Analyse a set of results and investigate the provided hypothesise Essays

Analyse a set of results and investigate the provided hypothesise Essays Analyse a set of results and investigate the provided hypothesise Essay Analyse a set of results and investigate the provided hypothesise Essay Essay Topic: Thesis My name is Khalil Sayed-Hossen, Im a year10 student and am carrying out the Guesstimate coursework task. For this coursework I am going to analyse a set of results and investigate the provided hypothesise. Plan Within the duration of producing this (Guestimate) coursework, I will first investigate the hypothesis given, that people estimate the length of lines better than the size of angles. Once I have done this I will begin to investigate hypothesise of my own. I will need to find away of proving and disproving these hypothesise through analysing relevant data. The data I will be using is from a pooled set of results that members of my class have collected and combined together to form a broad, clearer set of results. To be able to compare a set of results there must be a clear comparison. Since the results of the length of the line were given in the mm and the size of the angle in à ¯Ã‚ ¿Ã‚ ½ (degrees) there is no clear comparison. To be able to compare these two different types of data I will need to calculate the percentage error for each result. This is done by first calculating the differences between the actual size of the angle and the length of the line, i.e. errors, and then by using the formula: Error à ¯Ã‚ ¿Ã‚ ½ Correct à ¯Ã‚ ¿Ã‚ ½ 100 = percentage error Ways in which I can compare this data include, looking at the mean of the results, standard deviation and through producing scatter graphs. Scatter graphs are useful as, once the line of best fit has been drawn we can then analyse the inter-quartile range. I will also use any other methods that become apparent during the duration of this coursework and apply them when investigating my other hypothesis as well. During the course of my investigation I will try and eliminate any bias that might occur. This is most likely to happen when I select a range of data from the pool of results, when selecting specific data I will try and sample as many random data as I can and make sure that it hasnt all come from one person. Collection of data As part of this coursework, a given task was to collect data from random people by asking them to estimate the length of a line in (mm) and the size of an angle in (à ¯Ã‚ ¿Ã‚ ½) degrees. Once these results were taken they were then entered onto an X-cell spreadsheet as raw data. This was carried out by each member of the class, and once each of us had completed this task we pooled our results to give a broad, clearer set of data, which could be used to investigate any hypothesise. Data analysis Once all the data has been collected I will begin to make an analysis and apply it to the given hypothesise in the coursework, and also my own hypothesise. Before I can do this I need to change the data from being just raw data, to data I can compare. As said earlier, this can only be achieved by working out the percentage error for each data point for both line guesses and angle guesses. I will now work out the percentage errors. I will start by splitting investigation into different parts, depending on what methods Im using to prove or disprove the hypothesis of line. I will first select the data from the pool that I will use to analyse. This is not as simple as it sounds though. When selecting data from the pooled set of results we need to take into consideration how many males were asked and how many females were asked, this is called stratified random sampling. We do this to prevent any bias. For example, if our pooled set of results contained 40 males and 90 females and we then selected 20 males and 20 females results to analyse, our data would be bias, as the ratio of women to men or men to women would not be the same as the original set of results, and would have changed significant. Stratified random sampling prevents this, and is achieved in this case by taking the number of males and dividing that by the total number of people, and multiplying this figure by however many samples are needed, this will then give the correct ratio of women to men if the process is then repeated for the amount of women. The formula looks like this- Group (male or female) à ¯Ã‚ ¿Ã‚ ½ total à ¯Ã‚ ¿Ã‚ ½ preferred number of data points I will now use this method to select a set of data points from the pooled set of results. In total there are 167 males and females who estimated the line and the angle, of these, 85 were males and 82 were females. So through knowing this information we can now calculate how many results of men and women are needed in my sample of however many data points by using stratified random sampling. Stratified Random Sampling I want to sample forty angle data points from the total of 167. I will now attempt to do this using the stratified random sampling method and formula. Group (male or female) à ¯Ã‚ ¿Ã‚ ½ total à ¯Ã‚ ¿Ã‚ ½ preferred number of data points Males 85 à ¯Ã‚ ¿Ã‚ ½ 167 à ¯Ã‚ ¿Ã‚ ½ 40 = 20.35 *(say 20) Females 82 à ¯Ã‚ ¿Ã‚ ½ 167 à ¯Ã‚ ¿Ã‚ ½ 40 = 19.64 *(say 20) *Rounded to the nearest whole number to give exact amount needed. So from these results I can see that the ratio of males against females is equal when rounded to the nearest whole number. From gaining this information I can now accurately begin to specifically sample 40 random data points from the pooled set of results. My Sample data line angle age gender 1 2000 45 16 M 2 35 52 12 F 3 50 43 45 F 4 50 45 14 M 5 48 40 46 M 6 55 50 14 M 7 25 45 17 F 8 30 40 45 F 9 37.5 32 44 M 10 60 30 14 M 11 100 70 47 F 12 60 40 15 M 13 30 36 14 F 14 50 35 61 M 15 50 40 45 F 16 60 30 41 M 17 30 40 46 F 18 40 40 16 F 19 45 38 36 M 20 30 45 32 F 21 45 40 66 M 22 65 35 34 M 23 55 35 34 F 24 50 40 62 M 25 40 35 46 F 26 40 40 41 F 27 50 45 14 M 28 55 45 50 M 29 40 9 71 F 30 20 45 16 F 31 50 45 14 M 32 40 50 14 M 33 40 45 41 F 34 60 50 15 M 35 70 75 14 M 36 53.2 47.2 28 M 37 40 35 34 F 38 45 45 45 F 39 37 45 79 F 40 10 45 12 F When selecting the data not only did I have to take into account the ratio of males to females but I also have to consider the fact that each persons results may not be reliable, so to prevent this, my data selection was spread throughout the pool and not all from one section, this was another way of preventing bias and unreliable data. Once I had finished selecting my sample data. I noticed that within my set of selected data there was an outlier or anomaly, this I have highlighted in green. This anomaly must be removed and replaced as it is not a fair representation of the average guess of the length of the line, and when calculating the mean of line guesses, the anomaly would have a large weighted effect and would make the mean of the results insignificant and unreliable. Revised set of sample data line angle age gender 1 40 30 78 M 2 35 52 12 F 3 50 43 45 F 4 50 45 14 M 5 48 40 46 M 6 55 50 14 M 7 25 45 17 F 8 30 40 45 F 9 37.5 32 44 M 10 60 30 14 M 11 100 70 47 F 12 60 40 15 M 13 30 36 14 F 14 50 35 61 M 15 50 40 45 F 16 60 30 41 M 17 30 40 46 F 18 40 40 16 F 19 45 38 36 M 20 30 45 32 F 21 45 40 66 M 22 65 35 34 M 23 55 35 34 F 24 50 40 62 M 25 40 35 46 F 26 40 40 41 F 27 50 45 14 M 28 55 45 50 M 29 40 9 71 F 30 20 45 16 F 31 50 45 14 M 32 40 50 14 M 33 40 45 41 F 34 60 50 15 M 35 70 75 14 M 36 53.2 47.2 28 M 37 40 35 34 F 38 45 45 45 F 39 37 45 79 F 40 10 45 12 F This is set of sample data is going to be used through out my investigation of the length of the line. I will now begin my investigation. Firstly, I will begin by converting all the line and angle data points into their percentage errors. As said in my plan, this is done to implement a clear comparison. I will first need to work out all the errors of the data points. We do this by subtracting the just the original guesses from the correct length of the line and size of the angle. I will use Excel to help me with this as through the use of excel we can use simple formulas to work out equations. Testing the hypothesis The hypothesis states that people estimate the lengths of lines better than the size of angles. I will now test this hypothesis by calculating the mean and of both line results and angle results and compare them. Once I have done this I will then implement other methods, such as standard deviation cumulative frequency graph, and inter-quartile range. Comparing data As I mentioned earlier, we need to be able to compare the line an angle guesstimate data, but at the moment there is no comparison. To be able to compare this data we need to find a comparison. The best comparison is to work out the percentage errors for each line guesstimates, and angles guesstimates, as this is relevant to both the two different units of measure and will be easy to compare. First thoughts and assumptions I think from what I know about angles and lines that the hypothesis is wrong and that people will estimate the size of the angle more accurately. When considering the length of a line its difficult to know just how long it is, this is because an exact line length is difficult to visualise, whereas with an angle we know that 90 degrees is a right angle, 180 degrees is a half, and this we can picture in our minds. So when we see an angle we use the visualisations of sizes of angles that we know to be true to estimate the size of another angle, as they have to be either smaller or bigger than these. But when we try an estimate the length of a line its not so easy, as a line has no limitations, it can be as long as we want, but an angle can be no greater than 360 degrees. Also an angle is a fraction of a circle, but a line can be a fraction of a line than has an unimaginable greatness of length. So baring this in mind, when people estimate the size of the angle I think they will be closer to the correct size, than when they estimate the length of a line. Calculating the percentage errors for line guesstimates line age gender Line error Line percentage errors 1 40 78 M -5 -11.11111111 2 35 12 F -10 -22.22222222 3 50 45 F 5 11.11111111 4 50 14 M 5 11.11111111 5 48 46 M 3 6.666666667 6 55 14 M 10 22.22222222 7 25 17 F -20 -44.44444444 8 30 45 F -15 -33.33333333 9 37.5 44 M -7.5 -16.66666667 10 60 14 M 15 33.33333333 11 100 47 F 55 122.2222222 12 60 15 M 15 33.33333333 13 30 14 F -15 -33.33333333 14 50 61 M 5 11.11111111 15 50 45 F 5 11.11111111 16 60 41 M 15 33.33333333 17 30 46 F -15 -33.33333333 18 40 16 F -5 -11.11111111 19 45 36 M 0 0 20 30 32 F -15 -33.33333333 21 45 66 M 0 0 22 65 34 M 20 44.44444444 23 55 34 F 10 22.22222222 24 50 62 M 5 11.11111111 25 40 46 F -5 -11.11111111 26 40 41 F -5 -11.11111111 27 50 14 M 5 11.11111111 28 55 50 M 10 22.22222222 29 40 71 F -5 -11.11111111 30 20 16 F -25 -55.55555556 31 50 14 M 5 11.11111111 32 40 14 M -5 -11.11111111 33 40 41 F -5 -11.11111111 34 60 15 M 15 33.33333333 35 70 14 M 25 55.55555556 36 53.2 28 M 8.2 18.22222222 37 40 34 F -5 -11.11111111 38 45 45 F 0 0 39 37 79 F -8 -17.77777778 40 10 12 F -35 -77.77777778 I will start by investigating the line. I first calculated the errors, by subtracting the correct length of the line away from the guesses. Once I had calculated the errors I was then able to use the percentage error formula: Error à ¯Ã‚ ¿Ã‚ ½ Correct à ¯Ã‚ ¿Ã‚ ½ 100 = percentage error In excel we do this in the percentage error column by dividing the first data point in the line error column by 45, then by multiplying this by 100 to find the percentage. This found the percentage error for the first data point, to find the percentage error for all the other data points, because the formula is the same for each of the other data points in this column we simply highlight the first data point using the right click of the mouse, drag down and the formula works out the percentage error in each cell. Calculating the percentage error for angle guesstimates angle age gender Angle error Angle percentage errors (%) 1 30 78 M -6 -16.66666667 2 52 12 F 16 44.44444444 3 43 45 F 7 19.44444444 4 45 14 M 9 25 5 40 46 M 4 11.11111111 6 50 14 M 14 38.88888889 7 45 17 F 9 25 8 40 45 F 4 11.11111111 9 32 44 M -4 -11.11111111 10 30 14 M -6 -16.66666667 11 70 47 F 34 94.44444444 12 40 15 M 4 11.11111111 13 36 14 F 0 0 14 35 61 M -1 -2.777777778 15 40 45 F 4 11.11111111 16 30 41 M -6 -16.66666667 17 40 46 F 4 11.11111111 18 40 16 F 4 11.11111111 19 38 36 M 2 5.555555556 20 45 32 F 9 25 21 40 66 M 4 11.11111111 22 35 34 M -1 -2.777777778 23 35 34 F -1 -2.777777778 24 40 62 M 4 11.11111111 25 35 46 F -1 -2.777777778 26 40 41 F 4 11.11111111 27 45 14 M 9 25 28 45 50 M 9 25 29 9 71 F -27 -75 30 45 16 F 9 25 31 45 14 M 9 25 32 50 14 M 14 38.88888889 33 45 41 F 9 25 34 50 15 M 14 38.88888889 35 75 14 M 39 108.3333333 36 47.2 28 M 11.2 31.11111111 37 35 34 F -1 -2.777777778 38 45 45 F 9 25 39 45 79 F 9 25 40 45 12 F 9 25 When calculating the percentage error for the angle guesstimates, we repeat the same process needed to work out the percentage errors for the line guesstimates. Except in this case we divided the errors by 36, as this was the correct size of the angle. Now that I have calculated the percentage errors for all data points of line and angles within my sample data, I will be able to proceed with my fist method of proving or disproving the hypothesis, this will be by calculating the mean of line percentage errors and angle percentage errors. I will then compare both means. Calculating the mean of the line percentage errors Line percentage errors (%) 11.11111111 22.22222222 11.11111111 11.11111111 6.666666667 22.22222222 44.44444444 33.33333333 16.66666667 33.33333333 122.2222222 33.33333333 33.33333333 11.11111111 11.11111111 33.33333333 33.33333333 11.11111111 0 33.33333333 0 44.44444444 22.22222222 11.11111111 11.11111111 11.11111111 11.11111111 22.22222222 11.11111111 55.55555556 11.11111111 11.11111111 11.11111111 33.33333333 55.55555556 18.22222222 11.11111111 0 17.77777778 77.77777778 Line percentage errors (%) -11.11111111 -22.22222222 11.11111111 11.11111111 6.666666667 22.22222222 -44.44444444 -33.33333333 -16.66666667 33.33333333 122.2222222 33.33333333 -33.33333333 11.11111111 11.11111111 33.33333333 -33.33333333 -11.11111111 0 -33.33333333 0 44.44444444 22.22222222 11.11111111 -11.11111111 -11.11111111 11.11111111 22.22222222 -11.11111111 -55.55555556 11.11111111 -11.11111111 -11.11111111 33.33333333 55.55555556 18.22222222 -11.11111111 0 -17.77777778 -77.77777778 To calculate the mean percentage error, we need to use the usual method of calculating any mean result. We need to add up all the percentage error data points and divide by how many data points there are. But before we can do this we need to make any negative percentage error data points positive. If this is not done, when we add up all the data, the negative data will subtract itself from any positive data, and this we do not want, as we are only looking at the percentage of which they were away from the correct, weather or not the guess was too high or too low, is insignificant. Adding all percentage errors To add the percentage errors we need to convert the negatives into positives, as said earlier. I did this in excel by squaring each negative percentage, by using the formula ^2, and then square rooting each percentage. Once I had done this I was able to add up all the percentage errors by first highlighting all the data points in the percentage error column and then by using the formula ? in excel, which means the sum of. This gave me the sum of all the percentage errors for the line, and the angle. The sum of the percentage errors for the line was 981.5555556% and for the angles 795%. Line percentage errors (%) Angle percentage errors (%) 11.11111111 16.66666667 22.22222222 44.44444444 11.11111111 19.44444444 11.11111111 25 6.666666667 11.11111111 22.22222222 38.88888889 44.44444444 25 33.33333333 11.11111111 16.66666667 11.11111111 33.33333333 16.66666667 122.2222222 94.44444444 33.33333333 11.11111111 33.33333333 0 11.11111111 2.777777778 11.11111111 11.11111111 33.33333333 16.66666667 33.33333333 11.11111111 11.11111111 11.11111111 0 5.555555556 33.33333333 25 0 11.11111111 44.44444444 2.777777778 22.22222222 2.777777778 11.11111111 11.11111111 11.11111111 2.777777778 11.11111111 11.11111111 11.11111111 25 22.22222222 25 11.11111111 75 55.55555556 25 11.11111111 25 11.11111111 38.88888889 11.11111111 25 33.33333333 38.88888889 55.55555556 108.3333333 18.22222222 31.11111111 11.11111111 2.777777778 0 25 17.77777778 25 77.77777778 25 24.53888889 23.625 Finding the mean percentage error What I did next was divide both numbers by 40, as this was the amount of data points. I was left with the products, 24.53888889% for the line, and 23.625% for the angles, which were the mean percentage errors. These are highlighted in yellow. The hypothesis states that people estimate lines better than angles. From information I have gathered through calculating the mean result of the percentage errors I have found that my findings contradict the hypothesis, and that people tend to estimate the size of angles better than the length of lines. My assumption that people will estimate the size of the angle better than the length of the line, for reasons mentioned earlier, was found to be true through this investigation. If I were able to make these findings more reliable I would have sampled a larger amount of data from a more extensive pool of data, as this would have decreased the effect that unreliable, bias data had on the mean. I will now investigate through other methods of proving and disproving the hypothesis. Cumulative frequency I could have at this point produced a frequency graph, but due to limitation in time I have decided to produce a cumulative frequency graph as this is a clearer, indicative representation of data, and I will be able to deduce more information from it. If we represent the percentage errors of both line and angle percentage errors individually in frequency tables, we can calculate cumulative frequencies. Once we have done this we can use these new values, when plotted and on a graph, to form a cumulative frequency curve. This is useful as we will be able to find the median from the halfway point, and we will be able to locate the upper and lower quartiles. The upper quartile is 75% and the lower quartile is 25 %. From knowing the upper and lower quartile, we can calculate the inter-quartile range. This is found by subtracting the lower quartile from the upper quartile. The inter quartile range is half of the data distribution and shows how widely spread the data is, if the inter-quartile range is small, then the distribution is bunched together and shows more consistent results, if the inter-quartile range is large, then the distribution is spread and shows a wider variation in results. We can compare both the line inter-quartile range and the angle inter-quartile range, and whichever is smallest, will be the most accurate, as this would mean a smaller percentage error. Line percentage errors cumulative frequency table Line percentage errors (%) Frequency cumulative frequency upper limits 0.-10 4 4 ? 10 11-.20 17 21 ? 20 21-30 5 26 ? 30 31-40 8 34 ? 40 41-50 2 36 ? 50 51-60 2 38 ? 60 61-70 0 38 ? 70 71-80 1 39 ? 80 81-90 0 39 ? 90 91-100 0 39 ? 100 101-110 0 39 ? 110 111-120 0 39 ? 120 121-130 1 40 ? 130 To produce a cumulative frequency table, you first set the boundaries for each group of percentage errors this has been done in the first column. We then count all the percentages that are within the boundaries of that group, and this is then recorded in the frequency column. Once this has been done for each group, we can then calculate the cumulative frequency by adding each of the previous frequency data points to the next, and record each product in the cumulative frequency column. We then state in the in the upper limits column, what the highest percentage error can be. Now that I have produced a cumulative frequency table, I can now start to produce a cumulative frequency graph. Line percentage errors cumulative frequency graph The graph shows the cumulative frequency curve of the line percentage errors. From this curve I can find the lower and upper quartiles. These were; Lower quartile = 13% Upper quartile = 35% From knowing the lower and upper quartiles, I can calculate the inter-quartile range, by simply subtracting the lower quartile from the upper quartile. Inter-quartile range = (35 13) % = 22% The inter-quartile range of the line percentage error, cumulative frequency graph is 22%. I will now investigate the cumulative frequency graph, of the angle percentage error. Angle percentage errors cumulative frequency table Angle percentage errors (%) Frequency cumulative frequency upper limits 010 7 7 ? 10 1120 14 21 ? 20 2130 11 32 ? 30 3140 4 36 ? 40 4150 1 37 ? 50 5160 0 37 ? 60 6170 0 37 ? 70 7180 1 38 ? 80 8190 0 38 ? 90 91100 1 39 ? 100 101110 1 40 ? 110 111120 0 40 ? 120 121130 0 40 ? 130 I have produced the cumulative frequency table for the angle percentage errors. I can now begin to draw the cumulative frequency graph. Once I have drawn this I will calculate the lower and upper quartiles, and then calculate the inter-quartile range. Once I know the inter-quartile range I will be able to compare the inter-quartile range for the line data and the inter-quartile range for the angle data Angle percentage errors cumulative frequency graph The graph shows the cumulative frequency curve of the angle percentage errors. From this curve I can find the lower and upper quartiles. These were; Lower quartile = 12% Upper quartile = 28% From knowing the lower and upper quartiles, I can calculate the inter-quartile range, by simply subtracting the lower quartile from the upper quartile as I did for the line percentage cumulative quartiles. Inter-quartile range = (28 12) % = 16% Comparing graph data I have found the inter-quartile range of both line and angle cumulative frequency graphs. Theses were, for the line percentage errors- 22%, and for the angle percentage errors-16%. Its clear to see from these results that the inter-quartile range of the angle percentage errors was much less than the inter-quartile ranges of the line percentage errors. There is a difference of 6% percent between the two results. This shows that there was a wider spread of data for the line percentage errors, and that the accuracy when estimating the lines length was not as precise as when the angles were estimated. I have shown through my investigations that when people estimated the length of a line and the size of an angle, results were more accurate when the size of the angle was estimated. My first thoughts were that people would estimate the size of angles better, as angles are a fraction of a circle, which is limited. But the length of a line is un-limited and it is difficult to visualise the correct length of lines. I believe that my thoughts could be true as the mean and inter-quartile range of the angle percentage errors, were more accurate than the line on both occasions. I have investigated this hypothesis using two different methods, and through them have concluded that people estimate the length of angles more accurately. My findings contradict the given hypothesis. Now that I have finished investigating the given hypothesis, I will begin to investigate my own hypothesis. Hypothesis 2 Females estimate the length of lines and size of angles better than males The above hypothesis is a hypothesis of my own and is one which I will now begin to investigate. I will use the same method of comparing percentage errors as used in the previous investigation. First thoughts Without analysing the comparisons between the results given from the different sexes, its difficult to say weather or not females were more accurate, as at first glance, it is not obvious. Data analysis To be able to compare male and female estimates, I must first divide my sampled data into two sections, one section of male estimates and another section of female estimates. Earlier in my investigation I specifically selected 20 male data points and 20 female data points using Stratified random sampling, to eliminate bias. This is now useful to me as than there is an equal amount of female and male data points, so I will be able to use an analyse my original set of sampled data. I will now separate male and females guesses into two columns and compare the mean of the percentage errors. I will be able to mix line and angle percentage errors as I am comparing how females and males estimate lines and angles generally and not line and angles individually. Male Line and Angle percentage errors Line and Angle percentage errors (%) 1 11.11111 2 4.444444 3 6.666667 4 8.888889 5 11.11111 6 13.33333 7 15.55556 8 17.77778 9 20 10 22.22222 11 24.44444 12 26.66667 13 28.88889 14 31.11111 15 33.33333 16 35.55556 17 37.77778 18 40 19 42.22222 20 44.44444 21 16.66667 22 25 23 11.11111 24 38.88889 25 11.11111 26 16.66667 27 11.11111 28 2.777778 29 16.66667 30 5.555556 31 11.11111 32 2.777778 33 11.11111 34 25 35 25 36 25 37 38.88889 38 38.88889 39 108.3333 40 31.11111 ?=948.3333 To calculate the mean percentage error I first need to add up all the percentage errors. To do this, I will use the ? formula in excel, as used earlier. The number highlighted in green is the sums of the line and the angle percentage errors. To gain the mean of the percentage I need to divide them by 40, as this is the amount of percentage error data points. The product I am left with is 23.70833% this is the mean percentage error for male line and angle estimates. Female Line and Angle percentage errors Line and angle percentage errors (%) 1 22.22222 2 11.11111 3 44.44444 4 33.33333 5 122.2222 6 33.33333 7 11.11111 8 33.33333 9 11.11111 10 33.33333 11 22.22222 12 11.11111 13 11.11111 14 11.11111 15 55.55556 16 11.11111 17 11.11111 18 0 19 17.77778 20 77.77778 21 44.44444 22 19.44444 23 25 24 11.11111 25 94.44444 26 0 27 11.11111 28 11.11111 29 11.11111 30 25 31 2.777778 32 2.777778 33 11.11111 34 75 35 25 36 25 37 2.777778 38 25 39 25 40 25 26.41667 If I repeat the same process used for the male percentage errors, to obtain the mean of the female percentage errors, I am left with the product 26.41667%. This is the mean percentage error for line and angle percentage errors. From calculating the mean percentage errors of line and angle percentage errors, for both genders, I have found that males were more accurate at estimating the size angles and length of lines than females, and that this contradicts my hypothesis. To improve the reliability of my findings I will now investigate standard deviation. Standard deviation Standard deviation is useful to measure the spread of the data. Standard deviation gives a more detailed picture of the way in which data is dispersed around the mean, being the centre of distribution. If the difference between the standard deviation and the mean is large, the data is not consistent and is not typical of the mean. To work the standard deviation, I need to subtract the mean percentage error from each percentage error to create a set of deviations. Once I have done this I need to square each deviation to make a set of squared deviations. I can place this information in a table x (x-x) (x-x)à ¯Ã‚ ¿Ã‚ ½ x = percentage error x = mean percentage error I then need to average the set of deviations, by finding the mean of the standard deviations. Once I have done this I will need to take the square root so that the answer is back to the original measure, in this case percentage. This can be represented by the formula V ?(x x) à ¯Ã‚ ¿Ã‚ ½ à ¯Ã‚ ¿Ã‚ ½ n I will now use my male sample percentage error data, to formulate a table Standard deviation table of male percentage errors x (x-x) (x-x)à ¯Ã‚ ¿Ã‚ ½ 2.777778 -20.9306 438.08801 2.777778 -20.9306 438.08801 4.444444 -19.2639 371.0973 5.555556 -18.1528 329.5232 6.666667 -17.0417 290.41828 8.888889 -14.8194 219.61583 11.11111 -12.5972 158.68995 11.11111 -12.5972 158.68995 11.11111 -12.5972 158.68995 11.11111 -12.5972 158.68995 11.11111 -12.5972 158.68995 11.11111 -12.5972 158.68995 11.11111 -12.5972 158.68995 13.33333 -10.375 107.64063 15.55556 -8.15277 66.467659 16.66667 -7.04166 49.584976 16.66667 -7.04166 49.584976 16.66667 -7.04166 49.584976 17.77778 -5.93055 35.171423 20 -3.70833 13.751711 22.22222 -1.48611 2.2085229 24.44444 0.73611 0.5418579 25 1.29167 1.6684114 25 1.29167 1.6684114 25 1.29167 1.6684114 25 1.29167 1.6684114 26.66667 2.95834 8.7517756 28.88889 5.18056 26.838202 31.11111 7.40278 54.801152 31.11111 7.40278 54.801152 33.33333 9.625 92.640625 35.55556 11.84723 140.35686 37.77778 14.06945 197.94942 38.88889 15.18056 230.4494 38.88889 15.18056 230.4494 38.88889 15.18056 230.4494 40 16.29167 265.41851 42.22222 18.51389 342.76412 44.44444 20.73611 429.98626 108.3333 84.62497 7161.3855 13045.912 326.14781 18.059563 Once I had organized the data from smallest to largest in column x, I could calculate column 2(x-x) by subtracting the mean, which is 23.70833, from each percentage error. I then calculated column three (x-x) à ¯Ã‚ ¿Ã‚ ½ by multiplying each data point in column two by power 2, by using the excel formula ^2. Calculating the Standard Deviation Once I had finished formulating the table, I was able to find the Standard Deviation. I need to use the formula V ?(x x) à ¯Ã‚ ¿Ã‚ ½ à ¯Ã‚ ¿Ã‚ ½ n. So I firstly had to work out the sum of the (x-x) à ¯Ã‚ ¿Ã‚ ½ column, the product was 13045.912. I then divided this number by 40, to find the mean of the data, as this is the number of data points and the product was 326.14781.The final calculation I had to make to conclude with the standard deviation was to square root the mean, as I needed to find the original unit of measure, in this case it was percentage. The standard deviation of the male line and angle estimates is 18.1% to 3.sf. Standard deviation table of female percentage errors x (x-x) (x-x)à ¯Ã‚ ¿Ã‚ ½ 0 -26.4167 697.84045 0 -26.4167 697.84045 2.777778 -23.6389 558.79721 2.777778 -23.6389 558.79721 2.777778 -23.6389 558.79721 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 11.11111 -15.3056 234.26017 17.77778 -8.63889 74.63042 19.44444 -6.97223 48.611991 22.22222 -4.19445 17.593411 22.22222 -4.19445 17.593411 25 -1.41667 2.0069539 25 -1.41667 2.0069539 25 -1.41667 2.0069539 25 -1.41667 2.0069539 25 -1.41667 2.0069539 25 -1.41667 2.0069539 25 -1.41667 2.0069539 33.33333 6.91666 47.840186 33.33333 6.91666 47.840186 33.33333 6.91666 47.840186 33.33333 6.91666 47.840186 44.44444 18.02777 325.00049 44.44444 18.02777 325.00049 55.55556 29.13889 849.07491 75 48.58333 2360.34 77.77778 51.36111 2637.9636 94.44444 68.02777 4627.7775 122.2222 95.80553 9178.6996 26785.15 669.62875 25.877186 Once I had organized the data from smallest to largest in column x, I could calculate column 2(x-x) by subtracting the mean, which is 26.41667 from each percentage error. I then calculated column three (x-x) à ¯Ã‚ ¿Ã‚ ½ by multiplying each data point in column two by power 2, by using the excel formula ^2. Calculating the Standard Deviation Once I had finished formulating the table, I was able to find the Standard Deviation. I needed to use the formula V ?(x x) à ¯Ã‚ ¿Ã‚ ½ à ¯Ã‚ ¿Ã‚ ½ n. So I firstly had to work out the sum of the (x-x) à ¯Ã‚ ¿Ã‚ ½ column, the product was 13045.912. I then divided this number by 40, to find the mean of the data, as this is the number of data points and the product was 326.14781.The final calculation I had to make to conclude with the standard deviation was to square root the mean, as I needed to find the original unit of measure, in this case it was percentage. The standard deviation of the male line and angle estimates is 25.8% to 3.sf. Comparing data From investigating my hypothesis, I have found that through investigating the mean of the percentage errors for male and female estimates, males were more accurate. But when I investigated the percentage errors through standard deviation, I found that females were more consistent with estimating and that female estimates were more typical of the mean than male estimates. But this is irrelevant as the data still shows that males were more accurate as the standard deviation of the male estimates was 18.1% and the standard deviation of female estimates was 25.8%, which is a difference of 7.7%. My findings contradict my hypothesis and males were more accurate at estimating lengths of lines and size of angles. Evaluation I believe that I have investigated both hypotheses as much as I could have in the time I have been given. The conclusions I have come to through my findings were based upon the data pooled by my class. I believe that some of this data may have been unreliable due to errors etc. I believe that with a more extensive pool of data, my findings would have been more conclusive an indicative a true representation. I have reached the end of my investigation. If the time allocation was greater, I could have investigated another hypothesis such as Younger people estimate lines and angles better than older people.

5 Fluctuating Forms of Gender-Specific Language

5 Fluctuating Forms of Gender-Specific Language 5 Fluctuating Forms of Gender-Specific Language 5 Fluctuating Forms of Gender-Specific Language By Mark Nichol The English language is riddled with suffixes that specify gender, and efforts to mirror the slow-but-sure improvement in gender equality are reflected in shifting usage in this area. Such progress, however, is inconsistent. Here’s where we stand with various treatments: 1. -ess Words altered to include an -ess ending to specify reference to a woman are generally going by the wayside: Often, a female movie, television, or theater performer is identified as an actor (though performing-arts awards retain best-actress categories), whereas terms for female members of royalty such as princess and duchess, in keeping with the anachronistic survival of the concept, persist. Likewise, there’s no reason to genderize host or waiter, or author or poet, but we hold on to enchantress, goddess, and mistress. (And, if we have any sense, we hold on to enchantresses, goddesses, and mistresses.) In addition, as you know, stewards and stewardesses were transformed into flight attendants long ago. (The U.S. Navy, by the way, no longer uses steward as an official term for an officers’ attendant.) 2. -e English preserves a few terms derived from French in which an e is appended to the end of the masculine form of some words to refer to a woman, including fiancee and confidante. Conversely and obscurely a man who divorces his wife is a divorce (like the feminine form, pronounced â€Å"di-vor-say† and, in print, with an acute accent mark over the e). 3. -trix Another French form, -trix, is obsolete when referring to a female aviator, but English preserves the form in dominatrix, even though one rarely refers to a dominator (not in polite company, anyway). 4. -ine and -ina Hero applies to male and female do-gooders alike (and retiring heroine avoids the accidental misspelling as heroin). But what about those heroes of the US government, the drug czars and the energy czars and their ilk? (The word czar is the more modern Russian form the older variant is tsar of Caesar.) No president has appointed a female czar, but if that happened, would we refer to her as a czarina? Not likely, except in jocular usage. 5. -woman and -person The same folks who bristle at being scolded when they refer to humankind as mankind will no doubt fuss about this next point, but don’t use the suffix -man unless you’re referring to a man: It’s not necessary to employ the cumbersome term chairperson to refer to a female presiding or administrative officer or the position itself, or to distinguish between a chairman and a chairwoman; just say chair. (No, chair is not just the word for a piece of furniture; it’s the time-honored term, on its own, for an elected or appointed position.) Unfortunately, no such shortcut exists for referring to members of legislative bodies, but congresswoman and assemblywoman are no-brainers. The nonspecific terms congressmember and assemblymember are attested but fairly rare; the open forms (with Congress and Assembly capitalized) are more common. (â€Å"Member of Congress† is also frequently employed, but â€Å"member of the Assembly† is not.) But what do you call a woman who likes to fish (other than, um, a great catch?). Fisherwoman may seem awkward, but that’s just because we’re not used to it yet. As is the case with chairwoman or congresswoman, it’s a matter of only one more small syllable inserted in an already lengthy word. If you’re a man who washes clothes for a living, do you want to be referred to as a washerwoman, just because that’s the dominant usage? By rejecting gender-neutral language, you’re subjecting half the population to the same indignity. This isn’t political correctness run rampant; it’s inevitable and inexorable usage correction, part of the evolution of language (with the obligatory Neanderthal-like branch stubs on the evolutionary tree like waitron and waitperson as gender-neutral forms of waiter). Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:36 Adjectives Describing LightAcronym vs. InitialismTreatment of Words That Include â€Å"Self†

Basque History Essay Example | Topics and Well Written Essays - 2500 words

Basque History - Essay Example While the ETA did declare a unilateral cease-fire on March 22, 2006, on September 23, 2006, the organization announced that it would resume hostilities until the achievement of Basque independence (ETA). To understand the sentiments at work in all three of these documents - particularly the harsh dichotomies of the Arana piece - it is good to have an understanding of the dynamics at work within the ETA. To people outside of the Basque region, and, in particular, outside of Spain, the mission of the ETA sounds just like one of many small revolutionary groups, agitating for its own few square miles of self-determination, if only to avoid the larger taxing entities in the country around it (Funes, p. 499). Each of these little splinter groups has its own manifesto that spouts idealistic words and phrases, its own shrill anthem that sounds to the modern person listening from abroad much like, quite frankly, the declarations that leapt from the American colonies to the government of Great Britain in the later days of the eighteenth century. The modern chapter of the Basque story begins during the reign of Francisco Franco, and his attempts to drive the Basque nation off the very face of the planet. Because there had been Basque sympathizers with the Republican side in the Spanish Civil War, Franco decided to eliminate any signs of Basque culture from the public consciousness. The Basque flag could not be displayed; Basque holidays could not be publicly celebrated; teaching the Basque language, or even speaking it in public, were forbidden; baptizing children who did not have Spanish surnames was proscribed (Sullivan, p. 88). This crackdown against non-Spanish cultures was not carried out throughout the country, however. While Guipuscoa and Biscay were also singled out for this attempted annihilation of local culture, because of their ostensible sympathies with the Republican cause, other territories were left alone. Because the regions of Alava and Navarre had been allied with Franco's faction during the Spanish Civil War, those regions were permitted to keep a reasonable degree of self-government (Clark 1984, pp. 82-84). The results of this cultural attempt at extermination may have been predictable. Once the civil war ended, many Basques left the rural parts of Castile, Galicia, Extremadura, and Andalusia, which diluted the identity of those regions, in which only a percentage of the initial Basque population remained (Hamilton, p. 138). The rest of the world, however, took notice of this repressive activity. Beginning with the excesses of the Franco era and ending with the transition in Spanish government to a democracy in 1975, the ETA received gestures of sympathy from around the globe. The peak of this support came in 1970, after the controversial "Burgos Trials," in which the Franco government showed its cruel and oppressive side to an international audience (Clark 1984, p. 128). The tide of international opinion, however, began to turn against the ETA as the 1970's progressed. In 1973, the ETA assassinated Franco's successor, Almirante Luis Carrero Blanco, and became increasingly radical after Spain became a democracy. The kidnapping and assassination of Miguel Angel

Final project - brief therapy Essay Example | Topics and Well Written Essays - 2500 words

Final project - brief therapy - Essay Example PsycINFO: PsycINFO , from the American Psychological Association (APA), contains nearly 2.4 million citations and summaries of scholarly journal articles, book chapters, books, and dissertations, all in psychology and related disciplines, dating as far back as the 1800s. 98 percent of the covered material is peer-reviewed. Journal coverage, which spans 1887 to present, includes international material selected from more than 2,200 periodicals in more than 27 languages. PsycARTICLES : PsycARTICLES, from the American Psychological Association (APA), is a definitive source of full-text, peer-reviewed scholarly and scientific articles in psychology. The database contains more than 100,000 articles from 59 journals - 48 published by the American Psychological Association (APA) and 11 from allied organizations. It includes all journal articles, letters to the editor and errata from each journal. Coverage spans 1894 to present. The researcher searched for full text materials on Brief Therapy and 536 matches came out. The first three matches that came out spoke of Solution-Focused Brief Therapy (SFBT). On reading the first article, the researcher got interested in this area of Brief therapy and decided to limit research to SFBT. Using the keywords Solution-Focused Brief Therapy, 92 matches came out. The researcher selected articles on the general application of SFBT to younger clients of therapy, and that meant children and youth. Upon reading the above-mentioned articles, the researcher got to understand the philosophy and concepts behind Solution-Focused Brief Therapy, and its promising contributions to the field of Brief Therapy. The authors claim that literature on SFBT is growing, as more and more counselors are vouching for its effectiveness as a short-term therapy program. Such claims and the foundations from which it spring forth shall be discussed in further detail in Part 2 of this

Imitation Plato and Aristotle Essay Example for Free

Imitation Plato and Aristotle Essay Introduction Plato and Aristotle are two famous literary critics in ancient Greece. Aristotle is Plato’s student. They all agree that art is a form of imitation. However, their attitudes towards imitation are profoundly different. Plato claims that poetry is worthless and bad because it is mere imitation and may have bad influence on human beings. Instead, though Aristotle admits that poetry is imitation, he thinks that it is all right and even good. He also explains that imitation of life should be valued rather than discounted (â€Å"Plato and Aristotle†). This paper is to discuss the different understandings of Plato and Aristotle on imitation. Imitation of Plato Plato thinks that poetry is a form of imitation. However, he is deeply suspicious of the arts because, in his view, they appeal to the emotions rather than to the intellect (Michael). He thinks that this imitation is far removed from the reality and it is only a â€Å"game†. As a result, it is worthless and bad. He also claims that imitation in tragedy can have a bad influence on human beings. As he says in The Republic, a good imitation can undermine the stability of even the best humans by making us feel sad, depressed, and sorrowful about life itself. Firstly, Plato claims that an imitation is at three steps removed from the reality or truth of something (â€Å"Plato and Aristotle on Art as Imitation†). In Plato’s opinion, knowledge of truth and knowledge of good are virtually inseparable. If there is no truth, there is no good too. As a result, he counsels rejection of the physical in favor of embracing reason in an abstract, intellectual, and ultimately more human, existence (Stephen). Plato thinks that the world of appearance does not really represent the reality because in his opinion, it is the forms which can only represent the essence of the world. The tangible world is imperfect because there are many kinds of appearance but there is only one thing that is true—idea. As a result, art widens the gap between truth and the world of appearances (Stephen). We can see that from his book The Republic. In Book X of The Republic, Plato’s prolocutor Socrates says that there are plenty of tables and beds in the world, but there are only two ideas or forms of them—one of a bed and the other of a table. He also says that the makers of the table and the bed make them for our use according to the ideas, but no artificer can make the ideas themselves. Worse still, painters draw a bed or a table according to the ones made by the artificers. As a result, Socrates concludes that imitative art is at three steps far removed from authentic reality (Michael). There is a sentence that can well show Plato opinion, â€Å"the tangible fruit of any human labor is an indistinct expression of truth (Plato, Book X). From this sentence, we can see that in Plato’s opinion, art as an imitation is irrelevant to what is real. Secondly, Plato also thinks that artists offer nothing important and meaningful in their imitation. As a result, he concludes that imitation is only a kind of â€Å"game†. Here is the good evidence, in The Republic; Socrates concludes that imitation is a kind of game and not something to be taken seriously. He explains that such imitation is disengaged from the realm of knowledge and truth-testing entirely, constituting an autonomous, arbitrary game onto itself (Bo). Plato thinks that imitation is a game because it engages only the appearance rather than the truth. He mentions in his book The Republic that imitation is far removed from the truth, for it touches only a small part of each thing and a part that is itself only an image. And that, it seems, is why it can produce everything. He uses the painter as an example. He says that the painter is not the maker of things, but the imitator of which others have made. Thirdly, Plato claims that a good imitation can undermine the stability of even the best humans by making us feel sad, depressed, and sorrowful about life itself (â€Å"Plato and Aristotle on Art as Imitation†). In Plato’s opinion, imitation may pose a challenge to philosophy and even can have a bad influence on people because imitation can be false, and false imitation can mislead people. No matter art is perfect in its imitative process or art is flawed, it is not only worthless, but also a challenge to truth in general (Stephen). In The Republic, Plato writes that The power which poetry has of harming the good (and there are very few who are not harmed) is surely an awful thing. Here, we can see that he suggests that art is a potential danger to society. As a result, Plato’s critique of art  as imitation is linked to a negative appraisal of its social utility: Art is dangerous, for its appeal to the irrational distracts us from the legitimate claims of reason (Bo). As it was mentioned above, we can see that Plato admits that art is imitation. However, he is deeply suspicious of the arts because he thinks that firstly, an imitation is removed from the reality or truth of something; secondly, it offers nothing important and meaningful; thirdly, imitation can have a bad influence on human beings. As a result, he concludes that imitation is worthless and even bad. Imitation of Aristotle Aristotle is Plato’s student. However, he holds a very different attitude towards imitation. Aristotle also admits that art is imitation, but according to him, this kind of imitation is all right and even good. He explains that firstly, imitation is a creative process of selection, translation, and transformation from one media to another (Stephen). Secondly, tragedy can be a form of education that provides moral insight and fosters emotional growth and a successful tragedy even produces a catharsis in the audience (Michael). Thirdly, he also thought that imitation is natural to humans from childhood (â€Å"Plato and Aristotle on Art as Imitation†). Firstly, in Aristotle’s opinion, imitation is a creative process of selection, translation, and transformation from one media to another. Plato claims that imitation is far removed from the truth or is only a small part of truth. However, Aristotle thinks that imitation can reflect the truth in a better way because it is a creative process. According to Aristotle, the world exists in an infinitely diverse series of parts; human beings can have a good knowledge about these parts by observation and scrutiny (Stephen). As a result, different from Plato’s opinion that artists offer nothing important and meaningful in their imitation, Aristotle concludes that artists are makers, selecting certain details, excluding others, giving a work its particular shape, not a deceitful scribe (Stephen). Here, we can see that according to Aristotle, imitation is a distillation of universal truths from contingent, merely and particular facts rather than an arbitrary game because to submit something to literary imitation is not in the least to attempt to be true to its  appearance, although it is an attempt to be true to its truth (Bo). Secondly, to Aristotle, imitation such as tragedy can be a form of education that provides moral insight and fosters emotional growth and a successful tragedy even produces a catharsis in the audience. According to Plato, imitation can be a danger to the society because imitation can be false and false imitation can mislead people. However, to Aristotle, imitation such as tragedy can be a form of education that provides moral insight and fosters emotional growth (â€Å"Plato and Aristotle on Art as Imitation†). Aristotle even characterizes tragedy as effecting the catharsis of pity and fear† in his Poetics because with tragedy as the catalyst, people will develop their knowledge of good. As a result, we can see that Aristotle treats imitation as an ethical endeavor rather than a danger to the society (Stephen). Thirdly, Aristotle also thought that imitation is natural to humans from childhood and imitation makes human beings different from other living creatures. We can find the evidence in his Poetics. In this book, he mentions that the instinct of imitation is implanted in man from childhood, one difference between him and other animals being is that he is the most imitative of living creatures, and through imitation learns his earliest lesson. From his description, we can see that in Aristotle’s opinion, human beings begin imitating as early as when they are children. Imitation not only enables human beings to gain knowledge about the world, but also makes human beings a distinctive creature. As it was mentioned above, we can see that Aristotle holds a very different attitude towards imitation from Plato’s. According to Aristotle, imitation is a creative process and a form of moral education. It is also natural to humans from childhood and imitation makes human beings different from other living creatures. As a result, he concludes that imitation is all right and even good. It should also be valued rather than discounted Conclusion Though both Plato and Aristotle are two famous literary critics in ancient Greece almost at the same time and they all admit that art is a form of imitation, their attitudes towards imitation are very different. Plato claims that poetry is worthless and bad because firstly, it is far removed from the truth or idea; secondly, it is mere imitation and just a â€Å"game†; thirdly, it can have a bad influence on people; however, Aristotle thinks that imitation is all right and even good because firstly, imitation is a creative process; secondly, it is a form of moral education; thirdly, It is natural to humans from childhood. Works Cited Aristotle. Poetics. 11 November, 2007. . Bo Earle. â€Å"Plato, Aristotle, and the imitation of reason. † Philosophy and Literature. October, 2003: 382. Michael Moor. An introduction to Plato and Aristotle and their significance to the performing arts. 6 October, 2007. http://web. ukonline. co. uk/michaelmoor/an_introduction_toplato_andari. htm Plato and Aristotle. 25 October, 2005. . Plato and Aristotle on Art as Imitation (Mimesis). 8 November, 2007. . Plato. Republic. Peking: China Social Sciences Publishing House, 1999. Stephen Conway. Plato, Aristotle, and Mimesis. 8 November, 2007. .

Disabled American Veterans Essay example -- History, War, Veterans

â€Å"Serving those who have served† (About Disabled American Veterans 1). This is the mission statement of the DAV, or the Disabled American Veterans. The DAV helps thousands of disabled American veterans in their life after war. A poll taken in 2009 found out that there are 21,900,000 American veterans. 5,500,000 of the American veterans are disabled (American Veterans By the Number 1). Only 1,200,000 disabled American veterans are members of the DAV (About Disabled American Veterans 1). â€Å"Building Better Lives for America's Disabled Veterans† (DAV 1). The DAV was founded when our country was struggling with the effects of World War I. American veterans that came home from World War I started the DAV in 1920. A lot has changed in the last ninety-one years, but the wounded and sick from the wars still need the DAV's help in life cope with their disabilities (Wars & Scars 1). In 1932 the DAV was deemed the official voice of the nation’s wartime disabled veterans (About Disabled American Veterans 1). The DAV have many missions in helping the veterans. Some mission statements are â€Å"Providing a structure through which disabled veterans can express their compassion for their fellow veterans through a variety of volunteer programs† (Mission Statement 1), â€Å"Extending DAV's mission of hope into the communities where these veterans and their families live through a network of state-level Departments and local Chapter† (Mission Statement 1), and â€Å"Representing the interests of disabled veterans, their f amilies, their widows and spouses, and their orphans before Congress, the White House, and the Judicial Branch, as well as state and local government†(Mission Statement 1). â€Å"Providing outreach concerning its program services to the Am... ... a Board of Directors and an Executive Committee. The Disabled American Veterans plans to provide health care, transportation, unique rehabilitation, and get the veterans a voice on Capital Hill. Both disabled American veterans and the families of the American veterans can receive help from the DAV. Volunteering is a big part of the funding of the DAV, and the volunteers can be nominated for the Jesse Brown Memorial Youth Scholarship. The Disabled American Veterans is partners with many other places to provide special events for the veterans like at Golden Corral give veterans free meals on Military Appreciation Mondays. Another way the DAV gets funding is through donates from people. With all the help the DAV gives to veterans, the DAV makes day to day life easier for the veterans. Of the five million disabled veterans, the DAV provides help to the veterans.

Internship Report(Hr Development)

â€Å"HUMAN RESOURCE MANAGEMENT PRACTICE† A study on Mithun Knitting And Dyeing Ltd, CEPZ, Chittagong [This internship report is submitted for the partial fulfillment of the degree of Bachelor of Business Administration (BBA) with major in HRM] Prepared by: Md. Nazrul Islam Khan Matric No: B063061 BBA (Major in HRM) Autumn-2010 Department of Business AdministrationSupervised by: Mr . Nazamul Hoque Assistant Professor Department of Business Administration Internship Duration: 30th march’11- 30th June ’11 Date of Submission: 9th June’ 2011 Signature of the Supervisor Department of Business Administration Faculty of Business Studies International Islamic University Chittagong Date: 9th June ’2011 To The Head Department of Business Administration International Islamic University Chittagong Sub: Submission of internship reportDear Sir, With due respect and humble submission to state that I’m a student of BBA, Major in HRM, in your faculty . I have successfully completed my internship in Mithun Knitting and Dyeing Limited, on Human Resource Practice. I tried my level best to cover the report with relevant information that I have collected during three month internship period. Garments officials have also cooperate to make this happen.During this time they shard their knowledge and to me to know about various Garments activities. I beg your kind excuse for the error that may take place in the report in spite of my best effort. I believe that you would be kind enough to accept this report and evaluate with your sagacious judgment. Sincerely yours MD. NAZRUL ISLAM KHAN Matric No: B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration International Islamic University Chittagong Acknowledgement: First I would like to thank to almighty Allah for giving me the patience, courage, assiduous and expansion of mantel faculty to prepare this report.It is an immense pleasure to me that this report is the out come of my dedicated effort to prepare a standard report and know in details about the HUMAN RESOURCE PRACTICE in Mithun Knitting and Dyeing Ltd. At the very outset, I would like to take this opportunity to express my honorable supervisor Mr. Nazamul Hoque, department of Business Administration , IIUC, for his valuable suggestion and cooperation. I also like to thank my coordinator of my BBA program. I would like to thank Mr. Bashir Ahmed (Manager, Admin) and Mr. Abdus Sobhan(Sr.Officer,admin & compliance), for their continuous support ,inspiration and giving me uncountable support to prepare this report . Without their help, its not possible to me complete this report. I also very much pleased to Mr. MD. Showkat Hossain(Asstt. Manager,Commercial) of MKD, to giving me the chance to start my internship in MKD. My sincere thanks go to the others who were involved and helped me directly and indirectly in preprinting this report as well as my faculties, IIUC. Executive Summary: Human Resourc e Management is one of the major fields of the study in today’s business world.Human Resource Management means â€Å"To care for people or look after people, to manage affairs†. Its simple meaning is â€Å"Management of affairs and looking after people† HRM is a process, common to all group, effort public or private, civil or military, large scale or small scale. It is a process of managing effectively and smoothly the functioning of institute governed by its rules and regulations. The main motto of preparing this report is to know the details of HR practice in MKD. All of you know that HR is a social science and talk of time in today’s world. HR play pivotal role in smooth operation of organization.British Institute of HRM defines HR as that part of management concern with people at work and with their relationship within an enterprise. HR Department does an important role in MKD ltd. Through this report I will understand about my practical experience in HR practice in MKD ltd. I also make you understand about brief idea of MKD ltd. They practice HR for employee selection, increment policy, auditing, training program, about the whole thing of HR practice in MKD ltd. And also add recommendation and conclusion. Table of Contents Chapter: 1 1. 0| Background of the study| 1. 1| Introduction| 1. 2| Objectives of the study| . 3| Methodology of the study| 1. 4| Scope of the study| 1. 5| Limitation of the study| Chapter: 2 2. 0| About MKD Ltd. | 2. 1| A brief company profile| 2. 2| Production facility | 2. 3| Major products| 2. 4| Business procedure| 2. 5| Group profile | 2. 6| Vision| 2. 7| Values | 2. 8| Objectives| 2. 9| MKD performing following buyers| Chapter: 3 3. 0| Organogram of MKD department| 3. 1| Various department| Chapter: 4 4. 0| Meaning of HRM| 4. 1| Function of HRM| 4. 2| HRM practice in MKD Ltd. | 4. 3| Recruitment policy in MKD Ltd. | 4. | Employee selection of MKD| 4. 5| Selection process| 4. 6| Selection policy| 4. 7| Training & Development| 4. 8| Training for| 4. 9| Benefit of training| 4. 10| Training method| 4. 11| Training place, duration & trainer| 4. 12| Training evaluation| 4. 13| Training program | 4. 14| Compensation| 4. 15| Some other compensation for| 4. 16| Payment of wages | 4. 17| Worker not entitled to compensation| 4. 18| Performance appraisal| 4. 19| Who will be apprised| 4. 20| Methods of performance appraisal | Chapter: 5 5. | Findings| 5. 1| Recommendations| 5. 2| Conclusion| 5. 3| Reference| Appendix: Chapter-1 * Introduction of the study * Objectives of the study * Methodology of the study * Scope of the study * Limitation of the study 1. 0 Background of the study: INTRODUCTION: Knowledge acquisition is the foremost duties of a student, knowledge can be gained through a process of stages such as reading, writing, visual, touching and doing it practically. As a part of my BBA program, internship is required for the course. Internship program blends practical knowledge with the theoretical thought.Undoubtedly this is the very inception period of any individual career. As a part of requirement, I did my internship at Mithun Knitting & Dyeing Ltd. ,on HRM for three months, which equipped me with different tools and mechanism that is practiced in different profitable and non-profitable organizations through out the world in a social responsible manner. The internship program not only creates opportunity for the student to acquire first hand information on a giving subject but also wide field of information and knowledge for them. I am assigned the internship program with the aim of practical knowledge on HR Practice in MKDL. 1. . Objectives of the study: It is important to know about the objectives of MKDL. Every activity has some specific objectives. The main and foremost objectives of the study are to know in details activities of HR practice in MKDL. The other objectives are as follows: 1. To acquire practical knowledge and experience on HRM practice i n MKDL. 2. To find out the existing HRM activities on MKDL, CEPZ, Ctg. 3. To know the industrial relation between employers, employees, workers, trade union and Government (BEPZA). 4. To identify the problems relating to HRM in MKDL. 5. To provide suggestions to overcome the limitations of HRM in MKDL. . 3. Methodology of the study: The current study has been conducted through collecting data from primary as well as secondary sources. The sources are interview with the management and employees. Organization’s service rules, policies, procedure and records. * Primary data: Primary data have been collected by observation of MKDL human resource department. Discussion with the officials and resource professionals at this organization. * Secondary data: Secondary data have been collected from the available and relevant magazine, journals, reference book and visit MKDL website. 1. 4 Scope of the study:This study is confined with MKDL only. I have prepared my report on the basis of gathered knowledge, experience and performed during my internship report. I have made all possible efforts to submit this report. I tried my level best to collect data from the MKDL HR department. I have a practical knowledge about EPZ sector and also to know how all company in this area make a vital role in Bangladesh. 1. 5 Limitation of the study: Every activities of the world have some limitation. I face some limitation to complete my internship program. Some are given below: 1. I have no previous experience to conduct the research work. . Some information is so confidential that the authority is not allowed to provide this information. 3. Due to the strategic decision some crucial information is not possible to collect. 4. I start my internship program lately so, its not possible to me arrange a best internship report. 5. Garments and Footwear organization are a wide part of out economy but there is no information available in our newspaper or other media. It is the biggest limi tation for data collection. Chapter- 2 * About MKDL * A brief company profile * Production facility * Major product * Business procedure * Group profile Sister concern * Vision * Values objectives * MKDL’s buyer list 2. 0 About Mithun Knitting and Dyeing Ltd: MKDL getting to be one of the best and diversified business groups in Bangladesh. They are still continuing on the journey of growth, diversity and achievement our growth has been one of the most significant in each area of operation. This made possible by the strong drive of the management and continuous dedication hard work of the rest of their team. MKDL total workers are 629; the HR department facilities these workers. Moreover for their contribution the economy of our country is running. . 1 Company Profile Name: Mithun Knitting and Dyeing Limited Year of Incorporation: 1991 Year of Business Commencement: 1991 Commercial Operation: September: 1993 Legal Form of the Company: Public Limited Company Corporate Office: S ena kalian Bhaban Suite No. 904, 9th Floor 195, Motijheel C/A, Dhaka-1000, Bangladesh Tel: 880-2-9551918,9551890 Fax: 880-2-9564929,9553880 E-mail: [email  protected] net Location of Factory: Plot No. 43-46, Sector-4, Chittagong Export Processing Zone South Halishahar Chittagong-4223, Bangladesh Tel: 800-31-741281,740220 Fax: 880-31-740427E-mail: [email  protected] net Business: Circular knitting, dyeing, finishing and knit Garments Product Range: Fabrics Single Jersey, Interlock, Rib, French Terry, Flat knit (collar & cuff) Fleece Product range: Garments T-shirt, polo shirt, ladies tops, ladies singlet, fleece jacket, sweat shirt, pajama, tank top Capacity: Knitting-13500 kg/ day, Dyeing-white-12375 kg, color-10740 kg/day Garments-basic T-shirt-10000 pc/day, polo shirt-5000 pc/day Authorized capital Tk. 100000000 Paid up capital Tk. 50000000 No. of Employment Skilled-224, Officer-16, Stuff-75, Samiskilled-314, Total=629Origin of machinery USA, Germany, ITALY, Sweden, England, K orea, Japan, China, Taiwan, Singapore, Hong Kong, India, Bangladesh 2. 2 Production Facility: * Knitting section * Dyeing section * * Finishing section * Fleece section * Garments Section 2. 3. major products: * Polo shirt * T-shirt * Fleece jacket * Pajama 2. 4 Business PROCEDURE: * Order Execution : * Lead time: 90 days for new orders and 60 days for repeat order. * Production process time: 14 from the date of receipt of materials. * Mode of Payment: * LC at sight with FOB basis. * CMT basis, payment by TT * Documentation: FOR LC: Original documents to be sent through Bank to Bank as per LC. * FOR CMT: * OPTION-1: original documents to be sent through bank to bank to bank and consignee of BL will be any Bangladeshi bank. * Option-2: If need to send original documents directly with customer as consignee in BL, need to make payments in advance. 2. 5 Group Profile Mithun Knitting and Dyeing Limited is the parents company of their group. The other sister companies of the group are as follows: 2. 5. 1 Sister Concern * Toyo Composite Ltd. Established in 1991 * Pure Cotton Knit Ltd. Established in 1991 * Bangos Biscuits Ltd. Established in 1991 Tallu Spinning Mill Ltd. Established in 1990 * Mithun Knitting and Dyeing Ltd. Established in 1991 * Radio Today FM. Established IN 2006 2. 6 MKDL Vision: To be: * Best quality and right time shipment of the products * The most cost effective procedure of quality products and its item * The best example of an international export oriented company in Bangladesh. 2. 7 MKDL Values: * Team player * Excellence * Responsible * Appreciation * Living * Caring 2. 8 MKDL Objectives: * 100% Safety Record * 100% Delivery on Time * 100% Quality Fine Time * 100% Commitment * 100% Utilization of Resources . 9 MKDL performs the following buyers: * Crocodile * Carrefour,Zara * Dullards * GAP, Sears * Zellards * Otto * Auchan * Carriefore * Neckerman/ Ackerman * Peacock * Answer Mode GMBH * QUESTION Fashion BV * Reebok MKDL maximum buyer is from UK, Germany and Europe side. CHAPTER – Three Department of Mithun Knitting and Dyeing Limited * Organogram of MKDL * Various Department of MKDL | Various Departments member in position:| SL. #| NAME| DESIGNATION| 1| MR. BASHIR AHMED| Manager (Admin)| | Mr. Md. Nurul Islam| Asstt. Manager (A/c's)| 3| Mr. Moin Uddin ahmed| Asstt. Manager(Knitting)| 4| Mr. Md. Showkat Hossain| Asstt. Manager(Commercial)| 5| Mr. Probir Ranjan Dey| Asstt. Manager(Dyeing)| 6| Mr. Jahangir Alam| Asstt. Manager(Mercendiser)| 7| Mr. Jahangir Alam| Sr. Asstt. Engineer)| 8| Mr. Abdus Sobhan| Sr. Officer(Admin; Compliance)| 9| Mr. Shahidul Islam | Sr. Marketting Executive| 10| Mr. Md. Shafiul Azam| Accounts Officer| 11| Mr. Md. Shah Alam| Development ; Security Officer| 12| Mr. Shahidul Alam | Officer(MIS)| 13| Mr. Seddiqur Rahaman| Sub. Asst. Engineer| 14| Mr.Maksud Ali Mridha| Jr. Store Officer| 15| Mr. Keramat| Jr. Production Officer| 16| Mrs. Sultana Karemunneesa| Jr. Officer(DATA COLOR)| 17| Mr . Harun-Or-Rashid| Jr. Officer(Store)| 18| Mr. syed Mizanur Rahaman| Jr. Production Oficer (Dyeing)| 19| Mr. Boadrul Islam| Jr. Production Officer(Knitting)| 20| Mr. Shamim Chowdhury| Jr. Officer(Welfare ; Complaince)| 21| Mr. Gias Uddin| Jr. Officer(Garments)| 22| Mr. Md. Mahafizul Hoque| Jr. Executive (Marketing)| Chapter – Four HRM as practiced in MKDL * Meaning of HRM * Function of HRM * HRM practice in MKDL * Employee selection * Selection process * Selection policy Training ; Development * Training for * Benefit of training * Training method * Training place, duration ; trainer * Training evaluation * Training program are * Compensation * Some other compensation for * Payment of wages * Worker not entitled to compensation * Performance appraisal * Who will be apprised? * Method of performance appraisal 4. 0 Meaning of HRM: â€Å"MANAGEMENT of human resources is the function of all enterprises which provide for effective utilization of people to achieve both the objecti ve of the enterprises and the satisfaction and development of the employees† (Glueck, Management).Allah the almighty has endowed human beings with the power inherent in them which if nursed, nurtured, cultivated, developed and sharpened can unveil the secrets of nature. Human beings become human resource when their skills and abilities developed to undertake some productive activities that are useful to them and to their society. 4. 1 Function of HRM: 1. ACQUISATION: * Human resource planning * Recruitment * Internal * external * Employee socialization 2. DEVELOPMENT: * Employee training * Management development * Career development 3. MOTIVATION: Job * performance evaluation * rewards * job evaluation * compensation benefit * discipline 4. MAINTENANCE: * Safety and health * Employee / lab or relationship 4. 2 HRM practice in MKDL Organization has big impact upon its human resources development and managerial activities. Organization structure influences personal activities wi thin the department as well as relation with others whom it is to serve. That is way MKDL also practices in HRM. Human Resource Department maintains some policy. That also followed by the employee, employed and worker.The policy aims are: Achieving, the main objective of the organization, creating committed employees, developing trained personal, recognizing trade unions as representative of worker, consultative service to employees, delegation of authority, co-operation to and from employees, security of employment, opportunity for growth, fair wages and salary, objective evaluation of work. MKDL played a vital role in society. MKDL have HR department since 1993. Because it is an export oriented organization. HR department maintain policy and they work for the whole organization, as well as for the worker mainly.HRM Practice in MKDL some kinds are given below: * Recruitment policy * Selection * Training and Development * Compensation * Performance Appraisal 4. 3 Recruitment Policy in MKDL: RECRUITMENT is a linking function joining those with jobs to fill and those seeking job. The objective of MKDL recruitment policy is to develop a group of potential qualified people. The recruitment processes attracts qualified applicants and provide enough information for all kind of employees. Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to work environment, and time consuming.Hiring the right employee, on the other hand, pays back in employee productivity, a successful employment relationship, and a positive impact on total work environment. There are six kinds of employees or workers: 1) â€Å"Permanent employees† is an employee who has been engaged on permanent basis after complete of his/her training. 2) â€Å"Temporary employees† is an employee who has been for work that is temporary basis. The electrical engineer is MKDL temporary employees. 3) â€Å"Probationer† is an employee who is provisi onally engaged to fill a permanent vacancy in a post and has not completed the period of his / her privations. ) â€Å"Employee on contract† is a person with who employed on contract basis. The auditors of MKDL are contract basis. 5) â€Å"Apprentice† means a learner that paid an allowance or fixed pay during the period of his/her training. 6) â€Å"Casual† means a worker whose employment in casual basis. 4. 3. 1 MKDL Recruitment Sources: There are two sources of recruitment . These are internal and external sources of recruitment. MKDL mainly follows the external sources for recruitment. One main thing is that MKDL is a public Ltd company. Then the recruitment policy is given below: * Advertisement on newspaper Hang on notice in front of MKDL main gate * Internet ads in there website. 4. 3. 2 Personal File: MKDL maintains a personal file for their worker that is part of recruitment policy. In a personal file each worker some record are their. This are: * Applic ation * Picture * Age certificate * Medical certificate * National certificate * Educational certificate * Appointment letter * Confirmation letter * Increment paper * Any disciplinary letter 4. 4 Employee Selection of MKDL: To select is to choose selection is a screening process. It is the process of picking who have relevant qualification to fill jobs in an organization.MKDL selection objective is to select the right candidate who is physically fit, intelligent and done their job perfectly. 4. 5 Selection Process: There is some process to select employees and worker. MKDL follow these procedures to select best employees to their company for a better output. The process are given below which is follows by MKDL. 4. 5. 1 Reception of Applicant. 4. 5. 2 Preliminary Interview. 4. 5. 3 â€Å"Filling an Application Blank† which provide brief history of an applicant’s background. 4. 5. 4 Employment Test: MKDL follows some procedure to select their employees.Their selection p rocedure test is reliable and valid. Tests aimed at predicting future success on their job. Verities of test usually used as selection tools. * Intelligent tests * Aptitude tests * Achievement tests * Interest tests * Personality tests For the types of employee or worker HRM department of MKDL choose the one of test. 4. 5. 5 Interview: MKDL is a garments company they have worker for factory and employees for several department. To select worker and employees it is different from each other. There are six kinds of employees. For that reason, they follow different types of interviews.Types of interviews: * Non – directive interview * Patterned interview * Situational interview * Panel interview Interviews process: HR department of MKDL have identified certain steps while conducting interviews. * Preparation: selecting the interview process to followed. HR department expertise arranges and selects the employees. * Reception: The interview started on time. * Information exchange: Applicant’s must know what they are applying for and they have to know the idea about it. * Termination: Interviewer’s personal opinions and applicant’s performance basis HR department select the employees. Evaluation: After the interview process HR department select the candidate for next process. 4. 5. 6. Background of Reference checks: Good reference check, when used sincerely will fetch useful and reliable information about the candidate. 4. 5. 7. Preliminary selection in HR department: HR department select the employee or worker. 4. 5. 8. Physical examination: All applicants’ must a medical certificate in MKDL HR department. 4. 5. 9 Placement: Then the following departments select the employee or worker and they should place. 4. 6 Selection policy: In the selection policy, an applicant must have some education qualification.For worker: Workers must be pass min. class eight. For employees: They must be complete their graduation. In addition, for high er level applicant must complete masters’ degree. 4. 7. Training and Development: Training and Development has been always an essential part of human life, particularly in working environment. Workers performs better if they are training in the skills necessary for thir jobs, and managers are better leaders if they are trained up with these skills. 4. 7. 1 Why training is essential in MKDL: Training is essential in MKDL for improve their quality, increase production and improve organizational climate.Because MKDL’s main theme is produce high quality product. For that reason whole organization employees needs training and develop their skill. It important for: * Economy in operation * Minimization of supervision * Better performance * Increase in morale * Uniformity in performance * Effective control 4. 7. 2. Reason for employee training and development: Training and development can be initiated for a variety reasons an employee or a group of people: * When a performanc e appraisal indicates performance improvement is needed. * To benchmark the status of improvement so far in performance improvement effort. As part succession planning to help an employee be eligible for a planned change in role in the organization. * To train about a specific topic. * As part of an overall professional department program. * The operation of a new performance management system. 4. 8 Training For: MKDL has been arranging some kind of training: For worker: * Behavioral training * Technical training For official: To get more efficient officer MKDL arrange some training which a part of their job. Some training fir the technical officer specially arranged. 4. 9. Benefit of training and development: * Increase job satisfaction and morale among employee. Increase employee motivation. * Increase efficiencies in processes, resulting in financial gain. * Increase capacity to adopt new technologies and methods. * Reduce employee turn over. * Enhanced company image e. g. conduc ting ethics training. * Risk management e. g. training about sexsul harassment, diversity training. 4. 10 Training method at MKDL: MKDL provides two types of training that is on the job training and off the job training. The best technique for one situation may not suitable to other situation. ON THE JOB TRAINING Employee or worker coached and instructed by skilled co-worker.By supervisor, by the special training instructor. MKDL also provides various types of on the job training these are coaching or understudy, job rotation or special assignment. Coaching: Coaching method, which also known as internship and apprenticeship method, the employees/ worker is, trained on the job by his/her immediate supervisor. Apprenticeship: In MKDL the person who appointed under apprenticeship, they supervised through their supervisor and they have three months for apprentice period after successful completion of apprenticeship period they appointed as a regular employee/ worker.Job trainee: A manag ement or HR department selects a trainee who moved from job to job at certain intervals. Specials assignment: MKDL provides lower level executives with first hand experience in working an actual problem. Off the job training: Off the job training means that training is not part of the everyday job activity. In MKDL training program, do not arrange by them. BEPZA selected one officer for training and it arrange in outside from the organization. Off the job method following that method. Lecture: It is an old method. Selected expertise gives some lecture to the trainees Conference:Participant gain knowledge and understanding by attending these conferences. Group discussion: Group discussion exchange of ideas and opinions take place which help the participants to develop leadership qualities. Case studies: The case based on actual business situation are prepared and given to the trainee managers for discussion and arriving ata proper discussion. Role playing: The trainer use this method for develop the employer human relation and development of leadership qualities. 4. 11. Training place, Duration and Trainer: Place: MKDL only arrange training program for their worker and the apprentice.BEPZA select the place for the training program. Duration: The training program depends on training objectives. Sometimes for long time or some time for short time. For the apprentices training program arrange for three months. Trainer: For the worker and new employee’s trainer are the upper levels of the worker. However, off the job training, trainers are outside if the organization. 4. 12. Training Evaluation in MKDL: Training evaluation model starts with training need assessment it means that what kind of training are essential for smooth operation of the company.MKDL evaluates TNA by the process of employee or the worker working condition or it called yearly secrete report. 4. 13. Training Program are: * Personal proactive equipment: * First aid * Fair training or dealer * Health and safety * Awareness safety about toxic hazard * Awareness aids 4. 14. Compensation: MKDL compensation systems policies are given below: Gradation of workers| Minimum wages| Remarks| i. Apprentice | US $20(consolidated)| Training for 3 months; may be extended for another 3 months in the maximum. | ii.HELPER| a) US $30 b) US $25| ON completion of training, a works becomes permanent unless terminated during the training period. | iii. Junior operator(Jr. )| a) US $36 b) US $30| A helper, when allowed to operate a. m. chain, shall be deemed to have been upgraded as a Jr. operator. | iv. OPERATOR| a) US $45 b) US $40| A Jr. operator shall be promoted as an operator on completion of 2 years service as such. | v. Sr. operator | a) US $50 b) US $45| An operator having served of 2 years as such shall upgrade as Sr. operator. | vi. High skilled| a) US $58| On completion of 2 years service as a Sr. perator,a worker shall be eligible for promotion as high skilled worker but subject to attaining required skill. | 4. 15. Some other compensation for: * Maternity benefit: A female employee who has completed minimum of six month service shall be entitled on application to maternity leave with pay for eight weeks after confinement on ground maternity. No female worker is entitled to such kinds of maternity benefit if she has two or more children. * Festival leave: Every employee allowed at least eleven days festival holiday with pay in a calendar year. * Compensation for injury sustain while on duty. Every worker shall be entitled to casual leave with full wages for ten days in a year. * Every worker shall be entitled to fourteen days sick leave on half average wages in a year. 4. 16. Payment of wages: * For employee paid on monthly basis , salary paid within the 7 days of the month. * For employee paid on weekly basis, wages by the first working days of the work. * For terminal employees, termination benefit and any other dues payable to the terminated employee pa id within 7 days from the date of termination. * Overtime wages: Overtime wages given MKDL by this method: Basic salary *2*OT Hours/208 * Provident fund:The provident fund given by this method: Basic salary *8033% 4. 17. Worker not entitled to compensation in certain cases: * If worker does not present himself for work at the appointed time during normal working hours at least once a day if so require by the employer or lay-off is due to unauthorized absence from work by workers in another part of the employer. * If worker refuse to accept on the same wages. 4. 18. Performance appraisal: Performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables.Job performance is a commonly use, yet poorly defined conceot in industrial and organizational psychology, the branch of psychology that deals with the workplace. It most commonly refers to whether a person performs their job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance. 4. 18. 1. Why performance appraisal is important in MKDL: * PERFORMANCE APPRASIAL can serve as a useful basis for promotion or reward. It serves as a guide for formulating a effective training and development program. * Managers can identify employees who are performing at or above expected level. Then it may help to increase competition. * It identifies the employee’s good or poor performance. * It helps to understand that in which way employer improve their performance. 4. 19. Who will be appraise: * Self – appraise also included, it help to improve employees confidance level to work efficiently. * For worker their performance appraise by supervisor. * Consultant or the auditor appraises whole organization. 4. 20. Methods of performance appraisal:PERFORMANCE appraisal methods are available for judging the performance of the employees. In MKDL performance appraise by upper level of an employee. The method is called the confidential report or yearly secret report. And performance appraise by behaviorally anchored rating scale (BARS) CHAPTER- FIVE * Findings * Recommendations * Conclusion * References 5. 0 Findings: Due to my internship program I got some findings. Such as: 1. In MKDL both internal and external sources of recruitment are followed. 2. For workers, external sources of recruitment are followed. 3. For officers internal sources of recruitment are followed. . Immediate supervisor provide training to the workers in MKDL. 5. In selecting workers normally previous experience is highly considered. 6. Performance is evaluating by the boss/supervisor and it is done annually. 7. The relation is good between employers, employees, worker, trade union (WRWC) and (BEPZA). . 8. The have no internal aud itor. In MKDL HR department so the have to face problem to audit their report. 9. Supervisor are not more efficient that’s why the can’t supervise the worker properly. 10. The company does not pay the salary in due time, trough there is no problem to pay it timely. 1. The salary structure is below standard in some cases. The salary structure is insufficient comparing with present economic situation. 12. MKDL does not provide any transport facilities to their worker. Which is very necessary. 13. The maintain safety and healthy environment for their employees. 14. They arrange on the job training for their employees. 5. 0. Recommendations: For smooth operation of HR department the following task must be completed as soon as possible. 1. MKDL should provide the salary in due time because it helps the employee to give more concentration to the organization. . They should increase the involvement of employee in designing the training program. 3. Fire training and other inju ry training should be providing to the new workers. 4. Supervisor have to more effective because the motivate worker to do their jobs better. 5. Training should be evaluated properly. 6. HR department should recruit an internal auditor. 7. Company HR department should be free from any types of biasness especially on recruitment and selection process. 8. Salary structure should be updated and matched with the market situation.. 9.Company’s HR department should arrange more effective training program in order to increase the employee’s ideas and creative power. 10. The organization provides conveyance bill but when the work late night, they fall in trouble for the transportation. 11. More and more business professional should be appointed in training and development department and it should be off the job. 5. 2. Conclusion: Human Resource Department measures the organization strength in every respect. This aspect must from part of the organization strategic and administr ative thinking. Effort should constantly be made to improve the organization productive capacity.Human Resource is a key factor to consider in organizational development and must emphasized in responding the micro and macro environment changes of Bangladesh. MKDL played a challenging role in Bangladesh. Because MKDL REPRESENTIATIVE OF Bangladesh. For their contribution, our country economic growth increases. Our population directly benefited through the operation of the organization. MKDL and their sister’s company engaged to increase our economic growth. Bangladesh government should provide necessary opportunity for EPZ sector so that it can operate smoothly. . 3 References: 1. Profile of MKDL 2. Many official report of MKDL 3. Different officials and workers working area in MKDL 4. Web site of MKDL 5. Human Resource Management and Industrial Relation By Dr. Abdul Awal Khan Dr. Md. Abu Taher Appendix : Questionnaire for Management Staff: (Give the answer into the tick mark ( ) in the appropriate place) Officer name: Age: Department: Post Name: 1.Does your organization practice HR development? Yes No 2. Does HR department give extra priority to their employee? Yes No 3. Are you getting any extra allowance for training? Yes No 4. Do you get any facility (Lunch or Tiffin) during your office time? Yes No 5. Is your organization getting any suggestion from you if they needed any strategic decision? Yes No 6. In department of HR training and development officers are available? Yes No 7.Do you face any problem when HR department need some improvement for their worker? Yes No 8. What is the time duration of training? 3 month 6 month 1 year Questionnaire for Worker: (Give the answer into the tick mark () in the appropriate place) Worker name: Age: Department: Post Name: 1. Do you get facility from HR department? Yes No 2. Do you use any personal protective equipment?Yes No 3. Do you get personal equipment from your organization? Yes No 4. Do you get train ab out fire drill training? Yes No 5. After training program has your performance ability increased? Yes No 6. Are you get OT and provident fund amount from your organization? Yes No 7. Are you satisfied on your increment amount? Yes No 8. Who get the more priority for training program in your organization? Technical person Non Technical personMITHUN KNITTING AND DYEING LIMITED Annual Confidential Report (Officer) PART-1 (To be filled by concern employee) NAME (IN CAPITAL LETTER): Designation: Department: Date of birth: Age: Qualification: Joining date: Salary while joining: Last increment: Present salary: a) Basic salary: TK.Pay scale: b) House rent allowance: TK c)Conveyance allowance:TK d) Medical allowance: TK e) Other allowance TK TOTAL PART-2 TOTAL POINTS: 100 POINT SCORED: EXCELLENT: 91-100 AVARAGE: 51-70GOOD: 71-90 BELOW AVERAGE: 00-50 GRADE: Assessment of Dept. Head Signature with date: Name Designation: PART-3 (To filled by approving authority) Remark/ General/ Assessment: Approval:- Signature with date: Signature with date: Name: Name: Designation: Designation:

Bush Tax Cuts

There are several different philosophies on this issue, but I am in the camp of giving the template the economy or simply have more money to spend on things that they want. Consumer spending is good especially since the US was inn recession. Yes, based on supply-side economics. The idea is to deregulate government and offer tax cuts and corporate tax reductions with the intent of improving production and economic growth. In 2001, I believe that a tax cut was good way to stimulate the economy and to get us out of the recession.I don't think anyone could have foreseen the war and this caused the surplus to evaporate in conjunction with the reduction of revenue from the tax cuts. Does it matter that the benefits flow disproportionately to the highest income earners? No, the wealthy are already paying disproportionately more than the middle and lower class in taxes. They are also the ones that are investing in new business, helping to reduce unemployment that in turn helps to stimulate t he economy. I think there has to be a balance.I do understand that the deficit could be greatly reduced if the taxes for the wealthy were increased back to the Clinton era. * Do different voters have fundamentally different interest here? Yes, democrats for the most part believe in more government involvement- Geiger taxes and the republicans believe in lower taxes so that there is more money that can be used to stimulate the economy by small businesses and increased consumption. 3. Did the 2001-2003 tax cuts work and in what way? * For a very short time consumer spending increased (in the quarter following the rebate).In 2002 the US started experiencing a deficit and it has increased every year since the tax cut. According to Exhibit 7 in the reading, the Real GAP growth rate (percent), increased every year from 2001 until 2004. It is hard to say what would have happened without the tax cut because we entered a war and the amount of pending on defense increased as well as an increa se in unemployment. 4. What options were available to Obama with respect to fiscal policy when he took office? * He had the option to increase government spending by asking for another stimulus through the Economy Recovery Plan.He hoped this would create or save 2. 5 million Jobs over two years. His plan also involved making all the government building more energy-efficient. This would reduce spending. The purpose of this stimulus was also to increase Jobs through investing in new highway infrastructure. And most importantly, the economic recovery plan was to modernize the health care yester and would save billions of dollars through electronic medical records. Or, he could have chosen not to have increase government spending which in turn increased our deficit even more.

Free Essays on Autobiogrpahy Of My Mother

Many of Jamaica Kincaid's writings contain characters not unlike herself and upon reading her works or summaries of them, one would discover Kincaid to be a hardened Carribean woman with a work history of waiting on others and a personal history of suffocation and desolation. â€Å"The Autobiography of My Mother,† written by Kincaid in 1996, attempts to explain a mother from the point of view of a child who never knew her; a child who wrestles with this lost and must accept her mother as the person her own self could have been. With a strong tone of detachment, Jamaica Kincaid creates an autobiographical character who lives in extreme loneliness because she never had a family, most specifically a mother- a very important factor in creating an individual's identity. Kincaid’s character uses her furious will to attempt to define life as it would be if one rejected all the things that immediately define them at birth: family, heritage, language, etc. comes to the knowle dge that to live underneath an identity is a crime. The character in this excerpt defines herself as a child without a mother. She explains her emptiness with dark imagery and metaphors to â€Å"a bleak, black wind† and tells how she would always look over her shoulder â€Å"to see if someone was coming... I was just looking for that face, the face I would never see, even if I lived forever.† She also talks about how not understanding any type of her own history made her â€Å"vulnerable, hard, and helpless; on knowing this I became overwhelmed with sadness and shame and pity for myself.† Instead of being in a state of grievance, this character has replaced her sadness with pity for herself. The character is able to recognize her situation and replace intangible feelings with feelings she can act upon: pity. The pity she has for herself causes her to disassociate herself from relationships with anyone, not allowing anything to touch her emotionally. The child's ... Free Essays on Autobiogrpahy Of My Mother Free Essays on Autobiogrpahy Of My Mother Many of Jamaica Kincaid's writings contain characters not unlike herself and upon reading her works or summaries of them, one would discover Kincaid to be a hardened Carribean woman with a work history of waiting on others and a personal history of suffocation and desolation. â€Å"The Autobiography of My Mother,† written by Kincaid in 1996, attempts to explain a mother from the point of view of a child who never knew her; a child who wrestles with this lost and must accept her mother as the person her own self could have been. With a strong tone of detachment, Jamaica Kincaid creates an autobiographical character who lives in extreme loneliness because she never had a family, most specifically a mother- a very important factor in creating an individual's identity. Kincaid’s character uses her furious will to attempt to define life as it would be if one rejected all the things that immediately define them at birth: family, heritage, language, etc. comes to the knowle dge that to live underneath an identity is a crime. The character in this excerpt defines herself as a child without a mother. She explains her emptiness with dark imagery and metaphors to â€Å"a bleak, black wind† and tells how she would always look over her shoulder â€Å"to see if someone was coming... I was just looking for that face, the face I would never see, even if I lived forever.† She also talks about how not understanding any type of her own history made her â€Å"vulnerable, hard, and helpless; on knowing this I became overwhelmed with sadness and shame and pity for myself.† Instead of being in a state of grievance, this character has replaced her sadness with pity for herself. The character is able to recognize her situation and replace intangible feelings with feelings she can act upon: pity. The pity she has for herself causes her to disassociate herself from relationships with anyone, not allowing anything to touch her emotionally. The child's ...