Campaign Finance Reform Essay - 782 Words

Campaign Finance Reform Effective election campaigns have always relied on the candidates’ ability to raise money. Even in the days before television, radio and the internet, it still took money to get the word out to the people in a far-flung land. However, today’s candidates are faced with raising larger and larger amounts of money with each new election that comes along. Individuals are the primary source of campaign funding at the federal level, with political action committees running a close second. Their donations are regulated donations and are referred to as â€Å"hard money.† Organizations also contribute money to campaigns but often do so indirectly in ways that allow them to skirt regulations pertaining to campaign finance.†¦show more content†¦I agree that, deep down, there is something wrong with the way in which campaigns in the United States are financed. There is little doubt that large corporations and/or special interest groups have a â€Å"quid pro quo† expectation attached to the outlay of large sums of money (an expectation of a direct exchange of campaign contributions for favorable government treatment). That being said, however, I also think an equal (perhaps greater) problem is the role the media plays in any election. Journalists have human biases and often times they allow them to show by promoting those candidates with whom they agree philosophically or, even worse, providing more coverage for those they know will produce higher ratings. But assuming that campaign finance reform is the way to go, the First Amendment’s guarantee of free speech means any changes will need to be considered constitutional by the United States Supreme Court. Yale Law School professors Bruce Ackerman and Ian Ayres proposed â€Å"a system of modified public financing coupled with an anonymous campaign contribution process† as outlined in their 2004 book entitled Voting with Dollars: A new paradigm for campaign finance. This type of financing would involve two components: patriot dollars (federal funds) and secret donations. All voters would be given a $50 publicly-funded voucher (patriot dollars) to donate to the campaign(s) of their choice. BothShow MoreRelatedCampaign Finance Reform Essay454 Words   |  2 PagesCampaign Finance Reform Campaign finance issues are complicated in the United States by the fact that the funding sources of the Republican and Democratic parties differ so sharply. As a result, any reforms intended to affect one kind of funding are likely to adversely and disproportionately affect one of the two parties. Furthermore, while most issues on which elected officials decide concern benefits for constituents. Campaign finance reform involves changing an institution that benefitsRead MoreCampaign Finance Reform Essay3020 Words   |  13 Pagestheir campaign. Contributors range from unions, religious leaders, organizations such as Mothers Against Drunk Drivers (MADD), the National Rifle Association (NRA), and senior citizens groups. When these groups, known as special interest groups, donate to candidate’s campaign, they expect the candidate to respond to their issues. Because special interest groups, as well as private citizens donate more and more money to campaigns, there is some concern that there is a great need for campaign financeRead MoreEssay on Campaign Finance Reform1003 Words   |  5 PagesCampaign Finance Reform The politics is a stage for many different characters of whom each is trying to convince their audience to give them the loudest cheer and the grand applause. Politicians who played the acts will do their best and sometimes will do everything to win the hearts of their audience and that means to win at all cost. Politics involves money for it is the way to make campaign possible that is why there are campaign managers and campaign funds to whoever will run for any officeRead MoreThe First Step Towards Lasting Campaign Finance Reform2697 Words   |  11 PagesFinal Paper: The First Step Towards Lasting Campaign Finance Reform â€Å"You don t put vote Bartlet in the ad, you can pay for it with unmarked bills from a bank heist if you want to.† - Bruno Gianelli (Fictional character, The West Wing, S03E06, â€Å"Gone Quiet†)1 Debates about the just and proper financing of campaigns for public office can be traced as far back as the Federalist Papers. On one side are those that believe any restriction in the frequency or amount of individual, corporate orRead MoreWhat Is Campaign Finance Reform?1342 Words   |  6 PagesOverview What is Campaign Finance Reform? Campaign finance regulation refers to attempts to regulate the ways in which political campaigns are funded. This includes all spending done to promote or support the promotion of candidates, ballot measures, political parties and more. Regulations can be applied to natural persons, corporations, political action committees, political parties and other organizations. They can come in the form of incentives, such as providing public financing to candidatesRead MorePolitical Campaign Finance Reform Essay1895 Words   |  8 PagesIn a country where democracy is at the heart of all citizens, these citizens need to have a stronger voice when it comes to elections. This is why the implementation of an amendment that reforms the financing of campaigns is disputed greatly among scholars and political officials alike. The Supreme Court has ruled that corporations are entitled to first amendment rights, but the basis of this ruling is unclear. Unfortunately the overturning of such a ruling w ould not even guarantee a restored democracyRead MoreCampaign Finance Reform and the Necessity of Democracy Essay1492 Words   |  6 PagesCampaign Finance Reform and the Necessity of Democracy One of the major notions of the American system of government is that it is a government by the people, for the people. The system is supposed to take into account the opinions and desires off all those who fall under its jurisdiction. This is said to be accomplished by a representative democracy, where citizens elect one of there own to speak for the group (Hastings, 04). Therefore, it is reasonable to infer that any eligible manRead MoreCampaign Finance Reform Essay1544 Words   |  7 PagesCampaign Finance Reform The Democratic and Republican presidential nominees for 1999 raised an astounding 126 million to finance their campaigns in the primaries (Godfrey). The U.S. national political parties raised a record 107.2 million dollars in soft money contributions in 1999 (Campaign Finance Reform). During the 1995-96 elections, public citizens estimated that an astounding 150 million dollars was spent on phony issue ads designed to support or oppose congressional and presidentialRead MoreCampaign Finance Reform Should Be Restricted And Monitored1780 Words   |  8 PagesIn American society, campaign finance reform is continuously a topic of discussion. This year’s 2016 election will be the most expensive campaign with presidential candidates Donald Trump and Hilary Clinton is running for office. By this coming November, campaign spending for all candidates spending for all candidates who ran in this year’s election will be an estimated total of 4.4 billion dollars (â€Å"Do We Re ally Need†). For campaign finance to experience reform, we must first acknowledge that theRead MoreEssay about Campaign Finance Reform1256 Words   |  6 PagesCampaign Finance Reform With the introduction of â€Å"soft† money in politics, elections no longer go to the best candidate, but simply to the richer one. Soft money is defined as unregulated money that is given to the political parties that ends up being used by candidates in an election. In last year’s elections, the Republican and Democratic parties raised more than one-half of a billion dollars in soft money. Current politicians are pushing the envelope farther than any previous administrations

Discrimination In The Workplace Essay - 1565 Words

Discrimination is a topic that has been around for a very long time. Most people today do not realize how discrimination affects everyone around them and might even happen to them from time to time. â€Å"Discrimination means treating a person unfairly because of who they are or because they possess certain characteristics such as age, gender, race, disability, religion, pregnancy and maternity, sexual orientation, gender reassignment, and marriage and civil partnership† (EOC 2017). There are many types of discrimination, but we will focus solely on discrimination in the workplace for this paper. Stephen and Timothy (2017) gives different forms of discrimination within the work place; they are discriminatory policies or practices, sexual†¦show more content†¦According to Dessler 2017 Title VII established the Equal Employment Opportunity Commission to administer and enforce the Civil Rights Act at work. The laws that they enforce are as followed; Equal Pay Act of 1963 , Age Discrimination in Employment Act of 1967, Vocational Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, Federal Agency Guidelines, Civil Rights Act of 1991, Americans with Disability Act, and State and Local Equal Opportunity Laws. Dessler 2017 went into depth about each of these laws and there definitions that are about to be discussed. Equal Pay Act of 1963 states that it is unlawful to discriminate in pay on the basis of sex when jobs involve equal work; require equivalent skills, effort, and responsibility; and are performed under similar working conditions. Age Discrimination in Employment Act of 1967 made it unlawful to discriminate against employees or applicants who are between 40 and 65 years of age. The Vocational Rehabilitation Act of 1973 requires employers with federal contracts of more than $2,500 to take affirmative action in employing handicapped persons. Pregnancy Discrimination Act of 1978 prohibits using pregnancy, childbirth, or related medic al conditions to discriminate in hiring, promotion, suspension, or discharge, or in any term or condition of employment. â€Å"Furthermore, under the act, if an employer offers its employees disability coverage, then itShow MoreRelated Discrimination in the Workplace Essay1523 Words   |  7 Pages Discrimination in the work place towards women is extremely common and occurs in everyday life. You can prove this by explaining how women in the workplace get paid, get promoted and get treated based on their sex. Sex discrimination in the workplace comes with many different faces. In its most basic form, it involves outright exclusion of women, solely by reason of their gender. Even where women have gained access to the workplace, sex discrimination may persist in other ways. ExamplesRead MoreDiscrimination in the Workplace Essay1083 Words   |  5 Pagesthat workplace discrimination is not as common as it is widely thought to be. The survey results showed that most people in this day and age have never experienced discrimination. Out of the ten surveys conducted only one individual from the general public had experienced discrimination in the workplace. To eliminate this sort of behaviour, a no tolerant attitude should be put in place. This would include the laws being tougher in order to discourage employers/employees from discrimination. AnotherRead MoreDiscrimination In The Workplace Essay1379 Words   |  6 PagesResearch Title: Discrimination within the workplace: An insight into the experience of minority ethnic, race and age employees at the Turkish Airlines. Introduction: One of the most important problems of social life is the economic, social, cultural, demographic, etc. discrimination due to their different characteristics. Discrimination, often seen as one of the main problems of underdeveloped societies, is now seen in developing or developed countries, not only due to economic reasons. As the issueRead MoreDiscrimination In The Workplace Essay1386 Words   |  6 Pages2017 Assignment 1: Discrimination in the Workplace Workplace diversity is beneficial in many ways and on a variety of levels. When a workforce is comprised by people of different races, religions, genders, cultural origins, and sexual orientations, this allows a company to draw from the experience and knowledge that may be unique to each group, widening its frame of reference. Additionally, in terms of recruitment, this ‘widening of the net’ goes to insuring that the company appeals to more individualsRead MoreEssay On Workplace Discrimination739 Words   |  3 PagesDiscrimination in Employment Discrimination is a natural thing humans do and is common in all of society. Discrimination is when a person or group of people are thought of or treated differently because of race,gender, color, religious beliefs, social class or sexual orientation. Discrimination can occur anywhere but commonly happens in the workplace. Most people need to work to support themselves or their families but, in the world today finding a good job can be hard, especially under these circumstancesRead MoreEssay on Discrimination in the Workplace1889 Words   |  8 Pages Discrimination in the workplace occurs when an employee experiences harsh or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully. There are different ways of discrimination that occur very often in the workplace. One way of expressing discrimination is denyingRead MoreDiscrimination in the Workplace Essay2006 Words   |  9 PagesIntroduction There are different types of discrimination against a job applicant or an employee. It is prohibited by law to make biased decisions based on preconception to group of people according to a certain race, national origin, class, sex (including pregnancy), sexual orientation, age, disabilities, genetic information etc. All developed countries have an advanced legislation to protect job applicants and employees against different types of discrimination in many types of work situations suchRead More Racial Discrimination in the Workplace Essay1554 Words   |  7 PagesRacial Discrimination in the Workplace Abstract- Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race, religion, or any other numerous things. Also, discrimination can occur during the job interview or even after you got the job. This paper will shoe the effects of racial discrimination and how it can be prevented. In addition there are someRead MoreEssay On Sex Discrimination In The Workplace1014 Words   |  5 Pages1. Should transgender employees be considered by the courts to be a protected class under Title VII s prohibition of sex discrimination in the workplace? I agree that transgender employee should be considered by the courts to be a protected class under Title VII’s prohibition of sex discrimination in the workplace. Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. Sex refers to the biologicalRead MoreHarassment and Discrimination in the Workplace Essay1102 Words   |  5 PagesHarassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on

Evidence Based Health Care Decision Making

Question: Describe about the Evidence Based Health Care for Decision Making. Answer: Evidence based practice is an approach to problem solving that aids in clinical decision making by integrating best evidence from relevant studies with clinical expertise (Grove et al., 2014).This form of practice involves considering patient assessment data, evidence based data on specific illness, patients preference and values. Research in evidence-based practice has shown that implementation of this approach led to the high standard of care, positive patient outcome and decreased medical cost (DiCenso et al., 2014).Evidence based practice in Hong Kong and many other countries have been implemented several decades ago. However, there is very little impact on daily clinical practice. Proper accountability and clinical reasoning skill are essential to eliminate barrier in clinical practice and integrate clinical evidence in daily practice. It gives new insight into patient's problem management and leads to better health care decisions. The essay brings into highlight the problem of the development of ventilator-associated pneumonia in adult patients with a mechanical ventilator. It describes the challenges faced by the nurse in treating patients with ventilator-associated pneumonia and explains the strategy adopted for evidence based approach to the use of chlorhexidine for oral care in such patients. In my daily clinical practice, the problem that I have faced is that many patients with mechanical ventilation develop ventilator-associated pneumonia (VAP). The National Nosocomial Infection Surveillance System data has shown that VAP is the most common nosocomial infection after urinary tract infection in critically ill patients (Scannapieco Binkley, 2012). Pathogenic oral microflora plays a significant role in the pathogenesis of VAP. Oropharyngeal colonization with pathogenic microorganism leads to the development of VAP in patients receiving mechanical ventilation for more than 48 hours (Shi et al., 2013). Patients with mechanical ventilation have developed VAP in my workplace because they mainly stay in general ward instead of ICU. In the general ward, nursing staffs are very busy attending to different patients, and they do not get enough time to provide mouth care to patients on ventilators. Even if nurses provide oral care, they use thymol gargle for it. Chlorhexidine is ve ry rarely used by them. I would like to implement the use of chlorhexidine for oral care to reduce ventilator-associated pneumonia in adult patients with the mechanical ventilator. This is because many studies and trial exist regarding the appraisal of routine oral care with chlorhexidine for patients receiving mechanical ventilation. It has also been approved by the American Food and Drug Administration (FDA) as the most effective anti-microbial mouthwash (Zhang et al., 2014). However, there are many factors that influence the application of evidence into practice. There are several challenges in implementing evidence based approach to the use of chlorhexidine for oral care to reduce ventilator associated pneumonia in adult patients with a mechanical ventilator. Firstly, the barrier exists in implementing evidence based practice because medical staffs are not sure about how to achieve it. Although evidence based practice is theoretically accepted but there are very few nurses who integrate research evidence with clinical practice. Therefore, the potential barriers that become a challenge in implementing evidence based practice are individual nurse characteristics, characteristics of the organization, nature of evidence based data and the health care environment (Polit Beck, 2013). A nurse or other medical staff may lack the technical skill to locate research information. They lack the skill to appraise research literature related to specific clinical practice critically. They do not prefer to look into journal articles or current research to know about evidence based clinical procedure. They may face problem in interpreting academic research articles on clinical practice. Even if individual nurses use evidence based information, they do not get the support of health care organization. The culture of the workplace is such that nurses lack inquisitiveness and the eagerness to continue to learn in professional practice (Hamric et al., 2013). In the case of implementing the use of chlorhexidine for mechanically ventilated patients, the challenge is that different nurses may have different view about oral care. One cross-sectional study investigated the opinion of nurse on oral care of mechanically ventilated patients. It showed that majority of them did not consid er oral care as a priority in caring for intensive care patients. Some of them also suggested that research does not provide the desired level of clinical direction. Many of them reported they lack the motivation to use research themselves and they will use chlorhexidine only when strictly instructed by the health care organization. (Mohsen Adib-Hajbaghery, 2013). The commonly reported barrier in evidenced based practice is resistance to change traditional practice among nurses. There is a lack of authority to change practice, and many are not interested in adopting evidence based practice. Another study on the investigation of barrier suggested that 50% find it difficult to cope with changes in the workplace (Williams et al., 2015). Hence, continued education and change in the attitude of the nurse are essential for successful implementation of evidence based practice. Health care system might also act as a barrier because there is a lack of commitment in health care organization about the implementation of evidence based practice. The available information technology is not accurate, and goal for practice between nurse and administrators also differs. Many nurses omit oral care for mechanically ventilated patients because of time constraints, excessive workload, demanding workload, lack of adequate staff and attention towards ICU patients. Lack of hospital protocols also impedes oral care for intubated patients (Jansson et al., 2013). The patient barrier may also exist in the implementation of the use of chlorhexidine in ICU patients. Studies on ICU patient have shown that routine oral care is least likely to be delivered in the first two days after admission when patients are most likely to develop an oral infection. This happens because there is false perception that oral care is not as important apart from other interventions. The health care t eam is busy stabilizing patients condition (Jordan et al., 2014). Another concern for nurses is that oral care increases intracranial pressure. However, studies have suggested that there is no adverse effect of oral care on the intracranial patient (Williams et al., 2015). Another challenge for nurses in implementing the use of chlorhexidine in mechanically ventilated patients is uncooperative patients does not wish to take oral care when they already suffer due to chronic ailments (Booker et al., 2013). Thus, remodeling of health care organization, as well as medical staff, is needed with more stress on evidence based practice. The potential strategies that can be taken to overcome challenges in implementing evidence base practices includes developing a culture of inquisitiveness and stressing on professional learning through the implementation of best evidence based practice. To implement the use of chlorhexidine for oral care of ICU patients, it is necessary that organization focus on infection prevention practices in ICU patient too. This is important because there is a wrong perception that oral care is not a priority in the care of mechanically ventilated patients. Using chlorhexidine should be a priority because a study by Klompas et al., (2014) has demonstrated that incidence of VAP is reduced by 50% after introducing change in oral care practices. Health care organization can take a step to implement evidence based guideline that explicitly explains professional responsibility of all clinical staff. They can impose strict rule regarding following evidence based practice by educating them about the i mportance of evidence-based practice. In around to change the organization culture around practice, it is necessary that the change is consistent with organization philosophy. Another prerequisite is adequate resources should be made available to healthcare professionals so that they easily adopt evidence based practice. For oral mouth care of critically ill patients in ICU, many nurse use lemon glycerin swabs or they rinse the mouth of critically ill patients. However, lemon glycerin swab decreases saliva production and promotes the growth of bacteria. The rinsing of mouth may also be harmful to immunologically suppressed patients in the ICU who may develop infection due to bacteria present in water. Thus skill training should be delivered to nurses so that they develop critical thinking skills and explore the knowledge gap in their clinical expertise by reviewing evidence based research articles. Health care organizations and management should look at the availability of evidence based practices related to the effectiveness of chlorhexidine and then take adequate steps to implement those practices in acute care setting. Change in accountability and attitude of both clinical staff and organization is needed to make specific practice routinely available through support with relevant literature (Scann apieco Binkley, 2012). Thus, from the essay on the implementation of evidence based practice in clinical care, it can be concluded that addressing the barrier in implementation is necessary to evaluate practice change. This essay focused more on the use of chlorhexidine on oral care for patient with ventilators, and identification of barrier in evidence based practice in clinical staff helped to determine the strategies needed to support practice based on best evidence. Various studies also exist regarding the significant reduction in VAP after use of Chlorhexidine and reducing the cost associated with the VAP. Thus, it can be adopted as a preventive strategy by staffs to reduce VAP in ICU setting. Evidence based practice is a necessary competency for health professionals. The effort to implement evidence based practice is essential because many people have a negative attitude towards evidence based practice as they feel it is time-consuming and cannot be realistically implemented in the clinical practice setting. Reference Booker, S., Murff, S., Kitko, L., Jablonski, R. (2013). Mouth care to reduce ventilator-associated pneumonia.AJN The American Journal of Nursing,113(10), 24-30. DiCenso, A., Guyatt, G., Ciliska, D. (2014).Evidence-based nursing: A guide to clinical practice. Elsevier Health Sciences. Grove, S. K., Burns, N., Gray, J. R. (2014).Understanding nursing research: Building an evidence-based practice. Elsevier Health Sciences.. Hamric, A. B., Hanson, C. M., Tracy, M. F., O'Grady, E. T. (2013).Advanced practice nursing: An integrative approach. Elsevier Health Sciences. Jansson, M., Ala-Kokko, T., Ylipalosaari, P., Syrjl, H., Kyngs, H. (2013). Critical care nurses knowledge of, adherence to and barriers towards evidence-based guidelines for the prevention of ventilator-associated pneumoniaA survey study.Intensive and Critical Care Nursing,29(4), 216-227. Jordan, A., Badovinac, A., palj, S., Par, M., laj, M., PlanÄ ak, D. (2014). Factors influencing intensive care nurses' knowledge and attitudes regarding ventilator-associated pneumonia and oral care practice in intubated patients in Croatia.American journal of infection control,42(10), 1115-1117. Klompas, M., Speck, K., Howell, M. D., Greene, L. R., Berenholtz, S. M. (2014). Reappraisal of routine oral care with chlorhexidine gluconate for patients receiving mechanical ventilation: systematic review and meta-analysis.JAMA internal medicine,174(5), 751-761. Mohsen Adib-Hajbaghery, I. (2013). Intensive care nurses opinions and practice for oral care of mechanically ventilated patients.Indian Journal Of Critical Care Medicine : Peer-Reviewed, Official Publication Of Indian Society Of Critical Care Medicine,17(1), 23. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3701393/ Polit, D. F., Beck, C. T. (2013).Essentials of nursing research: Appraising evidence for nursing practice. Lippincott Williams Wilkins. Scannapieco, F. A., Binkley, C. J. (2012). Modest reduction in risk for ventilator-associated pneumonia in critically ill patients receiving mechanical ventilation following topical oral chlorhexidine.Journal of Evidence Based Dental Practice,12(2), 103-106. Scannapieco, F. A., Binkley, C. J. (2012). Modest reduction in risk for ventilator-associated pneumonia in critically ill patients receiving mechanical ventilation following topical oral chlorhexidine.Journal of Evidence Based Dental Practice,12(2), 103-106. Shi, Z., Xie, H., Wang, P., Zhang, Q., Wu, Y., Chen, E., ... Furness, S. (2013). Oral hygiene care for critically ill patients to prevent ventilatorà ¢Ã¢â€š ¬Ã‚ associated pneumonia.The Cochrane Library. Williams, B., Perillo, S., Brown, T. (2015). What are the factors of organisational culture in health care settings that act as barriers to the implementation of evidence-based practice? A scoping review.Nurse education today,35(2), e34-e41. Zhang, T. T., Tang, S. S., Fu, L. J. (2014). The effectiveness of different concentrations of chlorhexidine for prevention of ventilatorà ¢Ã¢â€š ¬Ã‚ associated pneumonia: a metaà ¢Ã¢â€š ¬Ã‚ analysis.Journal of clinical nursing,23(11-12), 1461-1475.

Lehigh University offers MBA program for new students Essay Example

Lehigh University offers MBA program for new students Essay The application process for registering at the private school, Lehigh University, and its business program is open and rolling. Students who enroll for this online MBA program are employed. Lehigh University records and archives the classes. Applicants should know that the business graduate program at Lehigh has been accredited with the standard of accreditations for business schools. The academic year in which this online MBA program was founded is 1993-1994. There are around 267 participants enrolled in the course. As we mentioned, the deadline is rolling and the information applicants need can be found on the admission web-site www.lehigh.edu and the e-mail which you can find on the university’s web page. The US rankings for this MBA online program are: score 73 and rank 128, rank 146 and score 36 for the students’ service and the technology service, rank 17 and score 89 for engagement of each student, rank 25 and score 75 for selectivity of admissions and the whole score for peer assessment is 2.8 from 5. The applying process is open and rolling for both US residents and students who come from other countries as well. Admissions director is Jennifer Giordano, the admissions web page is: http://lehigh.edu/mba We will write a custom essay sample on Lehigh University offers MBA program for new students specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Lehigh University offers MBA program for new students specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Lehigh University offers MBA program for new students specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Lehigh University gives MBAs. There are 15 instructors who come from the faculty and teach full-time on the online business graduate programs and 8 part-time faculty instructors also teaching the online MBA programs. The online classes allow for students from the campus to follow them as well. The total number of enrolled students is 267 and the average age of the entrants is 32 years. There are more male than female participants, 68.9% of the participants enrolled in the course are male and 31.1% are female. The Internet speed for theMBA course at the University is recommended to be DSL but there is no 24/7 tech live support. The response from an instructor should be expected in 24 hours. Tuition for part-time US students and the rest of the students is $1 050 per credit. The admission notifications start coming from January 15th. The admissions standards are the same for all of the different online MBA programs. There hasn’t been a case that a well-qualified student being denied. People who live abroad can also apply for the online program but the program does not offer DANTES courses. The last numbers reported showed that from 87 applicants, 77 were accepted. There were 69 new entrants and the acceptance rate is 89%. The average GPA of the undergraduates is 3.33 and 83%of the applicants provide their GPA. The average score from the GMAT is 620 and 65% of the entrants provide the GMAT results. 100% of all the applicants are with previous working experience.

15 Frequently Confused Pairs of Adjectives

15 Frequently Confused Pairs of Adjectives 15 Frequently Confused Pairs of Adjectives 15 Frequently Confused Pairs of Adjectives By Mark Nichol Some of these similar-looking words do have, among various meanings, the same sense, but their primary definitions are quite different. Know these distinctions: 1. ambiguous/ambivalent: To be ambiguous is be able to be understood in more than one way (or, less commonly, of uncertain identity); to be ambivalent is to express uncertainty or contradictory opinions. (The latter term is also distinct from indifferent, which implies a lack of opinion or concern.) 2. alternate/alternative: To be alternate is to occur by turns or in a pattern that skips from one side to the other, or to provide another possibility; to be alternative is to offer a choice, or to be a variation from a norm. 3. abstruse/obtuse: Something abstruse is, because of complexity, something not easily comprehended; something obtuse is unclear because or careless or imprecise information. (Obtuse also describes someone who is dull or insensitive, or an object that is blunt or round, and alternatively refers to an angle greater than 90 degrees.) 4. arrant/errant: Arrant means â€Å"immoderate† or â€Å"extreme†; errant means â€Å"traveling† or â€Å"being aimless, or â€Å"straying† or â€Å"misbehaving.† 5. celibate/chaste: A celibate person is one who abstains from sex or marriage; chaste is a synonym but can also mean â€Å"modest† or even â€Å"spotless† or â€Å"austere.† 6. climatic/climactic: Climatic refers to climate; climactic applies to a climax. 7. concerted/concentrated: Something concerted has been conducted in a coordinated manner; concentrated means â€Å"focused† in the sense of organizing toward a common goal. 8. desirable/desirous: Something desirable is attractive or advantageous; desirous refers to being driven by desire. 9. disinterested/uninterested: Both terms can mean â€Å"apathetic,† but disinterested also has the sense of â€Å"neutral.† 10. drastic/dramatic: Drastic means â€Å"extreme†; dramatic refers to something suggestive of drama, or emphatic. 11. exceptional/exceptionable: Something exceptional is superior, or rare (it is also employed to refer to those with mental or physical abilities); something exceptionable is offensive or undesirable people take exception to it. 12. extended/extensive: Extended means â€Å"lengthened† (though it is also sometimes used as a synonym for extensive); extensive means â€Å"to a great degree† or â€Å"of a great magnitude.† 13. forceful/forcible: To be forceful is to be strong or persuasive; something forcible is accomplished by using force (though it can mean â€Å"powerful,† too). Forced, meanwhile, refers to involuntary action or something done only with effort. 14. ironic/sarcastic: An ironic statement is one meant to be understood as meaning something other than its literal meaning indicates; a sarcastic statement can be ironic, but the word sarcastic generally refers to something said facetiously to express ridicule. 15. luxurious/luxuriant: Something luxurious is resplendent in luxury; something luxuriant is fertile and lush, though the word may also be used as a synonym for luxurious. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:Good At, Good In, and Good With50 Nautical Terms in General UseShore It Up

Assessment Process and Need Statement Essays - Labour Economics

Assessment Process and Need Statement Essays - Labour Economics Assessment Process and Need Statement Mohave County Workforce Development One-Stop Centers offers opportunities to build the knowledge, skills and attitudes necessary for a vibrant local workforce. Mohave County Workforce Development One-Stop Centers is proposing a new program at the Kingman, Arizona chapter. They are proposing a new program called Helping Hands. Helping Hands is a brand new program that is hoping to fulfill a mission. If Helping Hands can create qualified and well prepared applicants then the applicants will have a better chance of filling the positions that are available and reducing the unemployment rate, which is skyrocketing in Mohave County especially in rural areas like Kingman, Arizona. Helping Hands works with numerous corporations to find the right applicants for each position that they need filled. When a corporation needs a specific position filled, Helping Hands suggests applicants that would be good to interview for that position. Helping Hands helps individuals find jobs, teaches them how to do professional resumes, how to do job searches, what to know about the company before applying or going to an interview, how to prepare for an interview, and how to conduct oneself at an interview. Helping Hands also instructs the applicant on proper attire, what to do, and not to do at interviews. Helping Hands also offers youth instruction on proper job practices, classes on current business programs, classes on how to better handle work situations like proper cash handling practices or how to handle difficult customers, and second language courses to further an individuals chance of getting that job. Mohave County Workforce Development One-Stop Centers Helping Hands is seeking a proposed budget of $320,000 for a one year plan to start the program and classes. Each fund is designated to help draw in participants and help them to succeed in their goals (see appendix for three year budget). Although this will not correct the unemployment problem itself it will give the participants the best opportunity to get the jobs that are available. Helping Hands mission is to help citizens help themselves to get the jobs they need to survive. Mohave County Workforce Development One-Stop Centers has seen how the unemployment rate is getting out of control aproposes this program to help address this issue. The state reports last season that, 9.7 percent of the population of Mohave County is currently filling for unemployment (FRED, 2013). Some individual cities in the county are having even higher rates of unemployment. This is surprising in tourist towns like Lake Havasu. Lake Havasu Citys August unemployment rate climbed nearly 1 percent to 11.3 percent, but community leaders say the latest numbers dont reflect what they are seeing in the local community. The citys August unemployment rate is eight-tenths of a percent higher than the 10.5 percent in July, according to numbers released last week by the Arizona Department of Administration. Mohave Countys rate climbed four-tenths of a percent from 9.7 percent in July to 10.2 percent in August. Both Lake Havasu City and Mohave Countys unemployment rate havent changed sign ificantly throughout the year ranging mostly between 9 percent and 10 percent. Lake Havasu Citys unemployment rate has been as low as 9.5 percent in February and May. Mohave Countys rate was lowest in May at 8.9 percent and highest at 10.4 percent in January (Moberly, 2013). This does not include those who are not working, but not filling like mothers with small children, students, and seniors living off the pensions of spouses. There are numerous contributing factors that make this even harder on the population of Mohave County to survive. The need is evident with the growing rate of people only surviving because of benefits like food stamps and unemployment checks that things need to change. This is even more of an issue right now with the government shutting down and putting a stop to programs like WIC and possibly food stamps. The need is for there to be more available positions. The reasons this occurs is due to numerous factors like the number of companies going out of business, lack of job growth, future plans for job growth does not meet the need, founding fathers not allowing large business to come to town, education level of

The Command and Control or Top-Down Management Style Research Paper - 2

The Command and Control or Top-Down Management Style - Research Paper Example In addition, the whole team must agree on the course of action taken by the organization concerning diverse issues (Yee-Melichar, Boyle & Flores 2011, p. 159). This paper wishes to examine the top-down management approach in the management of organizational change. The top-down approach in managing change implies imposed change since the change plans come from senior levels. Top-down style involves implementing changes more quickly as well as dealing with problems if necessary. Thus, this style is effective in organizations in which employees tend to resist changes. However, the style has the potential of increasing resistance to change due to the failure of incorporating employees in the change process. The managers at senior levels require being very specific when spelling out the change expectations as those following such plans do not participate in the process of planning (Anderson, Ackerman-Anderson 2001, p. 100). Since employees are not incorporated in the decision-making course and are repeatedly only motivated via either incentives or fear, moral can turn out to be an issue but these are usually countered by strict organizational requirements for all employees. However, change management could is inadequate since the top management may ignore a substantial part of the organization irrespective of how effectively such top-level decisions are reached (Morgan 2000, Para 4). In recent years, the top-down style of management is perceived as less favorable compared to the other management styles. However, it is sometimes very essential towards the success of projects and organizational change as seen above. An organization’s style of management plays a crucial role in determining whether the organization will triumph or fail. In this case, an organization can adopt a top-down style of management or a participative/inclusive management style (Dogra 2000, Para 1). Now, this paper can only say that both means of management are good as some projects  and organizational change management processes may work differently with the different management styles.

Product Costing - Traditional Methods and Activity Based Research Paper

Product Costing - Traditional Methods and Activity Based - Research Paper Example By doing this they maintain zero inventory of building parts or what is called as raw materials (RM). Dell enjoys a loyal customer trust globally. One of the reasons for this is that the base prices of their laptops and other products are practically the same across continents. Product pricing at Dell is a serious and well thought over process through strong market research and consumer inputs. Based on the marketing debrief the research and development (R&D) center starts developmental activities on the consumer centric product. The engineers work under the strict constrict of the product cost based on the marketing requirement. The first level of product cost brainstorming is between the marketing, sales and engineers at the R&D. All quality cost parameters namely prevention, appraisal and failure (both internal and external) are considered. In the six sigma jargon another cost is considered, cost of poor quality (Juran, 1988). Dell as an organization completely negates this hidden quality cost. The costing activity of consumer goods in my organization follows the above mentioned steps towards deciding pricing of a bathing soap. The main ingredients of a bathing bar are soap noodles, fragrance, permitted colors and fillers. The cost of a 100 g net weight of bathing bar is $1.5.

What Principles of Time and Stress Management are Violated by Chet Assignment - 1

What Principles of Time and Stress Management are Violated by Chet - Assignment Example Chet is more focused on how effective he was during that day forgetting that an effective manager should have results for what he has done during the day. Indeed he is a manager who has studied his work habits, a very crucial step to determine his strengths and weaknesses but his work habits survey is mainly based on time management and not the results. As a manager, he should be more concerned with performing top-level management functions which will include long-term decisions planning and delegate the other duties to middle and first line management. The structure of management in Chet’s company has a major role to play in his shortcomings, there doesn’t seem to be a defined middle level and supervisory branch this is seen when the pressmen report directly to him instead of reporting to a foreman Carl Jung in his trait theory categorizes people into type A and type B in relation to their ability to handle stress. Type A personalities when in a managerial post tend to not trust their subordinates to handle anything so they do it all themselves. This leads to them being stressed because they have too much work to handle all at once. Chet, in this case, is a type A personality. The second aspect of his personality is that he anticipates stress and does not have a procedure to handle them he instead faces them head-on. This increases his level of stress and negatively affects his ability to make the sound judgment on what’s important and what’s urgent. Chet should, in this case, adopt type B personality. This personality when in a management post according to Carl Jung is one who is good at delegating duties to his subordinates, he focuses only on important aspects of the institution leaving the rest to be sorted by middle or first line management. He should try as much as possible to delegate the trivial duties to other employees.

HR Practices in the Private Sector and MNC Banks

HR Practices in the Private Sector and MNC Banks Indian banking sector, especially commercial banks, have started realizing the need for a strong human resource orientation for their survival in the face of the rapid changing environment, global competition and other upcoming challenges. With attrition becoming a stark reality in the Indian banking sector, it is increasingly being understood that employee loyalty has to be created by organizational interventions and not something that can develop on its own. It is in this backdrop, it is an important topic to consider shaping your HR policies and practices around the workforce. Indian Banking Industry The banking sector in India is an integral part of countrys financial services industry. The banking index has grown has grown at a compounded annual rate of over 51 per cent since April 2001. The strong banking structure has been able to fuel continued growth, which has prospered long-term economic growth. Market cap of Indian banking industry 7500 Billion contributing to 7.7 % of GDP Human Resource Management Practices in India Indian banking sector is making efforts to adopt international best standards in HRM with the local customs and sensibilities. HRM function in a bank is being increasingly recognized as a strategic business partner with responsibility of managing key corporate resources. It is expected that HR Function must: Help the organization to be more agile by adopting practices that allows it not only to adapt to changes in the external environment but also to benefit from the same. Ensuring that the company is able to sustain its operation over a period of time. Ensure efficiency in the use of HR resources in the organization in an integrated manner with all other corporate resources. The success of any business depends as much on appropriate, effective, well-communicated, HR and business practices as it depends on meeting the requirements of mandated laws and regulations. In fact, good planning and the development of effective practices make regulatory compliance much easier. HR practices helps in increasing the productivity and quality, and to gain the competitive advantage of a workforce strategically aligned with the organizations goals and objectives. Organizations are becoming increasingly aware about the impact of generation gaps in the interaction between the various parts of its workforce. With increasing globalization, the diversity (both geographical as well ethnic) is on the rise in the organizations operating on a global scale. At the same time, the composition of the workforce itself is changing and different generation groups, with differing viewpoints on the same subject, are required to work together. This requires adjustments to be made by all categories. Organization must facilitate such adjustments by creating enabling environments so that the needs of all generation groups are satisfied, simultaneously with the achievement of the organizational goals. At minimum, the organizations must be aware about the diversity of generation groups within its ranks and tailor their personnel practices accordingly. 1.3 Key Performance Indicators for HR Practices Some of the key performance indicators for Human Resources include but are not limited to the following. à ¢Ã¢â€š ¬Ã‚ ¢ Employees clarity on HR policies à ¢Ã¢â€š ¬Ã‚ ¢ Employees clarity on roles, responsibilities and expectations à ¢Ã¢â€š ¬Ã‚ ¢ Development of qualitative staff à ¢Ã¢â€š ¬Ã‚ ¢ Number of HR issues arising for which there are no clear policies and guidelines à ¢Ã¢â€š ¬Ã‚ ¢ Competitiveness of compensation structure relative to industry benchmark à ¢Ã¢â€š ¬Ã‚ ¢ Usefulness and accuracy of compensation survey à ¢Ã¢â€š ¬Ã‚ ¢ Lead time to respond to staff welfare issues à ¢Ã¢â€š ¬Ã‚ ¢ Employees assessment of promotion criteria and process (clarity, fairness) à ¢Ã¢â€š ¬Ã‚ ¢ Measurement of HR policy violation à ¢Ã¢â€š ¬Ã‚ ¢ Average time required to fill vacancies à ¢Ã¢â€š ¬Ã‚ ¢ Proportion of training programs resulting in productivity improvement à ¢Ã¢â€š ¬Ã‚ ¢ Staff attrition rate à ¢Ã¢â€š ¬Ã‚ ¢ Understanding / Clarity of the Organizational philosophy à ¢Ã¢â€š ¬Ã‚ ¢ Outline internal capabilities and identify gaps on skills-competencies-behavioural aspects In response to the change in the business environment, the competencies required by HRM present in any Indian or MNC banks are necessary to be studied. Objective of Study HRM department depends upon the HR practices of the organization. HRM is done according to HR practices. HR Practices differentiate the organization from its competitors by effective and efficient HR Management. By following this, the organization does its whole work process. HR Practices increase productivity and quality, and help gain the competitive advantage of a workforce strategically aligned with the organizations goals and objectives. In addition to aforesaid goals following are our additional objectives: Literature review Various online journals on HR practices were referred. Along with it articles on different banks were also referred for the purpose of this project. Methodology Secondary data from books and internet resources were used for reference to write this report Analysis and discussion HR practices differ from one organization to the other. Even though the concept remains same its implementation differs from each because of the difference in its policies. Hence the analysis on the concept of HR practices and its implementation is carried out for three main multinational banks which include ICICI, Citi bank and HSBC. Their HR practices along with its approach towards HR, the different ways of implementation and innovative changes brought about by them in its policies are discussed for each of these banks mentioned above in detail. Hong Kong Shanghai Banking Corporation Holdings HSBC Holdings, a British financial holding company with origins in Hong Kong and Shanghai, where offices were opened in 1865 under a special charter which allowed Hong Kong rather than London as a headquarter location ( 2003). HSBC was in intense competition all over Asia with Chase Manhattan which showed interest in a small bank in India and Malaysia. HSBC pre-empted by purchasing the bank in 1959 (1991). Diversification had taken a beating although it was only in 2000 when acquisitions in Asia became topical again, in a small way. Two of them were part of the private banking drive, PCIB Savings Bank in the Manila area and Taiwans leading asset manager China Securities Investment Trust Corp. in 2001, to be followed by an 8 per cent stake in the Bank of Shanghai. HSBC had returned to its roots. Afterwards many more events unfolded including the turnover of Hong Kong to china this prompted HSBC to transfer headquarters to United Kingdom (2003). HSBC sees the Internet as one of several exciting new media, to be incorporated as an integral part of its working. The bank has concluded that e-commerce will change the fabric of the financial services sector and sees it as a way of finding new customers all over the world and improving its services to existing customers. The companys current approach to HRM HSBC has over 260,000 employees at present. The company employs and manages diverse kinds of people all around the world. Such is done by the company because they believe that these people can give them a balanced and well-rounded  organization. This also makes the company adaptable to different kinds of situation. The company wants to reach out to all parts of employment for maximum productivity and value. The company believes that a companys difference with its competitors can be seen in the way it serves it consumers and the way they treat their employees. The company makes sure that they treat the employees with outmost respect for their rights and it makes certain that the company is given the treatment they deserve. The companys personnel policies are geared to attract motivate and develop people who are perceptive, respectful, fair, progressive and responsive. The company aims to make itself a place people would like to work to. In the future the company can steer the g oal of its HRM to making the personnel the most competent people in the industry. The company can initiate activities that will make the personnel more competent without ruining their good relationship. Workforce Diversity HSBC claims that they are the Worlds local bank. Their tagline also applies to their work culture. They believe in the fact that no matter how diverse the work force may be, the ultimate aim of the bank is to have a work culture which is Global in nature. But at the same time they do give regional considerations in order to have synergies with the employees who are from the local population of a particular city/country. This in turn helps the corporation in becoming an employer by choice. Respecting individuals of all types inspires loyalty in both employees and customers, which has a direct line of sight in achieving business goals is their HR departments logo. The strategy is based on the premise that the most important competitive differentiators are the quality of individual service provided to our customers and the way we treat our employees. It connects with Managing for Growth, the brand and the people strategy. What is Diversity? Definition: According to HSBC, diversity is a source of opportunity, whether in employment or the customer markets. Appreciation of this diverse culture fuels group dynamics and helps in creating an environment where teams can perform to their fullest potential. Competitive edge can be gained from the variety present in their workforce and customer base, and specific attention to market variation. Example: In todays global environment, Banking corporations give finance to foreign companies. Now lets say that a company from USA wants to invest in emerging country like India in the field of agricultural technologies and approaches HSBCs New York branch for a loan to fund their new project. Now HSBC on its part would have to study various factors pertaining to the feasibility of the business plan submitted by the borrower. In order to decide whether they should grant a loan to the US company, HSBC will take a long time to collect data about the Indian agriculture prospects, the growth witnessed for the last 5 years, government policies, trade restrictions etc. This process will take a long time. However, now lets consider that this project is assigned to a handful of employees from India or from Indian origin in HSBCs New York branch. These employees by the virtue of being familiar with the country in question (India) would be very much familiar (there is a chance) with the aspects like agriculture in India, government policies pertaining to agriculture, trade etc. And hence, they would be able to prepare a report considerably faster than the employees who are not of Indian origin. This would considerably reduce HSBCs labour hours and would help them in coming up a quicker decision. This would thus make HSBC more competitive against a bank which does not have a diverse workforce. Recruitment and Selection HSBCs recruitment and selection policies are scripted in accordance with the organizations Equal Opportunities Policy. HSBC ensures that each stage of the recruitment procedure is conveyed out in a methodical manner and is based on pre-agreed criteria. They strive to eradicate individual bias that can influence the conclusion producing process. They ensure that all conclusion points are completely documented to aid followed by monitoring. HSBCs intentions are to make the entire hiring procedure as open as possible, and to double check that all candidates realize why conclusions have been taken and, where they desire, to get significant feedback. Demonstrate robust, clear methods and hence supply a cornerstone for appropriate defence in the event of a challenge. There are seven major phases to the procedure in the recruitment process in HSBC: Pre-advertisement Placing advertisements and considering with investigations and applicants Short-listing Interviewing and selection Post-selection procedures Induction Monitoring The following are the directing values for recruitment and on-boarding process. Attracting and employing suitable employees is one of the most significant undertakings of the association Merit will be the most significant factor in the recruitment process. Diversity of gender and ethnicity is to be achieved by with the assistance of recruitment vendors and the referral program. While abilities play an important role, they will charter persons who are group players and have the right mind-set most applicable to the heritage of the organization. Attitude is as significant as aptitude. They focus on hiring people who can push the organization to greater heights. They believe in allowing their employees to fulfil their vocational paths. They try and fill vacancies with internal candidates before assessing external candidates. They believe that each nominee consulted becomes an ally of the organization, irrespective of whether she/he is chosen. They treat all the candidates with the utmost respect and are open and equitable in connection with them They will relentlessly consider, recognize and cultivate strategic gifts for universities, administration schools, and community forums to address their long period needs. Hiring Approval All recruitment undertakings will be founded on the chartering design as accepted by the Business Head, HR Head the CEO. For each position, a chartering requisition will be needed prior to initiation of any recruitment activity. If the chartering is not encompassed in the designed allowance, it will also need acceptance from the CEO founded on a recommendation from the Head HR and the CFO. Recruitment total cost and expenditure should be budgeted and pre-approved by the HR Head. Candidate Sourcing: The chartering supervisor along with the Human Resource Department would conclude the source to use founded on the environment of the recruitment. The next causes of recruitment may be considered: Internal Sources: Whenever any vacancy arises, the likelihood of fulfilling the obligation internally via reassignment and relocation, re-allocation of the responsibilities or interior advancement will be discovered by the chartering function along with the HR Department. Employee Referrals: HSBC will boost workers to mention apt candidates for open positions. Other external causes include: Recruitment agencies External job postings College / campus requirement Employment of Relatives The association uses, solely on merit, the relations of employees as long as it does not bring about a conflict of interest. To decrease the possibilities of favouritism the following guidelines should be followed: Relatives are not allotted to a place where he/she has the opening to ascertain, method, and reconsider, accept, review or else sway the work of the individuals cited and above. If an employee is aware of a position that seems to be an opening for people to indulge in favouritism towards relations, one should communicate to the Department Head or Human Resources Department. Employees will not be part of the chartering method of their relations. Internship Program HSBC supplies internship possibilities to students. Such internships will result in young students producing genuine assistance to the company. HSBC will pursue the process as follows: HR will coordinate with enterprise assemblies to recognize possibilities for intern hiring. Internship demands could be obtained either from the students directly or as nominations from the informative institute. HR and chartering supervisor tele-interview the candidates and later conduct individual meetings in the office. Based on the illustrated capability, the intern will be appointed to work in multiple agencies to gain a broader enterprise comprehension. Probation Policy Probation is a test that is mutual opening for the worker and HSBC to affirm suitability for proceeded employment. The probation time span is to set up based on capabilities, anticipations and training required. The worker should illustrate suitability for proceeded employment. An evaluation will be conducted on components associated with work presentation, work customs, productivity, mind-set and compatibility, attendance and punctuality, and any other issue that is connected to the job profile. All new charters will be put on probation for a time span of 6 months from the designated day. HR will dispatch an appraisal pattern to the direct supervisor before culmination of the probationary period. The appraisal pattern is required to be accepted by the supervisors leadership. All notes of confirmation or extension of probation will be marked by the HR head and will be retained in worker records. HR practices in Citibank  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   The different steps in which Citibank implements HR practices are given below: I  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Staff Meetings: Staff Meeting aims at group synergy, team building, open culture, family feeling and talent recognition which individually and cumulatively benefit the organizations. Goals/Targets set for the unit/Bank is discussed in the monthly Staff Meetings conducted at all branches/units and action plan is drawn in achieving them. The forum is being effectively utilized for harmonious functioning of all the branches and administrative units through greater involvement and collective contribution of all staff members. II  Brain Storming Sessions This is a technique for generating ideas and suggestions on topics of relevance and also to provide alternate solutions to problems by simulative thinking and imaginative power of cross section of employees. Corporate Topics are selected for each quarter and BSS are conducted in administrative offices/ braches on the topic during every quarter. Worthy implement able suggestions emanated are circulated for necessary action. III Study Circle: Concept of Study Circle aims at self development of employees by kindling the desire to acquire/update knowledge, information and experience. Guest lectures/ Power Point Presentation / Group Discussions, etc. are arranged on topics of general interest by inviting experts in the field. Study Circle Meeting are conducted once in two months in administrative offices and once in a quarter in branches   Ãƒâ€šÃ‚  IV Quality Circles It is a time tested tool of Total Quality Management (TQM) which promotes team spirit, cohesive quality work culture, commitment and involvement of employees. Challenges faced by Citibank: The real challenge of that Citibank faced while entering India first time was adopting its HR strategy according to the Indian culture. As most part of the jobs in the banks are monotonous/repetitive and routine, the HRD Department has to empower, engage and energies employees to create effectiveness efficiency through motivation organizational structures, systems procedures are facilitators of these, and there is a need to focus greater attention on these aspects by the industry. However, the emergence of a core and peripheral workforce in many organization has presented new challenges for HR managers public private sector organizations are fast becoming diverse communities for core workers, flexibly employed casual and part-time workers, consultants, contractors business partners. Certain rigidities have also developed in HRD within Citibanks banking system itself because this industry is still largely in the public sector. Suggestions: Following suggestions are very essential to adhere for effective Banking Administration in Citibank: HR functions to be linked to corporate goals. Shift from Industrial relations manager to Business manager or Commercial manager. Team work is another important and essential soft skill that is necessary in this industry. The HR Professionals have to introduce improve the adaptability of their structure that will be able to absorb, draw and retain the best. As people are primary asset, it is essential not only to invest in them, but also to ensure that the supporting elements for this asset are such that it can provide the maximum value on a sustainable basis. HRD is to be regularly reviewed against business outcomes as part of strategic and operational planning. To overcome the public sectors hierarchical structure, which gives preference to seniority over performance, is not the best environment to attract the best talent from among the young. ICICI Banks HR Practices Selection Process As per ICICI Banks research and in-depth study, following competencies are required to succeed in ICICI Bank: Customer first Passion Dynamism Compliance with conscience In order to assess the same a set of tools are used a. Aptitude Tests (for applicants with 0-2 years of work experience) The tests are designed to assess basic aptitude of candidates including numerical comprehension, verbal comprehension, logical reasoning and basic checking abilities. These are important skills for the role of an entry-level manager and people who do well in these tests tend to do well in their jobs at ICICI Bank. The total time taken in this exercise is 55 minutes. b. Occupational Personality Questionnaire Applicants are also required to complete the Occupational Personality Questionnaire (OPQ) before they appear for the selection, the results of which are integrated into our selection process. Recruitment As a rapidly growing organization the bank looks to induct post-graduate management talent from various business schools across the country. Enthusiastic and talented youth form the backbone of their banking operations. The bank offers a wide range of careers in all functions including Finance, Marketing, Operations, Information Technology and Human Resources. According to Ramkumar (Group Chief Human Resources Officer of ICICI Bank in 2005), 4,000 of the recruits are freshers (2,500 MBAs from different management schools and about 1,500 graduates from various colleges). The banks growth in the retail segment is the driver for sharp hike in headcount of the bank. There is need of recruits to serve the fast growing small and medium enterprise, rural/agriculture, private banking and wealth management segments. Theres also a concurrent need for technical, back-office operations and quality assurance personnel. The bank recruits about 75 students from IIMs and another 100 from the next tier such as SP Jain, NMIMS, Symbiosis, Bajaj, etc., every year. It recruits only some persons from other banks. About 7.5 lakh persons working in the public sector bank generally dont change jobs and rather prefer job security. As a result, the remaining one lakh in private sector is a limited supply pool for a growing banking sector. So, the bank looks out for other companies in aviation and hospitality sector so that persons who like to serve customers are recruited. The group has some 50,000 employees on its direct payroll and another 1, 00,000 are indirectly employed as insurance agents and people working under service providers. The bank gets 4 lakh CVs each year. This benefits the bank and it does not face any hiring problem as there is plenty to choose from. While most of the hiring happens directly, consultancy firms are used for some of the higher level recruitments. The plans are to hire more people for insurance and securities broking businesses as these sectors are growing very fast. The bank has tied up with local colleges. With this, it is easy for them to create a local supply and also consume locally. Also, it would be able to gain the respect of the community and create loyalty. The recruits would be able to speak the local language. The motive is partially social and also makes good business sense. Also in a bid to control recruitment costs and raise productivity of its HR personnel, the bank has collaborated with Internet service providers such as Reliance Infocomm for providing interview cubicles with audio-visual recording and tele-conferencing facilities. By this process it would be convenient for candidates to attend interviews at centres nearest to their homes, instead of travelling to Mumbai, where interviews generally take place. The interview centres are expected to improve productivity of the banks human resources personnel by about 30%. It will also reduce the time invested by HR heads as they have to spend a lot of time traveling to tier-II cities to interview candidates. These interview centres would remain open 24 hours a day. This is a boon for working candidates who can find time only after office hours. Online application forms and an in-bound call desk are other initiatives the bank is taking to support recruitment. Bringing a Change The professional work culture, high salary and faster growth prospects make the group a preferred destination for top business school students. The senior bank officials have also met representatives of the countrys top 20 B-schools to discuss changes to their curricula so as to make them reflect the changing business dynamics. As per the current industry trends, retail and rural banking are emerging as big areas. So, the bank has suggested B-schools to forge them in the curriculum. Also, the nature of internships for B-school students should be changed from those involving mere summer training and data collection to the ones undertaken by doctors and lawyers. Research should be India centric and Indian case studies should be prepared for students. According to him, the group is not worried about getting skilled people as it has the infrastructure to train the well educated people. ICICI Bank, which boasts an extremely high proportion of women by industry standards (32,000 women or one-third of their headcount), has been running a campaign on campuses for last two years to bust notions regarding career options for women. There are some male stereotypes about certain kinds of job profiles and that is a misplaced notion which the bank is trying to correct. The average age of an employee at ICICI bank is 30 year. And 70% of these employees have additional qualifications they are CAs, MBAs or have diplomas in business management. Training Talents The banks HR Head believes that it is up to organizations to train the fresh talent so as to be able to retain them in the future. ICICI Bank spends 1.5% of its profits on training and has nine training centres across the country today. It employs 30,000 people and recruits 15,000 people annually. The training sessions are customized to enable employees to handle an irate customer without being aggressive or defensive; instead reassure him/her and work towards a solution in the right attitude. It also helps the employee handle difficult situations such as 5 customers appearing at the counter at one time. Training sessions are more or less on grooming, etiquette and more on presenting ones company, product and oneself, identification of customer needs, listening, and so on. To add to it, the senior managers of ICICI Bank take regular classes at B-schools and this provides an opportunity for interface with the institutes as well as help supplement the theoretical inputs with practical cases. The organization is tech-savvy, non-hierarchical, where early responsibility and independent decision-making enable each employee to reach their potential. Coupled with this is a strong performance management system that has built a meritocracy where high performing-high potential individuals are duly rewarded. Understandably, its a good time for bankers. Few years back, branch managers in private sector banks were getting Rs. 6 lakh a year. Now, they are being offered salaries as high as Rs. 25 lakh by MNC banks. Human Capital ICICI Bank views its human capital as a key source of competitive advantage. Consequently the development and management of human capital is an essential element of our strategy and a key management activity. Human resources management in fiscal year 2002 focused on smooth integration of the employees and human resource management systems in the context of the merger, as well as on continuous improvement of recruitment, training and performance management processes. The process of integration involved defining the organizational structure of the merged entity, people placement in various positions across the business and corporate groups, and integration of the grade and remuneration structure for the employees of the four entities. The organizational structure was announced in February 2002 and became effective on May 3, 2002. The people placement process was based on appropriate competency profiling tools and matching employee profiles to job specifications. The grade integration process has also been successfully completed, using job evaluation techniques. The recruitment process has been streamlined and a uniform recruitment policy and process implemented across the merged organization. Robust ability-testing and competency-profiling tools are being used to strengthen the campus recruitment process and match the profiles of employees to the needs of the organization. ICICI Bank continues to be a preferred employer at leading business schools and higher education institutions across the country, offering a wide range of career opportunities across the entire spectrum of financial services. In addition to campus recruitment, ICICI Bank also undertakes lateral recruitment to bring new skills, competencies and experience into the organization and meet the requirements of rapidly growing businesses. A Six Sigma initiative has been undertaken for the lateral recruitment process to improve capabilities in this area. ICICI Bank encourages cross-functional movement, enriching employees knowledge and experience and giving them a holistic view of the organization while ensuring that the bank leverages its human capital optimally. The rapidly changing business environment and the constant challenges it poses to organizations and businesses make it imperative to continuously enhance knowledge and skill sets across the organization. ICICI Bank believes that building a learning organization is critical for being competitive in products and services and meeting customer expectations. ICICI Bank has built strong capabilities in training and development to build competencies. Training on products and operations is imparted through web-based training modules. Special programs on functional training and leadership development to build knowledge as well as management ability are conducted at a dedicated training facility. ICICI Bank also draws from the best available training programs and faculty, both international and domestic; to meet its training and development needs and build globally benchmarked skills and capabilities. ICICI Bank seeks to build in all its employees a total commitment towards exceptional standards of performance and productivity, adaptability to changing organizational needs and the demands of the business environment and a willingness to learn and acqu

The Relevance of Sophocles to Today’s World :: Biography Biographies Essays

The Relevance of Sophocles to Today’s World A play is meant to entertain. A play that amuses the audience is considered a comedy, and a play that saddens is classified as a tragedy. Sophocles wrote tragedies about ordinary people and their interaction with fate. All of Sophocles’ major characters posses a heroic flaw. A heroic flaw is a trait that brings both good and bad events upon the character (Magill 3). Sophocles’ use of heroic flaws, the irony between a prophecy and a characters attempt to avoid it, his definition of what makes someone great, and his view of laws are the reasons why his plays are still read almost two thousand years after they were written. Sophocles was born in Colonus, Greece in 496 b.c.e. At the time of his birth, there was a legend about an exiled Theban king, Oedipus. It was said that Oedipus disappeared somewhere around Colonus, and because of this he protected the area (Magill 1). This tale was the source of three of Sophocles’ greatest plays: Oedipus the King, Oedipus at Colonus, and Antigone (Romilly 2). Sophocles’ involvement in theatre started at a young age. He sang in a chorus celebrating an Athenian naval battle. As an adult, Sophocles was credited with playing the lyre, a musical instrument, and he also played the lead role in one of his plays. However as he aged, he stopped appearing on stage because of his weakened voice. This ended the Greek custom of playwrights playing the lead role in their own plays (Magill 1). Sophocles won his first award for his plays at the festival of Dionysius in 648b.c.e. The other contender for this award was Aeschylus, an older and more experienced Greek playwright. A legend about this first victory states that because of high tensions over the competition, ten Athenian generals presented Sophocles the award instead of the customary ten government officials. Sophocles went on to win this award twenty more times, more frequently than any other playwright. When he did not win, he came in second. He never came in last place (Magill 2). A position in the government was a symbol of a person’s status in society. When Sophocles’ plays were at the peak of their popularity, he served as the head of the treasury and as a general for the city of Athens (Magill 2). Sophocles’ power, popularity, and the greed of his eldest son provide an insight into how he viewed himself.

Effects of Mass Media Worksheet Essay

What were the major developments in the evolution of mass media during the 20th century?| The major developments in the evolution of mass media during the 20th century included the radio, television, and communication gadgetry, such as personal computers, cable TV, DVDs, DVRs, direct broadcast satellites, fax machines, cell phones, smartphones, and PDAs.For a large part of the 20th century, televisions and radios where stationary devices. More recently, devices such as, laptops, ipads, and smartphones allow people to view magazine articles, radio programs, songs, TV shows, and movies, from almost any location they want. On the Internet, multiple images, texts, and sounds are digitally reproduced and transmitted globally. These devices are constantly being update to provide consumers with the newest technologies possible. The Internet and social media, such as Facebook and e-mail are other large developments in the evolution of mass media. In fact, Facebook alone has more than 500 million users worldwide. Social media allows people from all over the world to connect through ongoing online conversations, share stories and interests, and to produce their own media content. This also gives people the choice to upload photos and homemade videos, and share them with others around the world.The media convergence has allowed media marketers to consolidate multiple media services such as, cable connections, phone services, television transmissions, and Internet access, under one corporate umbrella. For example, when a company owns more than on media outlet they can have a reporter or producer to create multiple different versions of the same story for multiple media outlets. This helps companies to manage resources and maximize profits. How did each development influence American culture?| The rapid development of cable television and the Internet have caused traditional leaders in communication to lose some of their control o ver information. For example, ABC, CBS, and NBC lost some of their audience to other networks, like MTV, CNN, MSNBC, Fox News, Comedy Central, and radio talk shows. Internet Bloggers have become a large factor in the news as well because blogging allows anyone to speak  their mind at any time. The Internet and social media are changing the ways in which we absorb and interact with the media culture. Sending letters through the mail has, to some, become a thing of the past, as e-mail has become the quickest way to send communication to one person or a group of people in a matter of seconds. In addition, several repressive and totalitarian regimes have had difficulties with controlling messages sent through the borderless Internet.Along with these types of developments, we have also seen differences in the types of content that is put on news shows, television shows, video games, radio shows, and the Internet. From personal problems to dangerous stunts, this type of content has consumers worried about the overwhelming amount of information now available. Research indicates that there is a connection between aggression in children and violent games and entertainment shows. According to Campbell (2012), â€Å"children, who watch nearly forty thousand TV commercials each year, are particularly vulnerable to marketers selling junk, food, toys, and â€Å"cool† clothing†. The evolution of mass media has come a long way, but it plays a controversial role in society. | Resource Campbell, R., Martin, C.R., & Fabos, B (2012) Media & culture: An introduction to mass communication (8th.) New York, NY: Bedford/St. Martin’s.

1 Problem 20 Beyond Essay

1 Problem 20 Beyond Essay 1 Problem 20 Beyond Essay Chapter 1 the equity method of accounting for investments 20. (10 minutes) (Reporting of equity income and transfers) a. Equity in investee income: Equity income accrual ($100,000 Ãâ€" 25%) $25,000 Less: deferral of intra-entity unrealized gross profit (below) (3,000) Less: patent amortization (given) (10,000) Equity in investee income $12,000 Deferral of intra-entity unrealized gross profit: Remaining inventory- end of year $32,000 Gross profit percentage (GP $30,000 à · Sales $80,000) Ãâ€" 37 ½% Profit within remaining inventory $12,000 Ownership percentage Ãâ€" 25% Intra-entity unrealized gross profit $ 3,000 b. In 2015, the deferral of $3,000 will likely become realized by BuyCo’s use or sale of this inventory. Thus, the equity accrual for 2015 will be increased by $3,000 in that year. Recognition of this amount is simply being delayed from 2014 until 2015, the year actually earned. c. The direction (upstream versus downstream) of the intra-entity transfer does not affect the above answers. However as discussed in Chapter Five, a controlling interest calls for a 100% gross profit deferral for downstream intra-entity transfers. In the presence of only signification influence, however, equity method accounting is identical regardless of whether an intra-entity transfer is upstream or downstream. 21. (25 minutes) (Conversion from fair-value method to equity method with a subsequent sale of a portion of the investment) Equity method income accrual for 2015 30 percent of $644,000 for  ½ year = $ 96,600 24 percent of $644,000 for  ½ year = 77,280 Total income accrual (no amort. or unearned gross profit) $173,880 Gain on sale (below) 31,000 Total income statement effect – 2015 $204,880 Gain on sale of 9,000 shares of Marion: Cost of initial acquisition- 2013 $435,000 10% income accrual (conversion made to equity method) 35,900 10% of dividends (10,700) Cost of second acquisition- 2014 1,000,000 30% income accrual- 2014 150,300 30% of dividends- 2014 (39,750) 30% income accrual for  ½ year- 2015 96,600 30% of dividends for  ½ year- 2015 (22,350) Book value of 45,000 shares on July 1, 2015 $1,645,000 Cash proceeds from the sale: 9,000 shares Ãâ€" $40 $360,000 Less: book value of shares sold: $1,645,000 Ãâ€" (9,000 à · 45,000) 329,000 Gain on sale $ 31,000 22. (25 minutes) (Verbal overview of equity method, includes conversion to equity method) a. In 2014, the fair-value method (available-for-sale security) was appropriate. Thus, the only income recognized was the dividends declared. Collins should originally have reported dividend income equal to 10 percent of Merton’s dividends. b. The assumption is that Collins’ level of ownership now provides the company with the ability to exercise significant influence over the operating and financial policies of Merton. Factors that indicate such a level of influence are described in the textbook and include representation on the investee’s board of directors, material intra-entity transactions, and interchange of managerial personnel. 22. (continued) c. Despite holding 25 percent of Merton’s outstanding stock, application of the equity method is inappropriate absent the ability to apply significant influence. Factors that indicate a lack of such influence include: an agreement whereby the owner surrenders significant rights, a concentration of the remaining ownership, and failure to gain representation on the board of directors. d. The equity method attempts to reflect the relationship between the investor and the investee in two ways. First, the investor recognizes investment income as soon as it is earned by the investee. Second, the Investment account reported by the investor is increased and decreased to indicate changes in the underlying book value of the investee. e. Criticisms of the equity

ETHICS AND PERSONAL RESPONSIBILITY IN LEGAL PRACTICE essays

ETHICS AND PERSONAL RESPONSIBILITY IN LEGAL PRACTICE essays In the decades following the Nazi Holocaust of World War II, endeavored to understand the psychology behind mass acceptance of and in large-scale moral atrocities. In 1967, Burt Ross' controversial "Wave" into group identification and blind obedience using high school students to offer insight into Nazi Germany. In 1972, Stanley Milgram designed a (filmed) experiments at Yale University, which dramatically illustrated the susceptibility of otherwise "normal" individuals to perpetrate brutality was ever conducted on the post-war German population, for whom the was initially intended (Luban, p.97). Almost simultaneously, in 1971, Philip Zimbardo conducted another (filmed) experiments at Stanford University that were originally designed investigate the effects of captivity. Unexpectedly, they revealed dramatic relating to the intoxicating power of authority and the acceptance of behavioral realities that had to be terminated very prematurely for the and emotional well being of some of the subjects. Indeed, Zimbardo was so concerned about potential long term psychological trauma from the study maintained regular, periodic consultations with the participants for afterwards. Zimbardo's famous experiment involved the creation of a using undergraduates assigned randomly to be prisoners and prison guards. Under subsequent analysis, the revelations of all these pioneering the roles played by agency, authority, obedience, corruption of judgment, cognitive dissonance theory in human behavior suggest that as many as two- the human population is capable of accepting and participating in horrific conduct under the right circumstances and external influences. The also consistent with the findings of Hannah Arendt (Luban, p.104) who the notorious Nazi war criminal Adolph Eichmann prior to his execution in Israel. In the everyday practice of law, these principles regularly in...

King Corn Movie Essay Example | Topics and Well Written Essays - 750 words

King Corn Movie - Essay Example The film presents the revolution that has occurred in the process of farming, whereby the tractor has replaced the use of horses to pull the plow. In this case, the tractor is one of the equipments that have been introduced in the process of farming. Some of the other aspects in farming, which are discussed in this documentary, regards the decision by the government to subsidies the corn in order to keep their price low. Essentially, the small farmers were offered a low chance of expanding, thereby leading to significant changes u the quality of corn over the years. Besides, most of the production of corn had been used as for feeding animals and production of corn syrup, which has nutritional quality in the manufacture of foods high in a variety of starch. Therefore, the new variety of corn that was introduced could not be consumed before being possessed; thus farmers were no longer able to consume the products that they were growing. Some of major problems presented in film involved the growing and production of crops that are not consumable by farmers until they processed. In this case, there was a large area in Iowa, where corn was grown on a large track of land, and this was longer there by the time Ian Cheney and Curtis Ellis were undertaking their experiment. Apparently, as the farmers continued to understand the problem of growing corn for being inedible until processing; hence, they decided stop growing the crop. On the other hand, there was another problem, which involved the crop being stripped of vital nutrients as a result of genetic engineering in order to facilitate increased populations of the crop. In this case, there... The paper tells about the story in which two college graduates Ian Cheney and Curtis Ellis argues that they have identified the significance of consuming corn. This leads to curiosity of travelling in search for a way they could grow corn. However, they both trace their ancestry at a small town of Iowa, and they made a decision to lease an acre of land, which could enable them undertake their experiment. In this case, the movie explains that some families had the same piece of land, and there was an aspect of chance from the crop size due to the establishment of merchandise farming and degradation of product quality. Therefore, their experiment and documentary portrayed an aspect of change and the perception towards corn. Some of major problems presented in film involved the growing and production of crops that are not consumable by farmers until they processed. In this case, there was a large area in Iowa, where corn was grown on a large track of land, and this was longer there by the time Ian Cheney and Curtis Ellis were undertaking their experiment. The film presents ideas that corn is the process into various products such as a sweetener and ethanol, animal feeds, and the corn syrup, which is consumed by most of the Americans in the present days. Finally, Cheney and Ellis realized that their acre was untraceable due to the magnitude of the corn industry; in fact, this proofed that government subsidies play a significant role in ensuring that corn production remains profitable.

Agenda - Disparities and access to healthy food in the United States Essay

Agenda - Disparities and access to healthy food in the United States - Essay Example On the other hand, the healthy foods are very expensive compared to the unhealthy ones leading people to opt for the cheaper food and especially in the hard economic times (Smith, et al. 2013). This disparity in access to healthy food in the nation needs to be addressed immediately if the mortality rates from unhealthy eating habits are to reduce. This issue is more important than other agendas as it is in regards to the survival of human beings. Humans need food in order to live, be healthy enough to work as well as to reproduce. Without the necessary balanced diet food for every individual in the nation, the productivity will reduce and mortality will increase as has been established above. A nation cannot be built when people are unhealthy and if this agenda is not taken seriously and overlooked, then the economy of the nation will start plummeting. The issue is not about food scarcity as per se but rather about healthy foods such as fruits and vegetables which are available in the grocery stores. The ones being sold in supermarkets are organic in nature and not many Americans can be able to afford them. When people fail to afford, it means their access is curtailed and the other option is to purchase the unhealthy food that is cheaper and accessible (Smith, et al. 2013). Support for the agenda is needed to not only reduce the disparity but the access to healthy food as well. The support can be structural or economic and can be offered by the government which has a lot of influence as well as work in conjunction with the private sector which has more resources. The support to reduce and completely eliminate the issue of disparity as well as access to healthy foods is a joint effort. The government alone cannot be able to support the issue on its own. Farmers need to be encouraged to grow more of these healthy foods to curb the demand (Larson, Story and Nelson, 2009). With the supply being in plenty,

Reflection Journal Essay Example | Topics and Well Written Essays - 750 words

Reflection Journal - Essay Example it comes to understanding corporal social responsibility and corporate citizenship, I must find the elusive answers on how the two concepts relate to the business and society fields. The society fields in this case entails business ethics, stakeholder management, sustainability and growth delivery. This paper gives a personal reflection on corporate social responsibility and corporate citizenship. It is true that corporate social responsibility of an organization is driven by philanthropic aspects such as the commitment to promote or improve the livelihoods of workers and people in a given community. The philanthropic aspects are summarized as a pyramid of corporal social responsibility through moral management of the stakeholders of the organization. However, over years the corporate executives have faced challenges in implementing corporate social responsibility to the society. According to Caroll (1991, p. 40), the economic, legal, ethical and philanthropic expectations have become unattainable in the society and might be considered as a pyramid. This is because the organizations only give credit to ethical and philanthropic functions. However, all the four aspects require close attention since they play various roles in ensuring the organization gives corporal social responsibility is achieved in the society. For the organization to achieve its objectives of reaching out to the society, it should implement the four aspects in the following ways. One of the major aspects to be considered should be the philanthropic responsibilities. Therefore, I propose that each executive member should encourage corporate social responsibility by being a good corporate citizen that contributes resources to the community. Secondly, the executives should adopt ethical responsibilities that consider one to be ethical and bear the responsibility to do the right things and avoid any harm to the society. Also, one should have the legal responsibility of obeying the laws provided

Unbending Gender Essay Example for Free

Unbending Gender Essay Domesticity is a â€Å"gender system† that delineates organization of market work and family work and the â€Å"gender norms that justify, sustain, and reproduce that organization†. This is how Joan Williams defined domesticity in her book entitled Unbending Gender: Why Family and Work Conflict and What to Do about It. Domesticity arose in the nineteenth century and it still remains entrenched in many forms in American Society today. This way of life separated market work and family work in both space and time. It sets up a system that market work is the realm of men while women are delegated to the sphere of â€Å"home making† and â€Å"parenting†. As a gender system, domesticity has two defining characteristics, Williams wrote. The first is that â€Å"organization of market work around the ideal of a worker who works full time and overtime and takes little or no time off for childbearing or child rearing†. The ideal workers in this system are those that can work full time, or in most cases with plenty of overtime. â€Å"Caregivers† or those assigned to the childbearing and rearing (women) cannot, therefore, perform as ideal workers given this structure. Thus the second defining characteristic of this system is â€Å"providing for caregiving by marginalizing caregivers, cutting them off from most of the social roles that offer responsibility and authority† (Williams, 1). This system of structuring market work and family work sustains the ideology of the defined roles of men and women. Men, who are supposedly aggressive and highly motivated, â€Å"naturally† belong to the market work. Women characterized as weak and soft belong to the home. Men provide for the needs of the family, taking very little time to participate in child rearing, leaving this mostly to women. This structure perpetuates the gender norms that define the role and performance of men as â€Å"breadwinner†, and women as â€Å"homemakers†. Before the nineteenth century market work and family work is the not isolated from each other. The rise of industries, businesses, and professionals, however, also created a new definition of the American middle class. It also brought forth new ideology about the home that arose from the new attitudes toward work and family. In article The Cult of Domesticity and True Womanhood the new middle class family is said to be different from the preindustrial family that may partly be the roots of this new ideology. These are: 1. A nineteenth-century middle-class family did not have to make what it needed in order to survive. Men could work in jobs that produced goods or services while their wives and children stayed at home. 2. When husbands went off to work, they helped create the view that men alone should support the family. Men belong in the public sphere or the world of work, and a woman’s place is the private sphere or home. 3. The middle-class family came to look at itself and at the nuclear family in general, as the backbone of society. (From The Cult of Domesticity and True Womanhood) The emergence of the market economy separated work away from home. Unlike before, the home is no longer seen as an economic unit in the community but rather as a self-contained unit separated the â€Å"rough world† of work. This new order of things created gender norms especially on women’s performance of duties as homemakers. They are expected to create a special place, â€Å"a refuge from the world where her husband could escape from the highly competitive, unstable, immoral world of business and industry†. Dubbed as the â€Å"Cult of Domesticity†, it espoused that True Women cultivate four virtues: piety, purity, submissiveness and domesticity. The virtue of piety is based on the belief that women are more religious than men. Religion is within the women’s sphere. Modern young women of the nineteenth century were also expected exercise purity in words, thoughts and deeds. Woman’s sexual purity is highly valued. Virginity is seen as the greatest treasure that a woman can bestow on her husband. Good women are also expected to keep in control men’s sexual needs and desires. The natural order of things also requires women to be submissive to fate, to duty, to God and to men. The Young Ladies Book summarized the passive virtues necessary in women: â€Å"It is certain that in whatever situation of life a woman is placed from her cradle to her grave, a spirit of obedience and submission, pliability of temper, and humility of mind are required of her† (qtd. In The Cult of Domesticity and True Womanhood).