Look Under Description

With vast referencing to Allah in the various stories compiling The Arabian Nights, comparison of story to the teachings of the Quran are a warranted article for evaluation.   In the introductory story, Story of King Shahryar and His Brother, the King discovers his wife to be an adulteress and decides to bestow upon her punishment by execution. With his brother having suffered the same through the actions of his own wife, the king concludes that all women are not to be trusted and that the world would benefit through having a fewer number of them.   As a result of this resolve, he commits to marrying one virgin a night, taking her to his bed, and then having her killed in the morning.   This practice continues for years.   Sura 24, Al-NÃ… «r, of the Quran offers an excellent foundation to discover if the actions in the story coincide with the codes of conduct taught in Islam with respect to women’s role in marriage and in society. Systematically reviewing the Sura, one may conclude that no definitive variation is stated between women’s societal role and that of men.   However, her role of being a woman and what that means in respect to protecting herself and her chastity is addressed.   Instruction is given to men to â€Å"restrain their looks and guard their senses† (24:31-32).   This instruction is given also to women, with the addition of hiding their beauty and adornments from those outside of specified individuals, stating that the beauty and adornments of a woman are reserved for her husband. They are not to be concerned with showing themselves to those who either are too young to understand the relationship between man and woman, or individuals outside of the family who have no desire for women (24:31-32).   In the Story of King Shahryar and His Brother, the king’s wives are spoken of as being beautiful.   It does not make reference to how they are dressed, but the impression is made that they are not covered as instructed by the Quran.   This is not to suggest that the failure to cover is cause for their demise, but a simple observation. The actions of the younger brother, King of Samarkand, are an obvious and blatant rebellion against Islamic rule in accordance to Sura 24.   While the witnessing of a wife committing adultery by the husband alone is evidence for punishment, he must â€Å"bear witness four times in the name of Allah that he is telling the truth, and a fifth time that Allah’s curse be upon him if he lies† (24:7-11).   This younger brother took it upon himself to kill his wife, and mentioned nothing of the situation to anyone until he spoke of it to his brother some time later.   Though the eldest King, King Shahryar, was not the sole witness to his wife’s sin, his punishment of murder is not the instructed penalty. However, it is not this murder, but the many that took place daily thereafter, in conjunction with the terms of arrangement, which pose such a contradiction to Sura 24.   A man and a woman are to be arranged in marriage (24:33-35).   Again, this reflects equality between the sexes, as both are under the same instruction.   In the story, this arranged marriage is seen routinely between the King and his nightly bride.   The difference being that in the story, these women were given to him out of fear by their families.   This marriage arrangement was by the king more so than by the woman’s controlling figures. There are similarities between Story of King Shahryar and His Brother and the Quran, however, the differences are more severe.   It would be an act of ignorance to take any of the stories from The Arabian Nights and use them as an indicator of Islam and the teachings of the Quran.   This story did not accurately reflect what a marriage is in Islam, nor did it make reference to a woman’s role either in marriage, in society, or in self.   The story depicts a woman as somebody who can be assigned and given away much in the way you would assign or give away material property.   Such a story does not echo the lessons of Islam found Sura 24, or of Islam as a whole. References Burton, R. (1850). The Arabian Nights Khan, MZ. (1997) The Qur’an: Arabic text with a new translation by Muhammad Zafrulla KhanI. Brooklyn: Olive Branch Press

Vegetarian Diet: a Good Practice to Lose Weight or Not

Vegetarian Diet: A Good Practice to Lose Weight or Not? Obesity is one of the major problems of modern societies. At this present, Thai people are getting fatter. According to Kasikorn Research Centre, the researches in 2008 indicates that the number of Thai people classed as overweight is expected to increase between 10 – 12 millions, which is almost 1 in 6 people of the country. However, nowadays, people are more concerned about their health and fitness. They want to be good looking and healthy, so people are looking for ways to lose weight. One popular dietetic practice is vegetarianism.In many areas, people are vegetarians because of inadequate income, lack of animal products, and religious belief. Vegetarian diet becomes the most popular diet practice as it has been proved to lose weight effectively. However, vegetarian diet remains a controversial issue among people. Some people claim that vegetarian diet is lack of nutrients, unhealthy and a difficult practice. However, vegetarian diet is a good practice for losing weight as it benefits weight loser in many ways. Firstly, vegetarian diet is an effective practice to lose weight.Many studies indicate that vegetarian dieters can lose weight very fast. The easiest concept of losing weight is people have to eat fewer calories than they expend. Vegetarian diet helps people lose significant weight since vegetarian foods which include vegetables, fruits and grainsarevery low in calories. Moreover, there are other supporting factors. The fact is fruits and vegetables contain a large amount of water and fibers which enable people to feel full quickly. From the scientific study, human body can absorb vegetable nutrients better than meat.Besides, vegetarians can eat unlimited amount of high-fiber foods without feeling hungry. Furthermore, eating vegetables helps increase calories burnedafter meal since the nutrients from vegetables are digestedfaster than from meats. Also, the consumption of whole grains, one of the staples of vegetarian diets, is proved to be associated with a lower body mass index and waist circumference(BMI). From the researches, vegetarian dieters can achieve their weight losing as they can lose weight about a pound per week without additional exercise and calories intake limitation (physician committee for responsible medicine, 2006).Vegetarianism is the only diets for permanent weight loss since it enables people to shed off unnecessary fats. If people decrease their animal products intakes, undoubtedly, they will lessen their fats intake which is the main reason of weight gain. Quoted in physician committee for responsible medicine, Susan E. Berkow, the author of the Nutrition Reviews, wrote in her reviews that both male and female vegetarians weight 3 to 20 percents lower than meat eaters. Therefore, vegetarian diet is proved to be an effective way to lose weight It has been claimed that being vegetarian is not a good practice because it has many side effects.So me people argue that vegetarians are fainted easily and stressed since they have to avoid meats. In fact, vegetarian diet has fewer side effects when compared to Atkins diet and using diet pills. The first one, Atkins diet practice, gives many trans-fats which come from eating an unlimited amount of meat, dairy products. As reported in Akins Nutritional Organization article, trans-fats have no nutritional value and are the major cause of obesity and the contributor to heart disease. Additionally, meats are converted to fats and fats have been added to weight increasing.Nutritionists have found that Atkins weight loss program increases the risk of heart disease while vegetarian diet decreases it. Moreover, according to the American Cancer Society’s studies, meat increases the risk of colon cancer. On the contrary, fruits and vegetables help lower the risk of getting cancer. The second way to lose weight compared to vegetarian diet is taking diet pills. Diet pills restrain appe tite so they make people feel full so that they can lose weight very quickly; however, it causes many side effects on health. The fact is diet pills cause many ailments such as nervousness, fatigue, headaches, and diarrhea.Moreover, diet pills overdose leads to tremors, hallucinations, heart attack and even death. Many pills contain dangerous chemical substances. For example, Phenylpropanolamine can increase heart beat rate and blood pressure. From the report published in 2004 by the New England Journal of Medicine, San Francisco researchers link diet pills to be the cause of 10 deaths and 20 heart attacks and strokes within the past two years after their drug intake. Hence, losing weight by eating plant products poses less harm than Atkins diet and taking diet pills. Also, vegetarian dietbenefits weight losers in terms of the expenses.Some people may argue that vegetarian foods cost much money and cooking vegetarian dishes can be complicated since they have to select specialthe ing redients. In fact, vegetarian diet helps save money because vegetables and fruits, actually, cost less than meats and whole grains are less expensive than protein from meats. Moreover, since vegetarian diet has few side effects, it helps people save the money spent onmedical care and health insurance. On the other point of view, people who disagree with vegetarian diet claim that vegetarian diet is an unhealthy practice for losing weight since it lacks many nutrients.They claim that those who practice vegetarian diet may lack of nutrients from protein, vitamins and fats. Protein for body growth generally comes from meat and dairy products and vitaminB12, for example, which used to help forming red blood cells and functioning nerve systems comes from milk. In addition, energy which is used during all stages of life comes from fats, carbohydrate, and protein. Besides, they argue that water and fibers reduce energy density and increase the volume of foods. Vegetables and fruits, natura lly, contain a lot of water and fiber content, so they might low in calories and give low energy density.Therefore strict vegetarian diet does not providepeople enough energy to use during the daily activities in life. Actually, to people who are not well informed, vegetarian diet is proven to be a good practice to lose weight. The fact is there are four main types of vegetarian diet. It is categorized by the animal meat restriction in the diet. The first type is a total vegetarian or vegan which is the group of people who eat only vegetables. People who are vegans can lose weight very fast. The second type islacto vegetarian.This type of vegetarian allows vegetables and dairy products. Ovo-vegetarian is another type of vegetarian. They consume vegetables and eggs which give them enough protein. The last type of vegetarian is lacto-ovo vegetarian. People who practice lacto-ovo vegetarians eat all vegetables,eggs and dairy products. It is proved that adopting this diet has many healt h benefits, more than a meat-full diet since lacto-ovo vegetarian food provides protein, carbohydrate, fats, minerals and vitamins which are necessary to human body.So, people in this diet type do not need to find other supplements to stay healthy. Another point is that there are other sources of nutrients from plants which function as protein in meats, vitamins and minerals such as whole grains, legumes, vegetable seeds and nuts. Moreover, lacto vegetarians and lacto-ovo vegetarians can gain vitaminB12 by eating dairy products while vegans can obtain vitaminB12 from soy milk and yeast. Besides, milk and dairy products are another source of calcium. Also, kales and green leave vegetables can give calcium which are absorbed better than that from milk.Furthermore, vegetables contain the less amounts of saturated fats than meats, so it can lower blood pressure and cholesterol levels and the risk of cardiovascular disease. Additionally, vegetarian meals have essential minerals and vitam ins which are good for health. Vegetables are rich in antioxidants and protective Phytonutrients which lower the risk of cancer and chronic syndrome. Besides, losing weight by vegetarian diet is not proven to cause an illness. People who consume a lot of meat have a high risk of heart-disease, cancer and bone loss.The study of more than 500,000 middle-aged and elderly Americans found that those who consumed about four ounces of red meat a day were more than 30 percent likely to die from heart disease and cancer during ten years followed. In conclusion, there are several benefits of vegetarian diet for weight losers. Vegetarian diet is proved to be an effective way to lose weight since it has lesser negative side effects and benefits weight losers in terms of the expenses. There are four types of vegetarians included lacto vegetarians, lacto-ovo vegetarians, ovo-vegetarians and vegans which are categorized from the restriction of animal products.Although some people argue that vegeta rian diet is an unhealthy way to lose weight, many studies prove that vegetarian diet is a healthy weight loss practice. Albert Einstein once said â€Å"Nothing will benefit human health and increase chances for survival of life on earth as much as the evolution of vegetarian diet. † Nevertheless, there are many people who starting vegetarian diet without nutritional background knowledge about balanced diet. Therefore, vegetarians should be aware of what nutrients lack in the diet and carefully select types that appropriate for each person to become a wise weight loser. ThanchanokSrisawang 520110045

Co-Operative Sugar Mills Limited, Salem.

A Summer Project at Co-operative Sugar Mills Limited, Salem. SUMMER PROJECT REPORT Submitted by DHANABAL. K Register No: 713211631026 in partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION IN RVS INSTITUTE OF MANAGEMENT STUDIES COIMBATORE – 641402 AUGUST 2012 RVS INSTITUTE OF MANAGEMENT STUDIES COIMBATORE -641 402 SUMMER PROJECT REPORT AUGUST 2012 This is to certify that the project entitled A Summer Project at Co-operative Sugars Limited, Salem. is the bonafide record of project work done by DHANABAL. K Register No: 713211631026 f Master of Business Administration during the year 2012-2013. MR. AJITH SUNDARAM DR. J. NIRUBA RANI (Project Guide) (Head of the Department) DECLARATION I affirm that the summer project work titled â€Å"CO-OPERATIVE SUGAR MILL† being submitted in partial fulfillment for the award of Master of Business Administration is the original work carried out by me. It has not formed the part of any other project work s ubmitted for award of any degree or diploma, either in this or any other University. DHANABAL. K 713211631026I certify that the declaration made above by the candidate is true. Mr. Ajith Sundaram ACKNOWLEDGEMENT â€Å"Gratitude is the music of our hearts. † A summer project of such a comprehensive finish cannot be completed without the help of numerous sources and people throughout the long rugged path of success. We realize this fact and so, we are greatly indebted to all of them and take this opportunity to thank them. First and foremost I would like to thank god almighty whose blessings made me to complete the training successfully. It is a great pleasure to acknowledge my sincere thanks to Dr. P. V. PRABHA, MBA, M.Phil, ICWA, PGDCA, Ph. D. , Director, RVS institution of management studies, Coimbatore for providing me an opportunity to get practical knowledge about my theoretical studies. I also thank Dr. J. NIRUBARANI, MBA, M. Phil, PGDCA, B. ED. , Ph. D. , Head of depart ment, RVS institution of management studies, for providing me an opportunity to undergo this internship training work. I indeed greatly thankful to my faculty guide Mr. AJITH SUNDARAM, B. TECH, MBA, MS(UK), Msc, (Ph. D. ), Assistant professor, RVS institution of management studies, thank him for guiding me to successfully complete the training.I wish to express my gratitude to all the staff members in the department of management studies for their encouragement for completing this training. I would like to my sincere thanks to Mr. S. Jayakumar, Sri Jayam Impex, Managing Director for the valuable help rendered to me by providing the necessary information, materials and co operation for the preparation of this summer training. Finally I would like to thank my parents and all my friends who have helped me immensely throughout the project work. TABLE OF CONTENTS CHAPTER NO. | TITLE| PAGE NO. | | INTRODUCTION| | | ABOUT THE INDUSTRY| | | ABOUT THE COMPANY| | | OBJETIVES OF THE STUDY| | 2 | DEPARTMENTS| | | PURCHASE| | | PRODUCTION | | | FINANCE| | | MARKETING / SALES| | | HUMAN RESOURCE| | 3| FINDINGS AND SUGGESTIONS | | 4| CONCLUSION | | 5| BIBLIOGRAPHY | | 6| APPENDICES | | INTRODUCTION INTRODUCTION: The Salem Co-operative Sugar Mills is situated on the banks of River Cauvery at a distance of 20 kms from Namakkal, which is the nearest town. The factory and residential colony is located in an extent of 148 acres of Pettapalayam Village.The Sugar factory plays a significant role in the social and economic uplift of people day and night and plays a significant role in essential item like sugar, molasses , bagasse , alcohols , and bio-fertile. Sugar cane is cultivated in more than 110 countries and India stands first in sugar production within around 20 established sugar factories and over 35 million farmers and agricultural labors involved in sugarcane cultivation and harvesting . Tamilnadu has a rich tradition of successful sugarcane cultivation . if occupies 2. 6la khs hectors representing 65% of cane, a major portion being crushed by 36 sugar factories in tamilnadu and Pondicherry. Benefit of these items is Industry related to regular activities of the common people in rural areas . in addition other by-products form sugar factories play a principal role in the foreign exchange in an indirect way. ABOUT THE INDUSTRY HISTORICAL BACKGROUD: Human, throughout its history, has enjoyed sweet food and link sugar brings out flavors, intensities colors and also acts as servitude and fermenting agent.In olden days we know that it is one of the cheapest sources of energy i. e. calories sweetness sources’ occurs aurally in plants. There is lack of statically data to determine when acne sugar became the principal sweetener in any given part of the world. But it can be stated that cane sugar was first made in India and achieved dominant status 2000 or more years ago. The earliest precise and secure date for manufacture of sugar from sugarcane is in the kautillya’s Arthshatra, a Sanskrit manual on statesmanship written in 324-300 B. C. autillya was government official. Cultivation of sugarcane as a commercial crop was widely spread in Ganges valley. Its organization systematic integration intro dependent parts to form a whole it is culture of relationship among various position or job. This structure of entity comprises horizontal and vertical authority relationship. It is system of the co-operative attainment of common purpose organization represents the hierarchical arrangement of various positions in the enterprises. Designing of an appropriate structure is essential for successful engagement.This several firm of organization but all of them are not suitable to all enterprises it depends upon the nature size and objectives of a particulars enterprises these for every department has to plan & developed an appropriate structure for itself. The search for job satisfaction seems to be going on at every level of the organi zations, by people all types of jobs, by young and old men and women, by white collar and blue-collar employees and by minority and majority. But according to Maslow, â€Å"Man is a wanting animal† As soon as one of his needs is satisfied another appears in its place this process is unending.It continuous from birth to death. Man continuously puts forth effort-works, if you please to satisfy his needs†. In such a continuous process of course, satisfaction in Seldom achieved. â€Å"The term job satisfaction refers to an employee’s general attitude towards his job. To the extent that a Person’s job fulfills his dominant need and is consistent with his expectations and values, the job will be satisfying†. Thus job satisfaction is essentially related to human needs and their fulfillment through work. COMPANY PROFILE The Salem Co-operative sugar mills ltd. Mohanur on agro-based industrial undertaking was established in Pettapalayam talus in Namakkal dist rict to fulfill the long felt need of the public in general and the sugar cane grower in particular. This area was traditionally a cane potential area. Normally the bulk of cane grower in this area was sent to namakkal district coop. sugar mills to cater to the need of the sugar cane grower of this area sugar factory was established with a crushing capacity of 2,500 TCD at a total project cost of Rs. 3,300. 00 lakhs. This sugar factory is situated Pettapalayam village, Mohanur talus in namakkal district about 20Kms from amakkal town and 50Kms fro Salem city. The location of the mills is 5Kms from Salem to Vellore main road. The area of the mills is 96. 14 acres. The mill was registered under the tamilnadu co-operative society’s act 1961 and 25th November 1987. The foundation stone was laid by the hon’ble chief minister of tamilnadu Dr. kalaingnar on 13. 05. 1990. The factory commenced its first crushing season on 1st October 1992. The unique feature of the mills is ins talling of 2. 5 MW co-generation plant using the bagasse as raw material at a cost of 01. 23 crores.The mill has obtained ISO 9001-2000 certificate during 2003 for a period of three years and subsequently renewed up to June 2009. To improve the mill efficiency, boiler efficiency and quality of sugar-modernization of mills and boiler with DCS system and installation of rotary screen for filtering the bagacillo in cane juice installation of auto PH control system, the tender finalized. The government of tamilnadu has sanctioned Rs. 57. 50lakhs under part II scheme. The Sugar Mill was registered under TamilNadu Co – operative Act on 29. 08. 1966 and was started in 15. 12. 966. The commencement of production activities stated in 20. 12. 1972. Another unit was started 28. 02. 1987 and its capacity was increased to 2000 TCD. The Industry covers a total land area 171. 73 acres including 20 acres for area of cane cultiration. 76. 73 acres for area of factory, 45 acres for housing and colony administrative office and 30 acres for Polytechnic. The area of operation covers entire Denkanikottai, Namakkal Pennagaram taluk part of Namakkal, Pochampalli taluk Namakkal District and Kadyampatti firika Omalur (T. K) in Salem District. CANE INFORMATIONSugar cane is a traditional crop of India and it’s under cultivation since time immemorial in the indo-gangetic belt. There are numerous mentions of sugar cane in several of our ancient books such as â€Å"Atharva Veda†, â€Å"Rig Veda† etc dataing back to 1000BC TO 3000BC. Foreign travelers to Iandia, about 2000 years ago, have mentioned about sugar cane. Buddhist literature has several mentions of sugar cane and sugar. GENERAL AWARDS TO THE MILL * Tamilnadu co-operative union, selected their mill for the best co-operative sugar mill in tamilnadu continuously for 06 years from 1979-83. The national federation of co-operative sugar factories limited also awarded Second prize in tamilnadu level cane devel opment (low recovery zone )at 2002-2003. * Tamilnadu government award first for the recovery and production of sugar in 2003. QUALITY POLICY The salem co-operative sugar mills ltd. ,consistently manufacture and deliver sugar of quality that comply with national and standard by 1. Strict adherence to product quality requirements and management system 2. Ongoing training and effective communication 3. Team effort and contribution by individuals in continual improvement programs.The salem co-operative sugar mills is situated and the salem dam at distance of 25 kms, from udumalpet which is the nearest town the factory and residential colony is located in an extent of 158 acres of krishanapuram village. AREA OFOPERATION The salem co-operative sugar mills LtdArea of Operation consists of a Tirupur district (Madathukulam taluk part, Udumalpet taluk part, palani taluk part), in Coimbatore district (pollachi taluk part,) and near around 86 village level. Our Sugar Mills consists of 4 divisio ns and 2 sub divisions in which 12 cane sections are functioning Objectives of the millsThe main objective of the mill shall be manufacture of white sugar from Sugarcane and the sale if sugar so manufactured along with the by products to the best advantage of the members. Management The management of the mill was vested committee of the management comprising of 21 directors nominated by the Government of Tamilnadu. The term of office of the committee expired on 31/07/87. Now the Government has appointed an Administrator in the place of the committee of management. Production capacity Initially the mill was installed to crush 1250 TCD (Tones of crushed per Day).From the year 94-95, crushing season the crushing capacity has increased from 1250 TCD to 1500 TCD. Total number of employees There are 450 workers and officers workers in TCSM. 175 NMS are working in the mills. There is also a full timeMedical officer appointed for dispensary inside the mill preises. Departments There are sex departments in TCSM. They are 1. Purchase 2. Production 3. Quality Control 4. Stores 5. Sales 6. Accounts 7. Cane SCOPE & OBJECTIVES OF THE STUDY OBJECTIVES OF THE STUDY The Objectives of the study are: * To familiarize with business and service organization. To Getting practical experience regarding the organization function. * To learn about the policies and function of the organization. * To get industrial exposure and experience. * To understand the production and selling methods. SCOPE OF THE STUDY * The study is mainly based on the details collected from each department. * It provides better understanding at function level of each department. I. e Purchase, production, sales, finance and human resource management. * Each and every activity of the company has been studied very carefully with the data available. Apart from that I gained knowledge of the functioning of different department and their inter relationship with each other. * This study helped me familiarize with the manufacture and selling the sugar. OBJECTIVE OF THE ORGANIZATION OBJECTIVE OF ORGANIZATION: * To become the preferred of personnel by offering highest quality of work life n the industry. * To be the most outstanding supplier in the industry during by meeting customer expectations. * To be the first place among locations in the company in ‘earnings per employee’ ratio in the industry during the present decade. To achieve at least 10% growth every year in turnover, profits and value addition. * To implement measures to ensure zero defects, there by customer delight will be achieved. * To raise share capital and deposits from the members. * To raise loans supplementary loans and in term loans supplementary loans and in term loans for investment in Block assets. * To provide welfare facilities for the employees. * To recruit and appoint on Permanent, Temporary contract basis or in any other manner considered necessary by the committee of the society. To undertake measured for the increased produced of sugar cane and supply of seeds manure, implements, irrigation facilities and other products requested and provisions of technical advice regarding improved cultivation practices. * To run educational and technical institutions for the benefit of cane growing members and employees of the sugar mill. * To provide for the welfare of the person employed by the Co – operative society. AREA COVERAGE: * Early and Mid season planting * 70% * Late season planting * 20% * Special season planting 10% SEASONS FOR SUGARCANE * Early –December –January (Margazhi –Thai) * Mid –February –March (Masi –pankguni) * Late –April –May (chitthirai-vaikasi) * Special –June –August (Aanni-Avani) COMPANY VISION AND MISSION: VISION: * To become no. 1 among all cooperative sugar mills in the state in all aspects. * Empower employees for shouldering higher responsibilities resulting in job enrichment and jo b satisfaction. * Aim to grower in business and to make the senior officials of by grooming and motivating them. MISSION: Strive to achieve excellence in manufacturing sugar through our dedicated, loyal and committed work force to enhance customer satisfaction. * Strive to achieve maximum value addition trough the most effective use of resource. PURCHASE DEPARTMENT PURSCHASE DEPARTMENT INTRODUCTION: Subramanian Siva co-operative sugar mills handle the scientific and modern methods’ of management to procure their Raw materials for the production. Brine reading is the instrument used to measure the sugar contents of the sugar cane. If the content of sugar is low; the sugar cane will be allowed to grow for one or more months.They get the sugar cane form gopalapuram, dharmapuriDistricts. LIST OF SUPPLIERS: In respect of the sugar units in Tamilnadu, there is a list of registered suppliers for subiramaniya Siva Co-Operative Sugar Mill, such as Calcutta, Bhubaneswar and Cuttack whi ch are suppliers of raw materials, who are notified sugar belts in India? The name and address of the suppliers are maintained by the purchase in charge staff. This list has to be updated as per the format then and there, whenever new vendors are added, the supplier’s registers are to be maintained as per the format. ENQUIRY:As soon as the valid purchase requisites are received, local city or head office shall float Enquiries as to whenever cane is to be sent to the manufactures. PURCHASE ORDER: The purchase orders are to be paced by the department of purchase with the approval of the approval of the Deputy Manager (DGM). These Purchase orders placed under the conditions are supervisions of Deputy General Manager (DGM). TERMS AND CONDITIONS OF PURCHASE ORDER: The purchase order must contents the complete satisfaction of the materials. The details are as follows: 1. Quantity 2. Mode of delivery 3. Price 4.Duties and Tax Insurance 5. Order number 6. Pre-payment Great care is ta ken by the officials before placing the order, to avoid over stocking and loss of interest. The breakup delivery schedules are strictly followed to avoid losses when planning bulk-orders. The purchase copies are distributed to various levels of the Organization and vendors. Usually 7 copies of purchase bills prepared. 1. Original copy to supplier 2. Copy to Vice-President 3. Copy to Senior Manager 4. Copy to Stores 5. Copy to indenting department 6. Copy to purchase department 7. Copy to General Manager PAYMENT PROCEDURES:Salem Co-Operative Sugar Mill and chemicals Ltd. , follows the following procedures for Payments. Minimum 30 days of credit is required Stocks are sent through bank/directly Some purchases are made by cash. No advance is paid. CANCELLATION OF PURCHASE ORDER: The purchase order may be cancelled with the approval of Deputy General Manager Specifying requirements. RECEIPTS AND INSPECTION OF MATERIALS: The consignments are received and formally scheduled against the pu rchase order and the purchase order and the invoice issued by the suppliers. Acknowledgements are issued to carriers.Acknowledgements are issued to suppliers. The Storekeepers takes the responsibility of these goods STORES DEPARTMENT: An organization can have various types of stores like raw materials, store, processed or semi-finished material store, finished goods store and so on. Such range from ordinary one with shelves and bins to cold or dehumidified storage, huge silos for storage of food grains or bonded stores for keeping goods on which customs and excise duties have not been paid. Storage is essential part of the economic cycle and stores management is today a specialized function which can contribute significantly.DUTIES AND RESPONSIBILITIES OF STOREKEEPER: To receive the materials. To keep materials in the right place and in the manner Prescribed. MAJOR RESPONSIBILITIES OF STORES DEPARTMENT: * The major responsibilities of stores are listed below: * Identification of all material stores. * Receipt of incoming goods. * Inspect of all receipts. * Stores and preservation. * Materials handling. * Packing. * Issue and dispatch. * Maintenance of stores records. * Stores accounting. * Inventory control * Stock taking. PRODUCTION DEPARTMENT PRODUCTION DEPARTMENTProduction means creation of utilities and covers all the activities of procurement, allocation and utilization of resources such as labor, energy, materials, equipment, machinery, etc. production management involving planning, organizing, directing and controlling the production system. Management is the process of effectively programming, co-coordinating, controlling production. ABOUT THE SUGAR Sugar is an essential item of everyday food in human life. It is the provider of chief source sweetness to the food. Sugar is a carbon-hydrate which suppliers to the human about 13% of energy required for his existence.It supplies energy to the human body more quickly and more effectively. Apart from these, it is a cheaper source of energy than any other common food. PRODUCTION CAPACITY Initially the mill was installed to crush 2000 TCD (tones of cane crushed per day). From the year 2009-2010, crushing season the crushing capacity has increase from 2000TCD to 2524 TCD. PRODUCTION PERIOD: Sugar is produced for a period of only 6 months in SSCSM from November to april since the recovery rate is high only in this period. FUNCTION OF FACTORY MANAGER: Production planning * Production control Quality control * Inventor control * Material handling * Work measurement * Cost control * Wage incentive to workers * Standardization and storage DUTIES OF DEPUTY CHIEF ENGINEER: The deputy chief engineer is responsible for the overall maintenance and working of factory machinery. He is answerable to the factory manager with respect to the working of the machinery. He prepares the purchase indents statements concerning the factory. Makes periodical checkups and ensures that all the safety arrangements , in asccordance with the factories Act, are duly complied with.He supervises the works of assistant engineer, supervises, typist and other workers is answerable on their part to the factory manager. DUTIES OF ASSISTANT ENGINEER (Civil): The assistant engineer (Civil)is responsible for the civil works of the entire factory. He looks the construction activities, if any, is responsible for repair works, patching works and overall maintenance of the factory buildings. He makes plans, schedules, etc for the construction and maintenance works and makes sure the buildings and premises and in accordance with the provisions of the act. DUTIES OF CHIEF CANE OFFICER: To target for cane cultivation in the cane command area of SSCSM * To issue cultivation orders at the due date to the members and cane growers of SSCSM DUTIES OF COME DEVELOPMENT OFFICER: * Supervise cane planting work. * Introduce new cane varieties to the cane assistant. * Advice others on the application of pesticides. * Check whether the members (subscription) share amount is received and deposited in the bank. * Convene meetings, supervise, issue circulars and verify cane weighment. CONSTITUENTS OF CANE JUICE: A) Water- 75 to 80 % b) Sucrose – 10 to 20 % c) Reducing sugar-0. to 3 % d) Organic matter other sugar – 0. 5 to 1% e) Inorganic compounds- 0. 2 to 0. 6 % f) Ash – 0. 3 to 0. 8% g) Total solids (Brick) – 12 to 23 % PLANT LAYOUT: There is sufficient area in the cane yard for unloading. Boilers are in straight line with mill house and preparatory devices. Power turbine is between mill and boilers. Juice weighing scale is located at the mill from where it is easy to know the quantity of juice entering the boiler house. DM plant is located to the boiler section. BAGGASE Baggase is the first by-product of cane sugar production.The fibrous residual matter left out after extraction of sugar cane juice is known as baggase. It contains about 48. 50% moisture, 48. 0% fibred and 2. 40% sugar and other minor constituents. It has been mainly used as fuel in boiler to raise steam. Nowadays it can be used for paper production. FILTER CAKE It is obtained from the cane juice, which is used as manure. In the process of clarification, the hot limed juice is delivered to large setting tanks. Horizontal compartments or tragus enable mud to slow down, and each having over flow take off clarified juice. The mud’s separating in the settling tanks is pumped to rotary filters.Here they are filtered under vacuum using some Powdered bagasse (bagacillo) as a filter aid. The PH of the mud to be filtered will be around 7. 5. the temperature of sludge is maintained around 60 C to enable effective filtration. The cake is continuously washed on the filter and some sugar is recovered here. The cake is rich in protein and waxes. MOLASSES Molasses is one of the important by-products; its production depends on the total quantity of cane crushed as well as varies from region. T he increases in the percentage of sucrose in molasses greatly affect the final quantity of sugar. molasses is the final effluent obtained in the preparation of sugar by repeated crysllization; it is the heavy viscous liquid from which no further sugar can be crystallized by the usual methods. WATER Commercial molasses have an average water content of 20%. The original end-products in the factory contain 12-17% water. The principal sugar present in the molasses is sucrose, glucose and fructose the later two making up the reducing sugars. The alkaline degradation of sucrose leads not only to glucose and fructose but also to psicose and other carbohydrates.Molasses sometimes contain another non-reducing sugar namely the trisacharide ketoses. QUALITY CONTROL DEPARTMENT: By the term quality control, we mean the process of control where the management tries to confirm the quality of the product in accordance with the predetermined standards and specification. It is a systematic control of those variables that affects the excellence ultimate products. OBJECTIVES OF QUALITY CONTROL; The following are the main objectives of quality control department: To assess the quality of the raw materials, semi-finished goods and finished products at various stages of production process.To see whether the product confirms to the pre-Determined standard and specifications and whether it satisfies the need of the customers. To issue the stores on proper authorizations and to proper persons following correct procedure and of course, within least possible time. WORK PERFORMED BY QUALITY CONTROL UNIT: * To see that the sugar properly granulated and is in the shape of cubes. * To see if the color of that sugar is white in color and if not return then for reprocessing. * The check whether the density of sugar cube is 650 microns. * The check the sweetness level of sugar by performing various chemical experiments.GODOWNS: Fro storing sugar and the other by-product separate godowns have be en arranged by the SSCSM. The godowns have been constructed and machines such as conveyor belts have been arranged so that sacks of sugar can be easily stacked and easily counted. Sugar godowns are always kept dark and no electric lines pass near it to avoid any outbreak of fire. The temperature and humidity levels are kept at optimum levels so as to store the sugar for long period. SSCSM there are two godowns maintains. This godowns capacity for 40000 tones (god own I is 30000 tones and god own II is 10000 tones)DUTIES OF GODOWN KEEPER: * The god own keeper is in charge of god own and he maintains all the details regarding the god own. * This work is continuous in nature. * He maintains records as to the incoming and outgoing stock of sugar and other by-product. SALES DEPARTMENT SALES DEPARTMENT STRUCTURE OF SALES DEPARTMENT Chief Administrative Officer Assistant Sales Manager Sales Ass Clerk Sales function is a very vital phase of the company. Actually, the major problem of today ’s company is not that of production but is that of sale.With the immense competition at every step of marketing, the problem of sales has outstripped the problem of production. Sales department is one of the important departments in SSCSM. Staffing pattern of Sales Department: Sales in charge _ senior clerk – junior clerk _ At tender Sales process: Sugar: The government of gopalapuram initiates the sales process of the mill. The government grants release order to the mill according to the [email  protected] 10% of manufactured white sugar is sold to Government societies and controlled rate and the rest 90% is allowed to be sold in the open market.The mill for such open market sale has appointed agent and he agent is Tamil Nadu Co-operative sugar federation Ltd. , Chennai. Rates levied by mill for sugar supplied to the government societies: Particulars| Amt,(Rs. )| Sale price (100kg. )| 1826. 54| Excise duty| 52. 00| Total | 1878. 54| Rates levied by the mill for sug ar sold to the open market through agent: Particulars| Amt. (Rs. )| Sale price (100 kg. )| 2865. 00| Excise duty| 85. 00| Total | 2950. 00| By- products Apart from selling white sugar, the mill is also engaged in selling the by- products, which are sold following rates.Sales activities regarding Molasses: Sales activities regarding Bagasse Sales activities regarding Filter- mud Sales activities regarding Molasses Molasses are the residues that are left over as concentrated cane juice is converted into sugar seed. Molasses are oil like residues and are disposed off by the mill in the open market. Sales Department is concerned with the sale of molasses and the method it adopts in disposing them is as follows: The Sales Department, at the end of each financial year places an advertisement in the newspapers inviting tenders from the interested and eligible persons and corporations.The last date for receiving tenders is fixed in the tenders and at the lapse of time, the tenders received till date are compared and the company quoting the highest rate is selected. The molasses are supplied to this company at the throughout the year. Normally, breweries and manufactures of alcohol are the purchasers of molasses and they supplied at the following rates: Particulars| Amt. (Rs. )| Sale price (100 kg. )| 1200. 00| Excise duty| 50. 00| Total| 1250. 00| Sales activities regarding Bagesse:Bagesse is the woody residue that is leftover as the juice from the cane is fully extracted. The Bagesse so extracted is largely used for generating power for the mill use. The sales Department dispose of the remaining Bagesse in the same manner as molasses. Tenders are invited alongside with molasses and are floated in the open market. Just like the sales process of molasses, the quotations is selected are successful contenders supplied Bagasse throughout the year. Normally, paper mills are the purchasers of Bagasse and the same is disposed off in the following rates Particulars| Amt. Rs. )| Sale price (100 kg. )| 600. 00| Excise duty| 50. 00| Total | 650. 00| Sales activities regarding Filter-mud Filter mud separated from centrifugal. This mud is used for agricultural purposes. Particulars| Amt. 9Rs. )| Sale price (100 kg. )| 23. 00| Excise duty| 0. 00| Total | 23. 00| Further, the Sales Department is in charge of disposing off scrapped machineries and tools which are sold at auction. Book maintained by Sales Department: * Sales Day Book * Sales Returns Book Sales Day Book: The mill in the sales day records all sales transaction.This register contains the details of the sales made by the mill. Sales Returns Book: This register contains the details of the sales returns made by the due to defective quality of material or damaged goods FINANCE DEPARTMENT FINANCE DEPARTMENT accounting is an ancient art, which was followed mainly to record transactions of the business to satisfy the requirements imposed by the fiduciary relationship between the business such as creditors , financial institution, etc. it is the skeleton part of every organization without which an organization is difficult to survive.However, the modern accounting is much more development and scientific where they use accounting principles for taking decisions and plans accordingly Duties of Accountants: * To control the activities of accounts department and ensure its smooth functioning. * To take responsibility of maintenance of accounts. * To fix the norms of expenditure and instruct the sub-ordinates to comply with them. * To prepare annual accounts and publish them. * To supply financial information to the concerned persons. Functions of Accounts Department: * Maintaining cashbook and bankbook. * Preparing debit and credit notes. Posting journals to ledger books. * Maintaining general ledger book. * Preparing the Trial Balance, profit and loss account and Balance sheet. Books maintained by the Accounts Department: Subsidiary books: Subsidiary books are prepared to record day to a ctivities of the mail. The subsidiary books include purchase books, sales books, purchase returns book, sales returns book, etc General Ledger: Journal entries are posted to the General Ledger books and in the SSCSM, the General Ledger books may be classified as follows: Capital ledger books: * Capital ledger book is a composite of the following books: * Shape capital book. General reserve book. * Sundry creditors. * Sundry debtors. * Fixed asset. Purchase ledger. Expense and other incomes ledger. Vouchers: Vouchers are the documentary evidence in support of the transactions in the books of accounts. Vouchers are receipt or document showing the payment of money. Accounts Departments of SSCSM prepares:1)Cash vouchers. 2)Bank vouchers. Cash vouchers: Cash vouchers are prepared for all the transactions involving the cash payment upto Rs. 500. Bank vouchers: Bank vouchers are documents made either through bank or for directly for the supporting of the mill.Journals: Journals are the pri me entries of transactions which help in the preparation of ledger accounts. In SSCSM, the journals book is a loose-left book and entries are entered in a paper and then filed. These entries are recorded whenever transactions occur. Depreciation Schedule: The SSCSM follows written down method of computing depreciation and recorded separately. Debit Note: If a part of the consignment is returned for certain reasons or the invoice is found to have been wrongly overcharged, a debit note is prepared and sent to the supplier.Credit note: If the invoice is understated as to the amount, a credit note is sent to the supplier effecting adjustment in accounts. Bank reconciliation statement: Sometimes it happens that passbook does not agree with the cashbook maintained by the accounts department. To overcome this difference, a bank reconciliation statement is prepared by the account department. I. Trial balance Trial balance is the summarized statement showing the debit and credit balance of t he ledger account and states the accuracy of the accounting process by balancing both sides.II. Trading and profit & loss account: Trading and profit & loss is a statement showing the expenses and incomes relating to the production and administration activities of the mill. III. Balance sheet: Financial position of the mill is ascertained in the balance sheet which is a composite of assets and liabilities. PERSONNEL DEPARTMENT: Personnel department is the most important department in any organization, which deals with most important factor that factor. This department is primarily concerned with human relationship with the company.The personnel function is concerned procurement, development, compensation, , maintenance, records, research and audit of the personnel of an organization for the contributing towards the accomplishment of the organization’s major goals or objectives of the organizations. HUMAN RESOURCE DEPARTMENT HUMAN RESOURCES DEPARTMENT INTRODUCTION: Department is the most important wining in the organization, planning, developing and co-coordinating the human resource committees department. HR is working under the direct control of the factory manger.The HR department is one of the important departments, which looks the whole department in the organization. The hr department in SSCSM is full control over the safety, welfare, security, administration in the organization. HUMAN RESOURCE DEVELOPMENT: * To determine in company promotion. * To develop the full potential of employees and the departments. * To facilities selection and appointment. * To help the management for developing and training programs. * To help to identify the worthy people. * To support wage and salary administration. FUNCTION OF HRD: The main function of this department is to control allocate and co-ordinate the employees. Recruitment of staff, workers, etc. , in co-ordination with the department heads. Maintains of proper personnel records and files for staffs and fol low up of the matters concerned with the increments, promotion, allowances, leave etc. * To maintain proper liaison with the accounts department regarding payment of wages etc. , by giving proper information regarding increase of wages and other claims etc. Working hours are strictly maintained by way of punching system with fully computerized mechanism. ADMINISTRATIVE SETUP OF HRD:The Human Resource Department in SSCSM works very effectively to obtain the objectives of the company, in a sugar factory, Human force is the main machine used to produce the sugar, therefore maintaining good relationship among the person is essential, this is possible and effective through the proper functioning of Human Resource Department. SPECIAL OFFICER DEPUTY MANAGER STAFF TIME OFFICE RECRUITMENT: To process of filling the various positions in an organization by selecting suitable and qualified person are called as recruitment, In Subramanian Siva co-operative sugar mills ltd recruitment is done in two ways.Application are called for through advertisement in newspapers, The details of the position, scale of pay, qualification needed, experience required and other details are also published, Subramanian Siva co-operative sugar mills ltd is followed the principle Hire Ship employment, through the voluntary retirement scheme (VRS) any employee can get retirement and provide an opportunity for his son or son-in-law to get a job in the organization. SELECTION: The selection interview is the formalities arranged to select highly intellectual genetic and creative staff to the company, the skills are tested appointment.After receiving the application from candidates for the vacancies, they will be called for selection, they selection is two types. WORKING HOURS: Subramanian Siva co-operative sugar mills ltd works continuously for 7 days in a week and are rightly supported by the employees, the time schedule is strictly followed and maintained, The employees can take 5 minutes as late, salary will be reduced according to the standing order, Monthly one hour permission is allowed by the company. PAYMENT OF WAGES: As per payment of wages act 1936. pesonnel department is sole responsible for the payment of wages.Every month of 1st day the employees are allowed to get wages. There is no delay in payment. Following are the deductions made from wages. * Recovery of loan * Loss of pay for absent * Standard deduction * Co-operative society bill * Insurance CONTRACT LABOUORS: * Security * Sugar loading * Sugar unloading * Stores materials loading and unloading * Civil works * Garden maintenance There are 3 Shift timing is as follows; 1st Shift – 6am to 2pm – 278workers 2nd Shift – 2pm to 10pm – 262workers 3rd Shift – 10pm to 6am – 250workers GENERAL SHIFT:Workers – 8. 30am to 5. 00pm Staff – 9. 00am to 5. 00pm Lunch Time – 1. 00pm to 1. 30pm General shift is engaged with 196 employees, totally there are 380 em ployees including officers. Manufacturing – 101workers and officials Engineering – 147workers and officials Cane – 74workers and officials Administration – 58workers and officials The company strictly follows the attendance for the employees. The exemption and permission are granted only for 5 minutes.After the time lag of 5minutes, the employee is marked as ‘Late’. If the employee is late by 10minutes of his shift time the employee is concerned as ‘Absent’. In SSCSM, computers are used to maintain the attendance of the employee. Each employee is allotted with a card namely â€Å"Punched card†. On the arrival, the employee inserts the card into the card-reader of the computer. The computer registered his name and marked the attendance automatically into its memory. The person in the time office checks this entry and everyone is having a â€Å"code word†. TYPES OF THE WORKERS: * Permanent workers-187 * Seasonal worke r-170employees Non-seasonal worker/regular workers-102employees * Trainees-2 * Government Apprentices-1 * Casual workers-10 LEAVE: * Routine leave * Sick leave * Privilege leave * Casual leave * Holidays * Gratuity Routine leave: Seventh day of every week is provided as routine leave for all the staff and is considered as a holiday. Sick leave: The sick leave is allowed for 7 days to the workers during their sick periods. But 30 days credit is allowed for each employee and they should submit a doctor’s certificate. Privilege leave: Those workers who have worked for more than one year are eligible to enjoy the privilege leave.Staffs and workers are eligible for 19 days. The workers can keep unto 30 days as credit and staffs unto 42 days as credit in their account and any leave more than 42 days is considered as absent. The workers have to work 20 days to reduce one day in his privilege leave account. Casual leave: Each worker is allowed 10 days as casual leave without any cons ideration. Holidays: Subramanian Siva co-operative sugar mills ltd allowed holidays for 9days, which includes 4 nationals holidays. Any employee is working on these days is eligible to get double wages. EMPLOYEES PROVIDENT FUND: All employees are eligible for provident fund contribution. 2%empolyee’s contribution and 12% employer’s contribution. After completion of 7years the employees can apply for loan. Ex: Medical expenses, children’s marriage, construction of house etc. The following forms are used in SSCSM: Form 2 – nomination Form 12 notify net balance Form 3A yearly account Form10C scheme certificate Form10D pension Form 13 TRANSFER OF PF/EPF A/C Form 19 claiming of PF PENSION: Pension fund was introduced since 1995.The employees are allowed to get 8. 33% as pension. The employees are eligible for pension, if he is service after the age of 58 of workmen compensation Act. This fund is called employees deposits. Linked insurance (EDLI), after is all owed up to maximum Rs. 62. 500 at the time of his death. BONUS: Bonus is given to all employees according to the provisions of payment of bonus Act. The company provides 20. 7% as bonus SAFETY: The management takes various steps to ensure safety for the employees. All the regulations as per the factories Act, the welfare for the employees are strictly followed. MEDICAL FACILTIES:The employees are provided with the free medical service in the factory. There is a doctor’s available in the campus for 3 hours in a day and a staff nurse for all 24 hours. UNIFORMS: The workers are provided with sales of new uniforms every year. The color of the uniforms employees. The company also provides shoes, gloves and jackets to specific workers in the plant. CANTEEN: Canteen is run by the management. It provides food and tea at a subsidized rate. The company provides tea without cost. It is supplied on the spot in morning and evening at 11’o clock respectively. The company provides te a and biscuits to the workers who in night shift.COMMUNICAION: The communication procedure followed is very efficient. The message is conveyed with the help of circulars and notices to the employees and the oral communication system is followed. Intercom facilities are available for works. Public telephone is provided for the workers can be used by paying for the same. CIVIL SECTION: The civil section department concentrates on all civil works which is necessary both inside and outside the factory. It maintains the following things. * Drivers’ rest room * Cane growers rest room * Water supply * Quarters * Employers rest room and * Road maintenance PROBLEMS AND ISSUSESProblems and issues Internship training is one of the important part in MBA, internship training gives lot of benefits to the students; they are getting the practical knowledge in all aspects. While studying theoretically they don’t know the actual accurate meaning of a topic, but internship training givin g that. At the same time some problems also happened during the internship training, most of the industries don’t allow the students for the internship training, because they don’t like to publish their company matters in to the external factors and also they don’t like to disturb their employees work.There are several problems during the internship training that are classified in to: Problem faced by student I met a lot of problems during the internship training program; the company didn’t allow me for do my training. After five days from the starting stage only got permission that too by the recommendation. They told me a lot of instructions at first i. e, they don’t to give the exact financial information and they didn’t allow to take a photos of the machinery they gave me the booklet of the machinery, from which I got some ideas about production process.I was permitted 3 days a week for visiting the machinery that too in the early mornin g or in the after noon section. Because that time only the machinery in the shutdown stage During the working progress they don’t allow me inside the production plant, they feel that it is not safe for me, but if they have allowed me it will be little bit helpful for me to understand the production rather than now. Inside the production plant there are large number of glass powder dusts in the floors and walls, which made some defects in my skin. problem faced by the Organization: Last year all the employees strike at four times. For the reason of they want to salary for their qualification and their level based. * Government announced your requested is going on but till now this problem not solved. FINDING AND SUGGESTION FINDING AND SUGGESTION This Coop. Sugar Mills records shows that gradual improvements and depressions continued successively. Because of some factors like government policies in setting minimum support price for sugarcane, levy for sugar trade, less quality sugarcane, monsoon failure and other factors.In financial aspect, level of debt is high when compared to their equity’s position. So, this is riskier for this sugar mill. My suggestion for this sugar mill is try to get stimulus package from Government. This Government undertaking co-operative sugar mill’s main objective is to provide service not for profit. So in this type of situation, this mill must require some financial help from our Government to continue this type of services. Also by implementing Co-Generation, Distillery and Ethanol Projects, the Mill relieve from the clutches of financial burden and survive in the coming years.The production machinery is all has heavy damage so its need for change new one its will be increase the output level and produce more quality product. A government takes the action means easily solve problem and avoid stick getting higher production. The standard norm for the current ratio is 2:1. from the study it is inferred that the current ratio of the firm is almost satisfying the standard norm and from the financial position itself we can find that the company’s financial position is sufficient.From the study it is inferred that the quick ratio of the company is fluctuating over the years The study period which is also showing a fluctuating trend, decline in the cash ratio is because of payment of credit and unavailability of cash in hand. The inventory turnover ratio is indicates favorable over the year The debtors turnover ratio increasing and decreasing the every years The fixed assets of the company from 2006-2007 to 2010-2011 is fluctuating. The FATR ratio is also indicating a fluctuating tendency.In an decreasing trend of fixed assets. The forecasted value of working capital shows increasing value of a deficiency of working capital. Due to increase in sale The forecasted value of sales shows an increasing trend. The forecasted value of profit shows an increasing trend. The forecasted value of cu rrent asset shows an increasing trend. SUGGESTIONS Current year net profit ratio better than 2007-2008 because of positive results The current ratio in 2007-2008 Cash ratio increase the every year, so able to spend the office expenses.Inventory holding period increase the current year. The debtors of the company is increasing over the years, company should adopt a competent credit policy to attract the customers. Increasing debtors is a solution to overcome the liquidity problem. The amount of working capital of the company is increasing the last four years. So the company should increase the current assets by increasing its cash and bank balance. The company can reduce the cost of production and try to improve its profitability. CONCLUSION CONCLUSION OF THE TRAINING:The co-operative sugar mills Ltd is a government undertaken mill functioning under the control of administrator and other officers. From the viewpoint of office management, the mill is following standard systems and pro cedures and with qualified and experienced staff, is functioning satisfactorily. The mill plays a vital role in uplifting the economy of the rural areas and provides employment opportunities in employing persons in cane fields and in the factory as well. It contributes substantially to the total sugar production and its endeavor to manufacture exportable quality of sugar is noteworthy effort.Thus, the Siva Subramanian co-operative sugar mills Ltd is a boon to the developing economy mohanur and places of Tamilnadu as well. So the company can go in the same direction and take necessary steps to improve the sale. It is high time for co-operative sugar mills to formulate certain policies to keep a well monitored its sale in the competitive market for better profitability, reliability, consistency. If all the policies will adopt by a company in a proper way and to utilize the resources effectively then it will sure that the company will reach its high profit.

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Account for the changing attitude of Federral Government to the issue of African-American Civil Rights in the period 1863-1965 - Essay Example Likewise, 1965 holds value because it is the year after the Civil Rights act was passed and the year the Voting Rights Act of 1965 was passed. The Emancipation Proclamation and the Voters Rights Act are separated by virtually 100 years, during which time the Civil Rights Movement and the United States Federal government shared a very tumultuous relationship.In the 1850's and 60's Sojourner Truth played a pivotal part in bringing together diverging groups within the Civil Rights movement, but it would be her historical sit down with President Abraham Lincoln that would signify the start of a collaborative relationship between the movement and the United States Federal government.At a women's rights convention in Akron, Ohio after women had chanted in opposition of Truth speaking, despite their disapproval she stood up and said, "I could work as much and eat as much as a man ... and bear the lash as well! And ain't I a woman I have borne thirteen children, and seen 'em most all sold of f to slavery, and when I cried out with my mother's grief, none but Jesus heard me! And ain't I a woman (Joseph, 1990)" Here Truth's words came to define the role of the black woman in the feminist movement and exemplify the extreme direction of the cause. She identified the place of the woman in American society as equal to a man's. Later on in an Equal Rights Convention in New York, she would go on to say, "There is a great stir about colored men getting their rights, but not a word about the colored women; and if colored men get their rights, and not colored women theirs, you see the colored men will be masters over the women, and it will be just as bad as it was before. So I am for keeping the thing going while things are stirring; because if we wait till it is still, it will take a great while to get it going again (Lewis, 1999)." This attitude she had was a response to the political climate surrounding the Civil Rights activism during her era. It was divided between two groups , black men and white women, leaving no space for the plight of the black woman to protest for her rights. She was essentially a radical feminist because she was a key activist in both the Feminist and the Abolitionist movements, but she denounced the need for male contribution in the drive towards equal rights with statements like, "Where did your Christ come from From God and a woman! Man had nothing to do with Him (Lewis, 1999)" "If the first woman God ever made was strong enough to turn the world upside down all alone, these women together ought to be able to turn it back, and get it right side up again! And now they is asking to do it, the men better let them (Lewis, 1999)." Likewise, her book The Narrative of Sojourner Truth, published in 1850 chronicled her life and became used as a powerful doctrine to persuade readers to support abolishing slavery for both male and female blacks, making a prominent figure in both movements. The money she received from the book also provided Truth with the money needed to buy a house in Florence Massachusetts, which was unheard of for a former sla ve. The success of the novel also established her as a respected public speaker known for her insight and wit. This insight she became known for also led her to be the first activist to connect the rights of slaves and blacks with the woman's movement. This was a connection that was met with much resistance by traditional moderate Feminists. Politics It was the Inauguration of President Abraham Lincoln on March 4th, 1961 that would mark the beginning of the United States Federal government's involvement with the Civil Rights

Employee management practices Case Study Example | Topics and Well Written Essays - 750 words

Employee management practices - Case Study Example According to the research findings one of the identified management issues in business environment is the level of pressure that managers put on their employees. This may be with respect to working hours or with respect to the amount of work that is expected of an employee within a given period. As a result, employees are occasionally pushed to off their working capacity. This demoralizes the employees and shifts their interests away from their work and organization. The consequence is an increased employee turnover rate due to high rates of resignations. In the case, Dempsey tendered her resignation because of the pressure that she had been receiving from her managers. She was under pressure which many responsibilities within a limited scope of time. Communication skills and its applications in communication between human resource management and employees is another important element in employee management. The management should for example be keen to recognize and appreciate an emp loyee’s efforts that have yielded success. This initiative motivates employees and facilitates their level of satisfaction in the organization. Similarly, the management should be able to communicate objective and procedures to employees in clarity. Proper communication minimizes confusion in operations and promotes freedom between employees and the management. Poor communication on the other hand induces intimidation on employees and contributes to their demoralization. (Cghrc, p. 3). Human resource management should also establish a dual communication path in which employees can raise their concerns and opinions to facilitate conflict resolution. A poor communication structure is however noted in the case. While one of the managers offers a set of instruction to Dempsey, she receives contrary instructions from the other managers. James, for instance, instructed her to be open in joint forums while Fred instructed her to the contrary that the organizations strategies should not be shared with competitors. This is a potential source of confusion to the employee and is identified as one of the major challenges in human resource management that contributes to high employee turnover rates. It particularly played a role in Dempsey’s resignation (Cghrc, p. 3; Robbins and Bergman, p. 349). Motivational factors in an organization as opposed to authoritarian management and leadership are also identified as factors that influence employee mobility in the Canadian business environment. The decision by an employee to leave a current employment or to stay with the employer significantly depends on the employee’s level of satisfaction in the organization. Human resource management strategies such as remuneration and reward programs as well as relations between the management and employees are important in employee’s satisfaction and hence the need to retain the current employment or not. Involving employees in decision making for instance makes them feel part of the organization and therefore reduces turnover rates. An authoritarian leadership in which employees are subjected to strict orders and instructions on the other hand leads to dissatisfaction among employees at the work place (Haines, Jallette and Larose, p. 6; Canadian,

Post Anaesthetic care course Essay Example | Topics and Well Written Essays - 4500 words

Post Anaesthetic care course - Essay Example On arrival at the ward I learnt that the ward was checked and stocked up by night staff and signed in the logbook. Soon after starting my shift our first patient was wheeled to a bay by theatre staff. I put on personal protective equipment and approached the patient. I connected the patient to the monitoring and their airway to the central oxygen. I learnt from the anaesthetist that the patient Mrs Brown (not her real name) hemiarthroplasty of her right hip operation under general, plus regional anaesthetic. She was in theatre for almost two hours and was stable throughout the operation. Mrs Brown is a 72 years old lady of 57kg, had a fall two days ago that fractured her neck of femur. Her medical history was dementia, untreated hypertension (high blood pressure) and high cholesterol. She had no-known allergies and was not taking any regular drugs except painkillers when needed. In theatre she induced with sevoflurane, was given a fascia-iliac nerve block 100 mcg Fentanyl intravenously on induction, 100 mg Propofol, 30 mg Rocuronium, 4 mg Ondansetron, 3.3 mg Dexamethasone, 50 mg Cyclizine , 75 mg Voltarol, 1 gr Paracetamol, 10 mg Morpheine and Glycopyrronium Bromide 0.5mg and Neostigmine Metilsulfate 2.5 mg at the end of surgery. The theatre nurse estimated blood loss of 500 millilitres. The patient had two Bellovac drains in situ that were unclamped and had started collecting in theatre, and the wound was dressed using a Mepilex dressing. A- Airway - the patient’s airway was patent. She had an oropharyngeal (Guedel) airway used as a bite block size 2 (green), and an endotracheal tube size 7 in situ connected to a water circuit and to 10L central oxygen. The bag was moving, and the endotracheal tube was misting. B- Breathing - Mrs Brown was breathing spontaneously. Her respiratory rate was 12 per minute and shallow in depth, bilateral air entry was present with equal chest

Human Resource Managers in a Multinational Company Essay Example for Free

Human Resource Managers in a Multinational Company Essay 1. ‘To what extent are human resource managers in a multinational company restricted by cultural and institutional factors in implementing policies and practices across their subsidiaries? Discuss your answer giving examples.’ In the face of globalization, organisations struggle to develop the human resource management strategy (HRMS) between global integration and local differentiation. This is regarded as a critical concern for multinational enterprises (MNEs) since they suffer from cultural and institutional differences to integrate HRM practices and shape HRM activities to operate abroad. Regarding that, each cultural and institutional factors are developed over its history with unique insight into managing the organisation, the appropriate HRM practice would vary. The differentiation in national culture and institution call the different management practices that need to be concerned significantly especially for multinational companies’ managers. Researchers highlight the congruence between these factors and HR practice for higher organsational performance. When the HRM practice fits with the basic value shared by employees, the job satisfaction, employee motivation and commitment will be attained. This comes with the implication that cultural and institutional factors are pivotal in shaping the decisions and policies of managers of organisations. In this essay, it will explain what is the institutional and cultural factor with theoretical approach. After that it will suggest implications of institutional and cultural perspective for International Human Resource Management to answer how these factors influence in implementing management policies and practices. According to Hofstede (1991), Culture refers to the â€Å"shared sets of beliefs, values and norms† that is programmed into an actor’s mind. It is regarded as the psychological ‘software’ and sets of informal rule, while institution is more ‘hardware’ of modified and negotiated legal systems that actors follow. The institutionalism emphasises the legitimacy, which organsations struggle to acquiring and maintaining in relation to the environment. One of the new institutionalist theories, the ‘Variety of capitalism’, treats the corporation as a relationships network that locates organisation in its  stakeholders with employees and with competitors. The approach highlights the importance of institutional complementarities that argue the success of an organisation depending on the capability to coordinate effectively. The theory draws two types of political and economic structures across nations. One is the liberal market economic orientation (LME) and the other is the coordinated market economic orientation (CME). Companies in some North-Western European countries including Germany and Switzerland with CMEs tend to have highly structured arrangements in labour market that form strong trade union. Banks in these countries are highly coordinated with firms and have long-term capital. In contrast, there are loose hire and fire labour market regulations and dispersed international investors in the U.K and U.S.A where classified as LMEs. The source of finance in these countries is the stock market, with the clear difference. The figure1 demonstrates that corporations in these different types of systems do not operate in the same market. Figure 1. Institutions across sub-spheres of the political economy Source: Hall and Soskice, (2001) It shows the positions of OCED countries that describe institutional character in the financial and labour market. The higher development in a stock market implies higher dependency on market coordination with emphasis on financial criteria, whereas a higher degree of protection for employees is likely to rely more on non-market criteria. The flexible labour market in LMEs is suitable to easy access to stock market capital. Due to the competitive market conditions, firms in LME markets highly emphasise the financial performance rather than long-term strategies. Nervous investors such as those from the hedge fund tend to hesitate to investing in companies with long-term and uncertain employee training that ties capital in workers’ skills. Conversely, long-term employment arrangement and long-term capital remain in the essence of CMEs. The institutional considerations lead to different types of organisational behavior and investment patterns that shape different HRM policies and practices. Firms in LMEs emphasise short-term competition that likely treat  employees as disposable resources. Employees’ performances are appraised individually with a financial incentive system so managers are empowered to control HRM with considerable autonomy. Investments in employee training and development are classified as ‘overhead.’ `In contrast, HRM polices in CMEs regard employees as valuable assets for sustaining a competitive advantage thus tend to make a greater effort in investments in product innovation and employee development encouraging employment stability. In the system, the higher degrees of job security and work force commitment are derived, since its employment regulation and laws are protected from strong trade union and government. Moreover, different business systems across nations also significantly impact HRM issues. The issues including working hours, scheme of performance appraisal and job contract are highly influenced by local institutional arrangement. The MNCs in Japan prioritize work organisation, which contains quality oriented and flexible practice, and their HR practices are adopted to be suitable with this approach. Likewise, German MNCs, where short run financial ratio is not a greater concern, rely more on long term strategies that highly regulate the hours of work and worker participation. In this regard, the ability of MNCs to fit various institutional arrangements with the local environment is essential to have an advantage in global operations. The evidence from the survey conducted by Guest and Hoque (1996) show that MNCs in Germany do not implement their ‘best practices’ into subsidiaries in the U.K. such as long-term employment plans, union perception and employee training. Another crucial factor managers from MNCs should consider for effective HRM is culture. It is assumed as ‘the major source of differentiation’ in managerial behavior among different nations. One of the most widely cited approaches to culture, Hofstede’s study (1980), classifies four cultural dimensions based on the survey data from 116,000 IBM employees. The study suggests possible origin and consequence for managerial behavior in different dimension contexts. Power distance reflects the dependent relationship between superior and subordinate. Companies in high power distance subordinate have high dependence to superior with greater reverence through the hierarchical structure. Uncertainty avoidance measures different degrees of preparation for future risk and ambiguity. In risk adverse  organisations, rule making and bureaucracy are placed to deal with possibilities of risk and members prefer to behave what they are expected. Individualism versus collectivism dimension reveals the different level of desire to feeling that they belong with a group. At last, masculinity versus femininity dimension presents different values that masculine and feminine society prefer differently. Highly masculine societies have a higher tendency to be competitive since high earning and challenging careers are important values for employees. In societies with femininity tendencies, values related to satisfaction, security and cooperation are emphasised. The study highlights the importance of culture to coordinate different managerial behavior for international businesses. Another cross-cultural approach, Hall’s study (1976) classifies cultures into low and high context cultures, each with distinct demands and preferences. The culture characterizes the nature of human relationship, communication and authority. For example, the line of distinction between high and low context cultural communication has been particularly documented. According to Hall and Hall (1990), in high context communication, speakers tend to utilize relative indirect style of communication. On the other hand, in low context communication, speakers often employ more or less direct communication style. Clearly, these communication dimensions area is an overlap of the individualism-collectivism from Hofstede’s study. Collectivist societies often concern about minimizing the chances of hurting other parties. These groups emphasise the value conformity and traditions. It is for this reason that they prefer to use high context communication. The team members of collectivists often prefer communicating directly with their leaders. They are often concerned about avoiding responses that are negative, a move that is aimed at maintaining harmony. Any form of communication is aimed at fostering interpersonal communication. The tendency is reversed in individualist societies where each member pays more attention to personal goals and interests. The different communication styles and human relationships naturally relate to the different preferences of organisational structure that shape the HRM practices and policies. The culture influences multiple aspects of HRM, thus it is likely to be  effective when HR practice and policy fit with the culture. In regard to recruitment, collectivistic cultures prefer network based recruitment method like employee referrals. The method is supposed to enhance employee commitment and loyalty that strengthens the social network. Since collectivism highlights cooperation rather than individual achievement, it more considers candidates’ ascribed statuses more than personal skills and knowledge. Conversely, employers in an individualistic organisation select candidates based on necessary abilities through highly structured methods such as bureaucratic interviews. Similarly, the organisation with high uncertainty avoidance index prefers open recruitment with the use of more structured selection method as it is highly correlated with formalisation. In terms of performance appraisal, individualised appraisal and rewards are highly correlated with individualism and lower degree of uncertainty avoidance. Regarding that various reward practices based on individual performance would result in uncertainty it is less likely to emerge in risk adverse society. The incentive scheme may also not be needed in high power distance cultures since subordinates are more likely to be motivated by superiors’ direction. The merit-based selection and promotion, which consider individual performance and contribution to the organisation is related to individualism and low level of power distance. It is opposed to the value from collectivism and femininity that emphasise group harmony and cooperation. In conclusion, institution and culture significantly influence in managerial behavior. It is needed to take institutional and cultural factors into consideration in shaping and adopting management policies and practices. Cultural and institutional factors are so varied that they integrate all the factors oriented towards social and ethical responsibilities, which is a major focus for contemporary organisations. Cultural values demands that decision and policies that managers make reflect the interests of the society, including those of the institutions. Since the inappropriate management concept may trigger misunderstanding and conflict among subsidiaries it is vital for effective management. Clearly, Institutional and cultural researches contribute to analysing and understanding various manifestations of HR across a border. However, managers should take careful  consideration before implementing specific HR practices or policies to prevent overly deterministic connection from the theoretical context. In order to achieve successful performance, MNCs have to adjust and moderate management practice in accordance with the local environment. The differences in a business system, local environment and culture between home and host countries are the significant determinants for both evolutions. References: [1] Aycan, Z. (2005), ‘The interplay between cultural and institutional/structural contingencies in human resource management practices’, International Journal of Human Resource Management, 16(7), pp. 1083-1119. [2] Earley, P.C. (1994), ‘Self or group? Cultural effects of training on self-efficacy and Performance’, Administrative Science Quarterly, 39(1), pp. 89-117. [3] Gomez-Mejia, L.Y Welbourne, T. (1991), ‘Compensation strategies in a global context’, Human Resource Planning, 14. pp. 29-42 [4] Guest. D. Hoque, K. (1996) National Ownership and HR Practices in UK Greenfield Sites, Human Resource Management Journal, 6(4), pp. 50-74. [5] Hall, E.T. (1976), Beyond culture, New York: Anchor Books [6] Hall, E.T. Hall, M.R. (1990) ‘Understanding Cultural Differences’, Yarmouth, MA: Intercultural Press. [7] Hall, P.A. Soskice, D. (2001) ‘An introduction to varieties of capitalism’ in Varieties of Capitalism: The Institutional Foundations of Comparative Advantage, Oxford: Oxford University Press [8] Hofstede, G. (1980), Cultures Consequences: International Differences in Work-related Values, California: Sage Publications [9] Hofstede, G. (1991), Cultures and Organizations: Software of the Mind, Berkshire: McGraw-Hill [10] Tsui, A.S., Nifadkar, S.S. Ou, A.Y. (2007) ‘Cross-national, cross-cultural organizational behaviour research: Advances, gaps and recommendations’, Journal of Management, 33 (3), pp. 426–478. [ 1 ]. Earley, P.C. (1994), ‘Self or group? Cultural effects of training on self-efficacy and Performance’, Administrative Science Quarterly, 39(1), 89-117 [ 2 ]. Hall, P.A. Soskice, D. (2001) ‘An introduction to varieties of capitalism’ in Varieties of Capitalism: The Institutional Foundations of Comparative Advantage, Oxford: Oxford University Press, Page 1. [ 3 ]. Hall, P.A. Soskice, D. (2001) ‘An introduction to varieties of capitalism’ in Varieties of Capitalism: The Institutional Foundations of Comparative Advantage, Oxford: Oxford University Press, Page 4. [ 4 ]. Tsui, A.S., Nifadkar, S.S. Ou, A.Y. (2007) ‘Cross-national, cross-cultural organizational behavior research: Advances, gaps and recommendations’, Journal of Management, 33 (3), pp. 426–478. [ 5 ]. Aycan, Z. (2005), ‘The interplay between cultural and institutional/structural contingencies in human resource management practices’, International J ournal of Human Resource Management, 16(7), pp. 1083-1119. [ 6 ]. Gomez-Mejia, L.Y Welbourne, T. (1991), ‘Compensation strategies in a global context’, Human Resource Planning, 14. pp. 29-42

Values for Children Essay Example for Free

Values for Children Essay Values for children is a very broad and controversial topic. There are many, myself included, that believe that our values come from God. I do understand that the same values can be taught without the use of God’s name, but I feel they lose something. Teachers with good values make an impact on students at every level. I know my most influential teacher does. I hope to one day as good of a teacher as she was. The values that I believe each educator needs to give a child what they most deserve are love and flexibility If a teacher loves her students, she wants to make sure that they are getting everything that they need, such as meals, clothing, and cleanliness. Whether it is from their parents or finding the family the help that they need to provide for the child. Love also gives patience and respect to those students that don’t understand a concept. These are exemplified in the philosophy of St James Preschool Program: PHILOSOPHY At St. James Catholic Preschool we will provide a safe, loving atmosphere where children can develop physically, intellectually, emotionally, creatively, socially, and spiritually. We will provide opportunities to learn in many different developmentally appropriate ways. We are a Catholic Christian Preschool, and will provide opportunities to learn to appreciate all of God’s creations. We will learn about God through song, prayer, and day-to-day activities. We will strive to instill a positive self-image in each child, and will gently guide him/her in making good choices. We want your child’s first school experiences to be positive ones, and will always make this our number one priority. From the St. James Preschool Handbook Flexibility, or an ability to go with the flow, is an asset to any teacher, especially when working with young children. Planning your day around little ones is very hard to do. Everything takes longer than normal and if a child has made up their mind not to do something it will take twice as long. Being flexible gives a teacher the ability to see around the problem and make adjustments to the schedule or activities of the day to accommodate the  children’s needs. Mrs. Linda Goesche was my Kindergarten teacher. She was amazing. I was small and young for a kindergartner. She worked with me and my parents to try to get me ready to move on to First Grade, but I just wasn’t ready. She came to my house and met with my parents and I. She did her very best to explain to me why I couldn’t move on with my class. I was very upset by this as most children would be, but by the time I finished my second year of kindergarten I was over it and not struggling to keep up. Actually, I was very blessed, I didn’t struggle much during the rest of my school career. I believe that Mrs. Goesche’s love for me and all of her students made her an exemplary teacher. I love kids. I didn’t know how much until I started to volunteer at my daughter’s school. I want to make their day better, to teach them something new, and to watch the look of discovery on their faces when they get it. My biggest struggle will come with flexibility. I like to do things on a schedule and get them done so I can move on to the next thing. With children that isn’t an option. You have to move at their pace and do things on their level. I know that I have a lot to learn, but I can’t wait to get started.

History Of Media In Kenya Media Essay

History Of Media In Kenya Media Essay Radio was first developed in 1920 and it was strictly used by the military. David sternoff had an idea of selling radio sets to consumers and RCA was the first to set up radio station all over the country in United States. Mass media means reaching a large number of audiences, the term mass media was coined in 1920, with the introduction of many nationwide radio networks; it was improved by the circulation of many newspapers and magazines. Mass media include internet, media like video sharing, message boards, podcasts and blogs. Marshal McLuhan brought up the idea that the the medium is the message. In the past drama were the first mass media in the ancient world and it was used by numerous cultures. Diamond Sutra was the first printed book and it was printed in china in 868D. Many books were then printed in ancient times. In 1041 in China, movable clay type was invented; the first printed mass- medium was European popular prints that were printed from about 1400. Johannes Gutenberg printed his book in 1453 on a printing press using movable clay type. Newspapers were developed from about 1612, with the first example in English in 1620. During the 20th century mass medium, has really improved due to advanced technology, for example; printing, film duplication and record pressing. History of Media in Kenya. The media in Kenya is a diverse and vibrant growing industry, which has been facing and is still facing an uncertain future. The political transmission from British colony to independent country was mirrored by many changes in mass media in Kenya. In 1963 when Kenya become independent, the vast majority of Kenya owned television and radio stations were British and American programmes. Kenya culture was promoted vie the mass media under the late president of Kenya Jomo Kenyatta and more programmes were broadcasted in Swahili. The press really suffered during the governance of the former president Daniel Moi and his one party state, which was written into the constitution in 1982, more journalists were arrested and imprisoned, because the state was worried with the media people challenging the government. The scene of oppression changed and the press expanded with the birth of multi- party politics in 1992, this was a response to pressure of activists and with the help of the international communities. Daily newspapers increased to four, the person daily was set up, and the gutter also emerged. Harsh criticisms of the state by the press went with the emergency of opposition politics. Journalist were still oppressed, intimidated and imprisoned by the government. A new unpopular was passed in May 2002 and it required publishers to purchase a bond for one million Kenya shillings, before publishing it. This move scared publishers because it was expensive for them to publish any magazine. There are four major daily newspapers published in Kenya and this are: The daily Nation- it was established in 1960 and it is published by the Nation media group. The first paper was seen as the champion during the governance of the former president Daniel Moi. Nation media owns Nation T.V and the East African which is a regional weekly paper with its core market in Kenya, Tanzania and Uganda. It is the largest media house in central and East Africa. The standard formerly known as the East African standard was established in 1902. Nowadays the standard is the critic of the government policies, it is owned by the group of businessmen associated with the former president Daniel Moi. Kenya times was established in 1983 by the KANU party. A person daily was established in 1992, it is owned by Kenneth Matiba. Broadcast. The first broadcast targeted white settlers who monitored news from their home country and other parts of the world. The first radio broadcast targeting Africans was started in 1953; it was called African Broadcasting services and carried programmes in Kiswahili, dholuo, kikuyu, Nandi, kamba and Arabic. The Kenya broadcasting services was established in 1954, and the regional stations were set up in Mombasa [Sauti ya Mvita] and Kisumu [lake station] in 1961. There are more than 63 FM stations in Kenya that has been licensed. Radio stations mainly operate in Nairobi and its surrounding areas. The broadcasts of most commercial radio stations are made up of entertainment, phone ins programmes, talk shows and interviews. Television Television was introduced in Kenya in 1962 and the first transmitting station was in Limuru transmitting over only a radius of 15 miles. On 1st July, 1964 through an act of parliament Kenya broadcasting corporation was nationalized and renamed the voice of Kenya. In 1970 V.O.K opened a new television station in Mombasa to relay programmes and produce local dramas, music, culture and other programmes. In 1989, the Kenya parliament gave autonomy to V.O.K and changed the name to K.B.C. K.B.C known as channel one, pay television channel 2 and metro television channel 31, which is usually an Entertainment television. K.T.N, {Kenya television network] become the first private television station in Kenya. It started broadcasting in 1989 and it is owned by a group of businessmen. Citizen T.V is owned by a businessman Samuel Macharia. Press law. Kenya does not have a press law; the press law is a carryover of what was since the colonial government. What passes for media law in Kenya is a general section 79 of the constitution that states; Except with his own consent, no person shall be hindered in the enjoyment of his freedom of expression, that is to say, freedom hold opinions without interference. Freedom to receive ideas and information without interference and freedom to communicate ideas. There is nothing in the constitution that refers explicit to the media. Media censorship. There is freedom of expression that is stated in the constitution of Kenya ARTICLE 33; it states that every person has the right to seek, receive or impart information or ideas, freedom of artistic creativity and academic freedom and freedom of scientific research. Censorship is merely to help journalist perform their work well, they should be able to report news or write stories which have correct facts and figures. Media censorship is mainly for checking; vulgarity, violence and racism media censorship sees to it that the media is not used as a tool to attack, discriminate and humiliate people. The government that come into power n 2002 with the leader of president Mwai Kibaki has failed to fulfill its promise for the reform of media legislation. The former information minister Mutahi Kagwe, in August 2007 introduced the Media Bill to parliament which would establish a media regulatory board and media advisory board, which will replace the independent media council in Kenya. This bill allows the information minister to appoint chairman and the members of the new government funded body. The new body will register all journalists and the government license media, so that they can exert authority over them. The media bill provokes hostility among the media practioneers and owners especially in the case of the editors to reveal their sources, if there reports become the subject of court cases. Media owners, civil society groups and the law society opposed the bill because it was putting many pressure and it was totally against the freedom of expression. Late August 2007, the bill was passed but later rejected by the president on the round that the bill limited the confidentiality of sources and therefore it was a threat to press freedom. The Communications Commission of Kenya [CCK] is the independent regulatory body that gives license register journalists and regulates television, radio, telecommunication and postal services. CCK is overseen by the Ministry of information, so that its independence is limited. There are non- state media regulatory bodies, like the media council of Kenya which was set up in 2004 and its a key campaigner for a self regulatory system. Kenya Union of Journalist, editors guild and Kenya correspondents association have set up media industry steering committee. Conclusion Media is not static it is dynamic. With the introduction of new technology, media has really improved. The Kenya constitution should allow media practionerers to do their work without any limitations so that they can be able to collect their information well without revealing their sources. The introduction of many FM stations helps the media industry to advance and reach many people especially those in rural areas. Media will be and continue reaching the mass media through radio, television, internet and cable networking.