Money Laundering And Its Effect On Indian Economy Finance Essay

Money Laundering And Its Effect On Indian Economy Finance Essay Money laundering is the process by which money earned from illegal activities is converted to legitimate money. Money laundering has been and is taking place all over the world which in turn is affecting the economy of world. In a growing economy like India money laundering is a growing and serious problem but is mainly confined to domestic activities that are far from being only drugs related frauds, corruption and smuggling are obvious additional ones (Lilley, 2003).The governments of various nations have been taking various measures to prevent money laundering, however countries like India which is a developing country, are still suffering with the problem of money laundering as there is a lack of general understanding related to money laundering and how corrupt business and government officials exploit this ignorance for their personal benefit. Even though money laundering has been recognised as a dangerous crime by Indian legislative councils, however the lack of general underst anding and insincerity on the governments part to enforce the laws properly, the crime of money laundering is growing and having disastrous impact on Indian economy. According to estimates put forth by international accounting firms, India is estimated to have a parallel economy of nearly 40 percent of its $600 billion Gross Domestic Product. Thats some serious parallel banking system (Singh, 2009). According to Brave (2006), money laundering is the process of turning black money into white money. In India the problem of money laundering is not just limited to hard core criminals but also other division of the society such as like politicians, bureaucrats, stock brokers etc. The Indian Media both electronic as well as print media regularly report various instances of money laundering scams involving political leaders. One of most some of the prominent politicians of India accused of money laundering are the CMs of UP, Punjab and Kerala and Jharkhand. According to news report published in Indian Express, UP chief minister Ms. Mayawati was accused of laundering money by using novel techniques in order to avoid tax payment legitimately. Huge cash donations were made in her name by people who didnt existed and by fictitious people. When a CBI inquiry was ordered it was found that most of these persons who made the donations dont exist or their financial conditions were such that the y were in no positions to donate such large amount of money to her (Sarin [online] 2004). Ketan Parekh who was a stock-broker is another well known Indian who has faced money laundering charges. He was in the news primarily for his manipulative dealings in the stock of 10 companies, which included Digital, Global Tele, Himachal Futuristic, Infosys, Wipro and Zee Tele, better known as the K-10 scripts. Following a CBI enquiry in December 2002, Ketan was arrested. He was accused of transferring the money received from the BoI pay order scam to various tax heavens around the world and finally to accounts in the Swiss Banks (Barve [online] 2006). According to Jayaseelapandian (2000) if money laundering is carried away successfully it lets the criminals to have control over their money and help them cover their sources of income thus making their illegal money rightful. Money laundering plays a primary role in achieving the desires of drug trafficker, terrorist organisations, gangs of organised criminals, inside dealers, the tax evader as well as others who wish to stay away from any kind of interest from the authorities. The primary objective of engaging in this type of activity is to place the proceeds beyond the reach of any asset forfeiture laws. As per Agarwal et al (2004), the estimated value of money laundered globally using the banking route is in excess of US$ 500 billion to one trillion per year. They further state that the global money laundering also exposes a country to attacks from terrorists, which is serious threat to any countrys integrity apart from adversely affecting a countrys economy. Also, of the estimated money laundered every year worldwide using banks, half of this amount is laundered by using US banks. As money launderers are increasingly using the banking channel for laundering process, the banks have a key role to play in restricting the outbreak of money laundering. Money Laundering is not a simple process but a complex procedure involving bankers, lawyers, car dealers, real estate builders, accountants and people, who allow their business to be used by someone to launder the financial gains of a criminal activity. As stated in the above paragraphs, money laundering is a big problem and it doesnt affect just one or two countries but is present at global level specifically in developing countries like India. India where the financial sector has just been liberalized is at greater risk as criminals and people with ulterior intentions can exploit the ever growing financial sector for their corrupt activities. This project aims at bringing general awareness among the people working in financial institution, banking sectors etc about money laundering. This aim can be achieved by studying the money laundering activities taken place in India and different countries and what measures are taken to overcome it. BACKGROUND Uribe (2003) highlights that the word money laundering came into existence in the early 20th Century, but the practice of disguising income earned from unlawful activities can be traced back to the 13th Century B.C at which time the oceans and seas were used as international trade routes. With the changing profile money laundering over the years has become more and more expensive, time-consuming method to carry out and eventually risky. According to Lloyds (1997) the word money laundering originated from one of the most famous mafia Al Capone or Scarface who created a criminal organization in 1920s in the United States as a result of to their activities such as gambling, liquor profits etc. They wanted to conceal their illegal money and to do so they opened legitimate business in another country and mixed their illegal money with the white money. He further states that in 1930s mobster Meyer Lansky gave rise to number of ways to launder money in order to hide the money earned from gambling, sale of illegal alcohol etc. He understood the significance of creating businesses, as fronts for his illegal activities as well as means to launder money. He bought a Swiss bank to transfer the dirty money through different methods such as shell companies, holding companies and offshore bank account. For carrying out illegal activities casinos are one of the most notorious business fronts. In the 1940s Las Vegas was notorious fo r being a tool of money laundering, and was fully exploited particularly by Lansky and Benjamin Bugsy Seigel. It can be said that Lansky was the first to establish modern form of money laundering and tax evasion. Furthermore, Uribe (2003) states that the concept of money laundering is certainly not new. People who undertake criminal activities for financial gain have always strived to keep all attentions away from their illegal activities and profit from their efforts. Day by day the methods of disguising money earned from illegal activity is becoming sophisticated. There are numbers of reasons for this of which some are given below. The globalisation of the financial system: In todays world technological advancements in communications and transportation have allowed the cover up of crime and its proceeds to become a much easier task. In matter of seconds money received from illegal activities can be wire transferred from one financial institution to another; Crime has gone global: It is no longer enough for enforcement authorities to be aware of what is occurring within their own jurisdiction. They must anticipate and cooperate with other authorities and jurisdictions as criminal activities can spread very fast. In addition, criminals no longer have the want to be confined to one country. They have understood that in order to avoid detection by law enforcement and local authorities it is safer for them to shift their property and business between countries. Thus as a result, international criminal organisations shift property from one country to another by taking advantage of the negligent legislation present in some countries that offers safe havens for foreigners looking to hide their money. In simpler terms money laundering can be defined as converting illicit money to legitimate money. This type of money is earned from smuggling, drugs, prostitution, gambling etc. It is the process in which the money earned from criminal activities are transported, transferred, transformed, converted into legal money to hide the actual source of income (Richards, 1999). Money laundering may involve various kinds of financial institution, multiple financial transactions, and the use of intermediaries such as financial advisers, accountants etc from different countries (Schott, 2006). The people in developing countries like India dont know what money laundering is and if they are asked about money laundering they would think it is to do with washing or drying of currency notes. Money laundering was not taken as big crime in the beginning but after the terrorist activities this has been taken as a serious issue and government have started taking action to control it (Barve [online] 2006). According to Jost et al (2002) money laundering in India can be traced way back to 1985 in the Choraria case in which the British courts convicted Choraria for trafficking of controlled drug known as heroin. Choraria was a banker who enabled payment for heroin imported to Britain illegally to be transferred to India. He had opened two legal businesses one was import/export and the other was a remittance business and part of the remittance business was Hawala. He had dealers transferring the funds in Karachi and Mumbai as part of heroin smuggling. Kumar (2003) highlights that India was one of the first countries in the world to introduce anti-money laundering legislation, way back in 1939 which was a wartime measure, in 1973 FERA (Foreign exchange control Act) came into force; more recent laws include the Foreign Exchange Management Act 1999 and the Prevention of Money Laundering Act 2002. But despite these laws in place, it was never forced in earnest. Laws such as FERA and now FEMA are regularly used by politicians to settle political scores against each other. AIM AND OBJECTIVES The aim of this project is to bring general awareness among the people working in financial institution in India regarding money laundering and how it is perpetuated and to fill the vacuum created by lack of training and research material related to the topic. Hence creating an environment where exploiting in the situation by corrupt officials and powerful people becomes more difficult and the potential damage to the economy can be minimized. Thus the following objectives would be studied to achieve the aim . Identify and analyze the process of money laundering and also research over the origin, core concepts and the evolution of money laundering with emphasis on Hawala or Hundi. Identify the factors which are providing impetus to the crime of money laundering. Why Anti Money Laundering laws are needed. Identify and research the current AML (in brief) in place around the world. Identify and discuss regulation of money laundering laws in India Gathering domain expert views over the running practicality of money laundering laws globally in general and specifically in India. . LITRETURE REVIEW Uribe (2003) highlights that the word money laundering came into existence in the early 20th Century, but the practice of disguising income earned from unlawful activities can be traced back to the 13th Century B.C at which time the oceans and seas were used as international trade routes. With the changing profile money laundering over the years has become more and more expensive, time-consuming method to carry out and eventually risky. According to Lloyds (1997) the word money laundering originated from one of the most famous mafia Al Capone or Scarface who created a criminal organization in 1920s in the United States as a result of to their activities such as gambling, liquor profits etc. They wanted to conceal their illegal money and to do so they opened legitimate business in another country and mixed their illegal money with the white money. He further states that in 1930s mobster Meyer Lansky gave rise to number of ways to launder money in order to hide the money earned from gambling, sale of illegal alcohol etc. He understood the significance of creating businesses, as fronts for his illegal activities as well as means to launder money. Furthermore, Uribe (2003) states that the concept of money laundering is certainly not new. People who undertake criminal activities for financial gain have always strived to keep all attentions away from their illegal activities and profit from their efforts. Day by day the methods of disguising money earned from illegal activity is becoming sophisticated. Money Laundering Process Money laundering is the process of changing the source and ownership of capital and assets earned through criminal activities to a legitimate source (Great Britain, 2009) According to Hopton (2006) Money laundering can be done in many ways. It can be a simple method or a complex method which could include international businesses and investments. However, as per the law money laundering has been defined in three stages namely placement, layering and integration. Placement: As per Molander et al (1998) placement is the first step in the money laundering process wherein the money earned from illegal activities is processed in the financial system. In this process the illicit takings is most open to detection. Gilmore (1999) highlights that the main aim of this stage is to move the money from the place it has been earned so as to avoid detection from the authorities. In this stage it has the greatest risk as the dirty money is deposited in financial institutions or used to buy asset. Once the money is forwarded to the financial institution placement takes place. Furthermore, Schneider et al (2008) states that placement can be done in many ways namely primary deposit in which people know that it is the right time to put illegal earnings into a legal financial system without drawing attention of regulatory agencies. The money is separated in limited amounts so that no identification or documentation is required while depositing the illegal money. The other method of placement is by opening new bank accounts in different countries also the corrupted co-workers are used as a way to place illicit money. When money is deposited in banks abroad it helps to enter financial or economic cycle. Another way of placement is through secondary deposit wherein the illicit money is transferred indirectly in the bank system thus converting it into legal money with the help of legal person. The name of unknown individual who work for them is used to open up new accounts, buy assets, open up a company etc. Indirect placement can also be accomplished by forward displacement of the money laundering location onto life insurances, financial service provider and exchange offices Layering: According to Chaikin (2008) this stage involves separating of illegal money from its origin by involving many layers of financial transactions and transfers. As per Gilmore (1999) it is the converting of dirty money to clean money in which the cash is split through various methods which are specially designed to cover the dirty money. It helps to cover the audit trail and provides secrecy. Layering is achieved by purchasing assets of high value such as diamond or by moving money into banks abroad or by overbilling of the value of imported goods. This stage is also known as agitation stage. Moreover, Schneider et al (2008) states that due to the electronic payment system and lack of efficient criminal prosecution helps to make layering process possible. Integration: Gilmore (1999) states that this stage takes place once the layering process is successful. The money is transferred back to the launderer as clean money and is mixed with legitimate economy and financial system. Integration process is generally achieved by setting up unknown institution in places where secrecy is assured. New forms of businesses give way to integration process such as a person can open a webpage and change his dirty money to clean money by showing income from the webpage. Figure1 shows the stages of money laundering. Figure 1: Stages of Money Laundering (Source: http://money.howstuffworks.com/money-laundering1.htm) In India the Reserve Bank of India (RBI) panel suggests that the existing anti money laundering laws needs to be strengthened. They have proposed strict rules to fight money laundering activities and according to which the banks need to improve the procedure and policies for creating proper customers profile and coordinate an cooperate with regulatory and other authorities. According to the panel, to stop money laundering the banks working in India must check the sources of funds in deposit schemes offered to expatriate Indians. The banks should appoint anti-money laundering compliance officer to check and maintain profiles of customers. A data bank for suspicious transactions should be created and forwarded to banks to help them identify the method of doubtful behaviors. The anti money laundering software was launched in India on 17th of September 2003 by Infrasoft Technologies known as OMNI Enterprise, which was first software adopted by India globally (Agarwal et al, 2004). Estimating how much money is actually laundered in the United States, or any other country, or globally is extremely difficult. Money Laundering is a largely secretive happening. The exact number of launders that operate every year, how much money they launder in which countries and sectors, and which money laundering techniques they use is not known (Brigitte Unger, 2007). However, a sustained effort between 1996 and 2000 by the FATF to produce such estimates failed. In fact, no direct estimates exists of how much money passes through the financial system, whether broadly or narrowly defined, for the purposes of converting illegal gains into a non-traceable form (Peter Reuter and Edwin M. Truman,2004). John Walker (1995) was the first to make a serious attempt at quantifying money laundering and initial output. His model suggests that US$2.85 trillion are laundered globally. As per an estimate of the International Monetary Fund, the aggregate size of money laundering in the world could be somewhere between two and five percent of the worlds Gross Domestic Product. While it is impossible to state how much money is laundered every year with authority, it is estimated that US$300 billion to US$500 billion in proceeds from serious crime (not tax evasion) is laundered each year (Scott, David. 1995). Though data on the size of money laundering is scant, UK and US officials estimate that the amount of money laundered annually in the financial system worldwide was roughly $500 billion some 2% of global GDP (Quirk, Peter J., 1997). According to international accounting firms, India is estimated to have a parallel economy of nearly 40 percent of its $600 billion Gross Domestic Product (Sing h, 2009). Table 1: lists several specific estimations of the value and extent of money laundering worldwide. Publication year Estimation year Estimation of Global ML Source 1995 1995 US$100-500 billion John Walker 1998 1997 US$ 300-500 billion U.S. Department of State 1998 1998 2-5% of the global GDP Michel Camdessus IMF 2002 1998 US$ 800 billion to US$ 1.5 trillion Simon Maylam 1998 1998 US$ 2.85 trillion John Walker 2004 US$ 45-280 billion Reuter and Truman 2005 US$ 1 trillion Baker 2008 US$ 1.425 trillion AUSTRAC 2009 2-5% of the global GDP (US$ 800 billion to US$ 2 trillion) UNODC (Source: Alkaabi et al, 2010) Hawala According to Fritsch et al (2001) the Hundi system can hardly be tracked and was developed many centuries before by bookkeepers who were keen to prevent bandit attacks on transcontinental caravans. In this system the money changer takes money from its customer to transfer it to another person in a foreign city which is often done within a day. The changer calls a colleague in the receivers country to deliver the money. To receive the money the beneficiary needs only a receipt which is generally a bank note or a code word mailed by the sender. This method is guaranteed not by fixed assets but by fear. Moreover, in Hawala system Bank notes and pictures are torn in half, and one half is given to the customer and the other is mailed to the beneficiary. The two halves needs to match for the transfer to be completed (Nove, 1991 cited in Carroll, 2007) However, Lilley (2003) highlights that Hawala or Hundi is a substitute or parallel process of transferring money. It exists and runs outside of, or parallel to, traditional banking or financial systems. Hawala was established in India before the Western banking system was introduced, and is one of the most common methods used In India and around the world to launder money. This system provides secrecy as there is no paper work and is based on trust. The money is not transferred physically. In this system the client goes to the broker in one country and asks to make payment to another person in another country. The broker then calls his coworker in the destined country and asks to make payment to the recipient. As a result no paper work is done and is based on trust. The funds are physically transferred at a later stage between the brokers. Furthermore, Mirza (1996) cited in Carroll (2007) states that in the Hawala system transfer of money is confirmed through telephone, email and fac simile. This method even offers pick-up and delivery of money. Dougherty (2006) highlights that Hawala is a value transfer system which has been in use for 1200 years. It can be said as a poor mans Western union wherein they pay 1% of the value sent. It is described as informal value transfer system and is recognized as alternate remittance system. As this method of transferring fund is very difficult to track, it is estimated that $100 billion to $300 billion of money is laundered through them every year. He further states that according to Interpol, with language that leaves and error, Hawala system of remittance can be said illegal in India. As per the law in India the conception of Hawala, such as transfer of value is illegal but more than that under the jurisdiction of foreign currency exchange laws, when Hawala deal includes foreign currency it goes beyond the line of illegality. Hawala can be used in any stage of money laundering for instance in the placement stage the customer can give the money to the broker. In the layering stage the m oney can be separated from the source and leave a puzzling or nonexistence trial and in the integration stage the money transferred from one country to another is difficult to track using Hawala. Hawala system helps in converting illegal money into legal money. The word Hawala is an Arabic word which means moving of money or information from one person to another using the help of third person. This method of transferring money is not traceable by authorities as no paper work is left behind. To launder the money the profits made out of Hawala transactions are put in real estate, films etc (Devi et al, 2010). Also, Hawala is assumed to be used by terrorist to transfer assets (Fernandes, 2002). One of the well known Hawala or foreign exchange case in India was the S. K. Jain (a Hawala broker) case who was arrested in 1991. Huge amount of Indian and foreign currency, some notebooks and a diary was discovered during the searches done in his and his familys property. The diary contained the initials of high level politicians to whom large amount of money were said to have been paid illegally (Wescott et al, 2009). Furthermore, Chopra (1996) highlights that the diary which was found during the search listed a sum of $18 million that was given to the government officials. Although Hawala is illegal in India, it is the corrupt politicians who give rise to such method. Factors which are providing Impetus to the Crime of Money Laundering (Vijay Singh) Many reasons can be attributed to the rising instance of money laundering around the globe of which some are given below. No agreements for sharing tax information with other countries Availability of instant corporations Corporate Secrecy Laws as the corporate law of certain countries enable launderers to hide behind shell companies. Excellent Electronic Communication internet, mobile phones, phones Tight Bank Secrecy Laws A Government that is Relatively Invulnerable to Outside Pressures A high degree of Economic Dependence on the Financial Services Sector A Geographical Location that Facilitates Business Travel to and from rich neighbors. Increase in sophistication and employment of professional people for doing the task. The politician-criminal nexus The lack of effective control over contributions to political parties and election expenses. This enables criminal elements to use their contributions to the political process as a safe channel for money-laundering and for gaining political influence to incapacitate the intelligence and investigating agencies so that they cannot effectively act against them(Raman, B., 2009). According to Agarwal et al (2004) Money Laundering is more vulnerable in the private banking sector due to the following six reasons thus giving rise to instances of money laundering. Private Bankers as Client Advocates The main players in private banks are the bankers who are trained to serve their customers. They open up accounts and move the money around the world using secret tools and financial systems. The private bankers are encouraged by their banks to create personal relationship with their customers by visiting their homes and organizing their financial affairs. As a result of this the private bankers may feel loyal for their customers and may avoid the controls made to detect or stop money laundering. Powerful Clients The customers of private banks may use political or economic power because of which the banks become concerned to fulfill their needs and ask very few questions. Also if the customer is a government employ with control over the banks in country procedure, the bank has grounds to evade fraud. Culture of Secrecy In a private bank secrecy is maintained and one of the examples is that in Swiss banks, accounts are opened by using numbers. Also, the private banks and clients use many levels of privacy to hide accounts and transactions. They open up shell companies to hide the identity of the owner of the bank account and also open up accounts in code names. Secrecy Jurisdictions Some private banks follow business according to secrecy jurisdiction and if the banking information of the client is disclosed it may be illegal and action can be taken against it. Culture of Lax Control At the time to follow the anti-money laundering controls it is the private banker who is asked to check the enforcement of anti money laundering controls. They check the history of their prospective customers and also monitor existing accounts for any fraudulent activity. Also, they are the ones to open any new account and increase client deposits. The private bankers become the advocate for their customers and do not follow the procedure to check their transactions. They do not ask enough questions about their funds and do not record the information provided in a proper form. Cut Throat Competition As a result of competition in the private banks for clients to increase their profitability, money laundering problem is increased.

Protecting Children from Exposure to Violence in the Media Essay

Protecting Children from Exposure to Violence in the Media Children and adolescents in the United States are exposed to violence in increasing numbers each year. This may seem like an obvious statement, but consider the following: The average child watches 21 to 23 hours of TV per week. This means that by the time this child reaches age 70, he will have spent 7 to 10 years in front of the television. And with regular Saturday morning children's television containing about 20 to 25 acts of violence per hour, it is no wonder the average person has viewed around 200,000 acts of violence by the time he reaches 18 years of age. And while tragedies such as Columbine cannot be explained simply by blaming media violence, it currently appears to be one of the most easily correctable contributing factors. The entertainment industry has maintained a stance that there is no link between media and real-life violence. And yet, scientific studies that number in the hundreds have concluded that there is not only a direct connection, but children repeatedly exposed to this type of violence lose the ability to discriminate between real-life and entertainment violence and tend to accept violence as an acceptable way to resolve even complex problems. The solution to this problem is a bit complex due to the multiple parties involved. Health care providers need to inform their patients and the public about the real effects these media messages send. The entertainment industry should ...

Racial Discrimination :: essays research papers

Racial Discrimination "KAFFIR". When you see or hear this word, what runs through your mind? Do you picture a man with skin the color of the midnight sky, do you see him bending his muscular body down to the dry earth to pick cotton from thorn-ridden plants? Can you feel the heat of the sun beating down on his charred back? Perhaps you can even taste the beads of sweat swelling from his forehead and arms. Or maybe you are more inclined to visualize a dark-skinned woman with creases in her forehead made by many years of hard work and endless worrying. You watch her as she puts the breakfast dishes on the table and addresses her owners with a "yes sah" or "yes ma'am". There is nobody to cater to her needs. She spends each day taking care of everyone but herself. Pain. Sorrow. Anguish. Agony. Is this what comes to your mind when you hear the word "KAFFIR"? Well, it shouldn't because the word "kaffir" has nothing to do with the color of your skin. The word "kaffir" is just that; a word. It is a term that sprouted out of ignorance and continues to be used to this day exclusively by ignorant people. A kaffir isn't a slang term for an African; it is a word that describes the person that uses it. This type of person is one who feeds his ego by dehumanizing those around him when he feels they are not equal to him. He may regard those of different races or nationalities as "bad" or "dirty" because they do not have the same skin color as he does or they may cherish beliefs that are contrary to the ones by which he lives his life. These qualities describe the man who tells his son that it is okay to make fun of people who are different because differences are bad. A child who is repeatedly told such things will believe them because "mom and dad never lie". This idea, inculcated in them as children, is like a grain of sand caught in the clutches of an oyster. It eats away at their minds until it becomes part of them. Instead of forming into a pearl, it creates a whole new individual that is as ignorant as the parents who raised him. And so this vicious cycle of ignorance continues. Children need to be taught from infancy that people of other races and nationalities are human too. They think like the rest of us. They have feelings, hopes, and aspirations. They are intelligent.

Alternative Fuels to Oil Essay -- energy oil power ethanol biodiesel h

Recently alternative fuels have been gaining popularity, especially here in the United States. The advantages of many of these fuels are being recognized with the rising cost of crude oil. Other countries around the world have been using alternative fuels for years, such as in Brazil where they have good feedstock for some fuels such as ethanol. Biofuels are also becoming cost effective with higher crude oil prices and can be completely renewable. The best thing about many of these alternative fuels is they can be readily used in standard internal combustion engines with little or no modification. The list of alternative fuels can go on forever, but some of the most common and readily adaptable fuels are: ethanol, biodiesel and hydrogen. Of course these fuels all have their drawbacks, but so do petroleum based fuels, we have just engineered around some of the disadvantages. The same thing can be done with these alternative fuels; engineer around the disadvantages. Most of these fuels do not release new carbon into the atmosphere which is a good thing, we don't need any extra carbon in the carbon cycle. The following pages explain what some of these more common fuels are as well as some advantages and disadvantages of each. Ethanol is a common fuel that can be produced from many different crops, for example corn is a common feedstock for ethanol production here in the United States. Other countries around the world produce large amounts of ethanol to power many of their vehicles. For example Brazil has a perfect climate to grow sugarcane, which is a great feedstock for ethanol. As a result many of their cars run on pure ethanol. Here in the United States you have probably heard of Flexible Fuel Vehicles (FFV's) which are ... ...ever with the current technologies the most economical way to produce hydrogen is by using fossil fuels. To produce hydrogen by electrolysis a current is applied to water to seperate the hydrogen molecules from the oxygen. This process is actually pretty energy efficient, from about 50-75% efficient with theoretical efficiencies from 80-94% (Electrolysis-Wikipedia). What is the best way to transport hydrogen? Because it is a gas at standard temperature and pressure, large high pressure tanks are required to transport it. This can present some safety and widescale distribution issues. Another way to utilize hydrogen gas on vehicles is with fuel cells. These cells will convert hydrogen gas into electrical energy that can be used to drive the car. With our current fuel cell technology they have a relatively short lifetime and are expensive (Fuel Cell-Wikipedia).

Job Satisfaction and Dissatisfaction of Teaching Personnel at Udm

CHAPTER I THE PROBLEM AND ITS BACKGROUND INTRODUCTION Teachers play a vital role in building a nation. They are arguably one of the most important groups of professionals for our nation’s future. It is disturbing to find out that many of today’s unsung heroes like teachers are dissatisfied with their jobs. Ask anyone in the street how to motivate teachers and they will blatantly answer to increase their salaries. Ask what factors might have created dissatisfaction among teachers and probably they will enumerate factors like behavior of students, class size, curriculum, and the government policies in education.According to Herzberg Motivation-Hygiene Theory, the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is nodissatisfaction. While at first gl ance this distinction between the two opposites may sound like a play on words, Herzberg argued that there are two distinct human needs portrayed.First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter. Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. Many factors have been examined in an attempt to find which one promotes motivation. In the study conducted by Poling (1990), he pointed out that Pay incentives have been found to be unsuccessful in increasing motivation.In a similar study, Castillo and Cano (1999), concluded that teachers motivation is based on their freedom to try new ideas, achievements and intrinsic work elements. Whereas, schemes such as merit pay were predicted to be counterproductive. They explained that true job satisfaction is derived from the gratification of higher order needs than lower order needs. Educators’ decision t o leave and remain in the teaching profession is associated with his level of motivation and job satisfaction.The elusive nature of job satisfaction construct advanced the measurement and theoretical development to job satisfaction (Castillo, 199). Job satisfaction is an intangible notion that has been increasingly challenged and refined since the Herzberg, Mauser and Snyderman study in 1959. Although, the foundation of job satisfaction and job motivation was introduced by Maslow in his hierarchy of needs. Maslow (1954) asserts that human motives emerge sequentially to satisfy the following needs: physiological, safety, social, self-esteem and self-actualization.Individual need satisfaction is influenced by both the importance attached to the various needs and the degree to which each individual fulfil each needs. A teaching profession is the one of the most important profession at all. Teachers devote a lot of their energy, time and interest to educate new generations. Like any oth er professions, teaching has some specific particularity and pitfalls. In this study, I looked into the motivating and hygiene factors that affect the performance of the faculty of Universidad de Manila.There is a need to conduct this study because Faculty members are the frontrunners of the nation’s future generations. It is quite disturbing to know that there are certain factors that affect the job performance of the faculty members based on the evaluation conducted by the Faculty and Employees Performance Evaluation Office of Universidad De Manila The topic was chosen to determine the factors, both motivating and hygiene that pleases and displeases the faculty members of Universidad De Manila. And identify those factors that affect in the job performance of the faculty members.The purpose of this study is to properly identify the motivating and hygiene factors in relation to the job performance of the faculty members, which will be beneficial for the organization in enrich ing and improving whatever is necessary for the organization’s growth. STATEMENT OF THE PROBLEM This study will determine the motivating and hygiene factors in relation to job performance of the faculty members of Universidad De Manila (UDM). Specifically, the study will answer the following questions; 1. What is the profile of the faculty members of the Universidad De Manila in terms of: 1. Age 1. 2 Gender 1. 3 Marital Status 1. 4 Academic Rank 1. 5 Length of Service at UDM 2. What is the motivating and hygiene factors that UDM faculty members have in terms of : A. Job Motivator Factors 1. Achievements 2. Growth 3. Recognition 4. Responsibility 5. Work Itself B. Job Hygiene Factors 1. Interpersonal Relations 2. Policy and Administration 3. Salary 4. Supervision 5. Working Conditions 3. What is the job performance rating of the UDM teaching personnel? 4. Is there a significant relationship between UDM teaching personnel demographic profile and overall job performance? 5.Is th ere a significant relationship between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? 6. Is there a significant difference between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? HYPOTHESIS The following null hypothesis was formulated and tested at 0. 05 levels of significance: 1. There is no significant relationship between UDM teaching personnel demographic profile and overall job performance? 2. There is no significant relationship between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? . There is a significant difference between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? THEORETICAL FRAMEWORK Theories of job satisfaction included discrepancy theory(Locke, 1969), equity theory (Mowday, 1992) and the motivator-hygiene theory (Herzberg, Mauser and Snyderman , 1959). The discrepancy theory was the result of the difference between an actual outcome a person receive and some other expected outcome level which may cause job satisfaction/ dissatisfaction. (Lawler, 1973).Inputs and outputs were the basis of the equity theory. Employees evaluated their inputs/outputs by comparing them with that of other individuals. Equity existed if the ratio of the inputs and outputs was similar to the inputs and outputs of other workers. Conversely, there is inequity if the ratio of the inputs and outputs was unequal to the inputs and outputs of other individual. Equity were associated with job satisfaction while inequity with job dissatisfaction (Mowday, 1992). This study is anchored on the two-factor theory of Herzberg.Herzberg, Mauser and Snyderman (1959) pointed out that job satisfaction is not a unidimensional concept but that is composed of two independent factors: 1. Motivational factors itself can lead to job satisfaction; 2. Maintenance factors (hyg iene factors) must be sufficiently present in order for motivational factors to come into play and when not sufficiently present can block motivation and can lead to job dissatisfaction. Model of Herzberg’s Two – Factor Theory Job Motivator Factors Achievements Growth Recognition Responsibility Work Itself Satisfaction No SatisfactionJob Hygiene Factors Interpersonal Relations Policy and Administration Salary Supervision Working Conditions No Dissatisfaction Dissatisfaction The premise of the motivator-hygiene theory was that jobs had specific factors which were related to job satisfaction and dissatisfaction. The five factors that facilitate job satisfaction were achievement, recognition, work itself, responsibility, and advancement. The factors identified as determinants of job dissatisfaction were policy and administration, supervision, salary, interpersonal relations and working conditions.Herzberg reasoned that because the factors causing satisfaction are differen t from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is no dissatisfaction. While at first glance this distinction between the two opposites may sound like a play on words, Herzberg argued that there are two distinct human needs portrayed. First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter.Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. CONCEPTUAL FRAMEWORK The conceptual framework of the study was based on Herzberg two factor theory, also known as the Motivator-Hygiene Theory which focuses on the factors that affect the job performance of faculty members of Universidad De Manila. The hygiene factors are related to the environment external to the job. The environment in cludes interpersonal relations with others, policy and administrations, salary, supervision and working conditions.Many persons who feel dissatisfied draw their dissatisfaction to conditions surrounding their jobs rather than work itself. The other category is the motivating factors, which are found to be effective in motivating people in superior performance. These factors include achievements, growth, recognition, responsibility and work itself. All of these should be working together, to complement and supplement one another. The basic requirement should be provided to the workers as well as the challenge to perform to the maximum capacity and stimulate them to grow to the peak of their performance.This research determined what people or faculty member in particular actually want and what factors made them perform better or lesser on their respective field of teaching. PARADIGM OF THE STUDY CRITERION VARIABLE Job Performance VARIATE Achievements Growth Recognition Responsibility Work Itself Interpersonal Relations Policy and Administration Salary Supervision Working Conditions OTHER FACTORS Age Sex Civil Status Academic Rank Status of Employment Number of Years employed in CCM Figure I â€Å"The motivating and hygiene factors in relation to job performance of Universidad De Manila faculty† SIGNIFICANCE OF THE STUDYThe findings of the study will be beneficial to the following: Government Officials. This study would enable government officials to look into the plight of the faculty members and how they could plan programs and guidelines to improve the life and working conditions of the faculty members of Universidad De Manila. Administrators. The result of this study will be beneficial to the Administrators of Universidad De Manila because it could help them in analysing and identifying the factors that affect the job performance of the faculty members of Universidad De Manila that could possibly guide them in their pursuit of academic excellence.Facul ty Members. The outcome of this study is for the improvement of the quality of life of every faculty member of Universidad De Manila. This will enable them to realize their true value and worth as an educator and envoy of knowledge. Students. The outcome of this study will help the students, since they will be the principal recipient of the enhanced job performance of the faculty members. It will aid them in understanding and appreciating their teachers. Future Researchers. The result of this study could serve as a source of secondary information to future researchers.It may provide them a clearer view of the factors that affect the job performance of faculty members. SCOPE AND LIMITATION This study is limited to the motivating and hygiene factors that affect the job performance of Universidad De Manila. The focus of the study is limited to the motivating and hygiene factors that may possibly influence or affect the job performance of the faculty members of Universidad De Manila. Th e target respondents are one hundred faculty members (100), 100 survey questionnaires were given but only 60 was retrieved for the reason that some faculty members are not available at the time of data gathering.This studycovered the direct association of the variate motivating and hygiene factors with the criterion variable job performance. The direct association of the other factors such as age, sex, civil status, academic rank and length of years employed in Universidad De Manila with the variate and criterion variable were sought. DEFINITION OF TERMS The following terms are operationally defined for clearer and better understanding of the study: Age – this refers to entitled period of life or existence as a person.Civil Status – the indicators of this concept are 1) single 2) married Academic Rank – the level of position of faculty members. Motivating Factors – these are the factors that intrinsic in nature and are essential for employees fulfilment. These include achievements, growth, recognition, responsibility, and work Itself. Hygiene Factors – these are the factors that are extrinsic in nature and can be a great deal for achieving organizational objective. These include interpersonal relations, policy and administration, salary, supervision, and working conditions.Job Performance – refers to the quantity and quality of tasks performed by faculty members of Universidad De Manila. Job Satisfaction – set of favourable and unfavourable feelings with which employuees view their work. Behavior Of Students – attitude or manner of students that affects the performance of the teachers. Class Size – number of students per class. Curriculum – list of subjects that serve as guide to students as they pursue their respective degrees. Government Policies In Education – guidelines set by the CHED, DEPED and other governing body of academic Institutions.Chapter II REVIEW OF RELATED STUDIES AN D RELATED LITERATURE This chapter presents a summary and critical analysis of literature conducted by both local and foreign researchers, which were considered related and applicable to the present study. The researcher establishes related studies both local and foreign studies that were conducted in relation to the job motivation and job satisfaction in relation to job performance of the teaching personnel in the Philippines and in other countries as well. FOREIGN STUDIESAs cited by Dutka, 2002, in her study, The Relationship Between Job Satisfaction And The Organizational Climate For Women Higher Education Administrators At Five Institutions wherein sheexamined women higher education administrators' job satisfaction levels and the relationship between their job satisfaction and perceptions and of satisfaction with the organizational climate. The literature suggests women higher education administrators' may be dissatisfied but few studies explore the influence of the organizationa l climate on job satisfaction.The findings reported here revealed women higher education administrators' dissatisfaction with the organizational climate overall, and underscore the importance of the climate for career development. Equally important are the findings about advancement opportunities. Both factors affect women higher education administrators' job satisfaction, which may influence attrition as well as individual and organizational effectiveness.This study is related to the present study because it elucidates the relationship between the job satisfaction and the organizational climate for women Higher Education administrators, which will be of value to administrators in planning and evaluating the factors that affects job motivation and job satisfaction of teaching personnel, which may somehow affect the individual and organizational effectiveness, which gave the researcher insights in the conceptualization of this study. MichalinosZembylas, Elena Papanastasiou) Recent na tional and international studies on job satisfaction and motivation among teachers in Cyprus carried out in a number of countries have drawn attention to the degree of job satisfaction among teachers. In general, it has been found that context seems to be the most powerful predictor of overall satisfaction. However, given that most of the international studies on teacher satisfaction have been conducted in developed countries, one realizes the need in the available literature for similar research in developing countries as well.This paper examines job satisfaction and motivation among teachers in Cyprus – a small developing country in the Eastern Mediterranean. An adapted version of the questionnaire developed by the â€Å"Teacher 2000 Project† was translated into Greek and used for the purposes of this study that had a sample of 461 K-12 teachers and administrators. The findings showed that, unlike other countries in which this questionnaire was used, Cypriot teachers chose this career because of the salary, the hours, and the holidays associated with this profession. The study analyzes how these motives influence the level of satisfaction held by the Cypriot teachers.Teacher morale, job satisfaction, and motivation According to Linda Evans Model of the interraction of the motivation process with the processes of individuals’ attainment of job satisfaction and high morale. This study is related to the present study because it shows how a company used performance appraisal as a tool for evaluating individual job performance. It also illustrates the interraction of the motivation process with the processes of individuals’ attainment of job satisfaction and high morale, which gave the researcher insights in the conceptualization of this study.Cetin (2006) refer to job satisfaction as the actual satisfaction of the individual with intrinsic and extrinsic reinforces. Job satisfaction is therefore seen as the achieved correspondence soug ht by the individual in relation to intrinsic and extrinsic environmental factors leading to a work contentment. Smith, Kendall and Hulin (1969) state that there are five dimensions that represent the most important characteristics of a job about which people have affective responses.The description of these are the work itself, pay, promotion opportunities, opportunities and co-workers This study is related to the present study because it explains the factors, both extrinsic and intrinsic that are sought by individual in order to attain work contentment, which gave the researcher insights in the conceptualization of this study. (Kessuwan* and Muenjohn†  2010) The results suggested that the employees had a moderate level of job satisfaction with the whole job situations (overall job satisfaction).With a closer look, it indicated that the highest satisfaction occurred in the areas of the work itself, supervision, and coworkers. The employees were highly satisfied with the work i tself because they found that their job was interesting, challenging, and enjoyable and had enough authority and freedom to perform their job. Supervision also made employees were highly satisfied because of the high competency in doing job of supervisor and the good encouragement, opportunity to express opinions, support, fairness, and interest in the feelings of subordinates provided by supervisor.The employees were also highly satisfied with coworkers because their coworkers were highly competent in doing their job. They received good cooperation and supports form their coworkers and there were no bickering and fighting at work. However, the employees were moderately satisfied with other worked-related variables, including pay, fringe benefits, opportunity for advancement, contingent rewards, and communication. Asking from the employees perspectives, it appeared that the employees rated pay as the most important factor influencing their job satisfaction followed by fringe benefit s and coworkers.However, the employees at the managerial and non-managerial levels perceived different degrees of importance. The non-managerial employees perceived pay, fringe benefits and coworker as the most three important would be because these motivational factors could fulfill their basic needs according to the Maslow’s Hierarchy of Needs (Moorhead and Griffin, 1998). On the other hand, the employees at the managerial level rated coworkers, opportunity for advancement, and work itself as the most important factor influencing their job satisfaction.This might be because a good work group or effective team could easily helped them achieved the best results. Similarly, the work itself allowed them to apply their abilities and skills and embody a diversity of tasks, freedom, and performance feedback. Regarding the relationships between the personal variables of the employees and their job satisfaction, it appeared that there were very little relationships between these two variables. The current research was conducted within one multinational company and therefore would not represent employee’s attitude for the whole industry.Also, theories in motivation and job satisfaction proposed a number of factors affecting employee job satisfaction but only eight work-related factors were identified in this study. Finally, quantitative research was employed to assess employees attitude toward their job in the current study. A number of researchers suggested qualitative research should be considered to get an in-depth attitude from respondents. This study is related to the present study because it discusses about the theories in motivation and job satisfaction and how it affects each other, which gave the researcher insights in the conceptualization of this study.LOCAL STUDIES A study on the human factors of the employees in the Greater Manila Area was conducted by Donato. She found out that age, employment status, educational attainment, income, marital status, and working experiences affected the job performance of employees. Better employment, attainment of a higher academic degree, greater income, successful marital relations, and growth professional experience tend to increase one’s satisfaction in life. She also found out that the employees were more satisfied than the government employees in spite of the difference of the privileges in favour of the private employees.This study is related to the present study because it showed how age, employment status, educational attainment, income, marital status and working experiences affect the job performance of employees. It also shows that government employees were more satisfied than the private employees in spite of the difference in the privileges, which gave the researcher insights in the conceptualization of this study. According to Manabat studied the sources of job satisfaction of supervision in selected industrial firms in Metro Manila, as theorized by Herzberg.The f indings of this study showed that achievement, advancement, recognition, and responsibility were three manifested major sources of satisfaction of middle managers and interpersonal relations with superiors. Failure to gain recognition, company policy, and administration were the major sources of dissatisfactions. This study is related to the present study because it elaborates that achievement, advancement, recognition and responsibility were the major sources of satisfaction,which gave the researcher insights in the conceptualization of this study.Quitlong, in her study, found out that the demographic characteristics such as civil status, job status, eligibility, position, educational attainment, income, and length of service; problems; attitudes; and morale did not show significant relationship with their job satisfaction. This study is related to the present study because it identifies the factors that has no significant relationship in the job satisfaction and job performance su ch as civil status, job status, et. al. , which gave the researcher insights in the conceptualization of this study.Villanueva, in his study of job commitment and satisfaction of technology and home economics teachers in selected secondary schools in the division of city schools, manila, found out that teachers are committed on their job and they are performing what is expected of them to the best of their ability. They also believed that they maximize the utilization of school resources, maximize the use of time and submit reports promptly. They claim to have adopted different measures to improve their teaching competencies and see to it that their class met the minimum, if not the maximum standard of instruction.They complied with the requests of their superiors and were willing to accept additional responsibilities when requested to do so. This study is related to the present study because it classifies the perceptual assessment of teachers in relation to their job satisfaction a nd commitment, which gave the researcher insights in the conceptualization of this study. RELATED LITERATURE According to Kant and Rozenweig, highly motivated individualsgenerally make better workers, achievers and implementors. Their performance greatly depends upon the satisfaction of their needs, wants and climate.This is related to the present study insofar as motivating factors are concerned. It explains that highly motivated individual generally makes a better workers, achievers and implementors, And that performance greatly depends upon the satisfaction of the needs wants and climate which the present study had sought in this present study. Jean Piaget’s theory of environmentalism which she related to effectivity. She said that â€Å"to be an educator implies a fundamental belief of environmentalism. The educator must be an environmentalist.It is through the environment that the most fundamental educational process-learning takes place within the child but is influenc ed by some of the values, attitudes and beliefs of educators in the particular organization. Educators must try to influence the learning process by providing the appropriate climate needs. † This theory of Piaget is somewhat related to the present study because in this theory of environmentalism, teachers is the subject implied, and the present study discusses about the motivating and hygiene factors in relation to job performance of Universidad De Manila Faculty Members.Both used teachers or educators as their subject. Quinn, Robert in his â€Å"Quality of Employment Survey† stated that the quality of work environment determines to a large extent of satisfaction of the people. It would be high when certain specific dimension of satisfaction exist, such as financial reward, comfort, challenge, resource adequacy and harmonious relations with co-workers. This is related to the present study because it discussed about the quality of work environment is the determinant of the extent of work satisfaction of the people.Ramoso in his study on motivational factors affecting performance to teachers in Carmen, Nasipit and Buenavista Districts of the Division of Agusan de Norte. She found out that the most favored motivational factors related to the quality of teachers’ performance were principal’s trust, production emphasis and morale. She said that when teachers felt their school administrators have trust and confidence in them, they were motivated to exert effort thus providing improving the quality of their performance.This is related to the present study because the motivational factors affecting teachers were discussed as well as the quality of teacher’s performance. Ramoso specified the factors affecting the performance of teachers in Carmen, Nasipit and Buenavista Districts of Agusan Del Norte. Joseph Reitz stated that as workers grow older, they tend to be slightly more satisfied with their jobs. This is due to a number of reas ons such as lower expectations and better adjustment to their work situation because of their experience with it.Younger workers tend to be less satisfied because of higher expectations and less adjustment. This is somewhat related to the present study because it deals with the workers satisfaction. The reasons of their satisfaction were also specified. Deci mentioned that people hold positive attitude toward their organization and they experience a high level of job satisfaction when the organization provides them with rewards which they desire. He further assumed that satisfied workers will perform better than unsatisfied workers. He further suggested that satisfying workers is an effective means of motivating them.This is related to the present study because it talk over that people hold a positive attitude toward their organization and they experience a high level of job satisfaction when the organization provides them with rewards which they desire. It was also assumed that sat isfied workers will perform better than the unsatisfied one. Gil stated that the poorer the attitude a teacher has towards his profession, the more unsatisfactory will be his teaching performance. This is related to the present study insofar as attitude has a relationship to one’s performance at work.However, this study has a different setting and it involves elementary school teachers, while the present study has its focus on college professors. In a research that was undertaken by Tsai Min Yen, a teacher. She found out the relationship between job performance and personality traits of faculty members of Nan Tai College of Commerce and Technology. She found out that faculty members performed satisfactorily with various activities related to school work such as administration, organization, consultative and guidance.She further concluded that the satisfaction a faculty member feels in his job is substantially influenced by his personality traits. This is related to the presen t study because it talks about the relationship between job performance and personality traits of faculty members which this present study has also been discussing. This research had concluded that the job satisfaction a faculty feels in his job is substantially influenced by his personality traits. Myers pointed out that motivation tends to be related to the kind of supervisor relationship experienced.He suggests that if a school superintendent develops good interpersonal relationship, the principal in the school system will tend to be more highly motivated. The interpersonal relationships which promote high motivation in a school organization are those which are work-oriented and which free individuals to become self-actualized in their work. This is related in the present study because it pointed out that motivation tends to be related to the kind of supervisor relationship experienced. Myers also suggested that if a school superintendent develops good nterpersonal relationship, the principal in the school system will tend to be more highly motivated. Penley and Hawkins showed that a supervisors receptiveness or willingness to listen to subordinates ideas, problems and concerns will improve the motivation of subordinates. Though such receptiveness, supervisors develop knowledge of areas in which they need to provide additional training or explanation in order to build expectancy that the workers can perform tasks. When employees have a sense of mastery and reward in their jobs, they perform better.This is related to the present study because it showed that a supervisor s receptiveness or willingness to listen to subordinates ideas, problems and concerns will improve the motivation of subordinates. Chapter III METHODOLOGY This chapter discusses the research design used in the study, samples and sampling techniques, instrumentation, data gathering procedures, and statistical treatment of data gathered by the researcher. RESEARCH DESIGN Any scientific process begins with description of an event or events from which theories may be developed to explain phenomenon.In this study, the researcher will use the descriptive research design since this involves observation and description of the behavior of the teaching personnel at Universidad De Manila. Under this design, a descriptive – correlational method will be employed in anylizing the data that will be collected through survey questionnaire. According to Calderon (1993:62), descriptive research is a purposive method of gathering, analysing, classifying, and tabulating data about prevailing conditions or situation.Similarly, Aquino (1992:3) describes descriptive method of research as a process of systematically describing a situation or area of interest factually and accurately. It gives a clear statement of what is existing at the present understanding. Correlation studies are based on quantitative measures on two or more variables. Since the study is correlational in nature, the s tatistical relationship between the level of motivation and the level job satisfaction will be looked into and it give an indication of how one variable may predict the other.However,  the correlation of the variables does not imply causation; that is, simply because two events are in some way correlated (related) does not mean that one necessarily causes the other. SAMPLE AND SAMPLING TECHNIQUES In determining the sample of the study, the researcher will be using a non-probability sampling technique specifically the purposive sampling. Purposive Sampling, according to Blay(2005:12) is a process of choosing the respondents based on the criteria set by the researcher. With this type, the sample is â€Å"hand-picked† for the research.Using purposive sampling allows the researcher to home in on people or events, which have good grounds in what they believe, will be critical for the research. In this study, respondents will be selected in terms of their status in the University . The researcher’s respondents of this study will be the teaching personnel of the Universidad De Manila. The distribution of the respondents will be as follows Category| Male| Female| Total| Permanent| 17| 13| 30| Temporary| 3| 2| 5| Part –time| 15| 10| 25| TOTAL| 35| 25| 60| INSTRUMENTATIONThe research instrument that the researcher will be using in this study will be divided into two parts: the profile of the respondents survey and the job satisfaction and dissatisfaction questionnaire. The variables that would be measured in the profile of the respondents consists of age, gender, civil status, civil status, number of years employed at UDM and status or academic rank. In determining the level of motivation and level of job satisfaction of the respondents the researcher will use a questionnaire adapted from the study of Jesse F. Seegmiller entitled â€Å"job Satisfaction of Faculty and Staff at the College of Eastern Utah†.The questionnaire consists of the Fac ulty Job Satisfaction/Dissatisfaction scale (Seegmiller,1977) which assessed the dimensions of the Herzberg motivator – hygiene theory. This section consisted of a 51-item five points Likert scale with responses varying from 1 (very dissatisfied) to 5 (very satisfied) which is categorized into three parts – the motivator factors, hygiene factors and the overall job satisfaction. DATA GATHERING PROCEDURES The researcher will ask the permission of the Vice President for Academic Affairs for the conduct of the study.After securing permit, the questionnaires will be distributed to the selected faculty members and the data obtained will be treated statistically using the percentage, mean, standard deviation and the Pearson Correlation Coefficient. The frequency distribution and the percentage will be used to describe the demographic profile of the respondents while the mean and the standard deviation will be used for the overall job satisfaction and the level of job satisfa ction in terms of the job motivator factors and job hygiene factors.In order to establish the significant relationship between the variables of the study, Pearson correlation coefficient will be computed. Also, the researcher will determine if the relationships among the factors are significant and the t test will be computed at 0. 05 levels with a degree of freedom of n1+n2 – 2. STATISTICAL TREATMENT The following are the statistical tools the researcher will be using in the study: 1. The Frequency Counts and Percentages In answering question number 1 of the statement of the problem, the researcher will make use of the frequency count and simple percentage to describe the respondents’ profile. 2.The Weighted Mean. Since the adapted questionnaire is a Likert Scale form, it is deemed proper to describe variables such as level of job satisfaction and level of motivation in terms of a single value that would described the whole set of data and that value is the weighted m ean. The weighted points for each item will be obtained by multiplying the scale value of the responses and the total number of respondents indicating it. The total weighted points is the sum of all the points for each scale value. Weighted mean of each item will be computed by dividing the total weighted point by the total number of responses as shown in the formula: W.M = S V x TWPN Where: SV = Scale Value TWP = Total Weighted Points N = Total Number of respondents 3. In order to find out the relationships of the level of motivation to the level of job satisfaction, the Pearson Correlation Coefficient, r, will be utilized by the researcher. A correlation is a number between -1 and +1 that measures the degree of association between two variables (level of motivation and level of job satisfaction). A positive value for the correlation implies a positive association A negative value for the correlation implies a negative or inverse association.Below is the interpretation of the corre lation coefficient that the researcher will use, -1. 0 to -0. 7 strong negative association. -0. 7 to -0. 3 weak negative association. -0. 3 to +0. 3 little or no association. +0. 3 to +0. 7 weak positive association. +0. 7 to +1. 0 strong positive association. The correlation coefficient will be computed using the formula The variables X and Y will refer to the level of motivation and level of job satisfaction, with mean XBAR and YBAR respectively and standard deviations SX  and SY  respectively. To tell whether or not the relationship is significant, the value of r will be tested at 0. 5 level of significance. The formula for computing the appropriate  t value  to test significance of a correlation coefficient employs the t distribution: t=rn-21-r2 Legend: 4. 21 – 5. 00 Highly satisfied 3. 41 – 4. 20 Slightly to moderately satisfied 2. 61 – 3. 40 Not sure of the opinion 1. 81 – 2. 60 Slightly to moderately dissatisfied 1. 00 – 1. 80 Highl y dissatisfied Chapter IV PRESENTATION, ANALYSIS and INTERPRETATION OF DATA 1. What is the Profile of the Respondents Table 1. 1 The Distribution of Age of the Respondents Age| Frequency| Percent| | | | 1 – 30 years old| 19| 31. 7| 31 – 40 years old| 22| 36. 7| 41 – 50 years old| 11| 18. 3| 51 years old and above| 8| 13. 3| Total| 60| 100| Table 1. 1 shows the distribution of the respondents according to age. Faculty members aged 31-40 years old have the highest percentage of 36. 7%, which is 22 out of 60 respondents, followed by the faculty members aged 21-30 years old having 31. 7%,which is 19 out of 60 respondents, then the faculty members aged 41-50 years old with 18. 3%,which is 11 out of 60 respondents and lastly, faculty members aged 51 and above with 13. %, which is 8 out of 60 respondents. Table 1. 2 The Distribution of Respondents According to Gender Gender| Frequency| Percent| Male| 35| 58. 33| Female| 25| 41. 67| Total| 60| 100. 00| Table 1. 2 illust rates the distribution of the respondents according to gender. Most of the respondents are males, 35 out of 60 respondents, which is 58. 33%, while female faculty members are 25 out of 60 respondents, which is 41. 67%. Table 1. 3 The Distribution of Respondents According to Marital Status Marital Status| Frequency| Percent| Single| 24| 40| Married| 36| 60| Total| 60| 100| Table 1. shows the distribution of the respondents according to marital status. Majority of the respondents are married having a 60% rating, which is 36 out of 60 respondents, and the remaining 24 out of 60 respondents, which is 40% are single. Table 1. 4 The Distribution of the Respondents as to Status Status| Frequency| Percent| full time| 35| 58| part time| 25| 42| Total| 60| 100| Table 1. 4 illustrates the distribution of respondents according to status of employment. 35 out of 60, which is 58% of the respondents are full time, while 42%, which is 25 out of 60 were part time faculty members. Table 1. 5The Distr ibution of Respondents as to the Length of Service at Universidad De Manila | Frequency| Percent| 1 – 5 years| 28| 47| 6 – 10 years| 17| 28| 11 – above| 15| 25| Total| 60| 100| Table 1. 5 shows the distribution of respondents according to the length of service. The respondents who have been in the university for 1-5 years had the highest percentage of 47%,which is 28 out of 60 respondents, followed by the respondents who have been in the university for 6-10 years with 17 out of 60 respondents, which is 28%, and the faculty members who have been in the university for 11 years and above with 25%, which is 15 out of 60 respondents. . What is the level of job satisfaction UDM faculty members have in terms of Table 2. 1 Job Motivator Factors of the Respondents as to Achievement Achievement| Mean| Verbal Interpretation| 1. The actual achievement of work-related goals. | 4. 08| Slightly to Moderately Satisfied| 2. The immediate result of your work. | 4. 23| Very Satisf ied| 3. Personal goals attainment| 4. 32| Very Satisfied| 4. The extent to which you are able to objectively evaluate your accomplishment. | 4. 18| Slightly to Moderately Satisfied| 5. Students follow the practices being taught. | 3. 0| Slightly to Moderately Satisfied| Over-all Weighted Mean| 4. 14| Slightly to Moderately Satisfied| Table 2. 1 shows the job motivator factors of the respondents according to achievement with an over-all weighted mean of 4. 14 which is interpreted as slightly to moderately satisfied. Personal goal attainment ranks first among the job motivator factors on achievement with a mean of 4. 32, while item 2 on immediate result of your work with a mean of 4. 23 comes next. The item number 4, extent to which you are able to objectively evaluate your accomplishment is the third with a mean of 4. 8, followed by the item number 1, actual achievement of work-related goals with a mean of 4. 08 and lastly, the item number 5, the students follow the practices being t aught with a mean of 3. 90. Table 2. 2 Job Motivator Factors of the Respondents as to Growth Growth| Mean| Verbal Interpretation| 1. Opportunities for increased responsibility in education. | 4. 02| Slightly to Moderately Satisfied| 2. Participation in in-service education. | 3. 98| Slightly to Moderately Satisfied| 3. Opportunities to grow professionally through formal education. | 4. 10| Slightly to Moderately Satisfied| 4.Opportunities to attend professional conferences, workshops, etc. | 3. 53| Slightly to Moderately Satisfied| 5. Opportunities provided for growth in education compared with growth in other fields. | 3. 68| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 86| Slightly to Moderately Satisfied| Table 2. 2 shows the job motivator factors of the respondents according to growth with an over-all weighted mean of 3. 86. All the factors fall under the slightly to moderately satisfied, where item number 3, opportunities to grow professionally through formal ed ucation falls on the first rank with 4. 2 mean. The item number 1, opportunities for increased responsibility in education comes second with a weighted mean of 4. 02. Participation in in-service education, which is under item number 2 is the third among the job motivator factor with a mean of 3. 98. Item number 5 or the opportunities provided for growth in education compared with growth in other fields falls fourth among the factors with a mean of 3. 68. Item number 4 or the opportunities to attend professional conferences, workshops, etc is the last among the job motivator factors with a mean of 3. 53. Table 2. 3Job Motivator Factors of the Respondents as to Recognition Recognition| Mean| Verbal Interpretation| 1. Recognition of your accomplishment by co-workers| 3. 77| Slightly to Moderately Satisfied| 2. Recognition of your accomplishment by superior| 3. 85| Slightly to Moderately Satisfied| 3. Your recognition compared to that your co-workers| 3. 65| Slightly to Moderately Satis fied| 4. The recognition you get from administration for your ideas. | 3. 57| Slightly to Moderately Satisfied| 5. Publicity given to your work and activities. | 3. 35| Not sure of opinion| Over-all Weighted Mean| 3. 4| Slightly to Moderately Satisfied| Table 2. 3 shows the job motivator factors of the respondents according to recognition with an over-all weighted mean of 3. 64. One out of five factors were given a rating of not sure of opinion. This is the item number 5, publicity given to your work and activities which had a mean of 3. 35. The remaining four items got a slightly to moderately satisfied rating. First of which is the item number 2, recognition of your accomplishments by superior with a mean of 3. 85. Second is the item number 1, recognition of your accomplishments by co-workers with a mean of 3. 7. Third is the item number 3 which is your recognition compared to that of your co-workers with a mean of 3. 65. Fourth is the item number 4, the recognition you get from a dministration for your ideas with a mean of 3. 57. Table 2. 4 Job Motivator Factors of the Respondents as to Responsibility Responsibility| Mean| Verbal Interpretation| 1. The authority you have to get the job done. | 4. 13| Slightly to Moderately Satisfied| 2. Committee responsibilities| 4. 00| Slightly to Moderately Satisfied| 3. The total amount off responsibilities you have on a job. | 4. 0| Slightly to Moderately Satisfied| 4. Your responsibilities compared with those of your co-workers. | 3. 73| Slightly to Moderately Satisfied| 5. Responsibilities outside your major areas of interest. | 3. 82| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 94| Slightly to Moderately Satisfied| Table 2. 4 illustrates the job motivator factors of the respondents according to responsibility. All the factors on this category have been rated slightly to moderately satisfied. Item number 1 or the authority you have to get the job done is on the first with a mean of 4. 3. Item number 2 and 3 follows with a mean of 4. 00, while the responsibilities outside your major areas of interest is on the third with a mean of 3. 73. item number 5 or the responsibilities outside your major areas of interest is the last among the job motivator factors as to responsibility. Table 2. 5 Job Motivator Factors of the Respondents as to Work Itself Work Itself| Mean| Verbal Interpretation| 1. Work and association with college-age students| 4. 13| Slightly to Moderately Satisfied| 2. The interesting and challenging aspects of teaching. | 4. 57| Very Satisfied| 3.The general type of work you do. | 4. 32| Very Satisfied| 4. Your level of enthusiasm about teaching. | 4. 55| Very Satisfied| 5. Your work load and work schedule. | 4. 03| Slightly to Moderately Satisfied| Over-all Weighted Mean| 4. 32| Very Satisfied| Table 2. 5 shows the job motivator factors of the respondents as to work itself wherein, the interesting and challenging aspects of teaching comes first among the said factors with a mean of 4. 57. The level of enthusiasm about teaching is second with a mean of 4. 55 followed by the general type of work you do with a mean of 4. 2. The work and association with college-age students with a mean of 4. 13 is the fourth, while your work load and work schedule is the last factor with 4. 03 mean. The first three factors had a verbal interpretation of very satisfied, while the other two factors are slightly to moderately satisfied. Table 2. 6 Job Hygiene Factors of the Respondents as to Interpersonal Relations Interpersonal Relations| Mean| Verbal Interpretation| 1. Friendliness of your co-workers| 4. 37| Very Satisfied| 2. Cooperation from faculty in your department| 4. 23| Very Satisfied| 3.Cooperation from faculty outside your department| 3. 98| Slightly to Moderately Satisfied| 4. Professional relationship on the job| 4. 32| Very Satisfied| 5. Overall institutional relations including faculty, students and staff| 4. 07| Slightly to Moderately Satisfied| Over- all Weighted Mean| 4. 19| Slightly to Moderately Satisfied| Table 2. 6 illustrates the job hygiene factors of the respondents as to interpersonal relations. The friendliness of your co-workers, professional relationship on the job and cooperation from faculty in your department had a very satisfactory verbal interpretation with a mean of 4. 7, 4. 32 and 4. 23, respectively. While the overall institutional relations including faculty, students and staff, and overall institutional relations including faculty, students and staff fall under the slightly to moderately satisfied with a mean of 4. 07 and 3. 98 respectively. Table 2. 7 Job Hygiene Factors of the Respondents as to Policy and Administration Policy and Administration| Mean| Verbal Interpretation| 1. Your involvement in making decisions| 3. 75| Slightly to Moderately Satisfied| 2. The extent to which you are informed about matters affecting you. | 3. 3| Slightly to Moderately Satisfied| 3. The procedure used to select faculty f or promotion to positions| 3. 23| Not sure of the opinion| 4. The extent to which administrative policies and procedures are made available to the faculty. | 3. 35| Not sure of the opinion| 5. The extent to which administrative policies and procedures are actually followed. | 3. 25| Not sure of the opinion| Over-all Weighted Mean| 3. 46| Slightly to Moderately Satisfied| Table 2. 7 presents the job hygiene factors of the respondents as to the policy and administration with an overall mean of 3. 6 which is interpreted as slightly to moderately satisfied. Three out of six factors had a mean that falls under the not sure of the opinion while the other three are slightly to moderately satisfied. Table 2. 8 Job Hygiene Factors of the Respondents as to Salary Salary| Mean| Verbal Interpretation| 1. The method used to determine your salary| 3. 15| Not sure of the opinion| 2. The range of salaries paid to instructors at CCM| 3. 08| Not sure of the opinion| 3. Your salary compared to that of people with similar training in other institutions. | 3. 22| Not sure of the opinion| 4.The amount of your salary. | 3. 15| Not sure of the opinion| 5. The earning potential of the faculty compared to that of the administration. | 3. 20| Not sure of the opinion| Over-all Weighted Mean| 3. 16| Not sure of the opinion| Table 2. 8 presents the job hygiene factors of the respondents as to salary with an overall mean of 3. 16 which is interpreted as not sure of the opinion. The respondents are not of their opinion when it comes to job hygiene factors as to salary. Table 2. 9 Job Hygiene Factors of the Respondents as to Supervision Supervision| Mean| Verbal Interpretation| . The level of understanding that your superiors and you have of each other. | 3. 98| Slightly to Moderately Satisfied| 2. Competence of your superior to give leadership. | 3. 98| Slightly to Moderately Satisfied| 3. The sensitivity of your superior to your needs| 3. 83| Slightly to Moderately Satisfied| 4. The willing ness of your superior to delegate authority. | 3. 95| Slightly to Moderately Satisfied| 5. The fairness of your superior. | 4. 00| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 95| Slightly to Moderately Satisfied| Table 2. presents the job hygiene factors of the respondents as to supervision with an overall mean of 3. 95 which is interpreted as slightly to moderately satisfied. All the factors that falls under this category of job hygiene had a slightly to moderately satisfied interpretation. Table 2. 10 Job Hygiene Factors of the Respondents as to Working Condition Working Condition| Mean| Verbal Interpretation| 1. Your work schedule compared to that of people with similar training in other professions. | 3. 63| Slightly to Moderately Satisfied| 2. Your office facilities. | 3. 03| Not sure of the opinion| 3.The adequacy of instructional equipments. | 2. 92| Not sure of the opinion| 4. The number of course preparations required. | 3. 57| Slightly to Moderately Satisf ied| 5. Your work schedule compared to that of your co-workers. | 3. 73| Slightly to Moderately Satisfied| Over-all Weighted Mean| 3. 38| Not sure of the opinion| Table 2. 10 presents the job hygiene factors as to working condition with an overall mean of 3. 38 which is interpreted as not sure of the opinion. The office facilities as well as the adequacy of instructional equipment fall on the lowest mean of 3. 3 and 2. 92 respectively, while the work schedule compared to that of people with similar training in other profession, the number of course preparations required and the work schedule compared to that of your co-workers got a slightly to moderately satisfied interpretation. Table 2. 11 The Level of Job Satisfaction of the Respondents in terms of Job Motivator Factors JOB MOTIVATOR FACTOR| MEAN| VERBAL INTERPRETATION| RANK| Achievement| 4. 14| Slightly to Moderately Satisfied| 2| Growth| 3. 86| Slightly to Moderately Satisfied| 4| Recognition| 3. 4| Slightly to Moderately Sati sfied| 5| Responsibility| 3. 94| Slightly to Moderately Satisfied| 3| Work Itself| 4. 32| Very Satisfied| 1| Over-all Weighted Mean| 3. 98| Slightly to Moderately Satisfied| | Table 2. 11 shows the level of job satisfaction of the respondents in terms of job motivator factors. The overall mean is 3. 98 which is interpreted as slightly to moderately satisfied. Among the factors, only the work itself got a very satisfied interpretation with a mean of 4. 32. The remaining factors got a slightly to moderately satisfied interpretation. Table 2. 12The Level of Job Satisfaction of the Respondents in terms of Job Hygiene Factors JOB HYGIENE FACTOR| MEAN| VERBAL INTERPRETATION| RANK| Interpersonal Relations| 4. 19| Slightly to Moderately Satisfied| 1| Policy| 3. 46| Slightly to Moderately Satisfied| 3| Salary| 3. 16| Not sure of the opinion| 5| Supervision| 3. 95| Slightly to Moderately Satisfied| 2| Working Conditions| 3. 38| Not sure of the opinion| 4| Over-all Weighted Mean| 3. 63| Slight ly to Moderately Satisfied| | Table 2. 12 represents the level of job satisfaction of the respondents in terms of job hygiene factors with an overall mean of 3. 3. salary got the lowest mean of 3. 16 which is interpreted as not sure of the opinion. Aside from salary, the working condition, being second to the lowest got a mean of 3. 38 which fall under the interpretation of not sure of the opinion. The other remaining factors got a mean interpretation of slightly to moderately satisfied . 3. What is the job performance rating of the UDM teaching personnel? Table 3. 1 The Job Performance of the UDM teaching Personnel FACULTY| MEAN| INTERPRETATION| Full Time| 4. 46| Very Satisfactory| Part Time| 4. 51| Very Satisfactory| Overall – Mean| 4. 481| Very Satisfactory|Table 3. 1 presents the job performance of the fulltime and part time UDM teaching personnel with an overall mean of 4. 481 which is interpreted as very satisfactory. The job performance rating was taken from the Perfor mance Evaluation Rating given by the Dean and Students. Both the full-time and the part-time got the rating of very satisfactory. 4. Is there a significant relationship between UDM teaching personnel demographic profile and overall job performance? Table 4. 1 Significant Relationship of the Profile of the Respondents and their Job Performance Profile| x2 (p – value)| Significant Level ( 0. 5)| Decision| Age of the Respondents| 0. 488| Insignificant| Accept Ho| Gender| 0. 382| Insignificant| Accept Ho| Marital Status| 0. 393| Insignificant| Accept Ho| Status of Employment| 0. 343| Insignificant| Accept Ho| Length of Service at UDM| 0. 213| Insignificant| Accept Ho| Table 4. 1 presents the hypothesis test on the relationships of the profile of the respondents and their job performance. As to the profile, the table reveals the chi-square value for the age of the respondents as 0. 488 which is insignificant at 0. 05 level of probability, thus the null hypothesis is accepted.There is no significant relationship between age of the respondents and the performance of the respondents. As to gender, the p-value is 0. 382 which is insignificant, thus the null hypothesis is accepted. This means that in terms of Gender, there is no significant relationship between the gender and the job performance of the respondents. Marital status, as revealed by the table, is not significantly related to the job performance of the respondents which has a p-value of 0. 393. The status of employment is not significantly related to the job performance of the respondents as shown in the above table, the p value of 0. 43 is insignificant at 0. 05 level. Lastly, as to the length of service at UDM, the computed p-value of 0. 213 is insignificant at 0. 05 level of significance, thus the null hypothesis is accepted. There is no significant relationship between the length of service and job performance of the teaching personnel of Universidad De Manila. 5. Is there a significant Relationsh ip between UDM teaching personnel’s motivating and hygiene factors as to job performance? Table 5. 1 Significant Relationship of the Motivating Factors of the Respondents and their Job Performance JOB MOTIVATOR FACTORS| x2 (p – value)| Significant Level (0. 5)| Decision| achievement| 0. 75| Insignificant| Accept Ho| Growth| 0. 72| Insignificant| Accept Ho| Recognition| 0. 54| Insignificant| Accept Ho| Responsibility| 0. 11| Insignificant| Accept Ho| Work Itself| 0. 48| Insignificant| Accept Ho| Table 5. 1 shows the significant relationship between UDM teaching personnel’s motivating factors and their job performance. Using ? = 0. 05 as the level of significance criterion, the results are statistically insignificant because the p-value of the tests such as 0. 75(achievement), 0. 72(growth), 0. 54(recognition), 0. 11(responsibility), 0. 48(work itself) is greater than 0. 05.In other words, we can accept the null hypothesis. It can be gleaned that the job motivator factors such as achievement, growth, recognition, responsibility, and work itself has no significant relationship to the job performance of the UDM teaching personnel. Table 5. 2 Significant Relationship of the Hygiene Factors of the Respondents and their Job Performance JOB HYGIENE FACTORS| x2| Significant Level (0. 05)| Decision| | (p – value)| | | Interpersonal Relations| 0. 837| Insignificant| Accept Ho| policy| 0. 996| Insignificant| Accept Ho| Salary| 0. 046| Significant | Reject Ho| Supervision| 0. 395| Insignificant| Accept Ho|Working Conditions| 0. 884| Insignificant| Accept Ho| Using ? = 0. 05 as the level of significance criterion, table 5. 2 revealed that the p value of 0. 837(Interpersonal Relations), 0. 996(policy), 0. 395(Supervision) and 0. 884(Working Conditions) are statistically insignificant since the values are greater than 0. 05, thus the null hypothesis is accepted while 0. 046(salary) is statistically significant since it is less than 0. 05. The above table revealed that factors such as interpersonal relations, policy, supervision and working conditions are not significantly related to the job performance of the respondents.On the other hand, only the factor salary has a significant relationship with the job performance of the UDM teaching personnel. 6. Is there a significant difference between UDM teaching personnel’s motivating and hygiene factors and job performance? Table 6. 1 Differences in the Motivating Factors and Job Performance of the Respondents Job Motivator Factors| Sources of Variation| Sum of Squares| df| Mean Square| F| p – value| Decision| Achievement| Between Groups| 9. 453| 38| 0. 25| 0. 80| 0. 73| Accept Ho| | Within Groups| 6. 555| 21| 0. 31| | | | | Total| 16. 007| 59|   | | | |Growth| Between Groups| 20. 479| 38| 0. 54| 0. 70| 0. 83| Accept Ho| | Within Groups| 16. 120| 21| 0. 77| | | | | Total| 36. 599| 59|   | | | | Recognition| Between Groups| 27. 934| 38| 0. 74| 0. 83| 0. 70| Accept H o| | Within Groups| 18. 665| 21| 0. 89| | | | | Total| 46. 599| 59|   | | | | Responsibility| Between Groups| 15. 621| 38| 0. 41| 0. 85| 0. 68| Accept Ho| | Within Groups| 10. 179| 21| 0. 48| | | | | Total| 25. 799| 59|   | | | | Work Itself| Between Groups| 9. 017| 38| 0. 24| 0. 83| 0. 70| Accept Ho| | Within Groups| 6. 039| 21| 0. 29| | | | | Total| 15. 056| 59|   | | | |Using the level of significance criterion at 0. 05, the results of the above table are statistically insignificant because the p-value, using the ANOVA, are greater than 0. 05. In other words, the null hypothesis is accepted. This means that achievement, growth, recognition, responsibility, and work itself has no significant difference in the job performance of the UDM personnel. Table 6. 2 Differences in the Hygiene Factors and Job Performance of the Respondents Hygiene Motivator Factors| Sources of Variation| Sum of Squares| df| Mean Square| F| P -value| Decision| Interpersonal Relations| Between Groups| 1 0. 83| 38| 0. 28| 0. 71| 0. 83| Accept Ho| | Within Groups| 8. 415| 21| 0. 40| | | | | Total| 19. 197| 59|   | | | | Policy and Administration| Between Groups| 22. 938| 38| 0. 60| 0. 81| 0. 72| Accept Ho| | Within Groups| 15. 581| 21| 0. 74| | | | | Total| 38. 519| 59|   | | | | Salary| Between Groups| 42. 203| 38| 1. 11| 0. 98| 0. 54| Accept Ho| | Within Groups| 23. 861| 21| 1. 14| | | | | Total| 66. 064| 59|   | | | | Supervision| Between Groups| 29. 698| 38| 0. 78| 1. 57| 0. 14| Accept Ho| | Within Groups| 10. 432| 21| 0. 50| | | | | Total| 40. 130| 59|   | | | |Working Conditions| Between Groups| 27. 549| 38| 0. 72| 0. 84| 0. 68| Accept Ho| | Within Groups| 18. 059| 21| 0. 86| | | | | Total| 45. 607| 59|   | | | | Using ? = 0. 05 as the level of significance criterion

Google’s Country Experience Case Study Essay

The well-known online search engine Google still being used in mainland of China, even they shut down the â€Å"Google China† service. Chinese sometime prefer to use â€Å"Google Hong Kong† instead. The reason of that is Google provides results of search more reliable and efficiency. However, Google still quitted the market of China. The work progress of search engine is more complicate than just search the key-words. The key-words could be link to every websites that used the word, sometime it just have nothing to do with the main point. According to Curt Franklin, the search engine’s works basically performs three tasks: (http://computer.howstuffworks.com/internet/basics/search-engine.htm) ï‚ §Search the Internet, or select pieces of the internet based on important words. ï‚ §Keep an index of the words they found, and where they found them. ï‚ §Allow user to look for words or combinations of words found in that index. In that index, they don’t only sort the websites by key words, but also by contents. So each time we search something by words, in order to get what exactly we need, the system would find out more results that link to these words in the index. That’s how that’s how sometime we got results helpful but have no same key words with what we typed in. Search engines always provide free search experience for users; they make money from other websites. For websites, of no one check on at all, that won’t be necessary to exist. Search engines are just a good way to bring those websites in front of people’s eyes. According to Grant Crowell, there are a lot ways to make money for a search engine website. They can all sort into 3 aspects: (http://searchenginewatch.com/article/2066421/How-Search-Engines-Make-Money) ï‚ §Provide unique search technologies, a search engine has to consider what differentiates its search product from others. And they can sell the technologies to others. ï‚ §Commercial search results, which means those websites they can pay to the search engine for raise their websites’ shown on the result list. ï‚ §Advertising, provide advertise link which about what users search out of the search results. One step further, search engines could build some partnerships with a diversity of vendors, partners,products, and sales channels. However, as the internet getting bigger, Google grew bigger. Today’s Google is not just a search engines. We could find news, music, movies channels on it. Google system on cellphone is still in competition with Apple’s IOS IPhone system. Lately, with internet going everywhere in our life, Google’s own laptop system has become more popular. Which has no hard drive, everything saves on Google cloud. Obviously, the ways Google make money are more than we can imagine. The search engines have high exportability in every country as long as they use internet there. It like a transportation industry, no matter what people do, they need transportation to move their goods. Search engines are just â€Å"transportations† which bring the websites with information that user need to them. It’s good to bring the technology into a new area; it may improve internet users’ experience. The business model for Google or others search engines basically is selling advertises on search results. But these advertises are going to be useful based on what users searched. There are users looking for information, and also organizations which trying to giving information. The search engines give user search result and there advertisings about what they need to them, and get paid from these organization who post those advertising.