Case analysis Essay Example | Topics and Well Written Essays - 2250 words

Case analysis - Essay Example This paper analyzes one of the managerial blunders that were taken by a company. This is in regard to the construction of terminal five, at the Heathrow Airport, in Terminal Five. The company that was responsible for constructing this terminal was British Airways. British Airways is the largest airline carrier in the United Kingdom. This is based on the number of fleets it operates, the size of the company, and the international destinations of the company. The intention of the company in constructing this terminal was that it should give it the capacity of increasing its revenue, and improving its public status and image. However, this turned out to be one of the strategic blunders of British Airways. This paper would examine this blunder, in relation to the theories of strategic management. Initially, the air transport industry was a government owned and managed industry. This is in almost all the countries of the world. However, because of the emergence of capitalism, and liberalization of the economies, various governments began to liberalize the airline industry, and allow for private ownership. This includes countries such as the United Kingdom which has allowed for the private ownership of the airline industry (Barney and Hesterly, 2006). For example, the British Airports Authority is a private company that manages and operates six airports in the United Kingdom, and this includes the London Heathrow Airport. It is at this airport that British Airways decided to construct the terminal five, which was to enable it expand its operations, and increase the number of its passengers. It is important to explain that the airline industry is driven mainly by profits, and this makes it to be one of the most competitive business industries in the world (Fojt, 2006). This is the reason why there is an emergence of other airline companies operating in the United Kingdom, and they include Virgin Atlantic, British Midland International

Riding the Black Cockatoo & Company Sin Representation Essay Example for Free

Riding the Black Cockatoo Company Sin Representation Essay Words are powerful tools that can be used to represent people and shape opinions about others. In a similar way, certain actions and our treatment of other cultures demonstrate our understandings and acceptance of, different beliefs and cultures. Two texts that support these statements and include representations of Indigenous Australian culture and beliefs are: ‘Riding the Black Cockatoo’ by John Danalis and ‘Company Sin’ by John Butler Trio. John Danalis wrote a captivating novel about his journey towards righting the wrongs his family committed, by returning an Indigenous skull that was kept on his family’s mantelpiece. Throughout his writing, John portrays the sense of oneness towards the land of the Indigenous community and his need to come to terms with all the connections he never knew existed. ‘Company Sin’ symbolises a young man’s ignorance and indifference towards the Indigenous culture. Ben naively participates in a mining company’s desecration of an Indigenous Australian burial site. The words in the song portray his struggle with dreams and what these dreams actually embody. Symbolic use of words and language creates vivid images of the song and novel in the audience’s minds. Through representations in the text readers have been positioned to perceive qualities of Indigenous Australian’s heritage, spirituality and their relationship with mother earth. In ‘Riding the Black Cockatoo’, words and language are used purposefully to demonstrate the significance of returning Indigenous Australian’s bones to the tribal elders for burial. Danalis realises through his journey of reconciliation that for Indigenous Australians, the disturbance or non-burial of bones means that a soul remains in a state of unrest. Current generations know that it is their spiritual duty to ensure that bones are returned â€Å"home†, to the earth. Danalis begins to realise that Indigenous Australians â€Å"†¦feel death very differently to white folk.† The handover of the skull is significant for both Danalis and the Indigenous people. The Indigenous community worked with Danalis and did not condemn him for what his family had done with the skull. They even included them in the ceremony and both â€Å"sides† working through some sensitive issues, with the common aim of returning â€Å"Mary† to the rightful place †¦ the earth. The Indigenous community led Danalis through a learning process about the â€Å"rights† of their ancestors and the need for the land to be a central part of their spirituality. With this, the land is positioned to be the sacred resting place for those who have passed on. The relationship Danalis developed with the Indigenous community and being invited to participate in the ritual ceremony, gave him an insight into Indigenous cultural traditions. Indigenous Australian culture believes that when a person dies, their spirit goes back to the ancestral land, when the correct ceremonial rituals are conducted. This ceremony encompasses many traditions for the clan, such as: the cloak of possum fur and the Yorta Yorta song man making a Cockatoo cry: â€Å"We waited ‘KAR-AAK’ †¦ There was a clack-clack of clapping sticks, and then another ‘KAR-AAK!’ †¦ His black cockatoo cries cascaded down the stairwells, echoed off overhead walkway escarpments and bounced through the air-conditioning ducts.† This linkage of nature connotes Indigenous Australian’s strong connections of culture with land. It shows they treat nature with full respect and incorporate it into their lives. Ceremonial objects specific for the ceremonies come from the land. Danalis describes Bob when requiring a smoking bowl, called a coolamon and not having one there, saying: â€Å"I’ll make one†¦Ã¢â‚¬  Bob finds the bark needed, pulls it off and makes the bowl. This demonstrates their strong reliance on nature. Through his description of this event, Danalis was sure that they would have to go without a bowl for the ceremony and was surprised by Bob’s actions, in being able to create what they needed from the land. Indigenous Australians do not own the land. They see it as part of them and that it is their duty to respect and look after their mother earth. They use the land to live on, to gain food from, to make items they need and then to return their ancestors to the earth, when they pass on. This is a different concept to the culture White Australians have grown up with. Danalis has to explore his own prejudices and realises that he lives in a nation with some, who are trying to come to terms with both heritages, cultures and beliefs. Indigenous Australians bury their ancestors on what average Australians see as prime land, where profits could be made from farming or mining. Indigenous Australians do this, as they believe they can: â€Å"†¦enter the spirit world and become one with their mother†¦ the Earth†¦Ã¢â‚¬  Calling the earth their Mother, solidifies Indigenous Australian’s strong connectivity of their spiritual heritage with the land. This is something that White Australians do not have in their heritage. The Indigenous people care for and love the earth they live on. They have a spiritual connection to it, not just a physical one. Simply, this is not part of how White Australians view the land and it is not part of their heritage.

Developing Country Like India Children And Young People Essay

Developing Country Like India Children And Young People Essay In a large developing country like India, Non Governmental Organizations act as alternative or complementary service providers and try to bridge the numerous gaps in the developmental processes between reach and requirement of services. These alternative service providers play an important role by helping governments through advocating, partnering and complementing the works of the state in order to ensure that all those who are excluded, enjoy their right of equality in society. Governments are legally, morally and socially responsible that the entire population enjoys their human rights including the right to education and health. These responsibilities are reinforced by most national constitutions and laws and various international conventions like WHO, UNESCO, UNICEF etc., which are ratified by states and are binding to all future administrators. Yet after so many efforts and promises to implement the laws and constitutions the weaker section of the society, not only in India but in all parts of the world, is still denied the human rights of quality education, health and equality. Healthy and erudite people are the core of any development. Lack of access to the education, securely acquired knowledge, skills and good health is a means for its diminution. Sustainable development is possible only through the access to meaningful learning which in turn is crucial for improved productivity, lessened poverty, improved and preventive health care, empowered women and enhanced equality. NGOs, as development partners, have the main harmonizing role to play in countries where governments have failed or are unable to fulfill their customary role. In the health and education sectors, there are many success stories that not only created the required physical infrastructure but also developed the academic and caring environment for those who are still left out. NGOs as carriers of inclusive growth Government of India is focusing on the financial inclusion of the society at large. But still there is a greater need for the inclusive society so as the underserved must not feel left out. Here NGOs can play a better role for the integration of this weaker section with the society where governments efforts are not able to fulfill the gaps and the aspirations. Access to basic education and health care facilities are basically considered as the prime responsibilities of governments. Governments try to be in line with the internationally agreed goals of Education for All which state that primary education should be free and compulsory. The main objective behind these targets was on augmenting access of children to basic formal education provided by governments. Role of governments as a facilitator of basic education is pertinent as a literate society can take an advantage in building nations identity and can also amass benefits of social and economic development. Not only the society at large but individuals can also be benefited in terms of lifestyle, lifecycle and across generations. In developing countries like India, the imperative for educated people is even greater, as it is not only about exercising the right to be learned and a duty to contribution towards the nation for its development, but it is also important for ensuring securit y. Health care and education are the primary service sectors given these are the largest, the most prevalent and perceptible institutions in the country, visible even in the secluded regions. Due to their cultural, social and economic dimensions of health and education sectors, these are the most complex institutions to administer and manage. Thus, irrespective of all the efforts and money put in for the fulfillment of constitutional pledge of Education for All and Healthy Citizens, India is still struggling with the serious issues of poor quality, lack of motivation, disorganization and inadequate access in the schooling and health system. Moreover, where the governments provision to realize the objectives of universal primary education and healthy citizens has been inadequate to fulfill demand, the sustainable and long-term partnership of government and NGOs can bridge this gap. NGOs as stakeholders in the governance act as driving force behind greater cooperation through the active m obilization of public support for a particular cause. With transformed focus on expanding the facilities of quality health care and education and to be in sync with the goals of international agencies, greater attention is being paid on role of non government stakeholders that they are playing and could play in supporting benefactors and government in achieving targets, while government being the main provider. This attracts consideration of the changing role of the government needs to play in supporting the demands of improved health care facilities and quality primary education in cases where it is not the direct provider. The governments role differs according to the type of the NGO and the extent to which they compliment the public delivery of the services. NGOs advocate their role towards the achievement of goals of inclusive growth either by putting pressure on the government agencies or by involving directly as care takers. The underserved may take many forms including those hard to reach in terms of gender, street children, orphans, disbanded children in post conflict areas, children with disabilities, refugees, child labourers etc. These underserved are not able to avail their basic necessities of education and health and hence cannot be a part of inclusive growth because of poverty, and or because of socio cultural and other demand related reasons. Inadequate supply of resources in isolated and rural areas can further aggravate these constrictions. NGOs and Orphans need for Education and Health As per a study conducted by SOS Childrens village based on third National Health Survey, there are about 20 million children (about 4% of the total population) are orphan. According to this, 0.3% children were orphaned because of death of their parents and rest 99.7% have been abandoned. The main reasons for such high figures are ascribed to poverty as the main contributor while social unrest and terrorism in some states, as revealed by this survey of SOS Childrens village. Poverty, disability, disagreements, and lack of awareness are noteworthy constrictions to many children getting into schools. Economic hardships and societys lack of interest and protection mean that orphans may lose the opportunity to the avail the facilities provided by the public health system as well. Children who have been orphaned by the death of parents or the single surviving parent is not able to take care, are commonly discarded by society, denied affection and care and left with few resources to live on. For social and economic reasons these children often drop out from schools. Sometimes these children are undernourished and suffer from ill health and are at a risk of mistreatment and negligence. In many situations these children are pushed into illicit activities and sexual activities in case of girl child. India is leaving no stones unturned with the objective to bring orphan into the mainstream. Ministry of Health and Family Welfare Ministry, Health Ministry and Education Ministry of Indian government have implemented various welfare and health schemes for the underprivileged. Also there are more than 800 orphanages across India for the upliftment of this underserved section of society. The governments endeavor to improve the access of primary education and health care facilities for orphans is rooted in the importance of basic human rights for all children. This effort of governments can ensure a status of equality and social security among all sections of society. The benefits of social incorporation, psychological development, secure and structured environment etc. can be leveraged by conferring knowledge and life skills. Vishwa Nirmal Prem Ashram The NGO According to the official statistics, the orphans in India are 4% (nearly 20 million) of the total population, which is significant figure and should be looked into very seriously. Legislation to combat the child health and education in India is both disproportionate and inadequately enforced. Despite existing legislation, these are the children who constitute the never been to school category, posing a serious challenge to the uiversalisation of primary education and to the goals of WHO. Irrespective of allocation of considerable funds for the education and health to all, government strategies to combat the problem have not been very effective. The Vishwa Nirmal Prem Ashram is a Non Government Charitable Organisation in Greater NOIDA, U.P., has developed a model that uses health care and education as a means of tackling the problems of orphan, with the main focus on girl child and destitute women without any differentiation of caste, religion, region, race or colour. The ashram is a project of H. H. Shri Mataji Devi Foundation. The organization is registered under the Trust Registration Act and Foreign Contribution Regulation Act (FCRA). The organization is funded by the members of the Sahaj Yoga Organization and there are some international donors as well. Seminars and workshops are conducted as fund raising activities. NGO does not get any financial assistance from the government agencies. Mrs. Giesla Matzer, the Executive Director told that the ashram is controlled but not sponsored by the state government. The Ashram is managed and run by the chairman Sir C. P. Srivastava and the trustees. The day to day activities are administered by Austrian Citizen Mrs. Gisela Matzer, the Executive Director. She is very affectionately being called Oma by the residents and is like grandmother who always showers them with her motherly love. Mrs. Darshi Gursharan, the beloved granny, has many years of experience as a school principal. The NGO has two branches namely the Vishwa Nirmal Prem Ashram and Sahaja Yoga Health and Research Centre. The Ashram spreads over 10,120 square meters. The building is swarming with lush green gardens and ponds, thus one is always in natures lap. The garden has many trees, bushes and flowers. Thus one feels completely in tune with Mother Nature throughout the year. Building of ashram encompasses four well furnished big halls, well equipped kitchen, dining hall, doctors room, two guests rooms, computer room, a small beauty parlour, and library. A woman, being the mother, is the creator and preserver of all humankind. However, i n our society the number of needy, abandoned women and girls is extremely large and this is the most helpless section of the society. The main thrust of Vishwa Nirmal Prem Ashram has been to work for this miserable section of society by providing them shelter, making them capable to acquire skill sets through vocational training for sustained life and thus helping them to integrate into society. Starting its work in 2003 in Greater NOIDA city of Uttar Pradesh, Vishwa Nirmal Prem Ashram is founded with the vision have pure motherly love for every human, every animal, and the whole earth. Develop inner balance and peace; be collective, tolerant and respectful to everyone. This NGO has provided shelter to 54 girls who have been unfortunate to lose their parents at a very young age. Girls with single parent are also provided shelter under extraordinary circumstances when that single parent is not capable of providing a good environment because of unfortunate such as being physically challenged or illness. The age group of children varies from the very young to adolescents. The second branch Sahaja Yoga Health and Research Centre was started in the year 2011 with the notion to provide free health care facilities to the residents of ashram and outdoor patients. The Health Centre is situated in picturesque, green surroundings and is a unique Health Centre of its kind in the world. At the Health Centre treatment for diseases is done by vibratory awareness, developed through Sahaja Yoga meditation. Since its inception, the health centre is has witnessed an increasing number of patients and has attracted many overseas visitors and many Indians. Cases of Hypertension, Bronchial Asthma, Diabetes, Migraine, Epilepsy, Depression and Cancer have been cured at the Health Centre. Access to education for the hard-to-reach children The Formal Education System Government initiatives to reform the educational service sector by concentrating on pedagogy and teaching and training processes as a means of increasing quality of education have not been adequate to bring about an effective and transformation in the quality of education. The idea of the NGO was conceived by Mata Nirmala Devi, which is developing strategies for educational inclusion of orphans and offering help to destitute women. The Vishwa Nirmal Prem Ashram started with the notion to put children in formal schooling system. The VNPA has developed and introduced systematic and innovative pedagogic approaches like multi level teaching, child centered teaching, development of cognitive and non cognitive skills among children and integrated learning. The girls of ashram are sent to attend nearby English medium schools. In campus computer coaching is provided to the residents. The main reason behind the formal schooling is that the girls would be associated with positive images of a more professionally developed, and regulated system. This would help girls to find jobs in formal sector and would have a sustained and secure future. As per the information provided by Mrs. Gisela Matzer (Oma), the managing director, two of the girls of ashram are pursuing their career in hotel management. Girls are assisted in their homework by professional teachers and they have special tuition classes for students as well. Depending upon the interests and talents they are trained in various art forms and skill sets from young age. Financial assistance and other helps are provided to the grown-up girls for their higher studies. These are provided with requisite support to find suitable jobs and many are also helped in matrimony based upon their will. In matrimonial cases, the Sahaj Yogis are preferred and there is a system of proper checking of backgrounds in such situations. In few cases persons outside their community are allowed to marry women or girls of ashram. Vocational Training The Non formal Education System Only reading and writing skills are not sufficient for children, they should be equipped with life skills as a mean for their sustained future. There must be provisions for development of cognitive and non cognitive skills. The curriculum and teaching methodologies should be pertinent and meaningful for the life situations of underprivileged. To meet out such expectations, innovation and quality improvement is demanded in the areas of education. NGO provision often intends to bring benefits in terms of the alternative forms of pedagogy and accountability it aims to offer is trough non formal education system. Non formal educational system may be defined as any systematic and organized educational activity, different from formal schooling system, used to provide selected types of learning and skills to particular subgroups of the population, adults as well as children. Non formal education includes trainings in the areas like farming and occupational skills, adult literacy program mes and various community programmes of instruction in health, family planning and the like. In this regard Vishwa Nirmal Prem Ashram along with formal schooling to its children is aimed at providing training in various non mainstream courses like music, painting, cooking, embroidery tailoring, fashion designing, beauty care, handicrafts, and Indian classical/folk dance. These training are carried out with the main focus on equipping the residents with employability skills and developing residents to be shareholders of the growing society. Also the non formal education is a shortcut and cost effective way of providing basic education. These non mainstream trainings also are the fund raising activities for the organization by selling art and craft items. Seminars, Excursions and other activities To make them feel as an integral part of the society, the residents of NGO are involved in various programs and festivals inside and outside the Ashram. All the festivals like Holi, Diwali, Christmas, and Raksha Bandhan are celebrated by the family members of Ashram. These girls are also appreciated by the community and the society members for their participation in various cultural activities. Sahaja Yoga seminars and programmes are attended by the residents across India. NGO Involvement in Health Research and Development In developing countries, NGOs have pivotal role in addressing health issues. These organizations are known for developing and implementing innovative and strategic programmes that address health issues. Being in the vicinity of local conditions, these NGOs have requisite data on health infrastructure and personnel and major obstacles to improvement. With these possessions, NGOs often are able to reach those segments of society that are either neglected by society or are not targeted as priority. These non government organizations try hard to meet the basic needs of unserved by ensuring access to health services, creating a clean and safe environment and promoting community participation. In ashram every new entrant has to undergo extensive medical checkup in order to ensure that she is not suffering from communicable diseases. Every resident has to make a health checkup on regular basis. For minor illness of residents in house medical facilities are there. In case of unremitting ailments the girls are resident ladies are taken to nearby hospitals in Greater Noida, NOIDA or Delhi. As per the information provided by the Executive Director, Mrs. Gisela Matzer, some hospitals provide free beds to the patients of NGO whereas other expenses like medicine etc. are to be borne by the ashram itself. Time to time dental camps and health checkup camps are organized with the help of medical agencies. Since the residents of the Ashram come from very depressed life situations, the inner strength and peace is essential. Yoga, meditation and other skills are taught to women and girls that help them trounce trauma and hence have inner balance and peace. These practices are based on the principles of Sahaj Yoga meditation to achieve the highest state of awareness. This gives them a feeling of being loved and respected and also gives them a feeling of social security. Because of her empathy and concern to alleviate human torments, Shri Mataji has created a Health and Research Centre in the premises of ashram to solve the most pressing problems of the society like health and also to help them become better individuals through the process of Sahaj Yoga. Conclusion While access to state schooling has grown in many countries in recent years, a hardcore of marginalised children continue to be excluded from this. The objectives to include these marginalized children into mainstream to some extent are realized by NGOs. The endeavors put in by The Vishwa Nirmala Prem Ashram to gain access to the primary education are worth appreciating. The influences engendered by the NGO can be summarized as follows: Teaching, guiding, counseling and nurturing children to make them responsible and productive citizens of India. For a sustained and secure future and to be a part of mainstream equipping these children with life skills by providing and assisting with education and training. Sponsorship for school fees and higher technical education as the case may be. Providing safe haven for those children and women who are homeless and children who are unfortunate not having parents. To provide healthcare facilities for orphan and destitute women with the help of in house doctors as well as multispecialty hospitals. By establishing projects and activities that generate income for the girls and women of the ashram. Helping adult girls in matrimony if these girls wish to. Assisting women and adult girls of the ashram in jobs and placement activities for subsistence. Assisting residents to cope up with the dilemma of life through meditation using principle of Sahaj Yoga and thus giving a positive and thoughtful approach towards life. In the light of these points, it may be concluded that unless NGOs make significant contribution in the promotion and implementation of scientific, innovative and culturally suitable approaches to improve the conditions of underprivileged in the fields of health care and education, their best efforts may not prove sufficient for ending various problems faced by this section of society. The role of NGOs in sensitizing underprivileged and make them demand their entitlements for basic rights is very significant. Table 1: Governing Body of NGO Name Designation Chairperson Sir C.P. Srivastava Secretary Prof. Kiran Walia Treasurer Mr. V.A.Deopujari Executive Director Mrs. Gisela Matzer Member Mrs. Sadhana Varma Member Mrs. Vineeta Shanker Member Mrs. Neeta Rai Member Mrs. Malini Khanna Member Mrs. Malti Prasad Member Ms Darshi Gurdarshan Table 2: The core activities of the NGO Surveyed Name of the Organisation Vishwa Nirmala Prem Ashram Location Greater NOIDA The Model   rehabilitation of destitute women and orphan children

The Issue of Money in The Tempest and Othello :: William Shakespeare The Tempest Othello Essays

The Issue of Money in The Tempest and Othello The central issue depicted in both plays The Tempest and Othello is about money. Money in substantial amounts can represent great power and strength over the ruling nation. It plays a major role in our everyday society and one that is fully illustrated in both of Shakespeare’s play. Both of the plays are related to his matter, in that the subplot characters attempt to achieve high respect and, therefore, gain power and strength by deception. A parallelism can be drawn between the characters of Caliban, Trinculo and Stephano from The Tempest to Othello with Iago, Othello involved. Both of these scenes illustrate how the characters Caliban and Othello are easily fooled by deception. What these characters, from both plays, Trinculo and Stephano and Iago do have in common are their evil intentions and conspiracy’s to gain power by deceiving others to believe in them fully. Caliban, a half human and half beast, is easily fooled by the two men, the derivatives of a higher civilization. Trinculo and Stephano have to plans to turn every situation into their own advantage. Although, Caliban possesses much more intellect than those two roguish members labeled as â€Å"civilized†, he submits to the story that they help Caliban murder his deceitful master, Prospero. He declares that Prospero, a skillful magician has wrongfully taken over the island he had inherited from his mother Sycorax. Caliban is not at all appreciative of what Prospero gives to him because he says â€Å"You taught me language† (1,2,362) only and because he â€Å"must obey† (1,2,371) or else Prospero will inflict pain on him. Caliban immediately declares Trinculo and Stephano as his new master as he joyfully sings a song celebrating their initial meetings. Caliban is deceived into believing that Trinculo and Stephano will deliver their promises when in fact those two so called nobleman had another beneficial matter in mind. It is Stephano’s and Trinculo gift of liquor to Caliban that makes him believe that they are from a higher social class. In return Caliban has fallen from an almost intellect into the lowest social being, while Trinculo and Stephano have gained their respect, therefore they have the ability to take control over Caliban. In Othello, the same situation is drawn in that Othello and Caliban from The Tempest are both victimized because of their lack of judgement.

Coal Bed Methane

TABLE OF CONTENTS 1. 0 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 1. 1 About CBM†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 1. 2 Origin of methane†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 2. 0 CBM In India, An Overview†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 2. 1 India’s Energy Scenario†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 2. 2 CBM Activities In India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 2. 3 Development Of CBM In India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 2. 4 CBM Statistics In India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 7 3. 0 CBM Reserves & Indian Status†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 3. 1 CBM Reserves†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 9 3. 2 CBM Production Status In India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 3. Development Of CBM, Indian Initiative†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 4. 0 CBM Projects In India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 5. 1 CBM Current Projects In India (By CIL)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 5. 2 CBM Miscellaneous Projects In India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 12 5. 0 CBM Market In India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 14 6. 3 Cost Benefit Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15 6. 4 Market Competitors & Their Share†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15 6. 5 SWOT Analysis For Different Companies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 16 6. 0 Coal Bed Methane (CBM) Rounds in India†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 17 7. CBM Round I & II†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 17 7. 7. 1 Allotment In Round-I (under First Order of Bidding)†¦.. 17 7. 7. 2 Blocks Awarded On Nomination Basis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 18 7. 7. 3 Blocks Awarded Under CBM Policy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 18 7. 7 Round- II Awarding Of Blocks †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 18 7. 8 Allotment In Round-III †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 19 7. 0 Development Of CBM (Indian Initiatives) †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦. 20 8. 9 Indian Policies for CBM†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 20 8. 10 Fiscal Terms †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 20 8. 0 CBM Future In India †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦. 2 9. 11 Challenges In Implementation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 22 9. 12 Prospects Of CBM In India †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 23 8. 3 Opportunities Of CBM In India †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 23 8. 4 Awareness About CBM †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 23 9. 0 Concluding Remarks †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 25 10. 0 Bibliography †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 25 1. 0 INTRODUCTION 1. 1 ABOUT CBM The  history  of CBM goes back to 1908, when the organization was founded by the German Pastor  Ernst Jacob Christoffel. Since then, CBM has become one of the leading professional organizations for people with disabilities worldwide.Currently, CBM supports over 1000 projects in over 100 countries. CBM's vision is of an inclusive world in which all persons with disabilities enjoy their human rights and achieve their full potential. 1. 2 ORIGIN OF METHANE Coal bed methane evolves during the transformation of the organic matter in the swamp, which later converts into peat after burial under reducing condition. As temperature increases the peat converts into lignite followed by sub-bituminous, bituminous low-volatile medium volatile, high volatile anthracite and graphite.This process is known as coalification. During this process at early stage biogenic methane evolves, later thermogenic methane is formed. Much of the me thane generated by the coalification process escapes to the surface or migrates into adjacent reservoir or other rocks, but a portion is trapped within the coal itself. In early stages of coalification, biogenic methane is generated as a by-product of bacterial respiration. Aerobic bacteria (those that use oxygen in respiration) first metabolize any free oxygen left in the plant remains and surrounding sediments.In fresh water environments, methane production begins immediately after the oxygen is depleted. Species of anaerobic bacteria (those that don’t use oxygen) then reduce carbon dioxide and produce methane through anaerobic respiration. When a coal’s temperature underground reaches about122 °F and after a sufficient amount of time, most of the biogenic methane has been generated, and about two-thirds of the original moisture has been expelled, the coal attains an approximate rank of sub-bituminous.As the temperature increases above 122 °F through increased bu rial or increased geothermal gradient, thermogenic processes begin and additional water, carbon dioxide, and nitrogen are generated as coalification proceeds to approximately the rank of high-volatile bituminous. Maximum generation of carbon dioxide, with little methane generation occurs at about 210 °F. Generation of thermogenic methane begins in the higher ranks of the high volatile bituminous coals, and at about 250 °F, generation of methane exceeds generation of carbon dioxide. Maximum generation of methane from coal occurs at about 300 °F.With even higher temperatures and higher rank coals, methane is still generated, but at somewhat lower volumes. Primarily adsorbed on or absorbed within micro pores of the coal. Coal bed methane is found associated with the coal/ lignite beds. This is the product that evolves during the process of coalification generally more in quantity than the coal can hold. Some of the gas escapes in the surroundings but some of it lie in the coal un der hydraulic pressure. Coal is unique in its behaviour as it acts as a source as well as a reservoir rock. Generally the gas content increases with rank. 2. CBM IN INDIA, AN OVERVIEW India is potentially rich in CBM. The major coal fields and CBM blocks in Indian are shown in Fig. The Directorate General of Hydrocarbons of India estimates that deposits in major coal fields (in twelve states of India covering an area of 35,400 km2) contain approximately 4. 6 TCM of CBM. Coal in these basins ranges from high volatile to low-volatile bituminous with high ash content (10 to 40 percent), and its gas content is between 3-16 m3/ton depending on the rank of the coal, depth of burial, and geotectonic settings of the basins as estimated by the CMPDI.In the Jharia Coalfield which is considered to be the most prospective area, the gas content is estimated to be between 7. 3 and 23. 8 m3 per ton of coal within the depth range of 150m to 1200 m. Analysis indicates every 100-m increase in depth i s associated with a 1. 3 m3 increase of methane content. In India, commercial CBM production is yet to be started in full pace. Few E;P companies like ONGC Ltd. , GEECL and Essar Oil have started production, but field development is yet to be completed.India ranks 134th out of 182 countries, the same as in 2006, in the 2009 Human Development Report and is home to 60-80 million people with disabilities (PWDs). CBM regional office for the South Asia Region has prioritised implementation of programs in states which have high percentages of people below the poverty line and high number of people with disabilities. CBM started to extend its support to India in 1967 and in 1975 the South Asia Regional Office was established in Trichy, Tamil Nadu to coordinate activities in India, Nepal, Bangladesh and Sri Lanka.In 1994, the Regional Offices in North and South were established to cater to the growing projects supported by CBM. 2. 1 INDIA’S ENERGY SCENARIO * India is one of the faste st growing economies. * The GDP growth is over 8%, likely to increase to over 10% in near future. * This GDP growth is required to eradicate poverty and meet country’s human development goal. * To sustain such growth 3/4 fold increase in primary energy requirement envisaged. * Integrated Energy Policy Document indicates total energy requirement of the country will increase from a current level of about 500 MTOe to 2000 MTOe by 2031-32. Efforts are on to utilize all possible energy resource- renewable, non-renewable, coal based additional resource etc to meet this gigantic target. 2. 2 CBM ACTIVITIES IN INDIA 1967 CBM extends support to India and the first Regional Office of CBM was opened in Trichy in 1975 for India, Bangladesh, Nepal and Sri Lanka. 1975 The comprehensive ophthalmic health program for Thiruchirapalli was started in Joseph Eye Hospital. Community ophthalmology was born! 1977 The first Community Based Rehabilitation (CBR) project at Musiri started with single d isability. 1979Concept of integrated education was promoted by CBM. CBM has been included as a member of the Committee of the Rehabilitation Council of India dealing with Visual Impairment. 1999 Together with other NGOs and WHO, CBM initiates â€Å"VISION 2020: The Right to Sight†, a global initiative for the elimination of avoidable blindness by the year 2020. 2004 CBM awarded by the Indian Govt. in appreciation of exemplary contribution towards elimination of Avoidable Blindness in India. 2006 CBM with other NGOs initiated programmed of Sound Hearing 2030. WHO SEARO has been supporting this initiative. . 3 DEVELOPMENT OF CBM IN INDIA Commercial production of CBM started and during 2008-09 it was 0. 15 MMSCMD (million Std cubic meter per day). The CBM production is expected to increase to 3. 6 MMSCMD by 2011-12 and to 7. 14 by 2014 2. 4 CBM STATISTICS IN INDIA * CBM Resource: 3. 4 TCM (CMPDI Estimate: 2008) * 26 Blocks allotted for Commercial Development * Production potenti al: 38 Million Cubic Meters per day, which can support power generation of 6700 MW. * Commercial production of CBM started and was 0. 15 million cubic meters per day. * Expected to rise to 3. million cubic meters per day in 2011-12, showing 24 fold growth in 2 years. * Allotment of 8 more blocks under consideration of the Govt. 3. 0 CBM RESERVES ; INDIAN STATUS 3. 1 CBM RESERVES IN INDIA SNo. | State| Coal Fields/Block| Area (Sq. Km)| CBM resources (BCM)| 1| West Bengal| Raniganj EastRaniganj NorthRaniganj SouthBirbhum| 1330| 144| 2| Jharkhand| JhariaBokaroNorth KaranpuraNorth Karanpura (West)South KaranpuraRajmahal| 1857| 322. 1| 3| Madhya Pradesh| Sohagpur (East)Sohagpur (West)SatpuraSohagpur (North)Singrauli (West)| 3059| 195. | 4| Chhattisgarh| SonhatTatapani- RamkolaMand- Raigarh| 2195| 119. 9| 5| Orissa| Talchir| 500| 35| 6| Maharashtra| Wardha| 503| 19. 9| 7| Andhra Pradesh| GodavariKothagudem (East)| 926| 63. 65| 8| Tamilnadu| Manargudi| 739| 27. 7| 9| Gujarat| Barmer-Sancho r-IIICambay- ICambay- II| 3010| 224. 2| 10| Rajasthan| Barmer- Sanchor-IBarmer- Sachor- II| 2065| 182. 8| Total| 16184| 1334. 55| 3. 2 CBM PRODUCTION STATUS IN INDIA SNo. | State| Prognosticated Resource (BCM)| Recoverable Reserves @ 20-25 % of Prognosticated Resource (BCM)| Production based on 20-25 % Recovery for 25 yrs. MMSCMD)| 1| West Bengal| 144| 28. 8- 36| 3. 15- 3. 94| 2| Jharkhand| 322. 1| 64. 42- 80. 52| 7. 0- 8. 8| 3| Madhya Pradesh| 195. 3| 39- 48. 8| 4. 27- 5. 35| 4| Gujarat| 224. 2| 44. 8- 56| 4. 9- 6. 13| 5| Rajasthan| 182. 8| 36. 56- 45. 7| 4. 0- 5. 0| 6| Maharashtra| 19. 9| 3. 98- 4. 97| 0. 44- 0. 54| 7| Chhattisgarh| 119. 90| 23. 98- 29. 97| 2. 63- 3,28| 8| Orissa| 35| 7. 0- 8. 75| 0. 77- 0. 96| 9| Andhra Pradesh| 63. 65| 12. 73- 15. 91| 1. 4- 1. 74| 10| Tamilnadu| 27. 70| 5. 54- 6. 92| 0. 61- 0. 76| Total| 1334. 55| 266. 91- 333. 64| 29. 5- 36. 56| 3. 3 DEVELOPMENT OF CBM, INDIAN INITIATIVE CBM resource in allotted (26)/ under allotment (8) CBM blocks: 1. 8 TCM, A rea- 17700 sq km. * Production potential in allotted blocks: 38 Million Cubic Meter per day, which can support power generation of 6700 MW. * CBM well drilled: 280, Total investment: Rs 256 Crores (USD 57 million) * Reserve established by different operators in 5 blocks: 8. 4 TCF * 3 blocks (Raniganj South-GEECL, Sohagpur West and Sohagpur East- Reliance Industries Ltd) has entered in development stage 4. CBM PROJECTS IN INDIA 4. 1 CBM CURRENT PROJECTS IN INDIA (BY CIL) * UNDP/GEF/GoI funded Demonstration project at Moonidih ; Sudamdih mines of BCCL. * CIL-ONGC commercial projects in Jharia and Raniganj CBM blocks * Successfully implemented at Moonidih mine of BCCL. * 3CBM wells drilled and 3 potential seams in each well hydro- fractured 2 CBM wells are producing gas after dewatering. * Dewatering being taken up in 3rd well after which CBM production will start. Fig:-Hydro-Fractured Unit of 3rd Well 4. 2 CURRENT PROJECT ON CBM IN INDIA Great Eastern Energy Corporation Ltd (GEECL) ha s  begun  the production and sale of coal-bed methane (CBM), the first such commercial project in India. GEECL is targeting initial production of 1. 5 million standard cubic feet per day (MMSCFD); estimated in-place gas in the block is 1. 92 trillion cubic feet (TCF) per Netherland, Swell and Associates, Inc. (NSAI) on 1 June 2007. * As of June 2007, GEECL had drilled, perforated and fractured 23 wells and installed the pumps. Nine wells are currently in production, delivering 991 thousand cubic feet (MSCFD) per day, along with 8,030 barrels of product water—a current water-gas ratio of 8. barrels of water per MCF of gas. Over time, the water ratio decreases and gas production increases as the beds are dewatered. * India’s Directorate General of Hydrocarbons (DGH) has approved investing $150 million for drilling 100 production wells in four years. * Reliance Industries (RIL) and Oil and Natural Gas Corporation (ONGC), the country’s two biggest exploration an d production companies of conventional oil and gas, have also begun recovering some gas from coal beds. RIL has estimated in-place gas reserves of 3. 5 TCF, and ONGC has reserves of around 1. 2 TCF. * RIL is likely to start commercial production by the end of 2007; ONGC is planning commercial production in 2008. 5. 0 CBM MARKET IN INDIA * The present scenario of rapidly increasing demand of CBM is highly encouraging for the year 2006-2007 the demand was of 231 MMSCMD and supply was 95MMSCMD and expected to grow from 168 MMSCMD supply demand was 313 MMSCMD in the year 2011-12 and in the year 2024-25 supply would be 170 MMSCMD while demand is expected to grow up to 391 MMSCMD. Directorate of Hydrocarbons recently took new areas for CBM exploration activities in CBM-III BIDDING. Based on the characteristic properties viz; occurrence of thick coal seams at favorable depth, high seam density, good thermal maturity, favorable permeability, good gas content, sizeable coal reserves. * Recen tly, Govt. of India further announced 10 blocks in order to explore and produce (CBM). Out of these, two blocks each are located in the States of Andhra Pradesh, Chhattisgarh, Madhya Pradesh and Rajasthan and one block each in Jharkhand and West Bengal (MOP ; NG, 2006). For CBM contribution of 1% of total energy output, @ 1 well per 60 acre, the development area would be approx 360,000 acres, i. e. 1,450 sq km; Exploratory Block area will be still larger. Approx 8,000 sq km of the coal bearing area is still unexplored for CBM. 5. 1 COST BENEFIT ANALYSIS IS PLACED BASED ON FOLLOWING ASSUMPTIONS Assumptions| | | Parameter| Unit| Details| Well Productivity| SCM/Day| 3500| Well Capital Cost 1. Construction Cost 2. Collection/ Compression/ Waste Disposal Cost | $/well| 778000291000| Capital Cost Escalation| %| 2|Well Operating Cost 1. Operating Cost 2. G;A Cost| $/well| 1720049600| Operating Cost Escalation| %| 2| Exploration ; Development Phase| Years| 3-5| Peak Production After Start o f Commercial Operations| Years| 3-5| Gas Price| $/mmBtu| 5. 10| 5. 2 MARKET COMPETITORS ; THEIR SHARE Company/ Major Shareholder| No of Blocks| % of total blocks| Area under Exploration (sq. Km)| % of total area| In-place CBM (BCM)| % of total BCM| ONGC| 9| 30| 3214| 19. 5| 446| 26| RIL| 5| 17| 3885| 23. | 320| 19| Essar Oil Ltd| 5| 17| 2733| 16. 6| 259| 15| Arrow Energy| 5| 17| 2388| 14. 5| 416| 24| RNRL| 4| 13| 3266| 20| 194| 11| GEECL| 2| 7| 976| 6| 65| 4| Total| 30| 100| 16462| 100| 1700| 100| 5. 3 SWOT ANALYSIS FOR DIFFERENT COMPANIES To enter into the market of CBM, various companies have their SWOT analysis, based upon which they decide to enter into the venture. The following table shows SWOT analysis for different competitors in India. Companies| Strength| Weakness| Opportunities| Threat|ONGC| Strong Opening MarketSubstantial Reserve Placement RatioIntegrated Operations| PSU ; Constrained to Faster Decision Making| Expansion through inorganic growthNew energy sources| Inten se competitionOil ; Gas price fluctuations| REL| Dominant foothold in the marketExpanding market share in sectorVertical IntegrationEfficient Operations| Opportunities Conventional sourcesKG-D6 block commencement| Lack of mid-stream operations| Low-cost petrochemical productsHighly competitive domestic market| Essar Oil Ltd. Expanding market share in sectorConsiderable asset baseHorizontally integrated EnterpriseVast retail network| Low return on equityLimited liquidity positionNegative operating margin| New asset acquisitionExpansion plansCBM operations| Stringent regulationIntense domestic competition| GEECL| Existing operations in CBMGas transformation| Limited operations to CBM ; relatively limited acreage| Expansion thorough inorganic growth| Intense competition ; entry of large players in CBM sectorsOil ; Gas price fluctuation| 6. 0 CBM ROUNDS IN INDIA 6. CBM ROUND I ; II * A TOTAL OF 16 BLOCKS AWARDED UNDER CBM-I ; CBM-II ROUNDS OF BIDDING AND NOMINATION BASIS AS ON DATE. * A TOTAL AREA OF 7810 SQ. KM. OPENED UP FOR EXPLORATION AND PRODUCTION OF CBM. * THE TOTAL CBM RESOURCE IN THESE 16 BLOCKS IS ESTIMATED TO BE AROUND 820 BILLION CUBIC METRES. * THE APPROXIMATE PRODUCTION OF CBM GAS ESTIMATED FROM THESE BLOCKS IS 23 MMSCMD AT PEAK PRODUCTION LEVELS. 6. 1. 1 Allotment in Round-I: (Under first order of bidding) 6. 1. 2 Blocks Awarded On Nomination Basis:- 6. 1. 3 Blocks Awarded Under CBM Policy:- 6. Round –II Awarding Of Blocks:- 6. 3 Allotment in Round- III:- 7. 0 Development of CBM (Indian Initiatives) To facilitate the development of CBM, Govt. Of India formulated CBM policy in 1997. The highlights are as under:- * Blocks to be awarded through open international competitive bidding system. * No participating interest of the government. * No upfront payment. * No signature bonus. * Exemption from payment of customs duty on imports required for CBM operation. * Freedom to sale gas in the domestic market. * A seven years tax holiday. 7. 1 Indian p olicies for CBM The GOI, in order to utilize the CBM potential in the country formulated a CBM policy July’ 97. * Ministry of P;NG became administrative ministry and DGH became implementing agency for CBM policy. * DGH did commendable work to operationalize the CBM policy. * DGH identified blocks for CBM exploration after interaction with the ministry of coal and other agencies in the known high rank coalfield areas. * Blocks offered through global competitive bidding by Ministry of P;NG. * Fiscal, contractual and operating regime and model contract put in place with one of the best terms. Very liberal fiscal terms offered to attract investors. 7. 2 Fiscal terms * No participating interest of the government. * No signature bonus. * Allotment of blocks through global bidding. * Provision for bidding for more than one block. * 10% ad-valorem royalty payable to state govt. * Additional production linked payment biddable. * Payment on sliding scale for every 0. 5 MMSCMD increment al gas Production beyond 1. 0 MMSCMD. * Freedom to sell gas in the domestic market – determined prices. * Fiscal stability provision in the contract. * No customs duty on imports required for CBM operations. Arbitration provisions to be governed by the arbitration and Conciliation act, 1996, which is based on uncitral provisions. * Nominal commercial bonus of us$ 0. 3 million after discovery. * New petroleum tax guide to facilitate investors. * Corporate income tax payable as per income tax act, 1961. * Model contract to serve as guideline. * 7 year tax holiday from the date of commencement of Commercial production. 8. 0 CBM Future in India While GEECL’s initial confirmed customers are industrial operations in West Bengal (the site of the project), the company forecasts high demand for CBM as an alternative fuel for transportation.Demand in Kolkata alone could reach 35 MMSCFD. Other West Bengali district vehicle demand could tally an additional 10 MMSCFD. Vehicle deman d in neighboring Jamshedpur (200 km away) could reach 18 MMSCFD, according to the company. In India, commercial CBM production is yet to be started in full pace. Few E;P companies like ONGC Ltd. , GEECL and Essar Oil have started production, but field development is yet to be completed. Steel, Glass, Ceramics and Paper manufacturing companies are showing keen interest to put up their plants in the region.The possible industries that can use CBM may be: * Fertilizers, chemicals ; petrochemicals * Town Gas ; Industrial fuel supply * Power generation * Cement * Paper and paper products * Sponge iron ; steel * Ceramics * Glass * Textiles 8. 1 CHALLENGES IN IMPLEMENTATION * CBM Resource Assessment technique in de-stressed coal seams. * Techno-economic evaluation of identified CMM Project area. * Utilization technology of recovered methane. * Capture and Utilization Technique of low concentration of methane in ventilation air. 8. 2 PROSPECT OF CBM IN INDIA To increase the pace of explorat ion and development of CBM the Government of India under CBM-III round of international bidding has identified 7 additional blocks in different coalfields, located in the States of Madhya Pradesh, Chattisgarh, Jharkhand,West Bengal, Andhra Pradesh ; Rajasthan and hold sizable resources of CBM showing good prospectivity. 8. 3 OPPORTUNITIES OF CBM IN INDIA The CBM terms offered by Government are definitely the very best in the world:- * Seven years tax holiday from the date of commencement of production. * Fiscal stability provision in the contract. * No participating interest of the Government. No signature bonus. * No custom duty on imports required for CBM operations. * Freedom to sell gas in the domestic market at market determined rate. * During the last 3 years more than 75 exploratory / pilot wells have been drilled in the 16 CBM blocks awarded during the last two rounds of international bidding. * Significant finds reported in Jharia, Raniganj, Bokaro ; Sohagpur Coalfields in the Eastern and Central part of India * Test production of CBM in these blocks have yielded encouraging quantities of gas and commercial exploitation of Coalbed Methane (CBM) in India is no longer a myth but a reality. . 4 AWARENESS ABOUT CBM * Promotional â€Å"Road Shows† to be organized in January / February 2006 at USA, Canada, Australia, Russia, UK and India. * All the road shows to be presided over by the Hon’ble Minister of Petroleum ; Natural Gas, besides the senior officials of the Ministry of Petroleum ; Natural Gas, Ministry of Coal and Directorate General of Hydrocarbons, Government of India. * A brochure giving details on the blocks on offer, the Geographical Location on a map of India, the Terms ; Conditions, Bid Format, a copy of the Modal CBM Contract and Price List will be made available free of cost. The Hard Copies ; Digital Copies (on work stations) of the Basin Information Dockets and Data Packages will be made available for inspection at data view ing centers in India and abroad. 9. 0 CONCLUDING REMARKS * Commercial exploitation of Coal Bed Methane (CBM) in India is no longer a myth but a reality. * The CBM gas flared in the test wells in Raniganj, Jharia and Sohagpur Coalfields in the eastern and central part of India bear ample testimony to the stories of success in the formative stage of CBM operation. India endowed with large resources base of coal and lignite contains sizable quantities of CBM gas. Initial test production in CBM fields of India shows encouraging results. * India has adopted a time bound aggressive strategy for exploration and development of CBM. * CBM an unconventional alternative source of natural gas has good future prospects in India. * CBM technology is proceeding with good space to prove itself as a cleaner energy security to India as well as the World. However, production strategy of methane from CBM is very much different from conventional gas reservoir.The study revealed that the coal type, rank, volatile matter and fixed carbon are strongly influence the adsorption capacity of methane into the coal bed. With increasing depth maturation of coal increases and generation of methane gas also increases. Gondwana basin as the most prospective CBM field is being developed now. From the studies, it is observed that Singareni coal field under Gandowana basin contains low gas Hence, presently it is not considered for CBM exctraction. However, in future this field may be considered for methane extraction using advanced technology and in emergency condition.Sequestration of CO2 helps in mitigation of global warming, at the same time helps in recovery of methane gas from coal bed unveiled otherwise. However, detailed and intensive studies are required for efficient and economic production of coal bed methane. India with ~4. 6 TCM of methane reserves in coal bed can enrich its per capita energy demand by successful exploitation of CBM. 10. 0 BIBLIOGRAPHY (Internet Based Methodology Only ) 1. Singh, A. K. â€Å"Activities on Development of CBM In India†. ;Coal Sub-committee Meeting, New Delhi;. March 5, 2010. 2. Ojha, K. K. â€Å"CBM In India: Difficulties ; Prospects†. lt;International Journal of Chemical Engineering ; Applications, Vol. 2;. August, 2011. 3. Rana, Ashish â€Å"Future for Energy Options for India†. ;Reliance Industries Ltd. ;. 4. Singh, M. P. â€Å"Status of CBM Investigations In India†. 5. â€Å"Overview of India’s CBM Policies ; Regulations†. ;Methane to Market Conference;. 6. â€Å"Coal Bed Methane†. ;Indo-US Coal Working Group Meeting;. November, 2005. 7. Sawhney, Prem â€Å"Developments In India, CBM. March 3, 2010. 8. Dutta, Shishir â€Å"Economics of CBM†. June 28-30, 2011. 9. GECL. â€Å"Markets ; Distributes CBM in India for 1st Time†. February 28, 2008.

Bush at War essays

Bush at War essays Through a series of one-on-one interviews, Woodward fleshes out these advisers, the key architects of Bush's foreign policy. Vice President Dick Cheney is seen mostly as a man of principle, utterly convinced that the United States will soon be targeted for another terrorist attack. According to Woodward's account, this conviction spurred Cheney to read all intelligence reports avidly, making him an ideal ad informed counsel to the president immediately after the attack. However, this fear interferes with Cheney's objectivity, leading the vice president to form an alliance with Donald Rumsfeld against Colin Powell. Powell is portrayed as a man with little administrative support, the one often thrown into diplomatic battles. CIA director George Tenet is the obliging lackey. Only Condoleeza Rice, who rarely engaged in backroom politicking with the boys, is spared from Woodward's more scathing Through these behind-the-scenes accounts, Woodward depicts an administration that is the antithesis of its predecessor's cautious approach to terrorism. Even prior to September 11, Woodward contends that the Bush administration shows a stronger willingness to engage in military maneuvers. The author crystallizes this approach in the Bush doctrine, which states that the United States will hold "no distinction between those who planned these acts and those who harbor them." This book confirms the belief of war critics who contend that the administration's response to the September 11 attacks were premature and overblown. The pragmatic Colin Powell argued strongly for the need for public support. However, Powell's emphasis on "practicalities and priorities" was cast aside in favor of other official who were determined to war, first against Afghanistan. In a provocative statement, Woodward further states that many officials wanted to attack Iraq as well, as a form ...

Critically evaluate policy and practice on asylum and immigration for debates about racism and anti-racism. The WritePass Journal

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Maintenance - Assignment Example The use of relief valves was the original method of regulating compressors in order to have the excess air released into the environment. A servo valve that is controlled by a regulator can be used and this allows for an easier control of the pressure variations in the compressors. The Compressors that are below 5–10 kW are often controlled by completely stopping the electric motor when the pressure reaches an upper limit value and by restarting it when the pressure drops below the lower limit value. A combustion engine, gas turbine or frequency controlled electric motor controls the compressor’s speed and, consequently, the flow rate. This is an efficient method that s necessary for maintaining a steady outgoing pressure and lower energy consumption. The flow rate of screw compressors can be regulated by moving the position of the discharge port into the housing, in the rotors’ lengthways direction, towards the inlet. This method is however capable of generating high power consumption. The piston compressors can be regulated through mechanical forcing of the inlet valves into the open position. This results in air being pumped out and into the cylinder with minimal energy loss that is often lower than 10% of the full-load shaft power. The inlet of the compressor can be regulated by throttling the inlet of the compressor in order to determine the minimum flow and set the range for the compressor. Inlet regulation is also achieved by arranging the vanes as radial blades in the intake causing the drawn-in gas to rotate while the flow is throttled. Controlling compressors requires a regulation system that can be used either for an individual compressor or an entire compressor installation. Regulation systems are becoming more advanced and fast growing development offers a variety of new solutions. When air is required, a signal is sent to a solenoid valve that guides the compressor’s inlet valve to the fully open position. The valve is

Martin Luther Essay Example | Topics and Well Written Essays - 750 words - 1

Martin Luther - Essay Example In his early life, Martin Luther dedicated himself considerably to the monastic life. His journey to create the foundation for a religious movement within the Catholic Church and generally within Christendom started when he joined the Augustinian friary in Erfurt, Germany. He established a strong movement in Germany that would later be duplicated and repeated in other parts of Europe. This led to the start and growth of a backlash against the corruption that was rampant in the old church (Bishop 1). It should be noted that the Protestant Reformation was a protest for reform in the church; the movement led by Martin Luther strongly disputed the claim made by the then church leaders that freedom from punishment for sin by God could be bought with money. According to his interpretation and understanding of the bible, he believed that the leaders of the old church were misleading the congregation for their own selfish purposes. It is on the basis of this that Martin Luther sought to refo rm the church by providing teachings and interpretations that he deemed to be factual and right. He taught that salvation is received as a free gift of the grace of God through faith in Jesus Christ, and not earned by good deeds as claimed by the leaders of the old church (Mullet 27). Martin Luther was dedicated to challenging the primacy of authority of the Roman Catholic Church at the time. He began challenging this authority by questioning the understanding of the origins of salvation, which he argued cannot be found in the hands of human beings or in membership within a religious institution (Mullet 20). He provided a new understanding of salvation which he said was grounded in faith in Jesus Christ and was only granted through the God’s grace. Also, he challenged the over indulgences by the church leaders which he argued would set the stage for religious or spiritual confrontation. His message resonated well with majority of the

Banishing tobacco, how to quit smoking Essay Example | Topics and Well Written Essays - 750 words

Banishing tobacco, how to quit smoking - Essay Example List every reason. If you have attempted to quit multiple times renew your list of reasons and make a list of what went wrong with your previous attempts. The reasons you failed are called triggers and if you know what these are, you can avoid them. Did you start again because you were at a place where people were smoking such as a bar? Did a stressful situation arise? Obviously, this calls for a bit of self-reflection but if you really want to quit for good you need to do this. Forewarned is forearmed. Set a date and a time to quit. Be specific. Tell yourself, â€Å"At seven pm on March 18, 2006, I am going to quit smoking and not pick up another cigarette.† This is also a form of preparation. Even if you quit â€Å"cold turkey† setting a time will allow you time to psychologically prepare to deal with the cravings and withdrawal symptoms. Drink plenty of water. Doctors have been telling us for years to drink at least eight glasses of water a day and it is good advice. Water cleanses the body of impurities including the tars and nicotine accumulated in your years of smoking. Get support from your friends and family. This is especially important if they are smokers. Ask them not to smoke in your house or car. This may be difficult if you’re married to a smoker but if they are supportive it will go a long way toward your quest to banish tobacco from your life. If your spouse is a smoker as well, he or she may want to quit as well and you can mutually support each other. Get advise from your doctor or primary care giver.

Martin Luther Essay Example | Topics and Well Written Essays - 750 words - 1

Martin Luther - Essay Example In his early life, Martin Luther dedicated himself considerably to the monastic life. His journey to create the foundation for a religious movement within the Catholic Church and generally within Christendom started when he joined the Augustinian friary in Erfurt, Germany. He established a strong movement in Germany that would later be duplicated and repeated in other parts of Europe. This led to the start and growth of a backlash against the corruption that was rampant in the old church (Bishop 1). It should be noted that the Protestant Reformation was a protest for reform in the church; the movement led by Martin Luther strongly disputed the claim made by the then church leaders that freedom from punishment for sin by God could be bought with money. According to his interpretation and understanding of the bible, he believed that the leaders of the old church were misleading the congregation for their own selfish purposes. It is on the basis of this that Martin Luther sought to refo rm the church by providing teachings and interpretations that he deemed to be factual and right. He taught that salvation is received as a free gift of the grace of God through faith in Jesus Christ, and not earned by good deeds as claimed by the leaders of the old church (Mullet 27). Martin Luther was dedicated to challenging the primacy of authority of the Roman Catholic Church at the time. He began challenging this authority by questioning the understanding of the origins of salvation, which he argued cannot be found in the hands of human beings or in membership within a religious institution (Mullet 20). He provided a new understanding of salvation which he said was grounded in faith in Jesus Christ and was only granted through the God’s grace. Also, he challenged the over indulgences by the church leaders which he argued would set the stage for religious or spiritual confrontation. His message resonated well with majority of the

Children’s Technology Usage Essay Example for Free

Children’s Technology Usage Essay When was the last time you truly spent time with your child? When was the last time your child ACTUALLY talked to you? Most parents honestly can’t answer that question or have to really think about it. Children nowadays depend on technology to get them through their lives. Spending too much time glued to technology causes kids to have no human interaction skills, it exposes them to inappropriate content and most importantly it poses serious health risks. As parents it is their responsibility to put restrictions on the technology their children are using. Children who are constantly communicating via technology are losing vital human interaction skills. Vincent Nichols once stated; â€Å"Were losing social skills, the human interaction skills, how to read a persons mood, to read their body language, how to be patient until the moment is right to make or press a point. Too much exclusive use of electronic information dehumanizes what is a very, very important part of community life and living together†. (Vincent Nichols. (n.d.). BrainyQuote.com). This quote is a great summary of the future of our children. Do they know how to hold an actual conversation, how to present themselves, how to read body language? When texting you can’t tell someone’s tone of voice and you don’t have to deal with confrontation. How will children attend job interviews if they don’t know how to interact with people in person? These are the fears that every parent should have for their child. Not to mention that there is a complete absence of family time. Families now are not nearly as close as they have been in past generations. Children will lose the ability to express their feelings, they will not be comfortable talking about problems with their parents and siblings will not be as close. Limiting the amount of time that children spend with technology and enforcing technology free times will help promote family time and interaction with people. To add to the lack of human interaction skills, the amount of inappropriate con tent that can be accessed by children is endless. Parents are aware of what images there are on the internet and how easy it is to access them. Children have rather curious minds and the information they could attempt to access is endless. Most times they don’t even have to search inappropriate content; it is right in front of them through  commercials, pop up ads and friends. Everything from sexual content, to body image, to drugs and alcohol, and even to violence is out there for them to access. Putting restricts on what children search, watch and download will help limit their exposure to such content. Having access to these types of content at such young ages will cause serious health risks now and later in life. Putting restrictions on what children can view is simple to do. Most cable companies, phone providers and internet providers have guidelines and support to help parents place restrictions on what their children can search and watch. Finally, excess time spent using technology can lead to serious health risks. Often obesity is the only risk that people associate with too much time spent on technology such as video games, TV, and cell phones. However, the health risks go far beyond obesity. While it is true that too much screen time is known to decrease the amount of physical activity a child partakes in it is not the only risk. Young girls who are already self conscious of their looks can find entire internet societies that brainwash them into thinking they need to be a picture perfect twig and teach them how to become one through anorexia and bulimia. Also, dependency on technology and always being in the now causes sleep disorders, stress and anxiety. Lack of sleep can cause mood disorders and the affects of stress and anxiety in young children can carry with them into their teenage and adult years making it more difficult to recover from. Drugs and alcohol and often glorified and young teens think that they need to do them to be cool causing addiction, overdose, and even death. Making sure that their children are healthy and safe should be a parent’s main concern. Placing restrictions on technology will help ensure that their children stay alive. As parents it is their responsibility to put restrictions on the technology their children are using. What kind of future do parents want for their children? Parents now are already at a disadvantage of raising their children in an era full of technology. They have their work cut out for them to make sure that their children are not dependent on technology and that they learn human interaction skills. Keeping their children protected from the inappropriate content and ensuring that their children do not suffer from mental and physical health problems as a result of technology should be every parent’s priority. Every parent should be placing restrictions on when and what their children are using technology for. References: Vincent Nichols. (n.d.). BrainyQuote.com. Retrieved September 22, 2014, from BrainyQuote.com Web site: http://www.brainyquote.com/quotes/quotes/v/vincentnic532641.html

Role of Job Satisfaction on Employee Behavior

Role of Job Satisfaction on Employee Behavior In todays complex work environment maintaining satisfied employees that will continue to serve an organization is the ultimate goal of any human resource department of a company. Job satisfaction is the most frequently studied variable in organizational behavior research (Spector, 1997). It has been considered in a variety of ways, and is defined differently in various studies. Thus in order to understand and appreciate the role of job satisfaction on employee behavior this study has been undertaken. The researcher has introduced the concepts of Attitude and Behavior and then moved further into explaining the three main components of major Job Attitude which consists of Job Involvement, Organization Commitment and Job Satisfaction. The Dimensions, Antecedents and Measures of Job Satisfaction have also been touched upon in detail. The researcher has also gathered information on various motivation theories that are applied in organizations by the managers There is enough discussion on the impact of Job Satisfaction and Dissatisfaction on employee behaviors which in turn affects the workings and performance of an organization. To conclude with the researcher has discussed job satisfactions necessity for an employee since it not only affects his/her work life but also his personal life. It is very important for organizations to identify the determinants of job satisfaction in an effort to optimize the productivity of their employees and avoid the costs of employee turnover. Restructuring of activities and jobs in organizations and the human resources to suit the specific demands and needs of such structures is of vital importance to both the employees and managers. The viewpoint of many managers and employees from various articles has been taken into consideration. INTRODUCTION Organization Behavior (OB) is a very important study and application of knowledge about how people as individuals and as groups act within organizations. It studies what people do in an organization and how their behavior affects the organizations performance. It endeavors to identify ways in which people can act more effectively. It is an applied behavioral science that is built on contributions from a number of behavioral disciplines. It provides a useful set of tools at many levels of analysis. For instance it helps managers understand the behavior of individuals working within an organization. It also aids their understanding of the complexities involved in interpersonal relations. People, structure, technology, and the environment in which the organization operates are the key elements in the study of organization behavior (Robbins, Judge and Sanghi, 2008). In todays work environment, organizations focus a lot of their attention towards ensuring job satisfaction for each of their employees. The cost of dissatisfied employees is extremely high for any organization. Satisfied employees are believed to be more productive, perform better and are more likely to perform acts that lead to customer satisfaction. Dissatisfied employees on the other hand, are those that are not satisfied with their working conditions for a variety of reasons and the consequences of having them in an organization are very disastrous in nature (Newstrom and Davis, 1993; George and Jones, 1999; Bennett, 1991). ATTITUDES AND BEHAVIOR Attitudes are the feelings and beliefs that largely influence as to how the employees would perceive their working environment, commit themselves to designated actions and behave as a result. They are evaluative statements in nature which can be either favorable or unfavorable- concerning objects, people or events. They basically reflect as to how an individual feels about something. Attitudes is formed by three main components: cognitive component which talks about the opinion or belief segment of an attitude, affective component stresses on the emotional or the feelings segment of an attitude and finally behavioral component talks about having an intention to behave in a certain way towards some or something. These components, together, help in understanding the complexity and the potential relationship between attitudes and behavior. In organizations, attitudes are important because of their behavioral component. In order to explain the linkage between attitudes and behavior, Leon Festinger proposed the theory of Cognitive Dissonance in the late 1950s. This theory refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes. Recent researches have confirmed to Festingers belief by evidencing that attitudes significantly predict future behavior and also that relationships between employees and the organization can be heightened by taking into concern moderating variables. Important Attitudes that reflect fundamental values, self interest, or identification with individuals or other groups that a person values are considered to be very important in nature. Attitudes that the individuals consider important tend to show a stronger relationship to behavior. The link between the two is even stronger when the attitude and the behavior are very specific in nature. For instance asking an employee about their intention to stay with the concerned organization for the next few months is going to help in predicting the turnover for that person as compared to if they were asked about how satisfied they were with their pay. Attitudes that are easily thought of or are often showed by an employee play a key role in predi cting behavior than those attitudes that are not easily accessible in the memory. Variances between attitudes and behavior are quite likely to occur when social structures stress people to behave in certain ways. This tends to qualify behavior in organizations. Also the attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which the individual has direct personal experience. Attitudes are usually used to evaluate and understand after an action has taken place instead of using it before so as to guide an action. Organization Behavior concentrates on only a limited number of work-related attitudes even though a person could have an unlimited number of attitudes. Either may it be positive or negative evaluations that an employee carries about his/her work environment are captured by these work related attitudes. Job Satisfaction, Job Involvement and Organizational Commitment are the three main attitudes that have been studied by a lot of scholars and researchers. MAJOR JOB ATTITUDES JOB INVOLVEMENT JOB SATISFACTION ORGANIZATIONAL COMMITMENT JOB INVOLVEMENT Job involvement helps in measuring the level to which people psychologically relate themselves with their job and conceive their self worth with the perceived level of performance. It has been evidenced that employees who are highly involved with their jobs strongly identify themselves with their work and value its worth in their life. Because of their attachment with their work they highly engross themselves in their jobs, invest valuable time and energy in them and view work as a fundamental part of their overall lives. Higher level of job involvement and psychological empowerment leads to higher to organizational citizenship and job performance by the individual. Holding meaningful jobs and performing them well are important to their own self image which helps to explain the traumatic effects of job loss on their esteem needs. People involved in their jobs participate in following the code of work ethics of their workplace; exhibit high growth needs, and also enjoy their involveme nt in making decisions. Thus, job involvement also helps in lowering the absenteeism rate and turnover rates. Also a managers high involvement in the job leads to higher job satisfaction of his employees thus making it an important factor for an organizations effectiveness in a highly competitive environment. ORGANIZATIONAL COMMITMENT Organizational Commitment is usually defined as the strength of ones identification and involvement with their respective organization (Mowday et al., 1979) as cited by Silva. P (2006). Its the state when an employee identifies himself/herself with a particular organization and its goals and sees he/she working with that organization in the future also. It is a way by which an employees willingness to remain as a member of that organization for the future also is evaluated. It often reflects the employees belief in the mission and goals of the firm, willingness to put in effort in their accomplishment and intentions to continue working there. Under the case of high job involvement an employee identifies with ones specific job, while under high organizational commitment an employee identifies with ones employing organization. It has been identified that a positive relationship exists between organizational commitment and job productivity. Employees who are organizationally committed u sually have low absenteeism rate, low turnover rates and also have a willingness to adhere their concerned companys policies. JOB SATISFACTION Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory Andrew Carnegie (as quoted by Brown, 1996) Job satisfaction, in the words of Ivancevich and Matteson, 1990, is an attitude that individuals carry about their jobs. It results from their perception of their jobs. Various aspects of a job such as pay, promotion opportunities and co-workers plays a role in forming the base of job satisfaction. Also factors such as of the work environment such as the supervisors style, policies and procedures etc. affect a persons level of job satisfaction. It details other determinants of job satisfaction such as promotion, co-workers, managerial styles and policies/procedures. Job Satisfaction is a set of favorable or unfavorable feelings and emotions with which employees perceive their work. Job satisfaction is an affective attitude- a feeling of relative likes or dislikes. It can be viewed as an overall attitude or it can apply to the various parts of an individuals job. Job satisfaction is related to the positive feeling an employee perceives about ones job resulting from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions. It has been identified that a positive relationship exists between a persons job satisfaction level and holding of positive feelings about the same concerned job whereas a person dissatisfied with his job carries negative feelings about the job and organization. Every organization works towards having satisfied employees. There are multiple reasons for the same such as increased employee performance as pointed out by George and Jones (1999), higher motivation levels as found by Bennett (1991) and longevity in tenure with the organization as stated by Robbins (1996). All of the above are essential for any organization especially in case of the hospitality industry where employee performan ce, high levels of motivation and saving costs incurred in replacing employees are vital. Dimensions of Job Satisfaction Job Satisfaction is a complex concept and not easy to measure at the same time. Job satisfaction is different from motivation. It is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative whereas motivation is more of a process which may lead to job satisfaction as a result. It is not clear whether job satisfaction consists of a single dimension or a number of separate dimensions. But there surely seems to be a positive correlation between satisfaction and different areas of work. But some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects. Level of job satisfaction gets affected by a wide range of variables related to individual, social, cultural, organizational and environmental factors. These factors all influence job satisfaction of individuals in a given set of circumstances, but not necessarily in others (Mullins. L, 2001). It is important that managers know the tremendous discrepancies that seemed to exist in the past between what they thought workers wanted from their jobs and what workers said they actually wanted. It is also important that they realize what effect an economic or other change has on these priorities. One may generalize at this point that individuals act on the basis of their perceptions or interpretation and not on the basis of reality itself. One of the main reasons behind understanding the study of behavioral sciences is that they help in getting our perceptions to realism. Therefore, by bringing their perceptions closer and closer to reality- what their people really want- managers can often increase their effectiveness in working with employees. Managers just cannot make and act on their own self made assumptions. They have to know and understand the factors that motivate their employees (Hersey. P and Blanchard. K, 1992). ANTECEDENTS OF JOB SATISFACTION A lot of researchers and scholars have carried out studies to determine and understand the variables and factors affecting an employees job satisfaction. A wide range of individual, social, organizational and cultural variables have been identified as factors affecting an employees level of job satisfaction. These factors affecting an employees job satisfaction can be divided into internal and external factors. Internal factors usually refer to the factors that can affect the employees job satisfaction within the organization and are always focused around the environment of the organization, working conditions, relation with other members in the organization, benefits that employees receive as outcomes to their work and many other factors. Factors outside the organization like employees family/social life, the identity and image of the organization in the outside market are categorized under external factors affecting an employees level of job satisfaction. It is not important that the employees may be satisfied with their job but may not have the same feelings about all the aspects of their job (Spector, 1997). George and Jones (1999) found that there are four main factors that affect the level of job satisfaction namely, personality, values, the work situation and social influences. These can also be broadly grouped as non work and work related determinants of job satisfaction. Determinants of Job Satisfaction Source: www.google.com Five main components of job satisfaction, that is, work, supervision, coworkers, pay and promotion play a very key role in affecting an employees job satisfaction levels. Personal factors such as age, health, length of job experience, emotional stability, social status, leisure activities, and family and other social relationships also play a certain role in influencing job satisfaction. Even role ambiguity and role conflict are considered to be vital in influencing an employees job satisfaction. An employers behavior at the workplace in many ways can also to some extent affect an employees job satisfaction. Outcomes such as organizational commitment or intention to leave are some of the end results that come into being because of these factors. Personality also plays an influential role in forming as an antecedent of job satisfaction since it is subjective to individual experience and expectations (Judge, Heller Mount, 2002). An employees personality traits can influence satisfaction or dissatisfaction at work. Employees with Type A personalities are usually more aggressive in nature. They believe in setting high standards for themselves and therefore are more prone to job dissatisfaction. Whereas employees who are quite relaxed in their attitude fall under the category of Type B personalities. Their personality shows its effect on their attitude towards work in a very relaxed way. People who find themselves in jobs which fit according to their attitudes and personalities stay more satisfied and committed to their work. The characteristic of the job also influences ones attitude towards it which may include the aesthetics of that workplace. Financial Rewards are viewed as satisfactory only when it is equitable and is in li ne with the expectations of the workers (Khandewal. V, 2008). The use of sound selection methods and having a good match between employee and jobs can ensure right person for the right job which in turn would help in enhancing job satisfaction. Job satisfaction factors for employees keep changing over time. Thus it is the responsibility of the managers and the employers to keep in pace with their changing needs and demands so that they remain committed to the organization. MEASURES OF JOB SATISFACTION To evaluate an employees satisfaction or dissatisfaction at work is a complex process which consists of assessing a number of discrete job elements. One of the popular methods to evaluate the attitudes of employees is by the use of attitude surveys. It helps in drawing out responses from employees through questionnaires as to their feelings about their jobs, work groups, supervisors and the organization. Managers are provided with valuable feedback on how employees perceive their working conditions by using attitude surveys on a regular basis. It helps in revising an organizations policies and procedures so that they work in favor of the employees. In research literature, the two most extensively validated employee attitude survey measures used are the Job Descriptive Index (JDI) which questionnaire widely used to capture job satisfaction data that was created by Smith, Kendall Hulin (1969). It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision and the work itself. JDI is a very reliable method. Some more job satisfaction questionnaires include Minnesota Satisfaction Questionnaire (MSQ) created by Weiss, Dawis, England Lofquist (1967), the Job Satisfaction Survey (JSS) And the Faces Scale. The MSQ method has the advantage of skillfulness. All of these measures have led to greater scientific understanding of employee attitudes and it has proven to be very successful for many practioners and researchers (www.wikipedia.org) Many organizations often wish to obtain a more detailed assessment of employee attitudes in order to ensure employee satisfaction as an end result. It is very important to analyze and interpret effectively the data obtained from these employee attitude surveys in order to understand the results and in turn take appropriate actions to improve employee attitudes and job satisfaction. Employee surveys used effectively can act as catalysts for improving employee attitudes and producing organizational change. Survey feedback and action help support and drive organizational change (Ulrich, Brockbank, Yeung, Lake, 1995). IMPACT OF JOB SATISFACTION AND DISSATISFACTION ON EMPLOYEE BEHAVIOR When employees are dissatisfied with their jobs, lack job involvement and are low in their commitment to the organization, a wide variety of consequences follows in. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and retaliation for presumed wrongs. Many researchers and authors like Davis Newstrom (1989), Lawler (1977), Porter Steers (1977), Newcomb, Betts Cano (1987) have attributed job turnover, absenteeism and job burnout to a lack of job satisfaction. Satisfied employees may provide acts of consumer service beyond the call of duty, have sparkling work records, and actively pursue excellence in all areas of their jobs. Some specific outcomes of job satisfaction and dissatisfaction in a workplace are explained as under: Job Satisfaction and Job Performance The relationship between Job satisfaction and Job performance is one of the most researched topic by many scholars (Judge, Thoresen, Bono, and Patton, 2001). According to Landy (1989) their relationship in the field of Industrial psychology was described as the Holy Grail. The satisfaction-performance relationship is more complex that the simple path of satisfaction leads to performance. Thus it is wrong to assume that high satisfaction always leads to high employee performance. Satisfied workers actually may be high, average or even low producers will tend to continue the level of performance that brought them satisfaction before also. The study of the relationship between job satisfaction and job performance has a very controversial history. In 1930s the Hawthorne studies conducted helped the researchers in becoming aware of the effects of employee attitudes on their work performance. According to Newstrom and Davis (1993), one way to view this dimension is in believing the relationship that high performance contributes to high job satisfaction. This sequence states that better performance typically leads to higher economic, sociological and psychological rewards. If these rewards are seen in a fair light then the overall employee satisfaction improves. On the other hand if these rewards are seen inadequate for ones level of performance then dissatisfaction tends to arise. It is important for managers to devote its efforts to aid its employee performance, which will likely produce satisfaction as a by product. In 2001, Judge et al identified seven different models that can be best used to describe the job satisfaction and job performance relationship. Some of these models view the relationship between job satisfaction and job performance to be unidirectional which states that either job satisfaction causes job performance or vice versa. Job Satisfaction and Organizational Citizenship Behavior (OCB) Job satisfaction is considered to be a major determinant of an employees organizational citizenship behavior (OCB). A modest relationship exists between job satisfaction and OCB. Satisfied employees seem more likely to talk positively about the organization, help others, and go beyond the normal expectations in their job. They are also very likely to go beyond the formal requirements of the job just in order to reciprocate their positive experiences. They voluntarily engage in behaviors that work in favor of the organization. Job Satisfaction and Customer Satisfaction Customer satisfaction is a very important requirement for many firms. Their performance gets marked by keeping their customers satisfied and happy. Employees of service based organizations often interact with their customers, thus the satisfaction of these employees is very important in order to keep the customers loyalty to the concerned organization. Satisfied employees increase customer satisfaction and loyalty. Service organizations know that satisfied and loyal customers are highly dependent on how frontline employees deal with their customers. Satisfied employees are more likely to be friendly, upbeat and responsive in nature which the customers appreciate. Since satisfied employees have high retention rate, customers are more likely to encounter familiar faces and receive experienced service. All these qualities build customer satisfaction and loyalty. The dissatisfied customers can increase an employees job dissatisfaction in a similar fashion. Many service based companies like, FedEx, Southwest Airlines, Four Seasons Hotels are American Express very customer oriented companies who go out of their way in order to please their customers. In order to provide that great impeccable service to their customers they focus on building employee satisfaction- recognizing that employee satisfaction will go a long way towards contributing to their goal of having happy customers. These firms seek to hire upbeat and friendly employees, train the employees in the importance of customer service, reward customer service, provide positive work climates and track employee satisfaction on a regular basis through various attitude surveys. Job Satisfaction and Absenteeism/Tardiness A consistent negative relationship exists between satisfaction and absenteeism. Dissatisfied employees are more likely to be absent at their work, other factors have an impact on the relationship and reduce the correlation coefficient. Employees who have less job satisfaction tend to be absent more often. But this connection is not sharp for a couple of reasons. Some absences are caused by legitimate medical reasons and therefore a satisfied employee may have a valid absence at times. Tardiness is another way by which employees may exhibit their dissatisfaction with job conditions. A tardy employee is one who arrives late at work. Tardiness is a type of short period absenteeism ranging froma few minutes to several hours for each event, and it is another way by which employees withdraw from active involvement in the organization. This may impede the timely completion of work and disrupt productive relationships with coworkers. Job Satisfaction and Turnover Satisfaction is also negatively related to turnover, but the correlation is way stronger than that in the case of job satisfaction and absenteeism. Yet there are various factors such as labor-market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job for some other work. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the employees level of performance i. e, it is said that level of satisfaction is less important in predicting turnover for superior employees as compared to the poor performers. But studies suggest that job satisfaction should be more important in influencing poor performers to stay than the superior performers because regardless of level of satisfaction, the high performers are likely to remain with the organization only on account of receipt of recognition, praise and other rewards. Job Satisfaction and Withdrawal Behaviors Numerous studies have shown and proven that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees (eg. Hackett Guion, 1985; Hulin, Roznowski Hachiya, 1985; Kohler Mathieu, 1993). Job satisfaction shows correlations with turnover and absenteeism. It also appears to be related to other withdrawal behaviors like lateness, unionization, grievances, drug abuse, theft or decision to retire. Using different methods that statistically measure the financial impact of employee attitudes on organizations, practioners can reveal costs of low job satisfaction and the value of improved employee attitudes on such outcomes as absenteeism and retention (Saari Judge, 2004). Job Satisfaction and Workplace Deviance Job dissatisfaction predicts a lot of specific behavior, including unionization attempts, substance abuse, stealing at work, undue socialization and tardiness. Researchers say that these behaviors are indicators of a broader syndrome that is usually termed as deviant behavior in the workplace. If the employees do not like their work environment then they world respond in some way which could either be in favor or not in favor of the organization. If the employers want to control the undesirable consequences of job dissatisfaction, they have to attack the source of the problem i. e. the dissatisfaction rather than trying to control the different responses. Source: An overall model of the Job Dissatisfaction-Job Withdrawal Process www.geocities.com The consequences of job dissatisfaction are very long term in nature. Mowday (1984) suggested that the negative effects of job turnover on organizations may include increased costs in recruiting, selecting and training new employees, demoralization of remaining employees, negative public image of the organization, disruption of day-to-day activities and decreased organizational opportunities to pursue future growth strategies. Thus it is important to have a thorough understanding of the factors that lead to job satisfaction and dissatisfaction so that it would help in putting a stop on the negative consequences associated with job dissatisfaction (Davis Newstrom, 1989; Mowday, 1984 and Berm, 1989). MOTIVATION THEORIES It has been evidenced to consider Job satisfaction as one aspect of life satisfaction because what a person does on the job reflects while he is off the job. A persons job satisfaction can actually impact his life, a person works to earn a living and therefore his entire personal and professional life depends upon his job therefore a single factor leading to dissatisfaction can cause a great deal of damage to his overall life satisfaction and vice versa (Davis and Newstrom, 1989). Similarly, it is important for managers to monitor the employees attitudes towards their life along with their attitude towards their job and also work environment. Motivating employees so that they work more productively and efficiently is one of the crucial problems facing todays organizations. This in turn helps in increasing their feelings of satisfaction, involvement and commitment. Two Factor Theory (Motivator-Hygiene Theory) The two factor theory, also called as motivation-hygiene theory proposed by psychologist Federick Herzberg was used in order to understand the factors affecting peoples attitudes about their work. This theory states that satisfaction and dissatisfaction are driven by different factors that are intrinsic and extrinsic factors. Intrinsic factors which are also known as satisfiers are related to job content (work itself). It also includes achievement, recognition, work itself and responsibility. It is stated that motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter Wrench). These motivating factors those aspects of the job that make people want to perform, and provide people with satisfaction. While the extrinsic factors which also know as the hygiene factors are related to the job context (work environment). It involves company policy, administration, supervision, salary, interpersonal relations and working con ditions. According to this theory, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. The opposite of job dissatisfaction is, no job dissatisfaction but instead: not satisfaction (Herzberg et al, 1959). Job Characteristics Model (JCM) The Job Characteristics Model was proposed by Hackman Oldham which is widely used in many organizations to study how particular job characteristics impact the job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy and feedback) which impacts three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results) which in turn influences the work outcomes of the employees (which covers aspects like job satisfaction, absenteeism, work motivation etc). These five core job characteristics can be combined to form a motivating potential score for a job which can be used as an index of how likely a job is going to affect an employees attitudes and behaviors. Attitudes are generally acquired over a long period of time. Similarly, job satisfaction or dissatisfaction emerges as an employee gains more and more information about the workplace. Nevertheless, job satisfaction is dynamic, since it can decline even more quickly than it dev