Motivation - Managing people and organisation Essay

Motivation - Managing people and organisation - Essay Example Abraham Maslow’s studies during the early 1940’s involving human personality and the motivations responsible for initiating action led him to organize a list of five levels which describes people’s most fundamental needs. These include, in order of importance, Physiological, Safety, Love, Esteem and Self-actualization. Physiology concerns bodily necessities including breath, thirst, hunger etc. Safety is the sense of security, such as the need for a worker to safeguard his family by keeping his job. Love describes the need to be accepted within a group and esteem refers to a sense of self-respect (Maslow, 1987). Self- actualization, according to Maslow, describes an individual’s personal growth and can occur only after the other four needs are fulfilled. As someone nears self-actualization, they are becoming increasingly astute and wise and are able to quickly realize the correct course regarding many types of everyday situations. â€Å"Maslow’s ul timate conclusion that the highest levels of self-actualization are transcendent in their nature may be one of his most important contributions to the study of human behavior and motivation† (Daniels, cited in Huitt, 2004). Maslow theorized that by attending to the low level needs first such as security and the need to belong, then providing self respect, employers could more effectively motivate workers. Twenty years following Maslow’s breakthrough work, Frederick Herzberg endeavored to determine the main factors that motivated employees building from Maslow’s hierarchy of needs model. Herzberg’s research produced the motivator-hygiene theory concluding that employees could not be motivated to improve output by simply addressing the low-level needs; that this ideology serves only to motivate workers to begin seeking other employment rather than leading to a satisfactory and enjoyable

Analysing Recruitment Strategies Of Brunt Hotels English Language Essay

Analysing Recruitment Strategies Of Brunt Hotels English Language Essay Brunt Hotels, owns more than 30 hotels throughout the United Kingdom. They recently acquired a small hotel chain headquartered in France. Brunts chief executive decided that half of the new hotels in France would be retained and rebranded as part of the Brunt Hotels Group. The other half will be sold. This will support Brunts strategic objective of growing the organization slowly to make sure that new ventures are well supported and opened on time and on budget. The organization has decided to use an ethnocentric approach and send some of their existing UK-based managers to France to lead the changeover of the new hotels and then manage them after they re-open. If this new overseas venture is successful, Brunt may decide to acquire other small hotel groups in other European countries. The organization has never owned hotels outside the UK before, and has hired a team of independent management consultants to advise them on how to proceed. The hotel management asked you if they should look only internal candidates who are parent country nationals or recruit host country nationals. Explain the legal and ethical obligations in recruitment procedures. The point of a recruitment and selection procedure is to make sure that the best and most suitable candidate is recognized and recruited. The aim of the recruitment and selection procedure is to provide a structure for managing recruitment and selection inside the workplace, in a professional, efficient and fair way, ensuring that the best possible candidate will be selected for the job. This structure will further ensure that no unlawful discrimination occurs throughout the recruitment and selection process and that equality of opportunity is an essential part of the procedure. Any recruitment of family, friends or close associates must be confirmed and reviewed through the appropriate procedures. There should be a methodical and reliable search process and the selection process should be valid. Integrity must be given consideration in recruitment and promotion of employees. Ethics is a bottom-line matter in how managers carry out their responsibilities and how they will train, rewa rd and promote the best employees. Those employees will, in turn, assist to ensure that the company has the most effective and efficient work force promising to achieve its business goals. In our case, the organization has decided to use an ethnocentric approach and send some of their already existing managers from the UK to France to lead the new hotels and manage them after the re-open. However, the hotel management should hire new employees from the host country in order to complete all the positions in the hotel. The organization as for the recruitment of the new workforce will have to think about several factors concerning ethical and legal obligations. An ethical dilemma arises in our situation and this dilemma is: to send employees from the UK or to keep the previous employees of the hotel or to hire new employees and if they keep or hire employees, will be the appropriate ones. To send managers from UK to lead the hotels is not completely wrong, because they already know the philosophy of the organization but is unethical as for the previous employees of the hotels who will probably lose their jobs. Under The Human Rights and Equal Opportunity Commission Act 19 86 every employee must have the same opportunity for the job. If the management wishes to keep the ethical procedures, the best solution is to follow the recruitment procedures as for the new staff and interview the previous ones and after the selection of the best qualified persons to send them for a short period to UK to work in the belonging hotels. With this process the new employees will be introduced to the organizations philosophy and policies which will assist after to a better communication with the managers from UK. This approach will also help the managers to maintain confidence and trust among the new employees. The management has also to consider and to prevent some other ethical and legal issues that might arise. Such issues are: -Sex discrimination which anyone can face in the workplace should be prevented. Management in recruitment procedures should be free of prejudice and discrimination because all have the same human rights and opportunities. -Racial  harassment is a very common unethical issue in the workplace and has to do with any verbal or physical act which is based on a persons color, physical characteristics, country of origin and nationality. Management should not influenced from all these and should treat to all the candidates equal. -The hiring, training or promoting candidates based on favoritism should be prevented because friendships and relatives are the ones who cause managers the most problems. -Equity and Justice: employees should be treated fairly from the management and not abused or exploited. Justice is concerned with preventing the abuse of power. -Respect for People: employees should be treated within the workplace as individuals with rights to be pleased and defended. Respect empowers others to assert their rights and to attain their potential. The Code of Conduct is based on ethics, values and behaviors outlined in the Code of Ethics which consists of policies, rules that identify the specific actions or procedures appropriate to employees for a range of specific ethical issues. The objectives of the Code are to: assist staff in dealing with ethical issues in ways that reflect the values and standards, provide staff with guidance in ethically unclear situations and encourage staff to do the right think. Appraise the value of the selection interview and the interview techniques. The purpose of interview provides the opportunity for two-way communication and interaction to determine fit between candidate and employer. By the interview the first impression is made and the impression is based on personal appearance, articulation, eye contact, personality and handshake. Interviews are a vital element of the recruitment process for almost all the organizations. Their principle is to give the selector an opportunity to assess the candidates and to reveal their abilities and personality. The interview gives the employer the opportunity to assess them and to make sure that the organization and the job are right for the candidate. Interview structure improves the reliability and validity of the selection interview and entails standardization of processes, including question selection and response evaluation. The selection process for the majority of organizations follows a common subject: Application and CVs are received and candidates are short-listed and invited for interview. The interview format can vary and may contain an assessment centre or tests. Some companies are satisfied after one interview, while others will want to recollect additional shortlist of applicants for more. In case that the interview is successful at the final stage, an official job offer is sent to candidate, the interview format is usually determined by the nature of the company, but there are various standard formats. Employers can avoid hiring mistakes by spending a little more time preparing for the interview in advance. The process of selecting the correct person for the right position through an interview should be followed by several standardized procedures: -Pre interview preparation is the first step and concerns the preparation of the interviewer as for the job requirements and what are the required skills for the position. The interviewer should also have company information available for the candidates and detailed information about the candidates. Review applications in advance to be familiar with the applicants background and to recognize gaps in the information or areas which need special attention. Applications include personal data such as: age, family status etc. and candidates qualifications such as: experiences, languages, diplomas etc. -During the interview, the interviewer has the first contact with the candidate and makes the first impression. He should give details for the organization, and give a general description of the job. At this point, the candidate should have enough information to make a opening determination as to whether he/she is interested in the job. Throughout the interview, the interviewer ask questions that are broad, open-ended, objective, job-related, clear, direct, , meaningful, understood and related to gather as more information from the candidate as possible. He should use questions to force the applicant to tell him what he needs to know to compare the applicant to his ideal applicant profile. Ask for examples whenever appropriate. The interviewer should be open and honest and tell the candidate what to expect in the hiring process. The interviewer should tell to the candidates what the companys expectations are as for the duties, experience expected, career advancement etc and show them where they would fit into the company. -The next step for the interviewer is to insure that a common ground have concluded with the candidate. Ask the candidate if he/she has any questions and at the end of the interview be friendly and honest and inform him/her if you are interested and give special attention to not give false encouragement. After the interview the interviewer should take time to add details to his notes while the information is still fresh and to prepare the information for the next candidate. -The last step is to discuss the candidates reactions and answers and rate them as potential employees. The interviewer should make a decision by comparing applicants to his ideal applicant profile. Communicate your decision to the selected applicant as well as to those who are not selected. By following this process, the interviewer can decide more easily which of the candidates are the most suitable for the job. There are several techniques that the interviewer can use which will help him to get as more information as possible: Closed questions: A closed question can be answered with a single word or a short phrase as well as with a yes or no. closed questions gives you fact, they are easy and quick to answer and help the interviewer to keep the control of the conversation. For example: How old are you?, Do you have previous experience in the hospitality industry?, Where do you live? Open questions: An open question is probable to receive a long answer. These questions require from a person to reflect on upon, a particular point in his own way. For example: What you did in your last position?, Why I should consider you for this position? Probing questions: ask for more detailed and specific explanations of a candidates work experience, knowledge, skills and competencies. Probing questions are, in essence, follow up questions that ask for further information, ask for the person expand on what she has said, or request the person to go deeper. Probing questions can be helpful in increasing understanding, while a great number of people need to be encouraged to go beyond what they have said to help someone understand their deeper feelings and opinions. Play-back questions: checks if the interviewers have understood of what a candidate has said by playing back. Hypothetical questions: putting a hypothetical situation to candidates and asking how they would response. Explain the advantages and disadvantages of interview. Advantages of an interview: Top Management Middle Management Office / Administrative -The interview enables a face-to-face meet to take place which will help the interviewer to make an evaluation of how the candidate might fit in the organization and what they would be like to work with. -The interviewer can describe the job and the organization by providing the candidate more detailed information. -Give the interviewer the opportunity to ask probing questions about the candidates experience, knowledge, skills and competencies. -Provide the candidates the opportunity to ask his/her questions about the position and clarify issues. -More than one interviewer can assess the candidates, if it is necessary. Disadvantages of an interview: -The interview process relies on the skills and the abilities of the interviewer to make the interview successful but usually many people do not have the abilities needed for interviewing. -There is a possibility that the interviewer will not succeed to assess directly competence in carrying out the several tasks that are included for the position. -After the end of the interview, the interviewer can be lead to subjective judgments. Assess the different interview types. There are various different types of interviews. An interviewer should has a familiarity with one or more of the situations described below. When an interviewer schedules an interview, he should try to get as much information about the candidate who will be meeting. It is unusual to have only one interview prior to a job offer. Most employers will evaluate a candidate many times to be sure that the possible employee will fit into the company culture. Face-to-Face Interview à ¢Ã¢â€š ¬Ã‚ ¢ The mass of the interviews are face-to-face and the most common is a one-on-one conversation. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate should pay great attention to the person who asking questions and keep an eye contact, listen and respond once a question has been asked. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate should aim to establish a link with the interviewer and show him that his/her qualifications will help the company. Panel/Committee Interview à ¢Ã¢â€š ¬Ã‚ ¢ In this type of interview is more than one interviewer may perform in this part of the selection process. This is the chance for the candidate to put his/her presentation skills on display. à ¢Ã¢â€š ¬Ã‚ ¢ In these pre designed standard questions ranging overall aspects of the job are asked. They focus directly on elements of person specification. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate the time that his is responding to a question should keep eye contact with the panel member who asked the question. Behavioral Interview à ¢Ã¢â€š ¬Ã‚ ¢ This type of interview concerns the past behavior of the candidate and is the best predictor of your future actions. These kinds of questions may be asked in any interview: panel, one-on-one, telephone. à ¢Ã¢â€š ¬Ã‚ ¢ If the interviewer asks behavior-oriented questions, he is no longer asking hypothetical questions but the behavior-oriented questions must be answered based on facts. à ¢Ã¢â€š ¬Ã‚ ¢ Through a behavioral question, the interviewer is looking for results, not just an activity list. He is listening for names, places, dates, results and especially what the candidates role was in achieving that result. Case Interview à ¢Ã¢â€š ¬Ã‚ ¢ In several interviews the interviewer may ask from the candidate to demonstrate his problem-solving skills. The interviewer will outline a situation or provide the candidate with a case study and ask him to prepare a plan that deals with the problem. à ¢Ã¢â€š ¬Ã‚ ¢ The interviewers are looking for how the candidate applies his knowledge and skills to a real-life situation. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate before answer the case interview question should prepare himself to ask the interviewer many questions for informational purposes à ¢Ã¢â€š ¬Ã‚ ¢ The more the candidate is able to analyze and divide the case study, the more he will likely impress his interviewer. Telephone Interview à ¢Ã¢â€š ¬Ã‚ ¢ Many companies conduct interviews through telephone to narrow a field of candidates. Telephone interviews may also be used as a pre- interview for candidates who live far away from the job site. à ¢Ã¢â€š ¬Ã‚ ¢ In this kind of interview is important for the candidate to treat as he/she would in a face-to-face connection. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate should be focused on the conversation and listen to the questions carefully before he answers. Group Interview à ¢Ã¢â€š ¬Ã‚ ¢ A group interview is planned to expose the leadership potential of prospective managers and employees who will be dealing with customers. à ¢Ã¢â€š ¬Ã‚ ¢ The preferred applicants are gathered together in an informal, discussion type interview. A topic is introduced and the interviewer will start off the discussion. à ¢Ã¢â€š ¬Ã‚ ¢ The aim of the group interview is to see how the candidate interact with others and how he/she use his/her knowledge to influence others. Lunch/Dinner Interview à ¢Ã¢â€š ¬Ã‚ ¢ The same rules apply at a meal as those in an office. à ¢Ã¢â€š ¬Ã‚ ¢ The candidates can use the interview to develop common ground with his/her interviewer. Stress Interview à ¢Ã¢â€š ¬Ã‚ ¢ In this interview the interviewer deliberately creates stress to see how an applicant operates in stress situation. The stress interview is usually an on purpose attempt to see how the candidate handles him/herself under pressure. à ¢Ã¢â€š ¬Ã‚ ¢ The interviewer may be argumentative or sarcastic, or may keep you waiting. The candidate must calmly answer each question. à ¢Ã¢â€š ¬Ã‚ ¢ The interviewer may also to stay silent during the questioning and this may be an attempt to unnerve the candidate.

The Blaze of Life :: essays research papers

The Blaze of Life Picture this, a young beautiful girl smiling and standing by a big gum tree. On the surface you might think this is a pleasant picture. But then you take a closer look. She is standing there looking at a fire, but not just any fire, it is a fire of her house. But not only is her house burning down, her mother and sister is also burning in the fire. Even though her family and house is burning down to the ground, we just see her standing there. She is just staring intently at the fire, not doing anything and not being panicked at all. Somehow this picture does not seem right. Should she not be screaming or crying or getting help? In Alice Walker’s â€Å"Everyday Use (For Your Grandma)†, this picture of the fire, is presented to us from a story told by the girls mother. This fire, along with Characterization, setting, and dialogue, lead one to believe that the fire was the start of the mother’s loss of power. And the beginning of Dee’s, the beautiful girl, rise to power. From the very beginning the story there is a sense that Dee has a bit of an â€Å"upper hand† in the family. But why does the mother and Dee’s sister Maggie cower to Dee? Why is what Dee thinks and wants so important?   Ã‚  Ã‚  Ã‚  Ã‚  In the beginning of the story, the mother describes Maggie as being not exceptionally beautiful. In fact, she is described as looking like a lame animal. She walks like she has been left on the side of the road, â€Å". . .chin on chest, eyes on the ground, feet in shuffle†¦Ã¢â‚¬  (292-3). She even cowers in the corner when asking her mother how she looks for fear she does not look beautiful. On the hand, Dee is described as being very beautiful. The mother says that, â€Å"Dee is lighter then Maggie, with nicer hair and a fuller figure† (293). So Maggie already feels that Dee is a little â€Å"above† her in the way of looks. But why does she cower behind Dee as if she is in Dee’s shadow?   Ã‚  Ã‚  Ã‚  Ã‚  In the story, the mother has a dream about reuniting with Dee. In her dream she thinks: Maggie will be nervous until after her sister goes: she will stand hopelessly in corners, homely and ashamed of the burn scars down her arms and legs, eyeing her sister with a mixture of envy and awe.

The Image of Nursing

The Image of Nursing Dawn Davis Texas A&M University-Texarkana The Image of Nursing Following is a discussion of the image of nursing and professional identity. Factors contributing to nursing image and the effects of nursing image are included. The Image of Nursing What is the professional identity, or the image of nursing? How does the public view this hardworking profession? Do they understand what a nurse does? Do they understand the thought processes involved in caring for patients. Do they understand the knowledge involved in critical thinking?Do they have any idea that we formulate plans of care and that we put together nursing diagnosis with treatment plans, nursing interventions, expected outcomes? Do they understand that we are their advocates? Do they understand that all care is channeled through nursing and that we are their main defense for patient safety? Are we professionals in the eyes of the public, and in our own eyes? For my own research on this paper, I randomly q uizzed ten people that I met in public, not people that knew me personally. I asked them what they thought of nurses, and asked them to give me some adjectives to describe nurses in general.Some of the positive responses that I received were; kind, caring, cool, they help the doctors, they take care of patients, outstanding, knew what they were doing, they saved my life, and excellent. I also received some negatives. One person told me that they knew one nurse that was totally uncaring, unprofessional, and mean. Another individual told me that many years ago her son, who passed away, was HIV positive and she felt that the nurses neglected him because of his diagnosis. I was appalled at the negative answers, and somewhat disappointed with the positives.While the positives that I received were all fantastic traits, not one person mentioned traits such as educated or professional. My very limited random research was completely in line with the findings in our text book, Professional Is sues in Nursing. So, it would seem that, in general, the public doesn’t completely understand the wide scope of nursing. They understand some of the basic functions of nursing. The few random individuals that I spoke with based their perceptions mainly on personal past experiences with nurses. Nursing Image What is Nursing Image?This is a concept that needs more clarification and study to increase nurse’s awareness of factors that affect public perception. â€Å"Understanding the moral values in today’s nursing practice will help nurses to work together with a common comprehension of their aims. This should also allow greater appreciation of the practice of nursing highlighting the equal importance of both fundamental basic nursing care and the advanced clinical roles† (Horton, Tschudin, & Forget, 2007) Nursing image also affects the decision to enter nursing as a profession, to remain in nursing, and to encourage others to become a nurse.A broad definiti on is â€Å"Nursing Image is a multidimensional, all-inclusive, paradoxical, dynamic, and complex concept. † (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) To further define: * All-inclusive and paradoxical refers to both stereotypical and professional image. * Dynamic includes the changing view of nursing as a profession. * Complex, because many factors influence the formation of the image. Factors affecting Nursing Image Many factors combine to influence the image of nursing as a profession.Some of The factors include media, poor communication and visibility, clothing style, the nurses’ behaviors, gender issues, and professional organizations. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) * Media- Historically media has not painted a very professional image of nursing, although, recently this has improved to portray a more capable, independent, strong, intelligent individual. * Poor communication and invisibility- Nursing is an invisible profession and this is a major threat to nursing’s social status and perceived value.It is believed that since nursing is mostly female, that there is poor communication with media and reporters. Nurses also somewhat reluctant to share knowledge, experience, expertise, competence, and intelligence to change portrayal in the media. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) * Clothing style- Appearance is the first thing a person notices. A professional uniform that also defines them from other disciplines increases professionalism. * Nurses’ behaviors- Some believe that the nurse is not identified as professional individual, we refer to the physician as Dr. ___, and the nurse is known by the first name. Different levels of nursing education do the same job; this may devalue nursing as an intellectual profession. Nurses with negative image of nursing may also project that to others. â€Å"Self-image shapes behavior and performance in the workplace and affects how we think and act. † (Fletc her, 2007) * Gender issues- Generally nursing is viewed as a female dominated profession. Men are normally viewed as having positions of power. Women are thought of as caring, more emotional and less aggressive than men.This gender stereotype tends to limit the number of males recruited and retained in nursing. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) * Professional organizations-Globally, there are 14 million nurses. Nurses are the largest group of health professionals in the world. Unfortunately, there is limited unity. Involvement in professional organizations, and standing together on issues is important in changing nursing image and increasing professional identity. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) Effects of Nursing Image on NursingOne very important effect of public misunderstanding of the profession of nursing and the knowledge and skill required is a limited number of potential candidates for the future of nursing. Thirty years ago a significant number of young people would have chosen to be a nurse when they grow up, less than 5% of students responded so in a 2004 study. (Huston, Professional Issues in Nursing, 2010) Another important factor is that inaccurate nursing stereotypes may have a negative effect on the self-esteem f nursing as a whole. Both of these factors combined lead to increase in nursing shortage, short-staffing, heavy workload, job dissatisfaction, and burn-out. This can lead to current nurses leaving the profession. In general, nurses’ image of nursing tends to be better than that of the public. This is related to the fact that nurses are educated about the profession. I also asked several Registered Nurses to give adjectives to describe nursing.I received responses such as; educated, professional, critical thinkers, overworked, advocates, compassionate, unappreciated, caring, researchers, knowledgeable, multitasker, empathetic, thorough, supportive, educators, and leaders. Many changes need to be made to c hange the image of nursing in public view. Nurses must be heard in the media. Nurses must speak positively about their profession. The public needs to be educated about the profession of nursing. Nurses should act, perform, and dress like professionals. Nurses should actively encourage bright individuals to join the profession.Current nurses should positively socialize nursing students, and new nurses, acting as optimistic and confident mentors, sharing their expertise. Nurses should join and be active in professional organizations, to increase unity, and be active in the political processes. Imagine the strength and respect nursing would command if half of the nurses joined. In summary, the image of nursing needs to be changed for the better. Change starts with the profession itself. Every nurse should take accountability to make these positive changes through action, involvement, education, and behavior.Bibliography Fletcher, K. (2007). Image: changing how women nurses think about themselves. The Author, 207-215. Horton, K. , Tschudin, V. , & Forget, A. (2007). The Value of Nursing: A Literature Review. Sage Publication. Huston, C. J. (2010). Professional Issues in Nursing (second ed. ). (H. Surrena, Ed. ) Philadelphia, PA, USA: Wolters Kluwer Health/Lippincott Williams & Wilkins. Rezaei-Adaryani, M. , Salsali, M. , & Mohammadi, E. (2012, December). Nursing Image: An Evolutionary Concept Analysis. Contemporary Nurse, 81-89.

Employment status Essay

Background of the Study Decades have marked the beginning of a fast changing world. Fast growing economies have rapidly increased the number of students attending college in recent years. Now the pool of unemployment graduates is rising to worrying levels. Of particular concern is the difficulty in finding a job due to the increasing demands of employers, growing competence of job seekers and the growth of the number of qualified job applicants. According to many accounts, graduates are finding it difficult to secure a job and those who find work is often too confined to wage positions. In 2014, the annual employment rate was estimated at 93.2 percent and the annual unemployment rate falls from 7.3 percent 6.8 percent as more people were employed in the services and industry sectors. The annual rate was based on the results of the quarterly Labor Force Survey (LFS) conducted in January, April, July and October of the year 2014. Education plays an important role in determining employment status of an individual. It is one of the investments that need to be recovered in due time. Historically, those who have made this investment have received substantial economic benefit. Moreover, education is an important factor that contributes to nation’s growth. Tertiary education gain from universities and colleges especially has its paramount roles in developing the society. Universities and colleges nowadays offer many courses for students that may suit their specializations and skills as individuals. In the Philippines, one university in the Ilocos Region aims to produce graduates of any courses who are competitive locally and globally. The Pangasinan State University operates in nine campuses producing thousands of competent graduates, many of whom excelled in various fields such as agriculture, education, health, engineering and fisheries to name a few. In the field of health, one of the courses offered in Pangasinan State  University Lingayen Campus is the Bachelor of Science in Nutrition and Dietetics program. The said course is designed to adequately equipped the students with the fundamental knowledge, attitudes and skills in food, nutrition, dietetics, management and allied fields in order to prepare them for entry level professional responsibilities in education, communication, food and nutrition, research, clinical dietetics, food service industries, wellness programs and public health/community nutrition. Moreover, the Nutrition and Dietetics education is responsive to Philippine society and takes into account its needs, resources and potentials. According to Bernal et.al in their research entitled â€Å"The Trend in the Employment Status of Bachelor of Science in Nutrition and Dietetics Graduates S.Y. 2001-2010: A Basis for Curriculum Development†, there was a decline in the number of employed graduates for batches 2001 to 2002. However, the trend rose from batches 2002 to 2006. After which, the trend declined again for batches 2006 to 2008 and at its peak in 2010. The results also showed that the nature of employment of most BSND graduates were not related to their course and most of them were not hired on a permanent status. The present study entitled â€Å"Employment Status of Bachelor of Science in Nutrition and Dietetics Graduates in Pangasinan State University, Lingayen Campus, S.Y 2010-2014† will provide feedback to the Nutrition and Dietetics and Livelihood Education Department regarding the performance of BS Nutrition and Dietetics graduates. Statement of the Problem This study will determine the employment status of the Bachelor of Science in Nutrition and Dietetics graduates of Pangasinan State University, Lingayen Campus, Lingayen, Pangasinan from batches 2010-2014. Specifically, it will seek to answer the following questions: 1. What is the profile of the Bachelor of Science in Nutrition and Dietetics graduates from the batches 2010-2014 in terms of the following: 1.1 Age; 1.2 Gender; 1.3 Civil status; 1.4 Year graduated; 1.5 Eligibility; and 1.6 Additional course(s) taken 2. What is the employment status of the BSND graduates 2.1Employed a.Type of employment b.Nature of employment c.Present monthly salary d.No. of month/ years before graduates were employed e.No. of institution/ agencies applied before finally employed 2.2 Self employed a. Kind of business b. Monthly income c. Year the business started 2.3 Unemployed a. No. of months/years of being unemployed 3. What are the problems encountered by BSND graduates in finding employment? 4. What recommendations can be proposed to help solve the problems of the BS ND graduates in terms of employment? Significance of the Study This study is significant to the following: Nutrition and Dietetics and Livelihood Education Department. This will help them determine the strength and weaknesses of the Nutrition and Dietetics program. It will also determine what specific areas should be focused in order to make the program more responsive towards the needs of the global market. For teachers, this will serve as a guide on how they will improve their skills, strategies and principles in teaching for more effective learning of the students. Incoming College Students. This study will help them decide on what course to take in college upon knowing the employment opportunities and status of the graduates of BS Nutrition and Dietetics. BS Nutrition and Dietetics Students. This will help them realize whether the knowledge and skills developed in the program would be useful to them in their future careers. It will also encourage them to appreciate and pursue the course that they ventured. Graduates of BS Nutrition and Dietetics. This  will provide them insights about the status of the employment of graduates of BS Nutrition and Dietetics. It will also inspire them to make initiatives on how to further enrich their knowledge and skills in the field to make them competitive in the global market. Scope and Delimitation of the Study This study will focus on the employment status of BS Nutrition and Dietetics graduates of Pangasinan State University, Lingayen Campus from batches 2010-2014. The respondents of the study will be limited to the BS Nutrition and Dietetics graduates of Pangasinan State University, Lingayen Campus of the years 2010-2014. It will not include the graduates from the other years and other universities and colleges offering the same program. Definitions of Terms To make the study more comprehensive, the following terms are hereby defined. Age. The amount of time during which a thing has existed  Bachelors Degree. Rank given by a college or university to one who has completed a prescribed course in the arts or sciences. Bachelor of Science in Nutrition and Dietetics. A four year course offered at Pangasinan State University, Lingayen Campus, Lingayen, Pangasinan. Civil Status. Refers to the standing and condition of the respondent’s whether single, married, separated, widowed or divorced. Eligibility. .It refers to whether the BSND graduates are board passers or not. Employment Status. Refers to the standing or condition of the graduates of BSND with regards to their employment. It includes whether they are employed, self-employed and unemployed. Employed. Refers to the graduates doing job for which they are paid a fixed wage or salary as means of livelihood. Self-Employed. One who make use of his skill to earn a living without aid of an employment. Unemployed. Refers to an individual who finished a Bachelor Degree of any of the private or public institutions and who has no permanent or stable job. Franchise. It is a business system in which private entrepreneurs purchase the rights to open and run a location of a larger company. Gender. Is the range of characteristics pertaining to, and differentiating between, masculinity and femininity. Graduates. A holder of an academic degree or diploma. Limited liability. It is where a person’s financial liability is limited to a fix sum, most commonly the value of a person’s investment in a company or partnership. Nature of Appointment. It refers to an individual who is employed whether they are permanent, temporary and casual. Casual. It is the nature of appointment of position wherein the worker is only given 1-6 months working duration. Permanent. It is the nature of appointment of position wherein the worker or employee has security of tenure. This applies to private or public office or school Temporary. It is the nature of appointment of position wherein the worker is given longer working duration but not yet a permanent appointment. Nature of Employment. This refers to the nature of employment of the graduates whether it is course related job or not course related. Course-Related. This refers to the jobs that are related to the finished degree course of the graduates. Not Course-Related. This refers to the jobs that are not related to the finished degree course of the graduates. Partnership. It is a single business where two or more people share ownership. Personal Profile. This pertains to age, gender and civil status of the graduates. Problem. It is any difficulties encountered in applying for an employment of BSND graduates. Pre-testing. It is the administration of data collection instrument with a small set of respondents to identify problems and to find possible solutions before the actual administration of data collection instrument with the actual total number of respondents. Unemployment Rate. It is a measure of the prevalence of unemployment and it is calculated as a percentage by dividing the number of unemployed individuals by all individuals currently in the labor force. Salary. It refers to the monetary taken from the respondents from their work or their living. High Income. It is the salary income above thirty thousand pesos. Low Income. It is the salary income below fifteen thousand pesos. Middle Income. It is the salary income between fifteen thousand pesos and thirty thousand pesos. Slovin’s formula. It allows a researcher to sample the population with a desired degree of accuracy. It gives the researcher an idea of how large his sample size needs to be to ensure a reasonable accuracy of results. Sole-proprietorship. It is a type of business entity that is owned and run by one natural person and in which there is no legal distinction between the owner and the business. Stratified random sampling. A method of sampling that involves the division of a  population into smaller groups known as strata. In stratified random sampling, the strata are formed based on members’ shared attributes or characteristics. A random sample from each stratum is taken in a number proportional to the stratum’s size when compared to the population. These subsets of the strata are then pooled to form a random sample.