of finding out why people are leaving the industry. It is vital to find out why people are leaving so that action can be taken to prevent staffs to from leaving for the same reasons in the future. Therefore, it will be important to find out if retail organisations carry out exit interviews; and if they do not, then why not? 8. Methodology 8.1 Introduction There are varieties of methods that can be put into practice to assist the researcher to seek out relevant information in order to find out the answer to the research question. Examples of such methods are; observations, case studies, interviews, questionnaires and focus groups. If would be difficult to make observations to find out why people are leaving their retail jobs as people resigning can happen randomly so its not guaranteed to happen when the researcher has scheduled to make an observation. Case studies will not be used as the dissertation is based on the retail industry as a whole, not on specific shops or department stores. Interviews will not be used either as although they lead to a large amount of information being uncovered, they take up quite a lot of time of so the amount of people being interviewed will be limited. A broad selection of peoples opinions need to be taken into consideration therefore, the researcher has chosen to use focus groups and questionnaires in order to obtain both qualitative and quantitative information. As the study is based on the whole retail industry, a wide variety of people who have worked or still work in retail need to be targeted to find out the main causes of employee turnover within the sector. The study will be based on primary research, which will be put into practise to find out peoples viewpoints of the topic. 8.2 Primary Research It will be ideal to use questionnaires to find out information, as it seems to be the most efficient way to use a large sample so a wide amount of information can be collected. Another advantage of using questionnaires is that they are not very time-consuming therefore; more people are likely to respond to them. In addition, they are relatively cheap to produce so the researcher will not need to worry too much about the costs. The questionnaires will be anonymous so people will not feel obliged to answer in a specific manner; hence, they will be able to express their own opinions without feeling obligated. An additional feature of a questionnaire is that people can randomly be asked to fill one out as long as they have had a job in retail. This means that no appointments need to be arranged and that the survey can be conducted at any time or place. However, there are some disadvantages with questionnaires such as the structure of the questionnaire needs to be simple and easy to understand so that people do not get confused. This could ruin the results of the questionnaire as if people misunderstand the questions or the layout they will not answer or complete it properly. If people have literacy problems, it may make it difficult for them to complete the survey accurately. Some people may leave out some of the questions, which could cause a problem when recording the data. This could also lead to the wrong conclusions being drawn to as if people skip questions the results will differ. Consequently, this will need to be taken into consideration when recording the results of the survey. Another possible problem is that the response rate is not guaranteed to be one hundred per cent so some questionnaires maybe wasted. The questionnaire will need to be short and straight to the point, if there are too many long questions it may disc ourage people from completing it as they may feel that it will take up too much of their time. One more problem with questionnaires is that they are limited so people will only be able to give feedback on what they have been asked so a different perspective may be overlooked. With the intention of preventing any issues being overlooked, two focus groups will be instigated before the questionnaires are created. This will be done with the intention to stimulate the topic and look at it from a variety of angles. The focus groups will allow for the upward and downwards approach to be put into use, as the information gathered from the focus groups will then be used to develop the questionnaire. One focus group will be made up of university students whom have worked or still work in retail; therefore, the viewpoint of part-time retail workers whom have other commitments can be established. The other focus group will consist of full time retail workers so that their perception of the issues raised can be distinguished. These group members may have responsibilities such as children, another job, a mortgage etc that is why the researcher feels it is relevant to use two focus groups. Each focus group will have between four to six group members. The focus group will be started by introducing everybody to each other, followed by a summary of the topic. A Dictaphone will be used to record the discussion so that all the information can be recorded so that nothing is left out. The following questions have been prepared to ensure that the discussion is kept on track; Q1) Where does everybody work? / Where has everybody worked? Q2) How long have you all been at these jobs? Q3) Do/did you enjoy it? Q4) What do you like best about it? Q5) What do you hate about it? Q6) Do you feel that your organisation seems to constantly be recruiting new people? Q7) Do you feel that this affects you? i.e. do you have to help train them? Are you often left with a bigger workload? How does this make you feel? Q8) When you have left a job did u receive and exit interview? Q9) Do you think this procedure would help the organisation to find out why they are loosing staffs? Q10) If you were the manager, what would you do to retain staffs? A copy of the minutes of the meeting is available in appendix A. The problems associated with focus groups are that some of the members may feel uncomfortable, as they do not know each other so they may keep their opinions to themselves. However, the researcher will introduce all the members to each other and start the conversation off in a relaxed way to help everyone feel more at ease. Another problem is that it may be difficult to get all the members together at the same time as some people maybe working or have other responsibilities like studying or children. 8.3 Pilot Study When the focus groups have been carried out, the information will be used as the foundation for the first draft questionnaire. This will then be tested in order to get feedback on it for improvements. This process will continue until all feedback has been taken into account and all the necessary changes have been made. When this is all completed, the questionnaire will go through a pilot study of about ten people to ensure that all the questions run smoothly and are not misunderstood. The final version of the questionnaire is available in appendix B. 8.4 The Survey After the required changes if any have been edited, the survey will be carried out at Charing Cross train station on a sample of one hundred people whom work or have worked in retail as a sales assistant. The people completing the survey must meet the specific criteria, which are that everybody who takes part must work or have worked in retail. The location was chosen as it is very busy and it should be easy to find a variety of people that meet the criteria that could spare five to ten minutes to fill out the questionnaire while waiting for their train. 8.5 Analysis of Data Once the survey has been carried out, the data gathered would be entered into an Excel spreadsheet where the data will be put together to analyse it and to find out what are the main reasons for employee turnover within the industry and what can be done by employers to reduce the amount of employee wastage. The data will then be evaluated in order to identify if there are any trends or relationships that can be established. This information will then be examined to find out what the industrys employees require so that employee turnover can be reduced. 8.6 Limitations It was too difficult to get a group of full time workers from different retail segments together at the same time to hold the second focus group. Some people refused to be part of it and others who said they would participate were not able to agree to a specific time where they would all be free. Therefore, only one focus group of university students could be conducted. The survey will be carried out on one hundred people whom have worked in the retail industry. In addition, the survey will be based in central London, if the survey was carried out around the whole of England, the results could differ. 8.7 Secondary research The dissertation focuses on primary research carried out by the researcher however, secondary data in the form of academic books, reports, articles and CIPD studies have been used to look at the existing trends in the labour market. Information has been gathered from various human resource textbooks to look at employees behaviours more closely and to define what factors motivate individuals within the working environment. The Internet was used to find out reliable facts and statistics about the retail industry in order to examine it closer and determine what has already been established so the researcher could identify if these trends were also shown in their research. 9. Analysis and Findings 9.1 Introduction From the information found out through the focus group, the researcher decided to use open-ended questions in the questionnaire as a means to find out what people really thought. Peoples opinions have then been categorised so that relationships can be identified more easily. One hundred questionnaires were handed out and fifty-four were handed back fully completed thus the response rate for the survey is 54%. 9.2 Demographics The results from the survey show that out of the fifty-four respondents, only 22% were male. In 2003, the retail workforce was made up of 63% females and only 37% males. (Learning and skills, research report, 2004:8) According to the survey, just over a third of the industry was made up of men meaning that women dominated the workforce. These results are not biased, as the researchers sample resembles the trends in the industry, as just over three-quarters of the sample are female. Therefore, although the gender is not evenly split, it will not affect the findings of the survey. The results of the survey also showed that the majority (fifty per cent) of the sample fell between the twenty-one to thirty age-range. However, the sample did consist of a variety of ages as shown in the graph below: This graph clearly shows that women dominate the sample and that no men over the age of forty-one took part in the survey. In fact, only seven per cent of the sample are over the age of forty-one. The under twenty category is the only age range which shows there is an even gender split; nine per cent are male and eleven per cent are female. Overall, the survey was completed by respondents with a variety of ages to ensure that different generations of workers could give their viewpoints on employee turnover within the sector. The majority of participants have no children under the age of fourteen: only seventeen per cent have children; forty-four per cent are male and fifty-six per cent are female. Out of these candidates, fifty-six per cent are married, twenty-two per cent are single and twenty-two per cent are divorced. Forty-four per cent have left the industry due to having children while twenty-two per cent are working full time and thirty-four per cent are working part-time. The thirty-four per cent that are working part-time consist of the individual that are single or divorced. These candidates have to work part-time as they are single parents and they have their children to care for. 9.3 The length of time people have worked in the industry and the amount of different retail jobs they have experienced Almost a third of the participants have worked in retail for between three to five years and only four per cent of participants have worked in the industry for ten years or more. This is a very small amount considering that the most amounts of jobs undertaken in retail by a participant were twelve. This was by only one person who worked in the industry for between five to seven years. Seventy-six per cent of respondents have had between one to four retail jobs which seems to be fairly high considering the fact that over a quarter have worked in retail for a year or less. Out of the whole sample of respondents, only eighteen per cent are still in the retail industry, which means that just over two thirds of the sample have actually left the sector and changed careers. 9.4 The reasons for employee turnover Seven per cent of the survey is still in their first retail job, of which, eighty-five per cent have only been in the first job for one year or less. These candidates are all under twenty, therefore the reason they may still be in their first retail job is that they are so young and are just coming to terms with working life. The research has shown that older candidates are likely to have had more jobs in retail as