The Importance of Ensuring that Every American Has Access to Health Ca Essay

The Importance of Ensuring that Every American Has Access to Health Care They Can Afford - Essay Example The issue of health coverage for Americans has been around for many years. Attempts to enact a health system that would provide universal health for all have been made throughout the 20th century but without success (Quadagno p.g 201). For many years, economic factors have precluded the poor’s access to quality health insurance, and even either classes have been struggling with the costs. One of the significant steps forward in the health issue was made recently when the government passed the health mandate that intended to cover majority Americans. With this even, America edges close to the ultimate goal of universal health insurance. The effects of poor insurance systems transcend health issues and spill over to social and economic effects. This paper aims at highlighting the importance of ensuring that every American has access to health care they can afford. In the declaration of independence, it is stated categorically that all Americans have the right to survive. Without access to medical care they can afford, this right is turned in to privilege with only the wealthy getting the best while the other classes have to do with little or nothing in the way of health care. The high cost of insurance by many people epitomizes the lurid inequality and abuse of this right. Still, on legal matters, the general constitution’s preamble dictates that its purpose is to protect the welfare of the American people and their health is an integral part of their welfare. As such every America does not only need but deserves affordable and quality health care ergo insurance by mere virtue of being an American citizen. Furthermore, as a citizen in a country that is a signatory to the UN, health care is a human right, and as such, no factors financial or otherwise should come between them and quality health care. Considering that most Americans depend on insurance. However, for those who do not have access to insurance include those who simply cannot afford it an d those whose companies cannot cover them due to their inability to pay their premiums.

Public international law Essay Example | Topics and Well Written Essays - 1500 words

Public international law - Essay Example Part 1: Background on the Dispute In 1858, Costa Rica and Nicaragua ratified a Treaty of Limits granting Nicaragua sovereign jurisdiction over a 140 km stretch of the San Juan River, and Costa Rica sovereign rights over its right bank, as well as certain ,navigational rights, "con objetos de comercio."2 An 1888 arbitral award rendered by United States President Grover Cleveland affirmed the Treaty's continuing validity3 and upheld Costa Rica's right to navigate the river with revenue service vessels, but not war vessels.3. In 1916, the Central American Court of Justice held that Nicaragua breached the 1858 Treaty by signing the Chamorro-Bryan Treaty of 1914, granting the United States "exclusive proprietary rights" for the construction and maintenance of an inter-oceanic canal through the river. Excluding a 1956 Agreement on river traffic and protection of the border, no events of significance to the treaty regime occurred for almost seventy years. Starting in the 1980s, Costa Rica p rotested Nicaragua's introduction of new restrictions on navigation, while Nicaragua alleged Costa Rica was exceeding its right of free navigation under the 1858 Treaty. Tensions mounted. On September 29, 2005, Costa Rica instituted proceedings against Nicaragua at the ICJ claiming that Nicaragua was in breach of its obligations under the 1858 Treaty. Nicaragua raised no objections to the Court's jurisdiction. Costa Rica sought an order declaring Nicaragua in breach, and requiring Nicaragua to cease unlawful conduct, make reparation, and give assurances of non-repetition. Nicaragua denied breaching any obligations, asserted that any obligations allegedly breached did not derive from any international law rule, and sought a number of rulings on its power to regulate Costa Rica's navigational rights. Part 2: Summary of the Judgment The July 13, 2009 Judgment provides concrete guidance on the extent of Costa Rica's right to free navigation, defines the scope of Nicaragua's power to reg ulate Costa Rica's right, and identifies a customary right of Costa Rican riparians to engage in subsistence fishing. Specifically, the Court held that Costa Rica has a treaty right to free navigation "for the purposes of commerce," including the transport of passengers and tourists, and that Nicaragua cannot impose visa or tourist card requirements on passengers of Costa Rican vessels. Also, the Court concluded that Costa Rican riparians have the right to navigate between their communities to meet everyday essential needs, as do Costa Rican official vessels used solely to provide essential services to riparian communities. Costa Rica does not have the right, however, to navigate with vessels carrying out police functions, to exchange police border post personnel, or to resupply posts. The Court ruled that Nicaragua has the right to require Costa Rican vessels to stop at the first and last Nicaraguan posts on their route; require river travelers to carry an identity document; issue, but not charge for, departure certificates; impose navigation timetables; and require vessels to display the Nicaraguan flag. Part 3: The Judgement 1. On 29 September 2005 the Republic of Costa Rica filed in the Registry of the Court an Application of the same date,

Continuous Personal Development In Hospitality

Continuous Personal Development In Hospitality INTRODUCTION In the following report, to be submitted to the restaurant manager I was instructed to find the gap between the staffs current capabilities and the skills requirement that is needed to be developed in order to meet the restaurants further plan. I was also to determine the training objectives for the staff to increase their current set of skills. For the current report I had to do the skills audit. I also had do the secondary and primary research for internal and external environment. For this purpose I have used a number of web sites and books. About the restaurant: Chutney Mary- Londons most fashionable and highly acclaimed Indian restaurant and twice received the award of Best Indian Restaurant in the UK from the authoritative Good Curry Guide. Restaurant opened its door to customers in 1990 Chelsea, London. The new romantic interior combines Indian richness and sparkle sepia etchings of Indian life. Restaurant reflects mix of the finest Indian craftsmanship in a stylish setting. Chutney Mary welcome guest by a comfortable lounge area leading to a dramatic stairway, featuring an enormous Moghul style mirror work mural. Impact Analysis Skill Areas:  Communication skills Do you have the skills? (yes/no):  No Are the skills at a satisfactory level?(yes/no):  No Skill level 1-5 (1 is highest, 5 is lowest):  3 Skill level desired:  2 Skill Areas:  Knowledge of the product Do you have the skills? (yes/no):  Yes Are the skills at a satisfactory level?(yes/no):  No Skill level 1-5 (1 is highest, 5 is lowest):  4 Skill level desired:  2 Skill Areas:  Up selling skills Do you have the skills? (yes/no):  Yes Are the skills at a satisfactory level?(yes/no):  No Skill level 1-5 (1 is highest, 5 is lowest):  3 Skill level desired:  2 Skill Areas:  New Technology Do you have the skills? (yes/no):  Yes Are the skills at a satisfactory level?(yes/no):  Yes Skill level 1-5 (1 is highest, 5 is lowest):  4 Skill level desired:  1 The above table shows the current set of skills. The skills required by the staff to accomplish the companys future plans are shown in the fifth column. The chart gives a synopsis to the manger of the areas that need to be develop, in order to reach the companys goal. One of the ways to solve the problem is by gap analysis or impact analysis. It is technique use to pin point the correct gaps between expected levels of service and the actual level of service provided. Gap analysis has played a crucial role in planning asset within public sector and private sectors as well. This analysis also gives a summary of the impacts of the set qualities to the management. This analysis helps the management to recruit new staff in the future. The management can cross reference it to check if the candidate has met the requirement, so that they can achieve their future plans. The analysis is generally used at the macro level. It identifies the key performance area of the organisation. It is necessary to close the gaps in desired and current levels of skills by every organisation in order to be successful in market. Identified Gaps in Chutney Mary: Up-selling: Up-selling guides restaurant to achieve the target set by the management. In Chutney Mary the management had always given the target revenue for every month. From this employees will be aware of their their target market for their product and what exactly they have to up-sell. There is quite a big gap in up-selling. The gap can be closed by giving training to the employees. This to have a good knowledge about the product and will also help in up-selling the brand image of the restaurant. Time management: It is an important tool in the hospitality sector. Time is one of the factors that cannot be wasted by the management. Skill audit the employees are lacking in time management. It sis a new restaurant managers must plan and manage the time. Inability to this will lead to a greater loss of revenue and reputation of the restaurant. For closing this gap special training must be given to the employees regarding time management. Communication skills: Being a hospitality sector it is very important to know that communication skills plays a vital role. In Chutney Mary many of the employees are Asians and Europeans and they are lacking in English so management must be well aware of it. As Chutney Mary is a new restaurant and which serve dietary food so there will plenty of reviews from the customers so staff should be able to explain the concept. For closing this gap management should arrange special English classes for those employees who are not fluent in English. Product knowledge: Product knowledge is one the gaps identified in Chutney Mary. Every staff must aware of the product and brand standards. It can be close by undergoing proper training to the staff which enhance the employees to explain the customers about their product with ease and confidence which will result in up selling. The restaurant must focus on shortage of skills and their impacts on Chutney Mary. From the given skills audit we can find out what skills are the employees lacking in: Lacking in efficiency and effective communication skills. Product knowledge. Lacking in time management. Up selling skills and its techniques of the employees are not up to the mark. Impact of the gaps to the business and achievement of future plans and objectives of the organisation: Due to lack of skills within the staff the restaurant will not be able to achieve future targets. This may have an effect on the productivity and can lead to negative comments and perceptions of the customers. Poor product knowledge may create lower revenue even when the staffs are doing through up selling. This can lead to the down fall of the gross revenue. Thus making lower profit on the sales volume. Less knowledge about the product makes the staff aware of the highlights of the products. It may lead tension and lower self confidence while they are dealing with customers. Lack of skills development results in less productivity of the organisation and poor and unacceptable performance. Lack of communication skills results in higher guest complaints. It increases the number of unsatisfied guest, and thus to bad word of mouth publicity. Because of this the management fails to achieve their future goals. Lack of up-selling technique will result in loss of potential revenue that the company can make. Organisation may lose its business in the market sector. They also have a fear of losing their market position. Explanation of staff development plan: As per the results from the above staff development plan I have explain it in details the summary of these plan: Up selling skills training: Up-selling plays an important role in the organisation since it helps to provide the value of the product than the price verified for it. Up-selling sales report is put on the board for every month to know the whether the restaurant has gain more revenue or not. The restaurant has a target of doing up-selling of  £20,000/- and above within a month time. This will help to increase the sales by 30%. Various up-selling techniques are used by the trainer who are invited from outside. From the above calculation there was  £206 per hour of average increase in the productivity rate. Menu knowledge: having accurate Menu knowledge has a good impact on the employees. By giving the training about the menu, restaurant is hoping to achieve the target of 45% on sale within 3-4 months and from the above calculation it was observed that there was 10% increase in sales. Time management: Time management is done in order to maintain the standards and consistency of the quality of work. Employees must be aware of the importance of time. The organisation has to keep the prospective of events like Olympics 2012. Communication skills: Communication skills are important in any service industry. Customer should know the concept and is easier when the staff has good communication skill. From the above chart 70% of employees who lacked in the communication skill left the job. Training wise restaurant is improvising on training the staff regarding with their English language. Increase in staff retention: In Chutney Mary Staff retention program is not effective. From the above plan it was found that 70% of staff has left the job. Creating a friendly atmosphere and providing regular staff training the restaurant is seeking to cut down the employment cost by 34% by the year end. Summary of this plan: What has to be done: From the above development plan the restaurant is planning to train all the employees within the department. For achieving this, restaurant must follow the objectives which had prioritised in the staff development plan. Special training must be given to the following issues menu knowledge, time management, and communication skills and staff retention. Employees should be trained on the brand standards so as to achieve the objectives. For that restaurant must arrange staff meeting once in a week. And have feedback from the employees and must discuss about what has to be done in order to achieve the goals. Who is going to do it: the objectives are for all level of staff within the organisation. It is the managements responsibility for arranging the trainings and evaluating the staff progress. Performance appraisal or staff performance check can be useful for this purpose. If the employees are successfully trained and are able to achieve this objective they should be rewarded by the manager of the restaurant. When it is going to be done: November 2009 the restaurant starts the evaluating employees recruitment, whether the employees are happy with their job through employees feedback form. December 2009 the restaurant will start with their up-selling training program and it will be finish by the end of 3 months. These programs will be held on Fridays and Saturday for every 1 hour. Brand standards training will be held in November 2009 on every weekend for 1 hour. Time management training will be held on January 2010 and communication skills training will be held in February November 2010. The time duration for all the training is of 3-4 months making them aware of time period. The employees who are lack in communication skills in English will be trained throughout the duration of the program. All this training will be done at management level and at the lower level as well. How it is going to be done: In Chutney Mary management puts training session on the notice board and gives the reminder of the session on the contact number of the employee. Websites resources like brand awareness, customer recommendation helps the employee to grow. Why it is going to be done: It is done to develop the personnel skills of the employees. The restaurant will have efficient staff to provide quality service after completion of the training session. This will result in increase in productivity of the restaurant and customer satisfaction and will improve. The restaurant will have a new face in the market sector, and within the competitors. This will be helpful to achieve the competitive edge against the competitors. How much will it cost: Approximately  £200-300/- quotation has been allocated to achieve these objectives. A total expenditure of the training session which consists of staff expenses, trainer expenses, training room charges etc. will be approximately around  £1000 to  £1500/-. How will the plan benefit the business? Training on up-selling helps to improve the skills of the staff while up-selling the product to the customers and gain more profit. Knowledge of the menu is key tool for the staff so that they can recommend the needs to the guest. This will help the staff to improve their skills and knowledge. Through time management staff will become more efficient and productive and they can become focussed in their work. By using communication skill the staff is expected to interact with the guest and top level management with effective communication. The staff retention will help to identify whether the employees are satisfied with their job. It also creates friendly atmosphere and as a result in smooth running of the operation. It also ensures that employee cost will be reduced. This plan will help the business in getting more customers. It will also help to achieve competitive edge over the competitors and helps to creating a reputation within the market sector. How staff development will be measured: Recommendation by the customers: In Chutney Mary they follow guest recommendation. They also follow the comment cards policy. While presenting the bill folder the comment cards are also presented and through comment cards we receive the customers feedback. For that we have mention certain ratings from 1 to 5. If the ratings are more than 5 staffs are rewarded. It also helps in checking the performance of the restaurant. Sales tracking system: Management keeps track on the sale through this system. In the system they compare the present and past sales and even do the break even analysis. Employees feedback and reviews: In Chutney Mary performance appraisal are given to the employees and this is done on every month. Risk assessment: The introduction of risk assessment. PLANS FACTORS WHICH CAN AFFECT TO CHUTNEY MARY PLANS TO REDUCE THIS RISK High profits Customers wants Wastages Product knowledge Staff must be aware of product knowledge and must reduced the wastages and management must undergo research on their whether their likes and dislikes. Knowledge of the menu Various styles and trends Based on climatic conditions. Allergic situations Staff must know the trends and styles to overcome the place in the market. They must be aware of the seasonal foods so that they can explain them to the customers. Staff must very well tackle with the allergic guest for that the menu knowledge is important. Time management Staffs that are not aware of this skill will not be able to able to meet and keep the time for future events. Staff needs to focus and must always be on time so as to achieve these targets so as to avoid conflicts within the department. Communication skills Many of staff are not aware of English language will not be able to interact with the customers and colleagues. English classes must be appointed for the staff and must be made compulsory and other languages must be banned within the restaurant. Increase in staff retention High staff turnover rate will lead to high employment cost. Friendly working environment for the employees. Executive summary From this assignment we were suppose to find out the medium terms plans of Chutney Mary and their objectives and what are the changes must be undertaken to achieve the objectives. Than we have to find out the skills audit for analysing the skills and goals of staff within the organisation. On the basis of skill audit we have to identify the gaps between current capabilities and the capabilities required in future plans. Than we have to find out the impact and what are the plans and objectives of this gap on Chutney Mary In the second task we carried out staff development plan so that the organisation can achieve certain targets and identified the risks which were inhibiting the organisational goals. Appendix 2 From the above development plan the restaurant is striving to achieve the Medium term objectives. Staff development plan is measured and achieved in every month and in result it will show the figures in the report regarding the restaurant success. NAME OF THE STAFF TRAINING PROGRAMMES TRAINING HOURS TRAINING PERIOD COSTS Mr Gaurav Raje (manager  ) and Mr. Sachin malhotra (trainer) Communication skills     For every 2 hrs Monday to Wednesday Approximately 250  £    Mr Oliver (wine trainer and supplier) Up selling    For every 1hr     Friday to Saturday Approximately 200  £Ã‚     Mr. Gaurav Raje (manager)   Time management For every 1hr   Thursday to Friday   Approximately 250 £Ã‚     Mr. Sachin Malhotra (trainer) Brand awareness   For every 1-2 hrs   Every weekends or during briefing   Approximately 150-200 £Ã‚   Mr. Rohit Shelatkar (director) Staff retention For every 10-15 minutes During staff meeting Approximately 300 £ Appendix 3 SALES REPORT OF Chutney Mary OF DATE 30TH OCTOBER 2009(FRIDAY): Chutney Mary Current Last year Last week Covers 121 103 110 Food per head 35.47 31.45 33.78 Beverage per head 21.01 23.36 17.13 Total per head 62.78 54.76 58.99 Revenue net of VAT 6,789 4,943 5,767 Dinner analysis Before 7pm Main After 10 pm Covers 05 181 15 Revenue net of VAT 0 6,389 0 Calculation of average sales per hour: Output = average number of covers in a day average price per cover Input no of people working on the day number of hours worked = 120 55 4 8 hrs = 6600 32 = 206  £. Average turnover rate of the employees: No of people leaving premises 100 No of people working in premises = 7 100 = 70%. 10 Menu knowledge and cost: food cost + maintenance + employees cost = 1500 + 1000 + 7 employees in a shift 8 per hour = 2500 + 56 =2556. = cost per day = 2556 = 21.3% No of covers per day 120 Sales per labour hour: Total sales Labour hour = 6,389 40 = 160  £ sales per labour hour. Appendix 4 Continuous professional development determines latest trends in the organisation so as to raise the capability of delivering professional service. It helps to maintain the high standards and quality within the organisation. It promotes the general welfare of the public. It helps to increase the competitiveness within the organisation Appendix 5 What is a skill audit? Skill audit is defined as a performance indicator which helps to identifies employees performance and skills and it is done at management perspective. The purpose for arranging skill audit is to find out the skills and knowledge that the organisation requires as well as they presently possess. It helps in understanding employees strength and weaknesses and identifies and measures the functional skills of the organisation. These are done through training, job design, out sourcing etc. Appendix 6 The steps for performing staff development plan: To determine the needs and development of the staff. This can be done with the manager of various departments that interact with the staff members. For the improvement of staff development plan the organisation must measure the improvement for each development it must be specific such has production rate must be specific for every organisation. For performing staff development plan organisation provides specific training courses, cross training to the employees so that the organisation can addressed and improve the development plan for the staff. There are two types of staff development plan they are generic plan which are used for specific jobs, positions for every employee. Source: Author unknown (2008) Staff development plan identify the potential resources of the employees to meet the needs. Staff development plan helps employees to update their skills and knowledge in various areas of the department. These plans are generally made at management level. The objectives of the plans to make the employees aware of the brand standards and to make to sell the product and to get positive feedback from the customers and to improve the performance.

The Canterbury Tales :: Essays Papers

The Canterbury Tales Historical Background The Canterbury Tales were written in 1386 by Geoffrey Chaucer. In "The General Prologue," Chaucer introduces the Monk as a rebellious person who does what he wants and does not follow the rules of the monastery. However, in the Middle Ages, monks could not behave this way. They had to follow the rules of the monastery which were written by St. Benedict. They took vows as proof that they would follow these rules. In the Middle Ages, monks had to follow rules and be divided. The rules for the monasteries were written in 520 by St. Benedict. He was the leader of a monastery and wanted to write a set of rules "that were not so strict that monks would abandon their vocations"(Americana, p. 542). They were simple and allowed monks to exercise their minds and live stress-free lives. The rules said that monks had to pray, perform manual labor, and study. The studying was beneficial to the monks since they were able to become well educated. The knowledge gained from studying led many monks to write books. As part of their manual labor, they hand copied books because xerox machines were not invented yet. According to the Encyclopedia Americana, in the Middle Ages, monks in monasteries were divided into choir monks and lay brothers. This was a way of dividing the work because choir monks had to recite the prayer, the Divine Office, which was a requirement in the rules. The lay brothers did the manual labor. Hand copying books probably took a long time and they had a lot of other work to do, like studying and praying. Monks in the Middle Ages had to follow the rules and be divided. It was advantageous to be a monk because all they did was devote their lives to studying and praying. Since they led stress free lives, they were able to concentrate on their studies. The division of monks into lay brothers and choir monks seemed like an adjustment to the rule because the work was divided whereas before, all the monks had to recite prayers and do manual labor.

Log Mgmt

Log Management in the Cloud: A Comparison of In-House versus Cloud-Based Management of Log Data A SANS Whitepapers – October 2008 Written by: Jerry Sheen Sponsored by Alert Logic Basic Practices Questions for the Cloud Provider Considerations for In-House Log Management Executive Summary In the 2008 SANS Log Management Survey, 20 percent of respondents who were satisfied with their log management systems spent more than one week each month on log analysis. Most of those companies were in the Global 2000.The remaining small- and medium-sized businesses (SMB) and government organizations spent twine a half-day to five days per month on log analysis. The survey also showed that, because of difficulties in setup and integration, most organizations have only achieved partial automation of their log management and reporting processes. These difficulties have organizations, particularly SMB, wondering if they should turn over log management to an in-cloud provider†one that prov ides their log management software and log data storage over the Internet.In January, 2008, Stephen Northup, president of the SANS Technology Institute, wrote that there are pitfalls with putting log management in-the-cloud. On the plus side, he adds, â€Å"you will almost certainly save money. In addition, real experts on log analysis are hard to find†¦ † 1 Recently, vendors began offering log management in-the-cloud (otherwise known as Software as a Service or AAAS), as a way to simplify log management because the provider can dedicate the material resources and retain the talented, focused personnel to do a better Job for less money.This particularly makes sense not only for SMB without the dedicated manpower, but also for enterprises whose IT resources are stretched trying to manage multiple distributed Lana. While IT managers agree that log management is difficult, they are leery about handing over their log data to a third party application provider because the dat a might not be available when they need it, not to mention the sensitive nature of some of the data that shows up in log files.Before deploying or overhauling log management systems, organizations need to weigh the benefits and drawbacks of each model in context of their business requirements. To simplify the process, this paper presents some questions to consider when vetting those business needs against each (and in many cases, both) of these log management models. Www. Sans. Du/resources/leadership/log_logic_interview. PH Log Management in the Cloud Basic Practices When looking at both models of log management (internally or in the cloud), begin with the end in mind by clearly laying out the reasons you want to collect log data.The following are some pre-selection tenets to keep in mind when considering both models of log management: Identify Your Goals One of the keys to any successful project deployment is identifying the goals before starting. Log management needs are differen t for each business unit staking a claim in the process. The IT group may be interested in the value of log data for problem solution; the security team may be interested in information management or event management tied into an overall SEEM; and the audit and compliance group is most likely interested in tracking what people are doing in regard to sensitive data.Other possible uses for log data include marketing, forensics and HER accounting. As they identify goals, companies would do well to consider the broader advantages of log management and analysis, and look for systems or services that will allow a migration toward a more complete use of log data in the future. Of importance to all groups is the type of reporting supplied by the service or system. Log management systems often have reporting that is geared toward compliance for PC, SOX, HAIFA and other similar standards.Apart from required reports, log management can generate reports that are helpful for system maintenance, security management and many other purposes. Whether log management is handled in-house or in the cloud, reporting and correlation features should be easy to use and able to meet current and future business goals. Locate Resources Critical to the success of any log management initiative is finding the staff needed to implement, manage and maintain the system. This is particularly difficult for SMB and government agencies that can't afford top dollar for IT talent.Yet, according to a Gardner paper in May of 20082, compliance drivers are pushing organizations with smaller security staffs to acquire log management systems. In these cases, in-cloud services make sense. Larger organizations with dedicated security staffs and advanced log management processes, on the other hand, are more likely to keep log management functions in-house. But even those organizations might use log management services for branches, or as a part of their larger security or network management operations. 2 GO 56945, Mark Nicole and Kelly Savanna's.SANS Analyst Program Try Before You Buy The computer industry is fraught with solutions that don't work nearly as well as they purport. So, testing and trial use is critical to determine whether the system or service suits your needs. Put the search interface through its paces to test for functionality and accuracy. Start off with a few devices sending log data, but also set up as many devices as you are allowed to test during the trial period. Some log management systems work very well for a small amount of data; but as the data feed test larger, the performance goes down quickly†and the systems or services can miss events.A good way to test the system or service is to send some suspicious data to a device that is being monitored. Then go look for that particular data to make sure it's all there in the logs. One way to do this is to use the Kiwi Slog Message Generators to send messages to the target, for example by using an option in the program to send a simple text message followed by a number. This makes it simple to see if any of the test messages have been picked up by the log management system or service and reported upon as required.If there is a security component to the monitoring service (there usually is), try attacking your server and see how the provider responds. The specifics of how you would do this testing will vary with your goals, but logging in as a user and intentionally mistyping the password enough times to lock the account should get a response from the log service or system. I have actively used this testing approach on some appliances that collected security information and never got a response. If you choose to do this kind of testing, start slowly to get an idea of where the response threshold is.In addition to testing for nationality and security, pay attention to the user interface. In most cases, this will be a Web-based front end. Go through all the options and make sure they work. A lso, make sure that responses to the GUI are intuitive. If you have a report that you need regularly, you should be able to get that report reasonably easily, even have it e- mailed to a specified account. Custom reports and specialized reports may be more complicated to receive as a test, but the basic flow of the system should make sense.Finally, make sure that the people who will use the service test the interface before decisions are finalized. Www. Sociology. Com/kiwi-slogged-overview Questions for the Cloud Provider Selecting a log management software service provider is more like cementing a partnership than making a purchase. The service provider will have copies of critical log data†at times they may have the only copies of that data. The table below offers a quick snapshot of what to cover in a Service Level Agreement with a log management cloud service provider.Following that are questions to consider before taking the plunge. AAAS availability No more than 2 minute s of downtime a day and no more than 5 minutes per week. Timeliness of log data showing up in system Individual logged events must be available to a search from the customer portal within 90 seconds of the event. Timeliness of log data analysis Regulatory compliance Alerts must be delivered to the client within 30 minutes of a critical event. The AAAS provider must maintain compliance to changing regulations within 30 days of notification of change.New attack vectors should be applied to the processing system within 24 hours of a new attack being identified. The processing system must be upgraded to support changes and modifications to alerting from supported systems when systems are available for mineral release. Prompt upgrades to support new attack vectors Prompt upgrades to support upgrades to hardware and software 4 When considering cloud-based log management applications, organizations should ask the following questions (most of which can also be applied to in-house log manage ment systems): Is It Safe?Many IT managers are concerned with the safety of their log data, and rightly so: Log data can be dangerous if it falls into the wrong hands. Attackers can get valuable information from reading the logs. For example, they can see if their attacks work, been known to show up in logs). Log data as common as Web or e-mail traffic often contains confidential information. Having control of logs can be useful to attackers who, in some cases, will try to clean the log data to remove any traces of their activity. Therefore, it's important to look at the safety of log data†whether it's stored on- or off-site.If the log data is stored locally, it's often kept on each individual computer producing the data. Larger organizations will have log servers that will store the log data in a centralized attached storage device. Those systems are, in an ideal situation, secured and difficult to break into. In the cloud model, this data storage would be handed off to the c loud provider, which relieves the organization of the hardware, security and HER burdens involved with keeping storage in-house. However, as they lose control of that data, organizations must rely on the cloud service to handle their data securely.The issue of whether a service organization is competent is difficult to determine, and is ultimately based on reputation. Cloud providers must create a trust model as they manage collected log data securely and separately in a multi-tenant environment. This creates the need for additional layers of security to operate multiple tenants from one another on a shared server, while also protecting the data stores from attackers. Firewalls, encryption and data loss prevention are all areas of security that apply to sensitive log data stored in the cloud†a cloud that's increasingly brutalized.Fertilization, in itself, is not necessarily a negative, as long as proper security procedures are followed within the virtual cloud. The same charac teristics of fertilization that make it a concern as a hacking agent also provide a hiding technology that has the potential to make user accounts harder for attackers o access. Already security vendors are developing virtual technologies so that their anti-mallard products can't be detected and overruled by today's kernel boot- level rootlets. 5 How Is It Transported?Ask the cloud provider for specifics about how the data gets transmitted from your systems to their operations center. Is the data encrypted in transit? What type and strength of encryption is used? Is the encryption proprietary? Be wary of providers that claim their encryption information is confidential or proprietary; instead, look for providers that use proven technologies such as SSL or AES. There are numerous examples of companies that have invested vast amounts of money in creating their own encryption technologies only to find out after release that they missed a critical component.How Are Keys Stored? It would be easier for a log management vendor to use the same encryption secrets client, that attacker can access the accounts of all clients. A different key for each customer account would not only offer better protection against customers accessing one another's accounts, but also against an attacker cracking a password and getting the keys to the entire kingdom. Logical separation of key storage is also important for the same reasons. How Often Is The Data Transmitted? Most log management systems send data in batch mode.The collection appliance typically waits for either a specified time or amount of data before transmission. In general, a quicker frequency is better because the data is getting processed faster. More frequent transmission minimizes traffic bursts and gives an attacker less time to interrupt or block the transmission of alerts, a technique attackers use in an attempt to avoid detection. What Is The Level Of Compression and Bandwidth Utilization? Bandwidth utilization is a question that you'll want to keep an eye on as you test your log management service.It is common to get 90 percent compression or better on ASCII (plain text) logs, while binary log compression ratios may be less. If your Internet connection is currently heavily utilized, the log traffic may impede other traffic, and you'll want to plan for this issue ahead of time. One way to monitor the bandwidth is to capture traffic statistics using Net Flows. If you aren't monitoring your overall Internet traffic utilization, it's best to get a handle on that prior to implementing a log management service and use this number as a baseline. What Backup and Redundancy Is Included ? If a cloud provider claims to be set up to handle this type of data correctly, verify that it is, in fact, doing a better Job than you would. The provider should have data stored at multiple locations and secure backups for redundancy. Check, too, with the company that is actually doing storage. In the cloud model, storage could be handed off to another vendor. Ask questions about how stored data is encrypted, how it is transferred, where the tapes or other media are stored, and if there is a process for racking tapes.Find out how long backup data is retained, how it's destroyed, and what happens to the data if the service is terminated. It will probably be impossible to verify most of this, but the cloud provider should be able to answer questions and provide benchmarks, customer references, service agreements and other documentation. What Are The Responding Options? System. These built-in reports typically cover things like regulatory compliance and common performance and security metrics. Verify that the reports your organization needs are included as overbuilt reports, or that they're easy enough to customize.Often, reporting is not as straightforward as people would like it to be. Sometimes, the logging application won't provide the required information directly, but it may be available i ndirectly. For example, a security manager may want to identify invalid session IDs on a Web site because a high frequency of invalid session IDs may point to an attacker trying to guess a session ID and clone or hijack the session. If the log manager doesn't report that information directly, it may be possible to get similar information by tracking the number of connections built from any given IP address. How Much Of The Data Is Actively Searchable?In some cases, the most recent data will be more quickly accessible for searching than data that has been removed from an active state. Moving data out of an active part of the database can make databases faster, so some data may be moved into an area that provides slower access. Ask if there are any special requirements to access archived data or whether the only issue is a performance penalty†and request a demonstration. 7 How Much Of The Data Is Stored? If data is moved out of primary storage, is the full log data retained or w ill recovery of data be limited to searchable data fields and metadata?If some detail is eliminated, determine whether this will cause problems with regulatory compliance, forensics processes and other log management and reporting needs required across your organization. If there are processes that automatically eliminate some data, can those processes be suspended for special circumstances, such as litigation requiring the preservation of data? How long does it take to make such changes? What Log Data Will Be Accepted? What specific devices, operating systems and applications are supported?Several operating systems and hundreds of widely used appliances and devices are critical o today's diverse organizational IT infrastructures. The number of applications a log manager may be called upon to understand is staggering. Prioritize on all your critical devices and applications. How are they supported by the service provider, and how thorough is that support? How Are Its Instructions Fo r Setting Up Devices? Log management can become more complicated as the number of log-producing for setting up devices, operating systems and applications that need to be monitored.Often, a company will need to deviate from the normal setup procedure, based on the peculiarities of its business that complicate the log data life cycle. As a result, setup instructions should be termed as guidelines, not hard and fast rules. Rules often must be massaged to work with the varying operating systems and applications (including their versions) that an organization needs coverage for. 8 How Are Alerts Determined? If the cloud provider is offering to send alerts for events of interest, find out how they determine what is of interest and compare that to what is of interest to your organization.Are they looking solely at security events or do they include more routine support and maintenance events? If the events of interest include both types f events, how do they distinguish between the two? H ow much involvement does the log management client have in setting up what alerts are of interest to them? If a drive runs out of space, for example, that can often be Just as big a problem as an attacker compromising a system. Ask, also, if they can correlate related events to give the analysis situational awareness. For example, an administrator logging into a domain controller at 10 a. . And creating a user is quite different from the DNS process starting a command shell and creating a user in the middle of the night. In both cases, a user is being created. In the first instance, the process seems normal; but in the second instance this combination of events could be associated with the RPC DNS exploit as demonstrated in an April, 2007, SANS Webmaster. Cloud (and in- house systems) should, therefore, include situational awareness to understand when creating a user is a normal event and when, as in the second example, it is not normal.In addition to automated monitoring and alerts , it would be ideal if cloud providers could offer human review of logs as an add-on fee for service. Human review is required under some regulations, and is a good basic best practice for organizations to follow because automated systems don't catch everything. How Quickly Does Processing Occur? Timing is an important issue with log management that the cloud model is well- suited to address. One typical problem with in-house log management is that events are often found after a problem is noticed.It is, of course, best to detect log events leading up to a critical event in order to avoid the critical event. The question about processing speed encompasses a number of different issues: Once an event has been logged at the local device, how long does it take for that event to show up in the yester? If that event should trigger an alert, how long will it be before the alert is relayed to the client IT department? Is there an option for the vendor to do more than April 24, 2007 Webmaste r – www. Sans. Org/websites/show. PH? Beastie=90861 9 How Often Are The Alerts Updated? Operating systems and network devices are constantly coming under new and different attacks requiring new responses. The errors from these devices also change with some upgrades, so it is important for the Log Management provider to conduct regular and timely updates to its system, and respond reasonably when errors occur. How Are System Upgrades Handled? In the cloud, upgrades to the log management systems are handled by the provider, thereby relieving the organization from having to maintain these systems in-house.There is a risk, however, that the upgrades may cause outages in coverage by accidentally introducing new compatibility or protocol problems. It would be a good to ask the cloud provider about how upgrades are handled and how clients are protected during the upgrades. By the same token, how would updates to any internal system log-generating devices affect the cloud provider's coverage? 10 Considerations for In-House Log Management Many of the same questions that apply to companies offering log management service in the cloud also apply to internally-managed log management systems.The 2008 SANS Annual Log Management survey indicates it is still incredibly difficult to automate log management systems to the degree organizations need. A recent article by Patrick Mueller in Information Week refers to log management as a â€Å"monster. † Just because it's difficult doesn't mean log management needs to be outsourced. When weighing in-house log management, consider the following factors: Could A Personal Change Ruin Your Log Management Process? Log management is often the pet project of one person while the rest of the IT staff tries not to get involved.If that person leaves the company, it can be difficult for initiatives. Will Your Staff Monitor The Logs Regularly And Maintain Updates? Log management services have requirements built into their contract s for response time and full-time monitoring. Can your staff live up to those same expectations? One of the issues for log management companies is keeping up with updates to applications, operating systems and regulatory issues. Is your staff able to keep up with the changes? As an example, how did your staff do when Windows Server 2008 changed all its event Ids?At the time, most administrators used a collection of scripts; however, all those scripts, which were working, suddenly became broken. Floggers lashed out about it. For a log administrator who finally has everything working, that sort of a situation can be a demoralizing surprise. Maintaining updates and monitoring logs is complicated by the fact that most companies support a diversity of logging devices. To properly support local log management, an IT group will need to work with different vendors ho use different types of log data.At times, it may be necessary to bring in consultants to assist with tracking down specific i ssues. Organizations need to consider the associated costs and frustrations of working with multiple vendors and integrators along with the costs of the initial deployment and ongoing internal staffing requirements. 56 www. Informational. Com/story/charities. Jhtml? Articled=208400730 www. ultimate windows security. Com/wick/WindowsServer2008VistaSecurityLog. Sash 11 Roll Your Own Or Buy An Appliance? A big debate in the log management arena is how to deploy log management tools.According to the SANS Log Management survey, the majority of organizations (38 percent) are building home grown solutions through the use of slog servers, custom scripts and applications. The remaining respondents used a combination of commercial software and appliance-based tools or checked â€Å"other. † In either case, organizations are not happy with their level of automated correlation or system coverage, according to the survey. Coverage, automation, correlation and access must all be addressed, maintained and improved upon as needs dictate, regardless of which option is chosen.

Cosi: Lewis Changes by Directing the Play

How are ideas about betrayal and loyalty explored through the structure of the play-within-a-play? The most obvious structural feature is the ‘play-within-a-play’, which highlights the parallels between the characters and themes in Mozart’s opera, and those in Nowra’s play. Both the opera and play revolve around issues of loyalty, fidelity and betrayal. The backdrop of war is also a significant feature of both texts: the Vietnam War in the 1970s (in Cosi) and the Albanian battle for independence from the Ottoman Empire in 1790 (in Cosi Fan Tutte).Wars also involve loyalties and betrayals, and their chaos on a grand scale underscores the chaos in the lives of the characters in the opera and the play. (Sue Sherman : English for Year 12) †¢According to Mozart’s  Cosi  Fan Tutte, the issue of fidelity is depicted to be an ideal that is never achieved. †¢Since ‘women are like that’ – the interpretation of ‘cosi fan tutte', Mozart encouraged the belief that men should simply accept women are indeed disloyal in relationships. Nowra illustrates this same idea about women and infidelity through Lewis and Lucy’s relationship. While Lucy is ‘sleeping’ with Lewis, she is also ‘having sex’ with Nick.When Lewis discovers Lucy’s betrayal, she waves aside his shock, defending that ‘it is not as if we’re married. ’ The revelation does indeed prove that Cosi Fan Tutte is correct in stating that, ‘woman’s constancy is like the Arabian Phoenix. Everyone swears it exists, but no one has seen it. ’ †¢Although the women in both Cosi Fan Tutte and Cosi are shown to be unfaithful, so are the men. While the men in Cosi Fan Tutte do not actively participate in adultery, they do fabricate their departure to the war and also disguise themselves as ‘Albanians. ’ Their deception is also a betrayal to their wives. Meanwhile , Don Alfonso manipulates everyone. As seen in Cosi, Lewis is unfaithful to Lucy as he kisses Julie during rehearsals. †¢Julie later reveals that she has a girlfriend who she would prefer to be with, confirming that both men and women are unfaithful in relationships. (source: VCE Study Guides) Quotes on Fidelity/Betrayal „Women are never true.? „Women like to pretend they don’t play around, but they’re just more secretive about it. They don’t brag about it like men.? „Women are flesh and blood too.? „I don’t like men’s double standards.? â€Å"Women’s constancy is like the Phoenix of Arabia.Everyone swears it exists, but no one has seen it.? Irony in the fact that Henry plays the part of Don Alfonso in Cosi Fan Tutte as Henry firmly believes in truth and fidelity whereas Don Alfonso is cynical about it. â€Å"This Cosi condones the corruption of innocence. Women are told to be tramps. Free love. † â€Å" Whether women can remain true is a tragedy. † â€Å"Don’t insult those pure men. They? re models of fidelity and perfect love. † (Cosi Fan Tutte) â€Å"Only mad people in this day and age would do a work about love and infidelity. † Lewis and Julie kiss demonstrating that men too can be unfaithful.In a way, Nick is also unfaithful in his friendship with Lewis. â€Å"You have enemies for life, but never lovers. † â€Å"Everyone blames women, but I forgive them. If they change their love a thousand times a day, some call it sin, others a drug, but I think it’s the necessity of women’s hearts. † â€Å"That’s how men want us to be – even though they’re not true and faithful themselves. † Wagner â€Å"foreshadows what is going to happen to the couples in the future. A life of torment and adultery. † Nick justifies his infidelity with â€Å"we’re mates, aren’t we? † Nick and Lucy „didn’t last long as both were not into love and fidelity.?

Sales, banking, people and motivation Essays

Sales, banking, people and motivation Essays Sales, banking, people and motivation Essay Sales, banking, people and motivation Essay Allied Banking Corporation has been operating as a commercial bank for over thirty years increasing its number of branches in the Philippines to over 283 sites and a lot of other international representative units strategically place globally. (Alliedbank 2005). The following areas of concern were noted during the study and research of the organization: a.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Technology and globalization. The website of the bank alliedbank.com.ph lacks online chat mode for online inquiries that needs immediate attention. Foreign rates are not updated early first thing in the morning. I used their emailing system for a simple ABA number inquiry of their correspondent bank in U.S.A. and I was not given the correct answer, instead I was asked to make a search in their correspondent bank’s website. It was a simple inquiry and yet their customer service representative cannot supply a handy answer. Basic things they should know when they are out there in the field. Online banking is powered by Bancnet online with a fund transfer mode facility that does not function even for same bank local transactions. There is no president’s message in their president’s message page. I used the email provided for the president’s message and I was wondering if it has a link since it does not have a pop up window. Anyway I sent an email to the email address that was given and until now there was no reply received from the president nor did I receive any auto email responder. The online banking page does not have an online application form for opening of new accounts where clients can manage filling up the new accounts form first then go to their desired branches for the presentation of needed requirements and signature. Compared with HSBC website, page for forms and documents can be downloaded at hsbc.com.ph/ph/forms/forms.htm, HSBC I think has more of an edge to customer service and global banking. There is no toll free phone service number provided for phone call queries. An organization as global as Allied Bank managing without the recent technology to enhance full-bloom customer service relationship management system. I wonder if one loses his AT card in the middle of the night can sue the bank for failure to provide the facilities to call without paying in case of loses if at that time he does no t have any funds to make a paid call to the Head Office regular hotline number and nobody in the nearby branches is awake to make the hold out card transaction. b.  Ã‚  Ã‚  Ã‚  Ã‚   Customer service experience and motivation. There is an apparent lack of call center service representation and the technology to support and sustain bank activities. Bank employee’s motivation via technology utilization and improvement may be provided by an online banking tool which may grab and hold onto customers for life which is supposedly shall be the heart of any bank’s long term strategy. The heart is missing now, there are only people moving but with total lack of motivation and enthusiasm, adept knowledge of bank products and power leadership drives to destination unknown for a decentralize area of authority. c.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Cross selling and motivation. Cross selling bank’s affiliate companies products is a good form of interchanging efforts to enhance incorporator’s investments. If we take a look to the way it was implemented, we can see that a good part of the look out and selling process of the New York Life (NYL) insurance products has been placed on the shoulders of the bank’s Branch Heads (BH) and down to the shoulders of the staff. In my research there is only the presence of push and figures for sales quota. There was an absence of monitoring and analysis to effective sales communication process between bankers and customers in terms of planning and follow up system. The NYL organization absolutely runs from the structure of the bank which may be the initial plan but failed to distinguish corporate mission statement and goals of the bank which are selling their basic products. NYL people were only there to present and close sale but follow ups and look out for prospective market were the burden of the BHs. Mabuhay Miles could be a free promo product from Philippines Airlines which is also their sister company, but their coordinator and software failed to give specific reports of a list of those who were enrolled at their depository branch alphabetically. So the new accounts representative has to make a search for the number or name of the depositor first before enrolling. Management has given strict policy of recruiting to accounts that were two years old and over but there was no provision in the software of Allied Bank to easily access deposit accounts with their corresponding ages. How do you think employees who were given the quota will manage to enlist depositors and feel about how things work and run in the organization? d.  Ã‚  Ã‚  Ã‚  Ã‚   Work conditions and overtime payments. Cost cutting and soliciting bank employees motivation is not well compensated when air conditioning were being replaced by electric fans to save on electricity. Imagine the smell and the heat of a work environment as such as an airtight closed room to elaborate without proper ventilation and air conditioning. There is a predetermined air conditioning operating hours. Even if we allow one unit to run it still cannot accommodate to cool the entire branch where people are still working. The worst that is happening is the slashing of the number of hours worked beyond regular hours, overtime by the employee. Remember being away from your family for so long a time even extending to late evenings and getting paid for only a percentage of the work done. A very good motivation and behavior reinforcers scheme to develop a rebelling stubborn employee. e.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Product knowledge and training. Most of the time the bank offers products and services with no training and orientation made on product knowledge. Only memos were given. And if they hold trainings, employees are not being paid for the attendance. It is already a fact with the organization that if they hold half day seminars in Cebu province in particular, it usually ends at about 2-3pm with no provisions for lunches or meals. Only light snacks were given. Employees do not want to attend seminars anymore because of the effects on their health. Imagine listening to your upper level management speeches in pangs of hunger if it won’t drive you to the doors of the doctors for illnesses of hyperacidity and ulcers. f.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Duties and responsibilities vs. delegation of functions. Tellers and new accounts were given a lot of delegated responsibilities by supervisors and officers. They cannot do anything about it because of the provision of HRD in their list of duties and responsibilities captioned as â€Å"and all other duties and responsibilities assigned by the branch†. The context of their functions is not really performing their relative functions but extended to the functions of the officers as well. This gives an idea of opportunity to enjoy for some Branch Operation Officers the task of reading newspapers almost the entire day, making telephone conversations, signing documents and making follow ups on delegated functions. Nice pay good work! This in fact curtails the voice of the employee to cite abuse. g.  Ã‚  Ã‚  Ã‚  Ã‚   Branch assignments and job rotations and motivations. The present transfers of branch assignments and job rotations without the agreement of the employee concern. 2005 memorandum states that the maximum number of years they are allowed to stay in a branch is five years only. Everything is based on instructions and management prerogative to transfer employees, nothing on how employee feels on the new workload and how they react on the proximity of their new branch assignments from home. Travel and stress make the most part of their time going to work from north to south. How about the consideration of skills and building up of rapport with customer service? How can HRD disregard familiarization and period of adjustments, qualification, satisfaction, and employee morale? Organization change analysis and proposal Consultative banking described the roles of bankers as consultant to their customers maximizing recognized opportunities by discussing alternatives and assisting them in their decision making phase with utmost confidence. This kind of approach to sales requires bankers to look at their products and services from their customer’s point of view making it as relevant as an increase in market share profitability and development of long term relationship in a highly competitive industry. The focal point of selling then is to understand the needs of the customers with total annihilation of the concept of door to door selling. The link therefore is increasing the employee’s ability to uncover needs, solve problems and improve situations of the customers to a mutually beneficial relationship. (Richardson 1984). The approach therefore is building relationships which are a great contrast to the issues I have cited in branch transfers and job rotations. Building relationship requi res time and it won’t benefit the bank if in the time that you almost get to know the customer you will be transferred to another branch. In their drive for a Know Your Client (KYC) directive, they forgot that time encompasses such development. Employees also experience low morale and great stress in accepting responsibilities against their will. Real motivation stems from good leadership and follows the guidelines set by nature. Motivations as emotions have unconsciously set its place in the day-to-day operations of the bank. (Maddock Fulton 1998). The prevalence and expression of emotions at work were certainly overlooked by management. Where emotions and rationality complement each other, it shall be used in a constructive manner to energize people by getting them cognitively and affectively engaged in their individual work. Efforts and expectations do not address the heart of an individual. It only deals with his hand and of his head. â€Å"Leaders may persuade with log ic, but they motivate through emotion. Leaders must come to grips with the challenges of emotion, a key driver of productivity, quality and other factors that lead to business success. When you want to motivate people to take action, engage their emotions.† (Ashforth 1995). This explains well how the idea of branch assignments and transfers may be detrimental to the health of the organization. It leaves customers and does not make it possible for the bank to strengthen the portfolio of banking products as part of their core banking solution to establish global customer base. It is a simple hello and goodbye interface making it more visible for the customers to opt whether to increase or decrease their business with the bank. Moreover the continuing dissatisfaction of the employees of having to invest additional time and effort in going to work were exhibited by getting up earlier than usual in the morning to make allowances for travel time and coming in late at home as late as 8-9pm because of travel time and annoying traffic congestion. They don’t even have the appropriate quality time spent to take care of their family and kids because of the very early and very late schedule to get out and come back to home base. Proximity from home to work sh all be a major consideration by HRD when they plan to release schedules for transfers and branch assignments. They should hear the dilemma of stress and anxiety brought by too long travel time and getting to develop a stranger relationship with one’s immediate family. This is surmounted by the deal of adjustments an employee has to undertake on different work stations. Authority could be a well demeaning word when it comes to violations of the rights of the employees to express their sentiments about the present trend of movements. HRD shall get the confirmation of the employee first to know if they are happy in following instructions without their consensus. Emotions play a good deal with employee’s motivations and dissatisfaction that may lead to rebellion and absenteeism due to decline and lack of dedication and enthusiasm to perform work. Order must be made with regards to the order in branch assignments and order with regards to personal family lives of the concer ned employees. Cost cutting of air conditioning electricity and slashing of number of hours rendered for overtime are unjust and humiliating. For all the income the bank has generated, the bank wants to give its employees fair pay to fair labor. Management must implement change of behavior on themselves for these so called unjust practices. This is not a Christian way of treating one’s workforce. Instead management shall look into giving meal allowances for employees who stayed to work until or past dinner time be it 6:30pm or 7pm. Control factors for anticipated excessive overtime shall be made upon submission of application by simply saying yes or no after evaluation of the work that needs to be done. Work is facilitated and employee is more motivated if work conditions are satisfactory. Management shall in no condition limit air space circulation and cooling when somebody is still at work. Management shall create a group to determine and identify loopholes in operations and leadership. It shall serve to identify changes in behaviors of employees and the motivation factors that needs to encourage work and build a strong workforce to gain a competitive edge over other banks. Surveys shall be made and distributed to all employees. Performance appraisals must not be limited to and subjected to appraise staff alone. Another form of appraisal shall be created to gauge performance of officers also. Praise and working conditions are two motivating factors that will decide employee’s enthusiasm to excel work performance. The bank may infuse on their management intervention the use of motivating language to impart effective communication on employee performance and enhance critical employee attitude. (Mayfield Mayfield 2006). In order to stimulate employee motivation, BH shall clarify goals for subordinates to eradicate uncertainties in the process. He must be able to give everyone his role in making sales. Like if a new accounts clerk has to open a minimum of two accounts per day, then he must understand to figure out to make one more sale the day after tomorrow if he only opened one account the next day. Empathy is very important when speaking to subordinates with emotional understanding. This is critical when it comes to issues of cross selling products. BH shall understand that it is not banking anymore but pure cross selling by which the selling process shall be done only upon completion of basic banking duties and responsibilities. A matter of factual disorientation will occur as to which one t o prioritize between the employer’s products or the affiliate companies products. Pressure shall not be downloaded to the wrong workforce. Cross selling shall be done only as an extension of the bank’s sales and services. There is a big difference on the two and very big impact on employee’s attitude towards work. It may be apparent that employees do not value working on extended services when their own duties and responsibilities with additional delegated tasks are already covering their work hours. The bank shall have a look with their reengineering, workload, and cross selling features that has been pressuring officers and staff to achieve branch quota. Technology is vital to global connectivity to sustain operations and create an edge to customer satisfaction and experience. The toll free number, call center aspect, and the website are extensions of the branch operating hours. In the issues of technology and globalization, the website will serve to generate its own advantages. Some channels like ATM machines have greatly helped to free-up-front bank sales staff from transactional activities but banks needed to trust new capabilities in order to increase their share of the customer wallet. It is finding the right product and the right relationship with the perfect technology. Employees must be given the proper training and of course the proper incentives to attend seminars and training in the issues of product knowledge and training. It will be their only mode of distinguishing leads to prioritize, creating sales scripts, and fulfilling sales. Although a lot depends on the execution, getting the human sales force to full advantage r emains to be a challenge for the bank that have been placing budget constraints in all the wrong places. Managers must learn to acknowledge worker’s performance and take feedbacks. A straight forward in depth communication could be the cure to lift their morale. Employees shall be informed of whatever is happening in the bank and not being discriminated for any regular news item other than for memos and instructions. Managers shall take the initiative to make them feel at home with the bank and not alienated to enhance team’s capability to perform effectively in the future. Group performance relates to group composition taking into account the nature and attributes of each member. It deals with heterogeneity and creativity as it considers familiarity and performance of team building. (Dickinson Guzzo 1996). To provide the right customer experience, the bank has to provide the right employee experience. It is a chain. It will spread once it gets motivated. Motivation i s not always in the form of reward systems although it can affect desires but it has more to do with emotions, relationships, and leadership. The bank has already reached its peak of performance, if it won’t seek to change its present situation, it will likely slide down.

The 5 Best Schools to Earn a Human Resources Degree + What You Can Do With It

The 5 Best Schools to Earn a Human Resources Degree + What You Can Do With It SAT / ACT Prep Online Guides and Tips When you hear the term â€Å"human resources† or â€Å"HR,† what do you think of? You’ve probably heard it quite a few times, whether that’s from your business courses, the news, or even as you’ve researched potential majors. One of our favorite examples of someone who works in human resources is the character Toby fromThe Office. Toby’s job was to keep Michael Scott, Dunder Mifflin’s off-the-wall regional manager, in check. (If you’ve ever seen The Office, you know that was an impossible order!) And if you remember Toby, you’ll also recollect that he was also considered a wet blanket and no fun. But despite its portrayal in The Office, working in human resources is actually an excellent fit for anyone who enjoys working with people and shaping a company’s policies. This article will not only introduce you to the human resources degree, it will also give you a peek at the doors it can open for you. What Is Human Resources? So if human resources isn’t the snooze-fest that The Office makes it out to be, then what is human resources, exactly? Human resources is the department in a company or business that â€Å"is focused on activities relating to employees.† In other words, the human resources team’s whole job is to handle any organizational, policy, or staffing issue as it relates to the people who work at a company. That means that human resources is a vital part of any healthy business! The duties of a human resources department vary depending on the size and structure of a company, but in general, it handles all the personnel (or employee) issues for the business. This includes things like hiring employees, training new team members, implementing new employee-oriented programs, managing employee benefits, protecting employees’ legal rights, helping employees advance in their careers, keeping everyone motivated, and establishing/maintaining the company’s culture. It might make more sense if you think of a business like a car. If executives are the drivers and employees are the engine, then people who work in human resources are mechanics. They help make sure that the car is running as smoothly and efficiently as possible! What Does a Career in Human Resources Look Like? The human resources field is robust and offers people career opportunities in an incredible variety of sub-fields that range from personnel management to corporate training. Here are four human resource jobs that you might not have known existed! HR Specialist Median annual salary: $60,350 If you get a degree in human resources, you’re qualified to enter a company as an HR specialist. HR specialists handle a wide variety of human resources tasks, especially when it comes to recruiting, interviewing, and hiring employees. Because this isn’t an entry-level position, HR specialists often deal with more complex HR issues, like administering benefits, addressing internal problems, and developing company strategies, too. Training and Development Manager Median annual salary: $87,700 An HR Training and Development Manager is in charge of all the education, training, and career development for employees within a company. Often, they develop unique training sessions, classes, and workbooks specific to their company and its needs. People who excel as a training and development manager enjoy helping people learn and grow. Their job is to make sure that everyone has access to the materials and knowledge they need to have great careers! Executive Recruiter Average annual salary: $78,785 Executive recruiters are talent scouts for companies. Their job is to help large companies and corporations fill empty leadership positions with the best and brightest people. Executive recruiters have to be insightful and persuasivenot only do they need to understand what the hiring company needs, they have to convince executives to take a chance on a new role, too. (Many times, executive recruiters are courting people who already have jobs at other companies.) Additionally, some executive recruiters have the potential to earn financial bonuses for successful hires...so this job can be a lucrative one! Labor Relations Specialist Median annual salary: $83,298 A labor relations specialist serves as the intermediary between labor unions and a company. Not only do they negotiate with unions, they also help draft contracts, too. It’s important for a labor relations specialist to understand local, state, and federal labor laws. It’s also their job to make sure their company complies with all the important labor regulationsso this is a great position for anyone interested in working in a legal field! Operations Manager Median annual salary: $63,708 Becoming an operations manager isn’t strictly a human relations job, but it’s a common career path for people who start off in a human relations field. Operations managers’ job is to make sure all of the operational aspects of a company are running smoothly. This includes overseeing product development and manufacturing, making sure deliverables make it to clients on time, and working to keep projects on budget. In bigger companies, operations managers also serve as important members of the leadership team! This job is a fantastic fit for highly organized people who like jobs with lots of variety. What Is a Human Resources Degree? A human resources degree program is a specialized course of study that prepares you for a career as a human resources professional. It combines classes in general businesslike business management and strategywith others designed to help you manage the personnel issues a business might face. Unlike some fields, you can earn a human resources degree on four different tiers: the associate level, the bachelor level, and the master level, and the Ph.D. level. Associate’s Degree Some community colleges offer associate’s degrees in human resources. These are normally two-year degrees that you complete on a community college campus in your city or through a distance learning program associated with a community college in your state. People who have associate’s degrees in human resources are often considered generalists, meaning they don’t specialize in a specific field of human resources, like benefit management or training. That means their degree will qualify them for entry-level positions, like human resource clerk or assistant recruiter. Some companies offer people with associate’s degrees on-the-job training so they can advance into more specialized, higher-paying roles as they grow their career. So an associate’s degree in human resources is a great option for anyone who isn’t a good fit for a four-year degree but still wants to enter a job field with the potential for advancement! Bachelor’s Degree The bachelor’s degree is by far the most common human resources degree. Most large universities offer a human resources program, which is usually run through an institution’s business school. These four-year programs offer a comprehensive business education that includes overviews of business management, practices, and finance. But more importantly, bachelor’s programs provide a comprehensive education in the field of human resources, and they equip graduates to start their careers in a variety of different business environments ranging from small, local companies to national non-profits. Additionally, some bachelor’s programs allow students to specialize in a specific sub-field of human resources, like organizational development or human resources management. This allows students to find better, higher paying jobs right out of school (and qualify for general HR positions, too). Master’s Degree People who pursue master’s degrees in human resources have their sights set on leadership positions. Earning a Master’s of Business Administration (MBA) degree with an emphasis in human resources can lead to roles like directorships, or even becoming the vice president for human resources at a larger company. In general, an MBA in human resources takes two years to complete. The MBA in human resources is even more concentrated than the bachelor’s degree, meaning that students will take more rigorous, more in-depth courses about human resources and the future of the field. Consequently, that means there’s no standard course load for this type of degree. Each program is different, so you’ll want to do your research before committing to a specific university. PhDDegree A PhD is the highest degree you can earn in any field, and the PhD in human resources is no different. People who pursue a PhDare preparing themselves to enter academia (as a professor) or related research fields. Unlike other degree programs which focus on the practical application of human resources principles, PhD programs are designed with research in mind. Students work with faculty advisors to undertake new, unique research projects related to human resources. A PhD in human resources can take anywhere from four to seven years to complete. Online Degree As education has moved into the digital age, so have degree programs. Schools across the United States offer online-only human resources degree programs...which means you can earn an associate’s, bachelor’s, or even master’s degree from the comfort of your own home! Online degree programs have the added benefit of letting you learn at your own pace, so if you’re a working student, this could be an excellent option for you. One word of caution, though: the online education space is rife with potential scammers. Make sure that you’re signing up with an accredited, non-profit university! You should research both the program and school so that you know you’re participating in a legitimate program. A picture of Cornell University in Ithaca, New YorkMaeshima Hiroki/Wikimedia Top 5 Human Resources Programs in the United States If you want to get a human resources degree, you have lots of schools to choose from. We looked through programs from across the nation to put together our best-of-the-best list. #1: Cornell University Cornell takes the top spot on our list because a) it’s one of the best schools in the nation and b) it offers human resources degrees on the bachelor, master, and Ph.D. level. That means that Cornell boasts some of the best professors in the United States, so you’re guaranteed to get a great education. Additionally, Cornell’s ILR School offers a unique approach to the undergraduate degree. Not only does it offer state-of-the-art human resources education, it also boasts an interdisciplinary program that lets students stretch their studies into other related fields like law and social justice. This program is great for curious students who want to take their human resources career to new heights. #2: University of Nebraska The University of Nebraska offers a human resources management undergraduate degree, which is a great fit for anyone interested in moving into a management or director role during the course of their career. Because the program focuses on leadership, the College of Business offers students tons of networking opportunities through student organizations like Enactus and Alpha Kappa Psi. The school also gives students access to the Center for Entrepreneurship, which connects students to alumni and business partners around the state. This gives students who may want to start their own human resources businesses or consultancies a leg-up before they ever graduate. #3: Rutgers University Rutgers University snags the number three spot on our list because of its balance between degree offerings and course selection. The school offers bachelor’s and master’s degrees in human resource management, but it also offers an online program and minor programs, too. Students have lots of options, so they can choose the HR program that’s right for them. Additionally, the School of Management and Labor Relations takes an interdisciplinary approach to learning. Students studying human resources also learn about business strategy, psychology, economics, and sociology while engaging in cutting-edge research in the HR field, too. Students with HR degrees from Rutgers are ready to succeed in multiple business arenas as soon as they graduate. #4: Michigan State University Unlike some of the universities on this list that roll their human resources degrees into their business programs, Michigan State University has a whole school dedicated to studying human resources. The School of Human Resources and Labor Relations prides itself in making sure their students get a robust educational experience while preparing for the workforce. It’s one of the only HR-specific schools that also offers a study abroad program, which is great for anyone interested in entering the international human relations field. But more importantly, when you graduate with a degree in human resources from Michigan State, you’re practically guaranteed success. In fact, 98 to 100 percent of students land a paid internship while in school (at companies like Boeing and Microsoft!), and 98 percent of students will have a job by the time they graduate. #5: Purdue University Purdue is not only one of the top universities in the nation according to U.S. News and World Report, but it also has a top-tier human resources program, too. Students who decide to pursue a human resources degree will enter a rigorous program that fully integrates with the Society for Human Resource Management Certified Professional (SHRM-CP) exam, which is the industry-leading certification program for HR professionals. In addition to taking incredible classes, students also have the opportunity to gain experience in working with big data through Purdue’s state-of-the-art Analytics lab. The program even offers a combined minor in business management to prepare students for business leadership positions! What’s Next? If you’re reading this article, you might be struggling to pick a college major. And you’re not alone! The process is really hard, especially for people who are interested in lots of things. Here’s a guide that can make the process a little easier. If you really can’t narrow your choices down, you might be a good candidate for a double major. But what is a double major, exactly? Here’s an expert guide that tells you everything you need to know about double majors and the double majoring process. But the first step to majoring is getting into college. If you want to go to the school of your dreams, you need to get great test scores. You can learn what constitutes a good score on the SAT by clicking here. (More of an ACT person? We’ve got you covered, too.)

Aanna Lukasik

Should focus on enhancing the auditor’s understanding of the auditors understanding of the client’s business and the transactions and events that have occurred since the last audit date. – 1 Planning 3. Should focus on identifying areas that may represent specific risks relevant to the audit. – 1. Planning 4. Do not result in detection of misstatements. – 4 Statement is not correct concerning anatical procedures 5. Designed to obtain evidential matter about particular assertions related to account balances or classed of transactions. – 2 Substantive testing 6. Generally use data aggregated at a lower level than the other stages. – 2 Substantive testing 7. Should include reading the financial statements and notes to consider the adequacy of evidence gathered – 3. Overall review 8. Involve reconciliation of confirmation replies with recorded book amounts – 4 Statement is not correct concerning analytical procedures 9. Use of preliminary or unadjusted working trial balance as a source of data – 1 Planning the audit 10. Expected to result in reduced level of detection risk – 2 Substantive testing Q-30 a) The minutes of each meeting refer to the minutes of previous meeting. In addition the auditor should obtain the next year’s minutes, probably for February 2010, to make sure the previous minutes referred to were those from September 16, 2009. b) Information relevant to 2009 Audit Audit Action Required February 15 1. Approval for increased distribution During analytical procedures, an Costs of $500 000. ncrease of $500000 should be expected for distribution costs 2. Unresolved tax dispute. Evaluate resolution of dispute and adequacy of disclosure in FS 3. Computer equipment donated. Determine that old equipment was correctly treated in 2008 in the statements and that appropriate deduction was taken 4. Annual cash dividend. Calculate total dividends to determine that dividend was correctly recorded. 5. Officers’ bonuses. Determine were paid in 2009. Consider the tax implications of unpaid bonuses to officers. September 16 1. 2009 Officers’ elected. Inform staff of possibility of related party transaction. 2. Officers’ salary information. Note information in audit files for 2010 audit. 3. Pension and profit sharing plan. Determine if the pension/profit sharing plan was approved. If so make sure all assets and liabilities have been correctly recorded. 4. Loan. Examine supporting documentation of loan and confirm loan information with bank. 5. Aquistation of new computers syst Determine of disposal of the 1 year old equipment and check the recording of the operations. 6. Auditor Selection Aanna Lukasik Should focus on enhancing the auditor’s understanding of the auditors understanding of the client’s business and the transactions and events that have occurred since the last audit date. – 1 Planning 3. Should focus on identifying areas that may represent specific risks relevant to the audit. – 1. Planning 4. Do not result in detection of misstatements. – 4 Statement is not correct concerning anatical procedures 5. Designed to obtain evidential matter about particular assertions related to account balances or classed of transactions. – 2 Substantive testing 6. Generally use data aggregated at a lower level than the other stages. – 2 Substantive testing 7. Should include reading the financial statements and notes to consider the adequacy of evidence gathered – 3. Overall review 8. Involve reconciliation of confirmation replies with recorded book amounts – 4 Statement is not correct concerning analytical procedures 9. Use of preliminary or unadjusted working trial balance as a source of data – 1 Planning the audit 10. Expected to result in reduced level of detection risk – 2 Substantive testing Q-30 a) The minutes of each meeting refer to the minutes of previous meeting. In addition the auditor should obtain the next year’s minutes, probably for February 2010, to make sure the previous minutes referred to were those from September 16, 2009. b) Information relevant to 2009 Audit Audit Action Required February 15 1. Approval for increased distribution During analytical procedures, an Costs of $500 000. ncrease of $500000 should be expected for distribution costs 2. Unresolved tax dispute. Evaluate resolution of dispute and adequacy of disclosure in FS 3. Computer equipment donated. Determine that old equipment was correctly treated in 2008 in the statements and that appropriate deduction was taken 4. Annual cash dividend. Calculate total dividends to determine that dividend was correctly recorded. 5. Officers’ bonuses. Determine were paid in 2009. Consider the tax implications of unpaid bonuses to officers. September 16 1. 2009 Officers’ elected. Inform staff of possibility of related party transaction. 2. Officers’ salary information. Note information in audit files for 2010 audit. 3. Pension and profit sharing plan. Determine if the pension/profit sharing plan was approved. If so make sure all assets and liabilities have been correctly recorded. 4. Loan. Examine supporting documentation of loan and confirm loan information with bank. 5. Aquistation of new computers syst Determine of disposal of the 1 year old equipment and check the recording of the operations. 6. Auditor Selection

The effects of alcoholism Essay Example | Topics and Well Written Essays - 750 words

The effects of alcoholism - Essay Example Alcoholism causes an individual to be dangerously irresponsible in his personal life. The individual looses significance of life. Every day, millions of people die in road accidents and a vast majority of drivers in countries where alcoholism is legalized are drunk. Driving while drunk is as dangerous for others as it is for the drinker himself. Drinkers drive despite knowing the danger associated with this practice. This fundamentally reflects their non serious attitude towards life. An individual who gets non serious about his life to such an extent can not be expected to fulfill his responsibilities as a father, son, brother or husband. Once an individual gets addicted to alcoholism, there is little others can do to make him retreat from the habit. Instead of becoming a helping hand, a drinker is essentially undue weight for the family to bear. Thus, alcoholism puts the thread of relationships on fire, and the drinker becomes isolated. In isolation, he feels suffocation and loneli ness. This becomes the fundamental cause of their attempt to break free of the prison of life and they tend to commit suicide. Thus, the problem starts with unusually irresponsible attitude and finishes with the end of life of the drinker. Alcoholism causes great economic loss to a country, because of the unprofessional attitude of the drunken employees. Alcoholism does not at all go with the requirements of professional life. In profession life, an individual is required to be punctual. Alcoholism saps the individual’s ability to get up early in the morning for work when he drank heavily in the night before. Professional life requires an individual to dress up nice and smart. Alcoholism leaves an individual with little sense or understanding of what is smartness and what it means to be smart! Also, owing to the high carbohydrate content in alcohol, drinkers acquire obesity that otherwise, ruins their looks. Most of the drinkers are obese and big bellied. Thus, alcoholism sap s an individual’s ability to appear smart. Professionalism requires an individual to be agile, active and present minded whereas most drinkers appear at work preoccupied with thoughts of disgust and discontentment with life. Alcoholism makes people lazy and laggard. Their emotional disturbance does not accord with the attitude required for work. All of these factors jointly work to make a drinker malfunction at work and decline his productivity which ultimately affects the organization as a whole. This results into reduced margin of profit. The business becomes less profitable. In fact, the owners may incur great financial losses because of poor performance of the alcohol consuming employees. In the bigger picture, the whole country is affected because of reduced Gross Domestic Product (GDP). Alcoholism puts an individual into social exclusion. Alcohol consuming employees are quite likely to be fired because it does not take long for an individual to reveal that he consumes a lcohol. It becomes obvious from his habits, attitude and dealing with coworkers and managers at work. Soon as this is realized, a prudent manager who is concerned about his organization’s reputation and success does not tolerate such employees and fires them. This not only leaves a drinker unemployed, but also ruins his social life. The drinker looses friends. People tend to remain at distance with a drinker because the sort of company they keep directly affects their own reputation in the society. Thus, a drinker is

Sap Essay Example | Topics and Well Written Essays - 750 words

Sap - Essay Example That is what kind of approach to procuring will be suitable for the organization. Approaches that can be used include group related, plant-specific or enterprise related. Group related approach is one where the organization is responsible for all company codes in a client. Enterprise related is responsible for one company code. Plant specific is one where purchasing organization is responsible for one plant. Defining purchasing organizations helps in availing of the conditions and contractual agreements contained in the reference purchasing booklet. This agreements act as a guide on the relationship between the purchasing organization and the company. SAP ERP offers a lot of possibilities in procurement services. It has an increased importance for companies and individual business departments. The first importance is that SAP ERP has enabled the integration of processes that business department have had to bear. Assign purchasing organization to company code: This involves assigning a unique number to the company. You can either use the transaction O*01 or goto IMG and select among the options. The following options may be included: Assign standard purchasing organization to plant: This involves defining one plant where several purchasing organizations procure as standard plant. Reasons being to enable the system to automatically utilize this standard purchasing organizations. Assign purchase organization to reference purchase organization: This step involves making appropriate settings to enable the purchasing staff to incorporate conditions and contract release orders for a cross-purchasing-organization basis. Contracts can be accessed by several purchasing organizations. Other purchasing organizations can use the conditions of reference of other purchasing organizations. â€Å"When configuring the SAP enterprise structure for procurement I would advise companies with more than one legal entity (=