“Relic” By Ted Hughes Essay

Although nature may be seen as a beautiful way in which different living creatures coexist, Ted Hughes however sees this differently. In the poem Relic he writes about how the creatures in the sea use each other as a means to their end. In this poem, the persona has found a jawbone on the sea shore amongst other bones of dead sea creatures. This sends the persona in deep thought and is made to wonder where it has come from and what it passed from. These predators that live in the â€Å"deeps† have to live from eating other creatures in order to survive. This is seen in the phrase, â€Å"camaraderie does not hold†. These creatures that feed on others in order to ensure their survival however are eaten by other creatures and where before they were victimisers, they have now fallen victim to others. The sea is portrayed as a continuous cycle where life is halted by death and this can be seen by the action of the jawbone to â€Å"continue the beginning†. The idea that life is recycled is also evoked through the use of the long endless lines. These extended lines keep the poem flowing in the sense of a cycle and also in rhythm. Another way, in which the idea of continuity is highlighted, is the fact that this poem evolves the whole cycle in one stanza. The rhythm in this poem is not achieved through a fixed meter, but by repetition. This is also done by the extensive use of monosyllabic words which increases the pace of the poem. The alliteration in â€Å"broken by the breakers† and the use of consonance help the reader to visualise the atmosphere at the beach were the jawbone was found, that is hearing the waves splashing with words like â€Å"flip† and â€Å"gnawn†. The tone exposes the fact that the sea is not a friendly place to be in and even the creatures that prey on other creatures, therefore are on top of the food chain, also become â€Å"Jaws eat and are finished and the jawbone comes to the beach† as they also become part of this recycling process. â€Å"Time in the sea eats its tail† and â€Å"indigestibles† are thrown away. Whatever the sea can’t make use of is disposed of which is an efficient way to help the other sea creatures to survive. The bones become a reminder of an animal which has served its purpose in the sea.

Education Girls

High bride price and low intellectual capabilities Girls are a source of instant wealth, therefore, are retained at home for bride price. Research confirms that parents value most of their young girls like gold, coffee and other commodities to be traded at the immediate market value. They are only few and scarce that their value has soared recently. This is even worse around Ialibu area and some parts of Central Province. Some young girls can cost around K20 000. Women are used as the medium to achieve human prosperity.They facilitate for the channelling of wealth like pigs, shell money, pearls, food, modern money and other goods from one person or tribe to another. Poor families with many girls have the fate of becoming rich one day from the wealth that the girl would acquire through bride price payment. Thus, girls are reserved for marriage by their siblings. Some parents question the females’ intellectual capabilities and say they will not perform as well as the male studen ts.They say that males are naturally intelligent and can solicit solutions for academic problems quite easily than females. In the cultural arena, opinions and advice from women are not entertained by men in all forms of decision making. All decisions are based entirely on the men’s instincts as to what they think is right. Women are merely seen as trailers or followers. Investment in girls’ education lost to husbands at marriage Some parents say that their investment in their girls’ education will be lost to the girl’s husband at marriage.In the parochial cultural system, most parents’ fear that their resources spent on their daughter’s education will be shifted to the husband at marriage as she will be subject to the husband. The woman is equivalent to any asset the man may have, with no human value. Her value and worth is measured by the number of pigs she rears and the number of children she bears. There is no guarantee for her to go bac k and share the benefits of her education with her parents. Therefore, parents restrict their girls from attending school as their investment will be wasted.Moreover, parents do all the arrangements for their daughters’ marriage and this could happen while the girl is still at school. They can withdraw their daughter from school at any time, sometimes, without her knowledge. Whether or not the girl is doing well academically, she has to comply as it is embedded in the cultural and tribal jurisdictions and she will be coerced to marry. Girls, as pillars of local economy Girls are the backbone of the local economy. Therefore, parents retain them at home. Culturally, some societies perceive women as a utility asset to undertake all household chores.They fear that educated women will not listen to the dictates of men. They view education as an instrument that alienates women from their environment and makes them less submissive to the dictates of men. The continuation of men hold ing high positions in the traditional hierarchy is fading away as monetary value and those who work for money become more important because they gain respect in the society, irrespective of whether they are men or women. Men’s continuation of dominance in the society is facing a new threat by educated girls.Girls must be stopped from going to school and the existing cultural phenomena are potentially capable of barring girls from going to schools. Distance and tribal fights Parents fear for their girls’ safety and stop them from walking long distances to schools when there is a tribal fight. Most tribal fights are caused by land disputes, rape and payback killings and are fought on all frontiers without any truce to limit and control the scope of fighting. In such conditions, girls become vulnerable to being abused and injured when walking long distances to schools as some of the schools are situated in enemy territory.Walking through valleys, climbing gorges and mount ains, crossing fast flowing rivers or walking along bush tracks to reach their schools places them at the mercy of enemy clans. The only alternative is to leave school because their continued safety is not guaranteed. There is dire need for awareness to be carried out on the importance of equality and participation in education. Various stakeholders must fund a continuous intensive awareness program until people are fully aware on what to do to eradicate under-representation of girls in schools.Moreover, the educated elites must inform their parents not to stop girls from going to school. Parents must be told that girls are not commodities to be traded as currently, this is what is happening. Faith-based organisations should be supported to carry out awareness through their services and activities so that their congregations are informed of the disadvantages of denying girls their rights to education. Finally, it is everyone’s responsibility to carry out awareness by asking, pleading and informing parents to send their girls to school.There is a general perception in India that women in tribal societies face fewer restrictions than other women. For example, the National Commission for Women was set up by an Act of Parliament in 1990 to safeguard the rights and legal entitlements of women, through Sarva Sikshya Aviyan, up gradation of Primary Schools under SSA, New Residential Girl's High Schools/Educational Complexes, and Teaching in Tribal Language, Bicycles of ST Girls, and Scholarships to tribal women and Micro Projects etc.These reviews are the regions which raised the question to further study on this matter: A seminar on the tribal education in India (1967) organized by National Council of Educational Research and Training analysed the various aspects of tribal education like the educational facilities available, coverage, wastage and stagnation, basic problems of tribal education methods and voluntary agencies in the education of tribal people an d utilization of financial assistance.The Seminar made recommendations regarding aims, objectives and policy of tribal education, teacher's qualification, and medium of instruction, school facilities, text books and curriculum etc Educational attainment is a key component of children’s success as adults in multiple spheres – including the labor market and later childrearing. A child’s educational attainment is strongly influenced by characteristics of his/her parents, such as their own educational attainments, economic resources, and expectations.Attitudes and preferences regarding children’s educational attainment are important determinants of parents’ childrearing behavior. While much demographic research has focused on fertility preferences such as desired number of sons and daughters, less work has addressed â€Å"quality† preferences for boys and girls once they are born A range of basic socio-demographic factors shape parents’ a ttitudes toward the education of boys and girls in developing settings, including parents’ education, wealth, age, urban experience, and their own parents’ education.School attendance is likely to decrease children’s availability to contribute to family enterprises, potentially creating a serious tension, especially for families that could benefit from the short-run income provided by working children or that could suffer from the direct costs of educating children (Tan 1983; Chekki 1974). In environments where males have more job opportunities and higher wages, an attitude favoring higher levels of education for boys than to girls could reflect parental strategies regarding investments in the future.If so, parents with lower levels of economic security may express attitudes favoring more education for boys than girls, or less certainty regarding these attitudes. Increasingly, however, expansions of the industrial and service sectors replace household and farm l abor with paid wage labor for women and men. Accompanying these changes are increased access to educational opportunity, decreases in desired family sizes, and the promotion of more egalitarian views toward raising boys and girls.Ideas of investing in the â€Å"ideal† child spread, and childrearing is viewed as a rewarding and fulfilling undertaking in and of itself rather than as an economic investment or an inevitability. Together, these changes might influence parents’ attitudes toward the educational worth of boys and girls. CHILDREN’S EDUCATION IN SOUTH ASIA In South Asia, however, economics and modernization alone do not capture the full dynamic of parents’ attitudes toward children’s education.With South Asia’s primarily agrarian and patriarchal systems, these attitudes also reflect gender roles created by family structure, including the different nature of sons’ and daughters’ ties to natal family. The region’s p atrilineal and patrilocal kinship systems generate differential standards and expectations for girls and boys. Traditionally, a girl leaves her family upon marriage to join her husband’s family, and so her worth as a child is primarily in her labor contribution to the household (Das Gupta, Zhenghua, Bohua, Zhenming, Chung, and Hwa-Ok 2003).As an adult, her worth is as a source of children and labor for her husband and his family. In India, this trend is particularly true in the North, where women’s autonomy is more constrained, than in the South, where women have more freedom to maintain ties to their birth families (Das Gupta et al 2003). In Punjab, Pakistan, the most populous province of Pakistan, the situation mirrors aspects of both north and south India. As in north India, women in Punjab have limited inheritance rights, little access to economic resources, and few opportunities to work (Sathar and Kazi 2000).But as in south India, kin marriage and close natal fam ily ties ensure that women are not cut off from their birth families to the same extent as in north India (Jejeebhoy and Sathar 2001). Along with region, religion further influences gender roles as Muslim marriage patterns in north India and Pakistan are less alienating from natal kin than Hindu marriages (Mandelbaum 1986). In relation to women, men in South Asia are relatively freer to pursue employment and benefit their families as adults. In this analysis of parents’ attitudes toward boys’ and girls’ educational attainment, autonomy, natal family ties, and religion are all considered.

Support or Oppose Hobby Lobby decision Case Study

Support or Oppose Hobby Lobby decision - Case Study Example 3 par. A; Arndt, 2014). Hence the amicus to the court rightly observed that for profit corporations have obligations, power and privileges different from the natural individuals who created it2 3(Amicus, pg. par. A). Brougher thus observed that it is only individuals who could be deemed to have any basis for protection of religious rights4 (2014, pg. pg. 7). Besides, given than corporations are separate from individuals making them, they cannot be regarded as having conscience and feelings necessary for one to form a religious basis such as a belief in a deity5 (Ginsburg, pg. 14, par. 1). An artificial person cannot therefore claim rights attributable to natural persons (Ginsburg, pg. 14, par. 1)6. However, Justice Alito, who ruled in favour of Hobby Lobby, did not see this separation7. He argues that shareholders, employees and other officers of a corporation should not lose their religious rights or other such personal rights on account of their membership to a corporation because in any case, a corporation is no more less than an organization by which these individuals use to achieve their desired goals (Alito, pg. 18 par III, Tushnet, 2013, pg.74)89. Thus, the protection enjoyed by the corporation by virtue of its status extends to benefit members of the corporation as well10. However, in my opinion, this thinking does not take into consideration the intention of the law. For instance, the limited liability clause protects shareholders, employees and officers of a corporation up to a certain extent (Alito, 2014 pg. 17 part III; Ginsburg 2014 pg. 4 part I), meaning that they have to operate within a given confine of the law. The majority judge decisions thus tended to overlook this fat of law. The decision of the judge means that a corporation can now be treated as a partnership or sole proprietorship. The separateness between the corporation and the natural persons making it is what is referred to as the veil of

Using the criteria outlined in Chapter 15, evaluate the range of Assignment

Using the criteria outlined in Chapter 15, evaluate the range of distribution options available to the cluster of products and services within Thailand - Assignment Example The choice distribution channel for tourism functions to convey marketing communication. These communications assist clients in booking for accommodations, making payment and obtaining various tourism goods and services that the tourists may require. According to Berger (2014), there exists two basic options for contact; a two-way response which conveys information directly between the prospective client and the produce. On the other hand, indirect response is the case when third parties are involved in channeling information to clients, p.275. Indirect marketing involves the use of intermediaries. Experts declare that when intermediaries are used, they facilitate the buying of commodities in advance. In addition, the channel is very efficient when bringing about promotions and discounts. Furthermore, it is significantly important for businesses dealing with tourism products and services to be strategically positioned. It is vital for both micro businesses and large tourism businesses to ensure that their offices are strategically located so as to attract large clientele base. The choice location should ensure a correct system of reservation, effective payment and information system and physical accessibility, Berger (2014,

Effects of Drug Abuse on Society Assignment Example | Topics and Well Written Essays - 500 words

Effects of Drug Abuse on Society - Assignment Example Shockingly, almost 20 % of costs for hospitals in Medicaid and a quarter of funds allocated to Medicare and spent on inpatient care go to substance abuse treatments. Also, looking at our prisons, about 70% of individual inmates have once been regular drug users. The state prison population growth is accounted for by up to more than a third of drug offenders. Worse still is that this same group of individuals has contributed an 80% growth in the population of the prison since 1985. It can be seen that drug abuse is the number one cause for offenses committed by inmates and is also highly costly to the national budget. As Dr. Nora Volkow, director of the National Institute on Drug Abuse puts it, â€Å"Drug abuse and addiction are a major burden to society; economic costs alone are estimated to exceed half a trillion dollars annually in the United States, including health, crime-related costs, and losses in productivity. However, as staggering as these numbers are, they provide a limited perspective of the devastating consequences of this disease.† This picture shows how other aspects of the society can suffer underdevelopment due to drugs. The drugs problem affects every age group in the society including children who stay with their parents who are struggling with their addiction. Over time, studies by scientists on drug abuse were shadowed by myths. Drug addicts have been thought of as morally flawed and not having willpower. This view majorly shaped society’s response toward drug abuse. Instead of treating it as a health problem, it was taken to be a moral failing. As such, punitive criminal justice was the strategy of choice in curbing it. This was at the expense of therapeutic actions that are preventative and having a base in public health understanding regarding addiction and recovery. Recently done research has identified environmental, psychological and biological factors contributing to addiction development and progression.

Metformin Essay Example | Topics and Well Written Essays - 750 words

Metformin - Essay Example Metformin needs not be used during surgery.Intake of metformin needs to be avoided before or after any surgery,e.g. Dental surgery. Doctor who is about to carry out the surgery should be provided with the knowledge of patient`s consumption of metformin.. Around 48 hours are prescribed by the doctor to wait for the medical procedure to start again. If any of the following symptoms is experienced by the patient after taking metformin then the doctor should be contacted immediately. Extreme tiredness, stomach ache, dizziness, fast or slow heartbeat, weakness, nausea, vomiting, deep and rapid breathing or shortness of breath; dizziness, lightheadedness, flushing of the skin; muscle pain or feeling cold. Consumption of alcohol needs to be mentioned too. The patient need not carry out heavy drinking. Use of alcohol may lead to development of lactic acidosis or may result in a rapid decrease in blood sugar.A geriatric patient is requested not to take metformin without the doctor`s prescript ion. The adult`s medical history is extremely important as the use of the metformin may lead to several unfortunate consequences, worsening the patient`s condition. Adults aging over 80 years old may develop a chance of life-threatening condition called lactic acidosis. If the geriatric patient has experienced stroke, diabetic ketoacidosis, or coma, heart, liver and kidney diseases.  If the following symptoms are experienced during the consumption of metformin, then the doctor should be visited soon.

Future trends in electronic commerce Essay Example | Topics and Well Written Essays - 750 words

Future trends in electronic commerce - Essay Example The Internet revolution causes with the latest growth figure among the some 160 million users, while others, remind marketers that this constitutes only a tiny minority of a few per cents of the world population. Expanding from this point, impact will be sought in the evolution of the applications used. Thus a sector where the number of firms which use a combination of Internet, intranet, extranet and telework is 'important' will thus display a higher impact of the Internet (Wagner 2007). Moving further ahead, one will consider which functions or activities the Internet is used for and thus see a greater impact of the Internet when home, social and productive functions are carried out through the Internet (Regan, 2007). In a year, there will be changes in the resources, behavior, organization, achievements and skills in different sectors. More and more companies will use e-commerce as the main tool of marketing communication and interaction. On the other hand, and more importantly, it appears that the use of e-commerce tools and techniques, or of information in general, is not likely to have any effect unless the appropriate combination of attributes and external factors exist. In a year, companies will use e-mobile service and mobile retailing more often. ... The further back in this chain companies and customers can go, the earlier they will be able to have an impact on sales. "Catalogs and stores can greatly buoy the online company to weather the storms that are inherent in technology and technology-based marketing, as a simple change in the technology environment can decimate the business model of an online company based solely on online marketing" ("Why one web merchant", 2006). In five years, there will be a great shift in customer service and information delivery systems. Critics state that "Online commerce market to grow to $300 billion over the next four years. But NOW is when consumers are forming their online shopping habits and developing buying loyalties" ("Understanding the Consumers", 2007). This is true of any new product or service, but, so far as the Internet is concerned, such fears are compounded because consumers will be purchasing goods via a system that they do not fully understand. In fact, consumers are already worried about the security aspects of the Internet. The first and most important lesson that has to be learnt when considering trading on the Internet is that sales that depend on geography will no longer work. Supermarkets, for example, with their departments that examine in great detail the demographics of an area before a new store site is developed, have no advantage in cyberspace. Any site can be accessed from anywhere in the world (Regan, 2007). Equally, any site can also be ignored from anywhere in the world. There is, however, an even bigger issue with marketing on the Internet. Not only is it difficult to select and purchase a prime site, in a good demographic area away from your competitors, that virtually guarantees you sales, but it is also increasingly difficult to

SMITHFIELD STREET BRIDGE (PA) Research Paper Example | Topics and Well Written Essays - 3000 words

SMITHFIELD STREET BRIDGE (PA) - Research Paper Example Pittsburgh’s huge need for bridges presented a good opportunity for the engineers to showcase their knowledge and talent .The only form of transport within the town and some sections of the river banks in the early 19th century was the use of skiffs or canoes. As the community developed people realized that it was mandatory to build a ferry service and in 1818 the Jone’s Ferry service was established, in order to improve their business oriented culture. The ferry operated between southern bank of Monongahela and the base of Liberty Street. Stock and goods were carried by boats while passengers were carried by skiffs. In 1840, a more advanced horse ferry was developed which used blind horses as motive power. The blind horses were fitted in horizontal wheels when then propelled the boats (Von 77). A few years later a steam ferry was established by Captain Erwin on the southern bank of Ohio near the section where the rivers formed a confluence. Sadly, the ferry project col lapsed a few years later together with the Jones ferry project.Leaving just one operational steam ferry which operated from Penn Street to Saw Mill Run.The essay will deal with the three bridges elected at the Smithfield Street and how their construction revolutionized the bridge construction technology in the 19th century when civilization was developing at a remarkable speed The first bridge among the Pittsburghs highway bridges was known as the Monongahela Bridge. A bill was passed In Pennsylvania by the state legislative council allowing two bridges to be built at Pittsburg. One would be built over the Allegheny and the other one over Monongahela. Judge Findley, a member of the legislative council was given the task of calculating the overall cost of the structures. His calculations indicated that approximately 1200 feet of the river required chains that were 1590 feet long and four other iron chains weighing 64

Cultural Differences of Brazil, China and Nigeria Essay - 4

Cultural Differences of Brazil, China and Nigeria - Essay Example Like any other company, Stipel Marketing has to prepare itself for this process and this reports highlights some of the factors that need to be considered to enable a smooth transition. Human resource is very important to any organization. This is because it provides the organization with skilled manpower that helps it to achieve its objectives. Our organization provides an open type of communication platform where employees and their supervisors get to interact freely and share their thoughts and ideas. Given that we are a marketing company, communication is core in our business and this must be enhanced at all costs. At the United Kingdom head office, the staff has adapted to this open plan network and it has proved beneficial to the company so far (Green, 2011). As the company seeks to expand and explore other business opportunities around the globe it is important for the company to analyze the communities in these target markets so as to know which approach to use to get the best talent. In some areas around the globe, workers are not allowed to mingle freely with their supervisors and this is what will make them perform optimally. However, in other parts of t he globe, employees are free to interact with their superiors (Gordon-Reed, 2008). This gives them a sense of togetherness and they are able to perform more efficiently. All these factors are to be considered if the organization is to establish sustainable and rewarding working relationships with these colleagues from other countries. The countries that are in focus in this report are Nigeria, China and Brazil, each of which has its own distinct culture. The role of this report is to showcase the opportunities and the challenges that may arise as the organization tries to establish cross cultural operations (Golden, 2005).

LITERATURE REVIEW ON EFFECTIVENESS OF SOCIAL STORIES ON THE SOCIAL Essay

LITERATURE REVIEW ON EFFECTIVENESS OF SOCIAL STORIES ON THE SOCIAL BEHAVIORS OF AUTISTIC CHILDREN - Essay Example It can use pictorial tools for elaboration. It has descriptive, affirmative, perspective sentences and directive sentence. For every 0 to 1 directive sentence, the ratio of descriptive, affirmative, and perspective sentences should be 2 to 5. Later, cooperative and control sentences were added in an enlarged definition. Delano and Snell (2006) study was conducted on three Autism affected students Derrel, Sean and Thomas aged 6, 6, and 9 years respectively. Six peers, two each for autism affected child were used. One was a training peer and the other a general peer. Social engagement, its absence, appropriateness and inappropriateness with the peer were studied. The social story was used to increase social interaction and improve target skills This study was the fourth ever study done in history on use of social stories to study improvement in social skills for autistic child. Sean used only text story but Derrel and Thomas were given picture-symbol text. Data was collected over ten minute social sessions. For comparative analysis of intervention and non-intervention phase, a baseline was accepted and the behavior of the students was noted. Duration data in second in 45 sessions for appropriate, in appropriate social engagement and absence of social engagement amongst the affected children and peers was noted in a typical setting of interaction with a training peer, in the story intervention phase, decrease of intervention phase (fading) and absence of story(no story) phase. The first author and an educational teacher were appointed as the observers for study. They were trained on Procorder DV system till they obtained kappa coefficient. All the sessions were video graphed and exported to the Multi-Option Observation System for accurate analysis. There was marked improvement in the social behavior of the target children in the intervention phase. In the fading and no story phases, though the data of social engagement

Hitler and Big Brother Essay Example for Free

Hitler and Big Brother Essay Some totalitarian regimes can be similar in some ways but also different in others. 1984 is a book that talks about a totalitarian regime that is ruled by big brother. We can find some similarities to this totalitarian regime with the regime of Adolf Hitler. They are both totalitarian regimes that are ruled by different leaders that can convince people to follow them so they can rule a population, and make people to be subordinated to them just by persuading them. So if you look to both totalitarian regimes you can find come similarity in how they ruled the population and what their idea was, but also can find a lot of differences between bot regimes. In the novel of 1984 the author writes about the society under the powerful and omniscient Big Brother. Is an story that show us the dangers of a totalitarian government. So in the book it shows how controlling Big Brother is and also shows that in the future it would be so much more. That means that in the future the danger would be bigger. This is a similarity that Big Brother has with Adolf Hitler; both are very controlling, Hitler controlled and watched all the time the Nazis and the Jews. Both leaders besides being very controller both are obsessed with power. So both leaders needed to have everyone in control of them, because they needed that. Hitler didn’t think twice about his actions, this relates to Big Brother because he was also quick to judge and didn’t give anyone second choice, you were or equal or dead. Influencing people at a young age is one tactic used by Hitler in Nazi Germany and by Big Brother in 1984 to keep the future of their nations devoted. This type of organization makes the young ones feel like they are involved in something important. Both Hitler and Big brother have ways of brain washing the youth mind so they start following them. The spies in 1984 and the Hitler Youth in Nazi Germany grow up living the way that their dictator had set up and for the rest of their lives they will be faithful and devoted, and both dictator make them think that that way of living was the only one good for them, so for the rest of their lives they would think that was the only way of living. That is cruel because the youth don’t know what is going to happen, they don’t know if what they are doing is right or wrong. Both leaders chose youth to manipulate because is so much easier, because they still don’t know a lot of things. Hitler killed a lot of Jews during the Holocaust because he had prejudice against them. This can be related to Big brother because he had prejudice against intelligent people, and used a memory ship to erase their memory, that was his way of stopping intelligence people. Maybe this is not a similarity between them both because Big Brother didn’t kill that much people, but both have the same idea, stopping the people they had prejudice. Both leaders also use mass media to create heroic images about them. Hitler create a cult about himself by making he look god-like and infallibles. Both leaders transform their society in their revolutionary ideas using propagandas and techniques. Hitler and Big Brother presented themselves as god-like to gain the people appeal. They both are strong leaders that use their intelligence and their persuasive to play off peoples fear to gain more power.

Code of Conduct Essay Example for Free

Code of Conduct Essay As a consultant for the merger between UWEAR and PALEDENIM, I have gathered much information pertaining the creating and implementation of a code of conduct. There are many different ways this code of conduct can be implemented and delivered. While understanding that each company will have different preferences as to how to implement the code, I will submit an outline of what I believe is the best and most efficient way to deliver the code of conduct for both companies equally. A code of conduct will create a framework or visual of how employees and clients will view the company as a whole. â€Å"The existence of the codes seem to frame how the companies and their activities are understood.† (Frostenson, Helin, Sandstrà ¶m, 2012, p. 269) The code of conduct for UWEAR and PALEDENIM will include four main components: Our Code and Responsibility, Violations and Consequences, Law Compliances and Regulatory Orders, and Policies and Procedures. Our Code and Responsibilities This would be the first section of the code of conduct. It should include the overview of the code, the responsibilities the code provides to the company, and those persons who must abide by the code. The responsibilities of the code are to serve as a guide to help employees, officers, and board members in making informed and ethical decisions. All persons including third parties, business partners, and contractors must know and understand the code and act in a way that is consistent with the code. Violations and Consequences Violations and consequences will be listed in this section, but will not be limited to the written communications here. Employees will be encouraged to know and understand each violation listed and its consequences. They will also be expected to report any observed accounts of unethical behavior. Consequences would include but wouldn’t be limited to separation of employment. Law Compliances and Regulatory Orders The information listed here would be mostly useful to management and executive level officers. However, employees must maintain knowledge and  understanding of this section in order to remain compliant at the door level. All federal regulations will be stated in this portion of the code of conduct. For example, the policy created to implement the Public Company Accounting Oversight Board (PCAOB) to monitor internal auditing policies would be stated in this section. Here is where the human resources department will verify the company’s compliances with federal regulatory acts such as the Sarbanes- Oxley Act. Policies and Procedures The policies and procedures section will include all policies that employees, managers, and board members must follow. There will be sections to separate the policies that apply to each individual level. Although board members and managers are ranked higher than door level employees, they must still abide by the policies and procedures of the lower level employees. For example, the No Gift policy as stated in previous works, will be listed under a section for door level employees but must still be followed by all employees of the company. This will guarantee a fair level of work and maintain employee moral as far as ethics and behaviors are concerned. Consistency across the board for all employees and work levels, is the goal in stating the policies and procedures. Non-compliance to policies and procedures will be stated in the violations and consequences section. After the code of conduct is fully compiled and voted on by the ethics board, it must be delivered. Although having a creative way to present the code of conduct to the company, it is more important to understand the client and their expectations. Preparation as a speaker would be my main focus in delivering the code. â€Å"As much as technology has advanced and improved the quality of audiovisuals aids in presentations, it is important to review the basics of being a better speaker.† (Lucente-Cole, 2004, p. 42) Preparing myself to deliver the code of conduct in a way that generates feedback from the audience, will allow me to verify understanding and knowledge of the code. The code would be delivered in a new employee handbook and reviewed in all new hire orientations. Each new hire would be required to sign for receipt and understanding of the communications in the code of conduct. As for existing employees, they will review and sign for receipt during the next quarterly mee ting. There are other additional policies that haven’t been listed or discussed but should definitely be included. One of the most common policies that hasn’t been established is attendance. The attendance policy would be carried out or listed in different stages. For example, if an employee is tardy, there would be a verbal counseling to address stage one of the tardy policy in attendance. If that employee is tardy again, they will be disciplined according to stage two of the attendance policy. Disciplinary actions can be reduced or removed from an employees record after that employee exemplifies compliance with the policy for six months. Last but certainly not least, UWEAR and PALEDENIM should have a policy addressing sexual harassment. Sexual harassment occurs very often in the workplace. UWEAR and PALEDENIM must state explicitly, the expectations and consequences of sexual harassment. â€Å"Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.† (Sexual Harassment, n.d., para. 2) They, UWEAR and PALEDENIM, must make sure each employee understands what could be considered as sexual harassment in order to maintain compliance to this policy. Due to the fact that major lawsuits can be created from an occurrence of sexual harassment, this policy will be listed under Law Regulations and it must be strongly enforced. References Frostenson, M., Helin, S., Sandstrà ¶m, J. (2012). The internal significance of codes of conduct in retail companies. Business Ethics: A European Review, 21(3), 263-275. doi:10.1111/j.1467-8608.2012.01657.x Lucente-Cole, G. (2004). Delivering An Effective Presentation. Public Relations Quarterly, 49(4), 42. Sexual Harassment. (n.d.). Retrieved September 22, 2014, from http://www.eeoc.gov/laws/types/sexual_harassment.cfm

The Significance Of The Enlightenment Philosophy Essay

The Significance Of The Enlightenment Philosophy Essay The purpose of writing this essay is to understand and analyse the significance of the Enlightenment in the development of the scientific method.This paper has been divided into three parts. The first part explains the reason of the coming of Enlightenment. Next,assessing the differences between theological interpretation and scientific method,and the third part analyses the Enlightenments spirit how to promote the development of scientific method.In addition,I will refer to a number of representative,for example,Newton,Rene Descartes, John Locke, David Hume,Rousseau, Kant and they rejected that theory was the only way leading to truth, condemning peoples thoughts about Christianity,celebrating reason,equality,science and humans ability to perfect themselves and society(Herry,J.2004).Their theories and contributions play an active role in the development of the scientific method .The overall purpose is to enable people to learn about the Enlightenment, the coming of scientific method ,and understand the significance of the Enlightenment in the development of the scientific method of inquiry. At the beginning ,lets see the reason of the coming of the Enlightenment.Firstly,in the seventeen and eighteen century ,European societies underwent a transition from feudal society to a capitalist society.With the development of economic, the bourgeoisie hold a strong power. But the feudal autocratic system was a huge obstacle to their further development, in order to overthrow the feudal remnants and replace them, the bourgeoisie must create public opinion. This was the original prupose of English Enlightenment(Hamilton, P. 1992). Secondly, the occurrence of the Enlightenment had a close relationship between the development of the natural sciences.In the 17,18 century, the natural sciences has been rapid development. The development of the natural sciences provide the basis for the Enlightenment, as the Enlightenment thinkers in many ways from the emerging natural sciences to find the theoretical underpinnings and ways of thinking.In the 18th century ,natural philosophers believed that scientific revolution could change all human activity.On this period, there have been many enlightened thinkers,who forcefully dispelled the shackles of peoples mind of the medieval scholastic shackles,promote scientific experiments and celebrated reason,equality,science and humans ability to perfect themselves and society(Henry,J.2004).Enlightenment was generated in this request. And then formed the basic spirit of the Enlightenment,which was against the divine right of kings and advocated natural rights, which based on the development of modern science and led to generate a new world view. Enlightenment was an anti-feudal, anti-Christian ideology and culture of the revolutionary movement(Herry,J.2004).It was the furtherance of the Renaissance of the fifteenth century, took placed during the seventeenth and eighteenth century in Europe, was originally produced in the UK, and then developed into France, Germany and Russia, in addition, the Netherlands, Belgium and other countries were also affected.The thinkers of the Enlightenment,based on reason and materialism,denounced the Christian idea of peoples inherent depravity,celebrating reason,equality,science and humans ability to perfect themselves and society (Outram,D). An important aspect of the Enlightenment flourished the development of science. The thinkers of the Scientific Revolution generated the concepts of inductive and deductive reasoning, stimulating the formation of the scientific method(Kuhn, T. 1962). The scientific method was the understanding of the nature of scientific knowledge or access to the procedure or process.Compared with theological interpretation,scientific method is practiced within using empirical evidence(empiricism), practicing logical reasonsing(rationalism),and had a skeptical about presumed knowledge (skepticism),that led to self-questioning, holding tentative conclusions, and was willing to change their religion(Steven, D 1994).The Empiricist Bacons New instrument (1620) and the rational commentators of Descartess Scientific method (1637) were represented the two wings of the scientific method the experience and assumptions inductive and deductive method. They laid the scientific method of pattern or schema.(Perry,M.1993) Enlightenments spirit promote the development of scientific method(Kuhn, T. 1962).In many ways, the basic spirit of the Enlightenment was against the divine right of kings and advocated natural rights, which based on the development of modern science and led to generate a new world view.In addition,the Enlightenment grew directly out of the scientific revolution(Kuhn, T. 1962).The Enlightenment thinkers admired the discoveries of the scientific method revolution and valued the method that made them possible.In a world , the Enlightenment promote the development of the scientific method of inquiry.Through the three generations of enlightenment and their contribution to be find. The Enlightenment was largely the work of three overlapping and closely linked generations of thinkers(Hamilton,1992:25). The first generation of Enlightenment thinkers were the English scientist Isaac Newton(1642-1727),political philosopher John Locke(1632-1704),the French thinkers Voltaire(1694-1778 ).In the 17th century, the great achievements of modern science has changed human life and world view. Newtons natural philosophy deciphered natures mysteries.In 1687,Newton published a famous book: Mathematical Principles of Natural Philosophy, in this book ,he provided a lot of mathematical evidence of the laws of gravity. He had uncovered universal laws that explained the physical phenomena,and provide clear and certain answers to the problem of the social world (Outram,D).Newton, considered one of the most influential scientists. He encouraged everyone to observe and realize the world. Equally important, Newton shows scientific ideas and methods can be applied to the development of science, not a moment to pave the way for many generations the enlightenment thinkers.(Henry,J.2004). One of the leaders of the Enlightenment Voltaire, who introduced Newtons system of thought to the center of movement France.A rational spirit of the Enlightenment was against the ignorance and mysticism, in fact,made a popularity of the spirit of science. During the same period,another philosophies John Locke developed Bacons idea that all ideas and derived all knowledge, opinions and behaviour had to based on sense expenses and attacked on metaphysics.According his thought,Locke established empiricism .And after that,Enlightenment thinkers held that people should not dwell on unanswered questions, especially should not spent time on the result of the theology, but should seek practical knowledge, inspired people and made them control their own environment(Outram,D).They thought that all of the theory must be analyzed to determine and the practical experience of mankind based on the confirmation.Lockes empiricism instead of chrity and verification and aspiried to useful knowledge.Thus, it helped to mold the utilitarian and reformist spirit of the Enlightenment. The second generation included the Scottish philosopher David Hume(1711-1776) and French philosopher Rousseau(1712-1778).It was more explicitly anticlericaland continued and developed the interest in the application of scientific method to moral(or social) issues developed by members of the first generation. The Scottish philosopher David Hume was influenced by John Locke,made a philosophical discovery that opened up to him a new senses of thought'(Hamilton, P. 1992).From then on,scientific method offered greater opportunities to question even basic assumption.In 1739 , David Hume published the Treatise of Human Nature argued that the problem of induction was unsolvable.Humes skepticism was based on experience,and based on the argument, these arguments were divided into two aspects: one was with Locke and Berkeley as the representative of the implementation of the principles of empiricism and the development of this argument will be advanced to British empiricism its logical conclusion, explaining that it implied skepticism; the other was through experience and psychological analysis demonstrates that the human while the existence of an object with the outside world, the same self and causality, etc., irresistible natural beliefs, However, we did not have these beliefs was based on objec tive reality, we can describe their psychological processes occur, but not for their objective validity of the defence.The most important of Humes approach was strong move against metaphysics as speculative and meaningless(Lindberg,1990).By 1750 the scientific method had already become inductive, historical, anthropological, comparative, and critical(Hamilton, P. 1992). In the same period,another Enlightenment thinkers Jean-Jacques Rousseau pointed out the accumulation of knowledge,which can help people to improve understanding but destruct the human morality(Stephen,E.B.2008). Rousseau questioned advanced in knowledge and advocated getting back to nature.Rousseaus argument for educational purposes in order to cultivate a natural person, and attacked the nobility and the feudal education, and he believed that nature did not manufacture the nobility and gentry, and everyone should, according to nature and life. In this respect, Rousseaus theory was a progressive of the educational purposes, but his theory of human nature was good when he born that was not science, because nature was just the potential physical and mental development, education can not be one-sided response to peoples instincts.In the new society,reason would be used to enhance mans innate goodness and to make him free.Rousseaus empnases on self-reliance and on learning by doing rathe r than by rote-the first book that Emile will read was Robinson Crusoe-make him a forerunner of the progressive education advocated. From then on ,scientific knowledge came to be seen as instrument for securing control over the human condition and make it better(Loflin,L). Enlightenment was characterized by doing away with superstition and mysticism, advocate science (natural philosophy, or simply said in philosophy) and reason this period was known as the Age of Reason(Kuhn, T) The ideal of the Enlightenment inspired many subsequent thinkers-The third generation included the German philosopher Kant (1724à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬1804) who couraged people to use own intelligence to break with beliefs and institutions(Hamilton, P. 1992). Kant attempted to steer a middle course between two position of Rationalism and Empiricism.Reason and observation work together(Perry,M.1993).In 1784,Kant entitledwhat is Enlightenment?,in his essay,he expressed this central principle of the Enlightenment.He said Enlightenment was mans leaving his self-caused immaturity.Immaturity is the incapacity to use ones intelligence without the guidance of another. Have the courage to use your own intelligence,is therefore the motto of the enlightenment. Kant rejected the authority of tradition, the philosopher wanted people to have the courage to break with beliefs and institutions that did not meet the test of reason and common to seek new guideposts derived from reason.For Kant, the Enlightenment was a process of becoming enlightened(Perry,M.1993). This assignment has explained the central importance of the Enlightenment in the development of scientific method.In early modern time,from Bacon cannot link the relationship between truth and reason,and Descartes simply described the reason and truth,human reason and scientific method and progress.In the Pre-Modernment time,Enlightenment reached peak amongest the French philosopher.Using the scientific methods based on the nature of science ,which was the objective forms of knowledge. However, Enlightenment itself was in a moral restraint to improve society. In other words, the moral dimension of enlightenment was built on a specific value(Stephen,E.B 2008). From this point, Enlightenment can be seen as a standard program. Scientific method, on the other hand, regarded itself as one of the biggest pursuit of justice that was interested in discovery of facts in the form of objective à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€¹Ã…“lawsà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢. We have seen Enlightenment enabled the study of social life to break away from religious interpretations and established human beings as the active agency in constructing scientific knowledge.In addition, the Enlightenment marks the final break between pre-modern and modern knowledge,for it transformed the way in which the system of knowledge related to the social structure and social agency.It operated principles of modern knowledge.At the same time,the development of the natural sciences provide the basis for the Enlightenment, as the Enlightenment thinkers in many ways from the emerging natural sciences to find the theoretical underpinnings and ways of thinking and lead to promote the scientific and economic, social and political transformation of development.

Physics of Cooling Lava :: physics lava volcano

On January 23rd 1973 a new volcano unexpectedly erupted in the Vestmannaeyjar archipelago, southwest of Iceland. The new volcano was a fissure 1.25 miles long and only 1100 yards from the center of town, also named Vestmannaeyjar. The new volcano was named Heimaey. The town was mostly evacuated over the next few days and the lava slowly flowed towards town and the mouth of the harbor for the next seven months. Vestmannaeyjar is the only good harbour in that part of Iceland, and was the base for a large fishing fleet that produces a significant part of Iceland’s GNP. As the lava threatened to overrun the town and close off the harbor, a decision was made to try to slow and divert the lava by cooling it with sea water. The idea was initially scoffed at, but when small initial efforts seemed to have an effect the scale of the operation was increased. Over seven months eight million cubic yards of sea water were pumped onto the lava flow; they cooled 5 million cubic yards of basal t lava to solid rock. The harbor and much of the town survived the eruption, likely as a result of the efforts to cool the lava. Iceland is known for its volcanic activity. A few years before Heimaey erupted; a nearby sub oceanic eruption formed the new island of Surtsey. The town of Vestmannaeyjar already had an extinct volcano on its outskirts, the volcano was known as Helgafell. It was thought to have been extinct for several hundred years. In January 1973 a new fissure opened up a few hundred yards from the extinct volcano. It went clear across the island and into the ocean on both sides. Boats escaping the harbor saw red magma under the water, and sub oceanic power and water lines from the mainland were broken by the eruption. In the initial eruption a curtain of lava 500 feet erupted from the fissure, after a few days the eruption was mostly from a single vent, with a cinder cone 300 feet tall. The lava flows from the eruption were a viscous slow moving basaltic magma. Average speeds for the lava flows were 3 to 9 yards a day. These relatively slow speeds are what made it possible to try and cool and div ert the lava. The lava was initially cooled with fire pumps and hoses, later in the effort large pumps were leased from the US military and several fire fighting boats were used.

Biography of Ernest Miller Hemingway Essay -- Hemingway American Write

Biography of Ernest Miller Hemingway Ernest Miller Hemingway was an American novelist, journalist, writer of short stories, and winner of the 1954 Nobel Prize for literature. He created a distinguished body of prose fiction, much of it based on adventurous life. He was born on July 21, 1899, the second of six children, in Oak Park, Ill., in a house built by his widowed grandfather, Ernest Hall. Oak Park was a Protestant, upper middle class suburb of Chicago. He died on July 2, 1961. Early Years Hemingway stated in Green Hills of Africa that civil war is the best war for a writer. Both of his grandfathers fought in the Civil War and the family was proud of its military traditions. The Hemingway children were brought up on heroic tales of the Civil War. Ernest was also fascinated by the wars and heroes at the turn of the century: the Spanish-American War (1898);, the Goer War (1899-1902); and the Russo-Japanese War (1904-05), which inspired him to collect military cartoons. Ernest loved to read the Old Testament when he was a boy because it was so full of battles. (Meyers 3) Ernest Hemingway's maternal grandfather was Ernest Hall, who was injured in the Civil War. He tried to shoot himself when he was near death, but Hemingway's father had removed the bullets from his gun. Ernest was six years old at the time, and thought his father shouldn't have prevented his grandfather from committing suicide. His paternal grandfather was Anson Hemingway. He was a formal, serious, and deeply religious man who was active in the temperance movement. He established a prosperous real-estate business. Both families were prosperous. Hemingway's parents were Clarence Edmonds "Ed" Hemingway and Grace Hall. They had a fairly happy marriage although they were very different. Grace was the dominant one in the marriage. Hemingway was an active, imaginative, and fearless youngster. He said at an early age that he wasn't afraid of anything. He was aggressive, self-confident, and had a tendency to exaggerate. His mother said that he delighted in shooting imaginary wolves, bears, lions, buffalo, etc., and liked to pretend he was a "soldser". She also said he threw temper tantrums if he didn't get his way. (Meyers 9) Hemingway's mother, Grace was an accomplished singer and at one time wanted a career on stage. She settled for being a wife and mo... ...wn the carpeted stairway. He went down into the basement and unlocked the gun storage room. He chose a double-barreled Boss shotgun, took some shells from one of the boxes, climbed back upstairs to the front foyer, slipped in two shells, lowered the gun butt carefully to the floor, leaned forward, pressed the twin barrels against his forehead just above the eyebrows, and tripped both triggers. (Baker 563-64) After the electric-shocks his memory was fried by attempts to burn the depression out of his brain. With memory went insight and motivation to write. A whole universe of mourning descended. A depression that couldn't be killed by electrical pulses. Only the double fisted thud of lead would do. He couldn't write any more. His guard was down. The last punch was a knockout. He loved to drink, hunt, and gamble. He loved beautiful women and moments of purity. He loved the company of trusted friends. He loved bullfights, boxing, rivalry and rebellion. He loved so many things so deeply. He overflowed, spilling them onto the page - through his fingertips - he inhaled life and exhaled words. They were the same to him. Now he's holding his breath forever. (Hoerman 2-3)

High School Football :: Personal Narrative, Autobiographical Essay

I've never decided if I actually miss playing football. I played tight end and outside linebacker for one season, during my freshman year of high school. The previous winter I'd lifted weights often enough for a junior high kid, then I long jumped in track during the spring and kept in good condition all summer. I was no all-out beast, but for me it was decent dedication. Our coach, Mr. Noble, was horrible. I respected him at the time, and so did everyone else--he was six five and had some serious guns. He'd contrive a good practice with the assistant coaches for ten minutes every day while we ran the perimeter of the practice field, a workout monotonous as recopying history notes. We were in better shape than any other team in the county, but we couldn't play football worth a lick. I started in one or two games toward the end of the season after the first string tight end, Mitch, fractured his wrist, and before the second-string fullback, Eric, learned the position. Like all of the only-half-decent guys, I played special teams every game. Problem was, I sucked at blocking because I had no girth, and I couldn't catch very well because all we ever practiced was blocking. In games, we almost always ran the ball. Our tailback, Conor, kicked butt. He'd have been even better if our coach didn't make him run stupid plays all the time. We'd be fourth and eight at our own 35, and Coach Noble--he made us address him as "sir" all the time ("Yes, sir," "I don't understand, sir," "Sir, I have to leave practice early tomorrow, sir.")--would tell Hildebrand, the QB, to call a blast, an off-guard run right up the middle. Conor would've been better, too, if the linemen, such as myself, had skill as well as endurance. There's a picture in the yearbook from that season that makes me feel like a loser every time I see it--Conor's charging through the line, and I'm on my feet with my knees bent and no one to block, my guy diving for the tackle. Man, I really handled him. Maybe things will change after I graduate, but sometimes I feel like I never deserved to keep playing, that I never would have been good enough to have any real confidence in my ability. But then I go to a Friday night varsity game and the stands are on their feet as the team charges onto the field under lights blazing against a solid black sky and I think, that could be me out there jumping around, pulse racing, hollering.

Job Satisfaction and Dissatisfaction of Teaching Personnel at Udm

CHAPTER I THE PROBLEM AND ITS BACKGROUND INTRODUCTION Teachers play a vital role in building a nation. They are arguably one of the most important groups of professionals for our nation’s future. It is disturbing to find out that many of today’s unsung heroes like teachers are dissatisfied with their jobs. Ask anyone in the street how to motivate teachers and they will blatantly answer to increase their salaries. Ask what factors might have created dissatisfaction among teachers and probably they will enumerate factors like behavior of students, class size, curriculum, and the government policies in education.According to Herzberg Motivation-Hygiene Theory, the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is nodissatisfaction. While at first gl ance this distinction between the two opposites may sound like a play on words, Herzberg argued that there are two distinct human needs portrayed.First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter. Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. Many factors have been examined in an attempt to find which one promotes motivation. In the study conducted by Poling (1990), he pointed out that Pay incentives have been found to be unsuccessful in increasing motivation.In a similar study, Castillo and Cano (1999), concluded that teachers motivation is based on their freedom to try new ideas, achievements and intrinsic work elements. Whereas, schemes such as merit pay were predicted to be counterproductive. They explained that true job satisfaction is derived from the gratification of higher order needs than lower order needs. Educators’ decision t o leave and remain in the teaching profession is associated with his level of motivation and job satisfaction.The elusive nature of job satisfaction construct advanced the measurement and theoretical development to job satisfaction (Castillo, 199). Job satisfaction is an intangible notion that has been increasingly challenged and refined since the Herzberg, Mauser and Snyderman study in 1959. Although, the foundation of job satisfaction and job motivation was introduced by Maslow in his hierarchy of needs. Maslow (1954) asserts that human motives emerge sequentially to satisfy the following needs: physiological, safety, social, self-esteem and self-actualization.Individual need satisfaction is influenced by both the importance attached to the various needs and the degree to which each individual fulfil each needs. A teaching profession is the one of the most important profession at all. Teachers devote a lot of their energy, time and interest to educate new generations. Like any oth er professions, teaching has some specific particularity and pitfalls. In this study, I looked into the motivating and hygiene factors that affect the performance of the faculty of Universidad de Manila.There is a need to conduct this study because Faculty members are the frontrunners of the nation’s future generations. It is quite disturbing to know that there are certain factors that affect the job performance of the faculty members based on the evaluation conducted by the Faculty and Employees Performance Evaluation Office of Universidad De Manila The topic was chosen to determine the factors, both motivating and hygiene that pleases and displeases the faculty members of Universidad De Manila. And identify those factors that affect in the job performance of the faculty members.The purpose of this study is to properly identify the motivating and hygiene factors in relation to the job performance of the faculty members, which will be beneficial for the organization in enrich ing and improving whatever is necessary for the organization’s growth. STATEMENT OF THE PROBLEM This study will determine the motivating and hygiene factors in relation to job performance of the faculty members of Universidad De Manila (UDM). Specifically, the study will answer the following questions; 1. What is the profile of the faculty members of the Universidad De Manila in terms of: 1. Age 1. 2 Gender 1. 3 Marital Status 1. 4 Academic Rank 1. 5 Length of Service at UDM 2. What is the motivating and hygiene factors that UDM faculty members have in terms of : A. Job Motivator Factors 1. Achievements 2. Growth 3. Recognition 4. Responsibility 5. Work Itself B. Job Hygiene Factors 1. Interpersonal Relations 2. Policy and Administration 3. Salary 4. Supervision 5. Working Conditions 3. What is the job performance rating of the UDM teaching personnel? 4. Is there a significant relationship between UDM teaching personnel demographic profile and overall job performance? 5.Is th ere a significant relationship between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? 6. Is there a significant difference between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? HYPOTHESIS The following null hypothesis was formulated and tested at 0. 05 levels of significance: 1. There is no significant relationship between UDM teaching personnel demographic profile and overall job performance? 2. There is no significant relationship between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? . There is a significant difference between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? THEORETICAL FRAMEWORK Theories of job satisfaction included discrepancy theory(Locke, 1969), equity theory (Mowday, 1992) and the motivator-hygiene theory (Herzberg, Mauser and Snyderman , 1959). The discrepancy theory was the result of the difference between an actual outcome a person receive and some other expected outcome level which may cause job satisfaction/ dissatisfaction. (Lawler, 1973).Inputs and outputs were the basis of the equity theory. Employees evaluated their inputs/outputs by comparing them with that of other individuals. Equity existed if the ratio of the inputs and outputs was similar to the inputs and outputs of other workers. Conversely, there is inequity if the ratio of the inputs and outputs was unequal to the inputs and outputs of other individual. Equity were associated with job satisfaction while inequity with job dissatisfaction (Mowday, 1992). This study is anchored on the two-factor theory of Herzberg.Herzberg, Mauser and Snyderman (1959) pointed out that job satisfaction is not a unidimensional concept but that is composed of two independent factors: 1. Motivational factors itself can lead to job satisfaction; 2. Maintenance factors (hyg iene factors) must be sufficiently present in order for motivational factors to come into play and when not sufficiently present can block motivation and can lead to job dissatisfaction. Model of Herzberg’s Two – Factor Theory Job Motivator Factors Achievements Growth Recognition Responsibility Work Itself Satisfaction No SatisfactionJob Hygiene Factors Interpersonal Relations Policy and Administration Salary Supervision Working Conditions No Dissatisfaction Dissatisfaction The premise of the motivator-hygiene theory was that jobs had specific factors which were related to job satisfaction and dissatisfaction. The five factors that facilitate job satisfaction were achievement, recognition, work itself, responsibility, and advancement. The factors identified as determinants of job dissatisfaction were policy and administration, supervision, salary, interpersonal relations and working conditions.Herzberg reasoned that because the factors causing satisfaction are differen t from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is no dissatisfaction. While at first glance this distinction between the two opposites may sound like a play on words, Herzberg argued that there are two distinct human needs portrayed. First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter.Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. CONCEPTUAL FRAMEWORK The conceptual framework of the study was based on Herzberg two factor theory, also known as the Motivator-Hygiene Theory which focuses on the factors that affect the job performance of faculty members of Universidad De Manila. The hygiene factors are related to the environment external to the job. The environment in cludes interpersonal relations with others, policy and administrations, salary, supervision and working conditions.Many persons who feel dissatisfied draw their dissatisfaction to conditions surrounding their jobs rather than work itself. The other category is the motivating factors, which are found to be effective in motivating people in superior performance. These factors include achievements, growth, recognition, responsibility and work itself. All of these should be working together, to complement and supplement one another. The basic requirement should be provided to the workers as well as the challenge to perform to the maximum capacity and stimulate them to grow to the peak of their performance.This research determined what people or faculty member in particular actually want and what factors made them perform better or lesser on their respective field of teaching. PARADIGM OF THE STUDY CRITERION VARIABLE Job Performance VARIATE Achievements Growth Recognition Responsibility Work Itself Interpersonal Relations Policy and Administration Salary Supervision Working Conditions OTHER FACTORS Age Sex Civil Status Academic Rank Status of Employment Number of Years employed in CCM Figure I â€Å"The motivating and hygiene factors in relation to job performance of Universidad De Manila faculty† SIGNIFICANCE OF THE STUDYThe findings of the study will be beneficial to the following: Government Officials. This study would enable government officials to look into the plight of the faculty members and how they could plan programs and guidelines to improve the life and working conditions of the faculty members of Universidad De Manila. Administrators. The result of this study will be beneficial to the Administrators of Universidad De Manila because it could help them in analysing and identifying the factors that affect the job performance of the faculty members of Universidad De Manila that could possibly guide them in their pursuit of academic excellence.Facul ty Members. The outcome of this study is for the improvement of the quality of life of every faculty member of Universidad De Manila. This will enable them to realize their true value and worth as an educator and envoy of knowledge. Students. The outcome of this study will help the students, since they will be the principal recipient of the enhanced job performance of the faculty members. It will aid them in understanding and appreciating their teachers. Future Researchers. The result of this study could serve as a source of secondary information to future researchers.It may provide them a clearer view of the factors that affect the job performance of faculty members. SCOPE AND LIMITATION This study is limited to the motivating and hygiene factors that affect the job performance of Universidad De Manila. The focus of the study is limited to the motivating and hygiene factors that may possibly influence or affect the job performance of the faculty members of Universidad De Manila. Th e target respondents are one hundred faculty members (100), 100 survey questionnaires were given but only 60 was retrieved for the reason that some faculty members are not available at the time of data gathering.This studycovered the direct association of the variate motivating and hygiene factors with the criterion variable job performance. The direct association of the other factors such as age, sex, civil status, academic rank and length of years employed in Universidad De Manila with the variate and criterion variable were sought. DEFINITION OF TERMS The following terms are operationally defined for clearer and better understanding of the study: Age – this refers to entitled period of life or existence as a person.Civil Status – the indicators of this concept are 1) single 2) married Academic Rank – the level of position of faculty members. Motivating Factors – these are the factors that intrinsic in nature and are essential for employees fulfilment. These include achievements, growth, recognition, responsibility, and work Itself. Hygiene Factors – these are the factors that are extrinsic in nature and can be a great deal for achieving organizational objective. These include interpersonal relations, policy and administration, salary, supervision, and working conditions.Job Performance – refers to the quantity and quality of tasks performed by faculty members of Universidad De Manila. Job Satisfaction – set of favourable and unfavourable feelings with which employuees view their work. Behavior Of Students – attitude or manner of students that affects the performance of the teachers. Class Size – number of students per class. Curriculum – list of subjects that serve as guide to students as they pursue their respective degrees. Government Policies In Education – guidelines set by the CHED, DEPED and other governing body of academic Institutions.Chapter II REVIEW OF RELATED STUDIES AN D RELATED LITERATURE This chapter presents a summary and critical analysis of literature conducted by both local and foreign researchers, which were considered related and applicable to the present study. The researcher establishes related studies both local and foreign studies that were conducted in relation to the job motivation and job satisfaction in relation to job performance of the teaching personnel in the Philippines and in other countries as well. FOREIGN STUDIESAs cited by Dutka, 2002, in her study, The Relationship Between Job Satisfaction And The Organizational Climate For Women Higher Education Administrators At Five Institutions wherein sheexamined women higher education administrators' job satisfaction levels and the relationship between their job satisfaction and perceptions and of satisfaction with the organizational climate. The literature suggests women higher education administrators' may be dissatisfied but few studies explore the influence of the organizationa l climate on job satisfaction.The findings reported here revealed women higher education administrators' dissatisfaction with the organizational climate overall, and underscore the importance of the climate for career development. Equally important are the findings about advancement opportunities. Both factors affect women higher education administrators' job satisfaction, which may influence attrition as well as individual and organizational effectiveness.This study is related to the present study because it elucidates the relationship between the job satisfaction and the organizational climate for women Higher Education administrators, which will be of value to administrators in planning and evaluating the factors that affects job motivation and job satisfaction of teaching personnel, which may somehow affect the individual and organizational effectiveness, which gave the researcher insights in the conceptualization of this study. MichalinosZembylas, Elena Papanastasiou) Recent na tional and international studies on job satisfaction and motivation among teachers in Cyprus carried out in a number of countries have drawn attention to the degree of job satisfaction among teachers. In general, it has been found that context seems to be the most powerful predictor of overall satisfaction. However, given that most of the international studies on teacher satisfaction have been conducted in developed countries, one realizes the need in the available literature for similar research in developing countries as well.This paper examines job satisfaction and motivation among teachers in Cyprus – a small developing country in the Eastern Mediterranean. An adapted version of the questionnaire developed by the â€Å"Teacher 2000 Project† was translated into Greek and used for the purposes of this study that had a sample of 461 K-12 teachers and administrators. The findings showed that, unlike other countries in which this questionnaire was used, Cypriot teachers chose this career because of the salary, the hours, and the holidays associated with this profession. The study analyzes how these motives influence the level of satisfaction held by the Cypriot teachers.Teacher morale, job satisfaction, and motivation According to Linda Evans Model of the interraction of the motivation process with the processes of individuals’ attainment of job satisfaction and high morale. This study is related to the present study because it shows how a company used performance appraisal as a tool for evaluating individual job performance. It also illustrates the interraction of the motivation process with the processes of individuals’ attainment of job satisfaction and high morale, which gave the researcher insights in the conceptualization of this study.Cetin (2006) refer to job satisfaction as the actual satisfaction of the individual with intrinsic and extrinsic reinforces. Job satisfaction is therefore seen as the achieved correspondence soug ht by the individual in relation to intrinsic and extrinsic environmental factors leading to a work contentment. Smith, Kendall and Hulin (1969) state that there are five dimensions that represent the most important characteristics of a job about which people have affective responses.The description of these are the work itself, pay, promotion opportunities, opportunities and co-workers This study is related to the present study because it explains the factors, both extrinsic and intrinsic that are sought by individual in order to attain work contentment, which gave the researcher insights in the conceptualization of this study. (Kessuwan* and Muenjohn†  2010) The results suggested that the employees had a moderate level of job satisfaction with the whole job situations (overall job satisfaction).With a closer look, it indicated that the highest satisfaction occurred in the areas of the work itself, supervision, and coworkers. The employees were highly satisfied with the work i tself because they found that their job was interesting, challenging, and enjoyable and had enough authority and freedom to perform their job. Supervision also made employees were highly satisfied because of the high competency in doing job of supervisor and the good encouragement, opportunity to express opinions, support, fairness, and interest in the feelings of subordinates provided by supervisor.The employees were also highly satisfied with coworkers because their coworkers were highly competent in doing their job. They received good cooperation and supports form their coworkers and there were no bickering and fighting at work. However, the employees were moderately satisfied with other worked-related variables, including pay, fringe benefits, opportunity for advancement, contingent rewards, and communication. Asking from the employees perspectives, it appeared that the employees rated pay as the most important factor influencing their job satisfaction followed by fringe benefit s and coworkers.However, the employees at the managerial and non-managerial levels perceived different degrees of importance. The non-managerial employees perceived pay, fringe benefits and coworker as the most three important would be because these motivational factors could fulfill their basic needs according to the Maslow’s Hierarchy of Needs (Moorhead and Griffin, 1998). On the other hand, the employees at the managerial level rated coworkers, opportunity for advancement, and work itself as the most important factor influencing their job satisfaction.This might be because a good work group or effective team could easily helped them achieved the best results. Similarly, the work itself allowed them to apply their abilities and skills and embody a diversity of tasks, freedom, and performance feedback. Regarding the relationships between the personal variables of the employees and their job satisfaction, it appeared that there were very little relationships between these two variables. The current research was conducted within one multinational company and therefore would not represent employee’s attitude for the whole industry.Also, theories in motivation and job satisfaction proposed a number of factors affecting employee job satisfaction but only eight work-related factors were identified in this study. Finally, quantitative research was employed to assess employees attitude toward their job in the current study. A number of researchers suggested qualitative research should be considered to get an in-depth attitude from respondents. This study is related to the present study because it discusses about the theories in motivation and job satisfaction and how it affects each other, which gave the researcher insights in the conceptualization of this study.LOCAL STUDIES A study on the human factors of the employees in the Greater Manila Area was conducted by Donato. She found out that age, employment status, educational attainment, income, marital status, and working experiences affected the job performance of employees. Better employment, attainment of a higher academic degree, greater income, successful marital relations, and growth professional experience tend to increase one’s satisfaction in life. She also found out that the employees were more satisfied than the government employees in spite of the difference of the privileges in favour of the private employees.This study is related to the present study because it showed how age, employment status, educational attainment, income, marital status and working experiences affect the job performance of employees. It also shows that government employees were more satisfied than the private employees in spite of the difference in the privileges, which gave the researcher insights in the conceptualization of this study. According to Manabat studied the sources of job satisfaction of supervision in selected industrial firms in Metro Manila, as theorized by Herzberg.The f indings of this study showed that achievement, advancement, recognition, and responsibility were three manifested major sources of satisfaction of middle managers and interpersonal relations with superiors. Failure to gain recognition, company policy, and administration were the major sources of dissatisfactions. This study is related to the present study because it elaborates that achievement, advancement, recognition and responsibility were the major sources of satisfaction,which gave the researcher insights in the conceptualization of this study.Quitlong, in her study, found out that the demographic characteristics such as civil status, job status, eligibility, position, educational attainment, income, and length of service; problems; attitudes; and morale did not show significant relationship with their job satisfaction. This study is related to the present study because it identifies the factors that has no significant relationship in the job satisfaction and job performance su ch as civil status, job status, et. al. , which gave the researcher insights in the conceptualization of this study.Villanueva, in his study of job commitment and satisfaction of technology and home economics teachers in selected secondary schools in the division of city schools, manila, found out that teachers are committed on their job and they are performing what is expected of them to the best of their ability. They also believed that they maximize the utilization of school resources, maximize the use of time and submit reports promptly. They claim to have adopted different measures to improve their teaching competencies and see to it that their class met the minimum, if not the maximum standard of instruction.They complied with the requests of their superiors and were willing to accept additional responsibilities when requested to do so. This study is related to the present study because it classifies the perceptual assessment of teachers in relation to their job satisfaction a nd commitment, which gave the researcher insights in the conceptualization of this study. RELATED LITERATURE According to Kant and Rozenweig, highly motivated individualsgenerally make better workers, achievers and implementors. Their performance greatly depends upon the satisfaction of their needs, wants and climate.This is related to the present study insofar as motivating factors are concerned. It explains that highly motivated individual generally makes a better workers, achievers and implementors, And that performance greatly depends upon the satisfaction of the needs wants and climate which the present study had sought in this present study. Jean Piaget’s theory of environmentalism which she related to effectivity. She said that â€Å"to be an educator implies a fundamental belief of environmentalism. The educator must be an environmentalist.It is through the environment that the most fundamental educational process-learning takes place within the child but is influenc ed by some of the values, attitudes and beliefs of educators in the particular organization. Educators must try to influence the learning process by providing the appropriate climate needs. † This theory of Piaget is somewhat related to the present study because in this theory of environmentalism, teachers is the subject implied, and the present study discusses about the motivating and hygiene factors in relation to job performance of Universidad De Manila Faculty Members.Both used teachers or educators as their subject. Quinn, Robert in his â€Å"Quality of Employment Survey† stated that the quality of work environment determines to a large extent of satisfaction of the people. It would be high when certain specific dimension of satisfaction exist, such as financial reward, comfort, challenge, resource adequacy and harmonious relations with co-workers. This is related to the present study because it discussed about the quality of work environment is the determinant of the extent of work satisfaction of the people.Ramoso in his study on motivational factors affecting performance to teachers in Carmen, Nasipit and Buenavista Districts of the Division of Agusan de Norte. She found out that the most favored motivational factors related to the quality of teachers’ performance were principal’s trust, production emphasis and morale. She said that when teachers felt their school administrators have trust and confidence in them, they were motivated to exert effort thus providing improving the quality of their performance.This is related to the present study because the motivational factors affecting teachers were discussed as well as the quality of teacher’s performance. Ramoso specified the factors affecting the performance of teachers in Carmen, Nasipit and Buenavista Districts of Agusan Del Norte. Joseph Reitz stated that as workers grow older, they tend to be slightly more satisfied with their jobs. This is due to a number of reas ons such as lower expectations and better adjustment to their work situation because of their experience with it.Younger workers tend to be less satisfied because of higher expectations and less adjustment. This is somewhat related to the present study because it deals with the workers satisfaction. The reasons of their satisfaction were also specified. Deci mentioned that people hold positive attitude toward their organization and they experience a high level of job satisfaction when the organization provides them with rewards which they desire. He further assumed that satisfied workers will perform better than unsatisfied workers. He further suggested that satisfying workers is an effective means of motivating them.This is related to the present study because it talk over that people hold a positive attitude toward their organization and they experience a high level of job satisfaction when the organization provides them with rewards which they desire. It was also assumed that sat isfied workers will perform better than the unsatisfied one. Gil stated that the poorer the attitude a teacher has towards his profession, the more unsatisfactory will be his teaching performance. This is related to the present study insofar as attitude has a relationship to one’s performance at work.However, this study has a different setting and it involves elementary school teachers, while the present study has its focus on college professors. In a research that was undertaken by Tsai Min Yen, a teacher. She found out the relationship between job performance and personality traits of faculty members of Nan Tai College of Commerce and Technology. She found out that faculty members performed satisfactorily with various activities related to school work such as administration, organization, consultative and guidance.She further concluded that the satisfaction a faculty member feels in his job is substantially influenced by his personality traits. This is related to the presen t study because it talks about the relationship between job performance and personality traits of faculty members which this present study has also been discussing. This research had concluded that the job satisfaction a faculty feels in his job is substantially influenced by his personality traits. Myers pointed out that motivation tends to be related to the kind of supervisor relationship experienced.He suggests that if a school superintendent develops good interpersonal relationship, the principal in the school system will tend to be more highly motivated. The interpersonal relationships which promote high motivation in a school organization are those which are work-oriented and which free individuals to become self-actualized in their work. This is related in the present study because it pointed out that motivation tends to be related to the kind of supervisor relationship experienced. Myers also suggested that if a school superintendent develops good nterpersonal relationship, the principal in the school system will tend to be more highly motivated. Penley and Hawkins showed that a supervisors receptiveness or willingness to listen to subordinates ideas, problems and concerns will improve the motivation of subordinates. Though such receptiveness, supervisors develop knowledge of areas in which they need to provide additional training or explanation in order to build expectancy that the workers can perform tasks. When employees have a sense of mastery and reward in their jobs, they perform better.This is related to the present study because it showed that a supervisor s receptiveness or willingness to listen to subordinates ideas, problems and concerns will improve the motivation of subordinates. Chapter III METHODOLOGY This chapter discusses the research design used in the study, samples and sampling techniques, instrumentation, data gathering procedures, and statistical treatment of data gathered by the researcher. RESEARCH DESIGN Any scientific process begins with description of an event or events from which theories may be developed to explain phenomenon.In this study, the researcher will use the descriptive research design since this involves observation and description of the behavior of the teaching personnel at Universidad De Manila. Under this design, a descriptive – correlational method will be employed in anylizing the data that will be collected through survey questionnaire. According to Calderon (1993:62), descriptive research is a purposive method of gathering, analysing, classifying, and tabulating data about prevailing conditions or situation.Similarly, Aquino (1992:3) describes descriptive method of research as a process of systematically describing a situation or area of interest factually and accurately. It gives a clear statement of what is existing at the present understanding. Correlation studies are based on quantitative measures on two or more variables. Since the study is correlational in nature, the s tatistical relationship between the level of motivation and the level job satisfaction will be looked into and it give an indication of how one variable may predict the other.However,  the correlation of the variables does not imply causation; that is, simply because two events are in some way correlated (related) does not mean that one necessarily causes the other. SAMPLE AND SAMPLING TECHNIQUES In determining the sample of the study, the researcher will be using a non-probability sampling technique specifically the purposive sampling. Purposive Sampling, according to Blay(2005:12) is a process of choosing the respondents based on the criteria set by the researcher. With this type, the sample is â€Å"hand-picked† for the research.Using purposive sampling allows the researcher to home in on people or events, which have good grounds in what they believe, will be critical for the research. In this study, respondents will be selected in terms of their status in the University . The researcher’s respondents of this study will be the teaching personnel of the Universidad De Manila. The distribution of the respondents will be as follows Category| Male| Female| Total| Permanent| 17| 13| 30| Temporary| 3| 2| 5| Part –time| 15| 10| 25| TOTAL| 35| 25| 60| INSTRUMENTATIONThe research instrument that the researcher will be using in this study will be divided into two parts: the profile of the respondents survey and the job satisfaction and dissatisfaction questionnaire. The variables that would be measured in the profile of the respondents consists of age, gender, civil status, civil status, number of years employed at UDM and status or academic rank. In determining the level of motivation and level of job satisfaction of the respondents the researcher will use a questionnaire adapted from the study of Jesse F. Seegmiller entitled â€Å"job Satisfaction of Faculty and Staff at the College of Eastern Utah†.The questionnaire consists of the Fac ulty Job Satisfaction/Dissatisfaction scale (Seegmiller,1977) which assessed the dimensions of the Herzberg motivator – hygiene theory. This section consisted of a 51-item five points Likert scale with responses varying from 1 (very dissatisfied) to 5 (very satisfied) which is categorized into three parts – the motivator factors, hygiene factors and the overall job satisfaction. DATA GATHERING PROCEDURES The researcher will ask the permission of the Vice President for Academic Affairs for the conduct of the study.After securing permit, the questionnaires will be distributed to the selected faculty members and the data obtained will be treated statistically using the percentage, mean, standard deviation and the Pearson Correlation Coefficient. The frequency distribution and the percentage will be used to describe the demographic profile of the respondents while the mean and the standard deviation will be used for the overall job satisfaction and the level of job satisfa ction in terms of the job motivator factors and job hygiene factors.In order to establish the significant relationship between the variables of the study, Pearson correlation coefficient will be computed. Also, the researcher will determine if the relationships among the factors are significant and the t test will be computed at 0. 05 levels with a degree of freedom of n1+n2 – 2. STATISTICAL TREATMENT The following are the statistical tools the researcher will be using in the study: 1. The Frequency Counts and Percentages In answering question number 1 of the statement of the problem, the researcher will make use of the frequency count and simple percentage to describe the respondents’ profile. 2.The Weighted Mean. Since the adapted questionnaire is a Likert Scale form, it is deemed proper to describe variables such as level of job satisfaction and level of motivation in terms of a single value that would described the whole set of data and that value is the weighted m ean. The weighted points for each item will be obtained by multiplying the scale value of the responses and the total number of respondents indicating it. The total weighted points is the sum of all the points for each scale value. Weighted mean of each item will be computed by dividing the total weighted point by the total number of responses as shown in the formula: W.M = S V x TWPN Where: SV = Scale Value TWP = Total Weighted Points N = Total Number of respondents 3. In order to find out the relationships of the level of motivation to the level of job satisfaction, the Pearson Correlation Coefficient, r, will be utilized by the researcher. A correlation is a number between -1 and +1 that measures the degree of association between two variables (level of motivation and level of job satisfaction). A positive value for the correlation implies a positive association A negative value for the correlation implies a negative or inverse association.Below is the interpretation of the corre lation coefficient that the researcher will use, -1. 0 to -0. 7 strong negative association. -0. 7 to -0. 3 weak negative association. -0. 3 to +0. 3 little or no association. +0. 3 to +0. 7 weak positive association. +0. 7 to +1. 0 strong positive association. The correlation coefficient will be computed using the formula The variables X and Y will refer to the level of motivation and level of job satisfaction, with mean XBAR and YBAR respectively and standard deviations SX  and SY  respectively. To tell whether or not the relationship is significant, the value of r will be tested at 0. 5 level of significance. The formula for computing the appropriate  t value  to test significance of a correlation coefficient employs the t distribution: t=rn-21-r2 Legend: 4. 21 – 5. 00 Highly satisfied 3. 41 – 4. 20 Slightly to moderately satisfied 2. 61 – 3. 40 Not sure of the opinion 1. 81 – 2. 60 Slightly to moderately dissatisfied 1. 00 – 1. 80 Highl y dissatisfied Chapter IV PRESENTATION, ANALYSIS and INTERPRETATION OF DATA 1. What is the Profile of the Respondents Table 1. 1 The Distribution of Age of the Respondents Age| Frequency| Percent| | | | 1 – 30 years old| 19| 31. 7| 31 – 40 years old| 22| 36. 7| 41 – 50 years old| 11| 18. 3| 51 years old and above| 8| 13. 3| Total| 60| 100| Table 1. 1 shows the distribution of the respondents according to age. Faculty members aged 31-40 years old have the highest percentage of 36. 7%, which is 22 out of 60 respondents, followed by the faculty members aged 21-30 years old having 31. 7%,which is 19 out of 60 respondents, then the faculty members aged 41-50 years old with 18. 3%,which is 11 out of 60 respondents and lastly, faculty members aged 51 and above with 13. %, which is 8 out of 60 respondents. Table 1. 2 The Distribution of Respondents According to Gender Gender| Frequency| Percent| Male| 35| 58. 33| Female| 25| 41. 67| Total| 60| 100. 00| Table 1. 2 illust rates the distribution of the respondents according to gender. Most of the respondents are males, 35 out of 60 respondents, which is 58. 33%, while female faculty members are 25 out of 60 respondents, which is 41. 67%. Table 1. 3 The Distribution of Respondents According to Marital Status Marital Status| Frequency| Percent| Single| 24| 40| Married| 36| 60| Total| 60| 100| Table 1. shows the distribution of the respondents according to marital status. Majority of the respondents are married having a 60% rating, which is 36 out of 60 respondents, and the remaining 24 out of 60 respondents, which is 40% are single. Table 1. 4 The Distribution of the Respondents as to Status Status| Frequency| Percent| full time| 35| 58| part time| 25| 42| Total| 60| 100| Table 1. 4 illustrates the distribution of respondents according to status of employment. 35 out of 60, which is 58% of the respondents are full time, while 42%, which is 25 out of 60 were part time faculty members. Table 1. 5The Distr ibution of Respondents as to the Length of Service at Universidad De Manila | Frequency| Percent| 1 – 5 years| 28| 47| 6 – 10 years| 17| 28| 11 – above| 15| 25| Total| 60| 100| Table 1. 5 shows the distribution of respondents according to the length of service. The respondents who have been in the university for 1-5 years had the highest percentage of 47%,which is 28 out of 60 respondents, followed by the respondents who have been in the university for 6-10 years with 17 out of 60 respondents, which is 28%, and the faculty members who have been in the university for 11 years and above with 25%, which is 15 out of 60 respondents. . What is the level of job satisfaction UDM faculty members have in terms of Table 2. 1 Job Motivator Factors of the Respondents as to Achievement Achievement| Mean| Verbal Interpretation| 1. The actual achievement of work-related goals. | 4. 08| Slightly to Moderately Satisfied| 2. The immediate result of your work. | 4. 23| Very Satisf ied| 3. Personal goals attainment| 4. 32| Very Satisfied| 4. The extent to which you are able to objectively evaluate your accomplishment. | 4. 18| Slightly to Moderately Satisfied| 5. Students follow the practices being taught. | 3. 0| Slightly to Moderately Satisfied| Over-all Weighted Mean| 4. 14| Slightly to Moderately Satisfied| Table 2. 1 shows the job motivator factors of the respondents according to achievement with an over-all weighted mean of 4. 14 which is interpreted as slightly to moderately satisfied. Personal goal attainment ranks first among the job motivator factors on achievement with a mean of 4. 32, while item 2 on immediate result of your work with a mean of 4. 23 comes next. The item number 4, extent to which you are able to objectively evaluate your accomplishment is the third with a mean of 4. 8, followed by the item number 1, actual achievement of work-related goals with a mean of 4. 08 and lastly, the item number 5, the students follow the practices being t aught with a mean of 3. 90. Table 2. 2 Job Motivator Factors of the Respondents as to Growth Growth| Mean| Verbal Interpretation| 1. Opportunities for increased responsibility in education. | 4. 02| Slightly to Moderately Satisfied| 2. Participation in in-service education. | 3. 98| Slightly to Moderately Satisfied| 3. Opportunities to grow professionally through formal education. | 4. 10| Slightly to Moderately Satisfied| 4.Opportunities to attend professional conferences, workshops, etc. | 3. 53| Slightly to Moderately Satisfied| 5. Opportunities provided for growth in education compared with growth in other fields. | 3. 68| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 86| Slightly to Moderately Satisfied| Table 2. 2 shows the job motivator factors of the respondents according to growth with an over-all weighted mean of 3. 86. All the factors fall under the slightly to moderately satisfied, where item number 3, opportunities to grow professionally through formal ed ucation falls on the first rank with 4. 2 mean. The item number 1, opportunities for increased responsibility in education comes second with a weighted mean of 4. 02. Participation in in-service education, which is under item number 2 is the third among the job motivator factor with a mean of 3. 98. Item number 5 or the opportunities provided for growth in education compared with growth in other fields falls fourth among the factors with a mean of 3. 68. Item number 4 or the opportunities to attend professional conferences, workshops, etc is the last among the job motivator factors with a mean of 3. 53. Table 2. 3Job Motivator Factors of the Respondents as to Recognition Recognition| Mean| Verbal Interpretation| 1. Recognition of your accomplishment by co-workers| 3. 77| Slightly to Moderately Satisfied| 2. Recognition of your accomplishment by superior| 3. 85| Slightly to Moderately Satisfied| 3. Your recognition compared to that your co-workers| 3. 65| Slightly to Moderately Satis fied| 4. The recognition you get from administration for your ideas. | 3. 57| Slightly to Moderately Satisfied| 5. Publicity given to your work and activities. | 3. 35| Not sure of opinion| Over-all Weighted Mean| 3. 4| Slightly to Moderately Satisfied| Table 2. 3 shows the job motivator factors of the respondents according to recognition with an over-all weighted mean of 3. 64. One out of five factors were given a rating of not sure of opinion. This is the item number 5, publicity given to your work and activities which had a mean of 3. 35. The remaining four items got a slightly to moderately satisfied rating. First of which is the item number 2, recognition of your accomplishments by superior with a mean of 3. 85. Second is the item number 1, recognition of your accomplishments by co-workers with a mean of 3. 7. Third is the item number 3 which is your recognition compared to that of your co-workers with a mean of 3. 65. Fourth is the item number 4, the recognition you get from a dministration for your ideas with a mean of 3. 57. Table 2. 4 Job Motivator Factors of the Respondents as to Responsibility Responsibility| Mean| Verbal Interpretation| 1. The authority you have to get the job done. | 4. 13| Slightly to Moderately Satisfied| 2. Committee responsibilities| 4. 00| Slightly to Moderately Satisfied| 3. The total amount off responsibilities you have on a job. | 4. 0| Slightly to Moderately Satisfied| 4. Your responsibilities compared with those of your co-workers. | 3. 73| Slightly to Moderately Satisfied| 5. Responsibilities outside your major areas of interest. | 3. 82| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 94| Slightly to Moderately Satisfied| Table 2. 4 illustrates the job motivator factors of the respondents according to responsibility. All the factors on this category have been rated slightly to moderately satisfied. Item number 1 or the authority you have to get the job done is on the first with a mean of 4. 3. Item number 2 and 3 follows with a mean of 4. 00, while the responsibilities outside your major areas of interest is on the third with a mean of 3. 73. item number 5 or the responsibilities outside your major areas of interest is the last among the job motivator factors as to responsibility. Table 2. 5 Job Motivator Factors of the Respondents as to Work Itself Work Itself| Mean| Verbal Interpretation| 1. Work and association with college-age students| 4. 13| Slightly to Moderately Satisfied| 2. The interesting and challenging aspects of teaching. | 4. 57| Very Satisfied| 3.The general type of work you do. | 4. 32| Very Satisfied| 4. Your level of enthusiasm about teaching. | 4. 55| Very Satisfied| 5. Your work load and work schedule. | 4. 03| Slightly to Moderately Satisfied| Over-all Weighted Mean| 4. 32| Very Satisfied| Table 2. 5 shows the job motivator factors of the respondents as to work itself wherein, the interesting and challenging aspects of teaching comes first among the said factors with a mean of 4. 57. The level of enthusiasm about teaching is second with a mean of 4. 55 followed by the general type of work you do with a mean of 4. 2. The work and association with college-age students with a mean of 4. 13 is the fourth, while your work load and work schedule is the last factor with 4. 03 mean. The first three factors had a verbal interpretation of very satisfied, while the other two factors are slightly to moderately satisfied. Table 2. 6 Job Hygiene Factors of the Respondents as to Interpersonal Relations Interpersonal Relations| Mean| Verbal Interpretation| 1. Friendliness of your co-workers| 4. 37| Very Satisfied| 2. Cooperation from faculty in your department| 4. 23| Very Satisfied| 3.Cooperation from faculty outside your department| 3. 98| Slightly to Moderately Satisfied| 4. Professional relationship on the job| 4. 32| Very Satisfied| 5. Overall institutional relations including faculty, students and staff| 4. 07| Slightly to Moderately Satisfied| Over- all Weighted Mean| 4. 19| Slightly to Moderately Satisfied| Table 2. 6 illustrates the job hygiene factors of the respondents as to interpersonal relations. The friendliness of your co-workers, professional relationship on the job and cooperation from faculty in your department had a very satisfactory verbal interpretation with a mean of 4. 7, 4. 32 and 4. 23, respectively. While the overall institutional relations including faculty, students and staff, and overall institutional relations including faculty, students and staff fall under the slightly to moderately satisfied with a mean of 4. 07 and 3. 98 respectively. Table 2. 7 Job Hygiene Factors of the Respondents as to Policy and Administration Policy and Administration| Mean| Verbal Interpretation| 1. Your involvement in making decisions| 3. 75| Slightly to Moderately Satisfied| 2. The extent to which you are informed about matters affecting you. | 3. 3| Slightly to Moderately Satisfied| 3. The procedure used to select faculty f or promotion to positions| 3. 23| Not sure of the opinion| 4. The extent to which administrative policies and procedures are made available to the faculty. | 3. 35| Not sure of the opinion| 5. The extent to which administrative policies and procedures are actually followed. | 3. 25| Not sure of the opinion| Over-all Weighted Mean| 3. 46| Slightly to Moderately Satisfied| Table 2. 7 presents the job hygiene factors of the respondents as to the policy and administration with an overall mean of 3. 6 which is interpreted as slightly to moderately satisfied. Three out of six factors had a mean that falls under the not sure of the opinion while the other three are slightly to moderately satisfied. Table 2. 8 Job Hygiene Factors of the Respondents as to Salary Salary| Mean| Verbal Interpretation| 1. The method used to determine your salary| 3. 15| Not sure of the opinion| 2. The range of salaries paid to instructors at CCM| 3. 08| Not sure of the opinion| 3. Your salary compared to that of people with similar training in other institutions. | 3. 22| Not sure of the opinion| 4.The amount of your salary. | 3. 15| Not sure of the opinion| 5. The earning potential of the faculty compared to that of the administration. | 3. 20| Not sure of the opinion| Over-all Weighted Mean| 3. 16| Not sure of the opinion| Table 2. 8 presents the job hygiene factors of the respondents as to salary with an overall mean of 3. 16 which is interpreted as not sure of the opinion. The respondents are not of their opinion when it comes to job hygiene factors as to salary. Table 2. 9 Job Hygiene Factors of the Respondents as to Supervision Supervision| Mean| Verbal Interpretation| . The level of understanding that your superiors and you have of each other. | 3. 98| Slightly to Moderately Satisfied| 2. Competence of your superior to give leadership. | 3. 98| Slightly to Moderately Satisfied| 3. The sensitivity of your superior to your needs| 3. 83| Slightly to Moderately Satisfied| 4. The willing ness of your superior to delegate authority. | 3. 95| Slightly to Moderately Satisfied| 5. The fairness of your superior. | 4. 00| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 95| Slightly to Moderately Satisfied| Table 2. presents the job hygiene factors of the respondents as to supervision with an overall mean of 3. 95 which is interpreted as slightly to moderately satisfied. All the factors that falls under this category of job hygiene had a slightly to moderately satisfied interpretation. Table 2. 10 Job Hygiene Factors of the Respondents as to Working Condition Working Condition| Mean| Verbal Interpretation| 1. Your work schedule compared to that of people with similar training in other professions. | 3. 63| Slightly to Moderately Satisfied| 2. Your office facilities. | 3. 03| Not sure of the opinion| 3.The adequacy of instructional equipments. | 2. 92| Not sure of the opinion| 4. The number of course preparations required. | 3. 57| Slightly to Moderately Satisf ied| 5. Your work schedule compared to that of your co-workers. | 3. 73| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 38| Not sure of the opinion| Table 2. 10 presents the job hygiene factors as to working condition with an overall mean of 3. 38 which is interpreted as not sure of the opinion. The office facilities as well as the adequacy of instructional equipment fall on the lowest mean of 3. 3 and 2. 92 respectively, while the work schedule compared to that of people with similar training in other profession, the number of course preparations required and the work schedule compared to that of your co-workers got a slightly to moderately satisfied interpretation. Table 2. 11 The Level of Job Satisfaction of the Respondents in terms of Job Motivator Factors JOB MOTIVATOR FACTOR| MEAN| VERBAL INTERPRETATION| RANK| Achievement| 4. 14| Slightly to Moderately Satisfied| 2| Growth| 3. 86| Slightly to Moderately Satisfied| 4| Recognition| 3. 4| Slightly to Moderately Sati sfied| 5| Responsibility| 3. 94| Slightly to Moderately Satisfied| 3| Work Itself| 4. 32| Very Satisfied| 1| Over-all Weighted Mean| 3. 98| Slightly to Moderately Satisfied| | Table 2. 11 shows the level of job satisfaction of the respondents in terms of job motivator factors. The overall mean is 3. 98 which is interpreted as slightly to moderately satisfied. Among the factors, only the work itself got a very satisfied interpretation with a mean of 4. 32. The remaining factors got a slightly to moderately satisfied interpretation. Table 2. 12The Level of Job Satisfaction of the Respondents in terms of Job Hygiene Factors JOB HYGIENE FACTOR| MEAN| VERBAL INTERPRETATION| RANK| Interpersonal Relations| 4. 19| Slightly to Moderately Satisfied| 1| Policy| 3. 46| Slightly to Moderately Satisfied| 3| Salary| 3. 16| Not sure of the opinion| 5| Supervision| 3. 95| Slightly to Moderately Satisfied| 2| Working Conditions| 3. 38| Not sure of the opinion| 4| Over-all Weighted Mean| 3. 63| Slight ly to Moderately Satisfied| | Table 2. 12 represents the level of job satisfaction of the respondents in terms of job hygiene factors with an overall mean of 3. 3. salary got the lowest mean of 3. 16 which is interpreted as not sure of the opinion. Aside from salary, the working condition, being second to the lowest got a mean of 3. 38 which fall under the interpretation of not sure of the opinion. The other remaining factors got a mean interpretation of slightly to moderately satisfied . 3. What is the job performance rating of the UDM teaching personnel? Table 3. 1 The Job Performance of the UDM teaching Personnel FACULTY| MEAN| INTERPRETATION| Full Time| 4. 46| Very Satisfactory| Part Time| 4. 51| Very Satisfactory| Overall – Mean| 4. 481| Very Satisfactory|Table 3. 1 presents the job performance of the fulltime and part time UDM teaching personnel with an overall mean of 4. 481 which is interpreted as very satisfactory. The job performance rating was taken from the Perfor mance Evaluation Rating given by the Dean and Students. Both the full-time and the part-time got the rating of very satisfactory. 4. Is there a significant relationship between UDM teaching personnel demographic profile and overall job performance? Table 4. 1 Significant Relationship of the Profile of the Respondents and their Job Performance Profile| x2 (p – value)| Significant Level ( 0. 5)| Decision| Age of the Respondents| 0. 488| Insignificant| Accept Ho| Gender| 0. 382| Insignificant| Accept Ho| Marital Status| 0. 393| Insignificant| Accept Ho| Status of Employment| 0. 343| Insignificant| Accept Ho| Length of Service at UDM| 0. 213| Insignificant| Accept Ho| Table 4. 1 presents the hypothesis test on the relationships of the profile of the respondents and their job performance. As to the profile, the table reveals the chi-square value for the age of the respondents as 0. 488 which is insignificant at 0. 05 level of probability, thus the null hypothesis is accepted.There is no significant relationship between age of the respondents and the performance of the respondents. As to gender, the p-value is 0. 382 which is insignificant, thus the null hypothesis is accepted. This means that in terms of Gender, there is no significant relationship between the gender and the job performance of the respondents. Marital status, as revealed by the table, is not significantly related to the job performance of the respondents which has a p-value of 0. 393. The status of employment is not significantly related to the job performance of the respondents as shown in the above table, the p value of 0. 43 is insignificant at 0. 05 level. Lastly, as to the length of service at UDM, the computed p-value of 0. 213 is insignificant at 0. 05 level of significance, thus the null hypothesis is accepted. There is no significant relationship between the length of service and job performance of the teaching personnel of Universidad De Manila. 5. Is there a significant Relationsh ip between UDM teaching personnel’s motivating and hygiene factors as to job performance? Table 5. 1 Significant Relationship of the Motivating Factors of the Respondents and their Job Performance JOB MOTIVATOR FACTORS| x2 (p – value)| Significant Level (0. 5)| Decision| achievement| 0. 75| Insignificant| Accept Ho| Growth| 0. 72| Insignificant| Accept Ho| Recognition| 0. 54| Insignificant| Accept Ho| Responsibility| 0. 11| Insignificant| Accept Ho| Work Itself| 0. 48| Insignificant| Accept Ho| Table 5. 1 shows the significant relationship between UDM teaching personnel’s motivating factors and their job performance. Using ? = 0. 05 as the level of significance criterion, the results are statistically insignificant because the p-value of the tests such as 0. 75(achievement), 0. 72(growth), 0. 54(recognition), 0. 11(responsibility), 0. 48(work itself) is greater than 0. 05.In other words, we can accept the null hypothesis. It can be gleaned that the job motivator factors such as achievement, growth, recognition, responsibility, and work itself has no significant relationship to the job performance of the UDM teaching personnel. Table 5. 2 Significant Relationship of the Hygiene Factors of the Respondents and their Job Performance JOB HYGIENE FACTORS| x2| Significant Level (0. 05)| Decision| | (p – value)| | | Interpersonal Relations| 0. 837| Insignificant| Accept Ho| policy| 0. 996| Insignificant| Accept Ho| Salary| 0. 046| Significant | Reject Ho| Supervision| 0. 395| Insignificant| Accept Ho|Working Conditions| 0. 884| Insignificant| Accept Ho| Using ? = 0. 05 as the level of significance criterion, table 5. 2 revealed that the p value of 0. 837(Interpersonal Relations), 0. 996(policy), 0. 395(Supervision) and 0. 884(Working Conditions) are statistically insignificant since the values are greater than 0. 05, thus the null hypothesis is accepted while 0. 046(salary) is statistically significant since it is less than 0. 05. The above table revealed that factors such as interpersonal relations, policy, supervision and working conditions are not significantly related to the job performance of the respondents.On the other hand, only the factor salary has a significant relationship with the job performance of the UDM teaching personnel. 6. Is there a significant difference between UDM teaching personnel’s motivating and hygiene factors and job performance? Table 6. 1 Differences in the Motivating Factors and Job Performance of the Respondents Job Motivator Factors| Sources of Variation| Sum of Squares| df| Mean Square| F| p – value| Decision| Achievement| Between Groups| 9. 453| 38| 0. 25| 0. 80| 0. 73| Accept Ho| | Within Groups| 6. 555| 21| 0. 31| | | | | Total| 16. 007| 59|   | | | |Growth| Between Groups| 20. 479| 38| 0. 54| 0. 70| 0. 83| Accept Ho| | Within Groups| 16. 120| 21| 0. 77| | | | | Total| 36. 599| 59|   | | | | Recognition| Between Groups| 27. 934| 38| 0. 74| 0. 83| 0. 70| Accept H o| | Within Groups| 18. 665| 21| 0. 89| | | | | Total| 46. 599| 59|   | | | | Responsibility| Between Groups| 15. 621| 38| 0. 41| 0. 85| 0. 68| Accept Ho| | Within Groups| 10. 179| 21| 0. 48| | | | | Total| 25. 799| 59|   | | | | Work Itself| Between Groups| 9. 017| 38| 0. 24| 0. 83| 0. 70| Accept Ho| | Within Groups| 6. 039| 21| 0. 29| | | | | Total| 15. 056| 59|   | | | |Using the level of significance criterion at 0. 05, the results of the above table are statistically insignificant because the p-value, using the ANOVA, are greater than 0. 05. In other words, the null hypothesis is accepted. This means that achievement, growth, recognition, responsibility, and work itself has no significant difference in the job performance of the UDM personnel. Table 6. 2 Differences in the Hygiene Factors and Job Performance of the Respondents Hygiene Motivator Factors| Sources of Variation| Sum of Squares| df| Mean Square| F| P -value| Decision| Interpersonal Relations| Between Groups| 1 0. 83| 38| 0. 28| 0. 71| 0. 83| Accept Ho| | Within Groups| 8. 415| 21| 0. 40| | | | | Total| 19. 197| 59|   | | | | Policy and Administration| Between Groups| 22. 938| 38| 0. 60| 0. 81| 0. 72| Accept Ho| | Within Groups| 15. 581| 21| 0. 74| | | | | Total| 38. 519| 59|   | | | | Salary| Between Groups| 42. 203| 38| 1. 11| 0. 98| 0. 54| Accept Ho| | Within Groups| 23. 861| 21| 1. 14| | | | | Total| 66. 064| 59|   | | | | Supervision| Between Groups| 29. 698| 38| 0. 78| 1. 57| 0. 14| Accept Ho| | Within Groups| 10. 432| 21| 0. 50| | | | | Total| 40. 130| 59|   | | | |Working Conditions| Between Groups| 27. 549| 38| 0. 72| 0. 84| 0. 68| Accept Ho| | Within Groups| 18. 059| 21| 0. 86| | | | | Total| 45. 607| 59|   | | | | Using ? = 0. 05 as the level of significance criterion