Job Satisfaction of Employees

There are two types of data collection method use in my project report. – 1. Primary data 2. Secondary data. In primary data the employees were approached directly to know their interest in the job and the satisfaction level being derived by them. Secondary data collection method was used by referring to various websites, books, magazines, journals and daily newspapers for collecting information regarding project under study. 02 03INTRODUCTION Job satisfaction, a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's work Job satisfaction ; describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be.Job satisfaction is not the same as motiv ation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs.Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. 04 For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity—the quantity and quality of output per hour worked—seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship bet ween job satisfaction and productivity is neither conclusive nor consistent.However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job.COMPANYPROFILE 05 Adidas is on the move and always has been: It has had an adventurous history since it first grew out of a family business in Herzogenaurach, Germany in the 1920s. With the hostile separation of two brothers’ interests in the 1940s, nearly going bust in the 1980s and then executing two rescue operations, first by sending production offshore to Asia and then by reinventing itself into a design and marketing company, Adidas has riden the waves of change in the sports goods sector both up and down.Alongside its own brands, it owned the Saloman ski and sportswear brand for nearly a decade and now includes the Reebok, Taylormade Golf and Rockport brands in its stable. Things are now definitely on track and, if the current marketing slogan, â€Å"Impossible is Nothing†, is anything to go by, the company is brimming with confidence. There are now over 1000 Adidas stores around the world and, in the run up to the Beijing Olympics the company opened an average of two stores a month in China. By 2010, the aim is to generate at least 30% of the group’s revenues through controlled space.To keep its brand in the public focus Adidas has also sponsored sportsmen and women for many years. In 2008, 295 footballers, 64 rugby players, 71 tennis players, 24 basketb all players and 8 golfers all benefited from its three stripe logo. One of the first prominent endorsers of Adidas equipment was American running legend Jesse Owens, the gold medalist at the 1936 Summer Olympics. As well as sponsoring the Beijing Olympics Adidas is also supporting the 2012 Olympic Games in London in a deal worth around $200 million.Adidas Group sales grew robustly in all regions driven by the first-time inclusion of Reebok as well as strong revenue increases at both adidas and TaylorMade-adidas Golf. Group sales in Europe grew 32% on a currency-neutral basis. This represents an improvement of 31% in euro terms to â‚ ¬ 4. 162 billion in 2006 from â‚ ¬ 3. 166 billion in the prior year. Currency-neutral sales in Europe for the adidas Group excluding Reebok increased 8% due to adidas’ strongest growth in three years. In euro terms, this represents an increase of 7% to â‚ ¬ 3. 90 billion in 2006 from â‚ ¬ 3. 166 billion in the prior year. In North Amer ica, Group sales increased 107% on a currency-neutral basis. In euro terms, sales also grew 107% to â‚ ¬ 3. 234 billion in 2006 from â‚ ¬ 1. 561 billion in 2005. Currency-neutral sales in North America for the adidas Group excluding Reebok increased 14% driven by double-digit growth rates at both adidas and TaylorMade-adidas Golf. In euro terms, revenues increased 13% to â‚ ¬ 1. 768 billion in 2006 from â‚ ¬ 1. 561 billion in the prior year.Sales for the adidas Group in Asia increased 35% on a currency-neutral basis. In euro terms, revenues in Asia grew 33% to â‚ ¬ 2. 020 billion in 2006 from â‚ ¬ 1. 523 billion in 2005. Currency-neutral sales in Asia for the adidas Group excluding Reebok increased 20% during the period, primarily driven by strong growth at brand adidas. This marks the third consecutive year of double-digit underlying growth for our Group in the region. In euro terms, revenues grew 18% to â‚ ¬ 1. 791 billion in 2006 from â‚ ¬ 1. 23 billion in the prior year. In Latin America, currency-neutral sales increased 53%. In euro terms, sales grew 56% to â‚ ¬ 499 million in 2006 from â‚ ¬ 319 million in 2005. Currency-neutral sales in Latin America for the adidas Group excluding Reebok increased 31% in 2006. This represents the highest regional growth within the Group as a result of continued strong development of the adidas brand. In euro terms, sales increased 35% to â‚ ¬ 429 million from â‚ ¬ 319 million in the prior year. [pic] | | |COMPANY NAME |ADIDAS | | | | |COUNTRY / ORIGIN |GERMANY | | | | |ADDRESS / HEADQUARTERS |HERZOGENAURACH | | |SPORTS WEAR & | |INDUSTRY |SPORTS GOODS | | |FOOTWEAR | |PRODUCTS |ACCESSORIES | | |SPORTS WEAR | | | | |NO.OF EMLOYEES |31,344(2007) | | | | |REVENUE |â‚ ¬ 10. 299 BILLION ( $ 15. 6 BILLION ) | | | | |CEO |HERBERT HAINER | Financial data in millions of euros[3] | |Year |2002 |2003 |2004 |2005 |2006 | |   |   |   |   |   |   | |2002 |3,200 |1,960 |1,166 |163 |6,5 23 | |2003 |3,365 |1,562 |1,116 |179 |6,267 | |20042) |3,068 |1,332 |1,192 |224 |5,860 | |20052) |3,166 |1,561 |1,523 |319 |6,636 | |20063) |4,162 |3,234 |2,020 |499 |10,084 | |1) Including HQ/Consolidation. | |2) Figures reflect continuing operations as a result of the divestiture of the Salomon business segment. | |3) Including Reebok business segment from February 1, 2006 onwards, excluding Greg Norman wholesale business from December 1, 2006| |onwards. | Net Sales â‚ ¬ in millions [pic] Net Sales by Segment1) [pic] Gross Profit â‚ ¬ in millions [pic] Operating Expenses â‚ ¬ in millions [pic] Operating Expenses â‚ ¬ in mililons [pic] Net Financial Expenses â‚ ¬ in millions [pic] Income Before Taxes â‚ ¬ in millions [pic] Net Income Attributable to Shareholders â‚ ¬ in millions [pic] OBJECTIVE OF THE PROJECTThe topic of my project is â€Å"JOB SATISFACTION OF EMPLOYEES WORKING IN ADIDAS† in INDIA. This includes the following Objectives: †¢ To find out total employees working in ADIDAS in INDIA. †¢ To analyze the employment strategy of ADIDAS. †¢ To analyze the most effective media of promotion. †¢ To analyze the satisfaction level being derived by the employees of ADIDAS. †¢ To accumulate expectations of employees. †¢ To find out response of the employees to change in any strategy/production methodology/ by the company. †¢ To ascertain the growth opportunity of employees. PROJECT DETAILS History One of the biggest preludes to the study of job satisfaction was the Hawthorne studies.These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers’ productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction.Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W. L. Bryan, Walter Dill Scott, a nd Hugo Munsterberg set the tone for Taylor’s work.Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Models of job satisfaction Affect Theory Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.Further, the theory states that how much one values a given facet of work (e. g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met. When a person values a particu lar facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesn’t value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B.This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory[citation needed]. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a notable explanation of job satisfaction i n light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction.A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction.Finally, lower levels of neuroticism lead to higher job satisfaction. Two-Factor Theory (Motivator-Hygiene Theory) Fred erick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out.Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzberg's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman ; Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. Job Characteristics ModelHackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc. ). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an inde x of how likely a job is to affect an employee's attitudes and behaviors—-.A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM. Measuring job satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data is typically collected using an Enterprise Feedback Management (EFM) system. The Job Descriptive Index (JDI), created by Smith, Kendall, ; Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used.It measures one’s satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or can’t decide (indicated by ‘? ’) in response to whether given statements accurately describe one’s job. The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale.The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (five items from each facet) and a short form with 20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face. Job satisfaction and emotions Moo d and emotions while working are the raw materials which cumulate to form the affective element of job satisfaction. (Weiss and Cropanzano, 1996). Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause.There is some evidence in the literature that state moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced Emotion regulation and emotion labor are also related to job satisfaction. Emotion work (or emotion management) refers to various efforts to manage emotional states and displays. Emotion regulation includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotio n.Although early studies of the consequences of emotional labor emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional labor are not uniformly negative. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models: 1. emotional dissonance. Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions, that often follows the process of emotion regulation . Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction. 2.Social interaction model. Taking the social interaction perspective, workers’ emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction. For example: The accumulation of favorable responses to displays of pleasant emotions might positively affect job satisfaction . performance of emotional labor that produces desired outcomes could increase job satisfaction. Relationships and practical implications Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover.Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account. An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job.This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average uncorrected correlation between job satisfaction and productivity to be r=. 18; the average true correlation, corrected for research artifacts and unreliability, was r=. 30]. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher (? =. 52) than for jobs of low to moderate complexity (? =. 29).In short, the relationship of satisfaction to prod uctivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that â€Å"a happy worker is a productive worker† should not be the foundation of organizational decision-making. With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship; instead, both satisfaction and performance are the result of personality. Importance to Worker and Organization Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety.At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional stat e that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity—the quantity and quality of output per hour worked—seems to be a byproduct of improved quality of working life.It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is l ifted performance will decline. Workers' Roles in Job SatisfactionIf job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: †¢ Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. †¢ Develop excellent communication skills. Employers value and reward excellent reading, listening, writing, and speaking skills. †¢ Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. †¢ Demonstrate creativity and initiative.Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. †¢ Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. †¢ Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. †¢ See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a vital role in job satisfaction. †¢ Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. Assuring Job SatisfactionAssuring job satisfaction, over the longterm, requires careful planning and effort both by management and by workers. Managers are encouraged to consider such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a stimulating, challenging, supportive, and rewarding work environment is vital. Because of the relative prominence of p ay in the reward system, it is very important that salaries be tied to job responsibilities and that pay increases be tied to performance rather than seniority. So, in essence, job satisfaction is a product of the events and conditions that people experience on their jobs.Brief (1998) wrote: â€Å"If a person's work is interesting, her pay is fair, her promotional opportunities are good, her supervisor is supportive, and her coworkers are friendly, then a situational approach leads one to predict she is satisfied with her job† (p. 91). Very simply put, if the pleasures associated with one's job outweigh the pains, there is some level of job satisfaction. INTERPRETATION While doing my project and looking into the company profile of ADIDAS I came across certain facts and figures. †¢ COMPETITORS IN MARKET – ADIDAS is a manufacturer of sports wears and sports goods. The main competitor of ADIDAS is NIKE which also manufactures sports goods and sports products.Few year s earlier REEBOK was also a competitor, but ADIDAS took over the company and became the worlds largest sports wear and sports goods Production Company. Other competitors of ADIDAS are AMER SPORTS and ROSSIGNOL AMER SPORTS is company that was established in 1950 in Finland portfolio of sports brands including Wilson, Atomic, Suunto, Precor and Salomon. They manufacture athletic shoes, sports and fitness equipments. ROSSIGNOL is a company that produces equipments for snowboarding, ice-skating and other apparel products. They even manufacture ski boots, bindings, poles, hats, and gloves, as well as golf equipment via its Roger Cleveland Golf subsidiary. It even started giving sponsorship to various sports teams in all kinds of games all over the world.MARKET STAKE ; ADIDAS 36 % NIKE 24 % AMER SPORTS 21 % ROSSIGNOL 19 % [pic] †¢ HUGE FAMILY On December 31, 2007, the Group had 31,344 employees, which represents an increase of 19  % versus the previous year’s level of 26,376 . This development is primarily related to new employees in the adidas segment in emerging markets as well as own-retail activities. [pic] †¢ EMPLOYMENT GROWTH IN ADIDAS ( AS DISCUSSED WITH THE HEAD OF GREEN PARK MARKET, DELHI BRANCH. HIS COMMENTS ON EMPLOYMENT GROWTH ARE AS FOLLOWS )The development of our employee numbers varied significantly from a brand perspective. The number of employees at the adidas brand increased 25  % to 18,678 at the end of 2007 (2006: 14,906), mainly driven by the brand’s strong expansion, especially in own retail and in the emerging markets of Eastern Europe (e. g. Russia), Asia and Latin America. Staff at Reebok declined 11  %, attributable to a shift in the workforce to the Group functions and adidas brand as well as the elimination of duplicative positions. Hence, the Reebok segment comprised 6,751 employees at year-end (2006: 7,545). At TaylorMade-adidas Golf, the number of employees increased by 2  % to 1,393 (2006: 1,368).The num ber of employees working in our Group functions increased sharply by 77  % to 4,522 (2006: 2,552). The main reason for this development was the expansion of the Sports Licensed Division to a cross-brand corporate license department, including licensed products from brand adidas (e. g. NBA jerseys) and Reebok (e. g. NHL and NFL jerseys). Excluding this effect, employment within our Group functions increased 23  %. |NUMBER OF EMPLOYEES 1) | |[pic] | |1) |At year-end. |2) |Figures reflect continuing operations as a result of the | | |divestiture | | |of the Salomon business segment. | |3) |Including Reebok business. | †¢ GLOBAL MOBILITY ACTIVELY PROMOTED employees work at more than 150 locations around the world. They actively encourage global mobility and offer thier employees the opportunity to go on international assignments. At the end of 2007, 47  % of their staff was employed in Europe (2006: 42  %), 31  % in North America (2006: 35  %), 18  % in Asia (2006: 19   %) and 4  % in Latin America (2006: 4  %).To support relocating professionals and their families in new living and working environments, they provide, for example, relevant language and cultural training |EMPLOYEES BY REGION | |[pic] | †¢ RESEARCH AND DEVELOPMEMT Research and development within the adidas Group is organized in a decentralized structure, i. e. each brand separately runs its own research, design and development activities, with major locations in several countries. To maximize efficiency, our brand teams collaborate closely, sharing fundamental and biomechanical research as well as existing technologies.In 2007, we incorporated a last from a version of the adidas Predator ® football boot into Reebok’s new Sprintfit product. This transfer of basic football know-how highlights the type of technology sharing we strive to promote within the Group. Another example of intra-Group know-how transfer is the incorporation of adidas TORSION ® technology t hroughout a current collection of Rockport footwear |ADIDAS GROUP R & D STRUCTURE | |[pic] | †¢ VAST MAJORITY OF PRODUCTION OUTSOURCED To minimize production costs, adidas outsource over 95  % of production to independent third-party manufacturers, primarily located in Asia.These suppliers possess excellent expertise in cost-efficient mass production of footwear, apparel and accessories. adidas provide them with detailed specifications for production and delivery. However, our Group also operates own production and assembly sites in Germany (1), Sweden (1), Finland (1), the USA (4), Canada (5), China (1) and Japan (1). In order to ensure the high quality consumers expect from our products, adidas enforces strict control and inspection procedures at our suppliers and in our own factories. In addition, adidas promotes adherence to social and environmental standards throughout our supply chain FINDINGS ADIDAS ltd. Has over 1173 branches all over India.

Miller vs. California

Miller vs. California is a landmark case held in 1973 that led to a legal definition of obscene and a confirmation that the 1st amendment does not include pornographic materials. In this case Marvin Miller had appealed in the Supreme Court against a ruling that had seen him being guilty of a misdemeanor. He had carried out an activity of mass mailing advertisements for adult books. This particular case had seen him send these materials to a hotel; the hotel manager and his mother opened these. They sued Marvin miller claiming that they had not solicited for them. A California court had found him guilty for knowingly and intentionally having distributed pornographic materials. The case was forwarded to the Supreme Court where the former ruling was affirmed. Miller’s arguments were revolving around the perceived protection of the freedom of speech by the first amendment. His act was protected by the constitution. There was also contention on the legal definition of the word obscenity. The judge’s decision was based on an argument that obscenities and pornographic materials were not protected by the first amendment. The state, the court argued, had the powers, and the right to regulate the flow of those materials. What is obscene, they stated was to be determined by the application of â€Å"contemporary community standards† as opposed to â€Å"national standards† (www.acluprocon.org) The court in making this ruling had a gigantic task trying to define pornography and obscenities. In the end, the court was in agreement after, long reviews, of the legal definition of obscenity which hence it said would be: †¦limited to works which taken as a whole, appeal to the prurient interest in sex, which portray sexual conduct in a patently offensive way, an which taken as a whole, do not have serious literacy, artistic, political or scientific value. (www.law.kmkc.edu). If an average person finds these materials appealing to sex in a morally corrupt manner and if it lacks in any political artistic or social usefulness then it shall be considered offensive and the publicist be liable to a misdemeanor. The miller’s arguments on the protection of his publication by the first amendment were quashed on those grounds. This ruling drew much opposition as well as support. It was as controversial as the subject itself. It was playing around a thin balance of morality and the fundamental freedom of speech. One of the fallacies available in this court ruling emanates from the belief that the state and the court are supposed to uphold the freedom of speech as one of the key constitutional rights. How then does this same court rule against a principle it real posits to protect. The ruling that the first amendment does not extend to protect pornography is not understandable. It seems the court holds pornographic materials as being special and not a form of expression. The decision on what was to be considered obscene and what is to be regarded as socially acceptable was made in a very subjective manner. This was worsened by the claim that it was to be made by an average person in consideration of â€Å"contemporary community standards†. This means that there will be differing criterion to gauge the obsceneness of materials and contents. Different federal states hence can arrive at different verdicts regarding the issue of pornography. The question would be posed about why double standards were to be applied in the different states. The agreement also on community standards is also bound to be confusing. There is no specific criterion on how the people in a state would come to an agreement as to what community standards are to be considered proper. The definition of obscenity passed in the ruling excludes serous political and literary materials or any material that can be considered important to the society. Ambiguity thrives in the term serious. It is not also clear who is supposed to decide what is to be termed as serious or not serious. Serious materials would mean different things especially in the diversities that exist in the United States (www.csulb.edu). The ruling had it that the state had authority to censor any materials considered obscene. It is to act as a moral guardian. Questions rages on the harm caused by these publications that would see the state go to an extent of suppressing freedom of speech. The consequences of allowing pornography are not clear as other materials such as films with violent scenes are allowed free circulation and yet people do not get violent. It is understandable however where the court was coming from unsolicited obscene mails is not excusable but gagging their publication and public’s voluntary access to them is not understandable. Work Cited Miller Vs. California. Aclu Procon.org case No. 250. September 2007 Miller Vs. California. Supreme Court of the United States. Decided on June 21, 1973. 12 September 2007 http://www.law.umkc.edu/faculty/projects/ftrials/conlaw/miller.html Julie C Van Camp. Freedom of Expression at the National Endowment for the Arts. 4th July 2005.   12 September 2007

Relationship Between Accounting Principles Board And The...

Relationship History A brief history of the relationship between the Accounting Principles Board and the Financial Accounting Standards Board. Accounting Principles Board. In 1936 the American Institute of Accountants merged with the American Society of Certified Public Accountants, forming a larger organization later named the American Institute of Certified Public Accountants (AICPA). In 1936 the American Institute of Certified Public Accountants Committee on Accounting Procedure (CAP) was formed.(Schroeder Cathey, 2010, p. 6) 1959 The AICPA responded to the alleged shortcomings of the CAP by forming the Accounting Principles Board (APB). The objectives of this body were to advance the written expression of generally accepted accounting principles (GAAP), to narrow areas of difference in appropriate practice, and to in the method of establishing accounting principles (Schroeder Cathey, 2010, p. 7) By the late 1960s, criticism of the development of accounting principles again arose. This criticism ce ntered on the following factors: 1. The independence of the members of the Accounting Principles Board . The individuals serving on the board had full-time responsibilities elsewhere that might influence their views of certain issues. 2. The structure of the board. The largest eight public accounting firms were automatically awarded one member, and there were usually five or six other public accountants on the APB. 3. Response time. 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Alcoholism Is Alcoholism A Disease - 929 Words

Alcoholism has raised many debates over the truth of its nature. Many scholars argue that alcoholism can be treated as a disease. Such approach to defining alcoholism means denying that alcohol abusers own a choice. In consequence, the treatment related differs and may or may not actually help alcoholics recover. A wrong diagnostic of this addiction can lead to serious health issues; therefore, it is vital to answer the following question: Is alcoholism a disease? Most experts in this field criticises this view of alcoholism as a disease due to the fact that this theory simply lacks a cure. It also victimises alcohol abuser, hence, completely negating the power of will. Finally, the disease theory comes from a history of misinformation that has now resulted in the very source of confusion within our society. Alcoholism is extremely complex and affects all part of the abuser, the brain, the body, the genes, and the psychic; hence, it is hard to classify alcoholism as a whole Instead, it should be regarded in a case-by-case fashion. The current treatment method of alcoholism is through therapy. It is a long three stage process that involves the will of the abuser to change and eventually refrain entirely from drinking. The first stage is detoxification, a rough procedure that can incorporate the use of medication to reduce the effect of withdrawal. Then, it’s rehabilitation which also involves medication, it gives the patient the tool to maintain sober. 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In numerous ways, for instance it appears to cause by the devastating assault of the physiology of the body by repeated episodes of heavy drinking as a result in the competence to feel the alcohol on average. Alcohol normally composition and social pressures may aggravate the disease. It is characterized by a typical progression of drinking behavior that requires an average ofRead MoreAlcoholism: Disease or Choice?1778 Words   |  8 PagesAlcoholism: Disease or Choice? Danielle M Ellis WVNCC Abstract Webster’s New World Dictionary defines alcoholism as a chronic condition which is mainly characterized by excessive and compulsive consumption of and dependence on alcohol as well as nutritional and mental disorders. This definition depicts alcoholism as a disease that is beyond one’s control. It has however been argued in some circles that alcoholism is a choice and the idea of alcoholism as a disease is a myth. 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Social Expulationment - 950 Words

participants in their sample (persuasive argument). Therefore, if an attitudinal changed resulted from this manipulation it would be due to reasoning, not social approval, because the participants were not given any information about what the norm for the group was. After this, he ran two preliminary studies. In the first, he had participants respond to both the CDQs and the opinion questions. Participants indicated what they deemed as the lowest acceptable probability for choosing the risky option on a scale from 0% (liberal) to 100% (conservative) and stated where they stood in response to the opinion questions. In addition, he also instructed each participant from both samples to develop arguments for both the liberal and the†¦show more content†¦Participants in the mere exposure condition were then shown graphs of the response distributions for the sample that they belonged to, as well as a brief passage. The passage essentially explained to the participants that the graphs represented responses from other people who matched their artistic preference and demographic background and that people who share these commonalities also typically share similar psychological tendencies. Finally, participants responded to each of the initial it ems again after seeing this information. The persuasive argument condition had the same format as the first condition, except instead of being showed the results of the other participants from their sample, they were presented with persuasive arguments from other participants in their sample. He also matched the number of opposing and supporting arguments for each of the four items with the means for each sample to ensure that participants in this condition felt a similar amounts of group pressure. The results showed that there was a significant interaction between the condition and conformity levels for each sample. In the mere exposure condition, the level of conformity among the Indian sample was much higher than the conformity levels of the American sample (4.81 vs. .66) and this difference was statistically significant. However, the conformity levels between each sample were only slightly different from each other in persuasive argument condition (2.41 vs. 2.88) and this

When I Was Born For The 7th Time free essay sample

Since I dont listen to radio due to its horrible content, I turn to other sources to find new music. SPIN magazine recently rated Cornershops When I Was Born for the 7th Time as the best album of 1997, and because I trust the judgment of its editors, I went out on a limb and bought the album. In turn, I was exposed to one of the best albums I have ever heard. You may have heard the extremely catchy single Brimful of Asha, but for those who have not, Cornershop is a mix of Asian, American and European styles. Led by Tjinder Singh, Cornershop uses everything from sitars to synthesizers in their songs. Singh causes opposite types of music to connect, with the result being an album that is actually fun to listen to. Almost half of the tracks on When I Was Born for the 7th Time are instrumentals. We will write a custom essay sample on When I Was Born For The 7th Time or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Although some may be turned off by this concept, the instrumentals on this album are more interesting than the songs. In fact, some of them (Butter the Soul and Its Indian Tobacco, My Friend) are just plain genius. On the other half, Brimful of Asha is one of those songs that will stay in your head for hours, but you will want to have it there. I cant describe Candyman with any other adjective than exceptional. Norwegian Wood is a Beatles cover sung in Singhs native tongue, Punjabi. The only song I would consider skipping is When the Light Appears Boy which sounds like an Indian ritual dance at Boy Scout camp. The only redeeming grace to that song is that it features a poem by the late Allen Ginsberg, who influenced several pop culture icons. For those of you who have grown tired of the mainstream fare repeated on endless cycles over Americas airwaves, I strongly recommend Cornershop. For the rest of you, keep listening to your Wallflowers. .

Separation of power in Malaysia free essay sample

Separation of Power in Malaysia BN Government change the rule Nasri Talking That cases before the courts were not intervened by any quarters and that there were cases where the Judgments were not in favour of the executive do not equate to the doctrine in practice. (Phrases within quotation marks taken from a Bernama news report attributed to Nazr who was speaking during the question-and-answer session in the Dewan Rakyat recently. Separation of Power has been dead for TWO decade Furthermore, the doctrine is a means and the end is the protection of the rakyat ecured through the upholding of the sanctity and independence of the Judiciary. Either way, as things stand, the credibility of the Barisan Nasional (BN) government and the Judiciary has hung in the balance over the past two decades. The doctrine, which calls for checks and balances between the three estates of government, has been dead in the countrys system of political governance since 1998. We will write a custom essay sample on Separation of power in Malaysia or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Two-thirds majority is NOT good for any country That was when former prime minister Tun Dr Mahathir Mohamad, backed by a solid two-thirds majority in parliament, made the Judiciary a subordinate estate. It temmed from one of the most crucial amendments of the Federal Constitution that has caused much angst and deliberations among Jurists. Many saw the amendment as having taken away the Judiciarys inherent common law Jurisdiction and the check against abuse of executive power, be it arising from administrative measures or via substantive laws. Judicial power of the federation was taken away In essence, the amended provision Article 121 (1) took away Judicial power of the federation from the Judiciary, which shall only have such Jurisdiction and powers as may be conferred by or under federal law. In practice, Judges have more often than not become subservient to parliament, which is under the control of the executive, and their ability to deliver Justice according to common law and even basic principles of rule of law is shackled. Judges still could not deliver Justice in ISA detention For instance, there have been many cases whereby Judges had been unable to deliver Justice in ISA detention cases but for procedural irregularities. The interpretation and context of national security is solely the domain and Judgment of the minister. That is what the doctrine of separation of powers promises to curb the oncentration, arbitrary use and abuse of executive power. At least two chief Justices during their respective tenure have alluded to the fact that the doctrine is amiss in the country. Amendment made in anger to injustice lasting a generation Under former prime minister Tun Abdullah Ahmad Badawis administration, the then chief Justice, Tun Abdul Hamid Mohamad, said in June last year that the move by the government to amend Article 121 (1) shows that an amendment made in anger as a reaction to a decision of the court could last for one generation. That was when Datuk Zaid Ibrahim was the de facto law minister, who claimed that his efforts to initiate legal reforms largely failed due to strong resistance from within Umno. Referring to the governments purported intention to revert to the original provision, Abdul Hamid had said: Water finds its own level. We believe in separation of powers. The principle must apply equally to the three branches the executive, the legislature and the Judiciary of the government. He was also reported as saying that there should not be any double standards in favour of either of the three branches at any ones convenience. Another former chief Justice, Tun Ahmad Fairuz Sheikh Abdul Halim, in a public speech in Singapore three years ago, laid out the conflicting thoughts and struggle of Jurists with Article 121 (1) but did not provide any definitive answers. Malaysian Judiciary is subservient to the wishes of the legislature However, he did acknowledge that pursuant to a literal interpretation of the provision, the Judiciary is subservient to the wishes of the legislature in which the executive under the system of responsible government has to a large extent control of what legislation to enact. International Bar Council Effort He even cited the concerns expressed by the International Bar Association on the effect of the amendment. The association had at that time said: It seems to us that this amendment has had the effect of eliminating the inherent powers and jurisdiction of the courts. It therefore fundamentally disturbs the concept of the separation of powers and affects the ability of the Judiciary to enforce fundamental rights. It tends to make the Judiciary an arm of the legislature, an instrument of the executive. Citation from International Commission of Jurists The International Commission of Jurists was also cited: The formulation of 121 of the Constitution makes the High Courts Jurisdiction and powers dependent upon federal law, e the court has no constitutionally entrenched original Jurisdiction. This undermines the separation of powers and presents a subtle form of influence over the exercise of Judicial power. This makes the operation of the High Court depende nt upon the legislature and is a threat to the structural independence of the Judiciary. We cannot leave the rule of law to chance As argued in this column previously, the country cannot afford to leave the rule of law nd democracy to chance. The Malaysian executive branch and the Judiciary would never garner credibility and earn trust from the people until and unless transformation is made. Make no mistake, the powers bestowed on the state under the Sedition Act and Internal Security Act as well as other draconian legislation are wide ranging and are susceptible to arbitrary use. Right the wrong now please The Home Ministry, which is in the midst of reviewing a few such legislation, must take the opportunity to do the right things towards unshackling the Judiciary from the executives grip. Only then can his colleague and fellow minister, Nazr, declare with a certain pride that a democratic country like Malaysia upholds a doctrine as sacrosanct as the separation of powers. 2) Understanding the separation of power HE Bar Councils Constitutional Law Committee (ConstiLC) is back with the second phase of its public education campaign MyConstitution or PerlembagaanKu. It will be launched tomorrow, 15 Jan 2010, and will discuss the separation of powers. Part one ot the campaign was on knowing the Federal Constitution. ConstiLC deputy co-chair Mahaletchumi Balakrishnan and committee member Daniel Albert, who drafted the econd Rakyat Guides booklet explaining the separation of powers, tell The Nut Graph why it is such an important concept. They also discuss where it has failed in Malaysia and the consequences, in an 8 Jan 2010 interview in Kuala Lumpur. TNG: How does the campaign break down the concept of separation of powers for people? Daniel Albert: The Rakyat Guide booklet is titled Constitutional Institutions and the Separation of Power. It will discuss the three institutions which govern a country † the legislative, the executive, and the Judiciary. Separation of powers is needed so hat no one institution becomes too powerful. And each institution is able to function as a check or watchdog on other institutions. How is this concept supposed to work? If Parliament were to enact a law that was not in line with the constitution, the courts would have the power to declare the law ineffective. Or if the government had a policy that breached fundamental liberties, the court could declare the policy ineffective and remedy the situation. As for Parliament, it is supposed to ensure that the government functions in accordance with the constitution through debates, here cabinet ministers are answerable to Parliament. If Parliament is not happy, there is the option of a vote of no-confidence. So the separation of powers provides for this system of checks and balances to ensure there is accountability and transparency in the way the country is governed. AlbertThere are also other constitutional institutions such as the Attorney-Generals Chambers, the Elections Commission, the Auditor-General, the Pardons Board, and the Land Tribunal. The booklet briefly describes all these. What about the Judiciarys role in this check-and-balance system? Albert: Its significant because there is rarely a meaningful system of check and balance between Parliament and government. The prime minister is the leader of the majority in Parliament. He [or she] can control Parliament to some extent through the party whip. The prime minister chooses the cabinet, and in the Malaysian context all cabinet members must also be members of Parliament. But the Judiciary is seen as more independent in terms of appointment. The question is whether the Judiciary is playing a meaningful role in the system right now. Where do you think public understanding of the separation of powers is at? Mahaletchumi: Our gauge has been public commentary in the media, media articles, and current issues which give us a general feel of public awareness. When we engaged university students in our campaigns first phase, they were excited. Many students are aware of current issues, but because theyVe never been taught about the constitution, they cant connect the dots. I think the lack of public debate when Article 121(1) of the Federal Constitution was amended in 1988 indicates the level of awareness about the separation of powers. Prior to the amendment, courts had the power to adjudicate on any matter that arose. But the amendment gave the courts confined powers as provided to them by federal law. This has a huge impact on the separation of powers. But the amendment was passed regardless, and with very little public debate.