Neolithic Vs Paleolithic

Life changed dramatically between the Paleolithic and Neolithic times. Paleolithic is the early phase of the Stone Age, lasting about 2. 5 million years, when primitive stone implements were used. The Paleolithic Period was also called the Old Stone Age. Neolithic is the later part of the Stone Age, when ground or polished stone weapons and implements prevailed. The Neolithic Period was also called the New Stone Age. The Neolithic Revolution was the world's first traditionally, provable revolution in agriculture.It involved the wide-scale change of many human cultures from a lifestyle of hunting and gathering to agriculture as well as settlement, which supported larger population. Important events significantly changed the way of life between Paleolithic and Neolithic times. Although life changed dramatically between these two times there are still some similarities and differences amongst them. Paleolithic and Neolithic times have a lot of things in common. Both of these times were dependent on natural resources. In Paleolithic times they moved with food supply.In Neolithic times they used need water and good soil for crops. Paleolithic and Neolithic both had a government. In Paleolithic times the males ruled the families. In Neolithic times there was a Chief with council. Both of Paleolithic and Neolithic times had a religion. They had religions, which meant they believe in life after death. Socially in both time period’s men hunted and farmed and women gathered. Neolithic and Paleolithic periods had technology. For Paleolithic they used stone tools, and in Neolithic they had farming, baking and firing pottery, specialized tools, and bronze tools and weapons.Both Paleolithic and Neolithic evolved. As found in Document 2 during Paleolithic times the Ice Age forced man to move and change. Mankind was forced to depend less on plants and animals. In Neolithic they farmed allowing them to settle in one place, which gave them time to develop settlements and new trades. Also both of these periods had accomplishments. In the Paleolithic Age they developed language, controlled fire and made and used tools. In the Neolithic Age they accomplished making the wheel, and farming.Although there are many similarities between Paleolithic and Neolithic times there are still several difference between them as well. One difference is that Paleolithic is the Old Stone Age and Neolithic the new Stone Age. Another difference that is found in Document 1, was that Paleolithic tools were used for hunting; they were heavy and basic whereas, Neolithic tools were used for clearing land and farming; they where sharper, lighter, more variety, and polished. The main difference between these â€Å"tool kits† is the purpose they were used for.Paleolithic man was a nomad, food gatherer, and a hunter. Neolithic men settled as found in Document 3. The people were agriculturist, who domesticate animals, and grew a variety of crops. The houses of Paleolithic ma n were skin tents or caves. The houses of Neolithic man were made of mud, wood and thatch. The Paleolithic and Neolithic Ages also have differences in the form of artwork. As found in the Document 4 the Paleolithic Age they had cave paintings showing the hunting of a larger animal and the danger of hunting. As found in Document 5 the Neolithic Age they domesticated plants and animals.In the Paleolithic Era, plants were used for medicines and food. Animals were used for hunting. However, in the Neolithic Era, plants were used for food in the New Stone Age, however, the difference was that plants were grown on farms. Animals were used for domestication as well as other purposes. Document 5 also displays another difference between the Paleolithic Era and Neolithic Era. Their artworks are very different from one another. In the Paleolithic Era they had paintings of cows, and they had small portable art. Their art is also represented by cave wall drawings.In the Neolithic Era they had me galiths and 3-D art. They were represented by structures and sculptures. These different artworks show change between Paleolithic and Neolithic times. The Neolithic Era was more advanced because based on their artwork it seemed they were harder to build, more complex and took more time. The diets of these two periods were also different. The Paleolithic man consisted of meat, fruits, berries and wild grain. Neolithic man had dairy products like milk, cheese, meat and grains like wheat, barley and rice.The clothing for Paleolithic man was made of animal skins and leaves, while Neolithic man made clothes of cotton wool. In the Paleolithic age there was no specialized occupation. As found in Document 3, in Neolithic age there was division of labor, and some specialization occupations so that that there was more variation of crafts like carpentry, weaving and pottery. In Document 6 it shows that the Neolithic architecture was different then Paleolithic architecture because the Neolithic architecture had settlements and villages while the Paleolithic architecture did not.Finally due to the invention of agriculture, farming and the wheel in the New Stone Age there where many revolutionary changes and progress that came upon man’s life, which was nonexistent in the Old Stone Age. In both Paleolithic and Neolithic times there were many events that helped change their way of life. If it weren’t for those events, today would not have been the same. For example the Paleolithic people invented fire. The fire helped the Paleolithic people move into colder regions, protected them animals, and helped them with their cook their food.The Neolithic people invented weaving, pottery, metalworking, and the wheel. They also discovered agriculture. Because of agriculture people can now farm instead of hunting and gathering. This permitted and allowed people to settle down and live in one place, which led to settlements. Because people settled they now lived closer to o ther, this allowed them to start using communication. This later developed into language. Also past experiences have led up to the structure of the Neolithic house. For example in Document 6, it says how discarded items, such as bits of pottery, were pilled around each house.This was to keep harsh North Sea winds from blowing through the stonewall through small gaps. This is an example of experience. Document 2 shows how the Ice Age changed the way of living, especially hunting. Because of the Ice Age it forced man to depend less on plants and more on animals. This event caused man to make adaptations to survive. All in all important events significantly changed the way of life between Paleolithic and Neolithic times. Even though these two time periods were very far apart and had a dramatic change in life these two times still have similarities and differences amongst them.There were similarities in government, religion, social, technology, and evolution. There were differences in a rchitecture, diets, artwork, tools, dwellings, clothes and lifestyle. The events in the Paleolithic Era led up to the Neolithic Revolution. The Neolithic Revolution was the transformation that reformed people from being hunter gathers into being farmers. Because of the Neolithic Revolution, our world is the way it is. Both Eras had different drives and commitments to strive, but at the end of the day they’re foremost objective and aim was to survive. Neolithic Vs Paleolithic Life changed dramatically between the Paleolithic and Neolithic times. Paleolithic is the early phase of the Stone Age, lasting about 2. 5 million years, when primitive stone implements were used. The Paleolithic Period was also called the Old Stone Age. Neolithic is the later part of the Stone Age, when ground or polished stone weapons and implements prevailed. The Neolithic Period was also called the New Stone Age. The Neolithic Revolution was the world's first traditionally, provable revolution in agriculture.It involved the wide-scale change of many human cultures from a lifestyle of hunting and gathering to agriculture as well as settlement, which supported larger population. Important events significantly changed the way of life between Paleolithic and Neolithic times. Although life changed dramatically between these two times there are still some similarities and differences amongst them. Paleolithic and Neolithic times have a lot of things in common. Both of these times were dependent on natural resources. In Paleolithic times they moved with food supply.In Neolithic times they used need water and good soil for crops. Paleolithic and Neolithic both had a government. In Paleolithic times the males ruled the families. In Neolithic times there was a Chief with council. Both of Paleolithic and Neolithic times had a religion. They had religions, which meant they believe in life after death. Socially in both time period’s men hunted and farmed and women gathered. Neolithic and Paleolithic periods had technology. For Paleolithic they used stone tools, and in Neolithic they had farming, baking and firing pottery, specialized tools, and bronze tools and weapons.Both Paleolithic and Neolithic evolved. As found in Document 2 during Paleolithic times the Ice Age forced man to move and change. Mankind was forced to depend less on plants and animals. In Neolithic they farmed allowing them to settle in one place, which gave them time to develop settlements and new trades. Also both of these periods had accomplishments. In the Paleolithic Age they developed language, controlled fire and made and used tools. In the Neolithic Age they accomplished making the wheel, and farming.Although there are many similarities between Paleolithic and Neolithic times there are still several difference between them as well. One difference is that Paleolithic is the Old Stone Age and Neolithic the new Stone Age. Another difference that is found in Document 1, was that Paleolithic tools were used for hunting; they were heavy and basic whereas, Neolithic tools were used for clearing land and farming; they where sharper, lighter, more variety, and polished. The main difference between these â€Å"tool kits† is the purpose they were used for.Paleolithic man was a nomad, food gatherer, and a hunter. Neolithic men settled as found in Document 3. The people were agriculturist, who domesticate animals, and grew a variety of crops. The houses of Paleolithic ma n were skin tents or caves. The houses of Neolithic man were made of mud, wood and thatch. The Paleolithic and Neolithic Ages also have differences in the form of artwork. As found in the Document 4 the Paleolithic Age they had cave paintings showing the hunting of a larger animal and the danger of hunting. As found in Document 5 the Neolithic Age they domesticated plants and animals.In the Paleolithic Era, plants were used for medicines and food. Animals were used for hunting. However, in the Neolithic Era, plants were used for food in the New Stone Age, however, the difference was that plants were grown on farms. Animals were used for domestication as well as other purposes. Document 5 also displays another difference between the Paleolithic Era and Neolithic Era. Their artworks are very different from one another. In the Paleolithic Era they had paintings of cows, and they had small portable art. Their art is also represented by cave wall drawings.In the Neolithic Era they had me galiths and 3-D art. They were represented by structures and sculptures. These different artworks show change between Paleolithic and Neolithic times. The Neolithic Era was more advanced because based on their artwork it seemed they were harder to build, more complex and took more time. The diets of these two periods were also different. The Paleolithic man consisted of meat, fruits, berries and wild grain. Neolithic man had dairy products like milk, cheese, meat and grains like wheat, barley and rice.The clothing for Paleolithic man was made of animal skins and leaves, while Neolithic man made clothes of cotton wool. In the Paleolithic age there was no specialized occupation. As found in Document 3, in Neolithic age there was division of labor, and some specialization occupations so that that there was more variation of crafts like carpentry, weaving and pottery. In Document 6 it shows that the Neolithic architecture was different then Paleolithic architecture because the Neolithic architecture had settlements and villages while the Paleolithic architecture did not.Finally due to the invention of agriculture, farming and the wheel in the New Stone Age there where many revolutionary changes and progress that came upon man’s life, which was nonexistent in the Old Stone Age. In both Paleolithic and Neolithic times there were many events that helped change their way of life. If it weren’t for those events, today would not have been the same. For example the Paleolithic people invented fire. The fire helped the Paleolithic people move into colder regions, protected them animals, and helped them with their cook their food.The Neolithic people invented weaving, pottery, metalworking, and the wheel. They also discovered agriculture. Because of agriculture people can now farm instead of hunting and gathering. This permitted and allowed people to settle down and live in one place, which led to settlements. Because people settled they now lived closer to o ther, this allowed them to start using communication. This later developed into language. Also past experiences have led up to the structure of the Neolithic house. For example in Document 6, it says how discarded items, such as bits of pottery, were pilled around each house.This was to keep harsh North Sea winds from blowing through the stonewall through small gaps. This is an example of experience. Document 2 shows how the Ice Age changed the way of living, especially hunting. Because of the Ice Age it forced man to depend less on plants and more on animals. This event caused man to make adaptations to survive. All in all important events significantly changed the way of life between Paleolithic and Neolithic times. Even though these two time periods were very far apart and had a dramatic change in life these two times still have similarities and differences amongst them.There were similarities in government, religion, social, technology, and evolution. There were differences in a rchitecture, diets, artwork, tools, dwellings, clothes and lifestyle. The events in the Paleolithic Era led up to the Neolithic Revolution. The Neolithic Revolution was the transformation that reformed people from being hunter gathers into being farmers. Because of the Neolithic Revolution, our world is the way it is. Both Eras had different drives and commitments to strive, but at the end of the day they’re foremost objective and aim was to survive.

Most Memorable Event

Tyler Graves Most Memorable Event My most memorable event took place on October 6, 2012 in a packed and rowdy Williams-Brice Stadium. It is a memory that I will hold onto for the rest of my life and one that I will be sure to tell people about for the rest of my life. It was a great evening to be a Gamecock fan from the start of the game. We jumped out front from the first possession and it was complete domination for the entire game.The game started out with two passing touchdowns from Connor Shaw that really got the fans going. Everyone in the stadium was in such a good mood and you could feel the vibe in the air. The best part of the game for me was what came after those two touchdown passes. Georgia made the mistake of punting to Ace Sanders who was able to return the punt for a 70 yard touchdown. The stadium erupted. It was the loudest I have ever heard the fans at Williams-Brice get and it was amazing.This game was great to see, feel, and hear. The event was very memorable beca use South Carolina finally broke through and put themselves on the map. We have always struggled on the big stage but it finally was our turn to crush a legitimate top team. The other key factor to why this game was so memorable was that I was able to enjoy the victory with both my friends and my little brother. I will never forget the night of October 6, 2012 for as long as I live.

Basic accounting principles

Basic accounting principles The set of rules that governs the field of accounting are known as accounting principles. Accounting principles are conventions that provide a framework for accounting, book keeping, and financial reporting. These principles are essential for businesses preparing their financial statements. For reporting purposes, both internal and external, accounting principles ensure that the financial information should not be misleading for its users. During the Great Depression of 1929, US Government passed a law for the creation of convention, principles, and standards for accounting practices. These principles are known as Generally Accepted Accounting Principles or GAAP. GAAP helped in standardizing the practices used in the accounting industry for preparing financial statements. With the help of GAAP debtors, creditors and investors can analyze the financial health of the company and also compare its performance with other companies. All the companies are expected to follow these generally accepted accounting principles when they are preparing their financial statements. The topics that GAAP covers are assets, liabilities, revenue, expenses, equity, preparation of financial statements, and all the other industry-specific accounting practices pertaining to aviation, banking, etc. There are three principles of accounting. These are: The Business Entity Concept – In accountancy, a clear distinction has been made between the business and its proprietor. Business Entity Concept means that the business should be treated as a separate entity from its owner. A business is a separate entity in the eyes of laws. In legal terms, it can be said that a business can exist even after the existence of its proprietors. Even in the books of accounts of business entity, each transaction is recorded from the perspective of the business and not from point of view of the proprietor. Going Concern Concept – Going concern concept explains that the business until and unless entered into liquidation, is to be considered having a perpetual or an indefinite life. American Institute of Certified Public Accountants defines it as â€Å"going concern concept assumes that the business will remain in existence long enough for all the assets of the business to be fully utilized. Utilized assets mean obtaining the complete benefit from their earning potential†. Any business is said to going concern when there is neither an intention nor the necessity to wind up its operations in foreseeable future. Full Disclosure Concept – Full disclosure concept requires that companies should reveal every aspect of its accounting in their financial statements. According to this concept financial statements should provide fair and full information about they purport to represent. To meet the requirement of Full Disclosure concept, financial statements are supported by the footnotes. For example, market value of investments, methods used for valuation of investments, inventories and methods used for charging depreciation on fixed assets, etc. are shown in the Balance Sheet as footnotes. The purpose of full disclosure concept is to provide all material and relevant facts pertaining to the financial health and results to its users.

Oceans And Climate Change Essay Example | Topics and Well Written Essays - 1250 words

Oceans And Climate Change - Essay Example The paper clearly shows that Ocean Current is a constant movement of ocean water, towards a particular direction, and is generated by forces such as the wind, salinity, temperature etc. The Gulf Stream is a strong, narrow, warm, fast-moving and swift ocean current that originates in the Gulf of Mexico or North of Grand Bahamas Island, where the Florida Current and the Antilles Current meet and flows into the Atlantic Ocean. Equatorial Current is the ocean current which is controlled by the winds and flows towards the West near the equator. The Labrador Current can be described as a cold current, flowing south from the Arctic Oceans along the coast of Labrador passing from Newfoundland. It continues flowing south and along the eastern coast of Nova Scotia. The warm water of the tropic region is carried into the colder regions through the Ocean Currents. During this traveling, their heat is escaped into the atmosphere. One such example could be the coast of California. The flow along the coast of California helps the cold water to rise from the bottom of the ocean. This is the reason why the beaches along this coast do not have warm water even in the summers. The wind then takes this cool temperature towards the land and as a result, the coast of California has a temperature range of about 50-75 degree Fahrenheit throughout the year. The understanding of these oceans currents and their effects help in determining the possible changes to the global climate and their possible impact on the people.

Waste Management Reseach Paper Research Example | Topics and Well Written Essays - 750 words - 1

Waste Management Reseach - Research Paper Example Sampling is concerned with selecting a section of the population (sample) to carry out research, in order to find out certain characteristic of a population. The objective of carrying out the sampling exercise will be to determine if there is any connection between operating street sweepers and contraction of chronic diseases. Random sampling method will be used. The sample population will consist of one hundred street sweeper operators and the same number of city staff who work in the office. Confidentiality of the informants will be paramount and no one will be required to give their names or any other personal information. They will have to give their consent before the experiment begins. The questionnaires will be administered to the two groups separately, together with focus group discussions. This method will be used because it is cheap and not time consuming. A set of questions will be administered to the target audience. The type of questions will include the number of years that they have been doing the street sweeper operator job, their medical history and other socio-demographic factors. The two groups of respondents will be required to fill in the questionnaires. The medical history will look at respiratory diseases such as bronchitis and asthma. End results will be presented in the form of graphs for analysis. If from the medical history, the street operators are proved to have acquired new infections, then, more studies will need to be conducted into the issue. The work environment of the street sweepers will therefore, be a hazard, requiring to be controlled or eliminated (Ericson, 2005). 2) What is the pel of the substances that you might detect? Permissible exposure limits are enforced to protect workers from the negative effects of being exposed to substances that are a hazard to their health. They are divided into two according to the United States Environmental Protection Agency; PM 10, basically are particulates with a diameter of less than ten microns in diameter. The other is PM 2.5, which are particulates with a diameter of less than 2.5 microns. Particulates with a diameter of less diameter are inhaled and easily absorbed into the cells of the body and consequently to the bloodstream. Consistent exposure to the particles will lead to contraction of respiratory diseases. The waste removed by the street sweeps is mainly composed of sulphates and nitrates from wearing out of roads and rubber form vehicle tires and gasoline combustion. Dust is also a crucial component, composed mainly of silica and metal. The following permissible exposure limits are established by the Occupational Safety and Health Administration (OSHA). Sand has a permissible exposure limit of is 0.1mg/m3 , whose overexposure can lead to pulmonary diseases such as silicosis. The pel of dust, on the other hand is 15mg/m3 ,can also damage the respiratory system. 3) What are your recommendations? Occupational health and safety should be available to th e operators, which should among others include regular medical examination. Through these processes, infections will be able to be detected earlier on and treated. Other occupational health steps to reduce infections in the work place will include provision of protective gears such as masks (Sullivan, 2010); through such a process, infections will

Symbolize and meaning of Play Essay Example | Topics and Well Written Essays - 500 words

Symbolize and meaning of Play - Essay Example The Christmas tree, Nora’s fancy dress costume and the Tarantella dance are powerful symbols which enhance the meaning of the play. The Christmas tree is a symbol of Nora herself. Nora presents a faà §ade to the world just like the tree is covered with glittering ornaments. She presents herself as a frivolous, carefree woman, whose husband calls his â€Å"little skylark,† â€Å"little squirrel† and â€Å"little song-bird† (Ibsen, I). She sparkles like the tree. However, the ‘unornamented’ Nora is a woman of great strength of character, who controls her husband, struggles with debt and is willing to sacrifice herself for her family. She is like the Christmas tree which she wants hidden and seen only â€Å"when it is dressed† (Ibsen, I). As the tree appears denuded of ornaments at the start of Act II, it represents the Nora who is stripping away the outer decorations of her own personality to assert her true identity. Nora’s fancy dress costume is another graphic symbol in the drama. She puts on the costume of a Neapolitan fisher-girl, made for her by Helmer. Again, the dress demonstrates Nora’s superficial assumption of the role prescribed for her by her husband and society. Nora is the â€Å"doll-wife† (Ibsen, III) who Helmer dresses. She submissively tells him, â€Å"Torvald, couldnt you take me in hand and decide what I shall go as, and what sort of a dress I shall wear?† (Ibsen, I). As Nora sheds her assumed identity and prepares to reveal her true personality, she tells her husband that she is â€Å"Taking off my fancy dress† (Ibsen, III). The torn dress also signifies the breaking-down of their marriage. The Tarantella dance is a very powerful symbol of Nora’s state of mind. Nora is deeply affected by Helmer’s condemnation of all deception as he says, â€Å"such an atmosphere of lies infects and poisons the whole life of a home. Each breath the children take in such a house is full of the germs of evil†

Evaluation of the patnership council in nottingham Essay

Evaluation of the patnership council in nottingham - Essay Example The energy squad is on the progress of the Eco house that has been built with expensive technology funded by "partnership council" is demonstrating and teaching cost-effective, environmental DIY (do-it-yourself) (Joaana, 2014; pg. 23). The council offers training on how to save on water metered bills and energy with the aim of reducing household costs and fuel bills in a collective environmental change towards the British Government’s plan of reducing fuel misuse and carbon emission by 80% by 2050. Additionally, using permaculture techniques, the council has enabled people to grow food in small-recycled containers. The use of the containers help in averting environmental degradation, and the food has significantly improved food security in the GN 7 area. Green grants offered by volunteers have ominously assisted inhabitants of GN 7 to increase their food productivity while contributing to the greater objective of conserving the environment especially the depleted neighborhoods. The council also exists to identify and recognize exclusive programs of brilliance and inspire the replication of model programs that help in fuel saving and/or increase in food production throughout the NG 7 region (Joaana, 2014; pg. 34). It has magnificently used its meager funds, mostly from donations, to support such programs and ensure that the society outstandingly reap from the healthy projects. It has fostered creativity in services that support a ‘livable community.’ Moreover, the council has also participated actively in identifying the shifting needs and preferences of the population. It maintains a good relationship with the residents to identify their worries and hopes and turn the hopes and/or anticipations into veracities. Through initiation of several programs that increase food productivity, the council has made significant changes

Frederick douglass Essay Example | Topics and Well Written Essays - 1250 words

Frederick douglass - Essay Example Though he lived to see the official end of slavery, the struggle for equality continued and still does to this day inspired by his and many others bravery and sacrifice. The illegitimate son of a white plantation owner father and slave mother, the early years of Frederick Douglass, originally Frederick Augustus Washington Bailey, life was unstable. He was given to his grandmother to raise at the age of 10 following his mothers untimely death in about 1828. Soon after, Douglass was afforded the opportunity to live in the masters home, presumably because the owner acknowledged that he was his biological son. When his plantation owner, Captain Anthony, died Douglass could no longer live in a white mans house so he was sent to live with Anthonys sister Lucretia Auld who then gave him to her Baltimore brother-in-law Hugh Auld. Barely a teenager, Douglass found himself in another new setting but this time surrounded by nothing but strangers. He turned this uneasy situation into a positive outcome by learning how to read and write from area children of white families though he had to keep it a secret from his Master Auld who forbade him from receiving an e ducation. Auld knew that if slaves learned to read they would become inspired by anti-slave literature which was the case for Douglass who attributed the Columbian Orator for inspiring his views on human rights. (Lewis, 2014). During his teen years Douglass was sold, transferred or hired-out to several other slave owners. While working for William Freedland, Douglass secretly taught class on the plantation which was faithfully attended by as many as 40 other slaves, a practice tolerated by Freedland but not by locals who, armed with various weapons, violently raided the make-shift classroom and ensured the clandestine practice ended. While working for Edward Covey, a slave owner with a brutal reputation, the young

E-learning as a Tool for Human Resource Management Essay

E-learning as a Tool for Human Resource Management - Essay Example But it really is the HR manager himself, who needs all these knowledge vis--vis his role of retaining all these bright employees and stemming the tide of employee dissatisfaction in the sphere of compensation, job motivation and morale. He must be constantly updated with all the latest techniques. He needs retraining himself in interpersonal and leadership skills and must bone up on actual case studies in order to learn from the failings or success of others and must improve his communication skills and find the possible causes for high turnover rates, if such is presently bedeviling the corporation itself. The heaviest load thrown in his shoulders, however, is the maximisation of employee performance. And this can be done by a sound and efficient organisation that keeps "all programs and initiatives aligned to a framework of increased performance" (Stockley 2005, p.1). Literature Review Many authors of HRM literature point out to e-learning as the panacea to all the above problems . Human resource management, itself is defined as "a set of interdependent personnel policies to maximise 4 objectives: organisational integration, employee commitment, flexibility and quality" (Clark 1993, p.3). E-learning, meanwhile, is defined as "learning facilitated and supported through the use of information and communications technology" (Lingham 2008, p.1). It is also "the "use of the internet or an organizational intranet to conduct training on-line". By intranet, he is referring to a... This essay stresses that HRM must deal with this aspect in conjunction with its traditional roles of recruitment, training, performance appraisal and salary administration. This paper declares that e-learning, meanwhile, is defined as â€Å"learning facilitated and supported through the use of information and communications technology†. It is also â€Å"the â€Å"use of the internet or an organizational intranet to conduct training on-line†. By intranet, he is referring to a â€Å"private organizational network behind firewall software that restricts access to authorised users, including employees participating in learning†. This is more germane to my proposal of the setting up of e-learning in banks and making it an effective tool for HRM. Today’s literature is replete with enthusiasm about this modern literacy that is permeating practically all facets of society. It is called a â€Å"technological revolution that is bringing democratic changes to our society† and describes how the US Education Department and independent research institutes and universities consider the urgency of the implementation to maximise the u se of e-learning in their organisations. E-learning since the last decades has already gained foothold in homes and thus virtually everybody is acquainted with it as people communicate with friends or loved ones through the internet or by e-mail. So it is not beyond comprehension that this could have myriads of uses and could be useful as tool for human resource management, specifically in banks.

Managerial Finance Essay Example | Topics and Well Written Essays - 1500 words

Managerial Finance - Essay Example Managerial accounting is in general used by the management team of the company for translating the trends and signals available from the financial information. Different levels of managers often use this information in a somewhat different manner in their own wisdom. The information is often used for Break even analysis, Measuring and evaluating the monthly, quarterly or annual performances or Preparing the targets for production and services.Managerial accounting is in general used by the management team for translating the trends and signals available from the financial information. Different levels of managers often use this information in a somewhat different manner in their own wisdom. The information is often used for Break even analysis, Measuring and evaluating the monthly, quarterly or annual performances or Preparing the targets for production and services.Financial This type of accounting gives an idea to people from outside the company as well as stakeholders from within the company to arrive at a decision regarding their decision to continue with the company or look for a better opportunity. Financial accounting provides information like;ï‚ § Profit and loss figures for the company over a financial year or select period of timeï‚ § Reserves and surpluses being maintained by the companyï‚ § Dividend payouts by the company in the recent pastï‚ § Nature of funding for the company e.g. debt or equityï‚ § Proportion of dependence on finances from outside the company’s own reservesï‚ § Number of stakeholders in the business.... Financial Accounting: This type of accounting gives an idea to people from outside the company as well as stakeholders from within the company to arrive at a decision regarding their decision to continue with the company or look for a better opportunity. Financial accounting provides information like; Profit and loss figures for the company over a financial year or select period of time Reserves and surpluses being maintained by the company Dividend payouts by the company in the recent past Nature of funding for the company e.g. debt or equity Proportion of dependence on finances from outside the company's own reserves Number of stakeholders in the business Operating ratios for assessing the financial health of the company Adherence to the Generally Accepted Accounting Principles (GAAP) Number and types of external reports generated Judicious plans of the company for disbursing the profits Such information helps investors in looking for long-term or short-term targets for the investments being done in the ABX Company. It is worthwhile here to mention that individual shareholders, banking and financial institutions keep watch on the figures being communicated by the company from time to time. While on the one hand for an individual investor the dividend payouts and the price of the share in the stock market holds the key, the banking and financial institutions keep a close watch on a range of figures like operating ratios, profit margins, PE ratios etc. Therefore, even the dividend payouts and higher prices of company's share on the stock exchanges may not be attractive enough for the banks and financial institutions to advance finances for expansion and diversification. The financial accountant helps in preparing all such reports for the outside to

Dehydration of Methylcyclohexanol Essay Example for Free

Dehydration of Methylcyclohexanol Essay A common Sophomore Organic Chemistry laboratory experiment that has great potential for further research is the acid catalyzed dehydration of simple alcohols. The classic dehydration of 2-methylcyclohexanol experiment that was introduced in Journal of Chemical Education in 1967 Taber(1967)JCE:44,p620. The rather simple procedure of distilling an alcohol with an aqueous acid has spawned several investigations that have resulted in formal journal articles. At the same time, the experiment has retained its popularity in the Sophomore Organic Chemistry laboratory curriculum. In one line of inquiry it has been observed that a mixture of 2-methylcyclohexanol diastereomers gives rise to a mixture of three isomeric alkenes Todd(1994)JCE:71,p440; Feigenbaum(1987) JCE:64, p273; Cawley (1997) JCE:74l, p102. Explaining the presence of the three alkene products requires an intense synthesis of information communicated in a typical SOC textbook. The continued popularity of this experiment is corroborated by the observation that Googling the phrase â€Å"Dehydration of 2-Methylcyclohexanol† on January 13th, 2008 returned no less than 20 hits for online student handouts and/or guides for this SOC laboratory experiment. Moreover, this experiment provides fertile ground for experimentation and innovation that has not yet been fully explored. At Dominican University, the SOC students performed this experiment during the Fall 2007 semester with not only the dehydration of 2-methylcyclohexanol (Aldrich 153087) but also the 4-methyl (Aldrich 153095) and 3-methyl (Aldrich 139734) positional isomers. The reaction products were submitted to GC-FID analysis. As predicted from the Journal of Chemical Education articles, three methylcyclohexene products were observed. Their relative abundance measured by peak height was 80, 16, and 4%. The alkene products represented by these peaks apparently correspond to 1-methycyclehexene, 3-methycyclehexene, and methylenecyclohexane respectively. [pic] The dehydration of 4-methylcyclohexanol produce two products, that can be distinguished by our current GC column, at 90 and 10% with retention times that match 3-methycyclehexene and 1-methycyclehexene respectively. My current theory is that the retention times 3 and 4-methycyclohexene could not be distinguished with GC column and temperature program. However, there is still the issue of how 1-methycyclehexene is produced from 4-methylcyclohexanol. [pic] The dehydration of 3-methylcyclohexanol yields two products, that can be distinguished by our current GC column, at 80 and 20% with retention times that match 3-methylcyclohexene and 1-methycyclehexene respectively. [pic] Samples of 1-methyl and 3-methyl cyclohexenes purchased from Aldrich chemical confirmed two of compound assignments for the dehydration of 2-methylcyclohexanol. Obviously, it remains to separate the 3 and 4-methylcyclohexene by GC. There are several advantages of studying the dehydration of methylcyclohexanols in the first semester of Organic Chemistry: 1) The experiment involves reactions that are typically studied during first semester: E1, E2, and the 1,2-hydride shift. It is a time-tested protocol that has been run in hundreds of labs by thousands of students. 2) Analysis of the experiment involves the understanding of all three mechanisms mentioned previously and how they may compete with each other. In other words, it is a simple experiment that demands a rather involved interpretation of results. 3) It shows that textbooks â€Å"rules† such as the Zaitzev’s rule in this case, are not necessarily rules as such, but rather astute observations of general trends that can vary experimentally depending on the reactant and the reaction conditions. 4) Analytically, we are observing/measuring the presence of 3 known methylcyclohexene and methylenecyclohexane products that can be separated and detected by Gas Chromatography. I believe that the product mixtures can also be analyzed by NMR. 5) The reaction lends itself to an inquiry format that involves the study different reactants and reaction conditions on the ratio of products. In fact, this experiment, in my opinion, is an ideal candidate for a multi-institution collaborative study that combines and interprets student data. want to pursue point #5 further by first grappling with the current literature concerning the â€Å"Evelyn Effect.† The JCE article by David Todd, â€Å"The Dehydration of 2-Methylcyclohexanol Revisited: The Evelyn Effect† observes a kinetic effect that can be explained by proposing that in a mixture of cis/trans 2-Methylcyclohexanol the cis isomer reacts much faster than the trans isomer to give predominately 1-methylcyclohexene. The formation of 1-methylcyclohexene from cis-2-methylcyclohexanol would involve an â€Å"E2-like† anti-elimination of proton and the protonated alcohol. The dehydration of the trans isomer would go through a E1 mechanism that requires the formation of a carbocation before elimination of a proton. A follow-up study by Cawley and Linder: â€Å"The Acid Catalyzed Dehydration of an Isomeric 2-Methylcyclohexanol Mixture† involves a detailed kinetic study. Students began with a 36.6/63.4 cis/trans mixture of 2-methylcyclohexanol with a cyclohexanol impurity (% impurity was not reported). They performed thy typical reaction+distillation and collected fractions at 4, 8, 16, 24, and 28 minutes. They also collected a 0.1 mL volume of the sample of the reaction mixture at each of these time intervals. These fractions were analyzed by 1H NMR and GC for composition. The cis/trans rate constants for the dehydration of reaction were determined to be 8.4/1.0 – much less than 30/1 ratio reported in 1931 by Vavon and Barbier. An intriguing study! It would be very interesting to have the raw (student) data on this one. Very little is said about the product ratios in the distillate fractions, they just report that they obtained 2.1% methylenecyclohexane and not the 4% previously reported. The dehydration of methylcyclohexanols provides a fecund problem to explore. The key is to develop methods to determine the distribution of alkene products in terms of % total alkenes. There are four possible positional isomers: I. methylenecyclohexane (Aldrich, Acros, 1192-37-6); II. racemic 3-methyl-1-cyclohexene (Acros, 591-48-0); III. 1-methyl-1-cyclohexene (Aldrich, Acros 591-49-1) IV. racemic 4-methyl-1-cyclohexene (Aldrich, Acros 591-47-9). Two of the alkene positional isomers contain an asymmetric carbon. The obvious place to start is by studying how the alcohol structure affects the product distribution of alkenes. There are 5 positional isomers of methylcyclohexanol: I. cyclohexanemethanol (Aldrich 100-49-2); II. 1-methylcyclohexanol (Aldrich 590-67-0); III. racemic cistrans 2-methylcyclohexanol (Aldrich 583-59-5) IV. racemic cistrans 3-methylcyclohexanol (Aldrich 591-23-1) V. cistrans 4-methylcyclohexanol (Aldrich 589-91-3). Three of the alcohols are present in cis and trans diastereomer pairs: cis 2-methylcyclohexanol (Aldrich 7445-70-1) trans 2-methylcyclohexanol (Aldrich 7445-52-9) cis 3-methylcyclohexanol (5454-79-5) trans 3-methylcyclohexanol (7443-55-2) cis 4-methylcyclohexanol (Aldrich 7731-28-4) trans 4-methylcyclohexanol (Aldrich 7731-28-4). In addition there are 4 entaniomer pairs among the alcohol starting materials. Most of them are commercially available, for a price. [pic] Besides the structure of the alcohol, what other variables may be explored? 1) One variable for this reaction that could be investigated is the nature of the catalytic acid. Aqueous acids, such as the 85% H3PO4 typically used for this experiment, contain some water which is also product of the reaction. I may also add that, the amount of acid is not always in catalytic proportion to the substrate. In my current protocol 0.075 moles of acid is used to dehydrate 0.2 moles of alcohol. Non-aqueous acids may give different results. Acidic resins are an interesting substitute for aqueous acids. For example, John Ludeman and Kurt Field of Bradley University presented a poster at the 2006 ACS Great Lakes Regional Meeting on the use of Dowex 50WX2-100, Amberlite IRC-50S, and Amberlyst 15, for the dehydration of alcohols. 2) Another variable would be the reaction conditions. In the current paradigm, the alkene is distilled away from the reaction mixture. Presumably, it is being distilled away as it is formed. An ad-hoc observation is that students seem to get somewhat different product ratios if they distill is carefully or if they â€Å"crank up the heat† and distill it quicker. What if the reaction mixture was refluxed to equilibrium before distillation? Would we see more thermodynamic products? 3) Reaction conditions could be changed in other ways too. Microwave irradiation is currently being explored as an alternative to heating reactions. Possibly, sonication could also be performed on the alcohol. 4) Another avenue to explore may be different strategies to push the reaction towards the products other than distilling off the alkene. For example, removing water with molecular sieves may be tried. The last installment of this series will explore the logistics of â€Å"dehydration of methylcycohexanols† as a collaborative experiments. The most straightforward collaboration would be to perform the â€Å"dehydration of methylcycohexanols† experiment in the same way and compare the relative yield of alkenes as measured by GC from different starting alcohols. Comparisons could be made with past data or concurrently collected data from different institutions. This may be seem fairly straightforward, but there will most likely be discrepancies that could will need to be explored. One aspect to make note of would be the source and composition of the methylcyclohexanols used a starting materials. Sigma-Aldrich has †¢ 1-methylcyclohexanol #M38214; †¢ 2-methylcyclohexanol #66320, #215295, #178829, #24113, #153087, †¢ 3-methylcyclohexanol #139734; †¢ 4-methylcyclohexanol #66360, #104183, #104191, #153095; †¢ as well as just plain methylcyclohexanol #66370. An experimental variable that is hard to control is rate of heating. Students who crank up the hot plate to get done quickly (even though they were told not to) may get different results than those students who go slowly and maintain an even temperature. Different GC columns and methods may also give results that need to be corroborated.

The Psychology of Family Resilience Essay Example for Free

The Psychology of Family Resilience Essay At the start of the discussion of â€Å"Family Resilience: Israeli Mothers’ Perspectives†, the meaning of the term resilience was presented by Cohen, et. al as defined by different authors. Resilience, according to the Cohen et al, is an â€Å"adverse situation experienced by children with risk present†, which later developed to â€Å"a process of successful coping with risk† (Anderson, 1997 as cited by Cohen et al, 2002). Another description that was cited was by Valentine Feinauer (1994), â€Å"resilience as dimension of growth and development and related to the ability of the family to bounce back, to survive, to overcome their difficulties and to improve†. Summing up the different description of resilience by different authors, family resilience is how family members manage to cope with the presence of stressful events. The main objective of the study is to investigate how women in stressed family systems identify and understand family resilience in Israel which is believed to have a strong stand on family closeness and protection; and is a contribution to studies and researches done in the psychology of resilience. The method used has an assumption that people tend to select what experience they wanted to talk about and produce something out of that experience. The sample included fifteen Israeli mothers, having children below eighteen years of age, who had experienced a crisis such as death, accident or illness for the past year were interviewed at their own houses using Hebrew as the language from one to four hours. The manner of interviewing managed to extract respondent’s feelings towards the stressful event. Questions regarding the â€Å"stressful event, meanings towards the experience, description of family healing and definition of family resilience† (Cohen et al, 2002) were asked off the respondent. The analysis of the data was done by each of the author using the grounded theory methods with constant comparative method and open, axial, and selective coding. With open coding, relevant ideas were identified from the research questions, while axial coding uses the ideas from open coding in order to extract useful quotations and selective coding focuses on the reduction of categories to be able to achieve theoretical saturation wherein â€Å"no new or relevant data seems to emerge† (Cohen et al, 2002). Findings were categorized to: expressiveness, connectedness, flexibility, optimism and family values. These five categories had helped, as admitted by the respondents, in the process of healing from a stressful event even though some of the family members find it hard manage or lack these categories ended up with a rating of low family resilience. Cohen et al (2002) mentioned that it is important to have communication and openness during crisis to be able to overpower the condition. The categories presented by the authors in which the results of the interviews were sorted out positively to encourage respondents. With the presence of expressiveness, connectedness, flexibility, optimism and family values, an improved communication within family members might occur. And as a result each of the members of the family will end up finding ways helping one another to overcome certain crisis. Communication and openness within family members will sooner improve the present relationship of members. Since they are more open with each other closer ties will be binding them up. An article entitled â€Å"Children of a parent with a mental illness: perspectives on need† examined different points of view, the parent, the children and the mental professional; with the issues of children whose parents are experiencing mental illness. This study’s objectives are as follows: the examination of different viewpoints on the issue and the determination of perspective differences through separate interviews of children and parents. In order to meet these objectives, authors used two components for the methodology. The first one is establishing focus groups for both parents and children and the other one is creating a questionnaire to be able to quantify the coping strategies of children given that their parents with mental illness are hospitalized. Questions were made in order to pursue positive discussions and facilitators were chosen based on understanding of mental health and research. Results for parent focus groups were categorized into seven as enumerated by the authors: (1) issues around major mental health episodes, (2) importance of siblings, (3) children coping mechanisms, (4) external support for children with a parent that has mental illness, (5) education for children who have a parent with a mental illness, (6) community education, and (7) respite. On the other, the authors also mentioned the categorized result for the children focus groups as the following: (1) issues on major mental health episodes of the parent’s illness, (2) importance of siblings, (3) children coping strategies, (4) importance of friendship and (5) taking on extra roles when the parent is unwell. There would really be changes in the way children would be living their every day lives having a parent with mental illness. The situation they are in at present might trigger the same effect on the children since they can see what happens with their parent. They may end up thinking that they will somehow acquire the same illness as their parent. During times of hospitalization of the parent, children must have someone who fully understood the illness to provide the children a thorough explanation of what had happened and why the parent has to be hospitalized. The presence of friends of the same age will also be a great help to lure away their minds from the situation and made them enjoy their childhood. Having friends around may temporary take them away from pursuing adult roles. The journal articles presented both have problems that needed solutions that may help the respondents. The method used by both studies was interview and/or questionnaire. And at the end of the discussion, authors point out some things that might be able to help the affected people respond and manage their situation. Cohen et al mentioned that communication among family members is important while Mayberry et al specified that young people should know how to manage their own lives than to rely to the people around them for support. The article â€Å"Family Resilience: Israeli Mothers’ Perspective gathered the information needed from mothers, as interviewees, from a family that had recently experienced a stressful event. On the other hand, the article â€Å"Children of a parent with mental illness: perspectives on need† acquired data from both children and parents, as respondents, from a family with a parent having mental illness.  Scientific evidences were provided by authors of both articles that they mentioned what methods they have used and done to interpret the data and get the results. In conclusion, both the articles dealt with family problems and how the members are able to cope and adjust from their present situation. The difference of the two articles is on which family member they had focused on, Cohen and his colleagues focused on mothers while Mayberry and his colleagues focused on children and parent (not mentioning which parent is involve or has mental illness).

Impact of Work Life Balance on Performance

Impact of Work Life Balance on Performance CHAPTER ONE Its all about quality of life and finding a happy balance between work and friends and family Philip Green, British billionaire businessman 1. INTRODUCTION: In cultured and well developed societies including both eastern and western countries the conflicts of work and life balance has been the main issue in the modern and globalised economy. Apparently, the need to maintain flexible work-life balance has become essential as the number of female workers and part time workers have gained more part in the growing globalised multinational organisations (Shelton, 2006). These conflicts are traditionally from societal norms which still requires a man to concentrate on careers rather than on family issues, and it works vice versa with the female members of the society who are supposed to take care of the family more rather than working towards their career options (Walker et al., 2008). The work-life pressures and conflict between personal and professional roles has become the primary area for researches to find the impact of organisational performance due to the imbalanced work-life culture and especially the source of disadvantages women faces in the corporate society. It can be justified as the focus was more on low payment, part-time work culture and absence at the top levels of business (Doherty, 2004). Some more researches of Human Resource and their roles argued that the work-life issue affects the living standards of their employees (Hammer et al., 2004; Shelton, 2006). It was also proved by Shelton (2006), that the working pattern affects the work-life culture and strategies to maintain a balanced structure and the organisational performance. In United Kingdom a variety of work-life balance rules and policies has been implemented by the Labour government since their three successive rules since 1997 (Lewis and Campbell, 2007). 1.1 PURPOSE AND RESEARCH QUESTION: The main purpose of this research work is to analyse the impact of work-life balance on the organisational performance, especially the retail sector (TESCO), which is operating at a huge scale in United Kingdom and Europe and moving internationally. The main area of this research concentrates on the shop floor workers who work in direct relation with their customers who are the main sources of income for the organisation. This study can be used by the Store Managers and Operational Managers of TESCO to develop and implement various needs and wants of their employees especially the shop floor workers in order to improve the organisational performance. The following questions are considered to be the main areas of my research: How the imbalanced work-life culture affects the organisational performance in the retail industry (TESCO), whose main customers is the general public. This question leads to some sub-questions which need to be analysed in order to attain the answer for the main area of study, specifically: How organisations handle work-life conflicts? Is there any influence on the work-life balance strategies on Human Resource and other management practices? What are the main strategies to maintain a balanced work-life culture? What are the main factors of motivation? Is there any relationship between work-life balance and organisational performance? My research is organised in a flow to understand the needs and wants of an employees who works in direct contacts with customers. In my first chapter the major definitions to terms, role of balanced work-life culture, and its importance in relation with Human Resource Management is discussed before moving to the literature part of my research work. In the next chapter the previous studies relating to my research work has been critically analysed to support my research work and moving down to methodology chapter to state how the data collection work was carried out to support my research. This chapter depicts the ways used to collect data and how it was interpreted. The last chapter of my research work is the crucial one and it analysis all the data and gives empirical results of my research study supported by recommendations and conclusion to my work. 1.2 BACKGROUND: In the developed countries, the work-life balance conflict has gained its prominence as the globalised world tends to increase the level of competition among the rival firms in the same sector. Hence, it is considered that Human Resource Management department has a role to play in maintaining a balanced work-life culture in order to motivate the employees to work committed for the organisational growth. The retail market in the United Kingdom is expected to plunge by 15% by 2011 valuing over  £312bn (Datamonitor, UK Retail Futures 2011), showing the slowdown in the annual growth and the increase in the operating cost which acts as the hindrance to utilise the limited available capital. The world economic crisis and changes in the spending perspective of the general public has changed the way the retail industry was operating. Thus, Human Resource is considered as the vital department to tackle this operational changes by finding right people for the right job and ensure they work c ommitted for the organisational growth. Thus overall view of the retail industry has been a tough challenge for the HRM to provide high standards of training and development programmes to their employees. But at the same time it is necessary to understand the needs and requirements of the employees at the operational level who directly work with the end customers in order to provide quality services. TESCO, a leading supermarket retailer in the food and non-food sector operating in United Kingdom and in 13 other countries around the world have more than 500,000 employees and moving rapidly with new and potential markets. This shows the importance of Human Resource Management to maintain a balanced work-life culture which will boost organisational growth. There are various motivational factors that gives job satisfaction and helps to maintain a balanced life, which has to be identified in order to concentrate on that to provide quality training and development needs. 1.3 CONCLUSION: This research work concentrates on finding the motivational factors and the level of awareness among the Customer Assistants who work in the shop floor of TESCOs to improve the training and development programmes. The current economic situation has spared the corporate with limited sources and hence it is not wise to spend lot of money on unnecessary and unwanted programmes. The researcher has used the time and resources to collect and discuss some related topics in the literature review chapter before choosing his research methods. After the discussion about the importance of the objectives in the literature review the researcher moves to methodology chapter to know about the available methods and techniques to collect and analyse the data. At last the analysed data is used to interpret and conclude the argument to find out some recommendations for the organisation. CHAPTER TWO LITERATURE REVIEW: A days work is a days work, neither more nor less, and the man who does it needs a days sustenance, a nights repose and due leisure, whether he be painter or ploughman George Bernard Shaw 2.1 INTRODUCTION: The role of Human Resource Management has increased lately, as the globe has become too small and the brands have moved internationally. This revolution in the global trade has increased the nature of job to be more time bound and customer oriented leaving the employees lot of stress to maintain a balanced work-life culture. Hence, it has become the primary role of Human Resource Department to train and develop their employees to maintain a balanced work-life culture. This chapter finds the literature research works that have been carried out in the past to support the research questions and aims and objectives of the research work. 2.2 HUMAN RESOURCE MANAGEMENT: The Human Resource Management (HRM) is undergoing significant change in designing management systems to utilise the skilled human talents efficiently and effectively to attain the increased levels of organisational goals. All types of organisations, including from small to big, have to recruit, select, train and manage effectively to attain their individual and corporate goals. Hence, Human Resource is essential to fulfil the requirements of both side employees and employers. On the other hand HR has to abide by the legal systems that has been passed out by the government of the nation, and especially in case of international or multinational business firms. Therefore Human Resource Management is considered to be a vital management department whose prime responsible not only stick to recruitment and placing the employees under job, but extends from job satisfaction and retention till retirement, as they are the main capital of every organisation (Mathis and Jackson, 2007). The introduction of part time work culture in United Kingdom has been the cause for the improvement of HRM activities as the multicultural society faces lot of legal and other issues from social backgrounds. Especially the retail giants like TESCO, Sainsbury, Primark, and Marks Spencer are investing lot of their time and money to frame some strategic systems to maintain a balanced work culture which has its direct impact on the organisational performance (Maxwell et al., 2008). On the contrary some people take their employment as their career opportunity to grow within an organisational sector and works dedicated balancing both lives. In such cases the Human Resource Management has to support their employees through training and development programmes to motivate them to go forward with their balanced work life. 2.3 RETAIL INDUSTRY: The growing technology and internationalisation has been a challenge to most industries including the retail industry which operates all over the west and in direct relationship with their customers. This is one of the major industries which have close contact with the customers daily on face to face basis. Hence, this industry requires the employees to be have well balanced work-life culture to deal smoothly with their customers. Retail internationalisation has gained overwhelming focus during the recent years, as the concept of globalisation has attained maturity. This concept has given the well-established retailers like TESCO, Sainsbury, Wall-Mart, etc., to move into international markets with their strong domestic success. The new concepts in the Human Resource Management and the development in the globalisation has given lots of challenges to maintain employees at peace across culture and across global and international laws (Burt et al., 2005). Until late 1990s products were c entral to some organisations, including both intangible and tangible assets. Traditionally manufactures were concerned about the designing and production of goods, whilst retailers were engaged in gathering the products for directly selling to the customers. Moving forward with the economic and cultural changes, the way the retailers work have been changed from just retailing the products and services to manufacture, market, and sell their goods and services and make it available to customers at all convenient levels. Thus the retail market has widened its business from selling to overall business opportunities. The retail industry has split further into various sectors and includes various types of products and contributing a major chunk to the Gross Domestic Product (GDP) of United Kingdom, both in the production output and employment rate (Varley, 2001). This evolution of retail business in the west especially in the Europe and United States has given lot of opportunities to the retail business to set up lots of projects under pipeline. This developed the construction and food industry in the United Kingdom and in most European countries. The development in the retail industry has widened the opportunities for the international studen ts and the locals studying in United Kingdom. The retail industry in-spite of recession is doing good and pushing the economy from recession to recovery. During 2007, retail industry has produced the highest return in the property business. The retail business has increased the existence of shopping centres accommodating lots of restaurants, entertainment and other complexes which attracts a huge customer base (Dijkman, 2008). The 2007-2008 economic crisis had shaken the entire industry from its development. Though the economic hit was hard, the retail industry jumped out from the storm to lead the economy towards recovery. The growth of high street business was slowed down during March 2009 and thereon, whereas more than 13% of retailers showed stronger sales during this period when compared to the same period a year ago in 2007. This proved the consumer spending is more in the retail industry and its plays an important challenge to the Human Resource Management to rightly take up this opportunity to develop their business. Hence Human Resource works out to fix employee satisfaction and employees benefit to increase their operational output (Wade, 2010). 2.4 ORGANISATIONAL CULTURE: Human Resource department has become the back bone of every organisation, and it is vital for the employees to know how it operates. In others view it is urged that Human Resource is an evil, a bureaucratic force enforcing unnecessary rules and regulations, restricting innovation and hinders the required changes. The Human Resource department is responsible in finding the suitable hires for the right job at the right time, which is considered as one of the main reason for increasing job stress and unsatisfactory level of performance (Mathis and Jackson, 2007). Any strategic activity by HRM is done once it has identified and analysed thoroughly the surroundings or environment where it operates. Hence, organisational culture plays a vital role in maintaining work life balance among its employees (Torrington et al., 2005). Human Resource Management (HRM) is considered as the basis of all management and not as the basis for business activity. The old organisational culture of depending on product or services offered by them to increase the organisational performance does not hold well in modern developed economy. The employees or workers of the company are considered as the major asset to increase the organisational performance and brand image in the market. Managing these resources has to be done constantly by balancing the organisational needs and employees needs that work together to attain the corporate objectives. The changes in the workforce and expectations among the employees and companies HR managers have to work innovatively to convert their organisational background or culture a more friendly and efficient. Especially the employees working in the retail market is considered as the important market in the United Kingdom and are forms the major workforce (Boone, L., and Kurtz, D., 2008). 2.5 E-HUMAN RESOURCE MANAGEMENT: The modern technological world has witnessed changes in the policies and practices that have been followed in old organisational culture. It is very important for all brick-and-mortar organisations to adopt changes out from the introduction of electronic and web based practices, as the newly introduced web based practices changed the business-to-business practices, the activities of a marketplace, changes in the supply chain, and acts as a catalyst for business. These changes provide HR management with lots of challenges to maintain value in the system to attract the employees and make them satisfied with their work culture in order to maintain a balanced work-life culture to improve the organisational performance. The dot com business has changed the way the business was carried out and it has given a challenging work culture to the employees in all major sectors including the retail market. This revolutionary age has been the reason for Enron to file bankruptcy, and internet age is growing together with the business and globalisation and not going down. The growth in the B2B business and B2C business has enhanced the usage of eHRM within and outside the organisation. This has been a challenge to maintain work-life balance as this web based technology has introduced work from home culture, any time availability for work, etc., which disturbs the personal life at every moment (Torres-Coronas and Arias-Oliva, 2005). 2.6 WORK LIFE BALANCE: Work-life balance is usually viewed as the lack of work-life conflict or mostly the strength in which where work life interferes with family life or vice versa (Grzywacz and Carlson, 2007). Work-life balance relates to the absence of conflict in their personal and professional life (Clark, 2000) as satisfaction and committed and dedicated work without any role conflicts (Guest, 20002). Shaw (2003) has stated that work-life balance extents to individuals who are engaged equally and fully satisfied in both places. It is also considered as a global assessment that work resources meet family demands, and family resources meet work demands such that participation is effective in both domains (Voydanoff, 2005; Grzywacz and Carlson, 2007). Work and leisure is no longer related to any certain kind of jobs or market, and it has become an international requirement for every organisation to compete with their rivals and maintain a satisfied employees group (Lewis, 2003). In terms of United King doms department of Trade and Industry, Work-Life balance is defined as the about adjusting working patterns regardless of age, race or gender, [so] everyone can find a rhythm to help them combine work with their other responsibilities or aspirations (Maxwell, 2005). It is always considered that the work-life balance is very essential to maintain a health working conditions for the organisational benefit and for the benefit of its employees (Barnett, 1998; Edwards and Rothbard, 2000). Similarly, it had been proved by so many research works that the conditions of work life balance have its impact on the performance of the organisation (Kersley et al., 2005; Bureau of Labour, 2007). To maintain work and life a in a balanced scale, there are so many factors and so many persons to play in maintaining balance and harmony of their employees (Allen et al., 2006). Work life balance concerns on employees having a measure to control about where, when and how they work (Clutterbuck, 2003), and the new policies are initiated in strengthening the work life balance in United Kingdom and European Union (DTI, 2002; Lewis et al., 2003) and it has been argued that the employees should co-ordinate various aspects of professional and personal life to have a balanced life. After the introduction of globalisation in the economy, most organisations including the retail firms have started to move across cultures and across oceans to increase their presence and customer base. So, it has seen an intense increase in the working peoples working hours and their working life, which has both positive and negative impact on individuals professional and personal life (Lewis et al., 2003; Bryson et al., 2007; Bulger et al., 2007; Fereday, 2007). This term work-life balance has come out to replicate the concerns the working individuals face to manage their lives equally to improve the living conditions of the society and the performance of the organisation (Greenblatt, 2002; de Cieri et al., 2005; Pocock, 2005; Bryson et al., 2007, Fleetwood, 2007, McDonald et al., 2007). The retail industries have grown to support the community and it has converted the main stores to provide 24/7 services to the society (Pryjmachuk and Richards, 2007). Supple working conditions facilitate autonomy in work place and it improves work-life balance of the employees (Barriball et al., 2007; Dwyer et al., 2007). Many organisations tout work-life balance as a value, and always the workaholics are given more rewards and respect. But this concept holds no good any more as the introduction of globalisation and its cultural impact has turned the organisations to show more interest in maintaining work-life balance for its employees. The modern era has c reated more leaders to pay their attention towards work-life balance and they moralize the good value of upholding a balanced life inside and outside the organisation. It helps to improve more productivity while at work. Work and family issues are not the case during survival farmers and their families worked together to make a living. It has started once the family units made a male breadwinner for their house-wives. It was stated that during world war II, when most of the men in the west are out for war, the women population of more than70% were in the workforce, including pregnant women, which had been a hot topic of those times to maintain balance between their family commitments and to make a living (Shilling, 2009). It is very important to maintain a good balance especially when the employees have kids and old people to take care at home. In the views of Shelton (2006), work-life disagreement is the form of inter-role issue starting due to stress originating from one or more roles and responsibilities. The bonus, pay and other options are great but at the same time every job has got its roles and responsibilities that gives pressures and has direct and indirect effects on the personal and organisational life. This depends on the leadership and managerial skills of the manager who manages the team (Flaum, 2009). Especially women employees are considered more sentimental and dedicated towards their personal and professional life and have less free time as they are tied up with family and society. Shelton (2006) created a hypothetical framework on the constructs based on role conflicts and role involvement to positive plans the effective strategies to reduce work-life conflicts, through influencing roles. The work-life conflict reduces the well-being of the organisational culture and gradually affects the overall organis ational performance. 2.7 HISTORICAL OUTLOOK OF WORK-LIFE BALANCE: Since the introduction of globalisation and free trade, organisations started to move globally and freely with fewer restrictions on investments in the outside market and this has changed the roles and responsibilities of HRM. Originally the issue of work-life was considered as a problem between family and work (Lewis, 2003), and eventually it was argued that its not the issue between work and life, but between the organisational performance and employee satisfaction and dedication towards work. Furthermore the working timings of the employees were considered as one of the major issue to maintain a balanced work culture and they have introduced flexitime to challenge this issue. This issue broadened along men, women, families, and cultures of the organisations (Bird, 2006). Major research work considers individuals as a unit (Family or Team) and not as separate individual who works without any relationship with their sub-ordinates. Traditionally it is viewed as the absence of conflic t among work and family, or the level of intensity or frequency of work interfering family or vice versa (Grzywacz and Carlson, 2007). 2.8 GLOBAL AND DOMESTIC WORK-LIFE BALANCE MODELS: In many contexts it is considered whether the domestic models hold good in international podium, where the globalisation has changed the international business are carried out. In the global context the main issues to be examined is whether work interferes with life on certain outcomes. In United States it has been proved that the domestic work interferes more on personal life than in any other country, but in other global environments it is considered that personal life interfere with work. This depends on the responsibilities and roles the employees play within an organisation and their role in the family, hence considering both sides from life to work and work to life (Greenhaus, 1988; Dixbury and Higgins, 1991; Frone et al., 1997; Edwards and Rothbard, 2000; Shaffer et al., 2001). The United Kingdom is facing lots of political issues out from people living longer, the changes in the needs of men and women in the labour market in terms of private life and other ways of working. Lots of models have been framed to calculate the work life balance of both genders at various periods and requirements of life. Shelton (2006) created a notional structure supporting role involvement and conflict to envisage the importance of strategies to lower the impacts of conflicts on balanced work culture or manoeuvring roles. This conflict is positively correlated with both organisational performance and family commitments. It is always considered that soaring levels of conflicts are expected for the female employees who have huge targets. 2.8.1 SCIENTIFIC MODEL: Frederick Taylor (1911) proposed that every job possibly will be measured by the amount of work completed and it is always linked with the number of pieces finished or piece rate. This theory is based on the concept that harder the employees work the more rewarded they are. Taylor considered that monetary benefits serve as the motivational factor for the committed employees to work more efficiently and effectively. 2.8.2 TWO FACTORS MODEL: Frederick Herzbergs two factor model or motivation-hygiene theory states certain motivational factors that will have positive impact on the role of employees towards organisational development, like the good basic pay and clean work environment. It was considered that once these factors are in place it automatically keeps up the strengths of the employees to work dedicated for the organisations and stays with the organisations for a long time. 2.8.3 HIERARCHY OF NEEDS: The above two theories were criticised by another great management guru, Maslow, where he showed that people needs to have certain basic needs like safe and secure workplace, emotional fulfilment, self esteem, relationship etc., to be with the organisation with their full committed minds and souls. This concept has gained its attraction since globalisation as it turned up many organisations to go international and grow parallel with the increasing technology and changing market culture. 2.9 LONGITUDINAL EFFECTS OF GLOBALISATION ON WORK-LIFE BALANCE: Globalisation has changed the way the works are being carried out and it has changed the roles and responsibilities at each level of hierarchy, giving both positive and negative effects in their balanced life. This also includes the mental strength, changes in the physique, health effects, etc., which might be a reason out of its increased job pressure or imbalanced work-life. 2.10 IS ORGANISATIONAL INTERVENTION IMPROVES WORK-LIFE BALANCE? The world worst economic crisis has given fears in the minds of workers at all levels of management and the management has restricted and reduced the spending on the organisational development in terms of employee benefits and other allowances, by considering cost effectiveness and cost cutting programmes to effectively handle the risked finance to reduce the risk of being cut. The increased concern about the security, family preferences, the multinational organisations are trying to implement various strategies to effectively use their capital for the retention of its skilled and talented employees by providing balanced work-life. However, it is not the only remedy to be auctioned to gain a balanced work group (Harris and Brewster, 2003; Poelmans, 2005). In the perspective of employees, Work Life Balance is maintaining balance between the roles and responsibilities at home and at work. Work Life Balance is the principle that paid employment should be integrated with domestic life and community involvement in the interests of personal and social well-being (Heery and Noon, 2008). Work Life Balance is not only the time we spend working against non-working. It is about how employees use their time to relax, work and energies themselves and spends time with their family and kids (Morgenstern, 2008). It is considered that there exist a direct relationship between the work life balance of the employees and the organisational performance. Work Life Balance is considered as a strategic model to implement lots of Human Resource polices and rules in order to change the organisational atmosphere and organisational cultur e of how the hierarchy works, i.e., either in the vertical way or horizontal way, leading to satisfied employees and managed which in turn leads to organisational success and improved growth. Strategies of Work Life Balance in organisations includes roles and polices including flexible work arrangements, childcare, depends care and other personal and parental benefits (Blari-Hoy and Wharton, 2002; Hyman and Summers, 2004; De Cieri et al., 2005). It is considered that the widespread changes in work-life issues and changes in the workforce demography in developing and developed societies have increased issues of work-life balance (Fleetwood, 2007; Lewis et al., 2007). The increased pressure towards the multi skilled employees out from roles and responsibilities has changed the organisational environment and work culture (Campbell and Charlesworth, 2004). Emphasis on family is considered as more important and higher quality and any imbalance caused by work has a negative effect on both personal and professional life (Frone et al., 1992; Greenhaus et al., 2003; Singh, 2010). Every job is considered to have an element of fun and it gives satisfaction and pleasure instead of stress and pressure. This directly and indirectly leads to the increased organisational output and innovation for the long strategic roles. The term has been in the field of Human Resource over the last two decades and it is considered a vital one in the developed and improve technological world. Work-Life balance is one of the major things to maintain balanced and motivated employees whom even monetary benefits cannot afford to improve the organisational performance. At times salary will not be an attractive one to hold back the employees within the organisation as a committed employee, but the balanced work-life culture provided by the organisations will hold the employees with commitment till their retirement in the same organisation (Mehra, 2010). Human Resource plays a vital role in maintaining transparency to ensure that the office environment doesnt create pressure on their empl oyees and their nature of work. Work-Life balance has been very famous for the last two decades where technology started encroaching peoples time more and more. It is considered that the term itself inherent some problem which presupposes a separation among work and life. In United States most companies offer work-life balance programs to attain competitive advantage whereas in Europe and United Kingdom it is considered as a social responsibility but it is considered that both these terms are not different and the goals are intertwined wherein competitive advantage can be gained through recruiting skilled employees and retaining with socially responsible activities to enhance the reputation of the organisation. 2.11 IMPACT OF WORK-LIFE BALANCE ON EMPLOYEES: Every organizations sets their workplace to be more attractive than their rivals to gain the competitive advantage through satisfying the employees needs and wants by providing balanced work-life culture. Some organisations still believe on the importance of money for the employees as they consider only monetary benefits motivate the individuals to work committed. Some companies find increasing Impact of Work Life Balance on Performance Impact of Work Life Balance on Performance CHAPTER ONE Its all about quality of life and finding a happy balance between work and friends and family Philip Green, British billionaire businessman 1. INTRODUCTION: In cultured and well developed societies including both eastern and western countries the conflicts of work and life balance has been the main issue in the modern and globalised economy. Apparently, the need to maintain flexible work-life balance has become essential as the number of female workers and part time workers have gained more part in the growing globalised multinational organisations (Shelton, 2006). These conflicts are traditionally from societal norms which still requires a man to concentrate on careers rather than on family issues, and it works vice versa with the female members of the society who are supposed to take care of the family more rather than working towards their career options (Walker et al., 2008). The work-life pressures and conflict between personal and professional roles has become the primary area for researches to find the impact of organisational performance due to the imbalanced work-life culture and especially the source of disadvantages women faces in the corporate society. It can be justified as the focus was more on low payment, part-time work culture and absence at the top levels of business (Doherty, 2004). Some more researches of Human Resource and their roles argued that the work-life issue affects the living standards of their employees (Hammer et al., 2004; Shelton, 2006). It was also proved by Shelton (2006), that the working pattern affects the work-life culture and strategies to maintain a balanced structure and the organisational performance. In United Kingdom a variety of work-life balance rules and policies has been implemented by the Labour government since their three successive rules since 1997 (Lewis and Campbell, 2007). 1.1 PURPOSE AND RESEARCH QUESTION: The main purpose of this research work is to analyse the impact of work-life balance on the organisational performance, especially the retail sector (TESCO), which is operating at a huge scale in United Kingdom and Europe and moving internationally. The main area of this research concentrates on the shop floor workers who work in direct relation with their customers who are the main sources of income for the organisation. This study can be used by the Store Managers and Operational Managers of TESCO to develop and implement various needs and wants of their employees especially the shop floor workers in order to improve the organisational performance. The following questions are considered to be the main areas of my research: How the imbalanced work-life culture affects the organisational performance in the retail industry (TESCO), whose main customers is the general public. This question leads to some sub-questions which need to be analysed in order to attain the answer for the main area of study, specifically: How organisations handle work-life conflicts? Is there any influence on the work-life balance strategies on Human Resource and other management practices? What are the main strategies to maintain a balanced work-life culture? What are the main factors of motivation? Is there any relationship between work-life balance and organisational performance? My research is organised in a flow to understand the needs and wants of an employees who works in direct contacts with customers. In my first chapter the major definitions to terms, role of balanced work-life culture, and its importance in relation with Human Resource Management is discussed before moving to the literature part of my research work. In the next chapter the previous studies relating to my research work has been critically analysed to support my research work and moving down to methodology chapter to state how the data collection work was carried out to support my research. This chapter depicts the ways used to collect data and how it was interpreted. The last chapter of my research work is the crucial one and it analysis all the data and gives empirical results of my research study supported by recommendations and conclusion to my work. 1.2 BACKGROUND: In the developed countries, the work-life balance conflict has gained its prominence as the globalised world tends to increase the level of competition among the rival firms in the same sector. Hence, it is considered that Human Resource Management department has a role to play in maintaining a balanced work-life culture in order to motivate the employees to work committed for the organisational growth. The retail market in the United Kingdom is expected to plunge by 15% by 2011 valuing over  £312bn (Datamonitor, UK Retail Futures 2011), showing the slowdown in the annual growth and the increase in the operating cost which acts as the hindrance to utilise the limited available capital. The world economic crisis and changes in the spending perspective of the general public has changed the way the retail industry was operating. Thus, Human Resource is considered as the vital department to tackle this operational changes by finding right people for the right job and ensure they work c ommitted for the organisational growth. Thus overall view of the retail industry has been a tough challenge for the HRM to provide high standards of training and development programmes to their employees. But at the same time it is necessary to understand the needs and requirements of the employees at the operational level who directly work with the end customers in order to provide quality services. TESCO, a leading supermarket retailer in the food and non-food sector operating in United Kingdom and in 13 other countries around the world have more than 500,000 employees and moving rapidly with new and potential markets. This shows the importance of Human Resource Management to maintain a balanced work-life culture which will boost organisational growth. There are various motivational factors that gives job satisfaction and helps to maintain a balanced life, which has to be identified in order to concentrate on that to provide quality training and development needs. 1.3 CONCLUSION: This research work concentrates on finding the motivational factors and the level of awareness among the Customer Assistants who work in the shop floor of TESCOs to improve the training and development programmes. The current economic situation has spared the corporate with limited sources and hence it is not wise to spend lot of money on unnecessary and unwanted programmes. The researcher has used the time and resources to collect and discuss some related topics in the literature review chapter before choosing his research methods. After the discussion about the importance of the objectives in the literature review the researcher moves to methodology chapter to know about the available methods and techniques to collect and analyse the data. At last the analysed data is used to interpret and conclude the argument to find out some recommendations for the organisation. CHAPTER TWO LITERATURE REVIEW: A days work is a days work, neither more nor less, and the man who does it needs a days sustenance, a nights repose and due leisure, whether he be painter or ploughman George Bernard Shaw 2.1 INTRODUCTION: The role of Human Resource Management has increased lately, as the globe has become too small and the brands have moved internationally. This revolution in the global trade has increased the nature of job to be more time bound and customer oriented leaving the employees lot of stress to maintain a balanced work-life culture. Hence, it has become the primary role of Human Resource Department to train and develop their employees to maintain a balanced work-life culture. This chapter finds the literature research works that have been carried out in the past to support the research questions and aims and objectives of the research work. 2.2 HUMAN RESOURCE MANAGEMENT: The Human Resource Management (HRM) is undergoing significant change in designing management systems to utilise the skilled human talents efficiently and effectively to attain the increased levels of organisational goals. All types of organisations, including from small to big, have to recruit, select, train and manage effectively to attain their individual and corporate goals. Hence, Human Resource is essential to fulfil the requirements of both side employees and employers. On the other hand HR has to abide by the legal systems that has been passed out by the government of the nation, and especially in case of international or multinational business firms. Therefore Human Resource Management is considered to be a vital management department whose prime responsible not only stick to recruitment and placing the employees under job, but extends from job satisfaction and retention till retirement, as they are the main capital of every organisation (Mathis and Jackson, 2007). The introduction of part time work culture in United Kingdom has been the cause for the improvement of HRM activities as the multicultural society faces lot of legal and other issues from social backgrounds. Especially the retail giants like TESCO, Sainsbury, Primark, and Marks Spencer are investing lot of their time and money to frame some strategic systems to maintain a balanced work culture which has its direct impact on the organisational performance (Maxwell et al., 2008). On the contrary some people take their employment as their career opportunity to grow within an organisational sector and works dedicated balancing both lives. In such cases the Human Resource Management has to support their employees through training and development programmes to motivate them to go forward with their balanced work life. 2.3 RETAIL INDUSTRY: The growing technology and internationalisation has been a challenge to most industries including the retail industry which operates all over the west and in direct relationship with their customers. This is one of the major industries which have close contact with the customers daily on face to face basis. Hence, this industry requires the employees to be have well balanced work-life culture to deal smoothly with their customers. Retail internationalisation has gained overwhelming focus during the recent years, as the concept of globalisation has attained maturity. This concept has given the well-established retailers like TESCO, Sainsbury, Wall-Mart, etc., to move into international markets with their strong domestic success. The new concepts in the Human Resource Management and the development in the globalisation has given lots of challenges to maintain employees at peace across culture and across global and international laws (Burt et al., 2005). Until late 1990s products were c entral to some organisations, including both intangible and tangible assets. Traditionally manufactures were concerned about the designing and production of goods, whilst retailers were engaged in gathering the products for directly selling to the customers. Moving forward with the economic and cultural changes, the way the retailers work have been changed from just retailing the products and services to manufacture, market, and sell their goods and services and make it available to customers at all convenient levels. Thus the retail market has widened its business from selling to overall business opportunities. The retail industry has split further into various sectors and includes various types of products and contributing a major chunk to the Gross Domestic Product (GDP) of United Kingdom, both in the production output and employment rate (Varley, 2001). This evolution of retail business in the west especially in the Europe and United States has given lot of opportunities to the retail business to set up lots of projects under pipeline. This developed the construction and food industry in the United Kingdom and in most European countries. The development in the retail industry has widened the opportunities for the international studen ts and the locals studying in United Kingdom. The retail industry in-spite of recession is doing good and pushing the economy from recession to recovery. During 2007, retail industry has produced the highest return in the property business. The retail business has increased the existence of shopping centres accommodating lots of restaurants, entertainment and other complexes which attracts a huge customer base (Dijkman, 2008). The 2007-2008 economic crisis had shaken the entire industry from its development. Though the economic hit was hard, the retail industry jumped out from the storm to lead the economy towards recovery. The growth of high street business was slowed down during March 2009 and thereon, whereas more than 13% of retailers showed stronger sales during this period when compared to the same period a year ago in 2007. This proved the consumer spending is more in the retail industry and its plays an important challenge to the Human Resource Management to rightly take up this opportunity to develop their business. Hence Human Resource works out to fix employee satisfaction and employees benefit to increase their operational output (Wade, 2010). 2.4 ORGANISATIONAL CULTURE: Human Resource department has become the back bone of every organisation, and it is vital for the employees to know how it operates. In others view it is urged that Human Resource is an evil, a bureaucratic force enforcing unnecessary rules and regulations, restricting innovation and hinders the required changes. The Human Resource department is responsible in finding the suitable hires for the right job at the right time, which is considered as one of the main reason for increasing job stress and unsatisfactory level of performance (Mathis and Jackson, 2007). Any strategic activity by HRM is done once it has identified and analysed thoroughly the surroundings or environment where it operates. Hence, organisational culture plays a vital role in maintaining work life balance among its employees (Torrington et al., 2005). Human Resource Management (HRM) is considered as the basis of all management and not as the basis for business activity. The old organisational culture of depending on product or services offered by them to increase the organisational performance does not hold well in modern developed economy. The employees or workers of the company are considered as the major asset to increase the organisational performance and brand image in the market. Managing these resources has to be done constantly by balancing the organisational needs and employees needs that work together to attain the corporate objectives. The changes in the workforce and expectations among the employees and companies HR managers have to work innovatively to convert their organisational background or culture a more friendly and efficient. Especially the employees working in the retail market is considered as the important market in the United Kingdom and are forms the major workforce (Boone, L., and Kurtz, D., 2008). 2.5 E-HUMAN RESOURCE MANAGEMENT: The modern technological world has witnessed changes in the policies and practices that have been followed in old organisational culture. It is very important for all brick-and-mortar organisations to adopt changes out from the introduction of electronic and web based practices, as the newly introduced web based practices changed the business-to-business practices, the activities of a marketplace, changes in the supply chain, and acts as a catalyst for business. These changes provide HR management with lots of challenges to maintain value in the system to attract the employees and make them satisfied with their work culture in order to maintain a balanced work-life culture to improve the organisational performance. The dot com business has changed the way the business was carried out and it has given a challenging work culture to the employees in all major sectors including the retail market. This revolutionary age has been the reason for Enron to file bankruptcy, and internet age is growing together with the business and globalisation and not going down. The growth in the B2B business and B2C business has enhanced the usage of eHRM within and outside the organisation. This has been a challenge to maintain work-life balance as this web based technology has introduced work from home culture, any time availability for work, etc., which disturbs the personal life at every moment (Torres-Coronas and Arias-Oliva, 2005). 2.6 WORK LIFE BALANCE: Work-life balance is usually viewed as the lack of work-life conflict or mostly the strength in which where work life interferes with family life or vice versa (Grzywacz and Carlson, 2007). Work-life balance relates to the absence of conflict in their personal and professional life (Clark, 2000) as satisfaction and committed and dedicated work without any role conflicts (Guest, 20002). Shaw (2003) has stated that work-life balance extents to individuals who are engaged equally and fully satisfied in both places. It is also considered as a global assessment that work resources meet family demands, and family resources meet work demands such that participation is effective in both domains (Voydanoff, 2005; Grzywacz and Carlson, 2007). Work and leisure is no longer related to any certain kind of jobs or market, and it has become an international requirement for every organisation to compete with their rivals and maintain a satisfied employees group (Lewis, 2003). In terms of United King doms department of Trade and Industry, Work-Life balance is defined as the about adjusting working patterns regardless of age, race or gender, [so] everyone can find a rhythm to help them combine work with their other responsibilities or aspirations (Maxwell, 2005). It is always considered that the work-life balance is very essential to maintain a health working conditions for the organisational benefit and for the benefit of its employees (Barnett, 1998; Edwards and Rothbard, 2000). Similarly, it had been proved by so many research works that the conditions of work life balance have its impact on the performance of the organisation (Kersley et al., 2005; Bureau of Labour, 2007). To maintain work and life a in a balanced scale, there are so many factors and so many persons to play in maintaining balance and harmony of their employees (Allen et al., 2006). Work life balance concerns on employees having a measure to control about where, when and how they work (Clutterbuck, 2003), and the new policies are initiated in strengthening the work life balance in United Kingdom and European Union (DTI, 2002; Lewis et al., 2003) and it has been argued that the employees should co-ordinate various aspects of professional and personal life to have a balanced life. After the introduction of globalisation in the economy, most organisations including the retail firms have started to move across cultures and across oceans to increase their presence and customer base. So, it has seen an intense increase in the working peoples working hours and their working life, which has both positive and negative impact on individuals professional and personal life (Lewis et al., 2003; Bryson et al., 2007; Bulger et al., 2007; Fereday, 2007). This term work-life balance has come out to replicate the concerns the working individuals face to manage their lives equally to improve the living conditions of the society and the performance of the organisation (Greenblatt, 2002; de Cieri et al., 2005; Pocock, 2005; Bryson et al., 2007, Fleetwood, 2007, McDonald et al., 2007). The retail industries have grown to support the community and it has converted the main stores to provide 24/7 services to the society (Pryjmachuk and Richards, 2007). Supple working conditions facilitate autonomy in work place and it improves work-life balance of the employees (Barriball et al., 2007; Dwyer et al., 2007). Many organisations tout work-life balance as a value, and always the workaholics are given more rewards and respect. But this concept holds no good any more as the introduction of globalisation and its cultural impact has turned the organisations to show more interest in maintaining work-life balance for its employees. The modern era has c reated more leaders to pay their attention towards work-life balance and they moralize the good value of upholding a balanced life inside and outside the organisation. It helps to improve more productivity while at work. Work and family issues are not the case during survival farmers and their families worked together to make a living. It has started once the family units made a male breadwinner for their house-wives. It was stated that during world war II, when most of the men in the west are out for war, the women population of more than70% were in the workforce, including pregnant women, which had been a hot topic of those times to maintain balance between their family commitments and to make a living (Shilling, 2009). It is very important to maintain a good balance especially when the employees have kids and old people to take care at home. In the views of Shelton (2006), work-life disagreement is the form of inter-role issue starting due to stress originating from one or more roles and responsibilities. The bonus, pay and other options are great but at the same time every job has got its roles and responsibilities that gives pressures and has direct and indirect effects on the personal and organisational life. This depends on the leadership and managerial skills of the manager who manages the team (Flaum, 2009). Especially women employees are considered more sentimental and dedicated towards their personal and professional life and have less free time as they are tied up with family and society. Shelton (2006) created a hypothetical framework on the constructs based on role conflicts and role involvement to positive plans the effective strategies to reduce work-life conflicts, through influencing roles. The work-life conflict reduces the well-being of the organisational culture and gradually affects the overall organis ational performance. 2.7 HISTORICAL OUTLOOK OF WORK-LIFE BALANCE: Since the introduction of globalisation and free trade, organisations started to move globally and freely with fewer restrictions on investments in the outside market and this has changed the roles and responsibilities of HRM. Originally the issue of work-life was considered as a problem between family and work (Lewis, 2003), and eventually it was argued that its not the issue between work and life, but between the organisational performance and employee satisfaction and dedication towards work. Furthermore the working timings of the employees were considered as one of the major issue to maintain a balanced work culture and they have introduced flexitime to challenge this issue. This issue broadened along men, women, families, and cultures of the organisations (Bird, 2006). Major research work considers individuals as a unit (Family or Team) and not as separate individual who works without any relationship with their sub-ordinates. Traditionally it is viewed as the absence of conflic t among work and family, or the level of intensity or frequency of work interfering family or vice versa (Grzywacz and Carlson, 2007). 2.8 GLOBAL AND DOMESTIC WORK-LIFE BALANCE MODELS: In many contexts it is considered whether the domestic models hold good in international podium, where the globalisation has changed the international business are carried out. In the global context the main issues to be examined is whether work interferes with life on certain outcomes. In United States it has been proved that the domestic work interferes more on personal life than in any other country, but in other global environments it is considered that personal life interfere with work. This depends on the responsibilities and roles the employees play within an organisation and their role in the family, hence considering both sides from life to work and work to life (Greenhaus, 1988; Dixbury and Higgins, 1991; Frone et al., 1997; Edwards and Rothbard, 2000; Shaffer et al., 2001). The United Kingdom is facing lots of political issues out from people living longer, the changes in the needs of men and women in the labour market in terms of private life and other ways of working. Lots of models have been framed to calculate the work life balance of both genders at various periods and requirements of life. Shelton (2006) created a notional structure supporting role involvement and conflict to envisage the importance of strategies to lower the impacts of conflicts on balanced work culture or manoeuvring roles. This conflict is positively correlated with both organisational performance and family commitments. It is always considered that soaring levels of conflicts are expected for the female employees who have huge targets. 2.8.1 SCIENTIFIC MODEL: Frederick Taylor (1911) proposed that every job possibly will be measured by the amount of work completed and it is always linked with the number of pieces finished or piece rate. This theory is based on the concept that harder the employees work the more rewarded they are. Taylor considered that monetary benefits serve as the motivational factor for the committed employees to work more efficiently and effectively. 2.8.2 TWO FACTORS MODEL: Frederick Herzbergs two factor model or motivation-hygiene theory states certain motivational factors that will have positive impact on the role of employees towards organisational development, like the good basic pay and clean work environment. It was considered that once these factors are in place it automatically keeps up the strengths of the employees to work dedicated for the organisations and stays with the organisations for a long time. 2.8.3 HIERARCHY OF NEEDS: The above two theories were criticised by another great management guru, Maslow, where he showed that people needs to have certain basic needs like safe and secure workplace, emotional fulfilment, self esteem, relationship etc., to be with the organisation with their full committed minds and souls. This concept has gained its attraction since globalisation as it turned up many organisations to go international and grow parallel with the increasing technology and changing market culture. 2.9 LONGITUDINAL EFFECTS OF GLOBALISATION ON WORK-LIFE BALANCE: Globalisation has changed the way the works are being carried out and it has changed the roles and responsibilities at each level of hierarchy, giving both positive and negative effects in their balanced life. This also includes the mental strength, changes in the physique, health effects, etc., which might be a reason out of its increased job pressure or imbalanced work-life. 2.10 IS ORGANISATIONAL INTERVENTION IMPROVES WORK-LIFE BALANCE? The world worst economic crisis has given fears in the minds of workers at all levels of management and the management has restricted and reduced the spending on the organisational development in terms of employee benefits and other allowances, by considering cost effectiveness and cost cutting programmes to effectively handle the risked finance to reduce the risk of being cut. The increased concern about the security, family preferences, the multinational organisations are trying to implement various strategies to effectively use their capital for the retention of its skilled and talented employees by providing balanced work-life. However, it is not the only remedy to be auctioned to gain a balanced work group (Harris and Brewster, 2003; Poelmans, 2005). In the perspective of employees, Work Life Balance is maintaining balance between the roles and responsibilities at home and at work. Work Life Balance is the principle that paid employment should be integrated with domestic life and community involvement in the interests of personal and social well-being (Heery and Noon, 2008). Work Life Balance is not only the time we spend working against non-working. It is about how employees use their time to relax, work and energies themselves and spends time with their family and kids (Morgenstern, 2008). It is considered that there exist a direct relationship between the work life balance of the employees and the organisational performance. Work Life Balance is considered as a strategic model to implement lots of Human Resource polices and rules in order to change the organisational atmosphere and organisational cultur e of how the hierarchy works, i.e., either in the vertical way or horizontal way, leading to satisfied employees and managed which in turn leads to organisational success and improved growth. Strategies of Work Life Balance in organisations includes roles and polices including flexible work arrangements, childcare, depends care and other personal and parental benefits (Blari-Hoy and Wharton, 2002; Hyman and Summers, 2004; De Cieri et al., 2005). It is considered that the widespread changes in work-life issues and changes in the workforce demography in developing and developed societies have increased issues of work-life balance (Fleetwood, 2007; Lewis et al., 2007). The increased pressure towards the multi skilled employees out from roles and responsibilities has changed the organisational environment and work culture (Campbell and Charlesworth, 2004). Emphasis on family is considered as more important and higher quality and any imbalance caused by work has a negative effect on both personal and professional life (Frone et al., 1992; Greenhaus et al., 2003; Singh, 2010). Every job is considered to have an element of fun and it gives satisfaction and pleasure instead of stress and pressure. This directly and indirectly leads to the increased organisational output and innovation for the long strategic roles. The term has been in the field of Human Resource over the last two decades and it is considered a vital one in the developed and improve technological world. Work-Life balance is one of the major things to maintain balanced and motivated employees whom even monetary benefits cannot afford to improve the organisational performance. At times salary will not be an attractive one to hold back the employees within the organisation as a committed employee, but the balanced work-life culture provided by the organisations will hold the employees with commitment till their retirement in the same organisation (Mehra, 2010). Human Resource plays a vital role in maintaining transparency to ensure that the office environment doesnt create pressure on their empl oyees and their nature of work. Work-Life balance has been very famous for the last two decades where technology started encroaching peoples time more and more. It is considered that the term itself inherent some problem which presupposes a separation among work and life. In United States most companies offer work-life balance programs to attain competitive advantage whereas in Europe and United Kingdom it is considered as a social responsibility but it is considered that both these terms are not different and the goals are intertwined wherein competitive advantage can be gained through recruiting skilled employees and retaining with socially responsible activities to enhance the reputation of the organisation. 2.11 IMPACT OF WORK-LIFE BALANCE ON EMPLOYEES: Every organizations sets their workplace to be more attractive than their rivals to gain the competitive advantage through satisfying the employees needs and wants by providing balanced work-life culture. Some organisations still believe on the importance of money for the employees as they consider only monetary benefits motivate the individuals to work committed. Some companies find increasing