Computer Crimes Ethics

March 17, 2013 March 17, 2013 David Miller: Portrait of a White-Collar Criminal David Miller: Portrait of a White-Collar Criminal Christine Quinones business info systems with lab Professor williams devry university Christine Quinones business info systems with lab Professor williams devry university Table of Contents How does Miller fit the profile of the average fraud perpetrator? How does he differ? How did these characteristics make him difficult to detect?†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Page 3 Explain the three elements of the opportunity triangle (commit, conceal, convert), and discuss how Miller accomplished each when embezzling funds from Associated Communications. What specific concealment techniques did Miller use?†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Page 3 What pressures motivated Miller to embezzle? How did Miller rationalize his actions?†¦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‚¬ ¦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‚¬ ¦.. Page 4 Miller had a framed T-shirt in his office that said, â€Å"He who dies with the most toys wins. † What does this tell you about Miller?What lifestyle red flags could have tipped off the company to the possibility of fraud?†¦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‚¬ ¦ Page 5 Why do companies hesitate to prosecute white-collar criminals? What are the consequences of not prosecuting? How could law enforcement officials encourage more prosecution?†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Page 5 What could th e victimized companies have done to prevent Miller’s embezzlement?†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Page 6 David L. Miller: Portrait of a White-Collar Criminal Question 1:How does Miller fit the profile of the average fraud perpetrator? How does he differ? How did these characteristics make him difficult to detect? Mr. Miller is a very sad case. He has all the qualifications of a stellar employee, but those traits are only there to mask who he truly is. He fits the average profile for the average fraud perpetrator because of the following: * The vast majority of fraud perpetrators spend everything that they steal. Only a very small percentage invest the money. Mr.Miller spent all the money and thus it explains why he stole from a new employer in order to repay the prior one. * Many white-collar criminals are stellar employees until that very moment when they are caught. They are always eager, work many days and long hours and are reliable employees. * Employers viewed Mr. Miller as an honest employee and it was because of this trust that he was placed in positions of sensitivity. * Mr. Miller had the life and behaved in the manner of your average citizen and did not raise any flags. He was an educated family man with values and good psychological framework.Even though he has some of the same traits as your average fraud perpetrator, he was harder to spot because of the many ways that he differed. Mr. Miller was not unhappy nor was he vengeful towards his employer. He also had never been convicted of his prior transgressions, and there were various. Normally, most of the fraud perpetrators are first time offenders and not serial offender as Mr. Miller has proven to be. This type of character is very difficult to spot because they do not tend to stand ou t. White-collar criminals are very educated talented individuals and are the perfect employee.No one would think that they would be capable of such deviant behavior. These people are placed in position of trust are usually work very hard and long hours for the employee. It is sad because there are many employees who possess these traits, but are truly honest and have the company’s best interest at heart. Question 2: Explain the three elements of the opportunity triangle (commit, conceal, convert), and discuss how Miller accomplished each when embezzling funds from Associated Communications. What specific concealment techniques did Miller use?The three elements to the opportunity triangle are as follows: * Commit – for this instance the perpetrator commits the fraud by taking something that is of value to the victim. For corporations this could manifest itself in the form of money and the corruption of financial records in order to conceal the fraud. A great example of this was displayed when he was able to convince not one but two senior officers into signing various checks with the excuse of â€Å"in case something happens† to sway them into signing before they were to leave on vacation. Conceal – to conceal is to hide, so for this to occur the perpetrator must try to conceal their crime. Accounting must be kept in balance in order to avoid from being discovered. They normally do this by increasing other assets or decreasing corporate liabilities and or equities. I think about lying. It is often too easy to say one, but to conceal that lie takes skill and time and perhaps more lies. On one of Mr. Miller’s transgressions he concealed his fraud through doctoring of records and removal of checks. He concealed a particular theft by retrieving canceled checks from the bank and taking the recordings and destroying the evidence.Then to further conceal what he did, he hid the amounts of the money that he stole into other expense acc ounts in order to be able to reconcile the books. Internal controls are in place for a reason and just because someone is in a position of trust, these should not be ignored and for this particular occurrence they were overlooked due to too much trust. * Convert – normally to convert is to take something that is stolen and converting it to cash. This could occur in the form of inventory or company equipment. However, Mr. Miller did not do either of these. His crime was done more indirectly.Mr. Miller was able to forge checks to himself and deposit them within his personal account. Even though checks were signed by approved officers, the intended use for the check was not approved and constitutes fraud on behalf of Mr. Miller. Question 3: What pressures motivated Miller to embezzle? How did Miller rationalize his actions? I do not believe that Mr. Miller had a lot of pressures. However, he stated, after undergoing therapy that his problem was a disease and went as far as to co mpare it to alcoholism and gambling, but this to me is an excuse or a way to rationalize what he had done.He felt that he needed to steal and have all the luxuries to be liked by his peers; which is sad because he was liked, but not for the reasons he thought, but by his working capabilities. You know you are guilty of something if you have to rationalize what you are doing. I did not notice too many explanations other than Mr. Miller had to steal from his new employer in order to repay the old one. Nonetheless, I feel that he truly believed his own excuse that he was simply borrowing and not really stealing. Sometimes our rationalizations of our actions are so powerful that we can even fool ourselves.Question 4: Miller had a framed T-shirt in his office that said, â€Å"He who dies with the most toys wins. † What does this tell you about Miller? What lifestyle red flags could have tipped off the company to the possibility of fraud? I truly feel sorry for Mr. Miller. His life seemed to be centered around money and materialistic obsessions. That shirt and his behavior showed his desire for money and power, but above all to be recognized by friends and peers. In the end it was Mr. Miller’s extravagant way of living in comparison to his salary proved to be his undoing.When you have a salary of just $130,000 a year, you cannot afford the â€Å"toys† that he had. He had overall a large house, a condo on Myrtle Beach, tailored suits, monogrammed shirts, plenty of jewelry, gifts for relatives and above all the two Mercedes-Benz sedans that he just so happened to possess. In the synopsis there was no mention of his wife working, but with his salary and their 3 children, there was no reason for her to work and this logic is what led me to believe how his salary to possession ratio would raise a few red flags. Question 5:Why do companies hesitate to prosecute white-collar criminals?What are the consequences of not prosecuting? How could law enforcem ent officials encourage more prosecution? Even though we see in the news about CEO’s and CFO’s being prosecuted for fraud and embezzlement, in actuality, fraud against a corporation happens more frequently than one would think. The following are a few reasons why I feel that corporations are hesitant to prosecute white-collar criminals: * Lack of knowledge – many of the law enforcement agencies, attorneys or lawyers lack the knowledge in how to properly handle these types of cases.As technology use becomes ever so prevalent, the task is becoming more difficult as computers are a whole new playing field that is yet to be learned. * Aloofness by Society – unless the loss happens to you, society is more concerned with crimes of violence against another than monetary. The internal theft of funds within a corporation are seen as just that an internal problem. * Difficulty Prosecuting – unless you are lucky and have a confession from the perpetrator, lik e in Mr. Miller’s case to which he confessed in every event, you have a costly and lengthy case that will prove to be rather hard to prove.Prosecution can sometimes cost more than the theft itself and it is not seen as an incentive to prosecute. * Lack of understanding on what computer fraud really is. Computers and the internet are pretty new things and as such the laws and ways to prosecute are very vague and hard to understand. * Guilt on the outcome of the perpetrators family. Because Mr. Miller in every event promised restitution and had a wife with 3 children, the companies felt that prosecuting was heartless and they did not wish to cause harm to the family.One corporation, Crest even hired the attorney to represent Mr. Miller. * Negative shadow against the corporation – Companies do not like anything that could hinder their public image. Mr. Miller’s transgressions would cause a very public trial and a lot of investors would have been involved. This woul d have caused many to remove their investment. Overall, the corporation would suffer greatly. * Knowledge that their weaknesses would be exposed. Lack of trust in the internal controls or any discovery of weaknesses would have caused a lot of future damage against a corporation.People are creatures of trust and habit and once trust is broken, it is very hard to return and provide that trust again. This would hurt future business that the corporation would have. Look at Enron, AIG, and Bernie Madoff, to name a few. * My favorite of all would be those that are prosecuted and the outcome is favorable to the victim, the perpetrator gets very light sentences. Many go to minimum security prisons, work camps that have certain luxuries. Because of this many corporations do not even bother in spending the additional funds in prosecuting these cases.The above named are mere excuses and to not prosecute fraud causes more harm. It allows for the perpetrator to move on to commit fraud against an other corporation, like in Mr. Miller’s case. By having this exposure, corporations feel that they will feel that they will look to others as being weak and will encourage others to commit fraud against them. When someone is not punished for their transgressions that person will not learn and feel that they can get away with it again if they get caught. Law enforcement officials are stuck and all they can do is encourage others to come forward and report the offenses.Corporations need to know that if they take action that there will be a support system and their voices will not be lost. They need to be sure that the perpetrator will be convicted accordingly depending upon their transgressions. They need to be made an example of, so that the public know that this behavior is not tolerated and it is a serious offense that will be prosecuted to the fullest extent of the law. Question 6:What could the victimized companies have done to prevent Miller’s embezzlement? When I read the synopsis, I was looking for how Mr.Miller committed many of the frauds, but not much detail was revealed. However, the best way that the corporations could have avoided this was to have better internal controls and adhering to them. I would have prevented some of the thefts by doing the following: * Having better controls of the checks and the signing of checks. * Secondary looks at the monthly reconciliations and the bank statements. * Provide a list of all check deposits with the subsequent invoice explaining the reason for the expense. No employee should have the level of trust and freedom that Mr. Miller was given.There always needs to be a system of checks and balances in place in order to ensure and prevent this from happening. I can understand that these positions merit trust, but there should be a second person looking at the financials to curb any temptation for even the most honest to commit fraud. Had the first employer chosen to prosecute none of this would have happened. However, the future employers could have avoided all of this had they just bothered to do a more thorough background check on Mr. Miller. There they would have discovered the reasons for his separation from his prior employment.

Exteriority and reliable Essay

Emotions are plucked but there is an almost neurotic and compulsive intentionality behind Tristan which seeks out order in some area of spacious mystery and an almost awesome integrity. As juries have long known that beliefs derived from feelings or sentiment do not in many instances align with what is best supported on rational or scientific foundations of consensus. One’s epistemology of truth and falsehood becomes very much confused and ambiguously mixed that a dazed submission often results which is eminently forgetful as it satisfies promptings of a Freudian libido. Instead of being so concerned with exteriority and reliable or even useful reference modern compositions like Wagner’s Tristan advance possibilities of shielding the ego from the sadistic damage it does to itself by acknowledging the strong and permanent tendency of the ego to seek out satisfying ends and products whenever possible. Even if such things may be mere scatterings of imagined delusions and derived fantasies. Wagner is involved very much with refashioning the world through his conceptual and audible art. Instead of adhering to the World he attempts to exert artistic agency in changing such a world. There is a Marxian spirit behind Wagner as it resolves the problem presented by the issue of construction by thoroughly embracing dilemmas of construction and seeking to master it so that a sense of adequacy can be sustained in a way that is far too perfect. As it is far too perfect is far from simply adequate but is at times quite sublimely pristine in its ability to deliver a kind of pleasurable release and warm gratification that exhibits much to be desired. Nature becomes a warm, maternal figure that pleases infinitely and conjures up procedural joys and swift absolutions of intoxication. The unity once ascribed to the natural is exploited by Wagner’s romantic sensibility as his art achieves a kind of sanctioned sacredness so much so that Coleridge thoroughly condemned attempts to betray such art by dividing it. When Robert Morgan writes of Tristan he points out that â€Å"the Prelude is in constant transformation-always evolving, as if reaching after some unattainable goal, striving at every moment to become something other than it is. Conventional formal analysis appears to be of little value. Focused upon thematic and tonal correspondences, its aim to articulate musical events into discrete segments, distinguishing them by content and function (expository, developmental, etc. ) and organizing them into larger, balanced architectonic patterns, seems antithetical to the very nature of the score. †(69) As the score seems to constantly evolving as it is constantly compromising its layered developments with enticements of harmony and resolution, it’s dangerous to classify Tristan as a case of perpetual striving. Although Morgan asserts that â€Å"Tristan,† does little to offer anything â€Å"in the way of confirmation, reconciliation, or balance,† and instead â€Å"appears to chart a unique and seemingly wayward course,† because he does engage formal analysis as an explanatory instrument quite well it is evidently not true that â€Å"Tristan† is really so individuated or idiosyncratic that it resists formalizations or even more modest theorizations. (69) As Morgan notes in his formal analysis, there is a centripetal aspect to Wagner’s â€Å"Tristan† where, retaining â€Å"the circular image, cycle 1 traces the circle’s complete circumference, while cycles 2-7 loop back and retrace continuous portions of it. Especially notable is the highly self-reflexive nature of the process: this is music that feeds upon itself, reusing the same structural units again and again. †(76) Consequently, there are potentially rewarding and influential interpretation possibilities that can be formalized in a sociological sense, on interconnections between yielding and possessing structural units that are spatially bound and engaged only so much as they are formulated in a kind of imposed fixity. What formalism is grounded on it is a firm belief in universals, not in the mechanics that exist as conventions but are so only because people believe enough to follow by them to create a technical and adequate language within a language for the task at hand. Morgan, by insisting on relatively narrow avenues of evaluation and fixing his acceptance or dismissal on the conventional rather than the essential is really being unfair to the very tendency towards taking tradition serious and believing very much in universals that allow for stimulating simultaneous dialogue between time, space, class, and culture.

Health Disparities- Summary and Critique of article Essay

Health Disparities- Summary and Critique of article - Essay Example As early as 1922 the great philosopher Whitehead made an attempt to define the subject in a much-cited paper. But experience accumulated over the years has made it necessary to redefine the term â€Å"in a conceptually rigorous fashion that can guide measurement and hence accountability for actions at the policy and programmatic levels.† Equity means social justice and so it is an ethical concept which is innately of a normative nature. Although the concept is not measurable, a definition of equity is proposed here. And since there is every chance for it to be interpreted in diverse ways, a definition is essential that can be based on criteria that are both meaningful and measurable. â€Å"So for this purpose, equity in health can be defined as the absence of systematic disparities in health between more and less advantaged social groups.† Although equity and equality are different in meanings, the notion of equality is essential to the operationalizing and measuring of equity of health. To bring about equality between disadvantaged social groups and that of their more fortunate counterparts, resources must be distributed and procedures planned in ways likely to progress toward equalizing the health conditions of both sections. The authors maintain that â€Å"Not all health inequalities necessarily reflect inequity in health, which implies unfair processes in the distribution of resources and other conditions that affect health.† (Duckett, Stephen. 2003). Only by comparing health and its social determinants among the different social groups that health equity can be properly assessed. Without this we will not be in a position to discern the effectiveness of those policies and programs that goes to create greater social equity in health. Although this treatise technical to a large extent, it is a commendable effort by two eminent persons who can be

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Manhattan New School Essay Example | Topics and Well Written Essays - 1750 words

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Chapter 12 summary ( managing change and innovation ) Essay

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Aging on women's sexuality Essay Example | Topics and Well Written Essays - 750 words

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The Pyramids at Giza Research Paper Example | Topics and Well Written Essays - 1750 words - 1

The Pyramids at Giza - Research Paper Example Despite the closer locale of the building materials, the construction of the Great Pyramid and the other pyramids located in and around the Giza plain indicate a level of mechanical knowledge unequaled in their time and suggest a level of creativity not typically associated with the ancients.   Some of the other materials used in the pyramids were pre-existing on the site as the base of the Great Pyramid is a natural rock outcropping and several chambers are filled with sand.   However, there is also some truth to the concept that rock was brought in from elsewhere.   â€Å"The fine white limestone came from Tura, about 8 miles away on the other side of the Nile.   The granite came from quarries at Aswan, around 600 miles upstream. In some of these sites, there are clear marks left in the rock.† One of the amazing aspects of the pyramids is the precision with which they’re built and the crude tools with which the Bronze Age Egyptians had to work.   â€Å"The most plausible answer is that the Egyptians, who lacked tackle and pulley for lifting heavy weights, employed a sloping embankment of brick, earth, and sand, which was increased in height and in length as the pyramid rose and up which the stone blocks were hauled by means of sleds, rollers, and levers.† While it has been widely believed that the construction of the pyramid was carried out by slaves, Andrew Millmore indicates that this is not true.   â€Å"One hundred thousand people worked on it for three months of each year.   This was the time of the Nile’s annual flood which made it impossible to farm the land and most of the population was unemployed.† A great deal of information about the workers themselves has been provided through excavation and study of the worker’s village found near the pyramid site in 1999.   â€Å"We do know much more about the work activities, particularly at Giza, than ever before.   Archaeologists have carefully studied the worker’s villages, the craft shops, the bakeries, and other related structures.

How to Make a Mask Essay Example for Free

How to Make a Mask Essay When it comes to the world of prop building, mask making, or prosthetics their are specific steps to follow. Otherwise if one were to mess up they can end up on the hospital due to chemical mixing. Now it’s not as dangerous as it sounds but its never good to inhale any type of fumes, don’t want to end up in the hospital. The first approach to build a mask or any type of make-up build is be cautious and aware. If you are not cautious and aware then as I said before you may end up in the hospital, with some sort of serious Illness. When working on a build always wear a mask, gloves, and an apron to protect your clothes. second step to mask making is the design know what you’re going to create. Come up with different concepts of one idea, so that you’ll have more than just one concept to work off of, as well as knowing or feeling which concept is the best. After the process of concepts, ideas and brainstorming work of the concept or in other words play with clay. Youre going to need to sculpt your concept on clay. Now it is doable with cheap clay such as Amacos: playn clay, air dry modeling clay. It’s not the best clay to use but it gets the job done. Although what I have heard from other sculptors and hobbiest that marblex or sculptey is better for sculpting. So when you have chosen what type of clay to use you then sculpt out your concept, taking out or adding in detail. After sculpting out your concept you will need you pierce to dry. Usually it takes about two to three days but its always best to at least wait for a week making sure that it is completely dry. Always check for cracks as well that is never good for your finally piece making sure that if you do see cracks fill them in with clay. After the piece has completely dried you will need to mold it. This is where a breathing mask definitely comes in handy. When it comes to molding their are many brands and ways to mold your clay piece, from liquid latex to silicone rubber. Personally I use Body Double Silicone Rubber. It last long and is always reusable if you want to make more of the same mold or cast. The more traditional way of molding is using Alginate but the thing about alginate is that it is only good for a one time use from then on it shrinks and deteriorates. All in all it is a matter of preference. With using body double as your mold, it is a two part mix so taking part A and part B mix the two together until you have the right consistency. Take a brush, dip it into the mix and dab/ brush the body double silicone onto your clay piece, until it is completely covered. After telling it dry for a while, not completely, you will need to make your mother mold. The mother mold is the mold that hold the outside of your first mold, it maintains the structure of the mold and sculpt. In order to do this you will need Plaster of Paris, power and goss based. Starting with the power based plaster. Put the plaster in a disposable bucket or bowl. How much you use will depend on the size of your sculpt. When measuring how how you need always add water first then the plaster, fill the bowl with plaster until you have a island in the middle of the water. Make sure to mix thoroughly breaking up any and all clumps of plaster. Mix until you have a constancy of cookie dough or pancake batter. Once you are at the right consistency slowly pour the plaster over the rubberized mold. Then with the plaster stips dip them in warm water and place it on top of your plaster mold, have at most three to five layers of plaster stips ontop of the plast mold. Once that is complete it will take up to a week (maybe more depending on the amount of plaster used) for it to dry. After it is completely dry the next step is to take the mold out so the cast can be made. Slowly remove the mold from the clay piece, prying from each side loosening and pulling away. Once you have removed you mold, you can cast it with fiberglass resin, plastic resin, epoxy, or silicone rubber etc. In other words you can filled it will whatever type of material you want to use. Whichever material you use you mature the right amount to put into your mold. Pour the liquid into the mold then using a sloshing technique you shlosh the liquid around in the mold covering all sides and details. You want to do this about three time depends on the type of material you are using, it can vary depending on the material. Once that is complete let it dry this process with take about two to three days. When it is completely dry remove the mask. First pry the body double rubber silicone off the plaster, then slowly peel the body double away until it is removed from the mask. Then it is complete you have your mask, where it to parties, halloween, or whatever the use maybe.

Work-Family Conflict and Job-Satisfaction in Married Couples

Work-Family Conflict and Job-Satisfaction in Married Couples DISCUSSION A struggle which is common in most of the people nowadays is Work-family conflict. It is a battle which everybody is fighting i.e. to maintain the balance between work and family. This conflict is also affecting major sub-areas of work and family life and one of those areas is Job-satisfaction. Hence the present research study was aimed to find the relationship between work-family conflict and job-satisfaction and therefore is titled as â€Å"Work-Family Conflict and Job-Satisfaction in Married Couples.† The study was conducted on the sample of 80 i.e. n=80 which comprised 40 (50%) males and 40 (50%) females. All the participants were the university professors at Amity University Sec-125 Noida, Uttar Pradesh. For the conduction of research study, two standardized questionnaires were used. They are Work Family Conflict Scale developed by R.G.Netemeyer, J.S. Boles, R.McMurrian (1996) and Job-Satisfaction Scale (JSS-R) by Dr.B.L.Gupta (2009). In the study the indepenpedent varia bles are Work intereference with family (WIF), Family intereference with work (FIW) and gender. The dependent variable in the study is Job-satisfaction. Statistical analysis was done with the help of MS-Excel 2010. In statistical analysis, mean, standard deviations, T-tests and Pearson’s coefficient of correlation was calculated. The findings of the study broadly explain the impact of work-family conflict on job-satisfaction among males and females. The analysis of the sample population made it clear that there is no significant gender difference in the level of perception of work-family conflict and job-satisfaction. Work family conflict is a conflict between different roles of life i.e. work and family. It is always the result of imbalance between the individual’s work and family life. It arises when people fail to fulfil their responsibilities in both the areas as well as towards their personal development. There is various cause of work-family conflict such as long working hours, increased family demands, increased work-pressure, personality differences etc. These factors increase the incongruity in work and family domains and eventually result into work-family conflict. Job-satisfaction is usually defined as the level of contentment or gratification an individual has with his/her working environment. It is none other than his or her attitude toward the work, nature of tasks, supervision, colleagues, environment etc. Job-satisfaction doesn’t get affected by any one aspect of the job but it is something which gets generated by the cumulative facets of one’s job or work. Hence we can easily assume that it is not the one dimensional concept rather a multidimensional construct. Now we take into account the negative correlation of work-family conflict and job-satisfaction level of males and females. It was found in the result that there was a negative correlation between the two which means greater the work-family conflict, lesser the job satisfaction and vice-versa. The finding of the research is also supported by Patel C.J, Beekhan A, Paruk Z, Ramgoon S (2008) who studied work-family conflict, job satisfaction and spousal support. They discovered the effect of work on functioning of the family and its association to job satisfaction and it was found in the study that work-family conflict and job satisfaction was negatively correlated. On further analysis of the gender differences between males and females, we found that there was no significant difference between male and female in the level of perception of work-interference to family (WIF). Similarly it was also found that there was no significant gender difference in the perception of family interference to work (FIW). The above results are well supported by the study done by Sadia Aziz Ansari (2011) who studied the occurrence of WIF and FIW in both the genders. The outcome of the study showed that there was no significant gender difference in relation to work interference with family and family interference with work. There was no significant difference between work-family conflict and job-satisfaction of males and females. HYPOTHESES TESTING There would be a negative correlation between Work-Family Conflict and Job-Satisfaction. The stated hypothesis was accepted as the Pearson’s correlation coefficient (r) was -0.22. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa. Family interfering with work would be more prevalent in women as compared to men. The stated hypothesis was rejected since t-value (0.11) was not significant. Work interfering with family would be more prevalent in women as compared to men. The stated hypothesis was rejected since t-value (0.24) was not significant. There would be no significant difference on work-family conflict and job satisfaction of men and women. The t scores for work-family conflict and job satisfaction of men and women are 0.69 and 0.61 which are not the significant score. Hence our hypothesis stands accepted. CHAPTER-6 SUMMARY CONCLUSION SUMMARY The present investigation is titled as â€Å"Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict by R.G.Netemeyer, J.S.Boles, R.McMurrian (1996) and Job-satisfaction scale by Dr. B.L.Gupta (2009). The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an inverse relation between the two. The more the work-family conflict among individuals the lesser the job-satisfaction and vice-versa. The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict. It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction. To make the research more scientific the following hypothesis were made There would be a negative correlation between Work-Family Conflict and Job-Satisfaction. Family interfering with work would be more prevalent in women as compared to men. Work interfering with family would be more prevalent in women as compared to men. There would be no significant difference on work-family conflict and job satisfaction of men and women. The findings of the research suggests There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa. There is no significant gender difference in the perception of family interfering with work. There is no significant gender difference in the perception of work interfering with family. There is no significant difference in work-family conflict and job-satisfaction of males and females. CONCLUSION Work-family conflict and Job-satisfaction has a negative correlation. It mean they have inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict. LIMITATIONS The present investigation may have some limitations as it was carried out in a short period of time and with limited resources. Some important limitations are: Due to sensitivity of the topic individuals might not have disclosed the truth completely. There was no control over other relevant variables. Small sample size might have the effect on the results. PRACTICAL IMPLICATIONS Work-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction. For reducing work-life conflict and increasing job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a positive manner. If an individual is facing stress at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can communicate with their family members and share their concerns. Lastly it is very important to take out personal time i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts. The present investigation is titled as â€Å"Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict by R.G.Netemeyer, J.S.Boles, R.McMurrian (1996) and Job-satisfaction scale by Dr. B.L.Gupta (2009). The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an inverse relation between the two. The more the work-family conflict among individuals the lesser the job-satisfaction and vice-versa. The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict. It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction. To make the research more scientific the following hypothesis were made There would be a negative correlation between Work-Family Conflict and Job-Satisfaction. Family interfering with work would be more prevalent in women as compared to men. Work interfering with family would be more prevalent in women as compared to men. There would be no significant difference on work-family conflict and job satisfaction of men and women. The findings of the research suggests There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa. There is no significant gender difference in the perception of family interfering with work. There is no significant gender difference in the perception of work interfering with family. There is no significant difference in work-family conflict and job-satisfaction of males and females. CONCLUSION Work-family conflict and Job-satisfaction has a negative correlation. It mean they have inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict. LIMITATIONS The present investigation may have some limitations as it was carried out in a short period of time and with limited resources. Some important limitations are: Due to sensitivity of the topic individuals might not have disclosed the truth completely. There was no control over other relevant variables. Small sample size might have the effect on the results. PRACTICAL IMPLICATIONS Work-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction. For reducing work-life conflict and increasing job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a positive manner. If an individual is facing stress at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can communicate with their family members and share their concerns. Lastly it is very important to take out personal time i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts.