Uranium mining in Kakadu essays

Uranium mining in Kakadu articles The issue I am giving an account of concerns the impact that uranium mining has on the Australian land that the nearby Aboriginal clans own. There are numerous reasons for this issue. One such reason is the mining organizations sees. They accept that they should mine the uranium since it could make gigantic benefits for the Australian economy and in light of the fact that it will give occupations to the nearby individuals. Anyway the neighborhood Aboriginal clans feel that, while the cash they are accepting as remuneration from the mining organizations is helping from numerous points of view it has likewise upset their lifestyle and has caused them to overlook the manners in which their way of life depends close by the land. Notwithstanding these causes there is likewise a factor which will influence significantly more than the nearby clans. This factor is the natural side of the uranium mining. Individuals accept that there is a high danger of radioactive squanders finding their way into the conduits. Particularly in the Northern Territory in light of the famous wet season and its dreaded rising waters will bring the was te all over Australia. I have additionally thought of numerous answers for this issue. One arrangement is that the mining organizations should just be permitted to mine uranium on destinations where there isn't any neighborhood Aboriginal clans associated with the land. The advantages of this arrangement are: the Aboriginal clans won't be influenced by the mining in any capacity and the mining organizations will even now make a benefit for themselves and the economy. Another arrangement is to stop uranium mining through and through. Australia could locate an elective method to gracefully control. The advantages of this are: the Aboriginal clans won't be constrained into leaving their territory alone mined, there will be no compelling reason to dread of radioactive squanders getting away and the land won't be upset in any capacity. A substitute answer for the issue is to attempt to figure out how to mine the uranium underground. On the off chance that the mining organizations could figure out how to mi ... <!

Association in Java Definition and Examples

Relationship in Java Definition and Examples The affiliation relationship shows that a class thinks about, and holds a reference to, another class. Affiliations can be depicted as a has-a relationship in light of the fact that the normal execution in Java is using an example field. The relationship can be bi-directional with each class holding a reference to the next. Collection and sythesis are kinds of affiliation connections. Affiliations go along with at least one of one thing against at least one of something else. An educator may be related with a school course (a balanced relationship) yet in addition with every understudy in her group (a one-to-numerous relationship). The understudies in a single area may be related with the understudies in another segment of a similar course (a many-to-numerous relationship) while all the segments of the course identify with a solitary course (a many-to-one relationship). Affiliation Example Envision a basic war game with an AntiAircraftGun class and a Bomber class. The two classes should know about one another on the grounds that they are intended to demolish one another: open class AntiAirCraftGun { Â â private Bomber target; Â â private int positionX; Â â private int positionY; Â â private int harm; Â â public void setTarget(Bomber newTarget) Â â { Â â â â this.target newTarget; Â â } Â â //rest of AntiAircraftGun class } open class Bomber { Â â private AntiAirCraftGun target; Â â private int positionX; Â â private int positionY; Â â private int harm; Â â public void setTarget(AntiAirCraftGun newTarget) Â â { Â â â â this.target newTarget; Â â } Â â //rest of Bomber class } The AntiAirCraftGun class has-a Bomber object and the Bomber class has-an AntiAirCraftGun object.

Are university spinouts damaging UK research

Are university spinouts damaging UK research Are university spinouts damaging UK research? According to a recent article in the Daily Telegraph, the world of university spinout companies is often ill-understood. The article suggests that such means of making research profitable and relevant outside of academia’s ivory towers may be getting bogged down in red tape, and in simmering resentment about who profits and benefits from the research. What exactly are spinouts, and why are they failing to live up to their potential? We investigate… What are spinouts, and why the sudden explosion in numbers? A university spinout company is essentially what it sounds like: a startup commercial venture set up and funded in whole or part by a university and/or its researchers. Its purpose is to leverage the commercial opportunities afforded by the sophisticated, groundbreaking research conducted in universities, especially in the “hard sciences” and medicine. Since the introduction of the Research Excellence Framework (REF) in 2006, universities have been under increasing pressure to demonstrate that the research conducted inside their walls has value â€" or “impact” â€" beyond the academy. While the REF certainly covers all kinds of “value” beyond simply commercial and monetary value â€" academics can present the impact of their research in terms of influence on policy, for example â€" much scientific research that originated in a university lab has the potential to be productised and developed in the commercial sector, often with highly lucrative rewards for shareholders and investors. And it’s the question of who exactly owns and profits from these commercial ventures that is the most difficult to resolve in this brave new world. What are the advantages of spin-off companies? When the model works well, university-sponsored startups have the potential to significantly increase universities’ contributions to and relationships with their local areas in the manner envisaged by the REF. At a time when there’s acute “brain drain” from university towns and cities to London, university-sponsored startups can bring jobs to a local area and help it retain highly skilled workers, as well, of course, as contributing materially to the local economy. The productisation of research can help to maximise its utility too. Where there’s the right commercial support structure the chances increase that good ideas will take hold and be used widely, as opposed to remaining just good ideas â€" that is, underdeveloped and largely theoretical. Finally, and significantly, profitable spin-off companies support a model by which universities self-fund via their own research rather than receiving large maintenance grants and handouts from the public purse. Are there any drawbacks? For its critics, this kind of model represents all that is worst about the marketisation and commercialisation of contemporary academia, reducing research from a worthy intellectual pursuit in its own right to the harsh realities of the bottom line. There’s a worry that research whose “value” is intangible and non-monetary in nature will get pushed aside â€" or even not take place at all â€" if the evaluation of research depends increased on its ability to generate a profit for its parent institution. There are ethical considerations too: many research fields rely in part on the use of human subjects, who are often asked to give generously of their time â€" and even risk their own wellbeing â€" for a nominal reward. When research is presented as a non-profit, altruistic endeavour, human subjects with a personal interest in the advancement of a field are often willing to offer themselves in this way. They may feel quite differently if that research is subsequently â€" maybe even years down the line â€" monetised and used to generate a substantial profit. And there can be complex issues around intellectual property rights when research makes the leap from intellectual to commercial endeavour. Why does the Telegraph claim this model is at risk of failure? Negotiating the transition from academic research to commercial venture is a tricky and fraught process, and the simple fact is that some universities are better at doing it than others. And institutions differ vastly in the ways in which they implement this transition. Oxford, for example, takes a mandatory majority stake in all spinout companies whose research originates in its labs, while Cambridge assesses each spinout on a case-by-case basis and may not take a stake at all. And the Telegraph reports that by the time all of the necessary hoops have been jumped through and the universities have taken their cut, far too few university spinouts are competitive and sustainable in the global marketplace. A new government report may provide some answers to streamlining the process and making spinouts consistently profitable, but balancing commercial and intellectual interests â€" and ensuring that all stakeholders get a fair slice of the revenue and intangible benefits â€" is likely to be an ongoing balancing act for the spinout industry. You may also like... Universities’ financial prospects: should we be worried? Its high time universities move past BTEC snobbery Why is London attracting so many fresh graduates? academiaeducation newsmonetisationprofitsresearchstartupsuniversity funding

Demand For New Government Maiden Budget And Improve...

Expectations to the New Government A to Z *Dr.A.Jayakumar **K.Sumathi Abstract This paper discus on expectation for new government maiden budget and improve governance and fiscal consolidation. This study examine that the current status of the economic development in India. The sector plays a vital role in economic development of the country. It attempts to outline the expectation to the sectors. This paper focus on present budget position and company’s impact are analyzed. Authors suggest that establishment of the sector in India. *Professor of Commerce, Periyar University, Salem -11 **Ph.D Research Scholar, Department of Commerce,Periyar University, Salem-11,email: sumathia148@gmail.com Expectations to the New†¦show more content†¦The new Expectations are high and the government will present an adjustment to the former government s budget implement its own strategy. If the government announces any definite measures which would either lead to broadening of the tax base or increase in tax compliance, a modest increase in revenue cannot be rule out. However, development in tax buoyancy could only result from bringing about structural changes in the tax structure such as implementation of GST and DTC. We also expect the government to take a strong stance on some of the impending tax-related disputes relating to retrospective changes to tax laws, transfer pricing laws and General Anti-Avoidance Rules (GAAR). We would also expect the government to give a clear outline of its intentions on disinvestment which would also help in assessing the resources available for its expenditure. At the rate of 15% investment allowances to the manufacturing companies. New plant investment excess rate of Rs.0.25billion in any year and machinery upto 2016-17 is expected to provide manufacturing companies. Table No: 1 Market expectations Fical Defict Target 4.1% GDP February 2014 Retained Budget 2014-15 Net Revenue Growth 20% 2014-15 Provisional Data for 2013-201 Mild Improvement in Economic Growth 5.0-5.5% 2014-15from the Sub 5% levels in 2012 - 14 The new government

Essay on Assessement of Advertisement - 874 Words

Assessement of Advertisement What exactly is media? Media is communication. Media is different ways of communicating with the public. We see media everywhere we go, on the streets, on TV and even at school. An example of media and one I will be focussing on in this essay is advertising, adverts such as the ones we see on posters and billboards. These adverts affect our everyday life because it influences us in our decisions. For example if a product is being sold, depending on the way the product is advertised can relate to whether or not a consumer decides to purchase the product. Advertisements are usually a persuasive piece that tries to get people to buy a product. I am going to compare†¦show more content†¦In both adverts there are no words only pictures. This could be because the picture is meant to say it all. Both posters rely on their picture to sell their product. They believe that the picture, which is used, is enough to sell their product. By placing an image in people’s heads they h ave conducted a way of selling their product through pictures and not words. The image, which is used in the Coco Cola advert, is a close up of a cartoon polar bear family sharing a Coke. In the Fanta advert it is similar but the family are real and in the background whilst the product in this case a Fanta drink is close up and of a bigger capacity. In the Coke advert it symbolises a human family and that coke can be drank anywhere, the way the polar bears are cuddled up suggests that there is warmth even though we know that polar bears are found in the North Pole, which has the coldest climates. The Fanta advert is in a different part of the earth because we see here that it is of a sunnier climate. The people are on the beach to symbolise that the drink is associated with summer, which means that Fanta is the best drink to serve when it’s hot. The picture of the family in the background shows compassion and symbolises that the drinkShow MoreRelatedProject Management32831 Words   |  132 Pagesorganization which will take care of the technical implementations. The project manager reports to the project board. 3.4.1 Responsibilities of the Project manager To get a good idea about the responsibility of a project manager take a look at the job advertisements in some magazines: {Translate customer demands into realizable and manageable product specifications;  © 1997 Hans Bestebreurtje, MSc UNIGIS 52 Master Thesis: GIS Project management Final Version {Give advice in the field of product

Generational conflicts Presentation Free Essays

What do our companies do to deal with generational differences? 3. How important is it for organizations to have training and programs on generational conflicts? 4. Please share your experience about generational conflicts in the workplace that you have encountered in the past. We will write a custom essay sample on Generational conflicts Presentation or any similar topic only for you Order Now How did you deal with it? Summarizing group discussions – Baby boomers – Seers – Years Adviser 1: Ron Also – a freelance writer, editor, and consultant, and a former reporter and editor for the Wall Street Journal. Bosses have to get used to spending more time with their young workers. The investment should pay off in improved morale, productivity, teamwork, and innovation. While Josh might prefer text messaging and e-mail, it is critical that he and Sarah meet face-to-face for more substantive conversations about workplace attitudes and expectations. Managers like Sarah also are finding that they need to show respect for Gene Years and encourage them even if they can’t give Gene Years what they want as fast as they want it. Advisor 2: Pamela Nicholson – president and COO of Enterprise Rent-A-Car, based in SST. Louis. As a large employer of college graduates, Enterprise has taken steps to address these kinds of issues, in two important ways: training and feedback. Advisor 3: Jim Miller – the executive vice president of sales and marketing at General Tool Supply, a distributor based in Portland, Oregon. To work better together, Sarah and Josh both need to recalibrate their expectations. Sarah needs to take extra time to validate Josh’s ideas and help him understand what it means to be a team player. For so many Years entering the workforce, the attitude is â€Å"I’ll be a full-time freelancer, and work will be fun, fun, fun. Sarah needs to counteract that by being completely transparent with Josh about the level of performance required (a new idea needs to be fully researched) and the level of communication required (formal presentations rather than hallway chats). For his part, Josh needs to figure out how to pitch his good ideas through established channels, within the established team framework. If he really needs to be a maverick, he can go off and start his own company, where he can follow his own business rules. Or, he can go to a different firm that has a maverick culture. Solutions to close the generation gap – Communicating information in multiple ways (oral and written, formal and informal) to address different generations’ learning styles – Collaborative decision making (co-creation) – Training managers to handle generational differences – Recognizing that all generations want to be treated with respect (source: ASCII 2013) Wrap up – represented of each generation will say what they would do to deal with conflicts and improve performance Thank you for your active and constructive participation! How to cite Generational conflicts Presentation, Papers

Arab / Israeli Conflicts From 1960 - 1970 Essays -

Arab / Israeli Conflicts From 1960 - 1970 Israel's incredible victories, in just 6 days, Israeli armies conquered the West Bank, including the Old City of Jerusalem, the Gaza strip and the Syrian Golan Heights, defeating simultaneously the armies of Egypt, Jordan and Syria. But more than that, Israel created a new reality in the Middle East - and sowed the seeds for deep dissent within its own society. Today over 400,000 Israelis live on land conquered in the 1967 war. Their fate and the fate of those lands is the stumbling block on which over 20 years of attempts to forge a comprehensive peace between Israel and her Arab neighbours has floundered. For some Israelis, Zionism was fulfilled with the creation of the Israeli state in 1948, while for others it was properly extended with the gains of 1967 which all comprise part of the Biblical Greater Israel they seek to restore. Tension had been building throughout the first half of 1967, with Israel warning the Arabs states to end their support for Arab guerrillas raiding Israel from neighbouring countries. The Arabs saw war as inevitable and, despite the clear possibility of a surprise Israeli pre-emptive strike, they were confident of victory this time. The strike came on 5 June when Israel attacked Egyptian airfields and destroyed most of Egypt's air force on the ground within a couple of hours. This allowed Israeli forces speedily to capture Sinai. They then bussed their troops back to Jerusalem and into the attack against Jordan, occupying the West Bank and the Old City before Jordan accepted a UN demand for a ceasefire on the evening of 7 June. Egypt accepted the following day, allowing the Israelis to switch their attention to Syria. The Six Day War had a profound affect on the Arab world and in its aftermath many of the leaders held responsible for the defeat were toppled. It also led to a restructuring of the Arab guerrilla movement and the emergence of a genuinely Palestinian resistance. On June 5, 1967 the Israeli Army Chief of Staff Yitzhak Rabin launched a preemptive strike on Arab forces, annihilating Nasser's airforce. Within six days, Israel had conquered huge swaths of territory, seizing the vast Sinai peninsula from Egypt, the West Bank and Old City of Jerusalem from Jordan and the strategically important Golan Heights from Syria. So-called land for peace negotiations stem from Israel's conquests during this Six-Day War. After Nasser's death in 1970, Anwar Sadat began rebuilding Arab unity and military power with substantial Soviet support. Egypt and Syria launched a surprise attack on Oct. 6, 1973, catching Israelis off guard as they observed their most revered holiday, Yom Kippur. Despite initial Arab success, the Israelis soon regrouped and pushed the assailants back. Egypt and Syria ultimately only achieved minimal territorial gains. No matter that only the night before, President Gamal Abdel Nasser had welcomed Iraq to the Egypto-Jordanian alliance against Israel, and proclaimed: We are so eager for battle in order to force the enemy to awake from his dreams and meet Arab reality face to face. In Tel Aviv, Israel's largest city, the reaction was much the same - and with better reason. Only days before, new Defense Minister Moshe Dayan, the dashing, one-eyed Hero of Sinai, had said the time was not ripe to strike at the Arab forces ominously gathering around the Jewish homeland. In stunning pre-dawn air strikes across the face of the Arab world, Israeli jets all but eliminated Arab airpower - and with it any chance of an Arab victory. In a few astonishing hours of incredibly accurate bombing and strafing, Israel erased an expensive decade of Russian military aid to the Arab world. Ice-Cream Trucks. Tel Aviv's residents got the news only 30 minutes after the first air-raid siren, as Radio Kol Israel interrupted its regular broadcast to announce that heavy fighting had begun against Egyptian armored and aerial forces which moved against Israel. Lively Jewish folk tunes, rousing Israeli pioneer songs and stirring military marches, including the theme song from The Bridge on the River Kwai, filled the air waves until Defense Minister Dayan came on. Only three-fourths of Israel's reserves were mobilized when war began. The buses used to deliver the reservists

Dental Essay Writing Tips

Dental Essay Writing Tips For individuals interested in going to dental school, the admissions process can be a bear. From the written application to the dental essay, applying to dental school is just as difficult as applying to any medical program. Fortunately, I have a bit of experience in proofing dental statements and would like to offer some suggestions on how I believe you can write a stellar one. The biggest piece of advice I can offer towards writing dental papers is to get personal. The biggest mistake that you can make when composing a personal statement is to remain detached. A personal statement is called such because it is supposed to be about you! Write about specific personality traits that you possess use detailed life experiences to get your point across do whatever it takes to express your individuality. While it is important to be intimate in your essay, it is also crucial to deliver that intimacy in a professional package. While dental admissions directors want a glimpse into your personal life, they do not want to read a page that appears to have been ripped from your diary. Use discretion when writing your paper. Be real, be candid, but write it respectfully. A dental essay differs from other college admissions programs only in field. The same attention to detail, information, and individual voice is required. For more information about medical school essays or if you would like help in writing your nursing essay, please access the link provided. This link will direct you to an excellent personal essay resource where you can find help, tips, and info.

Its Acceptable to Use (Some) Contractions

Its Acceptable to Use (Some) Contractions It’s Acceptable to Use (Some) Contractions It’s Acceptable to Use (Some) Contractions By Mark Nichol Do you believe it’s acceptable to use contractions in formal writing, or is the elision of certain letters and their replacement by apostrophes something that shouldn’t appear in a respectable publication? What’re your thoughts? Some contractions are considered more acceptable than others. The first two I included in the previous paragraph, and others, are often found in all but the most buttoned-up composition, but although ’re is sometimes appropriate, what’re is of dubious respectability. Some contractions are ubiquitous and usually acceptable, while others, for often obscure and arbitrary reasons, are considered substandard usage. Here’s a guide to the relative respectability of various contractions: ’d: a contraction of did, had, and would, considered mildly informal. ’em: a highly informal contraction of them (â€Å"You really showed ’em†). ’er: a highly informal contraction of her, though often in reference to an inanimate object rather than a female (â€Å"Git ’er done†). ’im: a highly informal contraction of him (â€Å"I saw ’im standing there just a minute ago†). ’ll: frequently used in place of will (â€Å"I’ll concede that much†). n’t: widely employed to replace not, as in couldn’t, don’t, isn’t, shouldn’t, and won’t, though ain’t is considered acceptable only in colloquial or jocular usage, and shan’t is considered stilted. ’m: appears only in a contraction of â€Å"I am.† ’re: readily takes the place of are in â€Å"they are,† â€Å"we are,† and â€Å"you are† (and, less often, and less acceptably, â€Å"there are† or â€Å"what are†). ’s: used in contractions of phrases that include has and is, but use with does (â€Å"What’s he say about that?†) is considered highly informal; also is a contraction of us solely in the case of let’s. ’ve: acceptable for contraction of have, but double contractions such as I’d’ve (for â€Å"I would have†) are too informal for most contexts. y’all: a dialect contraction of â€Å"you all,† widespread in the southern United States, to refer to one or more people, but too informal for most written content. Any of these forms is appropriate for representing dialect, though in nonfiction it is usually interpreted as a demeaning caricature, and even in fiction it can become tiresome. The illogic of inconsistent degrees of acceptability for contractions is demonstrated by the case of ain’t, which started out as a spelling variation, based on changing pronunciation, of an’t, itself an easier-to-pronounce form of amn’t (â€Å"am I not†). All three forms were long acceptable an’t also stood in for â€Å"are not† and is the ancestor of aren’t but while aren’t acquired respectability, and amn’t and an’t faded, the older ain’t was attacked as a vulgarity. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:How to Format a US Business LetterConfusing "Passed" with "Past"7 Sound Techniques for Effective Writing

Write a paper which reflects your understanding of the relation Essay

Write a paper which reflects your understanding of the relation between religious views of creation and the way that humans based on these views think - Essay Example The definite stand of Christian left for instance, is to go for same-sex marriage, has become controversial, contrary to the Christian right’s beliefs, but this group has remarkable explanation appealing to the human intellect and reason for justification. According to the Christian left, God has created everyone equal and it is the ultimate goal of Jesus Christ to liberate the oppressed and give freedom to those who are in bondage of sin. From their own interpretation of some Biblical texts associated with this thought, Christian left remakably reflected that Jesus would want to end the oppression against the third gender, and so legalizing the same-sex marriage as they believe would substantially end the repression against the homosexuals. Christian views nowadays are therefore trying to create a way to justify the human actions, unlike from the past which the literal interpretation of the Bible was most likely emphasized. Today, Christian views are still remarkably placing higher authority on God’s Word, but some views are susceptible to create justification leading to the belief system that is highly intellectualize and rich in substantial reasons. However, no matter how diverse these doctrines are, Christians have been united with the basic idea that God from the start would want to ensure a good plan for his creation, but as the humanity failed, he wants restoration and this was made possible through the death of Christ at the cross. This is the basic foundation of the Christian belief, as Christians remain to believe that God is the ultimate creator and source of everything. Furthermore, as creator of all things, God allows calamities at present to inflict remarkable consequences and pains on the humanity. A Christian view concerning this may lead to the very characteristic Jesus would want to show to the mankind. With his

Globalisation Essay Example | Topics and Well Written Essays - 2000 words - 2

Globalisation - Essay Example The Cold War was characterised by the two-block system, the East and the West, or the opposition between the United States and the Soviet Union, with their supporter countries. And when this was dissolved, with the collapse of the Berlin Wall known as the Iron Curtain, the world seemed dominated with a one-bloc system with a single marketplace. (Eriksen 2007, p. 4) Meaning and concept Globalisation refers to economic consolidation through liberalisation of policies leading to an open economy (Van Der Bly 2005, p. 875). An important characteristic is the interconnectedness of people and openness of nation states. This is enhanced by technology and the Internet, with emails and websites becoming so popular, and everyone can connect and communicate with anyone in any part of the world for as long as there is a computer and an Internet connection. Mobile technology also has become popular and impacted on business and human transactions. Technology and the Internet are referred to as â₠¬Ëœa world of signs’, ‘the age of digitisation’, or the global village where nation states have fewer roles (Bairoch 2000). Some other important aspects include internationalisation, protectionism, liberalisation, and improved competitiveness in world commerce. Mooney and Evans (2007, p. 11) indicated that the beginning of globalisation was the ‘rise of capitalism’. But the question of chronology of globalisation has never been agreed upon by authors. Our primary aim here is to define first what globalisation is and to have a full understanding of its meanings, concept and features. Globalisation encompasses many subjects or disciplines. There are scholars in various fields that can be called globalisation scholars, such as those pursuing interesting studies in culture, sociology, economics, international studies, politics, language and the arts, and much more. Globalization is covered in many subjects and it is one of the much researched fields in m an’s pursuit for knowledge (Ampuja 2012, p. 17). This is one of the main features of globalisation – its being cross-disciplinary, which allows it to borrow terms and concepts from those discipline’s own lexicon. (Mooney & Evans 2007, p. ix) Scholte (2005) asserts that globalisation is closely linked to the concept of internalisation, which means the word ‘global’ is a word that describes cross-border interactions or transactions between nation states, and globalisation pertains to an increasing international relations and interdependence of countries. Another important word that we can add to the meaning is liberalisation. This word pertains to a process where there are no restrictions or hindrances during economic transactions between countries. Economists also call it ‘international economic integration’. Liberalisation refers to removal of trade regulations and barriers, foreign-exchange laws and other related laws, and even visa re strictions (Sander cited in Scholte 2005, p. 31). Scholte (2005) adds the word ‘universalisation’ to the concept of globalisation. He theorised that when Oliver Reiser and Blodwen Davies first introduce the word ‘globalize’ in the 1940s, they meant it was about ‘universalising’ or a unity of cultures, or the global village. Thus, Scholte defined globalisation as the way of distributing objects or products and experiences or services to people in many parts of the world. Globalisation can be

Benefits and Strategies of Human Resource Development (HRD)

Benefits and Strategies of Human Resource Development (HRD) Introduction Human resource development coordinates the functions of training and development experiences in the organizations. In recent years the scope of human resource development (HRD) has expanded from simply providing training programmes to facilitating learning throughout the organization in a wide variety of ways. There is an increasing recognition that empoloyees can and should learn continuously, and they should learn from experience, from each other as well as from formally structured training programmes. Nevertheless, formal training is still essential for most organizations. 1.1 Training Defined. It is a systematic modification of behaviour through learning which occurs as a result education, instruction, development and planned experience. It is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability of performance on the job. Employee training is present-day oriented focuses on individuals, current jobs, enhancing specific skills and abilities to immediately perform their jobs. Learning is a relatively permanent change in behaviour as a result of practice or experience. Development focuses on future jobs in the organization. It seeks to improve a persons overall career prospect. It comprises series of planned training activities and experiences designed to improve managers performance. Activities include attending short courses, job rotation, understudying senior mangers, attachments, completion of long-term academic qualification in the management field. Education refers to activities that are aimed at developing the knowledge, skills, moral values and understanding required in all aspects of life. Its purpose is to provide the conditions essential to people to understand their environment and make a contribution to it. 1.2 SCOPE OF TRAINING Organizations provide training for many reasons: To orient new hires/employees To improve current performance for workers who are not performing well To prepare employees for future promotions, changes in design, processes, or technology in their present job To help organization achieve its purpose by adding value to its key resources (people). It means investing in people to enable them perform better and to empower them to make the best use of their natural abilities. To reduce the learning time for employees. Competitive pressures change the way organizations operate and skills that employees need. 1.3 Training as Related to Other HR Functions HRP identifies the skills and number of employees needed. Recruitment and selection function locates individuals with these skills in the labour market. Information on projected HR needs and probable qualifications helps determine amount and level of training to be provided. Performance evaluation specifies whether employees are performing to the desired standards and if not the employer discrepancies identified may signal the need for additional training. Performance evaluation may be used as criteria for evaluating training effectiveness. Training is pivotal in implementing organization-wide culture change efforts, e.g. developing a commitment to customer service, adopting total quality management etc. 1.4 Training benefits Minimizes learning costs Improves individual, team, and corporate performance in terms of output, quality, speed and overall productivity. Improves operational flexibility (multi-skilling) Attracts high quality of staff by developing their competences Increases commitment of staff. Help to manage change by increasing the understanding reasons to change Help to develop positive culture in the organization Help to provide high levels of service to customer. 2.0 Strategy and HRD Training can help an organization succeed in a number of ways. Ultimately it is employee knowledge and skills that produce the organizations products and services. Training facilitates the implementation of strategy in the following ways: Providing employees with the capability to perform their jobs in the manner dictated by strategy. Assisting in solving immediate business problems such as when managers in an action learning programme studies a real problem faced by their organization and recommend the solution. Helping the organization to keep ahead in a highly competitive and turbulent environment. The training function therefore, must foster a continuous learning culture and stimulate managers to reinvent their organization. Recent changes in the environment of business have made the HRD function even more important in helping organizations maintain competitiveness and prepare for the future. Technological innovations and the pressure of global competition have changed the ways organizations operate and the skills that their employees need. The tight labour market of the lat 2000s has increased the the importance of training in several ways: First, higher employee turnover means that more new employees need training. Second, it has been suggested tha frequent and relevant and relevant development experiences are an effective way to gain to gain employee royalty and enhance retention of top quality staff. Training must be tailored to fit an organizations strategy and structure. For instance, an organization whose strategy involves providing exceptional service through a committed, long -service cadre of a well qualified employees will need more complex training and career development systems than an organization that competes on the basis of simple, low-cost services provided by transcient, unskilled employees. The later will need a highly efficient orientation and basic training. Team- based high involvement organizations find that extensive training in team skills, as well as in individual job skills is necessary to make an innovative organization structure function as in tended. When strategy changes, training is needed to equip employees with the skills to meet new demands Training is seen as pivotal in implementing organization-wide culture -change efforts such developing a commitment to customer serviced, adopting a total quality management, or making a transition to self-directed work teams. PLANNED TRAINING A deliberate intervention aimed at achieving the learning necessary for improved job performance. Purposes: To identify and define training needs involves analyzing corporate, team, occupational, and individual needs to acquire skills knowledge or to improve competencies. Define the learning required Define the objectives of the learning learning objectives should be set which define not only what should be learnt but also what trainees must be able to do after their training programme. Plan training programmes these must be developed to meet the needs and objectives by using the right combination of training techniques and locations. Decide who provides the programme either from within or from outside the organization Implement the training ensure that the most appropriate methods are used o enable to acquire the skills, knowledge and attitudes they need. Identification of Training Needs (Training Needs Assessment) It is an investigation that is undertaken to determine the nature of performance problems in order to establish underlying causes and how these can be addressed trough training. It can be undertaken to identify and justify developmental needs trying to prepare people to take extra responsibilities in future. Purpose and Methods of TNA The choice of methods and sources of information depends partly on the purpose of the training. If it is to improve employees performance and identifying performance deficiencies in the present job, the trainer must begin by looking at present performance to identify the performance deficiencies. Sources of information for this include supervisors and clients complaints, performance appraisal data, objective measures of output or quality or even conducting special performance tests to determine current knowledge and skill levels of employees. Individual or group interviews with superiors, incumbents or even clients. Once performance deficiencies have been identified, next step is to determine whether these deficiencies can be addressed by training. In some cases motivation, constraints, or poor task design can be the cause. If training is planned for current employee destined for promotion or transfer, needs assessment is more complex. The training specialist must measure the demands of the future job and then attempt to assess the ability of employees to meet those demands. If training is destined for new hires, the method must be slightly different. Training is designed on the basis of careful analysis of job content and the assumed characteristics of the trainees. Three Levels of Needs Assessment. Company level: Involves organizational analysis looking at how the training fits within the context of company strategy. Concern should be at issues pertaining to changes that have occurred in the organization e.g. organizational structure, process technology, production problems, human resource plans reputation with competitors, personnel statistics, customer complaints, employee behaviour, retention and motivation strategies Job/Task Analysis: use of job description job specification kind of skills, and knowledge required to perform the job be clearly established Individual levels: identify who should be trained current level of individual skills, knowledge and abilities performance standard of individuals training programme attended. IDENTIFY TRAINING OBJECTIVES Translate the needs identified at those levels into measurable objectives that can guide the training effort. PLAN TRAINING PROGMME It should contain objectives of the training programme Objectives should be the criterion behaviour i.e. the standards or changes of behaviour on the job to be achieved after training. It should have clear contents of what to be covered Length of the programme Where it will take place Techniques to be used Who will provide the training TRAINING METHODS On -the-job training: conducted at the work site and in the context of actual job. Learning by trial and error Sitting next to experienced worker Coaching: Experienced managers guide the actions of of junior or less experienced mangers. Job rotation-involves moving employees to various positions in the organization in an effort to expand their skills, knowledge, and abilities. It can be either horizontal or vertical (promoting employee to new position). It is a good method for broadening individuals exposure to company operations and for turning a specialist into a generalist. Job rotation provides an opportunity for a comprehensive evaluation of the employee by his/her supervisors Assistant to positions: Employees with potential are sometimes given opportunity to work under seasoned and successful managers in different areas in the organization. It helps to get exposure to a wide variety of management activities and are groomed for assuming duties of the next higher level. Committee assignment: It provides an opportunity for the employee to share in decision making, to learn by watching others, and to investigate specific problems. Committees can either task forces (which are temporary in nature), or permanent one. Advantages: the transfer of training to the job is maximized. costs of separating training facility and full- time trainer is avoided trainee motivation remains high because what they learn is job related. OFF-THE JOB TRAINING It is a formal method considered as an incentive, mostly organized in exotic places or in colleges and universities. This approach may not provide as much transfer to actual job as do on -the job programs. Methods include: Lectures and seminars: The traditional form of instruction revolves around formal lecture courses and seminars. They help individuals to acquire knowledge and develop their conceptual and analytical abilities. Simulations: Training technique using exercises based on actual work experiences. Exercises include case study analysis, role playing, business games etc. Team Building: It is the process of enhancing the effectiveness of teams. It helps employees develop capacity of work groups to interact more effectively and develop skills. LEARNING THEORIES They attempt to explain how learning occurs. Stimulus- Response school Cognitive School The Stimulus -Response School (Behaviourial school) Learning is the development of links between stimulus and response. Theorists interested in demonstrating how links can be encouraged, and the way in which experience of other stimuli can change bonds. Specifically, people must be stimulated by learning by the learning process. This school is based on conditioning theories Classical conditioning by Pavlov(1941) Operant conditioning by Skinner, 1953) Classical conditioning Behaviour is learned by repetitive association between a stimuli and a response. Stimulus observable condition that can give rise to behaviour. Response objective manifestation of behaviour Conditioning a process whereby an association is formed between a stimulus and a response Pavlov did an experiment with a dog using an unconditioned stimulus (meat) and a conditioned stimulus (bell). Experiment Before conditioning: Meat( unconditioned stimulus) Dog salivates(un Res) During conditioning: Meat + Bell (cond. Stimulus) Dog salivates (cond. Res.) After conditioning: Bell ringing (cond. Resp Dog salivates Implications: the experiment shows that learning can be transferred to higher order conditioned stimulus other than those used in original conditioning. However, it is difficult to trace exactly the cause effect relationship of the such behaviour. Operant Conditioning ( Skinner- 1953) A type of learning that involves an increase in the probability of a response occurring as a function of reinforcement. Suggests that people emit response that are rewarded Human beings learn behaviours that are rewarded and they will engage in those behaviours. Implications: In organizations, behaviours are learned, controlled , and altered by consequences managers use. Operant conditioning is used to influence behaviours by designing suitable reward systems. Cognitive Learning Theory It involves gaining knowledge and understanding by absorbing information in the form of principles, concepts and facts, and then internalizing it. Learners are regarded as powerful information processing machines Social Learning Theory It states that effective learning requires interaction. People participate in groups of people with shared expertise, and these are the primary sources of learning. Principles of Learning Goal Setting Individual behaviour is influenced by their conscious goals Hard goals result in better performance Learning objectives must be clearly conveyed to trainees Goals must be difficult enough to challenge individuals but not to discourage them Finishing the programme must be supplemented with evaluations, tests, quizzes or any reward. Reinforcement It consists of giving reward following performance of activity that increases the likelihood to perform the activity again. Trainee should know what specific behaviours are expected of him/her Reinforcement be related to these behaviours Reinforcement be prompt and continuous when trainee begins to learn new behaviour. Reinforcements must be effective and should very from individual to individual. Feedback (Knowledge of Results): Feedback with a directional function provides information about behaviour necessary to improve performance Feedback with motivational function provides information about outcome of behaviour that needs to rewarded Behaviour Modeling: People tend to pattern their behaviour with that of their associates, parents, friends, and acquitances etc. Much of the human behaviour is learned by observing others. EVALUATION: It is an attempt to obtain information (feedback) on the effects of a training programme, and to assess the value of the training in light of that information. Evaluation helps to know whether the progamme was worthwhile in terms of cost-benefit terms. It is difficult because it is difficult to set measurable objectives and to collect results the information on the results. Evaluation levels: Reactions: the reactions of participants to the training experience Learning: At this level it requires the measurement of how trainees have learnt as a result of their training new knowledge and skills acquired. Job behaviour: measuring the extent to which participants have applied their learning on the job. Assessing the amount of transfer of learning that has taken place from off the job courses. Organization: attempting to measure the effect of changes in the job behaviour of trainees on the functioning of the organization. E.g. improvements in output, productivity, quality, turnover. . PERFORMANCE APPRAISAL Designing appraisal system Should reflect the needs of those concerned (organization) to collect information for personnel decision making and distribution of rewards. Should be related to longer- term needs of the organization e.g. kind of staff and how they will be developed. Should act as a consultation process: There should be a degree of compromise between the people involved in pursuit of the commitment to the system. Organizational structure and culture dynamically related and should be considered in designing of the system. E.g. a highly structured bureaucratic company will have a different system as compared to a company with a decentralized flat structure. WHO SHOULD BE APPRAISED? Self Appraisal: Reduces defensiveness Individual becomes motivated and committed Disadvantage: Leniency error. Peer Evaluation: May be accurate Appropriate for developmental purposes Useful when supervisor has no chance to observe the employee Can work well in teamwork. Disadvantage: Friendship bias. Immediate superior: Has knowledge of the tasks performed by individual Superiors Superior: He can countersign supervisors appraisal of the employee in approval indicating the process is fair He may directly carry out the appraisal 360- Degree appraisal: An appraisal device that seeks performance feedback from such sources as oneself, bosses, team members, customers and suppliers. It has more accurate feedback, empowering employees, and reduces the subjective factors in the evaluation process Assessment Centres: Assessment centers are most often used in appraising potential superiors and managers. Assessment centres use tests, group exercises and interviews to appraise potentials. MANAGEMENT BY OBJECTIVES (MBO) It is an approach to performance appraisal which emphasizes the need to assess performance with reference: agreed output, tasks to be accomplished or standards of performance. It involves three steps: The employee meets the supervisor and agrees on a set of goals and standards to be achieved during a specific period of time. Goals should be quantifiable and agreed targets. Monitoring progress : employee left free to determine how to achieve the goals At the end of the set period, supervisor and employee meet to evaluate whether goals were achieved and decide together for the new set of goals. Feedback of Results (PA Interview) Before employees are told to improve their performance after appraisal, they must know how they are currently doing. Feedback Interview is a discussion between the supervisor and the employee concerning the employees past performance and how it wiil be improved in the future. Approaches to Feedback Interview Tell and Sell: -The supervisor tells the employee how good or bad the employees performance has been. He attempts to persuade the employee to accept his judgement. The employee has no input in the evaluation The discussion is directive and one sided. Problems Can lead to defensiveness, resentment, and frustration. Subordinate may not accept results and not be committed to achieving goals. Tell and Listen: Supervisor tells the employee what has been right or wrong, and gives him/her a chance to react. Employee participates in the interview by reacting to supervisors statement. Problem Solving: The employee has much more control over the interview He evaluates his/ her performance and sets own goals for future performance Supervisor is helper rather than judge There is an open dialogue in which goals for improvement are established mutually Advantages: It can lead to employee commitment to established goals

Internal Accountant’s Report to Management Essay

Introduction Since our company is preparing for an upcoming government contract bid, management has decided that a full Financial Status Review (FSR) prior to the release of the bid is essential. This report is to provide supporting information prior to the bid in order to evaluate if any irregularities with regard to fraud and/or abuse of the company have taken place and if so, to what effect. The report is divided into four sections, which will cover information on the effect of potential occupational fraud and abuse on the company. It will also discuss U.S. government oversight of accounting fraud and abuse and its effect on the company. Section three will provide potential corruption schemes to be aware of in the company. Finally, some recommendations will be given of types of accounting evidence and methods of gathering evidence to support the FSR and to provide reasonable assurance that no irregularities have occurred. Occupational fraud and abuse According to 2009 Global Fraud Survey organizations lose about 5% of its gross revenues to all forms of fraud and abuse in the workplace. Moreover, having to report fraud is very unhealthy for the company and its stakeholders. It can result in some negative effects like remunerations and salaries, employee base, employee benefits, but also morale and profits. Also occupational frauds and abuses usually have an adverse effect on the reputation of the company. In case of a very significant fraud it may even lead to bankruptcy. U.S. governmental oversight of accounting fraud and abuse There have been many significant accounting scandals, like Enron, Computer Associates, Xerox, Adelphia, WorldCom and Royal Ahold, that have had extensive press coverage and, despite the fact that some of them are already some years in the past, they are still being discussed. Since then many new, different and strict accounting regulations and rules have been created in order to prevent or defer fraud, abuse or waste. Many of the frauds were with regard to revenue recognition, which has led to many improvements by now. Noticeable changes have been made in the way firms from particular industries book revenues as a result of the heightened SEC scrutiny of revenue accounting; companies have become more conservative when it comes to the timing of the revenue recognition. Particularly many Internet companies have reduced the total amount of the revenue being recognized compared to the situation before the heightened scrutiny. According to a survey in FORBES, less fraud cases have been reported recently. Enforcement cases and prosecutions over the last decade were very well publicized which had a positive effect on the attitude of many companies’ senior management. Also it is said that government’s enforcement efforts have had a deterring effect. Moreover, additional requirements imposed by Sarbanes-Oxley Act (SOX) made senior executives more concerned about the financial results reported and on which they have to sign off. It is clear that the US financial reporting environment has changed and based on the positive current events, constantly improving reporting requirements, rules and regulations, even greater changes are expected in the future. Corruption schemes Corruption has unfortunately been a very common phenomenon in the work environment throughout the years. It is defined as  ¨an intent to gain particular personal advantage at the cost of organization ¨ he/she represents. Corruption schemes are usually divided into 4 main categories: * Bribery and Kickbacks * Commercial bribery is the offering, giving, receiving or soliciting of anything of value to influence the outcome of a business transaction * It usually involves the submission of invoices that are overpriced or fictitious * Is usually undertaken by employees such as purchasing agents * Economic Extortion * Money extortion from a potential purchaser or supplier * Example: a corrupt purchasing officer demanding a payment in exchange to make a decision in the vendor’s favor * Conflicts of Interest * The situation occurs when an employee, manager or executive has an undisclosed personal or economic interest (with a negative effect on the company) * For example, the victim organization is not informed that its employees have divided royalties * This scheme includes the exertion of the insider’s influence to the detriment of the entity * Illegal Gratuities * This type of scheme is similar to bribery schemes. The only difference is that there is an intent to reward a business decision, rather than influence it * A common example is when purchasing agents are promised expensive vacations, etc. after a vendor’s contact is approved Accounting evidence and evidence gathering methods Gathering accounting evidence is a very common activity in auditing. Accounting evidence is being collected using investigative and auditing practices. For investigations, this is the evidence that lawyers and government officials can rely on for very important and high profile cases. For more routine reviews as the FSR prior to the bid, it is the type of evidence that we can rely on to give reasonable assurance that no irregularities have occurred. In both situations, the accounting evidence should be based on the following important qualities: * Relevance * Materiality * Competency The types of accounting evidence we are referring to include: * Physical evidence * Third-party representations * Documentary evidence * Computations * Data Interrelationships * Client representations * Accounting Records Since this is a FSR and not an investigative procedure, I recommend the following auditing methods to gather evidence that will provide reasonable assurance that no irregularities have occurred and that our financial statements are relevant and have been compiled in a competent manner and contain no material misstatements: * Compliance testing – to ensure that we have an adequate internal control system and that it is working effectively; an adequate level of transaction testing will have to be performed to provide this assurance * Substantive testing – a. Test of detail – for the purpose of the FSR I recommend these only when and where the internal control system does not provide the assurance we desire b. Analytical testing – I recommend these to provide further assurance that our financial statements adequately reflect the financial position of our company References: Wells, J. (2011). Principles of fraud examination (3rd ed). Hoboken, NJ: Wiley. Singleton, T. W., Singleton, A. J. (2010). Fraud auditing and forensic accounting. (4th ed.). Hoboken, NJ: Wiley. Online Source: http://safeside.ch/safeside.info/index.php/fraud-schemes/corruption/224-corruption-schemes-

Analysis Of Raghu Nandan s Understanding Of An Intrapreneur

Intrapreneurial Intrapreneurial Opportunities are key components for companies actively involved in new strategic planning as they seek success in the near future. Raghu Nandan’s understanding of an intrapreneur is an individual or a group of individuals that work for a large company that take internal ideas and visions within a company and configures them into a higher gross profit for a company (Nandan, 2009). An intrapreneur is similar to an entrepreneur with the concept of a business idea that is created with innovation and designed to generate a revenue stream but the only difference is that and entrepreneur doesn’t operate under a large company. Customer Reach By performing a PEST analysis on State Farm insurance, it is clear that the auto insurance industry in New York is operating under many laws and restrictions when viewed from a political perspective. Since State Farm is a financial service, there is no physical product that is being created and manufactured. Financial service can be difficult to market because there is no product and discussed in the social element of the PEST analysis, insurance companies don’t always have a good reputation. It is import for intrapreneurs to develop excellent marketing and advertisements that will attracted many customers with intentions of company expansion. With advertisement in this industry, there should be many targeted markets. A great example of State Farm taking advantage of its intrapreneurial opportunities is

Interpersonal Skills Interpersonal And Social Skills

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