Water Refilling Shop

BASIC FEASIBILITY STUDY: A. ) CAPITAL INVESTMENT: 1. Water Refilling Machine †¦. †¦.. †¦. †¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. P 250,000. 00 (select packaged amount from the given price list) 2. Renovation or new store at least 20sqm size†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 75,000. 00 3. Delivery vehicle †¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦ 75,000. 00 (motorcycle with carrier or multi-cab) 4. Business permit & other legal docs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦.. †¦Ã¢â‚¬ ¦. 10,000. 00 (DTI, Mayor’s permit, Water testing, etc. ) 5. Initial Supplies /miscellaneous†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 31,750. 00 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. a. ) 150 Bottles slim †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 18,750. 0 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. b. ) 50 Bottles roun d †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7,500. 00 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. c. ) heat gun †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2,500. 00 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. d. ) Stickers †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3,000. 00 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Total P 441,750. 00 Let say total investment capital of †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. P 450,000. 00 Note: Actual investment may increased or decreased depends on your actual resources†¦ex. : a. ) less amt. for the delivery vehicle if you already have existing or you can buy 2nd unit. b. ) less amt. for the store buildg. f you have existing c. ) increase or decrease amt. on Refilling equipment, depends on what type of water p roduct you wants to sell. ( e. g. Mineral is only P150,000. 00 etc. )†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. ,,,,,,,,,,,,, B. ) SALES / INCOME: Check market price per 5gal. container, price may vary depends on the area, time you use this computation and what type of water product you want to sell) e. g. : †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Mineral Water.. †¦.. P20 ~ P25 per container †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Purified Water†¦Ã¢â‚¬ ¦. P30 ~ P35 per container †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Alkaline Water†¦Ã¢â‚¬ ¦ P45 ~ P50 per container †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PI Water†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. P200 ~ P250 per container Type of processed Drinking Water 1. ) MONTHLY SALES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ P39,000. 00 1ST 2 Months: Target is at least 50 containers /day (50 conta iners x P30. 00 selling price x 26days) 2. MONTHLY EXPENSES:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. P15,600. 00 a. ) Manpower/salaries†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. P 500/ day or†¦Ã¢â‚¬ ¦ P 9,100. 00 /mo. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦.. 1 driver †¦.. P200 /day †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 re-filler†¦. P150 /day b. ) Electric bill†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦. P3,500. 00 c. ) Phone bill†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 500. 0 d. ) Transportation / gas allowance†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦ 1,500. 00 c. ) Consumables and others.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦ 1,000. 00 3. NET PROFIT †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. P23,400. 00 (Gross Sales – Gross expenses = Net Profit) †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ P39,000. 00 less P15,600. 00 = P23,400. 00 Note: you cannot compute your monthly sales based from your machine capacity (GPD Gallon Per Day) like other vendor’s computation, simply because you cannot sold 200 bottles a day in the 1st 2months operation of your business unless â€Å"dati ka nagtitinda and marami kana existing suki†. Pls. heck computation on the succeeding month†¦. Water Refilling Station Checklist One of fast expanding business in Manila, and in most Metro cities nationwide, is the water refilling station. It's mushrooming on every street corner, because a lot of people in urban areas prefer to get their drinking water from these water stations, it's simply clean and safe to drink. This is the reply from an ex-OFW about my inquiries of setting-up a water refilling station. He's an owner and supplier. Sir ito po ang complete information ko about water refilling station. In here meron po akong offer for 1000gpd, mga tips at requirements sa wrs.About your questions†¦ ROI maybe a year†¦ kasi we all know that the first three months ay more on marketing. If you will really decide to go into this business, I am willing to help you, I do not mind visiting the site kun meron na kayo. I will give you ideas how to run the business†¦ Promo ko po yan sa first five customers ko. Salamat and you will not regret going into this business†¦ Go into water refilling station business because: 1. You can earn 40 thousand a month. 2. Very easy to operate and can be installed right under your home. 3. Water is a basic need. Your customer will grow as time goes by.You can pass the business to your kids and generation ahead. 4. Lot of people really made it big beca use of this business. Do not let somebody do it before you do. 5. You will be proud and happy to own a water refilling station (speaking from experience). Equipments: 1000 GPD Reverse Osmosis Water Purifying Unit. 1. Filters: – 10Ãâ€"54†³ FRP (blue), Multimedia filter with timer head – 10Ãâ€"54†³FRP (blue), Granular Activated Carbon, with timer head – 10Ãâ€"54†³ FRP (Blue), Softener with timer head and brine tank – 20†³ slim (blue), 5 micron sediment filter – 20†³ slim (blue), polishing filter 2. Reverse Osmosis Unit – 1 no. 2. x40†³ R. O. membrane w/ stainless casing – ? hp procon pump, USA – Low pressure controller – 2 flowmeters – 2 Pressure gauges – stainless steel frame – Control Panel for automation. 3. Water tanks – 210gallons stainless steel raw water tank – 210 gallons stainless steek product tank 4. Disinfection – Ultraviolet – Ge rmicdal (5GPM) 5. Pumps , motors – 0. 5hp pumps, stainless head, Italy complete with 21 gallons s/s pressure tank, pressure switch at gauge. – 0. 5 hp pumps (raw), stainles head, Italy with switch and gauge. 6. Installation : – Installation and supply of pipes for 25sqmeter area is included in our offer. 7.Warranty – 1 year warranty for mechanical parts – 6 months warranty for electrical parts 8. Delivery: Free within Metro Manila 9. Support 1 year technical support. 1 week training of your staff. 10. Package Price: P250,000. 00 only Advantages of our system – The system is fully automatic and requires minimum maintenance and monitoring. – The system can be upgraded upto 2000GPD with minimum cost. – Pumps are from Italy – Protection from low pressure, overload and short circuit. I do not sell just to make money but also to help good and hard working people to survive this test in life – that is my commitment I kno w this usiness and I have learned to love it. Let me share my blessing. I am willing to help. Water Refilling Station Costing, requirements and other important informations. A. Capital Computation |a. 1000GPD water purification |250,000. 00 | |b. Renovation of the station |75,000. 00 | |c. Sign board |3,500. 00 | |d. Stickers |12,500. 00 | |e. 100 Bottles slim |12,500. 00 | |f. 100 Bottles round |15,000. 00 | |g.Motorcycle |65,000. 00 | |h. two layer side car |15,000. 00 | |i. Paper , documentation |3,500. 00 | |j. Water testing |4,500. 00 | |k. heat gun |2,500. 00 | |Total |459,000. 00 | |Say total capital |500,000. 00 | B. Cost, Sales, and Profit †¢ Rent 5,000 †¢ Meralco 6,000 †¢ Water 3,500 †¢ Driver salary 4,500 †¢ Refiller salary 3,000 †¢ Fuel 1,500 †¢ Telephone 500 †¢ Depreciation 2,500 Maintenance 1,000 †¢ Consumables 1,000 Total cost 28,500 Sales for 1000GPD Gallons (24hr. period) 1000 Bottles (5gal container) 200 bottles Monthly (26days) 5,200 bottles Sales (P35per bot) 182,000. 00 Net Profit 153,500. 00 monthly Kung half lang ng capacity ang nabenta.. meaning 100 bottles per day. Sales = 91,000 Net profit 62,500. 00 monthly, 64,000 monthly not bad pa rin di ba? Of course habang dumadami ang bottles produced at customer you may need to employ one more driver to accommodate the delivery. C. Important Requirements: 1. 25sq meters of space 2. Good source of water. Total Dissolved Solids must be below 500ppm.Meron ako tester na ginagamit to know ang TDS ng tubig. Above this TDS (500ppm) baka the quality ng product ay maapektuhan. D. Papers required for acquiring the License for your WRS 1. DTI 2. Barangay permit 3. Mayor's permit 4. Sanitary permit from Municipality or DOH E. Suggestions: E1. Location 1. You do not need to rent spacious place at along highway or road dahil tataas lang ang operating cost mo. If you have 25sqmeter sa bahay mo that will be enough. Or if you will rent naman siguro maximum take a pl ace that would cost from 5000 to 10,000 maximum at dapat meron agreement for 5 years at least. . If you are inside a well populated subdivision, very good because from the subdivision itsel you can easily earn 2 to 4k sales per day. At matipid pa sa gasolina. 3. You do not need to be along the highway dahil 90percent of your sales will be home delivery. E2: Equipments. †¢ Actually you are saving if you will get higher capacity of Reverse Osmosis purification unit. You need to run the system half of the time(12hrs. Only) to produce 1000 gallons. Anyway, yung equipments naman ay madali i-upgrade. †¢ If you can afford, get the fully automatic system.Wala ka ng babantayan na mapupuno or aapaw sa tanke. Just switch it on at it will automatically start and stop when empty at full na ang mga tangke. E3: Delivery You should have an idea kung saan ang maging market mo. Kung subdivision lang.. motorcycle na lang ang biling mo dahil it can carry 25 bottles din at matipid sa gasolina. In our case P500 full tank every 8-10days. Noong jeep ang gamit namin it is P100 per day. Some uses padyak lang. Kung posible sa lugar niyo why not. Contract : others will have a contract with motorcycle drivers P5 per gallon commission para ideliver ang tubig.Starting a Water Refilling Station Business It's easy to start with this kind of business, here's the procedures how: 1. Look for a supplier or seller of water refilling equipments and ask for the price list of different equipments that you can choose, if possible, ask for the feasibility study too to know how much the cost or total investment needed to put-up this type of business. 2. After studying the quotations and the total cost which you think is enough for your budget or capital, then you can start negotiating with the supplier. pic]Ask for discounts and know the after-sales support you can get from them like maintenance and warranty. Don't go for cheap equipments as this will not be worth in the long run. Always compa re and check carefully what you can see on the photos they give against the actual equipment. 3. After choosing the right equipment to purchase, look for a good place to put your refilling station. Some local municipals require a minimum of 25 sqm. total area for this type of business, but oftentimes 20 sqm is enough. If you don't want to rent a place, you can use your own house.Sales will not be a problem even you're inside a subdivision. 4. If you already found the location for you refilling station, you can now contact your preferred equipment supplier for your final negotiations. Ask for a typical layout of a water station from them that you can copy for your own water station. Some suppliers will check and evaluate the place for the best design and layout. 5. Oftentimes, the supplier will ask for a down payment before starting to prepare your equipments. The lead time for complete assembly is 2 to 3 weeks. Ask for a receipt or letter when paying for a down payment. 6.After clos ing the deal with the supplier, you can now start the construction of your water station that will take 3 to 4 weeks to finish. Start also making the deep well if this will be your preferred water source. Let the supplier check your water station during the construction to so that the lay-out will be strictly followed. It is very important that the carpenter follows the lay-out carefully especially on the washing area, pipings and drainage layout. While the construction is on-going, you can apply for a business permit to save time. 7. Go to the nearest DTI in your area and bring your residence certificate and barangay clearance.It's advisable to list 5 to 10 names you choose to name your business to avoid delay when your preferred name was already taken. 8. After getting the registered business name from DTI, go to your local municipal office and apply for a Mayor's business permit. The process takes 2 to 3 weeks depending on the area. Some municipal office will require you to submi t (a) water analysis of potability (physical, chemical and bacteriological test) from your raw or source of water. (b) Engineering drawings (building and electrical plan) signed by a sanitary engineer at other common legal requirement when applying for a building permit. . After getting the business permit and operation permit from municipal office, go to BIR and fill-up form 0506 and pay at the counter. After processing at BIR, you're now ready to make and print your receipts from the printing press. Some printing press will require you to show the approved form 0506 issued by BIR before printing your receipts. 10. It's now time to buy other supplies you will need like water containers, seals, heat gun, sanitizer soap, etc. You can also start doing your store's signage and sticker labels for your products. 11.Once the construction of your water station is finished and the water source is ready, you can now schedule the installation of the equipments (it's better to do it at night n ot too many people are roaming around). Complete installation takes 1 to 2 days only. 12. Allow the machine and equipments from 1 to 3 days to dry-run before selling the product, or get a sample for a water analysis. Go to the nearest DOH office and ask the procedures on how to test the water. Tip: it's better to get a water sample after a month of operation to make sure that the result of water analysis is good. 13.Wait for the result of water testing. If it passed, then good luck and welcome to the club! If it failed the test, call immediately the one who installed your equipments and let them check and analyze why. Other Frequently Ask Questions Q: What are the different types of water you can sell? A: There are four types of water that can be produced from the available equipments in the market today. 1. Mineral Water = Less investment but the disadvantage is shorter shelf life. 2. Purified Water = Equipments are more expensive that Mineral process with the use of â€Å"Reverse d Osmosis system†, the water will last up to 6 months. . Alkaline Water = Current fad because of positive write-ups about health benefits for people, but like mineral water, the shelf life is short. 4. PI Water = Started from Japan, known to have good effects in people's health but it's still quite expensive and not that popular in the Philippines. The customers are mostly Chinese. The selling price is about P200 to P250 per container (5gal. ) Q: What is the best source of water, Nawasa or deep well? A: Either of the two is fine, but deep well will give you a long term savings compared to Nawasa's costly monthly charge for commercial use.Q: How many personnel is required to run a water station? A: At first, 3 is enough, 1 driver, 1 helper and 1 refiller/washer. The number of personnel is relative to the demand of your products. Q: What are the consumable items with this type of business? Answer: †¢ Sediment Filter = replace every month or depending on the quality of the w ater source. †¢ GAC or Carbon Filter = usually 6 to 8 months average but if the water source is not good maybe 4 months only †¢ Carbon fillings = 8 moths to 1. 5 years average lifespan, or will be replaced if broken or the water starts to smell †¢ Daily use of seals Stickers Q: How true that this business is profitable and fast ROI? A: All business is not instant magic, the potential is good simply because water is a necessity. But this type of business, as with other business requires hard-work, patience, and ability to sell your product. Basic Feasibility Study A. Capital Investment 1. Water Refilling Machine – P 250,000. 00 2. Renovation or new store at least 20sqm size – 75,000. 00 3. Delivery vehicle (motorcycle with carrier or multi-cab) – 75,000. 00 4. Business permit & other legal docs (DTI, Mayor's permit, Water testing, etc. ) – 10,000. 0 5. Initial Supplies /miscellaneous – 31,750. 00 o a) 150 Bottles slim – 18,750. 00 o b) 50 Bottles round – 7,500. 00 o c) heat gun- 2,500. 00 o d) Stickers – 3,000. 00 6. Others – 8,250. 00 †¢ Total = P 450,000. 00 Note: Actual investment may increased or decreased depends on your actual resources, example: †¢ a. ) less amount for the delivery vehicle if you already have existing or you can buy 2nd unit. †¢ b. ) less amount for the store building if you have existing. †¢ c. ) increase or decrease amount on refilling equipment, depends on what type of water product you wants to sell ( e. . Mineral is only P150,000. 00 etc. ) B. Sales Income Check market price per 5 gal. container. Price may vary depends on the area what type of water product you want to sell: †¢ Mineral Water – P20 ~ P25 per container †¢ Purified Water – P30 ~ P35 per container †¢ Alkaline Water – P45 ~ P50 per container †¢ PI Water – P200 ~ P250 per container B1. Monthly Sales – P39,000. 00 †¢ 1ST 2 Months: Target is at least 50 containers /day (50 containers x P30. 00 selling price x 26days) B2. Monthly Expenses – P15,600. 00 1. Manpower/salaries – P 500/ day or P 9,100. 00 /mo. 1 driver – P200 /day o 1 re-filler – P150 /day 2. Electric bill – P3,500. 00 3. Phone bill – 500. 00 4. Transportation / gas allowance – 1,500. 00 5. Consumables and others – 1,000. 00 B3. Net Profit- P23,400. 00 (Gross Sales – Gross expenses = Net Profit) Note: You cannot compute your monthly sales based from your machine capacity (GPD Gallon Per Day) like other vendor's computation, simply because you cannot sold 200 bottles a day in the first 2 months operation of your business unless you're already operating for a year and you already established your customers in your area.

Business Explore

The rise of integrated reporting and increased investor focus on extra-financial factors are part of a new global attitude toward business. One example of this trend is provided by research from Ceres, an advocacy organization for sustainability leadership, into the evolution of sustainability practice in companies (Ceres, 2014; Ceres & Ramani, 2015). To understand what makes some companies more useful when it comes to delivering sustainability performance without sacrificing mission, Ceres focused its studies on how boards and directors provide oversight for sustainability. Their research discovered that by making both executives and governing boards formally accountable for sustainability performance, organizations can face the increasing pressure to deliver on sustainability and maintain social mission. Governance practices can provide a framework for building mission into the DNA of organizations. To take this inquiry further, more research is needed to capture current learning across sectors and to identify mission-supportive governance practice as it evolves. Sharing this information with budding social entrepreneurs, MBA students and investors, to increase their understanding of governance as a solution to mission challenges, could help develop more sophisticated attitudes toward the role of governance across the sector. Additionally, more research into Mission monitoring that makes use of metrics and enables governing boards and managers to evaluate mission alongside financial performance and deliver oversight and accountability in both areas is needed. Investor engagement is another area where more research could be beneficial. As the sector continues to expand into the mainstream, new investors will be joining the boards of growing social entrepreneurships and exerting their influence. More work on how the leaders of these organizations can create proactive strategies to identify investors who align with the mission and negotiate favorable terms for mission preservation would be welcome. More research into how investor behavior, and the impact that has on mission preservation, could yield clues as to why so many businesses find mission pushed to the margins as they grow. There is also room for developing practical resources to help social entrepreneurships establish effective investor engagement and communication strategies. As the sector matures, finding the right people remains challenging for organizations in the hectic scaling stage. More extensive use of skills matrices—and matrices developed especially for mission-driven businesses—could help. A specialist referral service, online skills bank or recruiting agency could be established to connect organizations with appropriate candidates.

Two World Wars A Journey of Borden’s Fiction

Introduction The topic of Word War I literature and World War II literature is one that is extensively covered and researched by contemporary critics and scholars. However, the focus tends to be on literature of either one or the other war and not typically on any links between the two. The research that exists is largely centred on either gender or class in the literature, not about how a particular gender writes about a specific class. Therefore, a dissertation on Mary Borden’s focus on aristocracy in the two world wars will help fill a gap in research on war literature.1.1 Research ObjectiveMary Borden lived through and wrote extensively on both wars and this dissertation will establish and illustrate the evolution of Borden’s war consciousness and philosophies surrounding warfare and its impact on society. Borden’s narrative focus began as intensely personal and situated in the aristocratic world, which was familiar to her, but evolved between wars and had opened up and shifted in a more political direction by the end of World War II. In order to prove this and explore how the wars affected Borden’s writing, the dissertation will strive to answer the following questions: To what extent did Borden’s novels reflect the events of the two war eras How did Mary Borden valuate the aristocracy and why In what way was her opinion of the aristocracy influenced by the wars and her contemporary era as a whole What kinds of themes are adopted in the novels depending on whether they are pre-, during or post-war period and how much do they differ To what extent do Borden’s themes reflect the transitions in society and the changing roles of men and women that resulted from the two wars1.2. Proposed StructureThe proposed dissertation will be structured in five chapters set out around the following topics: Introduction – Sets out the biography of Mary Borden in broad strokes, introduces the research questions and aim set out above and explains the choice to focus on Borden’s novels and memoirs because they more directly show the influence of the war on Borden’s consciousness and is less restricted by the mandatory commentary on form that poetry elicits. Borden and World War I – Borden’s memoir will be the foundation that a discussion around her opinions of the aristocracy and its influence on the coming and effects of the war is built. Borden and World War II – Debates the new ideas introduced by Borden that were not present in her writing on the great war and uses her other memoir to again research how her life at this stage influenced the thinking in her writing. The impact of war on Borden’s literary consciousness – Establishes the reason Mary Borden should be read as a war novelist because of her evolving consciousness in her novels regarding the causes and effects of war on society. Conclusion – Mary Borden was very much a novelist shaped by the two word wars and her own heritage strongly influenced her thinking around the impact the war had on herself and society at large. By structuring the dissertation in this manner – with the writing from each war in separate chapters the clarity of the argument will benefit in that it is easier to draw upon separate sources and build comprehensive profiles of how Borden wrote about the two wars. Once such profiles have been established, the fourth chapter can use these as the foundation of empirical evidence upon which to base a coherent exploration of the evolution of Borden’s war consciousness in her writing. This chapter will provide the opportunity for the author’s analytical skillset to be proven. Literature Review2.1 Primary literatureThe two chapters on the world wars will use two of Borden’s memoirs as the foundation for arguing how Borden’s life influenced her work. The Forbidden Zone will be analysed for the chapter on World War I and Journey Down A Blind Alley will be used for World War II. Further, the chapter on WWI will centre upon three novels that present some of Borden’s central themes and a chronological scope of the war: The Romantic Woman is a story of aristocracy before the war, Sarah Defiant centres upon a love affair during the war and finally Jehova’s Day portrays England in the post-war period. Reference will also be made to Jericho Sands and A Woman With White Eyes. As Borden’s writing on war shifted in a more political direction around WWII, the analysis will not abide by a particular chronology in this chapter. The main texts are: You the Jury – setting the stage for the war and depicting it – The Hungry Leopard as a work containing Borden’s broader political and sociological points thoughts on the war era from 1937 to 54 and Margin of Error – a work concerned with colonialism and its role in the war. Other referenced works will include Catspaw and Passport for a Girl.2.2 Secondary sourcesThese will include a mixture of historical sources and literary criticism. Carol Acton’s theories set forth in Diverting the Gaze: The Unseen Text in Women’s War Writing will be used for some literary theory concerning women writing about war and the discussions on Borden’s life and memoirs will be substantially aided by Jane Conway’s – Borden’s biographer – work. Literary critics will include M. Higonnet, S. Ouditt,, F. Mort and T. Tate as they have all done substantial work concerning female writers of the war and their relationship to identity. Historical background will be works by B.A. Waites, M.L. Bush and B.W. Tuchman along with other sources yet to be identified. Methodology The approach will be independent analysis of the primary sources, using secondary sources primarily to argue against and some to support and provide background. Further sources will be identified by using Jane Conway’s the bibliographies of Conway and other sources already identified as well as web searches on databases such as JStor and Project Muse. Preliminary Bibliography4.1 Primary literatureBorden, M., 1929. The Forbidden Zone Borden, M., 1946. Journey Down A Blind Alley Borden, M., 1916. The Romantic Woman Borden, M., 1931. Sarah Defiant Borden, M., 1929. Jehova’s Day Borden, M., 1925. Jericho Sands Borden, M., 1930. A Woman With White Eyes Borden, M., 1952. You the Jury Borden, M. 1956. The Hungry Leopard Borden, M., 1954. Margin of Error Borden, M., 1950. Catspaw Borden, M., 1939. Passport for a Girl 4.2. Secondary sourcesGubar, S., Gilbert, S.M. â€Å"The Madwoman in the Attic.† New Haven: Yale University. Heilbrun, C.G., Higonnet, M.R., 1983 The Representation of women in fiction. Vol. 7. Johns Hopkins University Press. Higonnet, M.R., 1987. Behind the lines: Gender and the two world wars. New Haven: Yale University Press. MacKay, M., 2010. Modernism and World War II. Cambridge: Cambridge University Press. Mort, F., 2006. â€Å"Scandalous Events: Metropolitan Culture and Moral Change in Post-Second World War London.† Representations 93.1 (2006): 106-137. Ouditt, S., 1994. Fighting Forces, Writing Women: Identity and Ideology in the First World War. London: Routledge. Raitt, S., Tate, T., eds, 1997. Women’s fiction and the Great War. Oxford: Clarendon Press. Tate, T., 1998. Modernism, History and the First World War. Manchester: Manchester University Press.

Dreams Essay Example | Topics and Well Written Essays - 1750 words

Dreams - Essay Example Scientific theories have ranged from speculation that we dream as a means of learning more about ourselves through the revelation of repressed desires to the concept that dreams are a means of the subconscious providing the conscious mind with seemingly prophetic warnings developed through thousands of unconscious signals received during the waking hours. Other theories have suggested that we dream as a means of further developing our mental abilities and spiritual concepts, slowly assimilating what we’ve learned into our established worldview while still others have indicated that we dream as a means of dealing with our daily experiences by either getting rid of the memories or storing them away in our mental memory banks. What the various scientists have revealed in their dream studies is that there are a wide variety of ways in which dreams might have meaning to an individual, whether they realize it or not. However, it seems plausible that dreams will have more meaning to an individual who has a particular belief regarding what they might mean than an individual who reports they don’t dream at all or who believes that dreams have no meaning and doesn’t bother to remember them. Sigmund Freud is perhaps the most recognized individual in the field of dream theory. In developing his model of the mind, Freud determined that the dream functions as a sleeper’s defense against the disturbing thoughts and emotions of the subconscious mind (the id) by acting as a censor (Wilson, 2005). Unlike Freud, who felt that dreams were less frightening manifestations of subconscious horrors, Jung felt that they were revelations that uncovered not only our own emotional issues and fears of the perso nal subconscious, but also link us to the collective unconscious, â€Å"the reservoir of our experiences as a species, a kind of knowledge we are all born with. And yet we can

Data Collection and Analysis With a Real Teacher-Researcher Essay

Data Collection and Analysis With a Real Teacher-Researcher - Essay Example May benefited in her collaboration, in that, they broadened her mind to the inquiry where she saw it from different angles, and guided her to choose the best approach, and they also assisted her in areas she felt tired. Collaboration in the research process gives time for one to come up with the best service because shortcomings are outweighed (Herreid, 2006). Mays’ plan of data collection is good from my general perspective if looked at a glance. The most meaningful part of her plan is tier 3 intervention. This is because the section targets the challenging students individually and tends to empower him or her, and this leaves a clear result for May. If compared to other parts, this one focus on each student at a time until the areas of improvement are identified, it shows how practical the area is, where students also build on previous knowledge from classroom routines and became responsible and answerable if they do not meet the set standards. The most impractical area comes in when a teacher decides to rely on another who collects data on their behalf. The data may be biased or in accurate, also, the idea of adding adults to class may distract some students, to the teacher, they may be forced to reset the goals, and also give more time for all students to familiarize themselves so as to be ready to learn. It will reduce the morale and authority May had on her students. Conducting an individual interview among students exhibiting worse behaviors in class would be another good form to put into consideration. This will allow her capture external triggers to such behaviors like problems from home between parents or sibling rivalry or social wise among others. Taking one by one for interrogation will allow May understand them better and deal with each differently. To the students, they will have a picture in mind of a caring teacher (Shagoury & Power,

Small groups and Team communication Essay Example | Topics and Well Written Essays - 1250 words

Small groups and Team communication - Essay Example Every team leader and manager should be an expert in dealing with small groups to achieve success. â€Å"Individual commitment to a group effort -- that is what makes a team work, a company work, a society work, a civilization work† said Vincent Lombardi. The duty of every leader is to bring out this personal dedication from every person working under them. Every team member is like a horse tied to a chariot. The team leader should control this group of horses using ethics as the whip and identification plus appreciation as the carrot for the horses. As a charioteer, the leader is completely responsible for making his team win or lose the race. A leader has several responsibilities like understanding the specific problems associated with the project, running the team smoothly without any ego clashes, extracting the best from the new performer as well as the star performer, meeting the deadlines and the expectancies of the management without compromising the basic rights of the city clean team, etc. With the concept of global Village gaining popularity day by day, working with people from different countries in multicultural workspaces is unavoidable. When people from various races and countries join together to work in a single group, conflicts arising because of cultural differences are very common. For example, Americans consider it an honour to give each other enough space. They do not interfere in another person’s personal life. At the same time, people from traditional European countries consider it a symbol of friendship to act very close to each other. Handshaking is considered as the polite act in some cultures, while kissing on the cheeks while greeting a woman is mandatory in others. The same act is considered taboo in eastern cultures. Several conflicts might arise due to these misconceptions. It is up to the leader to run the team smoothly

International marketing Essay Example | Topics and Well Written Essays - 1000 words - 2

International marketing - Essay Example The second article is related to multinationals opening up their operations in different parts of the world, especially in the emerging markets of the economy. Discussion Article 1 The article titled â€Å"PayPal helps fuel revival at EBay† was published on October, 2012 following the announcement of the September financial results of EBay (The Wall Street Journal, 2012). The business of EBay had suffered during the first two quarters of 2012 but showed a revival in the third quarter financial results. The growth in the revenues of EBay was fuelled by the payments through PayPal. The revenue of EBay rose to USD 3.4 billion with an increase of 15% above the previous revenue generated by the business. The profits and growth of the company were further attributed to the launch of a new website and more developed features in worldwide listing and shipping services. EBay has successfully captured the global e-commerce market with its power shipping and same day shipping programs. T he shipping programs of EBay provide a significant competitive edge for the business over its competitors like Amazon.com and Wal-Mart stores. The new design of the eBay website was aimed at capturing more market share by offering user friendly services and fast checkout systems. PayPal was acquired by EBay Inc. in 2002 after which PayPal was used as the only electronic payments system for EBay in the United States market as well as in the global market for cross country transactions of goods and services. EBay had acquired Billpoint in 1999 to use its services for the electronic payment gateway. But Billpoint faced severe competition from PayPal which was the mode of payment for 25% of the auctions in EBay. So, EBay decided to acquire PayPal as an important corporate strategy to increase their market share and the growth of the company. The alliance of EBay and PayPal was a revolutionary alliance in the e-commerce industry which highly boosted EBay sales and attracted customers fro m all across the globe. PayPal was a main element which drove the success of EBay as an e-commerce giant in the international market. E-commerce is one of the most evolving features of globalization. EBay has enabled the users all across the world to research, buy and sell products on their site. The e-commerce site also is an important sourcing site for a number of merchants trading globally. EBay has evolved as a wide platform consisting of suppliers and buyers from different industries varying from clothing, food, accessories, furniture, books, electronics and everything else that is traded in the world. PayPal distinctively contributed to the revenue generation of EBay by increasing the customer bottom line and providing a delightful experience for the customers. In the light of globalization, EBay has successfully applied technological integration in its business processes. Article 2 The article titled Global Marketing: Local Heroes is related to the publishing of the book All Business is Local: Why Place Matters More Than Ever in a Global Virtual World by John Quelch and Katherine Jocz (The Economist, 2012). The article refers to the increasing importance of the locations for a business and the growing trend of the big companies trying to penetrate the untapped markets. The multinationals strongly targeting the emerging markets has made the world more interconnected. The companies

A Role For Theory Research Paper Example | Topics and Well Written Essays - 500 words

A Role For Theory - Research Paper Example Public policy theory, the study or discussion of public policies (in this case relating to Global Warming) play an important role in the daily lives of a policy practitioner. It would one’s first priority as a policy practitioner to keep up to date with what goes on in their world, their country, and the country’s government. To stay in touch with any new changes that the government or official might decide to make or imply is what keeps a policy practitioner going, which has a high tendency of happening as Global Warming policy practitioner. There is much practical value to understanding the theories of public policy for policy practitioner or analyst because keeping their discussions as close to facts as possible is what is going to help them be better at what they do. If they start forming rhetorical theories about an issue they approach, it will be very hard for them to convince others to see their point of view. Environmental Sociology developed in the 1970s when increasing awareness on a social level about global warming or climate change started taking place. By 2007 sociologists who belong to the studies of environmental problems had dedicated themselves to the investigation and application of conceptual approaches to global warming and are still ongoing. The U.S Global Change Research Program, developed in 1989, works with the coordination and integration of federal researches done on the changes in the global environment and their implications on society. The Executive Office of the President of U.S officially oversaw the U.S. Climate Change Science Program, from 2002 to 2008 which was facilitated by the National Coordination Office. I believe that keeping public policies as close to the reality of the situation is the best a practitioner can do.

Management Coursework Example | Topics and Well Written Essays - 250 words

Management - Coursework Example The example given by Ezell helps explore the question under discussion (Clawson, 2012).  Laura Dickson has comprehensively discussed the ways in which leaders can recognize talents. Laura highlights the role of human resources, which form a crucial part of an organization’s talents (Clawson, 2012).  This argument mirrors on the realization of the role that other people can play in the organization. In my understanding, the discussion by Smith majorly outlines the role of other stakeholders (such as employees) in the recognition of talents. However, the use of such strategies as promotion does not necessarily mean that talents will be easily recognizable (Clawson, 2012).  In the discussion, the main elements that help in the attainment of an organization’s vision are discussed. This discussion explores how leaders can build teams from individuals who possess multiple skills (Clawson, 2012).  As stated in the discussion, it is crucial to listen to the personal sto ry of the employees in order to ascertain what the employee likes or does not like (Clawson, 2012). However, this may not be an effective strategy as the reasons were given by some employees may not be valid.  This discussion has completely discussed the strategies that can be employed to influence employees who lack motivation, as well as unwillingness. The discussion is helpful; as it highlights the role played by effective leadership when it comes to influencing others in the workplace (Clawson, 2012).  This discussion gives a comprehensive overview of the ways through which leadership can be strengthened in organizations. I agree with the argument that leaders ought to take time to know their teams.

Has international law governing the use of force dramatically changed Essay

Has international law governing the use of force dramatically changed since 2001 - Essay Example The charter terms use of force as a threat to the peace, a breach of the peace, or an act of aggression3. On the other hand, Article 2, paragraph 4 of the UN charter, prohibits use of force. It states that; all members shall refrain in their international relations from the threat or use of force against the territorial integrity or political independence of any state, or in any other manner inconsistent with the Purposes of the United Nations4. This is just an emphasis of the mission of UN Charter as contained in Article1 (1) ‘Maintain international peace and security, and to that end: to take effective collective measures for the prevention and removal of threats to the peace, and for the suppression of acts of aggression or other breaches of the peace.5’ the articles apply to all members and non-member state. Notwithstanding these provisions in the UN charter, there are two exceptions that allow use of force; Article 42 permits the council (and to member states) to ta ke appropriate measures to restore peace and international security. It states that the council has power to take any action where non-forcible measures have proven to be inadequate. However, the authorization to use force must be given by the Security Council alone and not members to decide to apply force6. The second exception is the general rule of using force for self-defense as stated in Article 51 of the UN Charter; ‘Nothing in the present Charter shall impair the inherent right of individual or collective self-defense if an armed attack occurs against a Member of the United Nations, until the Security Council has taken measures necessary to maintain international peace and security7. However, Article 51 is not the only authority that permits use of force; the Customary International law has historically allowed the use of force for self-defense. The Customary International Law not only enforces Article 51 but also allows pre-emptive measures8. According to Wallenstein, â€Å"the customary right of self-defense is also accorded to States as a preventive measure, taken in ‘anticipation’ of an armed attack†9. The requirements giving rise to this customary right were enunciated in the widely cited Caroline incident, where in 1837, some British soldiers attacked an American boat; Caroline, set it on fire and the only justification the British gave was â€Å"for self-defense.† Accepting this explanation, the then American Secretary of State Daniel Webster set out the basic elements of the right, stating that there should be a â€Å"necessity of self-defense, instant, overwhelming, leaving no choice of means and no moment for deliberation10† The UN Security Council Res 1368 recognizes that the right for self-defense can be used to respond to terrorist attacks. On the Armed Activities Case; ICJ recognizes that there could be armed attacks by non-state actors in the absence of an effective government authority. However, wh ere the act of aggression is committed by a non-state actor, the act of self-defense can only be justified if that act of aggression is attributed to that State. The attacks are justified as long as the state acts as soon as the attacks have occurred or the enemies have set security threatening messages11. The charter states clearly states that a nation can use self-defense when the enemy has attacked them, simply implying that there must be evidence of armed attack. Thus,

Gender wage gap discrimination in Canada, ontario and how it affects Essay

Gender wage gap discrimination in Canada, ontario and how it affects women especially, immigrant women. - 12 font, time new roman - Essay Example Despite the efforts of the international labour organization and the human rights commission to fight against wage differences across genders, this problem still persists. Research shows that wage balance is one way of empowering the economy by providing equal chances for every person in the society to develop. While some analytics argue that wage gap is a result of difference in education level across genders, this paper argues that wage gap is a form of discrimination. The gender wage gap in Ontario has been a controversial issue since early 1980s when this difference was noted. Cornish and Faraday (2008) noted that women salary for equal position in Ontario is 29% below that of women indicating a wide salary gap across the gender boundaries. A close look at the wage gap trends indicates that there has only been slight improvement in the last 25 years despite the numerous efforts to close this gap. In 1987, before the emergence of wage gap activists, the wage gap was approximately 37% in Ontario. These trends indicate that the efforts to bring down the gap have been undermined and the gap remains wide. Cornish (2009) points out the wage gap has affected aboriginal women who have migrated to Ontario in search for a job. This trend in the Ontario employment sector is a matter that has attracted a lot of attention not only from the public but also to the women right activists as many feel that there is a need for equal pay across all gender as part o f diversity management. Cornish and Faraday (2008) point out that the wage gap difference is a matter of urgency that must be addressed to fight gender oppression in the society. Wages gap analysts have come up with myriad argument on the cause of wage gap across gender in Canada, Ontario. A good number of them argue that the education difference in Ontario is the major reason why there is wage gap in this society. The argument of those who feel

Employee Portfolio Essay Example for Free

Employee Portfolio Essay The purpose of this word summary is to be in the place of three employees at Riordan Manufacturing. These three employees have recently taken various self-assessments to help the manager in managing the teams. The summary will discuss the ways in which these three employees’ characteristics affect the performance of the organization and make recommendations for additional assessment. The three employees who have taken these tests are Antisha McFadden, Marianne Felts, and Edna Scafe. Antisha McFadden has scored 76 in the test â€Å"How satisfied and I with my job?† Because her score was below the average she is a very satisfied person when it comes to her job, she is optimistic. However, she cannot accept critique and she should learn how to be able to accept critique. In the test Felts her score was 66, which says about her that she is a deliberate candidate. These are things that she does with no reason and she should start having a reason for everything she does. In the Scafe test, Edna scores 92, which means that she poses a higher emotional intelligence. She should learn how o be less subjective when evaluating. Marianne Felts has taken the same tests, as Antisha and her results were different. In the first test she scored 76 which means that she is an average satisfied person when it comes to her job, while in the second test she scored 66 telling us that she has a higher emotional intelligence. The recommendation for Antisha is to increase the level of concentration when working so that everything is perfectly done. The third employee interviewed is Edna Scafe, who takes the same tests as the first two employees and her scores are different. In the first test, Edna scores only 92 meaning that she is not satisfied with her jobs, while in the second her score is 22 meaning that she has a more blended style of decision making. The third test shows a score of 28 meaning that she is a person with normal levels of emotional intelligence. The recommendations for Edna are to reduce the time when deciding and not to reduce the quality or effectiveness of the decision taken.

Effect of Rural Urban Cultural Differences

Effect of Rural Urban Cultural Differences Multiple intelligence is a new concept devised by Gardener. . To replace the narrow view of intelligence, the emergence of multiple inelegance theory make us feel that every individual has multiple talents. Focus these days is on designing educational experiences for the students that demonstrate and explore that how smart they are in the synergistic environment of a community of learner as they move in the new century. And as described earlier the collaboration between ecological factors and MI can build a new theory in the area of psychology and education. Every one living in this world is having its unique qualities. Psychology calls its Individual Difference and Philosophy calls it Natural Endowments. Every learner has its pace, speed, likings, disliking in course of development. A person learns best when taught in the way he or she can best perceive the things to be learned. A person can be most successful in a profession when the same is according to his or her abilities and in terest .Each student has the capabilities to activate all the eight identified intelligence but these intelligences may be developed in different degrees within each individual.(Elliot et al 1999). As humans, our life is determined and influenced by various dimensions: a biological inheritance and physical appearance that distinguish us from other living beings; a psychological make-up which determines our mental, emotional, linguistic, behavioral and moral aspects; a social need which affects all aspects of our existence and lifestyle; and a spiritual dimension which helps us to distinguish right and wrong. (Motah, 2006) The most important and most prized possession is intelligence, yet it is a concept that evens the most intelligent people has not been able to agree on (Santrock, 2000). An individuals spheres of knowledge are not developed within an internal cognitive vacuum, untouched by the objects, persons and events in ones environment. The different domains and disciplines valued by different cultures exert a tremendous influence over how ones intelligences develop, and to what extent they are mobilized. Gardner defines intelligence not in terms of raw capacity or mastery, but asthe ability to solve problems, or to create products, that are valued within one or more cultural settings(2004, xxiv). Each cultural setting in its interactions with the individual tries to promote the individuals ability in its preferred domain. By contrast, environmental settings can also shape the individual concepts and attitudes in an active controlling way. (Goodnow 1990) Environment exerts a great influence on the cognitive abilities of a person. Intelligence will flourish in an individuals life as the result of a dynamic interaction between his or her biology (genes), psychology (family environment) and cultural context (favorable or unfavorable historical epoch). Intelligence begins and develops in a socio-cultural context. Vygotsky (1978) believed that all higher cognitive processes develop out of social interaction. Due to social, cultural and economic differences there are differences in developmental traits among individuals .Environment is considered to be a vital point in MI theory. Gardener defines intelligence not in terms of raw capacity or mastery, but as the ability to solve problems or to create products that are valued within one or more culture settings. There is a major difference between rural and urban environment, although the basic developmental principles are universal and follow consistent course. Human ecological perspective stresses the importance of understanding relationship between many aspects of socio-cultural world. In his theory environment is considered as a series of compact structures that extend beyond the home, school and neighborhood setting in which the individuals spend their day life. Most of the population (70%) is still residing in rural India. There is lot of socio-cultural differences between exposure, facilities, instructional activities, etc., among rural and urban setting. Societys culture, tradition and value system infiltrates to influence through interactions with the environment of the environment is regarded as having a powerful impact on the development. Society is a web of human relationship. We interact with others, meet so many people, behave according to social norms and social environment and this social environment either it is rural or urban affects intelligence of any human being. The social setting in which the growth of a child takes place, type of surroundings, culture, habits, exposure, etc., all these have a direct or indirect influence upon ones emerging abilities. Societys culture, tradition and value system infiltrates to influence through interactions with the environment. In this way, the environment serves as Cultural Amplifier (Bru ner, 1960), amplifying cultural practices (like written language) and values (like appreciation of art). Thus, effect is amplified when a person actually uses tools supplied by culture (Cole and Griffin, 1980). Such experiences can evoke resonance (Kornhaber et al., 1990) in the child, reinforcing his emerging abilities. Gardner (1983) environments can give children selective exposure to different domains. The Mexican children born to potter families have substantial exposure to clay and related activities Researches over the last few decades have shown that human development is a process of interaction between biological and environmental factors. The ecology of human development involves scientific study of the progressive and mutual accommodation between an active growing human being and the changing properties of the immediate setting in which the developing person lives, as this process is affected by relations between the setting and by the large contents in which the settings are embedded Brofenbrenner, 1979). Initially, most theories of intelligence whether singular or multiple have assumed that intelligences are simply biological entities or potentials, which exist in the head and in the brain and can be measured reliably independent of content. These days concepts of multiple intelligence are one approach around which educators have begun to focus their efforts. Gardner proposed the theory of Multiple Intelligence and challenged old beliefs about what it means to be smart. It s now how smart you are, its how you are smart? Gardner (1999) defined intelligence as bio psychological potential to process information that can be activated in a cultural setting to solve problems or create products that are of value in a culture. Multiple intelligence theory feels us that every individual has multiple talents. Focus these days is on designing educational experiences for students that demonstrate and explore how they are smart in the synergistic environment of a community of learners. Gardner argues that intelligence is not some static reality fixed at birth and measured well by standardized testing. Instead, intelligence is a dynamic, ever growing reality that can be expanded in ones life through eyelid intelligences: (1) linguistic (words), (2) logical mathematical (numbers), (3) spatial (pictures), (4) musical (musical photometric), (5) bodily-pin esthetic (movement), (6) interpersonal (people), (7) intrapersonal (self), (8) naturalistic (flora fauna). Multip le Intelligence incorporates the broad spectrum of human abilities into eight-fold system that can make any person a winner in life. Now it is a debate on this specific issue that is there any significant effect of socio cultural setting on different dimensions of multiple intelligence. Rural youth is in doubts where he stands. So this is the time when society should recognize their strong multiple intelligence and factors which influence their multiple intelligence, to learn new things in his or her own way and pursue interest and choose future profession which required that particular intelligence considering the importance of multiple intelligence, an idea was conceptualized to find out multiple intelligence among school going children of 12-14 years old in rural and urban area of Haryana with the objective of comparing the multiple intelligence among children in rural and urban areas. When we talk about adolescents, early adolescence is very crucial period of life, whether it is physical, socio-emotional, psychological or educational development, all are on the peak during this phase. This is the time when fou ndations of future professional settlement are laid. A person can be most successful in a profession when the profession is according to his or her abilities and interests. Review of Literature Alkhateeb and Jumaa (2002) investigated the effect of cooperative learning on eighth grade students performance in algebra. Boys in the cooperative setting improved significantly on the performance test compared with boys in the traditional setting. Chong (2004) investigated the exposures to the instructional activities, involving socio-cognitive techniques, showed a positive impact on the self-efficacy and self-regulation in the academic domain but not on aspects of self-concept, social efficacy and social regulation, suggesting that socio-cultural variables may be more amenable to change. Manocha (2003) also found that micro, meso and exo levels are significantly correlated with the concept development among rural children. Furnham et al. (1999) reported that there were both significant cultural and sex difference in the estimation of overall own MI scores. Furnham et al. (2002) found clear cultural and gender differences in degrees of multiple intelligence of people with all the p articipants rating their fathers and brothers numerical intelligence higher and verbal intelligence lower than that of their mothers and sisters .Ramanathan (1994) indicated that the mean IQ scores declined consistently with increase of birth order in rural as well as urban areas. Brofenbrenner (1989) stated that people in a particular culture or subculture often share broad based beliefs that are different from other cultures. For example, values and attitudes of children growing in an urban setting differ from those of rural setting. RICCIUTI et al. (1990) found that the interaction effects of low birth weight ( LBW) and social risk associated with fathers absence increased the likelihood of cognitive impairment in the early years of life. Silver et al. (2000) in the face of increasing cultural diversity, educators need new ways of understanding how children think. Educators at all grade levels and in all content areas should implement a holistic learning programme that seamlessly integrates learning styles and multiple intelligences into instruction, curriculum and assessment. Teachers should help students become more reflective and self-aware learners. There is a strong cultural bias that undervalues sewing and relegates it to handedness instead of the loffier headedness. Cheng (1999) more often, creativity is discussed in the literature as if it is culture free. Only in the recent years has the cultural aspect of creativity been studied explicitly of late, cultural difference in creativity has not only been expressed through conceptual discourse but also investigated empirically. Li and Shallcross (1992) compared the creative problem solving behavior of Chinese and American elementary and high school students and re ported differences in approach to the nine-dot problem. Evidently, researches are now more consciously aware that culture can and does play a role in the development of creativity. Pearson (1998) multiple intelligences theory endorses a group of propositions many teachers have always believed. We are not all the same; we do not have the same kinds of minds; and education works most effectively if these differences are taken into account rather than denied or ignored. From the above discussion, it can be concluded that there is a great need to study different socio-cultural, rural-urban setting as mentioned in the review that IQ scores are influenced by rural-urban set-up. Research Methodology Sample size Two schools from each district i.e. Sirsa and Hisar were selected. From each school, 40 respondents were taken purposively to meet the sample size of 160 respondents. Age was considered 12-14 years as per requirement of the standardized scale used in study. Exploratory cum Descriptive design is used Research Instruments A well developed and modified standardized Multiple Intelligence Assessment Tool by Gurpreet Kaur and Chhikara (2006) was used. Minor modifications were done before the use of scale. Objectives: The very objective of the research paper is to compare the different types multiple intelligence among school going children in rural and urban area Hypothesis: There is no significant difference in linguistic intelligence of rural urban children. There is no significant difference in logical mathematical intelligence of rural urban children. There is no significant difference in musical intelligence of rural urban children. There is no significant difference in bodily kinesthetic intelligence of rural urban children. There is no significant difference in Visual spatial intelligence of rural urban children. There is no significant difference in interpersonal intelligence of rural urban children. There is no significant difference in naturalistic intelligence of rural urban children. There is no significant difference in intrapersonal intelligence of rural urban children. Results and Discussions Linguistic intelligence: Linguistic intelligence is the intelligence of words. This is the intelligence of journalists, storytellers, poet, lawyer, etc. The significance of differences between mean scores of rural and urban area was tested by the T test. Table shows that significant differences were observed in the mean scores of rural and urban areas adolescents in linguistic (t=2.48*), Language plays a major role in manifestation of educational status. Language is used both as a means of expression as well as communication (Choudhary, 2005). The surrounding world furthermore in our rural Haryana when insisting the children meet daily responsibilities, mothers of sons more often pair control with autonomy granting Whereas in urban areas situation is far better. No gender discrimination as compared to rural area was found, and this is the factor which leads in linguistic intelligence of urban area adolescents than rural area. Significant results were obtained. Logical mathematical intelligence: Logical mathematical intelligence is the intelligence of numbers and logic. This is the intelligence of the scientist, accountant, computer programmer, etc. Results depicted in the table showed rural adolescents higher mean scores on logical mathematical intelligence as compared to urban adolescents. Non-significant association was observed by adolescents, an overall difference in mathematical abilities in rural and urban area exists (Bielinski and Davison, 1998; Lin and Hyde, 1989). A study conducted to check achievement in mathematical and language shows students were better in maths and language in a multigrade school (Chandrasekhar and Santosh Kumari, 2006). Musical intelligence: Musical intelligence is the capacity to perceive, appreciate and produce rhythms and melodies. This is the intelligence of musicians or singers, music teacher, musical copyist, instrument maker, lyricist, etc. Musical intelligence was slightly higher in urban area than rural area adolescents. This was due to interest taken by parents and facilities provided by parents of urban areas. Often in urban area reading, spelling art and music are regarded as more important for children especially for girls whereas in rural area mathematics, atheletics and mechanical skills are considered more important (Eccles et al., 1990; Jacobs and Weisz, 1994.For music girls are usually found to be more interested in music than boys and are seen discussing about music in their free time with their friends. In our rural society, music and dance are considered more to be feminist traits, although girls are also not encouraged to take it as a profession (Andre et al., 1999; Freedman-Doan et al., 2000). bodily kinesthetic: Bodily kinesthetic intelligence is the intelligence of the physical self. It includes talent in controlling ones body movement and also in handling objects skillfully. This is the intelligence of athletes, crafts people, mechanics, surgeons, etc. In bodily kinesthetic and visual spatial intelligence and intrapersonal urban area adolescents leaded whereas in interpersonal, naturalistic and logical-mathematical intelligence, rural area adolescents had slightly higher mean value. Visual spatial intelligence: Spatial intelligence involves thinking ink pictures and images and ability to perceive transform and recreate different aspects of visual spatial world. This is the intelligence of architect, photographers, artists, pilots, mechanical engineers, etc. Visual spatial intelligence was higher in urban areas as compared to rural area. There is significant difference observed in the mean scores of rural and urban areas adolescents in visual spatial (2.31*).In urban area there is much exposure in children due to mass media entertainment inputs and various modern facilities in the form of T.V, computers, internet and other electrical gadgets where visual spatial intelligence may achieve greater mean score in urban children. Naturalistic intelligence Naturalistic intelligence is the intelligence of nature personal strong in this displays empathy, recognition, and understanding for the living and natural things (plants, animals, geology, etc.). It is the intelligence of a farmer, scientist and animal caretakers. There is no significant difference was found in naturalistic intelligence in urban and rural area. Because nature has given us natural qualities which is crowned in every human being. Interpersonal intelligence Interpersonal intelligence is the ability to understand people. In particular, it requires a capacity to perceive and the responsiveness to the moods, temperaments, intensions and desires of the others. This is the intelligence of administrators, manager, school principal, psychologist, etc. There is significant difference was found Intrapersonal intelligence Intrapersonal intelligence is the intelligence of inner self. A person strong in this kind of intelligence can easily access his/her own feelings, discriminate between many different kinds of inner emotional status and uses his/her understanding to enrich and guide his/her life. This is the intelligence of a counselor, theologians, self-employed business people, etc. The results from rural and urban Maharashtra revealed the level of emotional intelligence as low and independent irrespective of gender, area and age (Tyagi, 2004). Significant results were obtained in linguistic, musical, bodily-kinesthetic, visual special and interpersonal, whereas non-significant in logical mathematical, naturalistic and intrapersonal intelligence. The study revealed the difference among rural and urban multiple intelligence, so hypothesis is rejected. The significance of differences between mean scores of rural and urban area was tested by the T test. Table shows that significant differences were observed in the mean scores of rural and urban areas adolescents in linguistic (t=2.48*), musical intelligence (-5.96**), logical mathematical (1.63NS) kinesthetic (2.7**), visual spatial (2.31*), interpersonal (5.50**) and in the intrapersonal (0.44NS In case of multiple intelligence there is always need attention which requires special attention both by parents as well as teachers for adolescents belonging to rural and urban area. Adolescents who have more potential in particular aspect, if they are encouraged and motivated, they can be able to recognize their potential and can reach the stage of maximum ability of their talent in particular field. Suggestions and Educational Implications By finding peoples intelligence in different aspects, they can become famous people in their field like Dhoni (bodily kinesthetic), Abhijeet Sawant (musical intelligence), Mandira Bedi (interpersonal intelligence), Osho (intrapersonal intelligence), Vishwanathan Anand (logical mathematical intelligence), M.F. Hussain (visual spatial intelligence), Ayn Rand (linguistic intelligence) and Saleim Ali (Naturalistic intelligence). Need is to educate parents and teachers about the multiple intelligence of adolescents irrespective of area. Because adolescence is the age when people start utilizing their talent and interest in particular field and start aspiring it as a career/profession. Thus this is the time when parents should identify talent of their children and should start planning for their education in the particular field. So that their adolescents can later enter into that particular career in field of their choice. Educating parents about multiple intelligence can be a key component of school success. It should be started in schools as students parents are not aware of multiple intelligence (Hoerr, 2002).

Research Into Job Satisfaction Among Nurses

Research Into Job Satisfaction Among Nurses Nurses in most healthcare facilities have some of the highest levels of direct patient contact of any employees. Nursing force plays an essential role in achieving organizational goals and providing high quality care to the community. Hospitals are important health care and social system where nurses are the cornerstones for their effectiveness and efficiency. Many of the nurses even take on the responsibilities of the medical supervisors or the doctors in command, and this makes them a very important part of the medical system (International Council for Nurses, 200) Devoid of people, organizations can not reach their goals. (Drucker, 1999). High nurse turnover can impact negatively on an organizations capacity to meet patient needs and provide quality care (Gray and Phillips, 1996; Tai et al., 1998; Shields and Ward, 2001). At the nursing unit level, high turnover affects the morale of nurses and the productivity of those who remain to provide care while new staff members are hired and orientated (Cavanagh and Cof ¬Ã‚ n, 1992; Sofer, 1995). Jones (1990a, b) de ¬Ã‚ ned nursing turnover as the process whereby nursing staff leave or transfer within the hospital setting. This de ¬Ã‚ nition Includes intentional and unintentional, as well as internal and external turnovers. Voluntary and involuntary turnovers are not always distinguished in studies because costs are incurred regardless of whether staffs resign or are requested to leave. According to L.J. Hayes et al(2008) turnover is a product of job satisfaction and commitment and can lead to nursing shortage. Nursing shortage and high rates of nurses turnover has become a prevalent global issue (Kingman, 2001). The nursing shortage has a vital effect on healthcare system because of its negative impact on both preventive and curative care. For example, in developing countries, fewer nurses have been available for providing immunizations and prenatal care. Hospitals in many industrialized and developing countries have been forced to close units when nursing staff has not been available (Oulton, 2006,cited in sianze,Malvarez (2008).Shortages can be a symptom of low job satisfaction, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job satisfaction. Nurses job satisfaction is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002 cited in Masroor A.M., Fakir M. J 2010). Job satisfaction is an essential elemen t that has strong effects on patient safety, productivity, and performance, quality of care, retention and turnover (Cavanagh and Cof ¬Ã‚ n, 1992; Blegen, 1993; Irvine and Evans, 1995, Murrells, T., et al, 2007). Job satisfaction refers to overall positive feelings towards a job. It is defined as, Pleasurable or positive emotional state resulting from the appraisal of ones job experiences (Locke, 1976). What in terms of job satisfaction counts the attitude of an employee towards his job? Attitude is a point of view of an individual towards an object. The object may be anything, such as, an organization, a manager, a colleague or a job. What is important about attitude is that: people make decisions based on their attitudes. When employees are satisfied with their job, they tend to stay in their job. On the other hand, people who are not satisfied with their job tend to take a decision of quitting their workplace. Workers with positive attitude are likely to be productive and effective in the organization whereas those with negative attitude have poor performance and ultimately less productive (Abu Ajamieh, A. R, 1996). Satisfied employees tend to be more productive, creative, and committed to their industry, and recent studies have shown a direct relation between staff satisfaction and patient satisfaction in health care organizations (Al-Aameri, 2000). The entire employee wants to be satisfied at their job no matter what activities they are engaged in or have the will to carry out. The significance of job satisfaction arises from the fact that the nurses whom job satisfaction is positive are not only pleased and happy within themselves but also affecting the quantitative and qualitative outcomes of the health organization in a positive way. Quite the opposite, the dissatisfied nurses are not peacefully pleasured resulting in poor performance, increased absenteeism, tardiness, burnout, turnover and qualitative and quantitative negative outcomes for the health care system. Nurses shortage and Job satisfaction should be of primary concerns to the health managers because nurses take the responsibility of many positions in the hospital and their turnover would have great impact on the employers and the patients as well. The shortage of nurses has been well recognized and extended to the long-term care services (Fletcher, 2001; Mark, 2002; Mitchell, 2003) Cited in MH 2008. In response population growth, health care organizations are facing problems in finding and keeping skillful nurses (Gohen Van Nostrand, 1995; Kassner Bertel, 1998). High nurse turnover and vacancy rates are affecting access to health care (Best Thurston, 2004) Cited in MH 2008. Continuously hiring new staff is costly and recurrent turnover influence the morality of nurses and vitiates patient care (Sofie, Belzar, Young, 2003) Cited in MH 2008. The increasing rate of turnover resulted in unfavorable physical and emotional effects on nursing home residents, leading to a greater incide nce of falls, medication errors, fear and anxiety, and feelings of hopelessness (Best Thurston, 2004; Sofie, Belza, Young, 2003). Background and significance: There are five governmental schools of nursing spread overall the United Arab Emirates (UAE). Three of them are called Institutes of Nursing (IONs) governed by the Ministry of Health (MOH). The IONs offer a Diploma degree and cover the Northern Emirates. While the Higher College of Technology and the Institute of Applied Technology which are controlled by the Ministry of Higher Education in both of Abu-Dhabi and Al-Ain graduate nurses holding Bachelors degree of nursing science. The period of study in the IONs is three years. All of the graduates are female Emiratis and expatriates and the number of graduates in the northern emirates is relatively higher that of Abu-Dhabi and Al-Ain cities. Despite all such number of graduates, the UAE like the other countries is in severe shortage of nurses related to high rate of turnover. The UAE is need for 30,000 nurses and midwives, only 23000 are available which means that the shortage is 7000 (Underwood, M, 2010). According to the MOH-secretary of the Nursing and Midwifery Council, low remuneration, low status and limited career development are all factors influencing the shortage. Therefore, the UAE must hire up to 25 to 30 per cent; 7000 nurses to overcome the shortage of nursing staff. Dr. Rifaai (2010), the Head of Federal Nursing Department, referred the shortage of nurses and midwives in the UAE to the perceived low status of the profession. The Emirati nurses account only 4% of the total population (UAE-MOH, cited Underwood, M, 2010) which does not run in parallel with the demographics population of the country. The serious nursing shortage has prompted the MOH-UAE to start a national study to identify the factors that could lead to a better workplace at the governmental hospitals. This study was in response to a previous pilot study funded by the Ministry of Health called Thinking Magnetism which revealed that low wages and Lack of autonomy to make decisions are the primary reason for nurses dissatisfaction (Khaleej Times, 23 November 2009). The outcomes of the study drove the government to start looking carefully after these phenomena particularly when the pilot study, the magnet indicators showed very low scores for ministry hospitals as compared with USA magnet hospitals. The indicators studied: nursing contribution in hospital affairs; nursing foundation of quality of care; ability of nurse manager, leadership; staffing; resources; and nurse-physician relationship. Among the 14 urgent requirements identified, the pilot study recommended: part-time jobs; flexible recruitment; promotion p olicies, and competitive salaries. Involvement in decision-making and encouragement of a healthy nurse-physician relationship was also suggested. Expatriate nurses working in the government hospitals demanded equal treatment with UAE nationals and placements according to qualifications. Suliman, A.B., (2006), stated in his study that staffs perceptions of fairness are largely based on comparison. For instance, employee may compare their payment, working hours, and incentives. If the comparison is positive, they are likely to feel positive toward their organization. Conversely, if the result is negative, they will react negatively toward the system and may challenge and oppose it. Consequently, the employees may intent to quit their job. The finding of this study may help the health care managers and policy makers to develop and institutionalize targeted nurse recruitment and retention strategies by taking into consideration the predictors of nurses dissatisfaction and turnover. The significance of the problem and the absence of related researches and statistical data about the level of nurses satisfaction, and the factors that contribute to turnover give the urge to study these phenomena. Statement of Purpose: The aim of this research is to : Explore the relationship between job dissatisfaction and turnover among registered nurses in the governmental hospitals of UAE. Find relationship between individual/ demographic variables and job satisfaction among the registered nurses in the Governmental hospital in the UAE. Give the nursing managers in the UAE hospitals clear indicators towards improving the nurses job satisfaction, retention and reduction of turnover rates. Research questions: This research is intended to answer the following questions: What is the relation between dissatisfaction factors to turnover? What is the relationship between demographic variables and job satisfaction? Literature Review Theoretical Framework: Job satisfaction is multi-faceted with many definitions and theoretical frames. According to Spector (1997), Job satisfaction is the most important variable that is frequently studied in organizational behavior research. In addition, the fundamental variable in both research and theory of organizational phenomena were ranging from job design to supervision. Moreover, the traditional model of job satisfaction focuses on all the feelings that an individual has about his/her job. Yet, being satisfied or dissatisfied does not rely on the type of the job only but also on the expectations of the individuals from their job. In another definition, Job satisfaction is defined as the degree to which employees enjoy their jobs (McCloskey McCain 1987). Job satisfaction is an enjoyable affecting state resulting from the consideration of ones job (Locke, 1976 cited in Brief, A. P., Weiss, H. M. (2001) cited in Wikipedia), an emotional response to ones job (Cranny, Smith Stone, 1992 cited in Weiss, H. M. (2002) cited in Wikipedia) and an sentiment towards ones job (Brief, 1998 cited in Weiss, H. M. (2002) cited in Wikipedia). Researchers usually relate job satisfaction to motivation. Motivation can be defined as an internal process that activates, guides and maintains behaviour over time (Pintrich 2003; Schunk 2000).There are several theories of motivation .The most important theories are Maslows hierarchy of needs, Hertzbergs dual factor theory, and. Vrooms expectancy theory. Unfortunately, none of these theories have gained adequate support or shown to be valid as job satisfiers. Nevertheless, they are based on satisfying human needs that address motivation. Maslows theory1954: Maslow suggested a hierarchy of needs and links these needs to motivation. Maslow divided human needs into three categories, the deficiency needs (physical and psychological well being) , growth needs(knowing, appreciating, and understanding), and self actualization (ones potential). Maslow pointed out that individuals will not be motivated to the second need until the demands of the first need have been satisfied. Based on Maslows theory, job satisfaction has been approached by some researchers from the perception of need ful ¬Ã‚ llment (Kuhlen, 1963; Worf, 1970; Conrad et al., 1985). The fulfillment of job related needs lead to increase satisfaction as individual moves up in the hierarchy to the highest level. An individual who reaches the self-realization will continue in his job and becomes more efficient and productive, whereas unfulfilled needs will lead to poor performance; less productivity, work related stress and eventually job dissatisfaction which might result in turno ver. Herzberg Motivation-Hygiene theory (1959): Herzberg presented a dual factor theory. He uses the needs satisfaction to explain job satisfaction. He believed that satisfaction and dissatisfaction were separate and unrelated. Intrinsic factors called motivators (i.e. related to the nature and experience of performing work) were found to be job satis ¬Ã‚ ers and included: achievement, recognition, work itself and responsibility and similar to the growth needs of Maslows hierarchy. Extrinsic factors called hygiene factors were found to be job dissatis ¬Ã‚ ers and included: organizational policy, administration, supervision, salary, interpersonal relations and working conditions to the deficiency needs of Maslow. However, the distinction between motivators and hygiene was not supported by many researches (Cronin-1977; Everly and Falcione, 1976; Gangadhraiah, et al.1990; Hutto Davis, 1989; Joiner, Johnson Crokrean, 1981; Koelbel, 1988; Munro, 1983; Simpson, 1985). Cavanagh (1992 cited in Burnard et al., 1999) noted that these theories attempt to specify particular needs that must be met or values that must be attained (p. 705) if an individual is to be satisfied at work. Figure 1: (Maslows and Herzbergs Ideas Compared, cited in Tiffany Jordan, undated) Vrooms Expectancy Theory of Motivation (1964): Vroom predicts that effort lead to increased performance (Expectancy), and performance lead to valued rewards (Instrumentality) and then these values are placed on outcomes (Valence), all three are required for positive motivation. If either of these factors were absent, performance will be altered to zero (Suliman, 2001). However several researches have supported the principles of the theory (Campbell Pritchard, 1976, Hollenback, 1979, Mitchell, 1974). However, questions remain to which extent an employee can increase his/her efforts about the corresponding organizational structure and decision making processes needed to fulfill the expectations of workers. (Expectancy Theory of Motivation (Undated), cited in Arrod, http://www.arrod.co.uk/archive/concept_vroom.php) Definitions of Job Satisfaction based on the theories: Job satisfaction is the affective orientation that an employee has towards his or her work (Price, 2001). Specter (1997) summarized the following facets of job satisfaction: appreciation, communication, co-workers, fringe bene ¬Ã‚ ts, job conditions, nature of the work itself, the nature of the organization itself, an organizations policies and procedures, pay, personal growth, promotion opportunities, recognition, security and supervision. Dentitions Related Theory The individual matching of personal needs to the perceived potential of the occupation for satisfying those needs (Kuhlen, 1963) Maslows human needs theory (Maslow, 1954 Need ful ¬Ã‚ llment, that is, whether or not the job met the employees physical and psychological needs for the things within the work situation (Worf, 1970) A match between what individuals perceive they need and what rewards they perceive they receive from their jobs (Conrad et al., 1985) A function of satisfaction with the different elements of the job (Herzberg 1959) Herzberg motivation-hygiene theory (Herzberg, 1959) All the feelings that an individual has about his job (Gruneberg, 1976) Focus on cognitive process (Spector, 1997) The affective orientation that an employee has towards his or her work (Price, 2001) (Table 1, Dentitions of job satisfaction, Hong Lu, While, A., Barriball, K.,(2004) C. Previous Research Review: C. Previous Research Review: Locke (1976) defined job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. That is, it is the discrepancy between what an employee values and what the situation provides. Job satisfaction is a complex phenomenon. The current global shortage of nurses places of interest the importance of understanding the effect and interrelationships of the factors that contribute to nurses dissatisfaction and consequently turnover so that healthcare organizations may implement strategies that help to retain nurses. Sources of nurses job satisfaction: Satisfaction has been found to be related to performance within the work environment (Landeweerd and Boumans, 1988, cited in Burnard et al., 1999), so it is not amazing that the notion of job satisfaction has gained much attention. Researchers have attempted to identify the different variables of job satisfaction, measure the significance of each variable and examine what effect these variables have on the productivity of the employee (Burnard et al., 1999). A variety of quantitative and qualititative studies have been done on the sources of job satisfaction among nurses and here are the most important findings: Aiken et al. (2001) found in his global study in a sample of 43,329 nurses working in adult acute hospitals that job dissatisfaction among nurses was highest in the United States (41%) followed by Scotland (38%), England (36%), Canada (33%) and Germany (17%). One third of nurses in England and Scotland and more than one  ¬Ã‚ fth in the United States have intent to quit their job within 12 months of data collection. More striking, however, was that 27-54% of nurses less than 30 years of age intended to quit within 12 months of data collection in all countries. Opportunities for the development were the reason behind the satisfaction of the nurses in Germany (61%) while salary was the satisfier for the nurses in USA (57%) and Canada (69%). Similarly, Adamson et al. (1995) found that British nurses were more dissatis ¬Ã‚ ed than Australian nurses. He pointed that the poor insight of professional status, insufficient relationship with hospital management system and improper working environment, were found in British more than Australian nurses. Professional organization and work design, con ¬Ã¢â‚¬Å¡ict between the newly gained experience during training and the available one. Furthermore, lack of communication between nurses and physicians, feeling of being not respected by other related health professionals, hospital managers and physicians were a concern to the British nurses. Nevertheless, the perception of autonomy by the Australian and British nurses was nearly the same. Eventually Tovey and Adams (1999) came up with the main sources of nurses dissatisfaction: working interactions, mainly those with administration, shortage of staff, professional concerns about poor standards of care and external work pressure. Nolan et al. (1998) found that level of job satisfaction had remained stable. They further found in a sample of 518 nurses that 35% of nurses reported reduction in their level of satisfaction and 69% drop in their morality. Price (2002), using the satisfaction scale of Mueller and McCloskeys (1990a, b) in a sample of 141 nurses found that (58%) were generally satis ¬Ã‚ ed with their job. Highest satisfaction was related to co-workers and extrinsic rewards and most dissatisfaction was with the amount of control and responsibility they had and with professional opportunities. Nurses were most satis ¬Ã‚ ed with annual leave, nursing peers and hours worked (79%, 78% and 76% of respondents) and dissatisfied with compensation for working weeke nds and control over work conditions and childcare facilities (55%, 55% and 46% of respondents. Using the same scale, Wang (2002) found that Chinese nurses were mostly dissatis ¬Ã‚ ed with pay and job promotion. Finally, nurses job satisfaction is very essential to organizations as levels of job satisfaction would globally impact the nursing workforce. Sources of job satisfaction are relatively similar, e.g., physical working setting, relations with fellow workers and managers, salary, promotion, job security, responsibility, the recognition from managers and working hours. Effects of job satisfaction of nurses on absenteeism, burnout, turnover and intention to quit: Researchers have generally found that satisfied employees are more productive and committed to their jobs, whereas dissatisfied ones experience absenteeism, grievances and turnover (Smith 1996, cited in Alamri, 2001).Matrunola, (1996) did not find any significant relationship between job satisfaction and abscentism in a small sample of 34 nurses which makes its generalization difficult. Borda and Norman (1997) noted a signi ¬Ã‚ cant positive relationship between job satisfaction and intent to stay and negative relationships between job satisfaction and frequency of 1 day absence and short-term absence. Sius (2002) indicates that job satisfaction was an important predictor of abscentism. Job dissatisfaction is consistently linked to high levels of stress, burn-out or mental and physical exhaustion (Blegen et al. 1993, Adams Bond 2000, Aiken et al. 2002). Keel (1993) cited in Tzeng 2002), indicated that burnout affects mainly nurses, physicians, social workers and teachers. Burnout seems to be caused by stressful working conditions, disproportional-high efforts (time, emotional involvement, and empathy) and dissatisfaction with jobs. For the goals of lowering professional stress and improved satisfaction, social support and improved team cooperation could protect nurses against burnout. There is a vast body of the literature linking job satisfaction in nursing and turnover. Job dissatisfaction has been frequently identi ¬Ã‚ ed as the reason why nurses leave their jobs (Lum et al., 1998; Tzeng, 2002). Tzeng (2002) has also noted that factors such as indirect working environment (hospitals policies, bene ¬Ã‚ ts, leisure activities, housing, parking, and vacation policy), salary and promotion as very important but strongly dissatisfying and indicated that job satisfaction is a predictor of turnover. A study conducted in the United States revealed that dissatisfied nurses were 65% more likely to have intent to quit compared to their satisfied colleagues (Shields Ward, 2001 cited in Masroor A.M., Fakir M. J., 2010). Gray and Philips (1994) Examined turnover rates and relationship to age and length of service in 342,000 employees from nine staff groups in National Health Service (NHS) and explored that annual turnover rate among all NHS staff 13.6%; higher turnover among full-time than part-time; turnover declines with age, are high in  ¬Ã‚ rst year of service, remains high in second year before declining. Leveck and Jones (1996) indicated that experience on unit and professional job satisfaction were predictors of staff nurse retention; job stress and clinical service were predictors of quality of care. The variable contributing the most was management style. While Davidson et al (1997) in a sample of 736 hospital nurses cited that intent to leave predicted by perception of little promotion, high routinization, low decision latitude and poor communication. Lum et al (1998) found among 361 RNs in neonatal and pediatric Intensive Care Unit that Job satisfaction has indirect and organizational c ommitment has direct effect on intent to quit. Boyle et al (1999) recognized that managers position power and in ¬Ã¢â‚¬Å¡uence over work coordination had direct link to intent to stay. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. Furthermore, Hemingway and smith (1999) discovered that high work pressure was predictive of greater role con ¬Ã¢â‚¬Å¡ict and role ambiguity, and of more stress from heavy workload. In addition, poor supervisor support was signi ¬Ã‚ cantly related to greater stress from heavy workload, and lack of autonomy was related to higher role ambiguity. Larabee et al (2003) proposed that major predictor of intent to leave was job dissatisfaction, and the major predictor of job satisfaction was psychological empowerment. Predictors of psychological empowerment were hardiness, transformational leadership style, nurse/ physician collabor ation, and group cohesion. Strachota et al (2003)identified the following reasons: hours worked; better job opportunity; family; poor pay and bene ¬Ã‚ ts; poor staffing; unsupportive management; unacceptable work environment; work stress; no opportunity for advancement. Duffield et al (2004) added the following causes: leaving related to work aspects, structural aspects, professional issues, team support, salary and prestige, employer care, and legal concerns. Turnover has many consequences such as mean cost per RN turnover was $10,198, ranging from $6,886 to $15,152(Jones, 1990b, Waldman et al, 2004)), poor patient satisfaction, risk of infection increased almost 30% and the risk of hospitalization increased more than 80% (Zimmerman et al, 2002). Leiter et al. (1998)cited in Tzeng,2002) concluded that patients, who stayed on wards where nursing staff felt more exhausted or more frequently expressed their intention to quit, were less satis ¬Ã‚ ed with their medical care. This study con ¬Ã‚ rmed the importance of understanding nurses job satisfaction and intention to quit as both concepts, which would contribute to patient outcomes. Moreover, both nurses job satisfaction and patient satisfaction have been identi ¬Ã‚ ed in the Nursing Report Card for Acute Care (American Nurses Association, 1995) as two of the important nursing quality outcome indicators. Lee et al.s (2003) showed that the most common reasons for nurses turnover were work overload, rotating shifts and con ¬Ã¢â‚¬Å¡ict in interpersonal relationships. A total of 24%, 15% and 35% of variance regarding depersonalization, emotional exhaustion and personal accomplishment, respectively, was explained by the individual characteristics, job stress and personal resources were explained by the predictor variables. Turning to, Cavanagh (1990) indicated that job satisfaction was the determining factor of turnover which could be predicted by kinship responsibility, promotion, pay and influential communication skills. Wu et al (2000), found a positive and significant relation between the job stress and intention to quit. This was also confirmed in Yin and Yangs (2002) meta-analysis who revealed that the strongest factors for nurse turnover were job satisfaction, autonomy, advancement opportunity, job stress, pay, group cohesion, marital status and educational level. To sum up, researches from various countries indicate that job satisfaction is a signi ¬Ã‚ cant predictor of nursing absenteeism, burnout, turnover and intention to quit the organization and nursing profession. Related factors to job satisfaction of nurses Blegens (1993) meta-analysis found a strong connection between job satisfaction, stress and organizational commitment. Seven variables had strong correlations: communication with supervisor, autonomy, recognition, routinization, communication with peers, fairness and locus of control; and four variables had very weak correlations: age, years of experience, education and professionalism. A causal model of job satisfaction has been tested in the studies of Chu et al.s (2003) among 308 Taiwanese nurses and Seo et al.s (2004) among 353 South Korean nurses, respectively. In this model 11 independent variables included: job involvement, positive affectivity, negative affectivity, autonomy, distributive justice, procedural justice, job stress (role ambiguity, role con ¬Ã¢â‚¬Å¡ict, and workload and resource inadequacy, pay, promotional chances, routinization and social support .Moreover, four of twelve structural variables (workload, supervisory support, routinization, and pay) were found to have signi ¬Ã‚ cant net effects on satisfaction. Chu et al. (2003) found that six variables had significant impact on job satisfaction: routinization, positive affectivity, involvement, negative affectivity, role ambiguity, supervisor support which explain 45% of the variance in satisfaction. Whereas Seo et al. (2004) found seven variables had statistically signi ¬Ã‚ cant effects on job satisfaction: positive affectivity, supervisory support, pay, routinization, negative affectivity, workload and job opportunity and he found reasonable fit between the casual model and data; all the variables explained 53% of the variance. Interestingly, Packard and Motowidlo (1987) correlated job satisfaction with depression, hostility, subjective stress, frequency of stressful events, intensity of stressful events and anxiety. Knoop (1995) indicated that organizational commitment is positively related to job satisfaction among nurses, satisfaction with work, promotion opportunity, supervision, co-workers and pay among Canadian nurses. Organizational commitment refers to identi ¬Ã‚ cation with and loyalty to the organization and its goals (Blau and Boal, 1987) which Mowday et al. (1979). Commitment is characterized by three factors: a strong belief in and an acceptance of the organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a strong desire to maintain membership in the organization (Blegen, 1993; Al-Aameri, 2000). Fang, (2001) agreed with the studies of (Blegen, 1993; Al-Aameri, 2000) and cited that job satisfaction was significantly and positively relate d to organizational commitment, professional commitment, and negatively related to job stress. Organizational commitment has an incremental effect on a professionals intention to leave the organization (Blau and Lunz, 1998). Enhancing professional commitment in nursing has the potential to produce bene ¬Ã‚ ts for both the individual and their organization (Cohen, 1998; Cohen, 1999). Furthermore, professional commitment is positively related to the job satisfaction of nurses (Lu et al., 2000; Jones, 2000).Lu et al., (2002) indicates that professional commitment is more effective in predicting intention to leave the nursing profession than intention to leave the organization at 9.2 %. Lu et al., (2002) added that Job satisfaction was more effective in predicting intent to leave the organization than intention to leave the nursing profession at 8 %. Moreover, role con ¬Ã¢â‚¬Å¡ict and ambiguity are signi ¬Ã‚ cantly related to job stress, organizational commitment, job satisfacti on and intentions to leave the nursing profession (Rosse and Rosse, 1981).Dailey (1990) found that most signi ¬Ã‚ cant predictor of intention to quit was experienced job induced stress symptoms. However, Mitchells (1994) in United State study found that there was not a signi ¬Ã‚ cant linear association between a nurses job satisfaction and the correlation between work role values and actual work roles. Yet, the  ¬Ã‚ nding that workload has the second largest impact emphasizes the relative importance of job stress in determining levels of nurses job satisfaction. This  ¬Ã‚ nding is consistent with the results obtained in other empirical studies which have shown that the job stress variables have negative impacts on job satisfaction (Mathieu, 1990, 1991