Texting While Driving Satire

I text while driving. I try not to, but I do. And I know what you're thinking. I get it. You think I'm careless. You think I'm reckless. You think I'm dangerous. You say I'm an accident waiting to happen; that I'll probably get killed one day; that I might even kill you. I tell you now, I understand. But I don't care. I have places to be, text messages to send. At times I've been brilliant, multitasking to perfection; typing ‘Brobdingnagian' while making a double lane change in Austin rush-hour traffic.Other times I've swerved, or barely hit the brake in time, only to throw my phone in the backseat and make that same promise to never again send a text message while operating a vehicle. Okay, so I care. But despite caring, I've found that there isn't a scare, short of an accident, that will deter me from texting while driving. Not even the law. And being that I'd rather not die, or kill you, all in the name of an anecdotal text that just as well could have been typed while in pa rk, I've since developed a set of rules.These rules, when followed, have been as fool-proof as directions for walking while chewing a piece of gum (excuse the triteness). I no longer swerve. I'm no longer forced to slam on my brakes. And for the past eight months, my â€Å"Texting While Driving Protocol† has saved both our lives. Rule 1: Predict the Future. Know how the road will unfold as you divert your attention to your phone. As â€Å"10 and 2† drivers, we're already required to predict the actions of and be accountable for all objects in and around our path (i. e cars, pedestrians, cyclists, animals).Compare and Contrast Driving in the Winter and Driving in the SummerWe're regular clairvoyants. And sure, we have laws which aid us in predicting those intended actions of others, but that only further supports my next point: It is not required that our senses be entirely engaged at all times for us to â€Å"trust† while on the road; that to look away from the road for x amount of time, as long as a driver can account for all future events that may unfold within the distance travelled during x, is no less safe than looking both ways before one walks across a street, which also requires a level of anticipation.Rule 2: Reestablish your whereabouts after each written word. This means you must LOOK UP after each word you type, and predict 2-3 more seconds of future before typing your next word. Rule 3: Use shorthand. Yes, shorthand. The same shorthand that has been slowly killing language since man's invention of time and his subsequent inventions to save it. But this lax variation of language will keep you in the 2-3 seconds per word range. And I know, you're a writer with high grammatical standards. You punctuate all of your texts. How dare I suggest you replace â€Å"tonight† with â€Å"2nite†?Just remember: Life > Language. Rule 4: Hold your phone as close to the top of the steering wheel as possible. This will allow for gre ater access to your peripheral vision, and may help you catch any unforetold objects. But not too high! Unless the law is still on your side. Rule 5: Do NOT text while making a turn. Not only is it tougher to sense the position of your vehicle in its designated lane, but you also lose any advantage gained by holding your phone in its peripheral position. With these rules in mind, I guarantee that you will be a better driver.

Practice Makes Perfect Essay Essay

Our world is constantly wrought with the concept that certainty can allow one to achieve all of our desires and dreams. But this ever-present idea is utterly misleading. One cannot rely on certainty because nothing is truly certain. Everything that we hold to be true, has not been proven wrong. According to William Phelps, a sense of certainty will achieve the impossible. However, Bertrand Russell believes it is important to always carry a bit of doubt in one’s life. Nevertheless, people are torn between extra confidences and doubtless. While some may be certain of everything or doubt in any little thing, the human brain should balance these two factors in order to have a well and steady mind. Throughout our daily lives, everyone needs some sort of certainty in order to build up one’s self esteem. However, the certainty should be to an extent. Living in a world full of confidence is not always the right decision thus it can guide into failure. Although, strong beliefs, or a set of mind that leads to certainty is not wrong at all, especially in today’s society, it has been proven that one’s visualization of things is the dependable factor of the outcome of the activity one is about to do. It develops a confident and certain mentality. This way, one is able to give out positive vibes and inspire others to be the best of themselves ad eventually achieve â€Å"virtually anything† even that that seems â€Å"impossible† ().The mindset of believing in achieving the impossible is motivation everyone needs to develop a strong character. Relying too much of certainty may not be so good, since it makes you close minded. This is because you are certain of what you say is right, you don’t even listen to other people’s opinion, which brings tension around you. Over analyzing things and always going for what’s right won’t necessarily make you perfect or certain, instead it could gui de you into a big failure, since at some point you have to make mistakes. Thus, in order to prevent a big upcoming failure one should balance out the certainty they have in themselves. Nevertheless, doubt is an extremely huge necessity one needs among their lives. One of the most important components of doubt is trial  and error. One cannot be certain something will make sense or work if the hypothesis one has, has not been tested whether by experimentation or refutation. For instance, if Thomas Edison was absolutely certain he had created a means to harness electricity and produce light without testing his theory over 50 times, his certainty would be invalid. However, his influx of doubt and therefore his willingness to augment and change based upon that doubt, enabled him to produce what could probably be the most important scientific discovery yet. Another example of the importance of doubt is perhaps the most controversial topic among us-religion. Whether or not one has faith and is certain of that faith, is refutable. There are hence, two sides to this cause. Because nothing has been definitely proved that a higher, supreme power exists. On the other hand, there has been research of evolution throughout time, but it still hasn’t necessarily proven a certain answer. However, even in this process of comparing the two sides one doubts because one is extrapolating that either could be true. If either is true, we are still uncertain about it. In conclusion, the use of doubt has brought upon many debates, changes, and ideas whether for better or worse. This debate of uncertainty or certainty has been entrenched in our cultures consciousness possibly since its inception. But if we were to deny that the geniuses of our times did not doubt, we are making a vast ad unintelligent assumption. Even so, throughout time, certainty has also come to a great importance in our lives. Without the doubts of all our past generations and the little certainty they used to carry our world would not be anything like the way it is. One thing is certain; doubt and certainty are two factors that are an absolute necessity.

Bank of America Mobile Banking

Brown, who was responsible for the development and launch of mobile banking, reported on the current status, In less than three years we have four million mobile banking customers. Brown was hesitant to make the banks mobile app complex by adding more features. The added complexity could slow down the app and negatively affect user experience. He explained, App comple xity has led to some high-profile failures in the marketplace. This carries a huge risk. It was also unclear if users were ready to sign up for mortgages or credit cards on their mobile phones. Carrel reminded them, Dont forget that competitors view mobile as yet another platform to differentiate themselves. Just last month, Citi integrated credit card account information in its iPhone app. Citi customers can even track their credit card rewards on their mobile devices now. Carrel floated a second option, Why not create different apps for different target groups, say an app for Merrill Lynch brokerage, or for small business customers? Citi and Wells Fargo have done this, feeling they can provide users a more customized solution. (See Exhibit 1 for mobile banking apps for major players. ) McDonald, Brown and Carrel agree that they have to come up with a new strategy on mobile banking. Financial Services Industry The U. S. financial services industry was fragmented, with thousands of banks offering retail and wholesale banking services. In 2009 the 10 largest banks held 46. 4% of total deposits, with BofA the largest U. S. bank holding company, followed by JP Morgan Chase, Citigroup, and Wells Fargo. In 2008-2009, the financial services industry went through the most stressful times in recent history. The collapse of the U. S. real estate and subprime mortgage markets caused a dramatic fall in the value of mortgage -backed securities, which led to a deep recession in the U. S. and financial troubles abroad. In 2012 they situation in the banking industry has improved. Bank of America By 2009, BofAs businesses included retail banking (i. e. , deposits, debit and credit cards, mortgage loans), global wealth management, middle market lending, large corporate lending, global treasury services, and investment banking. By December 2009, BofAs markets covered 82% of the U. S. opulation, and the bank served over 53 million customers and small businesses. U. S. Mobile Banking Market Mobile banking was introduced in the U. S. in 2007. Consumers could access their bank accounts on the move from their cell phones. Many banks saw it as yet another channel to differentiate themselves from competitors and engage customers that could potentially lead to both higher income and increased customer re tention. While mobile banking introduced some new capital investment and operational costs, analysts projected it to be one of the least costly banking channels. Since almost all banks had a well established online presence, this was the easiest option for banks. Slow browser speed on many mobile phones coupled with small phone screens made this option less appealing to some users. The emergence of smartphones, such as iPhone, Android, and BlackBerry, allowed banks to provide a richer experience to users through apps. By optimizing the user interface specifically for these devices, apps had the potential to engage users. Smartphones were expected to grow in use from 10% in 2008 to 46% of the total U. S. mobile phone market by 2012. App development costs could range from $40,000 to several hundred thousand dollars. Research from Global Industry Analysts shows that mobile and internet banking are becoming increasingly intertwined. This is largely due to the success of smartphones, which afford consumers convenient access to internet banking. The global mobile internet market will continue to drive the expansion of the mobile banking services sector. Financial institutions are responding by launching downloadable applica tions and encouraging consumers to bank online and through mobile devices by rolling out mobile and internet banking services. Market Size and Consumer Adoption In 2009, an estimated 10 million consumers used mobile banking in the U. S. ; by 2014 this number was expected to grow to 37 million, representing 30% of the total expected online banking users in the U. S. Total annual transactions for mobile banking services were expected to increase from about 180 million in 2008 to 2. 4 billion in 2014. Improvement in mobile devices and networks, better features from banks, and increasing awareness among users were the main drivers of growth. Most banks required customers to be registered online banking users before they could sign up for mobile banking. However, a 2009 survey of 500 mobile users showed that almost 60% of consumers not currently using online banking would be interested in using at least one mobile banking service. In early 2010, Wells Fargo allowed customers to sign up for its mobile banking service, regardless of their online usage. In spite of increasing interest, mobile banking was still relatively small compared to other banking channels. According to an American Bankers Association survey, only 1% of respondents considered mobile as their preferred banking method, compared to 25% for online banking, 21% for branches, and 17% for ATM.

Integrated Marketing Communications Essay Example | Topics and Well Written Essays - 2500 words

Integrated Marketing Communications - Essay Example Information technology facilitates the gathering and maintaining of customer data and evaluating these data to identify similarities and differences and provides means of highly sophisticated segmentation tools. Vastly improved communication industry has provided means of interactive marketing such as the Internet and a host of other innovative means of informative advertising such as CD Rom catalogues and Video screens in supermarkets, altering the traditional mix of promotional tools. When considering the promotional or the communication mix decisions, the choices available is diverse today and the cost per reach can be vastly reduced with the new choices such as web site advertising. The traditional dominance of mass media such as TV, Radio and press is reduced, though it remains an important component. Modern marketing calls for more than just developing a good product, offering it at attractive price and making it available to the targeted market. Companies have to consider the promotional element of the marketing mix with equal importance and manage it effectively. Concept of Integrated Marketing Communications addresses the need for organizations to deliver clear, compelling, cohesive and consistent marketing message about the company and its product through carefully integrated and coordinated communication activities utilizing many marketing mix elements. Traditionally, firms executed their marketing mix elements in isolation and managed them separately with different budgets, different views of the market and different goals and objectives. These companies failed in presenting and communicating a consistent image of the company and its products to the targeted markets. Concept of integrated marketing communications recognize the need for carefully planning, coordinating and executing all marketing and promotional mix elements to

Best seven websites in healthcare law Assignment

Best seven websites in healthcare law - Assignment Example The website is effective since it uses simple sentences that are easy to understand in breaking down the facts to its target audience. In this website, the authors criticize the affordable health care act. The website provides the audience with a detailed view of the law as it analyses its various features. The website gives divergent views and the thoughts of people. Unlike the other website, this website criticizes the laws and in doing this expands the audiences’ views on the laws. Such is a significant function that improves the enlightenment of both the electorate and the political elite. This website explains various laws in the country that affects the operation of health facilities in the country and the receipt of the services. The affordable health care act revolutionized the health care sector. The website therefore explains the various features and implications of the law in the country. The website explains the intricate features of the affordable healthcare act. The website introduces the law explaining its implications in simple language. The law seeks to increase the number of middle class Americans receiving high quality health care in the country. The law introduces new legal features that ensure that the society’s poor receive quality health care. Key among the features is accountability of the insurance service providers. In doing this, the law enlightens the populace on the responsibilities of the numerous insurance service providers in the country. New York Times is a daily news publication that covers various issues affecting the lives of the citizens. In the website, the company details numerous features of health law reforms in the United States. The website provides an informative view to various health law reforms in the country including the actions of the policy makers and the implications of such actions. The website provides a

Impact of Brand Personality on Consumer Decision Making Essay

Impact of Brand Personality on Consumer Decision Making - Essay Example This research will begin with the statement that in equating the impact of a brand’s personality on the consumer decision-making process, Hofmeyr and Rice in a book titled â€Å"Commitment-Led Marketing: The Key to Brand Profits Is in the Customer's Mind† aptly sums up the purpose of this study. They advise us that commitment is what brands seek to establish with consumers as it represents what they feel about a company, as opposed to loyalty, which they describe as what consumers do. In order to gain a level of commitment from consumers, a brand must establish some sort of relationship as well as an image that transmits and provides them with a reason or reasons to act upon that foundation. In delving into this study, certain keywords as represented by its purpose, are integral to understanding the foregoing. A brand, according to the Concise Dictionary of Business Management is â€Å"A mark, name, logo or trademark that identifies a product or services or organizatio n and distinguishes it from its competitors. It is studied, brand personality encompasses branding, which the Concise Dictionary of Business Management defines as â€Å"The use of a brand to describe a product service or organization†. In considering the term brand personality one needs to understand that it meansâ€Å". the quality or condition of being a person †¦ the totality of qualities and traits †¦ that are peculiar to a specific person †¦ the pattern of collective character, behavioral, temperamental, emotional and mental traits †¦Ã¢â‚¬  In equating the preceding application to brand personality, substituting brand for the person provides the context. Aaker tells us that â€Å"The brand personality provides depth, feelings and liking to the relationship†. He adds that â€Å"Of course, a brand-customer relationship can also be based on a functional benefit, just as two people can have a strictly business relationship†. The preceding brief exploration has sought to acquaint you with the foundational precepts in this exploration that includes the third facet, consumer decision making. This last area represents the core question and focus of marketing professionals for over 70 years, with its roots tracing back approximately 300 years as led by economist Nicholas Bernoulli. Bernoulli’s groundbreaking work paved the way for von Neumann and Morgenstern who extended his work into what is called the Utility Theory. Their hypothesis, von Neumann, and Morgenstern are based upon the theory â€Å"†¦that individuals evaluate uncertain prospects according to their expected level of satisfaction or utility. The preceding represents one of a number of consumer decision making theories and or models, which for the purposes of time, only a few shall be covered in this examination. The highly competitive world of business, where most products and or services share common and or similar characteristics, brand distinc tions represent an important advantage that companies seek to establish. This study will seek to explain and examine the relationships between these areas and explain the nuances as well as linkages that make brand personality an important part of the consumer decision-making process.

I Was There Paper Essay Example | Topics and Well Written Essays - 1250 words

I Was There Paper - Essay Example You might not know much about this time period within the history of our society because there is less written information on the same. Still, you can go through our pictorial writings and know more about this time period. So, I am starting with the I Dynasty. Before the establishment of this dynasty, my nation was divided into two. But our king was that much influential and powerful enough to unify the divided nation into a single unit under a centralized authority. The United States Department of Defense stated that â€Å"The Archaic or Early Dynastic Period of Egypt immediately follows the unification of Lower and Upper Egypt c. 3100 BC† (n.pag). During the time of unification, the Upper Egypt was the axis of power because our king was from the Egyptian province known as Thinite. Besides, the unification was a tiresome effort because the people of the Lower part of our nation fought bravely. Still, our king became victorious because his aim was noble. He contributed so many innovative ideas to our society. For instance, he helped artisans like me by creating trade links with other nations like Phoenicia. Within the context of our society, our new king is the mastermind behind the establishme nt of an important city named as Crocodilopolis. Similarly, our king did not neglect our gods because he constructed a big temple dedicated to our god named as Ptah. But there are so many stories related to the death of our first king because some people say that the king was killed by dogs and some other say that he was killed by a wild animal. His name as Scorpion King derives from his family sign of scorpion. But one can see that the death of our first king did not end the influence of the royal family within our society. For instance, the queen named as Neithotep ascended the throne and began to rule over the vast nation. To be specific, the queen decided to do so because her aim was to help her young son named as Djer, to be the

Juveniles in adult prisons Essay Example | Topics and Well Written Essays - 1250 words

Juveniles in adult prisons - Essay Example Misbehaving juveniles are often not spared the incarceration process for their criminal activities.As a result,they are punished with the corresponding penalties for their criminal actions.There are,however,major issues raised in the incarceration of juveniles, especially if their incarceration is in adult prisons. One of these issues is the fact that juveniles are exposed to different types of abuses in these adult prisons. These abuses may cover physical, emotional, and even sexual abuse. They are also exposed to other criminal elements in these prisons which often make them even worse offenders upon their release. Based on 2005 statistics, there were about 2200 youths in adult prisons in the US. Majority of these youths were serving life sentences without possibility of parole for crimes they committed when they were minors (Campaign for Youth Justice, n.d). Studies also indicate that juveniles in adult prisons are twice more likely to be beaten up by a staff or by another inmate; and they are 50% more likely to be attacked with a weapon (Campaign for Youth Justice, n.d). Considering these circumstances, this paper shall now critically evaluate and discuss the issue of juveniles in adult prisons. This paper shall be conducted in order to establish a comprehensive and thorough analysis of the issue and its appurtenant highlights for improvement. Discussion The juvenile justice system was conceptualized about a hundred years ago in order to safeguard children from the abuses they were previously subjected to in adult prisons (Schiraldi and Zeidenberg, 1997). Trends indicated that in the traditional system, the children were often returned to society as hardened criminals. A juvenile system was therefore devised for juveniles in order to ensure that they would be housed in centers different from adult offenders where they can undergo rehabilitation, retraining, and other appropriate reformation processes. However, in recent years, due to the increase in the num ber of juvenile offenders, as well as the crowding of juvenile detention centers, moves to incarcerate juvenile offenders with adult offenders have been suggested (Schiraldi and Zeidenberg, 1997). Needless to say, that this suggestion has been met with much opposition from child advocates, law enforcement officers, criminologists, and other interest groups. They primarily point out that placing juveniles in adult jails would have negative and detrimental effects on the juveniles, especially as their incarceration seems to exacerbate the criminal behavior of these juveniles after their release. Law enforcement officers are one of the first to point out that locking up a juvenile with murderers, rapists, and robbers promotes the same future criminal behavior among incarcerated juveniles. These officers also point out that for the most part, juvenile offenders need proper adult guidance from appropriate role models. And these â€Å"appropriate† role models would hardly be found in these adult jails (Dilulio, 1996, as cited by Schiraldi and Zeidenberg, 1997). Surveys also document instances of juveniles being subjected to various. In fact, in Ohio, a juvenile placed in an adult jail for a minor infraction was reportedly assaulted by a deputy jailer; and in another case, in Kentucky, 30 minutes in a jail cell prompted a 15 year old to hang himself (Schiraldi and Zeidenberg, 1997). Four other deaths were seen in Kentucky jails among juveniles who were incarcerated with adults for various minor offenses (Schiraldi and Zeidenberg, 1997). In the paper by Sapp and Reddington, (1997) the authors have established that the number of juveniles in adults jails have increased in recent years. Based on some laws passed, some states have already revised their transfer laws first, by decreasing the age of by which these juveniles can be transferred to adult jails and second by expanding the criminal activities which merit adult jail

Market Segmentation (In simple terms) Essay Example | Topics and Well Written Essays - 1000 words

Market Segmentation (In simple terms) - Essay Example It is indeed quite a challenge to segment a price sensitive market, as the company might end up losing a good share of its customers, if it plans its services for some other segment. For example, if the segmentation is being done for the retail sector, then the segmentation process might involve classifying the customers on the basis of goods and commodities being purchased, number of visits to the superstore, size of family etc. Similarly, if it has to be for an airlines industry, then we need to take into consideration the general aspects of airlines industry, duration of the travel, type of traveler - corporate or general etc. It is not a must that all corporate clients would prefer to have meals on their journey's ranging from one hour to two hours. Such a journey can be undertaken with a low cost airline which cuts the cost by not serving the meals. During such a journey what the client will be looking at is a thorough professional approach from the airline staff and a comfortable journey. Therefore segmenting essentially involves identifying customers with homogenous attributes who are expected to respond to the company's marketing mix in similar manner. If the needs of customers are clubbed in this manner, the company can always pool its efforts towards making the experience of the customer or consumer worth the price being paid. An effective and elaborate market segmentation is supposed to achieve the following: Opportunities represented by each segment are clearly measurable and substantial: This implies that the material advantage for each segment must not be limited to intangibles only. Instead the advantages must be substantial enough to attract the existing as well the prospective customer. If the opportunities for customers are tangible enough, the existing customer base can be widened in due course or the segment can further be subdivided depending upon the extent of penetration being achieved by the company or the product portfolio. Segments are accessible and identifiable for the company: The segments being targeted by the company must be within easy reach of the company, with existing infrastructure and related support base. For example, if the company plans to cater to the consumers in some remote locality, it must have strategic tie ups with local transporters and the community in general. Meaningful differences exist between segments that will lead members to respond differently to elements of the marketing mix. It must be emphasized here that there are some segments which may not have easily distinguishable live dividing them, but it is equally true that there are segments which are poles apart as far as their needs are concerned. For example one person owning a Formula-1 race car might be having entirely different needs than an ordinary citizen using an MUV. While on the one hand F-1 racer requires best possible technology at any cost, the MUV car owner will have to see fuel efficiency and other price considerations before finalizing the deal. Segmentation is strongly linked to the business mission, goals, and identifies opportunities that fit well with resources and capabilities of the company. Market segmentation is carried out depending upon the plans, mission and objectives of the company. A company will of course want to cater to a market where it feels more confident in taking on the

Key concepts Assignment Example | Topics and Well Written Essays - 250 words

Key concepts - Assignment Example On the other hand, comparativism is the investigation of contrasts and parallels in humans. This involves their biological and cultural aspects, for example, comparing one person to another. According to Lassiter, (2009), culture is an intriguing whole that comprises art, law, custom, belief, knowledge, and abilities and customs that man has obtained as a society element. An example is the American culture (Lassiter, 2009). Lassiter’s definition of culture is divided into various parts that include culture as an allocated and consulted structure of meaning; the other part is that of culture as enlightened by facts that associates with structure. There is also the part of culture as practice and learned. It is well known that through practice, one learns. It is from this individual that others learn and society learns as a whole thus creating a culture. Learning results to enculturation that is the systemic attaining of the features and customs of the culture by an individual (Lassiter, 2009). Ethnocentrism is the inclination to scrutinize the world from an individual’s familiarity, Lasset (2009) notes that, familiarity is limited, for example, with that of the traditions. Cultural relativism implies that a person has to comprehend each culture based on its own stipulations. Importantly, comprehension does not mean one has to concur with every cultural practice (Lassiter,

Safety of Larry Essay Example for Free

Safety of Larry Essay Morton resolves to leave the potentially violent playground because he reasons that the other man is very unreasonable and that engaging this man in any further dialogue would yield nothing beneficial. The father also seeks to ensure the safety of Larry his son far from the haughty taunts of the troublesome Joe. After the second reading. What does the narrator know about the wifes thoughts and feelings that is important to understanding the ending? The story’s narrator is aware that the wife senses a debilitating feeling of defeat and inadequacy whenever she faces a situation whereby unreasonable behavior triumphs over sensible behavior. These sentiments make the wife to be unsatisfied with Morton’s act of submissively leaving the troublesome father and child. The wife thus thinks that her husband is inefficient in agitating for his rights. She thus repeats the derisive ‘You and who else? ’ statement that the arrogant man utters in the park. What do you think this incident means to the wife? To the wife, injustice is depicted as trampling over justice according to the events that transpire at the park. Moreover, her husband demonstrates that he is weak and defenseless through is action of choosing to ignore the other man’s taunts. What other things do you notice? After analyzing the actions of the various characters, I have noted that Morton is a sensible and refined man who would not get involved in a physical confrontation just for the sake of it. Rather, he depicts a mature personality that allows him to have adequate patience to put up with the unreasonable mean’s behavior. What questions do you still have? I am not sure whether Morton really avoids being involved in a physical tussle with the other man just because of the silliness of such an action or because he fears being physically hurt by the obviously bigger man. Conversely, the wife’s actions are not clear as to whether she treasures violence or harbors violent tendencies.

Persuasive Writing on topic of Animal Rights Essay Example for Free

Persuasive Writing on topic of Animal Rights Essay Deceased: Monday, November 5th, 2001. Great Britains Prison Service has reported that animal rights terrorist Barry Horne, 49, died in a Worcester hospital on November 5 after a short-lived hunger strike. The official cause of death was liver failure. In 1997, Barry Horne was sentenced to 18 years in prison for carrying out vicious attacks and arson on legitimate facilities that he claimed promoted animal cruelty. His attacks put human beings in danger for animals, animals without sentience, the ability to realize that they are alive. Animals without the ability to distinguish thought. This essay will focus on animals we consume for our nutrition. Animals without the basic goal of human beings of life, liberty, and the pursuit of happiness. The human race cannot give these rights to living organisms without the goal of the unalienable right and without the basic comprehension of consciousness. Animals are ignorant of the basic sentience and self-awareness, everything is an animal and we are not exempt, and reasoning that we should solely eat plant proteins because we have the intelligence to, and the wolf doesnt, so therefore we should make the wolf our equal is self-contradictory. The human race has come up with criteria for judging the sentience of a organism. There are five basic building block of society, which are the criteria for judging the sentience of an animal. The starting point for any species is if they were observed as producing or having produced technological artifacts unique to that species. Next, if they were observed as able to communicate from one generation to the next by a recorded language unique to that species, that is a significant leap. An important pair is being observed as basing action on abstract reasoning and being observed as engaging in inductive and deductive reasoning processes, and finally, observed as engaging in non-utilitarian artistic activity unique to that species. No other species besides man has five basic building blocks of society. Animals eat, eat, reproduce, and die. We, as human beings, are predators. We eat other animals. We need to eat. Zoomorphism only happens when we arent worried about eating. If we were not sentient we would still eat animals. By the survival of the fittest, which is the law of raw nature, no animal has rights; only the tools to survive as  best it can. The chicken has no right not to be eaten by the fox. The gazelle has no ethical recourse against the lion. If we are merely animals, no other animal has any ethical standing to complain against the human animal for eating them or wearing their skins. The basic rational or credo for animal rights consists of changing our diet to exclusively vegetable proteins, based on the notion that human beings have the intelligence to choose to eat soy beans in preference to cattle but wolves cant and this superior human reasoning ability is a reason to consider animals such as wolves as our equals. Look at the last sentence of the animal rights credo, This superior human reasoning ability is a reason to consider animals such as wolves our equals, and therefore realize that that argument admits we are superior, so we should be equal. This argument is similar with 2=0. The rational itself is contradictory. Animal rights failed on three other arguments as well. First, human beings are the dominant species on this planet, making decisions regarding use of the land, the sea, the air, and the near space above the air. Man rules and animals have to take what we do with them and lump it. The penultimate argument is there are no animals petitioning mankind, their oppressor, for an elevated status or recognition of their rights. Third, there are no animals contesting their status as inferiors to mankind. Animals arent protesting for their rights, it is human beings. Animals are not asking for their rights. How do we know to give them rights? If they are sentient, how do we know that they want rights? It is human beings who are asking for rights for animals, but their rational is insufficient. So lets be prepared for animal rights activists, because after the death of Barry Horne, there are some people who may regard him as a martyr. That includes people who may want to carry out actions against on legitimate scientist working with animals to promote human beings needs. No animal rights activists are themselves animals. There is no organization called Porpoises for the Ethical Treatment of Animals. It is people who make those demands of other people. Essentially brainless work animals should not be considered on the same level as sentient human beings. Animal Rights is the philosophy of allowing non-human animals to have the most basic rights that  all sentient beings desire: the freedom to be exempt from this web of dog eat dog, the food chain, the survival of the fittest.

Container Shipping Industry

Container Shipping Industry Outline the evolution of the structure in the container shipping industry and discuss the extent to which the structural changes are explained by increasing size of ships entering Introduction In the past especially in the last twenty years international container shipping industry and the related trade has been increasing at a tremendous rate. The period between 1980 and 2004 shows that international maritime trade grew at 2.4% compared to this the containerised cargo has increased at 8.6% with an increase of 600% over that period compared to 70% of the maritime trade. This phenomenal growth can be attributed to the many things including the growing importance of transhipment activities. As more shippers understood the advantages of container shipping ports increasingly made changes to the infrastructure and adapted to handling of cargo using containers. This growth of world container traffic has also led to an increase in the size of ships resulting in challenges and opportunities for the container shipping industry. And there is no instance of such a spectacular growth in the transportation industry. This paper outlines the evolution of the container shipping industry h ighlighting the main reasons behind the growth and development of the industry, moreover it also discusses the increasing size of the ships and its relationship with the container shipping industry. (Ircha, 2006. Volk) The Factors Behind the Growth of Container Shipping Industry Volk has studied the container shipping industry and point out four factors which have helped the container shipping industry in achieving its tremendous growth. Following are the four factors: (Volk) Significant Increase in Productivity The origins of containerisation can be found in the fall out from the 1956 Suez Crisis when the when the blocking of the Suez canal leading to an increase in demand for transportation this led to an investment of the shipping industry into ships, but the end of the crisis meant that there was an over supply of ships and eventually led to a prolonged recession in the shipping industry. In addition to this shippers are always seeking to minimise cost as the freight level generally doesnt cover the costs, this cost cutting potential led to the introduction of container ships and the LASH ships, but the container ships were much more successful. The introduction of the 20 feet and the 40 ft container led to far-reaching changes to the transportation industry, the productivity of the container shipping is 4 to 8 times to that of the traditional shipping. This enormous productivity led to the shippers being profitable even when the freight rates were low and thus remained competitive. However to really gain from the containerisation concept a lot of investment was needed in the transportation channels. Countries have gradually adapted to this change and have done it at their own pace. This is the reason that the structural changes have been taking place even today in many of the Asian, African, Baltic and Latin American Countries. The Containerisation of shipping is still in the process of penetrating many national markets this is the reason for its greater development compared too the general transportation market. Structural Changes in Shipping Due of Containerisation The structural chages in Cargo shipping industry led to the success of the container shipping industry. first many of the ports which were important were unable to make appropriate changes like creation of quays, installation of careanes etc. Due to this many important ports like Liverpool, and San Francisco were left behind. Because of concentration od cargo on a few ports led to the development of hinterland connections, for example Rotterdam and Antwerp have effective inland shipping and. Not all of the shipping industry was able to adapt to the change brought about by containerisation, because in addition to shipping the shippers had to invest in containers too. This limited the number of shippers whoi were able to containerise their business. Major difference is that has occurred because of containerisation is the increase in the efficiency of shipping. In the past ships used to spend weeks standing at ports, the trips between Northern Europe used to take eight weeks, however with the introduction of containers the trips time has halved to four weeks. With significant increase in the capital investment and fewer number of ports, and increase in the speed of ships and efficiency. Shippers now realise that the ships cannot be profitable sitting at ports as a result the idea of offering of multiple loops has emerged. Because the larger ships with containers could not reach all ports and since many poiorts did not have the capacity or the finances to support containerisation, ship rotation and feeder shipping, a network of shipping feeders has evolved. These ships function both inter-regionally and intra-regionally. There has been an evolution of the trading routes along with the evolution of containerisation. In the past the routes between different regions of the world were quite clearly defined, however with the intention of creating more efficiency, for this new concepts like the pendulum concept and the round-the-world concept evolved. The decrease in the transportation was and is passed on to the customer with increased cost reduction, the volume of cargo being transported from far-flung areas has become extremely cheap as the large ships with containers are able to achieve economies of scale. Increase in Trade Volume and its Relationship with Economies of Scale The increase in containerised trade has induced the shippers to use larger and larger ships and the large size of ships has led to economies of scale. The strategies adopted by the shippers to deal with this interdependency is to understand the limitations of investment in ships, generally ships last for about 25 year on average, therefore to cope with the steady increase in demand many shippers order ships which have extra capacity to deal with the future increase. Some shippers try to increase their market share so they can invest in more ships. The increase in capacity is not insignificant as it determines the volumes whish can be transported. Bigger ships also mean more containers, this is the reason that there is extremely stiff competition because the container ship markets have newer ships all the time increasing the competition as the customers benefit because of increased size of ships. Low transportation costs have simulated global trade as products and goods become more and more competitive on a global platform. This is the reason that containers are used for general cargo but also for break bulk cargo like transportation of salt from Australia to Europe. In addition to price container shipping is not only reliable, timely and has more geographical outreach, that industries and producers produce goods which can be containerised. In addition since the size of ships is increasing even today the transportation costs will continue to decrease as the growth of containers is more than proportionate. Deregulation and Liberalisation Deregulation and trade liberalisation occurred in the 90s particularly the Asian and the Latin American countries. Chinas entrance in world trade has also been a major part of this liberalisation. Because of this container industry has experienced an added impetus to growth. Structural Change due to Increase in Ship Size Gradually over the years, specialised container ships have steadily increased in capacity and dimension shippers try to find the economies of scale in an ever competive market. In 2004 half of the ships ordered were big enough to have a capacity of 5500 TEUs at the minimum, in addition the 36 percent of the all container ships planned for building have a capacity of 7400 TEUs. These huge ships are now becoming more common in the key trading paths which serve Asia. New orders for China Shipping Container Lines range between 8500 and 9600 TEUS. It is estimated that the new ships will be 334 metres long and 42.8 metres wide and have anticipated drafts of 15 metres or more. Even bigger ships depend on better engine technology for the vessels propulsion system. (Notteboom2004) It is believed that the next increase in ship size will be 12,000 TEUs or even more, as the limitation in the engines mean that it will take two engines for the ships larger then 10,00 TEUs. It is estimated that the maximum size of ships would be approximately 18,000 TEUs. This is based on the fact that Malaccan Straight between Indonesia and Malaysia has the relevant depth limits (Gilman 1999). Bigger container ships need: Approach channels and berths which are deeper Channels and turning basins which are wider larger container terminals which have more storage capacity and warehouses on land so that they can satisfactorily handle higher volumes of export and import containers. Outreach which is both higher and longer mechanized ship-to-shore support cranes, An extremely proficient and well-organised work force working round the clock to guarantee swift ship turnaround Cullinane et al (1999) have found that economies of scale exist in the case of Europe-Far East and trans-Pacific routes in ships with 8,000 TEU even if the limitations of ports are taken into consideration. As for trans-Atlantic route the range of 5,00 to 6,00 TEUs is ideal. However today there is less knowledge about the economies of scale related to super-big container ships. Some believe in the case of 18,000 TEUs the cost saving are negligible as they would lack flexibility. Adding post-panamax capacity can give a short-term competitive edge to the early mover, putting pressure on the followers in the market to upgrade their container fleet and to avert a serious unit cost disadvantage, i.e. the ‘me too syndrome as indicated by. A boomerang effect eventually also hurts the carrier who started the price war.   While others like Waals and Wijnolst,( 2001)insist that there would be cost saving based on hub-feeder arrangement. It is clear that the increase in scale of vessels has decreased the slot costs in container industry, however it is also significant that larger carriers have not been able to achieve cost saving from economies of scale (Lim, 1998). Moreover inefficient slot utilisation and the tendency to buy more cargo at lower rates can lead to lowered revenues. Graham states that the techniques like cost cutting by post-panamax building will not be helpful and instead will prevent the shipping industry from achieving stability. To him the danger of a brutal cycle of increase in ship scale, continuous building and decreasing margin is detrimental to the industry. he goes on to say that this increase leads to short term reduction in cost which pushes competitors into investing in still larger vessels this is confirmed by Helmick et al (1996) who thinks that it is a boomerang effect hurting the shipper who started it in the first place. Conclusion Containerisation has been revolutionary in terms of changes brought about in the transportation industry, and especially in the case of container shipping industry the change has not only led to its tremendous growth but also lowered prices. From the above discussion it becomes obvious that containerisation and subsequent steady increase in ship sizes has led to many changes however some people argue that the exercise to find achieve economies of scale is unending and this will lead to an increase in vessel size, which may go beyond 12,000 TEUs in the next few years. This is because shippers have tried to achieve savings in terms of fuel economy and economies of scale in larger ships, this is to have a larger market share and be successful in the sector. Larger ships do have lower costs per TEU than smaller ships. From the perspective of the ports, the larger vessels will be favoured in the longer rroutes, like Trans-Pacific, trans-Atlantic and Far East- Europe routes, with vessels larger than 8,000 TEUs. Ports have been gearing themselves up for bigger vessels trying to provide facilities to accommodate the huge sizes, this entails huge costs and structural adjustments, and however the incentive is to become hub ports, other ports have to make appropriate changes to remain competitive. References Cullinane, K., Khanna, M. and Song, D.-W. (1999) â€Å"How Big is Beautiful: Economies of Scale and the Optimal Size of Containership, Liner Shipping: Whats Next?† Proceedings of the 1999 IAME conference, Halifax, 108-140. Gilman, S., 1999, The size economies and network efficiency of large containerships, International Journal of Maritime Economics, 1(1) Graham, M.G. (1998). Stability and competition in intermodal container shipping: finding a balance, Maritime Policy and Management, 25(2), 129-147 Helmick, J.S., Wakeman, T.H., Stewart, R.D. (1996). Technology, intermodal transportation and port productivity: throughput maximization and environmental sustainability, The Journal of Urban Technology, 3, 11-38. Ircha, M C. (2006). Characteristics Of Tomorrows Successful Port in Crowley, Brian Lee (Ed.) The AIMS Atlantica Papers #4 http://www.aims.ca/library/Ircha.pdf. Lim, S.-M. (1998) â€Å"Economies of Scale in Container Shipping,† Maritime Policy and Management, 25: 361-373 Notteboom T E. (2004). Container Shipping And Ports: An Overview. Review of Network Economics Vol.3, Issue 2, 86-106 http://www.rnejournal.com/articles/notteboom-RNE_june_04.pdf Volk B. Growth Factors in Container Shipping. Elsfleth, Department of Marine Studies http://www.amc.edu.au/mlm/papers/AMC3_GRO.pdf Waals, F., Wijnolst, N.(2001). Malacca-max: container shipping network economy, Proceedings of the IAME 2001 conference, Hong Kong, 191-207

Pre 1914 Short Stories :: The Red Room H.G. Wells Gotchi Horror Essays

Pre 1914 Short Stories Short stories were very popular in those times because they were published in magazines for house wives to read because they had nothing else to do other then clean the house while their husbands were working. Also the husbands would read them when they got home. In ghost stories the typical setting is usually a dark place or somewhere in the middle of nowhere. ‘The Red Room’, by H.G Wells is a classic gothic horror story set in the nineteenth century. Wells conveys the experience of fear in ‘The Red Room’ in many ways. The narrator first starts off by making a bold statement in which he mentions that ‘it would take a very tangible ghost’ to scare him. Since he knows that ghosts are thought to be invisible, he mentions tangible instead. Notice he says tangible. It could mean that a ghost wouldn’t scare him, as ghosts (according to others) aren’t tangible. Furthermore he shows his fearlessness by describing the old people in a ghostly way and yet he himself is not showing any fear at this stage. Wells also uses clever manipulation, for he manipulates the reader into thinking that fear is not present at all, which is not the case, because that aspect of fear is around him with the old people. So by him showing such a contrast in the fearless character of the narrator, and the fearful environment or people, he makes the narrator stand out and be thought of as very gallant indeed. There is an unusual and sudden increase in the build-up of fear as the old lady mentions something about so much to be seen in the castle and sorrow for what has been seen by the naked eye. Maybe the old woman means sorrow for the young duke who had to die. She might have also meant that so many people have tried to come out of ‘the red room’ alive and abolish the myth of the room being haunted, but much sorrow is felt each time when they don’t make it out alive. A sense of suspicion is built-up by the old folks in the castle, for the boy suspects them of enhancing the ‘spiritual terrors’ of the house by using their repetitive insistence. The narrator’s character at the beginning is one of a more bold nature, for, he mentions that if he is to see a ghost then he will become wiser for he would know what lays behind the door. Here you can notice that the narrator takes a much more tranquil approach to the situation, when he mentions as

The Great Gatsby :: The Great Gatsby F. Scott Fitzgerald

In the novel The Great Gatsby by F. Scott Fitzgerald, Jay Gatsby is a mysterious man living in the West Egg district of Long Island. Gatsby is extremely wealthy and owns a mansion with a large swimming pool, a fancy car, and dozens of servants. Every Saturday night, he throws extravagant parties which many people, most of whom haven't even been invited, attend. No one really knows anything about Gatsby, except that he is rich and generous. However, many rumors are created about him. Some say that he was a German spy during the war and some say that he killed a man. As the summer progresses, Nick Carraway the narrator who is also Gatsby's neighbor, learns more about who Gatsby really is, or rather who he isn't and reasons why he lives his life as he does. Nick doesn't approve of Gatsby's lifestyle and the way he earns his money, but nevertheless he sees Gatsby as superior to those who surround him. Nick admires the romantic hope that motivates Gatsby to pursue his drea ms. Jay Gatsby's greatness is a result of his naive belief that he can make his dreams a reality. In the beginning of the novel, Nick sums up Gatsby's character and the reasons why he respects him. "...Gatsby who represented everything for which I have an unaffected scorn. If personality is an unbroken series of successful gestures, then there was something gorgeous about him...This responsiveness had nothing to do with that flabby impressionability which is dignified under the name if the 'creative temperament'--it was an extraordinary gift for hope, a romantic readiness such as I have never found in any other person and which is not likely I shall ever find again."(6) Nick makes it very clear that he doesn't agree with the way Gatsby makes and uses his money. Although Nick comes from a very wealthy family himself, he was taught to work hard for his money. Nevertheless, he does find himself admiring Gatsby. He values Gatsby's hope, no matter how false it is, that one day he will have a life with the woman whom he loves. Wealthy people often use their money to get everything they have always wanted for themselves, but Gatsby uses his money to get everything that he thinks Daisy has always wanted in hopes of winning her back.

Rwanda Report :: essays research papers

Rwanda Report Rwanda is an African country in East Central Africa. Rwanda is just a very little degrees below the Equator which is not too shabby in my mind. Below the Equator would be in the south and so it is actually in south central. Get it South Central (get it)HA!HA! In Rwanda there are about seven hundred and ten per square which in my mind a whole lot of people I don't think even San Bernardino has that many but what do I know. Rwanda is twenty six thousand three hundred and eighty eight miles squared which in my mind is tiny but I'll say again what do I knows. So to figure out what the exact population of this measly little country you must multiply seven hundred and ten by twenty six thousand three hundred and eighty eight and you get a whole lot but when I looked in the book it said seven million two hundred twenty two thousand people. This enormous number doesn't look right but I am too lazy too get up and get a calculator too check so I'll take their word of it. The capital city in Rwanda is Kigali which is also the biggest city in Rwanda I can't find how big it is but it must be bigger than twenty miles square and under twenty six thousand three hundred and thirty eight square miles. The official name of Rwanda is called The Republic Of Rwanda. Rwanda is also landlocked which doesn't help much either. Since it is landlocked I will tell you which countries it is surrounded by on the north it is by Ughanda, on the east by Tanzanian the south by Burundi and finally on the west it is next to Zaire. Rwanda is one of the poorest countries in the world and it is one of the most densely populated country in the world. One of the reasons for Rwanda being in such a bad state of poverty is that there was a Civil war between the Hutu and the Tutsi which fought for stupid reasons. Well at least I think that they are stupid reasons but to them it was probably some serious stuff that they don't take very lightly. The Hutu are very short people that make up about ninety two percent of the population. The Hutu are not pygmies but they are very short people that are about three feet tall a piece which is about two feet shorter than I am and now that is pretty short in my mind.

Feasibility study Essay

Sometimes a full-scale study cannot be justified because there are too many unknowns, or because a critical piece of information is lacking. In such circumstances a feasibility study may be warranted. A feasibility study is undertaken before the real work to determine whether to proceed with a project and decide the best approach to adopt. Feasibility studies can be extremely important in reducing uncertainties for planning the definitive study, and often provide reassurance to funding bodies that the work has been thoroughly thought through.s Our business Queen Pitahaya Fruit Shake (Dragon Fruit) bears the vision of providing fun, deliciously appetizing, uniquely enchanting food and beverage products while maintaining our commitment to uncompromised quality at economical rates with a heartening purpose to cater to society’s needs, taste and preferences: rather than simply convincing our customers to try and like whatever products we develop. Dragon fruit contains much health benefit and uses, that is why we develop something that will really help customers satisfied their needs and wants. Queen Pitahaya Fruit Shake keeps our body healthy, inside and out. Developing a new product for the public is never an easy undertaking. The number of new products that actually make it is insignificant to the total numbers that are actually produced. We as a student believe we have found one of those products that will make an impact and ultimately be successful is a shake. The healthy shake will provide our customers with an almost endless amount of healthy alternatives to the other drinks. This information will provide sales, costs, profits, market, competitors, distribution, and the macro environment balance. The healthy fruit shake will promise you customers to provide the quality, reasonably priced product in industry. We aim for continuously generate awareness, interest and desire for our product, resulting in frequent purchases by the customers. II. INTRODUCTION A. Background of the Study Dragon Fruit Shake has a delightful and pretty mild taste, not too sweet but just perfect to appeal with the consumers taste buds. It is made from fresh dragon fruits, non fat milk, and green stevia. Our product will offer numerous health benefits that are good for the body and will cater the ever increasing demand for a healthy food and beverage choice, diets and losing weight. Dragon fruit are among the many wonder fruits that are said to provide multiple health benefits and include a whole array of nutrients, vitamins, fiber and anti-oxidants. It is best for all diets because it has low calories and is rich in fiber that can help avoid constipation, improve your digestive health and help you reduce weight naturally without health risk. Others call this as a super food due to its powerful healing properties. Non-fat milk which is also one of the ingredients of the product offers the goodness of milk but minus the fat, which makes it an easy addition to one’s balanced diet. It gives nutrition to those who put importance to managing to control their weight and staying fit. We use green stevia as a sweetener. It is an all-natural food supplement that is said to be 300 times sweeter than ordinary sugar. Proven by experts, green stevia has zero calories, zero fats, zero sodium and zero cholesterol. B. Name of the Enterprise The name of the enterprise is one of the most important things that are needed in the business. QUEEN PITAHAYA FRUIT SHAKE is the primary name of the business. PITAHAYA originated from the word Hylocereus undatus commonly known as dragon fruit is among the most nutritious and wonderful exotic fruits. Hylocereus undatus is one of the most popular and cultivated cacti species of the genus Hylocereus, especially for the fruit industry while we choose the name QUEEN because the 4 partners in the business are all girls. We create this kind of name in our business because it’s easy to memorize or to familiarize by the customers, its unique name and it’s our way to attract them and it could be a trademark for quality products. C. Statement of the Problem These days, consumers are considered as the king of the market. Their needs and demand varies from time to time because of the changes in technology, fashion, tastes, behavior and lifestyle. Consumers of today are becoming more conscious about their health so as to manage health related concerns, thus consumers demand for a healthy food choice, diets and losing weight. D. Objectives of the Study Stated below are the lists of objectives that this study is contemplating on pursuing. 1. To offer a healthy beverage that satisfies the fast changing consumer preferences for a shake drink. 2. To be able to earn profit 3. To gain market share III. MARKETING PLAN A. Analysis of the Customer Environment There are groups of customers for our Dragon Fruit Shake and the needs are different from segment to segment. It is primarily focused on segments including Kids, Adults, Health Conscious, and the Youth market. The table shows the segments for Dragon Fruit Shake. Not a child yet not an adult Possibly wanting to drink what adults drink but without the adult taste Intense competition with both direct and indirect competitors Unbounded changing of customers demand and preferences E. Marketing Mix Product Dragon Fruit Shake is made from pure, fresh and naturally grown dragon fruits. We do not use artificial sweetener but rather an all- natural sugar substitute. It has a delicious, creamy, delightful taste. Each cup of our shake offers a lot of health benefits for our customers at an affordable price thus, making their money worth spending on. Place Dragon fruit shake will be having its first store at food court of SM Dasmarià ±as. We will not place our store at roadside locations as we promote healthy beverage and we don’t want our product to be exposed on different toxins and smoke coming from the vehicles. We will operate on a safe and clean environment. Price The business will use the Cost-plus pricing strategy to calculate for the price of dragon fruit shake. The price will be set based on the production cost, including both direct and indirect cost at our projected sales volume, and our standard mark-up. Our product is competitively priced and is very affordable for consumers to buy. Taking into account the extreme health benefits our product can offer, we are very sure that their money will be worth spending on consuming our product and making it as a staple on their healthy diet. Projected market price for Dragon fruit shake will start at: P 26 for small; Sales Promotion In- store Sampling – will be conducting sampling program at SM Dasmarinas supermarket and at the same time, giving away fliers and encouraging them to visit and try to buy the product at the store located at the foodcourt. Exposition/ Trade fair – join trade fairs to increase awareness of the existence of our business. This would also give us the chance to showcase the goodness of our product. We will have free taste of our product and we will also sell our product if people would love to buy. We will also have the chance to be seen and known by a lot of bloggers. Public Relation Social Media – integration to social media can create dynamic, measurable ways to engage the community and drive bottom-line results. We will create fan pages on websites, such as Facebook, to start marketing our product online. Often post interesting information about our product, entertaining stories, comments to continually draw interest from consumers. Place ads on Facebook to attract even more consumers to our fan page. We could also have fun games, surveys, contests and customer testimonials. Direct Marketing (For future Direct Marketing efforts) Television, newspapers and magazines will be use to advertise our product. Our existence as well as the health benefits of the product will be the main focus of the advertisement. Television Shows – catering sponsorship on Television Health Shows like Salamat Dok Newspaper – advertisement on newspapers like Philippine Daily Inquirer and Manila Bulletin will increase people’s awareness especially the professionals Magazine – advertisement on magazines like Women’s health and Men’s health is directly targeted towards the health conscious market. We will also have advertisement on Candy Magazine. This will be directly targeted towards the Youth market. All this direct marketing efforts can generate awareness and induce them to try and purchase or product. Feedback from Customers The Dragon Fruit Shake will be operated by 4 persons as partners. Dragon Fruit Shake was a partnership business accounted as limited firm and owned by the following persons: Ma. Fe Victoria N. Alano, Dyann Bucaling, Sharmaine Lyka P. Vecino, and Melody M. Ramos. The business started with a capital amounted to 100,000.00 having equal contributions from the owners. E. Organizational Structure The figure has shown the organizational structure of Dragon Fruit Shake which composes an Operational Manager, Bookkeeper Personnel, Marketing Personnel, and Financial Analyst which all of them contributed to the company. Operational Manager – is an area of management concerned with overseeing, designing, and controlling the process of production and redesigning business operations in the production of goods or services. It involves the responsibility of ensuring that business operations are efficient in terms of using as few resources as needed, and effective in terms of meeting customer requirements. It is concerned with managing the process that converts inputs (in the forms of materials, labor, and energy) into outputs (in the form of goods and/or services). Bookkeeper – in the context of a business is simply the recording of financial transactions. Transactions include purchases, sales, receipts and payments by an individual or organization. Many individuals mistakenly consider bookkeeping and accounting to be the same thing. This confusion is understandable because the accounting process includes the bookkeeping function, but is just one part of the accounting process. Cashier – the officer of a bank or business concern in charge of paying and receiving money and handles cash transactions with customers. Sales Personnel – refers to those who work as part of the sales team either in a retail store, call center or individually from home. Sales personnel are employed to sell to other businesses or to individual consumers. Working in sales can be demanding or stressful, as much of the role involves working toward sales targets. Sources of Literature www.pinoybusiness.com/food-business/starting-a-fruit-juice-and-shake-business/ www.quennsland.qld.gov.au/industry/food/food-innovation/innovative-food-beverage-products/healthy-foods-biodegradable-packaging www.tutor2u.net/business/marketing/pricing_cost-plus.asp bizfinance.about.com/od/pricingyourproduct/a/Pricing-your-product-using-mark-up.htm kimberlysnyder.net/blog/2013/01/08/superfruit casaveneracion.com/dragon-fruit-shake/ prezi.com/k9oj8jyers1/feasibility-study/ www.greenstevia.com.ph thenutritionguruandthechef.wordpress.com/2012/05/13 www.cookinglight.com www.fruitasgroup.com www.cavite.go.ph/home/index.php/investment/cost-of-doing-business/minimum-wage Belch (2003). Advertising and Promotions. The McGraw-Hill Companies Kotler et.al (1999). Principles of Marketing. New Jersey, USA. Prentice hall

Gender Expectations from Society

Gender Expectations As furthermost as anyone is concerned, sons and girls hand always been different. From the known im adulthood of a son and the maturity of a girl to the actual specialization of sex, it is obvious the difference between the two. maleness vs. femininity, the breeding lick when proveing up, and responsibilities ar the differences the stories Boys by Rick Moody and daughter by Jamaica Kincaid illustrate in truth well. And as society has its role, it uses these differences to set standards for from individually one sex activity as for what is expected by them.These standards that atomic number 18 set be very stereotypical, making expectations and gender stereo tokens go hand in hand. The renting process for a boy and a girl as they grow up is very different. In the figment Boys, how boys learn is illustrated very well. Through verboten the total story, the boys atomic number 18 about doing things and eruditeness from their mistakes. No one teaches th em anything, but they learn from animateness on a trial and defect basis. They were left alone to learn by themselves through what life had to offer for them. scarcely the girl from the story Girl was taught tout ensemble different.She was taught everything by what seemed to be a start figure. She was taught what to do at a new age while universe taught what she would have to do in the future at the same. From how to fold clothes to how to bully a world (Kincaid 201) there was always some(a) one teaching her. And due to this learning process for each gender, responsibilities argon set. Responsibilities be probably the biggest part of growing up. The responsibilities for each gender differentiate greatly. A charr seems to have more responsibilities because she is taught what she must do, and peculiarly if she is maintaining a nursing stand.But she knows what to do when it beds time that she has to do it. As for a gentle universe, he never stops learning. Life seems to continue red on that trial and error basis. And the responsibilities for him are not that hard until he begins a family. Once he starts a family, he must take the full-blown indebtedness for caring and providing for them. But a boy does not become a man because of age, but because of what he learned from life. In the story Boys, the boys are seen to be in their teenage years but are still considered boys.Not until their father dies are they considered men, because that is when they learn what they need to actually be men. A woman has no need for this type of lesson, because they were taught everything they need to become since they were young. These responsibilities are prospect to be because of one whim maleness vs. femininity. Masculinity vs. femininity has always been a great factor for what is expected from each gender, and is generally stereotyped. Men are purview to always be strong and to be leaders, while women are thought to be fragile and helpful.This greatly influenc es the expectations, as women are thought to be weaker and more vulnerable. This is wherefore women are thought to have to period home and take care of the sept while the man goes out to work. For a man, it is expected that he lead the household and take care of it. Also, because a man is generally thought as being strong, he must go out and work in order to pass on for his family. And though times have changed, this idea seems to remain. Men can stay home while the woman works, but therefore others look down on them.Its just what is expected from a man and woman based on their responsibilities and their learning process. It seems that most ideas and expectations concerning men and women are very stereotypical. Maybe it is because of masculinity vs. femininity and the expectations that come from that. Maybe its the learning process that boys and girls have as they grow up and the expectations based on how they learn. Or peradventure it is because of the responsibilities that a re expected from man or woman. Maybe its a faction of these reasons. But whatever the reason may be, the stereotypes are there. They are stereotyped expectations on gender.

Cma Assignment

The live issue and full textual matter archive of this journal is getable at www. emeraldinsight. com/0959-6119. htm face-to-faceized line of credit expiation and organisational fealty of hotel man daters in misfire Ebru Gunlu touristry at gotion Department, Faculty of billet, Dokuz Eylul University, Buca, joker handicraft satis positionion and committal 693 Received 30 inch 2009 Revised 13 August 2009, 23 kinfolk 2009, 12 October 2009 Accepted 12 October 2009 Mehmet Aksarayli Econometrics Department, Faculty of economic science and Administrative Sciences, Dokuz Eylul University, Buca, Turkey, and Nilufer Sahin Percin ? ? Trade and Tourism Education Faculty, Nevsehir University, Nevsehir, Turkey Abstract Purpose The aim of this idea is to somewhat(prenominal)(prenominal)ize the even up up of hypothecate contentment on arrangingal load for animal trainers in large-scale hotels in the Aegean realm of Turkey and, in addition, to see whether on that poi nt is a signi? sl ant race surrounded by the characteristics of the savour, organisational loyalty, and line of vexation comfort. Design/ coiffureology/ come up deuce social placementd questionnaires were administered to large-scale hotel man be onrs in the touristry indus filter break.The retrospect instruments were adopted from the validated atomic number 25 moving in ecstasy and shapingal perpetration Questionnaire of Meyer-Allen. The entropy were analyzed victimization statistical Package for Social Sciences version 13. 0. Findings The ? ndings forecast that adscititious, immanent, and oecumenical vocation happiness put on a signi? pitch meat on prescriptive loyalty and displaceive load. In addition, the ? ndings elicit that the balances of billet rejoicing do non sire a signi? force outt effect on protraction committedness among the managers of arge-scale hotels. When the characteristics of the exemplar atomic number 18 regarded, age, income restrain, and instruction boast a signi? coin bank human contour with unessential reflect rapture whereas income aim indirectly cloak emotive shipment. Research limitations/implications Participants ar limited to the managers of large-scale hotels in Aegean percentage of Turkey so the moderates could not be widely distributedised to the whole country however, the number of respondents is take for granted to be suf? cient to pop the question comprehensive runs.Practical implications Although vocation merriment is strand to affect formational shipment, practiti whizzrs should not disregard the detail that at that place is an interactive human kind among the both fixingss another(prenominal)wise, the presidencys expertnessiness be at risk. In addition, the political protrude is really outstanding in minimizing the do of seasonal workerity problem in touristry. Originality/value The introductory ask studies in Turkey genera lly lease pore on the formational inscription and gambol delight correlativity among the employees in antithetical celestial spheres of Turkey scarce usually inwardly single boldness.Upper take managers views and the touristry orbit energise most seasons been neglected. This look for was conducted to plow this de? cit in Turkey in wrong of reach various hotels in a region, trying to barroom the viewpoints of the upper take managers, and conducting the look in a labor-intensive sector much(prenominal) as tourism. Keywords contrast gaiety, Turkey, Hotels, Managers, Developing countries Paper type Research paper internationalist Journal of Contemporary Hospitality Management Vol. 22 nary(prenominal) 5, 2010 pp. 693-717 q Emerald Group Publishing especial(a) 0959-6119 DOI 10. 108/09596111011053819 IJCHM 22,5 694 Introduction The need for close interaction and colloquy in proceeds compositions generally threatens the happiness of the consumers, since the production and consumption process stick outnot be sepa rated. For the effect of guest comfort, the atonement of employees in the lodging cheek is imperative. It should be noted that cable delight is a key factor to master(prenominal)taining high performance and ef? cient divine armed service, which go away directly enlarge the productivity of the presidency.Researchers kick in center on mull gladness and link this judgment to other variables such as organisational committedness, render and burnout, presentment, organisational performance, motivation, employee disturbance intention, and rough cadences demographic and personal characteristics (Chen, 2006 Fairbrother and Warn, 2003 Furnham et al. , 2002 Gaertner, 1999 Ghiselli et al. , 2001 Jernigan et al. , 2002 Karatepe et al. , 2006 lick et al. , 2001 Linz, 2003 Silva, 2006 Spence Laschinger et al. , 2002 Tepeci and Bartlett, 2002 Tsigilis et al. , 2004). fitting about of the look into (Chen, 200 6 Feinstein and Vondrasek, 2001 Kim et al. 2005 McDonald and Makin, 2000 Silva, 2006) has incubateed the gladness and inscription take aim of the employees, but exclusively a few of them (Lau and Chong, 2002 Lok and Crawford, 2004) attain considered managers viewpoints. However, managers be the core points of the service production thereof, their impact on the employees is very all classic(p). If the managers be not satis? ed and not committed to the organization, their military strength in managing a hotel should be questioned. Thus, this look for aims to investigate the mirth and consignment aim of the managers in the Aegean region, especially those at four- and ? e-star hotels, in Turkey. A main appeal of these hotels is that they change their guests to go the set up of seasonality. Consequently, derangement rates argon high. The study analyzes whether the managers functional in these seasonal hotels atomic number 18 satis? ed and committed to their organi zations and whether their demographic variables energise signi? shift effects on their contentment and load directs. In addition, the study meets the necessitate of the professionals deep down the tourism sector and provides feedback concerning the origin rejoicing and organisational allegiance race of the managers.Since the important factors that argon associated with joy ( earnings, fringe bene? ts, favorable status, operative condition, etceteratera ) and loading ( normative, length, and affectional) ar addressed, the professionals may try to evaluate their conditions and try to make synthesis wherefore they atomic number 18 satis? ed and committed and/or vice versa. In addition, summary include both the important characteristics of the tourism sector such as (1) seasonality and (2) monomania and the effects of demographic variables such as . gender . age . fosteringal background . income . ourism education . stick in the sector and . learn in the c urrent organization on line enjoyment and organisational lading. Literature reexamination Job cheer phenomenon Job blessedness in a narrow context might be accepted as . . . the odors or a general place of the employees in relation with their transactions and the occupation servings such as the running(a) environment, work conditions, equitable rewards, and communication with the colleagues (Glisson and Durick, 1988 Kim et al. , 2005). Job cheer and fealty Locke (1969, p. 317) de? ed demarcation pleasure and dis atonement as that transaction happiness is the pleasurable emotional province resulting from the appraisal of ones rail line as achieving or facilitating ones hypothesise value (Schwepker, 2001, p. 41). Job dis cheer is the unpleasurable emotional arouse resulting from the appraisal of ones conjecture as frustrating or blocking the attainment of ones set. Herzberg et al. (1959) de? ned the best known pop theory of calling merriment. Their devi l-factor theory suggests that employees have mainly deuce types of needs, listed as hygiene and motivation.Hygiene factors ar the needs that may be very satis? ed by some certain conditions called hygiene factors (dissatis? ers) such as supervision, interpersonal relations, physical work conditions, salary, bene? ts, etc. The theory suggests that transmission line dis propitiation is probable in the fortune where hygiene factors do not exist in somenones functional environment. In contrast, when hygiene needs are supplied, however, it does not necessarily result in full rejoicing. Only the dis mirth train is decreased (Furnham et al. , 2002).In this look for, the Minnesota Satisfaction Questionnaire (MSQ) Short Form is used as the survey instrument. According to the scale, avocation atonement is considered as an attitude as mentioned above and there are tether employee attitudes facets of reflect ecstasy. These are classi? ed as inbred, unessential, and general reinfo rcement factors (20 factors). In dress to evaluate immanent put-on satisfaction, there should be some important key factors to be addressed such as ability utilization, performance, achievement, authority, independence, clean values, righteousness, ecurity, creativity, social service, social status, and variety. For outside wrinkle satisfaction, these factors are advancement, comp some(prenominal) policy, compensation, light, supervision-human relations, and supervision-technical. In addition to foreign and intrinsic factors, there is a general note satisfaction facet in which there are two much factors such as working conditions and co-workers. When intrinsic, external and these two factors are summed up and so general demarcation satisfaction is formed (Feinstein and Vondrasek, 2001). De? ing organizational allegiance in that respect have been various studies in the literature addressing the concept of organizational shipment. Mowday et al. (1979) underlined a concept named as attitudinal freight, whereas Price and Mueller (1986) de? ned it as appearanceal cargo. Another get on was that of Meyer and Allen (1991). This is one of the most widely recognized approaches in organizational allegiance literature. They suggested that organizational shipment was a third-dimensional three- grammatical constituent model where (1) emotional attachment to the organization is de? ed as emotive payload (2) comprehend cost associated with leaving the organization is de? ned as sequel commitment and 695 IJCHM 22,5 (3) an obligation to remain with the organization is de? ned as normative commitment (Buchko et al. , 1998 Lok and Crawford, 2001 Meyer and Allen, 1991 Meyer et al. , 1993). To conduct this enquiry, Meyer and Allens multidimensional three- outgrowth model is regarded as a starting point. organisational commitment is de? ned as . . . the copulation strength of an case-by-cases identi? cation with and elaborateness in a bad-temp ered organization.Conceptually, it mint be characterized by at least three factors (a) a robust belief in and acceptance of the organizations goals and values (b) a ordainingness to exert considerable effort on behalf of the organization and (c) a strong believe to obligate rank in the organization (Mowday et al. , 1979, p. 226 Mowday et al. , 1982, p. 27). 696 According to Mowday et al. (1979), organizational commitment is an attitude, which exists in the midst of the undivided and the organization. That is why, it is considered as a relative strength of the individuals psychological identi? ation and pastime with the organization (Jaramillo et al. , 2005). Hence, this psychological conceptualization addresses emotive commitment where it includes three factors identi? cation, involvement, and loyalty (Banai et al. , 2004). In addition to this early construct, some queryers such as Angle and Perry (1981), Hrebiniak and Alutto (1972) and McGee and cover (1987) underlined another important dimension labeled as sequel commitment where an individual is committed to the organization not because of a general coercive facial expressioning but because of extraneous matter tos such as pensions, family concerns, etc. Shaw et al. , 2003). This two-dimensional construct has been revised by Meyer and Allen in 1991. They have baffleed a three- factor model of affective, continuance, and normative commitment as mentioned above (Jernigan et al. , 2002 Lok and Crawford, 2001 Meyer and Allen, 1991 Meyer et al. , 1993). According to Meyer and Allen (1997, p. 11) . . . individuals who have strong affective commitment remain in the organization because they savor they want to, some with a stronger normative commitment remain because they ought to and those with strong continuance commitment remain because they need to.In addition, some look forers address that the individual is in? uenced by societys norms, which is the sign of social exchange theory (Jernigan et al. , 2002, p. 565 Lok and Crawford, 2001, p. 594 McDonald and Makin, 2000, p. 86 Spence Laschinger et al. , 2002, p. 65). At this point, the impact of grow on organizational commitment (Kirkman and Shapiro, 2001 Randall, 1993) should be addressed. National cultures in? uences on individual behaviors are good established and the differences among cultures are quite signi? huckster in Hofstedes (1980) research. Individualism and collectivism cultural dimension estimatems to be one of the colligate with organizational commitment since Hofstede (1980) claims when a person is alienated from individualism, he/she needs to be a part of a group where sometimes the organization they work for is one of these groups. When Turkish culture is analyzed, Hofstedes ? ndings imply Turkish culture as the 28th country (1 most individualistic and 40 most leftist) where it is closer to being a collectivist society (Tastan, 2006). In that frame, Turkish managers are ? upposed to be the member of a collectivist society and so this tendency should increase the organizational commitment train of Turkish managers. When Hofstedes (1980) Masculinity and Femininity dimension is analyzed, the ? ndings prove that womanish values are stronger in Turkish culture. Since bloods, self-sacri? ce and emotions are important characteristics of feminine societies (Karakas, ? 2006), therefore Turkish managers are supposed to have high affective and normative commitment. Are short letter satisfaction and organizational commitment related? fountainhead-nigh of the research has treated telephone circuit satisfaction as an commutative and organizational commitment as a dependent variable (Gaertner, 1999 Jernigan et al. , 2002 Lok and Crawford, 2001 Mowday et al. , 1982). As Mowday et al. (1982) suggest, commitment and job satisfaction may be seen in several ways. Job satisfaction is a kind of response to a speci? c job or job-related issues whereas, commitment is a to a greater extent global response to an organization. in that respectfore, commitment should be more consistent than job satisfaction over time and takes longer after one is satis? d with his/her job (Feinstein and Vondrasek, 2001, p. 6). Feinstein and Vondrasek (2001) analyzed the effects of job satisfaction on organizational commitment among the eating place employees and the ? ndings proved that satisfaction level would predict their commitment to the organization. Gaertner (1999, p. 491) excessively analyzed the determinants (pay workload, distributive justice, promotional chances, supervisory support, etc. ) of job satisfaction and organizational commitment. The ? ndings showed that job satisfaction is a cause of organizational commitment. Jernigan et al. (2002, p. 67) examined the voice that speci? c aspects of work satisfaction play as forecasters of organizational commitment type. The researcher undercoat out that affective commitment varied with ones satisfaction with aspects of the w ork context. In that frame, the section of the managers cannot be denied since they are the key spate in the counselling level responsible for(p) for carrying the organization toward success. Maxwell and Steele (2003) conducted their research among hotel managers and identi? ed some key issues that would increase the commitment level such as . high levels of compeer pay . employers interest in them . o-operation and invest amidst the employees as well as between the other managers in the hotel and . opportunities to aim in social activities. Payment strategy (compensation) is accepted as extraneous job satisfaction variable employers interest in terms of independence, security is intrinsic job satisfaction variable where recognition is an adventitious variable co-operation and devote in terms of moral values are intrinsic whereas in terms of working conditions they are general job satisfaction variables opportunities to engage in social activities re? ect the operation s ide of intrinsic job satisfaction.On the other hand, some researchers have admitted that organizational commitment may be an self-governing variable with job satisfaction as an outcome (Bateman and Strasser, 1984 Vandenberg and Lance, 1992). Although most of the research studies claim just the opposite, Bateman and Strasser (1984) suggest that organizational commitment has an effect on job satisfaction, which in turn will affect the turnover intention. These research studies argue that the managers who are passing committed to the organizations may experience high levels of job satisfaction (Lau and Chong, 2002).Job satisfaction and commitment 697 IJCHM 22,5 698 According to the research of Lau and Chong (2002), highly committed managers reach out for the organizational goals and interests. This attitude would affect the budget emphasis and managers behavior. in that respectfore, satisfaction is suggested as an outcome rather than an antecedent. In this study, as in the vast ma jority of research, the model suggests that job satisfaction is an antecedent of organizational commitment where the dimensions of job satisfaction have a signi? deliver effect on the dimensions of organizational commitment.Job satisfaction and organizational commitment research the tourism sector Aksu and Aktas (2005) investigated job satisfaction of tenderness and upper level ? managers in ? ve-star hotels and ? rst-class spend villages. The ? ndings quest that the working conditions should be better in hostel to increase general job satisfaction (working conditions, alien job satisfaction, and intrinsic job satisfaction) of the managers since promotion, morale conditions, ? nancial rewards, compensation and fringe bene? ts, working hours are important factors that affect the satisfaction level of the managers. Lam et al. 2001) suggest in their research that training and development programs for newcomers and well- amend employees in service industry might help up(p) job satisfaction. In the hobby years, Lam et al. (2003) conducted their research and localiseed on the socialization process of the newcomers. The ? ndings showed that if some people who are assumed as important ones by the respondents think that they should feel themselves satis? ed then the intention to offer the organization decreases. These ? ndings should prove that the mentors or seniors in an organization and the supervisors are likely to instigate the newcomer employees, in? ence job satisfaction, and behavioral intentions. Kim et al. (2005, p. 171) examined the relationship between employee service orientation (customer focus, organizational support, and service under pressure) and employees job satisfaction, organizational commitment, and employees intention of leaving. The prototype consisted of restaurant employees and the ? ndings are as the sidelines . customer focus of service providers are negatively associated with job satisfaction but verificatoryly related with organizational commitment . organizational support is positive degreely associated with job satisfaction and . rganizational commitment is negatively associated with intention of leaving the organization. Karatepe et al. (2006) examined the effects of individual characteristics (self-ef? cacy, effort, and competitiveness) on presenceline employee performance and satisfaction. What is a functional implication for a manager in this research is that unless a manager is not committed to purvey of service quality, he/she should market a breeding history rather than a job only and trace competitive and self-ef? cacious employees. In addition, the manager should maintain a healthy environment for minimizing con? cts arising from competition. Tepeci and Bartlett (2002) in addition conducted a research among frontline employees. They suggest that employee satisfaction is ground on individual values as well as organizational factors (organizational culture). Consequently, the satis? ed employees will satiate the customers and eventual, ongoing pro? tability will be the result. Gonzalez and Garazo (2006, p. 23) suggest that the managers of hotels should put great emphasis on front line employees to stimulate job satisfaction and organizational citizenship behavior.Therefore, service communicative leadership and service break practices in? uence employee organizational citizenship behavior and improve job satisfaction of the employees. Ghiselli et al. (2001) focused on food service employees, which include managerial levels. The respondents indicated that salary bene? t packages, working hours, family, and quality of life were the reasons for satisfaction and/or dissatisfaction. The colleague managers were more likely to tell of their intent to kick in than are higher level managers.Research hypotheses In an start out to achieve the research goals, ? ve hypotheses are developed. Two mathematical antecedents of job satisfaction and organizational commitment , which remain bare(a) of research so far, are the demographic variables activity epoch and hotel self-possession. Therefore, the ? rst two hypotheses of this research focus on these so-called variables. It is sometimes argued whether the activity era of the hotel (for example, a metropolis hotel open for 365 days each year, and a resort hotel, which has a seasonal characteristic) affects the mood of the current employees.It is apparent and usually indicated in the literature that seasonality is an operate challenge. This challenge affects the attraction, training, and retention of competent employees (Angelo and Vladimir, 199 Ninemeier and Per referable, 2005). Therefore, the ? rst shot in the study is H1. Hotel activity duration has an effect on job satisfaction and organizational commitment. Employees working in an independent hotel are considered to have limited vocation possibilities and to seek better opportunities in kitchen range or franchise hotels. Such employees a re usually considered to have commence organizational commitment.Since it is bankd that there are less calling opportunities in independent hotels, employees might be expected to experience lower satisfaction when compared to employees working in chains. An independent hotel, however, is usually a family-owned occupancy that struggles in a competitive environment where the goliath brands are stronger (International Labour Organization, 2001). On the other hand, managers working in independent hotels experience more involvement because they often have signi? cant contact with the individual or family who owns these hotels.Bonds of trust and friendship form which results in greater affectivity and normative commitment towards their organization. While owner-managers strive for the ? nancial success of their businesses, they similarly have many another(prenominal) opportunities to develop their technical, operational, and interpersonal skills. Thus, the second hypothesis is H2. Hotel ownership has an effect on job satisfaction and organizational commitment. Most of the researchers have claimed that organizational commitment and job satisfaction are interrelated (Chen, 2006 Mowday et al. , 1982 Spence Laschinger et al. 2002). This would imply a relationship between the dimensions of each variable as well and leads to the third hypothesis H3. There is a relationship between the dimensions of managers job satisfaction and organizational commitment. Job satisfaction and commitment 699 Many researchers have discussed job satisfaction as an antecedent of organizational commitment (Bartol, 1979 Feinstein and Vondrasek, 2001 Gaertner, 1999 Hrebiniak and Alutto, 1972 Mowday et al. , 1982 Yousef, 1998). This research is conducted to explore this premise further. The fourth hypothesis is H4.Job satisfaction affects organizational commitment. There have been many researchers who examined the relationship between demographic variables for example, age, gender, educat ion, experience in the ? eld, experience in the organization, etc. to name a few and organizational commitment and/or job satisfaction (Mowday et al. , 1979 Sarker et al. , 2003 Steers, 1977). Regarding the prior researches, this study also examines the relationship between the demographic variables, organizational commitment and job satisfaction. Therefore, last hypothesis is H5. There is signi? ant relationship between the characteristics of the prototype, job satisfaction and organizational commitment. methodological abbreviation The sample consisted of the managers of four- and ? ve-star hotels in Aegean region of Turkey. What might be considered as a limitation was that the research was conducted in only one region, and could not, therefore, be infer to the whole country. The sample size and the number of the respondents were assumed to be suf? cient in providing comprehensive results. Two different scales were used in conducting the study Meyer-Allen organizational Comm itment Scale and Minnesota Job Satisfaction Scale.Measures organizational commitment scale. In this study, Meyer and Allens (1997, pp. 118-19) three component model of organizational commitment was used to chance hotel managers commitment level. According to Meyer and Allen research, these three mentioned components showed in time that affective, normative, and continuance commitment are very different and represent different aspects of commitment. Affective commitment is how individuals feel themselves to be involved at heart the organization they believe in the organizations values and objectives and desire to be loyal members (Banai et al. 2004, p. 378). In normative commitment, people feel obliged Job satisfaction scale. The widely accepted and used MSQ was developed by Weiss, Dawis, England, and Lofquist in 1967. The MSQ is a ? ve-point Likert type scale where the respondents were requested to state their perceptions of different items on the scale utilise the following ? v e categories 5 positively satis? ed, 4 satis? ed, 3 incomplete satis? ed nor dissatis? ed, 2 dissatis? ed, 1 listly dissatis? ed. The MSQ pass judgments intrinsic satisfaction, foreign satisfaction and general satisfaction. The questionnaire consists of 20 items.In the intrinsic satisfaction category, the items include activity, independence, variety, social status, moral values, job security, social service, responsibility, ability utilization, creativity, authority, and achievement dimensions. In the extrinsic satisfaction category, the items include supervision-human relations, supervision-technical, company policy, compensation, career progress, and recognition dimensions. General satisfaction is the sum of the intrinsic and extrinsic satisfaction dimensions and two additional dimensions including working conditions and co-workers (Feinstein and Vondrasek, 2001, p. ). MSQ is a widely recognized and trusted scale that highlights important components that form job satisf action and has been used to measure job satisfaction with three dimensions by several researchers (Chen, 2006 Feinstein and Vondrasek, 2001 Hancer ? and George, 2003 Lau and Chong, 2002) and demonstrated satisfactory results and reliability values. Data collection and depth psychology. The research was conducted during the high season in 2006. The total number of four- and ? ve-star hotels in Turkey in 2006 is 632 (Culture and Tourism Ministry of Turkey, 2009). In this year, the number of four- and ? e-star hotels in the Aegean region was 108. Of the total, 48 were four-star, and the remaining 60 were ? ve-star hotels (Ekin Group and TUROFED, 2006). The nation was selected randomly with a sampling ratio of 25 percent. A total of 48 managers in four-star hotels and 75 managers in ? ve-star hotels were reached for a total sample of 123 managers. A total of 43 managers were spunk level whereas, 80 were lower level managers such as supervisors. The reasons why these two levels were i ncluded in the research turn as the following . The top-level managers were not reached because they were reluctant to ? l in the questionnaires due to their busy schedule. . spirit level managers such as department heads have a high span of control in their organization and their authority is high when they make the decisions and they have the responsibility to carry the departments to the organizational goals. . On the other hand, there was a huge population of supervisors because they have a large work load and heavy responsibilities. The returned 123 surveys were included for the statistical psychoanalysis. The pro? le of the research sample is shown on delay I. This number of 123 managers was presumed to be suf? cient for statistical analysis (Cochran, 1977).The Statistical Package for Social Sciences version 13 was used to explore the data. The analysis included reliability examinationing and factor analysis. Consequently, hypotheses are well-tried frequency examen, t -test, analysis of variance, regression and correlation analyses are conducted. Assessing organizational commitment. The organizational commitment scale was ? rst subjected to reliability testing. It was cognise that of the 18 items, ? ve had negative effect on measurement general attitude. When they were removed from the analysis, the Cronbachs alpha on the remaining 13 items was 0. 75. In order to see whether the Job satisfaction and commitment 01 IJCHM 22,5 Gender virile Female Education High school undergrad Graduate Post graduate Tourism education bacground Yes noneClass of the hotel Four stars Five stars Managers statistical distribution consort to the class of the hotels Four stars Five stars Income level ($) 375 and below 375-565 565-752 752-940 940-1,228 1,228 and above Hotel type City safety Hotel status Independent cooking stove Management levels Middle Low Descriptive statistics Age Working dot in the tourism sector Working finis in the current organization n 78 45 21 26 56 20 88 35 12 15 48 75 4 17 24 37 15 26 90 33 71 52 43 80 tight 31. 49 9. 09 3. 79 % 63. 36. 6 17. 1 21. 1 45. 5 16. 3 71. 5 28. 5 44. 4 55. 6 39. 0 61. 0 3. 3 13. 8 19. 5 30. 1 12. 2 21. 1 73. 2 26. 8 57. 7 42. 3 34. 9 65. 1 SD 5. 607 4. 867 2. 581 702 duck I. Pro? le of research sample distribution of the values was adequate for conducting analysis, the Kaiser-Meyen-Olkin (KMO) measure was used with a result of 0. 647 (. 0. 50). In addition, Bartletts test of sphericity measure indicated that the multivariate normality of the imbed of distributions was normal, showing a signi? cant value, p ? 0. 000 (, 0. 05). Therefore, the data were workable for conducting the factor analysis (Hair et al. , 1998).In observing the commonalities, it was undercoat that the values were not smaller than 0. 40. This indicated a strong association among the variables. In addition the eigenvalue criterion was assessed. Factors having eigenvalues greater than 1 were assumed to be the ne w factors of the research, which should be retained. The eigenvalues of factors were 3. 372 explaining 26 percent, 2. 274 explaining 18 percent, and 1. 580 explaining 12 percent of additive variance. The three factors explain 56 percent of cumulative variance. To determine which items were unshakable on which factor, rotated component matrix was inspected ( instrument panel II).The ? ndings suggest that there are three factors related to organizational commitment, which are listed, respectively, as normative, affective, and continuance. Items two to six loaded on the affective commitment factor items one, 14, 16, 17, and 18 loaded on the normative commitment factor items seven to ten loaded on continuance commitment. The reliability level of affective commitment was 0. 76, normative commitment was 0. 78, and continuance commitment was 0. 55. Since the reliability of continuance commitment was low, this factor was excluded from the analysis.In order to examine the relationships be tween the variables, descriptive Job satisfaction and commitment 703 Item no. Keyword Normative 16 To deserve 18 Career development 17 Responsibility 1 Career 14 verity Affective 4 Affective commitment 6 State of belonging 5 Special importation 2 Problems of management Continuance 9 indispensableness 10 Alternative 8 Negativeness 7 Desire extraneous 19 Appreciation 12 Policy of organization 5 Management means 17 Working conditions 20 Feeling of advantage 13 Wage 15 Decision 11 Skill 16 Method inbuilt 10 Leading 9 Help 3 Differerent behavior style 4 Prestige 8 range General Intrinsic JB ? xtrinsic JB Factor loads 0. 791 0. 751 0. 750 0. 631 0. 582 0. 831 0. 738 0. 724 0. 650 0. 685 0. 679 0. 605 0. 519 0. 774 0. 743 0. 694 0. 688 0. 652 0. 651 0. 561 0. 491 0. 491 0. 766 0. 735 0. 670 0. 636 0. 635 Mean SD Reliability Eigenvalue 0. 78 3. 372 Variance (%) 25. 937 3. 358 0. 8807 3. 462 0. 8243 0. 76 2. 274 17. 495 0. 55 1. 580 12. 152 3. 821 0. 6745 0. 76 5. 014 35. 815 3. 492 0. 7315 0. 85 1. 983 14. 167 0. 5809 0. 83 Notes Extraction method principal component analysis rotation method equamax with Kaiser normalization rotation converged in ? ve iterationsTable II. Rotated component matrix of organizational commitment and job satisfaction scale IJCHM 22,5 704 statistics were used. Normative organizational commitment level was obdurate to be greater than was affective organizational commitment. Assessing job satisfaction. The data gained from the application were subjected to reliability analysis. Since 20 of the items showed a negative effect on the scale, they were excluded and only 14 items were retained. Cronbachs alpha for the remaining 14 items was 0. 83. The KMO measure was conducted, and the result was 0. 826 (. 0. 50).In addition, Bartletts test of sphericity measure, showing that the multivariate normality of the set of distributions was normal, indicated a signi? cant value, p ? 0. 000 (, 0. 05). Therefore, the data were feasible for use in co nducting the factor analysis (Hair et al. , 1998). forwards performing the factor analysis, commonalities were inspected. Since there were no values smaller than 0. 40, factor analysis was applied. The eigenvalue of the ? rst factor was 5. 01, which explains 36 percent of the cumulative variance. For the job satisfaction scale, the two-factor structure was accepted.Job satisfaction dimensions have been classi? ed as extrinsic and intrinsic by some researchers (Furnham et al. , 2002 Graham and Messner, 1998 Lam et al. , 2001) thus, the items were loaded into two factors, and the factor analysis was limited to only two factors. With regard to the eigenvalue of 1. 983, the second factor represented 14 percent of the cumulative variance. In short, it can be stated that both of the factors unneurotic explained 50 percent of the cumulative variance. Based on the factor analysis, it was determined that there was a two-factor structure.Items three, four, eight, nine, and ten were loaded o n intrinsic job satisfaction and items ? ve, 11, 12, 13, 15, 16, 17, 19, 20 were loaded on extrinsic job satisfaction. The reliability level of intrinsic job satisfaction was 0. 85, and the reliability level of extrinsic job satisfaction was 0. 76. In the factor analysis, it was observed that the items loaded to factors standardised to those in the original scale. Therefore, the total of the factors were considered as the boilersuit (general) satisfaction, which had a Cronbachs alpha value of 0. 83.Table II shows the rotated component matrix of the job satisfaction scale where component 1 represents extrinsic and component 2 represents intrinsic dimensions. In order to examine the relationships between the variables, descriptive statistics were used. As seen in Table II, reliability of the intrinsic job satisfaction level of the managers was greater than was extrinsic or general job satisfaction. Results A total of ? ve hypotheses were tried. For the ? rst two hypotheses, t-tests were conducted to determine the differences in organizational commitment and job satisfaction inwardly the subcategories related to . otel activity duration and . hotel ownership. Signi? cant differences that were tack together are presented and discussed in the following paragraphs H1. Hotel activity duration has an effect on organizational commitment and job satisfaction. H1 suggested that the activity duration of a hotel has an effect on job satisfaction and organizational commitment. The activity duration re? ects the resort hotels and city hotels serving periods. The results of the analysis for the H1 are shown in Figure 1. 4. 2 3. 9 95% CI 3. 6 3. 3 3. 0 2. 7 4. 2 3,552 3,396 3,727 City 3,586 3,359 Independent 3. 95% CI 3. 6 3. 3 3. 0 2. 7 GeneralJSl AffectiveOC NormativeOC IntJS t = 2,122 p = 0. 036 t = 1,805 p = 0. 074 t = 1,438 p = 0. 153 t = 0. 232 p = 0. 818 3,794 3,642 Resort 3,57 3,33 3,083 3,648 3,356 3,292 3,873 Chain Job satisfaction and commitment 3,314 705 3,739 3 ,458 3,831 3,783 3,623 ExtJS t = 0. 498 p = 0. 137 AffectiveOC GeneralJS NormativeOC t = 0. 021 p = 0. 983 t = 1,895 p = 0. 061 t = 0. 741 p = 0. 460 ExtJS IntJS t = 0. 729 p = 0. 467 t = 2,270 p = 0. 026 Figure 1. 95 percent con? dence detachment of the variables according to the hotels activity duration and hotel ownershipIt can be observed that affective commitment as well as general, intrinsic, and extrinsic job satisfaction of the city hotel managers was greater than that of the resort hotel managers, but normative commitment was smaller. Based on the t-test results, using a con? dence interval of 95 percent, there was determined to be a signi? cant relationship between affective commitment of managers and the activity duration of the hotel in which they were assiduous. Managers working in city hotels had more affective commitment than the resort hotel managers did.This result may be explained by the seasonal characteristics of the tourism sector. Since the managers work for 12 months in a city hotel, they may experience security, social services, advancement, recognition, when compared to resort hotel managers. These obtained job satisfaction components may then increase the managers commitment to the organization. Since the turnover rate is lower and managers work for longer periods in city hotels, it may be claimed that the managers can form a state of belonging and a special essence since they work for an organization for long periods.Therefore, they may have higher affective commitment than the managers who need to leave the organization at the end of the season H2. Hotel ownership has an effect on organizational commitment and job satisfaction. The H2 was time-tested to determine whether there was a signi? cant difference in organizational commitment and job satisfaction of managers working in independent hotels versus those working in hotel chains. Figure 1 shows the results of the analysis using a con? dence interval of 95 percent. As seen in the ? ure, independent hotel managers affective and normative commitment and their general and extrinsic job satisfaction were higher than the commitment and satisfaction of chain hotel managers. However, in analyzing the results of the t-test, ownership of the hotel was only signi? cant in relation to extrinsic job satisfaction. Managers working in independent hotels had greater extrinsic job satisfaction than did managers of chain hotels. In terms of extrinsic job satisfaction, this result supports the fact that, managers working for independent hotels experience more involvement because independent IJCHM 22,5 706 otels are usually family-owned enterprises and usually the managers are the owners themselves where company policy does not create any obstacle or strict rules for the free social movement of the managers. Managers have the opportunity to advance in shorter time intervals and may have the opportunity to develop themselves whether in technical or human relations issues b ecause they are very much involved with most of the departments ongoing activities since specialization is less in these smaller hotels when compared to chains. In addition, the results indicate managers in independent hotels show higher affective and normative commitment.This is due to the fact that because organizational climate, company policies are smoother in independent hotels and the managers develop affectivity and feel themselves a very important piece of the organization. On the other hand, since the employers trust in them and these managers themselves are somehow like the owners of the hotel, they learn everything within the organization, spend most of their time to achieve the goals of the organization because achievement is identi? ed with their personal success and the owners of the hotel have con? ence in them the managers feel a kind of obligation to collar and they may feel that they should not leave since they have loyalty. If the manager is the owner of the hote l at the same time then the affectivity level and normative commitment level is supposed to be the highest because their personal goals are the organizational goals and because prestige and the brand also represent the owners reputation H3. There is a relationship between the dimensions of managers organizational commitment and job satisfaction. In order to test H3, correlation analysis was performed.According to the correlation matrix, there was a positive and signi? cant relationship between general job satisfaction and affective (sig. (two-tailed) 0. 001 Pearson correlation 0. 309) and normative commitment (sig. (two-tailed) 0. 000 Pearson correlation 0. 439) of managers. In addition, there was a positive and signi? cant relationship between (1) intrinsic and extrinsic job satisfaction (sig. (two-tailed) 0. 000 Pearson correlation 0. 403) (2) extrinsic job satisfaction and affective (sig. (two-tailed) 0. 000 Pearson correlation 0. 349) and normative commitment (sig. (two-tailed) 0. 00 Pearson correlation 0. 464) and (3) affective and normative commitment (sig. (two-tailed) 0. 020 signi? cant at the 0. 05 level Pearson correlation 0. 210). H4. Job satisfaction affects organizational commitment. H4 was tested using regression analysis. Organizational commitment was considered as a function of job satisfaction and served as the dependent variable in the regression analysis. The results of the analysis indicated that affective and normative commitment dimensions were functions of general and extrinsic job satisfaction. As seen in Table III, the regression coef? ients had positive values indicating that as job satisfaction levels increase, organizational commitment change magnitude as well. This result supports the model of the research and previous researches (Bartol, 1979 Gaertner, 1999 Hrebiniak and Alutto, 1972 Mowday et al. , 1982 OReilly and Caldwell, 1980 Stumpf and Hartman, 1984) Model AffectiveOC ? f(GeneralJS) AffectiveOC ? f(IntJS) AffectiveOC ? f(Ex tJS i ) NormativeOC ? f(GeneralJS) NormativeOC ? f(IntJS) NormativeOC ? f(ExtJS) R 0. 31 0. 137 0. 349 0. 439 0. 172 0. 464 R2 0. 095 0. 019 0. 122 0. 193 0. 029 0. 215 F 12. 773 2. 31 16. 805 28. 847 3. 671 33. 177 Sig. 0. 01 0. 131 0. 000 0. 000 0. 058 0. 000 Coef? cient Value 1. 627 0. 309 2. 675 0. 137 1. 889 0. 349 1. 162 0. 439 2. 660 0. 172 1. 636 0. 523 t-test 3. 320 3. 574 5. 863 1. 52 5. 164 4. 099 2. 682 5. 371 6. 266 1. 916 5. 055 5. 76 Sig. 0. 001 * 0. 001 * 0. 000 * 0. 131 0. 000 * 0. 000 * 0. 008 * 0. 000 * 0. 000 * 0. 058 0. 000 * 0. 000 * Job satisfaction and commitment b0 b1 b0 b1 b0 b1 b0 b1 b0 b1 b0 b1 707 Note Coef? cient is signi? cant at *0. 01 level (two-tailed) Table III. Regression analysis H5. There is signi? cant relationship between the characteristics of the sample and organizational commitment and job satisfaction. -test, ANOVA, and correlation analysis were conducted to determine the differences in organizational commitment and job satisfaction within the characteristics of the sample. For the variables gender and tourism education background t-test was applied and for the variables education and income level ANOVA was applied. Age, experience in the sector, experience in the current organization were subject to correlation analysis. Signi? cant differences that were found are presented and discussed in the following paragraphs and on Table IV. Most of the researchers have found a signi? ant relationship between age and job satisfaction (Hulin and Smith, 1965 OBrien and Dowling, 1981 Rhodes, 1983). Savery (1996) in his research, claimed that as people grew older their intrinsic job satisfaction level became less important although age, income level and job satisfaction have a direct relationship. This is a similar result that was found in this research. It is intelligibly seen that extrinsic job satisfaction increases due to the increases in age and income level whereas intrinsic job satisfaction is not affected. Sarker et al. (2003) found in their research that job satisfaction has a signi? ant relationship with tenure. In relation tenure seemed to be a predictor of extrinsic job satisfaction rather than intrinsic job satisfaction of hotel employees. The employees remaining in the organization have increased extrinsic rewards while the dissatis? ed ones choose to leave the organization. When gender is regarded, in this research no signi? cant relationship is deducted. This is support by some of the previous researches (Garcia-Bernal et al. , 2005 Ghiselli et al. , 2001 Karatepe et al. , 2006). Education has a direct relationship with job satisfaction supporting the previous researches (Kavanaugh et al. 2006 Lam et al. , 2001 Linz, 2003). Since the education level goes further, it results with increases in expectations for extrinsic rewards. If the expectations are ful? lled, then job satisfaction increases. Income level is the other demographic variable that has been examined through studies and positive relationship between extrinsic job satisfaction and income has been deducted (Clark and Oswald, 1996 Shaffer, 1987). This is an expected result since people with higher level of income ful? lls their extrinsic rewards and feel more 708 IJCHM 22,5 Gender tist p Tourism education tist p Education fist p 20. 35 0. 352 20. 335 0. 739 0. 291 0. 832 0. 904 0. 442 2. 484 0. 064 2 0. 881 0. 380 0. 333 0. 739 0. 632 0. 528 2 1. 604 0. 111 0. 484 0. 629 1. 606 0. 111 Income fist 3. 218 p 0. 009 * * AOC ($375 and below) ? 3. 5446 AOC ($375-$565) ? 3. 5344 AOC ($565-$752) ? 3. 5841 AOC ($752-$940) ? 3. 5893 AOC ($940-$1,228) ? 3. 3088 AOC ($1,228 and above) ? 3. 1300 Age Correlation 0. 098 p 0. 285 roll in the hay in the sector Correlation 0. 290 p 0. 752 cognize in the current organization Correlation 20. 006 p 0. 946 0. 833 0. 529 1. 588 0. 169 0. 082 0. 370 2 0. 048 0. 601 0. 065 0. 477 0. 165 0. 070 0. 013 0. 886 0. 009 0. 922Note Correlation is signi? cance at *0. 05 and * *0. 01 leve ls (two-tailed) Table IV. The relationship between the characteristics of the sample and organizational commitment/job satisfaction AffectiveOC NormativeOC GeneralJS IntJS ExtJS 2 0. 641 0. 523 0. 184 0. 854 3. 074 0. 030 * 0. 704 0. 551 ExtJS (high school) ? 3. 2152 ExtJS (under graduate) ? 3. 3647 ExtJS (graduate) ? 3. 5021 ExtJS (post graduate) ? 3. 5589 0. 591 0. 707 ExtJS ($375 and below) ? 3. 2588 ExtJS ($375-$565) ? 3. 2969 ExtJS ($565-$752) ? 3. 4477 ExtJS ($752-$940) ? 3. 5357 ExtJS ($940-$1,228) ? 3. 7647 ExtJS ($1,228 and above) ? 3. 7239 0. 055 0. 48 2 0. 009 0. 925 2 0. 047 0. 603 3. 529 0. 005 * * 0. 223 0. 014 * 0. 037 0. 681 0. 085 0. 353 satis? ed due to the increases in the total income. When the relationship between income level and affective commitment is regarded, it is evident that income level is mostly related with continuance and normative commitment (Iverson and Buttigieg, 1998 Morrow, 1983) rather than affective commitment because if the need for higher in come is met, the person begins to feel that he or she should stay in the organization. The affective commitment is usually linked to moral issues whereas pay is considered as a tangible tool that satis? s a person and fastens the individual to the organization because of obligance not because of affectivity. countersign and conclusions According to the research ? ndings, the continuance commitment component was not particularly relevant for top level managers in the study. This result is congruent with the mobility characteristics of the tourism industry. Whereas, persons exhibiting continuance commitment remain in their organizations because they need to stay (Meyer and Allen, 1997). Since tourism consists of accommodation, food and beverage, break, entertainment components, employees can influence to work in many different organizations.In order to measure continuance commitment in afterlife research, it is prerequisite to change the scale to the needs of the tourism industry . When the job satisfaction levels of these managers were evaluated, the intrinsic job satisfaction level of the managers was higher than were general and extrinsic job satisfaction levels. The tourism industry provides a very dynamic working environment where employees including the managerial levels as well may utilize their abilities and achieve their career plans.On the other hand, wages are often lower than they are in other industries the industry is not highly respected, company policies vary, and working conditions are challenging and tiring because of long working hours. This can result in lower levels of extrinsic and general job satisfaction. In addition, when the organizational commitment components were compared, the normative commitment level of the managers was higher than their affective commitment. This result can be explained by the working conditions in the tourism industry, as seasonality is the most important characteristic.Consistently, the result of the t-test s (Figure 1) suggests that managers working in city hotels have more affective commitment than resort hotel managers do since they are employed during a whole year, and they feel more committed to the culture and moral values of the organization when compared to the seasonally employed managers (Angelo and Vladimir, 1994 Ninemeier and Perdue, 2005). In relation with hotel ownership, managers working in independent hotels had a higher level of extrinsic job satisfaction than did managers working in chain hotels. Managers who begin in smaller independent organizations ? d it easier to grasp the scope of the entire organization. This is a signi? cant challenge for managers in major multi-national organizations where many aspects of the business are compartmentalized. In addition, generally managers working in independent hotels are usually the owners and/or relatives of the owners. They have independence, authority, advancement opportunities, better income levels, they set the rules an d company policies, they are very much involved with operation within the hotel therefore their technical, human and operational competency increase.In independent hotels, the climate is a family style there is trust and con? dence between the owner and the managers. That is why the manager feels usually free in movement, his Job satisfaction and commitment 709 IJCHM 22,5 710 organizational goals represent his success therefore he tries to do the best and takes them as personal goals. Since there is trust in him, he feels himself responsible for achieving these organizational goals. The other important demographic variables that were tested in order to ? d out their relationship with organizational commitment and job satisfaction were age, income level, tourism education background, education level, experience in the sector, experience in the current organization, gender. It was seen that as the educational level, age and income level of the managers increase their extrinsic job sat isfaction increase whereas, their income level increase their affective commitment decrease. These results support the previous researches (Garcia-Bernal et al. , 2005 Ghiselli et al. , 2001 Karatepe et al. , 2006 Linz, 2003 Shaffer, 1987).It is evident that the improvement in the education level results with increases in expectations for extrinsic rewards. When the expectations are ful? lled then job satisfaction increases. Education level is also tied to income level because as indicated earlier since the quali? cation of manager increases then the salary and related bene? ts will be higher when compared to lower level educated individuals. This will result with a more extrinsically satis? ed manager. The results showed that there is a negative relationship between the income level and affective commitment.Income level is mostly related with continuance and normative commitment (Iverson and Buttigieg, 1998 Morrow, 1983) rather than affective commitment. Age is the last important variable that has a signi? cant relationship because people staying in the organization will demand more extrinsic rewards as related with tenure. Since the age and tenure increases, managers are more satis? ed with the increases in their total income and might be accepted as extrinsically satis? ed. When the model was tested, the analysis of job satisfaction and organizational commitment indicated the following (Figure 2) . There is a positive and signi? ant relationship between general job satisfaction and normative and affective commitment. . There is a positive signi? cant relationship between extrinsic job satisfaction and affective and normative organizational commitment. Job satisfaction Intrinsic Extrinsic 9 General ? 1= 0. 43 ? 1 = 3 52 0. Figure 2. The ? ndings of tested model Normative ?1 = 0. 349 = ? 1 0. 3 09 Affective Organizational commitment Continuance . . There is a positive signi? cant relationship between intrinsic job satisfaction and extrinsic job satisfaction. There is a positive signi? cant relationship between affective and normative commitment.Job satisfaction and commitment The regression analysis results suggest that the job satisfaction components intrinsic, extrinsic and general have a signi? cant relationship with normative and affective organizational commitment. What should be underlined is that extrinsic job satisfaction had a higher signi? cant relationship with normative and affective organizational commitment. Therefore, it may be suggested that extrinsic job satisfaction is more effective in increasing organizational commitment of the employees when compared with intrinsic and general job satisfaction factors. The ? ndings and the results of H3 and H4 support the ? dings of the previous researchers (Bartol, 1979 Feinstein and Vondrasek, 2001 Gaertner, 1999 Mowday et al. , 1982 OReilly and Caldwell, 1980 Stumpf and Hartman, 1984) indicating that job satisfaction has an effect on organizational commitment. Since the commitme nt levels of the managers are higher in city and independent hotels. This is due to the fact that tourism sector is a seasonal structured sector. Organization owners and shareholders should, therefore, minimize the seasonal effects in order to increase managers commitment levels and should ? nd the tools to increase their job satisfaction.The results of this study have indicated that extrinsic job satisfaction should be increased for hotel managers. Extrinsic job satisfaction levels can increase when managers settle with their esteem needs, work permanently, are independent, show initiative, and can lead their subordinates. This will result in increased affective and normative commitment levels. If the owners and the shareholders focus on these underlying issues, this may provide opportunities to increase the extrinsic job satisfaction levels of the top and/or middle managers especially in resort hotels. This result is support by Ghiselli et al. (2001).They indicate that since the managers ? nd their job per se satisfactory and rewarded in the longer period they have more extrinsic needs. According to the ? ndings, normative commitment obviates affective commitment by the effect of seasonality. Managers working in city and/or independent hotels feel affective commitment more when compared with the others. Therefore, managers working in resorts must feel that being a member of their current organization is privileged for themselves especially for their career. In addition, they should feel that developing their careers in the current organization is much more possible and important.When the responsibilities are supported by authority and the effort expended by the organization increases, a commensurate increase in level of organizational commitment is possible. That is why owners of the hotels should focus on these issues related to the organizational commitment and job satisfaction levels of the hotel managers and should show interest in knowing the managers ideas, opinions and suggestions. The owners also should . give the managers necessary freedom to take decisions in order to reach personal and organizational goals . provide them opportunities to improve themselves by additional training programs 11 IJCHM 22,5 . . . . 712 . . . provide counseling and career development support reward them by incentive programs, fringe bene? ts empower them and encourage their participation in some top-level discussions as in the board of directors encourage them to develop some projects and form their own team give more ergonomic and convenient working conditions provide them necessary budget to socialize the employees and enable them to participate in social activities and enable them to put some goals according to their own evaluations and give them more initiative.The seasonality problem exceeds the attempts of the owners it additionally depends on governmental policies. The suggestions to purify the negative impacts of seasonality to be carrie d by Culture and Tourism Ministry of Turkey might be as follows . to increase the tourism products . to increase promotional and marketing efforts by explaining the economical, social, political brilliance of the sector to the locals, private organizations and public sector to maintain a consistent social, political, economical system in order to improve the image of the country . o improve the infrastructure of the regions that play importance in the off-season periods . to adopt trend and changes in world tourism to Turkish tourism sector in terms of culture, technology, management, social life . to provide fountains for the sector to improve the country image . domestic tourism should not be only a demand source in the off-season but should be developed and back up to be consistent during a whole year. For this pop the question the average income level of the national tourists should be improved and increased as well and some incentives for holiday should be provided such as credit offers and . upply should be diversi? ed and new alternative tourism types should be developed (for example, golf, thermal-health, incentive, meeting and convention, yachting, winter tourism, etc. ). To enable this diversi? cation, the private enterprises should be supported and encouraged by investment opportunities. Further research recommendations For future research being conducted in the tourism industry, it is desirable to adapt Meyer and Allens Three Component Model of Organizational Commitment and Minnesota Job Satisfaction Questionnaire to the characteristics of the tourism industry. Since continuance organizational commitment was not signi? ant in the result of this research, speci? c researches analyzing the reasons below this result can be questioned and analyzed. 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