Wells Fargo Company

Presentation Wells Fargo Company was set up in 1852 in the city of San Francisco during dash for unheard of wealth period. Henry Wells and William Fargo concocted giving express cash conveyance benefits as methods for abusing dash for unheard of wealth adventure. The organization offers banking administrations and incredibly makes sure about its customer’s stores, an accomplishment that gains them notoriety as trustworthy company.Advertising We will compose a custom contextual analysis test on Wells Fargo Company explicitly for you for just $16.05 $11/page Learn More Wells Fargo framed a system of promoting spreading over center points, for example, New York, New Jersey, Central America just as Pacific Ocean area. The expedited service business was anyway ended inferable from new advancements after First World War; the organization was later controlled by Norwest Corporation. Wells Fargo in its new arrangement takes an interest in food creation business just as film industry w hile as yet giving financial administrations to customers. The organization put resources into current innovation for the motivations behind propelling their financial administrations. They later got a financial organization known as Wachovia which was confronting closed down inferable from loses. Wells Fargo experienced development which has empowered extension of its activities to universal goals that highlight 130 nations around the world. Qualities One of the best resources controlled by Wells Fargo is its constancy nature particularly inside financial area. The organization has been set apart by customers as a solid substance which can be depended with important stores for safety's sake. The Company perceives consumers’ worth and as such places need and spotlight on taking care of clients’ needs satisfactorily, consequently empowering them to acknowledge fiscal additions. Additionally inside the Banking business, the association has grasped present day innovation for the reasons offering proficient types of assistance. Wells Fargo offers wide scope of administrations fit for boosting its capital and expands its income. The nearness of the business inside universal market in more than one hundred and thirty nations has empowered them investigate numerous different open doors inside their ventures. The association abuses its extraordinary picture in inside the worldwide market just as broad client associations with advance its goals. At Wells Fargo a clients are perceived as companions and lords, an approach that has empowered the association keep up its customer base even in during monetary crunch. As a rule, clients experience requirement for different administrations at specific phases of their lives; this incited Wells Fargo to structure their items in a manner that fulfills all buyer wants at various stages. They likewise cook for different clients speaking to assortment needs inside the market. Their Loans are moderate and pocket well di sposed as they center around empowering their customers to get more an incentive on capital.Advertising Looking for contextual investigation on business financial matters? We should check whether we can support you! Get your first paper with 15% OFF Learn More Customers are additionally ready to open up accounts with negligible in-puts. These records accompany offers on month to month accuses where people of standard stores are sooner or later excluded from installment of month to month expenses. Significant level of profound quality and respectability inside the organization in its connection with colleagues has additionally added to its development. With the conviction that an energetic network positively affects business, the organization has put resources into the network through gifts and good help. Shortcomings The monetary crunch adversely affected Wells Fargo in its different business tasks, since it was competent at the time they had procured Wachovia that was vigorously pa ying off debtors. The organization has encountered trouble in achieving a main situation in the business despite its overwhelming interests in innovation. Openings The organization stands to pick up from the universal piece of the pie attributable to its quality inside 130 nations. Its entrance into the European Market with around 36 outlets and resulting interests in up-coming markets, for example, the BRIC countries likewise puts it at a decent outlook to investigate accessible chances and advance its image. The assorted varieties in item and nature of clients’ presents a road for evaluating new items equipped for fulfilling client needs. By investigating the qualities of close market connections, there are signs that point to company’s social favorable circumstances. Dangers The numerous administrations that Wells Fargo offers to its customers have made the organization defenseless against danger from contenders. Such assortment additionally represents a hazard to t he whole profit for ventures. Minor contenders take steps to assume control over Wells Fargo piece of the pie attributable to their forte in specific speculations that structures just piece of the company’s item enhancement. It stays trying for Wells Fargo to work as pioneer inside the business inferable from this decent variety in the arrangement of administrations particularly while battling financial down turn. There is likewise the danger from the 2010 US Fiscal Legislation passed by the US congress that will keep down the company’s advancement. The ascent in non collecting credits in Wells Fargo combined with the diminishing of the equivalent in different Banks is taking steps to pull agents from the Company. SWOT investigation chart Internal Strengths †Dependable †utilization of present day innovation †Wide scope of administrations †Higher rate piece of the pie †Efficient client care Weaknesses - Higher obligation rate †Lack of profi cient authority inside market External Opportunities †Wide piece of the overall industry †Product decent variety Threats †Threat of contenders †Risk on whole profit for speculations - 2010 US Fiscal Legislation This contextual analysis on Wells Fargo Company was composed and presented by client Kailyn Phillips to help you with your own investigations. You are allowed to utilize it for exploration and reference purposes so as to compose your own paper; in any case, you should refer to it in like manner. You can give your paper here. Wells Fargo Company This article will examine various ways and circumstances of dissecting a company’s, gainfulness, supportability and its moving forward.Advertising We will compose a custom exposition test on Wells Fargo Company, Its Profitability, Sustainability and Moving Forward explicitly for you for just $16.05 $11/page Learn More The article is additionally going to feature various kinds of investigation and how they contrast from each other according to reason and productivity. The article will view Well Fargo’s examination. There are various circumstances, which lead to the company’s investigation. The organization may decide to survey different segments that establish to the entire organization for different purposes. One of the primary motivations behind leading an investigation on an organization is to decide its situation comparable to benefit. A company’s productivity is rarely stale; an organization is moving either forward or in reverse. An organization will never be at a similar situation according to productivity. There are various sorts of investigation; they contrast from each other with respect to reason and procedure. An examination will consistently have a one of a kind path through which it takes a gander at the subtleties introduced in the point of exploration. The SWOT arrangement of examination is one of the best techniques for dissecting a business association. The SWOT investigation features qualities, shortcomings, openings and dangers. Through this investigation an association is assessed into the fine subtleties. The company’s qualities can be found in the positioning it has gotten from widely acclaimed budgetary investigators. The organization is recorded as the best independent company loan specialist, best agrarian moneylender, second best obligation card guarantor, second best prime home-value bank, third best shared store supplier among the U.S. Banks. For example, the organization is the eighteenth most rega rded organization on the planet. This was a positioning built up by Barrons. Wells Fargo has been positioned as the seventeenth most gainful organization everywhere throughout the United States. The association has gotten the â€Å"Aaa† FICO assessment from Moody. The organization has a decent connection with the network, the clients, and the colleagues. The organization has been positioned as the 41st comparable to income in the United States. This positioning was given by the Fortune 500. Another zone where the company’s quality is shown is according to association. The company’s association structure is set up in a way that helps different divisions and branches to fill in as a solitary body. The Wells Fargo Bank has been set up as the principal bank in the United States starting at 2008 (Fradkin, 2002).Advertising Looking for paper on business financial matters? How about we check whether we can support you! Get your first paper with 15% OFF Learn More The o rganization has two significant shortcomings. These shortcomings are introduced in terrible home loans and low charge card piece of the pie. One of the significant regions where different contenders beat this organization is corresponding to platinum cards. Though other budgetary establishments are centered around giving platinum cards to their clients, this organization has been deserted. For this reason, Wells Fargo has been continually loosing clients. The piece of the overall industry that the organization keeps on losing each other day where platinum cards are being utilized in the market is an escape clause through which contenders keep on getting a charge out of different advantages. The different shortcoming of the organization is comparable to awful home loans. As a loan specialist, there are contract issues that the organization keeps on confronting each day as the credit advertise keeps on encountering issues (Navarro, 2006). The open doors the organization is given, inco rporate diminished compe

Pharmacology for Health Professionals

Question: Examine about the Pharmacology for Health Professionals. Answer: Presentation: There is probability of two dangers in Fazio because of utilization of these meds. These two dangers are gastrointestinal draining and hypotension. Draining may create in Fazio because of utilization of enoxaparin and anti-inflamatory medicine. There might be hypotension in Fazio because of utilization of metoprolol, perindopril and glyceryl trinitrate. Enoxaparin is endorsed as blood more slender in Fazio. This medication is managed subcutaneously for venous thromboembolism in Fazio. This medication demonstrations by official to the antithrombin and structures irreversible complex with it. This prompts the inactivation of coagulating facto Xa. Because of inactivation of this thickening component there is danger of seeping in Fazio. There are more odds of draining if enoxaparin is brought with different meds like warfarin, anti-inflamatory medicine, non-steroidal mitigating drugs (NSAIDs) like ibuprofen, naproxen and antiplatelet drugs. Fazio is expending headache medicine moreover. In addition, ibuprofen additionally has antiplatelet property. Henceforth, utilization of headache medicine alongside enoxaparin may prompt draining danger in Fazio (Xu et al., 2012; Sonoda et al., 2017). Anti-inflamatory medicine is recommended for relief from discomfort in the event of Fazio. Ibuprofen is non-steroidal mitigating class of medication. L ong haul utilization of anti-inflamatory medicine may prompt gastrointestinal draining danger. Anti-inflamatory medicine acts by hindering COX-1. Accordingly, there are odds of COX-2 upregulation for gastrointestinal tract guard. On the off chance that anti-inflamatory medicine is brought with other COX-2 inhibitors there are odds of gastrointestinal tract disintegration and dying (Huang et al., 2011; Iwamoto et al., 2013). Hypotension may create in Fazio because of utilization of glyceryl trinitrate . Glyceril trinitrate was endorsed for chest torment if there should be an occurrence of Fazio. This prescription can likewise be recommended for cardiovascular breakdown and hypertension. Glyceryl trinitrate was managed through sublingual course and through this course there would be fast assimilation of the medication. Henceforth, glyceryl trinitrate produces fast fall in the circulatory strain. Glyceryl trinitrate acts by denitration of the nitrates to deliver nitric oxide which is a vasodilator. Perindopril acts by repressing Angiotensin changing over protein and improves heart work. Metoprolol is specific 1 receptor adversary. Every one of these medications demonstration by various components and produce pulse bringing down activity. As these medications follows up on various objective, subsequently circulatory strain bringing down impact would be more. On the off chance that various medications follow up on a similar objective, there might be less odds of impressive pulse bringing due down to immersion of target. Henceforth, utilization of these dugs together can prompt hypotension (Bryant and Knights, 2011; Zhao et al., 2016). Attendant should assume a significant job in the executives of prescriptions in Fazio. Medical attendant ought to have data about the medications, give guidance for its utilization and sort out the organization of medications to Fazio. By uprightness of this medical caretaker can forestall dangers related with the organization drugs. Attendant should keep exact record of prescriptions which contains rundown of conventional and brand names of meds, portion, recurrence of organization, course of organization, dose of organization and reason for organization. Attendant should keep record of name, address and contact data of the all the medication suppliers. Attendant should keep record of the expiry dates of the considerable number of meds. Attendant should show name and phone number of medicine provider in the clinical unit of Fazio. Medical caretaker ought not oversee enoxaparin and headache medicine together in light of the fact that the two medications can overstate draining propert y of one another (Iijima and Shimosegawa, 2015). Attendant ought not oversee the two medications alongside other non-steroidal mitigating drugs and different anticoagulants. Enoxaparin ought not be controlled in patients with hypertension since hypertension misrepresent draining property of enoxaparin. Morevoer, Fazio has history of hypertension. Medical caretaker ought to likewise screen pulse of Fazio on booked time focuses. On the off chance that there is more decrease in circulatory strain, medical attendant can counsel specialist. With interview with specialist attendant can stop organization of any of the prescriptions or can lessen portion of the drugs (Yanagita and Kusanagi, 2016). For forestalling hypotension medical attendant should give appropriate directions to Fazio. Attendant should train him about prescription name, motivation behind its organization and its clinical impacts. In the event of metoprolol, perindopril and glyceryl trinitrate organization, attendant ought to explicitly instruct Fazio and his relatives about the antagonistic impacts of these meds. Attendant ought to enquire with him about his interests identified with these drugs. In the event that, Fazio is encountering hypotension, medical attendant ought to counsel specialist. With the discussion of specialist attendant should roll out required improvements in the meds. Attendant should keep record of medication utilization of Fazio. From this record medical attendant would come to know abundance organization of antihypertensive medications to Fazio which lessens circulatory strain (Ignatavicius and Workman, 2015). Medical caretaker ought to likewise screen pulse of Fazio on booked time fo cuses. Quiet investment is significant in drug the executives. On the off chance that patient have all the data about the impacts and symptoms of the drug, it would be simple for attendant to persuade Fazio to proceed or stop certain medicine. With the information taking drugs, Fazio can evaluate himself for impacts of meds and advise it to nurture. This would be useful for the medical attendant to make convenient move and forestall further difficulties. Because of this investment in prescription administration Fazio can educate nurture about the stock regarding drugs and request meds under oversight of medical attendant (Richard et al., 2016). Fazio can take drugs on booked time without nurture. In writing, it has been referenced that time imperative is the significant hindrance for attendant to investigate medication organization (Vogelsmeier et al., 2011). By joining of Fazio in medicine the board attendant can concentrate on different errands in giving nursing administrations to Fazio. With the information on nonexclusive names and exchange names, Fazio would not get mistook for change in exchange name of medication and would not be stressed over devouring incorrectly medicine (Lang et al., 2016). With joining of Fazio in medicine the executives, he would get chance to cooperate with various social insurance suppliers and find out about meds. By prudence of this, Fazio can utilize drug remedially and securely. Fazio may require expending prescriptions for long haul. In such case, Fazio ought to know about all the meds. Subsequently, he can take drugs all alone without assistance of human services supplier. Information taking drugs for understanding likewise assists with maintaining a strategic distance from readmission to the clinic. Inclusion of patients in prescription administration is likewise useful in improving the quality and security of drug the executives. Persistent instruction about the drugs is additionally useful in diminishing the medicine blunders. Attendants are helpless for drug mistake due taking care of various patients simultaneously. In such case patients can help them in rectification of blunder (Kinney, 2015; Tarn et al., 2012). Attendant should give consolation and backing to Fazio to improve his job in drug the executives. Attendant ought to get some information about prescription information. In view of the degree of information, attendant can offer data to Fazio about medicine the executives. Medical caretaker ought to solicit him names from drugs, activity of medication on specific side effect, symptoms, measurements and calendar of medications. By goodness of this attendant would get the data about the degree of his understandings about the clinical phrasings. On the off chance that he dont have a lot of information about the clinical wordings, medical caretaker should give him data in straightforward language (Tarn et al., 2013). Medical attendant ought to likewise utilize barely any photos and recordings to cause him to get activity and symptoms of medications. Attendant should reveal to him scarcely any accounts of in regards to drug blunders. These accounts ought to be from her involvement with the emergency clinic and she should give him records identified with the drug mistakes. By prudence of this Fazio, may comprehend the significance of drug the executives and attempt to include him in the medicine the board (McTier et al., 2015). Attendant ought to create trust relationship with Fazio to improve his association in drug the board. Medical caretaker ought to tune in to his inquiries cautiously and answer them in basic language. This would be contemptuous in building trust connection among medical attendant and Fazio. Fazio might be hesitant to take an interest in the medicine the executives. Medical caretaker should give him certainty that he can do it. This support by the attendant would help in improving ability of Fazio in gaining information about the prescription administration. Attendant should give data about the drug to his relatives too. His relatives can instruct him about meds in straightforward manner and furthermore they can help him in prescription administration. Attendant should likewise give reasonable condition to Fazio to find out about prescription administration (Tarn and Flocke, 2011). Attendant ought to examine with him about medicine the board in exceptionally loose and well disposed way. Medical caretaker ought to talk about with him at his bedside. Attendant ought to mastermind gatherings of Fazio with specialist, henceforth he would check out finding out about drugs. Medical caretaker ought to likewise urge him to take an interest in open conversation with specialist. Attendant should give Fazio instances of patients who took an interest in the drug the executives. This would be useful as motivation for Fazio to participate in drug the executives. Attendant should keep all the conversations identified with drug the executives Fazio focused and there ought to be coherence in these conversations. Three ought to be shared regard and acknowdgement among medical attendant and Fazio (Mixon et al., 2015). R

How Self-Conscious Emotions Affect BPD

How Self-Conscious Emotions Affect BPD BPD Print How Self-Conscious Emotions Affect BPD By Kristalyn Salters-Pedneault, PhD Kristalyn Salters-Pedneault, PhD, is a clinical psychologist and associate professor of psychology at Eastern Connecticut State University. Learn about our editorial policy Kristalyn Salters-Pedneault, PhD Medically reviewed by Medically reviewed by Steven Gans, MD on August 05, 2016 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on May 29, 2019 Daniel Allan/Getty Images More in BPD Diagnosis Treatment Living With BPD Related Conditions If you have borderline personality disorder (BPD), self-conscious emotions can play a major role. Due to the disorder, feelings are intensified and can cause harmful reactions. Find out more about self-conscious emotions and how they impact your mental health.   What Are Self-Conscious Emotions? While some emotions are considered basic emotions, meaning that they require little or no sense of self to experience or recognize, self-conscious emotions are related to our self-concept and an understanding of our relationship to other people and the larger community.   For example, to experience the basic emotion fear, you only need to perceive something as threatening. But to experience a self-conscious emotion, such as guilt, you must have both a sense of self and an understanding of your behavior, such as recognizing when you did something wrong.   The self-conscious emotions include both positive emotions like pride or confidence as well as negative emotions like shame or jealousy.   Purpose   Scientists believe that self-conscious emotions have an evolutionary basis. They help you survive by promoting social inclusion, such as helping you stay in the good graces of others. For example, when you express embarrassment after violating some social norm, the expression of that emotion helps you to repair relationships. For instance, if you have hurt a friend and apologize to her, your face may turn red and you may not be able to meet her eyes. Your friend will know how badly you feel and may be less angry with you.   These feelings also probably help prevent you from violating social norms in the future. If you know you will feel guilty if you steal from someone, you are more likely to avoid that behavior altogether.   Borderline Personality Disorder and Self-Conscious Emotions Research has shown that people with BPD are more likely to have unpleasant or negative self-conscious emotions. The cause of this is two-fold. Because BPD can cause you to experience more intense emotions and feelings of shame or guilt, this can cause inappropriate or destructive behaviors, such as sexual interactions or violence. These experiences also shape how people with BPD interpret behaviors. For instance, someone who has had an inappropriate sexual relationship will feel shame or guilt and may perceive a persons actions as predatory. This can cause them to react to that person aggressively, even if the other person is innocent. The link between BPD and self-conscious emotions can start a cycle of destruction, leading a person to self-harm or suicidal thoughts.   If you feel you struggle with self-conscious emotions and you have borderline personality disorder, its important to talk about this with your therapist or health care provider. They can help you handle self-conscious emotions in a healthy way that doesnt harm yourself or others. By learning coping strategies, such as taking a break from the situation, you can process the emotions fully and establish whether or not your reaction is equal to what has actually happened. Your therapist will help you improve these skills so you can manage your illness and better maintain your relationships.

Does an Infant’s Temperament Shape His/Her Cognitive and...

In this paper I will explain how temperament shapes the cognitive, socio-emotional development. I will discuss various theories of human development, identify the social and emotional domains development and how they affect temperament. I will discuss the eight stages of socialization according to Eric Erikson, and the cultural perspectives of temperament. A person’s temperament, biology, environment, and even attachment to others can affect how social the individual is. Temperament is an important aspect of emotional development. Temperament is the pattern of arousal and emotionality that are consistent and enduring characteristics of an individual (Shriner B., Shriner M., 2014). We all have a temperament, and according to Eric†¦show more content†¦When she sees me smiling she smiles, if I frown she looks so sad it just makes me smile. As humans, we are social beings. However, some of us are more social than others. Research shows that temperament does seem to be related to genetics, but to what degree? Kagan (2008) argues that children are born with a physiology that makes them biased toward a particular type of temperament (Shriner B., Shriner M., (2014). An example of some being more social than others, me and my oldest son are very sociable people, while my youngest and my husband are not as sociable. I guess my genetic temperament was passed on to my oldest and my youngest son got his father’s genetic temperament that added to the social environment they were raised in, it was very diverse. I believe that temperament has a strong role in how we are as adults. Another example is, me and my siblings grew up in the same house, same values, rules etc†¦ yet we are like night and day. Our socialization process consists of eight phases. According to Eric Erikson they are Trust vs. Mistrust, Autonomy vs. Shame and Doubt, Initiative vs. Guilt, Industry (competence) vs. Inferiority, Identity vs. Role Confusion, Intimacy vs. Isolation, Generativity vs. Stagnation, and Ego Integrity vs. Despair. They all occur at different stages in our life span. Trust vs. Mistrust- During this stage the infant is uncertain about the world in which theyShow MoreRelatedClient Presentation And Service Delivery10192 Words   |  41 PagesLife 6 Stages of Human Development 7 Physical Development†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....8 Psychological Development Social Development Cognitive Development Affective Development Theories that Inform Community Services Practice 10 Attachment Theory Trauma Trauma Theory Identify Relevant Support for Clients 12 Outcomes Measurement Tools 15 ABAS-II – Adaptive Behaviour Assessment System The Griffith Mental Development Scales (GMDS) The Bayley Scales of Infant Development (Bayley-III) Sensory Profile

Personal Statement The Financial Manager - 855 Words

Personal Statement It was when I received a task as the â€Å"financial manager† of my siblings at the age of ten that I became interested in the power of money. As the eldest child of the family, I was put in charge of managing my siblings’ monthly allowance, giving them the amount they need every week and save the rest for later. This act of my parents does not only taught me money managing, but also brought me enthusiasm towards monetary issues, making accounting my greatest passion since then. Over time it became clear to me that the people who understand the monetary and banking system are capable of understanding the decisions made by governments and the future of society. I want to be one of those people, and that strengthen my determination to pursue accountancy and finance in the future. I find it a blessing to be able to live in a diversified community like Malaysia, and being able to work together as a whole. Interaction with people from different cultural ba ckground and getting to know another culture first-hand had made teamwork with people from different cultural background easier. With the multicultural society in Australia together with the significant increase in the educational quality of Australian Universities for the past decades, it is confirmed that Australia is the best place to further my tertiary education. This decision is strengthened by my parents’ support as in their opinion, studying abroad enhances the value of my degree and in the meantime,Show MoreRelatedVarious Types Of Occupational Fraud962 Words   |  4 Pagesof occupational fraud (www.acfe.com). Occupational fraud is any scheme that involves employees taking cash, resources, or misapplies assets of the business for their personal gain (www.smartceo.com). Type I: Corruption Corruption is an intentional, dishonest act where an employee abuses their position in the company for personal gain (www.curtin.edu.au). 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Movies in american culture Free Essays

â€Å"Sweet Home Alabama† is a movie about Melanie Smooter played by Reese Witherspoon who is engaged to Andrew Hennings played by Patrick Dempsey and was out to go back to her hometown to divorce with her husband Jake Perry played by Josh Lucas. Melanie is a fashion designer who is with Patrick, a son of the mayor in New York. When Patrick asked Melanie to marry her, Melanie decided to go back to her hometown in Alabama to divorce with her husband Jake. We will write a custom essay sample on Movies in american culture or any similar topic only for you Order Now Jake didn’t give her what she wants and so she was trap for a wile in the town so as to insist Jake to finally sign the paper of divorce. The story started on a beach with two kids, a boy and a girl. That was Melanie and Jake running on the beach while it’s raining. Jake tells Melanie that he wanted to marry her and Melanie asked why. From that flashback scene comes the present time with Melanie being engaged with her boyfriend and about to face her past with Jake.   It wasn’t easy for Melanie to convince Jake to sign the divorce paper. During her stay in Alabama, she had the chance to visit her family. Melanie soon realizes that a part of her was still on that place. And even if she tries to go on with her new life, there is unfinished business that she needs to settle. Going back to her hometown seems to be an awkward situation for Melanie, especially when she joins her high school friends and reminisced about their old days. Those scenes will provide the viewers a wide understanding of the movie and how the sequence relates to another one. There were less flashbacks but the film provides scenes that will give better understanding to the past where it is important to show how things  happened after Melanie left Jake in Alabama and went to New York. As the film progresses, it clearly showed how a scene is related to another and its viewers will get to understand and appreciate the film more so. The film relates to us a story of a girl who found her new life outside her old hometown and forgets that she is still in that hometown whether she likes it or not. Melanie thinks she got everything she wished for but she didn’t realized that what he left in that hometown will give her more than what she needs in life. Jake on the other hand still loves Melanie and is man enough to accept that Melanie wanted to call everything quits. Jake strived hard to make a good living and Melanie didn’t realize that. A true love story that is romantic on its own, comedy and light.   â€Å"Sweet Home Alabama† is a film that will teach us to appreciate what we had and to learn that it wont hurt us to look back on out past once in a while. Personally, I liked the movie because of its simple and natural attack to its viewers. It will make you relate yourself to the characters of the film and will make you think of a possible situation in your own life. The film thought me that no matter how decided we are on one thing that we thought could make us happy, there is a thing that lies around us that will make us realized how important it is to our life. Regardless of the fact that Melanie has already found her new life and love, she didn’t realize that she left something more valuable and important than any other things in her life and that is Jake. The film also showed us that there are mistakes that could be done right and that no matter how painful your past is, you will never erase the fact that it will always be a part  of whom you are and what you have become. Nonetheless, the film provides us the understanding of how life gives us challenges that we can surpass. That sometimes even if we get out of the life we have and create a new one with others, we will still feel the need to go back to our old life and make it right. The film is beautifully made that is why I recommend this movie to be watched by other people. It showed the very meaning of love and it addresses to its viewer how love is sweeter the second time around. The film should be watched by young adults and as well as by the not so young and old people who is fond of romantic and comedy film. The characters of the film will surely make an impact to the life of its viewer and it will teach a good lesson in life. Indeed, the film gives us the chance to see a good story comes with a good cast of actors with remarkable acting skills. â€Å"Sweet Home Alabama† is a movie that I will not get tired of watching over and over again. It is a movie that will make you smile in the beginning from end. It is a movie with a taste of love, life and second chances put into one masterpiece that will satisfy its viewer to the end. Definitely, â€Å"Sweet Home Alabama† is a great movie to watch with your friends and/or special someone. Keep in mind to just enjoy watching the movie and try to create a story in your mind same as the movie for you to be able to relate your self more to the movie. But the movie is very easy to understand, you just need to take a good look of it and listen to the lines very well. Nevertheless, it is a movie that will share a wonderful life of success, share of pain and a happy ending that will make it even better for you to watch it again. References Sweet Home Alabama (2002). The Internet Movie Database. Retrieved November 26, 2007, from http://www.imdb.com. Sweet Home Alabama Facts.   Movies.Com. Retrieved November 26, 2007, from http://movies.go.com How to cite Movies in american culture, Essay examples

The Case Involved Mechelle Vinson free essay sample

I. Summary of the Case The case involved Mechelle Vinson, respondent, who brought an action against Sidney Taylor, a vice president and branch manager of Meritor Savings Bank, and the bank. She claimed that during her four years at the bank, she had been constantly subjected to sexual harassment by Taylor in violation of Title VII. She testified to over 40 instances of sexual favors successfully sought by Taylor from 1974 to 1977. Yet, these activities ceased after she started going with a steady boyfriend. However, Taylor denied the allegations of sexual activity. He contended instead that respondent made her accusations in response to a business related dispute. Additionally, the bank also denied the respondent’s allegations and asserted that any sexual harassment by Taylor was unknown to the bank and engaged in without its consent or approval. Although, the district court denied relief, finding in part: If Ms. Vinson and Taylor did engage in an intimate or sexual relationship during the time of her employment with the bank, that relationship was a voluntary one having nothing to do with her continued employment and her advancement or promotions at that institution. We will write a custom essay sample on The Case Involved Mechelle Vinson or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page But the court of appeals reversed the district court. The Supreme Court granted certiorari (Twomey, p428). Certiorari is an appellate proceeding for reexamination of an action or judgment of a lower court. It usually requires the lower court to certify and return its records to the reviewing court (Twomey; p 770). II. Case Question 1 Is the fact that the sex-related conduct by an employee and her supervisor was â€Å"voluntary† a defense to a sexual harassment charge? According to the article, while â€Å"voluntaries† in the sense of consent is not a defense to such a claim, it does not follow that a complainant’s sexually provocative speech or dress is irrelevant as a matter of law in determining whether he or she found particular sexual advances unwelcome. The correct inquiry is whether respondent by His or her conduct indicated that the alleged sexual advances were unwelcome, not whether her actual participation in sexual intercourse was voluntary (Twomey. P429). III. Case Question 2 Was it proper for a trial court to consider evidence of sexually provocative speech or dress on the part of the complainant in a sexual harassment suit? I agree with the Supreme Court regarding this issue in which they stated â€Å"that the testimony about respondent’s â€Å"dress and personal fantasies,† which the District Court apparently admitted into evidence, had no place in this litigation. † Would we submit the dress and fantasies of a prostitute into a sex assault case? If the defense is alleging that the dress of the prostitute was a result of a man rapping a woman. Of course not, so why should we should allow it in this case. IV. Case Question 3 Did Taylor in fact make unwelcome sexual advances to Vinson? The burden of proof lies between Ms. Vinson and Taylor. As a manager you would want to stir clear of any inner office dating, because of such allegations. Just look at today’s media headlines with cases from Sports Commentaries to Comedians such as David Letterman. The text books states while the question whether particular conduct was indeed unwelcome presents difficult problems of proof and turns largely on credibility determinations committed to the truth of fact, the District Court in this case erroneously focused on the â€Å"voluntaries† of respondent’s participation in the claimed sexual episodes. The correct inquiry is whether respondent by her conduct indicated that the alleged sexual advances were unwelcome, not whether her actual participation in sexual intercourse was voluntary (Twomey. P429). One area that the court would want to check for burden of proof, did Ms. Vinson voice her complaints to the bank. V. Case Question 4 What was wrong with the bank’s nondiscrimination policy and grievance procedure? Communication was the problem. The bank’s top management should have addressed the employees with an open door policy or open line of communication to them. Additionally, the bank’s training program did not address this issue. In an area where common sense should prevail, this is the area in which companies should communicate and address issue such work place dating and sexual harassment. According to the text book, the Petitioner’s general nondiscrimination policy did not address sexual harassment in particular, and thus did not alert employees to their employer’s interest in correcting that form of discrimination. Moreover, the bank’s grievance procedure apparently required an employee to complain first to her supervisor, in this case Taylor. Since Taylor was the alleged perpetrator, it is not altogether surprising that respondent failed to invoke the procedure and report her grievance to him. Petitioner’s contention that respondent’s failure should insulate it from liability might be substantially stronger if its procedures were better calculated to encourage victims of harassment to come forward. Reference Page †¢Twomey. Labor and Employment Law: Text Cases, 14th Edition. South-Western/CourseSmart, 02/25/2009. 430).

Free Essays on Miss Brill-A Rose For Emily

The two women, Miss Brill and Emily, have several similarities and differences. Both protagonists chose to live in earlier times and hold on to the past, they are very lonely, and they both cling to an object of affection that is no longer living. Even though they are so similar they do possess a few differences. Emily chooses to shun society and her character remains unchanged throughout the entire story. On the other hand, Miss Brill loves to go out and feel like a part of society and her character changes emotionally in the end. A major comparison between the two elderly women is their inability to move beyond their past. They seem to be forever positioned in the earlier times of their lives. When Emily’s father died she refused to believe that he was dead; and for three days she told people that he was still alive. She would not allow anyone to bury him during those three days. Also, Emily never paid the taxes on her home because she was still under the impression that she did not owe any taxes. When men from the city came to collect her money she called them by the name of an old Colonel that was no longer alive. She tried to deny reality and live in the past. In comparison, Miss Brill’s life consists of putting on her fur, sitting on a bench, and watching the people around her. It was her daily routine that appears to never change. She never moved on with her life; and instead tried to live vicariously through others. The two protagonists were also very lonely and the objects that they clung to were dead. Emily lived in a big house with her father until he passed away and she was left alone. She did not have any friends and she never spoke to anyone who lived in her town. For the most part, she kept to herself until another man came into her life to fill the void of her father. She was afraid of losing him so she murdered him in order to hold on to him. Similarly, Miss Brill lived by herself and had no frien... Free Essays on Miss Brill-A Rose For Emily Free Essays on Miss Brill-A Rose For Emily The two women, Miss Brill and Emily, have several similarities and differences. Both protagonists chose to live in earlier times and hold on to the past, they are very lonely, and they both cling to an object of affection that is no longer living. Even though they are so similar they do possess a few differences. Emily chooses to shun society and her character remains unchanged throughout the entire story. On the other hand, Miss Brill loves to go out and feel like a part of society and her character changes emotionally in the end. A major comparison between the two elderly women is their inability to move beyond their past. They seem to be forever positioned in the earlier times of their lives. When Emily’s father died she refused to believe that he was dead; and for three days she told people that he was still alive. She would not allow anyone to bury him during those three days. Also, Emily never paid the taxes on her home because she was still under the impression that she did not owe any taxes. When men from the city came to collect her money she called them by the name of an old Colonel that was no longer alive. She tried to deny reality and live in the past. In comparison, Miss Brill’s life consists of putting on her fur, sitting on a bench, and watching the people around her. It was her daily routine that appears to never change. She never moved on with her life; and instead tried to live vicariously through others. The two protagonists were also very lonely and the objects that they clung to were dead. Emily lived in a big house with her father until he passed away and she was left alone. She did not have any friends and she never spoke to anyone who lived in her town. For the most part, she kept to herself until another man came into her life to fill the void of her father. She was afraid of losing him so she murdered him in order to hold on to him. Similarly, Miss Brill lived by herself and had no frien...

Life Passed Me By

Life Passed Me By Life Passed Me By Life Passed Me By By Maeve Maddox Cezar wrote: Can you clarify differences or subtleties between:my life passed by me and my life passed me by. Sometimes the placement of a word makes all the difference in meaning. My life passed by me could mean simply that a portion of ones life has gone by. Anyone who bought stocks in mid-1929 and held onto them saw most of his or her adult life pass by before getting back to even. The sun is shining on my brown eyes; eyes that have seen these past three years of my life pass by me in a flash. My life passed by me could also mean that the speaker had a vision or revery in which the events of his life replayed in his mind the way the thoughts of a drowning victim are thought to cause his life to pass before his eyes before he dies. Usually the preposition is before, rather than by. I felt panic and fear at first and saw my whole life pass by me in an instant. How could he come that close to death and not see his life pass before his eyes? Just saw my life pass before my eyes as elevator I was in †¦ plummeted 10 floors before lurching to a stop †¦ My life passed me by, on the other hand, conveys the idea of a wasted life, a life that has been frittered away in meaningless activity. I feel like my life has passed me by to the point where I experience very dark and depressing days Has life passed me by at 40? If spoken of another person, life passed him by, the expression can mean that the person so described passed his life in uneventful obscurity: [Harish Chander Mehra] Saved Nehrus life, but life passed him by Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:Arrive To vs. Arrive AtHow to Punctuate with â€Å"However†Particular vs. Specific

Type 1 diabetes, Hypertension Essay Example | Topics and Well Written Essays - 1000 words

Type 1 diabetes, Hypertension - Essay Example The monitoring of the patient’s blood glucose levels is an important nursing intervention at this point. In order to ensure speedy and efficient monitoring, the finger sticks can be used. Such monitoring must be performed on an hourly basis and after three consecutive hours of normal blood glucose levels, the monitoring may be shifted to every 2 hours (Peno-Green, n.d). However, when the levels once again fall to abnormal digits, the monitoring must be returned to once every hour (Peno-Green, n.d). In instances when the blood glucose levels exceed normal numbers anytime during the monitoring, insulin must be administered to the patient. Monitoring of blood glucose levels is important because it can assist the health practitioners in detecting sudden and asymptomatic decrease in blood sugar; it can also help guide the practitioners in the implementation of interventions and plan of care for the patient (Harrison, 2001). Since the patient’s blood glucose levels were restored to normal levels after simple carbohydrate intake, there is no need to administer dextrose infusions of glucose. Such intervention would have been necessary if the patient had severe hypoglycaemia and did not respond to oral glucose intake (Goldstein, 2009). Nevertheless, if (during the monitoring) the blood glucose levels would drop and would not respond to current medications, dextrose infusions of glucose can still be carried out. In the process of monitoring, the nurse must also be watchful for signs of sweating, irritability, tachycardia, confusion, dizziness, pallor, and stupor (Williams & Wilkins, 2005). Such signs can signal a hypoglycaemic crisis which may need further consult or referral to the medical practitioner. Since it is important to try to maintain the patient’s blood sugar levels – and to avoid another hypoglycaemic state, I need to constantly monitor the patient for signs of hypoglycaemia. These signs include pale moist skin, drowsiness, and the

How women are seendepicted in the book the things they carried by the Essay

How women are seendepicted in the book the things they carried by the author Tim O'Brien - Essay Example Only on a few time did you find a woman who in fact fought in the war. Two women from a different source affirmed that "women served alongside men in that sink-pit of War." Some positions women had were non-traditional.The women are a load and a difficulty as much as they are a prompt of what the soldiers required. "All that crap about how if we had a pussy for president there wouldn't be no more wars'' 'You got to get rid of that sexist attitude." These men had a variety of vision and emotion about the women they love, the women they disgust, and the women that they may not be acquainted with and can only vision of. While the text given to the thoughts of women is small is physique, it is fairly important in sense. (O'Brien 1990) Mary-Ann, a seventeen year-old girl from Middle America, rapidly becomes fraction of Vietnam. She studies how to chase from the Green Berets, but almost immediately she shifts further than even them, and disappears into the tropical forest. She loves the way Vietnam makes her experience: this portrays the theme of adultery between her and the soldiers as if she is all there, and can not at all lose herself. 'When her boyfriend last sees her, she is wearing a necklace of human tongues'. Mary Anne Bellgirlfriendto soldier Mark Fossie symbolizes the dishonesty of blamelessness that takes place in war. She appears wearing "white culottes and this sexy pink sweater," fresh from suburban U.S., and becomes a foul tool of bereavement, scarier than even the Green Berets. (Herzog 1992) Yet extra than the American soldiers in Vietnam, Mary Anne Bell symbolizes the unknown, somebody who does not fit in where she is. Like Rat Kiley's troubled reply to behavior process only during the night in "Night Life," the story of Mary Anne highlights what happens when someone's environs have an effect on her. Mary Anne is also symbolic of alteration, specially, the loss of blamelessness to experience. Comparable to how the "green" medic Jorgenson is appropriate to make errors, Mary Anne is greener than any man in the work of fiction. She arrives in Vietnam not only not ready for war but also not aiming to take part in it. Her alteration from an attractive girl wearing culottes to an animal-like huntsman who wears a 'necklace of tongues' equivalents and overstates the revolutionize all young men went through in Vietnam, such as "O'Brien" who went from a boy who was fond of school to the man who planned a aggressive vengeance against Jorgenson. (T O'Brien1991) O'Brien leaves out the ending to the story about Mary Anne, as a replacement for letting her quality pass into the dominion of myths. quite than letting us to know what becomes of somebody (like himself) who experiences an aggressive loss of blamelessness, we are left speculating how war influences a person, and to what ends of time that person will carry on to feel its consequence. The one part of "knowledge" that Mary Anne's story educates us is that once blamelessness is lost, it can never be regained. Different from O'Brien or Bowker, on the other hand, when Mary Anne misplaces her virtue, she becomes a mediator of primitive nature. (Heberle2002) As a final point, Mary Anne is the most genuine instance of love in the novel. Even if Lt. Cross and Henry Dobbins carry memento that remind them of feel affection for, Mark Fossie is the

Main Characteristics of Human Resource Strategies

Main Characteristics of Human Resource Strategies To understand the main characteristics of human resource management strategies, there is need to define the meaning of human resource management and HR strategies and how they are linked to each other within business environ, irrespective that HR is our daily routine in the aspect of life, development, advancement and the way we choose to do things for achieving better result in all aspect of administration and social life activities What is Human Resource? Obviously HR its believed to be a phrase used to refer to how employees are managed by the organization or to the personnel department handling that particular role. Managerially, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. However, the pitch has moved from a customarily administrative task to a strategic one with the aim of recognizing the link between capable and occupied people and organizational achievement. In this context, the pitch draws upon concepts developed both in industrial/organizational psychology and system theory.Besides, Human resource have at least two interrelated interpretations but depending on the context which we shall be discussing as we progresses although this perception is however changing drastically as a function of new and ongoing research into more strategic approached. Human resource management can also be defined as a unique approach to employment management system which also seeks to achieve competitive advantage through strategic development of a highly committed and capable workforce using integrated array of cultural and structural personnel techniques (Storey 1995). Going by the word human resource managements objectives, it consists of the followings: It simply means to get the most out of the return on investment from the organizations human capital and also curtail financial risk. Administratively, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. Also considering that management is the process of getting things done effectively and efficiently with and through other people to achieve the objective of the firm and organization. The need to understand that human resource management is the organizational function that deals with issues related to people such as the employee motivation, hiring,ÂÂ  communication,ÂÂ  healthsafety, performance management, compensation, organizational development, administration, training and selection, wages and salary, pension management etc. What is HR Strategies? This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to manage and retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets.ÂÂ  However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. HR strategy as defined by Shaun Tyson (1995) as the intentions of the corporation both precise and covert toward the management of its employees, expressed through philosophies, policies and practices, typically, strategic HRM bridges business strategy and HRM focuses on the integration of HR with the business and its environment. A HRM strategy sets out what the organization intends to do about its resources management policies and practices and how they should be integrated with the business strategies and each other. However, they are described by Dyer and Reeves (1995) as internally consistent bundles of human resources practices and according to Richardson and Thompson, (1999) A strategy whether it is an HR or any other kind of management strategy must have two key elements: There must be a strategic objective i.e.(What the strategy aims to achieve) There must be a strategic plan of action i.e. (The means through which such proposed objectives would be met) We must understand that fundamental types of HR strategies can be identified as follows: General strategies: This involves high-performance management, high commitment management and high involvement management. High-performance management strategy basically aims to make an impact on performance of the organisation in the following areas, productivity, growth and profits, levels of customer service, quality. However, it also looks at extensive and relevant training and management development activities, recruitment and selection procedures, incentive pay system and performance management process. These are called high-performance working system which we shall be explaining on how they help employees in problem solving and how it provides incentive to motivate workers to use their flexible effort. High commitment management as one of the major characteristics of HRM which lays prominence on the importance of enhancing mutual commitment. However, its been described by wood (1996) as a form of management which aims at eliciting a commitment so that behaviour is self regulated rather than been controlled by sanctions and pressures external to individual and relations within such an organisation is often based on trust. It is worthy to note that there are many similarities between high-performance and high-commitment. In fact, there is a common ground between practices according to Sung and Ashton (1995). High involvement management its a precise set of human resources practices that focuses on employee decision making, power, access to information, training and incentives. High involvement was used by Lawler (1986) to describe management system based on commitment and involvement as different to bureaucratic system based on control. The principle is that employees will increase their involvement with the company if they are given the opportunity to control and understands their work. However, it was claimed that high involvement works well because it acts as a synergy and has a multiple effect. This approach requires treating employees as partners in the business whose interest are highly respected and who have interest in matters that concern them, concerned with communication and involvement. The practices included in a high involvement system have sometimes expanded beyond this original concept and included high-performance practices InÂÂ  thisÂÂ  today modern world,ÂÂ  its believed that a great human resource strategy provides an undeniable and persuasive business folder for aligning populace andÂÂ  society with business strategy as well as it commands the awareness of management and builds the required obligation for required resources and support for execution. In business,ÂÂ  Strategies create or build a sensitive intelligence of value in business development, growth, size, strategic planning, and willingness to change for better productivity. In Human resource strategy, there is always a link that dovetails from the strategic management process which includes the followings, strategic analysis, strategy formulation, and strategy implementation. The main rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organizational performance will improve and therefore business success will follow, also Human resource in itself may not be effective but integrating corporate strategy and HR matters into an organization and people strategy may prove more successful. We can also look at other Features of HR Strategies as follows: Motivation Strategy This is a conscious decision to direct effort in an activity to achieve goal that will satisfy a predominate need. Also we could look at it as a way of motivating employee of any firm/organization to achieve better/quality productivity and achieving the goals and targets of the company in a business environ considering the fact that Its obvious that every organisation is operating in its own style of business to maximize profit and minimize risk occurrence but the question ahead of us is that how can a company motivate its employees in a working environment? Any company/organisation can motivate its staff by the followings: letter of commendation, giving prize, gifts, promotion, and review on increase in salary, required training etc. Implementation Strategy This is a strategy which any firm/organisation applies into their policy after and during meeting decision which helps the company to align their strategies from the corporate level to the shop floor workers to work in accordance with the aim of achieving the set target goal and employees also need to have access to the resources and equipment to do their work effectively. We can also look at other Characteristics of HR Strategy as follows: Performance management : As one of the characteristics of HR strategy that deals on managing performance which is the key responsibility of line managers and any area where a partnership between HR can be most effective and beneficial. However, HR can be of tremendous help to managers to understand how to define roles in the light of business drivers and how to identify the capabilities required to do the job. The key performance indicators for each role should be derive from the business drivers in making job role more responsive to the changing business environment. Job security Job design: In this context HR ensures that the right people are selected for roles which dovetail into helping the employees to see for themselves if they have the capabilities for new roles and HR can work with the line in developing self-assessment. It is obvious that job responsibilities fall between the gaps and most job descriptions are not current for more than a few months. In general, managers most often believe that what workers want most from their jobs are extrinsic rewards such as good wages security, promotions and good working condition but the employees, however, usually rank intrinsic rewards, such as challenging work, recognition for good work, participation in decisions that affects them and sympathetic understanding of personal problems higher than job security and good wages. When they do not get these desire provisions from the organisation they tend to go somewhere else to work. Designing effective appraisal development process : Appraisal requires excellent interview and counselling skills if the process is to be motivating for those involved and it relies on managers and employees having a relationship in which discussing performance is not seen as a burden or a threat, however in many cases, managers do not make the time to appraise peoples performance well. In many organisations the link between personal development and the business strategy is atimes weak but with appraisal being used as an annual administrative chore, which means that employees fail to take personal development seriously but HR can help by designing process which are simple to use and user-friendly. Appraising employee is a significant factor that identifies the loose end of an employee to re-adjust its stand. Selection Recruitment: A strategic approach to recruitment and selection needs to incorporate a wider set of policies, such as reward, development and job design which reflects an understanding of employee motivation and closely linked to trends in the changing labour market. Recruitment is a part of an overall career management strategy which is driven by the business strategy, getting the right staff for a specific job and retention. Remuneration : This is the comparing termsconditions of employment and salary scales including the structure of share options and to whom they are available, severance terms in contract ,incentive and bonus schemes in terms of immediate and future commitments. Strategic management skills especially understanding how to add value to both employees productivity and the new business. Change Organizational structure: Being able to manage change means taking a proactive measure rather than reactive role in bringing about change which involves being able to understand how the organization works as a system, identifying where the changes needs to occur to enable the organisation to achieve its goals and requires being willing to assess how well the HR team is equipped to manage and being prepared to improve the teams capability as appropriate. Trainingdevelopment: Every company/firm needs training and development for their employees for better improvement both in procedures that is cost effective. Training helps in organizational development, increasing returns on investment, improving the market share and increasing the levels of product innovation. However, it helps in both awareness raising and skills development of the member of staff. Also certain drivers of training are already starting to transform the employment landscape, by making the employees to be offered roles which makes the best use of their Talent and uplifting the employees to the right job. Training and development has done a great impact in organization by employee adding value through their positive effect on customers, who will in turn purchase more and produce a positive impact on the bottom line and improve share holder funds. ASSIGNMENT NAME : PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT ARE THE BENEFITS OF TRAINING TO STAFF AND ORGANIZTIONS? LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Its quite obvious that training and development exercise is necessary in every organization, firm/company. However, before we look into the benefits of training to staff and organization, there is need to understand the meaning of training. Training: Its often said that training is an expensive unwarranted exercise but training is seen as something that is work related on job training, off job training or employment training schemes and also to assess organizational, departmental, divisional group, occupational and individual performance. We shall be addressing the benefits of training from the following point of view as we progresses. JOB ASSESSMENT AND EVALUATION: In this context training helps the effectiveness of the job in terms of the present and immediate future, the potential usefulness, specific changes envisage in terms of priorities and technology. It also identifies the gap in staff organization to be filled. GOOD COMMUNICATIONS: Training aligns itself with the help of effective formal and informal communications and the extent and nature of correcting misunderstandings. It also helps both in staff and in organisational and operational confidentiality. ENHANCES JOB FLEXIBILITY: Especially at formal performance appraisal times and intervals which requires the ability, willingness and flexibility to accommodate issues raised in both approaches. FULFILLING REQUIREMENTS/STANDARDS FOR REGULATORS: Identifying those areas required and usually to consider the absolute standards required in skills, knowledge, attitudes, behaviour, expertise, and performance in both staff and organization. INTRODUCTION OF NEW TECHNOLOGIES: Basically when there is an introduction of new tech in the company it is important to trainretrain staff/organization to be more versatile and get used to how to make use and work with the new product in an effective and efficient way. RESPONSIVENES AND FLEXIBILITY: This refers to the ability to deal with; shortfalls in the usage, potential, capacity of organizational culture, and weakness, unity and clarity of purpose. FOR GROOMING NEW LEADERS: Training development of staff has really shown a great impact in a way of grooming future leaders for better task and product business technology responsibility. IT ENHANCES PRODUCTIVITY: When and after been train there is possibility of increase in productivity which dovetails into size and market growth, share holders funds. NEW EMPLOYEE INDUCTION TRAINING: Basically this is getting to know the staff, setting basic standards; indicating required attitudes, values and behaviour; ways of working; meeting colleagues; job description, goals and target. Meeting key staff with whom they interact; how to interact with key suppliers; customers and clients and general organizational environmental familiarisation which has been of great importance/benefit to both staff and organization. ENHANCING STAFF WORTH: Ensuring that staffs are aware of legislation; their rights and duties; instilling universal standards of attitude, value and behaviour; intolerance of discrimination; bullying; victimization and harassment on race. HRM PROCEDURES AND PRACTICES: Basically explaining staff management requirements and expectations, for instance; disciplinary, grievance, dismissal and redundancy procedures, training opportunities, other things to do with contracts of employment and terms and conditions to both organizations. PROMOTES STAFF EFFICIENCYEFFECTIVENESS: Ensuring that the staffs are trained in monitoring, reviewing and evaluating the effects of what is done and constantly and actively seeking ways of building on success and strengths by addressing the weakness and gap identification for better productive results. PROMOTES INTERPERSONAL RELATIONSHIP: This teaches the staff and organization series of tasks and activities required of them in their daily work and in their perspective and environment. However, it draws a direct relationship between what has been learned elsewhere and how it is now to be applied as required. Training also enhances level of interest and therefore commitment to the work and organization. It is also appropriate in some cases in job rotation, enrichment, enlargement and enhancement programmes where staffs are moved from one job to another on a regular and formal basis. Continuous Training prevents staff from becoming stale or bored in one job and enhances their employability. It enhances collective and individual confidence, identity, commitments and loyalty and brings out potential in staff. Effective training and development enhances the staff knowledge and understanding of what is possible in certain circumstances and under particular constraints. It helps staff in designing, implementing and supporting the required management and supervisory style and increasing higher output per staff. Training and retraining, it provides the opportunity for staff in setting a moral or value possibly taking pride in the organization and its work on the part of all concerned. FOUNDATION FOR SUCCESS: Basically coping with the change and uncertainty in products, services, technology, organization and the environment being productive and successful. Training has been of immense benefit to both staff and organization, accuracy in prioritising those activities that contribute directly to organization profitability and effectiveness Training of staff on how to deliver and respond to the programmes as a whole and also participating in the aspects which may have good knowledge Training has been of benefit to staff to address the full range of needs and ability to maximise the full potential, interest capability and willingness of everyone By enhancing commitment and motivation, clear policy and direction, clear and acceptable set of rules In monitoring, review and evaluation mechanisms at both and operational management levels Gives greater employee expectations, employee commitment and enhancing total awareness of potential Gives a clear common standards in areas of shortfalls in practice, easily identified and effective remedy Training meets best practice standards whatever the sector or occupation and for actual practice Training improves high levels of staff value including high levels of pay and rewards. High priority and high quality on the job training. Training helps to boost and speeds up development processes and reflection of value within the business environment Training promotes uniformity in staff and the way they interact both with other colleagues and clients and customers. Also maintaining standardization in all aspect of production. Continuous training of both products and services thus enhances the staff competency, which brings out the best in any staff to work and aim at achieving the desire targets and goals and objectives of the company. It helps to oversee the design and production of all promotional materials for use in an organization It helps in developing and devising strategies in meeting the set standards and repositioning in the business environment EMPLOYEE MOTIVATION: Training motivates staff, drives the need, motive or goal that triggers action. Also a selection process that directs the choice of action to be carried out for better performance. Training has also helped in understanding where, why and how effective development has taken place and also providing information to be used as a basis for effective corrective action. REBRANDING REPOSITION: Training has been proven to be of immense help in rebranding of products which helps in productivity and sales and thus repositioning of companies image within the business environments. All these benefits through training have been of great impact on staffs and organization in transforming to a better creativity and productivity. ASSIGNMENT NAME: PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT DO YOU UNDERSTAND BY INTEGRATED HUMAN RESOURCE STRATEGIES LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Integrated HR Strategy This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets. However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. Shaun Tyson (1995) defines HR strategy as the intentions of the corporation, both explicit and cover, towards the management of its employees, expressed through philosophies, policies and practices. Typically, strategic HRM bridges business strategy and HRM and focuses on the integration of HR with the business and its environment. One of the key elements of HRM is the internal integration of HR policy goals with each other. David guest (1989) incorporated the HR policy goals of strategic integration, commitment, quality and flexibility into a model. He suggests that these HRM policy goals are a package which Purcell (1996) considers to have six common elements as follows: Careful recruitment and selection Extensive use of systems of communication Team working with flexible job design Emphasis on training and development Involvement in decision making Performance appraisal with tight links to contingent pay. The rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organisational performance will improve and therefore business success will follow ,however this in itself may not be enough . Tony Grundy (1998) suggests: Human resource strategy in itself may not be effective. Integrating corporate strategy and HR matters into an organisation and people strategy may prove more successful. Certain drivers for change are already starting to transform the employment landscape, reversing previous power balance between employers and the employees. Globalisation is highlighting the need for organisation to manage the development of talent as well as to manage knowledge in complex. Technology and the rapid changes in working practices and skills requirements are enabling employees who are truly employable to command their price and dictate terms to their employers, while line management is quite responsible for the growth and survival of the business and its employees. HR as a function has potentially key role to play in partnering the line to prepare their organisations for future challenges. This is where operational effectiveness has to be balanced by a strategic perspective. This need for balance is demonstrated through one of the major thrust of strategic thinking in recent years. Hamel and Prahalads (1994) idea of the core competence of a firm suggests that firms should build their strategies to what they do best. One of the key of challenges for the leaders of any organisation is to provide a sense of direction and a focus for the organisations activities. Ideally, strategic direction involves creating a situation in organisations where the present is being driven from the future, rather than simply being seen as an extrapolation from the past. In changing times there is a greater need for clarity of business direction than in more stable times when the status quo provides employees with guidance as to what is expected of them. However, if employees are to be able to contribute their skills in the most effective way in order to realise business aims, it helps if people know what these aims are, knowing the need of what is expected of them and why. In some organisations, the business direction is made clear in strategic imperatives and the business plan. However, commentators such as Guest (1987) and Storey (1995) regard HRM as substantially different model built on unitarism i.e. employees share the same interest as employers; Individualism, High Commitment and Strategic Alignment (Integrating HR strategy with the business strategy). It suggested therefore, that HRM has also emphasized that employees should be considered as assets rather than variable cost. A strategic HR is likely to have a number of key roles relating to the attraction, development and retention of talent. This may mean competing for the best employees through developing innovative approaches to careers and rewards. Quality of management is likely to be another key agenda item; this may mean introducing tough and effective assessment and development process to ensure that the organisation has the leadership it needs. The enabling of high performance is likely to be a key target for strategic HRM. This involves understanding how high performance is built and sustained, as well as identifying and eliminating barriers to high performance and this will probably involve addressing those aspects of organisational life which have an adverse effect on peoples motivation. HRM policies and practices have been linked to competitive advantage as follows: Communication/corporate responsibility which lays emphasis on communication and corporate responsibility Resourcing Emphasis on external resourcing and internal resourcing on aspect of training and careers development. Culture Promoting an empowerment culture, diversity and an equality culture. Organisational structure and control Emphasis on flexible organisations/work practices, utilising IT to structure the organisation, horizontal management and reward innovation/creativity. Strategic This is where HR planning provides valuable data and is carried out as an integral part of the overall strategic planning process. This involves line managers in developing and evaluating HR practices since this approach recognizes that those who are most knowledgeable about the workforce should be involved in building commitment to the strategy across the organisation. Typical objectives associated with different areas of HR responsibility (after Lam and Schaubrock) include: Maximum strategic impact Aligning HR practices with business objectives, conducting development programmes to support strategic changes. Improving HR adaptability on changing environment and enhancing workforce capability and motivation. Coordinate Integrating diverse HR functions and operations, develop compensation and benefit programmes, improve HR project management, coordination between various HR functions and any potential HR problem. Improve team effectiveness. Communicate Improving employee involvement and understanding of HR, communicating HR policies inside the organisations, conducting job analyses for long-term objectives, improving management acceptance of current/new HR policies and also communicating HR policies outside the company. Control Improving HR resource procedures and control, managing personnel-related cost, reviewing HR operations procedures, improving HR budget control and clarify budget and resources availability.

Paper on the Costs and Benefits of Building Society

At the beginning of this century there were more than 2000 building societies, fiercely independent mutual organisations, formed in the spirit of Victorian self help. There are now just 71. Some of these that have disappeared were terminating societies with a fixed wind up date. The last â€Å"terminating† society was the Fist Salisbury which wound up in 1980. Other societies have been swallowed up in take-overs or converted into banks in the great 1997 demutualisation. This assignment will discuss this trend with particular reference to the potential costs and benefits in the short and long term. This assignment will examine the costs and benefits to the building societies as well as those to the members and staff. The Costs and Benefits to the Building Society Conversion to plc status is seen as having the major advantage that there would be freedom from the limitations imposed by the Building Societies Act 1986, 1997 the statutory framework for the Building Society industry. The restrictions the Act impose include the following: 1) 75% of all lending has to be secured against residential property This means that Building Societies are limited in their participation in the more risky, but more rewarding unsecured lending. At the moment, Societies can make unsecured personal loans up to a limit of  £15,000 per customer, whereas there is no ceiling for Banks. Building Societies with less than  £100m of assets are not permitted to make unsecured loans. 2) No more than 50% of funds may be raised on the wholesale markets This limit was previously 40% before the revised 1997 Building Societies Act. Building societies have eagerly taken the opportunity to raise money in the wholesale markets, which have frequently proved to be the cheapest source of wholesale funds (Wholesale funds are large deposits placed by companies and financial institutions, bearing an interest rate in line with the market rate rather than base rates). They have used these funds to even out any shortfall in the inflow of retail funds to meet the mortgage demand. Banks have no ceiling on raising wholesale funds, which are usually cheaper than retail funds. Building Societies may also find themselves at a disadvantage in access to wholesale funds at competitive rates. As only 50% of funds can be raised from the wholesale market only the very largest societies can maintain the necessary standing in the international capital markets which allows wholesale funds to be tapped on the finest terms. Equally, the capacity to cope with the volatility of the wholesale markets and the risks they pose, requires Treasury management teams on an increasing sophistication to which only the largest societies can aspire. 3) Before the 1997 Act, building societies could only offer temporary or occasional overdrafts to corporate customers. Now building societies can establish subsidiaries to lend to business customers, but have not yet become significant lenders to industry. This is in contrast to banks who are very much regarded as lenders to businesses. As a result of the Building Societies Act 1997, building societies are now also able to : a) make unsecured loans to incorporated businesses; b) to own a general insurance company which could write housing related policies (buildings, contents and mortgage payment protection insurance). Building Societies are limited in raising capital. Until 1991 building societies could only raise capital by means of retained profits. Now larger societies, to increase capital, can issue Permanent Interest Bearing Shares (PIBS). This is in contrast to plc†s who are free to raise capital in the market by issuing shares and bonds if they plan to expand. An example of this is Barclays 1987 rights issue to raise  £921m to finance â€Å"growth†. Building societies cannot in general engage in take-overs of, or mergers with other types of financial institutions in order to expand their breadth of operations, and retain their mutual status. Banks have this freedom and can finance mergers and acquisitions through the issue of new shares, whereas building societies can only finance acquisitions with cash. Efficiency is also an issue as a plc – profit making organisation is perceived as having greater efficiency than a mutual organisation. However ‘competition has proved a spur to efficiency at least as effective as the disciplinary effect of a public quotation† (PRIMA). As a result of the break up of the societies cartel arrangements for setting interest rates, the banks have made successful inroads into the mortgage and savings markets and hence competition is today very strong. There are many costs and disadvantages associated with building societies converting to banks including: The new plc will be regulated by the Bank of England, rather than the building societies commission. The plc will operate under the Banking Act 1987, compared to the Building Societies Act 1987, 1997. The plc may find it difficult and time consuming, at least initially, to deal with the new method of regulation. The Government†s planned new super regulatory body may also provided further legislation that has to be adhered to. 2) Need to pay out dividends and ability and pay competitive interest The plc will find itself under pressure to pay out growing dividends to shareholders. This reduces retained earnings, thereby reducing the plc†s ability to pay competitive interest rates. In the past building societies have been able to operate on a narrower margin than banks between their rates to the depositors and borrowers because: a) their low management cost (due to their less complicated specialist business); b) no requirements to pay dividends; c) low capital requirements due to the low risk nature of their assets; d) because the banks tended to subsidise their money transmission service by their deposit accounts, which lessens their ability to compete in the savings market. 3) The plc becomes open to possible take-over bids The change of status may have adverse effects on the institution†s image with customers. This may adversely affect its ability to compete with Building Societies. Building Societies are generally regarded as friendly institutions, concerned first and foremost with the customer. A comprehensive study of public perceptions of different financial institutions conducted in 1987 showed that building societies enjoy a positive rating of 85%, compared with only 51% for the high street banks (Personal Finance & The Future of the Financial High Street, Research Associates, March 1988). Building societies have traditionally been seen as a safe depository for the savings of working people. Building Societies are safe and a principal reason why is that mutuality has restricted them to safe, low risk activities. This safety and friendliness have strong customer appeals, which may be lost if conversion to plc status takes place. In general building societies have low levels of bad debt relative to banks. The lower levels of bad debt can be put down to the loaning restrictions set down by the Building Societies Act 1986, 1997 (e.g. 75% of loans must be secured against residential property). In 1997 a number of building societies decided to give up their mutual status in favour of plc status. These conversions and take-overs resulted in a number of windfall payments to society members. These windfalls were in the form of cash or free shares. The size of windfall varies from society to society, but investors due to receive windfalls from all the building societies that surrendered their mutual status during 1997 (Halifax, Northern Rock, Alliance & Leicester, Woolwich, Bristol & West) can expect shares worth an average total of about  £6,000 (IC vol. 120/1524 page 34). This is clearly a short term benefit to members but it is argued that as plc†s these former mutuals will in the long term not be able to offer such attractive interest rates for borrowers and savers. Christopher Rodrigues, Chief Executive of the Bradford & Bingley argues â€Å"The one off benefit of plc conversion is here today, gone tomorrow. The higher savings rates and lower loan rates of mutuality are for life not just for flotation day†. Mr Rodrigues points out mutuals don†t have to consider the demands of shareholders – particularly for high dividends or share price growth so profits can go to members – via better interest rates on savings accounts for example. Which?, the respected ‘Consumers† Association magazine has also criticised these conversions and claims the new banks will be forced to squeeze customers for maximum profitability. Which? Argues that mutuals offer better interest rates for savers and borrowers. This case of mutuals offering better rates is hard to prove in practice as there are so many financial intermediaries, products, min balances and interest rates available. For example, the Which? Report only examined two products over a narrow period of time. Most of their mortgage research is based only on the 12 months to March 1997, a period when the converting societies knew they could get away with charging windfall seeking customers more than their rivals. Over the longer term Money Facts, a savings rate specialist, claims mutuals record in savings rate best buy tables is poor. Each year Money Facts publishes details of how much money you would have if you had invested with each of the 90 or so Tessa providers 5 years previously. Just one of the five largest mutual building societies made it into the top 25 Tessa providers. The same was true last year. A quick look at the mortgage market tells a similar story. Research conducted by myself paints a similar picture. Investors Chronicle, a weekly investment magazine published by the Financial Times, carries a weekly updated table of highest deposit rates (Appendix 1). As at 29 January 1998 out of 36 financial intermediaries listed on this table offering the best deals on various products (e.g. Tessa, Instant Access up to  £2500) only 13 of them are mutual. In recent months, there has been a rush of new entrants to the banking arena that offer better deals than the mutuals and established high street banks. Insurer, Legal & General (60 Day Notice Minimum  £2500 7.65%) and supermarket, Safeway (Instant Access Minimum  £1000 7.3%) (Appendix 1), for example, both offer excellent interest rates on savings accounts. Equally, Scottish Widows† mortgage products are very cheap. Even if believed that mutuals offer better savings and mortgage rates it is a long wait for building societies to deliver the same return as there converting counterparts. One case that illustrates this point is a saver that had  £5,000 in an instant access account run by Nationwide – whose members rejected conversion this summer – would earn more money than he would at the Woolwich (see Appendix 2). However even if you were a non taxpayer, it would take more than 50 years to make  £1500 (Woolwich windfall approx.  £2000) extra in interest payments. The lure of the mutual building societies is not so compelling as it is often presented. Some building societies have recognised that they need some sort of scheme with which they can compete with the attractions of windfall bonuses. The Nationwide, Bradford & Bingley and Yorkshire have all announced cash back schemes where members will get a larger slice of the profits in the form of better interest rates. The Britannia has actually paid cash bonuses worth  £35m to members. However the average payout to members was  £35. Another aspect of consideration is the treatment the customer receives. Mutuals almost always beat banks in surveys on customer friendliness. Building societies staff are perceived by customers, according to market research, as more friendly, more pleasant and more interested in their jobs than those of banks and other financial institutions. (PRIMA). Many building societies have branches in estate agents in small communities. These branches are not usually prolifically profitable, but provide a valid service to the community. As plc†s are profit making organisations there is a trend that community branches are closed after conversion. The Abbey National, for example, closed 1000 community branches after conversion and all 200 of National & Provincial†s when it took it over. This is a great cost to those who live in these communities. Many are old people who are now faced with travelling long distances to get their money. Plc pay is generally higher than mutual pay for the senior managers of a building society. Peter Birch, Abbey National†s, Chief Executive, pay has increased from  £173,000 pa in 1987 to  £450,000 pa in 1996 and he now owns shares worth  £1.8m. This is in contrast to the Chief Executive of Halifax who†s pay did not increase by anywhere as much and was unable to receive share options. There is a clear benefit to the senior mangers of a converted building society, but in the long run they are also more open to being removed by discontented shareholders or a take-over. Share options are believed to produce more motivated and committed staff. In conclusion there are potentially more benefits to the Building Society than costs. The major benefit being the escaping from the limitations imposed by the BSA. The Building Societies Act 1986, 1997 excluded building societies from potentially more profitable, if riskier business. The regulatory constraints on a plc are less onerous than those on a mutual basis therefore although banks are subject to continuous Bank of England supervision, the basic limitations are the scope of company articles of association whereas building societies must comply with highly specific requirements of the Building Societies Act 1986, 1997 on such matters as the permitted proportions of wholesale funding, unsecured lending and advances by class of asset. In general, members also have potentially more benefits than costs. In the short-term members of converting societies have the benefit of windfall payments. In the long run it is claimed that members will lose out in less competitive interest rates, however this is very hard to prove. Even if it can be proved, the savings and mortgage rates offered by the mutuals will only be marginally better than those offered by the non-mutuals. It will take years to earn the equivalent of a windfall bonus from a mutual in the form of better interest. Some people urge others to think about the next generation and that one day there will be no mutuals left, but at present most of the best rates are offered by the new entrants to the banking arena (e.g. Safeway). Any member who retained their membership of a converted society through retaining their share allocation, at present would be benefiting even more. The reason for this is that the share prices are higher today than when the societies floated. Secondly as this is being written the Woolwich as part of it†s maiden full year results announced a â€Å"fresh  £100m windfall for Woolwich investors. A 6.5p special dividend added to the total year dividend of 9.5p will put  £105 in the pockets of hundreds of thousands of former Woolwich members who received the average windfall package of 657 shares. The Woolwich will also seek authority to return a further 100m to 200m of excess capital to share holders later this year in share buy backs. There is a clear cost to those members who relied on a community branch, however have these usually retired people examined the alternative technology available (e.g. telephone banking, cheques, debit cards etc.). Staff (particularly senior management) will benefit as a plc is able to offer share options which are believed to produce more motivated and committed staff. Senior management will also usually have greater increases in pay. These people are not ‘FAT CATS† they do a complex job and are paid the going market rate. In the long run senior managers of a plc are easier to remove from the company if their performance is poor. All in all the benefits of conversion outweigh the costs. This is true for all the interested parties, i.e. the building society, the members and the staff.