Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa

Mine Sweeping System Using Image Processing

MINE SWEEPING SYSTEM USING IMAGE Processing Abstractions: Mine sweeping system is entirely designed for observing mines in peculiar user defined country. It uses a Java application from the user country and besides it consists of automaton which plays a cardinal function in the full system. The Java application and the automaton system works together to give an efficient system. The Java application is besides known as waiter and the automaton system communicate each other through wireless transmittal. In this system the human contact with the automaton is non required. The Java application is used to command the full mine sensing procedure. The optical flow vector, the automaton alliance and practical map of the location of the automatons are displayed on the screen of the waiter computing machine. Besides, the antecedently consequences that is the automatons that has searched for mines will besides be available or displayed for the user. So, that no demand of hunt for mines once more and once more in same country or practical grid. The ob tained database consequences are so uses to optimise thee mine brushing procedures in the hereafter through a LRU ( Least late used ) algorithm. The Robot system is aligned with a camera and uses a self-navigating algorithm with the obstruction turning away implemented utilizing optical flow. The optical flow which is produced within the milieus of the automaton system is registered utilizing the on board camera and by utilizing image processing methods like Image cleavage, Edge sensing and grouping, average filtrating thresholding procedure and by the vector computations, the hacking can be obtained. The automatons will work in a spontaneous practical grid and a existent clip map of the mine sweeping operation is displayed on the waiter system. Actually, the automatons will cipher the really shortest way within the grid while seeking and observing for the mines. The automatons commune with each other utilizing swarm engineering in order to carry through the undertaking. Introduction: The robotic usage of this mine sensing is a new procedure whereas the procedure of mine sensing is chiefly carried over by the worlds itself. They used to have on some protective cogwheel and some instruments with which they detect mines. There is a batch of hazard involved in this manner of mine sensing as no 1 can think the happening or the appendage of the blast. Hence so the usage of manual automatons in which they are guided by a user to observe or study a peculiar 1 for a mines therefore came into being. But these manner of observing mines was non much helpful as the manual navigate of the automaton of a certain country becomes tiresome largely over a big terrain. Therefore the demand for automatic automaton comes over when the user is non all required in voyaging the automaton. The robot hunt in a given country for the mines and the co-ordinates of their places are often sent to the waiter system. These automatons are plotted of a practical grid which is produced on the waiter system and their location can be tracked down. When a mine is detected the co-ordinate is sent back to the sever system and the symbol is marked on the practical grid denominating the sensing of mine such as co-ordinates, topographic point, clip, country all stored in the database. The user can so analyze the database to acquire the necessary information narrow down the hunt country. We used methods such as shortest way algorithm and chiefly image processing for obstruction turning away. Engagement of homo in the full sensing is non at all needed or zero. CONCEPTS AND FEATURES Optical flow Optical flow or ocular flow is the form of evident gesture of objects, surfaces and borders in a ocular scene caused by the comparative gesture between an perceiver and the scene [ 1 ] Optical flow computation utilizing Lucas cascade method The gesture of borders, surfaces and objects in a scene which raised by the gesture between an perceiver and scene is known as optical flow. The optical flow can be applied is obstacle turning away and self-alignment of driving circuit of the automaton. Calculation of optical flow Let us see two frames of clip T and a?† t at a place. The optical flow is calculated between this frames with the aid of a Taylor series method by utilizing partial derivation based on spacial and temporal coordnates. For a 2D+Tdimensional instance ( 3D orN-D instances are similar ) a voxel at locationwith strengthwill hold moved by,andbetween the two image frames, and the followersbrightness stability restraintcan be given: Assuming the motion to be little, the image restraint atwithTaylor seriescan be developed to acquire: H.O.T. From these equations it follows that: or which consequences in whereare theandconstituents of the speed or optical flow ofand,andare the derived functions of the image atin the corresponding waies.,andcan be written for the derived functions in the followers. Therefore: or [ 1 ] & A ; [ 2 ] This is an equation in two terra incognitas and can non be solved as such. This is known as theaperture problemof the optical flow algorithms. To happen the optical flow another set of equations is needed, given by some extra restraint. All optical flow methods introduce extra conditions for gauging the existent flow. In the mine sensing procedure optical flow is used for chiefly observing the object, hacking and besides for the robot pilotage. IMAGE SEGMENTATION Image cleavage is the procedure of partitioning a digital image into multiple sections which are sets of pels, besides known as ace pels. The end of cleavage is the simplify and/or alteration the representation of an image into something that is more pregnant full and easier to analyse. Image cleavage is typically used to turn up objects and boundaries which include lines, curves. In image more exactly image cleavage is the procedure of delegating a label to every pel in an image such that pels with the same label portion certain features. The basic measure for image retrieval by mercantile establishment is the computation of the ocular characteristics. The necessity to observe the object as a whole and non merely portion of it has been approved utilizing a intercrossed cleavage technique based on border sensing, part growth and optical flow processs. Image cleavage proves to be an of import measure in ciphering the navigational consequences of the automaton system. [ 1 ] & A ; [ 2 ] . Detection is based on object colour or strength contrast with the environing background. Regardless of the type of detector noise is ever present for cut downing these types of noises we use assorted types of filters. Median Filter Medium filter is a nonlinear method used to have noise from images. It is widely used as it is really effectual at taking noise while continuing borders. The average filter plants by traveling through the image pel by pel, replacing each value with the average value of vicinity pels. The form of neighbours is called the window, which pixel by pel over the full image. The median is calculated first screening all the pel values from the window into numerical over, and so replacing the pel being considered with the in-between pel value [ 3 ] Threshold Method It is besides known as image threshold. In this method, we introduce a new mechanism for observing the landmine. We merely convert the grayscale and cold images into binary or block/white images with specific threshold value or may be varies. Atmega 32 microcontroller The microcontroller we use in the mine sensing procedure for cryptography is the Atmega 32 which has characteristics such as.High public presentation, low power Atmel 8-bit micro accountantAdvanced RISC architecture133 powerful instructions- most signal clock rhythm executing32Ãâ€"8 general intent working registry + peripheral control registryFully inactive operation [ ]The microcontroller along with the L298 will be used to run the automaton automatically. Figure: Atmega 32 Microcontroller constellation Xbee pro communicating faculty The interaction between the automaton system and waiter system is formed through a Xbee faculty which acts as a trans receiver by procuring consecutive communicating utilizing the UART [ ] . Consecutive Communicationss The Xbee/Xbee-pro RF faculties interface to a host device through a logic – degree asynchronous consecutive port. Through its consecutive port the faculty can interact with any logic and electromotive force compatible VART ; or through a degree transcriber to any consecutive device. UART informations flow Devicess that have a vart interface can link straight to the pins of the RF faculty. Figure: UART environment Xbee pro system Flow Control DI ( Data In ) Buffer When the consecutive information enters RF faculty through the DI pin, the information is stood in the DI buffer until it can be processed. Hardware flow control ( CTS ) when the DI buffer is 17bytes off from being full ; by default, the faculty assert CTS to signal to the host device to halt directing informations CTS is re – asserted after the DI buffer has 34 bytes of memory available. Flow control DO ( Data Out ) When the RF information is received, the informations so enters the DO buffer and is sent out the consecutive point to a host device. Once the DO buffer reduces capacity, any extra entrance RF information is lost. Hardware flow control ( RTS ) : If RTs is enabled for flow control, informations will non be sent out the DO buffer every bit long as RTS is de- asserted. Therefore in this manner Xbee pro faculty questions to be an efficient trans receiver which initiates a 2nd VART channel. We create a templet foremost to carry through the papers processing demands. The others services will merely necessitate individual clip activation. SYSTEM DESIGN: The full mine sweeping system is categorized into three parts. They are:Waiter with Java ApplicationRobot system with drove engineeringWireless communicating system Figure: Block diagram system of Mine brushing Figure: Microcontroller and architecture communicating Figure: On Board camera and system communicatingWith the aid of net beans application the user controls the full system. At first the user writes a â€Å"start† bid in the Java application. Data will be send to the UART channel through wireless consecutive communicating.The start bid is received by the GB Xbee faculty on the automaton system and it triggers the micro accountant.After triping the micro accountant it invariably transmit a signal to the driving circuit with the aid of UART channel which portray the practical grid.The alterations are deciphered by the Java application and it was created on GEY at the same clip.This methodological analysis proceeds the circuit until the automaton achieves at the terminal of the self-created practical map.When the micro accountant is triggered it sends informations non merely to the drive circuit but besides to on board IP camera through a radio web device ( router ) to get down the image processing faculty.After triping of the IP c amera it captures the images of the practical grid and so it sends the information to the image processing faculty in which image cleavage optical flow consequences are generated.After finishing of the cringle the automaton sends a â€Å"stop† bid to the waiter.Software demands specification To put to death the mine sweeping system the user foremost enter the applicationThe automaton starts its procedure of seeking when it receives bid from the waiterThe automaton more over follows a optical flow which can be obtained by utilizing the on board IP camera. With the aid of optical flow method the automaton can avoid the obstructions and it itself align a practical map.The automaton so selects a shortest way on the practical grid to observe the mines.In this procedure the camera gaining control the image and the informations will be send to the image processing faculty in which mines can be detected by image cleavage procedure.After the image cleavage the information will be send to the waiter and shop in a information base.Here LRU algorithm is used to better the mine searching, observing and efficiency.Premises The distance between the client and the automaton should non be exceeded more than 500mtrs for good consequences. Dependences The connexion strength of UART is changeless. The automaton system must hold a changeless power supply all the times for accurate consequences. System characteristics The system consists of different characteristics to individual the operations. They are chiefly divided into: – Database Storage In this system this database storage plays a chief function. This storage system is used to hive away the images which was taken by on board camera. Here SQL database is developed and used to hive away consequences the automaton system and with the aid of JDBC connexion it was connected to java application Precedences With the aid of database the information will be stored manipulate and updated all the informations performed by the automaton is on the constituents. The illustrations are mine figure, location or country, count of mines etc. FunctionalRequirements The functional demands are nil but characteristics which are provided to stop users the full system has 3 bomber faculties they areJava application facultyImage processing facultyRobot facultyJava application faculty Java faculty is chief portion in the system from this lone the user starts the procedure by come ining the country of practical grid with this application we can besides see the full map with the aid of UART in which automaton performs operations. After finishing operations the applications shows the consequence for users java beans 7.0 is used to develop this application. Image processing faculty This faculty plays an of import key in the full system. By this the designation and localisation of mines was done. Here by utilizing image cleavage the mark is identified by the size form and visual aspect, this procedure is done by labelling procedure. In the image cleavage at first the gaining control image is labeled in to parts and so it converted in to black and white image so it subdivide the image harmonizing at that place sizes, forms and constructions. By utilizing these features the mark can be estimated of a mark assurance degree. Image cleavage is non sufficient for placing the mines so we use different mine field forms which can be find in survived part. Robot system faculty Thisconsists of micro accountant which generates the map and performs the operation when user gives a bid. Safety and Security RequirementsDue to connexion failures and micro accountant lapses the system may be crashed to over this state of affairs the robot resets and show approximately message to the user.The radio web is based on SSID user and watchword, which consists of unafraid connexion.ApplicationsIt consist of user friendly GUI.Known human contact is needed.All the communicating is through radio and web.The user can manually overrule the system.Conclusion The chief of the research is to develop a system which has a capableness of finding an object or mine. Here we used feeling techniques image cleavage and acknowledgment and faculties

9’Ms of Quality Essay

Different meaning could be attached to the word quality under different circumstances. The word quality does not mean the quality of manufactured product only. It may refer to the quality of the process (i.e., men, material, and machines) and even that of management. Where the quality manufactured product referred as or defined as â€Å"Quality of product as the degree in which it fulfills the requirement of the customer. It is not absolute but it judged or realized by comparing it with some standards†. Quality begins with the design of a product in accordance with the customer specification further it involved the established measurement standards, the use of proper material, selection of suitable manufacturing process etc., quality is a relative term and it is generally used with reference to the end use of the product. Crosby defined as â€Å"Quality is conformance to requirement or specifications†. Juran defined as â€Å"Quality is fitness for use†. â€Å"The Quality of a product or service is the fitness of that product or service for meeting or exceeding its intended use as required by the customer.† Fundamental Factors Affecting Quality The nine fundamental factors (9 M’s), which are affecting the quality of products and services, are: markets, money, management, men, motivation, materials, machines and mechanization. Modern information methods and mounting product requirements. 1.Market: Because of technology advancement, we could see many new products to satisfy customer wants. At the same time, the customer wants are also changing dynamically. So, it is the role of companies to identify needs and then meet it with existing technologies or by developing new technologies. 2.Money: The increased global competition necessitates huge outlays for new equipments and process. This should be rewarded by improved productivity. This is possible by minimizing quality costs associated with the maintenance and improvements of quality level. 3.Management: Because of the increased complex structure of business organization, the quality related responsibilities lie with persons at different levels in the organization. 4.Men: The rapid growth in technical knowledge leads to development of human resource with different specialization. This necessitates some groups like, system engineering group to integrate the idea of full specialization. 5.Motivation: If we fix the responsibility of achieving quality with each individual in the organization with proper motivation techniques, there will not be any problem in producing the designed quality products. 6.Materials: Selection of proper materials to meet the desired tolerance limit is also an important consideration. Quality attributes like, surface finish, strength, diameter etc., can be obtained by proper selection of material. 7.Machines and mechanization: In order to have quality products which will lead to higher productivity of any organization, we need to use advanced machines and mechanize various operations. 8.Modern information methods: The modern information methods help in storing and retrieving needed data for manufacturing, marketing and servicing. 9.Mounting product requirements: Product diversification to meet customers taste leads to intricacy in design, manufacturing and quality standards. Hence, companies should plan adequate system to tackle all these requirements.

5 Parasites That Turn Animals Into Zombies

The Soldier By Wilfred Owen - 1376 Words

Participating in war often is romanticized and is seen as a heroic and honorable act. This romanticism, of course, can only be put forth by one who has never experienced the inhumane devastation that each battle- each moment- causes for the minds and in bodies of every soldier. â€Å"The Soldier† was written by Rupert Brooke in 1914, just before World War One was about to begin, while â€Å"Dulce et Decorum Est.† was written by Wilfred Owen in 1917, during which Word War One was being fought harshly. Due to â€Å"The Soldier† being written before the War began, this poem depicts an idealized perception of war in which the subject topically seems honored to die for his country, and content to know that the blood of his country’s men will be shed in†¦show more content†¦Rupert, at this point, has yet to experience the War and is able to suppress his fears with these nationalistic viewpoints. He believes that he is ready to fight and that he is willi ng to die. Yet, there seems to be something deeper in his poem when Rupert begins talking about himself as â€Å"A dust whom England bore, shaped, made aware,/ Gave, once, her flowers to love, her ways to roam† (5-6). It is evident, in these lines, that England is a metaphor for his mother who â€Å"bore† him and gave him â€Å"her ways to roam†. It is in this transition that Rupert’s unease becomes apparent. Rupert as an outsider of war at this time, has allowed the reader to experience a romanticized sense of war, but the unease he feels has become evident throughout this poem. He has not experienced war first hand, but he is absolutely aware that the pain of war is not diminished when one sacrifices himself for his country. Rupert is afraid to die. He talks of England as his mother and shows a sense of dread to leave behind â€Å"dust† that his mother put so much love into. A quote from Stallworthy’s biography of Rupert leaves an eerie f eeling behind. â€Å"...I wonder whether some of the unease that over the years has crept into readers’ response may not be related to a lack of conviction on the part of its author as he tried to convince himself of the existence of an afterlife in which he did not believe† (193).Show MoreRelatedThe Soldier By Rupert Brooke And Wilfred Owen1253 Words   |  6 PagesBritish poets Rupert Brooke and Wilfred Owen, for example, drew from their experiences as soldiers during the war and frequently address the themes of British Nationalism and patriotic self-sacrifice throughout their poetry. However, Brooke and Owen’s wartime experiences during the First World War were largely dissimilar. Consequently, their works contain vastly differing perspectives regarding the themes of Nationalism and self-sacrifice. Rupert Brooke’s sonnet â€Å"The Soldier,† written at the beginningRead MoreWilfred Owen s A Soldier For The Allies1707 Words   |  7 Pagesaffected by World War I. Wilfred Owen was a soldier for the allies, an alliance composed of the United States, England, France. He bravely gave his life to attempt to end the war. However, before he died, he wrote a number of poems based on the things he endured while fighting in the war. Wilfred Owen uses his experiences from war, such as a gassing and a surprise attack gone wrong, as inspiration for his poetry; he uses his experiences to illustrate the horrors of war. Wilfred Owen was born in OswestryRead MoreAnalysis Of Wilfred Owen s The Soldier On The Front Line 1227 Words   |  5 PagesWilfred Owen-a soldier on the front line in World war one- who composes his emotions and experiences on the battlefield into poetry. He in his writing shines a light on suffering of the soldiers in the unpleasant environment. The poem, Dulce et decorum est starts off with giving us an upsetting image of the troops and their conditions. They are described as ‘’Bent double, like old beggars under sacks’’. Use of simile in the first line of the poem compares young men to old beggars and reminds usRead MoreThe Soldier By Rupert Brooke And Anthem For Doomed Youth By Wilfred Owen1367 Words   |  6 Pages‘The Soldier’ by Rupert Brooke and ‘Anthem for Doomed Youth’ by Wilfred Owen are two World War One era sonnets, both making a comment on what it means to die in war. The two poets show very different views on war, as both had very different experiences in war. Rupert Brooke died before he made it to war, his poem highlights the soldier as a hero and glorifies dying in war, in contrast Wilfred Owen shows a grittier side to death in war, as he experienced war first hand and his poem is real and brutalRead More The soldier by Rupert Brooke and Dulce et decorum est by Wilfred Owen886 Words   |  4 PagesPoetry - The soldier by Rupert Brooke and Dulce et decorum est by Wilfred Owen The poems The soldier by Rupert Brooke and Dulce et decorum est by Wilfred Owen are related to the events in WWI. These two poems concentrate on a similar subject, going to war, but have totally different points of view and contradict each other. Rupert Brooke has a patriotic point of view meanwhile Wilfred Owen has a critical opinion. Both of the authors use their own knowledge to show us how soldiers confrontRead MoreComparing The Soldier by Rupert Brooke and Dulce Et Decorum Est by Wilfred Owen669 Words   |  3 PagesComparing The Soldier by Rupert Brooke and Dulce Et Decorum Est by Wilfred Owen World War I, probably the most horrible of modern wars, inspired some of the most beautiful and powerful poetry of the 20th century. Two very good examples are The Soldier by Rupert Brooke and Dulce Et Decorum Est by Wilfred Owen, both were written before and during the this war. Rupert Brooke was a well- educated English man who lived the enthusiasm of the whole country when the warRead MoreBritish Nationalism And Self Sacrifice By Rupert Brooke And Wilfred Owen s The Soldier 1265 Words   |  6 Pagesprogressed, attitudes concerning pro-nationalist ideologies began to change. The horrific realities of the war produced a profusion of sardonic, anti-nationalistic poetry as young soldier-poets confronted death and destruction. For example, British poets Rupert Brooke and Wilfred Owen drew from their experiences as soldiers during the war while frequently addressing the themes of British Nationalism and patriotic self-sacrifice throughout their poetry. However, Brooke and Owen’s wartime experiencesRead MoreHow Does Wilfred Owen Present the Lives of Soldiers in a Time of Conflict and His Own Attitude to War in Dulce Et Decorum Est?1255 Words   |  6 Pagesan accumulation of soldiers who are fighting in World War I. He sarcastically states that it is ‘sweet and fitting to die for ones country’. W ilfred Owen thought completely different of this, however, and is complexly against the war. He uses very powerful, vivid descriptions, for example, the young soldiers being described as ‘aged by war’. For someone to ‘age’ in a matter of minutes, seconds even, is an astounding thing, most likely referring to the mentality of the soldiers, altered by the attackRead MoreWilfred Life Of Wilfred Owen914 Words   |  4 PagesWilfred Owen Poetry Wilfred Edward Salter Owen was an English poet and soldier, whose renowned compositions were distinguished in their delivery of a tenacious condemnation of the First World War. Born, 18 March 1893 in Oswestry, Shropshire, Owen commenced his poetic endeavours through his adolescence, and after having completed his schooling, soon became a teaching assistant and aspired for vocational pursuits. However, these were soon disparaged with the eminence of the Fist World War, and inRead More Write an essay about how Owens poetry describes the plight of the732 Words   |  3 PagesWrite an essay about how Owens poetry describes the plight of the soldiers. In many of Wilfred Owens poems, he describes the suffering and the agony of the common soldier during war, not only on the battlefront, but he also describes the after-effects of war and its cruelty. Owens poetry is inclined towards and elegiac nature with the function to arouse grief and to stimulate remembrance. Owen is usually best when the emotion of grief predominates over disgust in his poems and when tribute

The Case Of Inequality And John Rawls - 1369 Words

6. The Case of Inequality/John Rawls In Chapter 6, Sandel introduces to us an American philosopher by the name of John Rawls. According to Rawls, Sandel says, the way to think about justice â€Å"is to ask what principles we would agree to in an initial situation of inequality† (pg. 140). He calls this state of inequality a â€Å"veil of ignorance† which prevents people from knowing anything about their wealth, income, social status, racial identification, religious convictions, gender, ethnicity etc. In this state, Rawls says, the principles people would agree to would be just. Under these conditions, Rawls reasons, people would not choose utilitarianism- fearing they might be part of the minority. They would also not choose principles like libertarianism, feudalism. Rawls maintains that two principles will be chosen: basic liberties, and social and economic equality. A major argument that arises from this idea is whether consent to a contract â€Å"creates an obligation on its own, or is element of bene fit or reliance also required† (pg. 144). Sandel says contracts realize two ideals: autonomy and reciprocity. Contracts represent autonomy; the â€Å"obligations [contracts] create carry weight because they are self imposed, and reciprocity; the â€Å"obligation to fulfill [a contract] arises from the obligation to repay others for the benefits they provide us† (pg. 144, 145). If put in a situation such as the veil of ignorance, most people would, Rawls suggests, adopt the â€Å"difference principle†:Show MoreRelatedJohn Rawls’ A Theory of Justice Essay964 Words   |  4 PagesJohn Rawls’ A Theory of Justice holds that a rational, mutually disinterested individual in the Original Position and given the task of establishing societal rules to maximise their own happiness throughout life, is liable to choose as their principles of justice a) guaranteed fundamental liberties and b) the nullification of social and economic disparities by universal equ ality of opportunities, which are to be of greatest benefit to the least advantaged members of society , . Rawls’ system ofRead MoreThe Justice Of Distributions And Its Impact On The Economics Of A Society1358 Words   |  6 Pagesare many different approaches to the justice of distributions in societies and there are arguments that can be made to support each of them. Three types of approaches are distribution justice based on a distributive approach that was introduced by John Rawls, emergent which was advocated by Robert Nozick and a market democratic hybrid supported by Tomasi. This paper will illustrate the basic premise of each of these approaches and the impacts that they have on the economics of a society. After brieflyRead MoreJustice Means Equality For Equals And Inequality For Unequal s Equality1593 Words   |  7 PagesC.S Lewis once said â€Å"justice means equality for equals and inequality for unequal’s† . To interpret this quote we must first define what justice really means. Justice means giving each person what he or she deserves. The quote by C.S Lewis states that even though rules and regulation are made for all individuals, in one way or another difference are still made between societies and no one is known about it. In other word, those who are always treated equal, will continue to be treated equally andRead MoreRawls Justice As Fairness1602 Words   |  7 PagesRawls’ Justice as Fairness: John Rawls was dissatisfied with the traditional philosophical approach to justifying social and political actions therefore he attempted to provide a reasonable theory of social justice through a contract theory approach. In his work, A Theory of Justice, Rawls bases almost the entirety of his piece on the question, what kind of organization of society would rational persons choose if they were in an initial position of independence and equality and setting up a systemRead More John Rawls A Theory of Justice Essay704 Words   |  3 PagesJohn Rawls A Theory of Justice John Rawls A Theory of Justice has long been revered as a marvel of modern political philosophy. Its most well-known for the two principles of justice outlined by Rawls: (1) that all persons have an equal right to liberty; and (2) that (a) all inequalities in society should be arranged to benefit the least advantages, and (b) that all positions and offices should be open and accessible as outlined by fair equality of opportunity. Rawls conception of societyRead MoreThe Difference Principle Essay776 Words   |  4 Pagesapproaches is John Rawls Difference Principle. To achieve a just society, Rawls believes in two principles. The first principle states that each person is to have an equal right to the most extensive basic liberty compatible with a similar liberty for others. The second principle is that social and economic inequalities are to be arranged so that they are both a)reasonably expected to be to everyones advantage, and b) attached to positions and offices open to all (Rawls, 60). Within Rawls secondRead MoreThe Distributive Justice Theory Of John Rawls1391 Words   |  6 PagesInequality and inefficiency are universal issues plaguing society that countless economists have attempted to understand and address. Distinguished economists such as John Rawls, Amartya Sen, Robert Nozick, and Milton Friedman have developed their own theories of to achieve distributive justice, or a fair allocation of resources for all members of society. In Rawls’ justice as fairness and Sen’s capability theory, the economists come closest to achieving plans of distributive justice that retainRead MoreJohn Rawls’ A Theory of Justice Essay795 Words   |  4 PagesJohn Rawls’ A Theory of Justice holds that rational, mutually disinterested individuals, in the Original Position and given the task of establishing societal rules to maximise their own happiness throughout life, are liable to choose as principles of societal justice a) guaranteed fundamental lib erties and b) the nullification of social and economic disparities by universal equality of opportunities, which are to be of greatest benefit to the least advantaged members of society , . Rawls’ systemRead MoreJohn Bordley Rawls s Theory Of Justice Essay903 Words   |  4 PagesJohn Bordley Rawls was born and educated in Baltimore, Maryland, USA. His family was of comfortable means, yet during his youth, two tragic things happened to him. In two years, one right after another, both of his younger brothers contracted diseases from him and died. Diphtheria in one case and pneumonia in the other. Rawls’s vivid sense of the arbitrariness of fortune may have stemmed in part from this early experience. His only remaining brother went to collage at Princeton for undergraduateRead MoreAristotle, Joseph Schumpeter, Milton Friedman, And John Rawls1230 Words   |  5 Pagesequality in a different domain. In this case, economic equality will be analyzed as a condition for poli tical equality. How is it exactly that economic equality can undermine political equality? By answering this question, this paper will prove that economic equality is a necessary pre-condition for political equality. I will do this by analyzing the political writings of four distinct philosophers: Aristotle, Joseph Schumpeter, Milton Friedman, and John Rawls. Firstly, the political philosophies

Army Values free essay sample

In the US army we are taught to live by the 7 army values. They are broken down to us in the acronym ‘LDRSHIP’. Loyalty â€Å"Bear true faith and allegiance to the U. S. constitution, the Army, and other soldiers. † Duty â€Å"Fulfill your obligations. † Respect â€Å"Treat people as they should be treated. † Selfless Service â€Å"Put the welfare of the nation, the Army and your subordinates above your own. † Honor â€Å"Live up to the army values. † Integrity â€Å"Do what’s right legally and morally. † and Personal Courage â€Å"Face fear, danger or adversity (physical or moral). We are all drilled on these 7 army values from day one of basic training. First we commit them to memory. Then we learn to live by them. All 7 values have an impact on each other, and are an integral part of ones moral standing. These 7 â€Å"Army Values† however reach FAR beyond the military and play well into life outside the army at the work place or in your personal life there is a way to keep yourself a morally straight person that you and everyone you know will be proud to be accuainted with. We will write a custom essay sample on Army Values or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page People fail to realize the importance these values have on the way that one is perceived by ALL of those around them. Take Loyalty for example. In my personal opinion, Loyalty means being a person that other’s can count on never failing those around you and always pulling through on your word. say what you mean and mean what you say. That when the time comes, you will be there to do what needs to be done. You will be true and faithful to them no matter the outcome. If that loyalty is not observed by both parties involved however, then that sense of loyalty may eventually change or even dissapear all the way. Loyalty comes in handy be loyal to others and they will be loyal to you. ou never know when your going to need some help yourself. SSG Gilllette always says perception is reality. how do you think one of your battle buddies will percive you if he asks you to do something simple as make sure the humvee is PMCSd and you go out the motor pool and he(the driver) is pulled over by an MP for the brake lights not workin? My guess is not to great. How do you think it will go when you ask him to d o you a favor such as hey can you clean my weapon so it is clean when SFC Martin inspects them it dont get kicked back? e aint gonna do that for you because you were not loyal to him you have earned nothing in his eyes by screwing him over on the humvee PMCS. Ya give a lil ya get a lil. Duty to me is accomplishing a task that needs to be done regardless the motivation you have, how sick your feelin or how long of a ruck march you had this morning. Whether you love it or hate it the task is there to be done. If one does not fulfill their duties on a regular basis, then those around them have to pick up the slack, and any sense of loyalty begins to become tarnished duty and loyalty are intertwined in private first class Ansons eyes. ike i said in the last paragraph when talking about loyalty in order to attain loyalty there are duties that must be completed inorder to seem loyal to another soldier or friend. Everyone wants to be respected. It’s in our nature, but in order to obtain respect, first of all one has to respect oneself. Second, one has to show respect to others in order to gain respect from them. If one doesn’t show respect to someone, that person may often feel blown off and lose respect for you. Respect in my eyes is like a math equation loy alty plus duty equals respect. espect is gained in conducting ones self in a way that others can stand to be around you by the way you act accordingly to where you are at Selfless service is tough for me to explain. I have done few things for others in my life so bear with me Sergeant. In my opinion selfless service is lookin out for others not just yourself. honestly i joined the army for myslef. I did not join for country god or college. i got here to Fort Hood and i made some good friends in the platoon. its no longer about me its about us. unit is a collective element that each person has a job that cant be done unless the guys to the left the right the front and behind you are all doing thier job. without that cohesion it could fall apart violently. i am not trying to get anyone killed especially not my friends so i do my job to my fullest possible understanding inorder to get everyone back ok. Honor is the second most important army value to me honor the dictionary says honor is fairness or integrity in ones belifes and actions. Honor pretty much evalutaes how much of a human being you are. going back on ones word is a huge no go. ow can you lead telling one not to fall asleep on guard and then turn around and fall asleep on guard. You will find it hard to le ad your men the more you fall back on your word. also honor is also stepping up to the plate and accounting for your actions be them accepting an award (getting an army achievment medal for being a part of a cohesive squad) or accepting punishment (writing an essay for disrespecting a noncommissioned officer and just plain lacking army values in general) everyone does good and bad things in life its how you own up to and accept the praise or punishment. Integrity in my opinion means doing the right thing moraly and legaly in that order. Integrity is a great polar opposite of hypocrisy. integrity comes into play in the army more than any other army value in my opinion. whether it be PMCSing a vehicle and saying yeah its good instead of actually checking it with a full PMCS, making sure the common areas (i know garrison problems i never deployed gimme a break) are finished instead of acting like they are. Not shamming out when you know you are supposed to be doing something. Personal courage is a huge one in the infantry. I can tell you for a fact no one wants to die and our job consists of getting shot at,blown up, dealing with explosives, blood gore and religious zealots who want nothing more than to cut our heads off on video for the world to see. a man can only be brave if he is afraid -Ned Stark (i know i quoted game of thrones). bravery and personal courage are the same thing but you need to be able to take on anything at any time you signed up for whatever situation you got into life or military career personal courage can get you through schools, boards and deployments. It can help you deal with new situations as long as you charge at it head on you usualy pull through somehow The use of the army values in your day to day life can get you through your day with alot more comforting results than the normal person thinks the point ive been trying to get across is you can use the army values to always be a better person, do better on a quiz, shoot better, run faster, push harder and increase relations with everyone. he betterment of yourself and relations with others around you is never complete. there is not a point where you say im done with anything. Loyalty duty respect and honor strenghten your relations with those around you. Integrity ,personal courage and selfless service will help you out in your job by showing others you have a moral value, your not afraid to fail, and you dont think about yourself all the time. 1