Minerals (Geology) Essay Example | Topics and Well Written Essays - 500 words

Minerals (Geology) - Essay Example Moreover, there are some minerals that are required to improve our nerves and hormone system. To be more precise, minerals can be defined as those analogous inorganic substances that occur in nature, have a specific chemical form, and have attributes of crystalline constitution and color. The goal of this paper is to bring forward complete and comprehensive information about minerals. Minerals have more than a thousand diverse shapes, colors, potencies, mass, and separating centers. Crystals, metals and rocks are all minerals, but they occur in different forms naturally. Crystals have refined appearance. For example, metals have a glossy look, and they are flexible and soft as they can resist the hard strength. Coal, graphite and gold are three such minerals that play a variety of vital roles. Gold is one of those valuable and precious metals that one wears for one’s individual manifestation. It is really important for all of us as the currency rate of the whole world depends on it. It seems as if the whole world is rotating around this metal. Also, our paper money is based on hard currency (gold) that is stored in Fort Knox (USA). â€Å"Gold also occurs in seawater to the extent of 5 to 250 parts by weight to 100 million parts of water† (Cash Gold Tree, para.3). Graphite has its own significance. It is used in pencils. Furthermore, there are two basic kinds of minerals biologically. They are macro-minerals and trace minerals. Macro-minerals group is composed of calcium, phosphorus, sodium, chloride, potassium, sulfur and magnesium. Group of trace minerals includes iron, manganese, copper, iodine, zinc, cobalt, fluoride and selenium. According to a scientific point of view, our body needs more macro-minerals rather than trace minerals. Calcium is the most important macro-mineral as it helps to strengthen our bones and teeth. Sources of calcium are milk, animal protein, leafy green vegetables, and etcetera. Iron is also essential for human body as it helps

Elephant As A Symbol Of The Colonialism In Orwells Novel Essay - 1

Elephant As A Symbol Of The Colonialism In Orwells Novel - Essay Example The elephant was often considered as the symbol of the author’s self, or the symbol of the Burmese economy under British rule or the Burmese natives. However, I think the elephant is the symbol of the British Empire and the beginning of its decline. If we consider the elephant as the symbol of the British Empire, it is important to analyze the author’s attitude to colonialism and British rule. The author is quite a clear statement that â€Å"imperialism was an evil thing† and that he was â€Å"all for the Burmese and all against their oppressors, the British†. The author also stresses that he hated his job (which is strange, though, since it was Orwell’s decision to become a police officer) and that it caused â€Å"an intolerable sense of guilt†. However, the general tone of the abstract suggests that the author has changed his opinion. It is known, that Orwell left Burma in 1927, and the story was written ten years later – enough time to reconsider some of the impressions of youth. Thus, Orwell writes that he was â€Å"young and ill-educated† and considered his problems to be the problems of â€Å"every Englishman in the East†. Author’s statements that he â€Å"did not even know that the British Empire is dying† and that he did not know that â€Å"it is a great deal better than the younger empires that are going to supplant it† prove that Orwell was not categorical as to his opinions about the British rule. Also, it is strange that the author expressed his hatred towards, for example, â€Å"young Buddhist priests†: â€Å"the greatest joy in the world would be to drive a bayonet into a Buddhist priest’s guts†. Orwell, as the representative of administration, was aware that the so-called Young Men’s Buddhist Association (which existed in Burma and other Buddhist countries) represented the movement for independence from the British rule.

Issues In Corrections Research Paper Example | Topics and Well Written Essays - 750 words

Issues In Corrections - Research Paper Example In America, prisons are overcrowded with a large number of people from different races and cultures. Statistics and researches show that America has the highest number of prisoners in the world. Vicini (2006) states, â€Å"The U.S. incarceration rate of 737 per 100,000 people in the highest, followed by 611 in Russia and 547 for St. Kitts and Nevis†. Almost 25 percent of the world’s total imprisoned population belongs to the United States of America, which is really a very high percentage. Some prisons are overcrowded as much as 33 percent higher than their actual capacities (Montaldo, n.d.). On the other hand, the number of prisons in the United States is not big enough to meet the requirements of the incarcerated population. A couple of issues associated with overcrowding include increased costs and less number of proficient prison officers. Increased Costs An increased cost of prison management is one of the major problems associated with the issue of overcrowding or overpopulation in the American correctional system. It is a fact that, in prisons, costs increase with increase in the number of people incarcerated in the prisons. Costs, which include provision of appropriate living conditions, proper meal, and clothing of the prisoners, exceed the normal budgeted cost when the number of prisoners exceeds the calculated number of total prisoners a prison can accommodate. It is very big issue in the United States because it puts a direct impact on the overall economy of the country. Less Number of Prison Officers Another issue associated with overcrowding in prisons is the availability of professional prison officers. The problem is that a prison is sometimes unable to find proficient officers when the demand for officers increases. This gives rise to the issue of delayed and improper rehabilitation of the prisoners. Overcrowding gives rise to violence in prisons. Overcrowding also creates stress and tension among the prisoners. Prison officers ha ve the responsibility to take care of the prisoners’ activities and rehabilitation process. When less experienced officers are hired to manage the prisoners, rehabilitation process is affected and prisoners do not get the facilities that they need to develop good behaviors. How to Overcome the Issue of Overcrowding Let us now discuss the ways, which can be used to overcome the issue of overcrowding associated with the American correctional system. First, the administration should take steps to reduce noise pollution caused due to overcrowding. Carpet and acoustic tiles should be used instead of hard surface floors. Cushioned chairs and wall decorations can also be used in the correctional settings to reduce noise. Housing units should be built within the prison areas, which should accommodate 6 to 7 prisoners instead of accommodating 40 to 50 prisoners in a single unit. Increase in the number of private prisons is also an outcome of overpopulation in the state and federal pri sons. In America, the number of private prisons is increasing because the state and federal prisons are being unable to meet the requirements and costs of holding large number of prisoners. To reduce the costs of prison management, proper training and rehabilitation centers should be built which should be able to eradicate negative behaviors and promote positive behaviors among the prisone

Gattaca Oral Presentation Draft Essay Example for Free

Gattaca Oral Presentation Draft Essay From the day Vincent was born, he had always been concidered as highly flawed, and as an invalid. His parents were planning on carrying on the family name with their first born child by calling Vincent, Anton, after his father, Antonio. However, once finding out that Vincent was prone to illness such as neurological disorder, manic depression, attention deficit disorder, heart failure, and was expected to live for only 30.2 years, Vincents father felt that he wasnt worthy of the family name, and decided to call him Vincent Anton instead. Mother and Father, Maria and Antonio had a second child, who Antonio felt was worthy of the family name, because unlike Vincent who was conceived the natural way, Anton was born through genetic engineering. As the two boys grew up, Anton was always considered superior to Vincent as he was always upstaging him at everything they did. Until one day, when the two boys played a game of chicken. Like usual, Anton was expecting Vincent to turn around and swim back to shore. However, no matter how much effort he put into trying to beat his brother, Anton and Vincent were neck and neck the whole swim. Anton was confused at how Vincent still had the energy to swim, and finally Anton wasnt able to go on any longer and he gave up. Passing out and starting to drown, Vincent saved his brothers life. For the first time in their lives, Vincent was better than Anton at something. Even though everybody believed that he wasnt good enough to acheive his goals, Vincent now believed that he could achieve anything that he set his mind to. Vincent decided to run away from home and he got a job as a janitor at Gattaca. This was his first glimpse of Gattaca, and he liked what he saw. Vincent met Jerome (Aka Eugene), a depressed and alcoholic Gattaca valid who was hit by a car, which left him in a wheelchair for the rest of his life. Nobody that was apart of the Gattaca institite knew that Eugene was in a wheelchair, which saw an opportunity for Vincent. Eugene decided that his life was concidered over because he was crippled, and he felt that even though his dream of becoming a gold medal swimmer would never come true, he would attempt helping Vincents dream of travelling into space to come true, so he gave a makeover and his next-to-perfect vailid identidy to Vincent. Eugene would shed and collect his own dead skin particles, loose hair, urine and blood and would store them away for Vincent to pass off as his own and each day, Vincent would remove any loose skin and hair that was at risk of somebody finding and tracing it back to him. After being accepted into Gattaca, Vincent was going to be apart of the once in a lifetime space launch to Saturns largest moon, Titan. However, one of the directors was trying to stop the space launch from happening, resulting in his murder. Coincedentally, one of Vincents invalid eyelashes was found at the crime scene which started a search for him because everybody thought that he was the murderer, when infact, he wasnt. Although everybody knew what Vincents invalid self looked like, nobody suspected the valid Vincent (Aka Jerome) to be the murderer because he no longer looked like his old self. Nobody suspected Vincent to be imitating Jerome except for Vincents brother Anton, who was working as a Gattca detective. It took a while for Anton to confirm his suspicion, but he did in the end, although didnt turn his brother in for fraud. Once arriving to Gattaca on the day of the Titan space launch, there was an unexpected urine sample test. Vincent took the urine test and it came up with a photo of his invalid self. However, the Gattaca doctor felt somewhat connected to Vincent because his son was also classed as an invalid and had health problems just like Vincent did. The doctor then revelied that he had known the whole time and turned his invalid into a valid and therefore, Vincent was able to continue on his space mission. In the end scene, we see Eugene sitting in his boiler and Vincent sitting in the rocket capsule. The rocket launching and the boiler lighting fire happen at syncrinized times. Eugene commited suicide and Vincents dreams had come true. Not only was he going to space, but he had also fallen in love with a co-worker, Irene, who would be eagerly waiting for his return to earth.

Control on Remote Sensing Network Using Cloud Computing

Control on Remote Sensing Network Using Cloud Computing CHAPTER 3 SYSTEM REQUIREMENTS The system requirements usually specify the needs of the system to accomplish the project successfully and the requirements can be classified as software and hardware requirements and hence the requirement specification of this project is as mentioned below. 3.1 Software Requirements Express PCB and express schematic Keil micro-vision 3 real view IDE Flash utility software for programming Embedded C JDK Visual studio 2010 Windows XP Hardware Requirements Microcontrollers ARM 7 ZigBee Modules Temperature, humidity, motion sensors LCD Display Power supply 12V i.e. 1A Relays 3.3 Functional requirements The functional requirements can be defined as the services that a developed system will provide to the user Administrative functions An individual sensor node will check the availability, Else the status of the devices will be 0, if availability is present, then the data is forwarded to the monitoring station Then the device status can be seen and control measures can be taken, to save the power and utilize it in an efficient way. Authorization levels The authorized user of the cloud drop box can access the data in the cloud to know the status of the house hold equipments. 3.4 Non-functional requirements Non functional requirements define the frame work within which the system should work. Scalability The controlling and monitoring of the devices can be extended to, many other devices apart from house hold equipments, like vehicles and security systems etc. Availability The availability of the devices purely works on the internet connection i.e. one can know the status of the devices in the house with the availability of the internet. 3.5 Technologies Used A. Cloud computing technology Cloud computing is a technology that is upgrading day by day and today many of the technologies have their own architecture so does the cloud also as the own architecture and the cloud also as its distinguishing features and the properties that make the cloud unique which are discussed below briefly. Figure 3.1: Cloud Architecture Cloud can majorly be classified into three levels of service models the first level is the SaaS (software as a service) and the work of this layer is to provide the user with the opportunity to make use of the applications which are running on the infrastructure of the cloud and the second layer of the cloud is the Platform as a Service (PaaS) the work of this layer is to provide the user with the opportunity to deploy the applications which are created or acquired by the user and the third layer of the cloud is infrastructure as a Service (IaaS) and the work of this layer is to provide the user with the opportunity to run and deploy arbitrary software on to cloud and these three layers are different for the users since the functions and services provided by these layers are different. But for the technical staff these three layers are not different and they are dependent on each other and hence for e.g.: consider SaaS needs the Paas layer to provide platform for the deployment of the services or the services can be directly deployed on to the IaaS layer, and the IaaS layer services and products are also built up using the services provided by the Paas layer hence cloud layers are inter dependent on each other in technical perspective view. The other important part of the cloud computing is the management of the system in cloud and the objective of this management is to run the cloud securely and maintain stability in the cloud environment, unfortunately many of the users are unaware of the management of system in cloud and this management is the base for the well functioning of the cloud and hence good services can be provided with proper system management and these management of system helps in the aspects of maintaining the services and operations involved in the cloud. Figure 3.2: Cloud Management Framework In the present scenario of the internet environment the layer is as mentioned above in the diagram 3.2 and for the maintenance of the devices with remote control in cloud environment the developer need to select the proper services in the cloud to satisfy the requirement of the customer and SaaS is one of the most suitable and earliest services provided in the cloud and using these service the user can directly connect to the cloud and with the help of browser we can directly run the application residing on the cloud and advantage of these service is that the service provider is responsible for the maintenance of the services weather it is hardware or software and is charged as per usage or free of cost. Neither the developer nor the user needs to worry about the upgrades, installations, attacks etc. And more importantly one need worry about the initial investments and license approvals. The present scenario in the cloud is that some providers are giving customized clouds to the companies, for the user the cloud is always free but the companies need to build their own cloud computing services for e.g.: FeiBit corporation as launched a cloud recently and meets almost all requirements of its customers. B. ZigBee wireless sensor network The name ZigBee was given to the device because of observing the procedure of bees flying and the dance of the bees was in the shape of Z and the bees are very small and hence the amount of energy that is needed to transfer the pollen is also less keeping this features in mind they named the device as ZigBee as it has features like less consumption of energy, low price, small size but works very efficiently and its IEEE standards is 802.15.4 and it creates the wireless personal area network for the communication purpose. When the IEEE standard was given the agreement was also made which is divided into two parts and hence according to the agreement the 804.15.4 will define the two layer one is the physical layer and the other I the MAC (media access control ) layer and the ZigBee alliance will define the specifications for the network, security and application layer and later the ZigBee stack also was defined that helps in communication and these was defined by individual layers protocol which was grouped together to which it gives the user API and this can be used to coordinate among many of the sensors for the purpose of communication and can also send data form one sensor to another and hence the energy consumed is very less in this process and communication efficiency is very high and hence due to this the remote controlled equipment can be controlled and monitored efficiently. Figure 3.3: Composition of ZigBee The ZigBee as the capability of the self organizing networks for proving this scenario take the e.g.: as follows where the group of paratroopers in which each group member as the ZigBee devices with them and then they land on ground they can connect each other in the forest if they have landed with the range in which the ZigBee devices can communicate and moreover the module can identify the device and contact the person and hence this is the special property of the ZigBee where clearly we can find the property of self organization. We can also use ZigBee in the industry but cannot always guarantee the usage of channels which are unblocked, like the lights in city streets, car accident, etc. the emergence of road traffic is interrupted due to accident, likewise with the usage of channels in industry and hence self organization of the network is very important because of the errors that may occur during the transmission of the data. The paths are not always set for sending the data and hence one as to find the path that is best and short and send the data in that path in the network, but if the desired path is blocked due to traffic then the data needs to sent in the other path so that it reaches the destination correctly and here in ZigBee the so called dynamic routing for data transmission is used for the sending of the data in the network. The ZigBee works with using the technology called the DSSS (direct-sequence spread spectrum) underlying which is the non beacon mode and the ZigBee network can be expanded that is scalable, within one second or even in less time the node joins the network and rejoins the network again and starts the transmission and hence this is very less rime when compared to Bluetooth which takes around three seconds and ZigBee has high reliability in networks and it supports multicast and broadcast applications and the ZigBee is one of the major network in today’s communication technology and also its importance is increasing day by day due to its distinctive application in many fields like health, sports etc. Figure 3.4: ZigBee wireless sensor Network The access to the cloud computing platform is free of cost and hence through this platform the developer can use ZigBee wireless sensor technology via the gateway through which it is connected to the internet and from there the information reaches the cloud through GPRS and the cloud here provides the real time accessing and monitoring of the data that is acquired through the sensors data socket communication and this real rime monitoring depends only upon the internet or network environment, without increasing delay time. And the cloud platform today supports the latest technology like html5 technology and hence this is a boon to many of the companies and customers and life is much simpler and easier with the upgrading technology. CHAPTER 4 SYSTEM DESIGN System design specifies the flow chart, block diagram, which gives the outlay for the system and also helps in the constructing the project and implementing it so that the desired output can be obtained. 4.1 Generalized Block Diagram The below figure 4.1 explains the overall block diagram of the work done, Figure 4.1: System Design of Home Automation 4.1.1 Operation involved The operations involved here consists of mainly two modules one is the transmitter and the other is the receiver and the transmitter has many sensors connected to it which include light intensity, temperature, motion detection sensors etc. here the data acquired by the sensors are uploaded to the transmitter through which the data is remotely passed to the receiver and from heir the data is uploaded to the cloud in serial form and the data in the cloud is displayed using the ASCII format and this data can be stored in the cloud drop box and the data in the cloud can be seen anywhere but the internet connection is mandatory and there is a graphical user interface that is been developed using the visual basic/dot net and through that also we can see the output when the server is turned on. 4.1.2 Cloud Data Base Center The design of the cloud data base centre is as shown below, Figure 4.2: Design of Cloud Database Center The cloud stores the data that it received from the network and the received data can be retrieved back from anywhere and the status of the devices can be known and the required actions can be taken. In the above diagram 4.2 we can see the cloud data base centre where the data base centre and the web server are connected together by the HTTP and the web server as the apache connected to the internet and the web server is also connected to the client browser where the client can access the data and hence the procedure of how the data base centre of cloud is designed. 4.1.3 Functioning of the System The control command from the server in the Cloud are first sent to the home gateway through TCP/IP protocol and then transmitted to the appliance with ZigBee wireless communication. The home gateway is a server which is used to receive the user command from the far-end place on the Internet, and to transmit the status as well as the power consumption information of appliances back to the database server. The gateway will then transmit the received commands to a ZigBee transceiver through the universal asynchronous transmitter and receiver (UART) interface With the proposed structure, authorized users or the system manager can log into the web server which will be in connection with the database, and devices in the house can be remotely monitored and also the power can be utilized without any wastage. Overall Block Diagram: The block diagram is as shown below which gives the description of the entire work carried out, Figure 4.3: Overall System Design of Home Automation with Monitoring Station The Above Figure (4.3) works in the same as described in the Functioning of the System, this is the method in which the devices in the house can be remotely accessed and controlled over the internet, in the other phase the world is facing the shortage of energy in terms of oil, water etc. and hence how to make use of the resources is one of the big challenge, hence this proposed system helps in the utilization of the resources efficiently. 4.1.4 Block Representation of the Diagram The below figure 4.4 represents the block representation of the diagram of the system design Figure 4.4: Overall Block Representation of the system where one recognizes the relays, sensors, alarms for motion detection are connected together to Microcontroller and the microcontroller is connected to the ADC (analog to digital conversion) where the data from analog form are converted to the digital form and the data obtained after conversion are sent to the ARM 7 board where the data is been transferred and also received through the ZigBee where the received data is stored in the cloud and the data can been seen the cloud with the help of PC. Hence from these design we can see the overall working blueprint of the system which also recognizes to be one of new technology with the combination of both hardware and software and hence this technology is one of the upgrading and ever growing technology in the field of internet of things (IoT). 4.1.5 Data Flow Diagram of the System Figure 4.5: Data Flow Diagram of the System The data flow diagram is as shown above in figure 4.5, that consists of two boards, and there are one ZigBees attached to each of the boards, the 8051 board has different sensors attached to it which will monitor the devices in the house and this status is fetched by the ZigBee and transferred wirelessly to the ARM 7 boards ZigBee and then the GPRS which is connected to the cloud uploads the data , by the information obtained through ZigBee and the data can be viewed by the end user and hence the status of the devices data obtained are visible on the LCD screen attached to both the boards. 4.1.6 Flow Chart Representation of the System The below figure 4.6 gives the complete description of the working of the system represented in terms of flow chart and the flow chart represents mainly the activity in the control center i.e. in cloud network, first the system is started and then initialization of the system is done then the network is built that is establishing the connection with server and then the system is in standby mode and then if the interrupt is received by the user to join the network, if no connection is present then the connection is again reestablished and if the connection is established then the status of the devices is noted and the end devices are controlled if it is not possible to control the connection is again restarted and checked. Hence the working of the system is represented in the terms of flow chart and this system is considered to be one of the advanced technology through which the devices in the house can be controlled and monitored through cloud. N Y N Figure 4.6: Flow Chart of the working of the system 4.1.7 Picture of the 8051 and ARM 7 Boards In the below two pictures we can see the pictures of the 8051 and ARM 7 circuit boards, The picture 4.7 below represents the 8051 micro controller board, Figure 4.7: Snapshot of MC 8051 That is connected to different sensors like light, temperature etc. And also to ZigBee and hence this board represents the home and the devices that can be controlled and monitored using the cloud. In the picture 4.8 below, we can see the ARM 7 board Figure 4.8: Snapshot of ARM 7 That is connected to ZigBee for the purpose of communication with the devices in the house, the GPRS module for the purpose of uploading the data to the cloud and the LCD screen for the display of the information and all these are connected to the ARM 7 board. BIBLIOGRAPHY [1] â€Å"IOT’s Gateways: Bridging Wireless Sensors Networks into Internet of Things† Qian Zhu, Ruicong Wang, Qi Chen, Yan Liuand Weijun Qin 2010 IEEE [2] â€Å"A Security Aspect in Cloud Computing† by Gurudatt Kulkarni Jayanth Gambir Teiswini Patil Amruta Dongare  ©2012 IEEE [3] † Technologies and Protocols for Data Centers and Cloud Networkings† by Nabil Bitar, Steven Gringeri, and Tiejun J. Xia, Verizon Laboratories © 2013 IEEE. [4] â€Å"Dynamic merging of ZigBee’s Homes Networks into Home Gateways Using OSGi’s Services Registry’s† by Young-Guk Ha ©2009 IEEE. [5] â€Å"ZigBee source route technology in home application â€Å"by Yao-Ting Wu in 2008 IEEE. [6] â€Å"Research of ZigBee’s data securities and protections† by Li Chunqing1, Zhang Jiancheng, 2009 International Forum on Computer Science-Technology and Applications © 2009 IEEE. [7] â€Å"ZigBee and UPnP Expansion for Home Electrical Appliance Control on Internet† by Kuk-Se Kim, Chanmo Park ,Kyung-SikSeo, Il-Yong Chung, Joon Lee2007 ICACT2007. [8] â€Å"ZigBee’s Wireless Sensors Applications for Health, Wellness and Fitness† by ZigBee’s Alliances © 2009 ZigBee Alliance. [9] â€Å"Z-Phone: Implementation Design and of Embedded Voice over ZigBee Applications† by A.Meliones and E. Touloupis. [10] † Bluetooth based homes automation systems using cell phones† by R.Piyare, M.Tazil2011 IEEE 15th International Symposium on Consumer Electronics.

what we need :: essays research papers

â€Å"What we need†   Ã‚  Ã‚  Ã‚  Ã‚  Summer Olympics a venue that the world looks forward to every 4 years. Various sports that athletes train hard for day in and day out to achieve the coveted gold medal. An opportunity arises the chance for a given city; â€Å"your city† to hold the 2012 summer Olympic games. One dilemma, the city that they might pick is in dire need for psychological and physical uplifting. Is this the right opportunity to do so for the city of New York and try to give new life too much changed city after the September 11 tragedies? Is this a good choice for the Olympic games to be held in our own New York City, or is this an invitation for terrorist groups too spoil plans and moral once again? As well as add too the congestion of an already chaotic traffic system?   Ã‚  Ã‚  Ã‚  Ã‚  Many different opinions are voiced in a situation that can affect a city of 8 million people for the better or for the worse. Most of the people of New York City are very optimistic of the possible coming of the Olympic games. The pros of this proposed idea are many and very beneficial for the city as well as the people. A great benefit that comes from this event is jobs. In a time of economic decline and people loosing their jobs are the main positive things that the Olympic games will bring; Kevin Fleming said that the Olympics would probably put money in his pocket. â€Å"I think it’s great, I’m looking forward to getting a lot of work from it.†   Ã‚  Ã‚  Ã‚  Ã‚  Other great aspects of the Olympics possibly being held in New York City is that the city will get the much needed â€Å"face-lift† in areas of the city that was already planned but it will just get done sooner. â€Å"Most of the things the Olympics need, the city needs anyway,† mayor Bloomberg was quoted to say. Businesses will boom and jobs will there for the willing to work. Some risks that we take will be well worth it.   Ã‚  Ã‚  Ã‚  Ã‚  People are also worried about the traffic and the gridlock that would be caused by the Olympics but New Yorkers deal with it day in and day out the whole traffic is well worth it because when it is all said and done the Olympics go down in history and â€Å"you â€Å" will be one of the lucky ones to see history in the making.

Job Satisfaction of Employees

There are two types of data collection method use in my project report. – 1. Primary data 2. Secondary data. In primary data the employees were approached directly to know their interest in the job and the satisfaction level being derived by them. Secondary data collection method was used by referring to various websites, books, magazines, journals and daily newspapers for collecting information regarding project under study. 02 03INTRODUCTION Job satisfaction, a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's work Job satisfaction ; describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be.Job satisfaction is not the same as motiv ation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs.Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. 04 For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity—the quantity and quality of output per hour worked—seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship bet ween job satisfaction and productivity is neither conclusive nor consistent.However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job.COMPANYPROFILE 05 Adidas is on the move and always has been: It has had an adventurous history since it first grew out of a family business in Herzogenaurach, Germany in the 1920s. With the hostile separation of two brothers’ interests in the 1940s, nearly going bust in the 1980s and then executing two rescue operations, first by sending production offshore to Asia and then by reinventing itself into a design and marketing company, Adidas has riden the waves of change in the sports goods sector both up and down.Alongside its own brands, it owned the Saloman ski and sportswear brand for nearly a decade and now includes the Reebok, Taylormade Golf and Rockport brands in its stable. Things are now definitely on track and, if the current marketing slogan, â€Å"Impossible is Nothing†, is anything to go by, the company is brimming with confidence. There are now over 1000 Adidas stores around the world and, in the run up to the Beijing Olympics the company opened an average of two stores a month in China. By 2010, the aim is to generate at least 30% of the group’s revenues through controlled space.To keep its brand in the public focus Adidas has also sponsored sportsmen and women for many years. In 2008, 295 footballers, 64 rugby players, 71 tennis players, 24 basketb all players and 8 golfers all benefited from its three stripe logo. One of the first prominent endorsers of Adidas equipment was American running legend Jesse Owens, the gold medalist at the 1936 Summer Olympics. As well as sponsoring the Beijing Olympics Adidas is also supporting the 2012 Olympic Games in London in a deal worth around $200 million.Adidas Group sales grew robustly in all regions driven by the first-time inclusion of Reebok as well as strong revenue increases at both adidas and TaylorMade-adidas Golf. Group sales in Europe grew 32% on a currency-neutral basis. This represents an improvement of 31% in euro terms to â‚ ¬ 4. 162 billion in 2006 from â‚ ¬ 3. 166 billion in the prior year. Currency-neutral sales in Europe for the adidas Group excluding Reebok increased 8% due to adidas’ strongest growth in three years. In euro terms, this represents an increase of 7% to â‚ ¬ 3. 90 billion in 2006 from â‚ ¬ 3. 166 billion in the prior year. In North Amer ica, Group sales increased 107% on a currency-neutral basis. In euro terms, sales also grew 107% to â‚ ¬ 3. 234 billion in 2006 from â‚ ¬ 1. 561 billion in 2005. Currency-neutral sales in North America for the adidas Group excluding Reebok increased 14% driven by double-digit growth rates at both adidas and TaylorMade-adidas Golf. In euro terms, revenues increased 13% to â‚ ¬ 1. 768 billion in 2006 from â‚ ¬ 1. 561 billion in the prior year.Sales for the adidas Group in Asia increased 35% on a currency-neutral basis. In euro terms, revenues in Asia grew 33% to â‚ ¬ 2. 020 billion in 2006 from â‚ ¬ 1. 523 billion in 2005. Currency-neutral sales in Asia for the adidas Group excluding Reebok increased 20% during the period, primarily driven by strong growth at brand adidas. This marks the third consecutive year of double-digit underlying growth for our Group in the region. In euro terms, revenues grew 18% to â‚ ¬ 1. 791 billion in 2006 from â‚ ¬ 1. 23 billion in the prior year. In Latin America, currency-neutral sales increased 53%. In euro terms, sales grew 56% to â‚ ¬ 499 million in 2006 from â‚ ¬ 319 million in 2005. Currency-neutral sales in Latin America for the adidas Group excluding Reebok increased 31% in 2006. This represents the highest regional growth within the Group as a result of continued strong development of the adidas brand. In euro terms, sales increased 35% to â‚ ¬ 429 million from â‚ ¬ 319 million in the prior year. [pic] | | |COMPANY NAME |ADIDAS | | | | |COUNTRY / ORIGIN |GERMANY | | | | |ADDRESS / HEADQUARTERS |HERZOGENAURACH | | |SPORTS WEAR & | |INDUSTRY |SPORTS GOODS | | |FOOTWEAR | |PRODUCTS |ACCESSORIES | | |SPORTS WEAR | | | | |NO.OF EMLOYEES |31,344(2007) | | | | |REVENUE |â‚ ¬ 10. 299 BILLION ( $ 15. 6 BILLION ) | | | | |CEO |HERBERT HAINER | Financial data in millions of euros[3] | |Year |2002 |2003 |2004 |2005 |2006 | |   |   |   |   |   |   | |2002 |3,200 |1,960 |1,166 |163 |6,5 23 | |2003 |3,365 |1,562 |1,116 |179 |6,267 | |20042) |3,068 |1,332 |1,192 |224 |5,860 | |20052) |3,166 |1,561 |1,523 |319 |6,636 | |20063) |4,162 |3,234 |2,020 |499 |10,084 | |1) Including HQ/Consolidation. | |2) Figures reflect continuing operations as a result of the divestiture of the Salomon business segment. | |3) Including Reebok business segment from February 1, 2006 onwards, excluding Greg Norman wholesale business from December 1, 2006| |onwards. | Net Sales â‚ ¬ in millions [pic] Net Sales by Segment1) [pic] Gross Profit â‚ ¬ in millions [pic] Operating Expenses â‚ ¬ in millions [pic] Operating Expenses â‚ ¬ in mililons [pic] Net Financial Expenses â‚ ¬ in millions [pic] Income Before Taxes â‚ ¬ in millions [pic] Net Income Attributable to Shareholders â‚ ¬ in millions [pic] OBJECTIVE OF THE PROJECTThe topic of my project is â€Å"JOB SATISFACTION OF EMPLOYEES WORKING IN ADIDAS† in INDIA. This includes the following Objectives: †¢ To find out total employees working in ADIDAS in INDIA. †¢ To analyze the employment strategy of ADIDAS. †¢ To analyze the most effective media of promotion. †¢ To analyze the satisfaction level being derived by the employees of ADIDAS. †¢ To accumulate expectations of employees. †¢ To find out response of the employees to change in any strategy/production methodology/ by the company. †¢ To ascertain the growth opportunity of employees. PROJECT DETAILS History One of the biggest preludes to the study of job satisfaction was the Hawthorne studies.These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers’ productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction.Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W. L. Bryan, Walter Dill Scott, a nd Hugo Munsterberg set the tone for Taylor’s work.Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Models of job satisfaction Affect Theory Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.Further, the theory states that how much one values a given facet of work (e. g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met. When a person values a particu lar facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesn’t value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B.This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory[citation needed]. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a notable explanation of job satisfaction i n light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction.A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction.Finally, lower levels of neuroticism lead to higher job satisfaction. Two-Factor Theory (Motivator-Hygiene Theory) Fred erick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out.Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzberg's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman ; Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. Job Characteristics ModelHackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc. ). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an inde x of how likely a job is to affect an employee's attitudes and behaviors—-.A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM. Measuring job satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data is typically collected using an Enterprise Feedback Management (EFM) system. The Job Descriptive Index (JDI), created by Smith, Kendall, ; Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used.It measures one’s satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or can’t decide (indicated by ‘? ’) in response to whether given statements accurately describe one’s job. The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale.The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (five items from each facet) and a short form with 20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face. Job satisfaction and emotions Moo d and emotions while working are the raw materials which cumulate to form the affective element of job satisfaction. (Weiss and Cropanzano, 1996). Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause.There is some evidence in the literature that state moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced Emotion regulation and emotion labor are also related to job satisfaction. Emotion work (or emotion management) refers to various efforts to manage emotional states and displays. Emotion regulation includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotio n.Although early studies of the consequences of emotional labor emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional labor are not uniformly negative. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models: 1. emotional dissonance. Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions, that often follows the process of emotion regulation . Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction. 2.Social interaction model. Taking the social interaction perspective, workers’ emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction. For example: The accumulation of favorable responses to displays of pleasant emotions might positively affect job satisfaction . performance of emotional labor that produces desired outcomes could increase job satisfaction. Relationships and practical implications Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover.Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account. An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job.This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average uncorrected correlation between job satisfaction and productivity to be r=. 18; the average true correlation, corrected for research artifacts and unreliability, was r=. 30]. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher (? =. 52) than for jobs of low to moderate complexity (? =. 29).In short, the relationship of satisfaction to prod uctivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that â€Å"a happy worker is a productive worker† should not be the foundation of organizational decision-making. With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship; instead, both satisfaction and performance are the result of personality. Importance to Worker and Organization Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety.At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional stat e that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity—the quantity and quality of output per hour worked—seems to be a byproduct of improved quality of working life.It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is l ifted performance will decline. Workers' Roles in Job SatisfactionIf job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: †¢ Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. †¢ Develop excellent communication skills. Employers value and reward excellent reading, listening, writing, and speaking skills. †¢ Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. †¢ Demonstrate creativity and initiative.Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. †¢ Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. †¢ Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. †¢ See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a vital role in job satisfaction. †¢ Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. Assuring Job SatisfactionAssuring job satisfaction, over the longterm, requires careful planning and effort both by management and by workers. Managers are encouraged to consider such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a stimulating, challenging, supportive, and rewarding work environment is vital. Because of the relative prominence of p ay in the reward system, it is very important that salaries be tied to job responsibilities and that pay increases be tied to performance rather than seniority. So, in essence, job satisfaction is a product of the events and conditions that people experience on their jobs.Brief (1998) wrote: â€Å"If a person's work is interesting, her pay is fair, her promotional opportunities are good, her supervisor is supportive, and her coworkers are friendly, then a situational approach leads one to predict she is satisfied with her job† (p. 91). Very simply put, if the pleasures associated with one's job outweigh the pains, there is some level of job satisfaction. INTERPRETATION While doing my project and looking into the company profile of ADIDAS I came across certain facts and figures. †¢ COMPETITORS IN MARKET – ADIDAS is a manufacturer of sports wears and sports goods. The main competitor of ADIDAS is NIKE which also manufactures sports goods and sports products.Few year s earlier REEBOK was also a competitor, but ADIDAS took over the company and became the worlds largest sports wear and sports goods Production Company. Other competitors of ADIDAS are AMER SPORTS and ROSSIGNOL AMER SPORTS is company that was established in 1950 in Finland portfolio of sports brands including Wilson, Atomic, Suunto, Precor and Salomon. They manufacture athletic shoes, sports and fitness equipments. ROSSIGNOL is a company that produces equipments for snowboarding, ice-skating and other apparel products. They even manufacture ski boots, bindings, poles, hats, and gloves, as well as golf equipment via its Roger Cleveland Golf subsidiary. It even started giving sponsorship to various sports teams in all kinds of games all over the world.MARKET STAKE ; ADIDAS 36 % NIKE 24 % AMER SPORTS 21 % ROSSIGNOL 19 % [pic] †¢ HUGE FAMILY On December 31, 2007, the Group had 31,344 employees, which represents an increase of 19  % versus the previous year’s level of 26,376 . This development is primarily related to new employees in the adidas segment in emerging markets as well as own-retail activities. [pic] †¢ EMPLOYMENT GROWTH IN ADIDAS ( AS DISCUSSED WITH THE HEAD OF GREEN PARK MARKET, DELHI BRANCH. HIS COMMENTS ON EMPLOYMENT GROWTH ARE AS FOLLOWS )The development of our employee numbers varied significantly from a brand perspective. The number of employees at the adidas brand increased 25  % to 18,678 at the end of 2007 (2006: 14,906), mainly driven by the brand’s strong expansion, especially in own retail and in the emerging markets of Eastern Europe (e. g. Russia), Asia and Latin America. Staff at Reebok declined 11  %, attributable to a shift in the workforce to the Group functions and adidas brand as well as the elimination of duplicative positions. Hence, the Reebok segment comprised 6,751 employees at year-end (2006: 7,545). At TaylorMade-adidas Golf, the number of employees increased by 2  % to 1,393 (2006: 1,368).The num ber of employees working in our Group functions increased sharply by 77  % to 4,522 (2006: 2,552). The main reason for this development was the expansion of the Sports Licensed Division to a cross-brand corporate license department, including licensed products from brand adidas (e. g. NBA jerseys) and Reebok (e. g. NHL and NFL jerseys). Excluding this effect, employment within our Group functions increased 23  %. |NUMBER OF EMPLOYEES 1) | |[pic] | |1) |At year-end. |2) |Figures reflect continuing operations as a result of the | | |divestiture | | |of the Salomon business segment. | |3) |Including Reebok business. | †¢ GLOBAL MOBILITY ACTIVELY PROMOTED employees work at more than 150 locations around the world. They actively encourage global mobility and offer thier employees the opportunity to go on international assignments. At the end of 2007, 47  % of their staff was employed in Europe (2006: 42  %), 31  % in North America (2006: 35  %), 18  % in Asia (2006: 19   %) and 4  % in Latin America (2006: 4  %).To support relocating professionals and their families in new living and working environments, they provide, for example, relevant language and cultural training |EMPLOYEES BY REGION | |[pic] | †¢ RESEARCH AND DEVELOPMEMT Research and development within the adidas Group is organized in a decentralized structure, i. e. each brand separately runs its own research, design and development activities, with major locations in several countries. To maximize efficiency, our brand teams collaborate closely, sharing fundamental and biomechanical research as well as existing technologies.In 2007, we incorporated a last from a version of the adidas Predator ® football boot into Reebok’s new Sprintfit product. This transfer of basic football know-how highlights the type of technology sharing we strive to promote within the Group. Another example of intra-Group know-how transfer is the incorporation of adidas TORSION ® technology t hroughout a current collection of Rockport footwear |ADIDAS GROUP R & D STRUCTURE | |[pic] | †¢ VAST MAJORITY OF PRODUCTION OUTSOURCED To minimize production costs, adidas outsource over 95  % of production to independent third-party manufacturers, primarily located in Asia.These suppliers possess excellent expertise in cost-efficient mass production of footwear, apparel and accessories. adidas provide them with detailed specifications for production and delivery. However, our Group also operates own production and assembly sites in Germany (1), Sweden (1), Finland (1), the USA (4), Canada (5), China (1) and Japan (1). In order to ensure the high quality consumers expect from our products, adidas enforces strict control and inspection procedures at our suppliers and in our own factories. In addition, adidas promotes adherence to social and environmental standards throughout our supply chain FINDINGS ADIDAS ltd. Has over 1173 branches all over India.