Reporting Practices and Ethics Paper free essay sample

Financial management is very crucial in today’s health care financial procedures. It is one the most important aspects of the financial health care. There are many assessments made- based the financial records and the business transactions that occur within the health care organization. It is crucial the financial records are kept up- to -date and they follow specific guidelines. The books kept up- to- date and in order, this will show the amount of money being brought into the organization for profit and the amount of money the organization has lost in profit. One thing that may cause the honesty of the organization to be on the brinks is the organization financial management and the correctness of the financial books. This paper is about information that will address financial reporting practices and ethics. It will address four financial management functions, summaries that accept accounting principles by generally accepted accounting principles (GAAP). We will write a custom essay sample on Reporting Practices and Ethics Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It will also give an example from an article that has reflected ethical standards of conduct and financial reporting. The basic four components of financial management are planning, controlling, organizing and directing and decision making. The preparation is responsibility for financial management to recognize the purposes of the health care organization. The planning step is to â€Å"set directions and allocates resources, the organizing step brings people and material resources together in working condition, the leading step inspires people to best utilize these resources, and the controlling step checks that the right things happen, in the right way, and at the right time† (Lombardi, Schermerhorn, amp; Kramer, 2007,). Controlling is the process of the financial management to ensure that each department of the organization are going by the procedures that was decided. The financial manager should have the reports available to study the most recent financial reports. The reports will help to select what department needs the most consideration to keep the organization going. Organizing and directing is the responsibility of the financial manager to decide in what way to make use of the funds of the organizations most efficiently. Resources such as assets will help the manager to ensure the goals of the healthcare organizations are accomplished. Directing is an everyday job provided that control and support. The final step in the element in financial management is decision making. Planning, organizing, and controlling is a correspondence with the decision making process. The choices will be by the financial manager based on evaluation, analysis and information. Generally accepted accounting principles is a set of financial recommendations used for financial accounting. The recommendations are for preparing financial statements and for setting standards for organizations accountants. According to Baker (2011), â€Å" One of the requirements of GAAP is that unrestricted fund balances be separated from restricted fund balances on the statements, so you see two appropriate line items (restricted and unrestricted) in the fund balance section† (p. 108). GAAP are the rules of accounting. Those guidelines are to arrange the reporting of financial statements that will include the cash flow statements, income statements, and the balance sheet. With the reply of these responsibilities, the Organization of Managing Bookkeepers declared principles of moral conduct for employees of managing bookkeeping and financial management. The principles take account for confidentiality, integrity, and competence. A person must maintain knowledge and the necessary skills is what includes competence. They must always maintain their professional responsibilities and duties in accordance with related rules, technical standards, and regulations. Confidentiality when one should not disclose confidential information, such as health records except when given the right authority to do so. Integrity has the responsibility not to engage in activities that would affect prejudgment, favors that will influence their actions and decision making. According to† Ethical Standards† (n. d),â€Å"Specialists of managing bookkeeping and monetarist managing partake an commitment to the community, their line of work, the institute they work for and themselves, to uphold the utmost principles of decent manner. Hewlett-Packard Company CEO, Mark Hurd turn out to be mixed up in the workplace. According to (Healthfield, 2012), â€Å"Mr. Hurd had failed to disclose a close personal relationship he had with a contractor that constituted a conflict of interest† . †Mr. Hurd also â€Å"failed to maintain accurate expense reports, and misused company assets. † This is an example that reflect ethical standards of conduct a nd financial reporting practices. Practicing accuracy end honesty will help continue the capacity to never misuse the financial systems, and abide by the laws laid out by GAAP. Organizations are providing their employees with the necessary training that will equip them as well as sustain the reporting practices operational but at the time use the similar procedures and show them new procedures. Fraud and abuse is something everyone know when being ethical. By using the GAAP guidelines, keeping the organizational ethics and policies would be free from abuse and fraud. By following the guidelines that comes from the GAAP, they can help prevent fraud and abuse from happening in the health care organization itself. These guidelines are there to help the organization benefit so they will always be ready in case there may come a time when they have to show their financial documents to a third party. Therefore in conclusion, it a major responsibility in financial reporting practices and ethics. Financial managers should implement the four elements of financial management in their reports to avoid fraud, abuse and the risk of breaking ethics. Managers should know how to plan, control, organize and directing and decision making. They should always incorporate the GAAP rules and regulations in order to avoid unethical rulings.

The eNotes Blog Top 10 Holiday Gifts forTeachers

Top 10 Holiday Gifts forTeachers Teachers. They do so much for our kids all year, often for very little money. The holidays offer all of us the opportunity to show them our gratitude and appreciation. Here at , we posted a question on our Discussion Board, asking teachers themselves what gifts they would most like to receive from students and parents. Here are their top ten suggestions. Make an educators holiday just a bit brighter with these great ideas! 1.   Personalized Notes of Thanks and Remembrance. By far and away, the majority of teachers who commented on our question said what they treasured most were students letters.   Susan3Smith says, The best teacher gifts from students or parents are notes or cards.  The notes can sustain me during a tough time, and they dont make me fat. 2.   Gift Cards. A treat for everyone, but perhaps especially for teachers, gift cards are fabulous way to show you care. As auntlori notes: Because teachers generally do spend their own money on things for the classroom, gift cards are always welcome. 3.   Kindle. If you would like to hear a squeal from a teacher that sounds remarkably child-like, AND you can afford it, consider giving Amazons electronic reader, the Kindle, the second-most requested wish on our teachers list (just behind personalized notes!) 4.   Stationery. Also making a strong showing on the wish list was stationery. As kiwi puts it, The love of stationery is a very close second to the love of teaching. msmegmaynard agrees,   I am personally obsessed with new stationery! 5.   Pens! Also making  their mark on  various wish lists were pens.   Actually, office supplies  of all sorts are in great demand.   As kiwi puts it, Pens pens pens pens. Coloured notepads, fancy staplers, highlighters, erasers the list goes on. I still get gel pens as a Christmas  present  each year! 6. Candles. Scented candles are one of those wonderful indulgences that we teachers love to get but rarely buy for ourselves. Give your favorite educator some aromatherapy! 7. Rare or Early Edition Book. Several teachers and editors who commented noted that a rare or first edition text was a treasured gift. It showed them that the parent and/or student knew them well enough to know their favorite authors, and they were aware of the time it took to find that special gift. 9.   Wine. Quite a few teachers admit that they would love to receive a good bottle of wine. If you know a literature   teacher and wine lover, try out this great, inexpensive (less than $20) vintage called Writers Block, available in Cabernet Sauvignon, Merlot, Malbec, and Syrrah. 10.   iPad. Well, we can dream, cant we?   As accessteacher points out, Since its Christmas, why not an iPad? Lets go wild!! From everyone at , we wish all of you, teachers, editors,  students, and parents, happy holidays and a prosperous New Year.

Henry Tam and the MGI Team Essay Example | Topics and Well Written Essays - 1500 words

Henry Tam and the MGI Team - Essay Example Henry and Dana viewed themselves as leaders and facilitators in shaping the vision of the company but Sasha perceived them as interns and business plan writers. Confusion was also evident when Sasha introduced Dav to the team. He brought Dav to the team without consulting anyone hence this made Henry doubt his intentions and wonder if both the HBS students and Dav were used as ploys to enter the business contests. There were bigger problems in the norming stage since the team had not discussed the values and norms to be followed. At this stage, the team lacked cohesion as Henry and Dav were disagreeing with Sasha and Roman was disagreeing with the Russians. Dav and Henry also argued that the brainstorming meetings were too lengthy and ineffective while the others disagreed. The team did not divide its task (was to come up with a business plan for MGI) into subtasks hence they were not able to accomplish their goal. This is evident from the case study since they were not organized and there were no determined specific outputs from each person or meeting. The team was also divided into main group and subgroups. The main group was made up of the three founding members and the other members formed the subgroups. The members did not clearly define the roles of each group hence there was no integration between the main group and the subgroups. The team was very much disorganized since there was no team leader officially appointed to define the roles of each individual, take the responsibility of decision making and evaluate the performance of the team. There were no values and norms set by the members and they did not develop a good working culture at the beginning. This caused a lot of conflicts among them as the team members were not able to communicate effectively. First of all, the team had a product that had the potential to do very well in the market. They had an idea of what they wanted to sell.

Dynasty Essay Example | Topics and Well Written Essays - 500 words

Dynasty - Essay Example ty came to an abrupt ending because of its expensive military expansions and political unrest due to its autocratic and tyrannical form of government. Though principles of Confucius were respected and followed to some extent in state affairs but more emphasis was paid on Buddhism and Taoism. Education system was over-hauled. Civil service exams were introduced a long time back during the Han dynasty and during this time period, this system was revived. The economy of China improved due to developments and engineering works such as canals, roads and cities- which were undertaken on a large scale. Special attention was paid to irrigation and agriculture. The Grand Canal was built to promote speedy communication and transportation between the northern and the southern parts of China. The Great Wall of China was also fortified. 1 In 617, the Sui dynasty was overthrown by Tangs. It promoted Taoism in the religious and social lives of the people. The government was centralized and it managed to rule for about 300 years. Major changes in the political, economical and social structures were witnessed during this time. Printing was invented and Art and literature flourished. Arab, Persian and foreign traders expanded their activities during the eighth century and set up factories at the Canon Delta, Fu-chien and Chiang-su2. The government held large areas of land particularly for the breeding of horses for the government officials; and military-agricultural colonies were established along the northern border as a means to protect the frontier3. The Tang dynasty managed to establish peace and stability in the empire and during 715-56 AD, prices were low and merchants could undertake long journeys without the fear of robbery.4 Transport of luxury goods and grains from the southern parts of China was made easy with the intricate web of highways and the canal system.5 This state of wealth and prosperity could not last longer because land holding policies of the government

Employee Relations 1 Essay Example | Topics and Well Written Essays - 3000 words

Employee Relations 1 - Essay Example ive solutions, which will essentially take care of the workplace dynamics as well as bring all of the employees on a single platform, as and when needed. There is a dire need to comprehend where the employees are going wrong as per their work domains and what needs to be changed in order to bring sanity within the organization. If the human resources department feels that there is a lot of negativity at the workplace and that the employees do not feel motivated to do their respective chores, then issues could arise which could turn into potential conflicts at the workplace. Now is the time to make sure that these conflicts would get settled in the best manner possible and that too with utmost ease and understanding on the part of the people who are assigned the very tasks in essence. This paper takes a keen look at the ways under which conflict could be managed as well as draws a line between the ethically right and the wrong as far as the employees within an organization are concern ed. Within the Australian workplace of present times, one can see that conflicts have become a norm. This is because different individuals have varying personalities which they bring to the workplace. Now it is up to them as to how they treat one another as well as their respective work ethos. The conflicting scenarios are a direct result of the interaction or the lack thereof amongst the employees, the peers and the relation that the top management has with the subordinates. Once again the role of the human resources department is of essence as it tries to maintain its writ within the organizational regimes. What is important within this scenario is the role of the organizational processes and tasks which must be completed at all times without any hiccups whatsoever. There must be a cohesive basis for getting things on track without any problems because in the broader context it is very significant to take care of the tasks and processes as they bring in the profits and revenues for

Evolution Of Human Resource Management Functions

Evolution Of Human Resource Management Functions During the early stages of the industrial revolution, employees who worked in factories had to undergo extremely harsh conditions where they were underpaid and had to work for long hours under very poor conditions of hygiene. These conditions outraged the employees who worked in such factories and they initiated labor riots. As a result of these riots the government intervened to provide basic protection for labors or employees of such factories. This was done through the introduction of statutory regulations and all factory owners were required to comply with these statutory regulations. As a result the factory owners were forced to set up a department to look into employee wages, employee welfare and to address other issues concerning labor. This led to the development of Personnel Management. The evolution of Human Resource Management could be said to have started with the industrial revolution when factories had established personnel departments to look in to wages and welfare of employees. It could be said that the Personnel Management approach gave way to the Human Resource Approach. Personnel Administration: Personnel Administration concerns day to day activities and existing problems of employees. Personnel Administration could be identified as a reactive tool. Scientific Management: Scientific Management suggests there is a specific or a best way of doing things. In Scientific Management human beings were considered as machines, their feelings and attitudes were disregarded. The main aim of Scientific Management was only to maximize the productivity of the organization. Human Relations Movement: Human Relations Movement always anticipated the future unexpected occurrences before considering the current issues and believed in synergy. Government Regulations: Government Regulations were put into place so that all employees would at least get basic protection from basic forms of unfair treatment. There are mainly four acts which were put into place for this purpose. Equal Pay Act (1970) This act prohibits and less favorable treatment between men and women in terms of pay and conditions of employment. Here, the term pay is interpreted in a broad term and covers areas such as holidays, pension rights and company bonuses. Sex Discrimination Act or Gender Discrimination Act (1975) This act exists to protect men and women from discrimination on the grounds of sex. The Sex Discrimination act is mainly in relation to employment, training, education, harassment, provision of goods and services and in the disposal of premises. Race Relations Act (1976) This act exists to prevent discrimination on the grounds of race. The act also covers discrimination on the grounds of color, nationality, ethnicity, provision of goods and services, education and public functions. This act also established the Commission for Racial Equality. Disability Discrimination Act (1995) This act makes it unlawful to discriminate against people in respect of their disabilities in relation to employment, the provision of goods and services, education and transport. Human Resource Movement: With the Human Resource Movement greater attention was given towards social responsibility and social well being. There was more emphasis give to the relationship between employers and employees. Employee ideas and initiatives were encouraged. Strategic Human Resource Management: In Strategic Human Resource the importance of human resource considerations in long range strategic planning has been recognized. Under Strategic Human Resource Management not only one section or department of the organization would be considered but instead the organization as a whole would be considered. The Personal Management Approach (Early 20th Century) The usage of Personnel Management Approach was prominent throughout the early 20th century even though it remained administrative in nature. The Personnel Management Approach mainly concerned itself with, Keeping employee records Ensuring compliance with stated policies Implementation of functions such as recruitment, training and wage administration Taking welfare oriented measures such as providing medical care and vaccinations Attempting to increase productivity through wage increases and training, and enforcement of standards Dealing with trade unions and trying to solve industrial disputes through collective bargaining and other industrial relations approaches Conducting performance appraisals The Personnel Management Approach tried to convince workers of the business interests, and convince management of workers interest and also increase awareness of business about social responsibility. Personnel Management was mostly not involved in the companys strategy and operations aspect. The Traditional Human Resource Approach (Late 20th Century) The Traditional Human Resource Approach evolved during the late 20th century with the development and introduction of new theories such as Maslows hierarchy of needs theory. In the Human Resource Approach the employees of an organization were considered as valuable resources. Unlike the Personnel Management Approach the Traditional Human Resource Approach was not merely a staff function but it was more and more involved with business operations. The following could be identified as the main differences between the Personnel Management Approach and the Traditional Human Resource Approach. Motivation was given to employees through various forms such as free holidays, creating an active and social community within the workforce besides monetary incentives. Training and Development was not only focused on providing work related skills but also focused on changing attitudes and development of basic skills Wage and Salary Administration became more complex with the introduction of performance related payment schemes The Strategic Human Resource Approach (21st Century) The Strategic Human Resource Approach aligns individual goals and objectives with corporate goals and objectives, and rather than enforce rules or dictate terms, acts as a facilitator and promotes a participative approach. The following could be identified as the main differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach. Increased reliance on performance based short term contracts instead of long term employment Direct linkage of compensation to the profitability of the enterprise and the employees contribution towards such profitability New dimensions for training and development function by encouraging and facilitating innovation and creativity How Personnel Management and Human Resource Management Differ Personnel Management can be viewed as a tool and it concerns organizational rules and regulations and also ongoing issues. Whereas, Human Resource Management first looks in to the long lasting future and analyzes Human Resource needs. Further, Human Resource Management uses an integrated approach to achieve those needs with the congruence of corporate objectives. Role, Tasks and Activities of a Human Resource Practitioner A Human Resource Practitioner has the opportunity to help shape the success of any organization. There are many roles, tasks and activities that a Human Resource Practitioner should do such as, Maintain and implement an effective HR data system and also manage the filing system and records for the department. Document and update job profiles for all employees. Maintain and review approved manpower plan with the relevant stakeholders on a continuous basis as per the identified needs and requirements. Develop and implement a Project Employment equity plan as champion / driver of the function. Ensure timed contracting and processing of employment and compensation matters. Ensure all terminations are processed timorously in that structured exit interviews are conducted for employees, leaving and relevant documentation completed. Distribute records to and liaise with all relevant departments within the Company. Assist in developing and implementing new and reviewing existing policies and procedures. Conduct roll-out sessions with staff. Handle all HR / personnel related queries and correspondence timorously and escalate if needed. Ensure orientation and induction for all new employees on HR related issues are conducted. Implement, support, advise, coordinate, monitor and report on Performance Management System. Reporting compile and distribute reports on HR activities. Maintain leave records and execute leave audits when required. Employee relations. Employee wellness. Role of a Line Manager Line managers are managers who are responsible for an employee or work group. Many organizations line managers now carry out activities, which were traditionally within the remit of HR such as providing coaching and guidance, undertaking performance appraisals and dealing with discipline and grievances. In many cases, they also carry out recruitment and selection in conjunction with HR. First, it is important for line managers to keep a positive relationship with their employees, so that the employees will have higher level of job satisfaction, commitment and loyalty, which are associated with higher levels of performance or discretionary behavior. A line manager can also attend to the above-mentioned if he or she does performance appraisal. In addition, Line managers also play a strong part in structuring peoples actual experience of doing a job. Never the less, it is important that line managers see through the weaknesses of the work force and guide, train or coach them with proper directions where the employees can perform their work in a higher manner. In the role of a line manager, they always involve the employees in communication, especially when it comes to taking decisions or solving a problem in the line this also known as employee engagement. When working as a line manager and playing its role, the employees should feel easy and comfortable to discuss matters with their line managers. Therefore, the line managers should be opened to his or hers loyal work force. Last but not the least it is very important for a line manager to recognize the contribution of an employee to his work place. Line Management Responsibilities To have a good working relationship with the people who works under the line managers they will have to have some responsibilities that would make it effective. There are some factors that should be taken in to consideration such as, The Line Manager should make an effort to build a relationship with the workers under him that would be productive to the company. When the manager builds a good relationship with the workers, the workers will be happy to work and they can have discussions and gain more ideas through the workers knowledge as well. The team work with the workers will be very effective and this will increase the productivity of the company. The Line Manager should very careful when he conducts the performance of the employees since it might affect the employee positively or negatively. The Line Manager must provide more opportunities to the employees to have more discussions, more work, and responsibilities of the activities they do in order to get them more confident on a regular basis. This will help the employees know what the targets are and they will be kept remembered. This will help them stay focused and work in order to achieve the target. The focus on the performance and the work that the employee and manager do must be a two way process and both of them should be able to discuses and express their opinion about the performance and what are the factors that affect the final outcome. The Line Manager should set an example in a way that he would be the first one to reference by any employee when a problem arises or when a decision must be made. This also means gaining the respect that is needed by a manager must be earned by the Line manager. The Line Manager should provide regular updates on information and knowledge to the employees in order to keep them sharp. Some information and knowledge can be only accessed by the manager and it is up to the manager to ensure he updates on employees on their employees significant areas. The manager must make sure he has regular meeting and discussions in order to inform the employees on the development, problems and also remind them the goals and objectives of the company. So the employees know what is happening around the company and how they must act to overcome the issues. The Line Manager must identify the employees strength and weakness personally and must be able to make use of it for the benefit of the company. If an employee has a particular strength the manager must use it to the advantage of the company and if the employee has a weakness then the manager must help the employee to overcome this weakness. The Line Manager should appreciate the employees on their good work and as well as advice them on the inappropriate work. The manager must be able to send the message straight and make himself clear for the employees. The Line Manager should provide advice and support when it is needed by the employees. The Line Manager should support the fact that some employees need training and he must help them gain it. To carry out all these responsibilities efficiently the Line Manager needs to know all the employees job description and work specification. So when the Line Manager has a clear view on that the clarity will exist when making decision and as well as the Line Manager will know the limits of each employees. So being a Line Manager the managers responsibilities are mainly having a good relationship with the employees and understanding their needs and wants and leading them to do the activities that the manager requires them to do. Making the employees work in a way that they are satisfied with their work and letting them know that the company does care about them in order for them to work with their heart. Any manager must know how to get to any employee since not all the employees are the same and not everyone will be satisfied with the way the manager treats the employees. Hence, understanding the employees demands and understanding a way to gain their respect is very vital. Human resource planning Human resource planning is the term used to describe how companies ensure that their staff is the right staff to do the jobs. It is a systematic process of matching the interest, skills, and talents of individual community members with the long term goals and economic opportunities in the community. This process anticipates and maps out the consequences of business strategy on an organizations human resources. It is reflected in planning of skill and competence needs as well as total headcounts. For resourcing strategies to be implemented they must be translated into practical action. The strategic process can be organized logically. For these decisions to be taken, information must be obtained, consequences gauged, political soundings taken and preferences assessed. A clear Human resource plan includes benefits such as: Highlighting opportunities for strategic partnership that allow communities and other partners to share the benefits, risks and training costs. It provides for small successes that are encouraging and motivating for the community members and others that the program is on track. Making it easy to evaluate progress (especially client feedback) and to present funders, partners, and community members with effective information about the progress. The Human Resource Planning Process In order to compartmentalize the Human Resource Planning process, it will be broken down under five main general headings, under which each company will be analyzed against, so that the contrast in how they differ in planning processes can be identified Environmental Analysis The first step in the human resource planning process is to understand the context of human resource management. Human resource managers should understand both internal and external environments. Data on external environments includes the following: the general status of the economy, industry, technology and competition; labor market regulations and trends; unemployment rate; skills available; and the age and sex distribution of the labor force. Internal data required include short- and long-term organizational plans and strategies and the current status of the organizations human resources. In Standard Chartered, Human Resource Managers have surveyed the environmental arena and have undertaken activities that enhance their business performance now and for the long-term. They have also look for ways to ensure the economic development of the countries Standard Chartered Bank operates in, how to have a positive impact on the environment and society, as well as contributing to good governance. Human Resources have helped maintain an integrated view of how Standard Chartered does business that takes into account economic factors, the environment, community, and good governance. They have identified seven sustainability priorities by consulting key stakeholders such as government, academics, socially responsible investors, non-governmental organizations (NGOs) and peers. They now deliver on this agenda by using the core skills and talents of their employees; providing quality financial services; and leveraging Standard Chartered Banks geographical footprint and international status to be a force for good. Standard Chartered Banks Human Resource Managers have thus analyzed its environment and have enhanced their labor and employment practices through collective bargaining agreements with the Local Unions and focused interaction with all labor regulatory authorities and agencies thus demonstrating the promotion of the principles of human and labor rights. The Bank also has a Diversity Inclusion (DI) Council. Designing the Management System A proper concise system is a vital necessity and needs to be in place, in order to handle the Human Resource process. The overall aim of this system is to manage human resources in line with organizational goals. The system is in charge of human resource plans, policies, procedures and best practices. For example, the system should track emerging human resource management trends, such as outsourcing certain non-core functions, adopting flexible work practices and the increased use of information technology, and, if appropriate, implement them. Standard Chartered Bank has signed a seven-year outsourcing contract, worth US$200 million, with Atos Origin for the management of its data services infrastructure in the Asia Pacific region. The agreement covers the banks data services in Hong Kong, Singapore and Malaysia. Atos Origin says it will aim to deliver improved performance levels and costs to the bank through the deployment of new technology and the standardization of processes. Commercial banks Human Resource system took a different approach and identified a more lucrative benefit can be made by outsourcing their existing pension scheme. Thus it resulted in the bank hiring Hewitt Outsourcing Services (India) Ltd, to convert its existing pension scheme, from a defined benefit plan to a defined contribution plan. As a result the group post-tax profits rose 39.46 percent to 2.37 billion rupees during the nine month period, compared with the same period last year. Analyzing Supply Organizations can hire personnel from internal and external sources. The skill inventories method is one of the techniques used to keep track of internal supply. Skill inventories are manual or computerized systems that keep records of employee experience, education and special skills. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary. For example, Standard Chartered, during the recession, Human Resource analyzing the surplus in employees, and having to cost cut to coincide with the new survival strategies of the company started to take attrition approach. Attrition is the process whereby the existing employees leave their jobs for various reasons or gets downsized. Those jobs will be kept vacant or unfilled. Attrition or hiring freezes or ban on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a surplus manpower in the organization. But if the attrition rate is continuous and high then it is high time the concerned authorities in the organization have introspection and take remedial actions. High Attrition is a sign of bad reputation for the organization as a working place. Under the analyzing supply in terms of Human Resource planning process Commercial Bank operates on a different avenue. If future surplus is estimated, Commercial Bank has to plan for redeployment, redundancy etc. If surplus is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the deficit of employees is estimated. Commercial Bank also makes plans for training or reorientation before redeployment of employees. Redeployment takes place in the form of transfers. If the deficit is not estimated in any job/department and surplus is estimated for the entire organization, Commercial Bank then, starts consultation with the trade unions and plans for redundancy or retrenchment. Reconciliation and Planning The final step in human resource planning is developing action plans based on the gathered data, analysis and available alternatives. The key issue is that the plans should be acceptable to both top management and employees. Plans should be prioritized and their key players and barriers to success identified. Some of these plans include employee utilization plan, appraisal plan, training and management development plan and human resource supply plan. A good example of this would be to go back to the times where recession hit, and Standard chartered had done extensive research on employee utilization plan, and more importantly the downsizing to keep them afloat. The HR identified key managers and put into action a redundancy plan which was as followed: Standard Chartered redundancy plan This plan covered type and number of employees, time of and place of retrenchment, type of help to be extended to retrenched employees in the form of compensation, help in getting new job, priority in filling future vacancies. Redeployment, Redundancy/Retrenchment Programs: 1. Outplacement: Outplacement programs also intended to provide career guidance for displaced employees. This programs covers retraining the prospective displaced employees who can be redeployed elsewhere in the organization, helping in resume writing, interview techniques, job searching. 2. Layoffs: Layoffs can be temporary or permanent. Temporary layoffs are due to the slackness in business, machinery breakage, power failure etc. Workers are called back as soon as work resumes to the normal position. Permanent layoff is due to liquidation of the company. Proper human resource planning leaving the workforce at proper level can help to reduce this effect. 3. Leave of Absence without Pay: This technique helps SC to cut the labor cost and the employee to pursue his self interests. This technique also helps the company to plan for eliminating the unnecessary job in a phased manner. This concept serves or a productive method to help employees prepare for future changes. Work Sharing: Some areas of SC offer employees the opportunity to share jobs or two employees working one-half time each. This technique solves the problem of retrenchment in the short run. This is in vogue in advanced countries but not acceptable to workers unions especially within the Asian region. Reduced Working Hours: Under this technique, each worker, works less hours, and receives less pay, so that two jobs are saved. Again this is not prevalent in the Asian region and other developing countries. Voluntary/ Early Retirement: Another issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption Golden Handshake in order to solve the problem of overstaffing in Public sector. This technique solves the problem of excessive supply of future inventory over the demand for the human resources. In short it is popularly called as VRS. Evaluation of the Recruitment Selection Procedure of Both Standard Chartered Bank and Commercial Bank. Recruitment: The aim of the recruitment is to ensure that the Organizations demand for employees is met by attracting potential employees (recruits) in a cost effective and timely manner. Selection: Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Standard Chartered Bank Recruitment process of Standard Chartered Bank The banks Management Development Scheme takes place in Colombo, where they recruit management trainees. Never the less, Standard Chartered Bank has provided the opportunity for those candidates who are interested in this scheme to apply to their local cities. Per year around 40 management associates are been recruited. The aim of the management is to recruit graduates and post graduates with different backgrounds and experiences yet, the best and the brightest talent in market. Whom do they recruit? Young and talented graduates or postgraduates, who are willing to start their career in the financial service industry Career-oriented person Consistent academic performer throughout his/her education Innovative, ambitious, energetic and business oriented person Recruitment criteria Standard Chartered Bank recruits the most talented individuals from the external market to supplement their internal pipeline of talent. Their Human Resources department provides guidance on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates are treated fairly, equally and with respect. It has a global Graduate Recruitment Program; where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries. Analysis for Standard Chartered Banks recruitment Human Resource Recruitment is defined as any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees. The goal of an organizational recruitment program is to ensure that the organization has a number of reasonably qualified applicants (who would find the job acceptable) to choose from when a vacancy occurs. Selection Process of Standard Chartered Bank Employee selections at Standard Chartered Bank are based on knowledge, skills and talent. The bank is committed to provide the equal opportunities to all employees regardless of gender, race, age, disability, nationality, ethnic origin or material status. Never the less, Standard Chartered Bank also identifies what unique strengths each individual brings, to the roles they carry out and the development of these strengths. Standard Chartered Bank mostly uses face-to-face interviews as their selection method. Therefore, when suitable applicants are been chosen through the recruitment process the bank set appointments for interviews with them. Afterwards, upon arrival, have each interviewee fill out a job application form and give them a copy of the positions written job description. After interviews are completed, human resource manager of Standard Chartered Bank selects two or three candidates that fits for the vacant job and have them come in for a follow-up interview. This is where the management discuses about salary, benefits etc. Thereafter, the final employee selection takes place based upon these second-level interviews and makes an offer to the Human Resource Managers first choice. Analysis for Standard Charted Banks selection Any organization that intends to compete through people must take the utmost care with how it chooses organizational members. Personnel selection is the process by which companies decide who will or will not be allowed into their organization. Several generic standards should be met in any selection process, which are reliability, validity, utility, and legality. Standard Chartered selects employees based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status. Commercial Bank Recruitment Process of Commercial Bank The human resources staff at Commercial Bank first makes sure recruitment plans are set based on business goals and analyzing of history. Then looks at the job a requirement and list the skills, knowledge, experience and ability needed. Mainly the recruitment activities of the bank are carried out at least four times per year. Shown below are some figures, which have been taken from a past year. Five employees retired under normal retirements. Fifteen resigned under voluntary retirement. Four resigned Four dismissed. Three expired during the period under view. Commercial Bank has also come up with new recruitment opportunities due to the expansion of the bank. Therefore, to fill these vacancies Commercial Bank follows the internal and external recruitment methods. Whereas, it should be noted that when there is a vacancy the bank first tries to fill the space with an existing employee by following the internal recruitment method. If the requirements cannot be met by the internal method then they move into the external recruitment. In addition, it is clear that the bank follows both ways to select the best candidate. The internal procedure This method is used to fill a vacancy of Commercial Bank, using an existing employee with the right requirements and qualifications. Therefore, if there is any vacancy the management of the bank will advertise it in the internal newsletter, which is handed over to all the employees making more space for opportunities. Within one weeks time if the bank finds a suitable person from the company itself to fill the vacant position, most probably they are given the job. Commercial Bank faces many advantages due to the internal recruitment method. They are as show below, Cost effectiveness the bank should invest money upon recruitment, selection and training development when picking an employee externally. This can cut off by the internal method of recruitment. Gives more motivation to all the employees and leads to promotions. Increase commitment to the company by the employees. The external procedure Commercial Bank d

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â€Å"Lincoln Issues the Emancipation Proclamation† Out of all the documents signed throughout history in attempt to benefit our country, Abraham Lincoln felt that his document, Emancipation Proclamation, was most important. On January 1, 1763, approaching the third year of the very bloody civil war, President Abraham Lincoln released the Proclamation which declared â€Å"that all persons held as slaves† within the rebellious states, â€Å" are, and henceforward shall be free†(U.S National Archives & Records Administration). However, this only applied to the states that had been labeled as being rebellion, not to the slaveholding border states of Delaware, Maryland, Kentucky, Missouri, and the areas that the Confederacy had already come under the Union Control. Abraham Lincoln released the document at the right time to ensure that it would make a positive impact and change completely, the aim of the war. To this day, the Emancipation Proclamation shows an example of equality and cognizance (Weider History Group, n.p). In August of 1861, during the Civil War, Congress had passed their first Confiscation Act of many. Confiscation is known as the seizing of someone's property without authority. The act was used against any property, which included slaves as well, used in the rebellion against the U.S government (Weider History Group, n.p). Union major general, John C. Fermont, Commander of the Department of the West, had issued an order which declared martial law in Missouri, as well as freeing all slave states that were held by Missouri secessionists (Weider History Group, n.p). Lincoln had ordered Fermont to change the order to conform the First Confiscation Act, in fear that it might link abolition with the war that could cause the slave... ...rmies, at that point didn’t have to be returned due to the words of the proclamation. They were considered, â€Å"forever free† (Weiders History Guide, n.p). The main reason President Lincoln had issued the Emancipation Proclamation mainly as a war measure. The biggest impact that was made off of this document was how for the first time, it placed U.S government against â€Å"peculiar institution†, which placed a barrier between the South, and the recognition by the European nations which outlawed slavery (Weider History Group, n.p). The south relied on aid from France and England. In many articles within the Confederate States’ Constitution, slavery had only been protected in the Confederacy, but in other articles of the U.S Constitution, it also stated that it protected slavery. The Emancipation Proclamation made a vivid distinction of the two (Weider History Group, n.p).

What Does the Concept of Dignity mean to Stevens?

Stevens is a unique character whose life evolves solely around his profession and how he can both maintain his dignity and become recognised through his work. The concept of dignity has ruled his entire life and he believes it his duty to remain dignified in all circumstances in order to be classed as a â€Å"great butler†. His metaphorical journey however reveals that in trying to accomplish this, he has lost the vital element which must be sustained in life, human warmth. Stevens defines dignity as, â€Å"Something one can meaningfully strive for throughout one's career†, compared to Mr Graham's views that â€Å"dignity is something one possesses,† which seems more reasonable from the reader's point of view. The critic Richard Locke asks what dignity there is in not making one's own mistakes and refers to the consequent sorrow and remorse that follows, saying â€Å"such rueful wisdom much be retrospective. † This certainly explains Stevens' unemotional behaviour in his mission to attain dignity because he has since regretted not â€Å"making his own mistakes† and living life to the fullest. Instead, he delicately portrays his Father's views, who was â€Å"indeed the embodiment of dignity†, because he is not able to conceive his own opinions having followed Lord Darlington's orders all his life. Furthermore, Stevens has incorporated the Hayes Society perspectives of dignity and related them to that of his father stating that he had, â€Å"Dignity in keeping with his position†, again proving that he can not form his own views and has again had to use someone else's. Stevens is so concerned with dignity and yet his misinterpretation of it, together with the emphasis his father put on it, has left him unable to calculate his own ideas on what dignity actually is and has thus naively lead him into an empty life. It is his father's stress on the tiger anecdote that has in my view confused Stevens, the idea being that a butler resorts to dramatic lengths to ensure that â€Å"no discernible traces† of the tiger â€Å"are left†. It is the fact that his father â€Å"knew instinctively that somewhere in this story lay the kernel of what true dignity is,† and Stevens does not, but yet continues to follow his father's perspectives because he considers him a â€Å"great butler†. Everyone is motivated by aspirations to climb higher, and Stevens' ultimate goal is to be acknowledged as a â€Å"great butler†. He feels he comes significantly closer to his quest at a conference Lord Darlington, holds for the most important delegates in Europe. At the conference he believes that he is heavily relied upon to oil the friction between the delegates from different countries by ensuring that the guests have nothing whatsoever to complain about. Whilst the delegates attend these various conferences, Stevens' father is very ill, however Stevens is more willing to return to work than attend to his sick father who is the only family Stevens has left. There has always been a cold relationship between the two, both of them only conversing over professional issues, and Stevens respects his father not for being a good father but a good butler. As Stevens is devoid of sentiment he can only judge others based on their dignity and we see how important Stevens' views on dignity are because it defies how he interacts and relates with others. Not only does he describes his father as â€Å"dark and severe†, which is dignity personified, he refers to him in the third person, â€Å"I hope father is feeling better now. † His lack of emotion proves to the reader how empty Stevens is, and in order for him to fill this emptiness, Stevens primarily concerns himself with dignity. Despite his father always being detached, he ironically asks, â€Å"Have I been a good father? † However, Stevens coldly dismisses his gesture, and in doing this, he loses any chance of a positive relationship with his remaining family. Furthermore, it is his arrogant ignoring of Mr Cardinal who tells him of Lord Darlington's wrong attitude to the Nazis and of Miss Kenton's attempts to give him one last chance to propose, that severely damaged his chances of becoming a â€Å"great person† and hence a â€Å"great butler†. However, he ironically recalls this experience with â€Å"a large sense of â€Å"triumph†, and consequently dismisses any hope of happiness as he is prepared to place professionalism before relationships. Stevens is also unable to communicate to the reader his true intentions for undertaking the excursion, stating that he wishes to improve the current â€Å"staff plan† however the reader perceives that he wants to visit Miss Kenton, and hence becomes â€Å"an unreliable narrator†, always placing a professional spin on everything. He believes that he is respected for his dignity, and thus judges others on how dignified they are. Dignity means everything to Stevens, it being all he has and hence his profession becomes his life, unable to even call holiday clothes by their true name but instead a â€Å"costume. † A costume implies a disguise worn to hide the true person underneath thus stating that Stevens is not the person to undertake holidays as it distracts him from his work. Another significant point demonstrating Stevens' unreliability is his relationship with former employer Lord Darlington. Everyone must feel good about themselves in order to remain optimistic in life and Stevens accomplishes this by feeling good about being a good butler working for a good master. Despite dedicating the best years of his life to Lord Darlington, Stevens is then quick to deny any knowledge of his former employer once we hear of his connections with the Nazis in World War Two. At Mortimers Pond significantly halfway through the novel, another butler of a lesser stature than himself attends to his car and he asks if he actually worked for Lord Darlington, to which Stevens replies, â€Å"Oh no, I am employed by Mr John Farraday. † Stevens is deliberately misleading about his past relationship with Lord Darlington because of his associations with the Nazis, as the truth would have severely damaged his self-esteem. However, the reader is first given a hint of Stevens' unreliability through his deliberate changing of his mind and misinterpretation of events which have occurred. Stevens corrects himself when he recalls passing Miss Kenton's room and originally believes that she is crying, however on reflection he realises that it is not due to the untimely death of her Aunt, but her acceptance to marry Mr Benn, and that her efforts to provoke him into action had gone unnoticed. Miss Kenton asks him â€Å"Do you want me to stay†, giving Stevens the opportunity to react and tell her how he feels, however he ignores these blatant signs and continues to neglect the forming of relationships in order to protect his reputation. The reality is that he changed his mind about these events in order to shield himself from the painful truth that he is destined to spend the rest of his life alone because he chose dignity above warmth. Everything Stevens encounters on his excursion, he relates to his profession. He travels to Mursden, not as a tourist, but an admirer of the famous silver polish, and naively believes that using this has had positive repercussions all over Europe. However, Stevens has again attempted to selfishly pass something off as his own, so that he can feel good and important, helping him to fill the emptiness left from a lack of human warmth and intimacy. Despite Stevens' clear longing for a close relationship with anyone, he still feels the urge to place his pride above what really matters. At Mortimer's Pond, he refuses to walk around it for fear of dirtying his shoes because no self-respecting butler would allow that to happen and says, â€Å"My footwear is not such as to permit me easily to walk around the perimeter. † Stevens gullibly believes that others really care about how he looks and acts, and he must therefore strive to create a good impression and remain dignified. He sadly also realises that in order to qualify as a â€Å"great butler†, he had to work for an employer of proven â€Å"moral worth†, yet he has just disowned any knowledge of working for Lord Darlington when quizzed about it earlier. Realistically, Stevens is living in the past and refuses to change his ways because they have brought him his dignity, and his archaic, well structured English clarifies the fact that he has learnt his English from historical, classical books and not social context or conversations. The mere fact Stevens lives in the past is saddening as life should be full of new experiences, but instead he effectively shields himself behind his profession and exploits it as an excuse to visit new places. His old-fashioned lifestyle furthermore forbids him to look symbolically beyond the surface at Mortimer's pond and delve underneath to find the truth, and only when he meets Miss Kenton is he forced to change his perspectives and views on life. His relationship with Miss Kenton has allowed him to modernise his views as he would before judge people on the surface and converse with them on purely professional terms. Although his liaison with Miss Kenton has not altered his perceptions on dignity, he has become aware that there is perhaps more to life than work Although the reader may sympathise with Stevens and respect him, his pitiful behaviour is also both extremely noticeable and frustrating. In the unfortunate incident concerning the dismissing of the two Jewish maids, Stevens will not admit that he did not stand up for something he knew was wrong. He says, â€Å"We must not let sentiment creep into our judgement†, but ironically it is his higher regard for dignity which has ensured that he avoids sentiment throughout his entire life, and once again the reader becomes aware of Stevens' outdated response because he is prepared to place dignity above what is right. Furthermore, he ironically says that dignity is â€Å"not removing one's clothing in public†. Whether he is attempting to banter is left deliberately ambiguous, however what he says is ironic to the reader because he does not remove his clothes in private and maintains his professional persona even in his social life. To remove clothing suggests relaxation and freedom, a characteristic the reader never associates with Stevens because of his overwhelming obsession with dignity which has cost him so much. Stevens views dignity as a key to success, living his whole life by it and striving to remain dignified in every single possible circumstance he is subjected to. In his fixation with dignity, he has ultimately committed the deadly sin of pride and has thus condemned himself to a life of emptiness. He is deliberately aiming to aspire to the stature of his father, Stevens believing that he achieved so much acclaim through his dignified manner. However, at the end of the novel, it is left ambiguous whether he will strive to maintain his dignity or seek to change his ways and become more intimate and emotional with people when he discovers that â€Å"bantering is the key to human warmth. â€Å"

buy custom America’s Destiny essay

buy custom America’s Destiny essay America was still a very young country which had gone through war in 1812 and it had a strong sense of nationalism and boasted because it had no restraint of any kind and was not concerned with the consequences of its actions. This was an indication that the country was headed for conflict. In the mid 1800s America forged its way westward based on the popular Manifest Destiny which was a popular belief that it was Americas destiny to expand across Texas towards the pacific coast (SparkNotes, 2009). In the 1820s Americans occupied the Texas region which was a Mexican territory and by the 1830s about 7000 Americans lived in Texas outnumbering the Hispanic settlers in the ratio of two to one which was a high rate. This drew cold blood between the Mexican Government and the Americans and to make the affairs more constrained the Americans declared their independence from the Mexican dictatorship. People trailed to the west into the Oregon country (Sparknotes.Com, 2009). They were escaping the American rule they and part of the settlers were members of the Church of Jesus Christ of the Latter Day Saints. Founded by Joseph Smith in 1830 in upstate New York, the Mormon Church attempted to revive the pure Christianity they believed had once existed in aboriginal America. Because of their unorthodox beliefs and practices the Mormons suffered persecution. Their prophet Joseph Smith was murdred and then they were sent even farther to the west and they were led by Brigham Young in a trek fr om Illinois to the great salt lake valley then to the land that they called Deseret had been absorbed by the United States at the conclusion of heir war and they regarded the continent their birthright. Aggression with Great Britain This is where the American conquest to expand to the west created a confrontation with Great Britain and A war with Mexico. In the book by Paul S. Boyer, et.al they say that the Americans expanded by use of force when the first president of Texas Sam Houston said that the Indians and the Mexicans had to give way to their Mighty March. It say the n after the election of President James K. Polks administration (1845- 1849) the United States increased its land area by 50 percent. The book says that it negotiated Britain out of the vast Oregon territory and fought a war only with Mexico. But in the further research we see that the Americans caused a stir when they chose John Tyler as vice president so as to get southern votes on the Whig ticket. But the Whig leaders never expected him to rise to full position of president in 1841. By 1944 Tyler had broken with the Whig party and his hopes for re election in 1844 were placed on a new finding and popular issue. He began pushing for the ann exation of Texas a topic very popular with the southern people, but the North was indifferent and was not supporting the idea of adding a new slave state. Tyler negotiated a treaty of annexation with Texas but it was failed by the senate. The Democratic decided to nominate James K. Polk of Tennessee, who was also in favor of annexing Texas. In order to win the Northern support, Polk promised to extend United States borders all over the country of Oregon. This resulted in his victory over the Whig candidate Henry Clay but narrowly. But this turn of events was interpreted by the congress and Polk as a go ahead to implement expansion. They annexed Texas before the inauguration of Polk as President (Paul S. Boyer, et.al 2008). The Oregon conquest The definite reason why America nearly went to war with Britain was the Oregon Question and Polk. The Ownership of Oregon as a country drew heated sides and Polk was willing to split the area wit h England. The demands by the American Public for the whole territory angered the British the more in the long run they refused to negotiate with him. In 1846 Polk notified Great Britain that the United States could not agree to share or to joint occupation and England prepared for war but also proposed the division of the area in a treaty that the senate approved. The North condemned Polk for having not persisted in his demand for Oregon. After the war of words Great Britain shared Oregon with Texas. Buy custom America’s Destiny essay

Overview ofUnited States Navy Regulations essays

Overview ofUnited States Navy Regulations essays United States Navy Regulation began with the enactment by the Continental Congress of the Rules of the Navy of the United Colonies on November 28, 1775. The first issuance by the United States government which covered this subject matter was an act for the Government of the Navy of the United States, enacted on March 2, 1799. This was followed the next year by An act for the better government of the United States navy. In the years preceding the Civil War, twelve successor publications were promulgated under a number of titles by the President, the Navy Department and the Secretary of the Navy. A decision was made by the Attorney General that the last of the pre- civil war issuance was invalid led to the inclusion that the orders, regulations, and instructions heretofore issued by the Secretary of the Navy be, and they are hereby, recognize as the regulations of the Navy Department, subject, however, to such alterations as the Secretary of the Navy may adopt, with the approbation of the President of the United States. Thirteen edition of the Navy Regulations were published in accordance with this authority, which provided that United States Navy Regulations shall be issued by the Secretary of the Navy with the approval of the President. In 1981 this provision was amended to eliminate the requirement for the presidential approval. While leaving this provision unaffected, Congress enacted the Goldwater-Nichols Department of Defense Reorganization Act of 1986 which granted each of the service secretaries the authority to prescribe regulations to carry out his or her statutory functions, powers and duties. The Chief of Naval Operations is responsible for maintaining Navy Regulations, and for ensuring that Navy Regulations conforms to the current needs of the Department of the Navy deems it advisable that additions, changes or deletions should be made to the Navy Regulations, officials should f...

Computer Forensic Examiner Field Report Case Study

Computer Forensic Examiner Field Report - Case Study Example During the process of gathering digital evidence, elaborate documentation is necessary to help identity evidence, and demonstrate policies used in the exercise. In addition, appropriate documentation is essential in the location of evidence found in a crime scene. In relation to documentation, a clear chain of custody helps determine analysts involved in handling of evidence. It also identifies the owners of evidence and persons who receive it, as well as store them (Turkey, 2008). This concept is vital in tracing the movement of evidence from one analyst to another. During a digital evidence fieldwork, an evidence custodian will keep accurate documentation of the evidence and ensure that evidence has tags and stored in secure bags ready for transport. The most vital reason for maintaining chain of custody is ensuring that digital evidence is admissible as evidence (Soloman, 2011, p.55). Concisely, the above tasks transpired during a recent digital evidence fieldwork where I was call ed to identify, secure, and preserve digital evidence from a suspected corporate user. Observation Last week on 25 November 2012, our department received a request to from a local media firm for a digital evidence analysis. ... The room had several other pieces of computer hardware such as servers, switches, and network cables. There were some shelves on the right with some five computers. The administrator, who was showing us the computers, pointed at the computers and told us that the suspect used one of the computers. Seeing that we had room to use for the investigation, I agreed with Dorothy what we could carry identify the evidence on it. First, we asked the network administrator to help us identify the suspect computer. To do this, we asked network administrator to produce a list of IP address and associated MAC addresses during the period when the crime is believed to have occurred. Being that the he had prior records, we had the Mac address of the suspect computer, 00:80:R2:45:F7:67. We booted all the computers and indented the computer with the above MAC address. Dorothy documented the model of the computer and the serial number she found underneath the computer. Evidence collection Being that the owner of the computers—the media firm—we were ready to begin collecting evidence of the alleged CP, which was a crime and against the policies of the firm. First, we ensured that no one was around the computer alone except for Dorothy and I as we did not want any disturbance. We opened the computer and using our tools, we run some applications to check if there was any evidence of CP in the suspect computer. The first tool that we used was Retriever, which searched the entire hard drive and located child pornography material in the disk drive. The computer had several files and links of child pornography in the internet history and browser cookies. We did document what the retriever software displayed as the search result. Moreover,

Essay about globalization Example | Topics and Well Written Essays - 250 words

About globalization - Essay Example Where there is a wide range of positive effects of globalization, a variety of negative effects also exist, particularly on the local culture. Globalization has negative effects on culture in many aspects, but the greatly affected ones are food, traditions, and social values. According to The Levin Institute report (n.d), globalization has encouraged production and distribution of goods and services to people generating an access to products that were otherwise difficult to get. However, such transition has affected the viability of locally made products as well as those who manufacture them. The exposure to foreign cultural goods frequently brings about changes in local culture, values and traditions of Qatar. People of Qatar are greatly persuaded by the expansion of trade in cultural products as they are exposed to foreign cultures. In other words, gradually, foreign culture is percolating into the traditional culture of Qatar which has changed the local culture, values and traditions as a result people are undermining their own cultural identity. Due to globalization, a transition is observed in celebration of local festivals- Eid, Ramadan, Art festival where local artists display their talents. People of Qatar are greatly influenced by foreign culture and introduced celebration of some festivals such as mother’s day in a grand manner which was actually not the part of Qatar tradition. Thus, a drift is observed in local tradition and festivals as these are considered to be old fashioned, in fact, inclination and adaptation to foreign culture is