External Support for Programmers in Tool Building

External Support for Programmers in Tool Building 2. LITRATURE SURVEY In a software development process a literature survey is the utmost imperative step. It is necessary to regulate the time factor before developing the tool economy and company strength. Once these things are satisfied ten next steps are to determine which operating system and language can be used for developing the tool. Once the programmers start building the tool the programmers need lot of external support. This support can be obtained from senior programmers, from book or from websites. Before building the system the above consideration are taken into account for developing the proposed system. In[1] Haikun Liu, Student Member, IEEE, Hai Jin, Senior Member, IEEE, Xiaofei Liao, Member, IEEE,Chen Yu, Non-Member and Cheng-Zhong Xu, Senior Member, IEEE 2011 Live virtual machine migration via asynchronous replication and state synchronization Live relocation of virtual machines (VM) crosswise over physical hosts gives a huge new advantage to heads of server farms and bunches. Past memory-to-memory methodologies show the viability of live VM movement in neighborhood (LAN), however they would bring about a long stretch of downtime in a wide territory system (WAN) environment. This paper depicts the outline and execution of a novel methodology, specifically, CR/TR-Motion, which receives checkpointing/recuperation and follow/replay advances to give quick, straightforward VM movement for both LAN and WAN situations. With execution follow signed on the source have, a synchronization calculation is performed to arrange the running source and target VMs until they achieve a predictable state. CR/TR-Motion can extraordinarily lessen the movement downtime and system data transmission utilization. Trial results demonstrate that the methodology can definitely lessen relocation overheads contrasted and memory-to-memory approach in a L AN: up to 72.4 percent on application watched downtime, up to 31.5 percent on aggregate movement time, and up to 95.9 percent on the information to synchronize the VM state. The application execution overhead because of movement is kept inside of 8.54 percent by and large. The outcomes additionally demonstrate that for a mixed bag of workloads relocated crosswise over WANs, the movement downtime is under 300 milliseconds. In [2] Rajkumar Buyya, Rajiv Ranjan and Rodrigo N. Calheiros Modeling and simulation of scalable cloud computing environments and the cloudsim toolkit: Challenges and opportunities Distributed computing means to power the cutting edge server farms and empowers application administration suppliers to rent server farm capacities for sending applications relying upon client QoS (Quality of Service) prerequisites. Cloud applications have distinctive organization, arrangement, and sending prerequisites. Evaluating the execution of asset portion strategies and application booking calculations at better points of interest in Cloud registering situations for diverse application and administration models under fluctuating burden, vitality execution (power utilization, heat dissemination), and framework size is a testing issue to handle. To improve this procedure, in this paper we propose CloudSim: an extensible recreation toolbox that empowers demonstrating and reproduction of Cloud registering situations. The CloudSim tool compartment backings demonstrating and making of one or more virtual machines (VMs) on a mimicked hub of a Data Center, occupations, and their mappi ng to suitable VMs. It likewise permits recreation of different Data Centers to empower a study on organization and related approaches for relocation of VMs for dependability and programmed scaling of uses. In [3] Alexandru Iosup , Nezih Yigitbasi, Dick Epema On the performance variability of production cloud services Conveyed registering intends to power the front line server homesteads and engages application organization suppliers to lease server ranch limits for sending applications depending upon customer QoS (Quality of Service) requirements. Cloud applications have unmistakable association, plan, and sending essentials. Assessing the execution of benefit bit methodologies and application booking estimations at better purposes of enthusiasm for Cloud enrolling circumstances for various application and organization models under fluctuating weight, imperativeness execution (power use, heat scattering), and system size is a trying issue to handle. To enhance this strategy, in this paper we propose CloudSim: an extensible diversion tool kit that engages exhibiting and multiplication of Cloud enlisting circumstances. The CloudSim instrument compartment sponsorships showing and making of one or more virtual machines (VMs) on an imitated center point of a Data Center, occupations, and their mapping to suitable VMs. It moreover allows diversion of distinctive Data Centers to enable a study on association and related methodologies for migration of VMs for steadfastness and modified scaling of employments. In [4] Xiaoqiao Meng, Canturk Isci, Jeffrey Kephart, Li Zhang, Eric Bouillet. 2010 Efficient Resource Provisioning in Compute Clouds via VM Multiplexing Asset provisioning in figure mists regularly obliges an evaluation of the limit needs of Virtual Machines (VMs). The assessed VM size is the premise for distributing assets proportionate with interest. As opposed to the customary routine of assessing the span of VMs independently, we propose a joint-VM provisioning approach in which different VMs are combined and provisioned together, in light of an evaluation of their total limit needs. This new approach abuses factual multiplexing among the workload examples of different VMs, i.e., the crests and valleys in one workload example don't essentially harmonize with the others. Therefore, the unused assets of a low used VM can be obtained by the other co-found VMs with high usage. Contrasted with individual-VM based provisioning, joint-VM provisioning could prompt much higher asset use. This paper shows three outline modules to empower such an idea by and by. In particular, an execution requirement portraying the limit need of a VM for accomplishing a certain level of use execution; a calculation for assessing the total size of multiplexed VMs; a VM choice calculation that looks to discover those VM blends with correlative workload designs. We showcase that the proposed three modules can be consistently connected to applications, for example, asset provisioning, and giving asset insurances to VMs. The proposed strategy and applications are assessed by execution information gathered from around 16 thousand VMs in business server farms. The outcomes show more than 45% upgrades regarding the general asset usage. In [5] Simon Ostermann, Alexandru Iosup, Nezih Yigitbasi, Radu Prodan, Thomas Fahringer and Dick Epema A Performance Analysis of EC2 Cloud Computing Services for Scientific Computing Distributed computing is developing today as a business base that takes out the requirement for keeping up extravagant processing equipment. Through the utilization of virtualization, mists guarantee to address with the same shared arrangement of physical assets a vast client base with diverse needs. Hence, mists guarantee to be for researchers a distinct option for groups, frameworks, and super PCs. In any case, virtualization may prompt noteworthy execution punishments for the requesting investigative figuring workloads. In this work we show an assessment of the convenience of the present distributed computing administrations for experimental registering. We investigate the execution of the Amazon EC2 stage utilizing small scale benchmarks and bits. While mists are as yet changing, our outcomes demonstrate that the present cloud administrations require a request of greatness in execution change to be valuable to established researchers.

The Ethics Of Poverty

The Ethics Of Poverty I will begin this delicate topic with some information about poverty and then I will explain the differences between those who believe it is not our duty to provide support to the impoverished and those who do. Regardless of who is morally right or wrong or who is responsible for helping the poor, poverty will always be a part of life in this world. There will always be wealthy people and there will always be poor people. It is a fact of our life struggles that corresponds with Darwins theory, only the strong survive. With the economic condition of the world today poverty is a concern that is becoming a greater issue; despite its being overlooked around the world for many years. Most people would rather turn their heads and ignore the fact that there are millions of individuals who live in some state of poverty every day. It is easy for those who are well off to ignore the realization that poverty does exist; because those who choose to remain ignorant about poverty are not worried about where they will sleep that night or where they will get food from. They are also not forced to live in extreme conditions every day or wonder where they can get a shower or clothes, because they have their basic necessities in life. Maybe if they understood what those poverty stricken people were going through, they might reconsider their outlook on poverty. In the United States, poverty is measured by poverty thresholds and poverty guidelines. (Wikipedia, 2011) According to numerous surveys at one time or another, over forty percent of Americans have had to deal with some type of poverty caused by hardships, such as job loss, financial strains, natural disasters, death, divorce, poor economic conditions, and even war. According to the United States Census Bureau, poverty in the U.S. has spiked to an all-time high surpassing fourteen percent. (CNNMoney.com, 2010) According to National Public Radio online, poverty has not been the main issue for many Americans and in fact it has slowly faded from the headlines. (NPR, 2001) So with all that information; I will pose some questions that are always being asked about who are actually responsible for the lack of attention the poverty issue has received. Is the U. S. Government to blame? Do we blame Globalization? Who in the world can be the sole individual to blame? Do we blame Americans because our nation is more advanced than those third world countries? Whose duty is it to help those in need? These questions are the ones that many human rights supporters and their opponents are quarreling over. Despite this information and the questions I presented; there are Americans who believe poverty is a big problem and they are all in consensus that something should be done about it. Many of those individuals also agree that any aid our government/country gives to those in need is only done because it is in the best interest of our national government and not because the government feels they have to. If our government felt it was their duty as a nation to give continuously to the impoverished, then we wouldnt have poverty stricken people or homeless individuals here in the United States. The worlds poverty numbers would diminish extremely if our government felt it was their duty to help all those in need. There are many philosophers like Peter Singer, Ayn Rand, and Fyodor Dostoyevsky and numerous Human Rights Activists such as Thomas Pogge and Simon Caney as well as other humanitarian organizations that believe wealthy people have a moral obligation or duty to help those who are severely destitute. If the well-to-do opt not to help those who live a life of severe poverty, they are considered human rights violators and the same Activist protest there should be some kind of condemnation for ignoring those who are suffering from poverty. (Saddia, 2010) For example, Peter Singer suggests that if the well off have abundance and are well to do then it is their moral responsibility to assist those in need. (Wikipedia, 2011) Helping those in need comes down to ones beliefs and moral values. It really is up to individuals to decide for themselves as to whether or not they want to help the needy. If they feel bad for those in need, then the answer would be yes, those individuals should help the poor. But, if there are no deep feelings of sorrow, then the answer to whether they should help, would be no. Like I previously stated, it is what the individual believes in their mind and heart. Their moral judgment will give them the answer they are searching for as to whether they are wasting their time and money in trying to help the needy or if they feel helping the needy would make them feel better as a person. In the case of poverty, I believe an individuals morals are based off emotions, reflexes and what they feel in their hearts. Most individuals depend on these emotions, reflexes, and feelings to help them make decisions. There is a possibility the world could benefit from those who help the needy; the total number of impoverished families and people in the world might be reduced with help from the wealthy. But there are too many poverty stricken people in this world to help, that it would take much longer than we have on this earth to see the positive changes. All individuals have a right to basic necessities such as food, water, clothing, and shelter; however, providing the basic necessities to the needy should not be the sole responsibility of those who are better off. An individual who is well off can only do so much for so long and after helping those in need, individuals begin to assume they are being taken advantage of and they start providing less and less assistance to the needy. They tend to find a mindset of why am I the only one helping these people and why should I help them. Other individuals have concerns as to where their monetary assistance is actually going. People who help out by donating money to those charity organizations that support the impoverished, wonder if their monetary support is actually making it to those in need in a third world country or if some organization leader is keeping a majority of the donated money to help cover costs of that organization. Like me I wonder the same thing, because I know there are millions of people and charity organizations who are helping the impoverished, but we cannot assume that all the aid is going to those needy because nothing is really changing for those who are poor. It seems those who support the poor are fighting a losing battle. On the other hand, there are many people world-wide who believe the well-to-do do not have a moral duty or obligation to provide support or provide assistance to those who desperately need it. Individuals who think this believe they have worked too hard to for what they have, that they shouldnt have to just give it away because someone else in another country is not working hard enough to alleviate their plight. They also believe that it is not their concern or their fault that people in other countries are so poor. Forcing the well-to-do to share their wealth with the poor would be considered a violation of their rights since they are not being allowed to choose whether to give or not. If we continue to just provide assistance instead of resources for them, to the impoverished we are just causing more problems down the road, because those who are poor will continue to expect support instead of using the resources to better themselves. Needless to say, the poor continue to reproduce at a greater number than the rich. So those third world countries are practically doubling in population and if we continue to provide some sort of safety net in the form of support from the wealthy, then how can the poor population ever recover. I dont want to venture into religious opinions, but the Bible does state there will always be poor amongst us. Yet many Archbishops state, the rich should help the poor. Garrett Hardin a philosopher as well was opposed to Peter Singers theory that the rich should be influenced to help the poor. There are many well-to-do individuals who claim they have no responsibility for the millions of poor people across the world, because it was not their fault the poor people ended up in that situation. Yet there are those who believe we have several options: we may be tempted to try to live by the Christian ideal of being our brothers keeper, or by the Marxist ideal of to each according to his needs. (Hardin, 2003) Those who believe we should not supp ort the poor are said to have more of an individual egoism (Philosophy Basics, ) which means they are more inclined to act in their self-interest. So with all that being said, what is the morally right thing to do and whos duty is it to help those in need? There is and always will be different views on who is to blame and who should help the impoverished. The absolute fact is that there will always be poverty stricken people in this world no matter if we as individuals feel it is our duty to help those in need or not. From the beginning of time to the present day, people have fallen into two categories, they are either hunters or they are gatherers. Those who fall into the hunter category or have the hunter persona are individuals who fight hard to ensure their families have the basic necessities and more if possible. Then you have those individuals who fall into the gatherer category or have the gatherer persona; they expect others, particularly the hunters to feed and take care of them. There are several reasons as to why people are severely poor and those people who are capable of helping would probably make the better decision and help those who fell into poverty because of a natural disaster, job loss due to businesses downsizing, or even medical related problems which keep people from working. Extreme reasons like that affects individuals differently and they are more inclined to help those who fell into poverty. But for someone to say we should help those in need because they fall victim to drugs or violence is not a severe enough reason to entice someone to help. People are not sympathetic to those kinds of reasons. I however, dont believe it is the rich mans responsibility to take care of the poor simply because we choose our own path in life and there is always room for change. Staying in a state of poverty just because there is a small amount of help is not a justifiable reason to avoid changing their situation. I also dont if someone who was extremely poor suddenly became rich, that they would turn around and give their money to the poor. I believe they would possibly donate some of their money to certain charity organizations or maybe give a little money to friends or family who helped them through the tough times. But how long would they continue to give their earnings to the poor is unknown, because they possibly would become tired of having to continuously support those who have less. So in the end, who is really to blame for the poor being poor? I believe their governments should rise up and do more to alleviate the poverty issues in their respective countries. For example, Africa is known for being a continent with a majority of the population being impoverished and not having basic necessities. Yet they export oil, diamonds, and other goods which would increase their Gross National Product and they could use the increase to help the poor. If the country where those needy live has a failing economy, then who is responsible or who do we blame? Do we blame it on Globalization? I believe the American welfare system does not help the poor or improve their situation, it merely allows them to get by and because of this they do not put enough effort into improving their status. It is true to this day, the rich get richer and the poor, poorer.

The Impact of Music on Students Essay -- Research Essays Music Musical

The Impact of Music on Students In some way, music affects everyone. Whether it is, a young girl?s favorite song on the radio, a college student?s escape from reality or a form of entertainment to a married couple, music brings everyone together. Music definitely affects the lifestyles of people in many different ways. The diverse styles of music makes people look and act differently. Music has many different levels. To me, levels meaning; the more independent and progressive the music is, the more the fans take it to the extreme. Music creates style. It causes people to talk, act, and dress the way they do. I hope to discover how much music influences people, especially college students. Also, the more fascinated they are the more influences it has to them. I would like to prove, that to some, music is nothing more than the pop song playing on the radio in the car, and to others, it is a major part of their life. It is very interesting to me, to learn the effects music has toward people. Mu sic impacts everyone in some way (positive or negative), but I think it impacts college students the most. I would like to know the reasons people are listening to music they buy. Also, the reasons certain groups are more popular than others. I used a couple various methods of research to conduct my research. I wrote up ten surveys with some questions about gender, age, what they buy, do they attend concerts, and do they support local music. I passed these surveys out to completely random students so there was no imbalance of the results. I hope to find out certain things like: are males affected more than females from music; who buys more clothing/ accessories; is local music importa... ... time last week, at a little place in Oakland.? We were talking about how they are definitely one of his favorites, if he had to pick. I asked him why he was so into music. He replied ?It?s a stress reliever. It takes my mind off school, work, and people?s pettiness.? Another interview that I performed was not as formal. This one was with my dad at the dinner table. It was pretty short and to the point. I asked him if he likes music. He said ?No.? I then asked him if he ever listens to it and he said ?No, when I am in the car I listen to the news or talk radio and when I?m home I?m either working or watching TV.? After doing this research, I realized that by doing interviews you can really feel the emotion from the answers compared to reading a survey. I think that interviews did help me make certain things easier to understand on the survey.

The Tatler and the Spectator :: Tatler and the Spectator Essays

During the early part of the 1700's Joseph Addison, the Tatler and Sir Richard Steele, the Spectator, came together to write The Tatler and the Spectator. Through their hardships of life they came about understanding what others were feeling and the actions that they took. They documented five hundred and fifty-five essays that were depicted from the world around them. They used the feeling of  Ã‚   love to show about human nature and what it did to achieve its goals. Through stories, such as "Jilts and their Victims", "Country Festival", "For Whom the Bell Tolls", "Knowledge and Time", and "Reasons" Addison and Steele show what they know about life and the power they had publishing it.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The two men met at a young age at the Charter House School in England where from their they became the best of friends. Through their hardships they ended up going separate ways. Addison went into politics where he became a popular figure in society.(World Book Addison) Steele went to the military where he later got knighted. In 1710 they were united when Steele asked Addison to join him in writing in the "Spectator".(World Book Steele) Addison gladly excepted and the two men would go out and view the world around them. The two men would write about any occasion, but whenever they wrote they were really in depth of their feelings and thoughts. Their was one   topic in particular that fashioned their writings and that was the topic of love. Love was portrayed as being good and bad throughout the writings.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Love was used repetitively due to it is a constant in every bodies life and they could easily relate to the characters. Allowing others to relate to their writings helped make them popular. Addison and Steele gave love a good and bad side to show the readers that love is not cracked up to what it really can be. It was good in the way that it showed people having a good time together and enjoying the presence of   another. It also demonstrated those relationships that everyone dreads getting into. Love is bad in a way that in a way that it could be used as a possession, or a gold-digger. Steele himself was a god-digger and in his two marriages he had never dealt with the true meaning of love.

Research on Amanda Todd: Cyberbullying Essay

Todd’s suicide received widespread, international media coverage, much of which included a link to Todd’s YouTube video and an email address provided by the RCMP appealing for information from the public. Within 24 hours of the appeal, over 400 tips were received.[9] The RCMP has stated that its investigation was hindered by the amount of false information in online postings after Todd’s death, and scams claiming to raise money for her family. Amanda Todd, a 15-year-old Canadian schoolgirl hanged herself, last week, after years of unrelenting abuse by peers and online predators, one of whom persuaded her to flash her breasts and then shared the picture around the world. In a personal video posted on the internet weeks before her death, Amanda told her story of â€Å"struggling, bullying, suicide, self-harm†. The sexual bullying of women and girls online is not a new phenomenon and Amanda’s story is not unusual. A quick search shows hundreds of simil ar videos of tormented young women across the world telling intimate tales of loneliness and abuse, often by bullies who use the internet to ogle and harass women and girls with impunity. What is unusual is that this week, a fight back began. Since her suicide, more than one million Facebook users have â€Å"liked† Todd’s Facebook memorial page.[9][33][34] Mingled among the positive support and comments are continuing attack posts and images from strangers and those claiming to be her former classmates, such as a message stating â€Å"I’m so happy she’s dead now.† [9] After one man’s derogatory Facebook comments about Todd’s death were reported to his employer, the Grafton-Fraser Mr. Big & Tall clothing chain confirmed that he was no longer an employee Of course, the problem is far bigger than a few isolated creeps. The problem is a culture that persecutes women and girls for being visible online and in the physical world. Until bullies everywhere, in schools, on the internet and in positions of power, get the message that sexual abuse and harassment of women and girls has real, tangible consequences for them as well as for their victims, vigilante e-justice will remain the only effective way for women and their supporters to hit back.

Impact of Hrm Practices

ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 Impact of HR Practices on Employee Job Satisfaction in Public Sector Organizations of Pakistan Muhammad Javed Faculty of Administrative Sciences Air University Islamabad, Pakistan Muhammad Rafiq (Corresponding Author) Faculty of Administrative Sciences Air University Islamabad, Pakistan Islamabad, 44000, Federal, Pakistan.Maqsood Ahmed Faculty of Administrative Sciences Air University Islamabad, Pakistan Mustajab Khan MS Scholar Muhammad Ali Jinnah University Islamabad, Pakistan Abstract A lot of research has been done on the relationship of HR Practices and employee job satisfaction but the main focus and theme behind those research studies has been the developed countries. The purpose of this study is to observe the relationship between three HR Practices i. e. (Training and Development, Rewards, Recognition) and the employee job satisfaction in the public sector organizations of a developing country, Pakistan.Data has been collected from the employees of various public sector organizations and then regression and correlation have been applied to check the relationship between the dependent and independent variables. Recognition and training and development are a key source of employee job satisfaction in Public sector organizations of Pakistan but rewards do not have any significant impact upon employee job satisfaction. Key Words: Training and development; Rewards; Recognition; Job satisfaction; Pakistan Introduction A lot of researchers have found that HR Practices are positively linked with employee job satisfaction (Wright et al. 2003; Spector, 1997; Huselid 1995); Petrescu & Simmons, 2008). The aim and main focus of these studies have been developed countries. The eyes did not COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 348 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 turn towards developing countries like Pakistan in a great deal. (Aycan et al. 2000) found that so far very little research has been conducted in the field of HR Practices i. e. Training and development, Rewards and Recognition in Pakistan which shows that this particular field still has a lot of space for further research.The main theme of this particular research is to observe the relationship between HR Practices (Training and development, Rewards, Recognition) and Employee Job Satisfaction in public sector organizations of Pakistan. These HR Practices are also known as key drivers of employee performance. Training and development is one of the key elements of employee job satisfaction because it reduces the discrepancies in job tasks and enhances the job skills which in result motivates the employees and lead towards job satisfaction.Employees get extremely motivated through rewards and recognition and these two factors lead towards employee motivation and research shows that highly motivated employees are the most satisfied employees and also the high performers. This study is extremely significant as it is a big insight for the public sector organizations of Pakistan. Normally managers don’t focus upon the relationship of rewards and job satisfaction, recognition and job satisfaction or training and development and job satisfaction.So this study will enable them to make a better strategy in terms of employee job satisfaction and to focus upon those HR practices which actually are the source of job satisfaction for employees. Every individual employee wants satisfaction at job but organization is wasting its resources by focusing on wrong HR practices for employee job satisfaction. This study could be an eye opener for many organizations and may well prove to be a very productive one. Pakistan is one of those countries where people working in the public sector organizations are often not sure about the job satisfaction level.The unsatisfied employees of public sector organizations, when switch to private sector i. e. MNE's, they have been observed to be much COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 349 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 more satisfied, therefore it is very important for the managers to know which HR Practices keep them satisfied and how much important role rewards, recognition and training and development have regarding employee job satisfaction.This study can be very fruitful for HR Managers of Public sector organizations in Pakistan as they would get a very clear idea about the relationship of three important HR Practices and employee job satisfaction and as a result can have much more productive employees and a decreased turn over rate in their organizations. Literature Review HR Practices HR Practices are linked with the management of human resources, activities necessary for staffing the organization and sustaining high employee performance (Mahmood, 2004).The most common HR Practices are recruitment, selection, training and development, compensation, rewards and recognition (Yeganeh & Su, 2008). Six HR practices selective hiring, compensation policy, rewards, recognition, training and development and information sharing have been studied with relation to employee job satisfaction (Dessler, 2007). The present study examines the relationship between three HR Practices i. e training and development, rewards, recognition and employee job satisfaction. Job Satisfaction Job satisfaction means what are the feelings of different employees about the different dimensions of their jobs (Robbins, 2003).The level of satisfaction and dissatisfaction is another aspect which is related to employee job satisfaction (Spector, 1997). Job satisfaction may be the general behavior emerged due to different happenings at the work place; it may be supervisor’s behavior, relationship with peers or the work envi ronment (Janet, 1987) . Various factors such as an employee needs and desires, social relationships, job design, compensation, developmental opportunities and aspects of work-life balance are 350 COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research ijcrb. webs. com MAY 2012INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 considered to be some of the key factors of job satisfaction (Byars & Rue, 1997; Moorhead & Griffin, 1999). According to (Robbins 1999), a satisfied workforce can increase organizational productivity through less distraction caused by absenteeism or turnover, few incidences of destructive behavior, and low medical costs. Training and Development Training is focusing on fixing a specific issue (Doyle, 1997). Training often answers the question â€Å"what happens if† Development on the other hand takes a more global approach.Training is related with current performance and progress of an employee while development is r elated with the future performance and progress (Miller, 2006). Training is anything offering learning experience (Paul & Anantharaman, 2003) Training helps employees is more specific with their job and organization and as a result increases employee job satisfaction and makes them work better. H1: Training and development is significantly and positively related with employee job satisfaction. Recognition Recognition is appreciation of employee’s performance in formal or an informal way.Recognition is one of the driving force towards motivating employees, it also highlights how much an employee’s performance is appreciated in an organization for the amount of work he/she has put in (Miller & Lawson, 1999). Recognition maintains a strong bond between motivation and performance and as a result the level of motivation of employee’s stays very high almost all the time (Flynn, 1998). Recognition increases level of job satisfaction and satisfied employees are a valuab le asset for any organization (Entwistle, 1997). Recognition is often considered to be of two major types, cash and non-cash awards.Different sectors need different ways of recognition to be applied, some sectors or segments of population may like cash and prizes to be a easy and better way of motivation while others may like non-cash COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 351 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 awards because they feel that if cash is to be given as recognition than they already have salaries and other bonuses which get consumed very quickly (Holmes, 1994) . H2: Recognition is significantly and positively related with employee job satisfaction.Rewards Rewards are usually referred to as intangible returns including cash compensation and benefits. Reward system is set of mechanisms for distributing both tangible and intangible returns as part of an employment relationship (Rue & Byars, 1992). Rewards are also termed as the need of an employee because when reward will be linked with the employee’s desire it will motivate him/her to a very high level (Kalleberg, 1977). It certainly shows that what an employee wants after performing a certain task. It has been revealed in the past researches that rewards are very strongly correlated with job satisfaction.Rewards are positively linked to employee job satisfaction (Gerald & Dorothee, 2004). Their research extracted one important element that employees are more satisfied with those rewards that they actually perceive. (Clifford, 1985) argues that employee Job satisfaction may be determined through job rewards. There are a lot of differences between different authors related to the dimensions of rewards and employee job satisfaction but one thing upon which almost all agree upon is the element of rewards that are perceived by employees (Kalleberg, 1997). H3: Rewards are significantly and positively r elated to employee job satisfaction.COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 352 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Theoretical Model of the Study VOL 4, NO 1 INDEPENDENT VARIABLES DEPENDANT VARIABLE Training and Development Recognition Employee Job Satisfaction Rewards Methodology The population for this study was public sector organizations of Pakistan, (ZTBL, NDC, SME Bank ltd). 180 questionnaires were distributed to get response of employees while 140 useful responses were received back (77%). Convenient sampling had been used to gather data.The scale used for this research is highly reliable as it has been related to scales of many past researches. This questionnaire checks the impact of HR Practices (Training and development, rewards, recognition) on employee’s job satisfaction. Relationship of HR Practices and job satisfaction has been tested on a 17 items scale. All the items of scale h ave been taken from renowned past researche studies (Clifford, 1985) job satisfaction, (Rogg, Schmidt, Shull & Schmitt, 2001) training and development (beer, 1987) recognition, (Spector, 1995) rewards. COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 53 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 Job satisfaction has been measured through a 3 item scale, training and development has been measured through 6 items scale, and 4 items have measured recognition while another 4 items have measured rewards. Questionnaires were filled under our personal supervision. The statistical tests were applied upon the data through statistical software SPSS. Degree of association was measured by using Pearson coefficient. Causal relationship between HR Practices and job satisfaction was estimated by using Regression analysis.According to the data collected the respondent’s average age for 25 or below segment is 31. 4 , for 26-35 is 26. 4, for 36-45 is 30. 0 and 46 or above segment is 12. 1; 55. 7% of the respondents are male while 44. 3% are female. The detail description of demographics is given in table 1. Table: 1 Demographic profile of respondents Sr # No 1 Age Indicators Categories 25 or below 26-35 36-45 46 or above 2 Gender Male Female 3 Nature of Job Permanent Temporary Contract 4 Income level 25,000 or below 26,000-35,000 36,000-45,000 46,000 or above Frequency 44 61 17 18 78 62 68 63 09 44 37 42 17 Percentage 31. 43. 6 12. 1 12. 9 55. 7 44. 3 48. 6 45. 0 6. 40 31. 4 26. 4 30. 0 12. 1 COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 354 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Data Analysis and Results Reliability Analysis VOL 4, NO 1 Cronbach alpha is the tool used to check the reliability of any scale. According to the statistical analysis the value of cronbach alpha ranges between 0. 698-0. 847. Normally 0. 6 is the minimum acceptable range for cronbach alpha. The overall reliability of scale items is found to be 0. 92. the detailed description of the value of cronbach alpha is given in table 2. Table: 2 Cronbach Alpha of Scale Items Construct/variable Job satisfaction Training and development Recognition Rewards Number of items 3 6 4 4 Cronbach alpha 0. 698 0. 824 0. 760 0. 847 Correlation Correlation analysis has been carried out to check the extent to which two quantitative variables vary together, including the strength and direction of their relationship. The strength of the relationship refers to the extent, to which one variable predicts the other; it can be observed in table 3.Table: 3 Correlations Satisfaction Job Satisfaction Training & dev Recognition Reward Correlation Correlation Correlation Correlation 1 . 469(**) . 650(**) . 684(**) 1 . 550(**) . 615(**) 1 . 952(**) 1 Training Recognition Reward As shown in the above table, training and development, recognition and rewards all a re found to be positively correlated with dependent variable job satisfaction. The value (r= . 469) suggests that training and development is positively correlated with job satisfaction, (r= . 650) COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 355 ijcrb. webs. comMAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 shows that recognition is also positively correlated with job satisfaction and (r= . 684) shows that rewards are also positively correlated with job satisfaction. Correlation analysis showed that there is positive relationship between job satisfaction and independent variables. Table: 4 Regression Analyses Model 1 R . 710(a) R Square . 504 Adjusted R Square . 493 Std. Error of the Estimate . 26238 Table: 5 Coefficients (a) Standardized Variables Unstandardized Coefficients B (Constant) Training Recognition Reward . 25 . 266 . 088 . 443 Std. Error . 343 . 085 . 205 . 206 . 243 . 086 . 453 Coefficients Beta 2. 696 3. 14 5 . 430 2. 147 . 008 . 002 . 668 . 034 t Sig. As shown in the above table of coefficients (a), training and development is positively affecting the dependent variable job satisfaction as the beta value is (. 266). It is shown in the table that recognition also has a positive effect on the job satisfaction, represented by beta value (. 088) and rewards also have positive effect on the job satisfaction, represented by beta value (. 443).Independent variables, training and development and rewards are having a positive and significant relationship with the dependent variable but recognition is not having a significant relationship. The value of R square is . 504 which means that 50. 4% variation in dependent variable can be explained by independent variables. On the basis of above analysis, hypotheses 1 and 3 are accepted but hypothesis 2 has been rejected. Previous researches had shown the same results. COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 356 ijcrb. we bs. com MAY 2012INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Table: 6 Hypotheses Testing Hypotheses H1: Training and development is significantly and positively related with employee job satisfaction. H2: Recognition is significantly and positively related with employee job satisfaction. VOL 4, NO 1 Result Accepted Rejected H3: Rewards are significantly and positively related to employee job satisfaction Accepted Conclusion and Future Recommendations The findings of this research can be implemented in different ways in public sector organizations of Pakistan.First of all training and development has a weak correlation with employee job satisfaction which clearly indicates that training and development is not a strong driver of job satisfaction in public sector organizations of Pakistan. Therefore serious amount of consideration should be given to this aspect. Before allocating any sort of training activities to employees training need analysis should be conducted s o that managers should exactly know that which kind of training should be given to employee.If employee will feel training to be interesting and is according to the need of an employee than employees will actively participate in trainings and that training will be much more productive and source of satisfaction for employees. Employees will not only learn more but they will also exhibit the learned skills at the workplace as well which will enhance the employee performance and that will lead towards enhancement of organizational performance and then organizations will have satisfied employees.Rewards and recognition are both strongly correlated with employee job satisfaction which is an indication that how important employees perceive rewards and recognition for them in the public sector organizations of Pakistan. Rewards and recognition are both very useful and recognized tool of employee job satisfaction but both these variables act other way around if COPY RIGHT  © 2012 Institu te of Interdisciplinary Business Research 357 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 here is no equity. So it is very important for managers in public sector organizations to eliminate discrimination while giving rewards or recognition. Pakistan is a developing country and employees of public sector organizations love to get rewards as compared to recognition, monitory rewards are of great importance because past researches show that monitory benefits for employees of public sector organizations of developing countries have great significance towards job satisfaction and this study also supports this particular argument.This is why the analysis of data shows that rewards are extremely significant but recognition is not. Future researchers need to study the relationship of job satisfaction and other HR practices in relation with public sector organizations of Pakistan. When other HR practices will also be investigated that will provide a very clear and broader picture to managers and it will be very easy for them to decide that which factors lead towards job satisfaction and which do not in public sector organizations of Pakistan.The in-depth analysis of compensation, promotion and performance evaluation practices can be very fruitful for the managers of public sector organizations and those studies will certainly increase the profitability and level of job satisfaction of employees. COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 358 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS References: VOL 4, NO 1 Ahmad , I. , Khalil , M. I. , (2007). 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L, and Naylor, J. C (1968), Industrial Psychology: Its Theoretical and Social Foundation, Harper & Row, New Yark NK. COPY RIGHT  © 2012 Institute of Interdisciplinary Business Research 359 ijcrb. webs. com MAY 2012 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 1 Carmen C, Jose GM (2008).The role of technological and organizational innovation in the relation between market orientation and performance in cultural organizations. Europ. J. Inn. Manage. 11(3), 413-434. Clifford JM (1985). The Relative Importance of Intrinsic and Extrinsic Rewards as Determinants of Work Satisfaction, Soc. Quart. , 26(3): 365-385. Clifford JM (1985). The relative importance of intrinsic and extrinsic rewards as determinants of work satisfaction, Journal of Sociology, 26(3), 365-385. Dessler , G. , Human resource management. New Delhi: Prentice Hall of India Private Limited, 2007. Doyle, M. , (1997). 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Posthorn Corporation Essay

Posthorn Corporation acquired 20,000 of the 100,000 outstanding common shares of Stamp Company on January 1, 2010, for a cash consideration of $200,000 at a time when its shareholders’ equity amounted to $1,000,000. The shares of both companies were traded on the national stock exchange. During 2010, Stamp Company had net income of $120,000 and paid dividends of $80,000. At the end of 2010, shares of Stamp Company were trading for $11 each. During 2011, Stamp Company had a loss of $60,000 and paid dividends of $40,000. Income for the first half of the year was $80,000 and the loss in the second half of the year was $140,000. The dividends were paid on June 30. On July 2, 2011, Posthorn Corporation sold 5,000 shares of Stamp Company for a consideration of $12 per share. At the end of 2011, the share price of Stamp Company had fallen to $6 per share. The average of market analysts’ forecasts was that the share price could be expected to rise to $8 per share over the next five years. Posthorn Corporation has not elected early adoption of the new standards for financial instruments which become effective on January 1, 2015. Required: For each of the following independent assumptions, state the amounts that Posthorn Corporation would include in its 2011 financial statements, with respect to its investment in Stamp Company for (i) its investment in Stamp Company; (ii) net income; and (iii) other comprehensive income. a) Posthorn Corporation accounts for its investment in Stamp Company as a fair value through profit and loss investment; b) Posthorn Corporation accounts for its investment in Stamp Company as an available for sale investment; c) Posthorn Corporation accounts for its investment in Stamp Company as a significant influence investment; d) Posthorn Corporation accounts for its investment in Stamp Company using the cost method. Required: a) Assume that the number of shares held by Blake is enough to give it significant influence over Stergis. Prepare all the journal entries that Blake should make regarding this investment in Year 5 and Year 6. b) Assume that Blake uses the cost method to account for its investment. Prepare all the journal entries that Blake should make regarding this investment in Year 5 and Year 6. Question 3 (15 marks) (Text, Chapter 2, Case 4) On January 1, Year 6, Progress Technologies Inc. acquired 40 percent (10,000 shares) of the voting shares of the Calgana Corp. Toward the end of Year 6, it seemed likely that Progress would have earnings for the year of approximately $10,000 (exclusive of earnings attributed to its investment in Calgana) and that Calgana would have earnings of approximately $50,000. The CEO of Progress was disappointed in the forecast earnings of both companies. Prior to Year 6, Progress had increased its earnings by 10 percent each year, and Progress would have to report total earnings in Year 6 of $45,000 if the trend was to continue. Required: a) Suppose Progress Technologies Inc. reports its interest in Calgana Corp. using the equity method. i) If Calgana is to declare its usual dividend of $0.50 per share, what would be the total reported income of Progress? ii) The CEO of Progress suggested that Calgana be directed to declare a special dividend of $3 per share. What impact would the additional dividend have on the reported earnings of Progress? b) Suppose that Progress Technologies Inc. reports its investment in Calgana Corp. using the cost method. iii) What would be the total reported earnings of Progress if Calgana declared its regular dividend of $0.50 per share? iv) What impact would the additional dividend of $3 per share have on reported earnings of Progress? c) Explain fully why the equity method (rather than the cost method) is appropriate for firms that can exert significant influence over other companies in which they have an interest.