Theoretical review in optical materials used in Concentrating Dissertation

Theoretical review in optical materials used in Concentrating Photovoltanic (CPV) Technology - Dissertation Example Photovoltaic cells have been widely in use for the production of electricity from solar energy. However, they have high production costs because of which the cost of photovoltaic electricity is high, causing difficulties in their widespread use and market penetration (Swanson, 2000). One approach through which this drawback can be minimized is the use of solar concentrators that can increase solar irradiation per unit area of the solar cells, thereby resulting in increased electricity production per unit area of the receiver (Abdul-Rahman & Wang, 2010). Apart from increasing the electricity efficiency of the photovoltaic solar cells, the use of solar concentrators can also help in decreasing the area required for a given amount of output. Concentrating photovoltaic (CPV) technology uses optical components as solar concentrators. This technology is economically advantageous as it helps in decreasing the cost of solar electricity by using optical material that is less expensive than ph otovoltaic cells, resulting in the need for lesser number of solar cells for the same electrical output. Thus, in simpler words, the goal of CPV technology is to â€Å"reduce the cost of electricity generated by replacing expensive PV converter area with less expensive optical material† (Swanson, 2003, p. 449). ... ectric Fresnel lenses, other types of solar concentrators include dish concentrators, compound parabolic concentrators, and reflectors (Brogren, 2004). As the present study aims at modeling optical parameters for optimum collection of concentrated solar radiation for photovoltaic devices, this theoretical review will focus on the different types of optical materials used in CPV technology. Apart from providing a brief overview of the types of solar concentrators, their optics, and the types of optical materials used, this review will also elaborate the optical and physical properties of optical materials, especially glass and polymeric materials such as poly (methyl methacrylate) (PMMA), which are relevant to the present study. 2.2. Solar Concentrators & Their Types Solar concentrators are of various types depending on the type of optics employed, the concentration ratio, the number of axes for tracking the sun, etc. Fig. 2.2. Schematic representation of solar concentrator, radiation intercepted by the aperture area, A1, falls on the receiver area, A2 (Brogren, 2004, p. 41). The figure 2.2 above shows the diagrammatic representation of a solar concentrator that concentrates solar radiation spread over a wider aperture area, A1, over a smaller receiver area, A2. 2.2.1. Concentration Ratio The geometric concentration ratio of a given concentrating system is the ratio of the concentrator aperture area and area over which the radiation is concentrated. It is given by the following equation: Cg = A1/A2, where, Cg = geometric concentration ratio, A1 = â€Å"aperture area of concentrator†, and A2= â€Å"area onto which the radiation is concentrated† (Brogren, 2004). For solar concentrators, the geometric concentration ratio is defined as â€Å"the area of the primary lens or

Islam, Judaism And Christianity Essay Example | Topics and Well Written Essays - 1000 words

Islam, Judaism And Christianity - Essay Example Judaism not only can but does stand on its own. Judaism’s core beliefs in the Old Testaments are shared with Christianity. The two religions even believe in a messiah. The difference is Judaism rejects Jesus of Nazareth as that messiah, whereas Jesus is the long awaited savior in the Christian religion. The question becomes does one believe Jesus is the long awaited messiah? Christians believe so, normally without doubt. Judaism rejects that belief. Christianity has changed the world in the past two hundred years. America and most countries in the West have Christian leaders. This has influenced historical events. Cold War propaganda touted communist wanted to take over the world and get rid of religion all together. The evolution of anti-war movements and negotiations can be taken from Jesus’ teachings of peace. Instead of the Old Testament’s ‘eye for an eye’ like Judaism calls for, the death penalty has been rescinded in many countries and in parts of the United States. Finally, with the decadence of the past two hundred years, a messiah that forgives everything is quite appealing. It is more popular than Judaism’s demand that Biblical law be obeyed. Other events have been interpreted through Christian views in the past two hundred years. One example is the Holocaust.

Good Deed report Essay Example | Topics and Well Written Essays - 500 words

Good Deed report - Essay Example The supervisor approved the commendation and agreed to send it the next day; furthermore, he added a $300 bonus for Roseanne’s actions and a commendation for her trainer. The supervisor is pleased with Roseanne’s handling of the concerns of the customer, which shows her training and personal work ethics, so he includes a bonus for her and a commendation for her trainer. He describes the work of customer representatives as sensitive emotional labor. He emphasizes the importance of bonuses in financially compensating excellent workplace actions. This bonus shows that the company values exemplary employee attitudes and behaviors. In Roseanne’s case, it is impressive that after only two weeks in the job, she shows remarkable dexterity in handling complex cases and infuriated customers. The supervisor further commends her trainer, who is also happy with Roseanne’s performance. The trainer uses Roseanne as an example for new trainees. Customer service agents are at the forefront of serving and making customers happy. If they do something right, they get a commendation and positive performance review. But if they go beyond their duties and excel in doing so, they deserve a bonus. Hence, the supervisor approved the request and positively reinforced commendable workplace behaviors. Employees, who go above and beyond the call of duty, have to be properly commended to reinforce their good behavior. Reinforcement studies in the workplace suggest the importance of timing positive rewards in sustaining and spreading positive behaviors. On 25 September 2012, Roseanne Blythe, a customer service and sales agent, was about to end her shift when an irate customer called in. She did not only restore a disgruntled customer’s faith in the company, she also increased revenues, when that customer opened twenty accounts amounting to $5,000 every month. Hence, I recommend for her to get a public commendation for the positive performance

Specialty Equipment Market Association Case Study

Specialty Equipment Market Association - Case Study Example In illustrating the problem, there are certain recommendations provided regarding how the break on taxes can be successfully implemented along with the providing a cost analysis of the recommended solutions. Specialty Equipment Market Association (SEMA) is one of the leading trade associations related to the car market, which was established in the year 1963. Generally, SEMA deals in the market in exchange (buying and selling) of old or antique cars along with modifying their machines. Furthermore, this dealing is particularly observed in the automotive aftermarket and it targets high income earning community (SEMA, 2012). Automotive aftermarket can be defined as the market segment where the old and antique cars are brought together for buying and selling after modifying and remanufacturing with upgraded technology. Contextually, the automotive aftermarket is also known as the secondary market (Automotive Industry Association of Canada, 2003). Antique/collector vehicles are those cars which are extinct in nature in terms of market presence with possessing unique features, designs and are generally available in a single piece in the entire market. In the developing world, it is observed t hat there is a demand for antique cars from high-class society in order to fulfil their hobbies. The problem that has been identified in purchasing or keeping antique or collector cars is paying off excess or extra taxes to the government as compared to other new cars’ taxes. Considering the particular problem, the paper aims to present a measure to the federal, state government stating that the government should provide the break on imposed taxes to the owners who have kept or bought antique cars from the automotive aftermarket. After identifying the problem, it can be analyzed with the help of a strategic analysis tool i.e. SWOT analysis to recognize the key aspects related to the problem. This is because it will help to provide a positive support to the recommended measure while presenting it to the federal government.  Ã‚     

Women Leadership in Africa Essay Example | Topics and Well Written Essays - 250 words

Women Leadership in Africa - Essay Example Competent women leaders are required for good functioning of African governments. For instance, the civil wars that have devastated the continent for decades are based on tribal rivalry. Most leaders in current African governments have been elected into power through such tribal associations. This makes them support ethnic divisions that have continued to trouble the continent. The African continent is also suffering from an unequal distribution of resources. Although the continent is endowed with resources such as oil and other precious minerals, the continent has not fully benefited from this resource. In addition, these resources have become a source of conflicts that have ruined most countries. Conflicts Liberia, Angola, Nigeria, and Congo are related to an availability of resources in these countries. These problems can be solved by increasing the number of female political leaders in African governments. Unlike men, women are against conflicts and they support equitable distribution of a country’s wealth. Thus, women leadership and competence are necessary for a well functioning political system in Africa. Women leaders are also likely to empower women through education and entrepreneurship and this will liberate Africans from poverty.

The Mafia Theory Essay Example for Free

The Mafia Theory Essay David E. Scheim has published two books claiming that the Mafia were responsible for the assassination of John F. Kennedy. He believes that it was organized by Carlos Marcello, Santos Trafficante and Jimmy Hoffa. This theory is based on the idea that the Mafia were angry with both John F. Kennedy and Robert Kennedy for their attempts to destroy organized crime. Scheims theory was supported by Trafficantes lawyer, Frank Ragano, who published the book Mob Lawyer, in 1994. The theory is also supported by the investigative journalist, Jack Anderson. G. Robert Blakey, chief counsel and staff director to the House Select Committee on Assassinations from 1977 to 1979, published The Plot to Kill the President in 1981. In the book Blakey argues that Lee Harvey Oswald was involved but believes that there was at least one gunman firing from the Grassy Knoll. Blakey came to the conclusion that the Mafia boss, Carlos Marcello, organized the assassination. Anthony Summers is the author of The Kennedy Conspiracy. He believes that Kennedy was killed by a group of anti-Castro activists, funded by Mafia mobsters that had been ousted from Cuba. Summers believes that some members of the CIA took part in this conspiracy. In his book, JFK: The Second Plot (1992), Matthew Smith points out that Thomas H. Killam, a man who worked for Jack Ruby, claimed that there was a link between his former employer, Lee Harvey Oswald and the Mafia. He told his brother, I am a dead man, but I have run as far as I am running. Killam was found dead in an alley with his throat cut in March, 1964. In October, 1991, Chauncey Holt confessed to John Craig, Phillip Rogers and Gary Shaw about his role in the assassination of John F. Kennedy. He claimed Peter Licavoli, a leading figure in the Mafia in Detroit, had organized the conspiracy and named Charlie Nicoletti, Charles Harrelson and Charles Rogers as the gunmen. In 1992 the nephew of Sam Giancana published Double Cross: The Story of the Man Who Controlled America. The book attempted to establish that Giancana had rigged the 1960 Presidential election vote in Cook County on John Kennedys behalf, which effectively gave Kennedy the election. It is argued that Kennedy reneged on the deal and therefore Giancana had him killed. The next crime figure to confess to the crime was James Files. He claimed that two Mafia leaders, Sam Giancana and Johnny Roselli organized the assassination. Charlie Nicoletti was identified as the other gunman.

BENEFITS AND COMPENSATION IN WORKPLACE

BENEFITS AND COMPENSATION IN WORKPLACE Abstract Benefits and compensation in workplace has been on the lime light since pre-industrialization period. This is due to the oppression that their employees subjected to workers and they were fighting to ensure that they liberate themselves from these filthy working places as they benefit from their toil. Therefore, in the research, the background information will be discussed to show how it involved. Some of the benefits of compensation will be discussed that include boosting of morale, increasing performance, which consequently increases turnover of the business. Internal and external equity achieved and increase in communication. Components of the compensation system that include job description, job analysis, job evaluation, pay structure salary survey as well as the policy governing the compensation scheme will be discussed in detail to ensure that they are well understood. The research will also cover types of compensations and benefits. Such compensation and benefits as base pay, commission, overtime pay, stock option, bonuses, insurances, and medical allowances will be discussed in full giving insight on how they come about and their advantages. The research will also cover give regulation that affects compensation. Finally, for a company to understand the best method on how to come up with the compensation scheme for their employees, compensation plan will be comprehensively covered. This will involve step by step development of the scheme to ensure that the scheme caters for the employees at the best of the company ability and ensure also it conform with the current market salary for each job offered in the company. Benefits and compensation in Workplace Introduction Benefits and compensation in workplace offers a labor friendly condition to the workers to ensure that they give fully their potential. People during the pre-industrial era treated workplace and home place as one place, which change significantly with emergence of the machines and factory. Industrialization thus brought socioeconomic hierarchal that was accompanied with gender role stereotypes (Butler, Park, 2005). This means that men were the one who were able to access the paid jobs while the women worked at home. The quality of the family was affected very much by the socio-economic hierarchy that each family occupied. This is because the wealthy people were the one who drove the industrial demand of goods. During the time of war, the demand for the industrial workers improved as men mostly worked as military. Therefore, women were the other option to be recruited to work in men dominated careers in the industries. However like men, they were neither given enough economic rights nor able to access good work protection for their jobs. According to the industrial employment conditions that were reported in those early times, they showed that men and women received very low wages, succumbed long working hours and poor working conditions as they serve hazardous job places (Repa, 2010). They were also discriminated in terms of sex, race color and gender. Some of them reported sexual harassment. There was rampant child labor reported in the work place. Due to all these problems, laborers formed uprisings that were too used to address the issue of good payment, better working conditions as well as equal and fair treatment in the workplace. This fight got support from all the divides where religious and academicians supported them (Griffin, 2010). This led to formation of unions as well as cooperatives to help the workers acquire better benefits and compensation in the workplace (Rosenbloom, 2005). People behind cooperatives and independent communes were socialist Robert Owen and Charles Fourier in the eighteenth century. Owen advocated for short working hours, formation of unions and self-governing workshop while Fourier fought for equal women rights and good basic income. He also advocated decent minimum payment for the unemployed thus creating benefit for the unemployed. Child labor was abolished as they were forced to go to school and attending other recreation activities (Repa, 2010). These struggles lead to the formation of the International Labor organization (ILO) in 1919. The countries who signed this convention were on their way to promote their employees at workplace, bring about decent employment opportunities, strength dialogue between the employees and the employers as well as handling professionally work related issues. It also offered a platform that there would be possibility of forming labor groups, organizations and they have representative from sate government (Henderson, 1985). These ensured that consultation to come up with ideal working standards and policies were formed. Therefore, this was the birth of good benefits and compensation at the work place. Benefits and compensation in work place According to definition, compensation is an approach that is systematic to ensure that employees are provided with monetary value in exchange of the work performed. The purposes that the compensation is able to achieve include recruitment, job performance and job satisfaction (Muller, 2009). While benefits are a kind of compensation, that are given to employees in additional to what they get as wages and salaries. How compensation and benefits are used in workplace Compensation as a tool is used by the management to further their company existence through achievement of various purposes through its dispensation. It is usually adjusted to cater for various company needs, goals and available resources. Compensation in the company is used in the company to ensure that they recruit employees and retain those who are highly qualified. This ensures that the companyà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s human resource is always competent to undertake the duties in accordance to the postulated goals and objectives of the company (Wilson, 2003). Compensation in the company works as a morale booster in the company as it maintains employeeà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s satisfactions in their jobs ensuring that their productivity is increased. Therefore, through good compensation scheme, the business is able to increase its output with minimum resources possible thus making good returns (Thomason, et al. 2001). Compensation ensures that the top performers are also rewarded and the same high performance act is increased throughout the working period. When the company encourages high performance in the business, it increases high returns and due to reward offered to the high performing employees, labor turnover in the business is decreased (Repa, 2010). Through proper compensation, it is capable of achieving internal and external equity of the company. It increases company loyalty by its employees reducing labor turnover (Guerin, 2010). Therefore, when the company offers a good compensation scheme, it reduces its expenses that come from continuous recruitment due to high labor turnover as well as lower employeeà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s loyalty. Good compensation ensures good work communication through proper modification of unionà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s practice that offers proper compensation negotiations (Wilson, 2003). This is very important in the company as it offers job satisfaction and increases high morale in the working place. Components of compensation systems For a compensation scheme to be perceived as affair one by the employees, it has to base itself in certain components that should be systematic. Therefore, various systems have been put in place to help develop the value of the compensation positions. In these systems, various components are utilized that include, job description, written procedures and salary ranges as well as structures (Peterson, et al. 1998). Job description This is one of the most important components in compensation and selection systems. It ensures that it gives in writing the requirements, responsibilities, duties, functions, location, environment, conditions among other jobs aspects (Repa, 2010). It usually developed for individual job descriptions or for the whole families of the jobs. The following two ways are used in the process of job description. Job analysis This is the process into which jobs are analyzed to ensure that description of job is brought about. The techniques usually used are questionnaires, interviews and observations (Griffin, 2010). Job evaluation To ensure that a proper compensation scheme is brought into place, the management uses this system where jobs element are put into consideration through comparison to ensure that compensation of each job is critically put in place (Griffin, 2010). The various techniques that are used in the job evaluation methods are ranking, classification, factor comparison and point methods. Through them each jobs is offered the right compensation that fits it. Pay structures To ensure that in an employment place there is a standard compensation practice; job structure should be put in place. In most of the structures that are put in place, they contain different grades that offer a minimum salary or wage. These structure =s provides also the interface that help in the increment of the salary from one grade to the other according to the given range (Griffin, 2010). This is more pronounced in the working place that has a unionized employees system where each job has predetermined pay, which is put in place through collective bargaining. Salary survey Salary survey is a method of collecting salary data from the market. The data collected includes, averages salaries in the market offered to a specific job, inflation indicators that may make the salary market unstable in the near future and an average salary budget. Either the survey can be conducted by the company themselves or they can be from other parties for example survey vendors who do survey of the market for sale. Therefore, the company can decide on the method to obtain these data (Turner, 2001). The best method of obtaining data is through the company carrying their own survey, as they will be more specific in the type of the data they are up to. Otherwise, if they opt to purchase survey from the vendors, the company must be very observant as these surveys are done depending with specific industries or across different industries. They may also be done from one geographical region or from diverse regions geographically. Therefore, to ensure that the company is capable of obtaining the right salary results, it has to ensure that it knows the right geographical region that pertains its salary survey and compare with its company objectives (Rosenbloom, 2005). Policies and regulations For a company to come up with a certain scheme of pay, it should ensure that it is conversant with rules and regulations that underlie the salaries and wages in the country. They should ensure that they comply with them to ensure that they offer good background for their company existence or otherwise it will be subdue d by the non-compliance consequences (Butler, Park, 2005). Types of compensation and benefits Various compensations offer incentives to the employees of the company. The first one is base pay. Base pay is a form of compensation that is fixed that an employee is offered after performing a specific job or after undertaking a certain responsibility. It is usually paid in as a monthly salary, hourly or as piece rate. This type of compensation does not include any additional pay. The other type of compensation is commission. This compensation is the one offered for service that have been rendered based on the amount of a percentage that has been agreed upon by both parties depending with the amount sold. This is usually an incentive given to sales people to ensure that their sales morale is increased as the more the sales, the higher the commission offered. Overtime pay is another compensation that is offered to the employees. After working four the normal working hours, overtime sometimes may be introduced to various reasons. First, one employee may have fallen sick and he/she has not been replaced; therefore creating a vacant shift that requires someone to work extra hours. The company might be in the transitional period of expanding their functioning time and the recruitment of extra employees is underway. Therefore, the created time is counted as overtime to the regular employees as they will be forced to work for extra hours (Griffin, 2010). The other way that overtime is created is when some of the employees are on leave. These hours are paid extra money on top of the normal salary to compensate the person undertaking the responsibility. Most of the overtimes are calculated with a given percentage over the base salary per hour worked after normal time. Employee stock option is a form of incentive that employees are offered by the corporation. This is through being given an offer to buy stock in the corporation at a bargained price. This bargained price is made to run at a specified period. Most of the companies will offer such incentives to their executives to ensure that they feel the ownership of the company. Other compensations that the employees are able to enjoy include bonuses, profit sharing, merit pay, travel, meal as well as housing allowance. Benefits including insurances, medical, vacation, leaves, retirement and taxes. Regulations affecting compensations Compensation is regulated through the laws that are given in the Fair Labor Standards Act (FLSA) chapter 676 of 1938. This is also known as Wages and Hour Bill. This is a U.S based federal law that establishes minimum requirements for an employees number of hours for working, wages, payroll and premium overtime records (Turner, 2001). Compensation plan To ensure that the compensation is well disbursed to the employees and all the factors that affect the compensation are put in place, compensation plan will be of paramount use. Therefore, the company should ensure that the following is done. Developing program outline A program should be put in place to set an objective for the program. The company should ensure that they establish the target dates for implementation and completion of the program. Then determine a budget for the program to ensure that the amount to be used is known. Designating individuals for overseeing compensation programs To come up with this position the company should ensure that they determine if the position will be based there permanently or temporarily. Afterwards, they select the person to oversee the program once it is completely established (Thomason, et al. 1998). The cost of going outside and getting one from the inside the company should be established. This will make sure that the most cost effective method is used. The other part that should be determined is the cost of consultants review. Developing compensation philosophy The company is required to form a compensation committee that is required to oversee the development of the scheme. This committee may include officers from the company depending with the number that will deliver a quick and quality compensation scheme. They are required to ensure that they offer differences that will exist in the pay structure depending with the level of the job. That is the executives, professional employees a swell as other employees in the company. This committee will ensure that they bring about company set salaries at, above or below market level. The final thing that the committee should determine is whether the extent to which the benefits to be offered to the employees will supplement or replace cash compensation. Conducting job analysis of all position Major departmental analysis should be conducted to ensure that general analysis is given showing who to accomplish what. To ensure that the committee comes up with the primary function of each department, inputs from each senior departmental head should be offered to ensure that organizational structure is formed (Thomason, et al. 1998). Interviews are to be conducted to the senior departmental heads to ensure that roles and function of each job is given to ensure that when rating the compensation such functions are considered. Decision should be generated on the job classification that will be exempt and the ones that will nonexempt (Griffin, 2010). After coming up with such classifications, job description methods are developed for both exempt and nonexempt positions. Afterwards, the models that have been put in place are distributed to the departmental head for reviewing where adjustment is done where necessary. After reviewing the models, final draft is therefore generated having jobs deceptions. At this stage, the committee is required to meet with departmental mangers to ensure that they finalize necessary reviews of the job description. From here, the job description document will be finalized. Jobs evaluation In evaluating the jobs, the ranking will be done from the top most senior job and in the interdepartmental stages depending with the function of each employee and other postulated factors. The ranking is then compared afterwards with the market data that was previously obtained to ensure that error deviations are suppressed. The deviations are suppressed through necessary adjustment. After verification is complete, an organizational review matrix is generated to show how compensation will be done. Still in the developing of the matrix, jobs cross lines, departments are developed based on the task required, and forecasted business plan. To ensure that the matrix is standard, the matrix data is then compared with the company structure and the industry market. Flow charts of the ranks for each department are prepared afterwards to ensure that interpretation and assessment is done. Data and charts prepared are then presented to the compensation committee where they are reviewed and adjus ted accordingly (Turner, 2001). Grade determination The number levels of each job are established and a grade assigned for all the job families. It is from here the pay grade is generated through use of the position at each particular level within the department. This is done to ensure that fair compensation and benefits are offered to employees in all the employment levels. Grade pricing and salary establishment The first thing that is supposed to be done is to establish the benchmark of the references job. This job will ensure that the compensation is disbursed well throughout the established grades (Irving, 2011). This benchmark job price should be reviewed to conform to the market price within industry. Finally, a trend is established depending with the company philosophy. That is the position that the company requires to be in the industry range. Appropriate salary structure determination Through this, the difference is made between each salary step. Minimum and maximum range is determined and the remaining jobs slotted in. Jobs description is reviewed at this stage while verifying the purpose of maintaining certain positions in the company (Thomason, et al. 1998). To ensure that policies are well generated, compensation review committee is met to ensure that adjustments and approval are made. Developing salary administration policy General company policy document is generated at this stage. This is followed with a document showing specific policies for each selected groups and a strategy for merit document. The merit document will show all the benefits that will be enjoyed by the employees as well as pay increases. This includes annual reviews, bonuses, and promotions among others. A document is also generated showing the procedures required and justification of the policies given like performance appraisal forms, merit schedules among others. Then the relevant committee does reviews finally for adjustment. Communicate the final program to the employee and managers After the approval of the program by the top executives, the compensation program is then presented to the employees for feedback, review and consequently adjustments. Then it is presented to the executive staff managers for approval, change and incorporation of all necessary measures to ensure that it is effective before being adopted (Turner, 2001). A plan on how this will be communicated to the employees is devised to ensure that they are well versed with the whole idea. Slideshows, movies, literatures among others can be used depending with the most appropriate method. The best form of the compensation and benefit plan is printed as specification for all re-ports are developed. Tests runs are executed to human resources information systems as the program is adopted for execution. Program monitoring To ensure3 that the program is up to the required standard, feedback should be monitored where they will lead to necessary changes. Monitoring will also offer ways in which problems in the program are noted and adjusted wherever necessary (Butler, Park, 2005). Conclusion Good benefits and compensation program will always make the employees of the company to feel company ownership. Their production will always be at per and will ensure the company objective and goals are always met. This is because, a company may have good objectives but the driving force to meet them is through human resource. Therefore, whenever the human resource is satisfied, the company will always address their issue and meet their basic objectives. This is through offering incentives to the employees through good benefit and compensation practice. The higher the job satisfaction in the company, the higher the morale in the job and the higher the production rate in the company thus increasing sales turnover.