Impact of organizational culture

Impact of organizational culture Impact of Organizational Culture on employees job satisfaction and performance Does the organizational culture have any influence on employees at workplace? There are so many factors which builds an organizations image in front of the customers. Among those factors, culture plays a vital role in shaping the structure of workplace design and the delivery of successful customer service. Lund (2003) states that in the past decades, economical researchers were thirsty for finding the scope of organizational culture and its influence in marketing issues in order to find the ways of making the performance higher. In the corporate world, employees work with people from various regions of the world which have a rich culture. The principles of an organization set the standards to a companys corporate culture. In a world where many corporate norms are adopted from the western culture, employees from other region may find it difficult to practice their traditional values and culture. This type of Western adoption helps create a conflict where employees feel that they are losing their traditions and values, and ultimately leading to a less diverse world. Each organization has their own unique traits which differs them from the competitions. The culture values will be acclimatized by the employees as they work along with the management and from the motivation they receive. The commitment of people working in an organization is inevitable to achieve the company goals and targets. This is based on the culture embossed in the company which can have a psychological effect on the way employees performed. If a certain type of culture is embossed on the employee it may force them to adopt a new culture other than their own. Rashid, Samashivan Johari, (2002) state that various researches on organizational culture have been done regarding the relation of financial performance and found out that encouraging environment of organizational culture empowers the employees to deliver their best. The economic growth of a company is derived not only from the management efforts but also from the bottom line employees who give their best to support the organization. When we look at an organizational point of view, a company always tries to maintain standards by enforcing a set code of conduct. However when we look at other industries for instance the hotel industry we see a large gathering of many cultures working towards one goal where customer service is primary priority. Hotels often embrace different cultures and show their appreciations by promoting awareness of the diverse cultures through celebrating National days which help other employees to learn more about the culture, language and traditions which has a result leads to a better connection between employees and management. Whereas if were to take a call centre outsourced in another country set standard rules are laid down to be followed when interacting with clients. This gives no opportunity for the employees to express themselves. However this can be viewed from another angle. With one solid corporate culture being enforced and practiced throughout an organization, it can help unify all its employees where they begin to think that they belong to the same company and therefore must work towards its benefits. This hence creates the effect of the employees being unified by one banner. According to Chang and Lee, (2007) a study conducted in Taiwan company found that the cultural values of people integrity, veracity and solidity have direct relation with their job performance and the satisfaction. The level of employee satisfaction can be graded according to an organizations view on how best to make use of its resources in the company . Different motivational tactics may need to be juggled by the organization in order to fine tune their employees. This requires them to conduct in depth research about their people in order to get their heads and learn how they tick. The level of Job satisfaction is also affected by the attitudes of the employees where their view of cultural values is gained from past experiences in different companies. This attitude differences can also affect their job performance directly or indirectly where they are forced to work in an organization, which has their own set of standardized cultural values and when expected to be followed by the employees. Every employee will have their own cultural background and it is the organizations responsibility to mold and bud in their corporate culture in the employee minds to stimulate the job satisfaction. When looking into the rising companies around the world, the corporate managements have strongly decided to give the primary emphasis on trainings and seminars at the workplace where the multicultural environment will boost the integrity of the employees. 1) Organizational culture and job satisfaction Lund, D. (2003). Organizational culture and job satisfaction. Journal of Business Industrial Marketing.18(3), p219-236 retrieved from emerald. I chose this report because this article gives a proper investigation on the impact of organizational culture on employee satisfaction. The article makes use of modern day research techniques in order to provide statistical understanding and prove that theory between Organizational culture and job satisfaction is interlinked. The article also provides an in depth analysis of the types of corporate culture that exists in the form of a matrix. This will help lay down a proper understanding of the cultural impact. The article provides statistical feedback on topics from corporate culture and job satisfaction and some analysis between high and low job satisfaction. There are also figures on dominant organizational cultures. As a result of all this figures collected I will have enough statistical proof to justify my findings. Another interesting feature of the article is that it provides a step by step break down of how the information was collected and managed. The analysis section helps point out relevant facts which can help the reader see the importance of organizational culture. The author has also attached an executive summary and implications for managers and executives to follow the guidelines of corporate culture. The cultural typology utilized in the study for the journal is one of the many reported in literature and also the data collection was done individually with various demographic and organizational background which acts a strong root in the topic. 2) The influence of corporate culture and organizational commitment on performance Rahid, Md., Sambasivan, A., Johari, J. (2003). 2) The influence of corporate culture and organizational commitment on performance. Journal of Management Development. 22 (8), p708-723. Retrieved from emerald. Ive chosen this article because it provides an organizational commitment section. The section goes on to describe what the initiatives an organizations have done in order to improve performance of the employees described by the researchers. The paper examines the influence of corporate culture and organizational commitment on financial performance in Malaysian companies. And the results indicate the considerable relation between corporate culture and organizational commitment. The study was lead by forming basic questions about the organizational culture and its elements related. The article is followed by the literature review which shed the lights on corporate culture and organizational commitment backed up by a theoretical framework. The structure portrays the leading path and relation between these main elements of an organization which are organizational culture, organizational commitment and the financial performance. Results and discussions of the studies reveal the types of corporate culture, types of organizational commitment with relevant tables of data to support. Finally the article is concluded by mentioning the emphasis of organizational commitment in the organizational culture hence advising the managemen t to implement to find the ways of encouraging the organizational commitment. 3) The influence of culture on perceptions of service employee behavior Kong, M. Jogarathan, G.. (2007). The influence of culture on perceptions of service employee behavior. Managing Service Quality. 17 (3), p275-297. I have chosen this article because it deals with my topic using hospitality industry as an example. The article looks at comparing service between in the US and Republic of Korea. In order to find which provides a better experience and underline the key differences in the two societies. The article also provides a questionnaire that is used both in US and Korea. The questions are designed in such a way to understand the distinctive points of each service. The results in the article go onto show the key differences the service staffs possess. They are also suggested possible ways to make best use of resources and trainings to get the best out of effort in employees. The data collection and analysis methods result in explaining the demographic characteristics and dimensions of wait-staff behavior and also regression with customer satisfaction. It also talks about the managerial implications by adding the points that employee behaviors are affected by culture differences nation by nations. Limitations about the study are discusses as employee behavior is associated with other things around and difference between the cultures. However a future research is suggested to back up the studies conducted. 4) A study on relationship among leadership, organizational culture, the operation of learning organization and employees job satisfaction Lee, M., Chang, S. (2007). A study on relationship among leadership, organizational culture, the operation of learning organization and employees job satisfaction.The Learning Organization. 14 (2), p155-185. Lee, M., Chang, S. (2007). A study on relationship among leadership, organizational culture, the operation of learning organization and employees job satisfaction.The Learning Organization. 14 (2), p155-185. Once again a quantitative research method was used to find the key differences under leadership organizational culture and the ability to learn in the organization. Results showed organizational culture is a very crucial factor that can affect the organization and an employees to learn. Though research was conducted in Taiwan, it provides suggestions for business administrators to understand that satisfying employee needs is going to be a tedious task but under the right leadership can be achieved. Instead of being led by a manager, employee needs to be empowered so that they can be future leaders and develop their future prospects. In the literature view, the author has mentioned about the leadership theories support and how they are important to an organization. Then it is linked to the organizational culture and goes on to job satisfaction of employee and also the relationship between leadership and the operation of learning organization in contrast to the relationship between org anizational culture and the operation of learning organization which gives a clear picture of general organizations the administrators developing methods. The research findings support the topic question by stating the influence of leadership, the organizational culture and the direct relationship with employee job satisfaction. 5) Organizational alignment and hospitality firm performance Crotts, J., Ford, Robert,. Heung, V., Ngai,H.. (2009). 5) Organizational alignment and hospitality firm performance. International Journal of Culture Tourism and Hospitality Research. 3 (1), 3-12. I have chosen this article because it looks at hospitality organization either big or small in size, that require stern and good managers that are needed to guide their employees so that the moments of truth encounter by the guest is received with great satisfaction and awe. As a result the firms goals and aims are established. In order to achieve this, the article looked into different propositions offered to the employees used to get these aims accomplished. The findings of the research provided in sight into different groups in the organization and how they align themselves with the goals of the company. Another important finding was the fact that high organizational support led to high employee commitment as compared to low organizational commitment. These findings prove helpful as managers can use these findings in order to use proper assessment tools and effectively manage the firm. The article goes on to explain various organizational types and methodology and their commitment to their employees. A figure used to describe conceptual cause in the article helps bring a clear concise view of the topic and helps break it down for readers to understand. As like many of the articles found it is backed by valid statistical information. 6) The Impact of culture on Organizational performance in selected textile firms in Nigeria Aluko, M. (2005). 6) The Impact of culture on Organizational performance in selected textile firms in Nigeria. Nordic Journal of African Studies.12 (2). P164-179 This article was chosen in order to substantiate my point that sometime a common culture being followed leads to better communication in the organization. Due to the common goal being followed it leads to forming a link between employees where they strive to work for a common goal. The article also provided interesting insight on other cultures like Japanese and Americans from the Nigerian perspective. This can be used in order to reinforce my theory of the them and us attitude. It further explores areas of psychology like Power distance, individualism vs. collectivism, quantity of life vs. quality and long term vs. short term orientation. These topics provide the readers with a psychology point of view on the topic. A bit of anthropology is also brought into the picture as well through the study of the different Nigerian cultures as well. A combination of these elements can be used to prove the different norms practiced and how it effects organizations. As like my other articles statistics and graphical images are used to keep the readers interest and drive the point through. 7) The effect of intercultural sensitivity on employee performance in cross-cultural service encounters Sizoo, S. Plank, R. Iskat, W. Serrie, H.. (2005). 7) The effect of intercultural sensitivity on employee performance in cross-cultural service encounters. Journal of Service Marketing. 19 (4), p245-255. The basic aim of choosing this article is the interlink between intercultural sensitivity on employee performance in cross-cultural service encounters has been well defined by the authors. The research for this article was done in United States and the methodology of the research is well clarified with the methods. An executive summary is attached to the article which is meant to help the mangers and executives especially for the HR heads. When the impact of intercultural sensitivity on employee performance is strong in this era, the quality of service delivery of employees to the customers is really important to achieve in the financial performance of an organization as well as for the growth of the concern. Intercultural sensitivity is been referred to as an attitude which enables an individual to interact effectively with the people from cultural diversity. The figures in the article show the stability of collected data and the recent reports about the US economy in relation with the service growth and happy customers. The research of the study was set up in four and five star hotels in the Florida State of US, including the hospitality industry leaders. These authors have observed the cultures effect on customer behavior and effects which are directly affected by the job satisfaction of the employees. References Aluko, M. (2005). 6) The Impact of culture on Organizational performance in selected textile firms in Nigeria. Nordic Journal of African Studies.12 (2). P164-179 Crotts, J., Ford, Robert,. Heung, V., Ngai,H.. (2009). 5) Organizational alignment and hospitality firm performance. International Journal of Culture Tourism and Hospitality Research. 3 (1), 3-12. Kong, M. Jogarathan, G.. (2007). The influence of culture on perceptions of service employee behavior. Managing Service Quality. 17 (3), p275-297. Lee, M., Chang, S. (2007). A study on relationship among leadership, organizational culture, the operation of learning organization and employees job satisfaction.The Learning Organization. 14 (2), p155-185. Lund, D. (2003). Organizational culture and job satisfaction. Journal of Business Industrial Marketing.18(3), p219-236 retrieved from emerald. Rahid, Md., Sambasivan, A., Johari, J. (2003). 2) The influence of corporate culture and organizational commitment on performance. Journal of Management Development. 22 (8), p708-723. Retrieved from emerald. Sizoo, S. Plank, R. Iskat, W. Serrie, H.. (2005). 7) The effect of intercultural sensitivity on employee performance in cross-cultural service encounters. Journal of Service Marketing. 19 (4), p245-255.

Intertextuality Essay -- essays research papers fc

What is intertextuality? How does intertextuality challenge E.D. Hirsch’s idea that a text has a single meaning created by its author? Explain with reference to examples drawn from any media format. According to American literary critic, E.D. Hirsch, in order to interpret a body of text, one must ask one’s self the only question that can be answered objectively – â€Å"what, in all probability, did the author mean to convey?† He believed that the author’s intended meaning equates the meaning of a text and it is in fact, the reader’s duty to uncover the the author’s intentions. â€Å"The meaning of a text and its author’s intentions are one and the same.† Hirsch’s concept revolves around the assumption that a body of text is original, and is purely a body of the author’s sole â€Å"intentions†. The production of text, if one were to adhere to Hirsch’s theory, is therefore exclusive to the author’s own ideas and concepts and free of external influence. However, the notions of langue and parole disputes this idea. According to Barthes in 1984, â€Å"It [la langue] is the social part of language, the individual cannot himself either create or modify it†. Furthermore, Ferdinand de Saussure’s work on structuralism and semiotics demonstrates the subjectivity of language and can be said to have sewn the seeds for modern concepts of intertextuality (such as those developed by Roland Barthes and Julia Kristeva). Intertextuality challenges the idea of a text’s ability to be truly original and therefore disagrees with Hirsch’s theory. In this essay, I will focus on how conscious intertextuality as well as the semiotics involved in unconscious intertextuality both dispute the idea that the meaning of a text belongs exclusively to its author’s intentions. Julia Kristeva, who was the first to use the term â€Å"intertextuality†, proposed the idea that a text should not be interpreted merely by its words at face value, but also studied based on other works it has adapted and was influenced by. The concept can be further expanded upon by Gunther Kress’ notion of â€Å"ceaseless semiosis† which brings to light the social aspect of a text’s creation. â€Å"From the beginning, I use materials which I have encountered before, which bear the meanings of their social contexts, to weave a new text which, because it is woven from materials of other texts, everywhere and always connects with those other te... ...mpaigns, can now be seen as the qualities Bridget desires by smoking Silk Cut. Once again, Hirsch’s idea of a text bearing only one singular meaning can be easily disputed. The interpretation of the Silk Cut advertisement, as well as the use of Silk Cut cigarettes in Bridget Jones’s Diary, is highly subjective and dependent on the reader’s cultural literacy and existing knowledge. Intertextuality in the media, both print and otherwise, has become too powerful to ignore, especially in this day and age. The internet, satirical texts, advertisements and books are only some examples that demonstrate the effects other works and a reader’s prior knowledge have on any given text. Intertextuality in its various states, conscious and unconscious, is certainly a valid contention against the theory of E.D. Hirsch. Bibliography, References & Notes 1) Cultural Consumption and Everyday Life†, Reading As Production, John Storey, Pg 63, Arnold, London, 1999 2) Intertextuality, Allen.G, Pg 9, Routledge, London 2000 3) http://web.uvic.ca 4) http://www.theonion.com 5) http://www.geocities.com/howtodressemo 6) http://www.aber.ac.uk 7) Reading Ads Socially. Goldman. R, Routledge, London, 1992

Agriculture Insurance in India , Problems and Prospectus Essay

Agriculture production and farm incomes in India are frequently affected by natural disasters such as droughts, floods, cyclones, storms, landslides and earthquakes. Susceptibility of agriculture to these disasters is compounded by the outbreak of epidemics and man-made disasters such as fire, sale of spurious seeds, fertilizers and pesticides, price crashes etc. All these events severely affect farmers through loss in production and farm income, and they are beyond the control of the farmers. With the growing commercialization of agriculture, the magnitude of loss due to unfavorable eventualities is increasing. The question is how to protect farmers by minimizing such losses. For a section of farming community, the minimum support prices for certain crops provide a measure of income stability. But most of the crops and in most of the states MSP is not implemented. In recent times, mechanisms like contract farming and future? s trading have been established which are expected to provide some insurance against price fluctuations directly or indirectly. But, agricultural insurance is considered an important mechanism to effectively address the risk to output and income resulting from various natural and manmade events. Agricultural Insurance is a means of protecting the agriculturist against financial losses due to uncertainties that may arise agricultural losses arising from named or all unforeseen perils beyond their control (AIC, 2008). Unfortunately, agricultural insurance in the country has not made much headway even though the need to protect Indian farmers from agriculture variability has been a continuing concern of agriculture policy. According to the National Agriculture Policy 2000, â€Å"Despite technological and economic advancements, the condition of farmers continues to be unstable due to natural calamities and price fluctuations†. In some extreme cases, these unfavorable events become one of the factors leading to farmers? suicides which are now assuming serious proportions (Raju and Chand, 2007). Agricultural insurance is one method by which farmers can stabilize farm income and investment and guard against disastrous effect of losses due to natural hazards or low market prices. Crop insurance not only stabilizes the farm income but also helps the farmers to initiate production activity after a bad agricultural year. It cushions the shock of crop losses by providing farmers with a minimum amount of protection. It spreads the crop losses over space and time and helps farmers make more investments in agriculture. It forms an important component of safety-net programmes as is being experienced in many developed countries like USA and Canada as well as in the European Union. However, one need to keep in mind that crop insurance should be part of overall risk management strategy. Insurance comes towards the end of risk management process. Insurance is redistribution of cost of losses of few among many, and cannot prevent economic loss. There are two major categories of agricultural insurance: single and multi-peril coverage. Single peril coverage offers protection from single hazard while multiple –peril provides protection from several hazards. In India, multi-peril crop insurance programme is being implemented, considering the overwhelming impact of nature on agricultural output and its disastrous consequences on the society, in general, and farmers, in particular. Agricultural Insurance market is on the threshold of a spectacular growth. The support measures proposed by the government in the horticulture sector; potential of organic farming; growing clout of aromatic and medicinal plants; Bio-diesel plants; contract farming; corporate farming and integrated insurance (supply chain and ware housing) etc are likely to put agricultural insurance on high pedestal. The government underlined its priorities for agriculture in 2004 by setting a target of doubling agricultural credit in next three years. A large chunk of credit for agriculture would be supported by insurance collateral. Considering consumers? preference for branded agricultural products; big corporate houses too have taken up corporate farming, increasing the demand for insurance. Agricultural insurance in future though is likely to be largely demand driven, the efforts of the government to support and finance insurance products and / or facilitate congenial environment as meaningful risk management tool would further enhance the potential and credibility of agricultural insurance. Despite progress of irrigation and improvement in infrastructure and communication the risk in agriculture production has increased in the country. The risk is much higher for farm income than production, as is evident from lower risk in area and higher risk in production. State wise results show that only in the states where irrigation is very reliable, it helped in reducing the risk. Those states where irrigation is not very dependable continue to face high risk. In some states farmers face twin problem of very low productivity accompanied by high risk of production. As, with the passage of time, neither technology nor any other variable helped in reducing production risk, particularly in low productivity states, there is strong need to devise and extend insurance products to agricultural production. Despite various schemes launched from time to time in the country agriculture insurance has served very limited purpose. The coverage in terms of area, number of farmers and value of agricultural output is very small, payment of indemnity based on area approach miss affected farmers outside the compensated area, and most of the schemes are not viable. Expanding the coverage of crop insurance would therefore increase government costs considerably. Unless the programme is restructured carefully to make it viable, the prospects of its future expansion to include and impact more farmers is remote. This requires renewed efforts by Government in terms of designing appropriate mechanisms and providing financial support for agricultural insurance. Providing similar help to private sector insurers would help in increasing insurance coverage and in improving viability of the insurance schemes over time. With the improved integration of rural countryside and communication network, the Unit area of insurance could be brought down to a village panchayat level. Insurance products for the rural areas should be simple in design and presentation so that they are easily understood. There is lot of interest in private sector to invest in general insurance business. This opportunity can be used to allot some target to various general insurance companies to cover agriculture. To begin with, this target could be equal to the share of agriculture in national income. Good governance is as important for various developmental programmes as for successful operation of an agriculture insurance scheme. Poor governance adversely affects development activities. With the improvement in governance, it is feasible to effectively operate and improve upon the performance of various programmes including agriculture insurance. Crop insurance program works as collateral security, therefore also benefit banks. When claims are paid, banks first adjust the claim against their outstanding dues, and balance if any is credited to the farmers. Therefore, the Crop Insurance Scheme also benefits the banks. In Philippines, banks are made to share a part of the premium burden. For rice where the premium is 10. 81 per cent, borrowing farmer pays only 2. 91 per cent, while the government pays is 5. 90 per cent and the lending institution, 2. 00 per cent. A similar arrangement can be recommended for participating banks in India. Such arrangement would also bring non-loanee farmers into the fold of banking network, thus institutional lending of crop loans. Remote sensing is the emerging technology with potential to offer plenty of supplementary, complimentary and value added functions for agricultural insurance. The present technology available shall not only provide the insurers with tools like crop health condition, area-sown confirmation, yield modeling which are very important, but also strengthen the position of insurers vis-a-vis re-insurance market. Some of the possible applications of for agricultural insurance could be as follows: 1. Estimating actual acreage – sown at insurance unit level to check the discrepancy of „over-insurance? (area insured being more than area sown). 2. Monitoring crop health through the crop season, and investigation on ground for advance intimation of yield reduction. 3. To check adequacy and reliability of CCE data. 4. Developing satellite based crop productivity models for cereals and other crops. There is a need to promote private sector participation in agriculture insurance. First license for the private sector, was issued in October 2000. As of today, there are ten private sector insurers in the general insurance business: Reliance, Tata-AIG, Royal Sundaram, IFFCO-Tokio, Bajaj-Allianze, ICICI-Lombard, HDFC- Chubb, Cholamandalam, ECGC and Star Health. The latter two, are limited to only a few lines of general insurance. The fact remains that these insurers have not yet undertaken agricultural insurance to a significant extent. Only two companies in the private sector have initiated crop insurance, albeit on a small scale. ICICI-Lombard was the first company to experiment with rainfall insurance in 2003. The concept is further extended to weather insurance since 2004. IFFCO-Tokio General Insurance (ITGI), the second company in private sector, started piloting rainfall insurance, since 2004. The Insurance Regulatory and Development Authority (IRDA) has stipulated that every new insurer undertaking general insurance business, has to underwrite business in the rural sector to the extent of at least 2 per cent of the gross premium during the first financial year, which is to be increased to 5 per cent during the third financial year of its operation. Crop insurance is included in the rural sector insurance for this purpose. The business targets stipulated in rural insurance apparently are very small. Those who do not meet even these small targets, are getting away by paying penalties of nominal amounts. If private insurers are to be spurred to enter the rural insurance market in a significant manner, the business targets have to be raised substantially by IRDA. The experience of government supported and subsidized crop insurance and the recent entry of private insurers, raise questions about the co-existence of government and private agriculture insurance. One view is that the private sector will be unable to compete with government insurance, given the subsidies and access to the administrative machinery for delivering insurance. An alternative view is that given only 15 per cent coverage by government insurance, the private sector can carve out a reasonable market for itself based on improved efficiency, better design and superior services. Here one can even think of public-private partnership in providing agriculture insurance as against public-private competition. However, it is possible only when crop insurance can be run in a more professional manner with clear objectives. Providing Government help to private sector insurers would help in increasing insurance coverage and in improving viability of the insurance schemes over time. There should also be insurance provided by seed companies so that farmers who paid high prices for seeds such as GM crops did not suffer in case of crop failure. In order to promote public – private participation in agriculture insurance GOI should follow the USA model to work out premium rate through an exclusive technical agency, and offer the product to all insurers. Insurers can implement the product, enjoying the same level of support and subsidy. As a variation from the USA method, the government would not provide reinsurance support and reimbursement of administrative and operating expenses, as these costs would be loaded in the actuarial rates. The government can decide whether or not different insurers compete in the same area, or allocate specific crops and areas to a particular insurer (Planning Commission, 2007). With increased commercialization of agriculture price fluctuations have become highly significant in affecting farmers? income. Accordingly, market risk is now quite important in affecting farmers? income. We feel that implementation of market insurance to cover price risk is much easier than yield insurance. This can be done by requiring interested farmers to register their arketable surplus with insurance agency or market committee at the time of sowing of crop. The insurance agency should offer insurance cover to include price guarantee which could be minimum support price in some cases or market based price from the past. Farmers should pay premium for this kind of price insurance and initially government should share some burden of the premium. During harvest if price in the notified market falls below the guaranteed price then insurance agency should pay indemnity. Modalities to be worked out for implementation of this kind of model. The farming community in India consists of about 121 million farmers of which only about 20 per cent avail crop loans from financial institutions and only three fourth of those are insured. The remaining 80 per cent (96 millions) are either self-financing or depend upon informal sources for their financial requirements. Most of the farmers are illiterate and do not understand the procedural and other requirements of formal financial institutions and, therefore, shy away from them. Therefore, while the institutional loanees are insured compulsorily under the NAIS, only about 15 per cent of the non-loanee farmers avail insurance cover voluntarily. This is quite indicative of the enormous insurance potential that exists for addressing the needs of the farming community and enhancing the overall efficiencies as also the competitiveness of the agriculture sector. This also signifies the tremendous potential of agriculture insurance in the country as a concept, which can mitigate the adverse impacts that such uncertainties would have on the individual farmers.

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