Thomas Jefferson on Slavery and Race

B. Jefferson on Slavery and Race The terms of the emancipation proposal considered by Virginia legislators were all slaves born after the act would go on with their parents to tillage, arts or sciences, until girls (18) and boys (21) would colonize to places that â€Å"render the most proper† out with arms and domestic animals to declare them free and independent and extend the alliance and protection.Jefferson believes blacks are inferior to whites, he differentiates the two races by stating the obvious first, color, figure, hair, odor, he also states how they are harder working and don't require as much sleep. He also includes how adventuresome they are, they desire love more and are more sentiment and their â€Å"griefs are transient. † â€Å"This quality is the germ of all education in him. † Slavery influenced masters and other whites in ways of creating â€Å"boisterous passions† that created degrading comments to one another.This is spread through t he children and other whites seeing or being raised only one way of seeing a â€Å"master† degrade his slaves. Slavery influenced slaves that they prefer ways that avoid areas that can or have made work for them. Jefferson said â€Å"l tremble for my country when I reflect that God is Just† because e believes slavery is not right, he hopes for the total emancipation and that slavery is â€Å"disposed in the order of events with the consent of the masters. Jefferson's hopes for the end of slavery differed from his fears because he hoped of an emancipation, which happened. Rather than slaves taken from â€Å"masters† which would anger them. Jefferson's notes do not seem to be something typical of the era or that most would agree on, slavery and segregation were very strong and blacks were not even considered or thought of to have human rights like they have today during that era.

Hamlet: The Tragic Hero Essay

Hamlet’s flaw is that he has a hard time carrying out his plans; he does not have the raw passion that enraged Laertes (). Hamlet took time to think about his actions and the consequences for his plans, many times did he think of doing them, yet he did not carry out them out. Hamlet was not a forgetful, evil character, but more of a tragic hero. The beginning of the play sets out the story and the Ghost of Hamlet’s late father reveals the truth about his murder to his son. He tells Hamlet to avenge his death. Hamlet’s response seems like he has quick plans to carry out his fathers wishing, by saying â€Å"Haste me to know’t that I with winds as swift†¦ May sweep to my revenge.† (I v 33-5) Unfortunately, Hamlet’s inability to act on his father’s extortion has him reluctant to kill the King Claudius by the end of that very scene, when he says, â€Å"This time is out of joint, O cursed spite – that I was ever born to set it right.† (I v 206-7) Here, Hamlet is already having doubts and wishing that he wasn’t the one that had to carry out the revenge for his father. Obviously Hamlet has real problems when it comes down to dealing with things. As the play goes on, Hamlet still has not done a thing to avenge his father. In Act II, Scene 2, Hamlet decides that before he can avenge his father’s death, he must make sure that the Ghost was telling the truth. This simply gives Hamlet more excuse to procrastinate. Hamlets play is a parody of the way Claudius killed the previous king and took his wife. When the play is seen by Claudius, Claudius becomes outraged and ends the play. Hamlet knows now that Claudius is guilty. He justifies this inaction by saying â€Å"The spirit I have seen – May be the devil†¦Ã¢â‚¬  He is very firm in his believe of faith and he does not want to be pulled into Hell because of a filthy deed given to him by a demon. However, because of Claudius’ reaction, Hamlet knews the ghost was true. He comments to Horatio, â€Å"I’ll take the ghost’s word for a thousand pound.† In act III, scene 3, Hamlet is ready to kill the king, but stops himself because the king is praying. Again Hamlet’s faith stops him from the horrid act of regicide. Because the king is praying that if he killed him now the  king would go to heaven. He decides yet again to delay avenging his father’s murder, this time until he can kill the King while he is in a vile condition, such as â€Å"When he is drunk asleep; or in his rage; Or in the incestuous pleasure of his bed.† (III iii 92-3) In the end of the play, we see that Hamlet’s inability to act causes his tragic demise. Hamlets failure to revenge his father when he should have, costs him not only his life, but also his mother’s. In the final scene, Hamlet duels with Laertes, who has conspired with the King to kill Hamlet. In the King’s attempt to kill Hamlet, he accidentally poisons the Queen. Laertes delivers the fatal wound to Hamlet with a sword dipped in a deadly poison and it is only with his final life breath that Hamlet finally kills the King. So, Hamlet has finally killed the king, but not by going out and slaying the king while he was involved in â€Å"incestuous sheets† or â€Å"drunk asleep† like he said, but with a poison the king made himself to kill Hamlet. Ultimately, Hamlet avenged his father, and his father’s later wish for the queen to be left to die without Hamlet killing her. However it came at a very heavy cost; Hamlet, Laertes, and Gertrude’s deaths, and Denmark falling into the hands of the Norwegian enemy, Fortinbras.

A List Of Perspectives Of The American Revolution Against The English Colonization

A List Of Perspectives Of The American Revolution Against The English Colonization The American Revolution against the English Colonization as well as other European colonizers has multiple perspectives despite sharing common goals. In general, the colonies were tired of impositions and control from the European masters that kept changing and were sometimes unreasonable in executing the goals of the colonialists. One notable example is England’s persistent mixing of religion and government business against the wishes of majority of colonialists. The Church of England had become an instrument to enforce punitive laws and was used to stop religious liberty because such freedom had the potential to trigger growth of other forms of leadership (Norton, Kamensky, Sheriff, Blight, Chudacoff, Logevall, Michals, 2014). In the meantime, the colonial administrators on the ground continually felt like slaves to the European masters that controlled the productivity of the colonies. This essay explores two primary sources in providing an understanding the triggers of con flict between American colonies and the Great Britain. Patrick John and Gerald Peters in their account titled, â€Å"Constitutional Debates on Freedom of Religion: Documentary History† published in 1999 focuses on colonial events in Virginia, Northern America. This was during the early 1600s when politics and religion were entwined, a common practice for all European powerhouses such as France, Spain and England (Patrick Gerald, 1999). The church directly received the support of the then government and reciprocated in equal measures. The object of inversion was to influence the natives of America or other overseas colonies into Christianity and thus implant the foreign government in administrative roles. As a result, the colonial proprietors had to follow policies and guidelines dictated by the government. It was difficult enough to convert the natives into Christianity as a religion and from different European States. Shifting from one form of Christianity to another was a daunting task and a cause of confusion because it also m eant to transition from one form of government to another. An example is the imposition of the Anglican Church for its purpose and at the same time resisting the spread of the Roman Catholic Church (Patrick Gerald, 1999). This was a direct form of conflict between England and either Spain or France. Peter Brock through his version of the Revolution titled, â€Å"Liberty and Conscience: A Documentary History of the Experiences of Conscientious Objectors in America through the Civil War†, echoes Patrick John’s and Gerald Peters’ sentiments. However, he draws a connection between religious alliances and the armies. Brock directly and indirectly portrays the inevitable struggle between religion and politics/ government. In highlighting the beliefs and plight of peace sects such as the New England Quakers, the author explores a form of religious independence that probably transversed across the European Powers’ governments. Religious independence was threatening the definition of governments through phrases such as, soldiers under the Prince of Peace (Brock, 2002). The two works by the authors discussed agree on the fact religion and civil government were intertwined and expected to work together as a system of administration. The implied dependence on one another was expected to stand under all areas of governance because the relationship guaranteed predictability of outcomes. Stability, expansion of colonies and protection of boundaries relied on constant administration over colonies. Furthermore, both publications also highlight a form of dissenting behavior. Patrick John and Gerald Peters express the resistance by colonialists based on the intertwining nature of civil government and religion. Peter Brock on the other hand, provides an interesting angle that portrays religious disagreement with the beliefs of the civil government, through a resistance to fight by peace sects, despite affiliation to particular warring European countries. In conclusion, the road to revolution stems from an increasing imbalance of interests for parties within the English colonization. The colonialists felt they had a better chance of understanding and satisfying the needs of the entire stakeholders to their pursuits. However, the European Masters such as the Great Britain and France enforced their interests mingled with religion, as a priority to the existence of colonies. As a result, general implementation of rules and activities demanded by the European Masters gradually generated a disgruntled group of colonialists.

Article Critque 2 Example | Topics and Well Written Essays - 750 words

Critque 2 - Article Example As a function of this differential of decision-making, the article in question, entitled â€Å"Wildlife Fire and Decision Making†, seeks to analyze the means by which the process of the controlled burn can be improved upon as a means to analyze emergent science with regards to forestry management and forest fires to secure a more efficient and helpful process by which the low lying undergrowth of a particular region can be reduced without impacting to a negative degree on the extant wildlife within such a region. The article seeks to pay a special level of attention to the fact that the decrease in forested lands has placed a greatly increased burden upon species, both endangered and non-endangered, to occupy a smaller and smaller territory; thereby impacting disproportionately on the means by which controlled burns can provide a positive impact upon the extant environment. On the one side of the debate, those within the fire sciences community have traditionally pointed to the fact that the controlled burns are ultimately beneficial in each and every way; however, those that promote such a one dimensional view of the beneficial nature of this particular application of the fire sciences cannot take into account the changing dynamics of the environment and the means by which extant wildlife is disproportionately affected by these controlled burns. Although it is true that the controlled burn was beneficial in the past, and could very well continue to represent a net positive, the authors of the article seek to analyze the means and metrics by which the controlled burns should be carried out. Rather than merely engaging in a controlled burn for the sake of carrying out a program that has been practiced for decades, the authors promote the idea that the controlled burn should be guided by a complex series of metrics which would help to maximize the good f or a changing environment and dynamic that exists within our current world as

Minorities in the Media Essay Example | Topics and Well Written Essays - 1000 words

Minorities in the Media - Essay Example The act of seeking out revenge by harming an entire classification of people simply because they have been stereotyped is a major depiction of ignorance and responsible for a vicious cycle of hatred to formulate. This is where the movie American History X comes in. The purpose of the story is to realize that racial hatred does not accomplish anything except create more hate. The director and writer of this movie accomplish their purpose through character development, the targeted audience, and cinematography. Character development best helps to accomplish the purpose of the movie. The most developed characters in this film are Derek and Danny. Derek’s character is full of racial hatred and plays as a leader of a neo-Nazi group in Venice Beach, California at the beginning of the movie. â€Å"Based on this traumatic incident and an underlying climate of subtle racism, the elder son, Derek, focuses his rage on the minority community and becomes a racist agitator† (McKenna, 1999). Derek preaches to young skinheads about his beliefs of the American society and how minority groups are corrupting the society and wasting taxpayer’s money. Derek shows great hate towards minority groups mostly because of the fact that his father had been murdered by a black man. American History X is clearly a film dealing with the social topic of racism. The most interesting aspect of this movie is the way in which the subject unfolds. First of all, it is quiet obvious how difficult a subject that racism is to portray and effectively depict. However American History X presents the subject without any qualms and a unique clarity. Secondly the film’s main figurehead for racism, which is portrayed by Derek Vinyard (Edward Norton), is not an unintelligent redneck racist as most films usually portray anyone adopting such notions to be, but he is in fact a intelligent, eloquent, charming and bright man despite the fact that he clearly holds ideals which are terribl y wrong and confused. Finally, the film also shows that it is not only the white, neo-nazi racists who are fools for being involved in situations like these and adopt a lifestyle central on these stereotypes, but it is all those who hold hatred in their hearts. Through these methods, the film beautifully instills this idea upon the viewer, in an extremely compelling way, that hatred and racism will destroy a person and those who are closest to them. The intense realism that the movie portrays as far as the execution of the incidents is concerned is most impressive with no holds expelled of the intense racial hatred. As we go back to the starting of the movie when Derek figures that some black guys were trying to steal or wreck his truck he immediately grabs a gun, and shoots one of them, wounds another, and fires at the third as he gets away. It was then that one of the most brutal scenes in film history is shown in the way Derek forces the wounded man to put his face on the curb an d kicks the back of his head, smashing the mans skull. It is this scene that is such a perfect example of cumulative causation. This is because it depicts the endless circle of hate between both parties involved. For example, the young black men were acting out this way simply because they had been disgraced by the white male in the local basketball game; therefore, they go up to damage the white males care, which in turn leads to Derek shooting the young black men. This is a vicious circle with no seeming end. The strength that

Research method Essay Example | Topics and Well Written Essays - 3750 words

Research method - Essay Example The idea of having collaborations done online is to allow learners to share knowledge, interact with their colleagues, and exchange thoughts through online portals (Geiss & Roman, 2013). Online learning incorporates collaborative learning, which is recognized as a greatly valued opportunity (Tsai, 2011). It not only of involves access to fellow students, but also there is the chance of working together, which makes the online learning more effective, when compared to the traditional face-to-face classroom setting Generally, collaboration has become one of the essential skills necessary for effective functioning within the online community. It is necessary that we know how students learn and communicate and that we understand how the increasing functionality of technology is raising the bar of communication and collaboration (Sulisworo, 2012). Collaborative learning by definition refers to environments and methodologies in which learners engage in a common and authentic task wherein each peer depends on and is accountable to the others (Tsai, 2011). Bouroumi and Fajr (2014) have defined collaboration and cooperation in the light of the strategies used by teachers in making it possible for interactions among the students while working together in order to be more efficient. Cullen, Kullman & Wild (2013) explained that the practice of collaboration involves the attempt to have learning together or otherwise where two or more individuals gather for learning purposes. Some theoretical perspective s including cognition, social cohesion, and motivation should support the process. Collaborative learning has been defined as a pedagogy in which learners come together in groups and learn from each other through cooperation. Each student takes responsibility for the learning of other students in the group as well as his or her own learning, and each helps

Publishing industry Research Paper Example | Topics and Well Written Essays - 250 words

Publishing industry - Research Paper Example This factor affects the copy editing and graphic design stages of development. In these stages, marketing and art departments design the product including page size, type and style, layout, and graphics based on the needs of the target market. The current market for publishing products requires digitized books. Therefore, publishing industries are now developing digitized books in order to meet the needs of the target market. The third economic factor affecting the publishing industry is competition. This affects the marketing stage. There are many firms operating in the industry; hence causing competition and reduced sales volumes for existing members of the industry. Finally, the overall economic performance of the country in terms of GDP, Inflation and economic growth affects the industry. Increased GDP means increased purchasing power for the consumers of published products; hence profitability of the industry increases. Inflation causes increase in prices of products and services, including the prices of publishing services. Increased prices then cause low demand, reduced sales and diminishing profits in the industry. Publishing industry has existing firms, and also potential entrants. In USA and Canada, some of the existing firms include: Random House, HarperCollins Publishers Inc, Penguin Group, etc. The existing firms erect barriers to entry of firms using research and technology. The existing firms develop innovations and technologies that are difficult for entrants or other firms to imitate (Siegfried and Evans, 1994). This prevents other firms from entering into the industry successfully. For instance, some firms provide information electronically in order to retain its consumers; hence new entrants find it difficult to get customers. One of the incentives of entry into the industry is expected growth. Another incentive of entry is demand growth. The barriers to entry include: cost differences, economies of scale, limit pricing and excess

Summaries of the articles Article Example | Topics and Well Written Essays - 250 words

Summaries of the articles - Article Example The course that I am doing is purely about marketing. It involves who businesses should correctly market themselves in order to achieve the competitive advantage. The factors that affect the business environment are the same things that appear in my course. Therefore, this article is relevant in helping me confirm the things that I have learnt about the business environment. Understanding these factors from a different source is significant to allowing me to better understand the course or simply how marketing works. I learnt the variables, which form the environment of marketing strategy planning. I now comprehend why company goals are significant in directing marketing strategy planning. I also now see how the resources of a business influence the search for opportunities. I also know how the diverse forms of competitive situations influence strategy planning. Finally, I understand how the technological and economic environment can influence strategy

Casing an Integral Part in Oil Drilling Assignment

Casing an Integral Part in Oil Drilling - Assignment Example Conductor casing does vary in diameters from 18’’ to 30’’ (Mid Continent, 2014). Freshwater zones are isolated from the well of oil by surface casting. This makes sure that the waters remain uncontaminated in the drilling and completion process. Such environmental issues have compelled some countries to put in place regulations governing cement quality as well as casting depth. A surface casting classic size is 18 5/8 inches. Intermediate casting helps minimize the hazards, which underground formations could pose to the well. It also prevents blowouts by supporting maintenance of hydrostatic pressure at the appropriate levels. Intermediate casing happens to the longest casting section found in a well. Liner strings at times can be used as an alternative to intermediate casting. They are less permanent compared to an intermediate casing and are used often for cost reduction (Mid Continent, 2014). The liner is hung right from the base of the prior casting interval and not from the surface, as a replacement for being cemented in place. Production casting is the final and it happens to be the deepest section of well casing. It does provide a channel for petroleum producing formation to the surface. Its size does depend on several considerations. For instance for a well expecting future deepening, production casing should wide enough for a drill bit to pass through. Well, a casing is done in sections (joints) of around 40 feet long and joined together in order to form long lengths known as casting strings (Rigzone, 2014). Every end of a casting joint does have male threads, which are under the protection of a thread protector, till the casings become ready for joining. A coupling or collar made of a cylindrical pipe that is short but longer slightly in diameter than the joints and has female threads connects the male joint ends (U.S. Department of Labor, 2014).  Ã‚  

Nature versus nurture Essay Example for Free

Nature versus nurture Essay â€Å"While each child is born with his or her own distinct genetic potential for physical, social, emotional and cognitive development, the possibilities for reaching that potential remain tied to early life experiences and the parent-child relationship within the family† (Weissbourd, 1996). When a baby is born, that child already posses something in common with every other person in the world, a genetic gene pool. Just like anything else in life, when something is given to a person, the way that person displays what they are given depends on a variety of things. One aspect of human development that has been long debated in the history of psychology is the concept of â€Å"nature vs. nurture. † This phrase, first initiated by Sir Francis Galton in 1874 (S. Wood, 2011; E. Wood, 2011; Boyd 2011, p. 223), refers to the elements of heredity (nature), and the effects of the environment (nurture). I will briefly discus the various arguments for the primacy of nature or nurture in personality development, intelligence, and creativity. Personality is, â€Å"a persons characteristic patterns of behaving, thinking and feeling† (psych book, 352). Heredity may in fact play an important role in the development of an individual’s personality. On the other hand, most psychological theories, including analytical theory, give more emphasis to interpersonal influences. In kindergarten, learning to share is just as important as learning to write. Learning core values at a young age may have more impact on a child’s individuality than any specific genetic code. When growing up, children always look up to someone older than themselves. A child’s mind is like a sponge, gathering up other people’s actions and words. That is how children learn to share, talk and work well with others. Depending on the stimulation a child gets from others will alter the way that child’s personality is in the future. If a child grows up with parents giving them a positive message (lots of attention, giving positive feedback, showing love and affection on a regular basis) they have a more likely chance of being friendly, outgoing, empathetic and curious. When a child grows up with parents, who do not demonstrate a positive message, the child is more likely to have limited social skills, poor self-esteem, and less curiosity. Along with parental influence, there is also the influence of one’s surroundings that can alter ones personality. A child, who is brought up in a desolate area, with little or no violence, is going to have a vastly different demeanor then a child who is brought up in a densely populated city, with a high crime rate. The probability that a male who is raised on a farm in Lancaster County will become a farmer is a lot more likely then a male raised in north Philadelphia. Children raised on farms learn the importance of a good work ethic and determination, because the child understands that if they don’t work hard in the fields, their family won’t survive. Children raised in north Philadelphia (also known as the bad lands) learn the importance of hard work, family, street smarts and grit. These children understand that because of where they live, they will need to learn these life lessons in order to only way of survive or and better themselves. Nurture isn’t the only thing that influences a person’s personality. Everyone has heard the sayings, He acts exactly like his father! or He behaves like that because this is how he was brought up! (Lupu, 2006, sec 1. 3). This is where the controversy comes into play. Psychologists have been debating the theory that heredity influences personality development. Psychologists at the University of Edinburgh carried out a study of more than 800 sets of twins found that genetics were more influential in shaping key traits than a persons home environment and surroundings (Archontaki, 2012; Lewis, 2012; Bates, 2012; sec 1. 2). The traits most commonly found between the twins were self-control, decision-making and sociability, but heredity only develops a person’s personality to a point. According to psychologists, the most reasonable answer of all is neither one, nor the other, but the interaction of the two the genetic and the environmental/educational/experience factor (Lupu, 2006, sect 1. 4). Therefore, heredity establishes the limits of ones personality traits that can be developed, while the environment represented by the cultural, social and situational factors influence the actual development within the limits (Lupu, 2006, sect 1.5). Another area of study that many psychologists have been debating on weather or not is the result of heredity or ones environment is intelligence. Psychologists like Sir Francis Galton and Thomas Bouchard have done studies to figure out weather or not intelligence is genetic or developmental. In 1874, Englishman Sir Francis Galton, studied a number of prominent females in England. Galton attempted to apply Darwins evolutionary theory to the study of human abilities. Galton concluded that intelligence was inherited from genetics. Another psychologist who studied this field was Roger J. Sternberg. In 1988, Sternberg argued that there are a number of ways to demonstrate intelligence or adaptive functioning (â€Å"Psychology 101, sect 4. 5). He suggested a model of intelligence referred to as the triarchic theory. According to this model there are three types of intelligence. The first type was analytical, or the ability to solve a problem by looking at its components. The second was creative, which is the ability to use new ways to solve problems. The third was practical, referring to common sense. While most IQ tests measure only analytical intelligence, they fail to include practical intelligence which is the most understandable to most of us (â€Å"Psychology 101†, sect 4. 5). This test did. Another study conducted was by the Minnesota Center for Twin and Adoption Research. Sense the 1980’s, this research center has been recruiting fraternal and identical twins to participate in research projects examining genetic and environmental influences on a variety of psychological variebles, including intellagents (S. Wood, 2011; E.Wood, 2011; Boyd 2011, p. 224). In 1997, the center’s director, Thomas Bouchard, summarized all of the studies of intelligence that had been done at the center up that point (S. Wood, 2011; E. Wood, 2011; Boyd 2011, p. 224). What the data showed was amazing. Bouchard reported that the identical twins that had been reared apart at birth were closer than identical twins reared together, and brother and sister reared together. Their research using the adoption study method helps to support the conclusion that genes strongly influence IQ scores.

Soft Sediment Communities

Soft Sediment Communities CHAPTER 1 INTRODUCTION 1.1 Overview of Soft Sediment Communities Soft sediments are the most common marine habitat on earth (Wilson, 1990). The habitats include sandy beaches, estuaries, mudflats and salt marshes. The communities consist of organisms which live on, or in, the bottom of a water body. There are generally four types of soft sediment communities which can be classified according to their size. They are microbenthos (1.0 mm) and megabenthos (> 10.0 mm). This study is focused on macrofauna, also known as macrobenthos. They are invertebrates that live on or in sediment, or attached to hard substrates. The common soft-sediment communities that can be found in intertidal areas are Annelida, Crustacea and Mollusca (Munari Mistri, 2008). Estuarine and coastal ecosystems consist of important components of macrofauna (Borja et al., 2000). They connect primary producersand organic matter sources such as phytoplankton and detritus apart from being economically, ecological, and recreationally importantfish and crustaceans (Rà ¶nnbà ¤ck et al., 2007; Bremner, 2008).Soft sediment communities provide many ecosystem services that help to maintain good water and sediment quality (Rà ¶nnbà ¤ck et al., 2007). Filter feeders such as bivalves remove particles from the water column, which may result in enhanced water clarity (MacIsaac, 1996). Given the importance of light in shallow water estuarine ecosystems, filter feeding may improve shallow water habitat for submerged aquatic plants and benthic microalgae. The degradation of some pollutants is enhanced by sediment mixing (bioturbation) of the infaunal macrobenthos due to stimulation ofmicrobial processes. The enhanced coupling of key nitrogen transformations in the presence of benthic macrofauna can lead to the production of nitrogen gas, which escapes to the atmosphere, thereby reducing nitrogen loading in the ecosystem. Macrobenthos have been used for decades asindicators of environmental statusand trends in estuaries and coastal areas because infauna are mostly sedentary organisms and they respond to local environmental impacts (Pearson Rosenberg, 1978; Borja et al., 2000; Wildsmith et al., 2009, 2011). They cover a wide range of physiological tolerances, living positions, type of feeding and trophic interactions (Elliott et al., 2002). Macrobenthic assemblages respond relatively quickly to habitat disturbances (Borja et al., 2000). They are important components of aquaticfood webs (Rà ¶nnbà ¤ck et al., 2007)and they affect transport and cycling of nutrients and toxicants. In addition, there are data on their patterns of variation, their responses to different forms of disturbance are known and they show similar responses at different levels of taxonomic resolution (Warwick, 1988). They form an important component of the estuarine food-web, supporting commercial and non-commercial species. They therefore represent an ideal assemblage to measure environmental change and will continue to be used to represent an important biological component of soft sediments. Understanding how different components of benthos respond to changes in properties of sediments is therefore essential in determining how much, if any, redundancy there is in this system and how much impacts on the sediments themselves are tolerated by the fauna. From this study it is clear that such experiments need replication at multiple scales and across multiple habitats before any general responses will be identified. By knowing the importance of soft sediment communities, the health and quality of an ecosystem can be determined without using any harmful chemical indicators. 1.2 Objectives The objectives of this project are: To investigate the abundance and distribution of soft sediment communities in Tanjung Bungah, Pulau Pinang. To relate the environmental variables with soft sediment communities distribution and abundance in Penang intertidal area. CHAPTER 2 LITERATURE REVIEW 2.1 The Ecology of Soft Sediment Communities Macrofauna make up a large component of the food web in estuarine ecosystems, connecting primary producers to top producers and playing an important role in system dynamics (Herman et al., 1999; Platell et al., 2006). Bottom macrobenthic communities include a great variety of organisms and generally a large number of species and they are extremely complicated (Meire et al., 2005). In marine macrobenthic organisms, polychaetes is one of the most significant groups and may make up more than half of the organisms in soft bottom habitats. They are often the predominant macrobenthic taxon in these sediments in terms of numbers, both numerically of species and abundance (Wildsmith et al., 2009, 2011). Polychaetes could hence be good indicators of species richness and assemblage models in macrobenthic assemblages (Fauchald Jumars, 1979). Some polychaete species were greatly opportunistic and responded quickly to environmental disturbances (Norkko et al., 2006; Wildsmith et al., 2011). 2.2 The Importance of Soft Sediment Communities Invertebrates constitute part of marine ecosystems and play important roles to support the function and stability of the food chains and ecosystems upon which other animals rely (Snelgrove, 1998). They regulate populations of other organisms (plant and animal) through predation, parasitism and herbivory, and help maintain water quality by filtering large amounts of water during feeding (Ponder et al., 2002). Invertebrates are directly involved in ecosystem stabilization, shoreline protection, energy and nutrient transfer and provision of habitat (Ponder et al., 2002). They also help in climate stabilization and re-mineralization and play an important role in the cycling of nutrients, breakdown of plant matter and other detritus and provide habitat for other species (Ponder et al., 2002). 2.2.1 Environmental indicator Members of the macrofauna community serve as useful biological indicators of environmental change and key elements of many marine and estuarine monitoring programs, due to their sedentary lifestyles and reduced responses to environmental changes (Tweedley et al., 2012). Therefore, the spatial distribution of macrofauna relative to environmental factors is fundamental to the understanding of estuarine ecology (Herman et al., 1999). Polychaetes are valuable marine organisms which can tolerate contamination because they live at the interface of water-sediment (Wildsmith et al., 2009, 2011). This layer is both biologically reactive and chemically active (Rhoads Young, 1970). Polychaetes occupy almost all marine and estuarine sediments (Fauchald, 1977) and are often the predominant constituent of the macrobenthic communities both in terms of individuals and number of species (Hutchings, 1998; Morin, 1999; Mills, 1969; Rhoads Young, 1970; Van Hoey et al., 2004; Ward Hutchings, 1996; Warwick, 1988). Polychaetes carry out an important role in ecosystem processes of macrofauna assemblages such as recycling, pollutant metabolism and in the interment of organic matter (Hutchings, 1998). 2.3 Factors Affecting Soft Sediment Communities The abundance and distribution of soft sediment communities were influenced by both biotic and abiotic factors. Biotic factors such as competition and predation (Rhoads Young, 1970) while abiotic factors such as variation in salinity, turbidity, sediment grain size, total organic carbon, and metal contamination, affect estuarine macrofauna (Kinne, 1966; Remane Schlieper, 1971; McLusky Elliot, 2004). 2.3.1 Salinity The influence of salinity in particular is an important factor in estuarine macrofaunal diversity. Generally, studies have reported a positive correlation between biodiversity and salinity (Holland et al., 1987; Jorcin, 1999; Ysebaert Herman, 2002; Gimenez et al., 2005). Because variation in salinity differs in accordance with tidal movements and freshwater inputs into estuaries, the distribution of macrofauna and the macrobenthic community can differ between dry and rainy seasons. 2.3.2 Sediment Grain Size In estuaries, salinity and sediment grain size have been found to be the most important environmental variables controlling the diversity and distributional patterns of macrofauna (Absalo, 1991; Yoo Hong, 1996; McLusky Elliot, 2004). Hong Yoo (1996) suggested that the particle size and disturbance of the sediment may have been the most important factors controlling the macrobenthic community. Soft-sediment communities are unusual in the rate at which the nature of the physical environment can change (Wilson, 1990). Most sedimentary particles are smaller than the resident organisms, infauna (Wilson, 1990). The activities of the infauna can dramatically change the nature of the environment over time periods of hours or days (Wilson, 1990). For instance, burrowing infauna may increase the porosity of the sediment (Rhoads, 1974). 2.3.3 Total organic carbon Population dynamics of benthic suspension feeders, deposit feeders and subsurface feeders are known to respond differently according to nature of inputs, plankton and/or organic food matter (Austen et al., 1991; Beukema et al., 2002). The latter two groups are less affected since they utilize a large pool of organic matter in the sediment, which is constantly being recycled. In tropical region, Wolanski et al. (1992) hypothesized that in mangrove swamp or creek system, the circulation processes are highly complicated leading to novel sediment transport regimes that could in turn account for the chemistry and biology of the recipient water. Abundance and Composition of Soft Sediment Communities The study of soft sediment communities was extensive in certain temperate countries especially Australia while other countries in the tropics are lacking in their data. Further studies have yet to be conducted in tropical coastlines due and increasing human population growth, pollution, urbanization at an alarming rate (Hatcher et al., 1989). Distribution of Soft Sediment Communities in the World In East Antarctica, Stark (2000) had investigated the distribution and abundance of soft-sediment macrobenthos around Casey Station. Two locations were compared – two potentially polluted locations and two control locations in an asymmetrical design (Stark, 2000). Stark (2000) found out that the dominant assemblage were crustaceans while polychaetes’ assemblage was smaller in number, about 3-10% of individuals at the locations sampled. Another study in Brown Bay, Antartic which was carried out by Stark et al. (2005) revealed significant correlations between the presence of contaminants and the distribution and composition of soft sediment-communities over very small spatial scales. Combinations of certain metals, for example Cadmium (Cd), Copper (Cu), Tin (Sn) and Lead (Pb) and sediment grain size were the variables that best linked the community patterns at Brown Bay. This is further supported by previous studies in Antartic where benthic assemblages probably patchy due to local environmental conditions (Stark, 2000; Stark et al. 2003). In England, annelids were found to be the most abundant group followed by crustaceans, molluscs, echinoderms and others (bryozoans and cnidarians) with 34.5%, 20.0%, 16%, 2.5% and 27% respectively (Bolam et al., 2008). Sediment grain size significantly affects the abundance of macrofauna along the English Channel (Bolam et al., 2008). In Australia, polychaetes were found the highest, and crustaceans were the lowest in macrofauna abundance (Morrisey et al., 1992). In Norway, environmental variables such as productivity, temperature and sediment grain size played a vital role in determining pattern of species richness (Gray, 2002). In Germany, the most abundant taxonomic group was gastropods, followed by oligochaetes, polychaetes and crustaceaans with 87%, 6%, 6% and 2% abundance respectively (Schà ¼ckel et al., 2013). The main causal factors for the different distribution patterns of intertidal macrofauna species which results in characteristic zonation patterns were sediment grain size and food availability, expressed in chloropohyll a contents (Schà ¼ckel et al., 2013). In Italy, the highest numbers of species that were identified were for Annelida which recorded 108 species, Crustacea recorded 69 species, and Mollusca recorded 52 species (Munari Mistri, 2008). Changes in the composition of assemblages of local species and the dominance of annelids species cannot be explained by only one factor (Lardicci et al., 1993). The factors were linked to biotic and hydrodynamic determinants, dissolved oxygen, grain size and organic content of the sediments (Munari Mistri, 2008). Distribution of Soft Sediment Communities in Asia In Qeshm Island of Iran, Nassaj et al. (2010) investigated the abundance and distribution of macrofauna in Salakh coastal region waters (Qeshm Island-Persian Gulf). Nassaj et al. (2010) found that Polychaeta (54.14%) were the most dominant group followed by the Crustacean (27.24%), Amphipods (9%), Gastropoda (8%), Bivalvia (7%), Copepoda (2%) and other groups (4%). In Korea, Yu et al. (2012) carried out a research on the effects of environmental variables on the distribution of macrofauna in the Han River Estuary during summer and spring. The dominant species were polychaetes during July, 2006 and March, 2007 (Yu et al., 2012). The most important factor was salinity and other factors such as sediment grain size and dissolved oxygen being secondary (Yu et al., 2012). Distribution of Soft Sediment Communities in Malaysia In Pulau Pinang, the high percentage of organic matter has shown a positive relation with abundance, diversity and richness of macrobenthic (Gholizadeh, Yahya, Talib, Ahmad, 2012). High percentages of sediment with grain size ≠¥125 ÃŽ ¼m revealed to have an increased in macrobenthic abundance (Gholizadeh, Yahya, Talib, Ahmad, 2012). This may aid in expounding the higher abundance of macrobenthic organisms, particularly for the deposit feeders. It has been reported that the sediment type (sand vs. mud) is one of the parameters responsible for the spatial distribution of macrobenthic families according to feeding kinds (Rhoads Young, 1970; Hutchings, 1998; Van Hoey et al., 2004).

Criticism of Jack Londons To Build a Fire :: London To Build a Fire Essays

Criticism of Jack London's To Build a Fire In her critique of "To Build a Fire" Jill Widdecombe assesses the personality and motivation of the unnamed man in the story. Widdecombe suggests a story of mystery, intrigue, and rationalization. I see it as a story about inner conflict and submit the mans inner conflict parallels Widdecombe's analogy of imagination versus rationalization. The conflict in the story is two-fold; the man struggles between his will and reasoning and second with the man's desires and abilities. The story places the man at odds with the elements, it is a conflict each of us may have encountered at one time in our lives. London in his writing attempts to simplify the ageless struggle by fashioning a tale that is understandable regardless of age. The tale is told by a mysterious narrator, centering on a nameless man and a nameless dog. In fact the story could be about anyone attempting virtually anything pitting themselves against the forces of nature and disregard of sound advice. I do not see the man as a egotist however I do see a lack of cognitive reasoning. The protagonist sets out in weather conditions far more severe then he could have imagined. He travels alone, except for the dog; ironically he is told by an old native to never travel alone when the weather is below fifty below. Disregarding the advice and reasoning while it is cold, it is bearable and appropriately dressed, the conditions are not life threatening. Unfortunately the weather and elements are the antagonist he faces. Somewhere past the midpoint of his trek the man breaks through the ice and his legs and feet become wet. Knowing he must dry his socks and boots or he will freeze to death he builds a fire. While attempting to light the fire he begins to realize just how cold it must be yet he attempts to rationalize the situation and stay focused. The man is quickly becoming disoriented and struggles onward to build a fire. After apparently succeeding he is devastated when snow warmed by the fire falls out of the tree he built it under and extinguishes the flame. Realizing his folly he moves his kindling and realizes his ability to function in the elements is quickly fading.

Free Euthanasia Essays: Problems With Assisted Suicide :: Free Euthanasia Essay

Problems With Assisted Suicide Americans want to know what the report card says, in other words, what are the results of the Netherlands and Oregon experiments with assisted suicide. Let's sift through the data and relevant studies in order to arrive at a conclusion which either affirms or rejects the practice. Although the New England Journal of Medicine article (2/24/00) was the first time a major medical journal in the United States had recounted problems associated with assisted suicide in the Netherlands, there had been prior warnings: In 1995, Dr. Pieter Admiraal, who has practiced euthanasia in the Netherlands for years, warned of the risk of failure associated with assisted suicide. After explaining the preparations that must be made for an assisted suicide death, he wrote: "In spite of these measures, every doctor who decides to assist in suicide must be aware that something can go wrong, with the result being a failure of the suicide. For this reason, one should always be prepared to proceed to active euthanasia. In other words, the doctor should always have at hand thiopental and muscle relaxant" (to administer in the form of a lethal injection). (Admiraal) Â  Barbiturates are the most common substances used for assisted suicide in Oregon and in the Netherlands. Overdoses of barbiturates are known to cause distress: Extreme gasping and muscle spasms can occur. While losing consciousness, a person can vomit and then inhale the vomit. Panic, feelings of terror and assaultive behavior take place from the drug-induced confusion. Other problems can include difficulty in taking the drugs, failure of the drugs to induce unconsciousness and a number of days elapsing before death occurs. (NEJM) Dr. Katrina Hedberg, a co-author of Oregon's two official reports on assisted suicide, denies that there have been complications in assisted suicide deaths in Oregon. "Those things have not materialized," she stated. (Oregonian) But news reports from Oregon indicate otherwise: * A man experienced difficulty during his assisted suicide death and his brother-in-law had to help him die. "It doesn't go smoothly for everyone," the person who helped explained. "It would not have worked without help." [Oregonian, 1/17/99 and 3/11/99] * In another case, after a man took the drugs intended to induce death, his physical symptoms were so disturbing that his wife called 911. He was taken from his home to a hospital where he was revived.

Ray Huang’s book 1587: A Year of No Significance :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  The title of Ray Huang’s book 1587: A Year of No Significance: The Ming Dynasty Decline suggests that this book is a work based on a single year in which little occurred. But in reality, Huang’s look at the events of 1587 demonstrate the complex workings of the leadership during the decline of the Ming dynasty, giving the reader an insight into the societal structure, the governmental process, and the mistakes that occurred systematically to enhance the progression towards the seemingly inevitable downfall. Though nothing of historical significance occurred during the year 1587, Huang is able to demonstrate the way in which the existing culture and the smaller, more systematic elements of political leadership can be understood within the context of a seemingly unimportant period of time.   Ã‚  Ã‚  Ã‚  Ã‚  Chapter 1: The Wan-Li Emperor, begins by explaining the major premise of the work: The concept of looking at a single year in the history of the leadership of China and evaluating the implications for understanding other aspects of history, including the decline of the Ming Dynasty. In this initial chapter, Huang provides an anecdotal history of some of the events that occurred, and includes within it a discussion of the set up of the leadership, the repercussions that occurred in the event of certain actions, including the prospects of an audience with the emperor. Huang reviews these issues as he considers that actions taken by the Wan-li emperor, who was only twenty-four in 1587 and who had been a veteran of ceremonial proceedings, and considers his history as an element of understanding the progression of leadership.   Ã‚  Ã‚  Ã‚  Ã‚  Huang outlines to reconstruction of the court under Wan-li came into power at the death of his father and the seemingly insignificant actions taken by the emperor, from his marriage to the redecorating of the court. Within the scope of this discourse, Huang is able to disclose the excesses of the emperor, and consider the implications of the bureaucratic system that he devised as an extension of this excess (13).

Recruitment and Selection in Dlw

A SUMMER TRAINNING PROJECT REPORT ON RECRUITMENT AND SELECTION AT DIESEL LOCOMOTIVE WORKS SUBMITTED IN Partial Fulfillment of the Requirement of the Award of the Master of Business Administration (MBA) OF BANASTHALI UNIVERSITY (Session: 2011-2013) SUBMITTED BY AMRITA MATHUR MBA IIND SEMESTER ID NO. – WBMBA11964 ROLL NO. – 7459 ACKNOWLEDGEMENT Any accomplishment requires the effort of many people and this work is no different. It has been my proud privilege to be attached to Diesel Locomotive Work, a highly professional’s bank with modern outlook.With due respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would like to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experi ence in the successful completion of this project. I would also thankful to almighty god for his grace and mercy to successfully complete this project. Amrita Mathur PREFACEIn our two year degree program of M. B. A. of there’s provision for doing summer training, after IInd semester. The essential purpose of this project is to given an exposure and detailed outlook to the student of practical concept, which they already studied research. For this purpose, I was assigned the project for the â€Å"RECRUITMENT AND SELECTION† in Diesel Locomotive Work. It is a matter of great privilege to get training from Diesel Locomotive Work, one of the largest organisations of its kind. The project lasted for a period of six weeks: it was informative, interesting and inspiring.I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled â€Å"RECRUITMENT AND SELECTION† Under taken in Diesel Locomotive Works (DLW). A production unit of Indian Railways,  DLW  was set up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied over 5,000 locomotives, mainly to Indian Railways but also including 342 locomotives for non-railway  customers  such as power plants, port trusts and industrial users.The project report is about recruitment and selection process that’s an important part of any organization. Which is considered as a necessary asset of a company? It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation.Shortage of skills and the use of new technology are putting considerable pres sure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. There are two types of factors that affect the Recruitment of candidates for the company- * Internal factors. * External factors With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process.Sources of Recruitment through which an organisation gets suitable application. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process o r activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Indian Railways. CONTENTS SR. NO. | TOPIC| PAGE NO. | 1. | Introduction| 1| 2. | Objective| 2| 3. | Scope Of The Study| 3| 4. | Research Methodology| 4-6| 5. | Company Profile| 7-12| 6. | Review Of Literature| 13-38| 7. | Data Analysis And Data Interpretation| 39-49| 8. Findings| 50| 9. | Conclusion| 51| 10. | Limitation Of Study| 52| 11. | Suggestions| 53| 12. | Bibliography| 54| 13. | Annexure| 55-57| INTRODUCTION Human Resource is a basic need of any work to be done. Recruitment and selection are two of the most important functions of personnel managem ent. Recruitment precedes selection and helps in selecting a right candidate. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers.Every business organisation/unit needs manpower for carrying different business activities smoothly a nd efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. OJBECTIVE The objective of my study is to understand and critically analyzed the recruitment and selection procedure at Diesel Locomotive Works. 1. To study the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To study the various sources of recruitment followed in DLW. . To learn what is the process of recruitment and selection that should be followed. 4. To critically analyze the functioning of recruitment and selection procedures. 5. To identify the probable area of improvement to make recruitment and selection procedure and more effective. 6. To know the managerial satisfaction level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures.The key points of my research study are: 1) To study the facts about the diesel locomotive works as a group. 2) To understand and analyze various HR factors including recruitment and selection procedure at Diesel Locomotive Works. 3) To suggest any measures/ recommendations for the improvement of the recruitment procedures. REASERCH METHODOLOGY In everyday life human being has to face many problems viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.Research was carried out at DIESEL LOCOMOTIVE WORKS to find out the â€Å"Recruitment and selection process†. The Research Research is a â€Å"careful investigation or inquiry especially through search for new facts in any branch of knowledge. â⠂¬  The project is a systematic presentation consisting of enunciated problem, formulated hypothesis, collected facts or data, analyzes facts and proposed conclusions in form of recommendations. Kind of Research The research done by Exploratory Research: This kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design: A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was chosen that consisted of 25-30 employees. DATA COLLECTION The data for the survey will be conducted from both primaries as well as secondary sources. Primary Data: Primary data was collected through training classes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department.The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. RESEARCH DESIGN Research Design:A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. â€Å"A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure†. Design decision happens†¦ 1. What is study about? 2. What is study being made? 3. Where will the study be carried out? 4. What type of data is required? . Where can the required data to be found? 6. What will be the sample design? 7. Technique of data collection? COMPANY PROFILE INDIAN RAILWAY India's first train runs between Mumbai  and  Thane. The Indian railways are Asia’s largest railways system and the world’s second largest railways system. Indian railways are owned and managed by the central government. Indian Railways  (IR) is an iconic Indian organisation, owned and operated by the  Government of India through the  Ministry of Railways which is responsible for the maintenance and operation of the entire rail network in India and it enjoys total monopoly. Railway† means a railway or any portion of a railway for the public carriage of passengers, animals or goods. Railways were first introduced to India in 1853. By 1947, the year of  India's inde pendence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit, the Indian Railways, becoming one of the largest networks in the world. It has the world's fourth largest railway network after those of the United States,  Russia  and  China. Rail transport is the conveyance of passengers and goods by means of wheeled vehicles running along railways or railroads.Rail transport is part of the logistics chain, which facilitates international trade and economic growth. INDIAN RAILWAY STRUCTURE Indian Railways is divided into several zones, which are further sub-divided into  divisions. The number of zones in Indian Railways increased from six to eight in 1951, nine in 1952 to sixteen in 2003 then to seventeen in 2010. Each zonal railway is made up of a certain number of divisions, each having a divisional headquarters. There are a total of sixty-eight divisions. Each of the seventeen zones is headed by a General Manager (GM) who reports directly to the Railway Board.The zones are further divided into divisions under the control of Divisional Railway Managers (DRM). Sr. No. | Name| Abbr. | Date Established| Headquarters| Divisions| 1. | Central| CR| 1951-11-05| Mumbai| Mumbai,  Bhusawal,  Pune,  Solapur,  Nagpur| 2. | East| ECR| 2002-10-01| Hajipur| Danapur,  Dhanbad,  Mughalsarai,Samastipur,  Sonpur| 3. | East Coast| ECoR| 2003-04-01| Bhubaneswar| Khurda Road,  Sambalpur,  Visakhapatnam| 4. | Eastern| ER| 1952-04| Kolkata| Howrah,  Sealdah,  Asansol,  Malda| 5. | North Central| NCR| 2003-04-01| Allahabad| Allahabad,  Agra,  Jhansi| 6. North Eastern| NER| 1952| Gorakhpur| Izzatnagar,  Lucknow,  Varanasi| 7. | North Western| NWR| 2002-10-01| Jaipur| Jaipur,  Ajmer,  Bikaner,  Jodhpur| 8. | Northeast Frontier| NFR| 1958-01-15| Guwahati| Alipurduar,  Katihar,  Rangia,  Lumding,Tinsukia| 9. | Northern| NR| 1952-04-14| Delhi| Delhi,  Ambala,  Firozpur,  Lucknow,Moradabad| 10. | Sout h Central| SCR| 1966-10-02| Secunderabad| Secunderabad,  Hyderabad,  Guntakal,Guntur,  Nanded,  Vijayawada| 11. | South East Central| SECR| 2003-04-01| Bilaspur| Bilaspur,  Raipur,  Nagpur| 12. | South Eastern| SER| 1955| Kolkata| Adra,  Chakradharpur,  Kharagpur,  Ranchi| 13. South Western| SWR| 2003-04-01| Hubli| Hubli,  Bangalore,  Mysore| 14. | Southern| SR| 1951-04-14| Chennai| Chennai,  Trichy,  Madurai,  Palakkad,  Salem,Trivandrum  | 15. | West Central| WCR| 2003-04-01| Jabalpur| Jabalpur,  Bhopal,  Kota| 16. | Western| WR| 1951-11-05| Mumbai| Mumbai Central,  Ratlam, Rajkot,  Ahmedabad ,  Bhavnagar,  Vadodara| Production Units Six production units are headed by a General Manager, who also reports directly to the Railway Board. The six Production Units are:- Sl. No| Name| Abbr. | Year Established| Location| Main products| 1. Golden Rock Locomotive Workshops| GOC| 1928| Trichy| Diesel-electric Locomotives| 2. | Chittaranjan Locomoti ve Works| CLW| 1947| Chittaranjan  ,Asansol| Electric Locomotives| 3. | Diesel Locomotive Works| DLW| 1961| Varanasi| Diesel Locomotives| 4. | Diesel-Loco Modernisation Works| DMW| 1981| Patiala| Diesel-electric Locomotives| 5. | Integral Coach Factory| ICF| 1952| Chennai| Passenger coaches| 6. | Rail Coach Factory| RCF| 1986| Kapurthala| Passenger coaches| 7. | Rail Wheel Factory| RWF| 1984| Bangalore| Railway wheels and axles| 8. | Rail Wheel Factory| RWF| 2011| Chhapra| Railway wheels and axles|Diesel Locomotive Works  (DLW) The  Diesel Locomotive Works  (DLW) in  Varanasi,  India, is a production unit owned by  Railways, that manufactures diesel-electric  locomotives  and its spare parts. It is the largest diesel-electric locomotive manufacturer in India. Healthy growth of railways is essential for India’s social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works â€Å"To be a world class manufacture r of Diesel – electric locomotives. †Ã‚   Organizational Structure Of DLW General Manager (GM) CMO CME COS FA ; CAO CMEPCMDDepty CPO/HQ Depty CPO/General SPO APO/HQ APO/Staff | Nature of workThe role changes depending on where an officer is placed in the organization – in the division (operational level), the zone (tactical level), or the railway board (strategic level). The following are the different roles played in railways:  Ã¢â‚¬ ¢ The commercial division: This division handles all commercial responsibilities like ticket checking, catering, administration and management of stations, reservation, announcements on the platforms, etc. †¢ The operations division: This division deals with controlling movement of trains.Keeping a check on incoming and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. †¢ India Railway Accounts Service: This branch of the Railway Services is engaged in handling the acc ounting and finance operations of the Indian Railways. At this post, the officer carries the overall responsibility for accounts for the whole zone. †¢ Indian Railway Personnel Service: As the name indicates, officers in this division handle all matters related to the personnel section like selection, promotions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection Force: This branch of the Indian Railway Services is entrusted with the task of maintenance of law and order on trains and on premises owned and used by the Indian Railways. †¢ Railway Engineering Services: This is the technical side of the Railway Services and is engaged in activities like construction and planning of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway Service of Electrical Engineers and the Indian Railway Service of Mechanical Engineers.Benefits To The EmployeesGroup A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these groups. Different railway passes are allowed to the employees according to the group and positions given to them. Some of them are Special passes, residential passes, widow passes, post retirement complimentary pass, school pass, pass on privilege account, duty pass etc. Staff Welfare| DLW undertakes a Varity of welfare activities for its over 6000 personnel.Important among these are:Education Facilities: DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Women’s Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girl’s College, 2 Central Schools, and 1 Senior Secondary School. Medical Facilities:105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive health care to around 20,000 Railwa y family members. A Homeopathic and an Ayurvedic dispensary are also available.Railway Quarters:A total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well maintained and green, providing excellent pollution free environment. Compassionate Appointments:Families of deceased employees are helped by the way of compassionate appointment to the wards. Institute/Community Centre etc. :For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 Officers Club are functioning on the premises. Cinema Club:For recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW.Sports ; Game:All kinds of facilities for various games like Cricket, Hockey, Basketball, Badminton, Volley-ball, Football, Table Tennis, Gymnasium, Athletics, Swimming, Golf, and Rifle Shooting have been provided for the staff. | REVIEW OF LITERATURE Human Resource plays a crucial role in the development process of the modern. Human resource management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. RECRUITMENT AND SELECTIONRecruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. RECRUITMENT Recruitment is â€Å"hiring† of employees from outside. Recruitment has been regarded as the most important function of the HR department. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential.Need For Recruitment: The need for recruitment may be due to the following reasons / situation: 1. Vacancies due to promotions, transfer , retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose And Importance Of Recruitment: 1. Determine the present and future requirements of the organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. Sources Of Recruitment The sources of recruitment in Diesel Locomotive Work can be broadly categorized into internal and external sources- I.Internal Rec ruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include 1) Promotion. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) Cultural Quota. 6) Physical Handicapped Quota. II. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. The various external sources include 1) Government Placement Agencies: a) UPSC(Union Public Service Commission) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTIONSelection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. It is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and recruitment or not.The difference between recruitment and selection: * Recruitment is identifying n encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which interested candidates are encouraged to submit application and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test: Different types of tests may be administered, depending on the job and the company.Generally, tests are used to determine the applicant’s ability, aptitude, intelligence, general knowledge, and medical test. .Selection Decision: The final decision has to be made the pool of individuals who pass the tests, interviews and reference checks. The view of the line man ager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection. Physical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test: 1. Physical test is to detect if the individual carries any infectious disease. 2. The test assists in determining whether an applicant is physically fit to perform the work. 3. The physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. . Medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s property. 5. An examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. Job Offer: After the physical examination the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed.Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances.Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. Contract Of Employment: After the job offer has bee made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for reparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings: 1. Job title. 2. Duties, including a parse such as â€Å"The employee will perform such duties and wil l be responsible to such a person, as the company may from time to time direct†. 3. Date when continuous employment starts and the basis for calculating service. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5.Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements: a) Paid holidays per year. b) Calculation of holiday pay. c) Qualifying period. d) Accrual of holidays and holiday pay. e) Details of holiday year. f) Dates when holidays can be taken. g) Maximum holiday that can be take at any one time. h) Carry over of holiday entitlement. i) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them).Employer’s right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of emp loyment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organisation, contract or no contract. Recruitment And Selection In Diesel Locomotive Work (DLW) Indian railway is considered as the biggest job provider in world. The Indian railway network is divided into 17 different zones geographically.Here I am giving you detailed information about division of railway jobs, and which job profile will be given in which departments through which exam. Staff are classified into gazetted (Group ‘A' and ‘B') and non-gazetted (Group ‘C' and ‘D') employees. The recruitment of Group ‘A' gazetted employees is carried out by the  Union Public Service Commission through exams conducted by it. The recruitment to Group ‘C' and ‘D' employees on the Indian Railways is done through 19 Railway Recruitment Boards which are controlled by the Railway Recruitment Control Bo ard (RRC).Vacancies in Indian Railways are filled either by recruitment by Recruitment agencies like UPSC or RRB or by promotion from serving candidates. The railway recruitment board divides all the jobs into four major categories as given below: 1. Group A: Group A recruitments are filled by UPSC by All India Competitive examinations. 2. Group B: Group B posts are normally filled by promotion from serving Group C candidates. 3. Group C: Group C recruitment are made by Railway Recruitment Board (RRB). 4. Group D: Group D posts are filled at the divisional level.The employees who are selected under group A and group B are Gazette officers. General Conditions for Recruitment The recruitment rules may provide for- 1. Qualifications, age and the scales of pay applicable for the various posts in the service and important conditions of service, like leave, pension, non-contributory Provident Fund benefits, etc  . 2. No male candidate who has more than one wife living or no female candi date who has married a person having already a wife living shall be eligible for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . Proportion of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the case of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, stoppage of increments etc. 5. Passing obligatory language examination whenever prescribed in the recruitment regulations for each service in Group ‘A’. Recruitment of Group A services Recruitment of Group ‘A' Officers are made through: 1. Open competitive examination held by UPSC. . Promotion of Officers from Group ‘B'. 3. Appointment of Special Class Apprentices by UPSC. 1) Through UPSC recruits the candidate can be selected in railways by clearing one of the following three exams. a) Civil Services Exami nation: This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway Personnel Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services Examination for: This exam select candidate for the post of mechanical engineers, store engineers, signal engineers and electrical engineers. * Indian Railway Service of Engineers (IRSE). * Indian Railway Service of Mechanical Engineers (IRSME). * Indian Railway Service of Electrical Engineers (IRSEE). * Indian Railway Service of Signal Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services Examination for: Through this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of Officers from Group ‘B’ * Promotion from Group B to Group A (Junior Scale). 1. Appointments to t he posts in the junior scale shall be made by selection on merit from amongst Group B officers of the departments concerned with not less than 3 years of non-fortuitous service in the grade. 2. If the quota reserved for Group B Officers for promotion to junior scale is not fully utilised, the remaining vacancies may be filled by Government in accordance with the recruitment rules and in consultation with the UPSC. . The Departmental Promotion Committee for this purpose shall consist of a representative of the Union Public Service Commission as Chairman and two representatives of the Ministry of Railways as Members. * Promotion from junior scale to senior scale. Appointment to the posts in the senior scale shall be made by promotion in the order of seniority, subject to rejection of the unfit, of officers with ordinarily not less than 4 years service in the junior scale. * Promotion from senior scale to higher grade posts. 1.Promotions to the Administrative Grade are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection; mere seniority does not confer any claim for such promotion. 2. Appointments to the posts in the Junior Administrative Grade shall be made by selection on merit from amongst the officers ordinarily with not less than 5 years service in the senior scale. 3. The departmental Promotion Committee for purposes   of promotion from Senior Scale and above to higher grade posts shall consist of Chairman, Railway Board, Financial Commissioner Railways and three other Members of the Railway Board. ) Special Class Railway Apprentice (SCRA) Exam * Union Public Service Commission (UPSC) conducts every year entrance exam for selecting Special Class Railway Apprentice (SCRA) to Indian Railways. * This program was started in 1927. Training * The selected candidates undergo a four-year rigorous training programme in Mechanical Engineering, Indian Railways Institute of Mechanical and Electrical Engineering, Ja malpur. * IRIMEE has signed a Memorandum of Understanding with Birla Institute of Technology, Mesra, Ranchi for the training.Degree Awarded * SCRAs get a Bachelor of Engineering degree in Mechanical Engineering after successful completion of four years of training. This degree is recognised by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in Indian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they rapidly goes higher up in the ladder to become senior administrators of Indian Railways. Stipend and other Benefits Not only that SCRA Apprentices are trained at Railways expense, they are paid stipend at the following rates along with DA applicable: Year| Existing rate of stipend per month| Stipend per month| First| Rs. 4000| Rs. 9100| Second| Rs. 4000| Rs. 9100| Third| Rs. 4200| Rs. 9400| Fourth [First six months]| Rs. 4200| Rs. 9400| [Last six months]| Rs. 4400| Rs. 9700| * Special Class Apprentice moving from one headquarter to another in connection with their training will be eligible for daily allowance for the period covered by the journey. Leave: Special Class Railway Apprentices may be granted leave on full stipend for a period not exceeding one month in any year of apprenticeship. * Medical facilities: Special Class Apprentices shall be entitled to free medical attendance and treatment at railway hospitals and dispensaries on the same scale as applicable to railway servants. * Travelling facilities: 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are admissible per year valid from anywhere to anywhere on Indian Railways. SCRA Exam * SCRA exam is conducted by UPSC and is one of the toughest exams in the country as each year there are only around 10 vacancies. For Admission to the examination a candidate must have passed in the first or second division, the Intermediate or an equivalent examination of a university or board approved by the Government of India with Mathematics and at least one of the subjects Physics and Chemistry as subjects of the examination. Scheme of Exam Paper| Subject| Time| Maximum   Marks| Part IPaper-I| General Ability Test (English, General Knowledge and Psychological Test)| 2 hours| 200| Paper-II| Physical Sciences (Physics and Chemistry)| 2 hours| 200| Paper-III| Mathematics| 2 hours| 200| Total| 6 hours| 600| Part II| Personality Test carrying a maximum of 200 marks in respect of only those candidates who are declared qualified on the results of written examination. | Selection to Group B Services Selected from serving Group ‘C’ employees by General Manager. Selection Board consists of 4 HODs including CPO and HOD of the department concerned. 70% vacancies are filled through a process of selection primarily based on seniority and 30% through a selection test known as Limited Department Competitive Examination (LDCE).Salient features of LDCE and Selection are given below: | Selection| LDCE| Eligible Grade| GP 4200| GP 4200| Service requirements| Min 3 years in the 4200| Min 5 years in the 4200| Who can appear the selection| Only those who are called as per seniority and vacancy available| All employees in concerned department who fulfill the above condition| Method of selection| Primarily seniority. Written test and viva-voce has to be passed. | Purely on the basis of written test and viva-voce(standard of written exam higher than that for Selection)| SC/ST Reservation| Applicable| Applicable|Seniority| Employees empanelled through selection will rank above those through LDCE| 70% Selection * Number of vacancies existing and anticipated for the next 2 years are taken into consideration. Delayed Selection If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows: * Number of vacancies for each of the selection should be assessed separate ly. * Field of consideration of eligible employees should be assessed separately starting from earliest selection. * Separate panel for each selection.Test * The test includes both written and viva in which marks for professional ability, record of marks, personality etc. are allotted. The panel is prepared with those getting 80% and above as ‘outstanding' and 60% to 79% as ‘others'. * In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalization of Group B Panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group ‘B’ vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal & Telecommunications, Transportation and Commercial Department, Stores and Accounts. * Reservation of SC/ST as per extant orders. * The p anel will be valid for the same length of time as the panel of selection. * Employees empanelled through 70% selection will rank above those through LDCE. Scheme of Examination * A written exam of a substantially higher standard than associated with normal selection and a  viva-voce. * Minimum pass marks are 60%. Names will be in order of merit on the basis of total marks. In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel. Promotion to Railway Services, Group B Promotions to Group B posts shall be made by the General Managers except in the Security Department provided that such promotions are made in the strict order of placement on the panel recommended by the Selection Board; if any supersession of that order is involved, the matter should be referred to the Railway M inistry.The posts of Assistant Accounts Officers shall ordinarily be filled by selection from Group C railway servants who have passed the departmental examination qualifying for promotion as Section Officer (Accounts), Inspector of Stores Accounts/Inspector of Station Accounts or are exempted from passing that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has restricted the field of eligibility to the following staff only: Eligibility * Staff of Hindi Branch are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the corresponding pre-revised grades). Pre-Selection Training The railways board has decided that pre-selection training should be given to the staff appearing for selection/ L. DC. E. for promotion from Group ‘C’ to Group ‘B’ posts to enable them to improve their performance. It has also been decided that as in case of S. C/S . T. candidates, pre-selection coaching classes should be arranged for the candidates belonging to general category and this coaching should be treated as mandatory. Medical Fitness: Employees selected for promotion to Group ‘B’ service should be fit in all espects, including physical fitness, for the duties assigned to the particular category of posts to which the promotion is made. The Group ‘C’ employees qualifying in the selection for promotion to Group ‘B’ posts but not passing the prescribed medical standard should not be promoted to Group ‘B’. Recruitment to Group C Services The General Manager of Indian Railways Have full powers to make with regard in Railway servants Group ‘C’ and Group ’D’ under their control, provided they are not inconsistent with any rule made by the President or the Ministry of Railways.The power, do not authorize the General Manager to recruit persons without agency of the Railway Recruitment Boards (RRB) unless the Railway Board have issued special authorization. The recruitment to fill Group ‘C’ posts on Indian Railways shall be made through: 1. Direct recruitment through RRB established at various places on Indian Railways. 2. By promotion of Group ‘D’ service. 3. Direct recruitment of departments of crippled de-categorized or incapacitated employees retired on medical ground. 4. Direct recruitment of children of the employees who died while in service, on compassionate ground. . Direct recruitment through of handicapped persons. 6. Direct recruitment against the quota of sportsmen, cultural, scouts and guides. 7. Recruitment against specified categories such as teachers for Railway Schools and skilled or Artisen staff. Recruitment to Group C Services(By RBBs) * Made through Railway Recruitment Boards (RRB). * Panel formed by RRB after selection is forwarded to the Zonal Railway concerned. * The panel is valid for a year w hich can be extended by CPO. * Candidates have to pass the prescribed medical examination. * All appointments are made on probation for two year.For trainees/apprentices appointed to a working post after conclusion of their prescribed training. Probation period commences on date of such appointment. * It is obligatory for all trainees to pass a simple test in Hindi. The committee for conducting interviews for recruitment to Group ‘C’ post on the Railways/Production Units/RRBs will have minimum 3 members and must include officers representing SC/ST, minority and OBC Communities. The composition of the committee shall be- 1. Chairman RRB or Member Secretary RRB as chairman of the interview Committee. 2.Serving Railway officer of JA grade, including an officer of Department for which the recruitment is being made in case of difficulty in finding OBC officer in JA Grade a Sr. Scale OBC officer may be nominated in the committee. The officer so nominated will never the less b e an equal member of the committee. No member should be direct subordinate to any officer member of the committee. The Candidate selected is placed on selection list in order of merit. The Recruitment Board sends the names of selected candidates along with their original application to the Railway concerned.Based on call letters send by Railways, the candidates on reporting for duty shall have to pass the medical examinations prescribed for each category. Recruitment to Group C Services (Selection) * Staff having 3 years of service can appear for selection test. * Successful candidates shall be placed in the order of merit except those who have obtained more than 80%  Ã‚  of marks. Jurisdiction of Railway recruitment boards (RRB) on various Zones/Divisions/Workshops are as follow:    Contact Details of Railway Recruitment Boards (RRB) 1) RRB Ahmedabad Website:  www. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Ka lupur,, Ahmedabad, Gujarat Pin: 380 002, Contact:  [email  protected] in 2) RRB Ajmer Website:  www. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer – 305001 Contact:  [email  protected] org 3) RRB Allahabad Website:  www. rrbald. nic. in Railway Recruitment Board Opposite to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad – 211 033. Contact:  [email  protected] co. in 4) RRB Bangalore Website:  www. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore – 560046. Contact:  [email  protected] om 5) RRB Bilaspur Website:  www. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECR’s Office Complex Bilaspur (C. G) Pin: 495 004 Contact:  [email  protected] com 6) RRB Bhopal Website:  www. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal – 462010 E-mail-  [email  protected] in 7) RRB Bhubaneswar Website:  www. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contact:  [email  protected]bbs. gov. in 8) RRB Chandigarh Website:  www. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector – 7-C Chandigarh Contact:  [email  protected] o. in 9) RRB Chennai Website:  www. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai – 600 008 Contact:  [email  protected] railnet. gov. in 10) RRB Gorakhpur Website:  www. rrbgkp. gov. in Railway Station Road, Gorakhpur – 273012 Contact:  [email  protected] co. in 11) RRB Guwahati Website:  rrbguwahati. gov. in Station Road, Guwahati Contact:  [email  protected] in Online application facility is available in RRB Guwahati 12) RRB Jammu Website:  www. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contact:  [email  protected] co. in 13) RRB Kolkata Website:  www. rrbkolkata. org Metro Railway A. V.Complex,Chitpur, Opp. To R. G. Kar Medical College & Hospital, R. G. Kar Road, Kolkata-700 037 Contact:  [email  protected] net 14) RRB Malda Website:  www. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda – 732102, (West Bengal) Contact:  [email  protected] in 15) RRB Mumbai Website:  www. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai – 400 202, Maharashtra Contact:  [email  protected] co. in 16) RRB Muzaffarpur Website :  rrbmuzaffarpur. bih. nic. in Lichi  Bagan,  Maripur,Muzaffarpur-842001 [email  protected] in 17) RRB Patna Website:  www. rrbpatna. gov. inRailway Recruitment Board, Mahendrughat, Patna – 800 004. , Bihar Contact:  [email  protected] in Online application facility is available. 18) RRB Ranchi Website:  www. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contact:  [email  protected] org 19) RRB Secunderabad Website:  www. rrbsec. org Railway Recru itment Board Secunderabad South Lallaguda, Andhra Pradesh– 500017 Contact:  [email  protected] com 20) RRB  Siliguri Website :  rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mail:  [email  protected] org Online application facility is available. 1) RRB Thiruvananthapuram Website:  www. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram – 695 001 Contact: [email  protected] Recruitment to Group ‘D’ Service: Recruitment to all Group D posts will henceforth will be done by zonal railways directly Board guidelines for recruitment to group d posts. Guidelines for recruitment of group D staff by railway administration 1. Recruitment unit Requirement of all divisions/workshops/production units and other organisation falling within the territorial jurisdiction of the zonal railway will be clubbed together for the recruitment. . Periodicity of recruitment * Recruitment shall be done at intervals of one or two years. * Vacancies shall be counted as those existing in 1st January or 1st July of the year of recruitment plus those anticipated over the next one or two year. 3. Eligibility criteria * The educational qualification for recruitment to all posts in group D in the railways shall be class 8th passed. * The age limits for recruitment shall be as per extant instruction, with relaxation for specified categories as admissible under specific orders issued by Ministry of Railway’s from time to time.How to apply Candidate shall apply on plain paper, as per format indicated in the employment notice, directly to the deputy chief personnel officer. Fees may be charged @ Rs. 40 per candidate. However, no fee is to be charged from the candidates belonging to SC/ST categories. In his/her application, the candidate should mention the recruitment unit and posts applied for. Candidates should be asked to give option (maximum three) in order of preference for the division/workshops/prod uction units/other organisation etc.. , within the territorial jurisdiction of the zone.If a combined examination is being held for more than one category of group d post, then the candidate should specify his preference for the posts also. No change of options shall be permitted at any stage subsequently. Written Exam Recruitment boards are conducting Written Exam first. 1. There will be total 150 multiple choice questions in the written exam. 2. The questions will be asked of 10th class level from these topics: * General Knowledge. * General Maths. * General Reasoning. * General Science. 3. After passing in Written Exam candidates have to face Physical Efficiency test, mainly Race of 1500 meter.Selection procedure The selection shall consist of a written test followed by physical efficiency test and medical examination. Medical Examination of Candidates for appointment to Non-Gazetted Railway services * Medical examination includes- (i) General physical examination, and (ii) Visio n tests * Non-Gazetted Railway services are divided into different broad groups and classes like Group A(A-1,A-2,A-3), Group B(B-1, B-2), Group C(C-1, C-2). * Spectacles:   No glasses are to be permitted  for categories A-1 and A-2 and for Railway Protection Force staff where their medical category is B-1. Candidates in classes A-1, A-2, A-3 and B-1 on being medically examined shall be tested for color perception with the prescribed apparatus and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidates  of classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Candidates  class A-1 will be examined to ascertain that the fields of  vision are not seriously restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence of  binocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Cand idates from A1 to B-1 categories may be examined in glaring light by providing  a 200 Watts Bulb 90 cm. Response to  glare and recovery time should be noted by examining the candidates. Fundus / Full Ophthalmology Examination: Compulsory in the following circumstances, 1. For all candidates in A-1. 2. For categories C-1 and C-2 when the power of lenses exceeds 4 D, the candidate should be  examined by an Ophthalmologist to exclude progressive eye disease.General Physical Examination: Candidate must be in good mental and bodily health and free from any defect likely to interfere with the effective performance of the duties of his appointment. Following are examined: * Measurement of height, weight and chest girth will be recorded. * The condition of heart and lungs. * The condition of teeth and gums (well filled teeth will be considered as sound). * Whether there is any evidence of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free m ovement of the joints. Whether hearing in each ear is good and whether there is any disease of the ear. * Whether there is any speech defect. * Whether there is any communicable disease. * Hearing:   In the examination of hearing of the candidate/serving employee, the speaking voice test  will be employed. The use of hearing aid should not be permitted for candidates in categories ‘A' and ‘B'. * Speech:   Stammering is not to be considered a serious defect disqualifying a candidate in clerical  duties, especially such of them as do not have to come in direct contact with the public. Head injuries:- Candidates in categories A-1, A-2 and A-3, when they come up for medical examination or re-examination, should give a declaration if they had a head injury earlier and if so, a history of the case, even though fully cured at the time of declaration. In the case of persons with past history of loss of memory, a full neurological examination and a fitness certificate fro m a neurologist would be required. A candidate who has one of the following will be rejected irrespective of the category of employment: Appeal Normally, candidate has no right of appeal , but if proof is produced as regards to the possibility of error of judgment in the decision of the examining medical authority, a re-examination will be ordered. Such evidence should be submitted within one month of the date of communication. * A medical certificate produced by candidate as evidence about possibility of error of judgment should contain a note by the medical practitioner concerned that he is aware of the fact that the candidate has already been declared unfit by Railway medical authority. Medical classification of different categories of Railway staff A1| * Loco Pilot/ Asst.Loco Pilot * Motorman| A2| * Guards/Asstt. Guard/Pilot guard * ASM, Station Master, Station Supt. * Traffic Apprentices| A3| * Loco Inspector * JE/SE C&W * JE/SE Loco * JE/SE Works * JE/SE Signal & Telecommunica tion * Traffic Inspector * Trolleymen * Gatekeeper * YM/AYM, Trains Clerk * Bridge Inspectors, JE/SE Bridges| B1| * Gang men / Trackman * Permanent way khalasis * ESM/Tech Signal * Train Examination staff * RPF staff| B2| * Ticket checking staff| C1| * Section Controller * Booking Clerk * Station Clerk * Commercial Inspector * Telephone operator| C2| * Others|Standards Description for different Medical classification * A-1  Physically fit in all respects. Visual Standards —Distance Vision: 6/6,6/6 without glasses. Near Vision: Sn: 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-2  Physically fit in all respects. Visual Standards—Distance vision: 6/9,6/9 without glasses. Near Vision: Sn: 0. 6, 0. 6 without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-3  Physically fit in all respects.Visual Standards—Distance Vision: 6/9,6/9 with or without glasses (power of lenses not to exceed 2D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power of lenses not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-2  Physically fit in all respects.Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Field of Vision. * C-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, 6/18 with or without glasses. Near Vision: Sn: 0. 6, 0. 6 with or without glasses whe n reading or close work is required. * C-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, Nil with or without glasses. Near Vision, Sn: 0. 6 combined with or without glasses when reading or close work is required.Verification of Character and antecedents of Railway employees on appointment through RRB: * Before making an  appointment to the Railways it is the responsibility of the appointing authority to satisfy itself about the identity and suitability of the candidate according to the prescribed criteria. * Detailed verification of character and antecedents would be applicable in case of: 1) Group ‘A’ Posts. 2) Group ‘B’ posts. 3) Group ‘C’ and ‘D’ posts of all those offices in which detailed verification is considered particularly necessary in the interest of security by the Administrative Ministry of office. ) Cases in which simple verification cannot be done because of the candidateâ€⠄¢s inability to produce a certificate of character. * Attestation form in respect of the categories where detailed investigation is necessary attestation form has to be referred to District Magistrate * Simple verification would be applicable to appointments to all other posts viz: a) Posts of LDCE and posts of equivalent grade and all Group ‘D’ posts in the Government of India Secretariat and its attached offices. b) Group ‘C’ & ‘D’ posts under the Government of India in subordinate offices. Exception can be made to the general procedure and detailed verification may be done for some posts/services/departments. * All appointing authorities should clearly indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Record Check or Simple Verification. DATA ANALYSIS AND DATA INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the empl oyees and APOs regarding â€Å"Recruitment and Selection Procedure† of their company. 5 employees and selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of Data The analysis of the data is done as per the survey finding. The data is represented by graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. QUESTION: What are the sources for recruitment and selection? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Internal| 5| 20| 2. | External| 8| 32| 3. | Both| 12| 48|About 48% of the employees said that they prefer both internal as well as external source for recruitment and selection. 20% of the employees said that they prefer internal source for recruitment and selection. 32% of the employees said that they prefer external source for recruitment and selection. QUESTION: Which method do you mostly prefer for recruitment and selection preferre d way of recruitment? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Direct| 5| 20| 2. | Indirect| 2| 8| 3. | Third Party| 18| 72| About 20% of the employees said that they prefer direct recruitment and selection. % the employees said that they prefer indirect recruitment and selection. 72% the employees said that they prefer third party recruitment and selection. QUESTION: When do you prefer to go for manpower planning? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yearly| 15| 60| 2. | Quarterly| 2| 8| 3. | No Fixed Time| 8| 32| Around 60% of the employees said that they prefer yearly manpower planning. 32 % of the employees said that they do not follow any pattern they don’t have any fixed time manpower planning. 8% of the employees said that they prefer quarterly manpower planning.QUESTION: Do you think the present recruitment policy is helpful in achieving the goals of the organisation? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 10| 40| 2. | No| 7| 28| 3. | To some extend| 8| 32| Around 40% of the employees said that the company’s recruitment policy is helpful in achieving the goals. 28 % employees said that the company’s recruitment policy is not helpful in achieving the goals. 32% employees said that the company’s recruitment policy is helpful to some extend in achieving the goals. QUESTION: Is there any provision for evaluation and control of recruitment and selection process?S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 15| 60| 2. | No| 10| 40| About 80% people said that the company has the provision for evaluation and control of recruitment and selection. 20% people said that the company does not have the provision for evaluation and control of recruitment and selection. QUESTION: Does the procedure adopted for recruitment and selection of employees enables to give right person at right job? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 7| 28| 2. | No| 12| 48| 3. | To some extend| 6| 24|About 28% of the employees said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job. 48% of the employees said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for the right job. 24% of the employees said that the procedure adopted for recruitment and selection of employees enable to some extend to place the right person for the right job. QUESTION: How do you rate the HR practices of the company? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| . | Very Good | 3| 12| 2. | Good| 14| 56| 3. | Average| 6| 24| 4. | Bad| 2| 8| 24% of the employees said that they feel that HR department is good. 12% of the employees said that they feel that HR department is very good. 56% of the employees said that they feel that HR department is Average. 8% of the employees said that they feel that HR department is bad. Intake of Manpower of Group’C’ in DLW SN| Department| Total| 1| Admn & Schl| 01| 2| Accounts| 01| 3| Civil| 02| 4| Electrical| 09| 5| Mechanical| 03| 6| Medical| | 7| Personnel| | 8| Stores| 02| 9| RPF| | | TOTAL| 18|Sanctioned Strenth Of Non-Gazzetted Staff Of Group’C’ For The Month Of May, 2012 Department| As On First Day Of The May Month| As On Last Day Of The May Month| | Permanent| W/C Posts| Total| Permanent| W/C Posts| Total| ADMN & SCHL| 311| 24| 335| 311| 24| 335| ACCTS| 317| 24| 341| 317| 24| 341| CIVIL ENGG. | 507| 3| 510| 507| 3| 510| MECH| 3609| 48| 3657| 3609| 48| 3657| ELEC| 745| 27| 772| 745| 27| 772| MEDI| 156| 2| 158| 156| 2| 158| PERS| 172| 4| 176| 172| 4| 176| STOR| 685| 8| 693| 685| 8| 693| SECU| 242| 0| 242| 242| 0| 242| TOTAL| 6744| 140| 6884| 6744| 140| 6884|Operated Strength Of Non-Gazetted Staff Of Group’C’ For The Month Of May, 2012 Department| As on 1st day of the month| As on Last Day of the Month| | Regular Staff| Substit utes| Total| Regular staff| Substitutes| Total| ADMN& SCHL| 217| 73| 290| 212| 74| 286| ACCTS| 253| 7| 260| 253| 7| 260| CIV| 293| 0| 293| 288| 0| 288| MECH| 3047| 128| 3175| 3043| 128| 3171| PERS| 151| 0| 151| 150| 0| 150| ELEC| 667| 2| 669| 666| 2| 668| MEDI| 130| 0| 130| 129| 0| 129| STOR| 555| 1| 556| 555| 2| 557| SECU| 198| 0| 198| 203| 0| 203| TOTAL| 5511| 211| 5722| 5499| 213| 5712| Operated Strenth Of Gazzeted For The Month Of May, 2012Department| As on First Day of the Month On-Roll| As on Last Day of the Month| | Group ‘A’| Group ‘B’| Total| Group'A'| Group'B'| Total| ADMN & SCHL| 3| 10| 13| 3| 10| 13| ACCTS| 7| 22| 29| 8| 21| 29| CIV| 2| 2| 4| 2| 2| 4| MECH| 29| 27| 56| 27| 27| 54| PERS| 2| 4| 6| 2| 4| 6| ELEC| 8| 8| 16| 8| 8| 16| MEDI| 10| 0| 10| 10| 0| 10| STOR| 16| 18| 34| 16| 18| 34| SECU| 2| 0| 2| 2| 0| 2| TOTAL| 79| 91| 170| 78| 90| 168| Diesel Locomotive Works (DLW) Details of group wise strength As On| Gro