Legal Issue Scenario Academic Dishonesty - 997 Words

Legal Issue Scenario: Academic Dishonesty Technology is rapidly evolving and changing, and as a result of the increasing availability and propagation of several forms of technology, academic dishonesty cases in every college and university have greatly multiplied and become a global issue. The issue on cheating behaviors in students is so pervasive and uncontrollable that it is almost considered as commonplace (Arhin Jones, 2009). One of the hardest challenges for educators is knowing how and when to discipline their students. In the given scenario, there are several issues to take into account; the first and foremost being the issue of academic dishonesty. Academic dishonesty is defined by the Webster dictionary as the intentional participation in deceptive practices regarding one’s academic work or the work of another (Faucher Caves, 2009). Jones (2011) states that many institutions of higher education have adopted academic dishonesty policies, instituted academic integ rity tutorial completion prerequisites for next term registration, and acquired plagiarism software detection tools. They go on to say that within the past few years, high-tech cheating is gradually replacing the simple cut-and-paste cheating, and educators must be proactive and develop instructional strategies that integrate all facets of appropriate digital citizenship, that is, digital ethics. By implementing these academic dishonesty and integrity policies and making them attainable toShow MoreRelatedThe Issue Of Academic Dishonesty1416 Words   |  6 Pagestechnology, academic dishonesty cases in every college and university have greatly multiplied and become a global issue. The issue on cheating behaviors in students is so pervasive and uncontrollable that it is almost considered as commonplace (Arhin Jones, 2009). One of the hardest challenges for educators is knowing how and when to discipline their students. In the given scenario, there are several issues to take into account; the first and foremost being the issue of academic dishonesty. â€Å"AcademicRead MoreKeeping The Students Rights And School Policies1806 Words   |  8 Pageswith another impartial faculty member present to discuss the situation. The educator would then inform the student that he or she has been accused of using his or her cellphone during the examination that day and would remind the student of the academic and school policies which clearly state that using devices, such as a cellphone, during the exam is strictly forbidden and provide the student with copies of the policies. The policies would be reviewed together and specific sections where prohibitionsRead MoreEssay on The Dangers of Cell Phones in Society2678 Words   |  11 Pagesraised. I believe that cell phones are dangerous, because of threat posed to safety, academic integrity, and communication skills in our society. The most prominent danger that exists with cell phones is threat they pose to safety. One threat to safety is the invasion of privacy. An invasion of privacy is defined as â€Å"the intrusion of one’s personal belongings property, which will leave him/her vulnerable to theft† (Legal Dictionary). This theft could range from physical property, to the person’s identityRead MoreThe Honest Truth Of Dishonesty2977 Words   |  12 Pagesamong colleagues, strengthening lawful legal systems, and classifying actions as morally acceptable or unacceptable. In recent years the idea of honesty has taken an abrupt halt and shifted towards the concept of dishonesty, a constantly growing enterprise formulated on incentives and misguided logic. This is the belief that a person’s behavior is deceitful or fraudulent, and is often misconstrued as a trait of swindlers and the morally corrupt. However, dishonesty is a natural occurrence seen in everyRead MorePlagiarism Is A For m Of Cheating2006 Words   |  9 PagesEssay on Plagiarism Nahien Chowdhury University of Florida â€Æ' What Constitutes Plagiarism? Plagiarism is a form of cheating, and a serious violation of the honor code and academic honesty in educational institutions. According to dictionary.com, plagiarism is: a piece of writing or other work reflecting such unauthorized use or imitation [1]. In simplified terms, plagiarism is taking and using some else’s work without giving credit to the righteous owner, for using their information. This work includesRead MoreEnergy Policy3086 Words   |  13 Pageswill be posted on the noticeboard and may also be broadcast on our Twitter feed - http://www.gsom.ac/twitter.asp. 2. Module Overview This module identifies the main elements of international energy policy – which centres around the issue of how we maintain sustainable economic growth whilst ensuring the security of energy supply in all its myriad forms and maintain bio-diversity or environmental sustainability. It will also deal with the assessment of world energy needs and the availableRead MoreMonetizing Debt: An Evasive Maneuver Essay2187 Words   |  9 PagesFederal Reserves performance. People must be more skeptical on key federal policies in the United States due to the current recessive state of our economy plundering potentially into disastrous levels. Monetizing debt is technically legal; however it becomes an issue of morality by the specifics to which it is being conducted. The constantly growing power of federal influence on markets, specifically the selling of national securities with the purpose of debt liquidation, not only defies the idealsRead MoreContingency Plan3864 Words   |  16 Pag es      Content       1. 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‚¬ ¦.†¦3 2. Objectives of the plan†¦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‚¬ ¦..3 3. Stakeholders of Hong Kong Baptist University†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..4 4. List of potential risks†¦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‚¬ ¦...4 5. Fabricating academic credentials of teaching staffs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..5 5.1 Situation identification†¦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 5.2 Responsibilities of Crisis Management Team†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦....6 5.3 Action to be taken†¦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‚¬ ¦......10 5.3.1 Principles of action duringRead MoreSample Resume : Ensure A Safe Workplace2743 Words   |  11 Pagesmanagement systems _Assessment _1_ Due date: 28/07/2015 – OR – I have been granted an extension/Special Consideration until XX/XX/XXXX Time date submitted: HR:MIN AM / PM XX/XX/XXXX Academic Honesty All forms of plagiarism and unauthorised collusion are regarded as academic dishonesty by WIN, resulting in penalties including failure of the unit of study and possible disciplinary action. In submitting this assessment, I acknowledge the following: †¢ I have read and understood WINRead MoreThe Conflict Of Fiduciary Duty3046 Words   |  13 Pagesreasonable observer would perceive a real possibility of misuse of confidential information. Courts will consider public interests, the former client’s interests and need to maintain confidentiality and the importance of the current client’s choice of legal representation and the adverse consequences of disqualifying the lawyer. Because the information was not presented in a client-lawyer context and given the facts, Teddy did not impart any confidential information to Virginia, it is unlikely that there

Introduction. Health Outcomes Are Influenced By A Variety

Introduction Health outcomes are influenced by a variety of factors, one of which is clinician communication abilities.1 In fact, I took a class in medical school dedicated to teaching the art of the interview and how to properly build and maintain the sacred patient-clinician relationship. Health communication is growing field of medical research that both examines the current state of clinician communication and uses experiment to improve or further understand the process of disseminating health information. 2 This year, I spent 10 months researching health communication and medical decision-making using transcripts of real patient encounters from men with early stage prostate cancer and from women deciding between surgical treatment†¦show more content†¦The rest of the conversation felt different. After the surgeon apologized again and explained that she could save the nipple on the non-cancerous side, but not the cancer side a family member asks the patient â€Å"That’s a big deal isn’t it?† The Bad: Throughout the transcripts I have also noticed the sheer number of â€Å"medspeak.† Medical jargon, the vernacular of clinicians, forces the patient to decide if the clinician is sharing important concepts or irrelevant details. Furthermore, few patients are sufficiently healthcare literate to understand complex medical language. 4,5 In one transcript a women who is discussing treatment of her breast cancer asked about the imaging of her breast cancer to further understand her disease. The clinician responded with: Clinician: There’s the stuff showing your PASH at nine o’clock and ten o’clock and there’s the invasive and then the receptors got split but your estrogen receptor is positive, progesterone receptor, positive and HER2 not overexpressed. Patient: So can you – English? Clinicians are entrenched in medical jargon and often assume that their patients understand the information they are conveying. Frequently, patients faced with jargon do not ask questions or interrupt like this patient did.6 Without this feedback from the patient, I assume the clinician would have continued on her explanation without realizing that her patient was lost, her question continuing to remainShow MoreRelatedDevelopment Of Workable Plans Help Individuals Maintain Healthy Lifestyle And Increase Life Expectancy1165 Words   |  5 PagesIntroduction This paper will discuss the influence of research study findings on the development of workable plans to help individuals maintain the healthy lifestyle and increase life expectancy. The data collected from these three studies was analyzed and showed how the environment impacts a person s overall health and wellbeing and how that can affect a person’s longevity. The application of the findings was used to make suggestions to improve environments like inner cities, by incorporatingRead MoreUse Of Competency Of A Nurse1348 Words   |  6 Pageseducation, and coordinate care depending on the health needs of that individual (IOM, 2010). Nurses make up the largest workforce in the healthcare system and have the privilege to play a leading and fundamental role in the transformation and initiation of changes in the field. The use of competency of a nurse, especially the use of communication, knowledge, technical skills, clinical reasoning, emotions, values, and reflections in pract ice, brings quality outcomes and improvement in care delivery (RubenfeldRead MoreHA545 Kaplan Essay1479 Words   |  6 PagesPolicy Making HA545- Health Policy Kaplan University Introduction The purpose of this essay is to discuss Medicare Part D, as well as the influence of the various interest groups and governmental entities during this process. This essay will discuss both the policy process and the policy environment (the key players involved and other circumstances that shaped this policy-making effort), how stakeholder groups influenced the final outcome of Medicare Part D legislationRead MoreEssay about Concept Analysis on Self Perception1071 Words   |  5 Pagestheir perceptions when relating to life events, eventually causing a chasm or warped view of the inner self. The reason for examining self-perception relates to how it affects the healing process and the relationships with those providing care. Introduction Working in a healthcare system you encounter people from various ages and statuses. It has always been concerning to see how self-perception affects a person’s wellbeing. Understanding self-perception is to also understand how people changeRead MoreInformative Speech- Fast Food Essays865 Words   |  4 Pages Introduction I. Anywhere you go, there is a good chance there will be a fast food restaurant nearby. A. It’s the easy way out of cooking dinner, or grabbing something fast because you didn’t have time to make anything. B. Fast food may taste good, but have you ever thought of the effects it has on your body, and wallet? II. For the past 92 years fast food has become a popular choice of breakfast, lunch, and dinner. III. However, the effects it has can be negative for health, as wellRead MoreHigh Quality Healthcare At Today s National Health Service998 Words   |  4 PagesHigh quality healthcare in today’s National Health Service (NHS) is defined by NHS England (2013) as having three essential components. Firstly clinically effective care that is seen by patients not just clinicians; secondly that care is safe; and third, care that delivers a positive experience for the patient. As quality care is the focus for NHS England, it advocates NHS employees all working towards this goal. Having a common purpose promotes a sense of direction (Storey and Holti, 2013), andRead MoreAdvocacy And Public Policy Making1469 Words   |  6 PagesAdvocacy and Public Policy Making HA545- Health Policy Kaplan University Introduction The purpose of this essay is to discuss Medicare Part D, as well as the influence of the various interest groups and governmental entities during this process. This essay will discuss both the policy process and the policy environment (the key players involved and other circumstances that shaped this policy-making effort), how stakeholder groups influenced the final outcome of Medicare Part D legislation, the specificRead MoreHow Accountability Is Important For Healthcare Services For The Future1634 Words   |  7 Pages1.0 Introduction Before introducing the topic, it is essential to understand what accountability is. In this regard, it can be stated that the term ‘Accountability’ signifies an image of transparency as well as trustworthiness. In relation to this, it can be argued that in different dimension the meaning of accountability is usually differ. However, the real meaning of accountability can be referred as an answerability, which signifies that having an obligation of answering or clarifying regardingRead MoreDementia Caregiving Experiences1042 Words   |  4 PagesTitle- Dementia Caregiving experiences : The impact of negative caregiving experiences on Care recipient’s Mental and Physical health. Introduction With advancing age dependency increases and family is the primary contact an individual turn to for assistance.It is reported that 36 million adults provide care to a family member aged 65 or older. (National Alliance for Caregiving, 2009).Similarly, the family members will also have higher degree of involvement in caregiving for an individualRead MoreInstitute Of Medicine Report On Quality1432 Words   |  6 PagesInstitute of Medicine Report on Quality Introduction In 1996, the Institute of Medicine (IOM) initiated a campaign aimed to evaluate and improve the quality of care for health care systems in America (Bielaszka-DuVernay, 2011 p.2). Consequently, IOM Committee on Quality Health Care outlined strategies to improve patient safety by preventing medical errors that are caused by individual and system factors in a report titled â€Å"To Err is Human: Building a Safer Health System† (1999). Furthermore, IOM‘s 2001

Eassy on aristotle Essay Example For Students

Eassy on aristotle Essay Ancient Political ThoughtThroughout the Republic it becomes obvious that Plato believes that the best city-state has the highest level of sharing and unity while in thePolitics, Aristotle believes that too much unity can deunify a city-state. The unity argument is a prime example of Platos way of thinking aboutthe nature of a community, and Aristotles criticism of this unity gives insight into Aristotles way of thinking about his views on the nature of thecommunity. In order to understand Aristotles attack on Platos unity, it must be understood that for Aristotle, unity is synonymous with the levelof sharing in a community. In Politics II 1, Aristotle begins his assessment by stating that, We must begin, at the natural starting point of thisinvestigation. For all citizens much share everything, or nothing, or some things but not others (Pol. 1260b36-39). There are three possibilities in Aristotles argument regarding how much citizens should share in common: Nothing, everything, and some thingsbut not others. Similar to Platos style of forming an argument, Aristotle states the problem and all the possible outcomes. He then proceeds todisprove two of them, thereby making the last remaining possibility the correct one by means of deduction. Aristotle argues that it would be evidently impossible for a community to have nothing in common (1260b39-40). A communitys citizens allshare the same location, and they are all organized by a common constitution. Therefore, the first possibility can be ruled out. Aristotle attacksthe two remaining possibilities simultaneously. He asks, is it better for a city-state that is to be well managed to share everything possible? Oris it better to share some things but not others (1261a2-4)? Plato would argue that it is best for a city-state to share everything, including womenand children, with all members of a society. In addressing the remaining possibilities, Aristotle questions if Plato was right in the Republic toassert that children, women, and property should be communal in society (1261a6-7), or is having too much unity (sharing) a bad thing. In the Republic, Socrates explains to Adeimantus the importance of having a communist-like society where everything is shared by thecommunity. He states that If a sound education has made our children into reasonable men, they will easily see their way through all thesemattes, as well as others which we will pass over for the moment, such as the possession of wives, marriage, and child-bearing, and theprinciple that here we should follow, as far as possible, the proverb which says that friends have all things in common (423e-424a). Aristotle cannot simply dismiss the possibility of sharing everything, because it can, in theory, take place in a community. All members of acommunity, if they so desired, could raise and educate their children together, and share all of their wives amongst their friends and neighbors. However, Aristotle would like to prove that although it is possible to bring up children in a communal setting, it would undermine that citys unity,rather than support it. It is important to note that Socrates says that the principle of sharing children should, as far as possible, be followed. Inorder for Aristotles to make his argument, it must be assumed that Plato means that once a child is born, he is given over to the community, andtherefore, does not know who his parents are, and his parents do not know who their child is. Aristotles first argument centers on the statement that what is common and shared, by nature, is given the least amount of care and attention. .u49739a01b954745802a5d0b2423aad82 , .u49739a01b954745802a5d0b2423aad82 .postImageUrl , .u49739a01b954745802a5d0b2423aad82 .centered-text-area { min-height: 80px; position: relative; } .u49739a01b954745802a5d0b2423aad82 , .u49739a01b954745802a5d0b2423aad82:hover , .u49739a01b954745802a5d0b2423aad82:visited , .u49739a01b954745802a5d0b2423aad82:active { border:0!important; } .u49739a01b954745802a5d0b2423aad82 .clearfix:after { content: ""; display: table; clear: both; } .u49739a01b954745802a5d0b2423aad82 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u49739a01b954745802a5d0b2423aad82:active , .u49739a01b954745802a5d0b2423aad82:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u49739a01b954745802a5d0b2423aad82 .centered-text-area { width: 100%; position: relative ; } .u49739a01b954745802a5d0b2423aad82 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u49739a01b954745802a5d0b2423aad82 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u49739a01b954745802a5d0b2423aad82 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u49739a01b954745802a5d0b2423aad82:hover .ctaButton { background-color: #34495E!important; } .u49739a01b954745802a5d0b2423aad82 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u49739a01b954745802a5d0b2423aad82 .u49739a01b954745802a5d0b2423aad82-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u49739a01b954745802a5d0b2423aad82:after { content: ""; display: block; clear: both; } READ: THE DIFFRENCE BETWEEN A CLUB AND A GANG EssayWhen a large number of people share something in common, they tend to neglect that something. What is common to the most people gets theleast care since they are concerned more of all with their own things, but less with common things (1261b33-35). Aristotle compares sharingchildren with an entire community to a master who employs too many servants. A servant will be less motivated to perform specific actions,because he very well might assume that another servant has already taken care of that task. Furthermore, if the servant knows that the task hasnot been competed but fails to perform the task himself, if he is caught slackin g off, he can simply exonerate himself by making the claim that hethought that task was already competed. If,

Should College Athletes Be Paid free essay sample

These people feel that the promise of their education being paid for is enough for the college athletes. On the opposite side of this topic, people argue that the college athlete generates enough income for the universities, and they feel that the university owes the athletes more than a scholarship. Student athletes should be given a small amount of pay for their services to the university. According to the 2002-03Division I Manual, under bylaws: Article 12, Pay is the receipt of funds, awards or benefits not permitted by the governing legislation of the Association (Earle 69). This article was one of the rules that were put into the manual to protect the amateurism. College athletes are looked upon as amateur player, and the NCAA wants to protect the athlete from being influenced by money much like the professional players are. Though college players have not reached the professional level, they are required to work at their sports like they are professionals. We will write a custom essay sample on Should College Athletes Be Paid or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Larue, a MTSU football player says, My typical schedule is school, workout or practice, and sleep. I dont have much personal time or much time to study (Larue). To many college athletes, it is a job, and they are willing to put in all the work necessary to be the best. In sports an ace is A top-notch professional, or one who sets the standards for others, and in college level sports there are many aces (Palmatier 1). According to research done by Andrew Zimbalist, the NCAA is guaranteed income of 75 million between 1997 and 2002, and they market and receive sponsoring much like the professional leagues (Zimbalist 4). Giving the athletes a stipend of amounts that vary between 100 and 200 dollars per month is a small price to pay in order to maintain he athletes. Rep. Ron Wilson of Texas has filed a bill proposing such a stipend. According to Wally Renfro, a NCAA spokesman, the stipend would be a special benefit, but if it were allowed to all schools and all athletes them it would not be (Austin). This stipend could help to cover expenses that are not covered in the scholarship. Larue stated, A little money a month would go a long way (Larue). Many people are against paying college athletes because they feel that they do not need or already receive compensation for using their skills for the universities profit. Many say that receiving a scholarship for their education is enough, and education is a great gift to the students. For the people that believe that education is must important, Rep. Wilson says, (Many) of them wont graduate and the schools know it (Austin). In fact, according to NCAA 2001 Graduation Rates Report, among college athletes with a four-class average the graduation rate is 59%(NCAA). Student athletes are promised an education to play, and many do not get to receive it. The NCAA argues, most schools dont make money off athletics. In college athletic, the athlete is the talent, and people come to games to watch them. The NCAA makes deals with networks like CBS to televise tournaments, and school make deals with networks to televise certain games (Brawn). On top of that, college sports teams do not have to pay entertainment tax, which means that everything they make goes to the school (Brawn). The spectators that come to games, watch on television, and even the sponsors are interested in watching the athletes on the college level compete, which means that the universities are indeed profiting from the athletes. Why do college athletes need to get paid? The typical Division I athletic scholarship provides tuition, room and board and books (Austin). For many athletes that is were it ends. Well basically, I never have any money, states Larue, During the weekend I dont get to go many places unless another football player is going. Many college athletes take scholarships because, if it was not for the scholarship, they would not be able to get into college. Their families are unable to provide for them, so they are sent to college with a scholarship and expected to survive. With what little free time that they have, they are unable to go for a drive, go see a movie, or even have a relationship. Really, it is like you are stuck on campus (Larue). With a stipend or some other form of payment, the athlete could afford to catch a movie or go shopping for clothes. The athlete could afford the necessities in life that are not provided by the scholarship. Without the stipend, and unable to have jobs, the college athlete lives a life that only consists of schoolwork and athletic training, and they have to rely heavily on teammates for support. College athlete should receive some form of payment for the universities they attend or from the NCAA itself. College athletes are human just like every other student. By denying them the ability to make money and not paying them, the NCAA and its members are expecting the athletes to live a sub-human existence, and putting them at a disadvantage to finish their college education. Many argue that the system is fine just the way it is, but they are not fully considering the needs of the college athlete. College athletes make enough money for universities that it would not hurt to give some back. In conclusion, college sports will always be a big money maker for big time universities and colleges. They should take better care of their athletes by paying them for their services. Should College Athletes Be Paid free essay sample While other students may have a job, athletes are not so lucky. Their job is to play the sport they were brought to the university for. If you workout all day, and perform strenuous activities on your body, you need fuel for your body to recover. Not eating effects how they perform in the classroom, and on the field. The solution for many players is to sell their jerseys and other memorabilia to make money. Unfortunately, that is illegal under NCAA guidelines. I believe if the student can find a way, he or she should be able to endorse products.The best allege athletes in the two revenue producing sports, basketball and football, generate more money than tuition, room, board, and books. (ESP.) College is supposed to prepare for the real world, so engaging in entrepreneurship is not the worst activity these athletes could be involved in. If the NCAA is going to continue to not allow athletes to sell their personal items, scholarships should cover the full cost of living. We will write a custom essay sample on Should College Athletes Be Paid or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Sports casters, along with many other outspoken people, share their reasons for being highly critical of the idea of supplying student athletes with more than they already have.In other words, tuition, room, and board are plenty for the athletes to compensate with. If you paid athletes, money would kill recruiting. Athletes would choose to play for the prestige universities, being as greedy as possible, just to benefit themselves. Also, a players ego might kill competition. The starting quarterback cannot possibly cope with the fact that he is receiving the same amount of money as the kicker. A situation like this would make college games less exciting, and dreary to watch. Lets take a realistic approach on this controversial topic.First of all, without sports programs at the universities, many would find it difficult to pay the professors at the salary they do. Solely, the players are the reason why a large amount of money is made. The fans that show up and pay to watch these events seemingly pay the coaches and professors salary. Spectators appear in attendance to watch the athletes perform; it is as simple as that. Football and basketball teams at topnotch universities generate hundreds of million dollars alone in a single year. It is only right for the universities to provide a little more than they do.Secondly, if you argue athletes would only flock to the moneymaking schools, you sound absurd. Only the best of the best have the talents capable of playing at a division one university. Thousands are not so fortunate and gifted enough to succeed on a division one plateau. Athletes will go to a school that will grant a scholarship for them to continue their dream. For many, sports are a life long passion they will never give up on. I see no problem in schools finding athletes to compete for them. Most of all, which many people do not understand, athletes are not seeking million dollar contracts.All they want are their scholarships to completely cover the cost of living. If that were the case, you would not see athletes selling a jersey for a few hundred dollars. As the old saying goes, money just does not grow on trees. Universities could use funds they receive from television contracts, and memorabilia that is procured to pay for the scholarships. Dont get me wrong; athletes are very fortunate to receive a free education. Looking at it from the other end of the spectrum, only 27 percent of student athletes, at a division one school, will actually receive a degree.WAS) It is safe to say, most athletes are not at the universities for the student part of the deal. A solution that should be considered is increasing student athletes scholarship by two thousand dollars more a year. For the most part, it will eliminate illegal selling of ones jersey and other sacred memorabilia. This gives athletes the financial security of being able to buy food, and will cover other costs not provided by scholarships. For as much time and hard work student athletes give to the university, that is the least schools could do to give back. Should College Athletes Be Paid free essay sample Over the past few years college athletics have gained immense popularity across the United States. Whether it be football, basketball, or hockey, ever since the turn of the century, intercollegiate sports have brought in a surplus of revenue to their respective Universities, as well as increasing the popularity of the College’s reputation. For example, in a study conducted by the Orland Sentientnel, it was estimated that the University of Texas’ Athletic Program had the highest revenue of any other University at $120,288,370 (How Much Revenue). Yet with this large sum of money, no college athletes are legally compensated for their work. According to NCAA rules, â€Å"You are not eligible for participation in a sport if you have ever: Taken pay, or the promise of pay, for competing in that sport† (NCAA Regulations 1). Due to this law, not only are college athletes having difficulty in paying off their college tuition, but also many athletes are being paid under the table through black markets. We will write a custom essay sample on Should College Athletes Be Paid? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page These amateur athletes have no incentive to stay in college and finish their respective degrees, as many cannot afford to pay for the increasingly expensive college experience. While many argue that college athletes shouldn’t be paid as they are just amateurs representing their schools, I argue that athletes must be paid to save the legitimacy of college athletics. Student athletes should be compensated for their work, as they are the sole reason for the Athletic Program’s surplus in revenue. These athletes are working hard and bringing in money to the University every day, yet aren’t rewarded with any monetary value. These athletes are working for the schools and are doing a service to the college that seems to go unnoticed. This lack of pay is not seen anywhere else in the work place and shouldn’t be seen here. Some even argue, â€Å"College athletes are being exploited by their schools, which make millions of dollars off of intercollegiate athletics† (Should Student-Athletes Get Paid? ). Colleges are using these athletes to boost their respective reputations and bring in revenue while not compensating these athletes for their work. Everywhere else athletes are paid, so why shouldn’t college students too? Some critics may argue that these student-athletes are amateurs, and if paid then are becoming professional athletes. This statement can be easily disproved, however, as amateur is a very broad and controversial term. Hockey players a part of the AHL (Amateur Hockey League) are considered to be amateurs but are compensated for their work. Defining College athletes as amateurs creates another problem in addition to not being paid by the University: athletes can’t promote themselves. The NCAA states â€Å"student-athletes shall be amateurs†¦and should be protected from exploitation by professional and commercial enterprise. However, with this statement it seems that colleges and universities â€Å"are the entity that exploits† them. In 2000, due to the increasing cost of education, the NCAA â€Å"approved student-athletes’ employment in jobs paying up to $2,000 during a school year; the income can address educational expenses†. However, not only does $2,000 barley cover educational costs, especially if not on scholarship, but the NCAA is not allowing student athletes to promote themselves. Also, with all the time practicing and working in the classroom, how many athletes have time to actually get a job? In reality, they are already working by performing on the court, field, or rink. In a documentary conducted by ESPN entitled â€Å"Fab Five,† one of the college basketball players for the University of Michigan said, that It was hard to see his jersey in the stands and knowing that just his number was on it, not his name. He later goes on to say that he wasn’t receiving any money from it even though Addidas was promoting his jersey! This Michigan Basketball player then goes on to say that he couldn’t even afford the jersey that his fans were wearing. He wanted to buy a jersey for his mom, but couldn’t afford it. Another argument that supports paying college athletes, is that these â€Å"full-ride† scholarships given to the best athletes do not actually cover all their expenses. Many athletes still can’t afford to have their parents come to the stadium and watch the games. For example, in 2010, â€Å"Duke basketball players were valued at $1,025,656 while [the players were] living just $732 above the poverty line and a scholarship shortfall of $1,995† (â€Å"The Price of Poverty in Big Time College Sports†). With all of the respect and publicity of these athletes, it goes unnoticed that a great deal of the players live very near to the poverty line. Due to this lack of money, black-markets are created. Here, boosters that represent the University give these players’ cars, spending money, or anything they truly want, and in return, these players go to their respective University. There have been many instances of this injustice before, but one prominent example is that of Reggie Bush, the running back for the University of Southern California from 2003-2005. Bush was paid by boosters to attend USC, which violated NCAA rules. Bush was heavily criticized when the violations were revealed and had to return his Heisman trophy. While Bush’ actions were clearly wrong and him returning the Heisman trophy was warranted, its tough to give him much criticism. At the time, Bush didn’t come from much wealth and even with a â€Å"full-ride† football scholarship, he could not cover all of his expenses. Bush’s mother was having trouble paying rent, so a booster at USC offered to pay for his mother’s apartment in Pasadena. Bush felt obligated to take this offer, as there was no other way to make money and pay for his mother’s apartment. If Bush were paid for his participation in the NCAA, then Bush would have attended any University he would so please. These boosters’ actions are not only illegal, but create an imbalance in competition amongst the NCAA. These universities that violate NCAA rules have an upper edge in recruiting top prospects. Schools are then tempted to violate such rules to even out the playing field. The last and arguably the most important reason to pay college athletes, is that it will ensure that most college athletes will complete their college degrees. â€Å"Paying student-athletes would provide athletes an incentive to stay in school and complete their degree programs, instead of leaving early for the professional leagues†. If athletes are paid to play, not only can they cover some of their college expenses that scholarships couldn’t cover, but also now they will want to finish their education. NCAA prides itself on all student-athletes are students first and athletes second, however, it seems that more popular athletes leave early for the pros. In college basketball, many freshman stars are referred to as â€Å"one and done† players as they complete one year of college and go to the professional leagues early, as they want money and need it as soon as possible. The importance of their education is lost. The University seems to be hypocritical in its actions when it doesn’t pay its athletes, because it seems they support college athletes leaving for the Professional league early. According to the article, â€Å"A university’s primary objective is to provide its students with a quality education that prepares them to function in the world as opposed to in college. † However, without paying athletes, universities leave their students with no other option but to not graduate and withdrawal after a semester or a year to meet their financial obligations. Logistically, it should be very simple for the universities to compensate their student-athletes. One author suggests that every university pays the same flat rate to each college athlete for three years, then offer a raise to senior athletes. This bonus will create that incentive for students to receive their degrees. While it may seem odd and unjust to pay college athletes, the reality is that compensation of such athletes is a necessity not only to keep competition at a steady level in college athletics, but also to encourage students to graduate and get their college degrees.

Wimax vs Wifi Essays

Wimax vs Wifi Essays Wimax vs Wifi Paper Wimax vs Wifi Paper WiMAX or Wi-Fi: The Best Suited Candidate Technology for Building Wireless Access Infrastructure order to highlight that which technology will be better to build a wireless access infrastructure. The first part of the paper examines the both of these wireless technology in order to understand both technologies and their underlying concepts. Then, I have discussed some key characteristics to compare the both of these technologies. The last part concludes and presents a conclusion of which will be the best technology to build a wireless access infrastructure. II. OVERVIEW OF THE CANDIDATE TECHNOLOGIES. 2. 1 Wi-Fi The dream to network PCs and other devices without the cost and complexity of cable infrastructures has driven the rapid growth in the wireless market over the last few years. Wi-Fi is one of the wireless technology which appeared early in the wireless market. Wi-Fi is based on the IEEE 802. 11 wireless local area network (WLAN) specification. Actually it was designed to be used indoors at close range for example home user and office environment. The main goal of Wi-Fi technology is to provide service for mobile computing device like laptop. But recently it is used for more services for example consumer device such as televisions, digital cameras, and DVD players. A user with a mobile computing device such as a laptop, cell phone, or PDA which is Wi-Fi enabled can connect to the global Internet when it is within in range of an access point. The region which is covered by one or more access points is called a hotspot. Hotspots can range from a single room to thousand of square feet’s of overlapping hotspots. Wi-Fi can also be used to create a mesh network. Wi-Fi also allows connectivity in peer-to-peer (wireless ad-hoc network) mode, which enables devices to connect directly with each other [1]. This connectivity mode is useful in consumer electronics and gaming applications [1]. Wi-Fi products can use different radio frequencies [2]: The 802. 11a standard uses 5 GHz in an AP-to-AP interlink. Abstract: This paper presents a description of the existing wireless technology Wi-Fi and WiMAX, and try to compare Wi-Fi (IEEE 802. 11) and WiMAX (IEEE 802. 16), with respect to which technology provides a better solution to build a wireless access infrastructure. Each technology is evaluated based on some key characteristics. This paper concludes with a statement of, which technology will be the best and most cost effective solution to end user. I. INTRODUCTION With the help of many expert communication engineers IEEE has developed various wireless standards in a hierarchical fashion. Some of the deployed wireless standards are: 802. 15 (Bluetooth), 802. 11 (Wi-Fi), and 802. 16 (WiMAX) promoted by WiMAX forum. Recently a new standard, 802. 20 for WANs has been proposed, which is currently under development. Each of these IEEE standards has been deployed to fulfill certain criteria and they complement each other. IEEE 802. 11 also known as Wi-Fi standards has had a lot of commercial success, for this reason now the focus of wireless networking shifting to the wide area market. Wi-Fi has been optimized to address the requirements for home or office connectivity but the wide area market is still open to grabs. So to grab the market the low cost wireless which appears is WiMAX, short for Worldwide Interoperability for Microwave Access, is positioned as solution for outdoor and long-range last-mile solutions. Many service providers had adopted this technology as a quick and cheap option to provide connectivity between access points or base stations and their backbone network. The main goal of WiMAX is to provide cheap and fast connectivity of both voice and data communication to remote and difficult terrain locations. With the increasing market demand for WiMAX, it is now regularly compared with Wi-Fi. While both technologies have some identical technical characteristics, however they are approaching the wireless space from completely different perspectives. The purpose of this paper is to provide a technical and market comparison of Wi-Fi and WiMAX technologies in Figure 1: Wi-Fi Network ? The 802. 11b and 802. 11g standards use 2. 4 GHz. Different frequency bands are used by the 802. 11a, 802. 11b and 802. 11g standards; Different devices using these different frequency bands do not interfere with one another. However, portable devices using different bands cannot communicate with each other, for example an 802. 11a radio cannot communicate with an 802. 11b radio. The most commonly used standard in the Wireless LAN are the 802. 11b and 802. 1g standards because of their interoperability and the greater range option that they achieve in the 2. 4-GHz band. Each standard also use different types of radio-modulation technology, which is as follows [2]: The 802. 11b standard uses direct-sequence spread spectrum (DSSS) and supports bandwidth speeds up to 11 Mbps. The 802. 11a and 802. 11g standards use orthogonal frequency division multipl exing (OFDM) and support speeds up to 54 Mbps. Because OFDM is more suitable to outdoor environments and interference, that’s why it is commonly used for Wireless LAN infrastructure. 2. 2 WiMAX: IEEE standard 802. 6, also known as WiMAX, is a technology for last-mile wireless broadband as an alternative to cable and DSL and where the cost is high. It’s intended to deliver high speed data communication, and it also has the ability to maintain dedicated links and VoIP services at a reliable and high quality speed. Figure 2: WiMAX Network Not only it supports â€Å"last mile† broadband connectivity to individual home or business locations but also its data rates are comparable with cable and Digital Subscriber Line (DSL) rates. Many telephone companies also desire that WiMAX will be a replacement for their aging legacy wired networks. In fact, it is looked as the wireless replacement for a wired broadband connection. WiMAX has the ability to allow a subscriber to connect to a wireless Internet service provider even when they roam outside their offices or homes. With the large coverage range and high data transmission rate WiMAX’s attributes open the door of the technology to a variety of applications. WiMAX can be used as a backbone for IEEE 802. 11 hotspots for connecting to the global world, as well as a subscriber can connect WiMAX enabled mobile devices such as laptops PDA or cell phones directly to WiMAX base stations without using IEEE 802. 11. Currently many service providers, providing a DSL or T1/E1 service for a business customer to a relatively remote location or outer suburbs can take several months and the cost associated with it is very high. With the help of WiMAX, a service provider can provide that service in a short time and in a very cost effective way [3]. One of the main application of the WiMAX is that it can be used in disaster recovery scenes where the wired networks have broken down. In recent many disasters, WiMAX networks were installed to help in recovery missions [4]. Similarly, WiMAX also be used as a backup links where the traditional wired links breaks. WiMAX mainly operates in two frequency ranges. One is high frequency, which is between 11 – 66 GHz and another one is low frequency, which is sub 11 GHz [3]. Line-of-sight is very essential when operating in the high frequency range. This frequency range allows this wider channel, resulting in very high capacity links. For the low frequency range (sub 11 GHz) non line-of-sight is essential. WiMAX, with a theoretical data rate of 70 Mb/s in 20 MHz channels (2-11GHz spectrum) , allows a few hundreds of DSL connections but it operates up to 124Mbps in the 28MHz channel (in 10-66GHz), [5]. The maximum range WiMAX, covered is about 50 km [5]. But in practice this range may be decrease to 20 km and even 8 km when there are obstacles [5]. 3. 1 Efficiency Efficiency of wireless technology is measured in terms of bandwidth and latency. Efficiency is a major issue to determine what type of applications can be run on a network. A lessbandwidth network only feasibly for small application and normally support simple data application for example transferring text files. A higher bandwidth network normally used for big application such as audio and video and many more powerful applications. Another major issue in case of real-time applications like voice is latency which is very much crucial issue. The maximum range of latency should not be more than 20 ms, anything higher than that be warring for establishing echo free wireless network. 3. 2 Maximum Range Maximum range is calculated from the obtained distance between the two base stations, and like cell phone another major issue must consider here that the technology must have the capability to support hand-off between base stations without loosing connection from the global world. Maximum coverage range is a major issue, the reason behind that, it determines how long a contiguous wireless area can be? Also, maximum coverage range of wireless technologys is very much crucial according to cost, since operators can reduce their initial capital expenditures if they can give the coverage of the same area with smaller number of base stations. 3. 3 Dependability Dependability is defined as how much a wireless technology is dependable to the end user. Whether end user think that is it reliable to use or not? Dependability measure with few important metrics like average number of packet loss, average number of disconnects of calls, and whether the wireless technology is hampered by environmental issues such as line of sight, weather, etc. Dependability is very crucial because some applications may require a reliable connection. If a connection is not dependable, in that case packets may loss and that affect the network for that reason the speed of the network will decrease. This would have certainly impact on the performance of any applications, hence decreasing the applications that will use on the wireless network. . 4 Security Today’s internet is open for all. And user exchange many personal data in internet. So normally end user wants security. Security is obtained from the level of encryption of the data and the authentication of the device is provided by each technology. For many applications such as exchanging bank information require a secure connection to transmit confiden tial information. Mainly the end user will not want to expose themselves and they also want that the secret information not being viewed by unauthorized individuals. That’s why security is needed in wireless connection. III. KEY CHARACTERISTICS OF WIRELESS TECHNOLOGY This paper focuses on the hypothesis that which wireless technology, WiMAX or Wi-Fi provides a better solution in the wireless access infrastructure. Whether one wireless technology provides a better solution than any other or whether a combination of technologies is needed to create the desired infrastructure. The key characteristics for which the most powerful next generation wireless technology (WiMAX and Wi-Fi) is evaluated in this research paper are: efficiency, maximum range, dependability, security, market issue and mobility. These six key characteristics are the standard issue which will be used to compare these two wireless technologies. 3. 5 Mobility Mobility is one of the major issues in case of building wireless access infrastructure. It is the speed of the mobile access point at which the technology can remain connected to the global world without losing packets or service interruption. Naturally, a wireless infrastructure environment needs to be mobile to provide connection to the end user at any place they visit. The network must sustain connection at vehicular speeds. 3. Market comparison The last characteristics to consider when evaluating wireless technology is a market. Actually the popularity of any technology is determined by the market. Mainly markets certify a technology whether it is accepted by end user or not. So based upon the market we can decide which technology is most attractive to the wireless world IV. Wi-Fi VERSUS WiMAX 4. 1 Radio Technology: WiMAX differs from Wi-Fi in the radi o technology sector. The IEEE 802. 11 WLAN standards describe four radio link interfaces that operate mainly in unlicensed radio band having range from 2. G to 5 GHz [9]. The WiMAX 802. 16a standard released in January 2003 operates between 2 GHz and 11 GHz [9]. The lower frequency bands support Non-line-of-sight (NLOS) for that reason customer unit need not be aligned with base station. Wi-Fi mainly operates in unlicensed frequency bands, but WiMAX can operate in both licensed and unlicensed spectrum. Within IEEE 802. 16a’s 2-11 GHz range, four bands are most attractive [9]: * Licensed 2. 5-GHz MMDS * Licensed 3. 5-GHz Band: * Unlicensed 3. 5-GHz Band * Unlicensed 5 GHz U-NII Band. 4. 1. 1 Radio transmission Modulation techniques: The IEEE 802. 1b radio link uses a technique direct sequence spread spectrum that is called complementary coded keying (CCK) for radio transmission [9]. Bit stream is mainly processed by a special coding and modulated with the technique called Quad rature Phase Shift Keying (QPSK). The 802. 11a and 802. 11g uses the radio link technology 64-channel orthogonal frequency division multiplexing (OFDM) [9]. Here the bit streams is encoded on the 64 sub carriers using Binary Phase Shift Keying (BPSK), Quadrature Phase Shift Keying (QPSK), or one of two levels of Quadrature Amplitude Modulation (16-, or 64- QAM) [9]. The IEEE 802. 16a specifies three techniques for radio link [9]: * SC-A: Single Carrier Channel. * OFDM: 256-Sub-Carrier Orthogonal Frequency Division Multiplexing. * OFDM-A: 2,048-Sub-Carrier Division Multiplexing. Orthogonal Frequency 4. 2 Efficiency: Maximum channel bandwidth for Wi-Fi is 25 MHz for IEEE 802. 11b and 20 MHz for either IEEE 802. 11a or g networks [9]. The maximum bit rates it’s providing is 54 Mbps. Wi-Fi has latency in the range of 50 ms hence little bit higher latency. In WiMAX, the channel bandwidths are in the range of 1. 25 MHz to 20 MHz [9]. Basically there has been lots of confusion regarding the actual bit rate of a WiMAX channel. But many articles give a range in of 70 M or 100 Mbps, basically exact transmission rate depends on the assigned bandwidth of the channel. WiMAX have latency in between the range of 25 to 40 ms, quite considerable range. Now have a close look at the Bandwidth efficiency of the both technologies. Basically it is measured by the number of bits per second that can be carried on one cycle of radio bandwidth (i. e. bps/Hertz). Lets have a data rates supported on its 25 MHz channel (1 M to 11 Mbps), 802. 1b have bandwidth efficiency in between 0. 04 to 0. 44 bps/Hertz [9]. In 802. 11 a or g on its 20 MHz have a transmission rate from 6 M to 54 Mbps yields a bandwidth efficiency in between . 24 to 2. 7 bps/Hertz [9]. In case of WiMAX, for 70-Mbps transmission rate on a 14-MHz radio channel yields bandwidth efficiency up to 5- bits/Hertz [9]. Basically the bandwidth efficiency decreases when the tran smission range increases. 4. 3 Maximum Coverage Range: OFDM modulation has a high spectral effectiveness that why WiMAX ranges 8 km (NLOS) to 50 km (LOS) [5]. It handles many users who are widely spread out. Mesh topologies and smart antenna techniques can be used to improve the coverage. The OFDM designed for the BWA and main goal is to provide long range transmission. 802. 16 is designed for high power OFDM used to maximize coverage up to tens of kilometers [5]. In contrast, IEEE 802. 11 standard have a basic CDMA and OFDM approach with a quite different vision. It required very low power consumption of energy that whys it can support very limited range of coverage. It is mainly designed for indoor use. Optimize range of this technology is around 100 meters [5]. 4. 4 Security: One of the major issues that differentiate from Wi-Fi to WiMAX is security. It’s a major issue because it protects transmissions from eavesdropping. But security has been one of the major lacking in Wi-Fi, encryption is optional here. But better encryption techniques are now available some of the different techniques used are [9]: Wired Equivalent Privacy (WEP): An RC4-based 40- or 104bit encryption technique. Wi-Fi Protected Access (WPA): A new standard from the WiFi Alliance that uses the 40- or 104-bit WEP key. IEEE 802. 1i/WPA2: It is a IEEE standard which will be based on a more robust encryption technique called the Advanced Encryption Standard. WiMAX is designed for public network so security is very much crucial here. So all the data that is transmitted in WiMAX network is virtually encrypted. The main encryption technique that is used here is 168-bit Digital Encryption Standard (3DES), the s ame encryption also used on most secure tunnel VPNs. There are also plan to include the Advanced Encryption Standard (AES) in WiMAX to maximize the security. 4. 5 Mobility Management Mobility management is supported by WiMAX. The latest IEEE 802. 16e is made for Mobile WiMAX. This standard supports mobile capability with the support of hand-offs capability, mainly for users when they moved between cells. Its support data rates up to 500 kbps, equivalent to the highest speed cellular offerings (e. g. Verizon Wireless’ 1xEV-DO service) [9]. Currently mobility management is not supported by Wi-Fi. But recently IEEE has begun to development of a roaming standard for Wi-Fi. However, WLAN switch vendors like Cisco, Aruba, and Airespace have developed their own proprietary hand-off protocols [9]. 4. Market Comparison Up to this point we have focused on technical issues here we consider, some market issues of these two products. Some market oriented works have been established for Wi-Fi service. The two examples are Wireless ISPs and Wi-Fi mesh networks. 4. 6. 1 Wireless ISPs (WISPs) The idea behind Wireless ISP (WISP) is to provide an Internet access service using WLAN technology and a shared Internet con nection in a public location designated a hot spot. TMobile and Wayport are currently providing this type of service [9]. But it have two problems, one is technical and another one is business oriented. From a technical viewpoint, to access the internet you have to be within the hot spot. From a business viewpoint, users have to pay monthly basis for the internet then the users have to be in the hot spot always to access the internet which is not a feasible solution. So markets of wireless ISP are in a threat now. 4. 6. 2 Wi-Fi Mesh Network Wi-Fi mesh networks are mainly used to support public safety applications and also to provide Internet access to end users. However, mesh technologies are not within the range of the Wi-Fi standards. 4. 6. 3 WiMAX Market The market goals of WiMAX not clear at the moment. But in a sense we can say that the major goal will be broadband wireless access or Wireless DSL. But it will succeed only if it provides lower cost service and also provide some extra features which the other broadband like DSL do not provide. WiMAX compatible chipsets first appeared in late-2004 by the Intel and consumer devices costing $100 or less [9]. But in case of WiMAX, before investing in this field, they have to think and analyze that whether they have enough demand in the market or not. 4. 7 Quality of Service (QoS) Wi-Fi is based on a contention based MAC (CSMA/CA). Hence no guaranteed QoS is provided mainly it can support best offer services. The Standard does not permit for different service level for each user. There is a plan to incorporate QoS in the 802. 11-e standard. In this standard two operating modes will be included to improve service for voice one is Wi-Fi Multimedia Extensions (WME) and another one is Wi-Fi Scheduled Multimedia (WSM) QoS in IEEE 802. 16 is based on a request/grant protocol. Its support multiple QoS which is build in MAC. It is designed to supports different service levels such as ,T1/E1 for business and best effort to consumer. This protocol support delay sensitive services such as voice and video. The dynamic TDMA based technique allows the suitable support for multicast and broadcast. In the below the key difference between Wi-Fi and WiMAX is described Table:1 Comparison between IEEE 802. 11 and IEEE 802. 16 802. 11 (Wi-Fi) Primary Application Range Coverage and Wireless LAN 802. 16 (WiMAX) Wireless MAN mainly designed for broadband wireless Designed for outdoor NLOS performance Optimized for 50 km Mesh topology is supported MAC designed to support thousands of users Licensed and Unlicensed Band 2 GHz to 11 GHz Adjustable range from 1. 25 to 20 MHz

The Chemistry of Chemical Hair Removal

The Chemistry of Chemical Hair Removal Have you ever wondered how chemical hair removal (a chemical depilatory) works? Examples of common brands include Nair, Veet and Magic Shave. Chemical hair removal products are available as creams, gels, powders, aerosol and roll-ons, yet all of these forms work the same way. They essentially dissolve the hair faster than they dissolve the skin, causing the hair to fall away. The characteristic unpleasant odor associated with chemical depilatories is the smell from breaking chemical bonds between sulfur atoms in the protein. The Chemistry of Chemical Hair Removal The most common active ingredient in chemical depilatories is calcium thioglycolate, which weakens the hair by breaking the disulfide bonds in the keratin of hair. When enough chemical bonds are broken, the hair can be rubbed or scraped off where it emerges from its follicle. The calcium thioglycolate is formed by reacting calcium hydroxide with thioglycolic acid. An excess of calcium hydroxide allows the thioglycolic acid to react with the cysteine in keratin. The chemical reaction is: 2SH-CH2-COOH (thioglycolic acid) R-S-S-R (cysteine) → 2R-SH COOH-CH2-SS-CH2-COOH (dithiodiglycolic acid). Keratin is found in skin as well as hair, so leaving hair removal products on the skin for an extended length of time will result in skin sensitivity and irritation. Because the chemicals only weaken the hair so that it can be scraped away from the skin, hair is only removed at the surface level. A visible shadow of subsurface hair may be seen after use and you can expect to see regrowth in 2-5 days.

Key terms, Issues & Conditions for legal confessions Essay

Key terms, Issues & Conditions for legal confessions - Essay Example Lastly informants may give a wrong or unreliable testimony in return for money or special treatment. In U.S.A alone, there have been about 303 convictions that end up exonerated after proper DNA examination (Fender, 2012). In June 1994, Jacie Taylor, a 19 years old girl body was found on a bathtub in her apartment after she was raped and murdered. During the house search for any evidence that would be useful in the case, the police found a blanket with semen on the victims couch. They also spotted and collected a bloody shirt belonging to Robert Dewey, the only and major suspect, during an interview in his apartment. The shirt was then sent to an investigations DNA laboratory for further examination (Fender, 2012). A year later a scientist from a Texas laboratory was brought before the court to testify. He said that the blood on Mr. Robert Dewey was a mixture and that some of it would be Miss Jacie Taylor’s. Mr. Robert Dewey went to prison and the evidence was contained in a laboratory in California. In 2000, Colorado introduced new medical technological tests known as STR testing that could examine and show more complex DNA features such as double helix. They also began uploading the DNAs of all the convicts in the CODIS database. Six years later even a more refined and accurate DNA technology known as YSTR test was introduced (Fender, 2012). YSTR tests could separate female DNA from that of male in case the two happened to mix up. With this technology, Danyel Joffe the Dewey’s post- conviction attorney, with the help of New York Innocence Project had the evidence held in the laboratory in California to be re-tested. The case was reviewed and the evidence at hand retested using a â€Å"mini filer† technology that could pull more comprehensive profiles from ruined DNA samples. The new evidence revealed that the blood on Mr. Robert Dewey’s shirt did not contain Miss Taylor’s blood. The technology also revealed

Homework Coursework Example | Topics and Well Written Essays - 250 words - 11

Homework - Coursework Example The cloud disappears when the air temperature is raised by compression. The change in temperature results in evaporation of the cloud droplets. 9. It can be inferred from this investigation that in the open atmosphere where it is cloudy, air is generally rising and cooling. Burgan (123) asserts that where the atmosphere is clear, the air is generally moving in the opposite direction. 10. Generally, high pressure areas in the atmosphere tend to be clear because air in them experiences downward motion. Low pressure areas tend to have clouds because air in them experiences motion in the reverse direction. 13. In the eastern U.S., the front that had slowly been moving eastward was positioned near Buffalo, New York. The temperature and dewpoint at Buffalo at map time were 62 F and 61 F, respectively. Because the temperature and dewpoint at the surface were not equal, it indicated the air in Buffalo was not saturated. 19. On the Steve diagram, the bold irregular curve to the right is the temperature profile while the bold curve to the left is the dewpoint profile. Where the curves are superimposed, the temperatures and dewpoints are equal. The separation of the temperature and dewpoint values at and near the surface indicates that the surface air was not saturated. (From the radiosonde text data, not shown, there is a 1.7 C difference between the temperature and dewpoint at the surface.) 23. The temperatures were equal to the dewpoints from 975 mb up to about 600 mb. These equal temperature-dewpoint conditions do suggest there was an extensive, thick layer of clouds over Buffalo (Bunch,

Management Influences on Turnover Intention of Software Developers Essay Example for Free

Management Influences on Turnover Intention of Software Developers Essay Introduction The Information Technology (IT) Age has created many opportunities for employment in the IT and IT services industry.   IT professionals are in demand all over the world.   Organizations worldwide invest money that go not only into salaries but for further training of IT professionals they hire. However, around the world, the demand, supply, selection, recruitment and particularly retention of IT professionals has threatened organizations that use, manage or deal in IT or IT services for the past few years (Parà © and Tremblay 2000; Ermel and Bohl 1997; Morello 1998; Guptill et al. 1999). This is why the departure of an IT professional from a company usually comes with disastrous effects to the organization.   When an IT professional resigns, the organization suffers loss of business process knowledge and acquired technical skills (Dorà © 2004). Since late 1996, the turnover for IT professionals has jumped from 15% to 20% annually, with only 8 of 10 IT positions being filled with qualified candidates (McNee et al. 1998).   With the annual turnover rate estimated at 20% or more (Alexander 1999; Kosseff 1999), job-hopping of IT professionals has been one of the biggest problems among managers and human resources (HR) experts (Parà © and Tremblay 2000). IT professionals seem to have a tendency to change their jobs faster than other employees when they feel dissatisfied with their current employer (Hacker 2003).   The estimated cost of replacing IT professionals range from 1.5 to 2.5 times of their annual salaries for the companies they resigned from (Kosseff 1999).   On the other hand, the cost of losing a qualified IT professional is actually 3 to 6 times more expensive than the cost of losing a manager (Kochanski and Ledford 2001). IT professionals, as also mentioned previously in this study, also tend to change jobs more quickly than other employees when they feel dissatisfied with in their current employment (Hacker 2003).   However, rational models of voluntary turnover cannot be used to explain the high turnover rates for IT professionals (Rouse 2001) since many IT professionals remain dissatisfied with their jobs even though they enjoy high financial rewards yet their creativity and expertise do not receive high respect from their peers, supervisors and companies as a whole (Fisher 2000). Furthermore, another explanation why IT professionals may resign more quickly when dissatisfied with their current employment is that â€Å"much of IT work is project oriented, the technical employee’s loyalty may be more to the project, and not necessarily to the employer† (Hacker, 2003, p. 15). These trends place intense pressure on both IT executives and HR managers.   High IT professional turnover translates to a threat not only to an organization’s IT department but to the business as a whole. Most importantly, high IT turnover poses a threat to the growth, competitive positioning and strength of the global economy (Parà © and Tremblay 2000). A dissertation by Dr. Timothy Lee Dorà © (2004) studied the relationships between job characteristics, job satisfaction and turnover intention among software developers.   These two factors – job characteristics and job satisfaction – are deemed to play crucial roles in understanding turnover intention not only among software developers but IT professionals as a whole. The current study aims to investigate the management influences on employee retention of IT professionals, focusing on job characteristics and job satisfaction, and their impact on turnover and retention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1.1.1  Ã‚  Ã‚   Scope and Limitations of the Study This research will study the impact of job characteristics and job satisfaction on the turnover intention of IT professionals.   Although this paper intends to replicate some of Dorà ©Ã¢â‚¬â„¢s findings, the study will not be limited to software developers only as this sector only constitutes a small sample of IT professionals as a whole. Specifically, the research study will focus on the turnover intention of IT professionals in___________. In studying the relationships between job characteristics, job satisfaction and turnover intention, this study is limited to the use of the following theoretical models and theories to support its conclusions: For the discussion on job characteristics, the research study will make use of the Job Characteristics Model developed by JR Hackman and GR Oldham (1975/1980) and the analysis on Model Employers by Minda Zetlin (2001). For the discussion on job satisfaction, as well as motivation, the paper will use the Motivator-Hygiene Theory by F. Herzberg (1968/2003) and the Synergistic Model by T.M. Amabile (1997). For the discussion on turnover, the study will use the Voluntary Turnover Model by R.M. Steers and R.T. Mowday (1987); the Rational Turnover Model by P.D. Rouse (2001); the Instinctual or â€Å"Unfolding† Model of Turnover by T.W. Lee, T.R. Mitchell, L. Wise and S. Fireman (1996); and the Conceptual Model for Investigating Turnover in IT, developed by J.B. Thatcher, L.P. Stepna and R.J. Boyle (2002-03) These models will be discussed in detail later in this chapter, as well as in Chapter 2 on Review of Related Literature. Chapter 2 Review of Related Literature This chapter will analyze the various literature which are related to this research paper. It will discuss the works of other analysts and researchers on theories/models that will be used to support this study, as well as pertinent literature on IT professionals’ turnover intentions. The chapter begins with a general discussion on motivational theories, cutlure, and leadership which are all critical factors that affect an employee’s intent to leave. The discussion them dovetails into a more specific presentation of the framework used in the current study. This chapter will also include a definition of terms incorporated into the discussion of related literature. 2.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Relationships between Job Characteristics, Job Satisfaction, and Turnover Intention In 2004, Timothy Lee Dorà © submitted a dissertation titled â€Å"The Relationships Between Job Characteristics, Job Satisfaction, and Turnover Intention Among Software Developers†.  Ã‚   According to Dorà ©, the factors leading to the turnover intention of software developers have been poorly understood.   His study was designed to further understand the relationships between job characteristics, job satisfaction, and turnover intention among software developers.   His study involved the use of 326 web surveys that contained questions relating to job characteristics, job satisfaction, turnover intention and demographic information. The results of Dorà ©Ã¢â‚¬â„¢s study showed that several factors can influence turnover intention, most significantly, job characteristics that may be influenced by management, such as training, autonomy, feedback, number of developers, task significance, and skill variety (Dorà © 2004).   In his study, Dorà © made use of two research questions and sixteen hypotheses to understand the job characteristics variables which contribute to the various dimensions of job satisfaction, and which of these job satisfaction dimensions, in turn, contribute to turnover intention. Dorà © made use of indirect effect tests, to determine if certain job characteristics could be linked to turnover intention through the job satisfaction scales he provided.   The results of his study indicated that ten of the indirect effects were statistically significant.   All ten of the statistically significant indirect effects were associated with only three of the seven job satisfaction scales: internal work motivation, general job satisfaction, and satisfaction with pay. The largest indirect effect, according to Dorà ©, was the effect of autonomy on turnover intention through general job satisfaction: higher levels of autonomy lead to lower levels of turnover intention by increasing general job satisfaction.  Ã‚   The next largest indirect effect was the effect of organizational training on turnover intention through general job satisfaction: organizational training decreased turnover intention through an increase in general job satisfaction.   The next three highest indirect effects in Dorà ©Ã¢â‚¬â„¢s findings were also between a job characteristic (feedback, skill, variety, and number of developers) and turnover intention through general job satisfaction (Dorà ©, 2004, p. 130). 2.2  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Measuring Turnover Intentions Among IT Professionals Guy Parà © and Michel Tremblay, in contrast to Dorà ©Ã¢â‚¬â„¢s study, completed a research covering the turnover intention of not just software developers but IT professionals as a whole.   Their study, â€Å"The Measurement and Antecedents of Turnover Intentions among IT Professionals† (2000), submitted to Cirano research center, aimed to present and test an integrated model of turnover intentions that address the unique nature of the IT profession (Parà © and Tremblay, 2000, p. 3).   The authors identified a multidimensional set of HR practices that will most likely increase retention among IT employees.  Ã‚   They emphasized citizenship behaviors as well as two distinct types of organizational commitment as key antecedents of turnover intentions. The study involved the sending of questionnaires to 394 Quebec members of the Canadian Information Processing Society.  Ã‚   The study addressed four research questions: 1) What are the essential HR practices necessary to create an effective plan for retaining IT professionals? 2) What is the impact of compensation and negotiation conditions on the turnover intentions of IT personnel? 3) What is the effect of employee demographic characteristics on the turnover intentions of IT personnel? 4) Do organizational commitment and citizenship behaviors mediate the effects of HR practices, compensation and negotiation conditions as well as demographic characteristics on the turnover intentions of IT personnel? (Parà © and Tremblay, 2000, p. 4) Parà © and Tremblay provide that IT employees who are highly committed to their organization are less likely to leave than those who are relatively uncommitted.   They attach three distinct dimensions to organizational commitment: affective, continuance and normative commitment (Meyer and Allen 1997). 1)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Affective commitment – means an employee’s personal attachment and identification to the organization.   This results in a strong belief in an acceptance of the organization’s goals and values.   â€Å"Employees with a strong affective commitment continue employment with the organization because they want to do so† (Parà © and Tremblay, 2000, p. 5) 2)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Continuance commitment – is a tendency to engage in consistent lines of activity based on the individual’s recognition of the â€Å"costs† associated with discontinuing the activity.  Ã‚   â€Å"Employees whose primary link to the organization is based on continuance commitment remain because they need to do so.† (Parà © and Tremblay, 2000, p. 5) 3)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Normative commitment – provides that employees exhibit behaviors solely because they believe it is the right and moral thing to do. â€Å"Employees with a high level of normative commitment feel that they ought to remain with the organization.† (Parà © and Tremblay, 2000, p. 5) In their findings, Parà © and Tremblay provide that affective commitment and continuance commitment are negatively related to turnover intentions (Parà © and Tremblay, 2000, p. 6).   In addition to these two distinct types of commitment affecting turnover intention, their studies also points to the factor they call Organizational Citizenship Behavior or OCB. OCB is considered as a key element in organizational effectiveness.   OCB is defined as â€Å"an employee’s willingness to go above and beyond the prescribed roles which they have been assigned† (Parà © and Tremblay, 2000, p. 6, quoting from Organ 1990). Based on Parà © and Tremblay’s findings, the stronger the citizenship behavior of an IT employee, the more likely they are to stay in their company.   The IT professional’s affective commitment, or attachment to his or her organization, also decreases turnover intention. 2.3  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Characteristics Model Hackman and Oldham’s Job Characteristics Model, as earlier introduced in Chapter 1 of this research study, predicts what aspects of jobs reflect the level of job enrichment for employees, and how these relate to employees’ individual differences and to the work outcomes required. The model includes five core job characteristics that can be applied to any job: skill variety, task identity, task significance, task autonomy and feedback. Skill variety is defined as â€Å"the number of different skills required in the job† (Hackman and Oldham 1980; Pilon 1998). Task identity means â€Å"the completeness of the tasks done in the job† (Hackman and Oldham 1980; Pilon 1998). Task significance on the other hand is defined as â€Å"the importance of the job to the served population.† (Mohamed 2004). Autonomy means â€Å"the vertical expansion of responsibility, the amount of decision-making and independence allowed for employees.† (Mohamed 2004). And lastly, feedback means â€Å"the extent that the job itself provides information about employees’ performance† (Huber 2000). These characteristics – skill variety, task identity, task significance, autonomy, and feedback – are combined into a single predictive index which is called the Motivating Potential Score (Hackman and Oldham 1980). Figure 1. Job Characteristics Model Source: A.H. Mohamed (2004)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The five core job characteristics enumerated in the previous paragraph are in continuous interaction with individual differences that evoke three critical psychological states in an employee.   These three states are: 1) when the job is structured by skill variety, task identity and task significance this could lead employees to experience meaningfulness in their work. 2) The second state, task autonomy, which leads to feelings of responsibility for the outcomes of work. 3) The third and last state is feedback, which leads employees towards knowledge of the results of their work (Douthit 2000; Huber 2000).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These three critical psychological states lead to a set of affective and personal outcomes:   high internal work motivation, high growth satisfaction, high general satisfaction, high work effectiveness, and low rate of absenteeism (Mohamed 2004; Donovan and Radosevich 1998).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These affective and personal outcomes are the results of en employee’s job characteristics.   They are defined as follows: High internal work motivation – this is the degree to which an employee is willing to work and to consider the organizational objectives as part of his or her own goals (Mohamed 2004). High growth satisfaction – this is the achievement of the employee in overcoming challenges, succeeding and growing (Steers and Black 1994) High general satisfaction – this the feeling derived from the overall satisfaction with the work itself. â€Å"This type of satisfaction is reflected mainly in decreased rates of absenteeism among employees† (Steers and Black 1994; Omachonu et al 1999). High work effectiveness – this refers to both the quality and quantity aspects of work performance (Hackman and Oldham 1980). Low rate of absenteeism. The Job Characteristics Model, also includes three attributes that are identified as Moderators: knowledge and skills, context job satisfaction, and employee growth-need strength.   These attributes indicate which employee will respond positively to the Motivating Potential Score of their job and its outcomes (Hackman and Oldham 1980). An employee’s knowledge and skills are dependent on their educational qualifications which in turn will reflect their perceptions toward their work outcomes (Sabiston and Laschinger 1995).   On the other hand, an employee’s perception of his or her context job satisfaction involves factors like pay, supervision, colleagues, and job security.   All these affect the employee’s outcomes as well (Mohamed 2004).  Ã‚   Lastly, growth-need strength is the degree in which an employee seeks opportunities in his or her job for self-direction, learning and personal accomplishment.   These elements in turn affect the employee’s level of work internal motivation (Mohamed 2004). An example of a study which made effective use of Hackman and Oldham’s Job Characteristics Model is the one conducted by A.H. Mohamed (2004) called â€Å"Using the job characteristics model to compare patient care assignment methods of nurses† for the Faculty of Nursing, University of Alexandria in Egypt.  Ã‚   The population used were the nurses in the Alexandria Main University Hospital.   Mohamed made use of a Job Diagnostic Survey (also developed by Hackman and Oldham) to determine nurses’ perceptions towards the components of the Job Characteristics Model in relation to their performance in utilizing the case and functional methods of patient care assignment (Mohamed 2004). In his study, Mohamed concludes that the jobs of intensive care unit nurses result in different expectations based also on the different categories of nurses, based on skills and challenges inherent in the work they perform (Mohamed 2004). Generally speaking thus, studies like Mohamed shows that an employee’s personal and affective outcomes are a result of the employee’s job characteristics. 2.4  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Model Employers However, management also plays a crucial role in the retention and conversely turnover of IT professionals.  Ã‚   Since IT professionals still enjoy a wide selection of employers to choose from, employers constantly compete to attract the best IT professionals by becoming â€Å"model employers†.   In her 2001 article for Computer World, called â€Å"Model employers†, Minda Zetlin outlines the strategies that make certain companies â€Å"model employers†. By compiling its eight annual list of 100 Best Places to Work in IT, Computer World roughly sums up the model employers as offering not just top compensation, but also â€Å"opportunities for career growth, investment in training, diversity in the work place, work flexibility, and, ideally, a comfortable and fun place to spend their daytime hours† (Zetlin 2001).   Zetlin in her article outlines three common themes behind the success of these model IT employers: IT is central to the best employers’ success According to Zetlin, excellence in IT is a top corporate strategy.  Ã‚   Prioritizing IT should not be limited to companies that strictly provide IT or IT services.   Companies such as Avon, for instance, which ranks 4th in Computer World’s list of 100 best employers, may be perceived to operate on a relationship-based environment.  Ã‚   Yet to process its more than 60 million custom orders every year, the company relies heavily on IT to process its complex supply chain.   The fact that is it is actually a very transactional business, dependent on technology, makes IT one of its priorities (Zetlin 2001). Management takes an active interest in employers’ careers from the day they arrive This includes having development plan for employees as soon as they join the organization.   Employees meet with their managers on a periodic basis for a formal review to assess their development plan and to evaluate its progress.  Ã‚   Orientation programs at the start of the employment are also part of this strategy.   Apart from orientation, Harley-Davidson, Inc. (ranked as No. 11) also provides for a yearly self-assessment for its employees against the established competencies for their jobs, with their supervisors doing the same (Zetlin 2001).   Such focus on career development per employee makes the employee feel that management takes an active interest in aligning its objectives with the employee’s personal goals. Model employers also provide for continuous interest on their employees’ careers throughout their employment with the company.   Knowledge mentoring programs and career mentoring programs, used by the State Farm Mutual Automobile Insurance Co. (ranked No. 13), for instance, allow employees to learn more skills and career guidance from their more experience colleagues, and help management to identify employees to fill leaderships positions in the short and long term (Zetlin 2001).   State Farm’s mentoring program is in fact so successful that it has extended the program to employees who haven’t even arrived yet – such as assigning mentors to college students who plan to join State Farm after they graduate. There are no walls between business and IT Unlike other organizations, model employers ensure that IT people and business people work side by side.   There is no division or competition.  Ã‚   IT professionals are given a better understanding that what they do helps the business succeed.   This understanding leads to career satisfaction for IT professionals.   Technology people know exactly how they contribute to the revenues of their business and how important they are in the business plan.   One advantage here is that a close relationship between IT and business allows people to switch between the two fields (Zetlin 2001).   Another strategies such as cross-functional work teams gives career development not just to IT professionals but to business people in the organization as well.  Ã‚   There are continuously different career tracks available.   An IT professional may opt to advance by taking on management roles within technology, or they may shift to business management positions (Zetlin 2001). 2.5  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Voluntary Intention Model   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   R.M. Steers and R.T. Mowday, in their study â€Å"Employee turnover and post-decision accommodation processes† (1981) analyzed turnover as rooted in voluntary intention.   Steers and Mowday viewed the interaction of intention to leave, and alternative job opportunities (ease of movement) as direct antecedents to turnover (Steers and Mowday 1981; Rouse 2001).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As earlier discussed in Chapter 1 of this study, the direction of the process in Steers’ and Mowday’s Voluntary Intention Model starts with Job Expectations, then Affective Responses, then Turnover Intention, then finally,   Actual Turnover (see Section 1.2.1.1 of this paper).   However, these four elements were actually grouped together by Steers and Mowday under three steps. As can be seen in the Figure 3: Each step in Figure 3 contains two constructs.   The second construct (Job Attitudes) of Step 1 becomes the first construct of Step 2.   The second construct (Intent To Leave) of Step 2 becomes the first construct of Step 3. Step 1 of the Voluntary Intention Model involves the manner in which job expectations influence an employee’s attitudes regarding his or her job.   Attitudes are composed of job satisfaction, organizational commitment, and job involvement.   Job expectations in turn are influenced by three stimuli. The first stimuli focuses on individual characteristics such as occupation, age, tenure, family concerns, and personality form (Steers and Mowday 1981; Rouse 2001). The second stimuli involves information obtained during the recruitment process and at various assessments points throughout the employee’s career (Steers and Mowday 1981; Rouse 2001). For instance, studies have shown that job expectation levels are often high when the employee first accepts a new job (Porter and Steers 1973). At these particular periods, expectations are developed from both the employee and employer’s ends. In other words, a sort of unwritten social contract is deemed to be adopted by the two parties (Prouse 2001). Lastly, the third stimuli affecting job expectations are alternative job opportunities.   Studies have shown that the more alternatives there are confronting an employee, then the more negative the employee’s attitudes becomes concerning his or her current job (Pfeffer and Lawler 1979). Step 2 in the Voluntary Intention Model involves the Affective Responses that are elicited from Step 1.   These responses include the construct of job satisfaction, and how those responses influence the employee’s desire to leave the organization.   Factors that affect the employee’s decision to leave include non-work factors such as family, hobbies, religion and political influences (Cohen 1995). Steers and Mowday also identified the potential of employees to alter their actual job, in terms of pay, working hours, environment, etc., and thus change their attitudes regarding their jobs (Prouse 2001). Chapter 3 Methodology The aim of the research is to examine the relationships between job characteristic, job satisfaction and turnover intention among IT professionals in ______________.   The proposition is that job satisfaction and job characteristics as management influences have indirect impact to the levels of turnover intention among IT professionals.   The literature review indicates that there are different factors affecting IT professionals’ turnover intention.   This research is going to study the turnover intention of IT professionals in _____________. 3.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research Questions The study will answer the following two research questions: Which job characteristic variable(s) causes the job satisfaction among IT professionals in ____________? What job satisfaction variable(s) cause the turnover intention among IT professionals in ____________?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In answering these two primary questions, the thesis will make use of the following framework:    Hypotheses Research Question 1   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Which job characteristic variable(s) causes the job satisfaction among IT professionals in _______________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of job characteristics to job satisfiers.  Ã‚   The null hypotheses tested were: Job Characteristics à   Job Satisfactions H1: The level of IT training does not affect the various measures of job satisfaction. H2: The level of user contact does not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H3: The job-required skills do not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H4: The level of task significance does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H5: The amount of workload does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H6: The amount of feedback does not affect job satisfaction. Research Question 2   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"What job satisfaction variable(s) cause the turnover intention among IT professionals in ________________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of the job satisfaction scales to turnover intention.  Ã‚   The null hypotheses tested were:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Satisfactions à   Turnover Intention   Ã‚  Ã‚  Ã‚  Ã‚   H7: The level of internal work motivation does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H8: The level of job security satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H9: The level of social job satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H10: The level of job growth satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H11: The level of satisfaction with pay does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H12: The level of satisfaction with supervision does not affect turnover intention. Research Procedures   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   3.3.1  Ã‚  Ã‚   Data Collection   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research is a process of studying and analyzing situational factors of a specific problem or issue in order to determine solutions of it (Cavana, Delahaye and Sekaran 2001). According to Cavana, Delahaye and Sekaran (2001), there are three research paradigms: positivist, interpretivist and critical research.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the research hypotheses of this study try to explore the relationships between job characteristic, job satisfaction and turnover intention among the IT professionals in __________________, the positivist approach will be adopted and it will provide the framework upon which the methodology of this study can be used.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In this study, the research problem requires primary data to specifically address the twelve hypotheses. An Internet questionnaire will be used as it is the most effective and appropriate data collection method. â€Å"Questionnaire† is defined as a â€Å"pre-formulated written set of questions to which respondents recorded their answers within closely defined alternatives† (Cavana, Delahaye and Sekaran, 2001). A well-designed questionnaire provides accurate and useable data for analysis in order to make a conclusion of accepting / rejecting a research hypothesis.  Ã‚   A copy of the questionnaire to be used is attached as Appendix A of this study.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   After gathering the data from questionnaires, the analysis of the data (including frequency distribution, correlation analysis and regression analysis) will be performed by a quantitative data analysis tool called SPSS (Statistical Package for the Social Sciences). SPSS predictive analytics advances in usability and data access, drawing reliable conclusions from the collected quantitative data (SPSS, Inc. 2002). In depth quantitative analysis of the data will be undertaken. Frequency Distribution, Correlation Analysis, and Regression Analysis will be used to analyze the collected data.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The population of this research is the _________ professionals in the country. The research is expected to have a 10% response rate (i.e. ____ questionnaires).   A reminder email will be sent to the students to ensure reaching the planned response rate. Participants are not inconvenienced or exposed unnecessarily to potential harm by recruiting more than is required. The research conducted by Dorà © in 2004 (which this paper intends to compare itself to) only received 326 responses which is less than 0.1% of the population.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   An invitation email   will be sent to the administration managers of the participating institutions. Then the manager will forward the invitation email to all qualified IT professionals and invite them to fill in the Internet anonymous questionnaire within 10 business days. A reminder email will be sent by the manager on the 6th business day. The invitation email only contains a consent form   and a URL to the Internet anonymous questionnaire. Participation is entirely voluntary. The participant can withdraw at any time and there will be no disadvantage if the participant decides not to complete the survey.   At no time will any individual be identified in any reports resulting from this study. A copy of the consent form is attached with this application. Variables   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The variables which will used in this study can be categorized into two categories: job characteristics and job satisfaction.   The factors within each category are discussed as follows:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The following job characteristics for IT professionals were selected for this study, based also on previous usage in similar studies as indicated in the literature review: IT Training User Contact Job-required Skills Task Significance Workload Feedback   Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, the job satisfaction scales include the following: Internal Work Motivation Job Security Satisfaction Social Job Satisfaction Job Growth Satisfaction Satisfaction with Pay Satisfaction with Supervision Data Analysis   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The study will make use of descriptive and inferential analysis were used throughout the study.  Ã‚   Descriptive statistics (percentages, means, standard deviations, frequencies, and item means) were computed using the SPSS (SPSS, Inc., 2002).   This general-purpose analysis program will be used to characterize the sample in terms of demographic characteristics pertaining to gender, income, education, age, years as an IT professional, years in the current organization, and years in the current position.   SPSS will likewise used to analyze the correlation among job characteristics, the correlation between job satisfaction scales, the correlation between job satisfaction and job characteristics, and the correlation between job characteristics, job satisfaction, and turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The primary inferential technique that will be used is bivariate correlation.   SPSS will   also be used to analyze the regression analysis for the data.   A 0.01 level of significance was adopted for testing significance.   The standardized effects of all the job characteristics for each job satisfier will also be computed.   The same method will be used to analyze the standardized effect of all the job satisfaction scales to turnover intention.   From these standardized effect analyses, the prediction of turnover intention by job satisfaction scales will be computed.    The job satisfaction scales which had a 0.60 level were considered significant to turnover intention.   The reliability coefficients ranging between 0.60 and 0.70 are deemed adequate for research purposes (Aiken, 2000, p.88).   For purposes of this study, the job satisfiers and job characteristics which have indirect effects of 0.60 above significance to turnover intention will be used.   The standardized effect of the significant job characteristic will be multiplied to the standardized effect of the particular job satisfier.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Each of the twelve hypotheses of this study will be tested in essentially six multiple regression analyses – one for each job satisfier as the constant, independent variable and its relation to each dependent variable represented by the job characteristics.   Otherwise stated, each job satisfier will represent a criterion variable and the six job characteristics will be considered predictors in each of the six regression analyses. 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