Hr Practice in Gp

Culturally compatible HR strategy in Grameenphone Ltd. SUBMITTED TO: Mr. A K M Mominul Haque Talukdar (MHT), Faculty Member, School of Business, North South University. SUBMITTED BY: Group – 3 Section-1 HRM-480 NameID # A K M YunusMony053 361 030 M Sabbir Hassan061 390 030 M Tajvir Abbas061 392 030 M Khayruzzaman061 628 030 Nastashea Nadia Mollika062 535 030 ShefaetulHoqueBhuiyan071 022 030 Refath E Islam072 600 030 SUBMISSION DATE: 30th March, 2010 LETTER OF TRANSMITAL 30th of March, 2010 Mr. A K M Mominul Haque Talukdar (MHT) Faculty Member, School of Business, North South University, Dhaka. Subject: Submission of HRM480 report Dear Sir, In the following pages, we have done our report titled â€Å"Culturally compatible HR strategy in Grameenphone Ltd. † as HRM480 course requirement. We have enjoyed preparing the project. In preparing this project, we have tried our level best to include all the relevant information and tried to identify different problems. As we are beginner, we may make some mistakes. If you consider our mistakes as pardonable, we will be very pleased and it will be very helpful for our future career. Sincerely Yours- Members of group # 3 Section-1 HRM-480 NameID #Signature A K M YunusMony053 361 030———– M Sabbir Hassan061 390 030———– M Tajvir Abbas061 392 030———– M Khayruzzaman061 628 030———– Nastashea Nadia Mollika062 535 030———– ShefaetulHoqueBhuiyan071 022 030———– Refath E Islam072 600 030———– Acknowledgment This project has been an eye-opener for us and we have been fortunate to have the support, assistance and encouragement of a number of individuals while preparing this report, without their support it would be hard to complete this study. We express our sincere gratitude to our Institutional Supervisor Mr. A K M Mominul Haque Talukdar (MHT), Lecturer, School of Business, North South University, Dhaka for guiding us in completing this study. His words of wisdom will always be remembered, and we are convinced that the knowledge of Strategic HRM that he has imparted would go a long way through our professional career. Secondly, we are also obliged to M Sabbir Hassan, Grameenphone Ltd. for his valuable time and providing us with the important information. He also shared with us necessary organization structural facts. We will also thank the other employees of Grameenphone Ltd. or sparing their time from work and filling out our questionnaires, which helped us to analyze our project. Our thanks also goes to the team members whose unflagging capacity for creative work and long hours made the project successful – under the pressure of deadlines. This report is successfully completed by our entire group member’s extreme effort. It was not possible for a single person to make the project successful. Moreover we would like to disclose our deepest esteem and gratefulness for our faculty, Mr. A K M Mominul Haque Talukder, for his extended helping hand and mentorship. To oc INTRODUCTION Our group (Group – 3) was assigned to select a company and evaluate it in terms of its cultural compatibility of HR issues which we researched on Grameenphone Ltd. Mr. AKM Mominul Haque Talukder, our faculty for this HRM480 course, has provided us with the opportunity to learn more about this topic through this project, which will eventually help us, understand how these things work in the real world. Through the extensive research this project required, we have gathered a lot of practical experience and have been able to identify such things in real life rather than just reading from a book. We are also grateful to Grameenphone Ltd. for allowing us to conduct such a survey about their organization. The research work started with us distributing questionnaires to 60 employees of Grameenphone Ltd. The questionnaires contained 2 dependent variables and 5 independent variables for analysis. Each variable consisted of 5 questions, with options available for answering. Once the data were collected from Grameenphone Ltd, we entered them into the SPSS software. The software provided us with various tables such as ANOVA, etc. and graphs such as Regression line, etc. All these helped us work out the analysis part. Our main objective was to find out whether Grameenphone Ltd. could carry out their organizational culture efficiency or not. The project was not just something that we had to do for class. This was something that provided us with knowledge and skills which would help us for years to come. Since we are the future managers of this country, we must learn to carry out such practices such as cultural practices with utmost efficiency. Choosing and hiring candidates is something which not only affects the organization but also the economy as a whole. The choosing of actually talented individuals gives hope to us all. It gives us the drive we need in order to work hard and make life seem fair. ? EXECUTIVE SUMMARY In order to find secure and best possible results regarding culturally compatible HR strategy, our team worked out a pattern which was both logical and sequential. The mission of our group and this project work was to analyze the way the employees of Grameenphone Ltd, think and feel and how these in turn affect the organization as a whole. Therefore, it was required of us to come up with a questionnaire and we have done so in such a way that would help us explore their perceptions and ideologies. All the information has been transformed into usable data which can be referred to in order to better understand their organizational culture and recruitment patters. Due to our experience with courses such as ECO 172, ECO 173, etc and also from the courses of MGT321, MGT351, HRM370, and HRM410 with our faculty Mr. A K M Mominul Haque Talukder, it was possible for us to round up this project successfully. Data analysis is something which is going to help us in the future by helping us truly understand situations and perspectives that make up an organization. This process started with us selecting 60 employees from different parts of the organization to fill in the questionnaire. We then converted those data into the SPSS database for further analysis. Before doing so, we had to first become familiar with the usage of the SPSS software, which was somewhat complicated. Also, it was slightly tricky to get the selected people to answer all questions in the questionnaire, for various reasons including the fact that some of them did not want to be too honest while some had trouble interpreting the meanings of the questions. The raw data collected was used for reliability tests to ensure its accuracy. In order to make the data usable for later stages, data reduction techniques had to be applied. Once the data had been approved, it was used for linear regression analysis and graphical representation of the regression analysis. Thus, eventually it was possible to understand and compare and contrast the perceptions of the different employees in a place such as AB Bank. The regression analysis provided Fcalc values which were compared to the F table. This is something that helps analyze and make decisions regarding whether to accept or reject the various relationships. SCOPE AND OBJECTIVE OF THE STUDY As a business expectative in future, we should have to gather experience beside our survey. We should not concern our lesson only in classroom but to implement it in practical life that will help us in our future life. A clear objective helps in preparation of well decorated report in order to take the right type of decision. So, identifying objectives is very much important. Our purpose of preparing the report is: Understanding the inter-organizational culture. Understanding the link between HR strategies with organizational culture. Evaluate the factors that affect strategic human resource management to learn the knowledge about the factors which are ultimately affecting strategic HRM. To understand real aspects of strategic HRM from staffing to top-managerial decisions. To understand the link between some important HR issues like communication, staffing and development, internal philosophy, flexibility job structure, performance management, with customer satisfaction and retention management. It is common knowledge that the compatibility of culture with Strategic HRM is one of the most basic and important functions of an organization. Unless a company is able to make a good cultural environment for strategic HR to an organization, all its stakeholders and employees will eventually suffer, which might be a result of dissatisfaction of customers as well. It is important for us to identify the seriousness of this function which is taken up by the HRM department. As future managers of this country, we must understand the pros and cons of every single action which is implemented during the recruitment process. Grameenphone Ltd. has provided us with a platform to study their culturally compatible HR strategy. We thank them for this opportunity which will help us gain first-hand experience and understanding of these things. The employees at Grameenphone Ltd. have been gracious enough to answer our questions in the questionnaires we provided them with. Some of the questions may have been slightly intruding, but that is the whole point of the research – to find out the employees’ true thoughts and feelings towards their cultural compatibility with their HR strategy. We hope to shed light on the various good things, and perhaps on some level of mismanagement going on at Grameenphone Ltd. nd their organizational culture with their HR strategy. The result of this research can help enhance all the good things going on in the organization, and also bring about opportunities to fix those things that may be wrong with it. After all, an organization is nothing without the people who keep it going. ? METHODOLOGY Methods of data collection: Methodology is the systematic study of methods that are, can be, or have been applied within a discipline or a particular procedure or set of procedures. It consists of both primary and secondary data. Primary data collection: We had to collect information from 60 employees of Grameenphone Ltd. We also had collect from three different branches that took us about 5 days. To collect the required information we made a questionnaire (given above) filled with questions related to choosing and hiring candidates , which would help us to understand how the HR mangers and senior while calling on for interview assess the raw test score, competencies, analytical skills, etc and average the whole result . They then check out family background, drug test, and criminal record etc and then hire the candidate. Hence, to collect this information we had to take an appointment with the Md. Bajlul Huda, Manager, Grameenphone Ltd. and went to the office accordingly. When we reached there we first brief him about our whole assignment as well as the questionnaire. He was very helpful with the whole task and assigned us with one of his Division Manager who took us to different level of the office and introduce to their sub-ordinates. We tried to survey all the dept. available in the office like the Finance Director, the HR dept. head, the Marketing Director and the Managing Dept. We divided our group members and each of us took some employees at a time to be available to them while they were filling up the questionnaire in order to answer to their queries. While filling some had little delusion on hr terms which we as a team need to elaborate the process of each term. And in that way it was also easier for us to collect all the correct required data as we were talking to only 1 employee at a time. And after they filled out the questionnaire we took their visiting cards along with their designation and stapled it to their papers. SECONDARY DATA: The raw data collected was then used for reliability tests to ensure its accuracy. Depending on the accuracy we had to implement data reduction using certain factors making the data usable for later stages. The approved data was then used for linear regression analysis and the obtaining graphical representation of the regression analysis. We then came up with relationships of the employee perceptions and various decision making criteria that are found in the daily working environment in an organization like Grameenphone Ltd. The regression analysis provided us with Fcalc values which were compared to the F table; which assisted us in deciding whether to accept or reject the relation between the various relationships we formed previously. ? LIMITATIONS OF THE STUDY As we have to make a report on the ‘Culturally compatible HR strategy’ practices of Grameenphone Limited by meeting a survey, we were really unable to collect enough information due to their official restrictions. These restrictions could not be eliminated without seeming offensive or intrusive. Many things were so confidential that we were we could not gain access to them. Thus, we had to conduct our analysis on whatever information we could gather, which was not enough. At the very beginning, we had a lot of difficulties in collecting information from the employees. Most employees were reluctant to fill up the questionnaire we prepared for them to fill up. Perhaps some of the questions made them uncomfortable, or perhaps they just did not have time. However, there was no reason to feel uncomfortable since the questionnaires were meant to be filled anonymously. We had to convince most of them to fill them up. Finally we could convince 50 employees to fill up the forms. Some of them didn’t tick all the answers and some ticked random answers without understanding the questions, or not even reading them properly. So, while studying the filled up questionnaires, we had a lot of complications in analyzing the data. The questionnaires prepared by us contained a lot of technical terms, which were comprehensible only to people who were familiar with HRM terminologies. Conditions like these created a lot of problems for the personnel filling he questionnaires, and they often asked us questions regarding what the question meant. It seemed like some of them found it extremely hard to truly understand the meanings of some of the questions. As we had to entertain a lot of queries at the same time, we were unable to allocate equal time and attention to everyone. This was purely unintentional, but it may have led to misinterpretation from our side towards the employees. While working on the filled up questionnaires we faced quite a number of problems, which prevented us from obtaining results of optimum accuracy. As we had to use SPSS software, we faced compatibility problem on SPSS with windows Vista and windows 7. We also encountered a few other minor problems during the primary data collection and while interpreting the data. Beside this we have faced the following hindrances in preparing this report: Lack of knowledge and experience regarding subject matter of employees filling the questionnaire. Shortage of time. Lack of sufficient privileges. Lack of communication facilities. Difficulty in getting an appointment. SPSS software compatibility problem with windows Vista and windows 7. The survey report focuses Cultural compatible HR strategy in Grameenphone Ltd. The survey may not be more comparable or more valid due to our lack of knowledge and experience regarding statistical data handling and interpretations. Also, it should be mentioned that we had trouble working out on the relationships between the various dependent and independent variables. ? COMPANY PROFILE Grameenphone, widely known as GP, is the leading telecommunications service provider in Bangladesh. Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise between Telenor and Grameen Telecom Corporation, a non-profit sister concern of the internationally acclaimed microfinance organization and community development bank Grameen Bank. Telenor, the largest telecommunications company in Norway, owns 62% shares of grameenphone and Grameen Telecom owns the remaining. Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh. From the very beginning, Grameenphone placed emphasis on providing good after-sales services. In recent years, the focus has been to provide after-sales within a short distance from where the customers live. There are now more than 600 GP Service Desks across the country covering nearly all upazilla’s of 64 districts. In addition, there are 72 Grameenphone Centers in all the divisional cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indirect employment for a large number of people over the years. The company presently has more than 5,000 full and temporary employees. Another 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others. There are more detail about Grameenphone Ltd. is given below; VISION: To be a leading provider of telecommunication services all overBangladesh with satisfied customers, shareholder, and enthusiastic employees. MISSION: GrameenPhone Ltd. aims at providing reliable, widespread, convenient mobile and cost effective telephone services to the people in Bangladesh irrespective of where they live. Such services will also help Bangladesh keep pace with other countries including those in South Africa region and reducing her existing disparity in telecom services between urban and rural areas. HISTORY: November 11, 1996: GrameenPhone was offered a cellular license in Bangladesh by the Ministry of Posts and Telecommunications. March 26, 1997: GrameenPhone launched it’s on the Independence Day of Bangladesh. 1998 June: Launched mobile to mobile service (Without PSTN access). 1999 August: Launched first Prepaid Service in the country. 2003 August: Reached One million Subscribers. 003 October: Launched prepaid product with PSTN connectivity. 2004 August: Reached 2 million Subscribers. 2005 April: Reached 3 million Subscribers, Launch of â€Å"djuice†, a youth brand, for the first time in Bangladesh. 2005 August: Reached 4 million subscribers. 2005 September: Launched EDGE and Voice SMS for the first time in Bangladesh. 2005 October: Reached 5 million subscribers. 2006 J anuary: Launch of Business Solutions- segmented offering for the Business Segment, Reached 6 million subscribers. 2006September: Launch of CIC. 2006 November: Celebrated 10million subs in 10 years & launched New Logo, Launch of Health line. 006 December: Launched Smile Prepaid & explore Post-paid, Launch of Bill Pay. 2007 February: Business Solution Re-launched. 2007 April: Djuice Re-launched. 2009: Launch of Bill-pay service. 2010 March: Launched 4 new Prepaid package named â€Å"Apon†, â€Å"Bondhu†, â€Å"Shohoj† and â€Å"Adjusted djuice† with new attractive tariff plans. The company has so far invested more than BDT 10,700 crore (USD 1. 6 billion) to build the network infrastructure since its inception in 1997. It has invested over BDT 3,100 crore (USD 450 million) during the first three quarters of 2007 while BDT 2,100 crore (USD 310 million) was invested in 006 alone. Grameenphone is also one the largest taxpayers in the country, having contributed nearly BDT 7000 crore in direct and indirect taxes to the Government Exchequer over the years. Of this amount, over BDT 2000 crore was paid in 2006 alone. Since its inception in March 1997, Grameenphone has built the largest cellular network in the country with over 10,000 base stations in more than 5700 locations. Presently, nearly 98 percent of the country's population is within the coverage area of the Grameenphone network. Grameenphone was also the first operator to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value-added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other products and services. The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. There are currently nearly 3 million EDGE/GPRS users in the Grameenphone network. Grameenphone nearly doubled its subscriber base during the initial years while the growth was much faster during the later years. It ended the inaugural year with 18,000 customers, 30,000 by the end of 1998, 60,000 in 1999, 193,000 in 2000, 471,000 in 2001, 775,000 in 2002, 1. 16 million in 2003, 2. 4 million in 2004, 5. 5 million in 2005, 11. 3 million in 2006, and it ended 2007 with 16. 5 million customers. From the very beginning, Grameenphone placed emphasis on providing good after-sales services. In recent years, the focus has been to provide after-sales within a short distance from where the customers live. There are now more than 600 GP Service Desks across the country covering nearly all upazilla’s of 64 districts. In addition, there are 72 Grameenphone Centers in all the divisional cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indirect employment for a large number of people over the years. The company presently has more than 5,000 full and temporary employees. Another 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others. In addition, the Village Phone Program, also started in 1997, provides a good income-earning opportunity to more than 210,000 mostly women Village Phone operators living in rural areas. The Village Phone Program is a unique initiative to provide universal access to telecommunications service in remote, rural areas. Administered by Grameen Telecom Corporation, it enables rural people who normally cannot afford to own a telephone to avail the service while providing the VP operators an opportunity to earn a living. The Village Phone initiative was given the â€Å"GSM in the Community† award at the global GSM Congress held in Cannes, France in February 2000. Grameenphone was also adjudged the Best Joint Venture Enterprise of the Year at the Bangladesh Business Awards in 2002. Grameenphone was presented with the GSM Association's Global Mobile Award for ‘Best use of Mobile for Social and Economic Development' at the 3GSM World Congress held in Singapore, in October 2006, for its Community Information Center (CIC) project, and for its Health Line Service project at the 3GSM World Congress held in Barcelona, Spain, in February 2007. Grameenphone considers its employees to be one of its most important assets. GP has an extensive employee benefit scheme in place including Gratuity, Provident Fund, Group Insurance, Family Health Insurance, Transportation Facility, Day Care Centre, Children's Education Support, and Higher Education Support for employees, in-house medical support and other initiatives. CURRENT OFFERINGS: Prepaid Price pans: Grameenphone Ltd. announced a new range of price plans that is expected to bring greater simplicity in the pre-paid category. The company has also revealed a new price plan for its djuice product as well. The three prices packages – Shohoj, Aapon, Bondhu, along with djuice – have been developed for pre-paid subscribers and offers interchange ability and easy migration. The Shohoj package will cater to users who need to call all networks and offers callers a low, flat rate of BDT 0. 79 per minute to any operator number. Shohoj users will also have the option to SMS any number at BDT 1 per SMS. The Aapon package has been designed for callers who have a predominately Grameenphone calling base. Aapon offers a special day time tariff and night time tariff (12pm-4pm and 12am-8am respectively) of 49 paisa per minute. Aapon users can also call three FnF numbers (Grameenphone numbers only) at 49 paisa per minute any time, and send SMS to the FnF numbers at BDT 0. 50 paisa per SMS. Aapon users will also have the option to SMS any number (GP and other operator) at BDT 1 per SMS. The Bondhu package is for users whose calls are usually limited to a tight FnF circle. This package offers the highest number of FnFs and users can call seven FnF numbers at 49 paisa per minute any time. With Bondhu package, calls to all other numbers (Other than the seven FnFs) are BDT 0. 99 per minute. SMS rates are BDT 0. 50 per SMS to GP numbers and BDT 1 to other operator numbers. Djuice retains its youth focus where there is big interest in community tariffs and special night time tariffs. What’s new is that any Grameenphone pre-paid customer can opt for djuice, or vice versa. Notably a regular migration fee of BDT 10 will be charged for migration to or from all packages after 13 April 2010. Post-paid price plans: With the new xplore post-paid, discover the pleasure of doing much more. Packed with a treasure of new features and facilities it keeps you in touch with your loved ones and gives you access to unlimited information and entertainment. xplore post-paid sets you free! Grameenphone Internet: Internet is the most convenient medium of information, through which people can enhance their knowledge, spread the same from one corner of the globe to whichever place they wish with a single click. Communication solutions developed by Grameenphone across all the media have always focused one single thing – to help people stay close to their dear ones and to enlighten heir lives through free and flawless access to information. Grameenphone internet is another step towards fulfilling this goal. With this step, Grameenphone promises to enlighten the lives of 20 million people by providing easier and faster access to information than ever before. Grameenphone so far brought Internet to people in the following ways: 1) Desktop and Laptop browsing: by using the mobile as modem or by internet modem 2) Mobile screen browsing: WAP/internet browsing on the mobile. 3) CIC: More than 550 CICs all over the country for those who do not have access to PC or other facilities. Grameenphone is looking to expand further into the digital world by expanding its internet platforms and developing more internet related products, thus becoming the biggest Internet Service Provider of Bangladesh. Package 1 (P1) is a pay-as-you-go offer. It is available for both prepaid and post-paid subscribers. For every kilobyte (KB) of data browsed, subscribers are charged Tk. 0. 02 (excluding VAT). Package 2 (P2) is available for post-paid subscribers only. Existing P2 prepaid subscribers will continue to enjoy this service unless they cancel the service willingly or fail to renew the service on time due to insufficient balance. Once P2 is deactivated from any existing P2 prepaid subscriber after 31st July 2009 due to insufficient balance or cancellation by the user, it will not be available for that user anymore Package 3 (P3) is for postpaid subscribers. Subscribers can enjoy the service from 12:00AM-8:00AM and monthly charge is BDT 300 (excluding VAT). From 8:01AM-11:59PM, subscriber can enjoy pay-as-you-go offer like P1. Package 4 (P4) is for prepaid subscribers. Subscribers can enjoy the service from 12:00AM – 11:59PM (within a day) with 150MB data usage limit in a day and daily charge is BDT 60 (excluding VAT). From 12:00 AM of the next day, pay-as-you-go (P1) charges will be applicable. Package 5 (P5) is an internet offer of 3 GB per month @ BDT 700+VAT. The package has a life time of 30 days (from the date of activation). After expiration of the specified volume or the life time of the package whichever finishes first, P1 (BDT 0. 02/KB) charge will be applicable. Package 6(P6) is an internet offer of 1 GB per [email  protected] BDT 300+VAT. The package has a life time of 30 days (from the date of activation). After expiration of the specified volume or the life time of the package whichever finishes first, P1 (BDT 0. 2/KB) charge will be applicable. Grameenphone Internet modem For the first time, Grameenphone is offering branded Internet modem (USB EDGE Modem) for its subscribers. This modem: Is Sleek & Smart Looking Supports GSM 900/1800 Is Plug & Play [Windows 2000, XP, Vista & Mac OS] Has default GP configuration / settings Provides Customized Dashboard including GP Logo Has SMS serv ices & Phonebook Option Provides daily, monthly & yearly usage data Has very easy SIM Insertion Method Has one year full warranty & after sales service Mobitaka Grameenphone brings yet another technological marvel- Mobitaka Ticketing! With Mobitaka Ticketing service, you can buy Intercity Train tickets in advance from your own mobile phone! You don’t need to stand in the long queues, overcome lots of hassles to collect a railway ticket. You can sit at the comfort of your own home and stop worrying about collecting train ticket for you upcoming journey. We want you to stay close to your dear ones and hence Mobitaka ticketing is for you. Value Added Services You can use your mobile phone for many other purposes than making voice alls. With GrameenPhone’s VAS, you can use your mobile phone to: Send and receive text messages, picture messages, voice messages Download ring tones, logos, wallpapers Obtain news updates, cricket score updates Browse the Internet and also send and receive e-mails Transfer data and send fax Participate in competitions and vote for your opinions You will be able to use all these services whenever you need them, wherever you are. All you need is to have a GP mobile phone to get these services. Messaging Services Information Alerts Data Transfer Fax Entertainment Services Browsing the Internet Send and receive e-mails Download Contents Customize Your Handset Participate in Competitions Vote your Opinions Services are: Studyline Music Radio Call Block Service Miss Call Alert Bill pay Stock information Instant messaging Cricket Update Cell Bazaar Web SMS Mobile Backup etc. International Roaming In March 1999, Grameenphone introduced this premium service for the first time in Bangladesh and now provides International Roaming service to its own subscribers traveling abroad as well as to foreign operators’ subscribers traveling in Bangladesh. For the first time in Bangladesh in July 2006, Grameenphone launched Roaming Services (both GSM and EDGE/GPRS) with CAMEL Phase II for Pre-paid In-bound subscribers. Grameenphone has unique ‘One to One’ relationship with all its International Roaming partner operators. As of May 2009, Grameenphone has 357 GSM partner operators in 120 countries in 6 continents and 137 EDGE/GPRS partner operators in 55 countries. ? GRAMEENPHONE HR PRACTICES: Grameenphone Human Resource system is one of the best systems in Bangladesh. The strategy of Human Resource Division is followed from Telenor strategy. HR is a Critical Enabler for Telenor in the Pursuit of its Strategic Goals. HR is a key to ensuring an Organization that provides a competitive advantage by being simple, aligned and efficient. A Culture centred on the customer and characterized by diversity, generosity and an international mind-set. Leaders, Who have a passion for business, excel at empowering people and never compromise on Telenor's ethical standards People, Who perform at the peak of their ability because they feel a sense of mission, accomplishment and growth. Corporate HR Corporate HR is responsible for global HR support and processes, and is organized as follows: Organization and Leadership Capabilities: Strategic responsibility for IVC (Internal Value Creation – Employee survey) and TLDP (Telenor Leadership Development Process). Global HR Development Compensation and benefits Employee Role Local HR Local HR departments serve managers and other employees with Human Resources and organizational development related topics. They are also in charge of the implementation and follow up of processes like IVC (Internal Value Creation – Employee survey) and TLDP (Telenor Leadership Development Process). HR Services HR Services is a resource centre for personnel administrative services in Telenor for the Nordic region. Internal Value Creation (IVC) Internal value Creation or IVC is a tool for creating value internally to all the employees of the organization. For better motivation and maximum effort from all the employees this tool helps a lot for achieving the vision. The purpose of the IVC Grameenphone vision Is â€Å"We exist to help our customers get the full benefit of communication services In their daily lives. † The key to achieve this vision ? a mind-set where each and every one of them works together. The IVC process offers them not only an opportunity to assess their progress in working towards this vision, but also to carry out actions that will improve their people and organization In order to meet future challenges and Implement the strategies. This is required from the Manager in this process Inform the employees before the survey and encourage participation. Pr esent the survey findings to them. Develop an action plan together with them. Implement, follow up and report on the actions. Communicate and celebrate results. HR operations: Preparing and providing circulars for internal and external recruitment Arranging hiring and selection process Recruiting employees Joining procedures Providing salary information’s Providing benefits and compensations Leave management Performance appraisal & evaluation Allocating resources including humans resources Handle employee separation process Arranging Training programs Arranging motivational and refreshing programs for the employees etc. LATEST STRATEGIC HR APPROACH: Very recently Grameenphone internally has launched a new approach to motivate the employees as Grameenphone always believes that internal customers should be satisfied first in order to make the external customers satisfied. As Grameenphone declared these year as EDGE year and all their concentration is on EDGE they are offering 10% commission on each EDGE package selling by the employees of Grameenphone and also in the last month there was another motivational offer for employees and that was the best EDGE seller will get BDT 100,000, second best seller BDT 60,000 and the third one was BDT 40,000. So employees are feeling motivated and trying to sale more in order to get those benefits and their satisfaction rate is going higher. And internal surveys says that Consumer Satisfaction Index of Grameenphone is the highest in Bangladesh these days and its all because of the satisfaction of the employees. Another strategic approach of Grameenphone is SEED which each likely to be idea generation. On this program employees are offered to submit their creative and innovative ideas that can add more values to Grameenphone and the best idea generator person will get BDT 1 million. So Grameenphone is very creative in their strategic HR approaches and they are always one step ahead to everyone in the industry. ? Literature Review During the formulation of human resource strategies organizations must consider their internal and external realistic factors. When realities change successful HR do have adoption with current realities. Culture is one of the fundamental factors of organizations internal realities. Survey can be conducted to know about the existing culture. There are some topics that should be included in the questionnaire like performance, information and resources, operational philosophy, and human resource. Here performance is all about meeting the organizational goal, customer satisfaction, results regarding short term and long term. Information and resources includes their management system and allocation of resources. Operational philosophy is about relation between culture value and risk taking, types of management whether it is leadership or close control. Human resources include the perception of employees as a cost of assets. It is important to clarify and communicate the organizations vision or mission that it is widely understood. It is needed to check out the current realities to make ensure the vision or mission is still viable or not. Strategies have to be formulated to fit and support the culture. Human resource strategy consists of interrelated functional strategies. The functional components are selection and staffing, organization and human resource development, and reward. The utility and software firm has different human strategy that is required to meet their needs. They have different strategy regarding their staffing policy, development, rewards, and design. The utility should concern about increased sensitivity and satisfying customer needs, increased the factors that will give benefit the total organization, emphasis on cost management, increased application of employees’ potential value. On the other hand software firm critical needs are more delegation by manager, more recognition of support functions, better creation and communication of long range plans, according equal weight to overall organizational performance and product or unit performance. There are some organizations with poorly defined or fragmented culture. There were created some conflicts between the information systems function, the customer service function and the more mainstream functions related to production and delivery of primary service. Cultural assessment was needed to determine the key points of difference between senior management’s desired culture and the culture desired by people in the functional business was beneficial. The utility and the software firm no one has dysfunctional culture. Some organizations have significant misalignments of culture which is very large gaps between what the culture is and what people feel it should be. INSTRUMENT DESIGING (Questionnaire) Customer Satisfaction Customer satisfaction, a business term, is a measure of how products and services supplied by a company meet or surpass customer expectation. It is seen as a key performance indicator within business and is part of the four perspectives of a Balanced Scorecard. Organizations need to retain existing customers while targeting non-customers. Measuring customer satisfaction provides an indication of how successful the organization is at providing products and/or services to the marketplace. In Grameenphone customer satisfaction is there number one motto. They are inconsiderable regarding this matter of customer satisfaction. Retention Management Retention management is a systematic process of retaining employees. In our questionnaire we have included several questions related to the effectiveness of Retention management in Grameen Phone Bangladesh Ltd. We have included dimensions like flexible work hours, training and development opportunity, and friendly work environment to find out how important these are to the employees as managers use these criteria frequently to stop employees from leaving the company. Adequate help from the superiors, salary well above market rate are also important for employee retention. . Your organization helps you with your performance problems. 2. The work schedules are flexible. 3. My organization offers well –above- market wage. 4. Ample training and development opportunity is offered. 5. The company has a friendly work environment. Communication: Communication is the best way behind the development of a particular company. Its justified whether the customers are sa tisfied through the service or not. As we all know that the service of Grameen Phone is the best service so far in our country that we exemplified most often. They focused on the customer as well as the communication with them so that they can aware about the problems of the customers. This is a two way communication process. In our questionnaire we have included so many topics like its help to achieve company’s mission and vision. To bring the effectiveness in the organization both the horizontal and vertical communication process is important. Internal communication should be focused more. 1. You believe communication process will strengthen the mission or vision of the company? 2. Your organization allows both horizontal and vertical communication process effectively. 3. Do you think healthy internal communication process will leads to employee satisfaction. 4. Do you believe healthy internal communication will emphasis on doing what will benefit the entire organization? 5. Do you believe all necessary information and resources should be communicated widely and completely inside the organization. Staffing and development: Staffing means the whole recruitment process of the employees. From the very beginning of selecting the employees is very important for a particular organization. Here in Grameen Phone they have followed a specific and very organized process of staffing employees. Development is a certain process of improving employees’ skills and abilities that are needed for the organization in future consequences. Very selected employees who have proved themselves beneficial for the organization in the long run got the opportunity to develop themselves through this process. Here we indicate some questions like employees are satisfied of their staffing and development process or not. Staffing process should be fair for all the employees. Empowerment is exists in the organization or not we also have included the question in our survey. And so on. 1. You believe fair staffing and development procedure leads to employee satisfaction. 2. You believe your organization follows fair staffing and development procedure. 3. Your organization allows internal staffing and development procedure. 4. Your organization believes in providing empowerment. 5. Your organization believes staffing process as an investment. Flexibility in job structure: Here flexibility means that the job structures are changeable. With the demand of the time and the employees’ capabilities the job design can be changed. In Grameen Phone it’s not practiced that much but for the better survey we have asked the questions regarding this issue that flexible work system is good for employees’ performance. It creates a healthy relation between the manager and the subordinates. Likewise some other important question on this topic. 1. You believe flexible structure with defined roles that are change frequently will allow the organization to perform best in the future. 2. Flexible job structure allows managers to delegate tasks to subordinates. 3. Flexibility in job structure is helpful for better creation and communication of long range plans. 4. Flexible job structure ensures more accountability towards the job. 5. Because of flexible job structure employees achieved enough skills which will be helpful to face any stress situation. Internal Philosophy: Internal philosophy states about what are the different steps are the company willing to initiate for the betterment of the employee base. Grameen Phone cares about its existing employee base and ensures safety for its employees. Because of the international company most of the decisions usually prepared in the abroad and in Bangladesh employees hardly get opportunity to participate in decision making procedure. Grammen Phone ensures equal treatment for its entire employee base and obviously try to match the responsibility and autonomy for in every level of employment. 1. Your organizational culture values balanced risk taking or safety at all cost. 2. Your organization culture follows participation in decision making. 3. You believe managers should concern about overall results rather than care only about their own units. 4. Your organizational ensures perfect match between autonomy and job responsibility. 5. Your organization ensures equal justice for all level of employees. Performance management: A specific guideline is very important to the employees to perform their jobs. This is also an important aspect of orientation method and evaluation system. If the employees find any inconsistency within this structure they grow resentment towards the management which gradually leads to voluntary turnover. Thus we included this dimension to find out how the employees of this particular company perceive the company’s outline for performance management and how effective it is to retain the employees. 1. Your organization has an effective and well structured performance management and evaluation system. . Assistance and continuous feed-back is given on a continuous basis 3. Managers who use this management system have proper education and training to use it. 4. Performance and evaluation result are documented for future reference. 5. Your organization provides extra incentives for best performance. ? Findings and Analysis DATA INTERPRETATION Mean: A parameter refers to a specific population characteristics and a statistic refers to a sample characteristics. Measures of average value of every responses of a particular value are usually computed from sample data through mean function. This enabled us to see the relative responses of a certain dimension Regression (R2 AND AUXILIARY R2 to find out MULTICOLINEARITY): Regression analysis discusses the linear relationship in terms of dependency of one on the other. It provides us a statistical technique for obtaining the line that best fits the data points. R square: R square measures the proportion of variation in a model which is explained by the repressors jointly. This quantity varies from 0 to 1. The higher values indicate a better regression. Actually R square is the percentage explained variability. R bar square: R square of individual regressor. Multicollinearity: In a regression model if one regressor changes are associated with changes in other regressors then the problem of multicollinearity arises. In a regression model two or more independent variables are perfectly collinear if one or more of the variables can be expressed as a linear combination of the other variables. Discussion about Reliability & Factor analysis: Reliability of measurement refers to the stability of measurement of sample data/attribute. This is of concern both within a single time period in which the attribute is being measured and between time periods. By factor analysis we reduce those questions which are found to be unreliable. Correlation: A strong linear relationship is defined as a condition where the individual observation points are close to a straight line. Correlation coefficient provides a measure of the strength of the linear relationship between two random variables. A correlation of 0 indicates that there is no linear relationship between the two random variables. ANOVA (F-VALUE): ANOVA: ANOVA is the analysis of variance which is concerned with analysis the effect of one or more factors on the experiment units. CORRELATION Correlation shows whether positive or negative relationship exists between one independent and one dependent variable. If relationship exists Correlation Table helps us to find out whether the relationship is significant or not. A significant relationship between a dependent and an independent variable suggests that to predict dependent variable that independent variable in the regression model. From this table of correlation we find that Our 1st dependent variable Retention management is correlated with independent variables Communication, Staffing and Development, Flexibility in job structure, internal Philosophy and Performance Management. Our 2nd dependent variable Customer Satisfaction correlated with independent variables Communication, Staffing and Development, Flexibility in job structure, internal Philosophy and Performance Management. 1. CM (Communication) VS CSM (Customer satisfaction) Relationship with Literature review: The correlation between communication vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Ensuring effective communication is very important factor for having satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expectations of the customers from the company are. 2. CM ( Communication) VS RMM ( Retention Management) Relationship with Literature review: The correlation between communication vs Retention management is showing a Single star. It signifies that the correlation is very significant at 0. 05 levels. If the company can ensure effective communication method inside the organization, it allows the company to retain its current employee base. 3. SDM (Staffing & Development) VS CSM (Customer satisfaction). Relationship with Literature review: The correlation between Staffing and development vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows the fair and clear staffing and development procedure, help the company to acquire loyal employee base and thus loyal employee base help to attain customer satisfaction. . SDM (Staffing & Development) VS RMM (Retention Management) Relationship with Literature review: The correlation between staffing and development vs retention management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Fair staffing and development process of the company helps to retain its current employee base because the employee holds a positive perception regarding the company selection and employee development process. 5. FM (Flexibility in job structure) VS CSM (Customer Satisfaction) Relationship with Literature review: The correlation between Flexibility in job structure vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction. We are saying that because if an employee gets enough flexibility to perform a task then he/she would try to perform that task very efficiently and effectively and which leads to ensure satisfied customer base. 6. FM (Flexibility in job structure) VS RMM (Retention Management) Relationship with Literature review: The correlation between Flexibility in job structure vs Retention management is not significant. 7. IPM (Internal Philosophy) VS CSM (Customer Satisfaction) Relationship with Literature review: The correlation between internal philosophy vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. It is very true that if a company has a healthy internal philosophy it obviously ensures satisfied customer base. Company having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy. Healthy internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 8. IPM (Internal Philosophy) VS RMM (Retention Management) Relationship with Literature review: The correlation between internal philosophy vs Retention Management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. It is true that internal philosophy of a company helps to retain current employee. If the philosophy of the company is employee centered, it helps to retain the employee because they found that company is really caring about themselves. It helps the HR department of the company to view the employee as an investment rather than a cost. 9. PMM (Performance Management) VS CSM (Customer Satisfaction) Relationship with Literature review: The correlation between Performance management vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows performance management effectively, it leads to ensure customer satisfaction. If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure. If the company provides extra incentives for the outstanding performance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 10. PMM (Performance Management) VS RMM (Retention Management) Relationship with Literature review: The correlation between Performance management vs retention management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company can able to manage the performance of the employee base effectively it would be helpful for the company to retain customer base because the perception of employees would be positive regarding the company at this point. ? LINEAR REGRESSION: Data Interpretation: 1. Customer satisfaction VS Communication Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 373(a). 139. 124. 44333 a Predictors: (Constant), CM When comparing Customer satisfaction with Communication we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and communication. And the alternative hypothesis H1= There is strong relation between customer satisfaction and communication. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 9. 361 Significant Value = . 003a (9. 361) ; Significant Value (. 003a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication. And it is supported by the fact that R square value is 0. 139 which is almost equal to 0. 14. That means there is a strong relationship between these two predictors. Relationship with Literature review: Ensuring effective communication is very important factor for having satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expections of the customers from the company are. So it helps the company to devise a plan to satisfy those needs of customers effectively. 2. Customer satisfaction VS Flexibility in job structure. Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 393(a). 154. 140. 43935 a Predictors: (Constant), FM When comparing Customer satisfaction with flexibility in job structure we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and flexibility in job structure. And the alternative hypothesis H1= There is strong relation between customer satisfaction and flexibility in job structure. ? Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if lt; Significant Value Therefore, we found that. = 10. 588 Significant Value = . 002a (9. 361) ; Significant Value (. 002a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication. And it is supported by the fact that R square value is 0. 154 which is almost equal to 0. 15. That means there is a strong relationship betwe en these two predictors. Relationship with Literature review: Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction. We are saying that because if an employee gets enough flexibility to perform a task then he/she would try to perform that task very efficiently and effectively and which leads to ensure satisfied customer base. 3. Customer satisfaction VS internal Philosophy: Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 341(a). 116. 101. 44920 a Predictors: (Constant), IPM When comparing Customer satisfaction with internal Philosophy we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and internal philosophy. And the alternative hypothesis H1= There is strong relation between customer satisfaction and internal philosophy. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 7. 612 Significant Value = . 008a (7. 612) ; Significant Value (. 008a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and internal Philosophy. And it is supported by the fact that R square value is 0. 116 which is almost equal to 0. 12. That means there is a strong relationship between these two predictors. Relationship with Literature review: It is very true that if a company has a healthy internal philosophy it obviously ensures satisfied customer base. Company having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy. Healthy internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 4. Customer satisfaction VS Performance management. When comparing Customer satisfaction with Performance management we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and performance management. And the alternative hypothesis H1= There is strong relation between customer satisfaction and performance management. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 46. 228 Significant Value = . 000a (46. 228) ; Significant Value (. 000a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and performance management. And it is supported by the fact that R square value is 0. 444 which is almost equal to 0. 45. That means there is a strong relationship between these two predictors. Relationship with Literature review: If the company follows performance management effectively, it leads to ensure customer satisfaction. If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure. If the company provides extra incentives for the outstanding performance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 5. Customer satisfaction VS Staffing and development. When comparing Customer satisfaction with Staffing and development we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and Staffing and development. And the alternative hypothesis H1= There is strong relation between customer satisfaction and Staffing and development. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 30. 668 Significant Value = . 000a (30. 668) ; Significant Value (. 000a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and Staffing and development. And it is supported by the fact that R square value is 0. 346 which is almost equal to 0. 35. That means there is a strong relationship between these two predictors. Relationship with Literature review: If the company devoted to hire best employee base and also nurses them effectively, getting satisfied customer is obvious. Company should be concerned about hiring the best people to maintain the harmonious culture of the company as well who can work their best to attain company goals and objectives. If the company has an objective to ensure market growth then the company has to hire and promote those employees further who can able to attract customers attention effectively because if customers are satisfied with the performance of the company, they could play a vital role to ensure further growth for the company. . Retention management VS Communication When comparing Retention management with Communication we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between Retention management and Communication. And the alternative hypothesis H1= There is strong relation between Retention management and Communication. Decision Rule: We all know th at Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 5. 42 Significant Value = . 023a (5. 42) ; Significant Value (. 023a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and communication. And it is supported by the fact that R square value is 0. 086 which is almost equal to 0. 09. That means there is a low relationship between these two predictors. Relationship with Literature review: From the analysis it has been found that though the findings (relationship vs retention management and communication) are significant, but it is not strongly significant. From the value of R square we came to know that there is a low relationship exists between these two predictors. Most of the time proper communication process among the employee do not ensures the employee retention. There are some other predictors related with this issue which are also required for ensuring retention management process. ? 7. Retention management VS Flexibility in job structure. When comparing Retention management with Flexibility in job structure we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between Retention management and Flexibility in job structure. And the alternative hypothesis H1= There is strong relation between Retention management and Flexibility in job structure. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 1. 663 Significant Value = . 202a (1. 663) ; Significant Value (. 202a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and Flexibility in job structure. And it is supported by the fact that R square value is 0. 028 which is almost equal to 0. 03. That means there is a strong relationship between these two predictors. Relationship with Literature review: It is not a denying issue that if a company follow flexible job structure for its employee base it can able to retain its current employee base compare to the other company which does not follow the flexible job structure method. Flexible job structure enables employee to get more experience and allows using those experience to handle any stress situation which could come. Moreover flexible job structure allows more accountability towards the job because flexibility allows the employee to view the company as a whole and motivated to ensure best performance for the company. 8. Retention management VS Internal Philosophy. When comparing Retention management with internal philosophy we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between Retention management and internal philosophy. And the alternative hypothesis H1= There is strong relation between Retention management and internal philosophy. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 32. 234 Significant Value = . 000a (32. 234) ; Significant Value (. 00a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and internal philosophy. And it is supported by the fact th

The Church as Forgiving Community: an Initial Model

The Church as Forgiving Community: An Initial Model Liberty University Summary To forgive is not to condone, excuse, forget, or even to reconcile. To forgive is to offer mercy to someone who has acted unjustly (Magnuson; and Enright, 2008). The study of forgiveness in this research article leads us down a path of insightful hopefulness for reconciliation, peace, trust, self-esteem and greater self-actualization. Along with humanistic values this article gives the reader a deeper comfort in the mercies that is given from a greater high power when forgiveness is asserted.The overall premise of â€Å"The Forgiving Community,† as an initial model was a great starting point for greater research. Within the article we see why a basic theory could be important and should be implemented, especially in the case of reaching our children before a culture of unforgiveness and grudges engulf them. The main idea of this article was how to train the church community to instill the forgiving model. One of those ideas of how to instill the forgiving model was for forgivers to learn from their forgiveness and understand one must forgive because they have been forgiven for something themselves.As forgiveness is given and received both recipients, especially the forgiver now see that we all live in a world full of brokenness yet we still yearn to be restored into full fellowship with one another. While the authors were building their case for the forgiving community model they really focused on trying to teach the forgiving model. Looking at forgiveness as a model in the church within the numerous levels of its hierarchy was greatly insightful. Because, this lead to a purpose driven environment that was built on the back of repetition.This shows an effort not to exclude anyone out of the conversation as one is trying to make a lifestyle of living in the atmosphere of forgiveness. Interaction At first glance this article seemed interesting to me simply because of its title. It was one of those things that you look at and say, should not it be that way anyway. As a pastor I have been teaching on forgiveness and confession for a number of weeks in my bible study class. Everything that has been read and the scriptures that have been used in my study time have validated my conclusions of the past few weeks.Not only has my conclusions been validated it has now allowed me to deepen my studies with some empirical materials to allow my class to partake into some knowledge outside of scripture interpretation. This journal piece has challenged me as a pastor to become more psychological in my studies and further deliberate in my method of teaching. There should be a continuum of information that is given out not just from the pastor but from every auxiliary leader so that the message is not just heard but is embedded to all that are receiving the message.This will lead to the sustainability of a message and a life of character change, which will lead one to a li fe of self-gratification, healing, love and respect for self and others. Robert D. Enright is not just noted as an author in this article but a lot of his work is also cited in this article. Because of the dynamic references in this article his books are now on my reading list for future sermons and bible study topics especially on the topic of forgiveness.Along with reading his other works, there is a piece of me that wants to see how he interprets the scriptures of forgiveness through the lens of academics. Is there a more spiritual rational for his belief of forgiveness or is it mere empirical data received through research. Application The counseling session topics that will be used in this scenario are rape and forgiveness. Based on the article we would have to establish a level of comfortability and trust for this conversation even to blossom.Because rape is such a private encounter and the lack of trust that is in the mind of the victim; encouraging one to release their fears and pains is a delicate task. Initially, I would create a series of messages dealing with forgiveness, confidence, love, misconduct, rejection and/or acceptance. This would be done in a group setting and the conventional church service setting. There would then be a time of self-evaluation and reflection so that individuals have time to process the actions of their past lives.Afterward, there will be a time of one-on-one discussion to feed the beast of past pains and allow the clients to see since one is still here God has a continued plan past their hurtful ordeal. The subsequent steps of further sessions will be how to forgive others and how to forgive oneself for the past actions after the rape occurred. Using the church as a forgiveness community we will allow others to discuss their past and how they made it through as in the life of Joseph with his brothers in Genesis the 50th chapter.A beginning and ending of any session would begin like this, â€Å"You intended to harm me, but God intended it for good to accomplish what is now being done† (Genesis 50:20, New Living Translation). You can accept the past. No one sin, no one exploits, no one choice on your part is too big for God to handle or for God to work out. Just look at Joseph! The same brothers that plotted, sold, and lied about him had to rely on him for their survival. You can embrace the present. There is no place in your life to ride the, what if thrill ride.The past is forgiven and gone, and the future is in God’s hands; so you are free to focus on your present: because you’re present is where God’s love, grace and mercy will stream from. You can look expectantly toward the future. Even if you make mistakes today, God still controls your future. Even when things appear to be terrible, you can trust that God is still working out his divine plan for your life. Reference Magnuson, C. M. , & Enright, R. D. (2008). The church as forgiving community: An initial model. Jo urnal of Psychology and Theology, 36, 114-123.

Public School System Of Discrimination Based On Their...

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Lent continues to teach in the school district. Thomasville City Schools in Thomasville, N.C., will pay Lent $25,000 in monetary damages and provide relief to settle an age discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The second case is A Texas public school teacher name Karen Jo Barrow was denied a promotion to assistant principal because her children went to a private Christian school. She was teacher for fifteen years before that and had all of the appropriateShow MoreRelatedUnit 1: Exploring Equality and Diversity Essay4351 Words   |  18 Pagesthink simplistically at first by defining differences maybe in age, gender and physical appearance; but of course there is so much more. 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This paper discusses this issue of bully in theRead MoreClassrooms As Safe Spaces : Protecting Transgender Rights And Combating Transphobia Through Pedagogy Essay2066 Words   |  9 Pagesprohibition of discrimination based on gender identity/expression and sexual orientation, and greater rights for the LGBTQ community in public and private spheres have come about. However, the LGBTQ community is not a uniform entity; rather, it encapsulates a variety of distinct identities and lifestyles, many of whom are still fighting for their rights and freed oms. An example of this is the transgender community, which consists of, but is not limited to, individuals whose gender identity does not

Conjugation of the Spanish Verbs Empezar and Comenzar

Its a only a coincidence, but the two most common Spanish verbs meaning to begin are irregular in the same way. The verbs are empezar and comenzar. Both are stem-changing verbs, meaning in this case that the e in the stem changes to ie when stressed. Also, in a change related to pronunciation, the z in the ending changes to c when it is followed by an e or i. This combination of conjugation irregularities is unusual. The only other common verbs using the same pattern are tropezar (to bump or run into) and recomenzar (to begin again). Empezar and comenzar are nearly always interchangeable, although the former is more commonly used. A third synonym, iniciar, is also very common and is conjugated regularly. Comenzar is a cognate of the English verb commence. Empezar does not have an English cognate, although it is related to the English words in and piece. Irregular forms are shown below in boldface. Translations are given as a guide and in real life may vary with context. Infinitive of Empezar Empezar (to begin) Gerund of Empezar empezando (beginning) Participle of Empezar empezado (begun) Present Indicative of Empezar yo empiezo, tà º empiezas, usted/à ©l/ella empieza, nosotros/as empezamos, vosotros/as empezà ¡is, ustedes/ellos/ellas empiezan (I begin, you begin, he begins, etc.) Preterite of Empezar yo empecà ©, tà º empezaste, usted/à ©l/ella empezà ³, nosotros/as empezamos, vosotros/as empezasteis, ustedes/ellos/ellas empezaron (I began, you began, she began, etc.) Imperfect Indicative of Empezar yo empezaba, tà º empezabas, usted/à ©l/ella empezaba, nosotros/as empezà ¡bamos, vosotros/as empezabais, ustedes/ellos/ellas empezaban (I used to begin, you used to begin, he used to begin, etc.) Future Indicative of Empezar yo empezarà ©, tà º empezarà ¡s, usted/à ©l/ella empezarà ¡, nosotros/as empezaremos, vosotros/as empezarà ©is, ustedes/ellos/ellas empezarà ¡n (I will begin, you will begin, he will begin, etc.) Conditional of Empezar que yo empezarà ­a, que tà º empezarà ­as, que usted/à ©l/ella empezarà ­a, que nosotros/as empezarà ­amos, que vosotros/as empezarà ­ais, que ustedes/ellos/ellas empezarà ­an (I would begin, you would begin, she would begin, etc.) Present Subjunctive of Empezar que yo empiece, que tà º empieces, que usted/à ©l/ella empiece, que nosotros/as empecemos, que vosotros/as empecà ©is, que ustedes/ellos/ellas empiecen (that I begin, that you begin, that she begin, etc.) Imperfect Subjunctive of Empezar que yo empezara (empezase), que tà º empezaras (empezases), que usted/à ©l/ella empezara (empezase), que nosotros/as empezà ¡ramos empezà ¡semos), que vosotros/as empezarais (empezaseis), que ustedes/ellos/ellas empezaran (empezasen) (that I began, that you began, that he began, etc.) Imperative of Empezar empieza tà º, no empieces tà º, empiece usted, empecemos nosotros/as, empezad vosotros/as, no empecà ©is vosotros/as, empiecen ustedes (begin, dont begin, begin, lets begin, etc.) Compound Tenses of Empezar The perfect tenses are made by using the appropriate form of haber and the past participle, empezado. The progressive tenses use estar with the gerund, empezando. Sample Sentences Showing Conjugation of Empezar and Similar Verbs Vamos a comenzar a establecer nuestra presencia en là ­nea. (Were going to begin to establish our presence online. Infinitive.) Maà ±ana empiezo la dieta. (Tomorrow I begin my diet. Present indicative.) Ahora es cuando comenzamos a ser conscientes del estado crà ­tico en el que se encuentran nuestros. (Now is when we begin to be aware of the critical state in which we find ourselves. Present indicative.) La clase empezà ³ hace una hora. (The class began an hour ago. Preterite.) Los dos jugadores comenzaron a tener dudas sobre su papel en el equipo. (The two players began to have doubts about their role on the team. Preterite.) Muchos empezaban a sentirse desmotivados. (Many were beginning to feel discouraged. Imperfect.)  ¡Feliz cumpleaà ±os! Espero que empieces un nuevo aà ±o lleno de alegrà ­as y buenos momentos. (Happy birthday! I hope you begin a year full of happiness and good times. Present subjunctive.) Mi mamà ¡ espera que yo comience a comer. (My mother hopes I will begin to eat. Present subjunctive.) Sin duda no pasarà ­an muchos meses antes de que comenzaras a sufrir de dolores musculares. (Undoubtedly not many months passed before you began to suffer from muscular pain. Imperfect subjunctive.) Yo habà ­a empezado a leer la novela unos dà ­as antes. (I had begun to read the novel a few days earlier. Pluperfect.) Estamos comenzando la segunda revolucià ³n cuà ¡ntica. (We are beginning the second quantum revolution. Present progressive.) Empieza pronto tu bà ºsqueda de trabajo. (Begin your job search soon. Imperative.)

The Impact Of Social Sustainability On The Development

4. Sustainability One of the definitions of sustainability would be creating a neighbourhood that has an increased quality of life and a value as a community, for more than a single generation (Falk and Carley, 2012). In Wales, sustainable regeneration means improving the social, physical, economic and environmental welfare of communities and individuals alike, in ways that promotes social equality. Under Section 79 of the Government of Wales Act (2006), Welsh Ministers have a duty to propose and advocate sustainable development. a) Social and Economic Sustainability With the estate being the 19th most deprived area in Wales, like many of the UK’s disadvantaged areas, Westfield and Eastfield’s residents most likely suffer from poor reputations. Said reputations reinforce the difficulties of an area and vice-versa, thus creating a vicious circle (Dillard et al., 2008). The role of social sustainability in this regeneration scheme is to generate social cohesion, well-being and quality of life. With high levels of unemployment in the area, poverty is deteriorating quality of life for residents (JRF, 2014). Job opportunities could be generated by the regeneration project through training schemes, apprenticeships and links with local colleges that provide IT and other vocational courses. A way of promoting social sustainability would be through pop-up shops or empty shops initiatives. They could solve the lack of cohesion between the estates, promote communityShow MoreRelatedGlobal Business And Its Sustainability Essay1745 Words   |  7 Pagesbusiness and its sustainability can contribute significantly to present and upcoming accomplishment of organizations. A major success factor for change towards sustainability in corporate world is incorporation of environmental, economic and societal goals. 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Crowd Management at Love Parade Click Now To Get Solution

Question: Discuss about background to the issue, problems at the Love parade, strategies used at Love Parade and justification for the strategies used? Answer: Introduction 1989 Love Parade was one of the popular music events. Music lovers from all over Germany love to be a part of it. In December 2010, the event was more crowded than expected. Due to this, the disaster happened. The crowd management at the venue was poor and huge number of people arrived at the location. The security officials didnt put in much effort to control the crowd. There was no crowd management centre so the security officials were not able to get a proper view of the crowd and their behaviour (Wang 2013). Background to the issue Love is a musical event, which use to take place yearly. Free access was given to all the music lovers. Just like every year, the event took place in 2010 on July 24 and it was a disaster. 1.4 million People were a part of the event and 3200 police officials were present to undertake crowd management. This is held in a close location. The capacity of the venue was just 250,000 people. The police officials were not able to manage the crowd. Love Parade was an unfortunate event in the year 2010 as 342 people were injured and 19 people died. The event took place in a tunnel. When the crowd started to increase, the police officials blocked the entrance so that more people arent allowed inside, but things didnt happen as planned because audiences entered the venue from the tunnels sideways. Crowd management was poor at the event and hence, people started to panic. People started to fell from the staircase when they were trying to escape from the venue. Stampede started and hence, it led to people who were a part of the event. Ultimately, no one was willing to take up responsibility for whatever happened. The organizer of the event stated that the security officials didnt manage the crowd efficiently and hence, this disaster happened. On the other end, the security officials stated that the crowd management techniques available at the venue were very poor and hence, they couldnt control the crowd and hence, they blamed the organizers. The mayor was also blamed for giving approvals for the event and he was also asked to resign. Ultimately, the blame-game continued and no one was ready to take responsibility for the disaster that took place (Mehdi 2012). Problems at the Love parade There were certain reasons due to which this disaster took place. It is very important for the organizer, security officials and also the government officials to understand the concern so that such activities can be avoided in the near future. Few of the problems that lead to the stampede are discussed below. There was no proper planning. The venue wherein the event was planned had the capacity to accommodate only 250,000 people. 1.4 million People were present at the event. Love Parade is a very popular event as it offers free access to the music lovers and at the same time, this has been taking place from 1989. The event organizer was aware of the fact that crowd will exceed the venues capability but no appropriate actions were taken (Borch 2013). When the security officials felt that the crowd is exceeding to an uncontrollable limit, they should have stopped people from entering the venue further. It was seen that no further people were allowed to enter the venue from the main gate, but people continued to enter the venue other possible places. Due to this, the crowd was increasing continuously (Cahan 2013). Having just one entrance and exit was also a problem. The venue should have been designed with multiple exits. Multiple exits would have allowed lot of people to push out when the tragedy happened. The venue didnt have any emergency exits as well and this was one of the reasons due to which 19 deaths and stampede took place (HSE 2002). Strategies used at Love Parade Various strategies can be used by event managers so that disaster like 1989 Love Parade can be avoided. Few of the strategies that would have been used by the security professionals and organizers so that the disasters can be avoided are discussed below. It is very important for the security officials to understand the nature of crowd that would be coming for the event. This will help them to understand the energy and the aggressive. If an event is organized for the senior citizens then the event will be peaceful as they would like to quietly sit at their place and enjoy the event but this may not be the case if the crowd consists of young people. It is important for the crowd management team to set up a crowd management centre (Fruin 2002). This centre should be located at a height so that they can get the complete view of the location. This view can help the security team to see things when the situation may start to get out of control. The crowd management centre should also have a mike and speaker that can be used by the security officials to make important announcements. The staff that will be a part of the security team should ensure that they are aware of the responsibilities that they need to handle. A separate team should be in place for the different responsibilities that they will be undertaking. This will ensure that the event goes as planned. The entertainers should be given strict instructions regarding their behaviour on the stage. They should always maintain some distance from the crowd. They shouldnt undertake any stunts that can attract the crowd towards them. This will ensure that the crowd is disciplined and distraction can be avoided to a great extent (Kemp 2010). Importance needs to be given to space management. The space available and the number of people attending the event should be balanced. If the space is too small then the people may feel congested and this may lead to various disasters and at the same time, it will also be difficult for the security manager to safeguard the location. The security officials should go through the space diagram and understand the capacity of the location. The capacity of the space and the number of people will be sync with that of each other. It is the responsibility of the security officials to ensure that more people arent entering the venue. Risk management strategies for common risks like fire and stampede should be planned in advance. The security staff should be prepared with the actions for these risks. The security staffs should ensure that the first aid requirements are kept ready so that it can be used as and when required (Spiegel Online International 2010). Time planning will also help the event to progress smoothly. The event planners should sell tickets to the audiences so that they can get an idea about the number of people who will be a part of the event. Apart from that, if is a complete day event then the audiences should be allowed to enter the venue only for a certain point of time. If the audience is allowed to enter at any point of time then the crowd will increase, beyond a manageable limit (Jiayue 2014). Justification for the strategies used The above mentioned strategies would have been the best for 1989 love parade. If those strategies would have been implemented at the love parade then this disaster would have been avoided. The justifications against the strategies that can be used are discussed below. The people who attended the Love Parade were very young and at the same time, it was a musical event too. The security officials should have well understood the fact that the crowd would be energetic. This fact was not considered for the event and hence, a lot of people were allowed inside the venue. The security officials were making announcement about the situation getting out of control but they were not able to view the exact situation as the venue didnt have proper security management centre. If there would have been a security management centre then the security officials would have acted immediately when they would have noticed that the situation is getting severe (Huang 2015). Lack of space management was one of the major reasons due to which disaster at Love Parade took place. The venue just had the capacity to accommodate 250,000 people, but 1.4 million people were a part of this event. Due to this, the venue was exhausted with plenty of people. The entertainers were freely moving among the audience and due to this, the audience were excited to touch the entertainers. The entertainers should have been given strict instructions on the distance that they need to maintain from the audience. This would have ensured that the crowd doesnt get out-of-control (Helbing, 2014). Lack of time management was a major problem at the event. The audiences were allowed to randomly enter the venue as per the convenience and hence, it was seen that people were entering the venue for a long time period. The event should have had a ticketing system so that the security officials would have been aware of the number of people who were going to be a part of the event (Pretorious 2015). Conclusion Lack of implementation of appropriate crowd management strategies at Love Parade was the major reason behind the disaster. The security officials shouldnt have allowed excess number of people to enter the venue. The timings of entry and exit should also have been planned in advance so that people dont flow in throughout the day. Space management should also have been planned so that the place for crowd, the place for performance and other required spaces would have managed the crowd in advance. References Borch, C, 2013, Crowd theory and the management of crowds: A controversial relationship, Current Sociology, vol. 61, no. 6, pp. 584-601 Cahan, R, 2013, Standing out from the crowd: measuring crowding in quantitative strategies, Journal of portfolio management, vol. 39, no. 4, pp. 14-23 Fruin, J, 2002, The causes and prevention of crowd disasters, Accessed on March 24, 2016, From https://www.crowdsafe.com/fruincauses.pdf Helbing, D, Crowd disasters as system failures: analysis of Love Parade disaster, EPJ Data science. Vol. 1, no. 1, pp. 1-40 HSE, 2002, Managing crowds safely, Viewed on March 24, 2016, From https://www.hse.gov.uk/pubns/priced/hsg154.pdf Huang, L, 2015, Congestion detection of pedestrians using the velocity entropy: A case study of Love Parade 2010 disaster, Physica: A statistical mechanics and its applications, pp. 19-23 Jiayue, W, 2014, Comparison of turbulent pedestrian behaviours between Mina and Love Parade, Porcedia engineering, vol. 84, pp. 115-127 Kemp, C, 2010, A review of the management of crowd safety at outdoor street/special events, HSE, Accessed on March 24, 2016, From https://www.cheese-rolling.co.uk/health_and_safety/2009_hse_review_on_safety_at_outdoor_events_rr790.pdf Mehdi, M, 2012, Traffic instabilities in self-organized pedestrian crowds, PLoS Computational biology, vol. 8, no. 3, pp. 17-28 Pretorious, M, 2015, Large crowd modelling: an analysis of the Duisburg Love Parade Disaster, Fire and Materials, vol. 39, no. 4, pp. 301-322 Spiegel Online International, 2010, The world from Berlin: Love Parade Stampede was a tragedy waiting to happen, Viewed on March 24, 2016, From https://www.spiegel.de/international/germany/the-world-from-berlin-love-parade-stampede-was-a-tragedy-waiting-to-happen-a-708474.html Wang, J, 2013, Risks of large-scale evacuation based on the effectiveness of rescue strategies under different crowd densities, Risk Analysis, vol. 33, no. 8, pp. 1553-1563

What Message Does The Novel, To Kill A Mocking Bir Essay Example For Students

What Message Does The Novel, To Kill A Mocking Bir Essay d, Say About PrejudiWhat message does the novel, To Kill A Mocking Bird, say about prejudice?Prejudice is the preconceived opinion of a person or thing. The novel To Kill A Mocking Birds main message to readers is not to treat other races, such as blacks, differently. There are 3 main types of prejudice: racial prejudice, social prejudice and religious prejudice. Maycomb is an old and tired town that puts a negative light on the town and the people. The poverty and lack of outside influence causes prejudice. The backwardness and narrow-mindedness of the community fuelled racism in Maycomb are negative qualities for social and religious prejudice. The foot-washers have a strong influence on the community and the town being prejudice towards the Radleys. In the trial there is a lot of racial prejudice toward Tom Robinson as there is no doctor present who could testify that Tom didnt commit the crime. Maycomb town is described well in chapter 1 as it tells us why the people are so inwa rd looking. We will write a custom essay on What Message Does The Novel, To Kill A Mocking Bir specifically for you for only $16.38 $13.9/page Order now Maycomb was an old town, but it was a tired old town. This statement by Jem to the readers puts a negative light on Maycomb and its people. The personification of the word tired emphasises the lack of enthusiasm, about everything, the people of Maycomb have. It also suggests an unwillingness and lack of desire to change this fact. Tired also indicates that the town is very boring and new concepts are not welcome. There is also the repetition of the word old which gives the impression of a dirty decaying town. This emphasises how old fashioned and backward the town is. The paragraph also describes how the town is not looked after by anyone. The poverty and lack of outside influence causes prejudice. Maycomb rejects outside influences because of the old fashioned views. The towns backwardness is highlighted by the way in which there are no activities or past times in Maycomb except gardening. A day was twenty four hours long but seemed longer. This is emphasised when Jem says,Dont have any picture shows here. These quotes emphasise the restricted and backward views the people hold. It is apparent that the authorities do not wish for any outside interference, when during Scouts current affairs lesson it is said that:Few rural children had access to newspapers!This shows that there was no wish for the town to change. The outside influences would soon be expelled in later generations as the children are brought up to live by the inward-looking views of Maycomb. This means that the prejudicial attitudes of the people in Maycomb would remain unchanged and unchallenged. The backwardness and narrow-mindedness of the community fuelled racism in Maycomb are negative qualities for social and religious prejudice. The communitys narrow-mindedness is formed because the population has been unchanged for many decades with the same families occupying the town. This causes prejudice towards anything that is different from the norm. Maycomb is very backward and isolated due to the town being far from the river, which was the main form of transport in the early days. This confines the towns development and leads to the social conditioning of the people this in turn helps to explain why there is social and religious prejudice. The Maycomb people have very inward looking views and so these views are passed on from generation to generation. Maycomb is a very religious town with the foot-washing Baptists appearing to have a strong influence on the community. The foot-washers have very strict views and believe that anything which is pleasurable is a sin. They are therefore prejudiced against a great deal of people who are different from them with different opinions. An example of their prejudice is when Miss Maudie says,some of em came out of the woods one Saturday and passed by this place and told me and my flowers we were going to hell?Their belief is so extreme they feel they should threaten those who are different. Scout is shocked by this as she thinks Miss Maudie is the best lady she knows. Miss Maudie is a good role model for Scout as she is not prejudice against anyone presented in the novel. .u51c009c6028faba8d32f19b748b55894 , .u51c009c6028faba8d32f19b748b55894 .postImageUrl , .u51c009c6028faba8d32f19b748b55894 .centered-text-area { min-height: 80px; position: relative; } .u51c009c6028faba8d32f19b748b55894 , .u51c009c6028faba8d32f19b748b55894:hover , .u51c009c6028faba8d32f19b748b55894:visited , .u51c009c6028faba8d32f19b748b55894:active { border:0!important; } .u51c009c6028faba8d32f19b748b55894 .clearfix:after { content: ""; display: table; clear: both; } .u51c009c6028faba8d32f19b748b55894 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u51c009c6028faba8d32f19b748b55894:active , .u51c009c6028faba8d32f19b748b55894:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u51c009c6028faba8d32f19b748b55894 .centered-text-area { width: 100%; position: relative ; } .u51c009c6028faba8d32f19b748b55894 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u51c009c6028faba8d32f19b748b55894 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u51c009c6028faba8d32f19b748b55894 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u51c009c6028faba8d32f19b748b55894:hover .ctaButton { background-color: #34495E!important; } .u51c009c6028faba8d32f19b748b55894 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u51c009c6028faba8d32f19b748b55894 .u51c009c6028faba8d32f19b748b55894-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u51c009c6028faba8d32f19b748b55894:after { content: ""; display: block; clear: both; } READ: The Most Dangerous Game Essay Another example of prejudice toward somebody is the isolation of the Radleys. This isolation is due to this family not attending church. They also dont conform to other codes of behaviour. The Radleys suffer religious prejudice because of this and social prejudices because they keep themselves to themselves, apart from everyone else. The society sees church as a pastime and therefore pleasurable; as Mr Radley was a foot-washing Baptist he would not agree with attending church. The community seeing church as a pastime reflects their inward views and their narrow mindedness. In the trial there is a lot of racial prejudice toward Tom Robinson. There is not a doctor present who could testify that Tom couldnt have committed the crime because of his disability. This is so that Tom is definitely convicted just because he is black. With a doctor it would be easy to clear Tom of the charge. Mr Tate blinked again as if something had suddenly been made plain to him. This shows how obvious it was that Tom had not committed a crime against Mayella Ewell. However Tom is convicted anyway because he testifies that he felt sorry for Mayella. This disgusts the white people in the crowd. He knows how the town is racist and is very nervous about how they will react to him. Toms discomfort was not from humility. Tom knows that the white community will think it completely impertinent for him to feel sorry for Mayella because he is black and she is white. This is a good example of the racial prejudice in Maycomb. To Sum up, the novel shows that the treatment towards blacks in the community was wrong and should never happen again, some example are above. By judging people before you know them is a good way of loosing friends, the jurymen judged whether the person was guilty or not based on their race and colour and the novel shows the racial divisions in society between black and white people and how blacks are shown as inferior. Words/ Pages : 1,069 / 24