Tuesday, 15 November 2011

Co-Education


J        Brief History of Co-Education.
An act of Congress signed by George Washington in 1792 stipulated that a university be located in the Miami Valley north of the Ohio River. The official act to establish Miami University was passed on Feb. 17, 1809. Miami is the second oldest State University west of the Alleghenies and takes its name from the tribe that once inhabited the area  know as Ohio's Miami Valley.
Delayed by the War of 1812, instruction began in 1824 with a president, two faculty, and 20 students. Enrollment grew rapidly, reaching 250 by 1839.
In the 1830s, William Holmes McGuffey wrote the first of his Eclectic Readers while a Miami professor. Among the many talented young students was Benjamin Harrison who graduated in 1852; he was elected the 23rd president of the United States in 1888.
A few years after the Civil War, with changed conditions and advancing prices, the income of the university became insufficient to support its work. Miami closed in 1873, opening 12 years later when resources had accumulated and the state of Ohio began a policy of appropriating public funds for support.


Coeducation began in 1888, by 1903 there were more than 100 women on campus—one third of the total
Enrollment. Our first African American student, Nelly Craig, graduated in 1905.
Many other milestones have been reached. The concept of artist-in-residence began here. Beginning in 1835, four national fraternities were founded here, giving Miami a nickname, "Mother of Fraternities." Another nickname is "Cradle of Coaches," referring to the coaching success of so many former players and coaches. Ohio's first intercollegiate football game was played at Miami in 1888 against the University of Cincinnati.
In the beginning, the course of study at Miami was strictly classical. Over the years new academic divisions were added to meet the changing needs of students and society: education in 1902, business in 1927, fine arts in 1929, graduate programs in 1947, applied science in 1959, and interdisciplinary studies in 1974.
Western College, a 120-year-old private institution adjoining the Oxford campus, merged with Miami in 1974 and became the site of interdisciplinary studies (Western College Program).
Miami's Middletown and Hamilton campuses opened in 1966 and 1968, respectively. Also in 1968, Miami opened a European center, now named John E. Dolibois European Center, in Luxembourg.
A number of campus buildings are listed in the National Register of Historic Places, including Elliott, Stoddard, and Peabody halls, and the Western College for Women Historic.


J           MEANING OF CO-EDUCATION

    Co-education, instruction of both sexes in the same institution. The economic benefits gained from joint classes and the need to secure equality for women in industrial, professional, and political activities have influenced the spread of coeducation. There were scattered examples of coeducation in the late 17th cent. in Scotland and in the American Colonies, but there was no general trend until the great expansion of public education between 1830 and 1845 in the developing W United States. The distance between schools in that region and the small number of pupils caused elementary schools to admit girls. The movement spread naturally to the secondary schools during the reorganization of public education after the Civil War. Oberlin College gave degrees to both men and women as early as 1837, but it was the development of state universities during the post–Civil War era that standardized collegiate coeducation. Since 1960 nearly every formerly single-sex college has become coeducational; only about one hundred, mostly historic women's schools and men's seminaries, remain. The coeducational movement encountered stronger resistance outside the United States. In Europe, the Scandinavian countries were the earliest supporters, but many other nations limited coeducation to institutions of higher learning. Although coeducation has expanded since World War II, there are many nations where it still meets opposition on religious and cultural grounds.
 Coeducation is the integrated education of men and women. Before coeducation became predominant, most important institutions of higher education restricted their enrollment to men. Women were educated in all-female schools, if at all.

Monday, 14 November 2011

KIM's Biscuits (Project)


QUESTIONNAIRES


We invite you to make our efforts fruitful for the better service  to community  by us  with “SILVER LAKE ( KIMS CO. LTD).we are surveying  that why we couldn’t succeeded in  satisfying needs of our community . Which has perceived and got by deep study of decrees in our kim’s demand. So please make your participation for the stated reason. Your responses will be strictly confidential. the information will give on the aggregate. Your information will be coded and will remain confidential.

Thank you very much for your time and support. Please start with the survey now by selecting the right choice.

(Note: Part A of the questionnaire is from consumer and part B is from the distributor/sales persons to analyze both aspects)


(PART –A)


v      Which of the following the kim’s biscuit you like? (Grade them as A, B, C, and D)
 

·         CRACKER                                    
·         ZEERA
·         PENUT
·         BELL


v      Following has the kim’s quality rank before you:

A.                           B.                       C.                        D.                        E.


(Much better, some what better, about the same, some what worse, much worse)


v      Taste of biscuit you like:
·         Sweet
·         Salty
·         50  50 


v      Kim’s biscuit  Prices as compared to quality and competitors are:-

·         High,
·         Reasonable
·         Low
·         About  the same


v      How motivated are you?

  • By media
  • By reference
  • By experience




v      How long you are using Kims’s biscuit?

·         Less than one year
·         One year
·         More than one year



v      Kims biscuit size and style is:

·         Excellent
·         Very goo
·         DGood
·         Poor


v      Kims biscuits are easily available:

·         Agreed
·         some what agreed
·         disagreed
·         some what disagreed


v      you are satisfied from kims biscuit:

  • Strongly disagreed
  • Somewhat disagreed
  • Neither agreed nor disagreed
  • Somewhat agreed
  • Strongly agreed


Just tick the following by your choice:
                                                                  Poor              Average          Good         Very Good            Excellent

  1. Advertisement ……………..                           
  2.  Expectations……………
  3. Packaging ………………….
  4. Quantity …………………….
  5. Energy ………………………





Questionnaire part B  
(From distributor)

Ø      Are you feel that the supply chain is
  • Regular
  • Irregular


Ø      The prices of Kims biscuits as compared to its competitors are
  • High
  • About the same
  • low


Ø      The prices of Kims as compared to the quality are:
  • High
  • reasonable
  • low
  •  

Ø      Are the Kims biscuits profitable for you?
  • Yes
  • No

Ø      Are you have been provided D.S.P. system
  • yes
  • No
Ø      Area Manager visits the market.
  • regularly
  • Somewhat regularly
  • Irregularly

Ø      The company is going to fulfill the demands of customers
  • yes
  • No
Ø      Yours suggestions please.
                        ………………………………………………………….

                        ………………………………………………………….

Sunday, 13 November 2011

KIM's Biscuits (Project)


APPENDIX

  1. First, globalization, new technologies, and deregulation have created an environment that is increasingly complex and unstable. Second, and partly in response 79
  2. to the first set of factors, the new employment contract is often associated with new organizational forms such as networks, flexible specialization, or “virtual” organizations.
  3.  In many cases, the new organizational forms directly affect the employment contract, as when employers increase hiring of temporary or contract employees.
  4. The employment contract can only influence organizational change if the contract affects outcomes that employers care about. In fact, substantial evidence and theory suggests that employees perceptions of fair treatment can have large effects on the organization (Barnard, 1938; Blau, 1964; Gouldner, 1954). To consider a single channel, numerous studies have found that organizational citizenship behavior (OCB, Organ, 1988) 98
  5. is higher when employees perceive more fairness, especially procedural justice (e.g. Farh 99
  6. Et al., 1990; Konovsky and Pugh, 1994; Moorman, 1991). 100
  7. Psychological Contracts in Organizations, Rousseau (1995)
  8. Kruse and Joseph (1998, p. 22)
  9. present survey evidence that in 1995 190
  10. lower trust in their employer in 1997 than in 1989 (Kruse and
  11. Joseph, 1998, p. 22–23). 193
  12. Kahneman, Knetsch, and Thaler performed their survey between May 1984 and July
  13. 1985 217
  14. Levine (1993); Piron and Luis (1995); Rabin (1993).
  15. Academy of Management Executive, 1996. Special Issue on Careers in the 21st Century.
  16. Adams, J.S., 1963. Toward an understanding of inequity. Journal of Abnormal Social Psychology 67, 302–320. 394
  17. Annable, J., 1997. Insecure executives make the economy grow. The Wall Street Journal. 395
  18. Barnard, C., 1938. The Functions of the Executive. Harvard University Press, Cambridge, MA. 396
  19. Belman, D., Levine, D.I., 1999. Have internal labor marketwage structures declined in large employers? University Of California, Mimeo. 398
  20. Blau, P.M., 1964. Exchange and Power in Social Life. Wiley, New York. 399
  21. Burack, E.H., Singh, R.P., 1995. The new employment relations compact. Human Resource Planning 18 (1), 400
  22. 12–19. 401
  23. Cappelli, P., et al., 1997. Change at Work. Oxford University Press, New York. 402
  24. Cashman, K., Feldman, J., 1995. Reengineering the employment contract. Executive Excellence 12 (2), 15–16. 403
  25. Charness, G.B., Levine, D.I., 1999. When are layoffs acceptable? Evidence from a quasi-experiment. University of California, Mimeo (forthcoming in Industrial and Labor Relations Review). 405
  26. Cowherd, D.,Levine, D.I., 1992. Product quality and pay equity between low-level employees and top management: 406
  27. An investigation of distributive justice theory. Administrative Science Quarterly 37 (2), 302–320. 407
  28. Doeringer, P., Michael P., 1971. Internal Labor Markets and Manpower Analysis. Heath Lexington Books, 408
  29. Lexington, MA. 409
  30. Dornstein, M., 1991. Conceptions of Fair Pay: Theoretical Perspectives and Empirical Research. Praeger Press, 410
  31. New York. 411
  32. Farber, H., 1995. Are lifetime jobs disappearing? Job duration in the United States: 1973–1993. NBER Working 412
  33. Paper No. 5014. 413
  34. Neumark, D., Daniel, P., Daniel, H., 1997. Has job stability declined yet? New evidence for the 1990s. NBER 454
  35. Working Paper No. 6330. 455
  36. Organ, D.W., 1988. Organizational citizenship behavior: the good soldier syndrome. DC Heath, Lexington, MA. 456
  37. O’Shaughnessy, K.C., Levine, D.I., Peter, C., 1999. Changes in managerial pay structures 1986–1992. Working 457
  38. Paper No. 67B, Institute of Industrial Relations, UC Berkeley. 458
  39. Piron, R., Luis, F., 1995. Are fairness constraints on profit seeking important. Journal of Economic Psychology 459
16, 73–96. 460
Podsakoff, P.M., Michael, A., Scott, B.M., 1997. Organizational citizenship behavior and the quantity and quality 461
of work group performance. Journal of Applied Psychology 82 (2), 262–270. 462
Rabin, M., 1993. 463

KIM's Biscuits (Project)


SECTION E
FINDINGS AND RECOMMENDATIONS

 

 

FINDINGS


The history of the company shows that the reasons of the problem are lot much.
The major reason is to depend completely on one person. Unequal distribution of work is another one. Due to the lack of Advertisement Company product name has been washed from the minds of customers. Distributor is another step, which can increase the sale, but the area manager did not visit the market form the long time.



SECTION F

ACTION PLANS


Priority Action 1:        New energetic and experienced Sales Manager should be appointed.
 Priority Action 2:         Improve the working envoirement of the company, make it so attractive the worker may became satisfied.
Priority Action 3:          Serve the consumer, it is the key element for the success,so
 focus on customer demand

Priority Action 4:         Assigne equal responsibility and parallel authority.
Priority Action5 :         Optimize and renewal of the wage structure to improve worker                             
                                    retention.                                                                    

PriorityAction6 :         Appoint skilled marketing manager to improve the advertisement
                                    and to build the goodwill of the company once again.

Articles


  1. Rousseau, D. M. and Shperling, Z. Pieces of the action: Ownership and the Changing Employment Relationship, Academy of Management Review, 2003, 12, 115-134.
  2. Bartunek, J. M., Cummings, T. G., Pearer, J. L., Rousseau, D M., Tung, R.L., Van de Ver, A. H., Urbanowicz, N., Leading what seems (to its leaders at least) to be an incentiveless, learningless organization that sometimes appears (to its leaders, at least) to work, Journal of Management Inquiry, 2003, 12,
    105-114.
  3. Dabos, G., and Rousseau, D. M. Mutuality and reciprocity in the psychological contracts of employee and employer, Journal of Applied Psychology (in press).
  4. Trust in and Between Organizations" (with R. Burt, C. Camerer, and S. Sitkin); Academy of Management Review, Vol. 19.
  5. "Not so different after all: A cross disciplinary view of trust" (with S. Sitkin, R. Burt, and C. Camerer); Academy of Management Review, Vol. 23, pp. 1-12, 1998.
  6. "Why Workers Still Identify With Their Organizations," Journal of Organizational Behavior, Vol. 19, pp. 217-233.
  7. "Assessing the Psychological Contract" (with S. Tijoriwala); Journal of Organizations Behavior, Vol. 19, 679-698.

  1. Gorman, R., James, B.K., 1992. Fairness as a constraint on profit-seeking: comment. American Economic Review
  2. 82 (1), 355–358. 421
  3. Gouldner, A., 1954. Patterns of Industrial Bureaucracy. Free Press, New York. 422
  4. Groshen, E., Levine, D.I., 1998. The rise and decline of internal labor markets. Federal Reserve Working Paper, 423
  5. New York. 424
  6. Hackett, B., 1996. The new deal in employment relationships, Conference Board Publication No. 1162. 425
  7. Homans, G., 1961. Social Behavior: Its Elementary Forms. Harcourt Brace Jovanovich, New York. 426
  8. Homans, G., 1974. Social Behavior: Its Elementary Forms (revised Edition). Harcourt Brace Jovanovich, New 427
  9. York. 428
  10. Kahneman, D., Jack, K., Richard, T., 1986. Fairness as a constraint on profit-seeking: entitlements in the market. 429
  11. American Economic Review 76, 728–741. 430
  12. Kanet, R.M., 1987. From Status to Contribution: Some Organizational Implications of the Changing Basis for 431
  13. Pay. Personnel, Vol. LXIV, pp. 12–37. 432