Business Management: questions and answers Essay

1. Define business ethics. Who determines whether a business activity is ethical? Is unethical conduct always illegal?Business ethics is the principles that determine the acceptable conduct in the business workplace. Customers, competitors, government regulators, interest groups, and the public determine whether a business activity is ethical. No, not all conduct is always illegal. 2. Distinguish between ethics and social responsibility. Ethics is the conduct that is acceptable in the business area and social responsibility is the business’s obligation to make a positive impact on society and lower its negative impacts. 3. Why has ethics become so important in business?Ethics has become so important in business because it builds trust among individuals and in business relationships, which leads the company and its employees in a comfortable environment. This also helps the business to have confidence that their employees are happy in their work area. 4. What is an ethical issue? What are some of the ethical issues named in your text? Why are they ethical issues?An ethical issue is a problem that a person needs to choose from several actions that may be considered right or wrong. Some ethical issues discussed are lying, abusive behavior, violations, stealing, sexual harassment, and many others. These are ethical issues because each of these issues can damage the workplace and the production of the company. 5. What is a code of ethics? How can one reduce unethical behavior in business?A code of ethics is formalized rules that a company expects of its employees before they start to work there. One can reduce unethical behavior in business by giving the employees advanced information on which conduct is acceptable and which isn’t. This helps for future problems with employees. 6. List and discuss the arguments for and against social responsibility by business (Table 2.8). Can you think of any additional arguments (for or  against)?Arguments for social responsibility are since businesses may help create a few social problems, they should help solve them also. Other arguments are that the businesses have the funds to help the social arguments; businesses should do their fair share to help others; and it can prevent increased government regulations. Arguments against social responsibility are that the managers of the companies are only concerned with making a profit. Another argument is that it may give the business too much power then it should have. Other arguments against social responsibility are that social problems are the responsibility of government agencies and those businesses may not have the expertise to make decisions about social problems. An additional argument I would say is that every company should be required to give some kind of donation to a school or charity at least once a year because they are making money and should help others also with their profit, this would be better for their companies recognition. 7. What responsibilities does a business have toward its employees?The responsibility a business has towards its employees is to provide a code of ethics to solve any future problems towards the employees. They should also have to pay them a decent salary for their work, and give them information about the company’s happenings. Also, employees want to be listened to by someone who is in a higher position. 8. What responsibilities does business have with regard to the environment? What steps have been taken by some responsible businesses to minimize the negative impact of their activities on the environment?The responsibilities businesses have regarding the environment are animal rights and pollution. Businesses have created positions in their business for enivornmental affairs. The businesses try to eliminate the waste practices they use and the emission of pollution or the chemicals they use if they are harmful to the environment. Many companies have turned to alternative energy sources. 9. What are a business’s responsibilities toward the community in which it operates?A business’s responsibilities toward the community it is in are through donations to organizations and to give money to schools to provide  better education. Companies also provide scholarships to students, support for teachers and computers for students. Also businesses are providing trainings for the unemployed. Book: Business Organization and Management

George Orwell Essay

A comparison between Dickens’ â€Å"hard times† & Orwell’s â€Å"1984† I am writing about two novels that seem to come across as very different. Orwell’s novel portraying a nightmarish image of his opinionated future of Britain. Where as Dickens’ novel creates a vision to represent Victorian education over 150 years ago. Both of these storylines dehumanise and dictate a society, both of very different kinds. Charles Dickens and George Orwell’s novels differ in the recreation of the society and in the plot of the actual storyline. The innocence of the children and the bleak severity of the head teacher is what dickens’ focuses on to display his thoughts of Victorian schools. In which Orwell depicts a society where everything is bleak and distraught and dictated by a soulless party, â€Å"BIG BROTHER†. Further more both novels were written at totally different generations, Dickens being the Victorian times and Orwell’s being the mid nineteen hundreds. Despite all these issues that divide the novels apart they seem to come across as very similar. Within closer inspection of the novels they seem to both control and authorise their societies. Orwell has used an empowering character as his leader; he has created a party lead by â€Å"BIG BROTHER†. Where as in Dickens’ approach to create a leader he has used a less excessive and extreme character called â€Å"Mr Gradgrind†, the head teacher who only implicates facts. Although he may not be as demanding as Orwell’s approach, he uses satire to dissolve the pupil’s mentality. Both of these characters apply a very dominating attitude towards there audience and offer them no thought and identity. â€Å"Girl number 20† â€Å"6079 Smith† Both authors have produced an atmosphere where people who are commanded by them, are clarified as mindless objects; rather than individuals with an imagination. This strips them down to nothing but factorised minds in one case, and an imagination that hardly existed in Orwell’s novel. In an extract from ‘Hard times’, the author disembowels the imagination of the students and use the idea of ‘Morgiana & the 40 thieves’. â€Å"Not unlike Morgiana looking into all the vessels ranged before him†¦ † This gives an idea of ‘Mr Gradgrind’ pouring the facts from his factorised mind, into the students damaged imagination. This compares with Orwell’s approach, where â€Å"BIG BROTHER† brutally demolishes the entire imagination and thought, as they suffer in a decayed dystopia. An additional contrast linking the novels together is, the stern and domineering party in both societies. The â€Å"BIG BROTHER† party emphasises the issue of them surveying the society of the party members and this is persistently repeated in the novel. In which ‘Mr Gradgrind’ constantly stresses the importance of facts and crushes the children’s minds, until they grasp the significance of facts. â€Å"In this life, we want nothing but facts, sir; nothing but facts† † BIG BROTHER IS WATCHING YOU† These two quotations illustrate the emphasis and constant repetition of the parties. The author uses these effects to not only get the picture imprinted in the mind of the characters, but also into the readers. Furthermore, the BIG BROTHER party in Orwell’s novel, links very well with Dickens’ criticizing character, ‘Mr Gradgrind’. These two characters both contrast and appear as very similar in personality and in appearance. They both are displayed with a face that jolts the reader, and creates in their imagination; a daunting and depressing figure. â€Å"The black-moustachioed face gazed down†¦ while the dark eyes looked into Winston’s own† â€Å"While his eyes found commodious cellarage in two dark caves, over shadowed by the wall† The first quotation is Orwell showing his opinion of BIG BROTHER gazing with fear, and this compares extremely well with dickens’ attempt to create the same sort of atmosphere. Dickens expresses more scarce by using a metaphor to show his view of a leader, he also goes into more detail about the bold figure of ‘Mr Gradgrind’. Not only do they link well in appearance, but also in attitude towards their society. Both seem to dictate, and show immense power on the regulations of their own society. In conclusion, I feel that both authors have created a society and atmosphere; that both link together and show many similarities. Although they may well both show differences, they don’t even compare with the shear amount of evidence that link the novels together. Each author has created authority, control and power to create an atmosphere that can dictate a whole society. In this case the societies are very alike and the tone of speech used by each author is much the same. In my opinion, these two novels equally portray a society that can create a vision for the reader to see a glimpse of the past or what may be a glimpse of the future.

Many MNEs may want to start operations in some foreign country Essay

Establishment mode means that the MNE starts its operations from scratch in the foreign country usually through a wholly owned subsidiary where as in entry mode; this can be accomplished by a subsidiary or through partnership with a local party which involves shared ownership. In this study the authors examine the effect of same variables on both these choices available to a company. They do it through a series of hypotheses. The first hypothesis measures the positive effect of greater institutional advancement on the choice that the company makes. Institutional advancement is defined in the study as pertaining to changes in formal institutions over a period of time. It is argued that regulatory forces are likely to be a big influence on a decision that an MNE makes with regard to its establishment or entry choice. Regulatory forces or rather Regulative forces as described in the study are not limited to laws and regulations only but also include political and other social factors. The authors conclude that institutional advancement has a positive effect on the choice to establish a subsidiary with shared ownership. The second hypothesis postulated by the authors’ measures the moderating effect of institutional advancement on the tendency of a technologically intense firm to either go for establishment mode or entry mode. It is argued that firms which are technology intense should go for establishment mode because their competitive advantages are embedded in their labor force skills and organizational practices so it is more efficient for them to start from scratch. They should hire and train the local labor force. Furthermore in case of a joint venture or share ownership of the subsidiary, protecting the intellectual rights can be an issue. Protection of such rights is dependent on the judicial system. In transition economics where the judiciary is corrupt and intellectual property rights are not respected, an MNE would be reluctant to transfer its technology. Therefore authors conclude that firm with advanced proprietary technology are likely to prefer establishment mode but level of institutional advancement has a positive moderating effect on such a firm going for entry mode. The third hypothesis measures the moderating effect of institutional advancement on a multidomestic MNE to either go for establishment of entry mode. Multidomestic firms are defined as those which pursue multidomestic strategy and want to establish a sustainable local market presence. For such MNEs acquiring a local company is a more attractive option because such acquisition can provide them with local brands, market knowledge, distribution channels and network relationships with the host country’s other businesses and government. How the restructuring and realignment of the acquired entity can be very challenging. The firms in the host country are likely to be following a different paradigm. But on the other hand if an MNE goes for shared ownership or entry mode, it can accomplish more without facing these difficulties. It is argues that a multidomestic MNE requires lesser control on the subsidiary. If this is so then subsidiaries in the host country can have considerable freedom and operate on their own fully leveraging their local expertise.Hence it is concluded institutional advancement has a positive moderating effect on a multidomestic MNE to go for entry mode. Finally the authors have used an international survey to gather the data to support their findings. The survey consists of a questionnaire with 33 open and close ended questions. Furthermore the MNE’s latest establishment mode choice or entry mode choice has been taken as the dependent variable. Critique This study is no doubt a valuable asset for managers and students alike in studying the behavior of MNEs in making their choices when it comes to Foreign Direct Investment but nevertheless it has a few shortcomings and weaknesses. But the biggest shortcoming of this study is the scope. The authors have primarily taken a sample of European MNEs. And the so called economies in transition are basically east European countries which were once under the iron curtain. Firstly we need to consider the fact that Europeans MNEs may be very different from Japanese or American MNEs and so forth. The establishment or entry mode choice for Japanese firms may be dependent on or moderated by variables other than the ones discussed here. Similarly an MNE whether European or Japanese may decide to invest in some country in Central Asia or North Africa or even South Asia. The market conditions in these countries are very different from those of the transition economies discussed by the authors. This means that the findings in this study are not universally applicable. Nevertheless it is a valuable addition to our knowledge regarding MNE behavior in making Foreign Direct Investment decisions. But for any researcher trying to consult this study, it is very important to keep the above mentioned limitations in mind.

The Cheetah Essay Example | Topics and Well Written Essays - 1000 words

The Cheetah - Essay Example Wild reserves have been attacked by government policies that seek to turn several parts of the parks into contemporary villages with the cutting down of grass to develop houses. This has greatly affected the animal for it relies on the tall grass to lie during the day and hide in anticipation for a prey. Contemporary studies show that with a good hunting, the animal has the ability to survive many days, however, this has become difficult given the animal’s inability to find hiding spots. The animal likes to live in areas with large amounts of animals that it can hunt. Africa is the continent from where most of these animals originated from with a high number existing in Namibia. The most common areas where these animals are found is in semi-deserts where there is a wide range of view of the prey (MacMillan 113). The general properties of the animal are the ability to hunt down different kinds of animals and characteristically storing some meat for later use. This is as witnessed by other members of its order such as the lion and tigers. Various proposals have been made on how to save the animal and it is important to pay attention to them. One of the major steps that everyone can take part in is by shunning the habits of purchasing fur made from the Cheetah (Nowell 234). This step is important in an effort to stop poaching. Educating people in the corporate field on the importance of the Cheetah is one other major step that would assist in the preservation of their habitat because the people erecting these modern buildings would do so elsewhere other than destroying the animals’ home.

Global Strategy Management - Cultural Considerations Assignment

Global Strategy Management - Cultural Considerations - Assignment Example Religion is another cultural consideration that I would take into account in my strategy to expand into India. An example of how I would factor in religion in my strategy is to recommend that company representatives do not order beef in restaurant because the cow is a holy creature in Hinduism and Hindus would feel insulted and this would impact negatively on our business in the country. Festivals and holidays are another cultural consideration in strategizing for entry into India. There are many national and religious celebrations that Indians observe and I would recommend that our business be closed during some of those celebrations because it would show honor for these events (Millar, 2006). Another cultural consideration in expanding business into India is the many languages used by Indians. I would be keen in cautioning that the various Indian ethnic groups speak different languages and as such, business representatives should be careful to learn the meaning of different Indian words before using them in doing business. Respect for the elderly is another cultural consideration and my strategy would also recommend that our business representatives show respect to elderly customers in order to enhance the success of the corporation (Cullen & Parboteeah, 2014). This would not impact our current strategy negatively but will make it more versatile. This is because as much as we have spelt out all the things the corporation will need to launch business in India and start operating, the endeavor cannot succeed unless there is a way to forge a working alliance with the locals. Taking India’s cultural considerations into account in our strategy will make it versatile particularly because it will match well with John and Deborah’s corporation’s exceptional customer service for which it is reputed in the industry. A cultural consideration that helps cultivate a close relationship with Indian customers would help vary our activities in order to suit the

E-Business Essay Example | Topics and Well Written Essays - 750 words - 1

E-Business - Essay Example In the United States, Oceanic Cable of Hawaii was the first to offer it beginning in 2000, immediately after the passing of the Y2K scare. Today, VoD is offered by numerous providers, particularly those who also offer triple play services.† At Netflix, this service was officially made available on January 14, 2008. (Linder 2008) Among the other providers are Amazon Video on Demand, YouTube, Sports Illustrated, Sony Pictures, and Slacker. The United States Postal Service (USPS) is a Government Corporation of the United States for providing postal service in the United States. Netflix chose USPS due to its relatively lower rate compared to private postal services. With the bulk of daily first-class mails, Netflix has to utilize the government’s postal service for efficiency and effectiveness. DVDs are delivered directly to the members address by first-class mail – with a postage-paid return envelope – from more than 50 distribution centers throughout the United States and streamed instantly online to members’ computers - for no additional cost. (Netflix 2009) Netflix has more than 100,000 titles and more than 55 million DVDs total. This means that there are about 550 DVDs of the same titles. Their inventory stipulates that â€Å"Every three months, Netflix members rent more than 95% of the 100,000 titles in the Netflix library. On any given day, more than 46,000 of the 100,000 titles available at Netflix are in distribution.† (Netflix 2009) This service is made possible by Netflix operating in more than 50 distribution centers located throughout the United States. More than 95% of Netflix members live within one-day delivery postal zones. On an average day, Netflix ships two million DVDs. (Netflix

Writing assignment either #1 or #2 Essay Example | Topics and Well Written Essays - 500 words

Writing assignment either #1 or #2 - Essay Example This group of people does not rely on facts, but by their awareness and have a world full of choices. They have changed the workplace by branding businesses by finding time to surf, check out for good deals at e-Bay, and maintain social networks. Global connectivity is already taking place and has changed the way individuals communicate with other people. The amount of information shared and the speed at which the transmission of information takes place is on the increase. This has led to the high efficiency and reduction of costs. In addition, global connectivity has led to an easier and faster way of connecting with friends and relatives. Individuals also make new friends and new business connections. Online communication support local identities and relationships, therefore making interactions easier among individuals who are mutually aware of each other. Individuals go online to search for research information that they can get in real time information through instant chats. For example, teachers can use this to facilitate discussions in classrooms. On the other hand, students can use the internet as an ultimate online textbook and they no longer need to pick many textbooks from the library. An individual can market a ne w product or service and can spread the advertising through social networking platforms free. The negative implications of global connectivity include the elimination of face-to-face socialization. It is easy to ignore or be rude to other people when having a conversation, but it is easy to filter unwanted people from making connections. Moreover, individuals find harassment, therefore; parents need to filter the internet content through parental control. Lastly, there is the risk of fraud or identity theft where the internet is available to anyone and thieves may steal an individual’s personal information and impersonate persons. Global connectivity has changed the way in which individuals interact and share information. Nonetheless, it

Epistemology Assignment Example | Topics and Well Written Essays - 1500 words

Epistemology - Assignment Example Empirical form of knowledge can determine truth based on the actual experience of an individual through events or things that happen around the environment. b.) EMPIRICAL claims there are the four different theories concerning the determination of the truth of empirical claims: Correspondence theory of truth Coherence theory Pragmatist theory Scientific Theory Describe each of these four theories for proving empirical claims to be true. Explain each one. Do not simply list them. Describe them and explain them. This will take more than one sentence for each one. Correspondence theory is an empirical theory of truth that was espoused by Aristotle that holds that truth is what propositions are consequent to a way things in the world are. In other words, this theory claims that a proposition is true as long as there are present and existing facts that correspond to it. Coherence theory accounts for a proposition’s truth that occurs from an association between that proposition and another proposition. In that way, coherence theory will assert that a proposition is true if it fits together and coheres with any other related proposition. Pragmatic theory holds that a proposition is true if it is practical to accept as true.  This concept of truth was formed by the American Pragmatic philosophers such as C.S Peirce, William James and John Dewey who believed that the mark of truth is based on its practical utility above anything else. Beliefs that result to the best outcomes, are justified best from actions, that advance practical achievement, are held as  truths. Scientific truth hold that knowledge can only be sought ascertained through various scientific methods or operations that can lessen the chances of uncertainty since it is generally held by scientists that truth at best can is only approximate and never absolute. For the scientific theory, the method on reaching a close-to-certain result is just as important as the outcome itself. For if a method is based on opinion alone, it would be considered nothing more than just subjective bias. 2.) Critical Thinking c.) What do you think of the theory that there can be simultaneous multiple truths concerning claims? Concerning all types of claims? Does it apply to claims that are semantic, systemic, logical or empirical? Comment on each type. Can there be multiple truths for each type of claim? For any type of claim? Please indicate your familiarity with the readings in your answer -this means use some quotations to support your answers. Subjectivism and Relativism would claim that there are various points of views regarding a certain truth. The reason due to this is because there are different situations and circumstances that happen that are sometimes overlooked, whether intentionally or unintentionally, by the objective forms of knowledge. This could also apply to semantic, systemic, logical and empirical forms of knowledge. Semantic knowledge is knowledge that is the result of learn ing the meaning of words which the knowledge of words is knowledge of definitions, and such definitions are set in dictionaries (Pecorino, â€Å"An Introduction to Philosophy†). It should be taken into consideration that there are various languages around the world, and each language has their own rules or way of inferring

Leadership, coaching and mentoring Essay Example | Topics and Well Written Essays - 2000 words

Leadership, coaching and mentoring - Essay Example onsibility from the perspectives of UK based a retiree with a major income stream from BP shares and a 25-year-old environmental conservation postgraduate university student as discussed below (Boxell and Crooks 2010, p.4). The management of the company have a fiduciary responsibility for the wealth of the shareholders (Weiss 2009, p.8). The shareholders expect the BP company managers as the UK based a retiree. The management is supposed to uphold and protect the image of the business. The oil spillage at the Macondo well in the Gulf of Mexico destroyed the reputation of the business. Scientist of various risks that their drilling activities could bring about had warned BP Company management. Despite these reports, the company took no notice and continued to dig well 5,000 feet in the sea taking no precaution to prevent the possible impact on the ecosystem should the incident as the oil spillage occurs. The management of BP Company is morally responsible for maintaining good public relation. The management authorized its technical team to sink drills that lead to an explosion at the Deep-water Horizon rig. The explosions lead to the death of 11 men. This destroyed the public relationship and lead to a legal battle. The UK based retiree expects the company to uphold good public relationship which will translate into a wider market and, therefore, high profitability. The company is responsible for cultivating trust in the public. The company had also falsified tanks inspections at Los Angeles-area refinery with 80% of the tanks failing to meet the set requirements on leakage. BP falsified other reports on the condition of the company’s pipes and tanks. This destroys the image of the business in the eyes of the public (Boxell and Crooks 2010, p.10). It is the moral accountability of management to instil trust and honesty between them and the employees in order to maximize the wealth of the shareholders. Trust and honesty would help BP to retain its talented

Philosphy Term Paper Example | Topics and Well Written Essays - 1750 words

Philosphy - Term Paper Example Euthanasia is considered here as a moral evil, and should not be permitted by law, even in the cases specified in the standard permission. Euthanasia or assisted suicide can be any action aimed at putting an end to life of any person, to meet his/her own accord, and executed by a disinterested person. The term â€Å"euthanasia† was first coined by Francis Bacon in the 17th century for the definition of â€Å"easy death†, and in the 19th century it has come to mean â€Å"to kill someone out of pity.† This is a question of premeditated murder in order to alleviate unnecessary suffering. In this case, there is no more ambiguous word than â€Å"euthanasia.† The very idea of euthanasia was born a long time ago. But from the time of Hippocrates to the present day traditional medical ethics includes a ban: â€Å"I will not give a lethal drug to anyone if I am asked, nor will I advise such a plan†¦Ã¢â‚¬  (The Hippocratic Oath) More recently, however, doctor s seem increasingly ready to come to this practice, at least when the patient himself asks about death. How this tendency should be considered? Is it a release from outdated restrictions or a certain permissiveness, which is both wrong from a moral point of view, and dangerous in practice? Literally, the term â€Å"euthanasia† is translated as a â€Å"good death† but the term has come to signify not so much â€Å"good† death itself, as its infliction. â€Å"Euthanasia† can be defined as â€Å"the killing of another person for his alleged good† with his consent (voluntary euthanasia), or without consent or even against the will of this person (â€Å"involuntary† and â€Å"forced† euthanasia). â€Å"Killing† means an act or admission of action, chosen with the aim of depriving a person of life, i.e., irrespective of whether direct or indirect impact. Here there is some terminological confusion (in the opinion of some researchers, deliberately provoked by supporters of euthanasia) which occurred under the influence of various kinds of statements concerning understanding of this term, putting on the same level â€Å"letting die† (negative or passive euthanasia) and â€Å"assisting to die† (active or real euthanasia). This confusion is not harmless; it is maintained deliberately in order to bring doctors and public opinion to a false dilemma: either you are humane and able to sympathize with your neighbor, and thus have to step over the forbidden (cause death); or you put the abstract dogma above simple human sympathy, and thus will not stop even before going to prolong the needless suffering which you yourself would not have survived (Keown, 2002, pp. 9-15). In which case we can speak of assisted suicide or euthanasia? Assisted suicide means only intentional murder. In one case, the life of a hopelessly terminally ill person is taken away, in order to save him/her from unnecessary suffering â₠¬â€œ either through direct intervention (e.g., injection of barbiturates), or leaving a person to die by stopping to feed the patient. In another case, the life of a newborn child with severe physical disabilities is taken, when the child is directly killed or condemned to certain death, e.g., by stopping the supply of food and basic treatment only in order not to inflict new pain to his/her parents. Hence, euthanasia or assisted suicide is itself put on the level of intentions: the term euthanasia is used only when there is an intention to take the life of the person or to speed up

The process of International Assignments Essay Example for Free

The process of International Assignments Essay Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives. â€Å"HRM aims to help the organization to achieve success through people. As Ulrich and Lake (1990) remark, ’HRM systems can be the source of organizational capabilities that allow firms to learn and capitalize on new opportunities’. HRM is concerned with both meeting human capital requirements and the development of process capabilities: in other words, the ability to get things done effectively†1. These strategic goals and objectives are most important and mandatory in a world which becomes more and more global. To be successful, companies have to keep up with their competitors, which usually mean that getting things done effectively is crucial in everything they do. Globalization has brought remarkable developments in the diversity and complexity of International Human Resource Management (IHRM) and management of the global workforce is a critical dimension of companies’ international business. 2 1. 2 Objective of the term paper According to Harvey and Moeller3 there are currently 850,000 subsidiaries of multinational corporations operating globally. Furthermore, 65 per cent of Multinational Companies (MNCs) surveyed in a GMAC global relocation survey are expecting expatriate manager numbers to rise steadily over the next decade. Expatriate managers continue to be a viable means for exercising control over foreign operations and they can therefore have a direct impact on organizational performance. 4 Furthermore, international assignments are also the single most expensive per-person investment a company makes in globalizing its workforce, and unfortunately, most firms are getting anaemic returns on this investment. To improve their return, managers must understand the best practices, thinking, and scientific research on international assignments. 5 According to the above fact and the current worldwide growth of the expatriation missions worldwide, this term paper should give an overview of the Process of International Assignments and its importance for internationally operating Companies – with special focus on the Repatriation of Expatriates. 1. 3 Approach First of all, the question is answered on who should be recruited and how the best person possible for the job can be acquired. If a company is not able to find the right candidate internally, personnel are often recruited externally. But this brings along some other problems which should not be left behind, as insufficient commitment or lack of corporate identity and boundaries to the parent company. 6 Once some appropriate candidates for the vacant position are found, companies have to sort out according to the required characteristics and qualifications as well as the official job description, if available. Next, a number of objectives must be incorporated in the design of expatriates’ pay packages when it comes to negotiating and setting up contractual conditions for the future employee. Chapter three therefore deals with elements a contract should consist of as well as compensation itself. If the contract is finally set up and signed, training for the respective employee and proper preparation regarding the international assignment is fundamental. This can ensure the employee’s success as creating a global mind, overall understandings of the expatriates’ coming tasks as well as differences in local and domestic culture are only some of the toughest tasks an expatriate has to face during his international assignment. Preparation and support given by the company are therefore urgently needed, not only in giving information about host country, upcoming tasks and the stay itself but also in regards to questions related to family, friends, home-flights and all other social questions arising. The last stage of a foreign assignment is the process of repatriation. This phase is the most difficult and unpredictable one. The expatriate not only has to arrive and settle down at home, but also in headquarter where things, positions and people might have changed. â€Å"Often when they return home, expatriates face an organization that does not know what they have done for the past several years, does not know how to use their knowledge and does not care†7. As the process of international assignments is very complex and this term paper limited, each chapter only gives a short and simple overview of the single topics summing up important facts and figures submitting general conspectus. 2. Personnel recruitment and selection 2. 1 International staffing strategies Key question to international staffing regards the selection of one of the four different staffing strategies: ethnocentric, polycentric, geocentric or regiocentric. 8 Choosing the right strategy generally depends on different influencing factors like the characteristics of the parent company or foreign company, conditions in the host country as well as individual characteristics of the employee. 2. 1. 1 Ethnocentric staffing The ethnocentric approach usually indicates that companies are satisfied and happy with the strategy of the headquarter and they now try to implement their domestic standards also in the host country. 9 Home personnel are educated to lead worldwide. This means that key positions in domestic and foreign operations are held by Parent Country Nationals (PCNs). 2. 1. 2 Polycentric staffing The polycentric orientation stands in direct contrast to the ethnocentric orientation, being more variable and independent. Evaluation and control is determined locally and therefore a high level of autonomy can be found in those subsidiaries. 10 Local personnel, Host Country Nationals (HCNs), are educated to lead locally. 11 2. 1. 3 Geocentric staffing Following the geocentric staffing approach organizations are generally complex and interdependent worldwide like McDonalds or Apple. Universal standards for evaluation and control apply and nationality does not matter in favour of ability. The best talent educated to lead worldwide. 12 This also implicates working with Third Country Nationals (TCNs). 2. 1. 4 Regiocentric staffing The fourth staffing strategy is a mixture of the polycentric and the geocentric approach. Managers are generally selected on the basis of being the best in the region, with international transfers generally being restricted to regions. This kind of strategy has become more and more popular during the last years with many MNCs choosing to organize operations regionally. 13 2. 2 Personnel recruitment General target of personnel recruitment is to find an appropriate candidate for the right job. This process may be either conducted from outside or inside the company. Both ways of recruitment possess of advantages and disadvantages, but these can only be named exactly in a concrete recruitment case. 2. 2. 1 Internal recruitment There are different ways of internal recruitment. Personnel may be transferred or promoted to the job as an example. Another form is an apprenticeship of young people, having the advantage to shape future personnel right from scratch. Employees may also perform an on-the-job training for their future position or responsibility. 14 According to Scherm recruitment for international assignments within the company is mostly done by above-mentioned promotions or relocation of staff from one facility to another. 15 The advantages of internal recruitment are on hand. Companies know their potential expatriate longer, are used to their behaviour, thinking, skills and company as well as product specific knowledge. This reduces the risk of selecting the wrong candidate. According to the Global Relocation Trends Survey 200916, only 11 % of the expatriates expected to go abroad have been newly recruited externally. Due to the high selection risks, internal recruiting dominates. As basis for the recruitment decision performance measurements, personal reports, interviews with the employee as well as career plans are taken into account. 17 2. 2. 2 External recruitment If qualified personnel cannot be found internally, recruitment is done outside the company. This is also the case if the company is not able to qualify their personnel within a set time frame or due to lack of experienced staff. It is most important that companies know the relevant job market if they want to succeed in recruiting employees externally as well as doing this in an economically way. External recruitment can then be divided into two segments, passive and active external recruitment. Whereas active external recruitment means addressing potential candidates through e. g. different institutions, media or by using social networks, passive external recruiting companies set their emphasis on spontaneous, speculative applications of respective candidates or mouth-to-mouth propaganda of their great company image. 18 In case recruitment for an international assignment is done externally the risk for selecting the wrong candidate is often minimized by outsourcing the task to an external consultant or agency as they generally have more experience. 19 Nevertheless, the traditional ways of searching for the right candidate, e. g. simply advertising the vacancies in the local newspapers or online, employment centres or job fairs, are still applicable. Candidates from outside the company may bring in new ideas and may have a wider range of experience due to their former tasks but the selection process might take longer, might require extensive personnel resources and might be more expensive (e. g. advertising and interview process, personnel consulter). 2. 3 Personnel selection For an international assignment to become a great success for both, company and expatriate, selecting the right candidate out of several is one of the most important steps of the whole process. Several selection strategies are used and quite common but failure situations in individual assignment cases are widely spread in MNCs. 20 In order to make sure that the candidate possesses the right characteristics, qualifications, and skills a detailed job description and information about coming management tasks can be very helpful during this process. Unfortunately, these proper specifications are often not available or only give a rough overview of upcoming challenges. 21 2. 3. 1 Selection criteria A first impression about the population of expatriates provides the demographic data study of the Bookfield Global Relocation Trend Surveys. 22 For 2009 it is stated that 75 % of all expatriates have been aged between 30 and 49 whereas 80 % of them have been male. Only 9 % have had prior experience as international expatriates. 27 % have been single and therefore sent without partner and almost half of them have been sent off together with their kids. 23 Usually the HR Manager selects the expatriate according to the following criteria: A specific or subject-related qualification as the expatriate often has no other specialist on site. Personal characteristics like motivation, discipline, patience, endurance, and readiness to take on responsibility. Cultural openness, willingness to learn and experience new things, open-minded, no resistance to change. Family-related criteria The single criteria may overlap to a certain point. In literature different weightings for all of these criteria exist but they all agree to the fact that Family and Cultural openness should be most taken into account. 24 2. 3. 2 Final selection process and instruments Generally, there are no other specific selection processes or criteria used for finding a candidate for an international assignment than the ones used in national context. Among selection process and criteria four are widely known, starting with the general application documents. Job requirements and the matching candidate personal profile decide in first instance who is to be invited to a personal interview. If it is decided to recruit a candidate internally, generally the previous career and the internal development of the employee are taken into account. Often, prior to an invitation to a personal interview, candidates have to successfully take part in an assessment centre focusing more and more on intercultural competences like empathy, cultural understanding, behaviour etc. 25 It is seen as an advantage of the external assessment of intercultural competence in intercultural assessment centres that the requirement regarding the behaviour and orientation are high and the candidates will be evaluated by several observers over a longer period. 26 In addition to this, personal interviews, together with wife or husband of the respective expatriate are increasing as it is important that they support and understand situation and coming tasks. They can help the expatriate to stay grounded and sometimes they even move with the expatriate to the new country. Last, tests can be used as a selection technique ranging from general mental ability tests to psychological tests. Finally, neither in literature nor in practice a general opinion which of the above mentioned selection processes and criteria are most appropriate or useful in regards to international assignments or the identification of intercultural competent employees exist. 27 3. Contractual conditions of the employment abroad 3. 1 Objectives of a contract No matter if a company operates nationally or internationally, the contract of an employee should be compliant with labour law standards, offer transparency and motivate staff in order to decrease fluctuation. Further, it should provide the legal and financial frame work of the working relation and last but not least should be economical and cost effective for the company. Protection of human life, health, and comfort by creating a strong and cohesive culture as well as safe working environment should been given highest priority and objective of contracts. 3. 2 Compensation Depending on the international orientation of the company as well as kind and duration of the international assignment there are three different compensation policies which can be differentiated, following below. 3. 2. 1 Ethnocentric compensation policy The Ethnocentric compensation policy is often used in combination with the Balance Sheet Approach: During a short-term assignment (delegation, 1 to 5 years)28, the employee retains his residence in the home country. His family usually stays back there, as moving those with the expatriate would exceed costs. The salary is paid by the parent company in the currency of the country of origin and charges can be passed on to the foreign company if applicable. The employee remains employee of the parent company and retains his employment contract. A supplementary agreement to this contract is set up for all specialties such as tasks, duration, home flights, remuneration vacation etc. 29 About 60 % of German companies are using this compensation policy for their assignments. 30 Advantages are on hand: The expatriate can maintain home country living standards and generally receives a surplus for the additional future challenges and efforts. Therefore, this approach is accepted by most employees. Disadvantages for the company are sometimes massive compensation differences within a country e. g. the salary of a PCN might be considerably higher as that of a HCN. This fact might de-motivate local employees. Furthermore, the ethnocentric compensation policy is complex in administration. 31 3. 2. 2 Regiocentric compensation policy The Regiocentric compensation policy is often used in combination with the Going Rate Approach: During long-term assignment (relocation, 1 to 5 years)32 compensation is based on the Host Country. As the term ‘relocation’ already says, the employee gets directly involved in the foreign company. Usually, the family moves with the expatriate to the hospitable country and the salary is paid in the local currency directly by the foreign company. However, there are ways to still pay out a part of the salary in the currency of the home country, if desired. The existing contract with the parent company is brought to rest. The employment relationship however is not cancelled just like during military service or parental leave. At the termination of employment abroad the contractual ties between employee and parent company come back to life again. 33 Currently, approximately 11 % of German companies are using this compensation policy for their assignments. 34 Advantages are quite obvious: As the salary of the expatriates is linked to the salary structure of the host country salaries might be less costly in low-wage countries. Further the approach encourages equality between locals and expatriates and the identification with the host country. Due to an expected change in the living standards as well as huge variation between the expatriates’ salaries in different countries this approach is often very low accepted by expatriates. 35 3. 2. 3 Global compensation policy The global compensation policy neither considers the standards of the parent country nor those of the host country. Compensation is set globally and independently from other countries. This approach should provide the basis for an international remuneration policy. It should fit into corporate identity and should give international expatriates of MNC the opportunity to gain international experiences on the same level, offering transparency and the same salaries worldwide. Although corporate guidelines for a compensation policy often exist, they can hardly be found in the above described pure form but are being mixed up as due to costs and laws in the host countries compensation policies often require adjustment. 36 4. Preparation and support In order to make the international assignment a huge success for both the candidate and the company there are several measures which can be taken to prepare and support the expatriate. Support is an on-going process and done by superiors, responsible persons or agencies. It does only end after repatriation whereas the preparation phase should start directly after recruitment and ends with the expatriate departing. According to Festing, training and support have to take the process of cultural adjustment into account, and can therefore be divided into the phases described below37. 4. 1 â€Å"Pre-Departure† Training Preparation and training can help to improve the ability to interact effectively and adequately with foreigners in working and non-working environments38. An ideal pre-departure preparation is therefore quite necessary. This preparation should enhance knowledge about cultural, political, legal, economic, and social conditions of the host country and provides the expatriate with all general information. If the expatriate is not fluent in the host country language, foreign language instructions and trainings should be offered. Other practices of pre-departure training include look-and-see-trips, orientation by lectures and briefings, cross-cultural trainings in order to understand why foreign partners think and behave in different ways as well as briefings by returnees who can give the expatriate valuable and important insider information. These pre-departure trainings should be extended to the expatriates’ family wherever possible and necessary. 39 4. 2 â€Å"Start-upâ€Å" Training After departure of the expatriate, the start-up training in the host country begins. The parent company helps the expatriate and his or her family in different forms (coping with the adaptation to a foreign environment, accommodation, school for children, safeguarding the interests of the expatriate in the parent company etc. ) and continues to be present. The intensity of the support varies depending on the resources and systems the different MNCs have implemented. A mentor system is most common and should ensure that each expatriate has been assigned a senior executive at home or on-site, who has a â€Å"parent† function. 40 Furthermore, a detailed employee orientation plan for the new position in the host country can be helpful for the expatriate to find his or her way around. The continuous and direct contact to the headquarter during this stage is crucial as the expatriates should still feel connected to the company and not be left behind. Often expatriates continue to learn the language of the new country in local courses, receive specific further trainings or coaching either by experts from the parent company or by local trainers. 4. 3 â€Å"Cultural shock preventionâ€Å" Training As adoption of new thoughts and behaviours of a new culture and situation requires more time than any cross-cultural training program can offer the expatriate in advance during this stage the expatriate requires extensive support. As expatriates tend to see everything more from a touristic point of view first, they finally arrive in the host country. They easily get frustrated or disappointed by a variety of things (language barriers, behavioural differences, climate etc. ) during this stage and the experience of unpredictability in combination with the feeling of abandonment and isolation possibly comes over the expatriate and his or her family. Helpful during this stage is the assigned mentor. The expatriate can talk with the mentor about his or her feelings and share information and experience. An information exchange with other expatriates is also advantageous as they often understand problems, feelings, and thoughts better as the mentor. If the expatriate is accompanied by his or her family and the spouse does not work during the international assignment, cultural adaptation difficulties are quite more problematic and more intense than the expatriates’. 41 5. Repatriation 5. 1 Reintegration Generals â€Å"When the expatriate is sent abroad he expects the new, unknown situation and the problems involved. But when he returns to his home country, he encounters it completely unexpected†42. This statement of Adler still describes the situation an expatriate often has to face when returning to the home country very well. They have left with a special task or order to complete but when they return they often do not exactly know how their position in the headquarter and their life will look like. Further problems are often connected to the duration of the assignment, the expatriates personal experiences made in the host country, cultural differences on-site and abroad, the expatriates personal situation as well as the repatriation support. 43 Therefore, it is hard to find a general recipe for successful reintegration planning. Individual solutions have to be found and every international assignment and expatriate has to be looked after individually. â€Å"The repatriation of staff into the parent company already starts with the selection and preparation decisions for the foreign assignment. The reintegration does not end with the return to the parent company and is not completed until the staff has been introduced to its new position in the company’s headquarters, performs effectively and feels comfortable with his job†44. In order for the expatriate to reintegrate successfully and not to quit the company after the assignment and a consequent loss for the mother company of investment and expertise (human capital), the reintegration process should be divided into the three stages following below. 5. 2 Before expatriation Already before the international assignment has taken place it should be discussed with the expatriate what he or she expects of a future position, how the expatriate would like to develop, how the expatriate sees the future career as well as tasks. This is often done by the mentor of the expatriate for the international assignment. As the expatriation program is very expensive and time consuming for a company, failure rate or the possibility of the expatriate leaving the company after the assignment should be eliminated. Generally, an employee, who is willing to work and live for probably years in a foreign country, with all personal consequences, should be integrated into an internal performance program, right at the beginning of the assignment. Setting up an agreement outlining the type of position expatriates will be placed in upon repatriation, the compensation and a general idea of their future job description should be arranged prior to going abroad. 45 Another possibility to limit reintegration problems is the idea to limit the assignment in its duration in advance to about 3-5 years. This limitation should prevent the expatriate from getting too attached to the way of living, behaviour, values, and culture of the host country and facilitate repatriation upon return. 46 It is seen as advantageous that the expatriate is able to foresee a concrete end to the assignment. 47 5. 3 During expatriation During the assignment, it is important that the expatriate has continuous contact and an on-going information exchange with the home office. This can be done by the mentoring program itself, regular home flights, company newsletters, information exchange platforms, and media like intranet or weekly telephone conferences with superiors and colleagues. 48 The expatriate should feel as a part of the company and should also be able to develop a worldwide network, learn to think global, and actively exchange information, knowledge and experience with other colleagues and expatriates. There should never come up the feeling to be forgotten or left behind. 5. 4 After expatriation As indicated by Johnston, from the repatriate’s perspective problems associated with reintegrating into the home country are loss of status, loss of autonomy, loss of career direction, and a feeling that the company undervalues international experience. 49 In order to avoid these problems, most MNCs offer a reorientation program where their repatriates take part in. These reorientation programs can provide immediate help in most of the work-related questions arising after expatriation. The repatriate is given information on new products, organizational changes, personnel, corporate culture, market and new strategies and developments. Sometimes also an experience exchange with former expatriates takes place in order to facilitate reintegration and manage the reverse culture shock as well as sudden change in lifestyle. The former expatriates can help the repatriates to cope with their new experiences as they have been mainly through the same. Additionally, repatriates are often used to train and coach colleagues that are about to begin their assignments to share their experience and give the expatriate the perception that their work and international expertise is valued, recognized, and needed. This should avoid professional disappointment and under-utilization of newly developed global skills of the expatriates. The new position of the repatriate should fit to newly developed skills and experience or the former position should be extended but not restricted to nine-to-five work. Career deficits upon returning should be compensated by HR training methods. Social repatriation measures also include support in the adjustment back to social lifestyle, status, housing, financial counselling, and tax assistance, school systems and children’s education as well as spouses new job search, if applicable. 50 6. Conclusion 6. 1 Target achievement â€Å"Expatriation is an important step towards becoming a global leader†51. Furthermore, an international assignment is a powerful experience in shaping the perspective and capabilities of effective global leaders. People are the key to success; they are the ones behind the strategy. Developing and retaining human capital becomes more and more important nowadays. â€Å"During expatriation, managers find the opportunity to acquire and/or master their coping, cross-cultural communication, conflict resolution, negotiation, networking, and coaching skills. They also develop business, technical, and managerial competencies while overseas, where they have to adapt to a variety of roles such as integrator, balancer, change agent, mentor/motivator, and talent developer. If international assignments are important to global leadership development, then this opportunity should be given early in a manager’s life†52. Additionally to give mangers and/or employees the opportunity to international assignments they have to be prepared and supported to become successful. This term paper points out that cross-cultural training, support, preparation, and repatriation training can make a difference in the history of successes of international assignments of MNCs, although it is mainly underestimated. Employees are hired everywhere in the world, wherever the necessary skills, training and experience can be found. Due to time pressure, employees are often sent to foreign countries on very short notice. Furthermore, there is still a prevalent belief that intercultural knowledge and skills are not really essential to success when collaboration with foreigners. In addition to this ignorance, there are doubts about the training effectiveness. Managers are frequently not convinced that cross-cultural training is really an effective means for gaining control of the complex issues of international cooperation. These facts make it somehow quite difficult to progress in the international assignment process. 53 6. 2 Prospects Today, an international assignment is more than only vacation abroad. The learning-by-doing approach had become outdated. In order to keep up with internationalization, companies should focus on developing global leaders and therefore structure their IHRM process quite well. This includes a strategic expatriation and repatriation policy as losing repatriates to the competition will sooner or later create a huge competitive risk and already costs the company quite a lot of money. In order to progress and ameliorate the international assignment process however, companies have to conduct further research in some fields. This starts with selecting the right candidate for the job. How does the job look like in detail and which requirements are set? How long should the assignment exactly take and what are the specific goals? A concrete job description is one step forward to a structured IHRM process. If the expatriate e. g. is accompanied by the spouse, which possibilities does the company have to find an adequate job for both in the same region (dual career couples)? If it would be possible to enhance satisfaction of the spouse of the expatriate, this might also reduce the risk of failure of the assignment. The same question is to be asked upon their return. Furthermore, research is also needed with regard to the question of how the allocation of the position the expatriate will receive upon return can be planned and implemented in the long run. The expatriate should have the impression that career planning is well structured and thought-out. Another question could be how expatriates are able to successfully pass on their knowledge generated abroad, in their home company. Organisational learning should be most important as otherwise the expensive purchased knowledge is lost and worthless. The above named questions are only several which could arise during each company’s individual research and amelioration process. List of references Adler, N. J. (1986): International Dimensions of Organizational Behavior, Boston 1986 Armstrong, M. (2003): A handbook of human resource management practice, 9th edition, Kogan Page Limited, London 2003 Bergemann, N. , Sourisseaux, A. L. (2003): Internationale Personalauswahl, in: Interkulturelles Management, pp. 181-235, Berlin, Heidelberg 2003 Black, J. S. , Mendenhall, M. (1990): Cross-cultural training effectiveness: A review and a theoretical framework for future research, in: Academy of Management Review 1990, 15. Jg. , Nr. 1, pp. 113-136 Brynningsen, G. (2009): Managing Expatriates on International Assignments, Otago Management Graduate Review 2009, 7. Jg. , pp. 1-17 Caligiuri, P. , Lazarova, M. (2001): Strategic repatriation policies to enhance global leadership in: M. Mendenhall, T. Kuhlmann and G. Stahl (Hrsg. ): Developing global business leaders: Policies, processes, and innovations, Westport 2001, pp. 243-256 Collings, D. G. , Scullion, H. (2004): Approaches to international staf? ng, Global staffing, New York 2004 De Cieri, H. , Dowling, P. J. (2006): Strategic international human resource management in multinational enterprises: Developments and directions, in: Stahl, G. K. , Bjorkmann, I. (Hrsg. ): Handbook of research in international human resource management, Glos (UK) 2006, pp. 15-35 Deshpande, S. P. , Viswesvaran, C. (1992): Is cross-cultural training of expatriate managers effective: A meta analysis, in: International Journal of Intercultural Relations, 1992, 16. Jg. , Nr. 3, pp. 295-310 Dowling, P. , Weber, W. , Engle, A. D. (2010): Internationales Personalmanagement, Berlin 2010 Feldman, D. , Thomas, D. (1992): Career management Issues Facing Expatriates, in: Journal of International Business Studies, 1992, Vol. 23, No. 2, 2nd Qtr. , pp. 271-293 Festing, M. , Dowling, P. J. , Weber, W. , Engle, A. D. (2011): Internationales Personalmanagement, 3. Auflage, Wiesbaden 2011 Gaugler, E. (1989): Repatriierung von Stammhausdelegierten, in: Macharzina, K. , Welge, M. K. (Hrsg): in: Handworterbuch: Export und internationale Unternehmung, Stuttgart 1989, Sp. 1937-1951 Gregersen, H. B. , Mendenhall, M. E. , Stroh, L. K. (1999): Globalizing people through international assignments, New Jersey 1999 Harvey, M. , Novicevic, M. (2006): The evolution from repatriation of managers in MNEs to ‘patriation’ in global organizations, in: Stahl, G. K. , Bjorkmann, I. (Hrsg. ): Handbook of research in international human resource management, Glos (UK) 2006, pp. 323-346 Harvey, M. , Moeller, M. (2009): Expatriate mangers: A historical review, in: International Journal of management reviews, 2009, 11. Jg. , Nr. 3, pp. 275-296 Hays, R. D. (1974): Expatriate selection: Insuring success and avoiding failure, in: Journal of International Business Studies, 1974, Vol. 5, No. 1, pp. 25-37 Johnston, J. (1991): An Empirical Study of Repatriation of Managers in UK Multinationals, in: Human Resource Management Journal, 1991, 1. Jg. , Nr. 4, pp. 102-109 Kealey, D. J. , Protheroe, D. R. (1996): The effectiveness of cross-cultural training for expatriates: An assessment of the literature on the issue, in: International Journal of Intercultural Relations, 1996, 20. Jg. , Nr. 2, pp. 141-165 Kuhlmann, T. M. , Stahl, G. K. (1998): Diagnose interkultureller Kompetenz und Examinierung eines Assessment Centers, in: Barmeyer, C. I. , Bolten, J. (Hrsg. ): Interkulturelle Personalorganisation, Berlin 1998 Mendenhall, M. E. , Kuhlmann, T. M. , Stahl, G. K. (Eds. ). (2001): Developing global business leaders: Policies, processes, and innovations, Porthsmouth 2001 Mendenhall, M. E. , Kuhlmann, T. M. , Stahl, G. K. , Osland, J. S. (2002): Employee Devopment and Expatriate Assignments, in: Gannon, M. J. , Newman, K. L. (Hrsg. ): The Blackwell handbook of cross-cultural management, Oxford 2002, pp. 155-183 Mertesacker, M. (2010): Die Interkulturelle Kompetenz im Internationalen Human Resource Management: Eine konfirmatorische Evaluation, Lohmar 2010 Pellico, M. T. , Stroh, L. K. (1997): Spousal assistance programs: An integral component of the international assignment, in: Aycam, Z. (Hrsg. ): New approaches to employee management, Expatriate Management: Theory and research, Vol. 4, Philadelphia 1997, pp. 227-243 Peltonen, T. , Ladwig, D. (2005): Repatriierung und Identitatsbildung: Eine neue Betrachtungsweise der Reintegration nach einem Auslandseinsatz, in: Stahl, G. K. , Mayrhofer, W. , Kuhlmann, T. M. (Hrsg. ): Internationales Personalmanagement, neue Aufgaben, neue Losungen, Munchen und Mering 2005, pp. 325-346 Scherm, E. (1999): Internationales Personalmanagement, 2. Auflage, Munchen 1999 Scherm, E. , Su? , S. (2009): Internationales Management III, Personal und Controlling, 2. Auflage, Hagen 2009 Scherm, E. , Su? , S. (2011): Personalmanagement, Munchen 2011 Solomon, C. (1995): Repatriation, Up, Down, or Out? â€Å", in: Personnel Journal, 1995, Vol. 74, No. 1, p. 28 Stahl, G. K. , Miller, E. L. , Tung, R. L. (2002): Toward the boundaryless career: a closer look at the expatriate career concept and the perceived implications of an international assignment, in: Journal of World Business, 2002, 37. Jg. , Nr. 3, pp. 216-227 Trends Survey 2009: Toronto et al. : Brookfield Global Relocation Services Wagner, D. , Zander, E. , Hauke, C. (1992): Handbuch der Personalleitung: Funktionen und Konzeptionen der Personalarbeit im Unternehmen, Munchen 1992 Weber, W. , Festing, M. , Dowling, P. , Schuler, R. (2001): Internationales Personal-Management, 2. Auflage, Wiesbaden 2001 Declaration in lieu of oath I hereby declare that I produced the submitted paper with no assistance from any other party and without the use of any unauthorized aids and, in particular, that I have marked as quotations all passages, which are reproduced verbatim or nearby-verbatim from publications. Also, I declare that the submitted print version of this term paper is identical with its digital version. Further, I declare that this term paper has never been submitted before to any other examination board in either its present form or in any other similar version. I herewith agree that this term paper may be published. I herewith consent that this term paper may be uploaded to the server of external contractors for the purpose of submitting it to the contractors’ plagiarism detection systems. Uploading this term paper for the purpose of submitting it to plagiarism detection systems is not a form of publication.

How the area of a wire affects the resistance in a circuit Essay Example for Free

How the area of a wire affects the resistance in a circuit Essay Electricity is conducted through a conductor. Resistance is the word used to describe the opposition between forces. The more free electrons there are, the better the conduction and the worse the resistance is. The more atoms vibrate, the more resistance there is. The free electrons are given energy, as a result they move and collide with the surrounding electrons. This happen throughout the whole wire. This is how the electricity is conducted. Resistance is the result of energy loss in form of heat. How do we measure it? V=I/R V=Voltage I =Current R=Resistance Ohms Law. This law states that the current through a metallic conductor (wire) at a constant temperature is proportional to the potential difference (Voltage). Therefore the Voltage and Current is constant. If the resistance increases the temperature increases, so it stays constant. At higher temperatures the particles move more quickly, increasing the collision of the free electrons. Possible Input Variables Wire area Wire thickness Wire length Applied voltage Material Taught connections Cross-sectional shape Insulated Density of wire Coiled or not Temperature Preliminary Experiments. Easy to measure? Easy to change Wire area V V Wire thickness X X Wire length V V Applied voltage V V Material X V Taught connections X X Cross-sectional shape X X Insulated X V Density of wire V X Coiled or not V V Temperature V V Applied I or V by a double cell which is measured by digital volt and ammeter. I will find out the Resistance by the formula using R=V/I. Wire area. It is difficult to change the area. A possible solution would be to add wires and twist them together. Coiled or not? It has not got an obvious affect. The Voltage and Current didnt increase or decrease. Temperature. My idea was to set up a water bath to keep the wire at a same temperature at every point. I would experiment with temperatures from 20? C-100 (room temperature to the boiling point of water) Wire length. Is very easy to set up. There is a very large range of results. Chosen Input variable I chose wire area as my variable because it is has a better variety of results. I will have 8 wires with the same cross sectional area. It would be to expensive using different cross sectional sizes of wire. I will put the wire parallel to each other an twist them add the end to increase the area of the wire. My chosen output variable is resistance because that is what I am looking for in the wire. Fair Test In the experiment I am not going to change anything ( wire length and applied voltage). The only thing I will change is the area of the wire (input variable). I will use the same equipment throughout the test, to make sure it is a fair test. If I would use different equipment it may give me different readings. I am using a safety resistor, so that the current is the same and that the wire will not overheat. It would not be a fair test if the wire would heat because it would give my different sets of results at different temperatures. It could also be a safety hazard if the wire overheats. Method Cut eight wires of the same cross sectional area in 35cm length (only 30cm of wire measured because I have to attach crocodile clips on each side   The equipment is as following: 2 cell Battery Ammeter+ Voltmeter Safety Resistor 8 wires (35cm) 2 crocodile clips   My circuit will look as following:   Let electricity pass through the circuit and note down the readings of the ammeter and voltmeter. Add more wires to the circuit and continue as planned   Make three sets of results through an accurate experiment Prediction I will expect that if the area of the wire increases the resistance will decrease. This can be proven by background physics of the past. Observation Test Results Nr. of wires   This graph shows the voltages I measured Nr. of wires This graph shows the Current I measured Nr. of wires R1 R2 R3 Rave Area m^2 1/Area   This graph shows me the resistance and resistance average I have worked out. It also includes the formulas for the Area and 1/Area My Graphs are on a separate sheet of graph paper. Analysis My graph shows me that if I increase the area the resistance decreases. I have plotted two graphs to give me a wider range of results and averages in different areas (1/Area and Area m^2). My Area graph looks like a y =1/X graph X Y 1 1 2 0. 5 3 0. 333 4 0. 25 To reassure this I have plotted an average 1/Area. If it is correct then I should get a straight line. When I plotted the graph I had a straight line. This tells me that the average is proportional to 1/Area i. e. Rave ? 1/Area. The slope is: y/x= 10. 5/16= 0. 66 ? /mi I am ignoring the offset on my 1/Area graph This experiment shows me that resistance is definitely affected by the area of the wire. Looking at my background physics it has worked out like resistors on a parallel circuit. When attaching another wire to the experiment it acts like adding another parallel resistor in a parallel circuit. So if the area of the wire increases the resistance decreases. Also I have learned if the voltage goes down the resistance goes up Evaluation I found this experiment easy to do. I had no anomalies on my graph. This means that the points I have plotted are all in a acceptable arrangement. There were no experimental caused by a faulty connection. There were no safety hazards and the experiment was safe to do.

Review Of The Invisible Man Philosophy Essay

Review Of The Invisible Man Philosophy Essay Social isolation, corruption of power, and moral decline these aspects of the main character are framed in H. G. Wells late nineteenth-century classic, The Invisible Man. This is a science fiction tale of a brilliant scientist who slowly goes insane after discovering how to make himself invisible. The ultimate power of near-perfect impunity of his actions led him to imagine he was god-like. He thought the moral conduct of society and its laws did not apply to him. By isolating himself from everyone, selfishly pursuing fame and fortune, he lost complete touch with his own humanity even before he became invisible. First, by isolating himself from everyone and selfishly pursuing his goal, Griffin did not question the moral soundness of his plan. He was so caught up in the idea that he alone would achieve fame and fortune; that the moral aspect of his plans simply didnt occur to him. He became obsessed with the secrecy aspect as well; he thought that he could accomplish everything without any help from others. Consequently, when he needed money for his grand scheme, Griffin stole from his father, resulting in his father taking his own life in shame. For this horrible deed, he felt no remorse, nor did he want to be troubled by funeral plans or restoring his fathers good name. He considered others as mere tools; a means to his end. His only thought was to simply get back to his beloved experiments. To him, invisibility meant invincibility and impunity to do whatever he wanted no matter what the cost to others. As a result of keeping himself from social contact and not consulting with his colleague s, he was oblivious to the insanity of his actions. In addition to isolating himself and following his own counsel; not considering his fellow man, Griffin denies the responsibility Gods Word gives each of us, that we are indeed our brothers keeper. How far down this moral decline can take someone is a clear message in The Invisible Man. The result of obedience to Gods laws should be to love our neighbor as ourselves and in doing such, we fulfill the law. Throughout the story Griffin slips so far into moral depravity that he considers disobedience of his law makes murder, even mass murder, justified! Therefore, he puts himself above Gods laws. I feel this book has made me reconsider how important it is to consult with other more experienced people when devising life-changing plans. Generally, I consider myself as someone with good moral judgment and basic common sense. However, this does not take the place of experience; which of course, comes with time. Most people, at some point in their lives, have thought of how cool it would be to have a superpower, but after reading this book I realize it might not be as wonderful as it seems. It is a good thing to dream of the possibilities that are yet to be realized; however, at the same time its imperative that we have a measuring stick for defining what is right from wrong and that measuring stick is Gods Word. Knowing this, it struck me as being very odd that Griffin never questioned his judgment or recognized that his brilliant mind was a gift from God and not to be used for his own selfish gain. There is a difference between wisdom and intelligence. Griffin relied solely on h is intellect alone, and did not balance his knowledge with the wisdom of Gods Word. Understanding this, I see the grave mistake Griffin made by trusting solely in his own intellect. Many others around him, whom he had never met, suffered due to his reckless lack of consideration. He failed to question whether or not being capable of doing something gave him the right to do it. Sometimes it is easy to forget that when we really want to do a certain thing, others may be affected by that decision. This story was a stark reminder of that fact. Griffin did not lack motivation, determination, or drive, however, lacking true wisdom, the attainment of his dreams ended in futility in spite of all his hard work. It also strikes me as very disturbing that Griffin at one point realized his folly but, he had in his own mind reached the point of no return: The more I thought it over, Kemp, the more I realized what a helpless absurdity an invisible man wasin a cold and dirty climate and a crowded civilized city. Before I made this mad experiment I had dreamt of a thousand advantagesà ¢Ã¢â€š ¬Ã‚ ¦I went over the heads of the things a man reckons desirable. No doubt invisibility made it possible to get them, but it made them impossible to enjoy them when they are got. Ambition what is the good of pride of place when you cant appear there? What is the good of a love of a woman when her name must needs be Delilah? I have no taste for politics, for the black-guardisms of fame, for philanthropy, for sport. What was I to do? And for this I had become a wrapped-up mystery, a swathed and bandaged caricature of a man! In conclusion, we are made in Gods image to be social creatures and to live by His Word. No matter how fantastic an idea may seem, it is important to seek Godly counsel and pray about decisions we make, otherwise we may end up wasting the gifts weve received. Once we start down a slippery slope, it is a whole lot harder to climb back up. Some people never do, like Griffin, and their life ends in tragedy; taking others along with them.

A Comparison of A Midsummer Nights Dream and Romeo and Juliet :: comparison compare contrast essays

Various parallels in Romeo and Juliet and A Midsummer Night's Dream tend to support the theory   that the two plays are closely related. It is the purpose of this paper to show that wherever parallels exist, the relationship is probably from A Midsummer Night's Dream to Romeo and Juliet. A close analysis of the spirit of the two plays, and of the different attitudes towards love and life that they present, leads us to the conclusion that A Midsummer   Night's Dream is the natural reaction of Shakespeare's mind from Romeo and Juliet.    It will be unnecessary in this paper to present all the evidence bearing on the dates of composition of the two plays.   There can be little doubt that the first version of Romeo and Juliet appeared about 1591.   The date of the first version of the Dream is more problematical.   The only bit of external evidence is the mention of the play in Francis Meres's2 Palladis Tamiain 1598, but the strongest bit of internal evidence-the supposed reference to the death of Robert Greene, in Act v, I, 52-3:    The thrice three Muses mourning for the death Of Learning, late deceased in beggary--       would fix the date at 1592-3.   Ã‚  Ã‚  Ã‚   Assuming, then, that the Dream was written soon, perhaps immediately, after Romeo and Juliet, let us see if a comparative study of the two plays will not support our hypothesis.    Awake the pert and nimble spirit of mirth, Turn melancholy forth to funerals       says Theseus in the first scene of the Dream, and later in the first scene of Act v:    Lovers and madmen have such seething brains, Such shaping fantasies, that apprehend More than cool reason ever comprehends. The lunatic, the lover, and the poet Are of imagination all compact       These two speeches of Theseus, to whom Shakespeare has given much of his own clear-eyed serenity and benignity, are, it seems to me, significant manifestations of the poet's own mental attitude when he

How does J.D Salinger use the character of Holden Caulfield to explore :: English Literature

How does J.D Salinger use the character of Holden Caulfield to explore the issues related to growing up? ‘The Catcher in the Rye’ was written in the late 1940’s and first published in a magazine in 1947. The novel is like a bildungsroman but only consists of two and a half days in the life of a 17 year old boy called Holden Caulfield, although he argues that the book is not about his â€Å"lousy childhood†. Holden seems to be very conscious of this and doesn’t want it to be â€Å"all that David Copperfield kind of crap†. Nevertheless the book is an insight into a young man’s mind. Salinger creates Holden Caulfield’s idiolect with all the colloquialisms and swearing, which resulted in the book being banned in many states of America. Holden is very open and does not refrain from sharing some of his views on society and the war. At the time of publishing, America was experiencing very rich, prosperous, affluent years. Hollywood was the worlds best film industry and something America was very proud of and enjoyed, â€Å"Everybody was on their way to the movies† but Holden â€Å"couldn’t stand looking at them†, this was a big dig at American society and became very controversial. Holden doesn’t hold back his political views either, â€Å"I’m sort of glad they’ve got the atomic bomb invented. If there’s another war, I’m going to sit right the hell on top of it†. Due to the contextual time of post WW2 this was deeply shocking and disturbed many people, the atomic bomb had killed millions of innocent people and thousands had relatives lost in the war. At this time America was very anti-communism but Holden hints anti-capitalist views, â€Å"Goddamn money. It always ends up making you feel blue as hell†, and he often wears a â€Å"red hunting hat† which could have easily symbolized a communist. This was also a contributing factor to the shock this gave American society. However these are just the views of a teenager and all is part of J.D Salinger exploring the confused, rebellious thoughts of someone growing up. Salinger explores the issues of growing up in many different ways. Most of them contradict themselves at some point as well, portraying the confusion and unsettled mind of an adolescence. One of these main issues is Holden’s longing to gain independence. This is seen from early on in the book and is carried on throughout. The first main example of Holden wanting to move freely with independence is when he decides he’d â€Å"get the hell out of Pency...not wait till Wednesday† when he is supposed to break up from his boarding school.

Benjamin Franklin Essay examples -- essays research papers

Benjamin Franklin Benjamin Franklin was a remarkably talented man. He started his career as a simple printer apprentice, but went far beyond the printers shop. He developed products that were far beyond the time. The Franklin stove for example, for cold winter nights and bifocal lenses for reading. Franklin tracked storm paths to help understand the wicked weather endured by the colonies. His study of electricity made him most famous for he was known around the world as the inventor of the lightning rod. Not only was Ben Franklin helpful in developing ideas for better living, he was also a strong force in developing the new nation of America. Benjamin Franklin's political views showed him to be a man who loved freedom and self-government. His views towards Britain gradually changed from favor to disfavor until he finally became a revolutionist at the age of 70. But more than just his political views help in the formation of the United States. His common sense, his whit, and his ability to negotiate behind the scenes, all lent a hand in the formation of the new country across the sea. Franklin's good humor and gift for compromise often helped prevent bitter disputes which could have stalled the formation of the new government. Interestingly, Ben Franklin, who was a chief participant in the battle for independence, â€Å"had a lot to lose by it.† (Wright 1986, page 204). He had a residence in London and was influential in England. However, his love of liberty and his desire to promote the well being of Pennsylvania pushed him toward independence for the colonies. Franklin had to wrestle with his conscience over his own private affairs. Also, since he was well respected in England, he was "the Establishment man-even if he felt now a deep unease on the basic question: What was the authority of Parliament over the American colonies?" (Wright, page 205). At first Franklin wanted the colonies to be and independent free nation under the caring and protecting umbrella of the British Empire. "He had dream...of a great British Empire, gridding the globe, based upon a commonwealth of free nations, each with its own laws, its own government and freedoms, but bound together by compact with the Crown for mutual benefit, mutual defense, and the propagation of English freedoms." (Schoenbrun 1976, p... ...ive impact favoring the colonist, it became more and more impossible for Britain to give the war its full attention. Britain needed a way out and Franklin played a key role. "Franklin was appointed in 1781 a commissioner to negoiate the peace with Britain." (Ketcham 1994, page 1). Franklin was a very good negotiator as "the North Ministry pushed through Parliament two conciliatory bills that gave the Americans everything that Franklin had demanded in his peace negoiations." (Fleming 1972, page 299). Franklin had common sense, whit, and skills that all helped bring favorable positions to the colonies against Britain. Finally, Benjamin Franklin portrays a man torn between his love of Britain and a desire for liberty for the people of the new world. His greatest hope was for Britain to be the great, caring mother country that protected a young free nation across the sea. He was each country benefiting the other. Of course, this could not happen so he made sure that the best for America would be insured through his efforts to bring France to the aid of the Colonies and to finally bring about a livable peace between Britain and America. Benjamin Franklin Essay examples -- essays research papers Benjamin Franklin Benjamin Franklin was a remarkably talented man. He started his career as a simple printer apprentice, but went far beyond the printers shop. He developed products that were far beyond the time. The Franklin stove for example, for cold winter nights and bifocal lenses for reading. Franklin tracked storm paths to help understand the wicked weather endured by the colonies. His study of electricity made him most famous for he was known around the world as the inventor of the lightning rod. Not only was Ben Franklin helpful in developing ideas for better living, he was also a strong force in developing the new nation of America. Benjamin Franklin's political views showed him to be a man who loved freedom and self-government. His views towards Britain gradually changed from favor to disfavor until he finally became a revolutionist at the age of 70. But more than just his political views help in the formation of the United States. His common sense, his whit, and his ability to negotiate behind the scenes, all lent a hand in the formation of the new country across the sea. Franklin's good humor and gift for compromise often helped prevent bitter disputes which could have stalled the formation of the new government. Interestingly, Ben Franklin, who was a chief participant in the battle for independence, â€Å"had a lot to lose by it.† (Wright 1986, page 204). He had a residence in London and was influential in England. However, his love of liberty and his desire to promote the well being of Pennsylvania pushed him toward independence for the colonies. Franklin had to wrestle with his conscience over his own private affairs. Also, since he was well respected in England, he was "the Establishment man-even if he felt now a deep unease on the basic question: What was the authority of Parliament over the American colonies?" (Wright, page 205). At first Franklin wanted the colonies to be and independent free nation under the caring and protecting umbrella of the British Empire. "He had dream...of a great British Empire, gridding the globe, based upon a commonwealth of free nations, each with its own laws, its own government and freedoms, but bound together by compact with the Crown for mutual benefit, mutual defense, and the propagation of English freedoms." (Schoenbrun 1976, p... ...ive impact favoring the colonist, it became more and more impossible for Britain to give the war its full attention. Britain needed a way out and Franklin played a key role. "Franklin was appointed in 1781 a commissioner to negoiate the peace with Britain." (Ketcham 1994, page 1). Franklin was a very good negotiator as "the North Ministry pushed through Parliament two conciliatory bills that gave the Americans everything that Franklin had demanded in his peace negoiations." (Fleming 1972, page 299). Franklin had common sense, whit, and skills that all helped bring favorable positions to the colonies against Britain. Finally, Benjamin Franklin portrays a man torn between his love of Britain and a desire for liberty for the people of the new world. His greatest hope was for Britain to be the great, caring mother country that protected a young free nation across the sea. He was each country benefiting the other. Of course, this could not happen so he made sure that the best for America would be insured through his efforts to bring France to the aid of the Colonies and to finally bring about a livable peace between Britain and America.

George Santayana Essay

George Santayana noted that those who do not remember their own history are doomed to repeat it. There is an extreme truth in the observation and leaders and nations who have not learnt from the mistakes faced ramification down the ages. It can be stated that history is a subject that acts as a reference point to the future generations and asks them to learn from the mistakes committed earlier. In this context, it is a curious notion to point out that the United States was formed from the ashes of British colonial attitudes in the America. The American citizen fought against the British rule through revolution in order to gain freedom and autonomy. The irony of history is that the US tried to set up colonies themselves in Cuba during the 40’s and 50’s only to be defeated by local revolutionary forces lead by Fidel Castro. (Kar, 1996) The French had their share of mass revolution during French revolution that should have taught them not to oppress a population beyond a certain limit. However, they took little education from this incident and oppressed the local population of Indo-Chine with severe brutality. The result was general upraise that put an end to the French control in the Asian parts. (King, 1999) Similarly, Napoleon attacked Russia during the summer hoping to capture all of Russia by the beginning of winter. He was a failure and was forced to face humiliating defeat. This should have been reference point for Adolph Hitler. He tried to follow the same path of Napoleon and faced the same result, only this time he lost the entire WWII due to this Russian campaign. (Lamb, 2004) Thus, it is clear, whenever a leader or county fails to learn from history, it is evident, there would be misery. References: Kar, P; (1996); History of United States: Colonized to Colonials; Kolkata: Dasgupta & Chatterjee King, H; (1999); Historical Principals: Communism; Auckland: HBT & Brooks Ltd Lamb, D; (2004); Cult to Culture: The Development of Civilization; Wellington: National Book Trust

Alcohol Control Peoples

An alcoholic beverage is a drink that contains ethanol. Alcoholic beverages are separated into three types: beers, wines, and spirits. Alcohol is a substance that a lot of people, mostly of age and people underage drink to â€Å"forget about their troubles or problems†. People drink because they like it when it makes them feel on cloud 9, to feel at bliss. Alcohol is just a waste of time, money and patience. Drinking alcohol only makes you feel like you're in another world, away from reality. But alcohol won't help forget those things.Yes it is good sometimes to let go and relax but that doesn't exactly mean people have to get drunk to feel relaxed. Alcohol should be banned because nothing good comes out of drinking, it causes liver damage and you say things you don't mean. Everyone knows that alcohol messes with your mind. Nothing good comes out of it because, alcohol makes you do things without thinking. For example, drinking any type of alcohol makes people not have any rec ognition of what happened during that period of time when they got intoxicated.Being intoxicated makes the alcohol control peoples movements and your brain. Alcohol should be banned because when you get a hangover, it causes a severe headache. A migraine because people were over-drinking. Alcohol is practically ethanol. It's the liquid we use to clean our cuts, for it cannot become infected. Anybody who drinks alcohol: beer, wine and/or spirits, they all contain ethanol. There is no point for people to practically drink ethanol just because they want to â€Å"relax†. It causes a severe headache, sensitivity to light, nausea, and/or vomiting.Alcohol causes liver damage. There are multiple damages that can damage a persons liver. There is a chronic disease called Cirrhosis, cirrhosis causes scaring of the liver. Alcoholic Hepatitis causes inflammation of the liver due to excessive alcohol in a body system. Alcohol damages the liver, it makes weak and poor to function. The liver is important organ in your body, it's a fluid that breaks down fats so that smaller fatter molecules can be properly digested. Drinking alcohol will damage an important organ in peoples body.The ethanol in the alcohol damages livers, there is no point of why people want to drink something that damages what they only have. Alcohol should be banned because it changes peoples body, their mental state, and their emotional state. It's foolish to drink this alcohol if people know it has bad side effects. Everybody always has something on their mind that they want to say out loud. A lot of people just do not have the courage to do so. A lot of people like to drown away their sorrows or problems by drinking. Thinking it's the only way they'd be able to say the things that they have in mind, by being drunk.And when they are drunk, they are care-free, they have so much confidence to speak what they have in mind. Alcohol should be banned because a lot of people thinks it's ok to be drunk beca use the wanna let go. They want to say what they feel, and they don't want to feel what they say. People should be able to do that out of free will. They shouldn't have to get drunk, just so they won't feel any pain when they speak their minds. Alcohol is a bad substance, nothing good comes out of it, it causes problems in your body system, and you do and/or say stuff you don't mean.Alcohol should be banned because it's idiotic, how people don't research the bad side effects from drinking alcohol. That's why people are dying because people don't listen. They don't think, what would happen if they become alcoholic. Alcoholism is a serious thing and people who are addicted to alcohol should seek treatment so they can get better. Alcohol should be banned because it cause families to suffer because of their loved ones who died of alcohol poising or too much alcohol. Alcohol is dangerous, unless you take the precautions like no driving while drinking.

Acceptance of Islamic Hire Purchase Facility

Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 CHAPTER ONE: 1. 0 INTRODUCTION OF THE STUDY INTRODUCTION The Islamic concept of Al-Ijarah Thumma al-bay’ refers to lease or hire or rent ending with purchase. It is a type of lease which concludes with option to buy back which is concludes the legal title of the leased asset and will be passed to the lessee at the end of the period.It is one of the contemporary innovative products which are design to meet the public demand at the same time, securing long term competitiveness in the financial market. AITAB comprised two contracts which are al-ijarah (leasing or renting) and followed by al-bay’ (sale) contract. Al-Ijarah: a contract whereby the lessor (Islamic bank) will rent the assets to the lessee (customer) over a certain period and at the end monthly rental amount as agreed by both parties. (Khir et al. 2008) Al-Bay’: upon completion of the rental period or upon the early settlement the lessor will then enter into the sale contract with the lessee to sell the asset at a pre-agreed selling price. (Khir et al. , 2008) Al-ijarah and al-bay’ are both categorised under the contract of exchange. The former relate to the exchange of usufruct for money, while latter involves the exchange of good for money. In AITAB the contract of al-ijarah runs separately from the contract of al-bay’. Since both contracts are executed in a sequence.A new contract AITAB can be used to describe the process of converting an Ijarah into a sale contract. (Khir et al. , 2008) AITAB is one of the contemporary innovative approaches in the Islamic hire purchase instrument which is an alternative product to conventional hire purchase. The significant difference between the two is that Islamic hire purchase is a unique contract involving a combination of two different contracts, thus involving a number of legal and shariah issues. It 1 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 calls for special rules on leasing and sale at different stages of the transactions in the light of shariah. It refers to owning the benefit of certain assets for a specific period of time, by paying an agreed sum of rental, with an agreement that the owner will transfer the rented asset to the hirer at the end of the agreed period or during the period, provided all rental payments or instalments have been made in entirety.The transfer of ownership is affected by a new and independent contract, either by giving the asset as a gift, or selling it at an agreed price. (AlZuhayli, 2002) Conventional hire-purchase, the product is considered as a loan to which interest rate and hiring charges would be applicable and in case of late payment of instalment price, interest would accumulate. But in Islamic hire-purchase, the product is considered as a mode of financing, not a loan and the product would have a profit rate and a mark-up and for late payment of instalment price, only late payment charge pre-agreed would be applicable. Billah) Based on the statements above, the researcher conduct the study among staff in Jabatan Pelajaran Negeri Kelantan to identify the most significantly criteria’s such as perception, competency among car dealers and bank officer and awareness can influence them in order to accept Islamic hire purchase facility. The result for the acceptance of Islamic hire purchase facility will be collected by distributed the questionnaire to 200 staff in Jabatan Pelajaran Negeri Kelantan.After that, the analysis will be interpreted by using the SPSS 20. 0 program. 2 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 1. 1 BACKGROUND OF COMPANY JABATAN PELAJARAN NEGERI KELANTAN ESTABLISHMENT HISTORY Jabatan Pelajaran Negeri Kelantan history start when th e director first (formerly called Penguasa Pelajaran) namely Encik Mohd Ghazali B. Mohd Ariffn designate at year 1992. He then awarded with the title Dato' Bentara Luar and work until year 1930.The office first located in building known by the name of â€Å"Pejabat Panjang†, namely a building nearby Istana Kota Lama. Then in year 1930 an on the other hand Pejabat Pelajaran move on the other hand to other building known by the name of â€Å"Pejabat Pohon Celagi† namely Kelantan State Secretary building, nearby old office building. In year 1965 the office move on the other hand to new building namely Bangunan Persekutuan that is today. From year 1922 to 18 august 1998 there are 25 people Director.They are made up 13 people noble Malay, 10 people noble English and 2 people that noble Chinese. Director Encik Saw Chee Ling had given his service for 12 years. Since colonial era until today, Jabatan Pelajaran Negeri Kelantan has been expanding rapidly him in effort increase t his quality education in accordance with Education Philosophy policy country. Today, Jabatan Pelajaran Negeri Kelantan has owned 10 sectors that include Sektor Khidmat Pengurusan dan Pembangunan, Sektor Pengurusan Sekolah, Sektor Pengurusan Akademik and Sektor Pendidikan Islam.Under this department also be established State Educational Technology Division. While at district level on the other hand was constituted ten parts of Pejabat Pendidikan Daerah namely Pejabat Pendidikan Daerah Kota Bharu, Pejabat Pendidikan Daerah Pasir Mas, Pejabat Pendidikan Daerah Tumpat, Pejabat Pendidikan Daerah Pasir Puteh, Pejabat Pendidikan Daerah Bachok, Pejabat Pendidikan Daerah Tanah Merah, Pejabat Pendidikan Daerah Machang, Pejabat Pendidikan Daerah Kuala Krai, Pejabat Pendidikan Daerah Gua Musang and Pejabat Pendidikan Daerah Jeli. Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 1. 2 PROBLEM STATEMENTS Dual banking syste m imposes by Bank Negera Malaysia affecting the demand for Islamic financial product. This situation has influenced some staff in Jabatan Pelajaran Negeri Kelantan to choose Islamic or conventional hire purchase loan for buying car. In this study, staff perception toward Islamic hire purchase facility implies whether they are really known about the AITAB operation itself.Researcher also identify common perception toward AITAB contract which is profit charge are too costly, penalty charge for late payment, accordance with syariah guideline and more Researcher also knows car dealers and bank officers also as importance key player toward acceptance of Islamic hire purchase facility. Thus, researcher also identify common problem about competency among car dealers and bank officer whether among them are lack of knowledge about Islamic financial product.Others problem that researcher identify is awareness among staff in Jabatan Pelajaran Negeri Kelantan itself whether they aware about Isl amic Hire Purchase facility or not. The common problem on awareness among staff is what Islamic Hire Purchase have compared to conventional, the existence of Islamic financial product, the modus operandi of the AITAB contract itself and more. I. 3 OBJECTIVES OF THE STUDY There are several objectives that have been developed in this research as the following:I. II. III. To examine staff perception toward Islamic hire purchase facility.To identify competency among car dealers and bank officers. To evaluate effects of awareness among staff in Jabatan Pelajaran Negeri Kelantan. In this research, researcher identifies the most contributing factor of acceptance of Islamic Hire Purchase facility among staff in Jabatan Pelajaran Negeri Kelantan is awareness. This had be proven by Pearson correlation relationship at r = 0. 837 4 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 1. 4 SCOPE OF THE STUDYThis study will f ocus on the acceptance towards Al-Ijarah Thumma Al-Bay’, Islamic hire purchase facility among staffs in Jabatan Pelajaran Negeri Kelantan. In this research, researcher had pick up about 200 staff from the population of 460 staff in Jabatan Pelajaran Negeri Kelantan as are respondents to complete the questionnaire. The respondent of this study are all staff in Jabatan Pelajaran Negeri Kelantan which are mostly involve in hire purchase facility that offered by Islamic and conventional bank. The researcher has chosen this area because of high population. 1. LIMITATIONS OF THE STUDY The first limitation is that the probability of absenteeism of the respondent due to leave or outstation since all respondents is the staff of Jabatan Pelajaran Negeri Kelantan. The second limitation is lack of knowledge. Researcher does not have experience and never been exposed in making a complete research in the university. Researchers will facing difficulties to understand the word using by the r espondent. The third limitation is uncooperative respondent. In process of gathering the information, researcher will need to collect data through the questionnaire.However, it can be difficult to gain full cooperation and commitment from the respondent and they may think that it does not give any advantage to them. Respondent also will take a very long time to answer the questionnaire and it also will make the researcher take a long time to analysis the data. Corporate constraint also can be a limitation in this study because the respondent cannot give hundred percent performances in answer the questionnaire. 5 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 1. 6 SIGNIFICANT OF STUDYTo the Manager Help the manager to identify the behaviour of his subordinates and how they react towards the acceptance of Al-Ijarah Thumma Al-Bay’ Islamic Hire Purchase Financing as their source of car financing. To the researcher It will provide better understanding and can give new knowledge to the researcher. The study will be conducted to give a clear picture on the staff’s awareness and acceptance on the AlIjarah Thumma Al-Bay’ Islamic Hire Purchase Financing. The result of the study will help the researcher to know the stuff’s perceptions towards factors that influence stuffs decisions in accepting Islamic Financing Product.To the public The data gathered in this study can help the individual to gain more knowledge about the important and benefits of accepting Al-Ijarah Thumma Al-Bay’ Islamic Hire Purchase Financing as part of their source of car financing. This study may increase the level of awareness and create acceptance among public about Al-Ijarah Thumma Al-Bay’ Islamic Hire Purchase financing as their source of car financing decisions. To others The information may be used by the financial institution to improve the services related with Islamic Car Financing product. This study may provide useful information for further research in this area of interest.The findings of this study could provide some form of empirical data for future research in this area. It could perhaps also help in the more effective implementation of Al-Ijarah Thumma Al-Bay’ Islamic Hire Purchase Financing. 6 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 To the bank There are a lot of benefits of this research to the bank. From this research, it will provide information to the bank on the real scenario. Therefore, the bank can use this information and results to improve its management, services, efficiency and etc.In fact, with this research it will help the bank to come out with new strategies and solutions to monitor its profitability and can improve its performance. Thus, the bank can also use the recommendations suggested by the researcher to improve its performance an d position. 7 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 1. 7 DEFINITION OF TERM Al-Ijarah Thumma Al-Bay’ In the context of Islamic finance, the ijarah concept is usually applicable in financing contracts such as in real property financing, vehicle financing, project financing and personal financing.There are also financing products that enable customers to lease assets from Islamic financial institutions with an option to acquire the leased assets at the end of the lease tenure based on the concept of ijarah muntahia bi al-tamlik or al-ijarah thumma al-bai (Bank Negera M. , 2010) Perception Customers’ perceptions are often identified by their level of satisfaction towards particular products or services. (Nurdianawati I. A, 2006) Competency More competent, knowledgeable employees are more likely to design processes and deliver services that conform to customer needs. (Ahmad, 2010).Awaren ess Research on bank patronage in Malaysia find that almost 100 per cents of Muslims and 75% of non-Muslims were aware of the existence of Islamic banks. Most of them wished to have a relationship with these banks if they had a complete understanding of this system. (Sudin Haron N. A. , 1994) Acceptance AITAB is a name which capture a public acceptance because it provides better features compared to conventional hire-purchase. Muslim customers, who accept and understand its operation, request it as an alternative to conventional hire-purchase. (Nurdianawati I. A, 2006) 8Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 CHAPTER TWO: 2. 0 INTRODUCTION LITERATURE REVIEW Literature review is important as references and as a guideline to the researcher in conducting research and to search the information. It also used as the supporter to the study that will be conducted. This chapter will discuss about the literat ure review which relevant to the topic of the study. The purpose is to ensure that no important variable that has in the past been found repeatedly to have had an impact on the problem is ignored. . 1 Acceptance AITAB is a name which capture a public acceptance because it provides better features compared to conventional hire-purchase. Muslim customers, who accept and understand its operation, request it as an alternative to conventional hire-purchase. They will come to an institution which they know offering such Islamic product. For example, many corporate customers come to Bank Pembangunan to purchase machinery through AITAB facility, because they know the benefits that the facility has to offer, for example, full margin of financing and lower penalty for late payment. Nurdianawati, 2006) Other finding shown AITAB also gains support from the non-Muslims. In some institutions, 60% of their customers are non-Muslims, comprising the Chinese in majority. They can see the advantage of signing up AITAB, which is 1% penalty for late payment, as compared to conventional hire-purchase which imposes 8% penalty. (Bank Negara, 1998) A survey in United Kingdom found the demand for Islamic financing will grow in future if Islamic banks pratice the correct marketing measures. In the research, five (5 %) percents of muslim in United Kingdom are loyal customers to the Islamic financial services.Majority of muslim are still comfortable with the conventional financial services, while only a quater of muslims tend to show preference for Islamic finance. (Humayon, 2004) 9 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 2. 2 Perception Nowadays, in the dual banking system that had been practice by Malaysia giving an effect to the consumer to choose either Islamic Hire Purchase or Conventional hire purchase. Mostly Muslim customers claim that there are no differences between Islamic Hire-Purchase and Con ventional Hire Purchase.Islamic banking products are available at two full pledged Islamic banks and at all commercial and merchant banks in Malaysia. However, these products are still not fully accepted by customers. According to Norafifah Ahmad and Sudin Haron (2002), at the end of 2000, total deposit at conventional banks was RM381 billion while total deposit in Islamic Financial Institution was RM31 billion. In the case of loans, RM416 billion was extended by conventional system, and RM21 billion was given by Islamic system. This results indicates that perception of Conventional System were far good than Islamic financial system.Islamic Hire purchase (AITAB) provides better features compared to conventional hirepurchase. Muslim customers, who accept and understand its operation, request it as an alternative to conventional hire-purchase. They will come to an institution which they know offering such Islamic product. Moreover AITAB also gains support from the non-Muslims. In some institutions, 60% of their customers are non-Muslims, comprising the Chinese in majority. They can see the advantage of signing up AITAB, which is 1% penalty for late payment, as compared to conventional hire-purchase which imposes 8% penalty. Nurdianawati, 2006) Perceptions of Malaysian corporate customers of Islamic banking products and services indicated that Islamic banks were not the main choice because of the lack of knowledge. More than half of the respondents (65 %) said they had limited knowledge of the Islamic banking system. This study shows that Islamic banks have not conducted enough programmes to educate people or promote their products to the public. (Norafifah Ahmad, 2002) 10 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012They showed that 63 % of Muslim respondents possess limited knowledge of IBF. They do not fully understand the operation of IBF even though Islamic banking has been establ ished in Malaysia for more than twenty years. This factor has led to low usage of Islamic banking facilities among the Muslim respondents. (Sudin Haron N. A. , 1994). A similar situation occurred in Singapore, where only 22. 6 percent of Muslims deposit money in Islamic banks solely because of religion (Gerrard, 1997) Another important indicator determining customers’ positive or negative perception is their patronage criteria towards the service provider.In one of the earliest patronage studies on Islamic banking, Erol and El-Bdour (1989) discovered that the most important criteria considered by customers in patronising Islamic banks are provision of fast and efficient services, the bank’s reputation and image, and confidentiality. Others study found that religion is not the main factor encouraging Muslims to choose Islamic banks to hold their funds. Their findings also indicate that bank customers perceived no difference between the services offered by Islamic and co nventional banks, the former being perceived as merely duplicating the latter. Erol C. K. -B. , 1990). In addition, many of muslim also doubt of shariah permissibility on the Islamic banking instrument. (Humayon, 2004) In Malaysia, customers’ positive perception towards Islamic banking is far more crucial mainly due to the fact that Islamic banks have to compete with the long established conventional banks in a dual-banking system. Since 1983, Malaysia to date has a dual banking system, whereby the Islamic banking system operates in parallel with the conventional system.The former is currently represented by 27 banking institutions, comprising nine Islamic banks and 18 conventional banking institutions (eight commercial banks, four merchant banks and six discount houses) offering Islamic banking products and services under the Islamic Banking Scheme (IBS), also known as Islamic windows. (Bank Negera, 2005) 11 Acceptance Of Islamic Hire Purchase Facility: A Case Study among st aff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 2. 3 Competency Customers also may not to choose Islamic Hire Purchase facility for their car financing due to lack of competency among car dealers and bank officers.Most car dealer claimed there is no differences between Islamic and conventional thus give impact to costumer’s decision. The misleading view of AITAB among the customers is partly contributed by the lack of experience and knowledge among bank officers in giving correct and satisfactory explanation about AITAB. Some of these bank officers do not even understand the distinction between AITAB and conventional hire-purchase. Many proclaim that both products are similar especially with regards to its documents, procedures and governance.Hence, they are unable to highlight the advantages and benefits of AITAB as compared to conventional hirepurchase. (Nurdianawati, 2006) More competent, knowledgeable employees are more likely to design processes and deliver ser vices that conform to customer needs. (Ahmad, 2010). In addition, development of appropriate employee skills and competencies is important determinant of better service quality and favorable consumer perceptions about service delivery (Chung, 2002) Furthermore, a dealer acts as a middleman between a financial institution and a customer.In Malaysian context, the customer usually approaches the dealer first for the purpose of purchasing a particular vehicle before applying hire-purchase facility from a financial institution. In fact, the customer’s choice between conventional and Islamic financing facility depends mostly on the dealer’s explanation and recommendation. Ideally, a dealer with a high Islamic conscience proposes AITAB to the customer and able to explain how the facility works, its advantages and differences from conventional facility. However, not all dealers are equipped with in-depth understanding of AITAB facility.Thus, it is expected that they would not be able to educate their customers accordingly. In reality these dealers even tend to propose conventional facility either because their understanding of AITAB is limited or they 12 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 do not want to expose their customers to an unnecessarily complicated situation. (Nurdianawati, 2006). In addition, many dealers that are lack in understanding of AITAB facility assume the facility offered by Islamic and conventional bank are totally same.They only concern with their commission for their sales. 2. 4 Awareness. Haron et al. (1994) who pioneered in the research on bank patronage in Malaysia find that almost 100 per cent of Muslims and 75% of non-Muslims were aware of the existence of Islamic banks. Most of them wished to have a relationship with these banks if they had a complete understanding of this system. In Singapore, a study by Gerrard and Cunningham (1997) rev ealed that the Singaporeans, Muslims or non-Muslims, are generally unaware of the principles of Islamic banking.Study in Humayon (2004) shown some of the muslims may not aware of the Islamic financial instrument in the financial market. Others study on Singapore by Haron, Ahmad and Planisek (1994) revealed that only 40 percent of Muslim customers consider religion as an important factor in patronizing banks. Similarly, there is general lack of awareness of Islamic banking system among Singaporean communities, be they Muslims or non-Muslims. These results suggest that Islamic banks do not need to rely on the religious factor as a strategy in attracting customers, but they should focus more on provision of quality and efficient services.One of the contributing factors to this absence of awareness among Muslims is the lack of understanding of Islamic banking. A study conducted in Singapore showed that only 20. 7 percent know the meaning of ‘Riba’ and 31 percent know the me aning of Shari’ah. The study also showed that only 3 percent can explain accurately the meaning of Ijarah, Mudarabah 13 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 and Musharakah.Surprisingly, no one could explain accurately the meaning of Murabaha (Gerrard, 1997) Rammal and Zurbruegg (2006) found that it is important for financial institution to understand the dynamism of customer segmentation, build customer relationship and address requirement and preferences of specific segments. By doing so, it will boost up customer identification and create awareness among consumers. This finding then supported by Harun et al. (1992) where there is no significant difference between Muslims and Non-Muslims in their selection criteria.Islamic banking product used different names for their product and it has cause several difficulties and misunderstanding by customers, some claimed that it is a religious prod uct that only meant for Muslims, and some just find it too difficult to learn the names therefore they stay away (Nordin, 2001). According to them again, what is actually taught to the Malaysians since their pre-school period is aqidah and understanding of Islamic principles but little emphasis is given to the mu’amalat or the daily transaction activities according to Islam.In another study of Malaysian commercial customers and their views of Islamic financial services, Haron et al. (2002) noted that 65% of the respondents admitted to having limited knowledge of Islamic banking, while at the same time indicating that they believed the concept had good potential in the Malaysian market. Bley and Kuehn (2004) found a high level of ignorance among the 300 interviewed Muslim with regard to what constitutes acceptable Islamic finance principles. He reported that the higher the religious commitment and the lower the level of general education, the stronger the preference for Islami c over conventional finance.His study also revealed that overall; students’ knowledge of conventional and Islamic finance terms and concepts was surprisingly low among students in United Arab Emirates. 14 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 CHAPTER 3: RESEARCH METHODOLOGY 3. 0 INTRODUCTION In this chapter, it will focus on the research methodology that will use in this study. In essence, research methodology will provide researcher the needed information that guides researcher to make informed decisions to successfully deal with the problems.The information gathered could be the result of the analysis of data gathered firsthand or the data that are already available. Research methodology will presents the nature of study, data sources, pilot study and reliability test, data collection and data analysis technique. 3. 1 POPULATION AND SAMPLING DESIGN According to Sekaran, (2006), population is a complete group of entities sharing some common set of characteristics. For this research the population is among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu.This research is using sampling frame; meaning is concerned with the selection of a subset of individual from within a population to estimate characteristics of the whole population. (Malhotra, 2004) in his writing define sample frame as a lists of elements from which a sample may be drawn for identifying the target population. A sampling frame is a representation of the elements of the target population. In this research, the sampling frame is the staff at Jabatan Pelajaran Negeri Kelantan. The populations taken are 200 from 460 staff. 3. 2 SAMPLE SIZE Sample is a subset, or some part, of a large population.In research, sampling is important because the researcher intend to come up with accurate and reliable findings in order to be able use for further research. The sample size for this study is the actual numb er of subjects chosen as a sample to represent the population characteristics, which is according to Sekaran, (2006). Refer to Roscoe (1975), sample size larger than 30 and less than 500 are appropriate for most research. So, the researcher decided that the sample of 200 15 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 012 respondents is appropriate to represent the population of staff in Jabatan Pelajaran Negeri Kelantan. 3. 3 SAMPLING METHOD Sampling is the process of selecting items from the population so that the sample characteristics can be generalized to the population. Sampling involves both design choice and sample size decisions (Sekaran, 2006). The idea of sampling is to select a few samples from a bigger group known as population, so that it becomes a basis for estimating or predicting a fact, situation or outcome regarding the actual number of group under study.The method used for this study is co nvenience sampling. It is the method of drawing samples that does not impose any restrictions. This is also the least reliable sampling that is cheap and convenience. 3. 3. 1 Convenience Sampling Technique Convenience sampling refers to the collection of information from members of the population who are conveniently available to provide it (Sekaran, 2006). Meanwhile, Cooper and Schindler (2006), defined convenience sampling is non-probability sampling where researchers use any readily available individuals as participants.It is the most often used during the exploratory phase of the research project and it is perhaps the best way of getting some basic information quickly and efficiently. 3. 4 METHOD OF DATA COLLECTION In this research, the data gathered parallel to the objectives of the study. The methods of data collection that the researcher used to collect the data were primary data and secondary data. 16 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 3. 4. 1 PRIMARY DATA It is the data collected for a specific purpose from original sources.Primary data been obtained by distribution of the respondents selected. The entire questionnaires are collected personally. In this research, the primary data was collected from the personally administered questionnaire. Personally Administered Questionnaire The questionnaire has been designed according to the needs of the topic study. It is to ensure that the respondents would be fully understood and answer all the questions since there is personal administered question. In designing the questionnaire’s questions, the content, structure and appearance would give an impact to the respondents’ attitude.Thus, all these things should be properly organized. In the questionnaire designs, the researcher divided it into 3 sections which include as follows: Section A – Section A comprises questions pertaining to their personal par ticulars. The first part of the questionnaire was divided into 2 areas of information. One was on the personal information and the one on others Islamic financial product. Section B – Section B focused on obtaining information on dependent variable. It is the customer selection criteria for bank. This section is designed by using a Likert Scale.The student had to circle the appropriate response with the statement from a scale of (1-5) ranging from the caption ‘strongly disagree’ to ‘strongly agree’. Through the 5 point scale, the researcher could decide to what the acceptance of Islamic Hire Purchase facility among staff In Jabatan Pelajaran Negeri Kelantan. Section C Criteria I – Criteria I focused on obtaining information on effect of perception in acceptance of Islamic Hire Purchase facility. This section also used a Likert Scale. This scale will be 5 point 17 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 012 scale wills response of the participant toward on perception towards acceptance of Islamic Hire Purchase facility among staff in Jabatan Pelajaran Negeri Kelantan. Criteria II – Criteria II focused on obtaining information on effect of competency in acceptance of Islamic Hire Purchase facility. This section also used a Likert Scale. This scale will be 5 point scale wills response of the participant toward on competency among bank officer and car dealers towards acceptance of Islamic Hire Purchase facility among staff in Jabatan Pelajaran Negeri Kelantan.Criteria III – Criteria III focused on obtaining information on effect of awareness in acceptance of Islamic Hire Purchase facility. This section also used a Likert Scale. This scale will be 5 point scale wills response of the participant toward awareness in towards acceptance of Islamic Hire Purchase facility among staff in Jabatan Pelajaran Negeri Kelantan 3. 4. 2 SECONDARY D ATA Secondary data were obtained through searching the journal which published reported of previous researchers that different in authors, perceptions and theories. The data and information are also gathered from the website. 8 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 3. 5 THEORETICAL FRAMEWORK The research model shows that the dependent variable is the acceptance of Islamic Hire Purchase facility. This dependent variable is expected to have a significant relationship with personal characteristics, perception, competency and awareness as independent variables. INDEPENDENT VARIABLES DEPENDENT VARIABLE Perception Acceptance of Islamic Hire Purchase facility Competency Awareness Figure 3. 5. 1: The Theoretical Framework of the study.RESEARCH VARIABLES Two main types of variables that are used in this research include dependent variable and independent variable. DEPENDENT VARIABLE The dependent variable that used in this study is Acceptance of Islamic Hire Purchase INDEPENDENT VARIABLE The independent variables that are used in this research are perception, competency and awareness. 19 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 3. 6 HYPOTHESIS Hypothesis 1 (Perception) Ho: There is no significant relationship between acceptance of Islamic hire purchase acility among staff in Jabatan Pelajaran Negeri Kelantan and perception. H1: There is significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and perception. Hypothesis 2 (Competency) Ho: There is no significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and competency. H1: There is significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and c ompetency.Hypothesis 3 (Awareness) Ho: There is no significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and awareness. H1: There is significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and awareness. 3. 7 DATA ANALYSIS AND ADMINISTRATION Data analysis is a procedure to analyze data or information that obtains during the research. In order to achieve the research objective, the data that been obtained from the respondent must answered or fulfill the expectations.In this research, the researcher wants to measure which is the most significant criteria in acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan. 20 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 The procedure of the analysis that used is by using the SPSS 20. 0 s oftware application. All the data from the questionnaire that answered by the respondents had been analyze using this software. The process of entailing earrangement, breaching down, reduction and separation of data into as many as needed to determine their nature, relative important, functions and interrelationships. In completing this study, it will includes some basis data analysis including reliability analysis, frequency analysis, correlation analysis and multiple regression by using SPSS 20. 0 program. 3. 7. 1 RELIABILITY ANALYSIS According to Sekaran (2006), the reliability of a measure is established by testing for both consistency and stability.Consistency indicates how well the items measuring a concept hang together as a set. The reliability will ensure to test the data. Reliability is an attest to the consistency and stability of the measure instrument. The reliability of a measure indicates the extent to which it is without bias (error free) and hence ensures consistent measure across time and across the various items in the instrument. The most commonly reliability test that has used is Cronbach’s Alpha. The Cronbach’s Alpha can be interpreted as a correlation coefficient and it range in value from 0 to 1. 3. 7. FREQUENCY ANALYSIS According to Cooper and Schindler (2006), frequency distribution is ordered array of all values for a variable. In order to analyze the whole information of research question based on respondent’s profile information of the respondents such as gender, marital status, level of income and age. Frequency distribution is also simply reports the number of the responses that each questions received. It is the simplest way of determining the empirical distributions of the variables. The frequency distribution is a display of the frequency occurrence of each score value.The frequency distribution can be display is many form such as tabular and graphical form. In this study, the frequency distribution had be en measure the questionnaire in section A that it is about respondent’s profile such as gender, age, race, 21 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 religion, level of education, marital status, salary, sector and had been used any Islamic financial product. 3. 7. 3 PEARSON’S CORRELATION ANALYSIS The other name of Pearson’s coefficient of correlation is Pearson Correlation Matrix.The coefficient of correlation is used to determine the magnitude, direction and significant level of relationship between dependent and independent variables. As a descriptive technique, it is very powerful since this method indicates whether variables share is something in common with each other. 3. 7. 4 MULTIPLE REGRESSIONS The multiple regressions describe the strength of the linear relationship between two variables when one is considered the independent variable and the other is the dependent var iable (Cooper and Schindler, 2006).Regression is a powerful tool for summarizing the nature of the relationship between variables and for making predictions of likely values of the dependent variables. Regression analysis aids in understanding how much of the variance in the dependent variable may be explained by a set of predictors. For regression coefficient, estimates, model fit and R squared change are chosen in this study. 22 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 CHAPTER FOUR: ANALYSIS AND FINDINGS 4. 0 INTRODUCTIONIn this chapter, the researcher will identify the questionnaires response rate from the respondents. After collecting the data, now the researcher able to analyze and interpret it using the SPSS 20 software. Techniques using in interpreting data is by using reliability analysis, frequency analysis, correlation analysis and multiple regression in SPSS programs. These steps are impor tant to see the relationship between the variables and to know the variables are significant or not. 4. 1 FREQUENCIES ANALYSIS A frequency analysis shows the frequency of occurrence of each score value of the research data.The objective is to obtain a count of number of responses associated with different values of the variable. This analysis is appropriate and suitable to analyze the question in Section A which is respondents profile such as gender, race, religion, level of education, maritial status, age, salary, sector, used others Islamic finance product. TABLE 4. 1. 1 Frequency of Section A- Demographics’ profile Statistics GENDER AGE RACE RELIGION LEVEL EDUCATION MARITIAL STATUS SALARY SECTOR OTHERS ISLAMIC FINANCIAL PRODUCT Valid N Missing Mean Median Mode Std. Deviation Variance Skewness Std.Error of Skewness Minimum Maximum 0 1. 58 2. 00 2 . 496 . 246 -. 306 . 172 1 2 0 2. 44 2. 00 2 . 889 . 790 . 068 . 172 1 4 0 1. 05 1. 00 1 . 240 . 058 5. 207 . 172 1 3 0 1. 05 1. 00 1 . 208 . 043 4. 423 . 172 1 2 0 2. 71 3. 00 4 1. 215 1. 475 . 006 . 172 1 5 0 1. 83 2. 00 2 . 419 . 175 -1. 081 . 172 1 3 0 3. 09 3. 00 3 1. 206 1. 455 . 616 . 172 1 6 0 3. 59 3. 00 1 2. 617 6. 847 . 872 . 172 1 10 0 3. 05 3. 00 5 1. 583 2. 506 -. 021 . 172 1 5 200 200 200 200 200 200 200 200 200 23 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012Profile (n=200) Gender Male Female Age 21 – 30 years 31 – 40 years 41 – 50 years 51 years and above Race Malay Chinese Indian Religion Islam Buddha Level Education SPM STPM Diploma Bachelor Degree Maritial Status Single Married Others Salary RM 1000 and Below RM1001 – RM2000 RM2001 – RM3000 RM3001 – RM4000 RM4001 – RM5000 RM5001 and Above Sector Sektor Khidmat Pengurusan & Pembangunan Sektor Pengurusan Sekolah Sektor Pengurusan Akedemik Sektor Pengurusan & Pembangunan Sektor Pendidikan Islam Sektor Penilaian & Pep eriksaan Sektor Jaminan Kualiti Sektor Psikologi & Kaunseling Sektor ICT Other Islamic Financial Product Islamic Vehicle Financing Islamic House Financing Islamic Personal Financing Islamic Credit Card Takaful Frequency Percent Valid percent 42. 5 57. 5 15. 0 38. 5 34. 5 12. 0 95. 5 4. 0 0. 5 95. 5 4. 5 21. 0 25. 5 19. 5 30. 0 4. 0 19. 0 79. 5 1. 5 4. 5 32. 0 33. 0 15. 5 11. 0 4. 0 30. 0 14. 5 16. 0 5. 0 10. 0 13. 0 2. 5 6. 5 2. 5 25. 5 17. 0 14. 0 14. 5 29. 0 Cumulative percent 42. 5 100. 0 15. 0 53. 5 88. 0 100. 0 95. 5 99. 5 100. 0 95. 5 100. 0 21. 0 46. 5 66. 0 96. 0 100. 0 19. 0 98. 5 100. 0 4. 5 36. 69. 5 85. 0 96. 0 100. 0 30. 0 44. 5 60. 5 65. 5 75. 5 88. 5 91. 0 97. 5 100. 0 25. 5 42. 5 56. 5 71. 0 100. 0 85 115 30 77 69 24 191 8 1 191 9 42 51 39 60 8 38 159 3 9 64 66 31 22 8 60 29 32 10 20 26 5 13 5 51 34 28 29 58 42. 5 57. 5 15. 0 38. 5 34. 5 12. 0 95. 5 4. 0 0. 5 95. 5 4. 5 21. 0 25. 5 19. 5 30. 0 4. 0 19. 0 79. 5 1. 5 4. 5 32. 0 33. 0 15. 5 11. 0 4. 0 30. 0 14. 5 16. 0 5. 0 10. 0 13. 0 2. 5 6. 5 2. 5 25. 5 17. 0 14. 0 14. 5 29. 0 24 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 Table 4. 2. 1 provides an exploration of the sample for the investigation.The total number of respondents was 200 and the demographic profile of the respondents is shown in table. Among the demographic profile of respondents discussed are gender, age, race, religion, level education, maritial status, salary, sector and used others islamic financial product. Respondents were 42. 5% from male group and 57. 5% of female group. From the race‘s profile, 95. 5% of the respondents are malay, 4. 0% of the respondents are chinese and 0. 5% respondents are indian. Besides that, percentages of the religion profile, 95. 5% of the respondent are Islam and followed by 4. 5% respondent are buddha. Meanwhile, in terms of level education, 21. % of the respondents are SPM, 25. 5% of STPM, 19. 5% of Diploma, 30. 0% of Bachelor and 4. 0% of Master. The majority of respondents are married which indicated 79. 5%, 19. 0% are single and followed by others 1. 5%. Reviewing on the age‘s profile, 15. 0% of respondents were in the ages between 21 – 30 years old, 38. 5% were between 31 – 40 years old, 34. 5% were the age of 41 – 50 years old and 12. 0% the age of 51 years old above. From the salary’s profile, 4. 5% of respondents were below RM 1000, 32. 0% were between RM1001 – RM2000, 33. 0% were between RM2001 – RM 3000, 15. 5% were between RM 3001 – RM 4000, 11. 0% were between RM 4001 – RM 5000 and 4. % were RM 5001 and above. Reviewing on the sector‘s profile, 30. 0% of respondents were in the Sektor Khidmat Pengurusan & Pembangunan, 14. 5% were in Sektor Pengurusan Sekolah, 16. 0% were in Sektor Pengurusan Akedemik, 5. 0% were in Sektor Pengurusan Pembangunan Kemanusiaan, 10. 0% were in Sektor Pendidikan Islam, 13. 0% were in Sektor Penilaian dan 25 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 Peperiksaan, 5. 0% were in Sektor Jaminan Kualiti, 6. 5% were in Sektor Psikologi & Kaunseling and 2. 5% were in Sektor ICT. Meanwhile, in terms of used others islamic financial product, 25. % of respondent were in islamic vehicle financing, 17. 0% were in islamic house financing, 14. 0% were in islamic personal financing, 14. 5% were in islamic credit card and 29. 0% were in takaful. 26 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 4. 2 ANALYSIS OF RELIABILITY The important of the reliability of a measure is to determine the stability and consistency the questions that are distributed to the respondents. This reliability is to test the goodness of the data. Cronbach’s alpha is most common used to measure the reliability. The closer Cronbach’ s alpha is to 1, is the better.In almost every case, Cronbach’s alpha is an adequate test of internal consistency reliability. In this study, the results of reliability test are shown in the table that had separate according to each of the variables. Reliability of measure is established by testing for both consistency and stability. RELIABILITY Less than 0. 6 Range 0. 7 Over 0. 8 RANGES Poor Acceptable Good Source: Sekaran (2006) Alpha Coefficient Ranges ; 0. 6 0. 6 to ; 0. 7 0. 7 to ; 0. 8 0. 8 to ; 0. 9 0. 9 Strength of Association Poor Moderate Good Very Good Excellent Table 4. 2. 1: Ranges of Reliability 27 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 012 Reliability Analysis done when questions from all variables were well structured and can be understands by respondents. It happened and because the Cronbach’s Alpha for all variables higher than 0. 6. It means respondents answered the ques tions without bias, with consistent and stable. The closer Alpha value is to 1, the higher the internal consistency reliability. The results of all variables Reliability Analysis were shown in table below: TABLE 4. 2. 2: Reliability Output for section B – Acceptance of Islamic Hire Purchase facility Reliability Statistics Cronbach's Cronbach's N of Alpha Alpha Based Items on Standardized Items . 952 . 952 7Item-Total Statistics Scale Mean if Scale Corrected Item Deleted Variance if Item-Total Item Deleted Correlation AC : AITAB is the best choice for vehicle financing AC : Recommed AITAB contract to others AC : Will Use again AITAB contract AC : AITAB is suitable with financial planning AC : As muslim, no choice expect AITAB contract AC : Willing to switch to AITAB AC : Understanding make accepting for AITAB 23. 89 23. 92 23. 94 23. 89 23. 98 23. 92 23. 85 25. 526 25. 566 25. 619 25. 606 25. 517 26. 279 25. 860 . 871 . 864 . 852 . 844 . 853 . 742 . 829 Squared Multiple Correl ation . 803 . 795 . 812 . 806 . 744 . 591 . 730 Cronbach's Alpha if Item Deleted . 942 . 942 . 943 . 944 . 943 . 952 . 945 Based on the reliability statistics table, the Cronbach’s alpha for the 6 items show the reliability of 0. 952 which mean that this dependent variable is reliable. The result is excellent because according to Sekaran (2010), 0. 9 is excellent. 28Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 TABLE 4. 2. 3: Reliability Output for section C – Perception Reliability Statistics Cronbach's Cronbach's N of Alpha Alpha Based Items on Standardized Items . 892 . 893 6 Scale Mean if Item Deleted PR : Known about AITAB PR : AITAB different from convensional hire purchase PR : Accordance with syariah guideline PR : Good alternative to acquire assets PR : 1% penalty charge for late payment is suitable PR : Use AITAB as first choice 19. 56 19. 34 19. 24 19. 33 19. 42 19. 10 Item-Total Statistics Scale Corrected Variance if Item-Total Item Deleted Correlation 14. 570 14. 778 14. 77 16. 421 14. 788 15. 413 . 724 . 783 . 768 . 637 . 681 . 694 Squared Multiple Correlation . 615 . 716 . 689 . 426 . 550 . 574 Cronbach's Alpha if Item Deleted . 872 . 862 . 865 . 885 . 880 . 876 Based on the reliability statistics table, the Cronbach’s alpha for the 6 items of perception show the reliability of 0. 892 which mean that this independent variable is reliable. The result is a very good because according to Sekaran (2010), 0. 8 to 0. 9 is very good. 29 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 TABLE 4. 2. 4: Reliability Output for section C – CompetencyReliability Statistics Cronbach's Cronbach's N of Alpha Alpha Based Items on Standardized Items . 859 . 861 5 Item-Total Statistics Scale Mean if Scale Corrected Item Deleted Variance if Item-Total Item Deleted Correlation CM : Car d ealers inform no different between AITAB and conventional hire purchase CM : Car dealers lack of information and knowladge about AITAB CM : Car dealers only thinking their sales bonus CM : Bank officer respect your dicision to use AITAB contract CM : Bank officer give good respond on request use AITAB Squared Multiple Correlation Cronbach's Alpha if Item Deleted 15. 13 9. 983 .728 .628 .815 15. 14 10. 218 .671 .579 .831 14. 87 9. 846 .721 .548 .818 14. 93 11. 497 .645 .725 .838 14. 93 11. 597 .631 .727 .841Based on the reliability statistics table, the Cronbach’s alpha for the 5 of competency show the reliability of 0. 859 which mean that this dependent variable is reliable. The result is a very good because according to Sekaran (2010), 0. 8 to 0. 9 is very good. 30 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 TABLE 4. 2. 5: Reliability Output for section C – Awareness Reliability Statistic s Cronbach's Cronbach's N of Alpha Alpha Based Items on Standardized Items . 897 . 900 6 Scale Mean if Item Deleted AW : Know existance of islamic banking AW : Know AITAB is one of islamic finance product AW : AITAB is replace for onventional hire purchase AW : Know about 1% charge if late payment AW : Know about AITAB had been use by non muslim AW : Know about last payment in AITAB is for payment buying asset 18. 80 19. 07 Item-Total Statistics Scale Corrected Variance if Item-Total Item Deleted Correlation 17. 347 16. 538 . 660 . 753 Squared Multiple Correlation . 535 . 695 Cronbach's Alpha if Item Deleted . 888 . 875 19. 20 19. 19 19. 19 17. 005 15. 592 15. 361 .756 . 734 . 745 .656 . 592 . 629 .876 . 878 . 876 19. 38 16. 085 .714 .585 .881 Based on the reliability statistics table, the Cronbach’s alpha for the 6 items of awareness show the reliability of 0. 897 which mean that this independent variable is reliable. The result is a very good because according to Sekaran (2 010), 0. 8 to 0. 9 is very good. 31Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 4. 3 CORRELATION COEFFICIENTS Correlation analysis is used for explained whether there is an existence of association and the strength of the relationship between the independent variables (perception, competency, and awareness) towards the dependent variable (acceptance of islamic hire purchase facility). Sekaran (2006) suggested that it would be appropriated to use Pearson Correlation Matrix where it is the first issues to determine is whether the correlation coefficient is statistically significant or not significant.The rules of thumb have been proposed to characterize the strength of the association between variables, based on the absolute size of the correlation coefficient. Correlation between Are said to be 0. 8 and 1. 0 Very Strong 0. 6 and 0. 8 Strong 0. 4 and 0. 6 Moderate 0. 2 and 0. 4 Weak 0 and 0. 2 Very Weak Ta ble 4. 3. 1: Rule of Thumb of Correlation Coefficient Size 32 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 Correlations Mean Of Perception 1 Mean Of Acceptance . 789** . 000 200 1 200 Pearson Correlation Mean Of Perception Sig. (1-tailed) N 200 Pearson Correlation . 789** Mean Of Sig. (1-tailed) . 00 Acceptance N 200 **. Correlation is significant at the 0. 01 level (1-tailed). Table 4. 3. 2 : Pearson Correlation Coefficient between Mean Perception and Mean Acceptance Correlation analysis is conducted to test the relationship between selection decision and service quality. The result of Pearson Correlation tests showed that there is a strong significant relationship (0. 789) between these two variables. The one-tailed significance test is p ; 0. 000 showing that the outcome of the test is not by chance, and therefore can be confidently accepted or trusted, therefore reject the null hypothesis. r(200) = 0 . 789, p ; 0. 0001, one-tailed 33Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 Correlations Mean Of Competency Mean Of Competency Pearson Correlation Sig. (1-tailed) N Pearson Correlation Sig. (1-tailed) N 1 200 . 724** . 000 200 Mean Of Acceptance . 724** . 000 200 1 200 Mean Of Acceptance **. Correlation is significant at the 0. 01 level (1-tailed). Table 4. 3. 3 : Pearson Correlation Coefficient between Mean Competency and Mean Acceptance Correlation analysis is conducted to test the relationship between competency and acceptance. The result of Pearson Correlation tests showed that there is a strong significant relationship (0. 24) between these two variables. The one-tailed significance test is p=0. 000 showing that the outcome of the test is not by chance, and therefore can be confidently accepted or trusted, therefore reject the null hypothesis. r(200) = 0. 724, p;0. 0001, one-tailed 34 Acceptance O f Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 Correlations Mean Of Awareness Pearson 1 Correlation Mean Of Sig. (1-tailed) Awareness N 200 Pearson . 837** Correlation Mean Of Sig. (1-tailed) . 000 Acceptance N 200 **. Correlation is significant at the 0. 01 level (1-tailed). Mean Of Acceptance . 837** . 000 200 1 200 Table 4. 3. : Pearson Correlation Coefficient between Mean Awareness and Mean Acceptance Correlation analysis is conducted to test the relationship between awareness and acceptance. The result of Pearson Correlation tests showed that there is a very strong significant relationship (0. 837) between these two variables. The one-tailed significance test is p=0. 000 showing that the outcome of the test is not by chance, and therefore can be confidently accepted or trusted, therefore reject the null hypothesis. r(200) = 0. 837 , p;0. 0001, one-tailed 35 Acceptance Of Islamic Hire Purchase Facility: A Case Stu dy among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 4. 4 REGRESSION ANALYSIS Regression is another technique for measuring the linear association between dependent and independent variables.It become as a subsequent after the correlation coefficient measure. Although regression and correlation are closely related, regression assumes the dependent variable is predicatively linked to the independent variable. The result of the Regression analysis were shown as below. Table 4. 4. 1 : Regressions – Model Summary Model Summaryb R Square Adjusted R Square . 753 . 750 Model 1 R . 868a Std. Error of the Estimate . 421 a. Predictors: (Constant), Mean Of Awareness, Mean Of Competency, Mean Of Perception b. Dependent Variable: Mean Of Acceptance 4. 4. 2: ANOVA ANOVAa Model Regression Residual Total Sum of Squares 106. 215 34. 781 140. 996 df 3 196 199 Mean Square 35. 405 . 177 F 199. 518 Sig. .000b 1 a.Dependent Variable: Mean Of Acceptance b. Predictors: (Constant), Me an Of Awareness, Mean Of Competency, Mean Of Perception 36 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 Table 4. 4. 3 : Coefficient Coefficientsa Unstandardized Standardized Coefficients Coefficients B Std. Beta Error . 161 . 162 . 229 . 218 . 496 Model t Sig. Collinearity Statistics Tolerance VIF (Constant) Mean Of . 251 . 072 Perception 1 Mean Of . 229 . 055 Competency Mean Of . 522 . 069 Awareness a. Dependent Variable: Mean Of Acceptance .997 3. 502 4. 195 7. 535 .320 . 001 . 000 . 000 . 294 . 466 . 291 3. 406 2. 144 3. 437Regression analysis were employed to test the influence of three important variable of interest namely perception, competency and awareness. The r-square statistics in the model of summary is 0. 753 or 75. 3%. This implies that 75. 3% of the variation or changes in the dependent variable i. e. acceptance of Islamic hire purchase facility can be attributed to the three independent v ariables; however the remaining 24. 7% is not known and need further investigation. The significance level produced by the ANOVA table showed that the p value is less than 0. 05 implying that the model is valid and the result of the relationship is not by chance. Therefore we reject the null hypothesis.Finally, researcher found that the three independent variables, perception, competency and awareness have provided enough evidence to influence the acceptance of Islamic hire purchase facility. 37 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 4. 5 HYPOTHESIS TESTING Insignificant = Accept Null Hypothesis (Ho) / Reject Alternate Hypothesis (H1) Significant = Accept Alternate Hypothesis (H1) / Reject Null Hypothesis (Ho) P ; 0. 05 P ; 0. 05 After made several analyses to all variables for this study, all hypotheses should be discussed to determine its relevancy and whether it is supported or not. For this stu dy, Pearson Correlation Analysis was used to assess the relationship between independent and dependent variable.Hypothesis 1 (Perception) Ho: There is no significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and perception. H1: There is significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and perception. The result from Pearson correlation shows perception significantly has positive correlated to acceptance at the relationship (r =0. 789). Thus, significant relationship exists and the H1 accepted and reject the H0. Hypothesis 2 (Competency) Ho: There is no significant relationship between acceptance of Islamic hire purchase acility among staff in Jabatan Pelajaran Negeri Kelantan and competency. H1: There is significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and c ompetency. The result from Pearson correlation shows competency significantly has positive correlated to acceptance of Islamic hire purchase facility at the relationship (r =0. 724). Thus, significant relationship exists and the H1 accepted and reject the H0. 38 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 Hypothesis 3 (Awareness) Ho: There is no significant relationship between acceptance of Islamic hire purchase acility among staff in Jabatan Pelajaran Negeri Kelantan and awareness. H1: There is significant relationship between acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan and awareness. The result from Pearson correlation shows awareness significantly has positive correlated to acceptance of Islamic hire purchase facility at the relationship (r =0. 837). Thus, significant relationship exists and the H1 accepted and reject the H0. 39 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 CHAPTER FIVE: CONCLUSION AND RECOMMENDATION 5. 0 INTRODUCTIONThis chapter discusses the major findings of this study and to identify whether the finding met with the result conducted. Besides that, the researcher also gives some suggestions and ideas from the result. 5. 1 CONCLUSION In this research, hypothesis was initially tested by using the correlation coefficient to determine its significant level. From the analysis, the results indicated that all the three independent variables in the hypotheses were found to be significant at the 0. 01 level of significant at the (1 tailed). In order to substantiate the hypotheses, the multiple regression analysis was further analyzed. The R-square (R2) value of the model indicates 75. 3% of the variations explained the all independent variable whereas the remaining 24. % cannot be explained and needed further exploration in terms of other concepts which were not included in the study. As a conclusion, all the independent variables have relationship based on the correlation analysis. Awareness was the most factors determinant acceptance of Islamic hire purchase facility among staff in Jabatan Pelajaran Negeri Kelantan followed by perception and competency. 40 Acceptance Of Islamic Hire Purchase Facility: A Case Study among staff In Jabatan Pelajaran Negeri Kelantan, Kota Bharu 2012 5. 2 RECOMMENDATIONS Based on the findings result, the researcher has provided some of the recommendations for this study in order to overcome the problem faced.First of all, this research was successfully done to know the relationships between those independents and dependent variable. Perception Provide Islamic Hire Purchase facility (AITAB) information. Information about Islamic Hire Purchase facility should be easy to find by everybody because majority workers can effort to buy a car. Thus, information should be easily access by consume r in order to get a clear view about Islamic hire purchase facility. For example, Bank Negera Malaysia through website, information about Islamic Hire Purchase facility can be downloaded by anyone. Competency Training the staff Customer is