The Causes and Outcomes of the French Revolution - 1975 Words

Causes of the French Revolution 1. International: struggle for hegemony and Empire outstrips the fiscal resources of the state 2. Political conflict: conflict between the Monarchy and the nobility over the â€Å"reform† of the tax system led to paralysis and bankruptcy. 3. The Enlightenment: impulse for reform intensifies political conflicts; reinforces traditional aristocratic constitutionalism, one variant of which was laid out in Montequieu’s Spirit of the Laws; introduces new notions of good government, the most radical being popular sovereignty, as in Rousseau’s Social Contract [1762]; the attack on the regime and privileged class by the Literary Underground of â€Å"Grub Street;† the broadening influence of public opinion. 4. Social†¦show more content†¦Having relied on the army so much, the Directory was in the end overthrown by Napoleon and military might.  · Another interpretation of the Revolution divides the period of 1789-1799 into stages or phases: o A liberal, constitutional phase of 1789-1792 o A radical, republican phase that led to authoritarian terror of the Committee of Public Safety August 10 1792 to 9 Thermidor 1794 o Thermidor: A reactionary phase in response to the excesses of radical republicanism (universal male franchise) and of Terror. o The Napoleonic coup d’etat, the ending of the Revolution by military coup and the restoration of â€Å"order† and domestic peace through an authoritarian regime. . Outcomes of the French Revolution, 1789-1799(1815) 1. Representative government vs. authoritarianism (the Terror, Napoleon): two different new models of government 2. Stronger, further centralized state with a larger, more effective and more intrusive administration. 3. Abolition of special fiscal privileges, seigneurial dues owed by peasants to lords, internal tariffs, and the establishment of uniform tax system based in principle on one’s income. 4. Creation and extension of new civil rights: a. equality before the law b. careers open to talent c. participation in elections or certain government positions based on property qualifications 5.Show MoreRelatedThe Causes Of The American And French Revolution742 Words   |  3 PagesAmerican and French Revolution were times when the people were tired o f being pushed around and rebelled against their own government to try to make it better for the people. The American revolution came before the French Revolution happened. The French Revolution was based on the American revolution. The leader of the American revolution were George Washington, Thomas Jefferson, Benjamin franklin, and John Adams. The leader of the French Revolution were napoleon Bonaparte. 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Include social, economic and ideological factors Just as any story has a climax; one can deduce that the 17th and 18th centuries were the turning point for most of European history; however, different places experienced this change in different ways. As the previous discoveries and inventions were made by remarkable scientists like Galileo, the Enlightenment was the next logical step in the era. As incredible philosophers like Jean- Jacques RousseauRead MoreCauses And Effects Of Revolutions1237 Words   |  5 PagesThe Causes and Effects of Revolutions Revolutions have occurred throughout history and continue to arise even in the present day. Many revolution happens because of the miscommunication between the government and its citizens. In the end, the outcome of revolutions are usually good but, sometimes it might not be what people want. 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Its climax reached in 1789 when the ancien regime ended in France. The French Revolution was the most violent and by far the most universally significant revolution compared to the rest. The initial cause of the revolution was the social structure of the West. One social structure that was based on the holding of all land by fees that resulted in the relation of the king to vassal was called the feudal systemRead MoreCauses Of The French Revolution896 Words   |  4 Pagesyears, the French Revolution went from women marching to Versailles and demanding bread, to the institution of the Reign of Terror, which killed close to 250,000 people. The late 18th century was a dramatic time of French, political transformation which originally strived to implement equality throughout the nation. The Declaration of the Rights of Man and of the Citizen reflected the ideas of the Enlightenment and presented the idea of equality and liberty. 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Financial Statement Analysis Australian Vintage Ltd

FINANCIAL STATEMENT ANALYSIS ANALYSIS OF PREPARED BY: MALIK JAMSHAIN ANJUM STUDENT ID: 151MAM5012 TABLE OF CONENTS: †¢ INTRODUCTION. COMPANY PROFILE †¢ SWOT ANALYSIS. INTERNAL AND EXTERNAL †¢ FINANCIAL PERFORMANCE: RATIO ANALYSIS 1. PROFITABILITY 2. LIQUIDITY 3. EQUITY 4. VALUATION 5. COMPANY PROFILE: AUSTRALIAN VINTAGE LTD details Winemaking, wine marketing and vineyard management Issuer code AVG Official listing date 26/03/1992 GICS industry group Food, Beverage Tobacco Exempt foreign? No Internet address http://www.australianvintage.com.au Registered office address 275 Sir Donald Bradman Drive, COWANDILLA, SA, AUSTRALIA, 5033 Head office telephone 08 8172 8333 Head office fax 08 8172 8399 Share registry COMPUTERSHARE INVESTOR SERVICES PTY LIMITED LEVEL 5, 115 GRENFELL STREET, ADELAIDE, SA, AUSTRALIA, 5000 Share registry telephone 1300 787 272 Directors/Senior management: Mr Ian D Ferrier Chairman, Director Mr Neil McGuigan CEO, Executive Director Mr Richard Davis Director Mr Perry R Gunner Director Mr Brian J McGuigan Director Mr Mike Noack CFO Company secretary: Mr Mike Noack Company Secretary Australian Vintage Limited is a leading Australian wine company. Championing a fully-integrated wine business model, the breadth of our capabilities extends to vineyards, boutique and bulk wine production, packaging, marketing and distribution. 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ABN 49 007 620 886 Foster’s GrouP limited FiNANCiAl report For the twelve moNth period eNded 30 juNe 2011 THE BEER COMPANY LOVED BY AUSTRALIANS As a beer company, we’re proud that we bring people together, in unguarded momentsRead MoreFinancial Analysis of General Electric98175 Words   |  393 PagesGE Works 2011 Annual Report CONTENTS 2 Letter to Shareowners 10 Business Overview 29 Board of Directors 31 Financial Section 142 Corporate Information 2011 SUMMARY CONSOLIDATED REVENUES (In $ billions) 2007 170 NBCU 155 2008 180 163 154 139 150 133 2009 2010 ï ¬ nancial and strategic highlights 2011 147 142 22% GROWTH CONTINUES 22% increase in Operating EPS excluding impact of the preferred stock redemption, and 20% rise in Operating earnings. $200B RECORD INDUSTRIALRead MoreStrategic Marketing Management337596 Words   |  1351 Pagessome other use of this publication) without the written permission of the copyright holder except in accordance with the provisions of the Copyright, Designs and Patents Act 1988 or under the terms of a licence issued by the Copyright Licensing Agency Ltd, 90 Tottenham Court Road, London, England W1T 4LP. 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The Secret Circle The Captive Chapter Twelve Free Essays

Cassie stood petrified. Her heart was going like a trip-hammer, but that was the only part of her capable of motion. Adam and Diana†¦ they couldn’t. We will write a custom essay sample on The Secret Circle: The Captive Chapter Twelve or any similar topic only for you Order Now Only, of course, they could. Diana was laughing up at Adam now, tossing her straight, shining hair back. And although Cassie couldn’t see Adam’s eyes behind the mask, his lips were smiling. Cassie turned, almost blundering into Nick, who was bringing her some punch, and rushed off into the dimness. She found a dark corner under a Chinese lantern that had gone out. Shielded by a curtain of black and orange streamers, she stood there, trying to get hold of herself, trying not to see the pictures her mind was showing her. The next thing she knew, she could smell wood smoke and ocean breeze, along with a faint, indefinable scent of animal and oak leaves. Adam. â€Å"Cassie,† he said. Just that, as if Herne were calling her in her dreams, inviting her to throw off the covers in the middle of the night and come dancing in the autumn leaves. And then, in a more ordinary voice, he said quietly, â€Å"Cassie, are you okay? Diana says-â€Å" â€Å"What?† Cassie demanded, in a way that would have been fierce if her voice hadn’t been trembling. â€Å"She’s just worried that you’re not all right.† â€Å"I’m all right!† Cassie was struggling not to let the tears escape. â€Å"And anyway-I’m tired of people talking about me behind my back. Faye says, Diana says-I’m tired of it.† He took both her cold hands in his. â€Å"I think,† he said in a subdued voice, â€Å"that you’re just tired, period.† I am, Cassie thought. I’m tired of having secrets. And I’m tired of fighting. If I’m already evil, what’s the point of fighting? Just at the moment, to think was to act. Before she knew what she was doing, her hands had turned inside Adam’s, so that her fingers were clasping his. Not by ‘word or look or deed, what a laugh, she thought. We’ve already broken it a thousand times. Why not really break it? That way at least she would have something concrete to feel bad about. That way Diana wouldn’t have him first. That was the crux of it. Diana might have everything else, but she wouldn’t have Adam first. I could do it, Cassie thought. Suddenly, her mind was working coolly and rationally, far removed from all the twisted pain in her chest. Adam was vulnerable to her because he was honorable, because he would never dream of her scheming to get him. If she started to cry right now †¦ If she got him close enough to hold her, then relaxed against him, making herself soft in his arms†¦ If she laid her head on his shoulder so that he could smell her hair †¦ If she sighed and let her head fall back†¦ would he be able to resist kissing her? Cassie didn’t think so. There were places darker than this corner. Safe places in the school. The home-ec room with the lock anyone could pick, the storage compartment where the gymnastics mats were kept. If Adam kissed her and she kissed him back, could anything stop them from going there? Cassie didn’t think so. And Diana, sweet stupid innocent Diana, would never know the difference. If Adam said he’d had to take Cassie for a walk to calm her down, Diana would believe him. No, there was nothing to stop Cassie and Adam†¦ except the oath. How did it go again? Fire burn me, air smother me, earth swallow me, water cover my grave. Cassie wasn’t afraid of that. Fire was burning her body already, and air was smothering her-she couldn’t breathe. There was nothing to stop her. She leaned in closer to Adam, head drooping like a flower on a slender stem, feeling the first easy tears come. She heard the catch in her breath, and felt his fingers tighten on hers in concern, and awareness. â€Å"Cassie-God†¦Ã¢â‚¬  he whispered. A fierce rush of triumph swept through Cassie. He couldn’t help himself. It was going to happen. Oak and holly, leaf and briar/ Touch him with the secret fire†¦ What was she doing? Using magic on Adam? Snaring him with words that had come from some deep well of knowledge within herself? It was wrong, dishonorable, and not just because members of the Club didn’t work spells on each other unasked. It was wrong because of Diana. Diana, who’d been Cassie’s friend when no one else would speak to her. Who’d championed her against Faye and the whole school. Even if Cassie couldn’t deal with being close to Diana right now, the memory of Diana was like a star shining in her mind. If she betrayed that, she betrayed everything that meant anything. Evil or not, Cassie couldn’t do it. She extracted her hands from Adam’s strong fingers. â€Å"I’m all right,† she said, her voice soft and weak, all its bones crushed. He was trying to get hold of her hands again. That was the problem with magic, you couldn’t always stop what you’d started. â€Å"Adam, really,† she said. Then, desperately, she added, â€Å"Diana’s waiting.† Saying Diana’s name helped. He stood for a moment, then escorted her back, Herne bringing a wayward nymph home to the Circle. Cassie went over to Laurel for safety; Nick was nowhere in sight. Well, she didn’t blame him. Diana was talking to Sally Waltman, who was there and looking hard as nails, despite the loss of Jeffrey. That left Adam and Cassie with Laurel and Melanie and their dates, and Sean and Deborah. A merry group of witches. Next to them was a group of outsiders. A slow dance was starting. The group of outsiders broke up, moving onto the dance floor. All except one. That one remained standing there, isolated, on the fringe of the Club. She was a junior Cassie vaguely recognized from French class, a shy girl, not beautiful, but not ugly, either. Right now she was trying to pretend that she didn’t mind being abandoned, that she didn’t care. Cassie’s heart went out to her. Poor girl. Once, Cassie had been just like her. â€Å"Want to dance?† It was Adam’s voice, warm and friendly- but he wasn’t talking to Cassie, he was talking to the outsider girl. Her face lit up, and she went happily with him out onto the floor, the scales of her mermaid costume flashing and twinkling. Cassie watched them go with a pang. But not of jealousy. Of love-and respect. â€Å"The parfit gentil knight,† Melanie said. â€Å"What?† said Cassie. â€Å"It’s from Chaucer. We learned it in British lit class. That’s what Adam is, the perfect gentle knight,† Melanie explained. Cassie thought about this for a while. Then she turned to Sean. â€Å"Hey, skinny, want to shake your bones?† she said. Sean’s face lit up. Well, Cassie thought as she and Sean began swaying to the music, one thing was for sure: This dance wasn’t anything like the last one. With Adam, the gym had seemed a place of beauty and enchantment. Now all she saw were paper cutouts and naked pipes overhead. At least Sean-the-Day-Glo-skeleton didn’t try to pull her in too close. Afterward, other guys approached her, but Cassie made a beeline for Nick, who’d rematerialized, and hid behind him. At least this part of her plan worked-the other guys retreated. It was strange to be something everybody wanted and couldn’t have. Nick didn’t ask her why she’d rushed off, and she didn’t ask him where he’d disappeared to. They danced a few times. Nick didn’t try to kiss her. And then it was time to leave. After saying good-bye to their bewildered, slightly indignant dates, the members of the Club gathered at the exit, and not even the strawberry-blond goddess Aphrodite was late. Even the two identical Zaxes, their slanted blue-green eyes sparkling, were waiting outside the door. Then they all started off into the darkness. The moon had set, but the stars seemed to be on fire. It was cold on the point of the headland. They sat on bits of the foundation of the razed house, while Deborah and Faye built a bonfire in the center. Other people were bringing provisions out of the cars. Cassie had expected everyone to be solemn, but the Circle was in a party mood, excited by the night, laughing and joking, defying the danger of what they were going to do in an hour or so. Cassie found herself enjoying the celebration, not thinking about the future. There was lots of food. Dried pumpkin seeds (â€Å"Without salt,† Laurel said), pumpkin bread and gingerbread baked by Diana, boxes of chocolate- and orange-frosted doughnuts from Adam, a bowl of mixed Halloween candy provided by Suzan, soft drinks and spiced cider, and a large paper bag of Chris’s that rattled. â€Å"Nuts! Yeah! For virility!† Doug yelled to the other guys, with an uncouth gesture. â€Å"Hazelnuts symbolize wisdom,† Melanie said patiently, but the Henderson brothers just sneered. And there were apples: winesaps, greenings, macintoshes. â€Å"Apples for love and death,† Diana said. â€Å"Especially at Halloween. Did you know they were sacred to the goddess Hera?† â€Å"Did you know the seeds contain cyanide?† Faye added, smiling oddly. She’d been smiling oddly at Cassie ever since Cassie had emerged from behind the streamer curtain with Adam at the dance. Now, leaning over to take a piece of gingerbread, she murmured in Cassie’s ear, â€Å"What happened back there when he followed you? Did you blow your chance?† â€Å"It isn’t nice to fool around with guys who’re taken,† Cassie whispered tiredly, as if explaining to a five-year-old. Faye chuckled. â€Å"Nice? Is that what you want for your epitaph? ‘Here lies Cassie. She was†¦ nice’?† Cassie turned her head away. â€Å"I know an apple spell,† Laurel was saying to the group. â€Å"You peel an apple in one long spiral, then throw the peel over your shoulder, and if it doesn’t break, it forms the initial of your true love.† They tried this, without much success. The peelings kept breaking, Suzan cut herself on Deborah’s knife, and when Diana did manage to throw a peeling over her shoulder, it only formed a spiral. â€Å"Well, that’s sacred to the goddess at least,† Laurel said, frowning. â€Å"Or to the Horned One,† she added mischievously, looking at Adam. Cassie had been deliberately breaking her apple peels; the whole fortune-telling thing made her uneasy. And not just because Melanie mentioned cheerfully, â€Å"They used to execute witches for this kind of divination on Halloween.† â€Å"I’ve got another one,† Laurel said. â€Å"You throw a nut in the fire, say a pair of names, and see what happens. Like Suzan and David Downey,† she added impishly. â€Å"If the nut pops, they’re meant for each other. If it doesn’t, they’re doomed.† â€Å"If he loves me, pop and fly; if he hates me, burn and die!† Suzan quoted dramatically as Laurel tossed a hazelnut in. The round little nut just sizzled. â€Å"Laurel and Doug,† Chris snickered, throwing in another. â€Å"Chris and Sally Waltman!† Doug countered. â€Å"Cassie and Nick!† Deborah tossed that one in, grinning, but Faye was noticeably unsmiling. â€Å"Adam†¦Ã¢â‚¬  she said, holding a nut up high between long red nails and waiting until she had everyone’s attention. Cassie stared at her, poised on the edge of her brick. â€Å". . . and Diana,† Faye said finally, and flicked the hazelnut into the flames. Cassie, mesmerized, watched the nut where it lay on glowing embers. She didn’t want to look at it; she had to. â€Å"There are lots of other Halloween traditions,† Laurel was going on. â€Å"It’s time to remember old people, people who’re coming to the winter of their lives-or that’s what my Granny Quincey says.† Cassie was still staring at that one hazelnut. It seemed to be jiggling-but was it going to pop? â€Å"It’s getting late,† Adam said. â€Å"Don’t you think we should get started?† Diana brushed pumpkin-bread crumbs off her hands and stood. â€Å"Yes.† Cassie only took her eyes off the fire for an instant, but in that instant, there was a sound like gunfire. Two or three nuts had exploded at once, and when Cassie looked back she couldn’t see the one Faye had thrown. It had popped-or she’d lost track of it. She couldn’t tell which. A heartbeat later it flashed through her mind to wonder about Deborah’s nut-for Cassie and Nick. But she couldn’t tell what had become of that one, either. â€Å"All right, now,† Diana said. â€Å"This is going to be a different kind of Circle. It’s going to be more powerful than anything we’ve ever used before, because we need more protection than we’ve ever needed before. And it’s going to take everybody’s help.† She followed this with an earnest glance at Faye, who replied with a look of utmost innocence. Cassie watched Diana draw a circle inside the ruined foundation with her black-handled knife. The bonfire was at the center. Everyone was serious now, their eyes following the path of the knife as it cut through the soil, making an almost perfect ring with a single gap at the northeast corner. â€Å"Everyone get inside, and then I’ll close it,† Diana said. They all filed inside and sat along the inner perimeter of the ring. Only Raj was left on the outside, watching anxiously and whining a little in his throat. â€Å"After this,† Diana said, closing the gap with a sweep of the knife, â€Å"no one leaves the protection of the circle. What we’re summoning up inside will be dangerous, but what’ll be hanging around outside will be even worse.† â€Å"How dangerous?† Sean said nervously. â€Å"What’s inside, I mean.† â€Å"We’ll be safe as long as we don’t go near the fire or touch it,† Diana said. â€Å"No matter how strong a spirit it is, it won’t be able to part from the fire we use to summon it. All right,† she added briskly, â€Å"now I’m going to call on the Watchtower of the East. Powers of Air, protect us!† Standing facing the dark eastern sky and ocean, Diana held a burning stick of incense and blew it eastward across the circle. â€Å"Think of air!† she told the coven members, and at once Cassie not only thought of it, but felt it, heard it. It started as a gentle breeze blowing from the east, but then it began to gust. It became a blast, a roaring wind beating in their faces, blowing Diana’s long hair backward like a banner. And then it diverted, flowing around the circumference of the circle, enclosing them. Diana took a burning stick out of the fire and moved to stand in front of Cassie, who was seated at the southernmost edge of the circle. Waving the stick over Cassie’s head, she said, â€Å"Now I’m calling on the Watchtower of the South. Powers of Fire, protect us!† She didn’t need to say, think of fire. Cassie could already feel the heat radiating on her back, could picture the pillar of flame bursting up behind her. It raced around like sparks across gunpowder, to form a circle of wildfire just outside the circle of wind. It’s not real, Cassie reminded herself. They’re just symbols we’re visualizing. But they were awfully concrete-looking symbols. Diana moved again. Dipping her fingers in a paper cup, she sprinkled water across the western perimeter, between Sean and Deborah. â€Å"I’m calling on the Watchtower of the West. Powers of Water, protect us!† It surged up, a phantom glass-green wave, cresting higher and higher. The swell flowed around to encompass the circle with a wall of water. Lastly, Diana moved north, facing Adam and scattering salt across the northern line. â€Å"Watchtower of the North,† she said, in a voice that wavered slightly and showed how much this was taking out of her. â€Å"Powers of Earth, protect us!† The ground rumbled beneath them. It caught Cassie off guard, and the rest of the group was even more startled than she was. They weren’t used to earthquakes here in New England, but Cassie was a native Californian. She saw that Sean was about to jump up. â€Å"Deborah, get Sean!† she cried. In an instant, the biker girl had grabbed Sean and was forcibly holding him from running. The tremors became more and more violent- and then with a sound like a thunderclap, the ground split. A chasm opened all around the circle, spewing up a strong, sulfurous smell. It isn’t real. It isn’t real, Cassie reminded herself. But surrounding her she saw the phantoms of the four elements Diana had invoked, layered one after another. A circle of raging wind, then a ring of fire, then a wall of seawater, and finally a chasm in the earth. Nothing from the outside could pass those boundaries-and Cassie wouldn’t like to bet on anything from the inside getting out safely, either. Shakily, Diana walked over to sit down in her place between Nick and Faye. â€Å"Okay,† she said, almost in a whisper. â€Å"Now we all concentrate on the fire. Look into it and let the night do the rest. Let’s see if anything comes to talk to us.† Cassie’s eyes shifted to Melanie, beside her. â€Å"But if we’re protected from everything outside, who’s going to be able to come talk to us?† she murmured. â€Å"Something from here,† Melanie whispered back, looking down at the barren earth inside the circle. Inside the foundations of the house. â€Å"Oh.† Cassie gazed into the flames, trying to clear her mind, to be open to whatever might be trying to cross the veil between the invisible world and this one. Tonight was the night, and now was the time. The fire began smoking. Just a little at first, as if the wood were damp. But then the smoke got darker-still transparent, but blacker. It streamed upward and hung in a cloudy mass above the bonfire. Then it began to change. It was twisting, swelling, like thunderheads rolling together. As Cassie stared, her breath clogging in her throat, it began to mold itself, to form a shape. A man-shape. It seemed to develop from the top down, and it was wearing old-fashioned clothes, like something out of a history book. A hat with a high crown and a stiff brim. A cloak or cape which hung down from broad shoulders, and a wide, severe linen collar. Breeches tied below the knees. Cassie thought she could make out square-toed shoes, but at times the lower legs just dwindled into the smoke of the fire. One thing she noticed, the smoke never actually detached from the fire, it always remained connected by a thin trail. The figure floated there motionless except for eddies within itself. Then it drifted toward Cassie. She was the one who seemed to be facing it straight on. A sudden thought came into her mind. When Adam had first taken the crystal skull out of his backpack on the beach, it had seemed to be looking directly at her. And again-at the skull ceremony, she remembered. When Diana had pulled the cloth off the skull then, those hollow eyesockets had seemed to be staring right into Cassie’s eyes. Now this thing was staring at her in the same way. â€Å"We should ask it a question,† Melanie said, but even her usually calm voice was unsteady. There was a feeling of menace about the cloudy shape, of evil. Like the dark energy inside the skull, only stronger. More immediate. Who are you? thought Cassie, but her tongue was frozen, and anyway, she didn’t need to ask. There was no doubt at all in her mind who the shape in front of her was. Black John. Then came Diana’s voice, clear and carefully calm. â€Å"We’ve invited you here because we’ve found something of yours,† she said. â€Å"We need to know how to control it. Will you talk to us?† There was no answer. Cassie thought the thing was moving closer to her-but maybe it was just an illusion. â€Å"There are terrible things going on,† Adam said. â€Å"They have to be stopped.† No illusion. It was coming closer. â€Å"Are you controlling the dark energy?† Melanie asked abruptly, and Laurel’s voice blended with hers: â€Å"You’re dead! You’ve got no right to be interfering with the living.† â€Å"What’s your problem, anyway?† Deborah demanded. Too fast, Cassie thought. Too many people asking questions. The shape was drifting steadily closer. Cassie felt paralyzed, as if she were in danger that no one else saw. â€Å"Who killed Kori?† Doug Henderson was snarling. â€Å"Why did the dark energy lead us to the cemetery?† Deborah jumped in. â€Å"And what happened to Jeffrey?† Suzan added. The trail of smoke connecting the shape to the fire was stretched out thin, and the shape was right in front of Cassie. She was afraid to look into that cloudy, indistinct face, but she had to. In its contours she thought she could recognize the face she’d glimpsed inside the crystal skull. Get up, Cassie. The words weren’t real words, they were in her mind. And they had some power over her. Cassie felt herself shift position, begin to rise. Come with me, Cassie. The others were still asking questions, and dimly Cassie could hear barking far away. But much louder was the voice in her mind. Cassie, come. She got to her feet. The swirling darkness seemed to be less transparent now. More solid. It was reaching out a formless hand. Cassie reached out with her own hand to take it. How to cite The Secret Circle: The Captive Chapter Twelve, Essay examples

Healthcare Financial Management Organizations Procedure

Question: Describe about theHealthcare Financial Managementand Organization's Procedure?. Answer: To know the money related state of a firm is imperative for all the partners. Arranging of organization's procedure or adjustment in the current one is based upon the money related soundness of business. Speculators will get ready for their venture as indicated by the market condition. They may build their speculation or way out according to present and future prospect of the business. So it is critical to have an arrangement of devices to know the budgetary state of any firm. Proportion examination, Trend Analysis, Du Pont Analysis, Comparative Analysis and so forth are a portion of the valuable instruments. Balance test is most renowned and straightforward one, and specialist and monetary investigation have utilized it for quite a while. Fundamentally, balance study is done on the premise of budgetary proclamations Profit and misfortune record and asset report. Under the proportion investigation, certain portions are figured by taking the several pair of heads. We should observe on a few proportions. (Maynard, 2000) Profitability Ratio net revenue and Gross overall revenue go under the productivity portion. It is the ratio of benefit to Net Sales. We can know the productivity state of a firm with the assistance of this proportion. There are some different proportions like Account receivable turnover ratio or Asset turnover proportion which in a roundabout way tells about the association's productivity. Liquidity ratio It says about the cash state of a firm. Liquidity alludes to having the present advantages for meet the fleeting commitments. Current proportion and brisk proportion are two important capital dimensions. Interest scope ratio demonstrates the capacity of the firm to pay its settled commitment like an instalment of interest or necessary or both. Obligation value ratio is likewise one of the essential proportions which tell about the influence state of the firm. Higher the duty value ratio, higher would be the dissolvability hazard. (Jones, 2013) Return on value is especially worried for shareholders. It gives the photo of organization's gaining over the value. All financial specialists need it to be most noteworthy conceivable. Resource turnover proportion demonstrates the capacity of the firm to utilize its advantage in creating the income. Return on resources gives a thought to the partners about the better employability of advantage. Value proportion demonstrates the extent of advantages financed by the value. Above talked about ratios are restricted ones. There are others a few proportions that assistance in deciding the monetary soundness of business. Industry and nature of the firm determine the sorts of ratios utilized for assessment. Every one of the proportions can't connect all kind of firms. (Jones, 2012) General wellbeing administration is one of the biggest healing facility management organizations in the United States. The balance investigation with the assistance of most recent three year's monetary articulation tells about its current budgetary condition and future pattern of business. A portion of the essential proportions are as per the following: From the above table, we are seeing that seeing that the productivity state of Universal wellbeing administration (in the future known as UHS) has looked after reliably. Working net revenues are verging on equivalent in all the three years. However, same pace has expanded net income. (Jones, 2011) Obligation administration scope proportion of all the three years demonstrates a decent transient commitment meeting capacity of UHS. Resource turnover ratios for all the three years are great and predictable. It shows that UHS has been utilizing its benefits in the extremely useful way. Current proportion and Quick proportion, both are describing the liquidity position of UHS. Their esteem more than one is thought to be the better one, however it has been diminishing in recent years. Return on Equity (RoE) has been declining over the past few years which may have baffled the financial specialists while expanding Return on Assets (RoA) are low yet has been growing. It demonstrated the better profitability of advantages and anticipated that would enhance in not so distant future. In the event that we take a gander at obligation value proportion, its quality was more than 1 in 2011 and 2012 however it descended near 1. Along these lines UHS has been enhancing its influence position and appears to be resolved to keep up in future. Value proportion demonstrates the extent of benefits financed by the value. Here, on account of UHS, it is around 0.35 on a normal in recent years. Whatever remains of benefit is funded by obligation. With the predetermined number of ascertained proportions we could know the current money related position of UHS and can envision its execution in future and can draw a pattern of its budgetary wellbeing. By the examination of most recent three year's money related proclamations, a model of UHS's future execution can be resolved. In the coming five years, its benefit condition would be more made strides. No danger of dissolvability can expected so far in not so distant future since its obligation administration scope proportion is exceptionally stable and in addition, influence ratio is under the control and as yet proceeding on change. Liquidity position is by all accounts in steady of past one. Return on aggregate resource ought to be enhanced as it mirrors the organization's capacity of utilizing advantages for produce income. UHS ought to give more worry on Return on Equity (RoE) as in the most recent three years, it has diminished. Regardless of expanding the net revenue, the re ason of diminishing RoE is an addition in the estimation of value in the course of recent years. On the off chance that we take a gander at the accounting reports of these three years then the held procuring has been expanded which like this, build the estimation of value altogether. Held income are for the most part utilized by the firm for the utilization of extension of its business. So we may likewise expect the same on account of UHS and in the coming years the expanded estimation of UHS will be reflected in the offer cost. So general monetary strength of the UHS is high and anticipated that would be enhanced more in not so distant future. Proportion examination is a solitary apparatus to assess the execution of a firm. Utilizing of pattern investigation, relative analysis and Du pont investigation will give more exact picture of UHS pattern and its future's execution. (Jones, 2008) References Jones, R. (2008). Financial risk at the PCT/PBC interface. Br J Healthcare Management, 14(7), 288-293. https://dx.doi.org/10.12968/bjhc.2008.14.7.30561 Jones, R. (2008). Financial risk in practice based commissioning. Br J Healthcare Management, 14(5), 199-204. https://dx.doi.org/10.12968/bjhc.2008.14.5.29343 Jones, R. (2009). Emergency admissions and financial risk. Br J Healthcare Management, 15(7), 344-350. https://dx.doi.org/10.12968/bjhc.2009.15.7.43202 Jones, R. (2012). Age and financial risk in healthcare costs. Br J Healthcare Management, 18(7), 388-389. https://dx.doi.org/10.12968/bjhc.2012.18.7.388 Jones, R. (2012). Volatile inpatient costs: CCG financial stability. Br J Healthcare Management, 18(5), 251-258. https://dx.doi.org/10.12968/bjhc.2012.18.5.251 Jones, R. (2013). Financial risk and volatile childhood diagnoses. Br J Healthcare Management, 19(3), 148-149. https://dx.doi.org/10.12968/bjhc.2013.19.3.148 Maynard, A. (2000). Crisis is managerial, not financial. British Journal Of Healthcare Management, 6(2), 84-84. https://dx.doi.org/10.12968/bjhc.2000.6.2.84 Profit and loss account (2011-13) of Universal Health Service

What is at is Optimal Rate of Inflation an Example of the Topic Economics Essays by

What is at is Optimal Rate of Inflation? The optimal Inflation rate can be negative, zero or slightly positive or can be any rate. The optimum rate depends on the economic perspective of the monetary Authorities and political imperatives. (Pally.T, 1998) That means the monetary policy can be based on the Friedman perspective, Neo Keynesian perspective and other economic models such as neo-classical perspectives as well it also depends on the experiences and unique market conditions in goods, labor market financial market and how they form expectation of inflation and how they react to inflation and the combination of perspectives used to determine the optimum rate of inflation. ( Akerlof G. A, Dickens.WT.Perry.L.G,2000) Need essay sample on "What is at is Optimal Rate of Inflation?" topic? We will write a custom essay sample specifically for you Proceed Friedman perspective of optimum rate of inflation under perfect market conditions. University Students Often Tell EssayLab writers:I'm don't want to write my essay. Because I don't have the timeSpecialists suggest: Academic Papers For SaleAcademic Writing Services Buy Essay Online Cheap Essay Company College Essay Writing Service In a perfect economy any goods is priced at its marginal cost. (Sinclair.P Nominal rate of interest is composed of two elements.(Sinclair.P They are the real interest rate, which is positive in the long-term and expected inflation. (Sinclair.P If the nominal interest rate is zero and optimal means having a monetary framework where the prices are declining and inflation to be negative to keep the nominal interest rate negative or prices are expected to keep declining not the optimum rate of inflation positive but negative there fore under Friedman perspective discussed above the optimum rate of inflation must be negative. (Federal Reserve Bank of San Francisco 1997). The case for positive or zero optimum rate of inflation In a neo-classical perspective the long-term Philip curve is vertical at non-accelerating Inflation rate of unemployment (NAIRU).(Hoover.K.D). That is in their perspective if government wants to reduce unemployment to reduce further than NAIRU it can achieve in the short term however the market will tend gravitate towards NAIRU in the log-term and the rate of inflation will be more than before.(Hoover.K.D). If it controls inflation say my monetary policy at NAIRU the inflation rate will come down n the short-term however in the long-term the inflation will come back to the NAIRU level. .(Hoover.K.D). In their perspective optimum rate of inflation can be any rate given the structural market conditions in an economy and the fiscal and monetary policies adopted. They assume the market will always gravitate towards the NAIRU as there exist no price rigidities or stickiness in prices and wages as well all economic participants are rational in forming inflation expectation and react to inf lation in a completely rational manner. .(Hoover.K.D). However most monetary authorities even they have some faith in the NARU they have inflation targeting policies or to determine optimum inflation rate or to control inflation to this target rate my monetary and fiscal policy initiatives.(Palley.T 1998). However there are plausible arguments to have a slightly positive inflation rate by many economists. They prefer some neo-Keynesian perspectives and some perspectives of neo classical but have their own assumption regarding how economic agents form inflation expectation and particularly how they react to inflation. The fundamental arguments are in a real market economy prices and nominal wages are sticky and minimum inflation has the effect of reducing the market power and help reduce prices. .(Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative.( Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative. .(Sinclair.P The effect of reducing the market power and help reduce prices. .(Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative. .(Sinclair.P The effect of reducing the market power and help reduce prices. (Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative. .(Sinclair.P In addition a mild inflation, which is positive make less attractive to hold currency and may be a breaker of the damage caused by the retail-banking sector. .(Sinclair.P Public finance consideration, which is the cause of market failure means that it is reasonable to tax money by mild inflation. .(Sinclair.P There is evidence to support that a mild inflation may lower-unemployment in the longer term. For example for the US Unemployment minimizing rate of annual inflation by Akerlof, Dickson and Perry to be some where between 1.5% and 4%..(Sinclair.P As well Aherlof, Dickson and Perry argued that modest inflation have an effect of clearing the market and lower unemployment. .(Sinclair.P Wyplosz looks at the data for France, Germany, Switzerland and Netherlands and concludes that inflation is not completely independent of unemployment of the rate of inflation and tally with the view that with a little inflation helps to cut unemployment not temporarily. .(Sinclair.P But it does not tell how high the inflation must be and these findings cannot be extrapolated for other countries and in time periods because of many reasons. .(Sinclair.P The public finance argument is supported by Phelps and he argues that if public goods and transfers have to be financed by the wasteful distortionary tax es why should money holdings go un taxed and taxing money may alleviate such distortions and it may also tax informal-economy transactions which are normally conducted by cash. .(Sinclair.P Conclusion The above analysis at least suggests that a slight optimum rate of inflation is plausible at least in the advanced industrialized countries. However the optimum rate of inflation can be different for different countries because of the different monetary Institutional structure and policy framework as well due to different market conditions and differences in the behavior of economic agents. How ever in a real market economy there are plausible arguments in favor of positive mild inflation rather than negative optimum inflation. This is at least empirically true on many advanced industrialized countries. The Friedman perspective of optimum negative inflation is not applicable at least in the advanced industrialized countries because of the plausible arguments discussed above and the empirical evidence supporting it. The determinants of the optimal inflation rate can also be in a policy level can also be influences in actual practice by political considerations and may change over time because of different economic models applied because of the usefulness and its theoretical and practical usefulness given the conditions and institutional changes and changes in the actual behavior of the economic agents. However given the complexity of economic workings and the occurrences of recessions and nominal rigidities and market imperfections in the labor market in particular empirically suggests that inflation targeting or the search for low-unemployment Optimum inflation rate is plausible monetary policy at least in the more advanced Industrialized countries. Bibliography Akerlof. G.A Dickens.W.T Perry.G.L. (2000). Near-Rational Wage and Price setting and Optimal Rate of Inflation. Retrieved February 27, 2007, from http://eml.berkeley.edu//~akerlof/docs/inflatn-employm.pdf Economist.Com, Falling Inflation is a World Wide Worry. (2001). Jubilee Research. Federal Reserve Bank of San Francisco. (1997). What is the Optimal Rate of Inflation, Economic Research & Data. Hoover.K.D. Phiilips Curve, The concise Encyclopedia of Economics Palley. T (1998). Zero is not the Optimum Rate of Inflation. Sinclair.P & Norman. H (2003) The Optimal rate of Inflation: an academic perspective, Bank of England Quarterly Bulletin.

Cultural representation in the Media The WritePass Journal

Cultural representation in the Media Abstract Cultural representation in the Media ).   Utilizing this media access allows for a wide range of critical national and societal initiatives to be widely disseminated among the relevant populations. The mass media play an important role in mediating between politicians and the general  public (Venuti 2012)).   Ã‚  This point illustrates that a main channel for political information to reach the intended target is from a form of modern media.   The ability to read, view or listen to a report of the topic is commonly preferred to attending the actual event itself (Schaffner, 2008).   The ability to compact information in a manner that can be quickly and easily digested by the consumer is a demonstration of the innate value of any form of media. However, the quality of the media content varies due to the translator, producer and consumer expectations relevant to that particular outlet (Schaffner, 2008). Both culture and media thrive on an inclusive relationship with the population (Zlatar, 2003). The underlying value that exists in the media outlet lies in their ability to reach the populace.   The lack of a product that appeals to a large section of the target population lowers the value of the media outlet.   Due to the increased drive to integrate on a global level cultural values and differences are increasingly visible and have the potential to impact every aspect of any media operation (Zlater, 2003).   Language is the primary method that the media outlets reach their target audience, making the role of translator essential to their form of reporting (Zlater, 2003). News outlets and the process of interviewing people depend on the selection of translator and linguistic competence and preferences (Cecilia, 2009). When broadcasters speak foreign languages translation and interpretation are both crucial, and culturally influenced in the process of conveying the message (Zla ter, 2003). The responsibility for correct translation and dissemination is entirely dependent on the knowledge, ideology and integrity of the media outlet. The UK media outlet the Daily Telegraph and The Independent in 2004, have each provided two culturally varied translations of the same context. Varied approaches to the same account in the media are an illustration of cultural representation and societal values as understood by the individual organizations (Schaffner, 2008).   This is the very concept that creates the perception of differing media reports regarding the same series of events. Modern cultural representation in the Media â€Å"The media has, in fact, been called the fourth estate† (Schaffner and Bassnet, 2010).   The speed in which a message has the ability to reach as wide an audience as possible determines the values of the media outlet (Schffner and Bassnett, 2010). As the world wide culture has embraced innovation, technology has vastly increased the ability of the various forms of media to express their product. The accuracy and strategies of the translation are important in every case, whether it is in print, on screen or online with the media’s ideological and political leanings reflected in their product (Schaffner and Bassnett, 2010). Yet, taking account the political background of the resource and the media itself, there are cultural factors behind the translation and dissemination of information (Bielsa, 2007).   While translation is nearly invisible in the media reports this does not mean there is cultural impartiality in the process of translation. Modern studies of media and their associated translation of material have grown significantly due to the role this mechanism serves in bridging gaps between cultures (Schaffner and Bassnett, 2010).   Media enables communication across languages as well as the capacity to promote independent populations mutual understanding.   The relation between media and translation occurs in a wide range of contexts such as the press, TV or the internet (Schaffner and Bassnett, 2010). Translation in every individual culture is a critical element in the media dissemination process that involves the direct interaction and understanding between cultures. News agencies commonly employ translation and select translators without knowing his or her ideological background (Magder, 2004). The quality of the translation in reporting news need to be taken into account by the news agency and the media due to the potential obstacles that can be created (Magder, 2004). Analysis: The media is argued to be viewed through a cultural perception (Bassnet, 2004). Each news item presented by the mass media, in any form, is only their unique representation and interpretation of the event, not necessarily the full or complete picture. Each person, reporter or journalist will experience the event in their own manner, producing their work according to their innate understanding (Bassnet, 2004). Utilizing the spoken word, literature and cultural instruments this unintentionally biased information is passed on to the consumer through the news outlet. The journalists and those who work to gather the information and eventually produce news are professional, yet, each person and organization is subject to their own ethical and value standards based on their cultural heritage (Bassnet, 2004).   A priority must be placed on clear translation in the production of international news. This is an indication of importance for not only the translation functions, but also transfer ring the news across linguistic and cultural boundaries (Bassnet, 2004). In order to assess this concept this study will take the two examples of the translated excerpt from the trial of the former dictator of the Iraqi regime, Saddam Hussein.   These passages have been translated, edited and then published in the Daily Telegraph as well as the Independent in 2004. Translation plays a fundamental role in the transfer of news around the world and at the same time different definitions of the translation are being used by both layperson and experts (Bassnet, 2004). This is a demonstration that items from one language cannot easily being replaced into another. The translator is transferring the meaning between languages, and cultural clarity is not always present as this process unfolds (Bassnet, 2004). The news reporter often includes non-practical parts or culturally biased elements of a story during the process of translation in order to meet the expectations of the consumers. The often varied and often diverse opinions present in the mass media indicat e a need for universal ethics standards. The first edited transcript of the first court of the dictator Saddam Hussein which is published in the Independent: The Independent, 2 July 2004: The judge opened proceedings by asking Saddam for his name. Saddam. Hussein Majid, the president of the Republic of Iraq. The judge then asks his date of birth. Saddam: 1937 Judge: Profession? Former president of the Republic of Iraq? Saddam: No, present. Current. It’s the will of the people. Judge: The head of the Baath party that is dissolved, defunct. Former commander and chief of the army.   Residence is Iraq. Your mother’s name? Saddam: Sobha, you also have to introduce yourself to me. Judge: Mr Saddam, I am the investigative judge of the central court of Iraq. Saddam: So that I have to know, you are investigative judge of the central court of Iraq? What resolution, what law formed this court? The judge’s response could not be heard. The Daily Telegraph, 2 July 2004: Judge: Are you the former president of Iraq? Saddam: I am Saddam Hussein, president of Iraq. Judge: (to court clerk): put down â€Å"former† in brackets. Saddam: I am the president of the republic so you should not stripe me of my title to put me on trial. Judge: You are the ex-leader of Iraq and the ex-leader of the dissolved armed forces. Were you the leader of the Ba’ath party and head of the armed forces? Saddam: Yes. I’ve introduced myself to you but you haven’t introduced yourself to me. So who are you. Judge: I am a judge of the criminal court of Iraq. Saddam: So you repress Iraqis under the orders of the coalition Do you represent the American coalition? Reading both edited transcriptions that had been published in in the competing British newspapers in 2004 prodcued several interesting questions. To what extent do these printed versions differ? What cultural factors play a role in this difference? Why are they different in terms of information and the structure of the question?   The first version, which is published in the Independent, says that the judge’s response could not be heard, while in the second version the judge is clearly heard giving instruction to the court clerk. This attention or lack of attention to detail is an indication of cultural awareness (Bassnet, 2004).   After the event was over, the translator’s text was compared to the official transcript which illustrated that information was missing and that this text did not contain every element of the conversation. Bassnett (2004) states that during the hearings and sessions the translators are busy producing their own versions. This is an indicati on that media outlets are heavily dependent on the transcripts of the translator.   This point of influence on the part of the translator is very important, as each cultural interpretation depends on the message (Bassnett 2004). Further in the event the judge asks for his mother’s name, but in the Daily Telegraph this point is not mentioned.   How far we should trust the translators and the subsequent reporting by the media? This process of questionable translation is common in a country similar to Iraq which contains different religions and political backgrounds (Bassnett 2004). The ability to find a quality person to fill the role of translator is difficult due to the cultural affiliation to inherent differences in the views of their associated political parties. Another notable difference between both versions, and cultural approaches, is that the person in the first version is a powerful judge that refers to Saddam’s role as a former chief of the army, while in the second version the same concept is approached as a form of a question.   This is a clear demonstration of cultural separation due to the interpretation of the event by the separate media outlets (Bassnett 2004). Each news agency has different policies, conventions and styles in their production of news which highlight these differences. Within every individual organization will be an understanding that is based on information passed between cultures (Bassnett, 2004). The cultural differences become more visible as we read, with more transcripts available in Appendix A. According to the Independent, Saddam refused to sign the documents and both he and the judge were quarrelling about that. The Daily Telegraph reported this same set fo occurences differently. This is direct cultural reflection of the mood the readers expected to see and the willingness of the outlet to accomodate this (Bassnett, 2004).   The Independent approached this in a more adversarial nature, while the Daily Telegraph sought to portray Saddam has more approachable. Moreover, Saddam’s remark in his final comment with the guards that was not recorded in the Independent version is a further indication of the cultural dissemination of information based on the demands of the readers (Bassnett, 2004). The remark in the Telegraph enabled a sense of pity to be communicated culturally, while the absence of this element in the Independent eliminated this. Discussion Despite the fact that we have two different English translations of a transcript in a court session that took place in Arabic, different edited and translation processes have taken place based on the cultural ideologies (Bassnett, 2004). The strategies of the translation that were used for the Independent are more likely to be culturally foreign to the UK as well as much more complex. Due to the nature of the associated readership, this outlet documents the many challenges that Saddam made to the judges, detailing the adversarial nature of the proceedings.   Conversely, the culture associated with the Daily Telegraph expects another variety of reporting, a kinder and wider approach to the story. The version of the same set of events in the Daily Telegraph is shorter and domesticated, a hallmark of the method in which the populace absorbs information (Bassnett, 2004). Saddam in this version does not appear as a former dictator but like a simple man who addresses the judge through his answers and attitudes. Saddam uses (would) which is a question word that often begins a lot of questions and ask for something.   This is a direct representation of the cultural influence present in the writing; the underlying effort is to portray Saddam as demonstrating a gentle quality in the courtroom by saying â€Å"I am not interfering with your responsibilities†. This is a form of outreach that is directly related to the cultural need to empathize with Saddam (Bassnett, 2004). The role played by the translation of material in international news provides the link between politics and the media in both cultures (Bassnett, 2004). The elements revealed by the media outlets will be utilized to galvanize the populace in one form or fashion, thereby driving the governmental approach. Media reports about political events are always forms of re-contextualisation, and any re-contextualisation involves transformation and translation (Schffner and Bassnett, 2010). Each of the separate cultures will have a unique interpretation of these elements. Cultural difference commonly occurs when a text is shifted for obscure political purposes or the translator attempts to skew the meaning in a way to serve the affiliated party. This form of cultural bias by the translator may have a great impact in the transfer of the meaning and the gist of the discourse and the message, thereby creating substantial obstacles (Schaffner and Bassnett, 2010). Each of the media outlets as well as the underling cultures approaches the aspects of reporting and journalists’ ethics as an intensive research need (Schaffner and Bassnett. 2010). Subjectivity and loyalty to the source text and ethics has a direct impact on the quality of media products, yet the quantity of each component rests in the values of the culture. This fact reflects the desire for the news agency and media outlet   to maintain cultural and national credibility at every level (Schaffner and Bassnett, 2010).   This is achieved through the accurate portrayal of world events through the lens of the associated cultural expectations. The international community depends on the media in terms of gaining information about the political state and cultural values and all socio-cultural norms (Schaffner and Bassnett, 2010). Yet, every story must be interpreted utilizing the known population variables that lie behind each writer. In countries where governments interfere with the freedom of the press and sometimes the lack of freedom of expression occur, the media cannot broadcast and work independently (Poyatos, 1997). The culture of a nation will be familiar with the limits, thereby creating an unspoken form of boundaries. This regulatory environment can become another impediment to the accuracy of the translation (Poyatos, 1997). As news about a country is published in various newspapers some adjustments and reshaping is done due to the oversight environment, culture and ideology. A possible solution for this condition would be to create an environment in which no government should intervene into the media affairs and media should be totally independent (Poyatos, 1997).  However, the values of the writers, publishers and readers will have to be taken in to continuous consideration. Public relations professionals help to shape news content in national and local news media, based on the values of the consumers (Fletcher 2006; Franklin 1997). Due to the changes in political situations and relations between countries the news content might not be addressed exactly in every case, as illustrated by the Telegraph and Independent study. This is a reflection of the cultural constraints that must be taken into account for each individual nation in order to continually meet each unique regional need (Franklin, 1997).   Freedom of the press does not mean the independence of any media channel; governments and the population are responsible for laying the foundation for a fruitful relationship between media the freedom of expression. In Conclusion Translation plays a fundamental role in the transfer of different types of news around the world. The veracity of the translation and truthfulness of the translator are matters of primary concern. The societal values and cultural differences of the authors, editors and organization are exposed with every article or broadcast. From the perspective of translation studies this lack of cohesiveness is an issue and has the potential to have substantial ramifications both politically and culturally. The relationship between culture and media is one of inclusion, very much related to each other. In addition, media confers the capacity to reach a large audience in a manner that is efficient and effective. Mass media has, and will continue to have an impact on every person in each nation in the form of Internet, printing papers, Televisions and radios. The information and news passing between different cultures via the media are reshaped, reinterpreted and then republished. Therefore, transforming media representations entails a new way of thinking about media practice. Media as a communication tool should be situated as institutions that allow for cultural development and the protection of cultural diversity. Further, mass media institutions need to be aware every aspect of the cultural contraints and expectations of the underlying society. Yet, in the end, as in all things, it lies with the reader, viewer or person subject to the media report to judge independantly the veracity of the opinion.   Rà ©fà ©rences Bassnett, S. (2004). â€Å"Trusting reporters†: What exactly did Saddam say? The Linguist, 43(6).176-178. Bielsa, E. (2007). â€Å"Translation in global news agencies†. Target 19(1). 135–155. Wadensjà ¶ , C ‎ (2009). â€Å"Clinton’s Laughter: On Translation and Communication in TV News†. CTIS Occasional papers (Maltby. Ed.) Vole 4 Fletcher, K. (2006). â€Å"A Fine Line between Journalism and PR in Media† Franklin, B. (1997). â€Å"Newszak and News Media†. London Magder, T. (2004). â€Å"Transnational media, intercultural trade and the idea of cultural diversity†. Continuum: Journal of Media and Cultural Studies, 18 (3), 380–397. Poyatos, F. (1997).  Nonverbal communication and translation. Amsterdam: John Benjamins. Schffner, C. (2008). ‘The Prime Minister said ’: Voices in translated political texts†. In: SYNAPS Fagsprà ¥k, Kommunikasjon, Kulturkunnskap 22/2008 (University Bergen), pp. 3-25. Schffner, C. and Bassnett, S. (2010). â€Å"Political Discourse, Media and Translation† Cambridge Scholars Publishing. Venuti, L. (2012).  The Translators Invisibility. Hoboken: Taylor and Francis. Zlatar, A. (2003). â€Å"The role of the media as an instrument of cultural policy, an inter-level facilitator and image promoter†: Amsterdam ECUMEST Association, Bucharest.

Cereal Aisle Analysis Essay Example | Topics and Well Written Essays - 1000 words

Cereal Aisle Analysis - Essay Example My observations are compiled in short statements in this report. First of all, there were ten different brands on display, out of which I could easily recognize three. These were Kellogg’s, Malt-O- Meal, and Cheerios. Among the Kellogg’s brand, and in the Breakfast Cereal category, there were 27 varieties of Breakfast Cereals, ranging from All- Bran to Mini – Wheat. Each one of them had their name and specialty prominently displayed on its cover. They were of distinct flavor and were available in five different sizes. The packets were specially designed to attract children. The focus on packing and labeling was such that many children were fascinated with them. (Kellogs, 2011) The second observation was that of brand Malt-O – Meal .The packing of Malt-O – Meal was very attractive and the shelves were segregated in two parts, cold and hot cereals. There was another category named Natural Cereal. On closer examination I found that they do not put artificial colors and used only natural preservatives. It gave a feeling that the company cares for the health of its customers. This made the choice easier, especially for the parents (MALT-O-MEAL, 2011) The third prominent brand which I observed was Cheerios. They had varieties for kids, parents, families and adults. I found it very interesting and observed that in the aisle only products meant for kids were stored. The packets were very well designed and as the name suggests, the labeling and packing conveyed the meaning of having fun (General Mills, 2011). I also observed the behavior of shoppers very minutely and there were six distinct behaviors which are worth mentioning here. In some cases, the children saw the displayed packets and took permission of their parents to go and have a look. Once they liked it, they took it out from the respective shelf and put it up for their parents to approve their choice. This type children were very well behaved and I did not find a singly parent declining the request of their children. The second behavior was different from the first one, in the sense that the children left their parents hand and simply grabbed the brand of their liking, In this case also, the parents were in agreement with the children’s choice but before they agreed, they did have a look at the brand and its label and read the nutritional value of the contents. In the third case, some children first grabbed the brand which they liked and then asked their parents for approval. This behavior was frowned upon by the parents. In the fourth instance, the children saw the brand, liked it but their parents were simply aghast with the choice and refused to buy it for them. Later on, after a lot of persuasion they did ask the

Should racial profiling at U.S. borders target people of color to Essay

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Testing Organizational Communication Satisfaction

Testing Organizational Communication Satisfaction ABSTRACT Communication Satisfaction plays a very critical role in achieving employee engagement in organizations. It becomes even more significant and relevant in the context of the recent global crisis wherein organizations focus on employee engagement was high and was aimed towards employee retention and motivation. While several researchers have studied the relationship between communication and employee involvement, very few studies have established a relationship between Communication Satisfaction and Employee Engagement. Using the second-generation analytical technique Structural Equation Modeling, the present study examines the relationship between various components of Organization Communication Satisfaction (Organization Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality) and various components of Employee Engagement (Organizational Commitment, Job Satisfaction and Withdrawal Cognition). A modified version of the Downs Hazens Communica tion Satisfaction Questionnaire was administered on 235 personnel in the Information Technology/Information Technology Enabled Services industry in India. The scale was tested for reliability and validity using Confirmatory Factor Analysis. The results indicate that Organization Communication Satisfaction has a positive impact on Employee Engagement. The study findings have strategic implications for organizations with regard to laying a greater emphasis on increasing communication satisfaction through various human resource interventions, both at macro and micro levels in the organization. Introduction Employee engagement has been drawing a lot of importance in various organizations in recent times. A global workforce study conducted by Towers Perrin in 2007-2008 revealed that only 21% of the employees were engaged. A more disturbing finding of the study was that 38% of the employees were partly to fully disengaged. The study also concluded that companies with the higher levels of employee engagement are able to retain their valued employees as also achieve better financial results. Similarly, Gallup has also conducted a study on employee engagement and found that 29% of employees are actively engaged in their jobs, 54% are not engaged, and 17% are actively disengaged. Many researchers have studied employee engagement and have found that employee engagement predicts employee outcomes, organizational success and financial performance (Bates, 2004; Harter et al., 2002,). Similarly, Hewitt Associates (LLC, 2005, p.1) have also established a strong relationship between employee engagem ent and profitability through higher productivity, sales, customer satisfaction and employee retention. Unfortunately though, a lot of literature available is only those from Consulting firms and there is very little theoretical or empirical research available on employee engagement. Today, as a result of continuous organizational restructuring (mergers, acquisitions, downturn imperatives), it is commonly observed that organizations are resorting to right sizing strategies. It certainly becomes the most critical priority of CEOs around the world to ensure that the employees who survive the layoffs are fully engaged. Research indicates that there is a decline in engagement levels and that there is deepening disengagement among employees today (Saks, 2006; Richman, 2006; Bates, 2004). It has also been reported that the majority of workers today, roughly half of all Americans in the workforce are not fully engaged or they are dis engaged leading to what has been referred to as an â€Å"engagement gap† that is costing US business $300 billion a year in lost productivity (Saks, 2006, Bates 2004, Johnson, 2004 Kowalski, 2003). Further, with the world becoming a global market place, where every thing is becoming a commodity, people and management of peoples talen t are becoming very critical components of an organizations ability to service its customer. Managing dis-engaged employees or non-engaged employees in a customer facing role is therefore that much more critical to the success and profitability of the business. Lockwood explains, â€Å"As organizations move forward into a boundaryless environment, the ability to attract, engage, develop and retain talent will hence, become increasingly important† In addition to the various literatures available from consultants, there have been a few researches conducted on the antecedents and consequences of employee engagement and also â€Å"What is employee engagement†. A very exhaustive analysis of employee engagement has bee done by Macey and Schneider (2008). In the study employee engagement has been explained as 3 facests viz., Psychological state engagement (Satisfaction, involvement, commitment, empowerment), Trait engagement (personality, conscientiousness) and Behavioural engagement (Organizational Citizenship Behaviour, Personal initiative, role expansion). Another research indicates that employee engagement constitutes two aspects viz., job engagement and organization engagement (Saks, 2006). Saks (2006 further found that employee engagement was significantly positively related to job satisfaction, organizational commitment and organizational citizenship behaviour and negatively related to intention to quit. Organizational Communication plays a very critical part in ensuring employee engagement. It has been established that clear, consise and honest communication is an important tool for employee engagement (Lockwood). It is further established that lack of communication or poorly communicated information can lead to distrust, dissatisfaction, skepticism and unwanted employee turnover. Studies demonstrate that there is a significant influence of Interpersonal trust on individual, group and organizational achievements (Earley, 1986; Robinson, 1996), Job Satisfaction (Driscoll, 1978; Muchinsky, 1977), Job Involvement (Saks, 2006) and Organizational Citizenship Behaviour (Konovsky Pugh, 1994; McAllister, 1995). Studies have also underlined the central role of communication in developing and maintaining Trust (Gail, Zolin, Hartman, 2009; Becerra Gupta, 2003; Muchinsky, 1977). With particular reerence to recession, downsizing has become a harsh reality over the past 2 decades. These downsizing strategies come with other negative consequences of â€Å"attrition of employees who are not impacted by downsizing†. The problem is more profound when the attriting employees are top performers or employees with skills critical to future growth plans of the organization. Various studies have proved that downsizing negatively affects attitudes of employees surviving the downsizing by reducing organizational commitment, morale, job satisfaction and also increasing intention to quit and job stress (Arnold and Feldman, 1982; Greenhalge, 1982; Kozlowski et. al, 1993). It is therefore, very important for organizations to find ways to retain the attriting employees afer downsizing. Managerial communication and Organizational support can be looked at as possible avenues to reduce the negative effects of downsizing. Communication becomes very critical because employees believe that their organization holds them in low regard and ignores their interest (Anderson, 1996; Mclean Parks and Kidder, 1994). They also suspect that management communication is not credible for tat information is being withheld (Noer 1993, ONeill and Lenn, 1995). Employees need to understand how they fit into the overall plans of the organization in terms of their roles and contribution to the growth plans of the organizations. Various surveys in this regard indicate that employees want more communication with their managers (Argenti, 1998). There are various studies that have established a positive relationship between communication satisfaction and job satisfaction (Petit, Gori s and Vaught, 1997; Pincus 1996) and organization commitment (Varona, 1996). A communication ROI study by Watson Wyatt (2007-2008) revealed that â€Å"firms that communicate effectively are 4 times as likely to report high levels of employee engagement as firms that communicate less effectively. This study therefore, attempts to establish the impact of Organizational communication on mediating role of Trust in the relationship between Organizational Communication Satisfaction on Employee Engagement in the Information Technology / Information Technology Enabled Services (IT/ITES) industry in India. We have selected the IT/ITES) industry because of the significance of the impact during the recent recessionary period. Literature Review and Research Hypothesis Organizational Communication Organisation communication constitutes many dimensions spanning from formal and informal means of internal communication and external communications. A review of literature in this area reveals that Organizational communication can be classified into four different levels (SHRM Magazine) (i) Overall Organizational communication (ii) Inter-organizational communication (iii) Group-level communication (iv) Interpersonal communication Further, review of the research in this area underlines the importance of organizational communication towards building commitment, satisfaction and retention of employees in an organization. A number of studies (Burhans 1971, Downs 1971, Jain 1970) studied the relevance and importance of satisfaction with organizational communication. Such examinations of the communication-satisfaction relationship have produced, a construct called communication satisfaction, which is becoming a common reference in organizational literature (Downs and Hazen, 1977). Downs and Hazen, introduced the Communications Satisfaction Questionnaire (CSQ) and conducted a factor analytic study of communication satisfaction. This study established eight stable definitions of communication satisfaction, which has also been enumerated as follows in another study by Clampitt Downs, 1993: Communication Climate reflects communication on both the organizational and personal level. On one hand, it includes items such as the extent to which communication in the organization motivates and stimulates workers to meet organizational goals and the extent to which it makes them identify with the organization. On the other, it includes estimates of whether or not peoples attitudes toward communicating are healthy in the organization. Supervisory Communication includes both upward and downward aspects of communicating with superiors. Three of the principal items include the extent to which a superior is open to ideas, the extent to which the supervisor listens and pays attention, and the extent to which guidance is offered in solving job-related problems. Organizational Integration revolves around the degree to which individuals receive information about the immediate work environment. Items include the degree of satisfaction with information about departmental plans, the requirements of their jobs, and some personnel news. Media Quality deals with the extent to which meetings are well organized, written directives are short and clear, and the degree to which the amount of communication is about right. Co-worker Communication concerns the extent to which horizontal and informal communication is accurate and free flowing. This factor also includes satisfaction with the activeness of the grapevine. Corporate Information deals with broadest kind of information about the organization as a whole. It includes items on notification about changes, information about the organizations financial standing, and information about the overall policies and goals of the organization. Personal Feedback is concerned with the workers need to know how they are being judged and how their performance is being appraised. Subordinate Communication focuses on upward and downward communication with subordinates. Only workers in a supervisory capacity respond to these items, which include subordinate responsiveness to downward communication and the extent to which subordinates initiate upward communication. Crino White (1981) investigated Communication Satisfaction with 137 supervisors from textile mills. Similarly, Pincus (1986) used the CSQ in a study of nurses and their supervisors to investigate the relationship between communication and job satisfaction and job performance. These findings had resulted in the CSQ being the most widely used scale when measuring communication satisfaction. The notable aspect though is, that the studies by Downs Hazens (1977) and Crino White (1981) exploratory factor analysis rather than confirmator factor analysis for assessing the validity of the CSQ. Theerefore, the convergent and discriminant validity of the CSQ was under question. Further, until the introduction of CSQ, Communication was considered as an unidimensional construct. The underlying belief was that employees are either satisfied or dis-satisfied with communication. However, with the introduction of the CSQ changed it communication satisfaction to be viewed as a multi-dimensional construct wherein, employees could be satisfied or dis-sastisfied with one or more aspects of communication and be dis-satisfied. Gary and Laidlaw (2004) assessed the CSQ using Confirmatory Factor Analysis. Their study used a series of congeneric measurement models to study the validity and reliability of the CSQ. Based on the study, Gary Laidlaw concluded, â€Å"the results substantiate CSQ as a valid instrument for measuring communication satisfaction and supports the multi-dimensional aspects of the communication satisfacation construct. This study therefore, proposes to establish the convergent and discriminant validity and reliability of the CSQ for the purpose of IT/ITES sector in India. The study also proposes to establish the relationships between the individual dimensions of Organizational Communication Satisfaction using First order and Second order Confirmatory Factor Analysis. H1 : Dimensions of Organisation Communication Satisfaction are inter-related H2 : Organisational Communication Satisfaction is explained by Organisational Integration, Supervisory communication, Personal Feedback, Corporate Information, Communication Climate and Media Quality. Employee Engagement Employee engagement has been drawing a lot of importance in various organizations in recent times. There have been few research works on employee engagement (Robinson et al, 200) and most of understanding comes from Consulting firms and Independent Research agencies. There have been various definitions of employee engagement. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values (Vazirani, 2007). Engagement is the willingness and ability to contribute to company success, the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy (Towers Perrin, 2007). Often used as a synonym for motivation or motivation and retention; engagement is really more fundamental. Engagement is an employees decision to apply his discretionary effort to the goals of the enterprise, to accept those goals as his own and wholeheartedly commit himself to achieving them. (Fineman Carter 2007) Though employee engagement as a concept has been drawing a lot of importance, it is still a term widely referred among consulting firms and independent research agencies. There have been very few empirical research initiatives in the academic world to establish the definition of the construct â€Å"employee engagement†. Mickey and Schneider (2008) have done a detailed study on â€Å"the meaning of employee engagement† and have established a series of propositions covering 3 facets : a) Psychological stage engagement b) Behavioural engagement c) Trait engagement. This research though will focus on the psychological state engagement facet since this has received maximum attention and is central to the engagement issue. Further, the scope of the research is focussed towards examining the impact of Organizational Communication Satisfaction on Employee Engagement. Past researches on similar subjects have all focussed on studying the relationship between Organizational Communication Satisfaction on individual aspects of State Engagement viz., Satisfaction, Commitment and Involvement. Mickey and Schneider (2008), while explaining the psychological state engagement have studied 4 different aspects viz., Job satisfaction, Organizational commitment, Psychological empowerment and Job involvement. They have further referred to various related research in each of the above aspects and thereby analyse each of the aboe aspects as a facet or antecedent or consequence of employee engagement. Their study and analysis is as follows : Engagement as Job Satisfaction In defining Job Satisfaction as a facet of employee engagement, the views of Erickson (2005) are noteworthy; â€Å"Engagement is above or beyond simple satisfaction with the employment arrangement or basic loyalty to the employer. Engagement in contrast is about passion and commitment, the willingness to invest oneself and expand ones discretionary effort to help the employer succeed† Therefore, it is beyond basic loyalty and is about the emotional aspect of Job satisfaction that triggers emotions and feelings of energy, enthusiasm and thereby constitutes a very important aspect of Engagement. Engagement as Organization Commitment In defining Organizational commitment as an important facet of employee engagement, the views from various contributions are noteworthy (Wellins and Concelman, 2005; OReilly Chatman, 1986; Mowday, Porter Steers, 1982; Meyer and Allens, 1997; Meyer, Becker Vanderberghe, 2004). These significant contributions lead to definitions; employees exert extra energy in support of the organization, feel proud as a key contrinbutor to the organization and its success and enjoy a personal identity with the organization. This leads to organization commitment being defined as a key facet of engagement (Mickey Schneider, 2008). While analysing organization commitment, there is also an analysis around organization / job withdrawal thereby suggesting that commitment as a state of engagement also relates to how long an employee stays as a result of commitment (The Corporate Executive Board, 2006) Engagement as Job Involvement The next aspect analysed by Mickey and Schneider (2008) is Job Involvement. Job Involvement has been defined â€Å"as the degree to which an employee psychologically relates to his or her job and the work performed therein and specifically equated job involvement and job commitment (Cooper-Hakim and Visweswaran, 2005). Brown (1996), Mathieu and Zajacs (1990) have also come up the conclusion that job involvement is an antecedent to organizational commitment. Brown further concluded that organizational withdrawal decisions are less related to job involvement than to organizational commitment. Erickson (2005) described job involvement as a key antecedent of the state of engagement. Based on the analysis and significant well researched contributions, we identify Job Satisfaction, Organizational commitment and withdrawal as key facets of employee engagement. Further, Saks (2006) has conducted a good study on the antecedents and consequences of employee engagement. The research conceptualized engagement as being reflective of the extent to which an individual is psychologically present in a particular organizational role (Kahn, 1990; Rothbard, 2001). It was further conceptualized that there are two dominant roles attributable to most organizational members viz., their work role and their role as a member of the organization. These two roles led to the two components of employee engagement: Job and Organization engagement. Saks (2006) further found that that Job and Organization engagement were significantly positively related to Job satisfaction, organizational commitment and Organizational Citizenship Behavior, and negatively related to intention to quit. In summary, employee engagement is about ones emotional commitment towards the organization, being psychologically involved and willingness ability to walk that extra mile in achieving the Organizational goals and objectives. Based on the above review, it is understood that employee engagement mainly constitutes three aspects viz., Organizational commitment, job satisfaction and intention to stay. This study aims at establishing a relationship between the facets / components of Employee Engagement using 2nd order Confirmatory Factor Analysis. This study further proposes to establish the convergent and discriminant validity and reliability of the various facets of employee engagement using First and Second order Confirmatory Factor Analysis H3 : Dimensions of Employee Engagement are interrelated H4 : Employee engagement is explained by Organisational Commitment, Job Satisfaction and Withdrawl Cognition Organization Communication Satisfaction and Employee Engagement The next dimension studied was the relationship between Organizational Communication and Employee Engagement in organizations. Employees see managers as trustworthy when their communication is accurate and forthcoming. In addition, adequate explanations and timely feedback on decisions lead to higher levels of trust (Folger Konovsky, 1989; Konovsky Cropanzano, 1991; Sapienza Korsgaard, 1996). Evidently, managers who take the time to explain their decisions thoroughly are likely to be perceived as trustworthy. Finally, open communication, in which managers exchange thoughts and ideas freely with employees, enhances perceptions of trust (Butler, 1991; Farris, Senner, Butterfield, 1973; Gabarro, 1978; Hart, Capps, Cangemi, Caillouet, 1986). Lockwood states that â€Å"lack of communication or poorly communicated information can lead to distrust, dissatisfaction, skepticism, cynicism and unwanted turnover. This is even more relevant in times of crisis as observed by Meyers in 1986 ; â€Å"When a crisis occurs, employees are affected on a personal level, in ways and to an extent unlike in any other audience. Their immediate reaction is often to be stunned and lose a sense of common purpose and cohesiveness Gripped by fear, employees may stray from their sense of reality and turn inward, focusing exclusively on their personal needs and ignoring the organizations needs†. Pincus Acharya, 1998 observed that â€Å"Employees who are uncertain about their jobs, health, or safety may deny, misinterpret, selectively perceive, or tune out information from management about the crisis situation because they may be blinded by their own sense of a personal crisis.† These studies lead us the understanding that â€Å"clear, consice, timely and honest communication is a very important management tool towards building employee engagement in Organizations (Lockwood). As discussed earlier, there have been many consultants and independent research organizations, which have established communication as a very critical component in enabling employee engagement in organizations. Further, there have been individual studies relating organizational communication and the individual facets and antecedents of employee engagement. This study proposes to study the relationship of Organization Communication Satisfaction on Employee Engagement using second-generation analysis tecnique, Structural Equation Modelling. H5 : Organisation Communication Satisfaction has a positive impact on Employee Engagement.. Research Methodology Questionnaire Design The Communication Satisfaction Questionnaire (Downs and Hazens, 1977) was selected for the Organization Communication construct of the study. We have used on seven factors of the CSQ beause the eighth factor, subordinate communication since this study was not aimed at personnel in their role as employees and not supervisors. For the Employee Engagement construct, each of the individual facets was measured on borrowed scales. Job Satisfaction was measured on 5 items taken from the scale developed by Price and Muellar (1986). Organization Commitment was measured on 6 items taken from the scale developed by Meyer, Allen and Smith (1997) while Withdrawal Cognition was measured on 3-item scale developed by De Conninck and Bachmann (2005). Since we are using borrowed scales for each of the constructs, it is important to first establish the validity and reliability of the scale. In other words, the items must reflect what they are intended to measure (face validity) and represent a proper sample of the domain of each construct (content valididty), and pass other tests of validity (discriminant, convergent and predictive validity) in order for a measure to have construct validity (Hardesty and Bearden, 2003). As a first step, we carried out a face validity of the constructs of the study. Based on the approaches discussed by Hardesty and Bearden, we identified a panel of 7 judges to assess the face validity. The judges were exposed to the definition of each construct, overall scope and objective of the study and the individual items under each construct (Total number of items was 49). Each judge was requested to rate the importance and relevance of the item to the constructs conceptual definition on a scale of 1-10 (1-Lea st important to 10-Most Important). (eg. How would items like â€Å"I find real enjoyment in my job† or â€Å"I am seldom bored with my job†). Additional remarks were also sought from the judges on whether multiple items under a construct mean the same and also which among the items was a better representative of the constructs conceptual definition. These results were summarized by Judge for each item and the items which were given a weightage of â€Å"less than 8† were considered for reduction. During the content validity stage, the judges unanimously felt that co-worker communication, as a dimension was not too relevant from an engagement perspective since a lot of it was not largely under the control of the organization. However, one item in the co-worker communication was felt necessary to be included viz., â€Å"Extent to which communication practices are adaptable to emergencies† and hence, the same was retained and included in the dimension  "Communication climate†. Similarly, the item viz., â€Å"Information about changes in our organization† and â€Å"Information about company goals and policies† were the only 2 items left under the dimenstion â€Å"Corporate Information†. Since it is required to have atleast 3 items under each dimension / factor for Structured Equation Modelling, these 2 items were grouped under the dimension â€Å"Organizational Integration†. Therefore, in the final questionnaire (total number of items 29), Organizational Communication Satisfaction was reduced to 5 factors viz., Organizational Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality. The factors under Employee Engagement were all retained viz., Organization commitment, Job satisfaction and Withdrawl cognition. In addition to the 2 sections representing the main constructs of the study, the questionnaire also covered a brief write up covering the purpose of the study as well as explicit statements of assurance to the respondents about the confidentiality of their responses and that the responses would be used for academic purposes only. Data Collection and Sampling : For this study, primary data was collected through structured undisguised questionnaires adminstered to the respondents. Questionnaires were administered through personal contacts / meetings and through mail as per the convenience of the respondent at home or in office. The respondents were requested to spare few minutes to provide categorical responses to items in the questionnaire The respondents for the study were selected from the personnel of organizations in Information Technology (IT) / Information Technology Enabled Services (ITES) industry in India. A total of 275 questionnaires were administered to the respondents. 264 questionnaires were found to be complete in all respects, giving a response rate of 96.%. A further 29 invalid questionnaires were eliminated (those questionnaires where too many items were left unanswered or the same response was given to all the questions) and thereby 235 valid questionnaires were taken for further analysis. Measurements The study hypothesis covers 2 Constructs Organization Communication Satisfaction (OCS) and Employee Engagement (EE). OCS is measured for 5 key dimensions / Factors viz., Organization Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality while EE is measured on 3 key dimensions / factors viz., Organization commitment, Job satisfaction and Withdrawal Cognition. The 8 categorical dimensions were measured on the following items / variables: Factor / Dimenstion Items / Variables of measurement Organization Communication Satisfaction (OCS) Organization Integration Information about the requirements of my job Information about my progress in my job Information about company policies and goals Information about changes in our organization Supervisory Communication Extent to which my supervisor listens and pays attention to me Extent to which my supervisor offers guidance for solving job related problems Extent to which my supervisor trusts me Extent to which my supervisor is open to ideas Personal Feedback Information about how I am being assessed Information about how my efforts are recognized and rewarded Extent to which superiors know and understand the problems faced by subordinates Communication Climate Extent to which the organizations communication motivates and stimulates an enthusiasm for meeting its goals Extent to which the organizations communication makes me identify with it or feel a vital part of it Extent to which communication practices are adaptable to emergencies Extent to which I receive in time the information need to do my job Media Quality Extent to which written directives and reports are clear and concise Extent to which the attitudes toward communication in the organization are basically healthy Extent to which the amount of communication in the organization is about right Employee Engagement Organization Commitment I really feel as if this organizations problems are my own I do not feel like part of the family at my organization (R) I do not feel emotionally attached to this organization (R) This organization has a great deal of personal meaning for me I do not feel strong sense of belonging to my organization (R) Job Satisfaction I find real enjoyment in my job Most days I am enthusiastic about my job I feel fairly well satisfied with my job Withdrawal Cognition I would be very happy to spend the rest of my career in this Company Within the next six months, I would rate the likelihood of leaving my present job as high All the variables are categorical in nature and were measured on a categorical scale (5 point Likert). Data Analysis We have applied Structural Equation Modeling (SEM) as the tool of analysis for maximum likelihood estimation for examining the proposed hypotheses. As suggested by many researchers (e.g. Anderson Gerbing, 1998), we have chosen the Two-step analysis method wherein in the first step, we conduct the Confirmatory Factor Analysis (CFA) based on the correlation coefficient matrix of each measurement item (i.e. dimenstions / factors of OCS and dimensions / factors of EE). In the second step, after confirming the fitness of the cons