Important Output Computer Devices in Accounting

Considering the input devices required in setting up the office, The major computer gadgets that will be focused on are the Keyboard and Mouse. These input devices are going to play a major in the insertion of data into the office system. The keyboard is the computer input device that enables the user enter data into the computer . The keys in a keyboard are classified into †¢Alphanumeric keys-consist of letters and number ,which helps in keying in and calculating data that are inserted into the system. Punctuation keys-consists of the period,comma,semicolon,etc †¢Special keys-this keys consist of the function keys, control keys, arrow keys, caps lock key etc. Looking at the account office, the accountants needs the type of keyboard that enables them work effectively with ease. As an accountant, normally when entering a data, you type all the data with your right hand and have always have to stop and use your left to hit the tab key which is completely inefficient and discomforting. In order words in providing a solution for the discomfort, the R-tab Keyboard will be used in the office setup. the R-tab keyboard has the tab key on the right of the number pad, which makes it easier and more efficient for an accountant to use. So instead of having to interrupt the left hand to hit the tab key, the right hand stride wont be breached while typing . This r-tab keyboard will improve the efficiency of the office by 25% higher than the usage of an ordinary keyboard. The longer the accountants use it. The longer their productivity will increase. Accountants that have used the r-tab keyboard found out that they were able to finish data and numeric entries much faster in a much quicker manner. The mouse is the computer input device to which controls the location of a cursor on a video display that is connected to a computer. Generally in categorizing the computer mouse it is of two types which is the mechanical and optical mouse. Being an input device that pinpoints and sends command into the system it is a major input device that will and always a major vital role in any computer system setup. In my analysis of the computer mouse, the best mouse that will be in tune to the satisfaction of the accountants is the Logitech Performance Mouse MX. The Logitech Performance Mouse has a general use functionality which is sculpted for the right hand only. It has a number of interesting features, which includes the darkfield tracking, which enables the mouse to work on any surface. It has a unifying technology which connects six devices to computer(this particular feature helps the members of the office access and gain control of a system from wherever they are within the office range). With the sophisticated features and performance of the mouse MX the user can easily spin into a document and scroll incrementally when navigating images and slides. These are the two major input devices that yield great productivity in an office, without these the employees productivity will become a major waste and any computer gadget that’s supposed to ignite greater yield should be considered carefully before choosen. So in order words the R-tab keyboard and the mouse MX are the best and suitable input devices required for the office setup.

Workplace Analysis of the Psychological Contract

The saying that mutual admiration within the workplace binds the workforce could be a pretext to harmonizing relationships between employees and employers. The mutual admiration could be working both ways of benefits, being beneficial to the result of work and the business endeavor. Thus, mutual admiration of workforce within the organizational setting of a workplace is perceived to tie the bond of commitment, reliability and trust, aside from the legal stipulations in a written contract of employment. However, how a psychological contract does characterize the mutual values of consistency and guaranty between an employee and an employer? This basic question could be examined in the process of understanding the relationships and define the circumstances surrounding the situations in the workplace. This paper will discuss and analyze the psychological contract affecting the workplace, relating several issues being confronted by employees and employers. Defining psychological contract and its effect It would be important first to know what psychological contract is all about. As defined by Psychologists Janet Smithson and Sue Lewis from the Department of Psychology and Speech Pathology at the Manchester Metropolitan University, understanding the â€Å"psychological contract† is referred to as the â€Å"meeting of expectations† where both employee and employer aspires (Arygris 1960; in Price, Munden & Solley 1962; in Smithson & Lewis 2003: pp. 1-2). In layman’s definition, â€Å"meeting of expectations† could be exemplified by the performance of the employee towards work which is being expected by the employer to produce a quality, efficient and effective result. On the other hand, it is for the employer to provide the necessary wage and benefits, compensating the good result of performance of the employee. However, without meeting neither one nor any of the expectations could breach and defeat mutual concern. In which case, one of the results could be a defiance and conflict of interests, wherein work and labor related issues become a dilemma in the workplace. Psychological contract in contemporary working environment With the rapidly increasing growth in numbers and sizes of profitable organizations, human resource management experts and scholars perceive the development of a â€Å"standardized† labor policy and procedures in workforce deployment. Correlated to this perception is the indicated inclination of management leadership to eventually acknowledge the reform through labor treaties, specifically in recognizing the collective bargaining agreement with labor unions. However, â€Å"meeting of expectations† may still be a â€Å"one-sided† concern of the employer’s management due relevance of emerging diversified industries that may not totally materialize the â€Å"inclination† to reform the culture in a workplace. Kheeran Dharmawardena (2008) in his journal entitled: ‘The Changing Nature of the Psychological Contract and its Impact on Modern Organizations’, has examined the relevance of psychological contract from the early studies of several organizational experts. Dharmawardena synthesized the findings that scarcity of employment and security of tenure patterns the good performance of employees (Bergmann et. al. 2001; in Lester & Kickul 2001; in Dharmawardena 2008: pp. 1-7). It may be analyzed that causal to the shortage of employment opportunities, the workforce retains the â€Å"showmanship† of performance, aspiring to achieve â€Å"job security† or long tenure of employment. The aspiration itself relinquish the â€Å"no-no attitude†, wherein retaining good performance in the distinction of skills and acquirement of further learning from the workplace extends the â€Å"systems thinking† as a psychological contract to upholding the need of being employed. Acknowledging the above analyses has related the perception of Cyril van de Ven, (2004) who viewed that the intensive diversified industrial trends increases the effects of unpredictable organizational change. Considering the unpredictability, most contemporary employers are decisive in achieving the sustainability of their organizations (especially the businesses that rely in the global supply chain) by acquiring the best possible workforce, workplace and market (Rousseau 1995; in Shore & Tetrick 1994; in van de Ven 2004: pp. 1-11). It shows that this typical ambition of contemporary employers is relative to â€Å"systems thinking† of the employees, having the psychological contract to securing the profitability and existent ability to do business. In sum, the mutual concern of employee and employer attributes the psychological contract of sustaining the interest, in which narrates the desire or aspirations of the employment to co-exist in a secured and sustained working environment. Psychological contract and workplace issues This topical discussion features the subject matter pertaining to psychological contract and workplace issues. As an overview, the mutual aspect in sustaining overall organizational performance signifies the â€Å"oneness or belongingness† of membership to the organizational objective, referring to members and leadership. However, the situation of dissatisfaction and question of confidence becomes the common issue that is dealt with, specifically in employee and employer relationship. Janice Anna Knights and Barbara Jean Kennedy (2005), in their journal ‘Psychological Contract Violation: Impacts on Job Satisfaction and Organizational Commitment Among Australian Senior Public Servants’, has cited the finding that dissatisfaction and loss of confidence are perennial issues dreadfully affecting the psychological contract. According to Knights and Kennedy, the common violation to the value of satisfaction is being dismayed by the fact that what has been verbally promised is contradicted by lies. This can be exemplified by the failure of the organizational leadership in fulfilling the promise to the membership. Reflective of Knight’s and Kennedy’s ascription to psychological contract on that particular case of unfulfilled promises may not only result dissatisfaction or disappointment but a deliberate disparity that may lead to organizational collapse. It may also relate the situation in a workplace where the employees were not able to achieve the promised benefits and due compensation of labor, in which the psychological contract to expect or aspire the viability of employment has failed. In most cases of labor disputes, the unfulfilled delivery of legally or lawfully mandated wages and benefits is claimed to violate the laborer’s rights. The violation may in itself affect the psychological contract of the employee, being unsecured or unguaranteed to achieve the source of livelihood. Therefore, psychological contract extends the paranoia of defeated and unfulfilled envisioning for a beneficial workplace. In Cantisano et al. ’s (2007) journal, entitled: ‘Social Comparison and Perceived Breach of Psychological Contract: Their Effects on Burnout in a Multigroup Analysis’, has documented the prevalence of gross labor violations. Based on the exhibited data from the conducted study research, the responses of respondents ranging from lower-income to medium-income labor forces or employees suffer from â€Å"breach of psychological contract†. To cite, employer denial to providing the necessary and just compensation [as required by law] infringe the common aspiration of the workforce to obtain the reasonable share of labor. As further cited, the effect on the â€Å"breach of psychological contract† has indicated the respondent’s extreme anxiety, such as (1) negative social judgment referring to employee-employer relationship, (2) emotionally exhausted for being violated and abused, (3) feeling of cynicism or skeptic that employers are exploitative, and (4) loss of self confidence and esteem (Van der Zee et al. 2000; in Cantisano et al. 007: p. 125). Empowering psychological contract In relation to the previous discussions, Brian P. Niehoff and Robert J. Paul (2001) of the electronic magazine Review of Business have proposed the enabling of policies that may be supplemented to the existing labor laws. Accordingly, the 2001 data of incidence in committing labor-related violations has remarkably increased to an alarming 33,000 cases of labor malpractice pending before the investigation or proper promulgation of the National Labor Relations Board which piled up in ten years from 1991 (Niehoff & Paul 2001: pp. -2). Niehoff and Paul (2001) have emphasized that â€Å"loose promises† in the workplace in order to encourage or attract the attention of the workforce. It may validate the negative thinking [of the already cynical employees] that employment is no longer beneficial and insensible to the aspirations of the workforce to gain social equity and equal treatment of labor. As cited, the disagreement point out to unreciprocated or unequalled performance of the employers to maintain the tenure of employment and sustainable income sourcing (Niehoff & Paul 2001: pp. 3-4). Indicative of Neihoff and Paul’s proposal could harness the psychological contract within the workplace. Upholding the â€Å"sensitivity† of the employer would mean to fulfill the promise by granting the just compensation and rectify indiscriminate treatment, and abdicate the flawed promises. As cited, it may not only the conflict within the workplace that shall be settled but the whole process of the system, wherein workforce may only be survived by their â€Å"grim determination†, and the remainder of â€Å"self-belief† that contemplating on the issue could be the only way to obtain the psychological contract. However, the â€Å"culture of deceit† could be permanent or entangled in the protectionist character of employers, obviously protecting the business interest (Neihoff & Paul 2001: pp. 3-4). Empowering the psychological contract can be objectively described in the organizational life of Pret a Manger, a leading sandwich biscuit company in the United Kingdom. In a contributed article of Psychologist Michael Wellin which was recently published by the electronic magazine Chief Executive Officer (CEO) of the SPG Media Limited, it quoted that: growing numbers of businesses apply the psychological contract convergent to forge organizational relationship between employees, the management and the company itself†. Dr. Wellin pointed out that the â€Å"trade secret† of Pret a Manger is the continuing openness of thoughts and understanding the situation, character and culture of the organization, where employees and employers are aware and much sensitive in dealing with the issues that relates the psychological contract. Dr. Wellin has found the strong importance of organizational values of Pret a Manger in dealing with the â€Å"mutuality of efforts† of both employees and employers. As cited, Pret a Manger has developed the organizational expectations by and between the employees and the management, such as follows in bulleted list below (Wellin 2008; in SPG Media Limited 2008: pp. 1-2): Management expectation on employee’s attitude towards work †¢ Sensible hard work; †¢ Prudently hilarious and easy to please; †¢ Have the benefit of good life; †¢ Work early to leave early. Employee’s expectation from Pret a Manger management †¢ Fairly compensated according to individual performance and position; †¢ Dynamic working environment of diverse workforce and skills; †¢ Provide development-education and skills training; Promotion of managers among the internal regular employees. Based on the findings on empowering the psychological contract, it appears that retaining the â€Å"mutuality of efforts†, referring to meeting the expectations of employees and employers, could paved the way towards achieving a dynamic and reliable collaboration or synergy in the workplace. This extends the analysis that fulfilling the psychological contract of the workforce systematizes and mobilizes their natural desires to sustain the viable means of the workplace, in which therefore meeting the expectations or objectives of the leadership at a judicious manner. It may also attribute the perception that the sensibility of an employer in upholding the employees expectations [as a psychological contract] could be considered as a social, moral and civic responsibility by promoting the rights and welfare of the labor force, wherein a more beneficial return will impart to the invested cost of values and as bonus to the margins of business profit. To further validate the analysis, it points out the situation that psychological contract eventually changes according to socio-economic, socio-cultural and socio-political changes. This can be exemplified by the previous discussions on the development of labor forces and markets that have been attributed by the rapidly changing business and policy environment as a result of â€Å"social diversification of industries†, keeping abreast at the global landscape of production and supply of goods. In short, psychological contract emerges in the â€Å"social and economic status† of the labor force. As cited, psychological contract always retains in the unstable or stable economic and political condition which reciprocate a particular situation (Pascale 1997; in Sharpe 2001). This can be exemplified by the prevailing global economic recession, in which the downturn of economies of highly developed and rich countries [like the US and some European countries] affects the domestic economies of undeveloped countries as a result of depleted purchasing power that as well decline the demand for labor market. Thus, the virtual effect of economic crises affects the â€Å"systems thinking† of the employees in a particular firm that may at anytime declare a bankruptcy and closes shop. The psychological contract on the expected security of tenure in employment would be at the brink of eventual loss. It may be further analyzed that workplace is an â€Å"economic-driven† organization that exist and operate its venture within a calculated business risks. The only dynamism could be indicated by feasibility studies along with planning and market testing. In this particular condition, unpredictability and uncertainty of employment may pattern the psychological contract of workforce in a workplace. Findings and conclusion This paper has found that psychological contract is characterized by the â€Å"social and economic values† pertaining to the mutual efforts and benefits of an employee and employer. In other words, there must be co-existing endeavor, agreements and appreciation to making effective, reliable and congruent the achievement of requirements and sharing of needs. However, the findings may have only analyzed the situational perception of a workplace, in which may needing the variations of reconsidering the overall â€Å"societal conditions†. What has then highlighted in the result of examining and analyzing the empirical studies derived and depicted in this paper is the fact that psychological contract can only be achieved by a consistent and truthful fulfillment of expectations, reassuring mutual efforts of employee and employer. It may be then concluded that psychological contract can be sustained by making productive the economic condition of every countries, good governance and the advancement of policy support on workforce and workplace issues. Thus, psychological contract attributes the achievement of an economically secured family and socially progressive population.

Assessing the Quality of Education in the Philippines Essay

The goal of this Article is to ensure that quality education will be vailable to Filipinos from all walks of life in four corners of our country. Why powers and functions of and Dep- Ed does the 3 education bodies put into action their duties and powers for delivering of quality education and holistic development of Filipino students and graduates? Dep-Ed, CHED and TESDA are working hand in hand independently from each other. These three education bodies report directly to the Office of the President. Like what was mentioned above, the three sectors are all mandated to ensure the quality of education in their own respective level. The separation of 3 bodies ensures that there would be the necessary attention, priorities and resources for all levels. Each sector also ensures the readiness of a student to the next level. For example, Dep-Ed needs to make sure that the graduating elementary students are all ready and prepared to handle the programs and curriculum of high school level until they finish high schools. A student who finished high school should be ready to the tasks and programs in college either a bachelor degree or vocational courses. Given that these three educational bodies work accordingly and will be given the mandated resources nd budget, the quality of education in the Philippines would soon be competitive and be affordable to every Filipino child. The education plan on the reform to be initiated by the new president of the Philippines. length of education to global standard which was from 10 years to 12 years. I have two stands on this initiative. First, the idea of aligning the length of education to the global standard would be an effective way of ensuring that our grade school and high school students have the enough time to get the necessary quality of education Time as evolved so fast and it has been said that the only constant in world is change. It could be Just appropriate to align our education duration to global standard to ensure our students would be able to cope with the rapid- changing society. On the other hand, this initiative would only be effective to private schools whose students are fewer than the students in public schools. Also, I do not agree with this initiative as I do not see any problem with the length of education in the Philippines even if it doesn’t really follow the global standard. I believed that it is not the length of basic ducation that we need to focus on. Philippines was able to make good and topped student that has excel in many filel and in many countries with the education we have. What we need to focus on are the numbers of classrooms and facilities in public school, strengthening the research for all levels and increasing the numbers of public teachers. We need to focus on the materials and resources we are to give to our education sector and strengthen the existing policy for us all to be effective. Give your stand regarding the criticism on sex education by the Dep- Ed and church? Sex education has been one of the 3 most controversial topic across all corners in the Philippines. For the longest time, sex education has been the discrepancy of parents whether to discuss it with their children or not. I partially agree to the motion of sex education among our students. I guess it would be time for our students to end their curiosity. Sex, whether we like it or not, is a subject we all need to discuss with our kids. We got no choice but to discuss sex with them since this is something that has been abused by many young people. Sex has been abused and has been done because young people were not disciplined and educated to them. It is said in the bible that sex is a gift from God and should only be done by a married couple. It is also said in the bible that God asked us to promulgate. However, it is also mentioned in the bible that once we have promulgate across all over the world then it we need to take the measures to control it. Young people, at the right time and at the right way, needs to be educated with sex. A good curriculum is needed to ensure good education regarding sex to our young people.

Terrorism Waves In America Research Paper Example | Topics and Well Written Essays - 3750 words

Terrorism Waves In America - Research Paper Example This study is structured around the hypothesis that terrorism in the US lacks particular/substantive definition due to evolutionary forces experienced under different waves. The definition of terrorism is therefore multifaceted according to the various waves experienced. Terror is a deep-rooted phenomenon in the modern world. Though having begun in the late nineteenth century in Russia, the modern terror has evolved to cover the whole world, with the US such a hard hit victim. The simplest definition of a wave is an activity cycle per a given period characterized by phases of contractions as well as expansions. According to the report, each wave as described had a particular predominant defining feature, which also would explain the naming. This paper makes a conclusion that , terrorism is the use of force unlawfully against a person or property with a motive of intimidating and or coercing a sovereign government, the population of civilians or such a segment guided by an objective of political as well as social gain. This definition serves as the basis of the paper with the understanding that it is not wholly universally accepted but that it has common features that are ascribed to terror activities in general. Terrorism activities in the United States have nevertheless been very dynamic and this explains the evolution of the definitions accorded to terrorism in the states. The terrorism waves are ‘anarchist wave,’ ‘anti colonial wave,’ ‘new left wave’ as well as ‘religious wave’.

A ritical Analysis of UK Teaching Standard Essay

A ritical Analysis of UK Teaching Standard - Essay Example The teacher took the initiative of class management and assigned me as a representative. I, therefore, oversaw pupils attainment and outcomes of each stage of the progress. I build on pupils capabilities and prior knowledge of working. Furthermore, the institution empowered a counseling department. The counseling listens to student innate problems (Mills and Niesche, 2014, p. 122). I worked alongside the counseling department to ensure that I generate skills to build working abilities. As well, the institution developed courses related to moral and social behavior as well as, courses related to communication skills. At the end of the semester, the teacher evaluated at the end of the semester. The evaluations improved the understanding of the course in general. The assessment provided a detailed account of how the student was aware of virtues of responsibility, respect, and truthfulness. As a result, I guided the students throughout a professionalization agenda, where positive virtues of education were taken. The teacher heavily involved with the student and the institution hence expanding the overall interactivity level. As well, I welcomed students in a life of academics where interactivity was relatively high. Likewise, I encouraged pupils to take up responsibility and conscientious attitude, it was possible to increase the interactivity level. In summary, the student’s progress depended on the nature of the DEAN department.  The teacher provided the curriculum outline.  

Rank the Duties of the Athletic Director Essay Example | Topics and Well Written Essays - 750 words

Rank the Duties of the Athletic Director - Essay Example Dorame explained that his position as Athletic Director demanded great dedication and hard work to help the sports administration to run on well – oiled wheels. Some of the chief responsibilities discussed were evaluating and hiring both head and assistant coaches, guiding and mentoring them, seeing that all game schedules were carried out smoothly and in case of rescheduling, he had to see that all concerned were informed and a suitable date fixed for that particular match. He also had the responsibility to see that regular practices for the various games were scheduled to train the players. Mr. Dorame said that he was also responsible for the collection of user fees and for convening important meetings with the coaches, players and their parents, so that they would become familiar not only with one another but also familiar with the rules and regulations of the sport. When questioned on the traits of good and poor managers, Mr. Dorame explained that good managers are not only very responsible and dedicated, but also work hard beyond the call of duty and besides carry out their duties in a very efficient manner. On the other hand, poor managers are slack in their duties and do not behave in an efficient and responsible way. When asked about the greatest challenge faced by an Athletic Director, Mr. Dorame said that staying on top by proving ones skill and efficiency and achieving goals and coming out successful after an event would be the greatest challenge and success for an Athletic Director. When asked about his views on the most important duties of Athletic Directors, Mr. Dorame explains that this position warrants hard work and dedication in addition to good health if an individual wants to be successful. The job of an Athletic Director is full time and highly stressful and in order to be good at it, one has to know how to handle stress. Some of the most important duties he discussed were

SOCIAL NETWORKING AND STUDENT SAFETY BALANCING STUDENT FIRST AMENDMENT Essay

SOCIAL NETWORKING AND STUDENT SAFETY BALANCING STUDENT FIRST AMENDMENT RIGHTS AND DISCIPLINING THREATENING SPEECH - Essay Example ertain nation are capable of governing their own selves but at least, it is of an utmost fact that people always desires for the good and well-being of their own country; hence, the essence of universal suffrage prevails that the people instinctively chooses leaders who will run the nation; leaders who possess the same amount of passion in upholding the welfare of the nation and therefore deserves to take supreme control over the nation. In America, it is very evident from a keen observers eye the results brought about by democracy. There is so much talent that can be found everywhere. There are many people who are more deserving for a seat to supremacy but are not part of the supreme authority. Instead, they are part of the common Tao that work and live a normal life every day and it should be noticed that these are the outcomes in connection to democracys excess over its previous limitations. Democracy is not merely deficient of judgment that is important to choose people that truly deserves their trust, however, almost always have not wished or had the intention to look for them. It is of an undeniable fact that institutions embracing democracy inclines to introduce a sense of jealousy in the heart of each individual; it is not due to the fact that they have all the capacity to rise above everyone elses position as ultimately because these would mean to unnoticeably beset the people who hired them. Democratic bodies enlivens and teaches a desire for fairness which cannot be satisfied at all. The norm of fairness that renders men self-regulating of each other provides them a practice as well as a perception for going along their isolated acts no other controller aside from their own drive. The whole freedom, which they always delight in relative to their peers and in the interactions of personal life, lean towards making them gaze at all power with an envious eye and hastily proposes towards them the concept and the passion of political liberty. A usual bias

Music of the 1960's Essay Example | Topics and Well Written Essays - 750 words

Music of the 1960's - Essay Example As a result, the participants of war are always in need of encouragement, motivation, hope, and renewed courage to participate and sustain the struggle with a hope of winning at the long end. Music has always sought to provide these needs in parts or in totality. Indeed, music has been in the forefront to incite, condemn, and encourage people to war.  Moreover, war music acts as a vehicle to spread propaganda, incite people to participate, and as an incentive to patriotism and enlistment in the ranks (Wells, 2004). However, we also have anti-war songs that discourage participation in war and calls for its end. Indeed, music served as a catalyst to unite people against war and in particular, against the Vietnam War (Anderson, 2006).Hence, the significance of music in addressing the societal problem of war is unquestionable. This paper will address the issue of war using five songs recorded in the 1960s. To achieve this, the paper will analyze the songs for similarities and differenc es in how they address the social issue of war. The songs to consider include â€Å"Masters of War† by Bob Dylan, â€Å"For What It's Worth† by Buffalo Springfield,    â€Å"I Ain't Marching Anymore† by Ochs Phil, Phil Ochs â€Å"What Are You Fighting,† and Ccr â€Å"Bad Moon Rising.† All the five songs, advocate for anti-war activities with the main theme of ending war. Ccr â€Å"Bad Moon rising,† recognizes the fact that there is no need to fight claiming the war brings forth rage and ruin. Indeed, everyday that people go out for war, deaths are registered. Hence, the artist warns that the war front will claim lives. Hence, there is a need to stop the war. This is a roots rock song, whose target audience is the participants of war. English vocabularies feature in the lyrics. A group wrote and sang the song. Phil Ochs â€Å"What Are You Fighting† equally condemns fighting in that though we are fighting, many are jobless, no equalit y in our countries, the leaders are full of lies, the media is also practicing truancy, we are still enslaved, and children are in despair. Hence, before we venture into war we should win our wars at home. This is a folk song, whose target audience is the participants of war. English vocabularies feature in the lyrics. An individual singer wrote and sang the song. â€Å"For What It's Worth† by Buffalo Springfield, notes that a lot we go down if we continue fighting. Children will suffer, masses will die, and Paranoia  will strike deep. This is a folk rock song, whose target audience is everybody with war experiences. English vocabularies feature in the lyrics. The band wrote and sang the song. â€Å"I Ain't Marching Anymore† by Ochs Phil, Phil Ochs, sees no need to fight since the old leaders always leads the young to war  yet it is always the young that fall. Brothers and sisters have fallen to war, engaging in war for no good reason, enslaving many in war, cities destroyed, counties conquered and yet there is nothing positive to show though the war is still on. Indeed, it is time to stop the war. This is a folk song, whose target audience is nobody in particular. English vocabularies feature in the lyrics. An individual singer wrote and sang the song. â€Å"Masters of War† by Bob Dylan believes the world war will not end. The leaders and the rich lead the young to war and run away. They deceive them that the world war will be won yet millions are dying, property destroyed, children suffer

Critically appraise the developments, challenges and understanding of Essay - 1

Critically appraise the developments, challenges and understanding of corporate social responsibility (CSR), by business and academics in todays business environment - Essay Example They only need to strive to fulfil the several societal requirements. For this, they not only need to be socially responsible but also have to undertake ethical implication of their decisions. Considering all the emerging societal issues and requirement of the society from the corporation, it has been intended to demonstrate the aspects of corporate social responsibility in this paper. It will start with the historical development of the concept and then will exhibit the various theories related to CSR. The basic objective behind presenting this paper is to address the issues and challenges of CSR and to devise a new strategy considering the existing theories and further demands of the society from business entities. To validate the entire discussion, instances from an existing business will be undertaken. There was a transformation and drastic change from the hand-made items to the machine made products after the industrial revolution. It brought changes in the general life in both positive and negative manner. Impact of this revolution has been noticed in every field, such as art, music, architecture, literature and even in the man’s way of looking. Simultaneously, there was a rise not only in the working conditions and of declined pollution level but also in the number of working children and women. In other way it can be stated that the revolutions resulted in both dire consequences and productive. Therefore, requirement of society has also developed and with the passage of time outlook of the business entities has also changed. Not only the government sector but also the private sector has encompassed strategies based on corporate social responsibility (ICFAI, 2003). Again at the end of the Second World War, re-examination of the relationship between the community, state and the industry became necessary. The ‘US Marshall Aid Program’, Mac Arthur’s ‘Reconstruction Program’ in Japan and

Communication Skill Assessment Assignment Example | Topics and Well Written Essays - 500 words - 1

Communication Skill Assessment - Assignment Example Additionally, I have received complaints and opinions from friends and coworkers about the deficiency of proper communication skills. For example, I seem confused when communicating with the seniors or express discomfort when talking in a group discussion (Duffy et al.,  2004). Through the assessment, I have noticed a significant gap in my communication abilities particularly in public. I have a serious problem in communicating to an extent that I prefer the use of email and text messages to verbal communication. Specifically, I hate face-to-face contact because I lack the required confidence to face individuals regardless of their status or gender (Krizan,  Jones, & Merrier,  2002). When speaking, lecturing or expressing an opinion in a public gathering, I find myself lost in words, confused and disorganized such that I fail to pass my message. However, this does not mean that I do not have the required content, but rather that I lack an essential skill to enhance my communication. The reliance on non-verbal communication has adversely affected my skills. I frequently use email and text to communicate with workmates within the office. Consequently, this has affected my relationships and further incapacitated my delivery of essential messages when called upon to present relevant company analysis (Krizan,  Jones, & Merrier,  2002; Baack, 2012). The dependence on technologically enhanced communication such as text messaging and emailing has impaired my communication, creating a significant gap between my working and social life. In short, my consistent use of technology enhanced communication models has resulted in a visible communication gap that reflects in my productivity and social life. The prevalence of the problem is so adverse that there is a need to find an immediate solution. Specifically, this is because I have to be a better speaker as I am constantly required to provide the financial status of the organization (Krizan,  Jones, &

Workplace Teams Essay Example | Topics and Well Written Essays - 1000 words - 107

Workplace Teams - Essay Example As the discussion declares the structural shift from a top-down management system to a team-based management led to the creation of workplace teams. Many companies adopted the team-based approach because it enhances innovativeness and problem-solving abilities of the company. People can brainstorm on problems and propose ideas that are more optimum compared to a single person working. It enables a company that adopts it to be agile as its workforce is agile. Workplace teams are thus, important in a changing environment. Therefore, every student ought to be prepared to be an effective team player. Teamwork skills are important, and thus many companies, usually, consider the ability of its prospective employee to work effectively in a group. From this paper it is clear that a team-oriented structure means organizations or companies rely on small teams to handle and manage a number of tasks. Workplace teams proffer certain benefits because it permits collaboration of a number of employees. As defined by Ahles & Bosworth, a team consists of a small number of persons with matching skills. The persons hold themselves accountable for a common intention, approach, and a set of goals. Therefore according to the definition of Ahles & Bosworth and supported by Cornish, workplace team leads to better solutions, better production, and creativity. The advantages of a team-based approach are due to the ability of the approach to place equal responsibilities on the members of the group.

On Site vs Online Classes Essay Example for Free

On Site vs Online Classes Essay In assessment of online and classroom (on-ground) knowledge gives specific students that has interest according to how they learn. Taking online classes for me works so much better because I can go at my own pace. After doing some research online I found that there is a debate regarding the matter of online classes vs. traditional classrooms. At a point in time I recently had a debate on their opinion in classroom learning and the online classes. Their opinion has given me a better understanding on the format in relation with on ground classroom setting. Although I feel strongly about my online courses my friend says they will never stop attending school on site. As I continue on I will state the difference of the classroom setting, online classes, and the summary response towards from the textbook. As well as, give some example of the differences between older and younger students attending traditional classroom and online classes. The classroom setting has human contact which might be better for interaction purposes. With the professor there in person they can better explain things that might get misunderstood through typing in an email or on the class discussions. This could also be said for the classmates in your class, who are trying to make their point understood. A classroom for some has less distraction which makes it easier to do class work, reading assignments, and homework that may not get done due to work schedule or life’s unexpected turns. Also a classroom setting has more of a community feeling, everyone bands together to understand one another and their differences. For example, when you’re asked to participate in group activities you try and co-inside with your teammates in order to get a reasonable grade even if your opinions are different. As an online student I find it very easy to study and process all information that is needed. Being able to work on my own and on my own pace is challenging, but not able to physically to get hands on help from an instructor is complicated. Having trouble with some problems and school questions can be very complicated due to the fact that speaking with an instructor through email and not receiving the information right way or getting direction makes it really hard to get a better understanding on how things can be done. Last but not least receiving information is not enough because the due date for assignments for class is not the same for online courses. Making an effort to continue with education is had when I am in need with extra help. Positive outlook on this is being able to work and still spend all the time I can with my children. In summary of the text question is that I have learned in my online course being that it is very hard and challenging, but the passion I have to better my children’s future as well as for myself. Starting online classes has scared me because of the fact that I really thought it was going to very advance with no help. Being that I have already started this course I have came to understand that online is not as hard as I made it seem in the beginning. I am very interested due to the fact that I already have a plan for my families’ future. Showing that I have the passion to care for my family and to be the provider that I am gives me the power to finish in something I started by working, online classes, and being the single mother that I am. Continuing on with this course I am able to speak to my fellow classmates as well as for the tutor we have online to process all information. These are some summaries that I have on this course. In conclusion I have notice that I carry many thoughts in this subject. The audience that have received they have a busy life just like myself. Letting them know that this subject is hard but hard work pays off also being able to spend time with work and family while being enroll in school. An online class gives you the opportunity to be able to live normal life but process all information that is needed. My audience has given me questions that I have asked myself how I can get help when the responses are not as immediately response that we need. The purpose of this subject s being able to process all information that is needed to get through a better writing skill and having a better way to be more accurate in all materials. The end results is to being able to write all my writing materials a lot better than before, more meaningful, and have better ability to write all papers. With this is a gives me understanding in difference of the online classes to just make the choice to contin ue on a path of achievement. According to Carron Jackson, for those of us who are 18-21 we may be better in a college campus because of the social atmosphere it provides. She also states that for those of us who are older and have families and jobs, college is viewed as an education not a social life. Jackson continues with the common reasons as to adults returning to school and 18-21 year olds enrolling in school. She says that adults go back to get higher salary, career advancement and personal growth. 18-21 year olds go because of the pressures from parents, teachers, guidance counselors, for parties with peers, and an actual desire for higher learning to earn a college degree. This debate could continue on until we are blue in the face, some like online classes other prefer traditional classrooms. I really think it has to do with comfort and our learning styles. In conclusion, I have learned that just from my experience alone both ways of studying for me is better on ground classes. Being that everybody learning habits are best understood as a student on an on ground class this will show in the difference of the grade. With this capability we as individuals learning is a great thing, but knowing that learning ways fits well with what helps each person at the end of it all. In many points for me my grade is better as an on ground class then in online classes even though I enjoy both studying moments.

Role of Private Universities in Bangladesh Higher Education

Role of Private Universities in Bangladesh Higher Education Role of Private Universities in the Higher Education of Bangladesh: A Case Study on USTC from Strategic Marketing Perspective Abstract The true growth of an economy depends on the development of a nation and its citizens as human resources and higher education plays an inevitable role in such context. Bangladesh is also not an exception to this. At present there are more than 52 private universities in the country. Therefore, now what matters in this connection is not the number but the quality. A good university must ensure quality education for its students. But to be an international standard institution of higher education it is not an easy job for a university. USTC is such a university that has already established itself as a leading private university in Bangladesh with international reputation for excellence. In a decade, it has achieved excellence in education in different disciplines through its dynamic and effective academic leadership. Due to stiff competition in the education sector in Bangladesh, private universities need to prove their quality and should develop constructive and effective marketing pr ograms and strategies for the purpose of survival as well as expansion.. Marketing products and marketing services are different. Some principles are the same, but marketing educational services need to consider many additional factors, changing the emphasis in some areas. It is not appropriate to use a products model for services marketing, as many of the additional concepts and principles, only applicable to marketing educational services, may be ignored or forgotten. This is because a strategic marketing approach has been followed to reveal the real scenario and condition in one hand and suggest the appropriate marketing strategies on the other hand. It is important for USTC to incorporate business acumen and marketing without delay. USTC is beginning to experience the reality of the world of business and finance and, as the competition increases, the aspects such as formulating marketing planning in an appropriate and scientific manner, marketing the right educational services b y the USTC, marketing of the USTC must be to the correct customers in the most appropriate places, the price of the educational packages should be right, marketing of USTC should be undertaken at the most effective time, etc., need to be ensured for timely consideration. This research paper examines the present situation of the USTC with a realistic evaluation of SWOT analysis aiming to develop constructive and effective educational service marketing plans, programs and strategies through the careful application and evaluation of strategic models and matrixes. This paper also includes key points which are based upon sound experience. There is a brief outline of the changes in the education sector within the last ten years, which have resulted in the need for realistic marketing. The models used here include Ansoff’s Matrix, Boston Consulting Group’s Matrix and SWOT Analysis to make the strategic marketing plans, programs and strategies suggested for the private univers ity industry in general and the USTC in particular more pragmatic and focused. 1. Introduction Distinguished economists and scientists have alluded to the importance of the growth of human knowledge through formal educational processes that plays significant role in the development of the economy of Bangladesh. Education is, of course, an investment for the future. A country that deliberately devotes a pro-portion of its resources for education and to improve the skills and abilities of its young people expects to see change in its economic and social performance in the years ahead. Education is seen as the essential factor for rapid economic growth and formal education controlled by the state as the indispensable instrument for improving the productive capacities of a population. Education or human resource development is termed as a powerful tool in achieving the economic development by providing the people with the necessary skills upon which development depends on. It spreads opportunity and creates hope, having a leveling and equalizing effect on society and creating a new class of persons owing their position to education and ability rather than birth. Actually, the purpose of education is to bring economic, social, political, cultural development and also mental, environmental, physical development of human being. It bring changes in human behavior and social mobility. It is the best investment for human being. The public sector institutions of the country are in utter disarray. Regularly increasing demand and inadequate facilities, and additionally the absence of conducive atmosphere in the campuses are driving away large number of students every year to our neighboring country and elsewhere. And, of course, those who can afford are going, and the rest leave their future on to their lucks. In such a frustrating situation, creating private sector facilities, under the provision of the Private University Act-1992, has brought a great relief for the students and their parents or guardians. Traditionally there has been little competition within higher education systems and it is believed that more intense competition between similar institutions for faculty, students, and resources will help improve standards by rewarding merit and performance. Competition also generally promotes beneficial innovations and overall quality improvements. It is also important to note that competition is exceedingly difficult to achieve through central decree, but requires a high degree of autonomy for academic institutions, allowing them to exploit their strength and overcome weaknesses. Adequate market information is also essential; without it, institutions will continue to thrive even when are weak. Service markets, and in particular educational provider markets, have changed significantly in the last 15 years in Bangladesh. Education providers in Bangladesh face intense competition and must, therefore, take a vigorous approach to marketing. As the importance of higher education increase s more and more, it becomes absolutely essential to formulate its overall objectives and goals, content, organization and strategies etc. It is important to integrate marketing into the everyday business of education provision, although marketing is frequently seen as difficult by education providers in Bangladesh. One of the first actions for any education provider in Bangladesh is to define the term ‘marketing’. Faltermeyer (1994) suggests that many people, involved in the role of marketing, are not only unable to define the term, but generally regard ‘selling’ as being the same as marketing. Leppard and McDonald (1991) suggest that the organizations which attempt to subscribe to a full marketing process will be further along the pathway of evolutionary development, in terms of likely success for the education provider. It is important to remember that, although an education provider may have a marketing consultant, leader and/or co-coordinator, marketing is part of the role of all staffs employed in the organization (academic institution). If the USTC intends to be successful, and remain so in the competitive market, it needs to develop its marketing strategy carefully. When customers (students) begin to realize that other organizations (private universities) are ab le to deliver high quality courses at prices (tuition fees and other charges) lower than those of the USTC, business will be lost. It is, therefore, vital for everyone in the private university industry in general and USTC in particular to possess and implement the marketing philosophy in their areas of concentration and to be student centric. 2. Review of Literature The positive role of private Universities in the higher education in Bangladesh is now undeniable (Siddique 2005). The epoch-making Private University Act was passed in 1992. To meet the increasing demand for higher education and develop skilled, efficient and competent manpower the then Government felt the need for establishing private universities and approved the Private University Act 1992. Islam S. (2003) states that education was seen as the essential factors for rapid economic growth and formal education controlled by the state, as the indispensable instrument for improving the production capacities of a population. Most countries of the world are now facing the dilemmas of having to satisfy the need of the increased demand for education (Islam S. 2003). Higher education system needs to be flexible if they are to be the most effective (Muzaffar A.T. and Khan A.H. 2004). Education systems need to be able to adapt quickly to changing enrolment levels, to the rise and fall of dif ferent fields of study and to changes in the mix of skills demanded in the labor market. Muzaffar and Khan (2004) also argued that open systems are more likely to keep pace with significant external changes. Field (1991) indicated that the marketplace philosophy will be a necessity in education. Matin M.A. (2003) mentioned that still there is the necessity of many more private universities in the country, but they must not be allowed to grow in an unplanned way’. It should be noted here that all the private universities operating in Bangladesh must take into account ethical considerations when developing their marketing plans and programs. Education providers provide various services to the students (customers) and they need to apply marketing tools and techniques at various levels. According to Kotler (1991) services marketing is ‘ any act of performance that one party can offer to another that is essentially intangible and does not result in the ownership of any thing’ However as Kotler goes on to argue, no product is sold within the market place without an element of ‘service’ which may comprise a major part of the actual offer. Giles (1990) suggests t hat in market economy countries, the service sector has increased more than other industries. Stanton (1978) and Cannon (1986) indicate that the service is the central point of any marketing, i.e. the precise ‘product’ that the business is selling. There is, therefore, a wide variety of definitions. Stanton (1981) omits areas, such as credit facilities, from his definition. However, education providers may include credit facilities as an optional strategy to boost their uniqueness and the range of benefits that they can offer to the customer (student). An important point that needs recognition is that, if an organization wishes to be ‘market driven, it must be close to the customer. To do this effectively, it must adopt the principles of marketing. Levitt (1960) argues that satisfying the needs of the customer will create a cyclical process, which will generate further demand for the courses on offer. This parallels the Donabedian (1966) cycle of quality: product-process-outcome and, indeed, the work by Gronoroos (1984), who identified that there were three dimensions of service quality: outcome-process-perception. Both Lovelock (1984) and Bateson (1989) contend that marketing services in the not-for-profit sectors and marketing services in the profit sector are substantially different, in that the objectives of the organizations will produce marketing programmes which are manifestly diverse. Services are identified by four characteristics that differential them from products. Zeithaml et al (1990) and Beaven and Scotti (1990 ) identified these characteristics as (a) intangibility (b) perishability (c) inseparability and (d) heterogeneity. Some authors consider a fifth characteristic, the issue of ‘ownership’ (Lovelock, 1984; Cowell, 1991). Many leading authors suggest that there are limited applications for using a traditional marketing model for services (Shostack, 1977; Gronroos, 1978; Lovelock, 1981). They argue that the models, or tools, used for products cannot be simply transferred to services. Octon (1983) states that to define a not for profit sector organization is rather difficult, and such departments within universities need to make a profit in order to remain viable. With the ever increasing demands on the Universities budgets, cost effectiveness is clearly on the agenda. 3. Rationale of the Study In the business strategy of any service provider organization, be it profit related or a not-for-profit sector organization, there are fundamental requirements. The USTC must develop an effective marketing strategy so that its objectives are clearly focused and the customer segmentation it intends to serve is appropriately identified. Within this ‘marketing strategy’ or ‘marketing plan’, the organization should be able to define its competitive edge, i.e. what advantages it has over its competitors. This marketing plan will also act as a set of sales forecasts and a budget by providing a solid framework for the marketing activities of the USTC. To adopt such a strategy means that the personnel required to develop marketing plans based on the expert knowledge and experience regarding the market issues, such as the competition, the customers and the best way to provide and consolidate the niche in the market that has been recognized. Unfortunately, as educatio n providers in Bangladesh move into the business arena, there is tendency to believe that no additional guidance or support is required to undertake this co-ordination and lead in marketing. This may then lead to marketing being conceived as a separate function, which has nothing to do with the achievement of the corporate business strategy and therefore, the mission statement. Moreover it is assumed that present marketing strategies of USTC is not up to the mark to gain competitive advantages in the very dynamic and challenging market. Considering the present condition and the importance of marketing this paper will emphasize on the development of a service centric comprehensive and constructive strategic marketing approach, policies and active plans. 4. Objectives of the Study The objective of the paper is to bring into focus the marketing issues that need to be taken into account by the private universities in general and the USTC in particular. It will investigate the prevailing marketing system, as employed by the USTC and how to utilize the strengths and opportunities and deal with the recent problems related to marketing and business. 5. Scope of the Study The present study is confined to the review of the present condition and formulation of a marketing plan for the USTC. The study will not be limited to the present data alone. The future growth of the USTC will be given due consideration. The limit of the future growth of the study will be decided by mutual agreement between USTC and the management of research team. Although the USTC is facing problem from the various types of management, administration and marketing issues, this paper will concentrate only on the strategic issues of educational service marketing. The study area will be limited within Chittagong and Dhaka. However, the study will include all the faculties and departments of the USTC to make the study more pragmatic and focused. 6. Methodology of the Study The study is based on both the primary and secondary data for an in-depth survey of various departments of the USTC. A sampling plan and questionnaire have been prepared for the collection of the primary data. Secondary data available in the various research reports and the data base of the USTC have also been considered. Questionnaires have been distributed to the randomly selected students, officers, teachers, administrator and other important stakeholders of the USTC. Interview of intellectuals, people from various professions will help evaluating their opinions on problem that they face in the USTC and other private universities in Bangladesh. The students under a course work assignment have been divided as field workers into a number of groups to visit various departments and faculties for collecting and recording the opinions of the concerned and evaluating their operations and marketing functions. In the study to develop effective and comprehensive marketing programs and strat egies, the BGC Model, Anosoff’s Matrix, and SWOT Analysis have been conducted. 7. Scenario of Higher Education in Bangladesh Most of the higher education providing institutions in the developing world are in the public sector. They are built, financed and staffed by the government. Since about 1950 there has been a rapid acceleration in the rate of growth of demand for educational services at all levels, the most notable at the level of higher education in the college and university level. In Bangladesh the demand for educational services started increasing since early 80s. As per Bangladesh Bureau of Statistics, in 1992 the number of medical colleges, engineering colleges and universities were 17 (Govt. 13, Non Govt-4), all Govt. and 17 (Govt. 11. non govt. 6) respectively. But only a small percentage of these students gets the opportunity for higher education in the country. Besides, vast majority of those having higher education cannot find job opportunity. These clearly indicate the discrepancy between the need and the resources. This is not the whole truth. The education offered today is vastly non-pr oductive. Hence, the existing educational system has produced a large population of educated unemployed. It is now an admitted fact that no Government can employ all educated people both in the developing and the developed countries. While a country needs a large number of technically qualified persons in the various fields, the number of this group is far too small to satisfy the need of the country. This is applicable for all branches of technical education e.g. medical, engineering, agricultural, pharmaceutical, business studies. In fact in all technical branches need many more qualified personnel than are available today. And yet avenues for education in these specific fields are limited. As a result, the number of Bangladeshi students studying abroad is almost three times more than the number studying in all our Universities, Engineering and Medical Colleges. These are the rich and the privileged groups. They do not suffer the consequences and in fact they take it as a pride to send their boys and girls for studies abroad. Not even for moment they think how much they are depriving the country of the hard earned foreign exchange and degrading the prestige of the nation in the eyes of the outside world. What is even more important is that the outcomes of such ventures are nothing less than fatal for the country. Most of these students who are trained abroad are a great loss for the nation and some of them even hesitate to identify themselves as Bangladeshis. Bringing up in a different cultural environment where family link is too loose and the religious bondage is very weak it is rather too much to think of bringing them back to their homeland. 8. Background of the USTC The journey of USTC began on May 13, 1989 with the establishment of the Institute of Applied Health Sciences (IAHS) along with 42 students. It continued to function as an Institute under the University of Chittagong. The University of Science and Technology Chittagong (USTC) was established as a full-fledged Private University soon after the Private University Act 1992 came into force when IAHS became its constituent body. The Janasheba Foundation was its sponsoring organization and National Professor Dr. Nurul Islam was appointed as the Founder Vice Chancellor of the USTC by the Chancellor of the University and the President of the People’s Republic of Bangladesh. Since then USTC started functioning with two faculties, namely, the Faculty of Medicine and the Faculty of Basic Medical and Pharmaceutical Sciences. The MBBS and B. Pharm (Hon.) Programs are offered by these two faculties. These two faculties have been doing more than expectations and it is a matter of pride that t he USTC has almost 33% foreign students today. The USTC has opened up a new horizon for the business community of the country by launching a new faculty entitled â€Å"The Faculty of Business Administration† which is indeed, another bold step by the USTC in fulfilling its mission of expansion of higher education through private initiative. Another Faculty entitled ‘Faculty of Science. Engineering and Technology (Department of Computer Science and Engineering) has been functioning with encouraging response from the students. As global economies and communities in transition continue to present new challenges to solve, the necessity of lifelong learning continues to grow. Considering this USTC started operating in Bangladesh to develop unique and innovative programs, to provide learners of Bangladesh with new skills and capabilities and to tap into the emerging knowledge of our complex and changing world. The USTC is significantly able to maintain international linkages as well and it also remains solely dedicated to placing knowledge in the hands and minds of the learners. Sources of Fund and Janasheba Foundation Over and above the donations received from some philanthropists and the Anwara – Nur Welfare Trust, obligatory contribution by the guardians for the development activities in addition to admission fees have been the financial resources of the institution so far. In order to safeguard the interest and protect the project, the need for establishing a trust (Foundation) was keenly felt. Janasheba Foundation was thus formed and registered with the Societies Act XXI of 1860 in 1991 with National Professor (Dr) N. Islam as its Founder – Chairman. Activities of the Foundation include Community Health, Social Welfare and Technical Education. The USTC is thus a logical outcome of this program. IAHS/USTC in International Forum IAHS became reputedly known at International level because of its Founder-Chairman the renowned National Professor Dr. Nurul Islam. In 1978 there was a major International Conference at Almaata which recommended expansion of Community Based Medical Education. The Coordinator of this effort was an organization in the Netherlands namely University of Limberg Mastrichtt City. It formed a Network of Community Based Educational Institutions for Health Science (in short Network). This Network was recognized by WHO and it was engaged in speedy expansion of Community Based Medical Education in the East and the West. The then Secretary – General of this Network Dr. Jacobus M. Gritt invited proposed IAHS to join the Network in October 1985 after hearing about the proposed IAHS activities and programmes from Dr. Nurul Islam Dr. Islam promptly submitted an application of membership on behalf of IAHS to the authorities of the Network. In 1986 the executive Committee of the Network granted Associate Membership to IAHS. That membership prompted the actual establishment of IAHS with the crowned success. In September 1987 Dr. Nurul Islam being invited by the Network attended its conference in Patia (Thailand) and took the opportunity to evaluate the experience of different countries in community based medial education. In 1990 from October 7 to 12 this Network held its â€Å"Second International Symposium on Problem Based Learning†. In this conference Prof. Nurul Islam joined along with one teacher and two students from IAHS. Present Status of USTC Located at the picturesque site near Foy’s Lake, the USTC has opened up a new horizon for the quality medical, pharmaceutical, business and modern technology education in the country. The primary objectives of establishing USTC are to improve the quality and standard of education in Science and Technology with special emphasis on medical, pharmaceutical and social sciences. It also aims at developing human resources at home and in the developing countries with special emphasis on the South-East Asia. The USTC is now operating through four faculties which are (i) the Faculty of Medicine (ii) the Faculty of Basic Medical and Pharmaceutical Sciences (iii) the Faculty of Business Administration and (iv) the Faculty of Modern Science and Technology. The number of students of the USTC is more than 1500 of which more than 350 are from abroad including nationals of India, Jordan, Nepal, Malaysia, Norway, Pakistan, Palestine, Sri Lanka, KSA, Sadan and UAE. The teacher – student ratio is 1:8 on an average. The courses offered in the USTC are MBBS, B. Pharm., B.Sc. in Computer Science and Technology and BBA. After passing the final MBBS examination, the doctors get provisional registration with the Bangladesh Medical and Dental Council (BMDC) to take part in one year internship training as intern. After satisfactory completion of the training, they get permanent registration with the BMDC. Having had the privilege of establishing the university with IAHS as its first institute, the USTC did not have much difficulty in expanding its infrastructure. USTC is the first among the private universities which has it own infrastructure facilities including academic building, 250 bed hospital, large ad modern central library with a modern auditorium and two residential halls of which one is for female and the other for male. Female students reside in Gulmeher Hall and foreign students are accommodated in Sayedur Rahman International Hall. The hospital titled Bangabandhu Memorial Hospital is going to be extended into and another 500-bed Unit-II medical complex. Construction work is going to start a second campus of USTC in Dhaka. Side by side within a short time two post graduate programs, MBA and Family Medicine Diploma are now running in the Dhaka Campus. The academic plan of USTC is based on UGC approved courses and curriculum in which lectures are supplemented by tutorials, demonstrations and practical laboratory assignments. Sufficient lecture halls, tutorial rooms and laboratory facilities are available for all departments. The hospital is recognized by the Bangladesh College of Physicians and Surgeons to offer postgraduate training in Medicine, Surgery, Pediatrics and Pathology. Existing laboratory facilities are as per requirement of the BMDC and are now being expanded for OPD and indoor patients. USTC has academic partnership programmes with several foreign institutions. The USTC central library is going to be the largest medical library in Bangladesh with more than five thousand books, four thousand journals, and other resource materials. A newsletter is published from the library containing news about the university activities and useful information for the general practitioners in easily understandable way for health educati on. The focus of USTC education is its MBBS degree which lays emphasis on community exposure from the very beginning. The purpose is to produce physicians capable of working in a rural setup with limited facilities in different social environments. This helps in the growth of leadership among the trainees. The MBBS degree is recognized by the Government of Bangladesh, Bangladesh Medical and Dental Council, World Health Organization, General Medical Council of Great Britain, Ireland Medical Council, etc. USTC is a member of the International Network of Community Oriented Health Sciences, Maastricht, the Netherlands. And the B. Pharm. Degree is recognized by the Bangladesh Pharmacy Council. The present status and golden success of USTC is achieved by the members of the institution, under the strong leadership of Prof. (Dr) N. Islam. At present the USTC is a dynamic private university of further and higher education set on an exciting global expansion. It gives the students not only the opportunity to attain an internationally recognized degree but also to grow a knowledgeable and competent individual. This is because students study in a multi-cultural environment and get the chance to have a one-to-one professional relationship with the lecturers and management as a whole. Choosing the USTC today will definitely make the student a better person tomorrow. Since 1992 thousands of students have successfully taken the programs of USTC and utilized their qualifications to reach the highest levels in their chosen professions. A qualification gained through the USTC is a key to a successful and exciting future. 9. Findings It has been revealed from the study that the journey of the private university industry in Bangladesh is now going through the growth phase of its life cycle. So, a substantial amount of work is required to be done. However, the following points may be considered worthwhile for the successful performance of this industry in Bangladesh. 9.1 To cope with the societal needs and therefore, to become a center of excellence for medicine, hospitality management, business management, marketing, information technology, shipping and the other related fields in the education sectors, a number of creative leaders among the academicians and administrators of the private industry in general and the USTC in particular have to be developed who will actively contribute to learning and creation of knowledge. 9.2 USTC is a truly international institution of higher learning, attracting students from many different cultural and ethnic backgrounds. USTC reflects the needs of the global economy and world for well-trained professionals, able to speak English and one or more other languages with a solid International education combined with an international cultural background. Such graduates of USTC have excellent prospects of employment in the reputed companies in the various professions like Doctors, Executives, Pharmacists, Academician, IT Professional and many other professions. Prof. N. Islam wants to ensure that the USTC leading and representing the private university industry will make a significant contribution towards better international understanding by educating students in an international environment and preparing them for international careers. 9.3 The need of the individual student is taken very seriously and every effort is made to create a positive learning environment. Most of the USTC Professors have, in addition to their distinguished academic background, practical professional experience in their areas of concentration. Prof. (Dr) N. Islam is committed that the USTC will not only train and prepare students thoroughly for their future professional tasks, and give them a sound educational background but also will consciously prepare them for their future leadership role. This is achieved not only through special courses and seminars on leadership, but also is emphasized in the context of regular coursework. The faculties and administration of USTC are committed to the goal that students become imbued with the entrepreneurial spirit. At USTC the leader wants to prepare each student to take initiative and venture out on his or her own. The educational effort at USTC puts special emphasis on developing international and c ross cultural competencies through acquiring foreign language skills. 9.4 To improve the quality and standard of education in Science and Technology USTC has given special emphasis on the development of sound Computer, Medical, Pharmaceutical and Social Sciences Programs and courses. 9.5 To become a truly international institution attracting students from all cultural and ethnic backgrounds, USTC has already established alliance with the various associations and social institutions of the South-East Asia region and the Middle East. 9.6 All the students both national and international get benefited from the professionalism, knowledge and expertise of the faculty members and administrators of USTC. 9.7 To draw more attention from the students and the society USTC accepts the transfer of credits of the equivalent courses or programs of the UGC recognized universities. 9.8 In its all degree programs USTC has included a wide range of subjects which will familiarize the students with th

Network Infrastructure For E Commerce Information Technology Essay

Network Infrastructure For E Commerce Information Technology Essay   E-commerce or eCommerce is basically Electronic commerce that deals with buying and selling of services and products over electronic systems such as Internet and other Computer networks. E-commerce is commonly known as electronic marketing. With the extensive use of Internet, the amount of trade carried out electronically has developed tremendously. E-commerce (electronic commerce or EC) is the buying and selling of goods and services on the Internet, especially the World Wide Web. In practice, this term and a newer term,  e-business, are often used interchangeably. For online retail selling, the term  e-tailing  is sometimes used. Electronic commerce is generally considered to be the sales aspect of e-business. It also consists of the exchange of data to facilitate the financing and payment aspects of the business transactions. REQUIREMENTS FOR E-COMMERCE: Authentication PrivacyMessage Integrity Non-repudiation NETWORK INFRASTRUCTURE FOR E-COMMERCE: Global information distribution networks are the infrastructure that are connecting countries and continents. Extranets, Intranets and the Internet, the above parties are spread over diverse locations, extranets use the internet as a network to reach out to these parties. A company typically has multiple dedicated extranets for different parties depending on information needs and nature of relationship. Extranets can sometimes also be seen as an extension of the company intranet or internal network where external parties are brought into the fold of the companys private network with access to specific areas or information. Internet This is  the world-wide network  of computers accessible to anyone who knows their Internet Protocol (IP) address the IP address is a unique set of numbers (such as 209.33.27.100) that defines the computers location. Intranet This is a network that is not available to the world outside of the Intranet. If the Intranet network is connected to the Internet, the Intranet will reside behind a firewall and, if it allows access from the Internet, will be an Extranet. The firewall helps to control access between the Intranet and Internet to permit access to the Intranet only to people who are members of the same company or organisation.   Extranet An Extranet is actually an Intranet that is partially accessible to authorised outsiders. The actual server (the computer that serves up the web pages) will reside behind a firewall. The firewall helps to control access between the Intranet and Internet permitting access to the Intranet only to people who are suitably authorised.   EXTRANET: An extranet is a private network that uses Internet protocols and the public telecommunication system to securely share part of a businesss information or operations with suppliers, vendors, partners, customers, or other businesses. An extranet can be viewed as part of a companys Intranet that is extended to users outside the company. The same benefits that Web technologies have brought to corporate Intranets are now starting to accelerate business between businesses. Extranets can be used to exchange large volumes of data, share product catalogues, share news with trading partners, collaborate with other companies on joint development efforts, jointly develop and share training programs with other companies, provide or access applications between companies, and much more. It may sound like a technology for geeks only. But many people use extranets every day without realizing itto track packaged goods, order products from their suppliers or access customer assistance from other companies. An extranet is a mechanism based on Internet and Web technology for communicating both privately and selectively with your customers and business partners. USES OF EXTRANET: When done correctly, extranets provide a safe way to allow transactional business-to-business activities and can save your company some serious time and money. The automotive industry uses extranets to cut down on its redundant ordering processes and keep suppliers up to date on parts and design changes, allowing quicker response times to suppliers problems and questions. Suppliers can receive proposals, submit bids, provide documents, even collect payments through an extranet site. An extranet has restricted (password-protected) access, so it may be connected directly to each partys internal systems. DISADVANTAGES: The benefits of extranets, such as reduced time to market and cost of doing business, and faster access to partner information, may be outweighed by the costs-security, Web servers and development, legacy systems integration, ongoing support and maintenance. Extranets require a large amount of IS time and energy, much more than what it takes to get an intranet or Web site up and running, which may place it at the bottom of the IS groups to-do list. CONCLUSION: A mix of each is most likely, Connect to partners, suppliers, customers in the best way that supports your specific business model. extranet is helpful conversationally when considering giving external parties access to enterprise systems. The term should engender a deeper level of consideration and concern regarding maintaining security and managing external relationships.

Implications of the Sahelanthropus Tchadensis (Toumai) Discovery Essay

Implications of the Sahelanthropus Tchadensis (Toumai) Discovery Compared to the complete history of life on earth, human history is relatively brief. The earth is billions of years old and living organisms probably appeared some two to four billion years ago. Many different kinds of animals have been inhabiting the earth for hundreds of millions of years. Early hominids which are human like creatures are thought to have originated just 5 million years ago and modern humans around 100,000 years ago. There have been a recent discovery that is now challenging the appearance of the early hominids. In the country of Chad which is located in central Africa scientists have recently made a discovery of a hominid skull. This skull was dated back to between 6 and 7 million years ago. The discovery was led by anthropologist Michel Brunet from the University of Poitiers in France. The find was named Sahelanthropus tchadensis and is nicknamed â€Å"Toumai† which means â€Å"hope of life† in an African language. The fossil find is an almost complete skull, some teeth, and a few fragments of the lower jaw. (Bower 2002) This fossil find is completely surprising and amazing. The remains that were found represent the earliest known member in the line of human evolution. This find could be the beginning of many which could completely change our current ideas of human evolution. This pushes back the dates of human history by 2 million years. If Toumai is truly a common ancestor of humans and chimpanzees this makes the molecular clock theory wrong. The molecular clock dates the divergence of humans and chimpanzees somewhere around 5 million years ago while the Toumai discovery suggests that is was 6 to 7 million years ago. (Bower 2002) Homini... ...of the same kind. This is only one very small link in the massive chain of human origin. Scientists need to continue to search the globe and make more new discoveries to further challenge the norm and uncover the truth of our history. Sources: Bower, Bruce. Evolutions surprise: fossil find uproots our early ancestors. Science News 13 July 2002; vol. 162, No. 2, P. 19. 4 April 2004 www.sciencenews.org Brunet, Michel. A new hominid from the Upper Miocene of Chad, Central Africa. Nature 418, 145-151. 11 July 2002. 4 April 2002 www.ezproxy.ithaca.edu Paoli, Laurence. Toumai: Shaking our conceptions on the earliest steps of Hominid history. Science In Africa August 2002. 5 April 2004 www.scienceinafrica.com Whitfield, John. Oldest member of the human family found. Nature News Service/Macmillan Magazines 11 July 2002. 4 April 2004 www.nature.com

The Anatomy and Actions of the Knee Essay -- essays research papers

The knee joint is formed by the articulation of the distal end of the femur and the proximal end of the tibia. The fibula is only involved to the extent that it serves as an attachment site for connective tissue. In this paper, the anatomy of the joint will be discussed. The knee is a hinge-type, diarthrotic, or freely moveable joint. Also referred to as a synovial joint, the 2 articulating ends of bone are encased in a capsule that lubricates the joint with synovial fluid to reduce friction. Each bone in a synovial joint has articular cartilage at the articulating surface. The C-shaped medial and lateral menisci serve to deepen the articulation at the superior surface of the tibia, thus enhancing the bony stability of the joint. Also adding to the joints stability are the two major pairs of ligaments: the cruciates and the collaterals. The medial and lateral collateral ligaments have a stabilizing effect in a lateral plane of motion, helping to prevent sideward displacement and over-rotation. The medial collateral attaches the femur to the tibia, also attaching to the medial meniscus. The lateral collateral attaches the femur to the fibula but has no attachment to the lateral meniscus. Both collaterals lie slightly posterior to the lateral axis of the knee joint and are taut when the knee is full extension. This positioning of the ligaments causes a slackness when flexion occurs, allowing medial and lateral rotation to take place. The cruciate ligaments are so named because of their cross-configuration within the joint. The anterior cruciate ligament attaches to the tibia on its anterior-superior surface, crossing through the joint from the medial side to its lateral attachment on the femur. The posterior cruciate ligament attaches on the posterior-superior aspect of the tibia, crossing diagonally and medially to its lateral attachment on the femur. The anterior and posterior cruciates protect against hyperextension and hyperflexion, respectively. The actions performed at the knee include flexion, extension, and medial and lateral rotation. Flexion is the bending of a joint so that the angle between the two bones decreases. The primary muscles that flex the knee are a group collectively known as â€Å"hamstrings.† The hamstrings consist of the biceps femoris, semitendinosus, semimembranosus. The muscles that assist in flexion are the sartorius, gracilis,... ...g  Ã‚  Ã‚  Ã‚  Ã‚  Linea aspera on posterior femur, greater trochanter of femur Insert  Ã‚  Ã‚  Ã‚  Ã‚  Patella and via patellar tendon to tibial tuberosity Action  Ã‚  Ã‚  Ã‚  Ã‚  Extension of knee Nerve  Ã‚  Ã‚  Ã‚  Ã‚  Femoral VASTUS INTERMEDIUS Orig  Ã‚  Ã‚  Ã‚  Ã‚  Anterior and lateral femoral shaft Insert  Ã‚  Ã‚  Ã‚  Ã‚  Patella and via patellar tendon to tibial tuberosity Action  Ã‚  Ã‚  Ã‚  Ã‚  Extension of the knee Nerve  Ã‚  Ã‚  Ã‚  Ã‚  Femoral VASTUS MEDIALIS Orig  Ã‚  Ã‚  Ã‚  Ã‚  Linea aspera on posterior femur Insert  Ã‚  Ã‚  Ã‚  Ã‚  Patella and via patellar tendon to tibial tuberosity Action  Ã‚  Ã‚  Ã‚  Ã‚  Extension of knee Nerve  Ã‚  Ã‚  Ã‚  Ã‚  Femoral TENSOR FASCIA LATA Orig  Ã‚  Ã‚  Ã‚  Ã‚  Iliac crest (posterior to ASIS) Insert  Ã‚  Ã‚  Ã‚  Ã‚  Iliotibial tract (which continues to attach to the lateral condyle of the tibia)   Ã‚  Ã‚  Ã‚  Ã‚  Assists extension of knee Nerve  Ã‚  Ã‚  Ã‚  Ã‚  Superior gluteal   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  

Compensation Management Essay

Compensation does not refer, however, to other kinds of eployee rewards such as recognition ceremonies and achievement parties. The ultimate objectives of compensation administration are: efficient maintenance of a productive  workforce,  equitable pay, and compliance with federal, state, and local regulations based on what companies can afford. The basic concept of compensation administration—compensation management—is rather simple: employees perform tasks for employers and so companies pay employees wages for the jobs they do. Consequently, compensation is an exchange or a transaction, from which both parties—employers and employees—benefit: both parties receive something for giving something. Compensation, however, involves much more than this simple transaction. From the employer’s perspective, compensation is an issue of both affordability and  employee motivation. Companies must consider what they can reasonably afford to pay their employees and the ramifications of their decisions: will they affect  employee turnover  and productivity? In addition, some employers and managers believe pay can influence employee work ethic and behaviour and hence link compensation to performance. Moreover social, economic, legal, and political forces also exert influence on compensation management, making it a complicated yet important part of managing a business. Compensation and Reward system plays vital role in a business organization. Since, among four Ms, i. e Men, Material, Machine and Money, Men has been most important factor, it is impossible to imagine a business process without Men. Advantages of Fair Compensation System: Therefore a fair compensation system is a must for every business organization. The fair compensation system will help in the following: 1. If an ideal compensation system is designed, it will have positive impact on the efficiency and results produced by workmen. 2. Such system will encourage the normal worker to perform better and achieve the standards fixed. 3. This system will encourage the process of job evaluation. It will also help in setting up an ideal job evaluation, which will have transparency, and the standards fixing would be more realistic and achievable. . Such a system would be well defined and uniform. It will be apply to all the levels of the organization as a general system. 5. The system would be simple and flexible so that every worker/recipient would be able to compute his own compensation receivable. 6. Such system would be easy to implement, so that it would not penalize the workers for the reasons beyond their control and would not result in exploitation of workers. 7. It will raise the morale, efficiency and cooperation among the workers. It, being just and fair would provide satisfaction to the workers. 8. Such system would help management in complying with the various labor acts. 9. Such system would also bring about amicable settlement of disputes between the workmen union and management. 10. The system would embody itself the principle of equal work equal wages. Encouragement for those who perform better and opportunities for those who wish to excel. Need for designing of compensation Policy: After going through the role and essentials of a sound compensation system, it becomes imperative that every business organization should be set up for itself a proper Compensation Policy. The Management of the organization must have well-designed Compensation Policy. The policy calls for deciding the criteria for promotions, up-gradations etc. It would also be necessary to fix up the standard expectations from each and every workmen/employee. The policy should determine the norms to be followed for Performance Appraisal or Job Evaluation. It should also chalk out the need for training, provisions for fringe benefits, welfare schemes etc. It must prescribe the manner in which such benefits would be extended and levels within the organization to which such benefits are extendable. The incentive schemes and its details, Pay package structure, Tax implications etc. are matters of concern while designing the compensation Policy. Importance of Compensation System: Money makes the mare go is the proverb. It holds good for all the factors participating in the business process expects its fair share of prosperity of the business. Compensation/ Reward System play a vital role in the business organization. And its importance can be very well ascertained as follows: 1. Sound Compensation/Reward System brings amicability and peace in the relationship of employer and employees. . The system brings out the best out of every employee in the organization. It aims at creating a healthy competition among them. And as such, encourages them to work hard and efficiently. 3. The system provides adequate opportunities to those who wish to perform better. The system provides growth and advancement opportunities to the deserving employees. 4. The system upholds the principle of equal wages. It provides transparency and parity too. 5. The perfect Compensation system provides platform for happy and satisfied workforce, this minimizes the labour turnover. The organization enjoys the stability. 6. The organization is able to retain the best talent by providing them adequate compensation thereby stopping them from switching over to another job. 7. The business organization can think of expansion and growth if it has the support of skillful, talented and happy workforce. 8. The sound Compensation system is hallmark of Organization’s success and prosperity. The success and stability of organization is measured with pay-package it provides to its employees. 9. Both employer and employees get benefited because of the sound Compensation System. 0. A sound Compensation System helps the organization keep pace with changing environment. It helps the organization to cope up with the wage levels in neighboring industries. 11. Sound Compensation System minimizes the complaints from the employees, provides them the congenial work environment to perform better and sets up for them the targets to be achieved. Definite targets help employees kn ow their role in the organization, which minimize wastage, and enhance overall efficiency. It also helps organization to reduce the cost of production and maximize profits The Compensation System Time RatePiece rate BonusProfit sharingIndirect Monetary Incentive Time Rate System: This system is divided into three categories. Time Rates Ordinary level High Wage LevelGraduated Time Rates Ordinary Level: It is calculated on time (daily, monthly, weekly etc. )The formula for calculation of salary is Rate per hour X Hours worked = Earnings (RPH X HW=E). High Wage Level: It is calculated on hourly basis put over time is not paid. The formula for calculation of salary is RPH X HW = E Graduate System: Payment: the basic is linked with dearness cost of living. The index of cost of living is varying and that is considered for calculating the remuneration. Formula: Basic Salary is Rs. 2,000/- and Cost of living Index (D. A) is 100% then, Rs 2000+100% of Rs 2000 as cost of living is added, thus total remuneration is Rs. 4000/-. It is after 6 months, cost of living index change 150%. Then basic salary + 150 % of basic salary si. e Rs 3,000/- will make it Rs, 5000. Piece Rate/ Payment Rate (Payment by Results) System of Piece Rate (Payment by Results) Straight Piece RatePiece ;amp; Time Combination Differential Piece Rate Taylor System Merrick System Gantt Task System Straight Piece Rate: Payment: Flat rate is applicable per unit, which is predetermined. The time spent is not considered. Formula: PPR X O = Earnings. Piece Rate and Time Rate Combinations: Payment: It is a dual rate system, designed to perfect inefficient workers. The worker is ensured to get the minimum payment. If the payment is calculated on the basis of piece rate guarantees and number of pieces fall below the minimum wages guaranteed, he is paid by time Rate. Differential Piece rate: Payment: In favour of piece rate system, minimum wages were assured. However, under this system, instead of combining time-rate and piece-rate, there are dual rates for different efficiency level. The purpose behind keeping high piece rate for higher efficiency is as the level of production increases, the cost per unit falls. Bonus: Bonus is given by the company to their employees as a reward. It is been fixed by the government i. e 8. 33%. Bonus encourages the employees to work hard. It is a motivating factor for the employees to improve their efficiency. Profit Sharing: Profit Sharing is the most motivating factor. When the company makes profit it gives some kind of share to their employees as an Annual increment. This helps to motive employees to work hard and get more increment. Indirect Monetary Incentive: Indirect Monetary Incentives like traveling allowance, HRA, Dearness allowance, medical facility etc. are very motivating for the employees. Elements or ingredients of a good wage plan: Before we discuss these two plans, it would be fruitful to know the ingredients of a good wage plan. These are:- 1. It should be easily understandable i. e all the employees should easily understand what they are to get for their work. They should be instructed in how the wage plan works. 2. It should be capable of easy computation i. e. it should be sufficiently simple to permit quick calculation. Mathematical tables may be supplied, by reference to which calculations can be quickly made. 3. It should be capable of effectively motivating the employees, i. e it should provide an incentive for work. If both the quality and quantity of work are to be stressed at the same time, a plan should be selected that will not unduly influence the worker to work too fast or to become careless about quality. . It should provide for remuneration to employees as soon as possible after the effort has been made. Daily or weekly payment of wage would be preferable to induce employees to work. 5. It should be relatively stable rather than frequently varying so that employees are assured of a stable amount of money. Reasons or factors affecting wage differentials: Wages differ in different employments or occupations, industries and loc alities, and also between persons in the same employment or grade. One therefore comes across such terms as occupational wage differentials. Wage differentials have been classified into three categories: First, the differentials that can be attributed to imperfections in the employment markets, such as the limited knowledge of workers in regard to alternative job opportunities available elsewhere, obstacles to geographical, occupational or inter-firm mobility of workers, or time lags in the adjustments of resource distribution and changes in the scope and structure of economic activities. Examples of such wage differentials are inter-industry; inter firm and geographical or inter-area wage differentials. Second, the wage differentials which originate in social values and prejudices and which are deeper and more persistent than economic factors. Wage differentials by sex, age, status or ethnic origin belong to this category. Third, occupational wage differentials, which would exist even if employment markets were perfect and social prejudices, were absent. Wage differential arises because of the following factors:- a. Difference in the efficiency of the labour, which may be due to inborn quality, education and conditions under which work may be done. . The existence of non-competing group due to difficulties in the way of the mobility of labour from low paid to high paid employments. c. Difference in the agreeableness or social esteem of employment. d. Differences in the nature of employment and occupations. Norms for Fixation of Wages in Industry: 1. While computing the minimum wages, the standard working class family should be considered as consisting of four consumption units and t he earnings of women, children and adolescents should be excluded. . The minimum food requirements should be determined on the grounds of a net intake of 2700 calories as laid down by Akroyd for a normal adult in India. 3. Clothing needs should be established on the basis of a per capita consumption of 16. 62 meters per year. 4. As regards housing, the minimum wages should be determined from the standpoint of the rent corresponding to the minimum area specified under the government Industrial Housing Scheme. 5. Miscellaneous expenditure on items such fuel, lighting etc. hould from 20 per cent of the total minimum wage. The resolution further prescribes that the authorities involved in the issue should justify any deviation from these norms. Retirement benefits related enactments in India: Employees’ Provident Fund Act The Act was passed with a view to making some provision for the future of the industrial worker after his retirement or for his dependents in case of his early death and inculcating the habit of saving among the workers. The object of the Act is to provide substantial security and timely monetary assistance to industrial employees and their families when they are in distress and or unable to meet family and social obligations and to protect them in old age, disablement, early death of the bread winner and in some other contingencies. The act provides for a scheme for the institution of Provident Fund for specified classes of employees. Accordingly, the Employees’ Provident Funds Scheme was framed under Section 5 of the Act, which came into force on 1st November, 1952. Main features of the Act The Act is applicable to factorize and other establishments engaged in specified industries classes of establishment, which have completed three years of their existence and employing 20 or more persons. The Act, however, does not apply to co-operative societies employing less than 50 persons and working without the aid of power. An establishment, which is not otherwise coverable under the Act, can be covered voluntarily with the mutual consent of the employer and the majority of the employees. Employees drawing a pay not exceeding Rs. 5000 per month (And now it is amended to Rs. 6500/- ecently) are eligible for membership of the fund. Every employee employed in or in connection with the fund from the date of joining the factory or establishment. The normal rate of contribution to the provident fund by the employees and the employers as prescribed in the Act is 10 percent of the pay of the employees. The term â€Å"wages† includes basic wage. Dearness allowance including cash value of food concession and retaining allowance, if any. Employees’ State Insurance Scheme The Employees’ State Insurance Scheme Act, 1948 is a pioneering measure in the field of social insurance in our country. This act came into force from 19th April, 1948. The Scheme under the Act aims at providing for certain cash benefits to employees in the case of sickness, maternity, employment injury and medical facilities in kind, and to make provisions for certain other matters in relations thereto. The term â€Å"employee† has wide connotation and would include within its scope functions of clerical, manual, technical and supervisory. Persons whose remuneration (excluding remuneration for overtime work) does not exceed Rs. 6500 a month are covered under the Act. The Act does not make any distinction between causal or temporary employees or between technical or non-technical employees. Employees employed directly by the principal employer and those employed by or through contractor. However, the definition of â€Å"employee† does not include any member of the Indian naval, military or air force. Compensation Structure and its components: One of the most vital factors the motivation, retention and the morale amongst the employees is the compensation system, policies and review philosophies of any organization. While the bargain able employees generally have their unions to negotiate or review terms with the Management-which are governed by the Long Term Settlements- the terms of the managerial employees are mostly seen to be at the mercy or the goodwill of the organization, reviews of which may or may not be regular or timely, or often do not seem to meet the expectations or logic of such employees. Management Compensation therefore, now plays a very significant part along with the working style and environment, empowerment etc. in the organization’s success strategy. While individual organizations may have differences in their methodologies based on factors best suited their perceived needs, some general directions are evident, and are discussed below. 1. Salary, Basic Salary or Consolidated Salary continues to remain as the major component of compensation, though Salary Scales are often discarded these days, or used only as guides. Individual Salary is generally decided initially using the Scale, but thereafter performance, contribution to targets or results generated determine the revisions periodically, which may vary widely from individual to individual. Salary broad handling is therefore, getting recognition and acceptance. 2. Grade wise flat Allowance is being considered generally, except where tax exemption benefits are still available, when they continue as separate components. Allowances may be linked to the Salary as a percentage or by slabs, but preference is for flat amounts, which do not increase automatically, and therefore increase could be discretionary, and therefore controllable. 3. Reimbursements of expenses incurred on Company work has become limited, and in line to conform to the tax laws. Being actual in most cases, they are not considered as a part of the compensation, unless it is provided towards personal benefits. 4. Annual payments: Bonus or Commission, and Leave travel are common features some tax reliefs apply for the latter. 5. Benefits generally comprise of mostly unfurnished company owned or leased accommodation, use of company or leased vehicles, medical coverage, retrial benefits covering Provident Fund, Pension or Superannuation and Gratuity, post-retrial medical assistance, easy loan schemes at low or zero interest rates for house building, cars or vehicles, furniture or utility items etc. enting employees owned housing, club entrance free reimbursement etc. Minor benefits could be provision of security, driver or gardening assistance, else of products or assets at a concessional rate, relocation and transfer expenses including admission etc. fees for children, credit card fees, phones etc. 6. Employee stock option schemes which has been popular in IT in dustry-,is not extensively used yet, not being tax advantageous to other industries, nor seen as being very attractive with lesser growth trends for their share values especially in the well-established older companies. 7. Most companies, as against earlier visible costs, use the â€Å"Total cost to the Company† concept as basis. Cost of the most benefits are averaged or computed on actual basis, and within the system of the overall cost, but with greater compliance to tax laws, this basket concept is on the wane. 8. Retiral benefits: Some in recognition of the past contribution of pensioners, and to partly offset the inflation post retirement practices periodic improvement in pensions, or a guaranteed grade minimum pension. 9. Performance Bonus that does not increase future liability is being given more as recognition of results generated. It requires transparent, balanced and fair systems and benchmarks, and also agrees targets by the managers in advance during planning and review discussions. 10. From the earlier grade oriented compensation system within reasonable boundaries, compensation often has to be somewhat tailor made for specialist or key contributors to retain them in the very volatile job market. 11. Compensation review periods have become annual generally and sometimes oftener, as compared to every three to five years earlier, in the fast changing market situation. Conclusion To summarize, the need to regularly carry out detailed compensation reviews both within and out of the organisation with full support and commitment from the top is essential. Openness and transparency are important to the managers in the very sensitive and personal issues of management i. e. remuneration, and therefore policies and practices should match. The remuneration and the system have to be fair and dynamic Dealing with human feelings still remains a competitively attractive feature.