International Students Essay Example for Free

International Students Essay Attention getter- â€Å"Did you have a lion in your backyard when you were growing up?† â€Å"Did you have to hunt for your food?† Reveal Topic- These were the questions asked by my classmates when I first moved to the United States. Often times, international students are asked bizarre questions about their culture. Frequently, international students are asked what their names mean and although most may know, some don’t have the slightest idea. My name, Taiwo, means first of the twins to be born and the first to taste the world. From the audience survey I received back, only 2 out of 16 people that took the survey knew the meaning of their name. Most questions asked of international students can be humorous but some are very offensive. Credibility Statement- I moved to the United States when I was 12 years old, and my biggest problem was readjusting to the weather, which by the way I’m still not adjusted to. In Nigeria, my home country, there are only two seasons which are the wet and the dry season. Although I am not an international student, I can relate because I had to go through so many changes and at one point it was unbearable. Each year, Johnson County Community College is home to international students from more than one hundred countries with their own cultures, skills, and struggles. Preview of main points- Today, I am going to inform you about international students struggle with challenges like cultural and social adjustment. Connective- First, I would like to explain I. International student’s struggles with cultural adjustments. A. According to Gregory Trivonovitch, there are four transitional stages: a honeymoon, hostility, integration/acceptance, and finally, the home stage. 1. The honeymoon stage is described as the stage full of joy and excitement because most international students that are just arriving are captivated with everything new. They  a excited to start studying at a United States university. The second stage is hostility that â€Å"is characterized by frustration, anger, anxiety, judgementalism, fear, and sometimes depression† (Claremont). The third stage  is integration and acceptance, meaning when international students start to feel comfortable and relaxed in their new environment. At this stage they can join different clubs like the international club. The international club at Johnson County Community college â€Å"brings together students from America and around the globe for educational and social activities† (Johnson County Newspaper). The last stage is the home stage. This final stage is the â€Å"feel at home† stage that allows the students to absorb both their culture and the American culture. 2. Students go through these stages because they feel that they have lost but at the same time gained their identity. B. The anxiety and stress of being separated from their families, relatives, and their friends in their native countries can be overwhelming for them. 1. Leaving a culture and surroundings that one is very familiar with while transitioning to a new one can be difficult. 2. For instance, my friend john, an international student, said he asked one of his friend to â€Å"hook up†, meaning he wanted to hang out, but his friend taught he meant to â€Å"hook up† â€Å"hook up† as in sexually. John also mention how difficult it was for him to adjust to this new lifestyle and is still learning how to. Connective- Now that I have informed you about international students struggle with cultural adjustment and along with it explaining the four stages of cultural shock, II. I am going to explain international students’ struggles with social adjustment. A. International students usually stay in the United States for a short period of time or depending on how long they study for. They face sets of challenges such as interacting with others and making new friends. B. â€Å"International students may also experience a loss of social status and self-respect because their social standing in their home country may not be recognized in the U.S.† (Eunyoung). 1. Even though their suffering might be too much there are ways to manage. As mentioned earlier, the Johnson County Community College International club is a great way to network. a. The club â€Å"is an organization that works to increase international understanding and friendship† (JCCC brochure). b. This club as many goals in mind like â€Å"support for new students, social activities that increase awareness about American culture, fundraising activities to support scholarships for international students† and more (JCCC brochure). 2. Fear of belonging and coping with it. Conclusion- In closing we have learned the struggle international students face with challenges like cultural and social adjustment challenges. International students badly need to be given full initial and ongoing explanations of what is expected of them, how the system works, and where to get help. Being in a country you’re not familiar helps you learn. If you go to a foreign country you are not familiar with, these tips will be very useful in adjusting without any complications. Bibliography Stages of Cultural Adjustment. CGU Writing Center. Claremont Graduate University, n.d. Web. http://www.cgu.edu/pages/945.asp. Hurtado, David. Students Clubs Aim to Increase Involvement. The Campus Ledger 21 Sept. 2012: 6. Print. Johnson County Community College International Club. Johnson County: n.p., 2012. Print. Eunyoung, Kim. An Alternative Theoretical Model: Examining Psychosocial Identity Development of International Students in the United States. Rep. Project Innovation (Alabama), n.d. Web.

Different Environmental Influences On Various Organizations Business Essay

Different Environmental Influences On Various Organizations Business Essay Hawley (1950) said that all organizations have engaged in activities which have adjustment to the environment. Duncan (1971) emphasized that organization must adapt to their environment in order for them to be existed. Then Pfeffer and Salancik (1978) have concluded that: organizations are inescapably bound up with the conditions of their environment. Handel (2003) noted the environment in which the organization operate generated excess uncertainty about what must be done, the necessity that something must be done, and main consequences of whatever is done. Then what is environment of an organization? And why these factors have so much influence on organizations? Environmental factors The idea of environment context of an organization has been studied from early of the XIX century however the specific concept of organization environment and its components had not been formed yet till the late of the XIX century (Duncan, 1972). There were many fail attempt throughout the way. Pugh et al. (1969) had studied organizational contexts where the settings of organization structure are developed. However, it was not a model of an organization in an environment. Lawrence and Lorsch (1967) has considered environment as a total entity in their studied but they only looked at the environment from the organization outward. Till 1972 analysis, Duncan then finally concluded that environment was the totality physical and social factors that were taken directly into consideration in the decision-making behavior of individuals in the organization. With this definition we could identify that factors within the boundaries of the organization must be considered as part of the environme nt and therefore differentiate the environment into internal and external environment. Types of environment The organization environment is segmented as below: Source: Kuratko (2001) Internal environment The internal environment consists of those relevant physical and social factors within the boundaries of the organization. Strategy development It is how an organization could achieve the final goal. It demonstrates an appropriate pathway, instruction to the whole system. The strategy included all parts of the organization, from people, financial aspects, market factors, product characteristic, etc. Organizational culture, values This is the factor that shapes up the view of an organization about ethics and determines various important issues. It varied depends upon each organization, nation, area, religious, and belief of the organization. Handel (2003) consider high output does not depend much on technical conditions, such as physical features of the working environment, human physical capacities, or economic incentives, but on social conditions and organizational climate. Structures and systems This factor is the formal organizing principles that enable collaboration and guide behavior. It should be suitable and effective to achieve the organizational goals. It creates a chain of responsibility that affects the whole organization and demonstrates the management style. Also, this is the factor that identifies the chain of communication. Burns and Stalker (1960) studied British firms in the textiles, heavy industry, electronics industries, and found out that firm structure varied depending on whether the firm operated in a stable or fast changing environment. Metrics and incentives This factor is the formal measure that drives the behavior of individuals, teams and departments within the organization. It defines the promotion, advancement opportunities to motivate employees. Handel (2003) mentioned that the Human Relations researchers exaggerated worker happiness in the experimental groups and minimized the conflicts between management and labor. Technology and methods This factor is the capability that providing and delivering value. It help organization to achieve the final goal easier, quicker. The organization should provide employees with appropriate training so that they can make good use of these factors and generate the best value. Woodward (1982) examined the effect of different production technologies on organizational structure among manufacturing establishments. She found out that plants using mass production technology were more bureaucratized than those using small set technologies however, plants using continuous process technology tended to have more crude structure, and their production jobs contain more responsibility and were more skilled. People This factor is the skill sets and mindsets of individuals that work together to achieve common goals, including employees, partners, suppliers, etc. Making good use of the employees would lead the organization to great success cause putting right people in the right job would generate the best productivity. Also appropriate training and development of the human perspective would improve the performance of the whole organization remarkably. Activities, tasks, processes This factor is how strategies are executes and how work is done. It should be controlled closely by quality, responsibility and achievement. The internal environment of organization (Source: Kaplan, 2001) External environment The external environment consists of those relevant physical and social factors outside the boundaries of the organization. Internal environment factors affect directly on the organization performance and could be anticipated and controlled by the management but the external environment factors are harder to predict and require more effort from the organization to adapt after. Normally the external environment is divided into two sections as macro-environment and micro-environment (industry). Mostly, we could define the external factors based on the scope of study like Porters Five Forces (rivalry, new entrants, suppliers, buyers, and substitutes), PESTEL (political, economic, socio-cultural, technological, environmental, and legal). Porters five forces are elements of micro-environment (industry) which consist of the competitors (rivalry) factor, thread of new entrants to the industry factor, bargaining power of suppliers, bargaining power of customers and the thread of other produc ts that can substitute for their products. PESTEL are elements of macro-environment which consist of macro factors that organization have to adapt after and hardly resist. The basic model of these components is below: (Source: JG media, 2010) Impact of environmental influences on organizations. Organizations often overlook the environmental factors due to the obvious, unexpected and normally hidden characteristic of the environmental factors. Environment influences are delicate and persistent as well as difficult to identify and measure. Osborn and Hunt (1974) accepted that as the environment start to change, the organization must adjust internal structure and processes to maintain their operation and/or increase productivity. As for Webster and Wind (1972) environment influences are recognized in four distinct ways. First, environment defines the availability of goods and services. This influence reflects mostly on physical, technological, and economic factors. Second, environment defines the general business conditions including the rate of economic growth, the level of national income, interest rates, unemployment, etc. Economic and political forces are the main influences on general business conditions. Some of these forces are mainly task variables like economic factors, while others such as political variables may be hardly happened. Economic environment is an important element of general environment which consist of inflation, interest rate, unemployment etc. As these elements directly affect the business organizations, as well as employees, decisions should only be taken after having deeply studied and analyzed them. When inflation and interest rate increase the cost of goods therefore increase the price of products and lead to less sale. When the unemployment rise, the demand in buying would decrease and also lead to lower sale. These elements do not remain under control of business. So, the business organizations cannot affect thes e elements. Rather the organizations are affected by them. Third, environmental factors determine the values and norms guiding inter-organizational relationship between buyers and sellers as well as among competitors, and between organizations and other institutions such as government and trade associations. Such values may be formed into laws or considered as law. Cultural social, legal, and political forces are the main sources of these values. Each change in these factors would result in directly impact on the organization. When the target customer demand for better products and service, the organization would have to upgrade their technology, resources in order to satisfy and maintain the customer. Finally, environmental forces influent the information flows which most important is the flow of communications among potential suppliers, customers and the organization through mass media and other personal or impersonal channels. This influence reflects a variety of physical, technological, economic, and cultural factors. Other than those main forces, Handel (2003) has also mentioned that the existence of a common legal environment have impacts on many aspects of an organizations behavior and structure. Webster and Wind (1972) has identified environmental influences are exerted through a variety of institutions including business organizations like suppliers, competitors and customers, governments, trade unions, political parties, etc. The nature of these institutions would vary from one country to another, Asian culture to European culture, etc. These are elements that indirectly impact the organization which are sometimes forgotten due to the lack of acknowledgment. A change in values, beliefs of different markets could have a great affect on organizations. Hirsch (1975) argued in a comparison of the performance within the pharmaceutical industries that those obtained greater profits, controlled their environments better. A more concentrated industry; organization could restrict entry and manage their distribution channel more effectively. Though the environment factors all have great effect on organizations and change unexpectedly frequently, organization can still afford to reduce the affect of these factors if they understand the rules of environment and flexibly adapt after in a short time. Those with stronger scope and financial foundation could withstand the greater change in environment with less affect than normall organizations. Conclusion Environmental factors of organization are basic, essential and subjected to change any time so in order to survive, organizations have to be able to adapt to the environment changes. There are two major type of organization environment which are internal environment and external environment. Those segments are defined by the boundaries of the organization. Though recognized the importance of environment influences, organizations often overlook environment factors due to their basic and normal characteristics.

Job Stress As Determinants Of Job Performance

Job Stress As Determinants Of Job Performance Stress is defined as a psychological and physiological response to the perception of a demand or challenge (Bunge, 1989). However, job stress is defined as the harmful physical and emotional responses that occur when requirements of the job do not match the workers capabilities, resources, or needs of the workers (NIOSH, 1999). Performance is defined as an action or process of carrying out or accomplishing an action, task or function (The New Oxford American Dictionary, 2005). In relation to job, performance is defined as a criterion of job-related behavior, usually measured in terms of quantity or quality of output or both (Corsini, 2002). Excessive stress in the workplace creates a toll on both employee and corporate health. It leads to increase health care cost, higher rates of absenteeism, turn over, industrial accidents, and lower level of productivity and performance. These effects of stress bring negative impact on the functioning of an organization, which in turn affects the economy. According to the American Institute of Stress, job stress costs the nation over $300 billion annually because of health care, absenteeism, and stress reduction efforts. Workplace stress is currently a topic of great interest. Though many professions have been studied, one profession that has not been extensively studied is the librarians, despite many librarians stating that they experience stress in their workplace. It is also the researchers observation that working in the library is not a stress-free job. In fact, according to a research done by psychologist Saqib Saddiq (n.d.), which was published by the BBC News last January 12, 2006, librarians were the most stressed in their workplace because they found their job repetitive and unchallenging. Due to the competitive nature of jobs, stress in the workplace poses a threat to the health of the workers which in turn affects their performance. According to Kavanagh (2005, p. xii), when an individual comes under stress, his cognitive performance and decision making may be adversely affected. The growing amount of research investigating the stress-performance relationship in the workplace may have been due to the popular belief that a high level of stress can lead to reduced employee performance attributed to some forms of physiological, psychological, and behavioral dysfunction (Robbins, 1986, p. 385). Although working in libraries has been commonly thought of as a stress-free job compared with other professions, a number of studies have appeared in library literature which focused on stress experienced by librarians in their workplace (Bunge, 1989; Wood, 1989; Nawe, 1995; Topper, 2007). Factors such as work overload; work under load; interpersonal relationships; lack of effective positive feedback from supervisors, co-workers, and patrons; absence of clear policy guidelines; inadequacies in supervision and management; inadequate office space; role ambiguity; role conflict, and; lack of resources can cause stress in the library workplace which can eventually affect the job performance of library staff (Bunge, 1989). Research on job stress and job performance of public library staff will help public library administrators to develop possible solutions to eliminate or at least reduce stress in their workplace, which is necessary for better job performance of their staff. It will also help them develop effective strategies for managing stress to maintain high level of productivity. Statement of the Problem Large bodies of literature have tried to determine the influence of job stress to job performance among different professionals (e.g. Jamal, 1985; Mathur et al., 2007; Park, 2007; Kazmi, Amjad and Khan, 2008; Ongori and Agolla, 2008; Cardona, 1991; Manasala, 2002; Muyo, 2002; Monge, 2005; Taniajura, 2007). Since there is no study regarding job stress and job performance of public library staff, this study will attempt to fill the research gap that will serve as a useful guide for future research investigations. This study will investigate the sources of job-related stressors of the library staff, their level of stress, and the relationship of stress to their job performance. Specifically, this study will find answers to the following questions: What are the job-related stressors experienced by the public library staff? Physical Environment Stressors Individual Stressors Group Stressors Organizational Stressors What is the level of stress (low, moderate, high) experienced by the public library staff? What is the relationship of level of stress (low, moderate, high) to the level of job performance (low, moderate, high) of public library staff? What socio-demographics influence the level of stress (low, moderate, high) of public library staff? Age Gender Civil status Educational attainment Length of employment Position in the library Salary What socio-demographics influence the level of job performance (low, moderate, high) of public library staff? Objectives of the Study This study aims to: Identify the job-related stressors experienced by the public library staff. Determine the level of stress (low, moderate, high) experienced by the public library staff. Identify the relationship of level of stress (low, moderate, high) to the level of job performance (low, moderate, high) of public library staff? Determine the socio-demographics of public library staff that affect their level of stress. Determine the socio-demographics of public library staff that affect their job performance. Significance of the Study The researcher found it important to study job stress and job performance of library staff because the public believed that librarians work in a stress-free environment (Wood, 1989). Results of this study will serve as a proof that library workplace is also a potential source of stressors which poses a threat to the well-being of library staff and can eventually cause a low level of performance. To the staff in public libraries, the result of this study will help them to become aware of their stressors and stress levels and to develop approaches/strategies to deal with them. This study will also serve as a useful guide for the library staff in preventing stress in their workplace and to create a healthful environment which may result in high performance and productivity. Their better service and commitment to work will benefit the patrons of the library in gathering the necessary information that they need. To library administrators, findings of this study may be used as a basis for designing a stress management manual for library staff focusing on necessary preventive techniques and coping mechanisms to manage stress and implement them appropriately in the library workplace. Such techniques in coping with stress may enhance the well-being of the library staff which is necessary for better job performance and productivity. As a contribution to the scientific studies, the results of this research may fill the research gap between job stress and job performance of public library staff. This study will also provide additional information on the stressors and stress levels in the library workplace; the stressors that influence job performance, and; the socio-demographics that influence the level of stress and job performance. To future researchers, findings of this study can be used as a guide in studying job stress and job performance of library staff in other types of libraries (academic, school, special). This research could also serve as their source of related literature. Scope and Limitations of the Study This study will investigate the stressors and stress levels in the library workplace and the stressors that influence the job performance of library staff, particularly among the staff in selected public libraries in Metro Manila. It will also try to find out if certain socio-demographic characteristics such as age, gender, civil status, educational attainment, length of employment, position in the library, and salary may influence the level of stress and job performance of public library staff. Only the public library staff who perform library work will be included in this study. Library staff who will participate in this study will come from six (6) public libraries in Metro Manila, namely: (1) Makati City Library; (2) Manila City Library; (3) Marikina City Library; (4) Pasay City Library; (5) Pasig City Discovery Centrum and Learning Resource Center, and; (6) Quezon City Public Library. CHAPTER II REVIEW OF RELATED LITERATURE Stress has been defined in different ways by different people. The business person may define stress as frustration or emotional tension; the air traffic controller may define it as a problem of alertness and concentration, while the biochemist may define stress as a purely chemical event (Ivancevich and Mattenson, 1990). Psychologists and biologists think of stress as any strain that disturbs the functioning of an organism. Medical professionals think of stress as a factor in disease causation. From a laypersons perspective, stress can be defined as feeling tense, anxious or worried (Ivancevich, Konopaske and Mattenson, 2008). However, Selye (1956), a pioneering expert on the study of stress, defined stress as rate of wear and tear within the body at any one time because this is the immediate non specific result of function and damage. Bunge (1989), on the other hand, defined stress as a persons psychological and physiological response to the perception of a demand or challenge. Acc ording to Decenzo and Robbins (1999), stress is a dynamic condition in which an individual is confronted with an opportunity, constraint or demand, related to what he or she desires and for which the outcome is perceived to be both uncertain and important. Ivancevich, Konopaske and Mattenson (2008), defined stress as an adaptive response, moderated by individual differences that is a consequence of any action, situation or event that places special demands on a person. Jamal (1984) defined performance as an activity in which an individual is able to accomplish successfully the task/goal assigned, subject to normal constraint of the reasonable utilisation of available resources. According to the Dictionary of Psychology by Ray Corsini (2002), performance is an activity or behaviour that leads to a result such as a change in the environment. However, according to Ivancevich, Konopaske and Mattenson (2008), performance is the desired results of behaviour. Studying stress is important to make the organizations aware that they have a moral and legal obligation to provide a work environment in which stress is kept to manageable levels (Jex 1998). Being aware on the extent of stress in the library workplace, library administrators could design a necessary preventive technique for their staff to deal with stress. This can help the librarians to cope positively with different stressors in their workplace which may result in better performance and high level of well being. On the other hand, policy makers could formulate guidelines which is not too complex so that employees can follow them effectively without being stress. A. Job Stress Foreign Studies Stress among academic librarians and library directors were the focus of study conducted by Wood (1989). The studies showed the potentially adverse impact of stress on individuals and organizations generally, and librarians and libraries specifically. The results of a study based on Hallbergs Stress Survey was sent to the academic librarians in the Southeastern Library Network (SOLINET) region were presented. Six types of stress criteria (time, task perfection, control over the job, competition, change, and physical symptomology) were used to evaluate such positions as library directors; acquisition librarians; catalog librarians; reference librarians; serial librarians, and; others. The impact of technological, environmental, organizational, and other factors were also included in the study. Findings of the study found no evidence of unhealthy stress levels among the college librarians in the 40 academic libraries surveyed. Local Studies In the Philippine setting, studies on job stress have also been conducted. Caguiat (2001) studied the effects of stress and burnout on librarians in selected academic libraries in Metro Manila. The study was conducted to determine the level of burnout; identify the sources of job-related stress; determine the manifestations of stress; describe the level of burnout which affects job performance in relation to the following characteristics such as civil status, age, educational attainment, position/designation in the library, and length of employment in the library, and; identify the individual coping mechanisms and stress reduction techniques provided by their organizations. A survey questionnaire was the main research instrument in the study. Results of the study revealed that academic librarians experienced very mild emotional exhaustion level. Low budget, overworked, low advancement, and working conditions were the most common organizational stressors on academic librarians. The most common manifestations of stress frequently experienced by librarians und er study were backaches and headaches. With regards to their job performance (for the last six months), the respondents think that their overall function as librarians was excellent. On the other hand, librarians in academic libraries dealt with stress towards the positive way of coping, and the most common stress reduction techniques and remedies given to the librarians by their organizations were skill training programs, breaks during work, orientation programs, improved working conditions, and improved communications. Job stress and burnout among librarians in selected special libraries in Metro Manila was another study conducted by Mohammad (2001). This study looked into the prevailing conditions of job stress and burnout among special librarians. The data were obtained through questionnaire. Majority of the respondents (59.5%) were found to be experiencing stress, while 27 percent were distressed or strained. Three (8.1%) respondents were found to be burned out. B. Job Stressors Various authors provided different ways of categorizing work stressors. Schuler (1982) identified seven categories of work stressors. These are (1) job qualities; (2) relationships; (3) organizational structure; (4) physical qualities; (5) career development; (6) change, and; (7) role in the organization. Quick and Quick (1984) propose four categories of stressors. These are (1) task demands; (2) role demands; (3) physical demands (elements in ones physical setting or environment); and (4) interpersonal demands. Burke (1988) provides six categories of stressors in the work place. These are physical environment, role stressors, organizational structure and job characteristics, relationships with others, career development, and work -family conflicts. Bunge (1989) cited the sources of stress in the library workplace such as: work overload; work under load; interpersonal relationships; lack of effective positive feedback from supervisors, co-workers and patrons; absence of clear policy guidelines; inadequacies in supervision and management; inadequate office space; role ambiguity; role conflict, and; lack of resources. Ivancevich and Mattenson (1990) categorize work stressors as: (1) physical environment stressors; (2) individual stressors; (3) group stressors, and; (4) organizational stressors. Decenzo and Robbins (1999) identified two potential stressors in the workplace. These are (1) organizational factors (task demands, role demands, interpersonal demands, organizational structure and organizational leadership), and; (2) individual factors (family problems, economic problems and personality). C. Job Performance Foreign Studies Dale (1959) classified components of job performance into four categories: Skill (includes education, experience, initiative, and ingenuity); Effort (includes physical demand, mental or visual demands); Responsibility (includes equipment or process, material or product, safety of others, work of others), and; Job conditions (includes working conditions, and unavoidable hazards). Myers (1964) confirmed Herzbergs findings. His study showed that achievement, recognition, the work itself, responsibility, and personal advancement gave deeper lasting satisfaction and performance to the worker than policy, interpersonal relationships, and working conditions. Campbell (1990, 1994) proposed a model whereby performance on all jobs can be broken down into eight dimensions namely: job-specific task proficiency; non-job-specific task proficiency; written and oral communication task proficiency; demonstrating effort; maintaining personal discipline; facilitating peer and team performance; supervision/leadership; and management/ administration. However, Campbell (1990) argues that only three (core task proficiency, demonstrating effort, and maintenance of personal discipline) are major performance components of every job. Local Studies Locally, Balantac (1977) appraised the quality of the performance of women agriculture teachers in Los Baà ±os, Laguna as perceived by the administrators, students, and by themselves. Specifically, the objectives were: (1) to determine the personal characteristics of women agriculture teachers; (2) to ascertain the job performance of women agriculture teachers as perceived by administrators, students, and the women agriculture themselves; (3) to determine the relationship between selected personal factors and job performance of women agriculture teachers, and; (4) to find out the relationship between selected job-related factors and job performance of women agriculture teachers. The data were collected with the use of an interview schedule. The findings showed that those who had rural backgrounds, had advanced masteral units, exposed to training programs, had lighter workloads, and were more satisfied in their jobs tended to exhibit high performance. Niones (2001) studied the factors affecting job performance of the employees of the UP Diliman School of Economics. The factors were age, sex, civil status, salary, address, educational attainment, tardiness, hours-lost, rated by administrative offices, rated by faculty, librarian, and supervisor. Multiple regression analysis was used to determine which of the factors have a positive and negative relationship, and how significant are their effects on the job performance of the staff. Results of the study showed that tardiness, salary, and hours lost have a significant effect on performance. An examination of the relationship between educational qualifications and the job performance of librarians in public and private schools in Los Baà ±os, Laguna was the study conducted by Tasarra (2005). The main objective of this research was to examine the relationship between the educational and professional qualifications and job performance of public and private school librarians in Los Baà ±os. The study used descriptive methods with the questionnaire as the primary research tool. Findings of the study showed that the job performance of librarians with Library Science units are 1.11 times more likely to be competent than those with no Library Science units. However, librarians with either a librarians certification or teachers certification are 1.25 times more likely to be competent than those without licenses. D. Job Stress and Job Performance Foreign Studies Jamal (1985) examined the relationship between job stress and job performance among managers and blue-collar workers. Four types of relationships were proposed between job stress and performance: (1) curvilinear/U-shaped, (2) negative linear, (3) positive linear, and (4) no relationship between stress and performance. A random sample of 283 blue-collar and 227 managerial workers employed in a large Canadian organization were surveyed in questionnaires. Measurement was made of variables relating to job stress, job performance, and organizational commitment. Results showed a primarily negative linear relationship between job stress and measures of job performance. Limited support was seen for curvilinear or no relationship. No support was found for the positive. Mathur et al. (2007) looked at the effects of stress on the performance of the employees working in different manufacturing organizations. The study also tried to find out the underlying factor responsible for stress as well as does stress affect the performance of the employees on the job. Data were collected from 110 higher and middle level employees through two separate questionnaires. First one was pertaining to stress and the second one was pertaining to job performance. The results came out with factors such as organizational culture, role conflict, and responsibility were responsible for stress. Regression analysis was used to check the effect of stress on job performance and it was found out that stress has an effect on job performance and job performance increases with the increase in stress. Park (2007) investigated the levels, sources, and effects of work stress on job performance of different socio-demographic and occupational groups of Canadian workers. A cross-sectional and longitudinal analysis was applied to examine how work stress factors were associated with productivity. On the other hand, multivariate techniques were used to control for employment characteristics and protective factors such as social support and individual coping behaviors. To account for survey design effects, the bootstrap technique was used to estimate coefficients of variation and p-values and to perform significant test. Findings of the study revealed that work stress factors have significant cross-sectional and longitudinal associations with job performance. Kazmi, Amjad and Khan (2008) investigated the effect of job stress on job performance of medical house officers of District Abbottabad. The data gathered were analyzed using descriptive statistics, Spearmans correlation, and multiple regression. Results of the study showed that there is an inverse relationship between job stress and job performance indicating that there is high job stress in the house officers, resulting in low job performance. Ongori and Agolla (2008) studied occupational stress and its effect on organizational performance of employees working in public sector organizations in Botswana. The data were analyzed using statistical package for social science (SPSS) version 15.0 and the use of simple descriptive statistics. To facilitate the analysis, the instrument used to analyze data on causes, symptoms, effects, and interventions were measured using Likerts scale. The findings of this study showed that 68% of the respondents agreed that they work below par when they experience stress, while 24% of the respondents disagreed with the statement. Local Studies In the Philippines, studies were undertaken to identify work-related factor that affect stress which in turn affect job performance. Cardona (1991) sought to determine the sources of job stress of school administrators in the Division of North Samar in relation to their job performance. Stress was defined as non specific human relations to environmental stimuli. The hypothetico-deductive type of research was employed using a stress questionnaire and the Performance Appraisal System. Mean, standard deviation, variance and percentage distribution, multiple regression, analysis of variance, and stepwise multiple regression were the statistical treatment used in the study. Findings of the study showed that performance rating was negatively related with environmental stressors while performance rating and position on the other hand, and organizational stressor on the other were positively related. The relationship between job performance and job stressor of school administrator was influenced by such factors as school location, position classification, level of education which the school provides, and civil status of t he respondents. Manansala (2002) determined the level of stress, stressors, and stress management strategies of grade two teachers in District IV-Manila in relation to their job performance for the school year 2000-2001. Stress questionnaires were used to gather data from the respondents and these were processed and analyzed using SPSS for Windows. Weighted mean, standard deviation and Pearson r were the statistical tools employed. Results of the study showed that the level of stress among grade two teachers was significantly related to job stressors and home and family stressors, while the level of stress was not significantly related to job performance. On the other hand, among the stress management strategies used in this study, only turning to religion and seeking social support had significant relationship with job performance. Muyo (2002) studied the factors related to work stress and performance among teachers of Romblon. A questionnaire developed and adapted from existing professional stress literature and various related stress scales was used to gather primary data from the target respondents. The data gathered were processed using SPSS. Appropriate statistical tests like chi-square test (x2), t-test, F- test or analysis of variance (ANOVA), and regression correlation were used to test the hypothesis. Results of the study indicated a positive relationship between the teachers level of stress and their performance which imply that the more stress manifestations of the respondents, the higher the performance level. However, the mean performance of the respondents categorized according to age, sex, and educational attainment did not register significant effects on performance. On the other hand, it was found that income, rank, and length of service were significant influencing variables on job performance . Monge (2005) determined the perceived effects of job-related stress on job performance among the teachers in the College of Arts and Letters (CAL) in Bicol University, Legazpi City. His study tried to find out the effect of job-related stress to college teachers as perceived by them in terms of colleagues, job, and work environment; the level of job performance of the respondents with regards to teaching competence, teaching performance, and personal-social qualities; if there was a significant relationship between job-related stress, job performance, and socio-demographic characteristics of college teachers, and; the proposed measures that can be undertaken to modify job-related stress and enhance job performance. This study made use of the descriptive-survey method as the primary structure of the research design in which a questionnaire was the main tool to gather pertinent data. The statistics needed were computed with SPSS 7.5 version. Mean, Pearson r coefficient of correlation, and t-test were the statistical treatment used in the study. Findings of the study revealed that CAL faculty was not much affected by the job-related stressors and they performed well in their job which means that job-related stress can affect job performance. Taniajura (2007) determined the factors related to the job stress and job performance of Technology and Livelihood Education teachers in the Division City Schools, Pasay City. The descriptive method of research was used with the questionnaire as the data gathering instrument. The data were statistically analyzed employing the following statistical treatment: frequency, percentage, weighted mean, standard deviation, and the Pearson product moment correlation. Findings revealed that the personal factors such as the monthly salary, health condition, family condition and the school-environment factors such as workload and working conditions are teachers job stressors. Therefore, the independent variables (teachers job stressors) are significantly related to job stress and performance of technology and Livelihood Education teachers. According to Cardona (1991), Muyo (2002), Mathur et al. (2007) and Taniajura (2007), job stress has a significant relationship with job performance. On the other hand, Jamal (1985), Manansala (2002), Monge (2005), Kazmi, Amjad and Khan (2008) and Ongori and Agolla (2008), revealed that stress has an inverse relationship to job performance. However, according to Park (2007), work stress factors have significant cross-sectional and longitudinal associations with job performance. Likewise, according to the present researcher, stress has a curvilinear/U-shaped relationship with job performance. That is, when the stress is at high and low levels his performance on a given task is lower. But if the stress is at the moderate level, you will be aroused to perform well while not being overstressed and unhappy. This means that either too much stress or too little stress is detrimental to an individuals performance. Theoretical/ Conceptual Framework of the Study One costly result of a mismatch between expectations and reality is a lower level of job performance. Studies indicate that performance reaches an optimal point when stress is at moderate level. The moderate stress is optimal theory (Mattenson and Ivancevich, 1982) presents what is called the inverted-U-stress/performance curve (see Fig.1). It exemplifies that if there is a very little pressure on individual to perform any task, then performance will be low. However, when there is too much stress, performance will be low also. Either too much stress or too little stress will detract the individual to perform well. High Level of Performance Low Low High Level of Stress Figure1. The Inverted U-stress/performance Source: Mattenson and Ivancevich 1982, p.46 However, at the moderate level of stress, there is an area of best performance which the individual has enough pressure to focus on his task and perform well. The research paradigm (see Fig. 2) shows the relationship of the independent and dependent variables of the study. The job-related stressors and level of stress are independent variables while job performance is the dependent variable. The socio-demographic characteristics are the intervening variables of the study. This study is based on the assumption that job-related stressors influence the level of stress of public library staff and that the job-related stressors may be influenced by the intervening variables which may impede stress. On the other hand, it was presumed that the level of stress and certain intervening variables affect job performance. The variables of the study are the following: A. Independent Variables 1. Job-related stressors This study adapted the job-related stressors cited by Ivancevich and Mattenson (1982, 1990) and Ivancevich, Konopaske and Mattenson (2008). They are described as follows: Physical environment stressors: These include the working condition in the library such as inadequate office space, crowding and lack of privacy in shared offices, inadequate lighting, noise, and extreme temperature in the workplace. Individual stressors: These include role conflict, role ambiguity, work overload, work under load, and time pressures. Group stressors: These include managerial behavior, inadequate group support, interpersonal demands, and lack

Ernest Hemingway :: essays research papers

"A Clean, Well-Lighted Place" was published by Scribner's Magazine in March of 1933, but it was not until 1956 that an apparent inconsistency in the waiters' dialogue was brought to Hemingway's attention. Hemingway's thirteen word reply to Judson Jerome, an Assistant Professor of English at Antioch College, said that he had read the story again and it still made perfect sense to him. Despite this letter, Scribner's republished "A Clean, Well-Lighted Place" in 1965 with a slight change in the waiters' dialogue that they argued would fix the apparent anomaly. Scribner's decision to alter the original text, the letter Hemingway wrote to Professor Jerome, and several papers on the subject all add up to a literary controversy that still churns among Hemingway scholars. I will argue that the original text is the correct text and Scribner's just failed to interpret it properly. They failed to notice nuances in Hemingway's writing that appear throughout many of his other works. They obviously thought Hemingway's reply to Professor Jerome was made without notice of the inconsistency. Most important, I believe they did not evaluate the character of the two waiters in "A Clean, Well-Lighted Place." A careful examination of the character of each waiter can make it apparent that the original text was correct and that there was no need for Scribner's to alter the text. The dialogue in question results from a conversation the two waiters have concerning the old man's attempted suicide. One waiter asks "Who cut him down?", to which the other waiter replies "His niece." Later in the story, the original text appears to confuse who possesses the knowledge about the suicide. The waiter who previously said "His niece", now says: "I Know. You said she cut him down." This seems to assume the knowledge about the attempted suicide has either passed from one waiter to another, or that we have incorrectly attributed the first exchange to the wrong waiters. So which waiter asked about cutting down the old man? When the disputed dialogue between the two waiters takes place, we do not know enough about them to develop an outline of character. As the story progresses, the character of the two waiters emerges through their dialogue and thoughts, as does many of Hemingway's characters. Once the character of each waiter is developed and understood, the dialogue makes more sense when the story is read again.

Types of Learning Disabilities Essay -- essays papers

Types of Learning Disabilities There are many types of learning disabilities that can hinder a child’s scholastic performance. These include: dyscalculia; dysgraphia; dysphasia; auditory, memory, and processing disability; and dyslexia. Dyslexia is when a person has difficulty translating language to thought or thought to language. This person would have problems with expressive and/or receptive oral and written language; you would see trouble with reading, spelling, writing, speaking, listening, and mathematics. If someone was trouble with arithmetic or solving problems, you might suspect they have dyscalculia. A person with this disability has much difficulty solving basic math problems. A writing disorder called dysgraphia causes a person to have difficulty forming letters or writing in a defined space. Most of the time their handwriting is illegible. Dyspraxia interferes with a person’s ability to make controlled and/or coordinated physical reaction to a situation; their reactions may be inappropriate to the situation. Auditory, memory, and processing disabilities cause problems with a person’s ability to remember words or sounds. He or she may experience retrieval failure when trying to remember simple words or sounds; this may be because his or her brain failed to understand the language correctly (Brickley). Even though these disabilities hinder a person’s ability to learn at the same speed as his or her peers, a teacher can accommodate the needs of a person with LD. A person with LD is not stupid, he or she just learns differently. Teaching Strategies Most students diagnosed with a learning disability have an Individualized Education Program (IEP). An IEP is a document that had ... ...rent Observation.† Learning Disabilities Online. 7 May 2004 . Male, Mary (2003). Technology for Inclusion: Meeting the Special Needs of All Students. Boston: Allyn and Bacon. National Information Center for Children and Youth with Disabilities (1993). â€Å"General Information About Learning Disabilities.† NICHCY. New Rochelle, N.Y. City School District. Learning Disability: A Book of Resources for the Classroom Teacher. New Rochelle: The Schools. Thurlow, Martha, and James Ysseldyke (2002). Including Students with Disabilities in Assessments. Washington, D.C.: National Educations Association. Wood, Judy W (2002). Adapting Instruction to Accommodate Students in Inclusive Settings. Upper Saddle River: Merrill.

Mis †Walmart Essay

INTRODUCTION A Management information system (MIS) is a system or process that provides information needed to manage organizations effectively. Management information system gives the business managers the information that they need to make decisions. Early business computers were used for simple operations such as tracking inventory, billing, sales, or payroll data, with little detail or structure but now days it has been replaced by the advanced techniques like ERP, EPM, SCM and SAP. Management information systems are distinct from regular information systems in that they are used to analyze other information systems applied in operational activities in the organization. HISTORY OF WALLMART Sam Walton who is a businessman from ARKANASAS, begin his carrier with retail industry and started working on June 3, 1940. On July 2 1962 he opened first walmart discount city store located in ARKANASAS. Walmart is one of the most technically advanced companies in the world and reason behind this is availability of accurate and up to date information which intern a basis of its growth in the market. And for collecting the accurate information on time it is necessary that management should continuously review the information, which is possible only by an integrated management system. Walmart became one of the first companies in retail sector to use MIS. MIS IN DIFFERENT FUNCTIONS OF THE ORGANISATION: 1.OPERATIONS: In the world of retailing, Wal-Mart has what is considered to be the most sophisticated distribution system called Retail Link. This system connects each store with headquarters and over 2,000 suppliers so that they will never run out of or have too much inventory. Wal-Mart turns over their inventory more than any other retail store. The current challenge exists with supplying their overseas stores, especially while this is the area that they are concentrating on growing. In order to become more efficient overseas, Wal-Mart has started is on Customs Brokering division to take care of its global procurement, which saves them brokering and freight forwarding fees, and also gives them more control. They have also started to â€Å"request† strongly that their suppliers also be physically located in the countries where Wal-Mart is to better supply them. Procurement of material Walmart is a bulk purchaser and they follow centralised purchased system, so the company directly procure the materials from manufacturers thus eliminating all the intermediaries and middlemen. This is essential to reduce the cost and offer best pricing. They first find out the potential supplier and then after getting prices from everyone the will decide finally according to the cost structure of the offer. For efficiently managing this information wall mart uses EDI model(electronic data interchange) it is basically a computer based system of walmart in this system the computers of suppliers and vendors are connected with walmart. EDI enables supplier to download purchase order along with store to store sales information related to their product like no of product sold, no. of product received. As supplier receives the information about sales of various products, the supplier shipped the required goods to different walmart distribution centres. Basically it is a high speed integrat ion system between supplier and walmart and which is very helpful in making the process fast and efficient. Transportation A company owned transportation system also assists Wal-Martin shipping goods from warehouse to store in less than 48 hours. This allows Wal-Mart to replenish the shelves 4 times faster than its competition.Wal-Mart owns the largest and most sophisticated computer system in the private sector. It uses a MPP (massively parallel processor) computer system to track stock and movement which keeps it abreast of fast changes in the market .Information related to sales and inventory is disseminated visits advanced satellite communications system. MPP is basically used to track the movement of goods and stock level and information for this is transmitted through advanced satellite communication system. So when the information about movement of goods is transmitted it automatically generate the information and pass it on to transportation department and from there the logistic facility is ensured. Inventory management Wal-Mart invested heavily in IT & communication system to effectively track sales and merchandise inventories in stores across all the outlets in the country. For this company needs to have excellent communication system. And Walmart is using the technique of PRETTY DARN QUICK DISPLAY (PDQ) TECHNIQUE. In this technique the company asked its suppliers to ship goods inshore-ready displays called pretty darn quick (PDQ) displays.Goods were packed in PDQ displays that arrived at the stores ready to be boarded on the racks.WalMart’s employees could directly replace the empty racks at the stores with fully packed racks, instead of refilling each and every item at the racks. HUB AND SPOK SYSTEM – in the early1970s, Wal-Mart became one of the first retailing companies in the world to centralize its distribution system, pioneering the retail hub-andspoke system. Under the system, goods were centrally ordered, assembled at a massive warehouse, known as distribution centre · (hub), from where they were dispatched to the individual stores (spoke). The hub and spoke system enabled Wal-Mart to achieve significant cost advantages by the centralized purchasing of goods in huge quantities. And also the used of RFID technology (radio frequency identification) this technique is used to replace the bar coding technique and increase the efficiency of employees because with this employees are no longer requires to physically scan the bar code thus it improve efficiency and reduce the stock outs. Reordering Wal-Mart built an automated reordering system linking computers between Procter & Gamble (â€Å"P&G†) and its stores and distribution centres. The computer system sends a signal from a store to P&G identifying an item low in stock. It then sends a resupply order, via satellite, to the nearest P&G factory, which then ships the item to a Wal-Mart distribution centre or directly to the store. This interaction between Wal-Mart and P&G is a win-win proposition because with better coordination, P&G can lower its costs and pass some of the savings on to Wal-Mart. Thus walmart is efficiently using the MIS to achieve efficiency and cost minimization. 2. MARKETING FUNCTION (MIS) Marketing activities are directed toward planning, promoting, and selling goods and services to satisfy the needs of customers and the objectives of the organization. Marketing information systems support decision making regarding the marketing mix. These include: 1. 2. 3. 4. Product Price Place Promotion Sources of Data and Information for Marketing: Boundary-Spanning and Transaction Processing Subsystems A marketing information system relies on external information to a far greater degree than other organizational information systems. It includes two subsystems designed for boundary spanning – bringing into the firm data and information about the marketplace. The objective of marketing research is to collect data on the actual customers and the potential customers, known as prospects. The identification of the needs of the customer is a fundamental starting point for total quality management (TQM). Electronic commerce on the WEB makes it easy to compile statistics on actual buyer behaviour. Marketing research software supports statistical analysis of data. It enables the firm to correlate buyer behaviour with very detailed geographic variables, demographic variables, and psychographic variables. Marketing (competitive) intelligence is responsible for the gathering and interpretation of data regarding the firm’s competitors, and for the dissemination of the competitive information to the appropriate users. Most of the competitor information comes from corporate annual reports, media-tracking services, and from reports purchased from external providers, including on-line database services. The Internet has become a major source of competitive intelligence. Marketing Mix Subsystems The marketing mix subsystems support decision making regarding product introduction, pricing, promotion (advertising and personal selling), and distribution. These decisions are integrated into the sales forecast and marketing plans against which the ongoing sales results are compared. Product Subsystem The product subsystem helps to plan the introduction of new products. Continually bringing new products to market is vital in today’s competitive environment of rapid change. Although decisions regarding the introduction of new products are unstructured, information systems support this process in several ways: ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · Professional support systems assist designers in their knowledge work DSSs are used to evaluate proposed new products With a DSS, a marketing manager can score the desirability of a new product. Electronic meeting systems help bring the expertise of people dispersed in space and time to bear on the problem Information derived from marketing intelligence and research is vital in evaluating new product ideas. Place Subsystem The place subsystem assists the decision makers in making the product available to the customer at the right place at the right time. The place subsystem helps plan the distribution channels for the product and track their performance. The use of information technology has dramatically increased the availability of information on product movement in the distribution channel. Promotion Subsystem The promotion subsystem is often the most elaborate in the marketing information system, since it supports both personal selling and advertising. Media selection packages assist in selecting a mix of avenues to persuade the potential purchaser, including direct mail, television, print media, and the electronic media such as the Internet and the WEB in particular. The effectiveness of the selected media mix is monitored and its composition is continually adjusted. Database marketing relies on the accumulation and use of extensive databases to segment potential customers and reach team with personalized promotional information. The role of telemarketing, marketing over the telephone, has increased. Telemarketing calls are well supported by information technology. Sales management is thoroughly supported with information technology. Customer profitability analysis helps identify high-profit and high-growth customers and target marketing efforts in order to retain and develop these accou nts. Sales force automation involves equipping salespeople with portable computers tied into the corporate information systems. This gives the salespeople instantaneous access to information and frees them from the reporting paperwork. This increases selling time and the level of performance. Access to corporate databases is sometimes accompanied by access to corporate expertise; either by being able to contact the experts or by using expert systems that help specifies the product meeting customer requirements. Price Subsystem Pricing decisions find a degree of support from DSSs and access to databases that contain industry prices. These highly unstructured decisions are made in pursuit of the companies pricing objectives. General strategies range from profit maximization to forgoing a part of the profit in order to increase a market share. Information systems provide an opportunity to finely segment customer groups, and charge different prices depending on the combination of products and services provided, as well as the circumstances of the sale transaction. Sales Forecasting Based on the planned marketing mix and outstanding orders, sales are forecast and a full marketing plan is developed. Sale forecasting is an area where any quantitative methods employed must be tempered with human insight and experience. The actual sales will depend to a large degree on the dynamics of the environment. Qualitative techniques are generally used for environmental forecasting – an attempt to predict the social, economic, legal, and technological environment in which the company will try to realize its plans. Sales forecasting uses numerous techniques, which include: ï‚ · ï‚ · ï‚ · Group decision making techniques are used to elicit broad expert opinion Scenario analysis in which each scenario in this process is a plausible future environment Extrapolation of trends and cycles through a time-series analysis. 3.FINANCE For the fiscal year ending January 31, 2011, Wal-Mart reported a net income of $15.4 billion on $422 billion of revenue with a 24.7 percent gross profit margin. The corporation’s international operations accounted for $109.2 billion, or 26.1 percent, of total sales. It is the world’s 18th largest public corporation, according to the Forbes Global 2000 list, and the largest public corporation when ranked by revenue. Walmart on an average hire about 10000 employees every year and on opening every single store Walmart employees 300 new employees. Their main source of funds is there sales and basic expenditure goes on building new stores and employees salary. Job Hierarchy at Wal-Mart Human Resources Wal-Mart is the largest non-government employer in the world. They realize that turnover is high in retail, but that their associates are one of their most important assets. Their written policy regarding associates is as follows: â€Å"they are encouraged to maintain the highest standards of honesty, morality, and business ethics†. In order to become a Wal-Mart associate, candidates must take a multiple-choice test and select what are considered the appropriate â€Å"Wal-Mart† responses in order to be hired. Due to the fact that Wal-Mart strives to keep their costs low, they do not offer high wages. They exist on many part-time and temporary workers, do not offer these employees benefits, and do not pay their employees enough to live on. Wal-Mart has a 20-30% cost advantage over competition, as their labor is not unionized. Besides facing current litigation for not paying employees for overtime there are and have been several cases regarding discrimination on the basis of gender (female) that females are often not hired or promoted to be managers.

Importance of Sports Essay

Here’s hoping that now you know what is the importance of sports. Besidesbeing important for kids, taking up asports careerin adult life, has its ownbenefits. A sportsperson often travels to other countries to play matches andin the process, learns a great deal about the cultures of these countries. Eventhe spectators or TV viewers are thoroughly entertained while watchingprofessional sports, making it an excellent recreational activity. 3 We live in jet age. Life has become so easier than ever before. Withadvancing technologies our lives have become comfortable. But in today’sworld under the spell of technology we are ignoring our health. Even kidsrather than going out and playing with friends prefer watching television,playing computer games,or surf the net. Playing Sports keeps us physically fit and mentally alert. It keeps us healthywhich is the most important thing of all!! as it is indeed equal to all thewealth in the world,for you may have money but if you have not got health toenjoy it what is its use ? We have variety of sports to choose from like Basketball, Tennis , Football,Cricket, Swimming etc. Besides sports not only helps us to be physically fitbut it also teaches us the values of discipline, loyalty , teamwork, hard-workand honesty which helps us to play the bigger game of life! A true sportsmancelebrates victory and accepts defeat with a smile. To him winning is notimportant but giving his 100% is! But in today’s competitive world studies are given more importance. A childdoesn’t get enough time to play because of constant pressure of studies andhis parents to perform better and better. Hence children ,parents andteachers must understand the importance of sports and give the child enoughtime to play as we all know very well that â€Å"All work and no play makes Jack adull boy! † 4 IMPORTANCE AND BENEFITS OF SPORTS Have you ever thought why people do sports? Absolutely, many people seemnot to know the reasons. As a anectode, there are many people who dosports for nothing around us. Everyday we can encounter with these people. They regularly do sports; however, none of them realizes the benefits andimportance of sports. In fact, vice versa, some people want to be fit andattractive, look smart. Unfortunately, these people can’t consider otherbenefits of sports. In my opinion, there are several benefits of sports thatpeople often do not consider: sports are required to be healthy people, areneeded for enjoyment, and are great market for countries’ economies. The first advantage of sports for people is that they help people be healthy,and be fit. Throughout history, people can’t give up their interest at theirbody. I belive that now many people love themselves no matter how beautiful or ugly they are. Naturally, people’s first aim should be healthy andfit with the benefits of sports. Due to this fact that Sports keep our bodyhealthy. As a possible example, imagine that there is a car which has notworked for years. If you try to run the motor engine, it will not work anymoresince it has been rusted and its engine may be broken down. As a result,people is smillar to engines and motors. If we don’t do sports, we will beforced to rust, in other words, decomposition of our body; afterwards, wemay have some problems with our body when we even need to small walk. Inaddition, sports balance our body’s blood pressure and circulation. Accordingto many researchs which have been done by scientists, we can prove theimportance of sports for our health because 70% middle aged people who didnot do sports in their youth are now struggling with the problems such ashigh tension, trouble with blood circulation, easily become tired due to thelack of sports. The second advantage of sports for people is that they are required for ourdaily lives and competing at the internatinal area because of enjoyment of sports. For many years, sports have been done by people. For example, haveyou ever thought why people want to play football or other games? Theanswer may be easy since sports are entertaining. They are sometimesmagics as they catch our attention and give us pleasure as much as we need. Sometimes overwhelming life conditions may be unfair and make usunhappy. However, if there is a sport activity when we are unhappy, we willprobably be motivated and be refreshed again after the sport activity. Thisshould be the most important benefit of sports because many people dosports for this reason. In addition, have you ever thought why millions of people watch World Cup match without breathing? There might be somereasons behind the action of watching football match. The most importantone might be the excitement and enjoyment of sport. Football match isexhilating because it gives us pleasure to watch. In the pitch and near thepitch, there are more than 18 men, and they are the representative of oursport culture. Within the excitment of sports, countries are able to compete inthe international area. Due to this fact people like sports since they and theircountries are able to compete and beat opponent countries and this is themost important reason to take pleasure from sports. The final and least advantage of sports is that they are the huge market forcountrie’s economy. First of all, if we look at only football industry. There aremore than thousand professional team and at least these team have 25players. If this is calculated, there are approximately 25000 players withoutworking staff, scouts, coaches and managers. This shoud be the largestindustry which employs many people in Turkey. In addition, countries andclubs have to establish new facilities for sports game. Some of them are thelargest buldings in the entire country that represent countries, for exampleAtaturk Olympic Stadium in Turkey. Supplying funds for this buldings may bethe publicity of countries since constructing well designed stadiums helpcountry preapare or organize big competitons such as World Cup, Olympics,and Tennis Tournaments. Finally, sports allow advertisement companies tomake publicity of strong brands. For example, sponsorship is one of the bestpublicity of one company. Everyone watchs thier favourite team or atlethe,and audiance will probably see the sponsor of team or atlethe. For example, in England, Manchester United which is one of the most powerful clubs ininternational area has a sponsor called Vodafone. I am from Turkey, and Ieven know its sponsor. This will probably show the effectiveness of sponsorship in sports. All in all, we can conclude that there are several advantages and benefits of sports. First, sports are required by people to be fit, smart, and good looking. Second, sports are entertaining due to many facts. Third, sports are the hugemarket for countries’ economies. In my opinion, despite sports’ advantages,many people can’t believe that sports are useful and beneficial. I hope that inthe future these people will tend to be more optimistically to sports sincethey are the neccessity of our lives. 5 Importance Of Sports The Importance of SportsSports are an important part of just about every society, every country,every part of our planet. In one way or another, everyone is involved insports or some sort, whether they’re playing or watching or just knowsomeone who does either. The importance of sports in the life of a young student is invaluable and goesmuch further than the basic answer that â€Å"it keeps kids off the streets. † Itdoes in fact keep kids off the streets, but it also instills lessons that areessential in the life of a student athlete. Sports play a pivotal role in themakeup of a young athlete, especially in the middle school to high schoolyears where student-athletes are much more mature and mentallydeveloped. Where else can a young, impressionable youth learn values likediscipline, responsibility, self-confidence, sacrifice, and accountability? Sports come in many varieties. There are individual sports such as golf orteam sports such as football and hockey. Court sports include badminton andsquash. Other categories are gymnastics, martial arts, racing for example theF1 races, obstacle sports such as skating and indoor sports such as chess andcard games. Football, hockey and basketball are team sports. Teams of eleven or sixplayers square off against each other, with team members helping each otherto win as a team. Sports are played for fun or for money (or sometimes both). Just about everysport has both professionals (those who compete for money) and amateurs(those who compete not for money but for fame or for the sake of competition itself). Many amateurs who are really good at their sport becomeprofessionals. Health is wealth. † Those who have understood the importance of health willtry to keep themselves fit. Apart from a balanced diet, sports are necessaryto maintain our health. If we do not exercise regularly, our body does notdevelop the muscles as well as bones become weak.