SexualAbuseoffemal

esin
or
gani
zat
ional
levelandj
obsati
sfact
ion
(
Maj
orpr
ojectf
orBBA-6)
By
Mani
shasi
ngh
Rol
lno:
191212017002
Undersuper
visi
onof
Dr
.Sur
jyasi
khaDas

JI
SUNI
VERSI
TY
AGARPARAKOLKATA
2021-2022

1
 CERTI
FICATE

Thisistocertif
ythatMiss.Mani shaSingh, BBA6t h
semest er
,hassuccessfull
ycompl et
edthepr ojectwork
ti
tl
ed“ Sexualabuseoff emalesinor ganizati
onl ev
eland
j
obsat isf
action”i
npar t
ialf
ulfi
l
lmentofr equirementfor
theawar dofBachelorofBusinessAdmi nistr
ati
on
prescri
bedbyJI SUniversi
ty.
Thi
sprojecti
sther
ecor
doftheaut
hent
icwor
kcar
ri
edout
dur
ingtheacademi
cyear(
2019-
2022)

Si
gnoft
hePr
ojectGui
de. Si
gnoft
heHeadof
Depar
tment
_
___
_ _
___
___
___
___
___
___

2
 ACKNOWLEDGEMENT

Iti
smor eofal i
abil
i
tytoownmydeepsenseof
acknowledgementandgr at
it
udetothef
acul
tyofmydepart
ment
Dr.Surj
yasikhaDas,Dr.Sul
agnaDaswhohav el
entmethei
r
esteemedsuppor ti
ntheendeavor
.

Fir
stly,Iwouldliketoexpr essmyspecialt
hanksofgratit
udet o
myt eacherDr .Surjy
asi khaDas, shegavethegoldenopportunit
y
todot hiswonder fulprojectont hetopi
c“SexualAbuseof
femalesi norganizationl evelandjobsati
sfact
ion”whichhelped
mei ndoi ngalotofr esear chandIcamet oknowaboutsomany
newt hings.Iam reallythankf ul
toher.

Secondly
,Iwouldalsol i
ketothanksyouthwhocoor
dinat
edand
hel
pedmei nsuccessfulcompleti
onofthesur
veywhichhel
ped
meinf i
nali
zingtheprojectwi
thinl
imi
tedtimefr
ame.

Si
gnoft
hest
udent

3
 Cont
ent

Ser
iolNo Cont
ent
s Pageno
1. I
ntr
oduct
ion 5-
-8
2. Li
ter
atur
erev
iew 8-
-10
3. Model 11
4. Obj
ect
ive 12
5. Met
hodol
ogy 13
6. Anal
ysi
s 14-
17
7. Concl
usi
on 18
8. Ref
erence 19
9. Bi
bli
ogr
aphy 20
10. Appendi
x 21-
24

4
I
NTRODUCTI
ON
SexualAbuse
Sexualabuseissexualbehav
iororasexualactfor
ceduponawoman,man
orchil
dwithoutt
heirconsent
.Sexualabuseincl
udesabuseofawoman,
manorchi l
dbyaman, womanorchil
d.

Sexualabusei sanactofv iolencewhi chtheattackerusesagai

nst
someonet heyper ceiveasweakert hanthem.Itdoesnotcomef rom an
uncontr
ol l
ablesexdr i
ve, butisacr i
mecommi t
teddeli
berat
elywiththegoal
ofcontroll
ingandhumi l
iatingt hev i
cti
m.Mostv i
cti
msofsexual v
iolenceare
women–af actthatreflectst heirsoci
alstanceeventoday,i
nthe21st
centur
y,asi nferiortomen.Sexual viol
enceisanothermeansofoppr essi
ng
womeni napat r
iarchalsoci et
y .

Sexualv i
olenceisasocial
phenomenont hatexist
sinev erysoci
etyt
hat
acceptsaggr essi
vebehavi
orandgenderinequalit
y,andIsraeli
samong
them.Thousandsofwoment urntotherapecrisiscentersforhel
pafteran
attack,
andt hestati
sti
csshowthat1in3womenwi llbesexuall
yabused
duringtheirl
ifet
ime.

Sexual abusei sunwantedsex ualacti

vi
ty,wit
hper petr
ator
susi ngforce,
maki ngthreatsortakingadv antageofv ict
imsnotabl etogiv
econsent .
Mostv ictimsandper petr
atorsknoweachot her.Immediat
er eacti
onst o
sexual abuseincludeshock, fearordisbeli
ef.Long-ter
m sympt omsinclude
anxiety,fearorpost-
traumaticst ressdisor
der.Whi l
eeffor
tstot r
eatsex
off
ender sr emainunpromising, psychologi
calinterv
enti
onsforsur v
ivors—
especiall
ygr ouptherapy—appear seff
ecti
ve.

5
Fearofsexualhar
rasmment
Workplacesexualharassmentcani ncludeawi derangeofbehavi
ors,incl
uding
i
nappropriat
etouching,sexual j
okes,thepost i
ngofgraphi
cimages, l
ewdcomment s,
i
ndecentexposure,rape,groping,sexuallychargedemail
s,beingoff
eredempl oyment
benef
itsforsexualf
av ors,
orbei ngdeni edapromot i
onbecausey ourefusedtohavesex.
Theharassmentusual l
yoccur sinthewor kpl
ace,buti
tcanalsooccuratahol i
daypart
y
oranempl oyeebondingact i
vi
t y
.

Manypeopl efeelshameaboutt hesexual har assmentt hatt heyexper ienceont hej ob.
Abuseexper i
encedatwor kisbot hhumi l
iatinganddehumani zing.Ty pical l
y, t
hev i
ctim
feel
si nv
adedandpower l
ess.Whent hehar assmentcomesf r
om someonewhohas
mor epower ,suchasasuper vi
sororapopul arcowor ker ,thev icti
m maybeespeci all
y
fearf
ul.Quiteoften, t
heymaybl amet hemsel vesfortheper petrator'
smi sdeeds.Abusi ve
peoplemaybenef itfrom av ict
im'ssi l
enceaboutsexual harassment .Av i
ctim of
harassmentmaybel ievet hattheywer etheonl yvicti
m andnotr eal
izet hatt heproblem
i
swi ththeper petrator,ratherthant hem.I naddi t
ion,peopl ev icti
mizedi nt hewor kplace
maywor rythattheywi l
lnotbebel iev edort hatt heirempl oy erwillt
akeact ionagainst
them ratherthanagai nstt heper petrator.Of ten,vi
ct i
msar eawar eoft hemy thsthat
womenmakeupst oriesaboutsex ual harassmentf orr ev engeorat tent ion, andtheyar e
worriedaboutbei ngper ceivedinanegat ivel i
ght,particul arl
yi nthewor k.

Jobsat
isf
act
ionorempl
oyeesat
isf
act
ioni
sthef
eel
i
ngofpl
easur
e,enj
oyment
,and
ful
fil
l
mentt hatworkersderi
vefrom t
heirj
ob.Itisthedegreetowhichsomebodyknows
thatthei
rjobisworthdoing.Jobsati
sfact
ionalsor ef
erst
ot hedegreet
owhichpeople’
s
j
obsgi vethem t
hisfeeli
ng.simply;j
obsat i
sfacti
onisthepleasur
ewegetfrom doi
ng
ourjob.

Teaching, f
orexampl e,wi llnotmakey our i
ch,butitwi
llprobabl ygivey ouj ob
sati
sfaction.Youwi ll
gett hatfeel
ing. Employeejobsatisfactionist hebeat ingheartof
thecurrentemploy mentl andscape.Fori nstance,themoder njobseekernol ongerwant s
towor kfororganizationst hatpaywel lbutoverl
ookwor k-li
febal ance.Forempl oyeesto
besatisfiedandhappywi ththeirjobs, or
ganizati
onshav et ogobey ondt hescopeoff at
paychecksandpr omot ions.Today ,empl oyeesseeklearninganddev elopment ,aspace
wheret heyfeelrespectedandv al
uedandaheal t
hyorgani zati
onal culturethat’
sdi v
erse,
equit
abl eandtolerant.It’
si mpor t
antt odoaheal thcheckev erysoof tent omakesur e
thatyou’renotgettingdr ainedatwor k.Ratherthanthi
nkingaboutaj obchange, you
needtoadj ustyourappr oacht owor k.

6
JOBSATI
SFACTI
ONVSJOBDI
SSATI
SFACTI
ON

Under
standi
ngwhatisjobsat
isf
acti
onist
hef
ir
stst
epi
nrecogni
zi
ngwhet
hery
ouneed
tocal
i
brateyourpr
ofessi
onal
aspir
ati
ons.

Themeaningofjobsatisfact
ioni
syourposi
ti
veper cept
ionofy
ourwor
kli
fe.Whenyou
enj
oygoingtowor k,i
nteract
ingwit
hyourcol
leaguesandmakinganef
for
ttolear
n,i
t’
s
aresul
tofjobsati
sfact
ion.

But,
ify
ouwakeupwi thafeel
ingofdoom onaweekday ,dr
eam oftheweekendona
Mondaymor ni
ngordreadl
ookingatyourl
aptop,youmayneedt oshakethi
ngsupa
l
it
tl
e.Thesearecl
assi
csignsofjobdi
ssati
sfacti
on.However,
itdoesn’
tnecessari
l
y
meanthatyouhavetochangeyourj
ob,youjustneedtochangeyourperspect
ive!

LET’
SLOOKATAFEW THINGSYOUCANDOANDQUESTI
ONSYOUSHOULDASK
BEFOREYOUASSESSYOURJOBSATI
SFACTI
ON:

*I
fyou’
ref
eel
i
ngov
erwhel
medatwor
k,mai
ntai
nacal
endart
ost
ayont
opoft
hings.

*Get
ti
ngalongwi t
hyourcoworkersi
sjustasi
mpor
tantasdoi
ngagoodj
obsomakean
ef
for
ttoi
nteractandcommunicate.

*Reachoutt
oy oursuper
visorort
heHumanResourcesmanagert
ohel
pyouaddr
ess
anyi
ssues—r
atherthandwelli
ngonthi
ngsf
orpr
olongedper
iods.

*Gaugewhet
heryou’
reagoodfi
tfortheorgani
zat
ion—doest
hecul
tur
esui
tyouor
woul
dyouli
ketoworkforadi
ff
erentsetup?

*Tal
ki
ngt othosewhoknowy ouwel
lwil
lof
ferper
spectiv
etounder
standwhet
heri
t’
s
t
hejobthat’
smakingyouunhappyorsomet
hingpersonal
.

Mull
ingovertheseattr
ibut
eswi l
lgiveyouacleareri
deaaboutwhatyouneedtodo.
Sometimes,we’r
esobusywi t
hwor k,wedon’tevenhavetheti
metositandreal
l
ythi
nk
aboutwhatwedoonadai lybasis.Assessyourjobrol
e,addr
essprobl
emsandaskthe
ri
ghtquest
ions,i.
e.,
acknowledgey ouratt
it
udetowardsyourwork.

Tur
nov
eri
ntent
ionofempl
oyeesr
efer
sthel
i
kel
i
hoodofanempl
oyeet
oleav
ethe
currentj
obhe/shearedoi
ng.Ev eryorganizati
onregar
dlessofit
slocati
on,si zeor
natureofbusi
nesshasalway sgi
venakeyconcer naboutEmpl oyees’t
urnov erintent
ion
.Accordingt
oKumar, tur
noverisacr i
ticalhumanresourcei
ssueinallsector softhe
economywhi chaff
ectsproducti
vi
ty,productandservi
cequali
ty,andprofi
tabi l
it
y.

Tur
nov
eri
ntent
ioni
sdef
inedasapr
ocessofempl
oyeet
oleav
ethecur
rentj
oborhi
s

7
will
ingnesstoseparat
ef r
om t heor ganization.Tr
uthfull
y,t
hetalentofoneempl oyee
cannotbei nher
it
edorbesamebyot her snewempl oyee,t
hus,theneedt or et
ainthe
empl oyeetal
entsarecrucial f
orempl oyersandor ganizati
onstof acethechal l
engesin
today'sint
enseglobalcompet i
tion.Empl oy eetur
nov erhasbecomemosti mportant
i
ssuest omostor gani
zations, hence, thisissuesti
llneedaspeci alatt
entionsinceitcan
affectorgani
zati
onalperformance.Howev er,i
nretaini
ngempl oyees,organizat
ion
cannotescapef r
om exposi ngt heirwor kforcetohigherlevel
ofwor kstr
essi norderto
achievehighdemandsandt argets.

Inreal
ity
,Fal ey,
Knapp, Kustis,&DuBoi s(1994)f oundt hecostoft urnovert obet he
l
argestsinglecomponentoft heov erallcostofsexual harassmenti nt heUS.For
exampl e,
sexual harassmentcost sat ypical Fort
une500company$6. 7mi l
li
onpery ear
i
nabsent eeism, l
owpr oduct i
vityandempl oy eeturnover(EqualRi ghtsAdv ocat es,2000).
Mor eover
,cost sassociatedwi thturnoveri ncludeeffortsinvest
edi nempl oying( e.
g.,
recrui
ti
ng,intervi
ewing,orienti
ng)anddev elopingempl oyeesandhour sinv estedi n
hiri
nganddev el
opingeachnewempl oyee.Co- workersmaybeaskedt ot akeon
additi
onalwor kresponsibili
tyleftunfini
shedbyt hehar assedper sonort hehar asser.
Thesexual harassmenti sposi t
ivel
yassoci atedwi t
hturnov eri
ntent i
onsorempl oyees
consideri
ngl eavi
ngt hei
rjob.

Absent
eei
sm meansani
ndi
vi
dual
remai
nabsentwi
thoutanyi
nfor
mat
ionor
i
nti
mat i
ontohissuper
ior
.Whet
heriti
sonedayormore,
theissueofabsent
eei
sm and
unschedul
edleavehasal
waysbeenofimpor
tancet
obusi
nessesint
erest
edinthei
r
bott
om li
ne.

Absent eei
sm r eferstot hehabi t
ual non- presenceofanempl oyeeatt heirj
ob.Habi tual
non- presenceext endsbey ondwhati sdeemedt obewi thi
nanaccept abler eal
m ofday s
awayf rom theof ficef orlegit
imatecausessuchasschedul edv acati
ons, occasional
i
llness, andf ami l
yemer gencies.Possi blecausesofov er-
absent eei
sm includejob
dissatisfaction,ongoi ngper sonalissues, andchr oni cmedi calprobl
ems.Regar dlessof
ther ootcause, awor kerwhoexhi bitsal ong- ter
m pat t
ernofbei ngabsentmayt arni
sh
theirreput ati
on, whichmayconsequent lyt hreat
ent heirl
ong- t
erm empl oyabili
ty.
Howev er,somef or msofabsencef rom wor karel egallyprotectedandcannotbe
groundsf ort ermination.Absenteeism r eferst oabsencef rom wor kthatext endsbey ond
whatwoul dbeconsi deredr easonabl eandcust omar yduet ov acati
on,per sonalti
me, or
occasi onal il
lness.Compani esexpectt heirempl oy eest omi sssomewor keachy earfor
l
egi t
imat er easons.

Besi
desf
ort
hedamaget
hatst
resshasoni
ndi
vi
dual
sper
sonal
l
y,t
hedamagef
rom t
he

8
i
ncreasedst r
essr esul
ti
ngf rom sexual
harassmenti nthewor kpl
acetakesatollon
organizati
onsthroughlostwor kfor
cemember s.Workstresshasbeenshownt ocause
employ eestoincreasetheirint
enti
onstochangej obsandt oincreaseabsent
eeism .
Thus,absenteeism duet ostressshoul
dbehi gherforempl oyeesexperi
enci
ngsexual
harassmentt hanforempl oyeesnotexper
iencingsexual harassment.

Li
ter
atur
erev
iew
Sexualhar
assment
.Coles,1986;
USMPB, 108:Sexual
har
assmenthasal
sobeenshownt
ober
esponsi
ble
forexcessi
veabsent
eeism

Br
ough&Fr
ame,
2004;
Fit
zger
ald,
Hul
in,
&Dr
asgow,
1994;
Wil
lness,
Pier
s,&Ki
beom,
.se
2007) xual
har
assmenthasbeenf
oundt
obeassoci
atedwi
thi
ncr
eased
t
urnov
er.
Shaheen,
2013,Para22:Anywor
dorexpressionofaspeechf r
om anopposi
te
sexthatisaggr
essi
vel
ysai
disnoty
etconsideredassexualhar
assment.

JobSat
isf
act
ion

Lu,
Whi
le,
andBar
ri
bal
l(2005):ment
ionedt
het
radi
ti
onal
model
ofj
ob
sat
isf
act
ionf
ocusesonal
lthef
eel
i obofani
ngsaboutj ndi
vi
dual
.

(Huber, .
2006):Jobsat
isf
act
ionasamatchbetweenwhatindiv
idual
s
percei
vetheyneedandwhatr
ewardst
heypercei
vetheyr
eceivefrom t
hei
r
j
obs.

(
Lephal
ala,
Ehl
ers,
&Oost
hui
zen,
2008;
Shi
mizuetal
.2005:
, The
hy
gienesr
elat
etoj
obdi
ssat
isf
act
ioni
ncl
udi
ngsuper
visi
on,
companypol
i
cy
andadmi
nist
rat
ion,
wor
kingcondi
ti
onandi
nter
per
sonal
rel
aton.
i

St
amp, 1997citedinNorbu,2010:Manyinstr
umentswer
edevel
opedto
measur
ethel
evel
ofjobsat
isf
acti
on.Or
igi
nal
l
yIndexofWorksat
isfact
ion(IWS)

9
wasdev
elopi
nthe1972s.

Tur
nov
erI
ntent
ion

Al
l 2008:
en, Empl
oyeet
urnov
erconser
vat
ivel
ycost
sanor
gani
sat
ion
appr
oxi
mat
ely60%ofanempl
oyee’
sannual
sal
ary.

2006)
Vance( :repor
tedt
hatCat
erpi
l
lar
,agi
antmul
ti
-nat
ional
constr
uct
ionequi
pmentmanuf
actur
er,sav
edabout$9mi
l
li
oni
ntur
nov
er
costsal
oneatoneofi
tsEur
opeanbasedplant
s.

Ast
udybyKhat
ri
,BudhwarandFer
n(1999):
rev
eal
edt
hat
employ
eet ur
noverwasgi
vingsleepl
essni
ght
stohumanr
esour
ce
managersintheAsi
ancountr
iesofChina,
HongKong,
Mal
aysi
a,Si
ngapor
e
andTaiwan.

Thequar
ter
lyr
epor
tsoft
heMi
nist
ryofManpower
,Gov
ernment
ofSi
ngapor
e(1998)
:rev
eal
edt
hatt
heav
erageannual
tur
nov
err
atesby
thebanki
ngandfi
nancesect
ori
ncreasedf
rom 22.
8%i
n1995t
o25.
2%i
n
1996andfel
lbackto22.
8%in1997.

Absent
eei
sm
Babaetal.,1998;Bond,Punnet
t,Py
le,Cazeca&Cooper man,
2004:Sexualhar
assmenti
nthewor
kpl
acehasbeenest
abl
i
shedasa
f
orm ofemot
ional
str
ess.

10
Model

Jobsat
isf
act
ion

Fearofsexual
Tur
nov
erI
ntent
ion
har
rasement

Absent
eei
sm

11
OBJECTI
VE
1.Toresear
cht heper
cent
ageofsexual
abuseoff
emal
es
i
norganisat
ionall
evel
.

2.Toknowthathowfemaleshav
efearofsexual
har
rasementandhowitaf
fect
sthem.

3.Tof i
ndt
hathow jobsat
isf
acti
onandsexual
har
rasementi
srel
atedhowitaff
ects.

4.Tofi
ndthathowturnov
erintent
ionoffemal
es
employ
eesarerel
atedtosexualharr
asement.

5Tofi
ndthathowabsenteei
sm i
norgani
zati
onoff
emal
es
empl
oyeesarerel
atedt
osexualhar
rasement.

Met
hodol
oy
Thi
sisanexplor
ator
yresearcht
hataimst
oassessa
r
andom 50sampl
eoffemalesaswel
lasmal
esemploy
ees’
and

12
empl oyer
s’awar enessoft hetopi cofsexualharassmentat
work.Suchdat aisnecessar ytosuppor tt
hedev el
opmentand
designofsexual harassmentpol ici
esint hediff
erentwork
areasi nor dertomi nimizest ressandunheal thywor k
environmentcondi ti
onst hatmayr esul
tfr
om suchabuse.Forthe
aforementionedpur pose, asurveyquest i
onnair
ehasbeen
designed,maki ngsur ethat“researchquestionsencapsul
atewhat
theresearcherist r
yingtof i
ndandpr ovi
dethedirecti
onand
shapeoft her esearch.

.Accor dingly,t hesur v eyt ool isast ruct ur edquest ionnai r

e
divi
dedi ntosi xteenquest ion.Thef irstpar ti scomposedof
sevendemogr aphicquest ionsaboutt hesampl esuchasage,
gender ,mar riagest atus,locat ionofl iving,educat ional degr ee
earned,j obt it
le,andat tachmentt or el i
gi on.Thesecondpar tis
composedofsomequest i
onsr egar dinghabi tsandknowl edge
aboutsexualhar assment .Thet hirdsect iondeal swi t
h
personalexper ienceofsexualhar assment ,andf inallyt he
fourthsect iondeal swi thact ionst akenagai nstsexual
harassment .Respondent swer echosenbasedont heir
will
ingnesst opar t
icipateandanswert hesetquest i
onnai re.
Theybel ongt osev er alor gani zati
ons,i ncluding,uni versit
ies,
hotels,banks, andni ght-l
ifei ndust ries( Rest aurants,ni ghtcl ubs,
andbar s).Thesur veyquest ionnai rewasdi stri
butedt o
50.indi
v i
dual s.Howev er,at otal of25r espondent sdi def fectivel
y
fi
llupt hequest i
onnaires;t her emai ni ngwer eclassi fi
edas
useless,wher eby ,15quest i
onnai reswer ehal fful
l,6
quest i
onnaireswer ehaphazar dlyfil
led, andt heremai ning4onl y
haddemogr aphi cs.Then, ther esponser atei s66.67.

13
Anal
ysi
s

14
15
16
17
 Concl
usi
on
I
nconcl
usi
oni
tcanbesai
dthatmaxi
mum r
espondent
sar
e
womeni .e72%f emaleand28%mal e.32%wer emar ri
edand68%
areunmar r
ied.
Allr
espondenthasf acetheissueofsexual
harrasememtal sother espondenthav eagr eatknowledgeabout
sexual harr
asememtandsexual abusement .Butthenevertol
d
aboutt hi
st oanyone.About48%ofr espondentdoesnotchange
thei
rjobduet osexualabusementand40%l eavean.organi
sati
on
duet othis.
Duet owhichther espondentarenotf ull
ysatisf
ied
from theirworkaswel lasorganizati
on.

Soatlastitcanbeconcludedt
hati
tcouldbeunderst
oodthat
howiteffectsonesli
feaswell
asorgani
zati
onfuncti
onaccor
ding
towhichdiffer
entharr
asememtpol
icyshoul
dbemadeandbe
appl
i
edi nanor gani
zati
on.

18
 Ref
erences

oSexualhar
rasememti
nthewor
kpl
ace-
-Mar
y
L.
Bonland2005
oSexaul
harr
asememtofwomenatwor
kpl
ace-
-
l
abourlawagency
.
oEmploy
eeturnov
er-
-At
elecom I
ndust
ry
Per
specti
ve.
oEmpl
oyeer
etent
ionandt
urnov
er-
-Pet
erw.
hom
oAbsent
eesi
m -LadyMor
gan
oAbsent
eesi
m andTr
uancy
oEmpl
oyeeabsent
eesi
m--pspbusi
ness

19
 Bi
bli
ogr
aphy

ohtt
ps://
humanri
ght
s.gov
.au/
our-
work/sexual-
harassment
-wor
kpl
ace-l
egal
-def
ini
ti
on-sexual
-
harassment
oht
tps:/
/www.equalr
ight
s.or
g/i
ssue/
economi
c-
workpl
ace-
equali
ty/
sexual-
har
assment/
oht
tps:
//www.
rai
nn.
org/
art
icl
es/
sexual
-har
assment
ohtt
ps:
//www.
bamboohr
.com/
hr-
glossar
y/empl
oyee-
tur
nover
/

oht
tps:/
/www.zenef
its.
com/workest
/what-
is-
employee-
tur
nover
-and-why
-it
-matt
ers/
oht
tps:
//en.
m.wi
kipedi
a.or
g/wi
ki/
Absent
eei
sm
oht
tps:
//www.
inv
est
opedi
a.com/
ter
ms/
a/absent
eei
s
m.asp
oht
tps:
//www.
busi
nessmanagement
ideas.
com
oht
tps:
//www.
iedunot
e.com/
job-
sat
isf
act
ion

20
Apenndi
x

21
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