Healthcare System in Cuba

8) Sources †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 16 ) HISTORY Modern Western medication has been rehearsed in Cuba by officially trainedâ doctorsâ since at any rate the start of the nineteenth century and the principal careful facility was set up in 1823. Cuba has had numerous world class specialists, including Carlos Finlay, whose mosquito-based hypothesis ofâ yellow feverâ transmission was given its last verification under the bearing of Walter Reed, James Carroll, and Aristides Agramonte. During the time of U. S nearness (1898â€1902) yellow fever was basically disposed of because of the endeavors of Clara Maassâ and specialist Jesse W. Lazear.In 1976, Cuba's human services program was cherished in Article 50 of the revised Cuban constitutionâ which states â€Å"Everyone has the option to wellbeing assurance and care. The state ensures this privilege by giving free clinical and emergency clinic care by methods for the establishments of the country clinical assistance arrange, polyclinics, emergency clinics, protection and particular treatment habitats; by giving free dental consideration; by advancing the wellbeing exposure crusades, wellbeing training, customary clinical assessments, general inoculations and different measures to forestall the episode of disease.All the populace coordinates in these exercises and plans through the social and mass associations. Cuba's PCP to understanding proportion developed altogether in the last 50% of the twentieth century, from 9. 2 specialists for each 10,000 occupants in 1958, to 58. 2 for every 10,000 out of 1999. During the 1960s the administration actualized a program of nearly universalâ vaccinations. This killed numerous infectious ailments includingâ polioâ andâ rubella, however a few ailments expanded during the time of financial difficulty of the 1990s, such asâ tuberculosis,â hepatitisâ andâ chicken pox.Other crusades incorporated a program to diminish the newborn child death rate in 1970 coordinated at maternal and pre-birth care. 1. POST-SOVIET UNION The loss of Soviet appropriations acquired starvation to Cuba the mid 1990s. In 2007, Cuba declared that it has attempted automating and making national systems in Blood Banks, Nephrology and Medical Images. Cuba is the second nation on the planet with such an item, just went before by France.Cuba is setting up a Computerized Health Register, Hospital Management System, Primary Health Care, Academic Affairs, Medical Genetic Projects, Neurosciences, and Educational Software. The point is to keep up quality wellbeing administration free for the Cuban individuals, increment trade among specialists and lift research-advancement ventures. A significant connection in wiring process is to ensure access to Cuba's Data Transmission Network and Health Website (INFOMED) to all units and l aborers of the national wellbeing ystem. 2) PRESENT | |WHO health insights for Cuba | |[Source: WHO nation page on Cuba] | |Life anticipation during childbirth m/f: |76. 0/80. (a long time) | |Healthy future during childbirth m/f: |67. 1/69. 5 (years) | |Child mortality m/f: |8/7 (per 1000) | |Adult mortality m/f: |131/85 (per 1000) | |Total wellbeing use per capita: |$251 | |Total wellbeing use asâ % of GDP: |7. 3 | Rank |Countries | |Statistic |Date of | |surveyed | |Information | |125 |167 |HIV/AIDS grown-up pervasiveness rate |0. 10% |2003 est. | |162 |175 |Fertility rate |1. 66 (youngsters/lady) |2006. | |153 |224 |Birth rate |11. 9 (births/1,000 populace) |2006 est. | |168 |226 |Infant death rate |6. 04 (passings/1,000 live births) |2006. | |129 |224 |Death rate |6. 33 (passings/1,000 populace) |2005. | |37 |225 |Life anticipation during childbirth |77. 23 (years) |2006. est | |17 |99 |Suicide rate |18. 3 for every 100,000 individuals for each year |1996. | 3) COMPARI SON OF PRE-AND POST-REVOLUTIONARY INDICES |Cuba: Public wellbeing 1950-2005 | |â |Years | 1. Wellbeing INDICATORS AND ISSUES Cuba started a food apportioning program in 1962 to ensure all residents a low-valued container of essential foods.As of 2007, the legislature was spending about $1 billion yearly to sponsor the food proportion. The proportion would cost about $50 at a normal market in the United States, however the Cuban resident pays just $1. 20 for it. The proportion incorporates rice, vegetables, potatoes, bread, eggs, and a limited quantity of meat. It gives around 30 to 70 percent of the 3,300 kilocalories that the normal Cuban expends every day. The individuals get the remainder of their food from government stores (Tiendas), free market stores and cooperatives, bargain, their own nurseries, and the dark market.According to the Pan American Health Organization, every day caloric admission per individual in different spots in 2003 were as per the following (unit is kil ocalories): Cuba, 3,286; America, 3,205; Latin America and the Caribbean, 2,875; Latin Caribbean nations, 2,593; United States, 3,754. The table beneath shows the general reality of transmittable illnesses, non-transferable maladies (e. g. , coronary illness and malignant growth) and wounds, in different pieces of the world. Information is from the World Health Organization and is for year 2004. Dispersion of long periods of life lost by cause (%) | |Place |Communicable |Non-transferable |Injuries | |Cuba |9 |75 |16 | |World |51 |34 |14 | |High pay nations |8 |77 |15 | |United States |9 |73 |18 | |Low pay nations |68 |21 |10 | |Source: World Health Organization. World Health Statistics 2009, Table 2, â€Å"Cause-explicit | |mortality and morbidity†. | Like the remainder of the Cuban economy, various reports have indicated that Cuban clinical consideration has since quite a while ago experienced serious material deficiencies brought about by the US ban. The completion of S oviet appropriations in the mid 1990s has additionally influenced it. Whileâ preventive clinical care,â diagnostic testsâ andâ medicationâ for hospitalized patients are free, a few parts of medicinal services are paid for by the patient.Items which are paid by patients who can manage the cost of it are: drugs recommended on anâ outpatientâ basis, hearing,â dental, andâ orthopedicâ processes,â wheelchairsâ andâ crutches. At the point when a patient can get these things at state stores, costs will in general be low as these things are sponsored by the state. For patients on a low-salary, these things are for nothing out of pocket. 2. SEXUAL HEALTH †¢ According to the UNAIDS report of 2003 there were an expected 3,300 Cubans living with HIV/AIDS (approx 0. 05% of the populace). In the mid-1980s, when little was thought about the infection, Cuba mandatorily tried a huge number of its residents for HIV. The individuals who tried positive were taken toLos Cocos and were not permitted to leave. The approach drew analysis from the United Nationsâ and was suspended during the 1990s. Since 1996 Cuba started the creation of genericâ anti-retroviralâ drugs decreasing the expenses to well beneath that of creating nations. This has been made conceivable through the generous government endowments to treatment. †¢ In 2003 Cuba had the most minimal HIV predominance in the Americas and one of the least on the planet. The UNAIDS reported that HIV disease rates for Cuba were 0. 1%, and for different nations in the Caribbean between 1 †4%. Training in Cuba concerning issues of HIV disease and AIDS is executed by the Cuban National Center for Sex Education. Concurring to Avert, an international AIDS charity, â€Å"Cuba’s plague stays by a long shot the littlest in the Caribbean. †Ã‚ They include anyway that †¦ new HIV diseases are on the ascent, and Cuba’s preventive measures show up not to stay up with conditions that favor the spread of HIV, including enlarging pay disparities and a developing sex industry. Simultaneously, Cuba’s anticipation of mother-to-kid transmission program remains profoundly successful. Every single pregnant lady are tried for HIV, and those testing positive get antiretroviral drugs. †¢ as of late on account of the ascent inâ prostitutionâ due to tourism, STDs have expanded. 3. 3 EMBARGODuring the 90s the ongoing United States ban against Cubaâ caused issues because of limitations on the fare of prescriptions from the US to Cuba. In 1992 the US ban was made progressively tough with the section of the Cuban Democracy Actâ resulting in all U. S. auxiliary exchange, remembering exchange for food and meds, being disallowed. The enactment didn't express that Cuba can't buy prescriptions from U. S. organizations or their outside auxiliaries; in any case, such permit demands have been routinely denied. In 1995 the Inter-American Commis sion on Human Rightsâ of the Organization of American States educated the U. S. Government that such exercises abuse universal law and has mentioned that the U. S. ake quick strides to exclude medication from the ban. The Lancetâ and the British Medical Journalâ also censured the ban during the 90s. A 1997 report arranged by Oxfam America and the Washington Office on Latin America, Myths And Facts About The U. S. Ban On Medicine And Medical Supplies, presumed that the ban constrained Cuba to utilize a greater amount of its restricted assets on clinical imports, both in light of the fact that hardware and medications from remote auxiliaries of U. S. firms or from non-U. S. sources will in general be more costly and on the grounds that transportation costs are more prominent. The Democracy Act of 1992 further exacerbated the issues in Cuba's clinical framework. It precluded outside auxiliaries of U. S. orporations from offering to Cuba, in this way further constraining Cu ba's entrance to medication and hardware, and raising costs. Moreover, the demonstration restricts ships that moor in Cuban ports from mooring in U. S. ports for a half year. This radically confines transportation, and builds delivering cost some 30%. 3. 4 MEDICAL STAFF IN CUBA According to the World Health Organization, Cuba gives a specialist to each 170 inhabitants, and has the second most noteworthy docto

Workplace bullying in the big organization - MyAssignmenthelp.com

Question: Talk about the Workplace harassing in the large association. Answer: Presentation In this report,workplacebullyingandotherharassmentcaseshas been talked about. With the ramified monetary changes and complex business structure in worldwide associations, representatives are confronting work environment tormenting and other badgering cases in their working. In this report, JB Hi-Fi Company has been thought about which has worked its business in Australia and different nations too. Present depiction of the association JB Hi-Fi Company predominantly works its business in Australia and New Zealand and having in excess of 124 units around the world. The fundamental headquarter of organization is in Australia. The JB Hi-Fi Company as of now representatives more than7.81K individuals in its business activity. In this association, the executives has kept up solid workers arrangements and systems for working compelling authoritative culture. In any case, representatives have confronted working environment tormenting and other provocation while working in this organization. Work environment tormenting strategies is required to execute in JB Hi-Fi Company with the goal that organization could keep up powerful business working for the advancement of the association (JB HI-FI, 2017). Normal for executing new work environment tormenting strategies Organization should have compelling work environment harassing arrangements which will apply to all representatives including CEO, the executives and other staff individuals from organization. This strategy contains proclamation about the result of disregarding and announcing, exploring and measures rules and guidelines for workers. This new work environment tormenting approaches additionally contains rules and guidelines of against segregation and hostile to badgering strategies. In any case, JB Hi-Fi Company has wanted to incorporate these working environment tormenting arrangements in its HR strategies to lessen the intricacy and issues of business. The primary sound behind planning and actualizing work environment tormenting polices in JB Hi-Fi Company is identified with its expanding business intricacy and overseeing representatives issues in productive way. In the event that JB Hi-Fi Company could change its current association business approaches according to the laborers pay act, against segregation and hostile to provocation strategies (Hutchinson and Eveline, 2010). Examine, survey, and assess HR writing to help the Workplace tormenting polices and rules With the ramified monetary change and complex business structure, different representatives have been confronting issues of working environment harassing in association. Work environment tormenting and other badgering in the business working is the basic issues which every single association has been confronting. Work environment tormenting and other badgering incorporates a few demonstrations, for example, verbal unfavorable remarks, negative physical contacts and mortifying different representatives. Be that as it may, so as to control these sorts of acts in association, organization could execute appropriate working environment harassing strategies and rules. These work environment tormenting arrangements and rules ought to be the significant part while defining the HR approaches and rules in an association. JB Hi-Fi Company has utilized these work environment harassing strategies and rules to lessen the contentions and issues between representatives. It is seen that in JB Hi-Fi C ompany, workers have confronted issues, for the most part identified with hostile censorious remarks from one another. In the event that recently confined Workplace tormenting polices is executed in business, at that point it could assist the executives with curbing these sorts of exercises and cases in compelling way. The HR strategies and authoritative culture is the key column for checking this sort of work environment tormenting cases in an association. It is discovered that in association representatives confronting these issues may discover hard to whine against it to HR office because of less compelling work environment tormenting arrangements. In this manner, HR arrangements of specific organization ought to incorporate these work place harassing strategies in decided methodology (Hershcovis et al., 2015). In Workplace tormenting, human asset the board division in association assumes a significant job. On the off chance that all the representatives enjoyed human asset office , puts forth attempts to actualize appropriate work environment tormenting polices in associations then it will decrease the work environment harassing cases and negative effect of working environment condition on representatives. It is viewed as that in the event that administration office needs to oversee individuals in the association, at that point organization should concentrate on giving preparing with the goal that the individual can get information about the work. What's more, legitimate inspiration to representatives towards the better results of the association will likewise lessen the instances of work environment harassing polices. In the event that they have the information, at that point they can work in a powerful way and put forth a valiant effort (Etienne, 2014). It is seen that usage of working environment harassing strategies in an association could be more reinforce in the wake of putting in new progressed digital figuring ventures assets arranging. This progressed digital processing endeavors assets arranging helps in growing new complaints entrance in the business. This complaints entry is the most grounded column in actualizing working environment tormenting polices in JB Hi-Fi Company. It is viewed as that if organization could utilize appropriate degree of complaints entry joined by the online digital registering framework then it will make simple for the workers to determine their inquiries and issues in successful way. This complaints entrance would be incredible assistance in actualizing Workplace tormenting polices in association. It is seen that in JB Hi-Fi Company, representatives have confronted issues identified with deprecatory remarks from the administration office and different workers (Farr-Wharton, et al., 2017). In the greater part of the cases, extreme hierarchical arrangements and setting high targets additionally goes under the working environment harassing cases. Subsequently, this complaints entryway set up will build the general adequacy of the settling questions and issues of representatives. The HR the executives division centers around foundation of nexus between workers development with the hierarchical turn of events. This must be done subsequent to actualizing appropriate HR arrangements and Workplace tormenting polices in decided methodology. This complaints entry and setting new office for representatives inquiries set up under the Workplace tormenting polices might be acceptable assistance for the improvement of the association. In any case, the executives division with the aids of HR the executives office could direct gatherings and classes to distinguish the issues and cases identified with working environment tormenting cases in organization. This will help in executing representatives situated hierarchical strategies and expanding the working viability of the representatives (Etienne, 2014). These working environment harassing approaches centers around lessening the ne gative conduct of worker and make sound hierarchical culture. In the event that these approaches are actualized, at that point it won't just increment the general efficiency of the association yet in addition increment the general result of the business. JB Hi-Fi Company through its legitimate inspiration program has roused its representatives towards the better results of the association which will in the long run decrease the instances of Workplace tormenting polices in the working industry process. Be that as it may, setting norms and positive hierarchical culture where workers are kept allowed to put their focuses before the board division. Issues in execution of work environment tormenting arrangements In the wake of assessing the yearly report and hierarchical culture of the JB Hi-Fi Company, it is viewed as that representatives of JB Hi-fi Company are progressively unbending and may discover troublesome while adhering to these new principles and guidelines. It is seen that this working environment tormenting approaches could be executed in JB Hi-Fi Company simply in the wake of putting in new progressed digital processing undertakings assets arranging. It is seen that in the event that workers in organization are commanded or mortified by others in association, at that point they could utilize just dashboard component to raise their questions and issues. Another issue in usage of work environment harassing strategies is lumbering procedure of HR the executives to embrace these approaches and systems for the improvement of association. It is seen that working environment tormenting arrangements must contain all the subtleties and outcomes of not agreeing to the encircled standards and guideline. In the beginning, representatives may confront a few challenges while usage of working environment harassing approaches. In any case, legitimate reconnaissance and inward control program of HR the board division will build the adequacy of the execution of work environment tormenting approaches. In any case, these recently usage of working environment tormenting strategies may likewise change the current business working and reduction the general results of the business. It is seen that representatives may discover hard to adjust with the adjustments in association (Campbell, 2015). Aside from that, recently propelled working environment tormenting strategies will expect organization to introduce digital registering ventures assets arranging in its worth chain exercises. This digital figuring undertakings assets arranging will set up mechanization in filling gripes and evaluating the authoritative condition in successful way (Lewis, Megicks and Jones, 2017). This will lessen the cynicism in business and elevate representatives to follow corporate arrangements in viable way. The principle issue which organization could confront is identified with inflexible conduct of representatives towards tolerating the new working environment harassing approaches in association. Likewise, JB Hi-Fi Company is having corporate administration arrangements and followed all the corporate social duties strategies in decided methodology (ORourke Antioch, 2016). These strategies have permitted organization to make representatives situated hierarchical culture. In any case, numerous individuals have confronted issues, for example, censorious behavio

How to Write an Argumentative Paper

How to Write an Argumentative PaperIf you are trying to learn how to write an argumentative paper, you should consider joining a college or university. A good argumentative paper is almost impossible to write when you are inexperienced.Argumentative papers will help your students to better understand issues and situations that they may not have experience with. It also helps them to gain better perspectives on a particular topic or situation. In this way, argumentative papers may aid in forming students' viewpoints.The reason you need a professor or other instructor to give you feedback on your essay is so that they can check your composition for errors. There may be grammatical mistakes, spelling errors, or even just bad ideas that you might not have considered before. You may have some of these things in your writing or you may have omitted them from your paper.Writing a persuasive essay is an important element in college and university education. It's usually the best way to becom e a well-respected, respected academic. Unfortunately, students sometimes do not take the time to develop this talent. However, if you want to learn how to write an argumentative paper, then you should consider taking a college writing classes.When you are writing your own essay, you will find that it can be much easier to compose. You will also find that your student can take their time to formulate a great argument. This method can save you from having to rewrite entire parts of your essay.Before you start to look for classes, you should first see if there are any state or local requirements. The easiest way to find out what those requirements are is to contact your state's government office. These offices are in charge of setting up such requirements and they also keep track of how many students are enrolled in your state.It is important to note that you should never be afraid to write an essay. Many people think that writing essays is difficult or that they should not do it at a ll. You may find that writing essays is a lot easier than you thought.You will learn about grammar as you are writing an essay, but you will also find that the formal essay requires nothing but your own skills. To write an argumentative essay, you will find that there are techniques that you can use to improve your written work. You should also keep in mind that you should only pay for classes that are accredited by a college or university. If you get your essay approved, you will find that you are saving yourself a lot of money.

Police Subculture And Corruption Within Law Enforcement

Abstract This paper will be discussing police corruption, what it means and reasons it happens. Also exploring the police subculture, what it means, why it exists and if it contributes to corruption by law enforcement. Police subculture and corruption defined. A subculture is a group of people that generally share attitudes, views, rules, principles, beliefs, ways of living, and behaviors that differs in one or more ways from the culture. Law enforcement has a very distinct police subculture that has ideas and values considered distinct from amid many working in law enforcement. Corruption happens when people use their position or granted powers to obtain a personal benefit. Police corruption occurs the same way only it can also be for the departments advance or for the officer’s personal profit. Law enforcement code of ethics The law enforcement code of ethics is composed of three important parts. First, law enforcement officers swear an oath promising to apply the law regardless of the race, gender, economic class, or identity of the lawbreaker. Secondly, police officers must swear to follow the law themselves. Thirdly, law enforcement officers must understand that they are to set an example of high moral standards, typically past that of the citizens they serve and protect. Since, police officers are technically never off duty this high standard does not stop when their shift is over. Is police subculture good or bad? Almost all public service jobs have aShow MoreRelatedThe Law Enforcement System And The Criminal Justice System Essay1657 Words   |  7 PagesThe Law enforcement system is one of the major components within the Criminal Justice System. 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Axe Taking the Youth of the Nation By Surprise Essay

Axe, has taken the youth of the nation by surprise, and more specifically the males. Axe is a brand of male grooming products that are marketed toward young males. So one would wonder what the problem with that is. Well, of course good hygiene and fresh scents are important to the youth of United State, but at what extent should one go to market that. Axe advertisements have gone so far to even promote the idea that there products help young males attract women. Axe body spray’s ad slogan â€Å"How Dirty Boys Get Clean†, truly has many people wondering what the meaning behind it is. Women in general are objectified and are at the expense of sexism in these ads. This theme was created by Bartle Bogle Hegarty, an advertisement marketer it†¦show more content†¦The crude humor and double entendre the commercial unveils is just obscene for the prime time television market. 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The Documentary Kings Park - 1191 Words

The documentary, Kings Park, that was viewed in class was a disturbing film that follows Lucy Winer on her journey back to rediscover and analyze her time spent at the Kings Park Psychiatric Hospital. I found the film to be alarming as well as eye opening. I thought it shed light on many of the issues that have plagued the mental healthcare system in America for decades. The mistreatment of the patients and the flaws in the diagnosis systems were very prevalent. Specifically, I found her first meeting with the two workers to be interesting, and her visit with her old physiatrist to be heart-wrenching. Additionally, the cruel treatment both mentally and physically of the patients at Kings Park was particularly concerning. I believe that many of the former patients’ stories allude to major issues in the American mental healthcare system. Overall, the Kings Park documentary provided and eye opening look into the institutionalization of the mentally ill. I believe that the fir st meeting at the diner between the two former workers at Kings Park and Lucy Winer delineates many of the issues with mental healthcare. The two men were supposed to be providing care to over a thousand patients, yet it did not seem as if they knew much about mental health. When Lucy was describing her suicide attempts, the one main replied with, â€Å"Oh you must have had really low self esteem or something†. This naive statement by the former worker is concerning, for this may mean that he didn’t trulyShow MoreRelatedEssay on Civil Rights Activist Rosa Parks555 Words   |  3 Pages Civil rights activist Rosa Parks was born on February 4, 1913, in Tuskegee, Alabama. At the age of two she moved to her grandparents farm in Pine Level, Alabama with her mother and younger brother, Sylvester. At the age of 11 she enrolled in the Montgomery Industrial School for Girls, a private school founded by liberal-minded women from the northern United States. 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Benefits on Job Satisfaction-Free-Samples-Myassignmentshelp.com

Question: Discuss about the Impact of Compensation and Benefits on Job Satisfaction and Employee Retention. Answer: Background Compensation is the best tool for improving the enhancing the employee motivation and commitment towards the organizational goals and objectives. It is an evident fact that the employees are the main resources of an organization through which companies are able to survive in tough competitive advantages (Popoola and Ayeni, 2007). But recent studies have highlighted that the compensation is recommended mostly for executives while ignoring the employees or the subordinates. The impact of compensation is evident upon the aspects of job satisfaction and employee retention as the sense of hard work and determination to meet organizational objectives could be achieved among employees (Sinclair, 2002). Thus, the issues related to employee dissatisfaction and core reason behind the lack of human capital in organizations could be evaluated through the concept of compensation and its benefits as well. Scope of the research The scope of the research related to the impact of compensation and its benefits in relation to acquiring satisfaction and employee retention could be stated in terms of evaluating the needs that remain unattended so far. But it is realized that in the last few decades the face ways in which the organizational scenario has changed and due to the increasing competition the employee retention has become one of the burning issues (Smith Smith, 2007). Thus, the scope of this study is to evaluate the chances of employee retention and job satisfaction as well. On the other hand, another scope is to understand the required measures in relation to increasing job satisfaction and retention through compensation among employees. Aim of the study The aim of this study is to provide a clear insight regarding the practices of an organization in relation to ensure job satisfaction and employee retention through compensation. Along with this, it also manifests the association between compensation and job satisfaction in the industrial scenario (Chhabra, 2001). Thus, the study would be conducting the evaluation of all the relevant aspect in order to justify the concept. Significance of the study The study is significant as it attempted in explaining the aspects that remain untouched from quite a long time. But this study would be concentrating upon the evaluation of how employees especially subordinates are devoid of compensation as it has been believed that executives are the main source of organizational performances and also awarded with compensation while the subordinates are the main carrier of performances. Thus, the significance of the study could be realized in terms of highlighting the importance of employee compensation and how it influences employee retention and job satisfaction. Research problem and research gap The compensation has a great influence on job satisfaction and employee retention, as these aspects are interrelated to each other. On the other hand, compensation has the influence upon productivity and job performance as well, as employees in an organization can be motivated through providing good compensation (E.Deepa Dr.S.Kuppusamy, 2011). The research problem could be stated in terms of poor compensation or lack of proper compensation to the employees instead of good organisational performance and organizations in the contemporary business scenario is concentrating more on executive compensation rather than the employees working under that executive. Apart from this, the subordinates are the base of organisational performance as they work hard and help the entire organisation to meet its objectives and very few studies have been conducted in relation to highlight this part of the managerial issues so far (Makena Muguongo, 2015). Thus, this study would help in evaluating the imp ortance of compensation and its benefits for employees or subordinates which can ensure quality performance and increased productivity as well. In this regard, the research gaps could be stated in terms of the concentration of the previous researches on one part of the organization that is the executives. Many previous types of research have manifested the benefits of compensation in relation to the executives and how it has helped in enhancing organizational performances (M.O, Oluwaseun, 2014). But the main research gap shows that not only executives but compensation to employees could evidently increase organizational productivity and possibilities of employee retention as well. Research question The research questions are significant in the research study as it would help in conducting the research in a right direction and with relevant information. Thus, the research questions are stated in the following manner. What is the significance of compensation in an organization?What is the association between compensation and job satisfaction and employee retention? How could employee retention be ensured through providing compensation? What are the benefits of compensation in delivering job satisfaction to employees? Objective of the study The objective of the study could be stated in the following manner. To assess the significance of compensation in an organization.To discuss the ways in which compensation is related to employee satisfaction and retention. To state the aspects that help in ensuring employee retention through compensation.To evaluate the benefits of compensation in an organization. Literature review Compensation plays the most important and vital role in the organizational setting and in accordance with the four Ms that involve men, material, machines and money, men have been considered as the most important part of organizational development and retaining and maintaining the required amount of human capital is also significant to conduct business activities in an effective manner (Adler Ghiselli, 2015). In order to state the role or importance of compensation in an organization it could be asserted that the primary aim of compensation is to enhance the motivation f the existing employees and to execute quality performances in this regard. Thus, the significance could be stated in the following manner. To enhance the commitment level of the existing employees and extracting quality performance from them. To retain the services of the employees the for longer period of time and utilize most of the part of their corporate dedication. To deliver a sense of trust and worthiness to the employees over executive compensation. On the other hand, compensation also plays an important role in the context of attracting new talents and makes them retain for a longer period of time (Ahrne Brunsson, 2010). Thus, compensation and its related practices could ensure the increase in organizational productivity, quality and efficiency among employees, while, it is also important in motivating the employees who are observed to be demotivated due to extreme organizational pressure (Terera Ngirande, 2014). Thus, compensation is important for job satisfaction and employee retention with the organization. Similarly, high job satisfaction among employees will promote high-end job satisfaction among employees that work in the subordinated groups and other employees (Bhattacharyya, 2015). Thus, it is realized that delivering a handsome amount of compensation would increase job satisfaction as employees are getting paid for their hard work and commitment. Therefore, the association between compensation and job satisfaction could be evaluated through expectancy theory. In accordance with the expectancy theory, the aspects of motivation could be defined in terms of valence, instrumentality and expectancy. On the other hand, the compensation system in the organisational scenario helps in ensuring employee motivation and it has been realised that with relevant reward system the employees manifest a change in behaviours as a result of compensation and rewards for their performed works. The employee job satisfaction directly could be related to the aspects of compensation that involves pay, int eraction with supervisors, positive words from the supervisor and so on (Biddle Emmett, 2013). In accordance with the expectancy theory, each and every employee inculcates few expectation at the time of joining a job. This theory has also recommended the definition of compensation in terms of a set of tangible and intangible assets which employees get in the form of monetary expenses. Thus, there is an evident relationship between compensation and job satisfaction along with employee retention (Mishra Farooqi, 2013). Two reasons behind it could be realised such as the importance of money in order to fulfil ones needs and secondly, the managements concern regarding the employees. As employee expect to have a systematic pay in each organisation, it is quite evident that fulfilment of the desired pay and other treatments delivered by the management would obviously result in satisfaction. Thus, the increasing organisational settings and the demand of talented employees have compelled the organisations in adopting relevant pay programmes and compensation system (Gelard Rezaei, 2016). Apart from this, employees always wanted to be getting paid in order to satisfy their self-esteem and personal needs as well. Therefore, the importance of compensation relies upon the type and work nature of the industry in which employees are usually performing. If an employee is being rewarded with relevant salaries in the industry it is quite evident that the employee would retain for a longer time in the same working place as all his or her for a longer time. Some of the disadvantages in this regard are that if an employee does not retain for a longer time, the employers have to carry a cost of recruiting and in this period the productivity of the organisation may decrease (Giancola, 2010). Thus, it is quite evident that the compensation has the severe influence upon the employee retention. Along with such aspect, it is quite evident that compensation does have certain benefits which also satisfy the employees and make them retain their present job for a longer period of time (Makena Muguongo, 2015). The compensation delivered to the employees normally addresses social security, and no financial benefits to the employees that include disability payment, day care, and retirement benefits and tuition reimbursement and so on. Therefore, the particular reason behind job dissatisfaction and lack of proper talent in the organisations have been realised in terms of ignorance of employee performances while highlighting the executive performance and contribution (Khan et al. 2011). Apart from this, the subordinates are the base of organisational performance as they work hard and help the entire organisation to meet its objectives and very few studies have been conducted in relation to highlight this part of the managerial issues so far. It is being observed in the past several y ears that management and board of directors have focused on executive compensation in order to enhance employee performances and productivity in an organisation. But, due to the traditional thinking of management employee dissatisfaction and change of job have been recorded among the employees or the subordinates. Thus, the organisations and managements have shifted its concentration upon the well being of the employees as well as they are at the core of organisational performances and quality of services. With a concluding note, it could be asserted that the compensation mainly works as the driving force for relevant working capital (Krukoff, 2006). It is also evident that is employees are compensated in a well-structured manner that eventually contributes to developing job satisfaction in the contemporary organisations. Thus, practices should be adopted by the organisations in terms of revised pay of the employees in relation to compensation. Hence, it could be stated that the con cept and aspect of compensation would help in ensuring consumer retention and job satisfaction. Methodology The methodology part is an essential aspect in the context of a research proposal as it depicts the relevant and required techniques and methods in relation to accomplish the research work and accumulate data in this regard. With the incorporation of positivism philosophy in relation the study and to evaluate and accumulate data for explaining the impact and benefits of compensation upon the aspects of employee retention and job satisfaction positivism philosophy would help in assessing the data depending upon the practical ground (Fletcher, 2016). On the other hand, the descriptive design of the study would also help in evaluating the factors in a more systematic manner. Therefore, both primary and secondary data would be used in this regard as the both the manners of data collection could ensure reliability and validity in the context of the study. Under the primary data, two types of data collections could be ensured such as quantitative and qualitative data collection. In the qua ntitative data collection, the data will be gathers from the employee perspective and the qualitative data will be derived from the managerial perspectives. Thus, a set of survey questionnaire would be prepared by the researcher in order to gather information from the employees and record their perspectives regarding compensation and its benefits (Jha, 2008). The questionnaire would be prepared in accordance with the Likert scale and would be surveyed in the survey money. 120 samples of employees would be interviewed and surveyed with multiple choice questions in an ethical manner. On the other hand, in the case of the qualitative data collection, the researcher would be conducting a face to face interview in order to accumulate information regarding the research topic from the managers of some industries (Usman Danush, 2010). The sample of 10 managers from five different industries would be taken for assessing and realizing the impact of compensation in the respective industries. Here, the main variables are compensation, job satisfaction, and employee retention, and benefits. Along with this, in the case of secondary data five scholarly journals could be included in order to accumulate empirical information presented by previous researchers. Thus, it could be realized that the respective and mentioned methodology would be able to accumulate valid and reliable data from the selected respondents and deliver relevant and acute implication to the topic of the research. Conclusion In conclusion, it could be stated that a little amount of research has been done in the context of evaluating and explaining the impact of compensation on job satisfaction and employee retention. It is being observed in the above explanation that compensation has a great impact on the employee retention and satisfaction towards their jobs. In accordance with the expectancy theory, the aspects of motivation could be defined in terms of valence, instrumentality and expectancy which explain the effectiveness of expectancy theory. The impact of compensation is evident upon the aspects of job satisfaction and employee retention as the sense of hard work and determination to meet organizational objectives could be achieved among employees. The aim of this research has been realized in terms of evaluating the impact of compensation and its benefits for employees in the organizational settings. Therefore, the association between compensation and job satisfaction could be evaluated through ex pectancy theory. Thus, through involving both qualitative and quantitative data collection in order to collect reliable and valid implications could be developed. On the other hand, in a case of secondary data, a detailed evaluation of the scholarly sources could be stated in order to generate empirical information. Thus, it could be concluded that compensation has the severe influence upon the aspects of job satisfaction and employee retention irrespective of any industry. References Adler, H., Ghiselli, R. (2015). The Importance of Compensation and Benefits on University Students Perceptions of Organizations as Potential Employers.Journal Of Management And Strategy,6(1). https://dx.doi.org/10.5430/jms.v6n1p1 Ahrne, G., Brunsson, N. (2010). Organization outside organizations: the significance of partial organization.Organization,18(1), 83-104. https://dx.doi.org/10.1177/1350508410376256 Bhattacharyya, D. (2015). Compensation and Benefits Program a Mediating Variable for Talent Retention.Compensation Benefits Review,47(2), 75-80. https://dx.doi.org/10.1177/0886368715584481 Biddle, J., Emmett, R. (2013).Research in the history of economic thought and methodology. Chhabra, T. N. (2001). Human Resource Management, Concepts and Issues, 2nd Revised Ed., Delhi: Dhanpat Rai Co. (P) Ltd. view of Economic Studies 71, 514-534. E.Deepa, E., Dr.S.Kuppusamy, D. (2011). Impact of Performance Appraisal System on Job Satisfaction, Employee Engagement, Organizational Citizenship Behavior and Productivity.Indian Journal Of Applied Research,4(2), 4-6. https://dx.doi.org/10.15373/2249555x/feb2014/55 Fletcher, A. (2016). Applying critical realism in qualitative research: methodology meets method.International Journal Of Social Research Methodology,20(2), 181-194. https://dx.doi.org/10.1080/13645579.2016.1144401 Gelard, P., Rezaei, S. (2016). The Relationship between Job Motivation, Compensation Satisfaction and Job Satisfaction in Employees of Tax Administration A Case Study in Tehran.Asian Social Science,12(2), 165. https://dx.doi.org/10.5539/ass.v12n2p165 Giancola, F. (2010). Examining the Job Itself as a Source of Employee Motivation.Compensation Benefits Review,43(1), 23-29. https://dx.doi.org/10.1177/0886368710390493 Jha, N. (2008).Research methodology. Chandigarh [India]: Abhishek Publications. Khan, R., Aslam, H., Lodhi, I. (2011). Compensation Management: A strategic conduit towards achieving employee retention and Job Satisfaction in Banking Sector of Pakistan.International Journal Of Human Resource Studies,1(1), 89. https://dx.doi.org/10.5296/ijhrs.v1i1.809 Krukoff, D. (2006).Compensation. Saskatoon, Sask.: Thistledown Press. M.O, O., Oluwaseun, Y. (2014). An Assessment of the impact of Compensation Plan on workers Performance of selected Quoted Food and Beverages Manufacturing Companies in Nigeria.IOSR Journal Of Business And Management,16(7), 05-12. https://dx.doi.org/10.9790/487x-16710512 Makena Muguongo, M. (2015). Effects of Compensation on Job Satisfaction Among Secondary School Teachers in Maara Sub - County of Tharaka Nithi County, Kenya.Journal Of Human Resource Management,3(6), 47. https://dx.doi.org/10.11648/j.jhrm.20150306.11 Makena Muguongo, M. (2015). Effects of Compensation on Job Satisfaction Among Secondary School Teachers in Maara Sub - County of Tharaka Nithi County, Kenya.Journal Of Human Resource Management,3(6), 47. https://dx.doi.org/10.11648/j.jhrm.20150306.11 Mishra, G., Farooqi, R. (2013). Exploring Employee Satisfaction With Performance Management and the Challenges Faced in Context of IT Industry.Compensation Benefits Review,45(6), 329-339. https://dx.doi.org/10.1177/0886368714525016 Popoola, S. O., Ayeni, C. O., (2007) Work Motivation, Job Satisfaction, and Organisational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. Library Philosophy and Practice. Sinclair, M. 2002. Planning Education in and after Emergencies. Paris: UNESCO, IIEP. Smith, A. Smith, E. (2007). The Role of Training in the Development of Human Resource Management in Australian Organisations, Human Resource Development International, Vol. 10 No.3, pp.263-79. Terera, S., Ngirande, H. (2014). The Impact of Rewards on Job Satisfaction and Employee Retention.Mediterranean Journal Of Social Sciences. https://dx.doi.org/10.5901/mjss.2014.v5n1p481 Usman, A., Danush, R. (2010). Work spirituality in Banking Managers and its impact on Job Satisfaction.International Business Research,3(2). https://dx.doi.org/10.5539/ibr.v3n2p65