For a corporation to survive and improve throughout the rapidly aggressive setting dominated by numerous players, it is paramount for an organization to hold out. The group effectivity could possibly be measure based mostly on numerous variables such profitability, product sales, manufacturing prime quality and market share, however, few organizations give prominence for an vital parts which is human sources effectivity. Primarily based on HRM commentator’s retention and progress of the group workers are pivotal for group effectivity.
The overall purpose of human helpful useful resource administration is to ensure that the group is able to receive their success by of us. Ulrich and Lake (1990) states that: ‘HRM strategies would be the provide of organizational capabilities that allow companies to review and capitalize on new alternate options’. Nonetheless throughout the completely different hand HRM has an ethical dimension as successfully, which means it should additionally concern the rights and desires of people in an organization.
With the elevated rivals, globalization, boundless technological advances, -companies are compelled to contemplate the parts like HRM, setting…and so forth to run the extra mile ahead of the others. Subsequently as of late employers ponder investments on the HRM capabilities are very very important and environment friendly, reasonably than seeing it as solely a value.
As a result of it confirmed above, HRM must be built-in with each carry out with in an organization. Starting from the recruitment course of to the teaching and progress, effectivity appraisal, effectivity incentives, promotion system , design of labor and dealing setting…and so forth must aligned with environment friendly HRM practices because it ought to reduce the direct & indirect employee grievances which ends up in a extraordinarily motivated and pleased workforce, which in flip influences on the overall group performances.
When considering the development of the Human helpful useful resource administration, there are two courses;
1. Managerial Capabilities
2. Operative capabilities
Capabilities of HRM
Managerial Capabilities Operative Capabilities
Organising Human Helpful useful resource
Newest sample in HRM
1. Managerial capabilities – It embody Planning, organizing, directing and controlling.
· Planning is the first train supervisor has to ponder. The administration has to resolve what to do and strategies to do to comprehend the goal of the group. Administration makes use of this course of to plan the best way ahead for the company, resolve what actions they will make to avoid robust points and so forth. (Bateman, Snell, 2007).
· Organizing is established throughout the interior development of the group. It primarily points the stream of information contained in the agency, division and coordination. Supervisor has to know what the subordinates can do and the way a lot teaching they need. To comprehend the targets set throughout the planning course of there must be an accurate group of labor. In proper right here the administration set the duties, duties and authorities to the employees. The supervisor has to debate the duties with the employees and has to clarify what to do, strategies to do and make them understand regarding the job (Allen, G, 1998). Then it is easy to comprehend the goal.
· Directing is the next stage after ending planning and organizing. That’s to execution of the plan. It influences the parents to comprehend the targets in an correct strategy by motivation, communication, and administration. The best path of workers will affect the achievement of the targets. The supervisor has to have an accurate relationship with the employees throughout the agency, after which they are going to merely direct the employees to comprehend the purpose.
· Controlling consists of checking, verifying and evaluating of the actual with the plan that the company set. Actions and operations are adjusted to acknowledged plans and necessities by administration. The teaching purposes, conducting interviews, analyzing labor turnover particulars are among the many controlling capabilities supervisor can work out. Controlling permits setting the effectivity necessities contained in the groups and to do the precise communication.
2. Operative capabilities – These actions are related to explicit actions harking back to, employment, human sources progress, compensation, human relations and updated developments in human helpful useful resource administration.
· Employment – This means securing and utilizing the parents with the associated to comprehend the organizational targets. The capabilities embody in employment are, Job analysis, human helpful useful resource planning, recruitment, alternative, placement and induction.
· Human helpful useful resource progress – That’s the technique of enhancing experience, data, attitudes, aptitudes, dedication and so forth. counting on the organizational requirements. The capabilities embody in human helpful useful resource progress are; Effectivity appraisal, teaching, administration progress, occupation planning and progress, promotion, demotion and alter and group progress.
· Compensation – That’s the technique of providing sufficient, equal and trustworthy reward to all workers. The capabilities embody in compensation are; Job evaluation, incentives, wage and wage, bonus, fringe benefits, social security and measures.
· Human Relations – It is the strategy of interaction between of us. The administration can observe completely completely different human helpful useful resource insurance coverage insurance policies to work along with the parents. Good relationship will encourage of us to do a higher job Inside the group. The capabilities in human relations embody; Motivating the employees, rising the communication experience, rising administration experience, providing comfortable work setting to the parents, enhancing prime quality of labor lifetime of workers and boosting employee morale.
· Newest sample in human helpful useful resource administration – This house is on a regular basis rising. It is advancing at a fast value. The newest developments in human helpful useful resource administration is; Prime quality of labor life, newest strategies of Human helpful useful resource administration and full prime quality in human sources.
In 1989 David Customer describes a human helpful useful resource model based mostly on what he thought. . This model consists of four components;
- Human helpful useful resource insurance coverage insurance policies and practices
- Human helpful useful resource outcomes
- Organizational outcomes
1. Human helpful useful resource insurance coverage insurance policies and practices – when an organization is launched there are quite a few insurance coverage insurance policies accessible in a company. They’re;
- Group and job design
- Administration of change
- Recruitment, alternative and socialisation
- Appraisal, teaching and progress
- Reward strategies
Primarily based on this model human helpful useful resource insurance coverage insurance policies are design to comprehend the four key human helpful useful resource outcomes which explains as a result of the second ingredient of this model.
2. Human helpful useful resource outcomes – The model embody followings;
- Prime quality
- Strategic integration
Prime quality is not solely concern regarding the prime quality of manufacturing product or the businesses supplied by the company, it incorporates the usual of the workforce, the administration of the workforce and the human helpful useful resource insurance coverage insurance policies used throughout the agency. Flexibility is the ability to change the roles people are doing, working affiliation harking back to number of hours they’re working and the character of workers’ contract. Strategic integration is the hyperlink between human helpful useful resource approach and enterprise approach. Customer explains that integration requires an organizational custom the place managers work or share. The commitments have a direct relationship with valued enterprise penalties. He says that dedication is confused and that the connection between dedication and the effectivity is hard to find out. When an employee dedication is bigger implies that employee is glad regarding the companies and the best way through which the company cope with to workers. After they’re glad effectivity is likely to be mechanically bigger throughout the group.
three. Organizational outcomes – The organizational outcomes embody following;
- Extreme job effectivity
- Extreme downside fixing
- Extreme innovation
- Low turnover, absence
- Extreme value – effectiveness
4. Administration – Administration is a crucial ingredient to make all these outcomes success.
With the understanding of significance of the involvement of HRM for the betterment of an organization, this paper is regarding the affect of HRM progress to the IFS enterprise success.
1.1 Objectives and targets of the analysis
In the middle of the most recent years IT sector began to bloom and loads of major IT professionals fortified the best way ahead for his or her companies by investing in Sri Lanka. Inside few years it begins to extend and now a days it has develop to be a big enterprise sector which assist the monetary system and which provides big occupation alternate options to the youthful period.
Latest s current that, over 175 software program program developments companies are actively working in Sri Lanka, which can be originated from every nationwide and worldwide grounds they usually’re providing corporations for every the export and residential markets. Just a few of those companies and their merchandise are already successfully acknowledged and performing terribly successfully throughout the IT sector by competing with completely different worldwide markets. Amongst these, companies like,Millennium Knowledge Utilized sciences- who not solely turned the Colombo stock change in Sri Lanka into the world’s first ever “event-driven” change nevertheless with their versatile automated shopping for and promoting system have powered the Boston stock change amongst numerous completely different consumers within the US, along with exchanges in Europe, Asia Pacific and Africa;Virtusa Firm- one in all many quickest rising software program program corporations companies throughout the US with seven years of consecutive progress and the largest experience coronary heart based totally in Sri Lanka and; Informatics- an space agency whose telecom product is in operation on the regional web sites of among the many world’s major telecom operators, harking back to Cable & Wi-fi of UK and Millicom of Luxembourg, are major the best way through which, marking the determine of Sri Lanka on this planet. Furthermore worldwide names likeIFSfrom Sweden have prepare their evaluation and progress coronary heart utilizing over 700 of us and never too way back MicrosoftandOraclehave moreover opened workplaces in Sri Lanka.
That’s an effort to hunt out out the involvement of human helpful useful resource to the success of Sri Lankan IT sector and the best way successfully they’re managed for them to get in a position to face the long term challenges in ever altering world. Taking the IFS Sri Lanka Ltd as a result of the Reference stage, the evaluation will give consideration to decoding the have an effect on of Human Helpful useful resource Administration on the company’s success.
Evaluation as an entire, is a course of to hunt out an answer to a specific question. The preliminary targets of this analysis are to formalize the necessary procedures and inquiries to be answered, to have the ability to gather the meant information, which is likely to be fascinating to discover a resolution to the core evaluation question.
To comprehend the above targets, following are the outline of the info that may try to gather, to be used in rising appropriate evaluations & conclusions.
- Actions taken to encourage the employees.
- Established procedures on providing job satisfaction to the employees.
- The strategy of rising employee potential and the best way the company put it to make use of.
- How strong is the employee-employer relationship
- Diploma of effectivity of the company and the best way the employees contribute its’ success.
1.2 Agency Background
IFS, is probably going one of many world’s major suppliers of component-based enterprise software program program developed using open necessities. Since 1983, IFS has been a provider of enterprise features focused on meeting the needs of chosen industries. Principally, IFS operates in two areas: lifecycle administration, the place asset and product lifecycle administration are important factors, and mid market ERP (Enterprise helpful useful resource planning), which covers distribution and manufacturing in midsize companies. Primarily agency operates in Europe, the US, the UK, Australia and Asia with the head office positioned in Linkoping, Sweden and having the employs about 2,723.
As we converse, IFS is a worldwide software program program agency that helps major enterprises improve effectivity, scale back costs, react swiftly to market circumstances, and take advantage of new enterprise alternate options. IFS Functions, IFS’ suite of higher than 60 web-based components, is the one true component-based enterprise reply obtainable in the marketplace, allowing deploying the software program program step-by-step as agency’s needs and funds dictate. Using open necessities, IFS makes it easier to stay up-to-date with experience and mix with legacy strategies. And solely IFS offers full lifecycle administration, enabling their prospects to maximise profitability over the lifecycles of your merchandise, prospects, and property. IFS’ superior experience, efficiency, and Commerce focus have gained reward from among the many world’s major analyst companies. Gartner acknowledges IFS as each a visionary or a pacesetter in all four of its ERP and asset administration Magic Quadrants. Most important, IFS’ legendary dedication to buyer help has in no way wavered. As we converse, IFS has a strong roster of glad prospects, ranging from mid-size companies to world commerce leaders harking back to PepsiCo, Regular Electrical, Lockheed Martin, Regular Dynamics, DuPont, Volvo, BMW, Deere & Co., and Rockwell Automation.
As a result of the day, IFS was based mostly, they’ve given the next significance for the client help. Subsequently as we converse, IFS has develop to be the one enterprise software program program provider that provides a worldwide product for the mid-market together with native assist. IFS has assist centres in each nation by means of which it operates, making sure that you will receive the easiest purchaser assist wherever on this planet. IFS protect monitor of your distinctive factor configuration; patch ranges, and customizations, making sure that the info is accessible globally to all IFS assist centres. Subsequently it has develop to be the huge neighborhood of all the info required to resolve the consumer factors with none pointless delays.
Inside the big IFS neighborhood, office in Sri Lanka has a big significance, as a result of it’s seemingly one of many two IFS R & D centres in world and major part of software program program progress is accomplished there, with having higher than 700 workers in two native nation workplaces. The primary goal group for the analysis is principally taken from Sri Lankan workplaces and counting on the alternate options workers from the alternative locations have been involved throughout the analysis.
1.2.1 Financial Highlights
Based on the IFS Annual report 2008, it illustrate that the company is having progress in every half. Mid 2008, IFS has launched long-term financial targets entailing that, throughout the subsequent 5 years, product revenue will double by pure progress and acquisitions, the working margin will enhance to15 p.c, the dividend will rise to 50 p.c of earnings after tax and surplus liquidity is likely to be used to repurchase shares. Furthermore, report says that IFS has signed 10 largest license agreements all through the 12 months had an combination price of SKr 141 million the place as a result of the corresponding for 2007 was SKr 103 million. An entire of 20 license agreements valued at higher than US$ zero.5 million each have been signed. And In all, 215 (177 in 2007) new prospects have been added, and 760 (778 in 2007) prospects each upgraded or expanded their current choices.
- Annual Web Revenue
- Annual Earnings Sooner than Curiosity & Tax (EBIT) Value
- Web Debt
To have the ability to summarize the success I’ve extracted the above three from the report which explains the vital factor parts of agency’s progress. Web revenue (: 7) amounted to SKr 2,518 million (2,356 in 2007), an increase of seven p.c, which is the most effective revenue the company achieved per 12 months for the ultimate 4 years. EBIT (Earnings sooner than Curiosity & Tax) price appears to be Skr, million 154, which is an effective flip over compared with the value, SKr million -128 in 2004. Furthermore, as a result of the : 9 reveals, IFS have succeeded in diminishing their cash owed. They’ve with the flexibility to chop again the cash owed from Skr, million 363 to Skr, million three, which is a sole proof for the success of the company.
- Variation of Complete Belongings
- Number of workers
Whereas concerned of their financial progress, IFS seems dedicated to the enlargement of the company. From 2004 to 2008, their asset, along with number of workers has elevated consistently in a similar value.
1.three Significance of the evaluation
Success and progress of any agency is is decided by the extent of human helpful useful resource involvement. Subsequently it is most important to maintain up motivated and glad workforce to accumulate the proper outcomes of its funding. Means progress, employer – employee relationship, grade & pay development & employee benefits are among the many key challenge which immediately related to the motivation of the work drive.
Objective of analysis is to be taught the best way successfully the importances of above parts are absorbed throughout the Sri Lankan IT sector; inside IFS Sri Lanka Ltd. The evaluation will try to extract the info related to the actual parts and analyze them with the either side of the company’s performances.
1.4 Development of the Evaluation work
With having the textual content material divided in to the numerous sections, the dissertation begins with an introduction, which provides the important understanding of HRM and its capabilities. It concludes with a top level view of your complete thesis along with the info helpful for the reader to know the topic and related information, we’ll deal with about. The following half is the literature consider, which explains associated theories that may help to assist the topic and it is adopted by the evaluation methodology which explains the evaluation technique, and the best way the targets and targets are consider to achieved. Moreover it, clearly make clear the methods that used to collect the associated information and outlined the the rationale why there are chosen. The top end result half provides the exact outcomes I’ve obtained, ending up the evaluation, and contained in the analysis half, it exploits the info gathered, and structured an entire analysis. Conclusion and Suggestion sections conclude the evaluation with decoding the gathered information and outcomes obtained in Analysis half, along with the targets and targets talked about initially and provide the necessary strategies based totally on the reside information and exhibit the benefit of the evaluation.
1.5 Limitations of study
The first limitation of this evaluation is getting the entry to the employees contained in the chosen agency. The outcomes could possibly be rather a lot important if the researcher is succeeded in involving many individuals as potential. Subsequently it is likely to be the next downside to formalize an easy and straightforward approach to build up the associated information from the employees, to make it potential for they don’t actually really feel it as a further burden. Time will probably be thought-about as the alternative major scenario since I’ve to formalize your complete course of with in a extremely temporary time interval and to make sure it has grasp many individuals as potential.
Job satisfaction is probably going one of the crucial very important options related to the employee administration because it’s immediately related to the effectivity of an organization. As a result of individuals tends to take heed to the feelings deep of their concepts, it’s not enough to full fill every completely different points, if the employee is not glad with what he/she does.
Job satisfaction is not related as a result of the motivation however it linked. Job design is aimed to strengthen job satisfaction and effectivity by using completely completely different design methods harking back to Job rotation, job enlargement, job enrichment and so forth. Job satisfaction will probably be seen as “a pleasurable or constructive emotional state ensuing from the appraisal of 1’s job experience” (Lock 1976). When any person is glad alongside along with his/her job that is job satisfaction, or when any job is fulfilled one’s expectation that is job satisfaction. Job satisfaction primarily considers the attitudes and feelings that people have regarding the work. The Guion (1958) defines morale as ‘the extent to which an individual’s needs are glad and the extent to which the particular person perceives that satisfaction as stemming from his full work state of affairs’. Nonetheless there are some choices of job satisfaction acknowledged by Paul Spectors (1985) harking back to, Pay- amount and fairness or equity of wage, Promotion-opportunities and fairness of promotion, Supervision-fairness and competence at managerial duties by ones supervisor, Benefits- insurance coverage protection, journey, and fringe benefits, Contingent procedures-sense of respect, recognition and appreciation.
Primarily based on Whereas Luthan (1998) there are three very important views to job satisfaction;
- Job satisfaction is an emotional issue related to a job that may’t measure.
- It is determined by how successfully finish result’s achieved or exceeds expectations
- It reveals some attitudes which may be utilized to find out how workers consider their job and the best way they receive their targets.
The parts that affect the job satisfaction of an employee will probably be divided in to some elementary areas;
- Interior parts
- Exterior parts
- Specific particular person parts
Interior, exterior and explicit particular person parts which affect to the job satisfaction are listed throughout the desk. Interior parts are the parts that linked to work nevertheless these aren’t the one parts affecting job satisfaction. Exterior parts are related to work or to the working setting and explicit particular person parts primarily ponder a person and the person’s family and neighborhood of associates.
Job satisfaction parts
· Job choice
Number of experience and depth of information required to do the job
The freedom that the employee get to control their very personal work
· Function willpower
The freedom that the employees get to set their very personal targets and the elements to comprehend these targets
· Recommendations and recognition
The non-public and public suggestions that they receive for his or her effectivity
The person’s success on their job. The trainings, improved equipments, appropriate education stands out because the strategy to enhance the achievement and the job satisfaction.
· Perform ambiguity and performance conflicts
Determining the place of the work place, duties and settlement between roles. Clarifying the duties throughout the job, and the place throughout the group. When reduce operate ambiguity it end in job satisfaction
The alternate options with the current and the alternative employers. If workers actually really feel they’ve fewer alternate options throughout the current place, then job satisfaction decrease.
· Job security
The peace of thoughts that workers get to their job
· Social interaction
The best way through which they deal with the others. The usual and the quantity of the interaction.
Herzberg make clear this as a hygiene challenge. The usual of administration is affect to the job satisfaction. If the usual is lower, worker can develop to be dissatisfied.
· Organizational custom
Custom and administration style can enhance/decrease job satisfaction.
· Work schedules
Match between work schedule and the employee’s schedule. Flexitime may enhance the job satisfaction by allowing employee to interface between work life and personal life
The time interval that a person has held a spot. When people are respect to the seniority, it ought to enhance job satisfaction
The rewards and the operate of money
Specific particular person Components
That’s the dedication that a person is doing to his/her job. If the actions of researching, selecting and the best way through which he/she doing the job is seen to associates and others, then the person is glad.
Every particular person has some expectation. Principally what of us rely on in return for work.
· Job involvement
How very important a job in any person’s life. Additional the person involved additional satisfaction.
· Effort / reward ratio
That’s the steadiness between the amount they labored and rewards acquired
How a person can value the job with one other particular person jobs. If a person has job compared with others they’re glad.
How earlier any person, the people who earlier have additional work experience, they understand what are the easiest issue to do, nevertheless usually they can’t fulfill with their job. Youthful of us don’t have any earlier experience which to match with the current job. In order that they’re glad.
There are two elementary theories of job satisfaction, Variance precept and the model of job traits. Primarily based on Hackman and Oldham (1975) the variance precept explains that to ensure that you X out of your work then you definately is likely to be glad to the extent that it provides you with X. The second model explains the causes of job satisfaction are purpose traits. When the employees are glad with their work they generally tend to work additional, they’re develop to be additional devoted to the group, they usually’re additional productive than earlier, they try to receive their targets in a higher strategy. (Bravendam Evaluation Included, 2002). Nonetheless job satisfaction affiliation with organizational dedication that was not talked about in plenty of the analysis was well-known by Elangovan (2001). A unfavourable affiliation between the job satisfaction, stress and dedication was indicated in his analysis. Primarily based on his analysis, bigger stress ends in lower job satisfaction and this in flip results in lower dedication. Petty et al, (1984) explains that there are three potential hyperlinks between effectivity and job satisfaction.
1. Satisfaction generates effectivity
2. Effectivity generates satisfaction
three. Satisfaction and effectivity hyperlink circuitously
1. Satisfaction generates effectivity
When designing the job it must purpose to provide job satisfaction. Then it ought to optimize worker effectivity.
2. Effectivity generates satisfaction
When a person perform successfully that achievement generates job satisfaction. He/ she actually really feel to do additional for his or her job. So the effort must be made to boost effectivity then it ought to enhance job satisfaction.
three. Satisfaction and effectivity hyperlink circuitously
These two are linked nevertheless under positive circumstances.
Except for the above theories, there are worthwhile analysis proving the importance and impression of sustaining a glad workforce. The analysis by Vroom (1964) lined 20 analysis, in each of which one or measures of job satisfaction or employee attitudes have been correlated with numerous requirements of effectivity.
Low salaries, lack of standing and social security affect the motivation. When the motivation is low, job satisfaction is low. Lack of job satisfaction is a sign of turnover in an organization. The salaries and benefits which workers can receive are related to job satisfaction.
“Administration is nothing higher than motivating completely different of us”, is probably going one of many hottest & confirmed principle adopted inside any type of group.
Motivation is nervous with the power and path of behaviour and the parts that have an effect on individuals to behave in positive strategies. Persons are motivated to hold out in a specific approach based totally on their notion of the state of affairs. Motivation primarily concerned with what energizes human behaviour, what direct or channels such behaviour, how this behaviour is maintained.
Motivation points vitality, persistence and path. Primarily based on Arnold et al (1991) there are three components of motivation,
1. Path -what a person is trying to do
2. Effort – how onerous a person is trying
three. Persistence – how prolonged a person retains on attempting
Primarily based on the diagram felt need creates rigidity for folk. Tensions encourage of us to avoid it. The setting will have an effect on to type of us needs and expectations have an effect on the effort. Administration can have an effect on employee’s expectations in a alternative routes, by offering incentives and setting them explicit targets. The person’s effort and outcomes can have an effect on the extent of effectivity. The rewards / outcomes are the outcomes achieved. Consequence can come from interior / exterior setting. Outcomes are on a regular basis not constructive; it might be unfavourable as successfully. Whether or not it’s unfavourable, they generally tend to result in employee dissatisfaction / de motivation.
There are number of motivation theories which can be complementary to 1 one different. The content material materials fashions in motivation primarily give consideration to the needs that persons are making an attempt to satisfy in a state of affairs. The strategy fashions give consideration to how managers can change the state of affairs in a higher strategy to tie satisfaction to effectivity. Reinforcement precept is as developed by Hull (1951) signifies that successes, in reaching targets and rewards act as constructive incentives and reinforce the worthwhile behaviour, which is repeated the next time a similar need emerges which is coincided with the hypothesis by Taylor (1911), who wrote: “It is not potential, by any longer time interval, to get workmen to work much more sturdy than the everyday males spherical them till they’re assured an enormous and eternal enhance of their pay”. On this precept there are four principal strategies accessible,
1. Constructive reinforcement – If any person encourages the parents after they completed one factor they’re utilising constructive reinforcement.
2. Escape/avoidance reinforcement (Damaging Reinforcement) – It’s a kind of a reinforcement. It’s going to improve the behaviour of a person by taking away one factor unhealthy. The unfavourable reinforcement is not related as punishment. It is not a sort of a punishment.
three. Extinction (repeated non reinforcement) – Elimination of behaviour
4. Punishment – Most of the people aren’t anticipated to take this kind of an experience. The first considered punishment is to withhold rewards.
Motivation is simply probably when a clearly perceived and usable relationship exists between effectivity and finish end result, and the result’s seen as a way of satisfying needs. This precept was developed by Porter and Lawler (1968) in to a model that follows Vroom’s ideas by suggesting that there are two parts determining the effort of us put in to their jobs. First the value of the rewards to those that they fulfill their needs for security, social esteem, autonomy and self actualization, and the second is that rewards rely upon effort, as perceived by individuals.
Primarily based on Latham and Locke (1979) motivation and effectivity are bigger when persons are set explicit targets, when targets are robust nevertheless accepted, and when there could also be strategies on effectivity. Abraham Maslow developed the Hierarchy of needs model in 1940’s and nonetheless it official as we converse to know motivation, administration teaching and personal progress. This model explains the accountability of employers to supply the work place setting which is encourages workers to fulfill their requirements.
On the same time he explains needs are interrelated with one other needs that are a lot much less understood. These are, Knowledge needs, understanding needs and aesthetic needs.
The connection of Maslow’s completely different needs
The need for data is printed as the desire to assemble up information and s. The need for understanding is an extension of the need for data. This consists of look for the relationships between points and what they know and it incorporates the look for meaning. The aesthetic needs are the enticing points needs to be surrounded.
Primarily based on Maslow all these need