The Role Public Administration Play in This Modern Society Essay Example for Free

The Role Public Administration Play in This Modern Society Essay Open organization houses the execution of government strategy and a scholastic order that reviews this usage and that gets ready government employees for this work. As a field of request with a various extension its key objective is to propel the executives and strategies so government can work. A portion of the different definitions which have been offered for the term are: the administration of open projects; the interpretation of legislative issues into the truth that residents see each day; and the investigation of government dynamic, the examination of the arrangements themselves, the different data sources that have delivered them, and the information sources important to create elective approaches. As per Dubios Fattore (2009), the objectives of the field of open organization are identified with the vote based benefits of improving fairness, equity, security, productivity, viability of open administrations for the most part in a non-benefit, non-available setting; business organization, then again, is basically worried about available benefit. For a field based on ideas (responsibility, administration, decentralization, customer base), these ideas are regularly not well characterized and typologies frequently disregard certain parts of these ideas. Open organization is midway worried about the association of government arrangements and projects just as the conduct of authorities (as a rule non-chose) officially liable for their direct Many appointed local officials can be viewed as open overseers, including cops, civil spending experts, HR benefits directors, city chiefs, Census examiners, and bureau secretaries. Open overseers are local officials working in open offices and organizations, at all degrees of government. Each open official accused of the obligations of organization should accordingly embed in his psyche that mystery breeds doubt and doubt disintegrates open trust. An executive who has no trust of the general population resembles a chairman who has no power to do what the individual in question has been delegated or chosen to do. Responsibility is significant even with reality that there is a need to make the work right, reality that flaws are a lifestyle and reality that men will in general be devoured by covetousness, frivolity and want for force and distinction, and reality that the individuals who made the work be done not right should respond in due order regarding their issue. Presently, it is a lifestyle that the individuals who need works that are wrong are the individuals who need their deeds covered up. With this reality, there should be a framework that keeps responsibility solid and strong against these defects of life and, with more explanation, against the individuals who need to don't directly by the impulsion of insatiability. In view of these standards, the following test truly of open organization is the way to utilize the advanced things offered by current occasions. (Evardone) In responding to this inquiry, the most ideal path is to know the central administration rules that open organization is a consequence of the aggregate assent of the residents to be represented and the way that the world has gone excessively current. The Definition of Public Administration Public organization, created in the mid 1900s, is a unique field of study inside the scholarly order of political theory. It underscores the structure and activity of administrations and associations, including planning, staff, and formal and casual inner controls. Some open organization programs incorporate investigation of the exceptional administration aptitudes required in legislative (as particular from private) associations. Its in every case hard to make a basic, clear and exact definition to scholarly subjects, this likewise happens to open organization. Researchers have for quite some time been attempting to utilize a basic expression to characterize it, however yet after about 50 years of difficult work, it despite everything stays futile. In spite of the fact that gaining ground, an ideal expression length definition is still in process. So what is the issue of characterizing Public Administration? Some feel that its multidiscipline attributes add to the nonappearance of a typical definition.

Authoritarian vs. Permissive Parenting - Paper free essay sample

There are three sorts of approaches to bring up youngsters; dictator, legitimate, and lenient child rearing. The vast majority utilize definitive child rearing; anyway there are two different types of child rearing. Dictator guardians have confidence in having extreme power. They accept they must have unlimited authority over their youngsters. On the off chance that youngsters question their folks, they will confront awful outcomes, for example, the children being addressed, offended, disgraced or rebuffed. Tyrant guardians think they comprehend what is best for their children. They generally direct what their youngsters partake in. Dictator guardians emphatically accept that their children can and will be the best in school; hence, things the children appreciate will be restricted in light of the fact that they accept they will occupy the youngsters from being as well as could be expected potentially be. They request immaculate evaluations. On the off chance that the youngster neglects to do what is anticipated from the person in question, the parent will do their best to push the kid to compensate for the disappointment, for example, making up drills and tests to get their evaluations or execution up to the degree of desire (Raise Smart Kids). We will compose a custom article test on Tyrant versus Tolerant Parenting Paper or on the other hand any comparative subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Dictator guardians are not worried about their youngsters being genuinely harmed; they accept that â€Å"tough love† will make the children more grounded. These kinds of guardians are exceptionally serious. They don't think anything is fun except if you are acceptable at it. (Tolerant) Permissive guardians are more indulgent than tyrant guardians. They maintain a strategic distance from encounter and permit a great deal of self-guideline from their children. Tolerant guardians accept that focusing on scholarly achievement isn't useful for youngsters and that they should let kids accept that learning is enjoyable. Lenient guardians are worried about their kids’ confidence (Raise Smart Kids). They continually console their offspring of their self-esteem. On the off chance that the children fall flat at something, they disclose to them it is alright they are still acceptable. They will never call their children offending names, for example, â€Å"stupid†. Lenient guardians recognize and offer an incentive to their kids’ distinction. They give them opportunity to seek after their own interests and decisions throughout everyday life. Lenient guardians support their children’s attempts and give uplifting feedback and a sustaining domain (Lee, Ooi Wee, Steven Chan, and Leowanie Leow). Tyrant child rearing has a few favorable circumstances. The offspring of tyrant guardians grow up to be mindful residents. They are progressively arranged to work in conditions that require difficult work and control. They are increasingly arranged to get by in requesting working environments. They will be submissive. Lenient parentings bring up Kids who grow up with the capacity to think imaginatively and be creative. Being allowed to seek after what they need, they can break new ground. Individuals like Steve Job presumably were raised by lenient guardians. Children who are raised by tolerant guardians will in general be increasingly confident and forceful on the grounds that they grow up not as supporters yet people who are experts of their destiny or pioneers. Children who are raised by lenient guardians are more joyful and will in general have less mental issues. On account of tyrant child rearing a few children who are forced to perform consummately in school in the long run wind up despising school. Numerous children who are raised by tyrant guardians give indication of mental issues like gloom and tension, and some even retreat to self destruction. Children who are raised to be compliant tend not to shape their own thoughts and conclusions however to â€Å"follow the crowd†, and have a docile mentality. Kids who are prepared to have high evaluations in school need innovativeness and creative mind. They need fearlessness, have lower confidence, and absence of fortitude. They are progressively inclined to pressure. They may have poor socialization abilities and maintain a strategic distance from open and groups of friends. They as a rule defy their folks when they â€Å"grow up†. They are increasingly inclined to mental issues, for example, melancholy or nervousness. Tolerant child rearing has numerous disservices. Kids may lose regard for their folks in light of the fact that the kids start to feel just as they can do anything they desire. The offspring of lenient guardians become ruined.

Accounting Financial Analysis Report Business strategy

Question: Talk about the Essay for Accounting Financial Analysis Report for Business system. Answer: Presentation:- The job of bookkeepers has changed significantly in the advanced business situation. In prior days, bookkeepers were treated as unimportant scorekeepers. These days, with the advancement in bookkeeping frameworks and presentation of new parts of bookkeeping, bookkeepers are currently considered as the wellspring of significant administrative data. Like the promoting and creation offices, accounts offices are likewise taking dynamic interest in the development of the organizations. Such transformation in the job of bookkeepers has gotten conceivable because of developing significance of different money related data. Presently the accomplishment of the business firms relies upon its income winning exercises as well as on its market development, stock costs and other non-advertising exercises. In addition, the business firms additionally use to depend incredibly on different inward outside budgetary information to quantify its development over the periods, its market position and furthermore the market position of its rivals. All these data and investigation have helped the bookkeepers to changed into one of the significant work force inside a business association. Job of Accountants in Enhancing Profitability:- As talked about above, with the progressions of the bookkeeping techniques, bookkeepers are taking dynamic jobs in improving the productivity of the business firms. Aside from the conventional accounting exercises, bookkeepers are additionally embraced different other budgetary exercises as the aspect of their responsibilities. The significant segment of the all out use of any business element is utilized to be taken care of by the working expense. Along these lines, bookkeepers use to concentrate on the working exercises to control the working expenses and expanding the overall revenue of the element (Ward 2012). Bookkeepers use to evaluate different inside outside hazard components of the association. Through the hazard evaluation process, they can give a consistent and secure income structure and decrease the degree of different unpredicted and unpredicted misfortunes (Biddle et al. 2015). By breaking down different money related and non-monetary informations, bookkeepers can control the administration for building up an appropriate hierarchical structure, which can perform all the more successfully and diminish the different irregular expenses (Ah Lay and Jusoh 2014). Bookkeepers likewise help the showcasing group to grow better client relationship the executives. Bookkeepers use to examine the past records and current market situation cautiously for giving direction about how the promoting can fulfill the clients all the more successfully (Laine et al. 2016). The partners have become especially significant these days for a business association. The business firms consistently focus to fulfill their partners by its money related and non-monetary exhibitions (Kim et al. 2013). Bookkeepers assume significant job in satisfying the requirements of the partners. They use to concentrate on the essential needs of various partners and help the association to satisfy those requirements by giving appropriate systems and rules (Elbashir et al. 2013). In these habits, the bookkeepers have changed their jobs and redesigned themselves as one of the key variables of the business association for improving the benefit. Besides, the new bookkeeping systems are additionally used to survey the productivity of the market speculations. Consequently, numerous bookkeepers have begun to go about as monetary counselors, who use to give exhorts on legitimate venture plans to the individual financial specialists, just as, the corporate houses (Biddle et al. 2013). Acts of neglect for Enhancing Profitability:- It has been seen that numerous associations use to use the bookkeepers for improving the benefit by any mean. The association, yet numerous bookkeepers additionally use to focus more on the productivity factor. Because of such over focus on productivity, numerous bookkeepers are following untrustworthy approaches to expand the net revenues of the organization (Gilley et al. 2014). By and large, the representatives of the associations use to be more worry about the net money installments in contrast with the drawn out advantages, gave by the business. Numerous bookkeepers use to underwrite this circumstance and grow such installment structure for the representatives, which will diminish the drawn out advantages. By this procedure, the general expense for representatives uses to get diminished and the organization amplifies its benefit. It is a typical practice among the bookkeepers to control the fiscal reports for diminishing the duty sums. Bookkeepers use to set up the budget summaries in such a way, that the net gain according to the books would be lower than the genuine net gain, earned by the organization. In this manner, they help the organization to pay lesser duty add up to the administration (Imoniana and Silva 2013). At some point, numerous business firms use to take tremendous advances from different money related organizations and the proprietors use to use those assets for their self-awareness. To maintain a strategic distance from the installment of the loan bosses, the bookkeepers of such firms use to control the money related information so that the organizations use to be pronounced as bankrupt by the concerned position and the proprietors would not need to pay any add up to the leasers out of their own store. In current days, the greater part of the organizations proceed with its tasks by either value financing or by obligation financing. To draw in the potential financers or speculators, it is important to keep up a legitimate budgetary development, particularly for value financing. Bookkeepers use to make this errand simpler by displaying exaggerated resources and benefits in the fiscal summaries (Ghose 2015). The bookkeepers of numerous foundation use to grow such complex advertising plans, which is by all accounts progressively productive for clients, yet as a general rule, clients don't get any additional bit of leeway from such plans. Along these lines, they help the organizations to expand the business volume by giving bogus responsibilities to the customers (Devi 2015). The bookkeepers use to get the extent of such acts of neglect because of different reasons. Distinctive bookkeeping standard sheets use to give diverse bookkeeping treatment to same bookkeeping exchanges. In addition, there is an enormous distinction in the net gain appraisal strategy for tax assessment reason and for general detailing reason. The bookkeeping sheets don't give any free direction to some from the bookkeeping methods, for example, reasonable worth bookkeeping, CSR bookkeeping and so on. By and large, the partners, for example, workers, financial specialists and so on., don't use to be completely mindful and adequately proficient about the bookkeeping and assessment systems. The bookkeepers underwrite these disadvantages of the bookkeeping framework to expand the benefit for the organization (Imoniana et al. 2013). End:- The bookkeepers are utilized for keep up the money related records of the association. In the cutting edge situation, the bookkeepers are required to give more advantages to the organization. They are required to build the net revenues by the different bookkeeping procedures and monetary arranging. Thus, the bookkeepers utilize different propelled bookkeeping techniques, for example, the executives bookkeeping, client bookkeeping and so forth for offering better support to its representatives. Alongside the monetary arranging, they are using their expert information to help the association for different other arranging identified with the non-budgetary exercises moreover. By various market investigation techniques, they can estimate the future results of the organization, just as the results of its rivals. They can assist the association with reducing its expenses and consumptions by appropriate cost arranging and planning. Through these procedures, the organization can likewise appreciate different tax cuts. Along these lines, the bookkeepers, these days, assume a significant job in the benefit boost for the organization. The new job of the bookkeepers has made the additional weight on them to build the benefit for the organization and its proprietors. They are compelled to receive unscrupulous methodology to make the organization progressively beneficial. Once in a while they control the money related records for diminishing the assessment costs or draw in more partners. Now and again, they actualize unscrupulous arranging, which use to deny the buyers, workers or the financial specialists. In this manner, it very well may be expressed that the job of bookkeepers for improving the productivity has caused just positive effect on the general public. It has joined many negative attributes too. Yet, it ought to be noticed that more often than not, the bookkeepers use to use their insight for such deceptive causes according to the guidance of the organization the board. Thus, the bookkeepers can't be accused exclusively for such abuse of expert information. Reference List:- Ok Lay, T. also, Jusoh, R., 2014. Business system, force of rivalry, vital job of bookkeepers, key administration bookkeeping and firm execution. Biddle, G.C., Kim, J.B., Ma, M.L. what's more, Song, F.M., 2015. Bookkeeping conservatism and chapter 11 risk.Available at SSRN 1621272 Biddle, G.C., Ma, M.L. what's more, Song, F.M., 2013. The hazard the executives job of bookkeeping conservatism for working money flows.Available at SSRN 1695629 Devi, R.U., 2015. Imaginative bookkeeping rehearses Its Pros Cons: An analysis.International Journal of Management, IT and Engineering,5(1), pp.40-52 Elbashir, M.Z., Collier, P.A., Sutton, S.G., Davern, M.J. furthermore, Leech, S.A., 2013. Improving the business estimation of business insight: The job of shared information and assimilation.Journal of Information Systems,27(2), pp.87-105 Ghose, K.S., 2015. Morals in Managerial Accounting: Today's Challenges in USA.GSTF Journal of Law and Social Sciences (JLSS),4(2), p.85. Gilley, A., Gilley, J.W., Ambort-Clark, K.A. also, Marion, D., 2014. Proof of administrative misbehavior: An exact study.Journal of Applied Management and Entrepreneurship,19(4), p.24 Imoniana, J.O. also, Silva, R.M., 2013. Returning to the ideas of

Advantages and Disadvantages of CCTV Cameras Essay

CCTV Monitoring CCTV for Surveillance CCTV camera framework is by and large broadly utilized as a security framework for observation in workplaces just as homes. It is utilized for observing purposes to keep a nearby vigil. Not just in shut or private spots; CCTV camera framework reaches out as a security framework in broad daylight and swarmed places like traffic crossing points, shopping centers, shops, and so on. Likewise with the instance of any innovation or security framework gadget, a CCTV camera framework has its own upsides and downsides. Favorable circumstances of CCTV Camera System 1. Dissuades Crime The nearness of CCTV camera framework for observation will lessen negligible burglaries and vandalism in shops, shopping centers and other open spots. Since the exercises are being observed, less irritations are probably going to be made. It additionally decreases the misfortunes because of shoplifting. 2. Looks after Records The pictures and recordings caught by a CCTV camera framework are regularly recorded and put away into a database. These are useful in keeping up records with the goal that they can be handily recovered later, when required. 3. Ensures Employees This is especially useful in client assistance focuses. The representatives giving client care may some of the time be exposed to obnoxious attack or physical assaults. CCTV camera framework assists with distinguishing such occurrences and act right away. It is likewise useful to keep a tab on the exercises of the workers. 4. For Evidence in Lawsuits In legitimate instances of robberies and different types of wrongdoing, recordings and pictures gave by the CCTV camera framework can fill in as a substantial verification and proof against the defaulter. This helps with making lawful cases also. Burdens of CCTV Camera System 1. Try not to Work Always CCTV camera framework can't screen each zone of your office or home consistently. Subsequently it can't be considered as an idiot proof strategy for wrongdoing anticipation. 2. Protection Concerns Attack of protection is the significant issue with regards to any security framework gadget like the CCTV camera framework. It brings down the worker spirit and hampers profitability on occasion. Steady observing of each action may comfort the laborers sick. 3. Introductory Costs The underlying expenses brought about per camera are high. The establishment may likewise expand the underlying use. It relies on the multifaceted nature of the CCTV camera framework also.

Competitive Analysis For Dell Corporation

Serious Analysis For Dell Corporation Michael Dell built up Dell Corporation in 1984 in Austin, Texas, with an outstanding thought of selling PCs having direct linkage to shoppers; Dell can meet the processing needs of their clients adequately and effectively. Presently consistently Dell interfaces with more than 5.4 million clients, through a few different ways like telephone, face to face, on Dell.com and in particular through interpersonal interaction sites, Everywhere throughout the world Dells very nearly 96,000 specialists are devoted to making innovative work powerful for networks and clients. It is one of the thought process of Dell is make accessible the innovation all the more simple to get the chance to individuals and different associations everywhere throughout the world. Dells consistently shipment is in excess of 110,000 PC frameworks to clients in just about 180 nations. Dells Customers to accomplish the more Dell is joined together, to address the issues of enormous organizations, open arranged foundations (social insurance places, instructive establishment and government ets), SMEs, and the most significant Dells clients. Dell have just about 41,000 Services bunch individuals in 90 countries,â 60 focuses of specialized help, and seven focuses of worldwide order focused on helping their clients to utilize the modern innovation to meets their businesss needs and objectives. There is no uncertainty that Dell is on the top in the fulfillment of clients by offering the exceptional types of assistance like nearby reaction, on location skill and telephone underpins, said the Corporate IT clients. Fromâ the Classrooms to Virtual Labs, elementary schools to colleges are arranging Dells explicitly instructive mechanical arrangements, making Dell the main wellspring of giving PCs, scratch pad and work areas PCs to training in a considerable amount of nations everywhere throughout the world. Similar to a top of the line IT Services supplier of the world, Dell helps in the clinical calling to set free the quality of innovation to help for the better improvement with respect to patients. Dell is the top ratedâ supplier of Personal PCs to lSE everywhere throughout the world and the top ratedâ supplier to open clients in the U.S. Dell manages 98% of Fortune 500 partnerships. As being on the second in the rating of providing PC to clients of training part Dell is committed to support instructors, administrator, understudies associates the streangth of IT to wide learning. Dell is covering the SME as approx. 10 million little units manages Dell through which It got high position in U.S. Almost certainly that Dell is trusted extraordinarily by clients with respect to their partnerships IT needs. Dell is on the top in giving the SCSI (ISCSI) arrangement of capacity around the globe and furthermore number 1 in giving X86 server in U.S. Dells clients can manage in excess of 60,000 enlisted accomplices of Dell and are guaranteed to work as their Agents. Interfacing with the Customers through web Dell began internet selling in 1996 on Dell.com and now they have smore than 4million site guests day by day, which brings about a request got online in pretty much at regular intervals. In this time Dell.com is managing in 166 nations and in 34 dialects everywhere throughout the world, dell is on the no. 3 of the main five web search tools and it is second most rumored brand in online life exercises for profundity and expansiveness. Dell social Web people group have more than 3.5 million individuals, the network remembers Dell outlets for twitter Dell.com, Face book, Orkut (brazil) SINA and different sites. Dell presented thought Stormâ„ ¢ in 2007, a spot where individuals can share their contemplations, thoughts and can likewise decide in favor of the one they like Dell got thoughts and those thoughts additionally actualized around 400 thoughts executed by Dell. Guests of Dell are permitted to peruse and take an interest to in excess of 100,000 audits of items. Budgetary Information For FY 2011, in second from last quarter completed 29, Oct, 2010 Dells Revenue was approx. $15.4 billion and the working incomeâ was about $1.02 billion. Dells Net pay in third quarter of financial year 2010â was $822 million and retaliation for each offer was $0.42. (http://content.dell.com/uk/en/corp/d/corp-comm/our-story-realities about-dell.aspx). Rivalry Dell is no uncertainty is working in an industry where there is a quick change in innovation and advancements in equipment and programming, administrations and the opposition among items and costs and all the related territories of business from our standard rivals. Dell rival its rivals with its serious capacity of giving gainful and great answers for their clients that give the new and required item includes with client benefits, a standard quality and dependability. This is just conceivable due our immediate linkage with our clients, which demonstrates the most ideal method of getting the data about the changing needs and needs of clients more proficiently than some other organization. Almost certainly that this solid and sound association among Dell and its clients and the comprehension of clients needs offers Dell an upper hand. By IDC, Dell developed 0.2 purposes of offer by schedule 2008 as Dells 11.1% expansion in units outpaced the companys general development of PC framewor k which is 9.7%. in the offer was because of a well generally speaking presentation into equal parts FY 2009 followed by a lessening in units shipments in dells business in most recent a half year of FY 2009. Which was to some degree adjusted by the power in our globalized business. Dells development of business businesss units was moderate which shows their choice in a dissolve request climate to empower the development in units while sparing the gainfulness. For the term of the second 50% of FY 2009, the unblemished business faces a troublesome IT end-client request circumstance as present monetary circumstance affected on worldwide client methods of spending. The organizations like innovation develop by expanding their contributions and penetrating new normal highlights. For accomplishing this degree of development, organizations will bring advancement and will likewise lesser cost. Dells ability to continue or increment piece of the pie is predicated on our capacity to be seriou s on item usefulness, quality and geographic immersion, and valuing. Moreover, The endeavors of Dell to even out its blends of administrations and assortment of items to advance benefit, versatility, and odds of development may influence the situation of Dells piece of the overall industry in present moment. In the remainder of the FY 2009, Dell by continuing its situation in the market remained the top of the line provider in PCs in U.S and overall was at second position. (http://i.dell.com/destinations/content/corporate/secure/en/Documents/FY09_SECForm10K.pdf). Contenders At the point when we talk about the contenders, nearly Dells development in Q4 of FY2009 was low which 11.5% is and development of its rivals like HP developed 19.8% market development and Acer was at 13.5%. Dells development contrasted with its 13.35 in the fourth quarter in 2008 was additionally short. This is the fundamental component of the high development rate over the most recent 7 years in the PC selling market, despite the fact that the last quarter of 2008 was not all that great on account of monetary basic circumstance. Though some different contenders like Lenovo and Toshiba is concerned relatively to Dell they were at depressed spot of development rate which resembled Lenovo 8.7% and Toshiba 5.3%. The development of portable PCs like net books and scratch pad was low in the PCs selling market. Dells fundamental quality is that it bargains in business and shared segment so with the intension of protecting its benefit Dell will not turn into a piece of value war in the PC advertise. Prelim overall PC seller unit ships for Q4 2009 (a huge number of units) Organization Q4 09 Mkt Share Q4 08 Mkt Share HP 17,792.2 19.8% 14,239.9 19.3% Acer 12,188.2 13.5% 8,612.7 11.7% Dell 10,397.1 11.5% 9,839.3 13.3% Lenovo 7,836.5 8.7% 5,509.3 7.5% Toshiba 4,811.9 5.3% 3,668.1 5% Others 37,008.5 41.1% 31,855.4 43.2% All out 90,034.5 100% 73,724.7 100% HP turned into a first class figure dealer in US, crushing Dell. Dell battle to support its in the market. By this the US 5 first class merchants were HP, Acer, Dell, Lenovo and Toshiba. (http://www.techeye.net/equipment/dell-keeps on draining piece of the pie). End The World biggest PC maker HP is utilizing the retail channel methodology through which HP hit dells Sales and its benefit, And demonstrated the primary quarter benefit of financial year 2008. The outcomes assessed on orders for PCs, servers and capacity by beat examiners shows that HPs technique (to rely upon the system of retailers) is working well overall. They gave a magnificent alternative to contact the machines before buying and this choice is assisting HP to win clients .With adding more HPs PCs and note pad are sold in excess of 110,000 stores. This is multiple times more noteworthy than Dell. Dell has its PCs selling not in excess of 10,000 stores. Indeed, even as far as scratch pad and work area models offered through retailers, HP offers them twice the same number of as Dell does. To Shoppers, hence have increasingly decision. Proposal Dell utilizes direct deal system which is excellent yet not ready to give the serious edge to HP so I accept that Dell ought to likewise follow a similar methodology as HP to win the client back and to get achievement.

How to Write College Kids Book Review Samples Essay

How to Write College Kids Book Review Samples EssayCollege kids book review samples essays are essential tools for motivating students to read college and university students' material. In addition, students will also be prompted to engage in conversation that will encourage them to think critically about a topic.The College Kids Book Review Sample Essay is an informative text filled with stories and facts about a wide variety of topics. This essay contains information on the world and history of each topic. It is both exciting and educational, but also provides students with the opportunity to engage in discussion.College kids book review samples that are taken from magazines, books, newspapers, and other publications provide students with a broad spectrum of knowledge on a variety of topics. Students can benefit from the fact that the writer took the time to include as much information as possible.One of the greatest benefits of this kind of essay is that it contains some form of o pinion pieces on subjects that they may not be familiar with. Some articles can also be sourced to original works. In addition, students can gain valuable skills in research, sources, and other areas of research.College kids book review samples essay should be given to the student that is a first-year student in college or a sophomore, junior, or senior that has just entered the college program. This kind of essay has been proven to be very beneficial, especially if the student is not capable of writing his own essay.College kids book review sample's essay does not have to be difficult to write. Most students will be able to develop their own opinion based on the topics of the writing.It is important that students do not make the mistake of focusing solely on one subject areas in an essay. It is extremely important to read all of the material, evaluate it, and formulate a point of view based on the information they read.There are different ways to write an essay. However, if the stu dent learns how to combine reading, learning, and creating, they will learn how to write an essay that is much more interesting than the average essay.

The Organization Of The Research Study Business Essay - Free Essay Example

The purpose of this chapter is to present an overview of this study. It provides a special reference to the background of the study. Definition or the research issue, objectives of the study and the limitations of the research. The importance of the  Emotional Intelligence  is also explained through this section. Finally the organization of the research is presented. 1.2  Background of the Study The main concern of this study is the effectiveness of the supervisory level of apparel making companies who can make a significant impact on the performance of the factory level employees.   Therefore this study focuses on the fact that whether high levels of EQ helps out to develop the Effectiveness of Line Supervisors. In other words, whether the concern about ones own emotions and other peoples emotions will contribute to the improvement of the Effectiveness of the Line Supervisors of the Apparel Industry. For this purpose two Export oriented apparel manufacturing factories in the Katunayake Export Promotion Zone were selected. In these factories, there are about ten thousand employees. Each and every Line Supervisor has to supervise at least twenty five employees at a time. Therefore the purpose of this Research is to identify whether Emotional Intelligence would really make a better impact or difference for the Effectiveness of Line Supervisors. In other words, t o glance at the fact that dealing with these above mentioned situations successfully might benefit in encouraging the employees in such a way that they will contribute more to the development of the performance of the organization. 1.2.1  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotional Quotient Singh (2001) stated that research demonstrate that IQ accounts for only about 20 percent of an individuals success in life. It means IQ explains a very small part of a persons achievement at the work place. But eventually the researchers found out that Emotional Quotient make a great impact on ones work and family life that his IQ.  1.2.2  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Definitions of EI These are some definitions of Emotional Intelligence. Bar on (1997) stated that emotional Intelligence reflects ones ability to deal with daily environment challenges and his predict ones success in life, including professional and personal pursuits. Goleman (1998) declared that Emotional Intelligence is the capacity for recognizing our own feelings and those of others, from motivating ourselves, and for managing emotions well in ourselves and in our relationships. Emotional Intelligence or the purely cognitive capacities measured by Intelligence Quotient. Bar-On, Brown, Kirkcaldy and Thome (2000) stated that Emotional Intelligence is the ability to perceive ad express emotion, assimilate emotion thought, understand and reason with emotion, and regulate emotion the self and others,  1.3  Ãƒâ€šÃ‚  Research Issue The issue that was recognized here in this research study is to explore the impact of Emotional Intelligence to the Effectiveness of Line supervisors in the Katunayake Investment Promotion Zone and thus to fain some knowledge about the effect on the Sri Lankan context as well, During the initial interviews of the HR managers of some factories, they declared that there is a tendency of the Effectiveness of the Line Supervisors of the factory, to decline. Though they have tried to fill the gap by doing various activities to increase the Effectiveness of the Line Supervisors, they have found out that the Effectiveness of the Line Supervisors has not shown much improvement according to their Performance Appraisal System. The main problem they have identified for the decrease of the Effectiveness of Line Supervisors was lack of self-understand and understanding the feeling of others.  This is a significant area where enough research has not been carried out but a large differ ence can be done if given enough attention. Therefore a main target is to explore whether a significant impact could be done by Emotional Intelligence to improve the effectiveness of Line Supervisors in Apparel Industry and if so this concept cant be used largely in many areas as well to explore new ways to increase the effectiveness of the Line Supervisors. This study attempts to determine the relationship between Emotional Intelligence and Effectiveness of Line Supervisors as it has a great impact on enhancing the effectiveness of Line Supervisors in the Apparel industry.  1.4  Objectives of the Study To determine whether Line Supervisors in Apparel Industry have Personal Competency of Emotional Intelligence. To determine whether Line Supervisors in Apparel Industry have Social Competency of Emotional Intelligence. To recognize whether Emotional Intelligence leads to Effectiveness of Line Supervisors in Apparel Industry.  1.5  Research Questions Does Emotional Intelligence have an impact on Personal competency of Line Supervisors? Does Emotional Intelligence have an impact on Social competencies of Line Supervisors? Does Emotional Intelligence lead to Effectiveness of Line Supervisors?  1.6  Originality of the Study This research reveals an emerging concept where there is limited research in Sri Lankan context regarding the impact of EQ over Effectiveness the Line Supervisors. Though this has become an important area to study, there are only few researchers done in Sri Lanka. Theories adopted by western countries are hardly applicable to Sri Lanka because of Cultural, political, environmental differences. Theories that found in Western countries are difficult to apply to Sri Lankan organizations. 1.7  Research Methodology To gather the relevant data for this research, two apparel manufacturing companies in Katunayake Investment Promotion Zone was selected to represent the Apparel Industry. A sample of 30 Line Supervisors is selected at random. Survey strategy is employed in this study using questionnaires and depth interviews as methods of data collection. This research would involve both qualitative and quantitative techniques to analyze the gathered data and interpret results. Therefore, this study would use questionnaires as the main form of data collection and few depth interviews to illuminate the findings. 1.8  Organization of the Research Study Research chapters are supposed to be presented as follows: Chapter 1 Introduction This is the comprehensive coverage of introduction about the research. It consists of the background and significance of the study, research problems, objectives and limitations of the research. Chapter 2 Literature Review The theoretical framework of the research is covered in this chapter. It also relates to past studies that have been done. Chapter 3 Research Methodology Methods used to present the findings are stated in a detailed manner, it should explain population, sample and structure of the questionnaire and that are supposed to be used I the research. Chapter 4 Date Analysis and Data Presentation Summarized results of data collected through field surveys and methods of presenting data in tables to easier understand are done in this chapter. To analyze the findings of the research for making rational and valid decisions. SPSS System is used. Chapter 5 Findings and Conclusion Conclusions are drawn according to the findings of the research. 2.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Literature Review  2.1 Introduction This chapter will present literature pertaining to two companies of Emotional Intelligence, namely Personal Competency and Social Competency. 2.2  The shortcomings of Intelligent Quotient (IQ) Before the Emotional Quotient (EQ) concept was initiated, Intelligent Quotient (IQ) turned out to be the most important and highly valued measurement of employees in any organization. Primary IQ measures the skills like mathematical and spatial reasoning, logical ability and language understanding of a person. But it does not measure a persons experiences, wisdom personal qualities such as understanding, kindness empathy etc. anyone can score high when they are trained to take IQ tests. So it is not known whether a person score high because of the training he gets or his own intelligence. Some outcome variations relating to the success of individuals in education and organizational context should not be explained through traditional IQ measures (Fatt Howe, 2003). Researchers, who had done number of research over IQ, had realized that there is something more in a person that cannot be measured by an IQ test. Even though some of those persons had fabulous IQ scores, they were doi ng poorly in their work life and wasting their potential by thinking, behaving communicating in a way that hindered their chances to succeed. 2.3  What is Emotional Intelligence Emotional Intelligence is one of the most emerging and interesting concept of todays world which largely impact to every part of any organization. Since it deals with Human psychology factor, it has become an influencing concept to the minds of people. Emotional Intelligence involves the lower and central section of the brain, called the limbic system. Human beings cannot live without emotions as they are naturally emotional beings. Goleman (1997) described Emotional Intelligence as managing feelings so that they are expressed appropriately and effectively, enabling people to work together smoothly toward their common goals. Van Rooy and Viswesvaran (2004) defined EI as the set of abilities (verbal and nonverbal) that enables a person to generate, recognize, express, understand and evaluate their own and others, emotions in order to guide thinking and action that successfully cope with environmental demands and pressures. 2.3.1 Benefits of Assessing EQ Assessing Emotional Intelligence gives much benefit for the individuals and organization. Benefits of assessing EQ for the Individual Examine the overall ability to deal with the immediate world Inventories emotional and social skills Identifies strengths and opportunities for improvement Target areas for personal growth and development Benefits of assessing EQ for the organization Recognize the areas of employees to be developed Serve as a training assessment Supports career path development processes Identifies employees with management potential Assists in selecting new employees 2.4 Origin of Emotional Intelligence Hilgard (1980) declared that our mind operates in three ways: Cognition, affect and Motivation. Human memory, reasoning, judgment and abstract thought are the attributes of cognition. Emotions, moods, evaluations and other feelings states are the attributes of affect. Finally the attributes of motivation are the personality which includes biological urge or learned goal-seeking behavior. EI was made up by the cognition and affect together. Harvard psychologist and one of the most influential theorists of intelligence, Gardner (1983) had proposed the model of Multiple Intelligence, to point out the distinction between intellectual and emotional capacities. He also proposed Personal Intelligence for managing oneself and relationships. Mayer and Salovey (1990) proposed a comprehensive theory of EI. They have illuminated EL as being able to identify, understand, use and regulate a persons emotion. Mayer and Salovey (1997) defined Emotional Intelligence as the ability to perceive accurately, appraise and express emotion; the ability to access and/or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth. There are four branches of their framework: 1.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Perception, appraisal, and expression of emotion 2.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotions facilitation of thinking 3.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Understand and analyzing emotions; employing emotional knowledge 4.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Reflective regulation of emotions to promote emotional and intellectual growth Goleman (2007) identified the Five Domains of Emotional Intelligence as: knowing your emotions managing your own emotions motivating yourself Recognizing and understanding other peoples emotions Managing relationships, i.e., managing the emotions of others  2.5  Major alternative theories of EQ  The process and outcomes of Emotional Intelligence development also contain many elements know to   reduce stress for individuals and organization, by decreasing conflict improving relationships and understanding, and increasing stability, continuity and harmony. The ultimate result of all these is of course the improvement of managerial effectiveness. The growing awareness and the increasing interest that EQ plays in employees work and family life have lead researchers to generate alternative theories of EQ from time to time. Theories of Bar On (1988, 2000), Salovey and Mayer (1997) and Goleman (1998) are the three theories which built the most interest in terms of research and applications. These theories have been used to recognize the emotional behavior patterns of individuals in the work place to achieve the effectiveness of the organization.  2.5.1Theory of Bar- On Bar- On is a pioneer in the realm of Emotional Intelligence and has been involved in defying, measuring and applying aspects of this construct since 1980.The Bar- Ons Model is explained as one of three leading approaches to Emotional Intelligence in Spiel Bergers Encyclopedia of Applied Psychology (2004). In the doctoral dissertation of Bar-On (1998) he coined the term Emotional Quotient (EQ), as an analogue to Intelligent Quotient (IQ). He (1997) defined his model in terms of five main social and emotional abilities including interpersonal skills, intrapersonal skills, adaptability, stress management, and mood which together influence a persons ability to cope effectively with management, and mood which together influence a persons ability to cope effectively with environmental demands.  2.5  .2 Theory of Salovey and Mayer The four branch model of Emotional intelligence describes four areas of capacities or skills that collectively describe many of areas of Emotional Intelligence (Mayer and Salovey, 1997). More specifically, this model defines Emotional intelligence as involving the abilities to accurately perceive emotions in oneself an others, use emotions to facilitate thinking, understand emotional meanings, and manage emotions. The Four Branch Model of Emotional Intelligence Mayer Salovey (1997) have introduced the four Branch model of Emotional Intelligence and initiate the abilities for each branch of Emotional Intelligence through this model. 1.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotional Perception an Expression 2.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotional Facilitation of Thought (Using Emotional Intelligence) 3.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotional Understanding 4.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotional Management  2.5.3  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Theory Goleman As Goleman (1998) states Emotional Intelligence embraces two aspects of intelligence: Understanding yourself, your goals, intentions, responses, behavior and all.  Ãƒâ€šÃ‚  Ãƒâ€š Understanding other and their feelings. Personal Competencies Self-Awareness Self -regulation Motivation  Emotional Intelligence Social Competencies Empathy Social Skills  The building blocks of Emotional Intelligence |Source; Jamali, Sidani an Abu-Zaki (2006) Goleman (1998) touched the depth of the EQ through these two aspects when he found most useful for understanding how each skill matters at work. Emotional Intelligence, as defined by Goleman, is the capacity for recognizing our own feelings and those of others, for motivation ourselves, and for managing emotions well in our relationships (Fatt, 2002). His frame work has five branches: Self-regulation, Motivation, Empathy and Social Skills. 2.6  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotional Competence Frame Work Goleman (1998) a Harvard psychologist in his ground breaking book, Emotional Intelligence, had introduced a model to recognize the ways of the talents move in work live of employees. His adoptions consist of five basic Personal and Social competencies. This model has been chosen as the plinth of the study to construct the questionnaire and the hypothesis.  2.6.1  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Personal Competence   SELF -AWARENESS  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Emotional Awareness Recognizing ones emotions and their effect  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Accurate Self Assessment   Knowing ones strength and limits  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Self Confidence   A strong sense of ones self-worth and capabilities     SELF REGULATION  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Self Control Keeping disruptive emotions and impulses in check  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Trustworthiness Maintaining standards of honesty and integrity.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Conscientiousness Taking responsibility for personal performance.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Adaptability Flexibility in handling change  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Innovation Being comfortable with novel ideas, approaches new information.    MOTIVATION  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Achievement Drive Striving to improve or meet a standard of excellence Commitment Aligning with the goals of the group or organization.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Initiative Readiness to act on opportunity.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Optimism  -Persistence in pursuing goals despite obstacles and setbacks  2.6.2 Social Competencies       EMPATHY  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Understanding Others- Sensing others feelings and perspectives, taking an active interest in their concerns.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Developing Others Sensing others development needs and bolstering their abilities.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Service Orientation Anticipating, Recognizing and meeting customers needs.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Political Awareness Reading groups emotional currents and power relationships          SOCIAL SKILLS  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Influence Wielding effective tactics for persuasion  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Communication Listing openly and sending convincing messages.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Conflict Management Negotiation and resolving disagreements.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Leadership- Inspiring and guiding individuals and groups.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Change Catalyst   Initiating or managing change  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Building Bonds- Nurturing instrumental relationships.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Collaboration and Cooperation Working with others towards shared goals.  ·Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Team Capabilities- Creating group synergy in pursuing collective goals Working with Emotional Intelligence |Source: Goleman (1998) 2.7  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Distinctiveness of EQ Competencies There are special characteristics for each and every competency of Emotional Intelligence. People who have the most of these characteristics are considered as emotionally intelligent. They strike a balance between their emotions and behaviors. To be an effective manager or a supervisor one should try to gain these competencies in their lives.  Personal Competence 2.7.1  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Self-Awareness People with competence of  Emotional Awareness  know which emotions they are feeling and why they do feel like that. They are able to realize the links between the feelings, thought s in their minds, the appropriate words they should speak and the tone they should use. People who have this competence easily recognize how their performance is affected by their feelings. They also have guiding awareness of their values and goal to be achieved. Another competency of  Self Awareness  is Self Confidence. People who have this competence are very decisive. They make sound decisions regardless uncertain and stressful situations. They are able to voice the unpopular views and present themselves with self- assurance. 2.7.2  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Self Regulation Self-control is one of the most important competences one should have. People with this competence are able to manage their impulsive feelings and stressful emotions well. They always tend to be positive, calm and sober in manner, they are able to think clearly over the situation and even stay focused under pressure. Another competence of Self-regulation is Trustworthiness and conscientiousness. People who have the competence of trust worthiness act ethically all the time and build trust amount the others through their reliably and genuineness. They recognize and admit their own mistakes and stand against unethical actions of others. They take tough and principled stands at any time concreted on a strict bottom line of their own, people who have Conscientiousness hold themselves accountable for achieving their goals and objectives. They are well organized and very careful in whatever they do. Such people keep their promises and meet commitments. 2.7.3  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Motivation People with the competence of Achievement Drive are very results oriented. They always seek out for improving their performance in order to reach to their objectives and standards, they set challenging goals and take calculated risks. Such people follow information to reduce uncertainty and discover different ways to do things better. Another competence of Motivation is Initiative and Optimism. People who have this competence are ready to grasp opportunities around them. They pursue goals beyond what is expected of them. When thy want any job to be got done they do not hesitate even to cut through the red tape and bend the rules when necessary. They are more likely to mobilize other through unusual, enterprising effort. People with competence of Optimism keep on seeking goals in spite of obstacles and set back, they always work with a hope of success rather that fear of failure. They see setbacks as due to manageable rather than personal flaw. Social Competence 2.7.4  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Empathy Understanding others is another competence of Empathy. People with this competence are good listeners to others emotional cues. They are very sensitive for the other emotions and easily understand other; perceptions. People who have this competency help out other with understanding their feeling and needs. Acknowledging and rewarding strengths and accomplishments, giving useful feedback, identifying the need of future growth, mentoring other and giving timely coaching and helping you improve the others skills are the characteristics of people who have the competence of Developing others. People who have the competence of Service Orientation understand their customers needs are able to provide the right service or product according to their need. Such people always seek various ways to increase customers satisfaction and loyalty. They gladly offer appropriate assistance often. They are acting as trusted advisors to their customers. 2.7.5  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Social Skills   Influence is an important competence of Social skills. People with this competence are skilled at wining people and good presenters who can appeal to the customers and to persuade them. They influence the others indirectly to build compromise and support. People who have the competence of Communication are able to deal with the difficult problems straight forwardly at any time. They are good listeners who seek for mutual understanding. They also welcome sharing information with each other, people with this competence encourage for open communication and they are interested in any kind of news either good or bad. 2.8  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Impact of EQ to Effectiveness of Line Supervisors Emotional Intelligence plays a vital role in influencing the Effectiveness of employees in any organization. Even though the other factors like salary, bonus, job security recognition, promotion, delegation of authority and responsibility ectÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦impact for the effectiveness of the employees yet the Emotional Intelligence is in the first place in the list which contributes to increase the Effectiveness of the workers largely.   Zipkin (2000) has found out by a Gallup Organization study of two million employees at seven hundred companies the tenure of an employee in a company and the productivity of the employee is determined by the relationship with his immediate supervisor, the relationship of employees and the Line Supervisors leads not only to reduce the turn over and absenteeism of the company but also to increase the rate of target achievement.   Effectiveness can be identified as one of the most crucial factors of any company in Apparel Manufacturing Companys Effectiveness of Line Supervisors contributes a large amount on achieving the companys daily target. The most effective Line Supervisors are the people who have the capability to understand how their subordinates feel and react over situations in the work place and how to get involved effectively to encourage them an support them to solve problems that they are coming across. When the effectiveness of the Line Supervisors increases, the level of absenteeism and turnover goes down. Employees have the confidence that they can work under the Line Supervisor and he understands their feelings form their perspective. The level of Job satisfaction and the target achievement increase and it creates a committed workforce who acquires positive results for the organization such as increased productivity and improved quality by building the EQ competencies Line Supervisors can produce motivated employees willing to put forth energy to improve work performance. Emotionally Intelligent Line Supervisors are proficient to manage their own emotions while they are dealing with others. Because of this employees who work under him build trust over the supervisor and feel good about working with them. It is obvious that to be effective in helping the organization to achieve their goals, Line Supervisors must first need to be aware of and to manage their own feelings of anxiety and uncertainty. The awareness of others emotional reactions and helping them to cope up with those reactions will become easier once they have become aware about their own emotions and feelings. It is essential for Line Supervisors to understand their workers and gain their respect to do their job well. They must exercise good insight and good judgment when correcting the errors of employees and resolving disputes. They are bound to help to solve any problem that the workers are having with their jobs. If the employees who work under the supervisors are not performing th eir tasks well, production output is affected. Having a close relationship with their workers is very important for the Line Supervisor to achieve their daily targets. Through personnel and Social competencies of Line Supervisors, they can create a smooth flowing of daily work of the organization other that a daily struggle. The most important and the most difficult things are to deal with ones emotional situations in the workplace and to resolve them in an effective and efficient manner. Emotionally Intelligent Employees exhibit the qualities like cooperation with each other, commitment to the work, creativity and group coherence that are increasingly important for the effectiveness of them whereas less emotionally intelligence employees exhibit the kind of conflicts, endless grievances, lesser commitment to work and imbalance of work and family life. When the Line Supervisors become highly emotional the employees work under them perform their work under them performs their work more willingly and tend to display the same qualities through theme. Insight on Emotional Intelligence Components The First  component of Emotional Intelligence ,self-awareness means ,having a deep understanding of ones emotions , strengths, weakness, needs and drives, (Goleman, 1995). People who have a high level of Self-awareness are very honest with themselves and other. People who have a high level of Self Awareness are very honest with themselves and others. They avoid the extremes of being overly critical and unrealistically hopeful. Furthermore, these people know how their feelings affect them, other and their job performance. (Goleman, 1995).  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€š The Second  component of Emotional Intelligence is Self-regulation. This is an ongoing conversation people have themselves, which frees them from being prisoners of their feelings (Goleman, 1995). Employees who have higher level of Self-regulation are able to face ambiguities of the industry more than employees who have lower level of Self-regulation. Moreover, employees with a high degree of self-r egulation would be able to help in making accurate and thoughtful decisions through their impulsive behaviors. The Third  component of Emotional Intelligence is Motivation. Motivation extends to the deep inner desire achieve for the sake of achievement. Motivated employees will work harder for the company and will likely be the most satisfied. To rouse their employees, companies should include them in the decision making process and recognize their contributions (Broolfiled, 2000.)   3.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Methodology 3.1 Introduction Research framework was included in this chapter. Primary data was collected through a structured questionnaire and depth interviews with employees as a feedback. Secondary data was collected from the annual records of the company.  3.2 Research Strategy  The survey instrument which was developed to collect data. Included number of questions itself. Before giving the survey instrument to the companies in Katunayake Export Investment Promotion Zone a Pilot Survey was conducted in PAM Maliban Textiles (Pvt) Ltd in Colombo. Ten questionnaires were given to the Line Supervisors of the particular company and gathered data and information. This was done mainly for two reasons; to recognize whether the survey instrument can he easily understood by the respondent and to identify whether it acquires the accurate and necessary information from the respondent. The outcome was as following. IQ questions were changed and simplified further because it was understood that those questions were hard to comprehend.  3.3 Research Context In order to narrow down the research, two apparel manufacturing factories situated in Katunayake Investment Promotion Zone were selected in this study. These are the Apparel Manufacturing Companies selected for the study.  1) Hirdaramani- Mercury Apparel (Pvt) Ltd. Hirdararnani Mercury Apparel (Pvt) Ltd. is a well-known company in Katunayake Investment Promotion Zone which was established in 1987. It has a fully air-conditioned production area of 86,000 square feet. It produces 300,000 numbers of pieces per month.  2) Hidramani Garments (Katunayake) Ltd. Hirdaramani Garments (Katunayake) Ltd. is one of the oldest companies which belong to the Hirdaramani Group of Companies. It was established in 1978 in Katunayake Investment Promotion Zone. The production area of the factory is 85,000 square feet, single storied and fully air conditioned. It has a capacity of 175,000 pieces per month.  3.4 Conceptual framework The conceptual framework displays the relationship between the dependent variable and independent variables. The focus of the study is to examine the impact of EQ to the Effectiveness of Line Supervisors by using the following conceptual framework.    C:UsersUserDesktopCapture.PNG  3.4.1 Independent Variable Personal competencies 1)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Self-awareness   knowing your emotions, recognizing feelings as they occur, and discriminating between them is called Self-awareness. Self-awareness is understanding what one is feeling at the moment, and using those feelings in decision making, which is generally known as intuition or gut feelings that    follows one to make decisions congruent with his or her deepest value (Fatt, 2002). 2)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Self-regulation   handling feelings so they are relevant to the current situation and react appropriately is self-regulation. Handling our emotions such that they facilitate rather than interfere with tasks requires self-regulation. This reveals itself largely through the absence of disruptive emotional outbursts (Fatt, 2002). 3)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Motivation   Gather ing up your feelings and directing yourself towards a goal, despite self-doubt, inertia, and impulsiveness is called Motivation. The need to achieve is the single strongest competence that .distinguishes outstanding from average executive (Spencer Spencer, 1993). Social Competencies 4)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Empathy   Empathy is recognizing feelings in others and tuning into their verbal and nonverbal cues. This is the ability to be aware of the feelings of others and to consider their perspective (Fatt, 2002). 5)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Social-skills Handling interpersonal interaction, conflict resolution, and negotiation is called Social-skills. This engages in handling emotions well in relationships and accurately reading social situations and networks, which are best demonstrated by diplomacy and tact (Fatt, 2002).  Â  3.4.2 Dependent Variable Effectiveness of Line Supervisors 1)  Absenteeism Absenteeism can be identified as the voluntary nonattendance at work, without a   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   valid reason. It does not include involuntary or occasional absence due to valid causes or reasons   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   beyond ones control such as accident or sickness. Absenteeism is the term generally used to refer    to unscheduled employee absences from the workplace (Tylczak, 1990). Employee absences due to personal illness, personal business and absence without leave, as measured in number of hours (Goff, Mount Jamison, 1990). 2)  Turnover -. Simply the Labor turnover refers to the movement of employees in and out of a   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   business. Rankin (2005) defined turnover can be classified in three ways: Employer controlled like    dismissals, redundancies and early retirements; Employee   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   led like dissatisfaction of varying kinds ƚ   and employer and employee uncontrolled like long-term sickness, normal retirement,   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   maternity   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   leave and death in service. It is concerned with movements of individuals into jobs (hiring) and out    of jobs (separations) over a particular period of time in an organization.  3)  Target Achievement Target means a desired goal. Target achievement is one of the most   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   crucial aspects of the Apparel industry. They set daily targets for each and every employee in order to get the optimum benefit of the worker within the work hours.  3.4.3 Control Variables 1)   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Gender The difference of male and female respondents was gathered, to measure whether there is an impact by gender on EQ. 2)    Age Respondents age was collected in order to measure whether this factor has an influence on EQ. 3)   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Marital status Measure whether the respondent is married or unmarried 4)   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Tenure of the organization Measured by the number of years the respondent is employed in the current organization. 5)   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Highest educational standards reached The educational qualifications of the respondents were gathered to measure the impact on EQ by the employee. 3.5 Respondents and data collection  3.5.1 Population of the study The main aim of this research is to study the impact of Emotional Intelligence on the Effectiveness of Line Supervisors of Apparel Industry in Sri Lanka. For this purpose Line Supervisors of Apparel Making Companies were selected as the population of this study. The chief responsibility of the Line Supervisor is to ensure whether the production process is carried out according to the targets and goals of the company. As the Line Supervisors are the ones who deals with a larger number of employees in the workplace it is important to study, to what extent Emotional Intelligence impact on the Effectiveness of them. Consequently, the population of this study would the Line Supervisors of Apparel Manufacturing Companies selected for this study. 3.5.2 Respondents of the study The respondents of the study were 30 Line Supervisors in two Apparel Manufacturing Companies in Katunayake Export Promotion Zone in Sri Lanka.  3.5.3 Sample of the study  Sample is the finite part of the statistical population Set of respondents was selected out of the population in order to make inferences about the Population of the study. The population of this study is the Line Supervisor 02 of Apparel Industry in Sri Lanka. Therefore the Line Supervisors of two Apparel Making Companies in Katunayake Investment  Ãƒâ€šÃ‚   Promotion Zone in Sri Lanka was selected as the sample of this study.  Due to the busy work hours of the Line Supervisors the sample was selected on the basis of convenience of the companys day to day operations. Hence the convenience sampling technique was used as a non-probability sampling procedure in this study. The number of the Line Supervisor   who responded the questionnaire   in each Selected Apparel Manufacturing Company Was determined by the HR Managers of that particular company. Out of the 40 questionnaires distributed by the researcher all 40 were collected back, representing a response rate of 100.00 percent. Table 3.1 The number of Line Supervisors in selected apparel making companies. Name of the Company No. of line Supervisors Hirdaramani Mercury Apparel (Pvt) Ltd 18 Hirdaramani Garments (Katunayake) Ltd. 12 Total 30 Source: Researchers original construct 3.6 Methods of Data Collection  Siegall (2000) explains that there are different methods of acquiring information in a survey research such as structured interviews, questionnaires. Panel interviews, over the phone interviews, discussions and controlled observations. Out of these, the dominant tool of for collecting data in the survey strategy is the questionnaire method. Therefore this study uses the questionnaire method as the main method of data collection and also discussions with HR managers and randomly selected factory level workers as a feedback. 3.6.1 Primary Data  Data which is collected directly from the firsthand experience of employees is called Primary data. For this study, primary data was gathered by using a questionnaire and depth inter views with the HR managers and the factory level workers. 3.6.1.1 Construction of the Questionnaire The research design used for this study was mainly personalized by a questionnaire  (Refer Appendix A). Two separate sections were built up in this questionnaire in order to gather data from the employees. The general information of employees is gathered through the demographic variables and the information of the EQ level of Line Supervisors are gathered through the EQ variables. Five demographic variables were included for the first part of the questionnaire to gather the background information of the respondent to be utilized in the analysis of the study and 30 questions were included in the second part of it to measure the Emotional Intelligence of the respondents. The questions were developed on the foundation of Emotional Competency Model done by Goleman (1998). The term EQ was not mentioned in the questionnaire but the research questions were framed in the context of the Personal and Social competencies of Emotional Intelligence. A pilot survey for 1 0 Line Supervisor s has been given to ensure whether it can acquire the information needed and the simplistic nature of the questionnaire. Each of the variables of the second part of the questionnaire was measured on a five point Like Scale anchored at Strongly disagree to Strongly agree. The questionnaire was translated into Sinhala for the convenience of the respondents. The responses were averaged within each scale to create scale scores.  3.6.1.2 Depth Interviews   A few depth interviews were carried out with the 1-JR manager of the two companies and randomly selected factory level employees who work under Line Supervisors, in order to support the findings of the questionnaire  (Refer Appendix B). The purpose of the discussions was to get an idea of the role played by the Line Supervisors inside of the company. These interviews provide a feedback to the study to obtain an overview of the level of Emotional Intelligence of the Line Supervisors and the Effectiveness of them. Even though these discussions were not lengthy discussions due to the busy schedules of the respondents it supported to get an idea about the actual condition within the company. Three separate questions were asked by the researcher from FIR Managers of these Line Supervisors and the factory level workers who work under the Line Supervisors of these two companies. 3.6.2 Secondary Data Published data and the data collected in the past arc called Secondary data. For this study, secondary data of absenteeism, labor turnover and target achievement of the factory level employees has been gathered from the past records of the companies. 3.6.2.1 Target Achievement of the factory level workers Table 3.2 Target achievement of the factory level workers of the selected companies Company Name Target Achievement Hirdararnani Mercury Apparel (Pvt) Ltd. 70% 90% Hirdararnaiij Garments (Katunayake) Ltd. 65% -80% Source: Researcher s original Construct The absenteeism labor turnover and target achievement of the Apparel Manufacturing Companies have been shown in percentages in these table. 3.6.2.2 Absenteeism of the factory level workers Table 3.3 Absenteeism of the factory level workers of the selected companies Company Name April May June July August Sept Hirdararnani Mercury Apparel (Pvt)Ltd. 9.1 11.0 8.2 6.7 4.6 4.9 Hirdaramanj Garments (Katunayake) Ltd. 8.9 12.2 8.5 7.1 5.2 5.0 Source: Researchers original construct   3.6.2.3 Labor Turnover of the factory level workers Table 3.4 Labor Turnover f the factory level workers selected companies Company Name April May June July August Sept Hirdararnani Mercury Apparel 9.2 1 5.1 11.4 6.2 3.5 7.1 (Pvt) Ltd. Hirdararnanj Garments 8.7 13.4 10.6 6.8 4.3 6.4 (Katunayake) Ltd. Source: Researchers original construct  Â  3.7 Data Analysis Method  The following data analysis tools of SPSS were used in order to analyze the data gathered through the questionnaire.  1)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  One Sample I-Test AT-Test is any statistical hypothesis test in which the test statistic follows a Students / distribution ii the null hypothesis is supported. It is most commonly applied when the test statistic would follow a normal distribution if the value of a scaling term in the test statistic were known. When the scaling term is unknown and is replaced by an estimate based on the data, the test statistic (under certain conditions) follows a Students t distribution.  2)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  ANOVA Test: The Analysis Of Variance, frequently known as the ANOVA test, can be used in cases where there are more than two groups. It is a collection of statistical models, and their associated procedures, in which the observed variance in a particular variable is partitioned into components attributable to different sources of variation,  3)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Chi-square Test:  hi-square is a statistical test commonly used to compare observed data with data   Ãƒâ€šÃ‚   we would expect to obtain according to a specific hypothesis. That is, chi-square is the sum of the squared difference between observed and the expected data divided by the expected data in all possible categories.  4)  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Normality Test:  In statistics, Normality Tests are used to determine whether a data set is well-modeled by a normal distribution or not, in this study the Jarquebera test was used to measure whether the variables have been distributed normally.  Â  3.8 Originality of the Methodology The methodology used in this study can be identified as exclusively built up for its purpose compared to the past studies in a similar nature. Most of the past studies have used questionnaires to collect data to measure the level of EQ but they have not much focused on the depth interviews with the employees who work with the employee level that has been taken as the population. Therefore, feedbacks from the I-ER managers of the Line Supervisors and employees who work under the Line Supervisors have been obtained through depth interviews in order to find out the actual situation within the company. Therefore this study develops the analysis techniques to arrive at further reliable conclusions.  3.9 Limitations of the Methodology  This research has mainly used the method of questionnaires to obtain information on Emotional Intelligence. There is a possibility that some employees perceive the questions in the survey instrument as a threat. They do not reveal the real perception of them as they assume that information might leak out to the managers.  When the questions are translating from English to Sinhala the real meaning of the questions are hard to be translated to the exact meaning of Sinhala. This might confuse the respondents when answering the questionnaire. 4. Data Presentation and Analysis 4.2 Introduction to Data Analysis The data, mainly gathered by questionnaires which were distributed among 30 Line Supervisors in two apparel making companies of Katunayake Investment Promotion Zone would be analyzed in this chapter. Even though these two companies have significant differences from each other in various aspects such as the culture of the company. Organizational hierarchy, management styles, vision and mission, policies and procedures etc. these variables were not considered in depth when analyzing the gathered data because the main focus of the research was on whether the Emotional Intelligent would affect the Effectiveness of Line Supervisors when they are working with the factory level employees at the workplace. The demographic variables of Line Supervisors such as Gender, Age. Tenure of the employee, highest educational standard reached etc. would also be considered in the analysis in order to find out the impact of these variables on the Emotional Intelligence level of Line Supervisors. The relationship between the key variables would be analyzed and interpreted by using following statistical tests which were derived from the use of SPSS software. ANOVA: Analysis of variance (ANOVA) is a collection of statistical models, and their associated procedures, in which the observed variance in a particular variable is partitioned into components attributable to different sources of variation. One sample T-Test: A T-Test is any statistical hypothesis test in which the test statistic follows a Students I distribution if the null hypothesis is supported. It is most commonly applied when the test statistic would follow a normal distribution if the value of a scaling term in the test statistic were known. When the scaling term is unknown and is replaced by an estimate based on the data, the test statistic (under certain conditions) follows a Students t distribution. Chi-square Test: Chi-square is a statistical test commonly used to compare observed data with data we woul d expect to obtain according to a specific hypothesis. That is, chi-square is the sum of the squared difference between observed and the expected data divided by the expected data in all possible categories. Normality Test: In statistics, Normality Tests are used to determine whether a data set is well-modeled by a normal distribution or not. In this study the Jarquebera test was used to measure whether the variables have been distributed normally. 4.3 Normality Test Normality Test of the EQ variables have been measured in relation to Jarque. bera test statistics. All the test values could be seen between 0 6 that is the standard test statistics. Therefore, the variables have been distributed normally. It indicates that the sample of the study has not been biased. For that reason the result of the study is more valid. Table 4.1 Normality Test of EQ variables Variables of EQ Jarquebera Test value Self-awareness 5.073468 Self-regulation Motivation Empathy Social-skills Personal competency Social competency 1.448573 0.874295 0.371862 2.162452 1.389962 1.003351 Source: Researchers original construct 4.4 The Impact of Personal Competency on the Effectiveness on Line Supervisors HI: There is a positive relationship between Personal competency of EQ and Effectiveness of Line Supervisors To test the first hypothesis of this study the attributes of Personal competency, namely Self-awareness, Self-regulation and Motivation of Line Supervisors are tested out with the Absenteeism, Labor Turnover and Target Achievement of the factory level workers of each and every company. The statistics obtained to measure this relationship are as follows: 4.4.1 The Relationship between Self-awareness and Effectiveness of Line Supervisors This table shows the relationship between Self-awareness of Personal competency and Effectiveness of Line Supervisors. Table 4.2 The relationship between Self-awareness and Effectiveness Company Significance Average of Absenteeism Average of Labor Turnover Average of Target Achievement Hirdaramani Mercury . Apparel (Pvt) Ltd 0.000 7.41 8.75 70%-90% Hirdaramani Garment (Katunayake) Ltd 0.046 7.82 8.36 65%-80% Source: Researchers original construct According to the One-Sample T-Test, the significant level of Self-awareness of Hirdaramani Mercury Apparel (Pvt) Ltd is 0.000 in relation to the levels between agree and strongly agree. It means that the Self-awareness of this company is not in the level of agree or strongly agree. It indicates that the Line Supervisors, of this company have not considered Self-awareness as an important factor in their work. The absenteeism of the factory level workers, who work under these Line Supervisors is averagely high, compared to the other companies (7.41). The labor turnover of factory level workers is also high (8.75), which is the second highest of the two companies. The target achievement 70%- 90% of this company which is comparatively high. This indicates that the Line Supervisors who have not considered the fa ctor of Self-awareness are faced with the issue of high absenteeism level and high labor turnover value but maybe due to other factors they have a higher rate of target achievement. The significant level of Self-awareness of Hirdaramani Garments (Katunayake) Ltd is 0 .046. This company has a slight significant level of Self-awareness. It means the Self- awareness of this company is not in the level of strongly agree or agree. It indicates that the Line Supervisors of this company have also not considered the factor of Self-awareness as an important aspect in their working environment. The absenteeism of the factory level workers is in a high level compared to the other companies (7.82). The labor turnover of factory level workers is also high (8.36). The target achievement of this company is in a very lower level (65%-80%). This indicates that the Line Supervisors who have not considered the factor of Self-awareness have to face a high level of absenteeism among their workers, a high level of labor turnover and a considerably low level of target achievement. Therefore, this clearly implicates that the companies that have an insignificant level of Self-awareness of Line Supervisors leads to a lower level of absenteeism and labor turnover and a higher level of target achievement. Therefore, it indicates further that the Self-awareness and Effectiveness of the Line Supervisors has a relationship. 4.4.2 The Relationship between Motivation and Effectiveness of Line Supervisors This table shows the relationship between Motivation of Personal competency and Effectiveness of Line Supervisors. Table 4.3 The relationship between Motivation and Effectiveness Company Significance Average of Absenteeism Average of Labor Turnover Average of Target Achievement Hirdaramani Mercury . Apparel (Pvt) Ltd 0.863 7.41 8.75 70%-90% Hirdaramani Garment (Katunayake) Ltd 0.003 7.82 8.36 65%-80% Source: Researchers original construct The significant value of Motivation in Hirdaramani Mercury Apparel (Pt) Ltd is 0.863. It shows that the competency of Motivation is insignificant in this company. It indicates that the Line Supervisors of Hirdaramany Mercury Apparel (Pvt) Ltd are in the levels between agree or strongly agree. It indicates that the factor of Motivation is highly considered by the Line Supervisors of this company. The absenteeism, labor turnover and target achievement of this company is 7.41 8.75and 70%-90% respectively. This indicates that the Line Supervisors who have considered the factor of Motivation have reached to a higher level of target achievement even though the absenteeism and labor turnover is high. The significant value of Motivation Of Hirdaramani Garments (Katunayake) Ltd is 0.003. It shows that the P value of the competency of Motivation is highly significant. The meaning of this is that the Line Supervisors of Hirdaramani Garments (Katunayake) Ltd are not in the level of agree or strongly agree. It indicates that the factor of Motivation is not considered by the Line Supervisors of this company. The absenteeism, labor turnover and target achievement of this company is 7.82, 36 and 65%-8O% respectively. This indicates that the Line Supervisors who have not considered the factor of Motivation had to experience a higher level of absenteeism and labor turnover as well as lower level of target achievement. Therefore, this clearly implicates that the company which has a significant P value of Motivation of Line Supervisors has reached to a higher level of absenteeism and labor turnover and a lower level of target achievement. Companies that have an insignificant level of Motivation have reached to a higher level of target achievement and lower level of absenteeism and labor turnover. I t indicates further that the Motivation and Effectiveness of the Line Supervisors has a relationship. 4.4.3 The Relationship between Personal competency of EQ and Effectiveness of Line Supervisors This table shows the relationship between Personal competency and Effectiveness of Line Supervisors. Table 4.4 The relationship between Personal competency and Effectiveness Company Significance Average of Absenteeism Average of Labor Turnover Average of Target Achievement Hirdaramani Mercury . Apparel (Pvt) Ltd 0.000 7.41 8.75 70%-90% Hirdaramani Garment (Katunayake) Ltd 0.226 7.82 8.36 65%-80% Source: Researchers original construct The significant level of Personal competencies of Line Supervisors of Hirdaramany Mercury Apparel (Pvt) Ltd is 0.000. This is highly significant. It indicates that the Line Supervisors have not regarded the Personal competency as important in this company. This can be clearly identified in the previous tables of the attributes of Personal competency. Motivation is the only Personal competency that the Line Supervisors of this company has regarded, Therefore, this indicate that the Line Supervisors who have competency of Motivation, have reached to high level of target achievement (70%-90%) but the absenteeism (741) and labor turnover (8.75) of the factory level workers are high as they havent paid much attention to the other competencies; namely Self-awareness and Self-regulation. The significant level o f Personal competencies of Line Supervisors of Hirdaramany Garments (Katunayake) Ltd is 0.226. It shows a highly insignificant level of Personal competency of the company. It indicates that the Line Supervisors in this company have regarded the Personal competencies as important. But level of absenteeism (7.82) and labor turnover (8.36) of this company is very high and they have reached to a low level of target achievement (65%-80%). It shows that even though the Line Supervisors have regarded the Personal competency as important they were unable to achieve their goals. When considering each attribute alone it is obvious that each of them is in the significant level. That is, not even a single attribute have been taken in to consideration by the Line Supervisors of this company. By taking in to consideration all the above facts and findings, it is clear that there is a positive relationship between Personal competency and Effectiveness of Line supervisors. The factory level worke rs who work under Line Supervisors who are aware of Personal competency are more likely to have less absenteeism, less labor turnover and also the target achievement seems to be in a higher level. Therefore it is clear that where Personal competency takes effect, the efficiency of those who are concerned become high. This relationship is further more elaborated in Table 4.13. The depth interviews disclosed that the Line Supervisors who have the competency of Self-awareness meet up less conflict situations with the factory level workers. Line Supervisors, who had Self-regulation, were considered as reliable employees by their immediate managers and also the factory level employees have considered such Line Supervisors as trustworthy. 4.5 The Impact of Social Competency on the Effectiveness on Line Supervisors There is a positive relationship between Social Competency of EQ and Effectiveness of Line Supervisors To test the second hypothesis of this study the attributes of Social competency, namely Empathy and Social-skills of Line Supervisors are tested out with the Absenteeism, Labor Turnover and Target Achievement of the factory level workers of each and every company. The statistics obtained to measure this relationship are as follows: 4.5.1 The Relationship between Empathy and Effectiveness of Line Supervisor This table shows the relationship between Empathy of Social competency and Effectiveness of Line Supervisors. Table 4.5 The relationship between Empathy and Effectiveness Company Significance Average of Absenteeism Average of Labor Turnover Average of Target Achievement Hirdaramani Mercury . Apparel (Pvt) Ltd 0.972 7.41 8.75 70%-90% Hirdaramani Garment (Katunayake) Ltd 0.010 7.82 8.36 65%-80% Source: Researchers original construct Empathy of the Line Supervisors of Hirdaramani Mercury Apparel (Pvt) Ltd is highly insignificant (0.972). It means the Line Supervisors are in the level of agree or strongly agree according to the one-sample Test. This indicates that the competency of Empathy is considered by the Line Supervisors. The level of absenteeism and labor turnover of this company is 7.41 and 8.75, respectively. The target achievement is 79%-90%. This shows that even though the Line Supervisors of Tins Company have considered about Empathy it doesnt have a significant impact on absenteeism or labor turnover. Empathy of the Line Supervisors of Hirdaramani Garments (Katunayake) Ltd is highly significant (0.O) it means the Line Supervisors are not in the level of agree or strongly agree according to the One-Sample T-Test. This i ndicates that the competency of Empathy is not considered by the Line Supervisors. This company has a high level of absenteeism (7.82) and labor turnover (8.36) itself. The target achievement also very low (65%-80%). This shows that the Line Supervisors who have not considered Empathy had to face higher levels of absenteeism, labor turnover and lower level of target achievement. Therefore, this clearly implicates that the Empathy of Line Supervisors has a consi