Ethical Decision Making Constructing the Wonthaggi...

Ethical decision making constructing the Wonthaggi Desalination Plant Executive Summary Water Forever is a media group writing for a business journal. The group has an interest in how desalination directly benefits the various stakeholders. The Victorian desalination plant (WDP) located in South Victoria off the coast line of Wonthaggi located has received much criticism. Many controversial and ethical issues have been expressed by various stakeholders. Despite these concerns, a decision has been made to go ahead with the multibillion dollar project and build Australia’s largest desalination plant. The Victorian government’s target was to deliver drinking water that is amongst the best in Australia and to ensure that Victorians no†¦show more content†¦Today, desalination is a common process thats used in seaside cities and towns worldwide. There are more than 15,000 desalination plants around the world providing freshwater from salt and brackish water alike (Planet Green 2011). This number continues to grow as researchers work to improve the proc ess, both in terms of cost effectiveness and energy efficiency (DSE 2011). But countries such as Australia, Israel and even the United States are continually adding desalination plants of various sorts into their water-management portfolios. The facilities are common in North Africa and the Mideast, where freshwater is scarce (Chandler 2008). Desalination is a proven technology; we know it works as we can see from other countries that have desalination plants. We know it will produce water no matter the weather rain, hail or shin. The Victorian Government believes that it’s a good insurance policy, and has given the all go for the WDP. The Victorian Government has said it will buy renewable energy credits to offset the plants power requirement - about 3.5 kilowatt hours for each 1000 litres of drinking water, plus almost half as much again to pump it to Melbourne (DSE January 2009). Dr Tim Fletcher, director of the Institute for Sustainable Water Resources at Monash

Technological Lazieness Essay - 1336 Words

Technological Laziness By David Smith Why are people so lazy? Could it be from the rapid development of technology? It seems these days that people do things the easiest way possible. With all the modern day advances that we’ve had people spend more time on the couch and less time at work or play. Is technology making us lazy? Has technology made life too easy? Some may argue that technology is suppose to make life easier, but technology is crippling are way of life. Technological advances are making people lazy. The more technology people have the lazier they become. Technology makes it easy enough for us to go through life without even setting a foot outside. In today’s life you don’t need to go anywhere you can order everything over†¦show more content†¦Not just cooking food makes us lazy. The invention of cropping machines revolutionized the farming industry in the 1800’s by being able to mass produce goods (Wikipedia). Before we had supermarkets most people grew their own food. T his helps to show how technology is making us lazy. We don’t have to work to hard at all to get what we want anymore. As crop technology increased by the cultivation of plants, people could grow the same amount of plants but have a higher yield of crops (Wikipedia). Meaning you could do the same amount of work and get nearly twice as much crop as before. As said before laziness is doing less work when capable of doing more. Another source of technology that is making us lazy is the television. TV’s are everywhere nowadays. According to the A.C. Nielsen Co., the average American watches more than 4 hours of TV each day (or 28 hours/week, or 2 months of nonstop TV-watching per year). In a 65-year life, that person will have spent 9 years watching television (TV Free America). Clearly people just can’t go without missing their favorite shows. There may be some TV related material that is informational or important, such as the news or government debates. But, all that can also be read about in the newspaper or listened to on the radio. Television is making people lazy by causing them to spend more time inside and less time socializing. Laundry is another

Antigone (1372 words) Essay Example For Students

Antigone (1372 words) Essay AntigoneIn Sophocles Greek tragedy, Antigone, two characters undergo characterchanges. During the play the audience sees these two characters attitudeschange from close minded to open-minded. It is their close minded, stubbornattitudes, which lead to their decline in the play, and ultimately to a seriesof deaths. In the beginning Antigone is a close minded character who laterbecomes open minded. After the death of her brothers, Eteocles and Polyneices,Creon becomes the ruler of Thebes. He decides that Eteocles will receive afuneral with military honors because he fought for his country. However,Polyneices, who broke his exile to spill the blood of his father and sellhis own people into slavery, will have no burial. Antigone disagrees withCreons unjust actions and says, Creon is not strong enough to stand in myway. She vows to bury her brother so that his soul may gain the peace of theunderworld. Antigone is torn between the law placed against burying her brotherand her own thoughts of doing what she feels should be done for her family. Herintent is simply to give her brother, Polyneices, a proper burial so that shewill follow the laws of the gods. Antigone knows that she is in danger ofbeing killed for her actions and she says, I say that this crime is holy: Ishall lie down with him in death, and I shall be as dear to him as he to me.Her own laws, or morals, drive her to break Creons law placed againstPolyneices burial. Even after she realizes that she will have to bury Polyneiceswithout the help of her sister, Ismene, she says: Go away, Ismene: I shall behating you soon, and the dead will too, For your words are hateful. Leave me myfoolish plan: I am not afraid of the danger; if it means death, It will not bethe worst of deaths-death without honor. Here Ismene is trying to reason withAntigone by saying that she cannot disobey the law because of the consequences. Antigone is close-minded when she immediately tells her to go away and refusesto listen to her. Later in the play, Antigone is sorrowful for her actions andthe consequences yet she is not regretful for her crime. She says her crime isjust, yet she does regret being forced to commit it. Antigone now has theability to consider her consequences because her action of burying her brotheris complete. She knows her crime is justified, but her new open-mindedness leadsher to consider the alternative. Even though she knows she will die with honorshe is grieving for the way she was forced to commit a crime to take an actionshe believes is justifiable. This is seem when Antigone says: Soon I shall bewith my own again . . . To me, since it was my hand That washed him clean andpoured the ritual wine: And my reward is death before my time! And yet, asmens hearts knows, I have done no wrong, I have not sinned before God. Or ifI have, I shall know the truth in death. But if the guilt Lies upon Creon whojudged me, then, I pray, May his punishment equal my own. Antigones statementshows open-mindedness because she says she does not believe she has sinned butif she has she will know in death. Before Antigone believed that her actionswere not sinful, but how she shows an open mind. She is also saying if it isCreons fault that she will die then may he die also for sending her unjustlyto her death. Antigone says: Thebes, and you my fathers gods, And rulers ofThebes, you see me now, the last Unhappy daughter of a line of kings, Yourkings, led away to death. You will remember What things I suffer, and at whatmens hands Because I would not transgress the laws of heaven Come: let uswait no longer. She comes from a long line of kings that were fated to diebecause of a curse placed on them. She willingly leaves to die knowing that itis an honorable death. Antigone hangs herself, in the tomb she was placed in byCreon, using a noose of her fine linen veil. Creon, Antigones uncle,experiences a change of close-mindedness to open-mindedness with his actionsthroughout the play. Creons close-minded attitude can be seen when he says:This is my command, and you can see the wisdom behind it. As long as I am king,no traitor is going to be honored with The loyal man. But whoever shows by wordand deed that he Is on the side of the state, he shall have my respect while Heis living, and my reverence when he is dead. Creon is saying that as long as heis king that this is the way it will be, and you can see wisdom behind it. .ue35e4259648e2b375209c5bfb719eeb7 , .ue35e4259648e2b375209c5bfb719eeb7 .postImageUrl , .ue35e4259648e2b375209c5bfb719eeb7 .centered-text-area { min-height: 80px; position: relative; } .ue35e4259648e2b375209c5bfb719eeb7 , .ue35e4259648e2b375209c5bfb719eeb7:hover , .ue35e4259648e2b375209c5bfb719eeb7:visited , .ue35e4259648e2b375209c5bfb719eeb7:active { border:0!important; } .ue35e4259648e2b375209c5bfb719eeb7 .clearfix:after { content: ""; display: table; clear: both; } .ue35e4259648e2b375209c5bfb719eeb7 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue35e4259648e2b375209c5bfb719eeb7:active , .ue35e4259648e2b375209c5bfb719eeb7:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue35e4259648e2b375209c5bfb719eeb7 .centered-text-area { width: 100%; position: relative ; } .ue35e4259648e2b375209c5bfb719eeb7 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue35e4259648e2b375209c5bfb719eeb7 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue35e4259648e2b375209c5bfb719eeb7 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue35e4259648e2b375209c5bfb719eeb7:hover .ctaButton { background-color: #34495E!important; } .ue35e4259648e2b375209c5bfb719eeb7 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue35e4259648e2b375209c5bfb719eeb7 .ue35e4259648e2b375209c5bfb719eeb7-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue35e4259648e2b375209c5bfb719eeb7:after { content: ""; display: block; clear: both; } READ: What Drives History? EssayUnfortunately he is convinced that this is the right way to rule, and it is thisattitude that leads to Creons decline. When Choragos tries to explain whyPolyneices is now buried Creon says: Stop! Must you doddering wrecks Go our ofyour heads entirely? The gods! Intolerable! . . . Is it your senileopinion that the gods love to honor bad men? A pious thought! Creon does notaccept that a higher being could possibly judge Polyneices differently then hehas. This example of close-mindedness shows that Creon compares his views withthose of Greek gods. After learning that Antigone is the person who defied hislaw he says: She has much to learn. The inflexi ble heart breaks first, thetoughest iron Cracks first, and the wildest horses bend their necks At the pullof the smallest curb. This is ironic because he is saying she has an inflexibleheart when in fact he is the one who is stubborn or inflexible. When asked byhis niece what he wants more than her death he says, Nothing. That gives meeverything. The audience gets a continuous look at Creons close-mindedattitude. When he says Antigones death gives him everything he meanseverything in a positive sense. In actuality her death brings him everythingnegative. This is how his close-minded, stubborn attitude leads to his decline. As a result of his inflexibility, he loses Antigone, Haimon, and Eurydice. Afterthe loss of his niece, son and wife, Creons change is sudden. While talkingto Choragos, he tells Creon to, Go quickly: free Antigone from her vault andbuild a tomb for the body of Polyneices. Creons response is contrary tohis earlier stubbornness, It is hard to deny the heart! But I will do it: Iwill not fight with destiny. Creon is now becoming open-minded. He says thathe will no longer fight destiny and this shows that he was not right to punishAntigone in the first place. Another example of Creons change is shown whenthe Messenger says: Take the case of Creon: Creon was happy once, as I counthappiness: Victorious in battle, soul governor of the land, Fortunate father ofchildren nobly born. And now it is all gone from him. This illustrates Creonsdecline due to his stubborn, inflexible attitude. He has lost all of hishappiness, explained by the Messenger, leading towards his decline because ofhis stubbor n personality. The Messenger says, Haimon is dead; and the handthat killed him is his own hand. Choragos response is, His fathers?or his own? The Messenger replies, His own, driven mad by the murder hisfather had done. Haimons suicide is being placed on Creons stubbornmurdering. He also admits to this later when he says, I have killed my sonand my wife. Choragos attempts to explain Creons newfound open mind whenhe says: There is no happiness where there is no wisdom; No wisdom but insubmission to the gods. Big words are always punished, And proud men in old agelearn to be wise. This statement illustrates that Creons big words arepunished by the deaths of his niece, son and wife. Creon learns to be wise or tobecome more open-minded after he is too late to stop the deaths in his family. Creon was a proud man, but with time and consequences he learned to be wise. Antigone is a tragedy that involves the changing attitudes of two characters. Itis through the changes made by Antigone and Creon from close-minded toopen-minded characters that the play becomes a tragedy. With Creons stubbornlaws and Antigones stubborn opinion in the beginning of the play, the tragedymay take place.

Palms Hospital Analysis Essay Example For Students

Palms Hospital Analysis Essay | Palms Hospital| Memo To: From: CC: Date: Re:Ambulatory Surgical Center Executive Summary The Palms Hospital is considering an expansion project that would utilize land previously purchased. By expanding into ambulatory surgical services, the hospital has the opportunity to increase revenues and capture market share in this area. Investigation in the NPV of the project and a scenario analysis reveal that the project would be profitable. Debt Financing This project will most likely involve debt financing. This means that interest expense would occur and should be taken into account in the analysis of the project. Interest expense is a cash expense and is automatically included when the net cash flows are adjusted for the time value of money. If you added interest expense into the cash flows outlays, it would get counted twice. Interest expense affects the amount of income taxes; it must be used in calculating income tax expense before subtracting it from cash flow outlay. Thus, interest expense would be accounted for by the cost of capital since the interest expense would be a cost associated with borrowing money for the project. The 10% cost of capital includes the cost of debt financing. What to do with the Land The $150,000 that the hospital paid for the land five years ago should be considered a sunk cost because it is a cash outlay that already occurred. Since it has been irrevocably committed, it is an outlay that is unaffected by the current decision to accept or reject the proposed ambulatory surgery center. It is a non-incremental cash flow that is not relevant to the analysis. However, now that the land is valued by the market at $200,000, it is an opportunity cost of accepting this project. If the hospital uses the land for the project, it cannot sell the land and therefore $200,000 is foregone. Additionally, if the hospital uses the land for the surgical center, it cannot be used for another project. The value of the land should not be disregarded as there is an opportunity cost inherent in the use of the property. For Palms Hospital, the opportunity cost is the cash flow that could be realized from selling the property. Thus, the ambulatory surgical center should have an opportunity cost of $200,000 charged against it. Overhead Costs The overhead costs that should be included are incremental overhead costs for the hospital associated with the new surgical center. In this case, it states that the hospital’s cash overhead costs will increase by $36,000 annually. Thus, this would be the amount of overhead cost to be included. The case does say that an additional $25,000 would be allocated, but this is a re-distribution of administrative overhead costs and not an incremental addition. Therefore, it should not be included in the project analysis since it is not increasing the hospital’s overall overhead costs. Inpatient Surgery Cannibalization The effect of the surgical center project will have on other business projects should be considered. When the effect is negative, it is called cannibalization, because the project is expected to reduce other revenue sources within the business. The chief of medicine reported that the surgical center would negative impact up to $1,000,000 in cash revenues annually as patients used the new surgical center instead of other services offered by the hospital. This means that the incremental revenues from the new surgical center are the revenues attributable to the new center, less the revenues lost from forgone surgery services. However, expenses should also be considered. The costs saved due to the reduction in patient volume of other surgical services would be a benefit of having the new surgical center. Hence, these cost savings should be considered in the analysis. However, if it is believed that surgical patients would be lost to another entity entering the local ambulatory surgery market, then the loss of these patients would not affect the new surgical project at all because these losses would occur regardless of the project being accepted. Sensitivity Analysis Achondroplasia EssayAlso cash flows expected in the distant future are generally more difficult to forecast than near-term cash flows, so shorter payback projects are generally less risky than those with longer paybacks. Therefore, payback is often used as a rough measure of a project’s liquidity and risk. For Palms Hospital, the payback period is the quickest with best case, followed by the most likely case, then the worst case. Net Present Value, NPV, is a profitability measure that uses the discounted cash flow technique. An NPV of zero signifies that the project’s cash inflows are just sufficient to return the capital invested in the project and provide the required rate of return on that invested capital. If the NPV is positive, then it is generating excess cash flows, and these excess cash flows are available to management to reinvest in the firm. If a project has a negative NPV, its cash inflows will not ever recover the invested capital, so the project is unprofitable and acceptance would cause the financial condition of the business to deteriorate. For Palms Hospital, the NPV is the highest with best case, followed by the most likely case, then the worst case. Internal Rate of Return, IRR, is another profitability measure that yields the project’s profitability or expected rate of return as opposed to the project’s dollar profitability given by NPV. IRR is the discount rate that equates the present value of the project’s expected cash inflows to the present value of the project’s expected cash outflows. If the IRR exceeds the project’s cost of capital, a surplus remains after recovering the invested capital and paying for its use, and this surplus accrues. Reversely, if the IRR is less than the project cost of capital, then taking the project impose a cost on the organization. To have a positive NPV, the project’s IRR must be greater than its cost of capital, and a negative NPV signifies a project with an IRR less than its cost of capital. For Palms Hospital, the IRR is the highest with best case, followed by the most likely case, then the worst case. Projects that are deemed profitable by the NPV method will also be deemed profitable by the IRR method. Therefore, NPV and IRR are perfect substitutes for one another in estimating whether a project is profitable or not. In general, academics prefer the NPV profitability measure. This preference stems from two factors: NPV measures profitability in dollars, which is a direct measure of the contribution of the project to the value of the business, and both the NPV and IRR, because they are discounted cash flow techniques require an assumption about the rate at which project cash flows can be reinvested, and the NPV method has the better assumption – reinvestment at the cost of capital is a better assumption than reinvestment at the IRR rate, so NPV is a theoretically better measure of profitability than IRR. The returns from capital reinvested within the firm are more likely to be around the cost of capital than at the project’s IRR. Typically, an organization can obtain outside capital at a cost roughly equal to the cost of capital so cash flows generated by a project could be replaced by capital having this cost. This was also seen in the case with Palms Hospital and the ambulatory surgical center. Recommendation Upon analyzing the NPV, it is recommended to proceed with the project. The IRR and payback period also reveal the potential profitability of the project. A scenario analysis revealed that the NPV of the project is greatly dependent on the number of procedures performed by the surgical center. The Palms Hospital should ensure that appropriate assumptions were made as to how many procedures could be performed. If competitors are expected to enter, then the hospital should re-evaluate the number of procedure that could be performed and try to capture the bulk of the market. Management needs to be sure that bias hasn’t entered the analysis and overstated the forecasted number of procedures because this would exaggerate the profitability of the project.

Wind Turbine SWOT analysis an Example by

Wind Turbine SWOT analysis Introduction of Distributed Energy Systems wind Turbines. Distributed Energy Systems have been doing wind turbine design for the past 30 years. They have patented a design named NorthWind 100 wind turbine which is a village-scale wind-turbine designed for distributed generation and isolated grid applications. The turbine is a cost-effective method to meet the energy requirements of smaller rural independent power producers and other such small-scale utilities (DESC p. 1-2) Brief history of company Need essay sample on "Wind Turbine SWOT analysis" topic? We will write a custom essay sample specifically for you Proceed Our Customers Usually Tell EssayLab professionals:Who wants to write essay for me?Specialists propose: Writing Essay Papers Is Easier With UsHelp Write An Essay Online Cheap Essay Writing Custom Writing Service Custom Essay Company Distributed Energy Systems was formed in 2003 after Northern Power, a company incorporated in the year 1974 acquired Proton Energy established in the year 1996. The acquisition occurred in the month of may and in the month of December the directors and shareholders of both these companies voted for the creation of aa joint company known as Distributed Energy Systems (DESC p. 1-3) What are the core values? The core values of Distributed Energy Systems lies in its commitment to produce and provide energy to people requiring reliable environment-friendly produced power at any place (Reuters p. 2) Number of employees The company employs about 230 people in all (Google Finance) Core competencies Distributed Energy Systems primarily focuses on providing distributed power to various clients for both industrial and commercial purposes. The client list also includes the government who order complete energy systems. The company works on latest technologies like wind turbines, micro-turbines, hydrogen fuel and photovoltaic cells, gas turbines and reciprocating engines. The company uses these technologies to convert energy from various sources like biofuels, natural gas, sunlight, wind etc. into electrical energy. The company has till date installed over 800 systems in 26 countries. In addition to providing systems the company also provides maintenance and overhaul operation services. The products produced are both for stand-alone and grid connected purposes. (Reuters p. 1, 3) The environmental scan The environment of Distributed energy system is extremely competitive. There are certain areas of the business that would be directly affected by regulations line natural gas and oil. Apart from these, the other renewable sources of energy should not suffer too much except from the pressure from other oil or natural gas based energy systems producing companies. The political environment and stability would also affect these too areas most adversely, while the other areas may be considered to be relatively safe. While a multi-cultural environment has to be taken into account while designing products, yet the energy requirements and product cost affordability remains essentially the same for many countries. Unless the company wishes to expand in economically very weak countries, the culture should not pose a problem for it. The technological environment should be very strong if DESC wishes to survive in this business. The company needs a very strong R&D to stay ahead of its competitors and offer innovative solutions to its customers. Competition The company is positioned between the power equipment manufacturers and the commercial and industrial users, in terms of the supply chain. There have been many new entrants in the business which has led to a very competitive environment. The company competitors in addition to other systems integrators are also the distributors and manufacturers themselves. In addition there are many energy service related companies which it has to compete against like Encorn, PowerLight, GE Power Systems, Invensys etc. (Edgar Online p. 15) Some other competitors are the DTE systems, Plug Power Inc., IDACORP Inc., General Motors, United Technologies Corporation etc. (Google Finance) Financial Statistics The company has an yearly revenue of 44.6 million USD, with an yearly growth of 10.3%. The cost per share value is 0.234 with each share having a book value of 0.971USD (Yahoo Finance) Conclusion Distributed energy systems limited has a lot of potential to expand in newer countries. The chief advantage is the wide variety of energy area it operates in which reduces its reliability on a very stable environment related to any particular energy area. However, it would be advisable for the company to do market research related checking the preference and requirement of customers, which would be helpful in designing its marketing strategy. References DESC, Company History, 2007, DESC, Wind Turbines, 2007, Edgar Online, Distributed Energy Systems, Google Finance, Distributed Energy Systems Corporation, (DESC), Reuters, Distributed Energy Systems Corporation, (DESC), 2007, Yahoo Finance, Distributed Energy Systems Corporation, 2007

20 5-Paragraph Essay Topics Issue Relevant to Povert that You Must Discuss in an Essay

20 5-Paragraph Essay Topics Issue Relevant to Povert that You Must Discuss in an Essay If you are searching for topics on the culture of poverty for a 5 paragraph essay, look over the 20 topics supplied in the list below. These topics cover a diversified selection of ideas. They all tackle multiple aspects of the theory of the culture of poverty including influences that pour into it, and theories which have since stemmed from it. This list of varied topics is meant to support your endeavor, offering some guidance on subject matter appropriate for your next assignment. It is incumbent upon you to review the assignment details given to you by your teacher and from there, review the list of potential ideas below to find something which best suits your task. The Traits that Characterize the Culture of Poverty Marriage as a Route to Poverty Creation of Benefits among Impoverished Subcultures Legitimacy of Blaming Poor People for Poverty Factors Contributing to the Creation of Welfare Nation Impact of Poverty on Nations Worldwide Poverty in Rich Countries: The Case of America Social Learning Theories: The Use of Culture of Poverty Global Problems and Culture of Poverty Impact of Long Term Poverty: Understanding Culture of Poverty Concentrated Poverty: Cultural Influences Does Job Creation Reduce Poverty? Validity of the Culture of Poverty Theory Re-Evaluating Culture of Poverty for Modern Society The Evolution of the Debate on Poverty Influence of Kaaryn Gustafson on Culture of Poverty Influence of Mario Luis Small on Culture of Poverty Culture of Poverty Influence on Politics Culture of Poverty Influence on Welfare Reform Consequences of Culture of Poverty Sample 5-Paragraph Essay â€Å"The Traits That Characterize the Culture of Poverty† The theory of a culture of poverty is something which was created in 1959 when a book was published by an anthropologist named Oscar Lewis. This book was titled Five Families: Mexican Case Studies in the Culture of Poverty. The culture of poverty theory is one which states that living in conditions where poverty high rates of poverty are observed in high amounts will lead to creation of a culture or even a subculture which has adapted to the conditions of poverty.   This culture has been characterized by the ever present feelings of being marginalized, feeling dependent, being helpless, and feeling powerless. Individuals who live inside of a culture of poverty have no real sense of history and therefore they lack knowledge needed to alleviate the conditions in which they live through collective action. Instead they focus only on their individual problems. When poverty is imposed on a population that structure can actually lead to the development of a culture of poverty. This result s in individuals becoming autonomous, and developing attitudes and behaviors which are passed down from one generation to the next through socialization. The ethnography in which this theory made its first appearance renders poor people as a legitimate subject transformed by poverty. The original ethnography argued that the burdens of poverty are systematic and when the burdens are imposed upon members of society they form a subculture. This culture is formed by children who are socialized into attitudes and behaviors which perpetuate poverty and create their own inability to escape the impoverished environment in which they live. This theory further acknowledges that all past factors which have created this condition of society including substandard education and housing as well as a lack of job opportunities, sufficient social services with persistent discrimination and racial segregation together no longer matter. This theory perpetuates the notion that the cause of poverty and present behavior and the attitude of the poor people themselves. This would imply that public assistance to those who are poor, in the form of direct assistance or welfare will not eliminate poverty because the poverty is inherent within the culture of the poor. By following the reasoning laid out by this anthropologist the blame for poverty is shifted from the economic and social conditions and placed upon the poor people themselves. A great deal of the evidence presented in the original publication in support of this theory suffers from fallacies in the methodology. Because of this, when publicly criticized during the 1970s the theory became less influential but did make a comeback in the early 2000. During this time it impacted welfare reform once again with particular influence on Assistance for Needy Families in 1997 and again in 2005. Senator Daniel Patrick Moynihan used this theory in 1965 to support a publication about poor African Americans. This report stated that poor black people in America were stuck in a tangle of pathology and it was this pathology which caused the breakdown of the modern black family. It was argued that the traditional family among the African Americans during times of slavery was broken by slavery itself. It further stated that black males felt a sense of powerlessness during slavery which since that time had created a culture of dependency. This culture of dependency was argued to be the reason that traditional male headed households were declining among black families and the reason that black males were not succeeding as well in the social ladder. Overall the characteristics of the culture of poverty emphasize traits of maladaptive behaviors and attitudes from those who live in poverty. It is argued that people who live in poverty develop a subculture which adapts to the conditions, characterized by regular feelings of being marginalized, dependent, helpless and powerless. Furthermore those who live within a culture of poverty have no real sense of collective history and therefore cannot alleviate the condition based on collective action. Instead, these individuals focus on their own troubles and their own troubles alone. References: Owens, Patricia. The Family, the Culture of Poverty and Welfare Provision.  RAIN  63 (1984): 6. Web. Ravenhill, Megan.  The Culture of Homelessness. Aldershot: Ashgate, 2008. Print. Redeaux, Monique. The Culture of Poverty Reloaded.  Monthly Review  63.3 (2011): 96. Web. Rodman, Hyman.  Lower-Class Families. New York: Oxford University Press, 1971. Print. Tuason, Ma. Teresa. Culture Of Poverty: Lessons From Two Case Studies of Poverty in the Philippines; One Became Rich, the Other One Stayed Poor.  Online Readings in Psychology and Culture  8.1 (2002): n. pag. Web. Van Til, Sally Bould.  Work and the Culture of Poverty. San Francisco: R and E Research Associates, 1976. Print. Wasserman, Jason Adam, and Jeffrey M Clair.  At Home on the Street. Boulder, CO: Lynne Rienner Publishers, 2010. Print.

Indias Cast System Essay Example | Topics and Well Written Essays - 2250 words

Indias Cast System - Essay Example It is linked to a concept called the four varnas, which will be covered in more detail below. The caste system comes about from an innate (something that a being is born with) spiritual place in the universe based upon these four varnas. The purpose of this paper is to investigate and evaluate the caste system in India and it’s relationships to Hinduism to provide a general overview of this important aspect of Indian life. The paper will also explore how important this system is for many Indians, and the changes that are being made to the system in response to global political change. Overview of the Caste System To fully understand the caste system of India, the specific consideration of different spiritual aspects is needed. Perhaps the most important part of the caste system is based around the central concept of the four varnas, which are large categories. The first of these (and the most highly regarded) is the Brahmin class. The usual translation for this caste is schola rly, representing the important role that this caste plays in religious and philosophical occupations within India (Fuller, 1979). The next most highly regarded caste is the Kshatriya, representing what could be considered a military elite or warrior class. The purpose of this caste in Hindu society is to protect society (Fuller, 1979). The third most important class according to the varnas is the Vaishya class. This is the pastoral or farming class, with many of the occupations of its members revolving around livestock and crop farming. This caste may also take up trade careers (Chandra, 2005). Finally, Shudra individuals are seen as part of the servant class. People born into this caste may typically expect to have jobs serving the members of the other three castes (Chandra, 2005). There is also a final group which may not be seen as part of the traditional caste system, for individuals who are not members of any other group. These people are known as the untouchables and can occu py some of the least favourable positions in society and can be ignored by members of any caste (Pruthi, 2004). There are also further divisions within each caste which are known as jatis (Singh, 2005). These can vary between Indian regions, but family members tend to remain within one jati (which dictates occupation). It is also traditional for jati members to marry within a group and carry on an occupation lineage, as with the much broader caste system described above (Singh, 2005). Each jati will fit with other ‘tribes’ into the more general caste system outlined above. These groups tend to be much smaller but still very close-knit in nature, which has led some people to call the jati the ‘building blocks’ of Indian society (Pruthi, 2004). It can be fairly difficult to move between jatis, as with castes, because intermarriage and communication between the groups is not generally encouraged (Pruthi, 2004). It may also be difficult for a member of one jati to learn the trade of another, again prohibiting movement between the groups (Pruthi, 2004). It is possible for a jati as a whole to improve social status by avoiding untouchables and unpleasant work and taking on more priestly ways (such as following the Hindu practices of vegetarianism, for example). History of the Caste System There is some debate about the origination of the caste system. As it has such close ties to Hinduism, it makes sense to evaluate the

Identify the role of State Legislators Essay Example | Topics and Well Written Essays - 250 words

Identify the role of State Legislators - Essay Example Under current law if a vehicle or vessel is driven recklessly and causes a serious bodily injury it is a fourth degree crime. Serious bodily injury creates a large or substantial risk of death or causes disfigurement, protracted loss or impairment of any bodily member or organ (http://www.njleg.state.nj.us/2010/Bills/A1000/676_S1.PDF). That action causing physical pain, illness or impairment is ‘bodily injury.’ Bill A676 would upgrade this crime of assault to a crime of the third degree which in turn would qualify it for further and more severe prosecution. This would bring about an increase from imprisonment of up to 18 month and a possible fine of up to 10,000 to a three to five year term of imprisonment with a possible fine of up to 15,000. As a Police Officer it is possible to be influential in the passing of bills and creation of new laws by acting as advocates and supporting lobbyist who represent the criminal justice sector and its promotion. Criminal justice agencies are extremely important in getting bills through the Legislature with the use of media contacts and public appeal. This involves getting the general public on board and in agreement with criminal justice agencies and proposed changes or recommendations in laws. Frequently and unfortunately it takes a tragic act to attract attention to areas of the law which need improvement and a better balance. Criminal justice agencies should definitely have a say and opinion in which laws are passed and how and what resources are located to which departments, in order of importance and interest of the public. Agencies usually are on the front line when dealing with the issues that Legislators are merely discussing and reviewing. They are not such as the Officer who constantly sees faulty policy or complete lack of policy in some cases and are best able to recognize the difference and improvements possible through the use of the agencies

The Role of HR in Health Care Settings Term Paper

The Role of HR in Health Care Settings - Term Paper Example A description of how the perceptions were similar or different from the roles outlined in the learning resources is also covered. Subsequently, my experiences that may have influenced my perceptions are also outlined in this paper. Before delineating these issues, it is of importance to mention the different roles of HR and nurse managers. The HR is mandated with the role of negotiating the pay package, giving advice on rules and regulations pertaining to employment, organizing all aspects relating to recruitment of new employees, and giving recommendations when it comes to terminating employment. Nurse managers are the ultimate decision makers when recruiting and terminating new employees, perform sporadic appraisals of performance, gives constant trainings to employees, and also ensure a conducive and friendly working environment (Introduction to Healthcare Human Resources Management Program Transcript, 2002). My experience conducting the media survey was rather mystifying. This is attributed to my perceptions on the different roles of the nurse managers and the HR. Therefore, I got some of the questions on the media survey right and some wrong. To get all the survey questions right, one needs to have a clear comprehension of the different roles of nurse managers and HR before conducting the survey. This would help in doing away with personal opinions or perceptions regarding their divergent roles. My initial perception was that the roles of the two entities were entangled, meaning they do not differ as much. One of the assumption I had is that HR and nurse managers do not work together. Based on the results from the survey, it was clear that my perception was wrong . In fact, my perception was that HR does a lot more than I even knew with the nurse managers. According to Stewart, McGoldrick, and Watson (2002) the role of the HR is "To manage and co-ordinate

Brief History Of HBL Commerce Essay

Brief History Of HBL Commerce Essay Stragtegic Human Resource Management helps an organization achieve productivity and effectiveness, by sharing the overall vision of the organization, sharing goals and objectives, and making sure that Human Resource is not just a department, but the whole organization speaks of HR as the core division, which means that organization is employee centered. Strategic HR changed a number of things in HBL. It updated the way plans were made, shifting to strategic plans, from a one-man show to bringing everybody on board, encouraging idea generation and sharing proposals, different departments sharing their plans of what to look for in the coming year and democratic decision making by appointing a Strategic Planning Division and appointing member from the Board of Directors that goes through each plan and then the CEO communicating the approved plan to the departmental heads. By this, the plan became not just an objective, but more of a bible. At HBL, after the privatization, a number of initiatives were taken, from right sizing and getting rid of lethargic employees, to introducing golden handshake schemes, from moving to performance management system to inducting young blood that brings in creative ideas. Concepts like employee engagement and job rotation became part of the policy, organization-wide rewards programs were introduced. An inevitable change in culture was also accomplished, it from the seniority based to performance based culture. Overall structure of the organization was also made flatter, removing additional levels and bureaucracy. INTRODUCTION TO HBL It is the prime Bank in country established in 1941 having a registered head office in Karachi. It was nationalized in 1974, but recently on 26th February 2004 it has been privatized by Government of Pakistan and is taken over by Aga Khan Fund for Economic Development (AKFED). They acquired 51 percent of shares of HBL. It is one of the largest Banks of Pakistan with 1439 branches, having total assets of Rs. 1,139,554,000, 5 million total number of customers helping in generating Rs 13 million profit currently. Brief History of HBL HBL established operations in Pakistan in 1947 and moved its head office to Karachi. Our first international branch was established in Colombo, Sri Lanka in 1951 and Habib Bank Plaza was built in 1972 to commemorate the banks 25th Anniversary. With a domestic market share of over 40%, HBL was nationalized in 1974 and it continued to dominate the commercial banking sector with a major market share in inward foreign remittances (55%) and loans to small industries, traders and farmers. International operations were expanded to include the USA, Singapore, Oman, Belgium, Seychelles and Maldives and the Netherlands. On December 29, 2003 Pakistans Privatization Commission announced that the Government of Pakistan had formally granted the Aga Khan Fund for Economic Development (AKFED) rights to 51% of the shareholding in HBL, against an investment of PKR 22.409 billion (USD 389 million). On February 26, 2004, management control was handed over to AKFED. The Board of Directors was reconstituted to have four AKFED nominees, including the Chairman and the President/CEO and three Government of Pakistan nominees. BUSINESS DIVISIONS AT HBL HBL has a wide array of customers, belonging to a wide range of business divisions, from individuals to corporate, from Islamic banking to commercial banking. They are divided into three main categories, as follows: Individual Customers Car, Home Loans Credit, Debit Cards Deposit Accounts BancAssurance Phone Banking FastTransfer Mutual Funds Salary Plus Business Customers Corporate Banking Commerical Banking SME Banking Global Treasury Investment Banking Cash Management Zarai Banking Asset Management Islamic Banking Deposit Accounts Financing Products Murabaha Diminishing Musharaka jarah Trade and Value added Services MISSION To make our customers prosper, our staff excel and create value for shareholders VISION Enabling people to advance with confidence and success VALUES Our values are the fundamental principles that define our culture and are brought to life in our attitudes and behavior. It is our values that make us unique and unmistakable. Our values are defined below: Excellence This is at the core of everything we do. The markets in which we operate are becoming increasingly competitive, giving our customers an abundance of choice. Only through being the very best in terms of the service we offer, our products and premises can we hope to be successful and grow. Integrity We are the leading bank in Pakistan and our success depends upon trust. Our customers and society in general expect us to possess and steadfastly adhere to high moral principles and professional standards. Customer Focus We understand fully the needs of our customers and adapt our products and services to meet these. We always strive to put the satisfaction of our customers first. Meritocracy We believe in giving opportunities and advantages to our employees on the basis of their ability. We believe in rewarding achievement and in providing first-class career opportunities for all. Progressiveness We believe in the advancement of society through the adoption of enlightened working practices, innovative new products and processes, and a spirit of enterprise. HUMAN RESOURCE AS A SOURCE OF COMPETITIVE ADVANTAGE Brief Introduction Human resource, being the pulse of any organization, is its most precious asset. And training plays a vital role in tapping and developing its potential to the utmost. With this key factor in mind, HBL pioneered its first training program in 1946, in which Muslim youth were recruited after an extensive tour of leading academic institutions. There are 78 employees in the HR department. According to Adnan-ur-Rehman Khan, Senior Manager, Human Resources at HBL Worldwide, the practice is of having 100 to 1 ratio, i.e. to have one employee of HR department per 100 employees of other departments. In Pakistan, however due to low importance of HR as a strategic function, it is okay to have 1000 to 1 ratio instead. Importance Bank is a service industry, automation cannot be done. Every activity has to be managed by human beings, a particular department is therefore unavoidable. Trust and loyalty can only be ensured by human beings. Banking involves money, which is why ensuring trust is extremely important. Housing 13,000 people is not an easy job. HR department at HBL deals with the factors associated with human beings like counseling, behavior management, motivation and job satisfaction. Since the organization is heterogeneous, complex and large a proper HR department exists to manage the diverse needs of large internal customers. Catering to administrative and long term strategic needs of employees. Support functions are required in order to help employees work towards organizational goals. RECRUITMENT PROCESS Internal job posting: This is the most traditional method which most of the companies are following in which CVs are being collected from companys website and other sources and then after the filtration process desired individuals are called for the interview. HBL actually grooms and trained their employees in different departments and whenever there is a vacancy they always prefer their trained employees. This adds a lot to the current employees confidence and morale, which they have a better chance to be promoted and thus strive to achieve higher than expectations. Entry level hiring: fresh graduates for MTOS and non MTOS: MTO admission program is being conducted in 6-7 certified universities, students who have a GPA above certain level can apply. They are being passed through screening and interview processes and then HR team hire them. Non MTOs are selected from B grade universities are passed from a testing process which is being outsourced, then they are also passed through an interview process and are shortlisted. Mid career: CV is being selected from the database of bank which points out the basic skills required for the job. After this HR team selects candidates who can perform these required tasks very effectively. These candidates are preferred to already have a career of at least 8-10 years so that they can understand the job demands properly. Cross function hiring: Hiring from different departments is also preferred as one of the recruitment method at HBL. For example while hiring for retail banking they also look into corporate bankings department. Similarly hiring for HR department can be done from compliance and audit divisions. TRAINING AND DEVELOPMENT The banks Training Division has gained renown for its excellence and efficiency and was called upon to assist in training personnel for other upcoming baking institutions. With the passage of time this assistance became a testimonial of the banks valuable contribution towards establishing and developing of other commercial banks within the country where several trained Habibians went to work with senior, middle and junior levels. Word of its skills spread far wide which led to many international banks sending their personnel to HBL for training. Presently HBL manages full-fledged teaching facilities and support staff at Karachi, Lahore and Islamabad. The training programs are conducted with the latest aids and equipment and involve extensive training to new recruits, and existing staff with specialized courses that cater to the different cadre of personnel on topics of Management, Marketing, Selling, Accounting and Finance, Banking Law and Practice and Internal Procedure. Speakers from other prestigious institutes are also invited to deliver lectures. Methods used: On the Job training Coaching/Mentoring Group Discussions Outdoor training Rewards and Recognition For them remuneration is the key element of employee engagement. Two elements of remuneration: Annual salary Performance-related benefit Performance is more than just achieving financial objectives. As a bank they pride themselves at their unique culture and values Every employee receive a values rating that reflect how employee live at their values and culture, which influence their performance related awards. . Those with the lowest value ratings would receive no annual performance related bonus, even if they achieve all their financial targets. The rating criterion is as follows A is a role model. B is an exemplary. C lived value with more time. D needs to learn values. These ratings denote your bonuses as well as pay increments. These ratings are purely awarded on the basis of performance and as mention earlier for that key performance indicators (KPI) plays a significant role. Along with these ratings they also give rewards for some particular achievement as recently they have arranged a 3 day holiday trip to Malaysia for their remote banking employees for performing significantly well. Outsourcing HBL manages its workforce by not hiring everybody. S. Ali Raza Zaidi, VP, Personnel Division said Now a days, there are companies that deal help in delivering services, which helps in keeping our workforce under control. Take credit card sales for example. These companies go for aggressive sales and telemarketing. There are not our employees, but bring us business and charge a fee for the service. In this way, HBL is also outsourcing some of the services, for which we dont need to actually employee people. However, if supervisor is needed, that must be a companys person. INNOVATION AND RISK TAKING AMONG EMPLOYEES: They motivate their employees to be courageous and bold enough to raise their voice against the system and for the system. There is a leadership board on internet to which every person is accessible and writes whatever he thinks should be done to improve the organizational effectiveness and then he is called to explain his idea in front of Board of Directors. This further elaborates the openness that is quite visible in the culture at HBL, where every employee is given confidence to speak what they feel is right and raise voice against anything that is bad, anonymity is of prime importance and HBL makes sure the whistle blowers remain behind the curtains. MOTIVATION AMONG EMPLOYEES: Motivating the employees is of primary importance to any organization. HBL follows below criteria: Compensate The salary and employee benefits your bank provides serve a major role in recruiting, retaining, and motivating staff. While salary and benefits are not the most important aspect of your jobs, they definitely contribute to recruiting, retaining, and motivating superior employees. The quest to compensate employees fairly is an ongoing challenge. If your bank pays employees too little, you may risk alienating and losing valuable employees. If you pay too much, you may be unwisely spending company resources. How much your bank can afford for employee salaries can determine the caliber of talent you attract to your organization. Performance Performance plays a significant role in motivating the employees. Performance of the employee can be judge by the employee himself. As in the beginning of the year targets are being set for the employees performance so by the end of the year employees themselves can see that what they have achieved and what more they can earn with their performance. Transition to Strategic HRM WHY SHRM? Strategic Human Resource Management practices enhance employee productivity and the ability of agencies to achieve their mission. Integrating the use of personnel practices into the strategic planning process enables an organization to better achieve its goals and objectives. With the advent of todays economy where services contribute to a major share of the GDP and the fact that the service sector is essentially people centric, it is vital that the people first approach be accepted by the organizations for sustainable business strategy. The practice of SHRM demands a proactive and hands on approach by the management as well as the HR department with regards to the entire scope of activities ranging from staffing and training and development to mentoring and pay and performance management. Adnan-ur-Rehman Khan, Senior Manager, Human Resources Were not a small firm, were in fact one of the biggest banks of Pakistan, having experience that ranges to decades. With so much experience, the one thing which we learnt is that people are your most important, and irreplaceable asset. You want monetary gains, you cannot ignore the human resource of your firm. This is infeasible today, as it is in future. If youre to go ahead, and really fulfill the vision, you have to trust your people. Invite them on the same platform, listen to their problems, and encourage them to speak their heart out. This essentially means that you welcome them on the big table, show them the big picture, share your mission, and treat your people like your stakeholders. Only in this way, by treating people as your strategic element, you can get the competitive edge against competitors. STRATEGIC PLANNING AT HBL Planning process Strategic Planning Division is made up of Board of Directors which evaluates previous performances, current market trends and forecasts future potential on a yearly basis. BoD evaluates several proposals and modified goals. All the core departments of HBL are involved in the strategy formulation, the formation of following years strategy is a combination of inputs and proposals from departments like Marketing, Operations, IT, Finance and Human Resource. According to Adnan-ur-Rehman Khan, Senior Manager, Human Resources at HBL The strategy is not just what the next year would be like, it is more like fulfilling the vision, which cannot be done without coordination of each department, responsibility and commitment of every employee of each division. The strategy is made when each department is on same page, one platform. This is what strategic planning means. The process, though extensive, only goes through with considerable consensus. The Strategic Planning Division votes on the proposals, and suggests recommendations if needed. After going through the extensive process of planning and strategizing, the plan takes the shape of a bible. Policy making is done by feedback process i.e. input, process, output and feedback. Input is provided by the BoD and top management, and then they are circulated in the organization. Employees work according to these policies and then their pros and cons are observed for the future policy making. Significance of strategic planning: Planning out the future of any business is the best way to guarantee success. It seems difficult in beginning, but as the time goes by, a strategy is what helps a business move in the right (planned) direction. At HBL, once approved strategic plans become bible for the whole organization, every department is given particular goals to meet; every department comes up with its own strategy on how to achieve those goals. SBUs are also encouraged to come up with their own business strategy, since each business division has better understanding on deciding the action plan to meet targets. According to Adnan-ur-Rehman Khan, Senior Manager, Human Resources at HBL every division is allowed to come up with its own strategy to meet the set targets, top management is flexible in this regard. Types of Strategic Goals Strategic goals are monetary and non monetary. Monetary goals are highly centralized and cascaded down to businesses and interpret these goals to SBUs and non monetary goals are transferred to support functions and support functions interpret them. Performance management system reviews the performance of SBUs and support functions, if any discrepancy is found, departmental heads are taken to task. Monitoring Performance Management System Progress of implementation of strategic goals is continuously monitored, if any discrepancy is found between performance level and set goals, it affects performance appraisal process. If everything goes as planned, performance management eventually helps in the performance appraisal of employees. Performance Managements core objective is manage talent, motivation, commitment of the employees towards the organization and its vision. They have very strong evaluation process in which the evaluation is started right away from the 1st day of joining to the bank. Right from the first day the immediate supervisor of an employee has a meeting with him and they both discusses about the goals, objectives and what is being expected from him. They have key performance indicators through which the performance of each and every employee is being analyse. With the help of this key performance indicators and the discussion with the supervisor the employee had a clear idea and road map that what he has to do and what is expected from him. The goals are being set by the mutual understanding between the employee and his supervisor. This evaluation is being done on the semi annually basis. On the basis of this evaluation employees get their pay raise and ratings. The more rating points you earned the more pay increments you will get. Communication of Goals CEO communicates these goals to direct reporters i.e. departmental heads which are further communicated to functional heads who set their respective targets. For example: the functional head of retail banking sets their target to collect the deposits of Rs 25 million and now it is to be increased to 35 million by 2013. Retail banking allocates goals to its further 20 regions after a meeting with their respective heads. Regional heads might require more resources so HR department arranges for that as well (Example quoted by S. Ali Raza Zaidi, VP, Personnel Division, HBL). Policy Making and Risk Management Board Human Resource Committee (BHRC) includes chairman, president and one independent board member. These three members issue recommendations on HR Initiatives and policies. Similarly there are committees of compliance and risk which deals with the matters like compliance with government policies on employment, ethical issues, matters like sexual harassment and the like. STRATEGIC INITIATIVES Transformation from Public to Private In 2003, under the government of General Musharraf a commission called Pakistan Privatization Commission was formed, under the leadership of Shaukat Aziz HBL, along with many other companies, was privatized and 51% of its shares were sold to Aga Khan Fund for Economic and Development (AKFED). Right Sizing of Workforce: Earlier when HBL was a public organization its culture was lethargic, many people under burdened, all responsibilities were shared vaguely. When it went private one of the strategic decisions taken was of right sizing. From 31000 employees all over Pakistan, in 1997, the number was shrunk to around 10000 and it stands at 13000 as of 2012. The right sizing did not create an ethical issue because the nature of the organizational holding was changed. Workforce cut down to 13000, which increased the productivity level and motivation because the less-productive employees were laid off which increase individual work load but not so much as to over burden employees and helped organization cut down cost of additional employees that were not contributing enough. From Annual Confidential Report to Performance Management system. Initially HBL used to do the performance appraisal on annual basis and this process was called annual confidential report which was as the name suggests kept confidential to the top management only. After privatization bank moved towards performance management system which was by nature more transparent, open to input from various departments and was reviewed on a continuous basis to make sure that the performance of employees is in line with the strategies made at the top. Paradigm Shift to Growth-Oriented According to Adnan-ur-Rehman Khan, Senior Manager, Human Resources While some organizations are strictly business oriented where the only thing that matters is money, on the other extreme there are people centric organizations which are primarily concerned with its workforce, HBL took a midway approach. The organization believes in welfare of its employees by channeling their efforts towards achieving monetary goals. Banks culture is such that its the people who bring in profits so it should be people who are benefits the most from the profit which cannot be done without organizational growth in the terms of greater market coverage. Organizational Transformation by introducing Golden Handshake Scheme When the organization realized that the current workforce could not come with many creative ideas and lacked physical efficiency and could not cope with changing market trends due to resistance to change, HBL introduced golden handshake scheme. Under this scheme 25/55 rule was established i.e. the employees with 25 years of experience within the bank and 55 years of age were offered 5 months cumulative salary and their services were recognized as an honor to HBL. Inducting Young Blood Previously discussed golden handshake scheme helped HBL to induct young blood. Since youth is more inclined towards updating themselves with latest techniques, open to change, have superior physical strength and more creative mind, this strategy helped increase efficiency in the organization. This young blood equipped with the creative mind and greater insights of recent market trends helped te bank to grow in the face of fierce competition. Tracking Employee Demand and Supply Management at HBL is alert on upcoming vacancies, and how to fill them up. Whenever an employee is about to leave, he must serve the one month notice period, the company first looks at the internal pool of candidates, those who are most eligible to be promoted. If there is no replacement available in the current employees, the bank goes the through the external recruitment process (mentioned above in recruitment process). Employee Engagement Job rotation and transfer is done every 3 years according to the policy. The assignment should be changed for this purpose. Nobody is allowed to work more than three years on the same position, he is either promoted or his job is changed, job rotation is a key policy at HBL. Job rotation program is also there for Management Trainee employees who are being rotated to different departments after every 6 months. HBL derives following benefits from their job rotation policy: Explore the Hidden Talent Job Rotation is designed to expose employees to a wider range of operations in order to assist managers in exploring their hidden talent. In the process, they are moved through a variety of assignments so that they can gain awareness about the actual working style of the organization and understand the problems that crop up at every stage. Individuals Explore Their Interests: Sometimes, employees are not aware of what would like to do until they have their hands on some specific job. If their job is rotated or they are exposed to different operations, they can identify what they are good at and what they enjoy doing. Identifies Knowledge, Skills and Attitudes: Job Rotation helps managers as well as individuals identify their KSA (Knowledge, Skills and Attitudes). It can be used in determining who needs to improve or upgrade his or skills in order to perform better. This helps in analyzing training and development needs of employees so that they can produce more output. Motivates Employees to Deal with New Challenges: When employees are exposed to different jobs or assigned new tasks, they try to give their best while effectively dealing with the challenges coming their way. Satisfaction and Decreases Attrition Rate: Exposing employees to different tasks and functions increase their satisfaction level. Job variation reduces the boredom of doing same task every day. Moreover, it decreases attrition rate of the organization. Align Competencies with Requirements: Alignment of competencies with requirements means directing the resources when and where they are required. It assesses the employees and places them at a place where their skills, competencies and caliber are used to the highest possible extent. Career counseling when needed Employees who are not able to perform or want to leave the organization voluntarily they were given incentives which were added in their benefits. In other cases where employees with good performance are planning to leave the organization then they are provided with proper career counseling by the HR manager himself and his reservations are also sorted out to maximum extent. Employee as family To motivate the employees non monetary benefits are also there which includes gatherings, trips to foreign countries, picnics, visits, lunches and formal dinners. This helps the employees feel like part of the family, rather than just workers. This is essential in terms of relationship building, and increasing communication between the top management and other employees. CORPORATE STRATEGY According to Adnan-ur-Rehman Khan, Senior Manager, Human Resources HBL follows the strategy of diversification, since it deals with different customers, in different markets. We have a different group of customers for Islamic Banking, different for Corporate Banking. We aggressively look for new divisions that have a high potential of growth. For example, we were the pioneers of Zarai Banking, which made our portfolio diverse. HBL is suppose to be a heterogeneous, complex and large organization therefore there are multiple strategies used. Centralized approach is used for financial dealings is used. Top management is flexible in this regard that every function can devise its own business strategy. Core Divisions at HBL HBLs pioneer division is Agri financing. They are market leaders and other banks are following HBL. The division deals in providing farmers with necessary financing. Second core division at HBL is Retail Banking. CULTURE AT HBL Seniority based culture to performance based culture When the bank was Public limited, the culture was more inclined towards promotion comes with age and loyalty. The transition to Private limited company ensured that the culture be changed performance based. The seniority now holds less weight as compared to actual performance, when it comes to performance appraisal. Employee Work hours and Overtime issue HBL has a very strict policy against overtime. Overtime is not appreciated much. Timings are followed strictly. Every employee is supposed to leave the office at 5.30 PM, the usual off time of the organization. If an employee is sitting late and working, he is obliged to answer as to what took him to register overtime. The culture is such that when more than 95% employees leave on time, including the top management, employees are generally demotivated to stay late as well. Responsiveness Customer responsiveness delivers an excellent customer experience. As a global research reported, 81 percent of banks with strong capabilities and competencies for delivering customer experience excellence are outperforming their competition. An effective customer response strategy enables a bank to deliver the highest standards of customer care at a time when the customer most needs it. That level of care makes an important contribution to customer satisfaction and long-term loyalty. Head of resourcing instead of head of recruitment. Outsourcing worker services, ANALYSIS OF ORGANIZATIONAL STRUCTURE The purpose of an organizational structure is to help in creating an environment for human performance. It is then, a management tool and not an end in its own. Although the structure must define the task to be done, the rules so established must also be designed in the light of abilities and motivation of the human recourse available. By analyzing the organizational structure of HBL presence of the following elements can be found in its structure. Transition towards flatter organization Another change in the private limited company was the removal of additional levels in the organizational hierarchy, this helped in reducing the communication gap between employees and management, and among

Free Things They Carried Essays: Communists and Capitalists

Communists and Capitalists in The Things They Carried The Vietnam War was directly related to the Cold War, where the communists and the capitalists used balance-of-power politics to keep the other from dominating the world. Yet, there was a role reversal amongst the soldiers fighting for the capitalists and democracy. Many of the soldiers made deals amongst themselves, which were in essence communist, stating that should one become injured or severely wounded, their "buddy" would end the soldier's suffering by killing him. This is seen in "Enemies" and "Friends". "Enemies" and "Friends" tell the tale of two soldiers who initially do not get along, but through the course of the war, form a bond that holds even through death. In the opening sentence, O'Brien says, "Lee Strunk and Dave Jensen got into a fistfight."(62) In doing so, he shows the high tensions of the entire war. The friction and animosity are evident between the USSR and the USA and North Vietnam and South Vietnam, but to show the tension within the same army proves just how drastic...

Banking Industry in Bangladesh: Its Contribution and Performance

Journal of Business Research, vol. 3, 2001 This article is brought to you by www. bdresearch. org Banking Sector in Bangladesh: Its Contribution and Performance Sharif Rayhan Siddique* A F M Mafizul Islam** Abstract: The paper attempted to highlight the prospects and opportunities of banking sector in Bangladesh. Like other economic sector in the country, Banking is one of major sectors which contribute to the national economy. The study tried to furnish the overview of the performances of banking sector and also find out the comparison among the various categories of banks with respect to the Profitability.Finally, the paper tried to establish the linear relationship among the various variables and net profit of the banking sector. 1. Introduction Banking sector of Bangladesh is one of the major sectors, which contributes significantly to the national economy. The sector comprises a number of banks in various categories. Considering ownership the sector can be classified in to four major categories – such as Nationalized Commercial Banks (NCBs), Specialized Banks (SPBs), Private Commercial Banks (PCBs), and Trans-National Banks (TNBs). The list of banks under different categories is furnished in the appendix – A.The study has been initiated to analyze the contribution of this sector and its profitability. This paper attempts to provide an overview of the contribution of the sector in national economy. The paper also analyzes the profitability of different categories of banks. Finally a regression analysis has been done to examine the relationship between the profitability and other variables. 2. Contribution of the Banking sector in National Economy Economic development – of the country is executed by the contribution of various economic sectors. Like agriculture, industries, power, transport, rade service, etc. , banking sector also has a contribution to the economic growth. In mid 80s Banking and Insurance contributed 1. 69% of GDP and g radually the figure was increasing. The maximum contribution was 2. 09% of GDP in the year 1993 and it was 2. 00% in 1996-971 Average growth rate of this contribution was 1. 51% of GDP, which shows a positive trend. Again, the sector makes a positive impact on the economic development by generating employment. In the year 1980 total number of employees in this sector was 59,235 but with in 15 years of time the figure shoot approximately double to 101,444. The average growth rate of employment generation was 3. 76% (1980-1995). Countries like Bangladesh have a burden of its unemployment, where as banking sector still keep certain impact on employment generation. __________________________ * Assistant Professor, Institute of Business Administration, University of Dhaka. ** Associate Professor, Institute of Business Administration, University of Dhaka. 1 Calculated from the data collected from Economic Trend, December 1997. 2 Ibid. 2 Banking Sector in Bangladesh: Its Contribution and P erformance Branches of the banks were also growing significantly.Increasing branches indicate a wide service provider to the population of Bangladesh. Overall growth rate of the bank branches was 2. 11% (1980-1995). But before 1990 the rate was 3. 00% and after 1990 it was 0. 92%. In early 80s for the first time Government of Bangladesh (GOB) allowed private sector to operate commercial banks. At that time number of bank branches was growing rapidly. In the early 90s this growth rate was reduced, which may be because of the saturation stage. Individuals and business organizations used to deposit their savings in the bank and borrow money form it.More the bank branches more people can be covered to avail them in banking services. Average population per branch was 19,875 during the period from 1984 to 1995. Because of the higher population growth rate (2. 22%),3 in spite of increasing branches, the population per branch was also increasing. Commercial banks are one of the profit makin g organizations, they are also making money by investing their deposits to the profitable venture through lending to the entrepreneurs. Commercial banks earn money from interest for loan and commissions and service charges for the services and it incurred expenditure as well.Average profit per taka of expenditure was 0. 10. Before 1991 this figure was quite good, but after 1991 the ratio was negative up to 1993. Maximum figure was in the year 1982 that was 0. 23 and minimum was -0. 04 in the year 1991. Recently the ratio became 0. 07 in the year 1995. During 1991 to 1993 net profit was negative. i. e. commercial banks spent more than earning but again they improved the situation by reducing their expenditure compared to income. Banks' income generated by the positive efforts of their employees.Efficient employees can earn more which observed a positive impact to profit generation. Income per employee can be one of the indicators of commercial banks' performance. Average income per e mployee from 1980 to 1995 was Tk. 227,046, i. e. per employees' contribution to income was more than Tk. 2 lacs. The ratio was increasing significantly with the average growth rate of 12%, to Tk. 371,297 in the year 1995. A country leads itself to the economic development by investing and producing more in the local area. Investment can be ensured through increased savings rate.Monetization ratio indicates a positive impact to the economic growth. This ratio is Broad Money to GDP. Average monetization ratio was 28% of GDP, and it was growing significantly from 17% in the year 1981 to 35% in the year 1995. 4 Commercial banks, as a whole, performing well and contributing to the economic development of the country. The average profitability of all banks collectively was 0. 09% during 1980 to 1995, which means profit Tk. 0. 09 earned by utilizing assets of Tk. 100. In every aspect of profit, banking sector contributes to national economy as well as to the individual organization.Despite overall growth of the banking sector was positive, but the performances of different categories of banks were not equally attractive. Following section would compare analytically the performances of various categories of banks. _____________________________________________ 3 4 Calculated from the data collected from Statistical Yearbook, 1996. Ibid. Journal of Business Research, Vol. 3, 2001 3 3. Profitability of the Different Categories of Banks: A Comparative Analysis Main focus of this comparison on net profit earned by the banks.Profit ratio, profit per taka of expenditure, profit per employee, profit per branch, profit per advance account, profit per taka of investment, profit per taka of deposit (savings), and per capita profit earned by the banks will be the variables for this analysis. Various groups of banks have different performances in terms of profit. Average measures were calculated for different categories of banks over the period from 1980 to 1995. 3. 1 Profit Ratio In case of profitability, i. e. amount of profit per Tk. 100 of asset. The ratio indicates the effective utilization of assets.Performance of the organization can be expressed by this ratio. Average profitability ratios for the various categories of banks during 1980 to 1995 were exhibited in the table below: Table 1: Profit Ratio for Various Banks Banks Profit Ratio (%) NCBs 0. 08 SPBs -0. 32 PCBs 0. 13 TNBs 0. 71 Over all 0. 09 Source: Adopted from data in Appendix – B. The table indicated the performances in terms of utilization of assets in generating profit TNBs were the best. Specialized Banks had a very worst situation in utilizing of their assets, by showing negative average net profit.Though as of 1990 net profits were increasing positively, but from 1991 to 1995 these net profit were gradually decreased to negative because of their declining income. On the other hand TNBs performance was excellent as compared to overall banks performance. Average growth rate of net profit for TNBs was 39%, which was extremely good. 3. 2 Profit per Taka of Expenditure Banks earned profit by incurring expenditure for their operations. Effective usage of financial resources led to a commendable profit situation. â€Å"How much profit earned by spending one taka† is the measure of efficiency of an organization.Following table shows net profit per taka of expenditure for the different banks Table 2 : Profit per Taka of Expenditure for Various Banks Banks Profit per taka of expenditure (Tk. ) NCBs 0. 029 SPBs -0. 092 PCBs 0. 033 TNBs 0. 307 Overall 0. 10 Source: Adopted from data in Appendix – B. 4 Banking Sector in Bangladesh: Its Contribution and Performance Over all average profit was Tk. 0. 1 by incurring expenditure of Tk. 1. i. e. average return on expenditure was 10%. But in case of individual performance SPBs had negative average return on expenditure (-9. %), on the other hand TNBs performance (30. 7%) was above the industry average. Other th an these two NCBs and PCBs both had vulnerable situation. 3. 3 Profit per Employee Effective utilization of human resources produces higher return. Earned more profit by few numbers of employee indicates commendable performance of the banks and human efficiency. Since the nature of the industry is service oriented, so human efficiency depends on intellectual abilities of the employees. Following table shows the comparison among various banks Table 3 : Profit per Employee for Various BanksBanks Profit per employee (Tk. ) NCBs 4,538 SPBs -34,216 PCBs 9,659 TNBs 285,659 Over all 12,88 Source: Adopted from data in Appendix – B. Over all profit per employee was Tk. 12,880, i. e. each employee's average contribution to the net profit was Tk. 12,880 in a year. TNBs as compared with overall, the figure was extremely good (Tk. 285,659). There are two indications for this picture, one is TNBs had highly efficient employees, and other is less number of employees. On the other hand excep t SPBs (which had negative figure), NCBs average profit per employee was Tk. ,538, which was far below from TNBs, even below from overall performance, which shows un-utilized human resources. 3. 4 Profit per Branch All categories of banks have numbers of branches covering wide range of the population of the country. To provide service to the wide range of people, banks have to establish multiple branches. Contribution to the total profit of different branches was varied, depending on the amount of deposits and advances. Table below expresses average profit contribution by the branches. Table 4 : Profit per Branch for Various Banks Banks Profit per branch (Tk. ) NCBs 6,205 SPBs -491,827 PCBs 181,548 TNBs 13,171,737 Over all 210,481 Source: Adopted from data in Appendix – B. 5 Banking Sector in Bangladesh: Its Contribution and Performance Considering all commercial banks in Bangladesh, these were earned on an average Tk. 0. 064 from investing one taka. The average Return on Inv estment (ROI) was not inadequate (6. 4%) as compared to any business. In case of TNBs this rate was very attractive (12. 7%), but except SPBs, both NCBs and PCBs had 1. 2% and 2. 5% respectively. 3. 7 Per Capita Profit Commercial banks are operating countrywide by offering services.Accumulating funds and distributing them to entrepreneur was the main function of commercial banks. Wider area coverage makes the commercial bank more comfortable in terms of operation. Per capita profit earned by the commercial bank would indicate overall economic strength of banking system. Average profit gained per head can be expressed in the table below: Table 7 : Per Capita Profit for Various Banks Banks Per Capita Profit (Tk. ) NCBs 2. 53 SPBs -5. 25 PCBs 1. 46 TNBs 2. 51 Over all 10. 66 Source: Adopted from data in Appendix – B. Average profit per individual in the country for all banks was Tk. 0. 66, i. e. banking sector earns over Tk. 10 per head. But using same coverage for different cat egories of banks, the picture would be different. In case of NCBs operation they gained on an average Tk. 2. 53 per individual, where as TNBs earned Tk. 2. 51 per head. Apparently these two figures were same but considering the coverage in terms of number of branches, NCBs have 170 time more branches than TNBs. 3. 8 Overall Situation Considering all variables regarding profit, TNBs were doing extraordinarily good operation in this sector. Because of the policies and managements TNBs performance was better.Keeping TNBs aside, PCBs performance comparatively better. As far as the ownership was concerned both NCBs and SPBs were same. PCBs started their operations in 1982, before the Government of Bangladesh controlled that total financial sector. But after allowing private sectors to operate commercial banks, PCBs were gradually capturing the market share. Surprisingly SPBs had negative performances in every aspect because of their negative net profit. 4. Relationship of Profit With Oth er Variables In the above section comparison of profitability among various groups of banks has been discussed.But it was desired to know about the sensitivity of profit on various variables. Journal of Business Research, Vol. 3, 2001 6 Multiple regression analysis has been done to analyze the relationship between net profit as dependent variable and asset, expenditure, number of employees, number of branches, number of advance accounts, investment, time deposit are as independent variables. In this paper it was assumed that the relationship among the variables was linear, which is ? = A + B? + C? + D? + E? + F? + G? + H? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. i) where, ? is net profit ? is number of employees ? is amount of expenditure ? is number of branches ? is amount of investment ? is amount of asset ? is amount of time deposit ? is number of advance accounts A is constant The following section e xpressed the determination of coefficient of the independent variables, which indicate the degree of influences on net profit by corresponding variables. 4. 1 Regression Result Based on data provided in appendix – C, the values of coefficients and constant were calculated and also found the relationship among them.Multiple linear regression equation is expressed in equation (ii). ? = – 68459+0. 002 ? -0. 186 ? +0. 159? -0. 084? +0. 003? +0. 133 ? -1. 03Ãâ€"10-6?†¦Ã¢â‚¬ ¦. (ii) Above linear equation shows that some of the independent variables have positive relationship and others have negative. Amount of expenditure, amount of investment and number of advance accounts all have negative relationship with net profit. On the other hand amount of asset, number of employees, number of branches and amount of time deposit have positive relationship with net profit.Further, the strength of the relationship among the variables measured by the coefficient of determination (r2). The value was calculated as 0. 89, indicating very strong relationship. Therefore, the independent variables collectively may play important role on earning net profit in the banking sector as a whole. 4. 2 Scope to Improve of Profit In the equation (ii), it was evident that some of the independent variables have positive impact on net profit, though the degree of influences was very low. Net profit may increases by increasing values, which have positive relations.From equation (ii), it was 7 Banking Sector in Bangladesh: Its Contribution and Performance clear that number of employee, number of branches, amount of asset and amount of time deposit have positive relations with net profit. From above relationship, it can be explained that if number of employee increased by one, the net profit will increase by Tk. 0. 002 crores, i. e. every 1,000 employees can contribute Tk. 2 crores to net profit. This indicated that there might be still opportunities to generate employment in th is sector and can contribute to the national economy.Again number of branches has also positive impact on net profit. Equation (ii) reflects that increase in one branch may increase net profit by the amount of Tk. 0. 159 crores, which also testifies that there was still scope to increase branches. In Bangladesh there were opportunities to establish branches in the rural areas where lots of business potentials were looking for the banking service. Another variable the amount of asset has positive relationship with net profit. Even it has very little influences on profit; every Tk. 1,000 crores of assets would increase net profit by the amount of Tk. 3 crores.Therefore, it was apparent that there was still room to increase the amount of asset to earn more profit. Finally, the amount of time deposit was other variable, which has positive influences on net profit. Coefficient of this variable in equation (ii) was 0. 133, this indicated that every Tk. 1,000 crores increase in time deposi t would increase profit by the amount of Tk. 133 crores. Analyzing above relationship, time deposit has stronger influences on net profit. Therefore, banking sector as a whole may increase their contribution to national economy if the amount of time deposit was increased.Analyzing the regression equation it was clear that some of the independent variables have positive control over the generation of net profit, and also might increase the contribution of the banking sector to national economy by increasing the values of those variables. 5. Conclusion The performance of the banking sector in terms of net profit varies in various groups of bank. The study revealed that in every aspect, TNBs had a commendable performance. But comparing among other groups of banks (NCBs, SPBs, and PCBs), PCBs had preferred achievement aiming profit. On the other hand Specialized Banks in Bangladesh had a very poor performance.This meager activity affected the overall banking sector's performance. The co mparison among various categories of banks has been done on the basis of the profit with respect to some other variables. The study also revealed the relationship among the dependent variable and independent variables. The equation (ii) shows the weights of the independent variables that influences net profit of the banking sector. Finally, the paper intended to identify the scopes and opportunities of the factors by which over all net profit might increase, and contribute to the national economy.Journal of Business Research, Vol. 3, 2001 8 References 1. Mohammad Moqbul Hossain Bhuiyan. (1995). Managerial Effectiveness of Private Commercial Banks : A Comparative Study. Journal of Business Studies, Vol. XVI, No-1, June. 2. Sujit Ranjan Saha. (1996). Ancillary Business and Profitability of Banks : Trends and Prospects. Bank Parikrama. Vol. XXI, Nos – 1 & 2, March & June. 3. Taufic Ahmad Choudhury and others. (1994). Comparative Characteristics of Profit Earning and Loss Incurri ng Rural Bank Branches in Bangladesh. Bank Parikrama. Vol. XIX, Nos – 3 & 4, September & December. 4.Abdul Ghafar Ismail. (1993). Deregulation and Bank Behaviour in Mixed markets. The Asian Economic Review. Vol. XXXV, No – 2, August. 5. Dipendra Sinha. (1996). Savings and Economic Growth in India. The Asian Economic Review. Vol. XXXVIII, No – 3, December. 6. Amar Chand Kaushik. (1996). Impact Study of Regional Rural Bank's Credit on Income Generation an d Poverty Alleviation in Rural Haryana. The Asian Economic Review. Vol. XXXVIII, No – 1, April. 7. David Lynch. (1996). Measuring Financial Sector Development : A Study of Selected Asia-Pacific Countries. The Developing Economics. Vol.XXXIV, No – 1, March. 8. Schiller, Bradley R. (1994). The Macro Economy Today. Sixth Edition. McGrawHill Inc. , New York, USA. 9. McConnell, Campbell R. and Brue, Stanley L. (1993). Macro Economics. Twelfth Edition. McGraw-Hill Inc. , New York, USA. 10. Fischer, Stanle y. , Dornbusch, Rudiger. And other. (1988). Introduction to Macroeconomics. 2nd Edition. McGraw Hill, New York, USA. 11. Department of Statistics. (1997). Monthly Economic Trends. Bangladesh Bank. December. 12. Bangladesh Bureau of Statistics. (1997). Statistical Yearbook of Bangladesh 1996. Seventeenth Edition. November. 9Banking Sector in Bangladesh: Its Contribution and Performance Appendix – A List of Banks: [a] Nationalized Commercial Banks (NCBs) Agrani Bank Janata Bank Sonali Bank Rupali Bank Ltd. [b] Specialized Banks (SPBs) Bangladesh Krishi Bank Bangladesh Shilpa Bank Rajshahi Krishi Unnayan Bank [c] Private Commercial Banks (PCBs) Arab Bangladesh Bank Ltd. Islami Bank Bangladesh Ltd. National Bank Ltd. The City Bank Ltd. IFIC Bank Ltd. United Commercial Bank Ltd. Pubali Bank Ltd. Uttara Bank Ltd. Al-Baraka Bank Bangladesh Ltd. BSIC Bangladesh Ltd. Eastern Bank Ltd. National Credit and Commerce Bank Ltd.Prime Bank Ltd. Southeast Bank Ltd. Dhaka Bank Ltd. Al-Arafah I slami Bank Ltd. Social Investment Bank Ltd. Dutch-Bangla Bank Ltd. [d] TNBs Hanil Bank Hongkong Bank Society General Bank American Express Bank Ltd. ANZ Grindlays Bank Plc. S tandard Chartered Bank State Bank of India Habib Bank Ltd. Citi Bank N A Banque Indosuez National Bank of Pakistan Muslim Commercial Bank Ltd. J ournal of Business Research, Vol. 3, 2001 10 Appendix – B Various Data for PCBs Year 1982 1983 1984 1985 1986 1987 1988 1989 1990 1991 1992 1993 1994 1995 Advance Assets Net Profit Expenditure Employees BranchesAccounts (cror (cror Tk. ) (cror Tk. ) (no. ) (no. ) (no. ) Tk. ) 82 2132 1877 8 173 11562 628 8429 5202 14 245 11813 653 283320 6381 16 281 12756 693 267393 7768 22 366 13552 715 178460 7208 25 438 14810 771 160220 9072 14 594 16107 824 160834 9514 2 682 16916 865 165290 11059 (11) 765 17486 902 169549 12445 (8) 886 18034 942 84913 15502 12 819 17826 943 90599 15783 16 865 18806 1000 102055 24190 72 907 19777 1047 117985 26794 Various Data for TNBs Net A dvance Expenditure Employees Branches Year Profit Accounts (cror Tk. ) (no. ) (no. ) (cror Tk. ) (no. ) 1980 3 20 912 21 1882 1981 8 25 984 21 542 1982 11 32 999 21 2910 1983 12 45 1061 20 2888 1984 15 62 1042 20 3098 1985 18 77 1051 20 3610 1986 14 98 1064 22 3929 1987 22 119 1114 22 4144 1988 21 146 1124 22 4887 1989 7 147 1123 22 3971 1990 18 154 1135 22 3890 1991 25 99 789 18 2355 1992 38 65 826 18 2463 1993 54 92 826 18 3969 1994 68 106 888 19 6329 1995 90 146 926 23 9215 Investment (cror Tk. ) 76 293 346 327 396 506 554 787 750 653 879 1266 1439 Assets Investment (cror Tk. ) (cror Tk. ) 757 1280 1526 1476 1848 2281 2887 3245 4330 4697 4694 5575 4297 4377 5832 7111 51 70 109 118 156 163 177 196 300 279 358 340 228 203 260 266 Related article: Padma Bridge

Marilyn Monroe Marriage to Joe essays

Marilyn Monroe Marriage to Joe essays On January 14, 1954, Marilyn married baseball superstar Joe DiMaggio at San Francisco's City Hall. Unfortunately, Marilyn's worldwide fame and sexual image became a theme that haunted their marriage (Haberman 1). The marriage was unrelieved hell. She thought he did not care enough about her career; that he was jealous and discouraged by her willingness to play the national bimbo (Epstein 2). Nine months later on October 27, 1954, Marilyn and Joe divorced. They attributed the split to a "conflict of careers," and remained close friends. I married Joe with love. I thought I was going to have a good life. I thought we were going to have a decent marriage. I thought we were going to have a relationship as a husband and as a wife. And all the things that are entailed in a good marriage. And Ive discovered that the man is absolutely obsessed with jealousy and possessiveness. . . . He doesnt want to know about my business. He doesnt want to know about my work as an actress. He doesnt want me to associate with any of my friends. He wants to cut me off completely from my whole world of motion pictures, friends, and creative people that I know" (Oates 151) Marilyn Monroes divorce from Joe DiMaggio, there was many events that were potential threats to both her sanity and her life. After the divorce, she moved to New York City to pursue a serious career in acting. She studied under the great Lee Strasberg at his Actors' Studio. In the summer of 1956, two things happened. Marilyn married playwright Arthur Miller, and also Marilyn returned to Hollywood to film another movie, "Bus Stop." During this time in her life Marilyn was also forming her own production company with longtime friend Milton Greene. With the money she earned from previous movie roles, Marilyn started her own motion picture company, Marilyn Monroe Productions. Marilyn Monroe Productions would only make one film, 1957's "The Prince and the S...

Developing a Computer Network for Bead Bar

Developing a Computer Network for Bead Bar Free Online Research Papers Bead Bar is a growing business with a great opportunity. A computer network is just what they need to stay connected and in the loop. A computer network will allow the Bead Bar to share information so that they can stay updated on the many changes going on within their business. Bead Bar was founded in 1988 by Meredith S. out of Canaan, Connecticut. She started with one Bead Bar studio where customers would come to create customized bead jewelry. Using only beads, wire, and string, they would make necklaces, bracelets, and other types of jewelry as well. Today the Bead Bar consists of three different divisions: (1) studios, (2 franchises and (3) Bead Bar on Board. The studio division oversees the company’s six bead bar studios. Along with the original, there are now two studios in New York City, one on Long Island, one in Washington, D.C., and one in Boston, Massachusetts. The franchise division sells a complete beading supply package to businesses that want to open their own bead studio. The division is responsible for fulfilling franchisees’ supply requirements. There are currently five franchises (Kansas City, Missouri; Chicago, Illinois; Los Angeles, California; Seattle, Washington; and Miami, Florida) (Malaga, 2005). Bead Bar on Board is a portable bar that is can be placed on cruise ships. Cruise ship employees also purchase their supplies through the Bead Bar. The company has 15 full-time employees and about 20 part-time employees who work in the studios helping customers and working the cash register. Annual revenues for the past three years have averaged $1.5 million (Malaga, 2005). Senior staff includes President and Owner: Meredith S., Vice President of Studios: Suzanne S., Vice President of Franchises: Leda H., Vice President of Bead Bar on Board: Mitch H., Chief Financial Officer: Julia R., Vice President of Marketing and Sales: Miriam M., Vice President of Operations and Purchasing: Rachel S., and Director of Human Resources: Jim R. My recommendations for the Bead Bar are as follows. Though relatively expensive in comparison to other network topologies, a Ring Network Topology would be our best bet. It may take a little more to get it up and running on the front end, but the long-term benefits will pay off. When it comes to network architecture, it would best suit the Bead Bar’s needs if we were to install a client/ server setup. We would set up a wide area network so that out of state organizations, as well as Bead Bar on Board can stay connected and in the loop. I have decided upon installing a Ring Network Topology for a couple of reasons. A Ring Network Topology will keep the Bead Bar connected with a reliable setup in comparison to other topologies. A Ring Network Topology is a setup in which all computers are connected via cables to the computer to their left and their right. With this type of setup if one system were to malfunction it would not hinder the rest of the operation. A network technician would then be able to come in and troubleshoot the network without interrupting the entire connection. Another common Network Topology is the Bus Network Topology. Although this type of topology is a little cheaper and easier to install than the one I have chosen, a simple error at one location could cause a complete network interruption. With so many locations we simply could not risk total system shut down. The Star Network Topology is also a common topology. This type of topology is also cheaper to install but has some of the same faults. If the hub were to fail in this type of setup the entire network would suffer. This type of setup has also been known to â€Å"bottleneck† meaning when too many people are accessing the network at once the system will slow down. I would like to go with a client/ server based network architecture as opposed to a peer-to-peer network. This is a more stable and powerful network architecture than a peer-to-peer network. In a client/ server based network one computer acts as the server while the other computers act as clients. The server is a powerful computer with a fast processor and a lot of memory that is capable of handling simultaneous requests from clients (Malaga, 2005). In a peer-to-peer network, all computers act as servers and clients. In this type of setup, all computers are capable of sharing their resources such as disk space, memory, and printers. A disadvantage to this setup is that all computers must have their own printer. With a client/ server network, all computers connected to the server will be able to access one printer. This will save money and the result will be a much more powerful and secure connection. All in all, the network that I have chosen will be the most powerful while also being the most secure and reliable network. The advantages to installing a Ring Network Topology is that with this particular setup if one computer or location is malfunctioning the problem goes no further than that location. The only disadvantages are that this setup is a little more expensive than other topologies and it can be a little more difficult to install than other topologies. I think that the price difference is worth the reliability. With a client/ server based network architecture, the network will get more processing power than they would be using a peer-to-peer network. One computer acting as the server also keeps the connection more secure with only one person as administrator. Another advantage to this setup is that all computers at a location will be able to utilize one printer. This will save time and money because we will not have to purchase a printer for each computer, and it will save the time that it would take to install several printers as opposed to one. The Bead Bar is a thriving organization with only the need for a strategically developed computer network to assist in its growth. I believe that the best setup to ensure reliability and security is a Ring Network Topology with a client/ server based network architecture. The Ring Network Topology, though slightly more expensive than other topologies, will be the best choice because it is reliable. With other topologies when one component fails the whole system fails. This is not the case with a Ring Network Topology. A client/ server based network architecture will ensure network security and reliability. With one powerful server, they can assure all processing needs will be met efficiently. References Malaga, Ross A. (2005). Information Systems Technology, Retrieved on February 2, 2009, from https://ecampus.phoenix.edu/classroom/ic/classroom.aspx Research Papers on Developing a Computer Network for Bead BarGene One the Transition from Private to PublicInternational PaperA Marketing Analysis of the Fast-Food RestaurantGap Analysis: Lester ElectronicsCash or Card?What are Stock OptionsProject Management 101The Obama Presidency EssayEthics in Business EssayBooker T. Washington, W.E.B. Du Bois, Ida B. Wells-Barnett