Gus Van Sants Elephant - 1070 Words

Van Sant’s film represents the reality of high school, focusing on the look of its beauty, characters, while also ignoring the basic grime inherent on most campuses. Van Sant takes pride in portraying a valuable image. What’s in the room really touches you if it is closely examined. The hallways and the fields of the school are in pristine condition, staying abnormally clean, almost too clean for a school. Despite this seeming glorification of the building, the hallways are kept as a constant secondary to the sharply focused characters the camera constantly follows. This really takes the focus away from the bare walls and empty hallways and places it directly on the students. The film isn’t about the location that it occurred, but more about the people that it happened to. The focus is on the students of the film, both figuratively and literally. The camera appears to look like it’s never stop moving. It does halt for brief pauses that seem to rela x the viewer. There is some frustration upon watching because you can’t collect all the data you need to deconstruct the film. However the scenes do go go back and forth with each other sometimes. At one point you may notice that you’re following a student and it will cut into the perspective of another student whom will pass by the student that was originally being followed. This sort of filming can cause confusion but employs a nice twist to the film. The plot doesn’t post the events in chronological order. When aShow MoreRelatedThe Film, Elephant, Directed by by Gus Van Sant was Inspired by Real Life Events659 Words   |  3 Pages‘Elephant’ is a film directed and written by Gus Van Sant and was inspired by a real incident that took place in 1999. The term â€Å"elephant† here is taken from the phrase â€Å"Elephant in the room† which means a significant issue that people overlook or do not resolve. The issue (elephant) here is high school shootings in America. Elephant is a serene, yet haunting experience that leaves viewers with a â€Å"spirit-crushing ennui† that images American culture (Zwick 2004). The movie tracks a handful of studentsRead More Elephant the movie Essay1540 Words   |  7 Pages Gus Van Sant’s Elephant was at once critically praised and denounced by both film reviewers and filmgoers alike. The cinematography takes you on a waltz throughout a seemingly typical day at an unnamed high school, stopping through the journey to focus on the stereotypes of school. The jock, the quirky artist, the cliqued girls, the skateboarder, they are all represented and representative of his film. Van Sant created a film, seemingly without a staunch opinion on the horrors of the Columbine shootingsRead MoreElephant, a Film Analysis Essay examples633 Words   |  3 PagesThe Tragedy of Columbine was caused by the social injustices inflicted upon two students; Alex Frost and Eric Deulen. This is the message Gus Van Sant portrays in his movie `Elephant. These two characters are not part of the `in crowd and are picked upon in school to the point that they come to school with guns. Present day schools are treating this issue incorrectly by not trying to relinquish the social injustices of high school. Many schools today now completely cut off the school from

Educational Trip to UP Diliman and PHILVOCS Free Essays

The first part of the trip was on UP Dilemma Engineering Laboratory, the first equipment introduce to us was the hydraulic bench, it is used to investigate channel flow, hydraulic Jump, determining the coefficient of discharge flow of the system. The second equipment was air pipe assembly and oil pipe assembly, for the air pipe it is used to determine friction losses in pipe and discharge, oil pipe it is used to determine if the flow is laminar or turbulent, velocity distribution in pipes. The other equipment were the closed circuit wind tunnel, it determines the pressure distribution and velocity distribution around various bodies, Portable Wind tunnel, it determines the lift and drag around various bodies. We will write a custom essay sample on Educational Trip to UP Diliman and PHILVOCS or any similar topic only for you Order Now The other equipments are the different types of Universal Testing Machines, which determines the strength of the material being tested. For the testing of steel reinforcement they are determining the yield point and breakage point of the steel, while on the concrete cylinder testing they are only to determine the ultimate strength of concrete because concrete doesn’t have yield point. The last equipment they show us was the rainfall simulator which determines the discharge flow of water on the drainage system. The second part of the trip was on PHILIPPICS, here they discuss us the recently earthquake that happened on Boll which is 7. 2 magnitude. The presentation they show us tells us how devastating the earthquake was, it has destroy a lot of establishments and churches that are centuries old, the place was a total mess. In here they explained to us how disastrous an earthquake can be. For us being Civil Engineering students they have a presentation which shows the full scale shaking test of CHUB houses, which shows the difference of a substandard and standard built houses. They also thought us here on how to be prepared when earthquakes occurred and also remind us to check our houses if they are safe when time earthquake occurs. Because of the this educational trip it awakens me that the reality of responsibility of being a Civil Engineer we should not only be obliged to Just do our work, we also need to ensure the safety of the people around us. It is strongly recommended for us to have this kind of educational trip because it is true that we can’t learn everything with Just the four corners of the classroom, sometimes we need to go beyond the four corners of a classroom. How to cite Educational Trip to UP Diliman and PHILVOCS, Papers

Business Writing for Tourism Industry †MyAssignmenthelp.com

Question: Discuss about the Business Writing for Tourism Industry. Answer: Self-assessment This assessment is about th audio in which I have communicated with Mr. Ravi who is the Uber driver back in India. I have communicated with him for several minutes to know the details about him. I have found out several things throughout my conversation. I had called Mr. Ravi to thank him for the things he had done for me. He had been a great helping hand for me over in India. This audio recording has revealed the circumstances in which he had helped me. Now I have started a job in Canada and this is quite a hardworking job indeed. I have come aware of several facts indeed. I have realized that the communication style is very much important while speaking to someone else. I had been very cautious while listening to what he said. I did not interrupt in his words while he was talking. It could have been a disrespect to him as well. Communication style The different communication styles have a deep impact on the minds of the listeners. While a person is communicating with another person whether in phone or face to face, he or she might address to the questions very much directly (Baym, 2015). This would be very much problematic if the listener and the speaker cannot communicate with each other properly. There are several personal communication styles that have to be addressed in this paper. Some of the important personal communication styles are Assertive, Aggressive, Passive- aggressive and passive communication. These communication styles are very much important in order to address the issues in the communication between two persons (Baym, 2015). In this scenario, the personal communication style that has been followed is the Assertive communication style. The basic features of the Assertive communication style would be discussed in the next segment. The Assertive communication style lets the speakers to clearly communicate all the things with the listeners. The speakers can express all their feelings very openly indeed. The speakers can say whatever he or she feels right to do (Ceravolo et al., 2012). The speaker can address the right things at the right time but they do not violate the rights of the other people. The speakers can express their views and can state everything with proper clarity. The speaker can address all the important things in I statements. The speakers can communicate with respect for others as well. The speakers can communicate with the listeners as the listeners can listen to the things very cautiously (Ceravolo et al., 2012). The speaker can feel to be very much connected to other people as well. I have felt connected with Mr. Ravi as well in this context. He has been a great help for me in India so I have thanked him with the utmost respect. I have also asked about his family and the job he does. This ha s catered to the needs to show respect to Mr. Ravi. These are the reasons as to why I think this falls under the Assertive communication style. Barriers to assertive communication While I have been communicating with Mr. Ravi over the telephone, I have felt that I was not that much familiar with the person himself when I was talking to him face to face. This is one of the most important communication barriers for I was not able to communicate with him with such simplicity when he was in front of me. I have discovered that I am very weak in communicating with people on face. I have also realized the fact that I have been very weak in communicating with women. I cannot talk properly with women as I have not done it many times in the past. There are certain issues regarding the communication with the people opposite gender for me. These issues have to be will put a negative impact on the people whom I am communicating with. If I somehow behave badly with a woman, this will be very much problematic for my reputation indeed. Ways to resolve the communication barriers There are certain ways by which I will be able to cover up my communication barriers. As I have the assertive communication style, I must follow the ways by which these communication barriers can be overcome. I would like to converse with all the people from both the genders and from all the strata of the society so that I can build good communication skills with almost everyone. I must learn to show respect and politeness while I am talking with someone. I should not interrupt while the other is talking. I should listen to everything with everyone very carefully and find out the ways properly to mitigate all the issues. References Alberts, J. K., Nakayama, T. K., Martin, J. N. (2015).Human communication in society. Pearson. Baym, N. K. (2015).Personal connections in the digital age. John Wiley Sons. Broadbent, D. E. (2013).Perception and communication. Elsevier. Ceravolo, D. J., Schwartz, D. G., FOLTZ?RAMOS, K. M., Castner, J. (2012). Strengthening communication to overcome lateral violence.Journal of Nursing Management,20(5), 599-606. DeVito, J. A. (2012).The Interpersonal Communication Book 13th Edition. Pearson. Knapp, M. L., Vangelisti, A. L., Caughlin, J. P. (2014).Interpersonal communication and human relationships. Pearson Higher Ed.

Learning Versus Teaching The Home-Schooling Movement free essay sample

A thorough and in-depth study into home-schooling as a viable alternative to Americas public education system. An extensive study of home-schooling, evaluating this form of education with a positive outlook based on a large body of evidence including standardized test scores, collegiate performance and expert opinions. The paper explores education theories and the history of public education in America. The author of the paper offers conclusive and thought-provoking arguments in favor of home-schooling. For years, reform within the public, mandatory educational system was viewed by most as the only option for improving education. Now, we have seen the advent of the home schooling movement, a response to educational reform involving complete renunciation of the public school system, and home schooling has received increasing media coverage. Yet the idea of teaching children at home is not a new one. Shaw and others saw the advantages of home schooling over a century ago. We will write a custom essay sample on Learning Versus Teaching: The Home-Schooling Movement or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page My schooling [] prevented me from being educated to such an extent, he wrote, which infuriates me to think of all I might have learned at home by myself (quoted by Libertarian). In his time, the idea of keeping a child at home, instead of sending them to school, was entertained by only a few radical thinkers, but it is now a viable option for American families, legal in all fifty states (Callaway 6). Given this newfound freedom, we should explore the possibility that home schooling is a superior approach to learning, with better long-term results, than public education just as the intellectual elite of Shaws day suggested.

Free Essays on Organic Farming Movement

â€Å"You can’t have any dessert until you finish your vegetables.† A phrase anyone can relate to whether you are the 5 year old receiving these harsh demands to eat your colorful, vitamin enriched food, or if you are the parent giving out these healthy demands. The parent telling their children to eat their vegetables knows that vegetables are nature’s way of providing nutrients that are essential for the human body. A question that has been in the making for almost a century now, is that really all these vegetables are providing to our loved ones. Are there hazardous chemicals in our food? Numerous groups and individuals know the answer is yes, and have found refuge in the organic way of life. Organic farms are now well-regulated thank you to legislation passed in the year 2000 that have just recently been enforced this passed year in 2002. These were not the goals of the organic farming movement, which can be ultimate traced down a very narrow path, but deep into the beginning of the 20th century. The focus will be to introduce the pioneers of the organic movement on a linear line through time to the point where the concerns of these pioneers were finally in the public domain. Once the early pioneers have been recognized, the movement will be clearly identified, with groups forming to bring about change. The ideas brought forth by the groups and their leaders will be discussed also on a linear line, showing how the group’s demands change as time changes. Finally the present day will be discussed, concerning where the groups are now and their position on current legislation. In the early 1900s, Sir Albert Howard, a Chemical Botanist to the Government of the Raj at Pusa in India, carried out a variety of noted agricultural experiments. Observing the reaction of properly grown varieties of plants subjected to insects and other pests, Howard found the primary factor in soil management was a consistent supply of fresh humus prepare... Free Essays on Organic Farming Movement Free Essays on Organic Farming Movement â€Å"You can’t have any dessert until you finish your vegetables.† A phrase anyone can relate to whether you are the 5 year old receiving these harsh demands to eat your colorful, vitamin enriched food, or if you are the parent giving out these healthy demands. The parent telling their children to eat their vegetables knows that vegetables are nature’s way of providing nutrients that are essential for the human body. A question that has been in the making for almost a century now, is that really all these vegetables are providing to our loved ones. Are there hazardous chemicals in our food? Numerous groups and individuals know the answer is yes, and have found refuge in the organic way of life. Organic farms are now well-regulated thank you to legislation passed in the year 2000 that have just recently been enforced this passed year in 2002. These were not the goals of the organic farming movement, which can be ultimate traced down a very narrow path, but deep into the beginning of the 20th century. The focus will be to introduce the pioneers of the organic movement on a linear line through time to the point where the concerns of these pioneers were finally in the public domain. Once the early pioneers have been recognized, the movement will be clearly identified, with groups forming to bring about change. The ideas brought forth by the groups and their leaders will be discussed also on a linear line, showing how the group’s demands change as time changes. Finally the present day will be discussed, concerning where the groups are now and their position on current legislation. In the early 1900s, Sir Albert Howard, a Chemical Botanist to the Government of the Raj at Pusa in India, carried out a variety of noted agricultural experiments. Observing the reaction of properly grown varieties of plants subjected to insects and other pests, Howard found the primary factor in soil management was a consistent supply of fresh humus prepare...

9-11 and how it affected the United States Essay Example for Free (#11)

9-11 and how it affected the United States Essay ? Tuesday, September 11, 2001 was a day that devastated our entire nation and changed the lives of every American in some way. This was one of the most horrible tragedies in our nations history, because of all the lives lost and the twin towers that were demolished. The events that took place on September 11 had an outstanding effect on our country. The 9-11 tragedy was terrible yet unforgettable event. One year after this tragedy feels like a very short period of time. There was Pearl Harbor, Oklahoma City, and now 9-11 is added to the list of American tragedies. With all the deaths of 9-11 almost everyone knows someone or knows someone who knows someone that was either in the World Trade Center and survived or died in the World Trade Center. This is an extremely sad but true way to look at it. Our country now tries to move on from this terrible experience, but will never forget it. 9-11 affected everyone as a whole as well as personally. For better or for worse the September 11 tragedy changed America. Besides taking thousands of lives and knocking down the Twin Towers this tragedy has brought our nation closer together. We will now have another topic to add to the history books and pass on to prevent something like this from happening again. All Americans will remember where they were when the Twin Towers went down. Another affect anyone can see all around our country is patriotism. Everyone now has new pride in the United States. Although the events of 9-11 took so much away from us it made our country stronger as a whole. 9-11 and how it affected the United States. (2016, Jun 19).

Automobile Brake Disc and Pad Essay Example | Topics and Well Written Essays - 1000 words

Automobile Brake Disc and Pad - Essay Example However, in special cases such as in racing cars or for people with disability, hands may be used as a means of enhancing efficiency, according to Owen (2010). It is very interesting that many people still wonders how a small peddle, in the form of a car brake is able to stop a huge car in motion with just a slight press of the brake. Similarly, it is still a mystery to many people, how it happens, though people increasingly understand the working system of a car brake. Basically, when a driver presses the brakes with the help of the legs, a force is transmitted from the driver’s foot to the brakes via a fluid. However, since the car needs a much greater force than applied by the leg to stop, the car normally multiplies the force applied by the foot. The braking system then transmits the force to the car tires and consequently the tires transmit the force to the road where the friction law applies and the car stops (Erjavec, 2008). Car brakes are of two types, namely drum and disc brakes. Drum brakes is a type of breaking system that stops a car in motion by friction, when brake shoes are pressed against the drum. Drum brakes have many components that are important for its operation. These include drum, piston, wheel cylinder, return spring, brake shoe, stud, brake pads, wheel hub, and brake lining. The existence of these components makes it easy for drivers to stop vehicles easily by applying just a little pressure on the brake pedal (Gilles, 2005). Disc brakes, on the other hand, are a round, flat metallic pieces that spin together with the wheel. When brakes are applied against the wheel, a caliper squeezes the brake pads against the disc (rotor) thereby causing friction that makes the wheel to slow down and eventually stop. Disc brakes consist of different components such as brake pads, the caliper that has a piston and the rotor usually mounted to the hub. Research indicates that most modern cars are increasingly adopting the use of disc brakes fixe d in front of the wheels while others have disc brakes on all the four wheels (Erjavec, 2003). An example of a disc brake (brake rotor) commonly used on modern cars is the single-piston floating caliper. The most striking feature of this rotor is that it is both self-centering and self-adjusting. The caliper here is capable of sliding from side to side thereby making it move to the center every time the brakes are applied. In addition, since this type of disc lacks the spring to pull the pads away from the disc, the pads normally stay intact with the rotor. This is crucial since the pistons in the brakes have a larger diameter than those in the master cylinder. In case the pistons retract into their cylinders, the brake pedal might require several applications to be able to pump enough fluid into the brake cylinder so as to engage the brake pads (Gilles, 2005). The type of brake rotor one buys depends greatly on the type of vehicle that one drives, as well as the type of driving one does. For instance, carbon reinforced rotors were the most commonly used discs in racing cars such as in Formula One racing cars. This is based on its ability to get heated up to high temperatures needed for proper braking. However, this is no longer the case as it has been replaced by the carbon-fiber reinforced ceramic brake rotor, which is the most preferred for use currently in racing cars. This is attributed to its high performance on the road. For example, high performance cars such as the latest Porsche Carrera GT, Corvette ZR1, and Ferrari Enzo use ceramic

Volkswagen Essay Example | Topics and Well Written Essays - 2000 words

Volkswagen - Essay Example Furthermore, Porter’s Five Forces analysis and SWOT analysis is also conducted with regards to the internal environment of the company. In conclusion, the report proposes two specific recommendations to the Board of Directors after critically and comprehensively analyzing the strategic position of the business. It is suggested that Volkswagen take immediate measures to further enhance its position in the US which has delivered optimistic performance so far but indicates that further efforts are needed. It is also recommended that Volkswagen continue to explore emerging markets across the globe such as India while maintaining its position in China and Brazil. Table of Contents Executive Summary 2 1.Introduction 3 2.Analysis of Strategic Position 4 2.1Internal Audit 4 2.1.1Strategic Capabilities 5 2.1.2VRIN ANALYSIS 6 2.1.3Value Chain 8 2.2External Audit 9 2.2.1PESTEL Analysis 10 2.2.2The Five Forces Analysis 12 2.3SWOT Analysis 15 2.3.1TOWS Matrix 16 3.Conclusion and Recommenda tion 17 1. Introduction Volkswagen is a manufacturer of automobiles originating from Germany; its global presence as an automaker extends to various parts of the world henceforth, contributing towards its ranking as the 14th largest company in the world (Forbes 2013). Volkswagen Group’s mission is to act as a responsible business and maximize the benefits that it wishes to offer to its customers. By promoting the concepts of sustainability and social responsibility the company aims to be the leader in the automotive industry by the year 2018. In order to achieve its objective the company has designed a group strategy to enhance its positioning within the market. This strategy extends to all realms of Volkswagen Group’s operations, such as sales and human resources. The company aims to augment its sales per unit to an impressive 10 million automobiles per annum and also boost its pre-tax profit margin to 8% (Volkswagen 2011). An analysis of the company’s external and internal environment and factors is imperative to assisting goal achievement. Therefore, for the purposes of this report these factors are discussed at length in the context of Volkswagen Group. 2. Analysis of Strategic Position 2.1 Internal Audit Volkswagen believes in implementing a responsible and accountable risk management framework, in order to ensure that its future activities and business operations are not adversely impacted by unforeseeable changes in the company’s external environment (Volkswagen 2007). For the purposes of tackling with the unpredictable situation of the industry, the Group Internal Audit holds the responsibility of reviewing and evaluating the risk management measures of the organization. This process of revision is governed by auditors who conduct comprehensive interviews with the management to assess the satisfactoriness of the conclusions with regards to risk management (Volkswagen 2007). The overall internal audit of the company conforms to the KonTraG, while, specific audits are conducted by German financial regulatory agency, BaFin to evaluate the financial department of Volkswagen (Volkswagen 2007). According to the Volkswagen Annual Report (2007), with regards to the governance of procedures related to the controlling function of management all rules, regulations and procedures presiding over the activities within the company are updated online; the Group Interna

Tech Mahindra Project Report Essay Example for Free

Tech Mahindra Project Report Essay Chapter i industry analysis 1.1 Competition in the industry: HIGH The intensity of rivalry competitors in an industry refers to the extent to which firms within an industry put pressure on one another and limitseach other’s profit potential. According to porters 5 forces industry analysis framework, the intensity of rivalry among existing firms is one of the forces that shape the competitive structure of an industry. It depends on different factors such as Number of competitors, Industry growth, Degree of differentiation, exit barriers, Client’s switching cost. Looking at each of them: 1.1.1. Number of competitors Software industry consists of numerous players, because of the rivalry will be more intense. Presence of a large number of players in industry leads to competition and rivalry among companies. Threat from rivalry and competition poses a threat to domestic companies. 1.1.2. Industry growth Indian software industry has registered a strong rate in the past few years. Outsourcing has played a major role in the growth of Indian software industry. Software export has registered a very strong annual average growth rate of 45%during past years. Software industry is one of fastest growing industry in India. 1.1.3. Degree of differentiation Industry’s offerings are undifferentiated which leads to high rivalry. Industry players are providing equivalent after sales services, which includes installation, training etc. 1.1.4. Exit barriers Exit barriers for existing software companies are low as the initial capital requirement is low in software industry. 1.1.4. Client’s switching cost- When clients switching cost is low, industry rivalry is more intense. Clients are articulate for their need and generally ask for customized product. So switching from one product to another is not taken place generally and if they switch, they generally go for the software which suits to their current platform and configuration and prefer the same vendor. So, for customized software, clients switching cost is low. Competitors of Mahindra Satyam in different categories are: * Tata Consultancy Services * Wipro * Infosys * HCL Technologies 1.2. Potential of new entrants into industry: MEDIUM As evidenced by the huge number of players in the Software field, barriers to entry are very low. Costs of developing a product are relatively low, and a few thousand dollars are all that may be needed to create a product and step into the market.Factors influencing potential of new entrants are differentiation, brand establishment, initial capital investment, and economies of scale. 1.2.1. Differentiation: Highly differentiated products or well-known brand names are both barriers to entry that can lower the threat to new entrants.Differentiation can be done in many ways but it’s costly for thecompany. Industry offerings are undifferentiated which leads to highrivalry. Industry players are providing equivalent after sale services,which includes installation, training etc. 1.2.2. Brand establishment: In software industry, branded products do not have any impacton client’s requirement. Thus, brand establishment is low whichmakes low barrier for new entrants. 1.2.3.Initial capital investment:Initial capital investment is low in establishing new company insoftware industry. Software industry is based on intellectual property thus it does not require higher capital investment. 1.2.4. Economies of scale: Due to financial crisis, many companies share their human resource skill to handle more than one project. By resource sharing they develop more software products. Thus an economy of scale is moderate. Another reason for high threat of new entrants is favorable government policies. Location is one of the favorable factors as such location does not have any major impact on software development target market. 1.3. Power of suppliers: LOW There are no suppliers to speak of in this industry, since all that is needed is an idea and some coders to get it up and running. 1.3.1. Availability of vast talent pool: Software professional are widely present across the globe, including fresher and experience which provide employers high benefit to recruit at competitive salary package. There is a largesupply of trained and educated professionals. 1.3.2. Skill differentiation: There is a low skill differentiation among the software professionals which makes the employers able to switch human resources. 1.3.3. Buyer concentration: When buyer’s concentration is high, suppliers power is low,employer are more concentrated focused for their required humanresource skill.Other factors which make the suppliers power low are due to slowdown, job cuts and layoffs. 1.4. Power of customers: HIGH The answer to this is dependent on the particular segment we are talking about. Since many of the players in this segment are mega corporations, the bargaining power of customers is extremely low for the small business segment. But in the enterprise segment, the customers themselves are mega global corps; the bargaining power is a lot more. Therefore, it is hard to make a sweeping statement for the entire industry. 1.4.1. Buyers switching cost: When clients switching cost is low, buyers power is higher.Clients are articulate for their need generally ask for customized product. So switching from one product to another is not taken placegenerally and thus buyers switching cost is low where as it is high for buying products at the organization level as it requires highinvestment in terms of money as well time. Employees do not acceptthe change easily which affects their productivity. 1.4.2. Buyers concentration: If buyers are concentrated compared to sellers, if there are few buyers and many sellers buyer power is high. Generally buyers go for customized software, on time investment, which makes them more concentrated. 1.4.3. Buyers price sensitivity: If the consumer is price sensitive well educated regarding the product, the buyer power is high. Market is highly price conscious promotion driven. Outsourcing has major role in Indian software industry; international clients are more prices sensitive. 1.4.4. Buyers information availability: As the software products are developed based on clients requirements, buyers are well informed about the software products. 1.5. Threat of substitute products This is a somewhat dicey point. The boundaries of the â€Å"online collaboration software† market are very vague. Under the banner of â€Å"enable remote teams to work together†, just about anything under the sun can be passed off as an online collaboration solution – email, a document manager, social networking sites, activity streams, project management solutions, mind mapping solutions, web conferencing solutions, intranet tools, real time coauthoring, IM and more. Recent times have seen a minor convergence of sorts, where solutions integrating many of the above mentioned tools – business email service, document management, project management, workspaces etc. in a single suite have hogged thelimelight. With all these vaguely similar solutions looking to serve the same core need, you can bet the market is packed like sardines in a tin. CHAPTER II – COMPANY ANALYSIS 2.1. Company profile Mahindra Satyam formerly known as Satyam Computer Services Limited is an Indian IT services company based in Hyderabad, India (Now it became Tech Mahindra effective from 26 June 2013 with merger approval by Andhra Pradesh  and Maharashtra high courts).It was founded in 1987 by B RamalingaRaju. Mahindra Satyam is a part of the Mahindra Group which is one of the top 10 industrial firms based in India.Mahindra Satyam is a part of the USD 7.1-billion Mahindra Group which is one of the top 10 industrial firms based in India. The company offers consulting and information technology (IT) services spanning various sectors, and is listed on the New York Stock Exchange, the National Stock Exchange (India) and Bombay Stock Exchange (India). The company offered consulting and information technology (IT) services spanning various sectors, and was listed on the Pink Sheets, the National Stock Exchange (India) and Bombay Stock Exchange (India). Mahindra Satyam (OTC: SAYCY), a leading information, communications and technology ICT company providing top-class business consulting, information technology and communication services. Leveraging deep industry and functional expertise, leading technology practices and a global delivery model, enable companies achieve their business goals and transformation objectives. Mahindra Satyam is ranked #5 in Indias software services firms behind Tata Consultancy Services, Wipro, Infosys and HCL Technologies and overall #161 in Fortune India 500 list for 2012. Powered by a pool of talented IT and consulting professionals across enterprise solutions, client relationship management, business intelligence, business process quality, operations management, engineering solutions, digital convergence, product lifecycle management, and infrastructure management services, among other capabilities. | | Vision –â€Å"To be the world’s most valued ‘ICT’ Company†| Development and delivery centers in the US, Canada, Brazil, the UK, Hungary, Egypt, UAE, India, China, Malaysia, Singapore and Australia serve numerous clients, including several Fortune 500 companies. Part of the $14.4 billion Mahindra Group, a global industrial federation of companies and one of the top 10 business houses based in India. The Group’s interests span automotive products, aviation, components, farm equipment, financial services, hospitality, information technology, logistics, real estate and retail. * Customer First: Respond to customers speedily, courteously and effectively * Good Corporate Citizenship:Seek long-term success for all stakeholders without compromising on ethics or transparency * Individual Dignity:We value the individual, uphold the right to express disagreement, and respect the time and efforts of others. Nurture fairness, trust and respect * Professionalism: We impart freedom and the opportunity to excel and to grow; support innovation and well-reasoned risk taking, demanding performance * Quality focus: We make quality a value driver in our work, our products and our interactions. Do it â€Å"First Time Right† In the reoriented turf of global markets and trends, new capabilities and agility hold the key to business continuity and sustained profitability. Leaders at Mahindra Satyam in their unique roles as corporate executives, address these fundamental activities of the corporate office. They have a team of truly global players who have helped the Company emerge as a global player of reckoning. CP Gurnani (popularly known as CP) is the CEO of Mahindra Satyam and MD of Tech Mahindra.CP played a pivotal role in the three year transformational journey of Mahindra Satyam and is spearheading the eventual merger with Tech Mahindra. VineetNayyar serves as Chairman of Supervisory Board of Tech Mahindra GmbH. He is also a trustee of Vidya Education Foundation, Cathedral Vidya Trust, Mahindra Education Foundation and Mahindra Satyam Foundation. 2.2. Mahindra Satyam services Mahindra Satyam provides services in the following areas: * Aerospace and Defense * Banking, Financial Services Insurance * Energy and Utilities * Life Sciences Healthcare * Manufacturing, Chemicals Automotive * Public Services Education * Retail * Consumer Packaged Goods * Travel, Transport, Logistics * Telecom, Infrastructure, Media and Entertainment Semiconductors * Information Technology Their expertise has made them the choice of three of the top five companies in food products, two of the top five in pharmaceuticals, four of top the five in networking and communication equipment, two of the top five in chemicals, three of the top ten in aerospace and defense, four of the top ten in electronics and electrical equipment, five of the top ten in automotive and automotive parts, one of the top five in industrial and farm equipment, three of the top ten in gas and oil, and one of the top three in semiconductors. 1. AEROSPACE: The Mahindra Aerospace division was created in 2007 to expand our existing automotive and manufacturing expertise to the growing aerospace industry. Through their Components sector (known internally as the Systech sector), they acquired several companies with design and manufacturing experience. 2. AFTERMARKET: Theyentered the aftermarket industry in 2001 to create a business ecosystem for pre-owned cars that mirrors the ecosystem for new cars. They have set about to professionally organize the pre-owned car industry in India so that you can trust you’re getting a quality vehicle. Mahindra First Choice Wheels is India’s first multi-brand pre-owned car business. 3. AGRIBUSINESS: The Mahindra Groups close linkage to rural India and agriculture is almost as old as the company itself. Their tractor business, more than forty years old, continuously sets new benchmarks for reliability and quality—a fact reflected by our 40 percent market share in India. 4. AUTOMOTIVE: In 1947, they introduced India to the utility vehicle. More than 65 years later, theyre still Indias premier utility vehicle (UV) company, but theyve also grown quite a bit. In addition to making groundbreaking UVs like the Scorpio and Bolero, Mahindra offers cars, pickups, and commercial vehicles that are rugged, reliable, environmentally friendly, and fuel-efficient. 5. COMPONENTS: They entered into the components industry (known internally as Systech) as Indias global competitiveness took off. Leveraging domain expertise in the automotive and farm equipment sectors and a series of acquisitions, we have grown rapidly in skill and scale. 6. CONSTRUCTION EQUIPMENT: Mahindra Mahindra entered the Construction Equipment industry in February 2011 with the launch of the Mahindra Earth Master Backhoe Loader. Already one of the world’s largest markets, demand for construction equipment is growing in India. Their unparalleled dealer network makes the Earth Master available across the country. 7. CONSULTING SERVICES: Through our consulting services, we help companies keep up with the fast-changing business climate. Their special Services Group is constantly reevaluating its information security and risk management processes as the environment shifts, dealing with known threats and anticipating future risks. 8. DEFENSE: Theyve been involved with defense systems since 1947 when we became importers, assemblers, and then adapters. From there, they have moved into designing and constructing our own line of armored vehicles to become the largest private sector supplier to the government.Theyve now expanded into defense systems like sea mines, surveillance solutions, weapons, ammunition, and more. 9. ENERGY: First, they envision bringing reliable and innovative power back-up solutions to India that ensures an uninterrupted power supply for all the critical sectors of the economy. Their line of diesel generators offers electricity backup to remote locations to power banks, hospitals, schools, businesses, and industry. 10. FARM EQUIPMENT: Through this network of services, they aim to empower the rural farmer and transform rural productivity, income, and living standards. They are willing to improve farm lifestyles by making hard work easier, increasing yields, and increasing returns. From low cost tractors that cater to farmers with marginal landholdings, to higher performance tractors with superior features, theyve revolutionized the farm equipment space. 11. FINANCIAL SERVICES: Mahindra Finance and its subsidiaries offer a complete range of financial services and insurance solutions for both businesses and personal life. Their flagship financial services business provides vehicle, asset, and personal financing. Their general and life insurance broking services provide customers with security and protection. 12. INDUSTRIAL EQUIPMENT: Mahindra entered the industrial equipment market in 1992 with a range of high-efficiency conveying equipment for the cement industry. Their longstanding experience in manufacturing gave us a firsthand understanding of the importance of reliable and effective material handling equipment. They quickly expanded to serve the power plants, heavy chemicals, and mineral processing in addition to cement. 13. INFORMATION TECHNOLOGY: Mahindra has a leading presence in the global Information Technology (IT) industry, offering a full range of IT solutions and support through four outstanding companies with special expertise. They design industry-specific IT solutions to help our clients take advantage of the new opportunities and adapt to the new challenges of a changing world. 14. LERE HOSPITALITYISU: When they entered Leisure Hospitality in 1996, very few affordable vacation options were available for Indian families. They saw a tremendous opportunity to open up a new industry and bring real benefits to a large segment of underserved customers. 15. LOGISTICS: The transportation needs of our automotive sector drew us into the logistics business in 2000. The success of our internal strategic operation led our expansion to serve a variety of corporate customers across many industries. 16. REAL ESTATES: Their innovative integrated business cities are revolutionizing the way Indians work, live, and play. Working with the Indian government’s Special Economic Zone scheme, they’ve created two brand-new cities designed to facilitate business excellence and a relaxed, healthy lifestyle. 17. RETAIL: Their first retail foray, the Mom Me retail chain, positions us as first movers in the market for maternity and baby needs. Before their entry, Indian mothers had to visit an array of shops to buy here, baby healthcare supplies there, and nursery furniture at a third place. 18. TWO WHEELER: Mahindra became the first Indian two-wheeler manufacturer to enter the Moto Grand Prix Championships, showcasing their engineering and technology expertise on a platform where the best in the world compete. We aim to grow into a major player in the Indian Two Wheeler industry with a robust presence in all product segments. 2.3. SWOT Analysis Strength 1. Global Presence 2. Broad range of research and development services 3. Broad service portfolio 4. Strategic alliances 5. Strong financial position, company has revenue of US $ 1.8 billion and employee strength of 33,353 Weakness 1. Low operating margin of other group of companies. Opportunities 1. New Brand Identity and synergy with the parent company 2. Launching BPO services 3. Huge potential in domestic market 4. Increasing in Global IT spending Constraints 1. Potential negative impact of Satyam related litigation 2. Emergence of potentially disruptive technologies/practices, data security breaches 3. Fluctuations in currency exchange 4. Process Non-compliance 5. Increasing cost of Human capital 6. Risk due to increasing IT complexity 2.4. HR Departments at Mahindra Satyam Various departments under HR functions has been divided into 5 parts mentioned below 1. Recruitment 2. Generalist(Business HR/ Unit HR) 3. Training Development 4. Compensation benefits 5. MSLW(Mahindra Satyam Learning World) Recruitment: The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates motivations and their fit with organizational requirements by interviewing and other assessment techniques. Generalist(Business HR/ Unit HR) : This department understands the business areas they support, key drivers in developing that business, potential barriers to the success of the business and through this understanding and delivering customer focused HR solutions to the business to support its strategy. Training Development: Handles a planned activity conducted after a thorough need analysis and target at certain competencies, most important it is to be conducted in a learning atmosphere in order to improve an employee’s performance. Compensation benefits: The Compensation Benefits (CB) specialist looks after the pay structures and fringe benefits of employees within the organisation. The role aims to provide equity and consistency in how salaries and benefits are put together across different levels. At their most strategic level,  the CB specialist can devise salary levels, incentives, commission structures and benefits packages that can affect the performance of an entire organization. MSLW (Mahindra Satyam Learning World): an  enterprise-wide learning ecosystem that captures and delivers the learning and development needs of all our associates through a single platform has been setup. Courses such as induction, entry-level training, continuous competency development, performance evaluation, and career-path development have been offered. 2.5. Structure of Recruitment department at Mahindra Satyam Figure 1 Depicts the structure of the HR Recruitment department at Mahindra Satyam Management Campus Associate Referral Msat Career site Recruitment Agencies Print Media Engineering Campus E Sourcing Direct Applications Recruitment Lead Recruitment Lead Recruitment Lead Team Members Team Members Team Members CHAPTER III – DISCUSSION ON TRAINING 3.1 Roles and Responsibilities 1. Roles * Sourcing profiles * Scheduling interviews * Collect the list of short listed candidates from the tech panel * Conducting HR Round * Collecting required documents for offer release * Preparing trackers on status of the candidates(Shortlisted/Rejected) 2. Responsibilities * Releasing offers * Ensuring that the pre-job formalities have been done before on boarding 3.2 Description of task a) Sourcing profiles as per the Job Description b) Calling the candidates and assuring with them whether they are looking for a job change or not. Collecting information such as Total experience (Texp), Total relevant experience (Rexp), Current salary (CCTC), Expected salary (ECTC), Current location and Notice period (NP). The format is shown below in the table. c) Sending the profiles of the interested candidates to the technical panel. The report was in below shown format. Table no.1 Depicts the format in which the details of the interested candidates are sent to the tech panel S.no| Name | Email id | Contact No.| Current Company | Texp| Rexp| CCTC| ECTC| NP d) Scheduling interviews (Telephonic / face 2 face) for shortlisted candidates and sending interview call letters to the candidates. e) Blocking the schedule of the tech panel as per time slot provided by the candidate. f) Verifying whether the interview has been done as per the schedule. If not rescheduling the interview if required. g) Checking with the tech panel whether the candidate has been shortlisted or rejected. h) If shortlisted, whether the candidate has to take up another round of interview (generally with the clients). i) If the candidate has cleared all the mandatory rounds, conducting a HR round with candidate. Asking questions such as why are you looking for a change, negotiations on CTC, communication skills and rating them accordingly in the IOS sheet (Interview Observation sheet). The rating in the IOS Sheet is in the form of SMART. Example of IOS sheet is shown in Figure no. 3 All the details in the IOS are filled up as per the candidate’s performance in the Technical and HR round: 1. Circle: Circle in the IOS refers to the Competency development group i.e entire Mahindra Satyam is divided according to the functions they perform. The Competency development group(CDG) comprises of three parts a) Integrated engineering services (IES) * PEG (Product Engineering services) * AES (Aerospace engineering services) b) Infrastructure management services(IMS) c) Consulting Enterprises Services (CES) 2. Applicant id : It is generated through ERP system i.e. Oracle people soft system by giving in some information such as Passport No, Date of birth, e-mail id and providing in all general details of the candidate. 3. Rating: Tech panel and HR rating are as per SMART scale wherein S – Excellent M – Good A – Average R Below average T – Inefficient 4. Band: Mahindra Satyam does not have designation rather it has bands to represent the position and the roles of an employee. They have bands such as S1 , S2 , U1 , U2 determined by years of experience and various other factors. 5) Deviation: They could be certain deviation from the interviewers matrix, they are: * Hike deviation: Generally Mahindra Satyam provides a salary hike of 30% on the current CTC. But if the candidate is expecting salary hike * more that 30%. Then it is called as deviation in the salary matrix; in that case we need approvals. * Grid deviation: If the candidates are demanding a higher band than the provided band, then we need to take approvals from Chief operating officer. 6) Notice Pay: If the candidate has a certain notice period and we want the candidate to join immediately. Then few companies have buy out option so that the companies relieves the candidate immediate on the payment of certain amount. That is known as Notice pay. 7) Background reference no.: Before an employee is given an offer letter, Mahindra Satyam has a background check of the candidate. Documents such as address proof, virtue template, previous company service certificate, Current Company offer letter, 2 months’ salary slips, highest degree certificate and mark sheets are to be produced to the BG vendor for the BG verification. Once BG verification is done, BG vendor produces a BG Reference no. which assures that all the provided details are correct and also can be used for future reference checks. Figure No.3 Depicts the IOS Sheet j. Sending a list of documents that the candidate is supposed to send for BG verification and Offer release if he/ she has been shortlisted. k. Releasing  the offer letter of the candidate through the ERP system if all the supporting documents and background check has been done. l. Preparing a tracker on how many candidateswhere scheduled for the interview and how many candidates have been shortlisted. Was the requirement closed or not. If not, checking what were the qualification or key words for the selected candidates so that it can be used for further search of candidates. m. Calling and updating the selected candidates the DOJ as they might be certain rejections from candidate side. n. To assure that the new joinee has done all pre – joining formalities (To fill up the virtue in the company website, Health checkup etc.) to avoid any discrepancies during on – boarding. CHAPTER IV – ANALYSIS OF RESEARCH UNDERTAKEN 4.1. Background In the current corporate scenario, the most important resource for any organization is Human Resources. Managing human resources has become ever more complicated through the generations. In Human Resource Management, recruitment plays a very crucial part. Recruitment creates a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Undertaking this process is one of the main objectives of management. Indeed, the success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs. People are integral part of any organization today. No organization can run without its human resources . In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type  of people on organization needs. Job analysis and job design enables to specify the task and duties of hobs and qualification expected from prospective job HRP, job analysis, job design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. An enterprises grows, diversifies, take over the other units all  necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist. Hiring involves two board activities:- 1. Recruitment 2. Selection 4.1.1. Recruitment: It refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means through online, newspapers, using newspaper dedicated to job advertisement. A recruitment process should be: * Efficient Cost effective in method and sources * Effective Producing enough suitable candidates * Fair Ensuring that decisions are made on merit without discrimination 4.1.2. Selection:Selection is the process of identifying individuals who have relevant qualifications/experience/skills and competencies to fill in the jobs. Once there is a pool of applicants for a job, the next step is to select the best candidate for the job. Selecting the right employees is critical because: †¢ The organizations performanceisdependentonitsemployees.Employeeswiththerightskillsandattributeswilldoagoodjob. †¢Itiscostlytorecruitandhireemployees.Hiringandtraining a new employee costs a lot of money †¢ Incompetenthiringcouldimpactthe organization inabigway.Theemployeemaycommitwrongfulactthatwillimpactthe image ofthe organization adversely. 4.2. RESEARCH METHODOLOGY 4.2.1. STATEMENT OF PROBLEM For the leverage of organization development, efficient workforce is necessary. The purpose of the report is to overcome the recruitment challenges and improve the selection methods to hire efficient employees with the motto of low cost and profit maximization. 4.2.2. OBJECTIVES OF THE STUDY †¢To study the existing recruitment and selection process at Mahindra Satyam. †¢To study various factors involved in recruitment and selection process. †¢To find employers and employees opinion about present process and provide asuggestion for improvement. 4.2.2. SCOPE OF THE STUDY Recruitment life cycle starts from sourcing the profiles, through referral program or through any other sources we get required profiles for the next round. Once the candidate got selected, one needs to follow up the candidate till he/she joins the company. This project is useful to know about the entire recruitment cycle in Mahindra Satyam, including the effectiveness of recruitment cycle. 4.2.3. METHODOLOGY Sample Size Design: * 25 samples are collected from the employers. * 25 samples are collected from employees. Sampling Process: Convenience Sampling: A convenience is obtained by selecting ‘convenient’ population units. The method of convenience sampling is also called the chunk. A chunk refers to that fraction of the population being investigated which is either by probability or by judgment but by convenience. Sources of data collection: * Primary data:Data which were a fresh and for the first time. To obtain the primary data a questionnaire has been prepared for both the employers and the employees and were generated to get the feedback. And this questionnaire was designed to find out the effectiveness of Recruitment and Selection process. * Secondary Data: Secondary data is collected from internet, registers, records, journals, articles, magazines and annual reports of the organization to study the recruitment life cycle of Mahindra Satyam. Data collection Instrument: For the collection of primary data questionnaire has been used .Since it is one of the effective way of collecting the data but the design begins withanunderstandingofthecapabilities of aquestionnaire and how they can help in research. If it is determined that a questionnaire isto be used, the greatest care goes into the planning of the objectives. Tools for analysis: Percentage analysis: In percentage analysis, charts like bar chart and pie charts are used topographically represent the results from percentage analysis of the questionnaire. Limitations * The period for study is one month, so the detailed analysis about the process isdifficult. * The study was made only with limited number of samples. * The respondents may give false information. * The study is limited to Bangalore office 4.3. Recruitment process at Mahindra Satyam Recruitment Procedure in Msat: 4.4.1. Requirement: Whenever there is requirement in a project, respective project head shares the requirement in following format with the recruitment head. Format as follows Table no. 4 Represents the format when there is a vacancy No. of positions| | Years of experience| | Role of the profile| | Technical skills| | Job description| | Work location| | Salary range(if any)| | Once the recruitment head receives the above format, he/she shares with the respective team head of the recruitment, and then team head shares with the recruiter of that specific skills. 4.4.2. Sourcing: Once the recruiter receives the format, he/she starts sourcing. Sourcing is very important step in recruitment. As we know the definition, right person at right time in right position is the motto of recruitment. So to get right candidates, sourcing is to be done by using different sources. Mainly we source from naukri, monster and recruitment agencies. Firstly we check referees and then we go for external sourcing methods. Depending on the number of positions it to be filled, recruiter sources the profiles accordingly. Recruiter also source profiles till technical team satisfied with the profiles and till the positions got filled. 4.4.3. Interview: Once the recruiter get the required number of profiles, shares the profiles with the technical team by keeping the profiles in track to avoid duplicates. Technical team shortlist the profiles either by telephonic or face to face interview and then shares the shortlisted profiles to the recruiter. Recruiter then conducts hr discussion and salary discussion with profiles and then sends all the documents of the candidate to BG team. 4.4.4. Offer letter: If the shortlisted candidate profiles are gone through the BG team, and if they are not fake, offer letter will be released to the candidates. Depending up on the notice period of the candidate’s current company offer letters are released. 4.4.5. Joining: Once the candidate received the offer letter, he/she may join or may not join the company. Joining of the candidate is very crucial part in entire recruitment life cycle. One needs to solve the issues of the candidate related to joining. Candidate may or may not satisfy with salary offered, may or may not interested in the role discussed or may fail to complete joining formalities. Follow up team plays very crucial role in recruitment, this team is responsible to increase the percentage of joining then rejections. Their main role is to solve all the concerns of the candidates as soon as possible and negotiate with them to join in the company then the mentioned date in offer letter.Roles and responsibilities of follow up team will be discussed in the next project. 4.4.6. Findings: COMPARITIVE ANALYSIS Net Joining Figure no. 2 Depicts the net joining of Mahindra Satyam with various other competitors for the year 2012 2013 | Q1| Q2| Q3| Q4| Infosys| 1026| 7646| 5311| 3041| TCS| 3271| 10717| 12497| 11700| Wipro| 4854| 2975| 3591| 2894| Mahindra Satyam| -932| 346| 764| 434| Source: cite hr Comparison: Table No.4 Net joinings when compared with competitors (Quarterly) * The highest recruitment in the FY2012-13 was done by Tata Consultancy Services. * Mahindra Satyam has shown signs of revival very strongly post the rough patch the organization faced in 2009. * The Referral fee paid in India of the three organizations are given below : The maximum referral fee paid is equal for all the three organizations. The Minimum referral fee paid is the highest in Mahindra Satyam. The referral fee paid abroad are given below – | Infosys| MahindraSatyam| TCS| Min| $1000| $750|  £750| Max| $3000| $2000|  £2,000| The minimum referral paid for referrals abroad is $750 (Mahindra Satyam) and the maximum is $3000 (Infosys). Non Cash Rewards – Mahindra Satyam: At Mahindra Satyam, every quarter the B-Channel Team develops a new scheme which involves non cash rewards (Ex. IPhone, LCD TV, etc) where the employee with highest number of referrals (joinings) is presented the prize. The referral fee is also paid during these schemes. Apart from this, employees who have referred a considerable number of applications are presented with prizes (Ipod, MP3 Players, Travel Vouchers,etc). This is done with a view to encourage employees to participate in the employee referral program and do not get discouraged by the fact that only one employee has won the prize. Infosys TCS: Infosys TCS do not have a policy of giving non cash rewards to its employees in the Employee Referral Program. Wipro:- Wipro gives out non cash rewards in the form of LCD T.V., Home Theatre, Foreign Holidays, etc. 4.4. ANALYSIS AND INTERPRETATION OF DATA Charts Prepared Based on Hr.’s Employees Feedback 4.5.5. DEMOGRAPHICS OF THE RESPONDENTS: 4.5.6.1. AGE Table no.5 Showing different age groups of the respondents (N=50) AGE | NO. OF RESPONDENTS| PERCENTAGE| 18 – 25 | 12| 24| 26 – 35 | 21| 42| 36 – 45 | 10| 20| 45 Above | 7| 14| (Source: Primary Data) Graph no.1 showing different age groups of the respondents Inference:From the above table it can be analyzed that 24% of the employees were between the age group 18-25 (young age), 42% of the employees were between the age group 26-35 (mid-age) , 20 % of the employees were between 36 – 45 years and 14 % are above the age of 45. 4.5.6.2. GENDER Table no. 6 Showing gender of the respondents (N=50) GENDER| NO. OF RESPONDENTS| PERCENTAGE| | | (%)| FEMALE| 18| 36| MALE| 32| 67| TOTAL| 50| 100| (Source: Primary Data) Graph no.2 Showing Gender of the respondents INFERENCE: From the above graph it can be seen that 67% of the employees are Male and 33% were Male and hence it can be inferred that the company has more male employees. 4.5.6.3. YEARS OF EXPERIENCE Table No. 7 Depicts the years of experience of respondents (N=50) Years of Experience| No. of respondents| Percentage| 0 2 years| 6| 12| 3 5 years| 16| 32| 6 8 years| 12| 24| Above 8 years| 16| 32| (Source: Primary Data) Graph no.3 Showing years of experience of the respondents INFERENCE : From the above graph we can say that 12% of the respondents are having 0 – 2 years of experience, 32% are having 3 – 5 years of experience, 24% are having 6 – 8 years of experience and 32% are having above 8 years of experience. So it can be analyzed that there are majority of employees who are having 3 – 5 and Above 8 years of experience. 4.5.6. FEEDBACK FROM THE HR PERSONNEL 4.4.2.1 Major source used for recruitment Table No. 8 shows the major source used for recruitment process (N=25) Source| Respondents feedback| Percentage| Campus recruitment| 4| 16| Sourcing (Job Portals)| 9| 36| Employee referrals| 7| 28| Consultancies| 5| 20| (Source: Primary Data) Graph no.4 Depicts the major source of recruitment INFERENCE: From the above table it is clear that the major source of recruitment is through sourcing through job portals i.e. 36% of the HR personnel use Job portals for recruitment process. However, it has been noticed that if the Employee is a fresher then Campus recruitment is a preferred source. And if it is a lateral employee then the other sources are mostly preferred. Since at Mahindra satyam they have HR recruiting team separate for freshers and laterals therefore the ratio varies. 4.4.2.2. Factor Which Affects To Recruit Best Candidate Table No. 9 Depicts the factors that influence to recruit the best candidate (N=25) Factor| Respondents Feedback| Percentage| Image of the organization| 4| 16| Internal organizational policies| 2| 8| Job Profile| 10| 40| Package offered| 8| 32| None of the above| 1| 4| (Source: Primary Data) Graph no.5 Factors which affects to recruit best candidate INFERENCE:So this implies that Job profile is the most attractive factor for influencing an individual to apply for a job at Mahindra Satyam followed by Package offered and Image of the organizational policies. 4.4.2.3. Employer’s opinion about the process for identifying job vacancies Table no.10 Depicts the process for identifying Job vacancies (N=25) Opinion| Response| Percentage| Step by step process| 17| 68| No step by step process| 8| 32| (Source: Primary Data) Graph no.6 Shows the process for identifying Job vacancies INFERENCE: 17 respondents said that their organization follow a step by step process withcertain rules and regulations in identifying job vacancies and 8 respondents said that their organization does not follow a step by step process with certain rules and regulations in identifyingjob vacancies. 4.4.2.4. If shortlisted applicant cannot be interviewed on the scheduled day Table No. 11 Shows what action is to be taken if the shortlisted applicant cannot be interviewed on the scheduled day (N=25) Opinion| Respondents| Percentage| Offer another date, location| 14| 56| Will hold the applicant| 7| 28| Exclude that person from the process| 4| 16| (Source: Primary Data) Graph no.7 Shows action to be taken if shortlisted candidate cannot be interviewed on the scheduled day INFERENCE: 56 % of the employers feel that it is better to offer another date, location as they don’t want to loose an opportunity to absorb the best candidate. 28 % would prefer holding the applicant and least employers would exclude that person from the process. 4.4.2.5. Barriers to Effective Recruitment and Selection Table No. 12 Depicts the Barrier to effective recruitment and selection process (N=25) Barrier| Response| Percentage| Shortage of qualified applicants| 7| 28| Competition for the same applicants| 9| 36| Difficulty finding and identifying applicants| 9| 36| (Source: Primary Data) Graph no.8 Shows the barriers of effective recruitment and selection process INFERENCE:The main objective of selection is to hire people having competence and commitment. This objective is often defeated because of certain barriers. It has been observed that both Competition for the applicants and difficulty in finding and identifying applicants is are the major barriers of the recruitment process. 4.4.2.6. Opinion of the employer for various questions These questionshave been clubbed together for ease of analysis since they have only two options Yes and No as their options. Table No. (N=25) Opinion| Yes | No | Is job analysis conducted for each position| 19| 6| Consider internal candidates before external recruitment| 21| 4| Do you accept late applications| 9| 16| Is JD provided for all job vacancies| 20| 5| organization measure the cost of recruiting sources| 17| 8| (Source: Primary Data) Graph no.9 Opinion of the employer for a set of questions INFERENCES: * It can be inferred from the above that job analysis is conducted for maximum roles however about 6 respondents out of 25 say that job analysis is not conducted for few roles. * 21 employers say that they consider internal candidates before external recruitment however 4 respondents contradict the statement. * 9 respondents said that they do accept late application as they don’t want to lose the right talent which is one of the major factors in recruitment â€Å"Choosing the right talent at the right place and right time†. So, it depends on the criticality of the Job/Role. But, 16 respondents out of 25 said that they don’t accept late applications. * It can be inferred from the above the graph no. 9 majority of then provide Job Description for all job vacancies however 5 respondents say that Job description is not provided which might lead to acquire improper talent. * It has been seen that out of 25, 17 say that Organization measures the cost of recruiting sources however 8 respondents said that organization doesn’t measure recruiting cost. Table No. 13 Opinion of the employer for a set of questions (N=25) Opinion| Yes | No | HR department perform all initial screening of candidates| 22| 3| Panel interviews are used| 15| 10| Allow a referee as a panel member| 4| 21| reference checks considered on all candidates| 18| 7| Validate the tests used in selection process| 20| 5| Graph no.9 Opinion of the employer for a set of questions INFERENCE: * 22 of 25 respondents say that they perform all initial screening of candidates however rest all say that they do not perform any initial screening. * 15 respondents say that panel interviews were used and 10 respondents say that they don’t prefer having panel interviews. * It can be inferred from the above tables that the person who gives reference cannot take interview of the candidate. * 18 respondents say that they perform reference checks and 7 respondents say that they don’t perform reference checks. * 20 say that they validate the test before taking interview since they have technical tests which might be helpful in screening the candidates and 5 said that they don’t validate the test. 4.4.2. Feedback from the Employees 4.4.3.1. Sources your organization rely heavily for recruitment Table No. 14 Depicts sources through on which Mahindra Satyam rely heavily for recruitment (N=25) Source| Respondents| Percentage| Internal| 16| 64| External| 9| 36| Total| 25| 100| (Source: Primary Data) Graph no.9 Source organization rely on for recruitment INFERENCE: Employees feel that their organization depends on internal sources i.e 64 % of the employees have a perception that their organization depends on employee referral rather than any other sources. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality  of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.4.3.7. Channel an individual would prefer easy to post resume Table No. 15 Shows Channel an individual would prefer to post resume (N=25) Channel| Response| Percentage| job sites| 8| 32| company websites| 2| 8| Consultancy| 5| 20| Referrals| 10| 40| (Source: Primary Data) Graph no. 10 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 40% of employees prefer posting their resumes to referrals as it is one of the effective sources of recruitment followed by job sites by 32%, consultancy by 20% and company websites by 8%. As it was seen in the previous inference drawn by the employers that employee referrals is one of the most effective source which attracted the pool of talent so is with the employees that they prefer posting their resumes to employees assuming that the probability to get selected is high. 4.4.3.8. Source through which the respondent got recruited at Mahindra Satyam Table No. 16 Source through which the respondents got recruited at Mahindra Satyam (N=50) Source| Response| Percentage| Newspaper sources| 2| 8| Journals/Periodicals| 1| 4| College recruiting| 8| 32| Employee referral| 9| 36| Job portals| 5| 20| (Source: Primary Data) Graph no. 11 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 9 Employees have been recruited through Employee referral, 8 being employed through college recruiting, , 5 through Job portals, 2 through newspapers and 1 being employed through periodicals/Journals. 4.4.3.9. Type of questions employers asked in the interview Table No. 17 Shows the type of questions asked during interview (N=25) Type of questions| Response| Percentage| Relaxing questions| 6| 24| Tough questions | 10| 40| Icebreaking questions| 9| 36| (Source: Primary Data) Graph no. 12 Depicts the type of questions asked during interview INFERENCE: It has been inferred that 40% of the interviewers prefer asking Tough questions during the interview whereas 36% prefer asking icebreaking questions and 24 % prefer asking relaxing questions. 4.4.3.10. Opinion of the employee for various questions These questionshave been clubbed together for ease of analysis since they have only two common options Table No. 18 Shows Opinion of the employee for various questions (N = 25) Opinion| Yes | No | Visit the website of the company before the interview| 19| 6| Ever rejected an offer in any company| 16| 9| Satisfied with the selection techniques | 17| 8| test and the interview process is lengthy| 9| 16| Were questions given prior to the interview| 0| 25| Were you comfortable with your interviewer| 15| 10| Were all the candidates interviewed in the same way| 20| 5| Were people involved in recruitment supportive to you| 18| 7| Was induction/training provided after joining | 12| 13| Graph no. 13 Depicts the Opinion of the employer for various questions INFERENCE: * From the above figure we can infer that 19 employees gothrough the company website before attempting the interview however 6 do not prefer going to the company website. * Depending upon various factors16 people rejected an offer from a company but 9 of them never rejected an offer. * In the recruitment process 17 employees are satisfied with the selection techniques and 8 employees are dissatisfied. * In the interview process 9 employees felt that the process has been lengthy and 16 employees felt that it was not much lengthy. * In the selection process none of the employees were given questions prior to the interview. * It can be inferred that 15 respondents of the 25 were comfortable during the interview however 10 of them felt uncomfortable during the interview. * 20 Respondents say that all the candidates were interviewed in the same way rest all say that they were biased. * It can be inferred that the recruitment team was pretty supportive to them with 18 out of 25 supporting the statement rest all were not satisfied with the recruitment team. * Training was provided to 12 out of 25 respondents rest all were not provided as major of them said that they already worked in the same domain was the main reason for not being provided training. 4.4.3. Analysis Of Opinion Regarding Respondent Being Employer And Employee And Rating About Recruitment Selection Process Table No. 19 Shows observed countfor rating on recruitment process (N=50) RESPONDENT | RATING ABOUT RECRUITMENT AND SELECTION PROCESS | | Effective | Very Effective | Not Effective | No opinion| Total| EMPLOYER | 5| 14| 5| 1| 25| EMPLOYEE | 7| 7| 6| 5| 25| Total | 12| 21| 11| 6| 50| Percentage (%)| 24| 42| 22| 12| 100| (Source: Primary Data) Graph no. 13 Rating about recruitment and selection process INFERENCE: 24% employers rated that the process is effective, 42% of employers ratedthat the process is very effective, 22% of employers rated that the process is not effective,12% of employers said no opinion about the process. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.5 Findings * A majority of the respondents prefer to post their resume through Job referrals and job sites. * The percentage analysis shows that the organization relies heavily on internal sources. * A majority of employees inferred that they are satisfied with the response given after recruitment. * A majority of employers inferred that there organization is following a step by step process with certain rules and regulations in identifying job vacancies. * The percentage analysis shows that the organization is conducting job analysis and job description for each job position. * Most of the employers inferred that they are measuring the cost for the recruitment sources by comparing the validated budget versus approved budget. * It has been inferred that the employees are satisfied with the present recruitment and selection process. * Major barrier for effective recruitment and selection process are competition for the same applicants with the competitors and difficulty in finding and identifying applicants * Major source of talent is obtained through Employee referrals. 4.6 Conclusions This project â€Å"A STUDY ON EFFECTIVENESS OF RECRUITMENT ANDSELECTION PROCESS† was helpful to know about the recruitment and selection process at Mahindra Satyam. This study inferred that most of the employers andemployees are satisfied with the present process. This study was helpful to study thesources of recruitment and selection techniques methods used.The study on recruitment and selection is more an ART rather than a process HR professional is having a big responsibility to hire a best person from the available talent pool. At the same time, one needs to be cost conscious. The employer should judge onindividual merits and set the same standards for all. In the present scenario, â€Å"It is the biggest challenge for a HR manager to hunt for talent. 4.7 Recommendations: * From the study, it is found that majority of the employees prefer to post their resume in companies website and referrals. So the company can have exclusive career link in its website to post resume. * By using a separate link with resume screening software, the resumes can be screened and managed effectively. * It has been noticed that relocation is the main problem for a candidate’s rejecting an offer. So by providing a good salary and accommodation, relocation problem can be solved. Thus the recruitment process can be made effective by retaining the recruited candidate. Since it has been seen that Employee referrals is one of the major source or recruitment. So the following steps could be taken to make the employee referral program more effective and productive – 1. Rapid Response – The referral team should respond to the referred candidate and referring employee within reasonable time so that the employee feels his contribution is being considered and recognized. 2. Priority Processing – The referred applications should be given a priority for processing over other sources to ensure that the employee and the referral feel that they are special. 3. Expedited Interviewing – To promise that all employee referral candidates are interviewed within a certain number of days. 4. 5. Increase Recognition – Apart from the monetary and non-monetary rewards, employee recognition should be emphasized on. This can be done by publicly recognizing employees and managers for participating in the process. It can either be a small personalized thank you note or even an announcement through the notice board. 6. Referral Activities – Visiting top performers and coach them through a talent discovery exercise to generate referrals for a particular need. 7. Educate and encourage – Fighting corporate policies that discourage social media participation and  educate employees and managers about how to effectively use social networks for professional purposes, and then encourage mass participation. Also educate them regarding the advantages of employee referral program, so that each and everyone actively participate in the process. Apart from that the organization can rely on proactive referrals in the following ways – 1. On-boarding Referrals – Through this step, the organization can ask the new hires to make referrals during on-boarding. This can be very effective as they would have a larger network to access from as compared to the present employee’s social network. 2. Follow up Interviews – Following a successful referral, interview the referring employee to thank them for the contribution they have made. Also find out how they sourced the new hire from their network and ask for additional referrals. 3. Referral Events – To hold referral events and hiring parties for referrals in order to garner attention, to educate and get spot referrals. 4. A Referral Database – To develop a pool of referrers who can be proactively approached. Select these individuals based on their past referrals and the likelihood that they would know someone with a particular skill set. BIBLIOGRAPHY 1. www.ere.net 2. www.hrworld.com 3. www.citehr.com 4. www.mahindrasatyam.com 5. www.infosys.com 6. www.tcs.com 7. www.timesjobs.com ANNEXURE STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employers) EMPLOYER PERSONAL DETAILS 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT 1. What type of process are there for identifying job vacancies in your organization? a) Follow step by step process with certain rules. b) No step by step process. c) Not aware. 2. Is job analysis conducted for each position? a) Yes b) No 3. Do you give consideration to internal candidates for all jobs before outside recruitment begins? a) Yes b) No 4. Do you accept late applications? a) Yes b) No 5. Is there any job description for each vacancy including the purpose, tasks and responsibilities? a) Yes b) No 6. Which recruitment source do you feel is effective from the below? a) Newspaper sources b) Professional journals/periodical c) Campus recruitment d) Employee referral e) Consultancies f)All the above 7. Does your organization measure the cost of these recruiting sources? a) Yes b) No If yes specify: 8. Identify any one factor which affects you to recruit best candidate? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above SELECTION 11. Do you have any standard pattern in selection process? (From initial interview to final placement) a) Yes b) No 12. Does HR department perform all initial screening of candidates? a) Yes b) No 14. Are panel interviews are used? a) Yes b) No 15. Can you allow a referee as a panel member? a) Yes b) No 16. Are reference checks considered on all candidates? a) Yes b) No 17. Are candidate telephone interviews, teleconferencing or video conferencing conducted before personnel interview? a) Yes b) No 19. Do you professionally validate the tests used in selection process? a) Yes b) No 20. What your organization will do if short listed applicant cannot be interviewed on the scheduled day? a) Offer another date, location. b) Will hold the applicant and used whenever needed. c) Consideration may be given to exclude that person from the process. d) No opinion. 21. Does your organization conduct medical examination for employees during selection process? a) Yes b) No 22. Finally rate the recruitment and selection process used in your organization a) Effective b) Very effective c) Not effective STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employees) PERSONAL DETAILS: 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT AND SELECTION 1. Did you visit the website of this company before coming for the interview? a) Yes b) No 2. What is your experience in this company? a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years 3. Which sources your organization rely heavily for recruitment? a) Internal sources b) External sources 4 .Which channel do you prefer easy to post your resume? a) jobsites b) company websites c) consultancy d) referrals 5. Through which source did you get recruited in this company? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral e) Job portals 6. Which type of recruitment sources reaches you soon? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral 7. Have you ever rejected an offer in any company? a) Yes b) No 8. State the reason for rejecting the offer. a) Relocation b) Salary c) Growth d) Others 9. State the reason for accepting the offer in this organization? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above 10. Are you satisfied with the response given after recruitment? a) Yes b) No 11. Are you satisfied with the selection techniques used in your organization? a) Yes b) No If No, give reason: 12. Do you feel that the test and the interview process is lengthy? a) Yes b) No 13. What type questions they asked you in the interview? a) Relaxing questions b) Tough questions 14. Did they give the questions prior to the interview? a) Yes b) No 15. Did you felt comfortable with your interviewer? a) Yes b) No 16. Were all the candidates interviewed in the same way? a) Yes b) No If No, state reason: 17. The people who are all involved in the recruitment and selection process were very supportive to you a) Yes b) No 18. The final decisions about the appointment should be based only on merit? a) Yes b) No If No means state reason: 18. Did your organization provide you induction or orientation programme after placement? a) Yes b) No If yes means mention how effective and useful, 20. Finally how much you satisfied with the present recruitment and selection processfollowed in your organization? a) Satisfied b) Highly satisfied c) Dissatisfied d) Highly dissatisfied e) No opinion

Integrity and Supererogation in Ethical Communities Essay -- Sociology

Integrity and Supererogation in Ethical Communities ABSTRACT: This paper explores the connection between supererogation and the integrity of ethical agents. It argues two theses: (1) there is a generally unrecognized but crucial social dimension to the moral integrity of individuals which challenges individual ideals and encourages supererogation; (2) the social dimension of integrity, however, must have limits that preserve the individuals's integrity. The concept of integrity is explored through recent works by Christine Korsgaard, Charles Taylor, and Susan Babbitt. A life of integrity is in part a life whereby one 'lives up to' one's own deeply held values. Yet, as one seeks to transcend the realm of the morally customary or the dutiful, one must check one's progress not only against one's own ideals but against the ideals and behavior of the ethical community. To answer affirmatively to one's own ideals is to hear the call of integrity both from within oneself and from without. However, by being free to hear, the freedom to close one's ears inevitably will arise. Only actions displaying such freedom can be actions of moral integrity. Since supererogatory actions are always left to an agent's discretion-that is, are fully optional-they show in paradigmatic fashion the integrity of moral agents. While an ethic of integrity and supererogation provides challenges to members of an ethical community by encouraging them continually to reevaluate their actions and character in reference to postulated ideals, it also leads us to be quite wary of judging individual's moral motives from the outside. A passage by Jonathan Kozol is cited that suggests our society routinely demands supererogatory action from its poorest members. This i... ...lly published 1958. Murphy, Liam B. 1993. The Demands of Beneficence. Philosophy and Public Affairs 22 (4): 269-292. Nagel, Thomas. 1986. The View from Nowhere. New York: Oxford University Press. Putnam, Robert. 1993a. Making Democracy Work: Civic Traditions in Modern Italy. Princeton: Princeton University Press. Putnam, Robert D. 1993b. The Prosperous Community: Social Capital and Public Life. American Prospect 13: 35-42. Putnam, Robert D. 1995. Bowling Alone: America's Declining Social Capital. Journal of Democracy 6 (1): 65-78. Singer, Peter. 1986. Famine, Affluence, and Morality. In Introduction to Philosophy: Classical and Contemporary Readings, ed. John Perry and Michael Bratman: 573-580. New York: Oxford University Press. Originally published 1972. Taylor, Charles. 1992. The Ethics of Authenticity. Cambridge, MA: Harvard University Press.

Eragon Essay

Often, heroic characters have to make tough choices in life; occasionally, the result of said choices is not to the individual’s benefit, but the outcome may bring joy to other people’s lives. In Christopher Paolini’s Eragon, coincidences, decisions, and desires combine to change Eragon’s life forever. Eragon is a hard working farm boy who shows a great deal of patience, honesty, and curiosity. He showcases these skills when hunting for food, and by coincidence he discovers a mysterious blue stone which he decides, out of curiosity, to take home with him. This â€Å"egg†, which happens to hatch into a dragon; this discovery becomes a turning point in Eragon’s life and he knows it could enable his way out of a long and tedious life. In fact, Eragon’s decision to keep and ultimately raise the dragon triggers his transformation from a boy to a dragon rider; forever altering his destiny, he will have to travel and meet new people. He will have to make sacrifices and must accept the consequences to bring peace to Alagaesia; and he will make the inevitable choice of raising this dragon (Saphira) and training himself and his dragon to kill the Ra’zac and overthrow the Empire. In this commitment, Eragon shows that a point in a person’s life where an event dramatically changes who or what he/she will become. Eragon’s decisions bring consequences and responsibilities’ compel him to fight for something in life and stand up for what one believes in. People can lead their lives one way and know what their destiny might be, only to have coincidences alter their lives for the better, or the worst. As Eragon’s quest begins he shows how any person with desire, passion, and hard work can prove himself to be a man of honour, and bravery. Coincidences can lead someone to meet different people, and see new places. A person’s life can ultimately be altered because of one coincidence and can change the course of his/her life in a good or bad way. Eragon’s life takes a dramatic turn after coincidently finding the egg while hunting for food, for his family. After finding the egg and realizing it is a dragon Eragon knows he has to do what he was destined to do: train Saphira and overthrow the Empire. â€Å"He raced home, trying to escape the dragon†¦ my dragon† (pg. 6) This mindset of Eragon shows that as much as he wants to escape the dragon, he can’t because he has made a special bond with the dragon and will inevitably raise her as his own, and because Eragon’s eye that catches the stone in the forest leads him to become the next dragon rider and to overthrow the evil reign of King Galbatorix. Also by coincidence, there is a story teller (Brom) who lives in Eragon’s village who has a great deal of knowledge about dragons and magic, and decides to aid Eragon in his journey. After Eragon is aware that Brom is willing to help him, this pushes Eragon to make the decision and to take the responsibility as the next dragon rider. Eragon learns a great deal from Brom, who becomes one of his closest friends who also ends up being a dragon rider many years ago. Being the good friends they become Brom aids him and Eragon has the knowledge and strength to defeat Durza (Galbatorix’s Shade). When captured by the Ra’zac and almost being killed, another coincidence occurs when a mysterious figure scares away the Ra’zac saving Eragon’s, Brom’s and Saphira’s lives. This mysterious person, whose name is Murtagh, also joins Eragon in his journey and assists him in killing the Ra’zac. This coincidence results in Murtagh saving Eragon’s life and continuing their journey, as well finding a helper in Murtagh to support him in his journey. †Who are you? † â€Å"Murtagh† (pg. 268) Not only does Murtagh save their lives but he plays a big role in helping Eragon, but shows how without Murtagh he would not make it as far as he did. Knowing Brom dies shortly after) Making a decision can alter someone’s life forever, and there is no going back especially when the decisions affects other people’s lives as well, making the decisions irreversible. Eragon makes the decision to keep the egg and when it hatches and to raise Saphira as his own, this leads to the Ra’zac coming to his doorstep and killing his uncle. This is a significant event because Eragon’s uncle was practically his father and making the decision to keep the egg results in his uncle’s death, and without him he feels lost; however, the bond he creates with Saphira is so immense, that only death can break it. The Empire is alerted that Eragon has the egg, and the send the Ra’zac to retrieve the egg back for the King. Making the decision to keep the egg is what instigates his entire journey and creates that special bond with his dragon. Eragon makes the decision to pursue the killers to avenge his uncle’s death and to bring peace to Alagaesia. He changes his life by pursuing the Ra’zac wanting the satisfaction of doing to the Ra’zac what they did to his uncle and feeling obligated to his uncle for all that he has done in his life to apprehend the murderers â€Å"What do you want me to do†¦ ursue the strangers? † (pg. 92) He asks this of Saphira, who agrees with Eragon to pursue the strangers. With this one decision of following the killers, he changes his life dramatically and if he succeeds, he can change everybody’s life for the better. Eragon decides that he cannot continue his journey without more help, so he travels to the Beor Mountains to seek help from the Varden, a rebellious group also against the Empire. After Brom dies, Murtagh helps him; however, this is not enough after he knows he has too many enemies: Urgals, the Ra’zac and Durza the shade. It is a desperate path to take†¦ We are desperate† (pg. 320). This decision is a great benefit to Eragon because he gets all the help he needs, meets the person who has been in his dreams in Arya (an elf from the Varden who is trapped) and eventually kills Durza. When a person desires something in life, he/she will do whatever it takes to achieve it, sometimes the desire is so strong that is can change someone’s life. Eragon has a desire to avenge his Uncle Garrow’s death after the Ra’zac brutally murders him. This eventually changes his life, because of chasing the killers. And what would give him more satisfaction than hunting down the strangers? †(pg. 93) He asks Saphira how he can satisfy himself, then realizes hunting them down and killing them would be the only way to achieve total satisfaction for his burning desire to avenge his uncle as well as finally feeling the sense of accomplishment of the commitment he made. Eragon has a desire to become the very best he can at magic, and swordsmanship, this pushes him to become the best so he can fend off for himself and not rely on others to help him. It is time for you to use the blade†¦ We’ll cut each other to ribbons†¦ Not so. Again you forget magic† (pg. 159) This is when Eragon and Brom have their daily sparring, where Brom teaches Eragon how to fight with a sword and magic, his desire to become the best shows when he wants to learn something new every time they spar. After seeing Arya imprisoned in his dreams, he is determined and has a desire to rescue her. Arya, who ends up being the elf that sent the egg to Eragon in the first place. â€Å"I expect the queen’s hostility will abate. The fact you rescued Arya will greatly help our case with her† (pg. 410) The queen is somewhat against having a dragon rider joining the Varden, but because he had a desire to rescue her and risked his life saving Arya, the queen allows Eragon to join. Sometimes in life people have to make tough choices that will positively or negatively affect others around them. The choices we make can change our and other people’s lives forever, there are many things that may change how our life is played out, coincidences, decisions, and desires just being a few.