...MARKETING RESEARCH PROJECT REPORT ON THE IMPACT OF GENDER DIFFRENCES ON JOB SATISFACTION, MENTAL HEALTH AND OCCUPATIONAL STRESS AMONG BANKING EMPLOYEES (Submitted In Partial Fulfillment of the course Marketing Research) Submitted To: | Submitted By: | Dr Shalini Trivedi, Assistant Professor, Department of Economics, Amity Business School, Amity University. | Disha Arora B-39Harpreet Kaur B-34Mansi Nigam B-30Payal Saxena B 28Shobhna Swati B-32 | | | Amity Business School, Amity University Declaration I hereby declare that the project work entitled “THE IMPACT OF GENDER DIFFRENCES ON JOB SATISFACTION, MENTAL HEALTH AND OCCUPATIONAL STRESS AMONG BANKING EMPLOYEES” submitted to the Amity University, NOIDA, is a record of an original work done by me under the guidance of Ms. SHALINI TRIVEDI, Assistant Professor, Department of Economics, Amity Business School, Amity University, and this project work is submitted in the partial fulfillment of the requirements for the award of the degree of Master of Business Administration. The results embodied in this thesis have not...
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...(Malaysia). At the time of preparing this paper, I have gone through different types of websites which helps me to get acquainted with new topics. I am actually focusing on those topics which are important for us to understand about this subject easily. I acknowledge with gratitude to Madam Norazima Md. Malia, my respective lecturer, who has been sincere and helpful in making me understand more about Human Resources Department. I would also like to thank my classmates and associates who have helped me understand the questions properly. I have tried my very best to gather and complete this paper on time. They may be shortcoming, factual error, wrong opinions which are all mine and I alone am responsible for those but I will try to give a better volume in the future TABLE OF CONTENTS Contents ACKNOWLEDGEMENT 1 TABLE OF CONTENTS 2 1.0 INTRODUCTION 2 ABOUT MoHR 2 2.0 DEPARTMENTS AND DIVISIONS OF MoHR 2 2.1 Manpower Department 2 2.2 Labour Department (Peninsular Malaysia) 2 2.3 Industrial Court of Malaysia 2 2.4 Industrial Relations Department 2 2.5 TRADE UNION AFFAIRS DEPARTMENT 2 2.6 OCCUPATIONAL SAFETY & HEALTH DEPARTMENT 2 2.7 NATIONAL VOCATIONAL TRAINING COUNCIL 2 3.0 STATUTORY BODIES 2 3.1 SOCIAL SECURITY ORGANIZATION 2 3.2 HUMAN RESOURCES DEVELOPMENT SDN BHD 2 4.0 ADVISORY COUNCIL 2 4.1 NATIONAL LABOUR ADVISORY COUNCIL 2 4.2 NATIONAL COUNCIL FOR OCCUPATIONAL SAFETY AND HEALTH 2 4.3 NATIONAL VOCATIONAL TRAINING COUNCIL...
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...PUBLIC HEALTH COMPETENCIES A. BIOSTATISTICS Biostatistics is the development and application of statistical reasoning and methods in addressing, analyzing and solving problems in public health; health care; and biomedical, clinical and populationbased research. Competencies: Upon graduation a student with an MPH should be able to… A. 1. Describe the roles biostatistics serves in the discipline of public health. A. 2. Describe basic concepts of probability, random variation and commonly used statistical probability distributions. A. 3. Describe preferred methodological alternatives to commonly used statistical methods when assumptions are not met. A. 4. Distinguish among the different measurement scales and the implications for selection of statistical methods to be used based on these distinctions. A. 5. Apply descriptive techniques commonly used to summarize public health data. A. 6. Apply common statistical methods for inference. A. 7. Apply descriptive and inferential methodologies according to the type of study design for answering a particular research question. A. 8. Apply basic informatics techniques with vital statistics and public health records in the description of public health characteristics and in public health research and evaluation. A. 9. Interpret results of statistical analyses found in public health studies. A. 10. Develop written and oral presentations based on statistical analyses for both public health professionals and educated lay audiences. B. COMMUNITY...
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...To be diagnosed with a chronic disease during a person’s life span is difficult to cope with, as changes must be made to roles, occupations and activities undertaken in daily life. At the age of 21, Jessica was diagnosed with Multiple Sclerosis, MS, which is a chronic autoimmune disorder that is caused by the breakdown of myelin in the central nervous system. As a result of the MS, Jessica has had to change and modify many of the occupations, which she participates in, such as personal care and socializing. Not only has the Multiple Sclerosis affected Jessica herself but is has also had an impact on her relation with family and friends. The environment that Jessica lives in had both enable and limited her to adapting to aspects of the illness. The nature and prognosis of the disability: As stated in the introduction, Jessica suffers from Multiple Sclerosis or MS, for short. MS is the body’s own immune system attacking the neurons in the brain and spinal cord (MS Australia, 2005). So far, Doctors have found about four different types of Multiple Sclerosis ; relapsing-remitting Multiple Sclerosis, secondary progressive Multiple Sclerosis, primary progressive Multiple Sclerosis, and relapsing progressive Multiple Sclerosis. Relapsing-remitting Multiple Sclerosis is characterized by unpredictable relapse and new symptoms appearing or the existing ones becoming worse. Secondary Multiple Sclerosis is seen in those who have relapse-remitting Multiple Sclerosis and they develop a...
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...REPUBLIC OF KENYA MINISTRY OF LABOUR THE NATIONAL OCCUPATIONAL SAFETY AND HEALTH POLICY MAY 2012 FOREWORD A proactive and well-functioning policy on Occupational Safety and Health is important for improving the safety and health of workers, reducing cost of business and improving productivity. The Government has developed this National Occupational Safety and Health Policy to enhance the framework for implementation of occupational safety and health programmes for the country’s development. Implementation of the policy will contribute significantly to the achievement of the goals of the Economic, Social and Political pillars of the country’s development blueprint, the Kenya Vision 2030. The Kenya Vision 2030 aims to create a globally competitive and prosperous country with a high quality of life by the year 2030. For the country to achieve the aspirations of the Vision, there is need to improve the safety and health of workers. It is expected therefore, that implementation of this Policy will contribute significantly to the country’s competitiveness and development of the human resource, and hence the achievement of the aspirations of the Vision 2030. Kenya faces a major challenge of employment creation, especially for the youth. However, a significant portion of those in employment still face the challenge of unsafe and unhealthy workplaces. It is therefore important that the country not only focuses on creating jobs but also improves safety and health at workplaces...
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... PSF 5372 – History of the Juvenile Criminal Justice System Abstract This paper explores the transformation of the Juvenile Justice System over the past century and how it impacts today’s youth. Juvenile delinquency has become a well-known phenomenon as youth have taken experimentation and violence to a new level. More adolescents are being diagnosed with medical disorders while many find themselves not having the means to access the proper treatment. Family and moral standards are not as they were a century ago and the economic strain of today can make it difficult for children to develop the necessary skills to transition through their developmental stages. Chaos, confusion and loss of identity play a significant role in many of the adolescents that find themselves in contact with the Juvenile Justice System. New interventions for these adolescents are greatly needed to improve not only their own well being, but to create a prosperous community. Juvenile Reentry Juveniles are released from institutions across the country everyday, but many do not have the knowledge required to make permanent changes for themselves, their families, and their communities. The first Juvenile Court in the United States was established in Cook County, Illinois in 1899 and within 25 years all but two states had established separate juvenile justice systems. The Juvenile Court of Chicago became the model for the various state juvenile justice systems that followed it. “This doctrine was used...
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...Context of the Problem There are a multitude of issues that parents of special needs children are unaware of at the onset of diagnosis. The question of what happens to your child when you are gone is paramount in the minds of all parents. One problem is being unaware of what questions to ask. My son received his diagnosis from a psychiatrist who did not make me aware of any medical testing that should be addressed. Necessary information or guidance is not always provided by the attending physician. Educational needs are also of paramount importance, however if parents are unaware of necessary services that give their children coping skills, they will not be able to ensure services are obtained. An example is occupational therapy for sensory processing disorder that is a common occurrence in children on the autism spectrum. The need for an introductory pamphlet that guides parents through some very basic testing, informational resources, and therapies started as early as...
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...What are they Doing with a Bachelor’s Degree in Sociology? DATA BRIEF ON CURRENT JOBS R o b e r t a S p a l t e r- R o t h a n d N i c o l e Va n Vo o r e n January 2008 In AY 2005 the American Sociological Association’s Research and Development Department surveyed a sample of close to 1,800 seniors to find out their satisfaction with the sociology major and their future plans for work, graduate school, or both. Early in 2007 we resurveyed the class of 2005 to find out what they were doing with their bachelor’s degree since graduation.1 This Data Brief, the first in a series of downloadable publications from the second wave of the survey, provides information on the post-graduate activities of graduates, the kinds of jobs they held as of December 2006, their satisfaction with these jobs, and the changes in their overall satisfaction with the sociology major. Figure 1 compares the 2005 responses of senior majors as to their future plans with their 2007 reports as to what they actually were doing. The figure shows that in 2005, 40 percent of respondents planned to work and not attend graduate school after they obtained their _________________________________________________ 1The response rate for the second wave of the survey was 44 percent or 778 graduates. FIGURE 1: MORE SOCIOLOGY BACHELOR’S RECEPIENTS ARE WORKING, PLANS FOR THE FUTURE AT TIME 1 VS. STATUS AT TIME 2 (in Percents) 42.1 Job Only 60.3 22.2 Grad School Only 13.1 ...
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...HISTORICAL PERSPECTIVES Instructional Overview The instructor may, by way of introduction, make a few comments regarding the importance and relevance of understanding the historical background of a profession and then briefly highlight the important points in Chapter One, adding any statements from his or her own background plus any appropriate comments. The major points of this chapter (which could be covered in an instructor’s introduction of the chapter) are as follows: 1. Occupations, including counseling, develop because there is a need. 2. The need for such personal assistance - advice, guidance, counseling - has existed, and in various ways been attended to, over the ages. 3. Many of the well-known historical figures (e.g. Plato, Aristotle, Charlemagne, Rousseau, and Thomas Jefferson) have expressed “counseling” points of view. 4. Psychology emerged as a field of study and psychiatry as a specialized branch of medicine in the late 1800s. 5. The development of programs of guidance and counseling in American education began in the years just prior to World War I. Frank Parsons is usually credited with much of the success of its early beginnings. 6. Parsons considered three factors necessary for the wise choice of a vocation. They were: (a) a clear understanding of self; (b) a knowledge of the requirements and conditions for success, compensation, and opportunities in different careers; and (b) true reasoning on the relationships...
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...|representation in the relevant labor market | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | | |Adjective |A performance appraisal method that lists a number of traits and a range of performance for each | |rating scales | | |Adverse impact|The overall impact of employer practices that result in significantly higher...
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...|representation in the relevant labor market | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | | |Adjective |A performance appraisal method that lists a number of traits and a range of performance for each | |rating scales | | |Adverse impact|The overall impact of employer practices that result in significantly higher percentages...
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...suggests that an individual’s level of consumption, self-esteem, social-status, and even happiness depend to a large extent on not just income, but also social status, associated with occupational attainment. (Brown, Sessions and Taylor, 2004, p 20) This is one offered by Arthur et al (1989) who proposed that career is ‘the evolving sequence of a person’s work experiences over time’ (p8).It plays a role in raising career expectations and aspirations of pupils (Brown et al, 2004) and may also enhance broader school effectiveness (Killeen et al, 1999). Osipow and Fitzgerald (1996) postulate that the concept of career has recently undergone a transformation (p50) and distinguish between career choice as a point-in-time ‘event’ and a developmental ‘process’ over a longer period of time (p54). Whilst acknowledging that broader definitions (which include life roles and life span) have emerged, they suggest a more ‘parsimonious’ definition (p51), limited to vocational behaviour and vocational development. Looking back at the traditional theories, we can say that Frank Parsons began a concept of vocation published a book vocational guidance in his book “Choosing a Vocation” He laid the foundation for trait and factor approach. Trait is characteristic of an individual that can be measured through...
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...THE ROLE OF PERSONAL VALUES IN AN ADVANCED PERSPECTIVE OF TOTAL QUALITY MANAGEMENT Author: Salvatore Moccia Universidad de Valencia Abstract Purpose: The purpose of this paper is to analyze the relation between personal values and the principles of Total Quality Management and thus to propose a tentative framework of relationships. Design/methodology/approach: The paper is conceptual. It reviews some lists of values present in literature, and summarizes them in a more comprehensive list. Then it follows the definitions of these values according to some philosophical models, and the analysis of their implications in the business life in general. Thus, tries to explain the relation between them and the principles of TQM, passing through the two mediating variables passion and trust. Findings: A model of quality management based on personal values is proposed. Research limitations: The lack of empirical data that can validate the model, and the lack of specific hypothesis of investigation. Practical Implications (if possible): Considering the emphasis placed on personal values, the model can have some practical implications in the field of recruitment, promotion, and leadership. Originality/value: The model fills the gap between personal values and the principles of Total Quality Management, being the first attempt to present a comprehensive model of interactions. A novel framework that can provide a basis for further research into the profound nature of quality management has...
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...To the attention of the Prison Governor North of England Sir, Following are some national scale statistics related to prisons’ performance and associated costs as issued by the Center for Social Justice in March 2009A. which I would like to use as argument in reply to your statement on Total Quality. - Prisons population has increased dramatically in the last decade, counting as of today about 83000 people; - Approximately three quarters of young prisoners under 25 and two thirds of all adult prisoners are reconvicted within two years of release; - Today, the annual public expenditure costs of running prisons and managing offenders is over £5 billion, which combined with £11 billion costs of re-offending as estimated by Social Exclusion Unit (in 2002), amount to an annual total of £16 billion. Relating statistics to your statements, I agree with you, “Total Quality is a myth” but I add “because people in charge fail to commit to it” Although not directly related to our business, I want to use these statistics as a means to show the impact of Total Quality culture as compared to traditional management style of prisons. A critical analysis instead, leads to the conclusion that prisons management and the correctional system is stuck in a closed cycle between overcrowding and failure to rehabilitate. This is part of a traditional prison management where more of the same, brings in turn more of the same, resulting in long term progressive loss, both financial...
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...organisations to achieve its goals - To receive ultimate employee performance, they need to be linked to organisational goals and strategy - Achieved by consistently influencing employee attitudes and behaviours - HRM policies are linked towards organisational goals, HRM contribute to them in a meaningful way. Theoretical bases for HRM Behavioural view - HRM controls employee attitudes and behaviours to suit the situation - Suggesting HR focuses on behaviour rather than skills / knowledge of the job Resource Based view - HR are seen as a resource which give an upper hand for the reason they keep employees in right mind of frame for the goals set Political – influence view HR act as a Political leader through - Social communication through one and another - there to prevent negative social influences and maintain positive environment Harvard framework for HRM -HR take raw influences in business - Tune them providing an organisation that has positive, individual wellbeing, effectiveness and social wellbeing. Roles for HR professionals - Strategic focus on systems (Strategic partner) - Strategic focus on people(Change agent) - Operational focus on systems(Administrative expert) - Operational focus on people(Employee champion) - HR are involved in all areas of an organisations frame, to provide the best performance from employees. The composition of the Australian Workforce Challenges of diversity - Age - Gender -...
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