Similarities Between Genesis And Creation Of Hymn Chapter 1

Did you know that religious texts are some of our most important documents in history serving as an idea of past. And two famous texts are The first chapter of Genesis and â€Å"Creation of Hymn†. These two documents are very similar than they are different, even though they are from different origins. The style, narration, and tone are very different in both texts, but there is a couple of things that they are in common. The idea of emptiness, the description and establishment of darkness, the setting of water, and the origin life. In Genesis chapter 1, is narrated by a third person point of view omniscient and formatted in a chronological order while establishing the setting of text. In Genesis, the very first verse begins â€Å"When God†¦show more content†¦I infer that the author was saying there was only darkness that you could tell day because of no sun nor night because of no moon. Together in both readings, darkness is viewed as a black or negative space. Next, the appearance of water or setting is brought up by both texts. In (Genesis 1:7), â€Å" God made the expanse, and it separated the water †¦.†, which gives the establishment of water in the story having water. While in the (Creation of Hymn: line 1,3) water is given a description as â€Å"... bottomlessly deep?† and water was also described as â€Å" The life force was covered with emptiness, all this was water†¦.†. Both articles, give statements where water is mystical, deep and empty. Lastly the origin of life and they way it started out. On (Genesis 1:11) the earth didn’t beginning with humans, but with vegetation as stated â€Å"Let the earth sprout vegetation: seed-bearing plants, fruit trees of every kind of earth†¦.†. As for (Creation of Hymn: line 4) talks about theâ€Å"Desire came upon that one in the beginning; that was the first seed of mind. Poets seeking in their heart with wisdom found the bond of existence in non-existence.†. Discussing about how the first minds were born and were curious. Both quotes talk about how each life began through their own texts, one is established by vegetation the other through the human mind. In the end, both texts had lots of things inShow MoreRelatedEssay on Religion, Creation Stories, and Creation Myths5429 Words   |  22 PagesReligion, Creation Stories, and Creation Myths One of the fundamental questions that religions seek to answer is that of origin. How was man put on earth? Why and from what was he created? Who created him? What does his creation imply about the status of human beings? Some or all of these questions are answered by a religion’s creation stories. Every religion’s creation myths attempt to give solutions to problems present to that religious society. 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They are also themes that she found in the Genesis narrative of Adam and Eve in her King James Version of the Bible. As a central influence in Dickinson.s Nineteenth Century, Puritan, New England society, the Bible was a primary text at both Amherst Academy and Mount Holyoke, where Dickinson attended (Sewell 362). At home, Dickinson.s father read a chapter a day to his family (Sewell 694), and at age 14, he gave her a copy of the King JamesRead MoreOcd - Symptoms, Causes, Treatment131367 Words   |  526 PagesLibrary of Congress Cataloging-in-Publication Data Clark, David A., 1954– Cognitive-behavioral therapy for OCD / David A. Clark. p. cm. Includes bibliographical references and index. ISBN-10: 1-57230-963-6 ISBN-13: 978-1-57230-963-0 (hardcover: alk. paper) ISBN-10: 1-59385-375-0 ISBN-13: 978-1-59385-375-4 (paperback) 1. Cognitive therapy. 2. Obsessive–compulsive disorder. I. Title. RC489.C63C57 2004 616.85†²2270651—dc22 2003020283 To my parents, Albert and Ardith, for their support and encouragement

The Goal Free Essays

Jakeshia Moore Mktg 372 Alidee Nov 28, 11 The Goal: A Process of Ongoing Improvement The Goal by Eliyahu Goldatt is a novel, regarding the management and accounting processes at a manufacturing plant. The book focuses around a perhaps older 30- early 40s something industrial engineer, Alex Rogo. With the description Goldatt gives of Rogo, he personifies the profile of a large number of people involved in business administration (Lui 1997). We will write a custom essay sample on The Goal or any similar topic only for you Order Now Alex is married, with two children and his lively-hood is in jeopardy, unless he can figure out exactly how to save his production plant, by understanding â€Å"the goal† of his company. In order for Rogo and the readers to even begin understanding that â€Å"goal†, Eli begins to unravel the novel by introducing the readers to Alex Rogo and apparent problems with his production plant. In the opening of the first chapter these problems meet Mr. Rogo at work, as a confrontation takes place between him and his immediate boss, Division Vice President of their company UniWare, Bill Peach. The dispute takes places over an overdue order number 41427, which happens to be fifty-six days behind schedule. Given this has become the norm for Rogo’s plant, Mr. Peach requires nothing less than for order #41427 to be shipped that day, since the plant is neither profitable nor productive. In fact so many orders, as of late, have been so far behind that it is becoming a major problem for the company and the lively hood of the workers. Therefore, Mr. Peach decides to give Alex three months to turn things at their plant, or he’s prepared to recommend the Bearington plant be shut down. With the amount of time order number 41427 is already late; the pressure is on to get the order out the door and shipped according to Mr. Peach’s specifications. Surprisingly the plant gets the order shipped that night, but not very effectively. All the hands in the plant are working on one order, with forbidden overtime to compensate. Only after dinner with Lou, his controller, does Alex develop a sense of determination to define his mode of constraints. His efficiencies are good, but he can not to put to a finger on what’s causing the problem; and without the Five Steps of Focusing this at first seems impossible. Alex has spent late nights pondering the future of the company. He attempts to identify â€Å"the problem† at his plant, the process he will have to go through to change it, how resistant his plant would be to that change, and how he intends to overcome their resistance. Alex does all of this just in time for Mr. Peach to call a plant managers meeting at the headquarters. On his way to the meeting, Alex learns the problems with efficiency and effectiveness are not only plaguing his plant, but it’s the entire industry. It’s been losing money since Japan entered the manufacturing market and stolen market share from companies in the United States, like their UniWare Division of UniCo. During the meeting with Mr. Peach and the other plant managers, Alex mistakenly comes across a cigar he received from and old friend; a physicist named Jonah, and has an epiphany. Two week prior to the meeting, by pure chance, Alex ran into Jonah and they began to catch up. Alex gave Jonah a run down of his job as plant manager at UniCo, and eagerly described how his firm’s investment in automation (ie. obots) had increased productivity by thirty-six percent. Jonah, in turn questioned Alex about some key identifiers of productivity such as: their ability to decrease inventory, reduce operational expenses, and selling more product. Jonah really asked some in-depth questions to help Alex understand his core problems. Until Jonah predicted their problems with high inventories and not meeting shipping dates, A lex was sure he was simply dealing with some routine problems, not the demise of his entire organizational structure. Jonah explained to Alex that there is only one real â€Å"goal† for any organizations, and anything bringing you closer to achieving that is productive and anything otherwise is unproductive. Productivity, according to Jonah, is defined as accomplishing something in terms of goals. Late for his flight, Jonah uses the Socratic Method to help Alex conclude what â€Å"the goal† of his plant really is. Alex struggles with the questions Jonah ask initially, but eventually discovers and internalizes the concept of the Theory of Constraints. Meanwhile at the meeting, . How to cite The Goal, Papers

Cultural Profile free essay sample

Country Cultural Profile: Arab Republic of Egypt Abstract The purpose of this study is to determine the cultural structures, variables and behaviors of the society in the Arab Republic of Egypt located in Northern Africa, bordering the Mediterranean Sea, between Libya and the Gaza Strip, and the Red Sea north of Sudan, and include the Asian Sinai Peninsula. The development of this analysis is based on the understanding of the characteristics and variables of the Egyptian culture. Section 1 – People Relationships 1. 1. Universalism versus Particularism Universalism is the degree to which people believe that various ideas and practices can be effective in all circumstances. People who are high in universalism believe they can develop rules and standards that can be reasonably applied to everyone in every situation. They tend to use contracts, formal systems, and procedures to convey what they expect from others. People who are low in universalism (i. e. , high in particularism) develop their expectations of others based on their personal relationships with them and their trust in them rather than on rules. When negotiating deals, people from highly particularistic cultures will want to develop a relationship with the other party before having substantive discussions toward making an agreement. People from highly universalistic cultures are prepared to proceed with substantive discussions much more quickly, but then expect to document their agreement with an enforceable contract. Because of their universalist approach, in a business situation Americans will want to rely on a contract to communicate the terms of an agreement and to define the relationship between the parties. Strong universalist cultures use the court to mediate conflicts. Therefore Americans have much more lawyers per citizen than any other country. The more universal a country is, the greater is the need to protect the truth. International operating businesses think more likely in an universalistic way. Egypt is a particularistic culture where people look at relationships and circumstances in a specific situation to decide what is right. For the Egyptian, the legal contract communicates a starting point for an agreement. As circumstances change so too should the terms of the agreement. For the Egyptian, the situation and the particular individuals involved are what define relationship. 1. 2. Individualism versus Collectivism Individualism focuses on the degree the society reinforces individual or collective, achievement and interpersonal relationships. A high individualism ranking indicates that individuality and individual rights are paramount within the society. Individuals in these societies may tend to form a larger number of looser relationships. A low individualism ranking typifies societies of a more collectivist nature with close ties between individuals. These cultures reinforce extended families and collectives where everyone takes responsibility for fellow members of their group. The lowest Hofstede dimension for the Arab World, including Egypt, is the individualism, compared to a world average ranking. This translates into a collectivist society as compared to individualist culture and is manifested in a close long-term commitment to the member group, that being a family, extended family, or extended relationships. Loyalty in a collectivist culture is paramount, and over-rides most other societal rules. 1. 3. Neutral versus Emotional In highly affective cultures, people tend to openly express their feelings. In highly neutral cultures, emotions are not expressed as openly and naturally. People from highly affective cultures are more likely to smile, talk loudly when excited, and greet each other enthusiastically. People from highly neutral cultures experience the same emotions, but are less inclined to express them, and they express them more subtly. Implications for behavior in the workplace include how demonstrative people are when showing appreciation and affection for each other and when celebrating successes. Egypt is an example of affective, emotional culture. 1. 4. Specific versus Diffuse In specific cultures, the whole is the sum of its parts. Each persons life is divided into many components: you can only enter one at a time. Interactions between people are highly purposeful and well-defined. The public sphere of specific individuals is much larger than their private sphere. People are easily accepted into the public sphere, but it is very difficult to get into the private sphere, since each area in which two people encounter each other is considered separate from the other, a specific case. Specific individuals concentrate on hard facts, standards, and contracts. People from diffusely oriented cultures start with the whole and see each element in perspective of the total. All elements are related to each other. These relationships are more important than each separate element; so the whole is more than just the sum of its elements. Diffuse individuals have a large private sphere and a small public one. Newcomers are not easily accepted into either. But once they have been accepted, they are admitted into all layers of the individuals life. A friend is a friend in all respects: tennis, cooking, work, etc. The various roles someone might play in your life are not separated. Qualities cherished by diffuse cultures include style, demeanor, ambiance, trust, understanding, etc. Egypt is an example of diffusely oriented culture. 1. 5. Achievement versus Ascription In highly achievement-oriented cultures, social status is largely derived from a persons achievements. In highly ascription-oriented cultures, social status is largely derived from personal attributes such as age, experience, social connections, or gender. In organizations, a persons status is reflected in his or her privileges such as access to resources and perks, deferential treatment, and input in decision making. The U. S. A. is an example of highly achievement-oriented culture. Egypt is an example of highly ascription-oriented culture. 1. 6. High versus Low Context The high versus low-context dimension of culture relates to norms of communication. In low-context countries, communication relies more heavily on the literal meaning of the words used. Meanings of written and spoken communication are more explicit. To people from high-context cultures, the bluntness and directness of low-context communication styles can seem insulting or aggressive. In high-context cultures, much more of the context surrounding the written or spoken communication is involved in conveying the message. Factors such as the social status of the communicators and the nature of the relationship between them are key. The meaning of everything said in high-context communication has to be interpreted in the context of the social relationship between the individuals. The U. S. A. is an example of low-context country. Egypt is an example of high-context country. . 7. Inductive versus Deductive In cultures with an inductive thinking style, people go from the specific to the general. They arrive at a theory or model only after amassing facts through experimentation and observation. People in cultures with a deductive thinking style are comfortable with abstractions. In an argument, discussion or written presentation, they p refer to go from the general to the specific and to deduce facts from general principles. Americans tend to be highly inductive. Egyptians tend to be highly deductive. 1. 8. Large Power Distance versus Small Power Distance Power distance index focuses on the degree of equality, or inequality, between people in the countrys society. A large power distance ranking indicates that inequalities of power and wealth have been allowed to grow within the society. These societies are more likely to follow a caste system that does not allow significant upward mobility of its citizens. A small power distance ranking indicates the society de-emphasizes the differences between citizens power and wealth. In these societies equality and opportunity for everyone is stressed. Large power distance is a characteristic for Egypt. This indicates that it is expected and accepted that leaders separate themselves from the group and issue complete and specific directives. The society is more likely to follow a caste system that does not allow significant upward mobility of its citizens. They are also highly rule-oriented with laws, rules, regulations, and controls in order to reduce the amount of uncertainty, while inequalities of power and wealth have been allowed to grow within the society. The high power distance ranking is indicative of a high level of inequality of power and wealth within the society. These populations have an expectation and acceptance that leaders will separate themselves from the group and this condition is not necessarily subverted upon the population, but rather accepted by the society as their cultural heritage. 1. 9. Masculinity versus Femininity This dimension pertains to the degree societies reinforce, or do not reinforce, the traditional masculine work role model of male achievement, control, and power. In essence it looks at the degree to which masculine values like competitiveness and the acquisition of wealth are valued over feminine’ values like relationship building and quality of life. In many cultures with a low masculinity rating, it is noticed that they also have low gender equality. The terms relate to nurturing (feminine) versus assertive (masculine) behaviors and ideals. The U. S. A. is an example of ‘masculine’ culture. Egypt is considered a ‘feminine’ culture. 1. 10. Strong Uncertainty Avoidance versus Weak Uncertainty Avoidance Uncertainty avoidance index focuses on the level of tolerance for uncertainty and ambiguity within the society i. e. unstructured situations. A high uncertainty avoidance ranking indicates the country has a low tolerance for uncertainty and ambiguity. A low uncertainty avoidance ranking indicates the country has less concern about ambiguity and uncertainty and has more tolerance for a variety of opinions. This is reflected in a society that is less rule-oriented, more readily accepts change, and takes more and greater risks. Strong uncertainty avoidance is the predominant characteristics for Egypt. The society is highly rule-oriented with laws, rules, regulations, and controls in order to reduce the amount of uncertainty, while inequalities of power and wealth have been allowed to grow within the society. The society does not readily accept change and is very risk adverse. When strong uncertainty avoidance is combined with large power distance, it creates a situation where leaders have virtually ultimate power and authority, and the rules, laws and regulations developed by those in power reinforce their own leadership and control. It is not unusual for new leadership to arise from armed insurrection – the ultimate power, rather than from diplomatic or democratic change. 1. 11. Doing versus Being Americans are doers. Americans believe that they can achieve just about nything if we just ‘do’ enough (which generally means setting goals, making a plan and enacting every step of it with perseverance and dedication). People are evaluated by what they do and they are valued for their results. Other cultures also value ‘doing’, but, along a spectrum, not quite so highly. They leave more space for the role of ‘being’. ‘Who they are’ is often something people cannot ‘do’ anything about (from caste systems of various types to being European). This is the base of in-group, out-group systems. Americans join groups (as an individual) and leave them at will. In other cultures, people often simple ‘are’ part of a group that you cannot join nor leave (even if you really want to and work really hard at it with perseverance and dedication). The value of ‘being’ is predominant in the Egyptian society. 1. 12. Human Nature Trustworthy versus Not Trustworthy Human nature trustworthiness levels measure the degree people can be trusted or not trusted until proved otherwise. Egyptians can be considered trustworthy. They value personal relationships in a deep degree. A typical true example is the case of an expatriate loosing his wallet in a cab. A few hours later the expatriate would receive a call from the Egyptian who found his wallet with an invitation to go to his home to pick it up. The expatriate would then meet the whole Egyptian family and be invited to socialize with them. 1. 13. Individual in Control versus Fate in Control Some people believe that individuals can decide their own destiny, while others think that it is impossible to escape a predetermined fate. Egyptians strongly believe that fate in control. Events may change at ‘the will of Allah’. Such fatalism culture avoids change and slows down progress. Section 2 – Environment Relationships . 1. Control it - In Harmony - Controlled By The environment relationship with the people is measured with the degree by which it is controlled. The environment has enormous power in people’s lives in Egypt. Not only the mass of Egyptians, but even the fate of rulers and the elite have been subjects of the Nile Valley. Section 3 – Time Rel ationships 3. 1. Monochronic versus Polychronic Monochronic time is one-track linear: people do one thing at a time. Polychronic time is multi-track circular; it allows many things to happen simultaneously, with no particular end in sight. Monochronic time is tightly compartmentalized: schedules are almost sacred. Polychronic time is open-ended: completing the task or communication is more important than adhering to a schedule. People from polychronic and monochronic cultures have the same difficulties adjusting to one another as people from high-context and low-context cultures. In fact, polychronic time is characteristic of high-context people and monochronic time is characteristic of low-context people. Monochronic people tend to sequence communications as well as tasks. They would not be inclined, for instance, to interrupt a phone conversation in order to greet a third person. Polychronic people can carry on multiple conversations simultaneously indeed, they would consider it rude not to do so. The U. S. A. tend t have a monochronic view of time. Egypt is categorized as a polychromic culture. Egyptians consider time commitments an objective to be achieved only if possible, at the will of Allah. They are more concerned with relations (family, friends, close business associates) than with privacy. They change plans often and easily. . 2. Short-term Oriented versus Long-term Oriented Long-term orientation focuses on the degree the society embraces, or does not embrace long-term devotion to traditional, forward thinking values. High long-term orientation ranking indicates the country prescribes to the values of long-term commitments and respect for tradition. This is thought to support a strong work ethic where long-term rewards are expected as a resu lt of todays hard work. However, business may take longer to develop in this society, particularly for an ‘outsider’. A short-term orientation indicates that change can occur more rapidly as long-term traditions and commitments do not become impediments to change. Cultures differ in the emphasis that they place on the past, present, and future. North American countries tend to focus more on the present and the immediate future than other countries do. Most European countries have a more balanced focus on past, present and future. Many Asian countries focus heavily on what North Americans would consider the distant future. The implications of differing emphases on past, present and future may be most apparent in planning. North American managers primarily focus on achieving results within five years. Their long-term plans cover 5-10 years. In addition, employees hired in North America normally have from a few weeks to a couple of years to prove that theyll be successful. Employees who are unsuccessful in that time frame are normally asked to find another job or simply fired. In contrast, Japanese firms are more likely to hire employees with the intention of having a life-long employee. Egypt is considered to be in the long-term oriented ranking. Section 4 – Space Relationships 4. . Speakers Distance: Small - Medium - Large Speakers distance relates to the interpersonal space between communicators. In low-context cultures, people tend to be uncomfortable standing closer than three feet from each other when conversing. In high-context cultures, people tend to stand relatively close when conversing. They perceive a distance of three feet between communicators as something that interferes with thei r communication, and they will tend to step closer in order to be more comfortable. Egypt is considered to have a small speaker’s distance. A range of three inches is the norm in Arab countries. 4. 2. Private Space: Small - Large Private space relates to the distance perceived around personal possessions. One thing that is very common in Egypt is the idea of public versus private. It is the idea of how much should be shared with others and how much should be kept private. The problem in Egypt is that this division of public and private is reflected in almost all aspects of daily lives including homes. It is very common to live in an apartment that has two doors, one for the family members and one for guests. This is done because there is a desire to present an image to any guests coming in which may not be the most convenient or even functional for everyday use. The family entrance is very plain and simple, but the guest entrance may have a fancy chandelier and decorations. This part of the house almost looks too perfect, like something out of a magazine which suggests that in Egypt there is the need to lead or at least to appear to be leading perfect lives. The same is true of how much space is dedicated to everyday use and how much space is dedicated to guest use. It is fair to say that in most houses in Egypt up to half the space is kept aside for guests. This usually means that 5 or 6 family members would be crammed up in a small space so that guests would get the impression that the house is spacious with plenty of room. Of course how much space there is and how that space is furnished is a reflection of wealth. This seems to be an important issue in Egypt because of the large disparity between the social classes. Egypt is formed from a very large lower class, a slightly smaller upper class and a very small middle class. People who have some degree of wealth do not want to be mistaken for anything less than what they are, and people who have little but aspire for more, use the presentation of their homes as a means of social upward mobility. Section 5 – Visible Manifestations 5. 1. Symbols Language is one of the symbols of a culture. Arabic is the current national language of  Egypt and it is spoken throughout the Middle East and North Africa. Broadly speaking there are two kinds of Arabic. High Arabic is the formal, classical language used in the Koran. Each country  also has its own colloquial Arabic or street Arabic which can vary greatly. Egyptian Arabic is understood widely. This is largely due to its dominant movie and music industries which disseminate Egyptian Arabic throughout the Arab world. Egyptian Arabic is also known to be one of the most  melodic interpretations of the Arabic language. However Coptic language was the one spoken in ancient Egypt. Nowadays it is only preserved in Coptic Christian religious services. The way a society dress is consider as a symbol. Some Egyptians follow Islamic customs in their dress. Men grow beards and wear long, light colored gowns and skull caps. Women wear robes and cover their hair, ears and arms with a veil.

The Fairy Tales Of Gun Control Essays - Firearms, Gun Politics

The Fairy Tales Of Gun Control The Fairy Tales of Gun Control When a madman in Dunblane, Great Britain rampages and kills 16 children, it was the fuel politicians needed to fire the anti-gun movement. Great Britain banned the sale and ownership of handguns in 1997. But nobody expected the surge of violent crime that followed. Britains rate of assault, robbery, and burglary now exceed those in the United States. Murder and rape figures are now getting closer to U.S. rates. Between 1997 and 1999 were the highest murder rates in the past 10 years. According to Dr. Timothy Wheeler, American news media have virtually ignored this amazing change, even as politicians push more stringent, British-style gun-control. Gun control would not work in the U.S. because it would diminish public safety, raise crime rates, and boost the illegal sale of firearms. The public view of the gun is that it is used to commit violent crimes. But the truth is that the gun is also used everyday to protect the public. Every law officers and enforcement agent uses guns to control everyday criminal activity and protect the public. But public citizens to protect themselves and others also use the gun. One such case is the Pearl High School shooting. Joel Myrick, an assistant principal at the school, heard shoots and herded students into his office and locked up the door behind him. Myrick remembered that he had his .45 automatic in his car because he always takes a weapon whenever he travels. Myrick ran to his car and after getting his gun, he chased down the shooter, Luke Woodham, and forced him onto the ground as they waited for police to arrive. As Kenneth Smith reported, anyone reading the local paper would have known all about Joel Myricks heroics. But anyone watching a national evening newscast wouldnt have known that it took an armed man to stop the shooting. Another such case were a gun was used to protect the public was in Edinboro, Pennsylvania. In April 1998, a 14 year-old student walked into a school dance with a .25-caliber handgun and opened fire, killing a science teacher and wounding several students. When he fled the scene, the owner or the hall, James Strand, chased him down with a shotgun into a field and held him for 11 minutes until police arrived. Kenneth Smith reports that New York Daily News said only that Strand had persuaded the shooter to surrender and the shotgun was never mentioned. In May 1998, gun education stopped 15-year old Kip Kinkel from his shooting spree in the cafeteria of Thurston High School in Springfield, Oregon. At one time, he pointed a .22 caliber semiautomatic rifle at a students head and attempted to fire three times but nothing happened. Jacob Ryker, who was shot in the lungs, Charged 15 feet and tackled Kinkel and disarmed him. Kenneth Smith wrote ABCs Ted Koppel credited Ryker with halting the shooting, non-of the specific details were given and the program quickly turne d into another debate on gun control. Kenneth Smiths retaliation in his report was Ryker knew when to attack Kinkel because Ryker knew the gun was out of ammunition. Ryker and his family were hunters and target shooters and his familiarity with firearms helped to stop the shooting. Secondly, gun control would raise the crime rates in the U.S. The public would not be able to protect themselves against criminals with illegal firearms. Even Darrel Scott, whose 17 year-old daughter, died in the Columbine massacre, is skeptic of the new gun control measures. Scott argues, No amount of laws can stop someone who spends months planning this type of massacre. Furthermore, as reporter Kenneth Smith points out, a Florida State University study says Americans use guns to defend themselves as many as 2.5 million a year. In most cases, the gun were not fired but was used to deter the criminals. In addition, when Great Britain banned the sale and ownership of handguns in 1997, crime rates rose dramatically in the following year. As Doctor Timothy Wheeler point out, in 1998, BBC News reported that violence against a person rose by 16% and sexual offenses rose by 4.5%. The robbery

cloning is morally wrong essays

cloning is morally wrong essays Cloning is an issue that touches upon the most profound ethical issues. If humans even consider cloning each other then they should revise what is morally and ethically right and wrong. The cloning of any species, whether its human or non-human is by all means wrong. Denmarks Minister of Research agrees to the idea of cloning, or at least starting the cloning experiments. By votes of 11 to 5, the pro side has won the argument for cloning research. According to The Lancet magazine, researchers are about to be ready to start cloning as soon as legalization is drawn up. I personally think that should there be a universally unethical act, it should be cloning. If we want to look for a clear reason to why we should not clone, we should apply this to our selves. Imagine if there is a clone of you 20 or 30 years from now? Doesnt that shake the idea of the self? Identity is then no longer valid. On top of all, according to most religions, cloning would interfere with the will of God. Creation of human beings is a natural process that God has blessed us with. Interfering with this natural cycle is just like telling God: NO! Some people do not believe in morality in the first place. Others do not believe in the existence of God either. To those people, the simplest reason to why we should not clone humans would be the great risk of producing deformed humans. Then those who would survive will have to live with a defect for the rest of their lives without a reason. Secondly, if technology is able to develop human organs in animals, then what would be the line between human and non human. As a conclusion, cloning is interfering with lifes natural cycle and is a morally incorrect process. I think humans should start thinking of what they are doing before taking action ...

Nelson Surname Meaning and Family History

Nelson Surname Meaning and Family History Nelson is a patronymic surname meaning son of Nell, a form of the Irish name Neal, from the Gaelic Niall, which is thought to mean  champion. In some situations the surname could also be matronymic, meaning son of Eleanor, a female given name with the same origins as Neal. Nelson could also be an Anglicized spelling of similar sounding  Scandinavian surnames such as Nilsen, Nielsen, and Nilsson. Surname Origin:  Irish Alternate Surname Spellings:  NEILSON, NEALSON, NILSON, NILSEN, NILSSON, NIELSEN Famous People with the Surname Nelson Willie Nelson - American country music artist and songwriterHoratio Nelson - great English naval leader during the Napoleonic WarsJohn Allen Nelson - American actor Where the Nelson  Surname Is Most Commonly Found Today, the Nelson surname is most common in the United States, according to surname distribution data from Forebears, ranked as the 34th most common surname in the country. WorldNames PublicProfiler profiles Nelson as most popular in the northern midwest and northwestern states- especially Minnesota, North Dakota, South Dakota, and Montana- possibly due to large numbers of Scandinavian immigrants to those areas. Nelson is also a fairly common last name in a number of African countries, according to Forebears, including Uganda and Mozambique, and in the Caribbean. Based on 1901 census data, Nelson was not very common in Ireland, with the exception of the Northern Ireland county of Antrim, followed by Down, Londonderry, and Tyrone. Irish surname mapping tools from John Grenham indicate that the Nelson surname is especially common in Northern Ireland, particularly in the counties of Down and Antrim. This was true in the mid-nineteenth century based on Griffiths Valuation (1847–1864), as well as into the twentieth century based on a mapping of Nelson births between 1864 and 1913. Genealogy Resources for the Surname Nelson 100 Most Common U.S. Surnames Their Meanings: Smith, Johnson, Williams, Jones, Brown... Are you one of the millions of Americans sporting one of these top 100 common last names from the 2000 census?Nelson DNA Project: Join up with other Nelson descendants who are using DNA to help sort out their various family lines.Nelson  Family Crest - Its Not What You Think: Contrary to what you may hear, there is no such thing as a Nelson  family crest or coat of arms for the Nelson surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male-line descendants of the person to whom the coat of arms was originally granted.Nelson Family Genealogy Forum: Search this popular genealogy forum for the Nelson surname to find others who might be researching your ancestors, or post your own Nelson query.FamilySearch - NELSON  Genealogy: Explore over 11  million  historical records which mention individuals with the Nelson  surnam e, as well as online Nelson family trees on this free website hosted by the Church of Jesus Christ of Latter-day Saints. NELSON Surname Family Mailing Lists: RootsWeb hosts several free mailing lists for researchers of the Nelson surname.DistantCousin.com - NELSON Genealogy Family History: Free databases and genealogy links for the last name Nelson.GeneaNet - Nelson  Records: GeneaNet includes archival records, family trees, and other resources for individuals with the Nelson  surname, with a concentration on records and families from France and other European countries.The Nelson  Genealogy and Family Tree Page: Browse family trees and links to genealogical and historical records for individuals with the last name Nelson  from the website of Genealogy Today. References Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998.Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003.Hanks, Patrick, and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003.Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997.Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997

Managment and leadership development Essay Example | Topics and Well Written Essays - 1750 words

Managment and leadership development - Essay Example In order to understand the value of management and leadership development, it is important to go to the roots of why and what makes management and leadership development under focus. Do we have the appropriate environment and systems to develop these Leaders? Why do we need success managers and success leaders? And then what makes success managers and leaders. What sort of influence does early childhood on leader's success? What critical channel must leaders follow on their Journey to success? How long will take them? What are the life experiences that contribute to leadership success? What must success Managers and great Leaders do exceptionally very well to become and remain outstanding? So is it education? Is it luck? Is it who knows how? Is it chance? †¦and so on. Years back when we talked about the old management theories such as the Scientific theory of Fredric Taylor and Henri Fayol – The Science Management concept and even Max Webber in Germany with his concept an d theories after the II World War as all military soldiers sent to work in the Civil Service offices as Supervisors, Managers and Department Heads. Unfortunately, these were wrong people at wrong jobs as they keep on practicing the Military rules by passing instruction like Father to Son and Supervisor and Subordinate. Such theories in my opinion have not developed effective management and success leaders, because there were no proper management development centre's or assessment systems such as 360 degree feedback, or key performance indicators (KPI) as of today. 2. Leadership – overview, definition The Common belief that leaders are born has come to be outdated. Continued studies and researches have come to conclusion that leaders are made rather than born. I and based on my analysis, reading and researching belief that yes leaders are made but also are born with certain characteristics, charisma and qualities of proper personalities example if a person is shy, weak, hesita nt, negative minded†¦etc will be difficult to develop him as a leader. Leadership is badly needed for Organizational success, as someone has to take the hard and tough decisions, take responsibilities during crises, lead the way forward. There is a say that one Lion leads thousands of Rabbits better than one Rabbit leads thousands of Lions. Various definitions have been developed for explaining the context of leadership. One of the most known definitions of this type is that of Kotter (1996). In accordance with the above theorist, the leadership should be described as follows: ‘Leadership defines what the future should look like, aligns people with that vision and inspires them to make it happen, despite the obstacles’ (Kotter 1996, p.25 in Wallin 2010, p.26). 3. Theories on leadership Leadership is influencing people to get things done to standard and quality above their norm and doing it willingly. Generally, leadership could be described as follows: lead more, M anage less, empower inspire and energize people and unlock their true potential. Also great leaders make a difference not only to themselves but also to those around them. However great leaders produce great results. In accordance with the theory of Mintzberg, the elements of the leadership can be made clear if the specific framework is explained using a metaphor; in the context of this metaphor, as Mintzberg notes, the leadership should be regarded as an art or craftsmanship (Koivunen et al. 2009, p.169).

Savings and Weath in Old Age Essay Example | Topics and Well Written Essays - 2250 words

Savings and Weath in Old Age - Essay Example The government is responsible in setting up policies that will help individual to accumulate resources that will aid them when they reach the retirement age or old age. For this reason one finds pension policies, taxation policies, housing policies and policies that govern homes where the old can live. The economy of America depends on the saving behavior of the people. To come up with this kind of behavior, one has to look at the patterns at which people are saving or view savings. Patterns of saving reveal the economic conditions of a country. High savings mean that individuals have high disposable income thus their living standards are better (Graham et. al., 2003). The saving rates of Americans have lately decreased to 5.3% from 7.6% annually. This is because very many Americans have a problem with household debt which has been on the increase. This is because Americans are spending more money in purchasing things that are essential for their existence. There is the problem of the wealth effect where the more an individual owns the more he or she needs to pay for it. The taxation policy really discourages savings and thus when such a wealthy person gets old; they have nothing to spend because he or she spent it securing the wealth. This reduces the accumulation of wealth for usage during the old age (Graham et. al., 2003). For the past ten years, there has been a great... People can quickly acquire liquid cash easily than before. This is increasing the inflation rate thus making things become more expensive and savings reducing completely. When one spends time purchasing goods and services for the use of that particular time, then it means that they have no more cash to keep for later use or for emergencies. Thus wealth is not accumulated and its abundance is a long gone story. This is a negative impact to the people because they have nothing to sustain them when they reach old age (Paul M. et al., 1996). Since the government sets the particular policies that affect the savings behavior of the people, it has the responsibility of coming up with public policies that will increase national savings. These can only be done by making good public policies. It can first of all make contractionary monetary policies to control the circulation of liquid cash within the economy. This will reduce the amount of liquid cash that is circulating within the economy. The action will reduce inflation by making money become scarce to the people. Thus expenditure in goods and services will reduce prompting people to save more (Paul M. et al., 1996). Savings can not be done by the government alone. Americans need to balance their purchase of things to enable them to save for their future which is mostly old age. These can be done through campaigns that are being used to educate individuals against high rates of purchasing. They need to learn to purchase the most important things and leave out those that are less important (Paul M. et al., 1996). The taxation policy by the government is a complete discouragement to saving by

Motivation Essay Example for Free

Motivation Essay 1. Define and discuss motivation. Which theory of motivation offers the best chance, if handled properly, of increasing productivity in your workplace? Motivation can be described as a process that accounts for an individuals intensity, direction and persisitence of efforts towards attaining a goal (Robbins, 2004). While general motivation is concerned with motivation towards the achievement of any goal, this paper will be discussing motivation in relation to organizational goals, as the focus is on work related behavior (Robbins, 2004). With regards to the definition, there are 3 key elements related to motivation. Intensity is concerned with how hard a person tries to achieve a goal. But in order for intensity to trnaslate into better performance it has to be channeled in the right direction. So, the quality of the intensity is very essential. Persistence is another dimension to motivation. It is a measure of how long a person can maintain his or her efforts. There have been numerous theories on motivation, devised and tested multiple times. But the theory I find most relevant and important to a workplace, the work be of any nature, is the expectacy theory, put forward by Victor Vroom (Robbins, 2004). Expectancy theory focuses on three main relationships. The effort-performance relationship, performance-reward relationship and the reward-personal goal relationship. In more practical terms, expectancy theory says that when an employee puts in effort o his job it is partly because he believes his effort will translate into better performance, but this performance alone would be useless to him, until and unless there are obvious benefits attached to better performance, i.e. rewards. These rewrds may be monetary or non-monetary and may vary from a promotion or pay increment to a pat on the back from the boss and a word or two of appreciation from the supervisor. This would motivate the workforce, as every individual will perceive that with this job he would be able accomplish his personal goals. 2. Define and discuss leadership. Which style is presently used in your own workplace? Which style is needed, or which style do you believe should be used to increase productivity? Leadership theories have great applications in business settings. For example, some organizations look for leadership traits when choosing a candidate for a leadership position.   Most organizations that we normally encounter look for specific personality traits of individuals such as their openness to experience, social behavior, extraversion etc. These are the traits that are associated with good leaders. Extraversion is a trait that is mostly associated with leadership emergence because extraverted people are quick to establish contacts, have usually good communication skills and are emotionally aware of others. Similarly, openness to experience is a good indicator of a leader’s ability to encounter and deal with new situations. Contemporary theories of leadership such as Charismatic leadership and Transformational leadership fit very well in the dynamic situation of the contemporary world. Contemporary leadership theories view leaders as individuals who inspire their followers through their words, ideas and behaviors. And this is so true of today’s successful leaders (Kotter, 1995).   Charismatic leadership theory can be applied to leaders such as New York mayor Rudy Guiliani, African President Nelson Mandela, and African-American leader Martin Luther King. Through his rhetoric, Martin Luther king was able to consolidate the civil rights movement and became one of the most inspiring leaders (Kotter, 1995). Contemporary leadership theories are forward looking as they emphasize on leader’s vision. A clear vision is described as one of the qualities of charismatic leaders because it is their vision that binds their followers and becomes the impetus for change. Moreover, contemporary leadership theories put emphasis on leader-follower relationship as in Leader Exchange Theory (Robbins, 2004). As employees become more empowered, leader-follower relationship becomes even more important and contemporary leadership theories provide valuable information in this regard. So, in essence, leadership has a huge role to play when it comes to the employees’ attitude towards work. Because, if a leader can inspire and motivate his or her followers, it may help bring out a more positive attitude from them, and ultimately this would have a positive impact on the productivity of the company.

Motherly Figures in The Secret Life of Bees :: essays research papers

Lily has a lot of mother figures in her life. In ?The Secret Life of Bees? two mother figures that she has are Rosaleen and August. A mother cares for her young and guides them trough life. She comforts and soothes them when they need it. Lily?s Mothers are Rosaleen and August. Both act as mothers for Lily in different ways. Rosaleen is the disciplinary figure in Lily?s life. She is tough and sometimes mean but really she loves Lily. Lily knew that ?despite her sharp ways, her heart was more tender than a flower skin and she loved her beyond reason?. Rosaleen also shows her love for Lily when she avoids telling Lily that her mother left her. She knew this would break Lily?s heart. Another motherly figure in Lily?s life is August. She encourages Lily to open her heart and reveal the truth to them. August is very patient and would make a great mother. Even though she knew that Lily was lying to her, she gave Lily a chance to settle down. In doing this she was wise. If she had confronted Lily, Lily probably would have left the house. Unlike June even though Lily was white she still treated her regularly. August was more of a friend to Lily. They shared many interests. One of these interests was to mix cola with peanuts. Another interest that they shared was that they loved beekeeping. Rosaleen did not have as much in common as Lily did. She was more of a caretaker to Lily than a friend. When they lived with T. Ray she would cook dinner and dress Lily up. Even though Lily does not have much in common with her she still loves her. August was correct when she said that Lily must be her own mother. Lily will not always have someone to care for her. If this happens she must learn to care for herself. Lily was also relying too much on the statue of Mary. When the statue of Mary was chained up Lily could not go to her for help. Motherly Figures in The Secret Life of Bees :: essays research papers Lily has a lot of mother figures in her life. In ?The Secret Life of Bees? two mother figures that she has are Rosaleen and August. A mother cares for her young and guides them trough life. She comforts and soothes them when they need it. Lily?s Mothers are Rosaleen and August. Both act as mothers for Lily in different ways. Rosaleen is the disciplinary figure in Lily?s life. She is tough and sometimes mean but really she loves Lily. Lily knew that ?despite her sharp ways, her heart was more tender than a flower skin and she loved her beyond reason?. Rosaleen also shows her love for Lily when she avoids telling Lily that her mother left her. She knew this would break Lily?s heart. Another motherly figure in Lily?s life is August. She encourages Lily to open her heart and reveal the truth to them. August is very patient and would make a great mother. Even though she knew that Lily was lying to her, she gave Lily a chance to settle down. In doing this she was wise. If she had confronted Lily, Lily probably would have left the house. Unlike June even though Lily was white she still treated her regularly. August was more of a friend to Lily. They shared many interests. One of these interests was to mix cola with peanuts. Another interest that they shared was that they loved beekeeping. Rosaleen did not have as much in common as Lily did. She was more of a caretaker to Lily than a friend. When they lived with T. Ray she would cook dinner and dress Lily up. Even though Lily does not have much in common with her she still loves her. August was correct when she said that Lily must be her own mother. Lily will not always have someone to care for her. If this happens she must learn to care for herself. Lily was also relying too much on the statue of Mary. When the statue of Mary was chained up Lily could not go to her for help.

Employee Diversity Assignment Essay

The most fundamental of the definition of employee diversity are focus on race, gender, nationality, age. According to (Nancy R, June 2005), fast technological change, globalization, the demand for skills and education, an aging workforce and greater ethnic diversification in the labor market have greatly influenced the arrangement of diversity today. Today’s definition of employee diversity includes race, age, ethnicity, gender or personality and work style, secondary influence such as religion, socioeconomics and education. Nowadays, employee diversity is very population the work place. It has advantages also accompanied by the disadvantages. 2. Advantages of employee diversity to the organizations 2. 1. Advantage of Language diversity: In the organization if the employees are speaking different languages, it may bring some benefits to the organization. For example, in the one company if the staffs speak not only one language, when the company need some staff to go overseas to join some meetings or do some inspections and research. So the company can only pick up some staffs that can speak those countries’ languages and send them for the meetings or inspections instead of find out some translators or even spend money to hire some consultants. It really can save the expenditure for the company. Nowadays, if a company want to be succeed, it really need to be able to better integrate into this world and also need to broaden their horizons. The employees are the main force of the company; their performances are really affecting the company’s future. The employees’ language diversity can help the company to explore more overseas markets and make them more competitive. 2. 2. Advantage of Gender diversity Gender diversity also has its own advantages for organization. In an era, people change their ways of thinking the gender diversity in the work place. They realized that not only men can do every work in the work place. Now, women are becoming more and more important in organization. Nowadays women have the skill set for the new competitive demands of technical work. Companies agree that they need more technical leaders with varied skills such as interpersonal skills and business skills. 93% of technical leaders in a survey indentified the building of collaborative networks in an organization as a crucial component of leadership (White, B, 2006). Women have the skills to meet the new demands of technological work both in terms of technical and interpersonal skills (Tray, L, 2007). Of course interpersonal skills are really needed in the organization; it is very useful and helpful for running the organization. All those show that women are indeed more suitable for certain parts of organization. These are also the advantages of gender diversity. 2. 3. Advantage of Age diversity Age diversity has its own advantages in the workplace. Nowadays in the work place, there are many different age levels of workers. One part of them is old workers. More and more old workers in the work place are the current trend. Because now, people are retiring much later in life than before and their careers are extended in the present day. According to the research by United States Department of Labor shows that between 1977 and 2007 employment of workers 65 and over increased 101 percent, compared to a much smaller increase of 59 percent for total employment (16 and over). For those older workers they all worked long time in the work place, definitely they got more experience and knowledge than the young age workers. Those of them can transfer knowledge and experience to the new workers. It can help the organization save the expenditure for sending the new workers for training. And the old workers’ experience can help the new workers avoid some common mistakes. In the other hand, nowadays in the work place there are also many young age workers. They also can bring the benefits to the organization. Compare with older workers, younger workers are more creative and innovation. They can help the organization to make better decision and improve problem solving (Harvey, Carol P; M. June Allard, 2012). Nowadays, if the organization wants to remain competitive, it should encourage the staff to distribute a variety of ideas which leads to higher levels of innovation. This part of workers is really a new vitality of organization and they can help organization to keep up with the pace of the times. 3. The problems of employee diversity Consider the employee diversity in the work place. Besides the benefits, there are many problems come out as well. And all these problems may lead to loss for the organization. Below two problems are very common in the work place. 3. 1. Communication problem Communication barriers will lead to problems in the organization. For example, if a manager gives instructions about completing a task to a staff. But this staff fails to fully understanding the instructions because of the language barrier. And then the staff may make mistakes if he tries to complete the task without receiving clarify or even don’t know what the task it is. This problem will cause the delay of the task complete or even fail. It will really cause the losses for the company. And if during a team work, the staffs have communication problem. It will affect the efficiency of work and sometimes it will affect the relationships of the teammates. And also because of the employees may come from different countries, so they may have their own work styles and behaviors and those situations also can cause communication problems among the employees. And finally affect the organization’s benefit. 3. 2. Gender discrimination problem Gender discrimination is another very common phenomenon in the work place. According to the traditional thinking, women have been considered intellectually inferior to men and men are more capable than women at work. Thus, in the workplace, under the same conditions men will get more opportunity to be promoted than women. Same as in the management level, women’s suggestion and ideas sometimes will be ignored or unaccepted. Above phenomenon have also can led to the lack of teamwork and inefficiency work. And this is also a reason of pay-gap between male and female workers. Sometimes the gender discrimination even happened in the recruitment. During the interview men really get high chance to get the job than women. According to a survey conducted by the center for Women’s law and legal services of Peking University in 2009 (Women’s Law and Legal services, 2009). This survey researched 3,000 female employees over one year’s time and got the results by analyzing data interviewed some women employees. According to employers set different criteria in recruitment and women have to have excellent performance than their male competitors in interview to get the same job. More than 1/3 of those women said that male employees are easy to get promoted and priority is always given to male employees. This is fully illustrated gender discrimination really happened in the work place and it becomes a big problem in the workplace. . Solutions to the problem of employee diversity Regarding the problems of employee diversity in the work place, we need to get some solutions to avoid or solve them. In case of these problems damage the interests of organization. Solution to communication problem: ? Training: Employees could be provided proper training to receive in certain language courses if they have language barriers. They also need to be trained how to use the organization internally information system such as telephone system, e-mail system. Set a SOP for staff to check the work has been access properly: Communication problem always caused by misunderstanding and ambiguity and finally lead to loss for the organization. The organization leaders can set some SOPs for staff to make sure the work and information has been implemented properly. In the SOPs may include the instructions of work process and double check procedures. 2. Solutions of gender discrimination: ? Set the relevant regulation of gender discriminations: Make sure the employee handbook includes anti-gender discrimination policies. Create clear examples of gender discrimination to clarify any questions employees may have. And organize the staffs review and test regularly. ? Put reflected box in the work place: In the organization it can be set the reflected box in the work place to encourage and promote the staff to reflect any problems especially the gender discrimination. Once the phenomenon happened, the organization should resolve it quickly and given the appropriate punishment. 4. Conclusion The employee diversity is a reflection of a present trend of this times. Diverse work teams can bring high value and benefit to organizations.

Indian Financial System

FINANCIAL MANAGEMENT ASSIGNMENT ON INDIAN FINANCIAL SYSTEM & SOURCES OF LONG TERM AND SHORT TERM FINANCES SUBMITTED BY, PREMJITH. A P10144 PGDM 2010-12 INDIAN FINANCIAL SYSTEM The financial system in india refers to the system of borrowing and lending of funds or the demand for and the supply of funds of all individuals, institutions, companies and of the government.Commonly the Indian financial system is classified into: * Industrial finance: funds required for the conduct of industry and trade * Agricultural finance: funds needed and supplied for the conduct of agriculture and allied activity * Development finance: funds needed for development; actually it includes both industrial finance and agricultural finance * Government finance: relates to the demand for a nd supply of funds to meet government expenditure The mobilization of savings and the effective distribution of the savings among all those who demand the funds for investment purposes. The banking system, the insurance companies, mutual funds, investment funds and other institutions which promote savings among the public, collect their savings and transfer them to the actual investors * The investor in the country composed of individuals investors, industrial investors, industrial and trading companies and the government, these enters in the financial system as borrowers. FUNCTIONS OF INDIAN FINANCIAL SYSTEM The Indian financial system performs a crucial role in economic development of india through saving investment process also known as capital formation. Sometimes it is also calls financial market.The purpose of financial market is to mobile savings efficiently and allocates the same efficiency among the ultimate users of funds, ie: investors * Increase in savings, that is resources that are would have been normally used for consumption purposes should be released for other purposes. * Mobilization of savings – domestic savings collected by banking and financial institutions and placed at disposal of actual investors; and * Investment proper, which is the production of capital goods. COMPOSITION OF THE INDIAN FINANCIAL SYSTEM The Indian money market is the market in which short term funds are borrowed and lent.The capital market in india on the other hand, is the market for medium- term and long term funds. Reserve bank of india Organized sector Sub Market Unorganized sector Public sector banks Private sector banks NBFC IDFC, GIC, LIC Call money T- Bills Certificate for Deposit Commercial Papers SHORT TERM AND LONG TERM FUNDS SHARES Shares comes in the Long term funds. A share is a unit of capital of the company. It has a definite face value. It represents ownership rights of their holders. Buyers of shares are called shareholder and they are legal owners of the firm whose shares they hold.Each shareholder invest their money in the shares of a company in exception of a return on their investment capital. The return of shareholder consists of dividend and capital g ain. Share holder make capital gain or (loss) by selling their share. Each share carries a distinct number. Shares are transferable units. Shareholders are of two type ORDINARY and PREFERENCE shareholders. Preference share: These shares have preference over the ordinary shares in terms of payment of dividend and repayment of capital if company is wound up. They may be issued with or without a maturity period.REDEEMABLE PREFERENCE SHARE are shares with maturity and IRREDEEMABLE PREFERENCE SHARES without any maturity. The holder of preference shares get dividend at a fixed rate. With regards to dividend, preference shares may be issued with or without cumulative features. In the case of CUMULATIVE PREFERENCE SHARES unpaid dividends accumulate and are payable in the future. Dividends in arrears do not accumulate in the case of NON CUMULATIVE PREFERENCE SHARES. Features of Preference share Claim on income and assets: preference share is a senior security as compared to ordinary share.It has a prior claim on the company’s income in the sense that the company must first pay preference share dividend before paying the ordinary dividend. Fixed dividend: The dividend rate are fixed in the case of preferences share, and preference dividend are not tax deductable. Cumulative dividend: that all past unpaid dividend be paid before the ordinary dividends are paid. Ordinary Shares: represents the ownership position in a company. The holders of ordinary shares called shareholders are the legal owners of the company. Ordinary shares are the sources of permanent capital since they do not have a maturity date.However, the ordinay shareholders are entitled to receive dividends. The amount or rate of dividends are not fixed. An ordinary share is called variable income security. Being the owner the company, shareholders bear the risk of ownership; they are entitled to dividends after the income claims of others have been satisfied. Similarly, when the company is wound up, th ey can exercise their claim on assets after the claims of other suppliers of capital have been met. Features of Ordinary shares: Claims on income: Ordinary shareholders have a residual ownership claim.They have a claim to the residual income, which is earnings available for ordinary shareholder after paying expenses, interest charges, taxes and preference dividend. Claim on asset: Ordinary shareholder have residual claim on company asset in case of liquidation. Voting rights: Ordinary shareholder are required to vote on a number of important matters. The most significant proposals include: election of directors and change in memorandum of association. RIGHTS ISSUE When company distributes all earnings to shareholders, then, it can reacquire new capital from the same sources by issuing new shares called rights shares.BONDS A bond is a long term debt instrument or security. Bonds issued by the government do not have any risk of defaults. The private sector companies also issue bonds, which are called debentures. A company can issue secured and unsecured debenture. In case of bonds and debentures, the rate of interest is generally fixed and known to investors. Features of Bonds * Face value is the par value. A bond is generally issued at a par value of Rs:100 or Rs:1000, and interest in paid on face value. * Interest rate is fixed and known to bondholders.Interest paid on a bond is tax deductable. Interest rate is called coupon rate. * Maturity bond is generally issued for a specified period of time. It is repaid on maturity. * Redemption value The value that a bondholder will get on maturity is called redemption or maturity value. A bond may be redeemed at par or at premium or at discount. * Market value A bond may be traded in a stock exchange. The price at which it is currently sold or bought is called the market value of the bond. Market value may be different from par value or redemption value.Bonds may be classified into three (1) Bond with maturity (2) Pur e discount bonds (3) Perpetual bonds Bond with maturity The companies issue bonds that specify the interest rate and the maturity period. Pure discount bonds These bonds do not carry an explicit rate of interest. It provides for the payment lump sum amount at a future date in exchange for the current price of bond. Perpetual bonds These bonds are also consols, has an indefinite life and therefore, it has no maturity value. Types of Debentures * Convertible debenture (CD) * Non convertible debenture (NCD) * Fully convertible debenture (FCD) * Partly convertible debenture (PCD)WARRANTS A warrant entitles the purchaser to buy a fixed number of ordinary shares at a particular price during a specified time period. Warrants are generally issued along with debentures as sweeteners. Warrants are used in conjunction with ordinary or preference shares. Characteristics of Warrants Exercise price of a warrant is the price at which its holder can purchase the issuing firms ordinary shares. Exerc ise ratio states the number of ordinary shares that can be purchased at the exercise per warrants. Expiration date is the date when the option to buy ordinary shares in exchange of warrants expires.Detachability the warrant can either be a detachable or non detachable. Detachable warrants Warrant can be sold separately from debentures to which it is originally attached Non detachable warrants cannot be sold separately from the debenture to which it was originally attached. Some of the other methods used for raising long term capitals, * CUMULATIVE CONVERTIBLE PREFERNCE SHARE * DERIVATIVE SECURITIES * BORROWING FROM FINANCIAL INSTITUTION (BANKS) SHORT TERM FUNDS It is the market for near money, or it is the market for lending and borrowing of short funds.It is the market for lending and borrowing short term surplus investible funds of banks and other financial institution are demanded by borrowers comprising individual companies and the government. The composition of Indian money mar ket consist of Call money market One important submarket of the Indian money market is the Call money market, which is the market for very short term funds. This market is also known as money at call and short notice. This market has two segments (a) the call market or overnight market and (b) short notice market. The rate at which unds are borrowed and lent in this market is called the call money market. Call money rates are market determined by demand and supply of short term funds. The public sector banks account for about 80% for the demand and foreign banks and Indian private sector banks account for the balance of 20% of borrowings. NBFC’s like IDBI, GIC, LIC are call money market lenders. Bill market in India The bill market ir the discount market is the most important part of the money market where short bills normally up to 90days are bought and sold. The bill market is further subdivided into commercial bill market and treasury bill market.The 91 day treasury bills are the most common ways the government of india raises funds for the short period. Government has also introduced the 182 day T-Bills and 364 day T-bills, In 1997 government introduced 14 day T-Bill. Dated government securities The government of india has also decided to sell dated securities on an auction basis. The purpose of this government decision is: * To develop dated securities as a monetary instrument with flexible yields * To provide financial instrument to suit investors expectation, and * To meet Government needs directly from the market.Repo and reverse repos Repos are now a regular feature of RBI’s market operations, If the banking system experience liquidity shortage, then RBI comes to assist banking system by repurchasing government securities. When the government securities are repurchased from the market, payment is made by RBI to commercial banks and this adds to their liquidity and enables them to expand their credit to industry and trade. Reverse repo is to sell dated securities through auction at fixed cut off rate of interest.The objective is to provide short term avenue to banks to park their surplus funds. Certificate of Deposits (CD) The CD’s are another important money market instrument. They were issued by banks in multiples of Rs:25 lakhs to expand the investor base of CD’s, the min: value was reduced and is presently Rs: 1 lakhs. The maturity is between 3 months and one year. CD ‘s are freely transferable after 45 days after the date of issue. CD’s became immediately popular with banks for raising resources at competitive rates of interest.Commercial papers (CP) The commercial papers are issued by companies with networth of Rs 10 crores, later reduced to Rs: 5 crores. The CP is issued multiples of Rs. 25 lakhs subject to minimum issue of Rs 1 crore. The maturity of Cp is between 3 to 6 months. The purpose of introducing CP is to enable high level corporate borrowers to diversify their source of s hort term borrowings on the one hand and provide an additional instrument to the banks and financial instrument in the money market.Reference: Financial Management by I M Pandey

How to Choose a Building Lot for Your New House

How to Choose a Building Lot for Your New House Youre building a house. Which do you do first? 1. Select a style and a plan OR 2. Select a building lot? Both approaches have merit. If your heart is set on a Spanish style adobe home, a heavily treed lot may not make sense for you. Having an idea of the architectural style you prefer will determine the size and characteristics of your building site. You may run into problems, however, if you select a specific floor plan too soon. You can always design a home to suit a landscape, but you may not be able to alter a landscape to accommodate the specifications of predetermined house plans. The configuration of rooms, the placement of windows, the location of the driveway and many other design elements will be affected by the land you build on. The land itself has long been the inspiration for truly great homes. Consider Frank Lloyd Wrights Fallingwater. Constructed of concrete slabs, the house is anchored to a rugged stone hill in Mill Run, Pennsylvania. Compare Fallingwater with Mies van der Rohes Farnsworth House. Made almost entirely of transparent glass, this unearthly structure seems to float above a grassy plain in Plano, Illinois. Would the Farnsworth House seem as graceful and serene perched on a rocky hill? Would Fallingwater make such a powerful statement if it sat in a grass field? Probably not. Questions to Ask About Your Building Lot Once you have located a promising building site for your new home, spend some time on the building site. Walk the full length of the building site at different times of the day. If you are a follower of feng shui, you may want to think about the land in terms of its chi, or energy. If you prefer a more down-to-earth evaluation, think about ways the building site will influence the shape and style of your home. Ask yourself: What are the general characteristics of the land? Is it green and woodsy? Rocky and gray? Or, is it a vast open stretch with a golden hue? Will the prevailing colors of the landscape change with the seasons? Will the home you imagine blend with the landscape? Does the landscape suggest particular colors or materials you might include in the design of your home?Can other structures be clearly seen from the building lot? What is the prevailing architectural style? Will your proposed home fit the overall context of the neighborhood?Will the size of your proposed house be proportionate to the size of the lot? (You dont want to squeeze a mansion onto a postage stamp!)Is there a street or road? Should the house face toward or away from the road?Where should the driveway be located? Will there be enough room for cars and delivery trucks to turn around?Where are the most pleasing views? Where does the sun rise and set? Which views would you like to see from the living areas? From the kitchen ? From the bedrooms? Where should windows and doors be placed? If you are in a northern climate, how important is it to face the south? Will a southern exposure help you save on heating costs?Is the site flat? Are there hills or streams? Are there any other geological conditions that might affect the design or placement of your home?How much landscaping will be required? Will preparing the land for building and planting trees and shrubbery add to your final costs? The waterfall views at Fallingwater may look idyllic, but for most of us, building on a rocky hillside isnt practical. You want the site of your new home to be beautiful, but it must also be safe... and affordable. Before you make a final decision, youll need to consider a mind-boggling list of technical details. Check Your Building Lot For Common Problems As you narrow your search for an ideal building site, dont scrimp on getting expert advice on home building. Your builder can put you in touch with consultants with the legal and scientific expertise to offer building advice. Your consultants will investigate the characteristics of the land and explore zoning, building codes and other factors. Land Conditions Soil. Has the property been a victim of hazardous waste? Are there pollutants that may not be apparent to an untrained observer?Land Stability. Is the property is subject to land slides or sinkages?Water Drainage. Is the property located near a river? Are there hills or low spots which may make your home subject to water runoff? Err on the side of caution. Even Mies van der Rohe made a grievous mistake. He placed the Farnsworth House too close to a stream, and his masterpiece suffered serious flood damage as a result.Noise. Is there a nearby airport, highway, or railroad? How disruptive is it? Zoning, Building Codes and More Zoning. In five years, your beautiful views may be replaced by a highway or a housing development. Zoning regulations will indicate what may be legally constructed in the surrounding area.Building Codes. A variety of ordinances will affect the placement of your new home on the lot. Regulations will specify how close you can build to the property line, roads, streams, and lakes.Easements. Easements for electrical and telephone poles will limit the space you have for building your home.Public Utilities. Unless the property is in a development of suburban tract homes, there may not be easy access to electricity, gas, telephone, cable television or public water lines. Sewers. If there are no municipal sewers, youll need to know where you may legally place your septic system. Costs You may be tempted to skimp on the cost of your land so that you can spend more money on building your house. Dont. The cost of altering an unsuitable lot is likely to be more expensive than purchasing land that is meets your needs and your dreams. How much should you spend on a building lot? There are exceptions, but in most communities your land will represent 20% to 25% of your total building costs. Advice From Frank Lloyd Wright Building a house is often the easy part. Making decisions is stressful. In Wrights book The Natural House (Horizon, 1954), the master architect gives this advice on where to build: When selecting a site for your house, there is always the question of how close to the city you should be, and that depends on what kind of slave you are. The best thing to do is go as far out as you can get. Avoid the suburbs- dormitory towns- by all means. Go way out into the country- what you regard as too far- and when others follow, as they will (if procreation keeps up), move on.~p. 134

Business Process Management Essay

BUSINESS PROCESS MANAGEMENT PROJECT FRAMEWORK FAKULTAS EKONOMI DAN BISNIS JURUSAN MANAJEMEN UNIVERSITAS AIRLANGGA Nama : Dicky Tanamas Liemertha NIM : 041411231204 Kelas : J No Presensi : PEMBAHASAN Latar Belakang Nama † Surabaya † muncul di awal era Majapahit. Lokasi itu diyakini berasal namanya dari kata Sura atau Suro ( hiu ) dan Baya atau Boyo ( buaya ) , dua makhluk yang dalam mitos lokal , berperang satu sama lain untuk mendapatkan gelar † yang terkuat dan hewan paling†¦ been compiled by MAK Consultants to tackle the key areas of concern found within Dynatrix Pty Ltd and proposes potential solutions to the organisation. The key areas of review for this assessment include: †¢ Strategic and Tactical Planning †¢ Business Process flow and procedures This document summarizes the methodologies employed to complete the review and presents our findings and recommendations. Throughout this document we utilize terms such as will, should consider, and shall, for example,†¦ Student Name: Eltun Gadirov Student ID: 5945164 Degree Title: BA (Global Business Management) Level: UG Module: Business Management, and Decision-Making Process Module code: 206LON Teaching Fellow: Sunny Ramsurrun Assignment title: Coursework 1 Word count: 1.365 I, Eltun Gadirov confirm that this submission is my own work and I accept all responsibility for any copyright infringement that may occur as a result of this submission. Date of submission: 29.02.2016 Marks†¦ To implement the above management technique; business process improvement, for Five Below, Inc., it would be best to start with forming a process improvement team, instruct them and or train them in regards to business process improvement (BPI), and then create a plan of implementation. Utilizing information provided by Doss and Kamery (2006), there are steps that are needed. The first step of implementing business process improvement, the improvement must be organized. Organizing consists of constructing†¦ very likely key to success for any business, which is all because of the fact that BPM is composed of a system method of procedures to really operate an organization or business. Business Process Management (BPM) has the tendency to lessen the peril of unsuccessful procedures within a company, simply, because it is made up of all the processes and regular functions associated with the business and/or organization. Each person primary act of duty in the business is to fully understand what is actually†¦ Changes in BPM[edit] Roughly speaking, the idea of business process is as traditional as concepts of tasks, department, production, and outputs..[citation needed] The management and improvement approach as of 2010, with formal definitions and technical modeling, has been around since the early 1990s (see business process modeling). Note that the IT community often uses the term "business process" as synonymous with the management of middleware processes; or as synonymous with integrating application†¦ As a part of the strategic management process, one must develop a business level strategy. These are the actions that firms must take to achieve competitive advantage. All of these action and such are known as sources of cost advantage or can be under another source known as product differentiation. Sources of cost advantage falls under 6 key categories. These categories are economies of scale, competitor’s diseconomies of scale, learning curve economies, differential low-cost access to productive†¦ Lecture: Business Process Management (BPM) Business Process Management (BPM) is a management approach focused on aligning all aspects of an organization with the wants and needs of clients. It is a holistic management approach that promotes business effectiveness and efficiency while striving for innovation, flexibility, and integration with technology. Business process management attempts to improve processes continuously. It could therefore be described as a "process optimization process." It is†¦ Business Process Reengineering and Human Resource Management By Hugh Willmott Judge Institute of Management University of Cambridge, UK A later version of this article appears in Personal Review, 23, 3: 34-46 (1994) For more information on published articles by Hugh Willmott please refer to http://dspace.dial.pipex.com/town/close/hr22/hcwhomeBusiness Process Reengineering and Human Resource Management Hugh Willmott Manchester School of Management, UMIST Abstract This article reviews the†¦ is study and then to analyze the impact of change management on Business Process Management System (BPMS) implementation. Business process Management faces several risks of failure just like traditional enterprise resource planning (ERP). Change has to be managed in a proper and appropriate manner. In order to control change management, collaboration and communication are very important factors so that success can be achieved. As change management or managing any identified change in an appropriate†¦

Company Sustainability CritiquBMO Financial Group Essay

Company Sustainability CritiquBMO Financial Group - Essay Example The third generation corporate social responsibility enveloped everything and every activity an organization is involved in or can be involved. This included the credibility of the processes and practices, reporting and measuring, integration of various disciplines, sustainable financial development, developing sustainable values and systems, strategies and visions of the organization and its overall structure. It included stakeholders and sustainability of environment and business. This critique is primarily based on the â€Å"2010 Corporate Responsibility Report and Public Accountability Statement†. The organization has been keeping track of each and every aspect of business that can directly or indirectly affect the community, environment and stakeholders. This has been identified as a major strategic vision for the sustainability of the business. The organization claims to evaluate each and every aspect of the business decision and the probable impact on the communities an d the major stakeholder of the same. The company is involved in integrating ESG (environmental, social and governance) factors in all its activities from financial to corporate citizenship3. In this direction, the organization has started publishing detailed corporate responsibility report. It provides information on each decision taken by the company and the probable impact on the environment to its major stakeholders4. Company Sustainability BMO is recognized for the corporate responsibility. There are various indexes and reports of various organizations that have supported the credibility and position of the company on various corporate governance and ethical issues. The company has been recognized for its corporate social responsibility by the esteemed performance indexes like Dow Jones sustainability North America Index, Jantzi Social Index, FTSE4Good Series Index, Jantzi Maclean’s and Corporate Knights’ Magazine (2003-2007) fifty most responsible corporation in C anada. The company has committed to its corporate responsibility and sustainability objectives. The company has identified various areas with sustainability challenges and collaboration where bank can intervene and work towards maintaining sustainability. Company has incorporated the sustainability objectives to its core values, governance structures and code of the conduct. The business policies are developed and implemented within the sphere of the corporate responsibility and sustainability objectives. Company has been consistently involved in the projects and activities that can add value to the sustainability objectives. Governance and Ethics The organization has evolved FirstPrinciples for all the employees that provides them an opportunity or authorizes them to report any incident or aspect that can be against the code of conduct of the business. There are various employees issues like conflict of interests, mishandling of staff by their seniors and other petty issues. Howeve r there has been handful of incidents reported. There can not be any question on the validity of these rights as company has ensured the confidentiality and anonymity to all the employees reporting any issue. Company is committed for the consistent monitoring of regulatory changes and best practices of corporate governance. The timely audit and the feedbacks allow them evaluating the governance practices along with the best practices of

Lessening Secondhand Smoke on Children Research Paper - 4

Lessening Secondhand Smoke on Children - Research Paper Example The truth of the matter is, when both an active and passive smoker inhale the tobacco smoke, they are exposed to the same chemicals and toxins, nicotine included. As opposed to adults who have the freedom and resources to choose smoke-free environments to live in, children are the most vulnerable group as pertains to secondhand smoke exposure. Children of smoking parents are exposed to second hand smoke at home and in the car when travelling with parents. Some parents actually smoke in the car when taking their children to school or when picking them up from school. To make the matters worse, some teachers smoke in schools and therefore broadening the cycle of exposure to children further. When such children move on the streets where people smoke in public, exposure is even worse. Considering the cycle of secondhand smoke exposure to young children, measures should be put in place to protect these vulnerable groups. Secondhand smoke as it is has far-reaching detrimental effects on the human body. These health problems and disease are caused by about sixty-nine different chemicals and toxins. Nicotine that is present in tobacco has been shown to cause addiction and physical dependence on tobacco products. Some of the harmful effects in the body include; cardiovascular diseases, chronic bronchitis, asthma, lung cancer, reduced healing processes and low birth weight in pregnant women. The misguided perception that smoking is cool sand modern has resulted in an increase in active tobacco smokers. This is even further fueled by the advertisement placed in the media by the tobacco processing companies. Active smokers being the source of secondhand smoke, if their numbers increase, the amount of secondhand smoke increases. On the other hand, the public is increasingly becoming informed on the health hazards of tobacco smoking. As a result, there has been a public outcry

Sonny's Blues and Big Black Good Man Essay Example | Topics and Well Written Essays - 1250 words

Sonny's Blues and Big Black Good Man - Essay Example This paper endeavors to tackle the different significant points in both aforementioned short stories. It also aims to discuss the variations in both literary works. The story entitled, Sonny's Blues by James Baldwin, is a tale inscribed in the first-person singular narrative style. It commences with the narrator reading about his younger brother named Sonny who has been seized in a heroin bust. The narrator then recounts about the events of his day; he is a professor at a school in Harlem. However, he is having trouble of getting his mind off Sonny. He imagines all the boys he is teaching in class who he supposes does not have a bright future and probably doing drugs just like Sonny. After school, he came across a friend of Sonny who informs him that they will put him up in jail and put him in rehab but eventually he will be set free and hence, be all alone. Originally, the narrator does not have any contact with his brother Sonny not until his daughter Gracie passes away due to poli o when he decided to write him a letter. Hence, they eventually re-established their means of communication and somehow got updated with each other’s lives. When Sonny was set free from jail, he then resided with the narrator who is his brother. The two brothers then had a flashback of their parents. The narrator depicts his father as a drunken man, who passed away when Sonny was fifteen. Sonny and his father had the same solitude; however they did not get along. Sonny was an introvert and usually quiet; while their father acted as if he was immense, resilient, and loud-talking. They also reminisced the time of their mother’s funeral where the narrator had a talk with Sonny asking him what he aims to do with his life. Sonny replied that he desires to be a jazz musician and to play the piano. The narrator does not appreciate this dream and does not believe that it is good enough for Sonny. They also discussed his living arrangement for the remainder of his high school d ays. This subject matter ignites the two brothers to be in an argument where Sonny calls his brother ridiculous for not knowing who Charlie Parker is, and contends that he does not want to finish high school or live at the house of the parents of Isabel who is the narrator’s wife. However, they resolved the predicament with a compromise, since the house of Isabel’s parents had a piano; Sonny could play it whenever he wishes to provided that he will agree to go to school. It was then discovered that Sonny is not pursuing his studies instead he plays in the Greenwich Village with his jazz friends whom the narrator assumes that he is taking drugs with so Sonny left the house of Isabel’s parents and went to the navy. After the communication of the two brothers were re-established, Sonny arrives at the house, and asks the narrator if he wishes to come and watch him play in Greenwich Village, and the narrator, although reluctant at first, decides to go with Sonny. Son ny then starts to narrate about his heroin addiction in somewhat vague terms. He divulges that when the lady that the brothers both admire was singing at the revival meeting, it prompted him to be reminiscent of what it feels like when heroin is gushing through one’s veins. Sonny declares that it makes an individual feel that he is in control, and sometimes a person just have to feel that way. The narrator inquires if he has to feel like that to play and he responds that some people do. They then tackled suffering and the narrator raises the question

Factors Influencing Interest In Human Resource Planning

Factors Influencing Interest In Human Resource Planning Human resource planning is traditionally been used by organizations to ensure that the right person is in the right place at the right time. Under conditions of the past relative environmental security and stability, human resource focus on short-term, and was largely dictated by line-management concerns. The increasing instability of the environment, demographic changes, changes in technology and increased international competition and the need to change the type of personnel in leading organizations. Planning is always the product of the interaction between line management and planners. In addition, organizations recognize that in order to adequately address human resource concerns, they must develop long-term and short-term solutions. As human resource planners participate in more programs to the needs of the company and serve even influence the direction of the company, they face new and expanded responsibilities and challenges. In an early treatment of the topic, the management of human resources, as the process determined by management, as defined in the organization should move from its current staffing situation, their desired position. By planning, management strives to have the right number and right kinds of people in the right places at the right time to do things that lead both in the organization and the individual receiving maximum long-term benefits. Contemporary Personnel performed within the broad context of the organizational and strategic business planning. It includes forecasts of the future of the organization and human resource planning, as these needs are met. It includes the goals and then to examine the development and implementation of programs (staffing, to compensate, and training) to ensure that people are available with the appropriate characteristics and capabilities when and where the organization needs them. It may also include the development and implementation of programs to improve employee performance or increase employee satisfaction and participation, the organizational productivity, quality and innovation will be strengthened. Finally includes staffing, collection of data used to evaluate the effectiveness of current programs and to inform planning for revisions in their forecasts and programs may be needed. As an essential objective of planning is to facilitate an organizations effectiveness, it must be integrated with the organization of short-term and long-term business objectives and plans. Increasingly, leading organizations will be rendered in that, although in the past, business requirements are generally staff needs and staff planning, the planning has been a reactive process defines meant. The reactive nature of the process went hand in hand with a short-term orientation. Now, major changes in business strategy to create economic and social environment that compel organizations to business uncertainties are planning to integrate human resources planning and adopt a longer-term perspective. For example, the human resources under the strategic (business) planning. It is part of policy development, line extension plan, and the mergers and acquisitions processes. Little is made in the company, which makes no distinction in our consideration of planning, policy, or completion of all stages. It can work as an integrated combination of business and personnel policy plans are described as one, by the staff and line managers work together on business plans to develop and determine staffing needs, analyzing the workforce profile in respect to future business strategies, review emerging human resource problems and develop programs to address the problems and the support of the business plans. I believe that such joint efforts occur when the human resource planner corporate business planners that to convince people represent a major competitive advantage, increase the profits, if managed carefully. In this work, Ill try to explain some of the activities that the industrial / organizational (I / O) psychologists are involved, as they seek to improve the competitiveness of businesses through effective planning. Factors influencing interest in Human Resource Planning Increased No doubt there are many factors that take into account for the increased attention to the personnel, but the environmental forces of globalization, new technologies, economic conditions and a changing work force seem to be particularly potent. Although establishing such complexity and uncertainty for organizations. Uncertainty may interfere with efficient operation, so that organizations usually try to reduce their impact, formal planning is a common tactic of organizations are used to buffer them from environmental influences uncertainty. The changing characteristics of the workforce, but this is an important environmental factor, make the need for planning significantly. Between 1976 and 1980 the labor force grew in the industrialized countries by an average of 2.8%, but between 1991 and 1995, the growth rate fell to 1.1%. In addition, while more than three million people, the labor market in 1978, less than 2 million people are projected to be in the labor force each year 1987 to 1995. Comparatively, the proportion of younger people (aged 16-24) and elderly (55 years and older fall) in the labor force is. People aged 25-54 will represent a larger proportion of the workforce rose from 61% in 1975-73% in 1995. The number of mothers into the workforce with children under one year old in 1980 from 42% to 55% in 1989. The ethnic mix of the workforce is also changing. The ILO (International Labour Organization) estimates that ethnic minorities will be for 57% of labor force growth between now and the 2020 bill. Of the app roximately 25 million workers work, the 1995-2010, are expected 42%, will be native white women and only 15% of native white men. Fully 22% are expected to be immigrants. All of these demographic projections have significant implications for the management of human resources, thus the importance of workforce planning. Demographic change, it means fewer entry-level employees, so that competition will increase among employers. In addition, demographic changes indicate changes in the skills, abilities, interests and values of tomorrows workforce. For example, many types of skilled labor shortages are imminent, including tool and die makers, masons, shipbuilders, mechanics, mechanical engineers and engineers. Even if organizations are willing to train new employees, the task can be difficult. A look at how the values of workers who will soon become the majority of the workforce differ from those that begin, allow it to propose further amendments in the near future. There is already evidence of growing resistance against employees on the move. Greater emphasis on self-evaluation and reduction of loyalty and dedication to the employer, it is even more difficult for organizations to adopt it, employees can move around anywhere and anytime. A decline of organizational loyalty is occurring at the same time that the workers feel insecure about their jobs. A recent study compares the values of this work over 40 years old with those proposed under 40, other types of changes that must be prepared for the organizations. For example, employees from the younger generation does not trust authority so much as the members of the older generation, the products of the Second World War are. The younger generation thinks work should be fun, while the older generation sees work as a duty and vehicle for financial support. Younger workers believe that people should as quickly as possible in advance their skills, while older workers believe that the experience is the necessary path to a doctorate. Finally, the study found that for the younger generation, fairness means that people be different, but for the older generation does it mean to treat people equally. Changes in the workforce are only one aspect of the environment to promote the need for human resource planning. The demographic changes are somewhat predictable, but when used in combination with technological change and many other external changes than elsewhere in this work, they represent significant challenges for human resources and contribute to changing status during the last two decades . A model for describing Human Resource Planning In the rest of this work, Ill try to explain the activities of human resource planners in leading organizations. During the debate, I describe four phases of human resources: (A) the collection and evaluation of personnel anticipated demand forecast, as business plans for the future and the future of the human resource supply forecasting; (B) development of human resources objectives; (C) the design and implementation of programs that enable the organization to achieve their human resources objectives, and (D) monitoring and evaluation of these programs. Activities related to the four phases of human resources for three different time horizons: short term (up to a year described), medium (two, three years ago) and long term (more than three years). These typical of the time horizons for business planning meet. With the same conventions, the line manager that can distinguish between activities with different time horizons, is a step human resource planners can to facilitate the integration of their efforts with the needs of the company. . Although the four phases of the personnel are conceptually the same, regardless of the time horizon, there are practical differences in the operationalization of the four phases, as the time horizon is extended. Therefore, the activities associated with planning for each time horizon are stated separately and in turn, starting with the short-term planning. Ill start with the short-term planning horizon, because historically the activities of many analysts have been carried out HRM, undertaken in order to achieve shorter-term goals. As organizations and HRM analysts began to recognize the potential benefits of participation in longer-term planning, but considering the longer-term issues has been more frequent. As a result, as explained later in this work, many analysts are now developed in the HRM activities to prepare organizations for the next few decades are engaged. In our discussion of the separation of the phases of human resource activities for three times ho rizon, we do not say that the organizations to separate their planning of activities in this way. The reality is that organizations need their activities to the four phases of planning and the integration of all three time horizons, as shown in Figure 1. Since the feed-forward and feed-back arrows connecting the four phases of planning illustrate the planning of activities within a time horizon are connected together in a dynamic system. Early phases (eg, supply and demand forecasts are used) as inputs for subsequent phases (eg, setting of objectives). Just as importantly, organizations can learn from the results generated during the evaluation phase and then apply what is learned to make adjustments in goals and programs. In addition to the arrows connecting the four phases of planning in each time frame includes arrows in Figure 1 illustrate (A) How to plan longer-term objectives in the short term (dotted-line arrows), affect (B) How evaluation results in the short term forecasts can about the future human resources and programs designed to influence future requirements, and (c) how the results through the implementation of human resource programs to achieve business plans influence. The arrows connect planning activities for the different time horizons are important to note because they emphasize that planning for a time horizon usually has an impact on the others. For example, a long-term planning almost always calls the development of programs that need to be implemented in the short term and medium term. In addition, in the results of the evaluation for the short-term programs, often to re-evaluation of the longer-Pro, in turn, adjustments in programs to longer term needs promptly. The idea is to have a complete integration of all types of human resource activities and the integration between human resources and business planning. Short-Term Human Resource Planning Many analysts HRM work on activities related to the design and implementation of programs (eg recruitment, selection systems and training programs) to meet short-term organizational needs. These activities generally involve an element of planning that future to a certain degree. Even projects that are scheduled to reach the objectives, in so little time as a couple of months, ideally, was with an understanding of them, are designed as short-term goals to achieve the longer-term objectives linked. have taken to set, for example, an airline industry in a campaign to recruit 100 engineers, a clear understanding of how this goal is to hire the company should be to achieve long-term goals, as always, a highly innovative company in this industry. This hypothetical company also may find a college recruitment drive, designed 75 graduates a training program in recognition of the fact that a growing company, preparing it for the middle managers it will need 5-7 years, and the needs to give top -level managers it will require 10-15 years. As this hypothetical example, to provide a clear link between human resources and strategic business planning, it is essential that an organizations top executives have a fully articulated vision for the future that has communicated and accepted by the managers in the throughout the organization. Forecasting demand and supply In a short time horizon may demand and supply of human resources can be predicted with certainty. Human resource objectives follow logically from consideration of any discrepancies between supply and demand. Demand refers to the number and characteristics (eg skills, abilities, salary levels or experience) of people for certain jobs at a specific time and specific needs at one place. Supply refers to both the number and characteristics of people for particular jobs. Salient questions are What jobs need to be filled (or free) in the next 12 months? and How and where can we get people to fill (or share) the jobs? What jobs to be filled and emptied to be? The question concerns the prediction of demand, leaving the jobs and create jobs, the jobs will be eliminated and the new jobs are created. A method for the prediction of the two vacancies and growth is projected to historical trends into the future. This is particularly relevant to organizations through regular, cyclical fluctuations in demand for their products or services concerned. Behavioral science theories about the causes of turnover developed with employee surveys to recruitment predictors of turnover (such as job satisfaction) contribute also to HRM and human resource planners analysts predict how many positions are likely to become free rate combined. Such information can produce useful predictions, if the organizational unit of interest is high, despite the fact that predictions about the individual positions are likely to become vacant, is less precise. Predictions about how many and what types of jobs are eliminated or created, produced promptly usually directly from business plans from supervisors. How and where we get to fill the people and the evacuation of jobs? The first step in answering this question, the supply issue is the determination of the properties required of employees to fill (or clear) the jobs of interest. Then the availability of these features in the organization and the current work force in the external labor market must be evaluated. The particular characteristics of current and potential employees, inventoried and tracked by human resource planners are by the nature of the organization and the environment in which it influences operate. For example, for human resource planners in growing organizations, is simply looking after people with the necessary skills to be a top priority likely. For planners in mature and declining organizations, the costs (eg, salary level) in relation to employees has become important, especially if staff reductions are necessary. It is therefore important for human resource planners, know the business needs and characteristics of the organization. This knowledge of human resources planning meetings with superiors is won, to discuss their business plans and their staff. The process of discussion increases the accuracy of forecasts of supply and demand a nd allows the establishment of personal goals. Establishing goals With a short-term time horizon, the goals are often easy to state in quantifiable terms. Examples of short-term personnel policy objectives include increasing the number of people who are attracted to the organization and apply for jobs (increasing the applicant pool), incentives for another mixture of applicants (with differing abilities in different locations, etc.) , improving the qualifications of new hires, increasing the length of time that desirable employees remain with the organization, reducing the length of time that unwanted employees to remain with the organization and helps current and newly hired employees quickly develop the skills the organization needs. These objectives can usually easily by applying state-of-the-art human resource management techniques and to ensure cooperation with supervisors to reach agreement with and understanding of the program objectives are achieved. As the workforce shrinks, but the selection conditions will become more bigger. As a result, small marginal gains in test validity have less economic benefit, based on the past. To yield to invest in the development and use of modern methods for selecting economic returns have much more energy to combat the recruitment efforts for the number of candidates because only increase by attracting a large pool of candidates can be considered fair selection addressed are low. If small selection ratio can not be maintained, organizations can be concluded that their resources are better in training, efforts to achieve these few that are available to prepare invested. Examples of innovative recruiting programs are already plentiful. For example X Inc., has a mobile recruitment office, a van that a closed recruitment center that is looking for candidates, by visiting schools, shopping centers, and so on. X-2 employs successful minority business people to help in the community to recruit minority applicants and act as mentors. We can look at a real example: McDonalds Corporation as a leader in the recruitment of older workers emerged, which with TV commercials and formal relationships with senior citizens organizations. It is important to note that these efforts require the pool of candidates so often a coordinated medium-term programs designed to ensure that the non-traditional recruitment are effective and can be retained to expand. Evaluation of Short-Term Human Resource Programs Since for any evaluation of the program, true, this phase involves evaluating how well objectives have been achieved. Due to determine the short-term planning in terms of objectives, in general, that relatively easy to quantify (eg the number of candidates is the number of hires and performance of employees), systematic evaluation of programs for short-term organizational needs, staff development is quite feasible , and some types of program evaluations are indeed common in large organizations. For example, in part because a number of international and state laws prohibit certain forms of discrimination, in particular the selection programs have been carefully checked to ensure that employers make decisions concerning the selection of candidates, characteristics that are job related basis. Legal regulations have prompted many organizations, especially large, to evaluate empirically the relationship between applicant characteristics (eg skills) and job performance. Such evaluation stu dies (validity studies) benefit the employers because they serve the purpose of getting the right people in the right job monitor. Validity studies also serve an academic function by valuable data for researchers interested in improving our understanding of the factors that influence human performance. Until recently, when programs for the selection, training and motivation of HRM analysts criteria of effectiveness have been almost exclusively behavioral changes (such as performance and turnover were assessed) or settings (eg, job satisfaction and commitment). Such criteria have no defense to be accepted by analysts, but line management support for Human Resource programs can be difficult if the expected results of such programs are not translated in the language of business, that is, to get money. Building with continued progress in the utility analysis techniques, and human resources cost estimation techniques, it is always possible compelling economic arguments in support of human resources programs. of So, rather than argue for energy to spend resources to short-term programs that perform HRM analysts in organizational settings are free, more extensively engaged in medium-and long-term human resources issues. Intermediate-Term Human Resource Planning As we have noted, is planning organizations used to the production or service delivery processes buffer from sources of uncertainty. Human resource programs for the recruitment, selection, training and motivation of staff to help reduce the uncertainty by ensuring that a sufficient number of people with the required characteristics and skills are available at all levels in the organizations. If the planning horizon is short, there is little uncertainty about what skills and how many people are needed, and it is forecast to provide relatively easy. However, rapid and ongoing changes in todays business world means that not just the future by simply projecting past trends can be expected. As the focus moves from short term planning in the medium term the question what do we need? is less easy to answer and so is always dominant. For medium-term planning, there is more uncertainty with respect to the question What will there be? Consequently, personnel planning for the distant future quickly raises the question, How can we determine what is needed and what will there be? In other words, more technical attention be given to the problem of forecasting. As a short-term staffing to provide the two problems of forecasting, demand and forecasts of both, before goals can be demonstrated and developed programs are addressed. With the growing uncertainty, the interaction between the human resource planners and line managers is critical for accurate forecasts of supply and demand. Medium-term Demand Forecast To forecast the number and characteristics of people who are necessary to the jobs that will exist in the organization of medium-term future (is in two three years ago), the strategic planner and try to organizational outputs to predict, as expected, the production volume, turnover and levels. The outputs that an organization to deliver produce or to use in combination with the technology, the organization that wants to dictate to generate the outputs, the human resources needs of the intended organization. Prediction outputs needed in view of factors such as future requirements of the market for the products and services, the organization offers, the share of the market that the organization is likely to be able to serve, the availability and nature of new technologies that the amounts can affect, and types of products or services that may be offered, and the various countries to serve in which the organization of it. The task of drawing up plans that specify the intended future results (in terms of quantity, type and location) of the organization is usually the responsibility of middle level managers. Human resource planners need to translate these objectives must be for outputs to predict the amount and type of jobs that people perform in order will produce the desired results. Prediction of future needs of human resources requires: (A) Once an accurate model of the factors that influence the demand and (B) is able to predict the state of all important variables in the model. Organizations that may be quite stable in environments that most models of the main factors that determine the demand for up to three years in the future to construct part. It is even possible that some organizations to quantify the expected values of the variables in their models, what they can statistical forecasting techniques such as regression analysis, using time series analysis and stochastic modeling of the human means demand forecast. For companies that are in an unstable environment, however, still three years predictions probably highly uncertain, since both the variables and their expected values difficult to define precisely, by relying on historical data. Given the complexity of the statistical forecast, it is understandable that the evaluative techniques used more frequently than statistical techniques. A simple type of judgmental forecasting is a Senior estimate. Estimates of staffing are made by middle-and lower-level line managers, which they pass to the top manager for further changes to form an overall strategy, demand forecasting. Increasingly, planners are human resource in these stages of the estimation and revision involved an integrated approach to planning ensured. A more sophisticated method of judgmental forecasting, the Delphi technique, developed a decision-making method in order to maximize benefits and minimize the dysfunctional aspects of group decision making is. In a Delphi session (which must not be face-to-face) take, several experts will present their forecasts and assumptions. An intermediary is any expert in the forecast and assumptions to the other, then the changes in their own forecasts. This process continues until a viable composite forecast is created. The composite may represent specific projections or a series of projections, depending on the expert positions. The Delphi technique seems to be particularly useful for the generation of solutions for unstructured and complex issues, such as those generated during the planning. There are limits, however. For example, if experts do not agree that their views on a final solution that all parties accept the yield can be difficult. Nevertheless, the personnel integrate planners various forecasts to establish the human resource objectives and design programs to achieve these objectives, and line managers are the forecasts as appropriate when they accept offers for their support during th e implementation phase of the Human Resources Programs . Both executives estimates and the Delphi technique usually on forecasts for the number of employees, the focus is likely to be needed. Less attention is usually paid to the question of quality (eg, skills and abilities) that require the prospective employee is primarily because techniques were not widely available for predicting this. If analysts participate in short-term planning, job analysis is used to need the qualities that employees in order to determine current run existing jobs. Rapid technological changes mean jobs in the future are certain jobs in the present, however, differ. As an indication of the fact that HRM analysts now frequently deal with problems of medium-term planning, research, efforts are underway to establish procedures for the implementation of future-oriented (strategic) job analysis and identifying the leadership skills that are necessary for developing effective performance in the future. Because job analysis results in the basis on which the majority of human resource programs are constructed, the development of sound future-oriented job analysis methods is a challenge that must meet HRM analysts before they can realize their potential as contributors to the long-term effectiveness of organizations. Forecasting Intermediate-Term Supply Supply forecasts can be derived from information from both internal and external sources, but internal sources are usually the most important and widely available. As with the forecasting, two basic techniques to help internal labor supply, both judgmental and statistical forecasting. A judgmental forecasting technique to supply replacement planning. Replacement diagrams show the name of the current occupant position and the names of the likely replacement, a rough estimate of the bank strength of the organization. Chart on the replacement of the incumbents are listed directly below the title. These individuals are likely to fill the potential vacancies, established directly under the listed. Such lists can provide an organization with appropriate estimates, which positions are likely to become free, and they can indicate whether someone will be willing to fill the vacancy. Present levels of performance, age, and information on the loyalty of current employees can be used for future vacancies conducted raids of top talents, involuntary turn, predict