Major American Writers Essays (1340 words) - Robert Frost, Frost

Major American Writers Major American Writers The honored title of Major American Writer tends to be ambiguous and ill defined in part because each individual reader holds preconceived notions about what characteristics a writer should possess to be classified as a major author. Every work an author creates combines with the others to form a body of material on which the writer is judged. This class on Major American Writers studied five authors with completely different genres, writing styles, and general appeal. The choice for these particular authors was based on criteria unique to the instructor. Since every reader requires different characteristics, this paper will outline my specific criteria for a Major American Writer and apply those to Robert Frost and Henry James. Frost is a perfect example as defined by my characteristics of a major writer. His work embodies all the features necessary to categorize him as such. While James's work is well critiqued and studied, he does not meet my criteria for a major writer. His work falls short in some of the fundamental requirements. There are four specific criteria by which I define a Major American Writer. The most important for the significance of an author is the relevance of the writings to human nature. Timeless works of literature or poetry connect with the audiences' innermost emotions. The nature of the world is constant change and if the work of an author is not able to transcend the change it will be forgotten or obsolete. One thing constant enough to be the focus of the work is the human condition. Another criterion for a Major American Writer is that the substance of the work must also engage the reader. Writing cannot be effective without an audience. If the author has no impact on people the material written accomplished nothing. Engagement may come about through the entertainment value or intellectual interest, neither being of greater importance. Style as well as substance is necessary when discussing criteria for an author to be a Major American Writer. The technical aspects of a work, such as n arrator and form, are important in a work because they are ways to distinguish a superb writer from a mediocre writer. The last criterion for a Major American Writer is the overall impact on literature. Major authors should have the ability to reshape or redefine literature or public thought in some manner. Considerations of the author's contributions to the genre as well as the world of literature are consequential when deciding to include the writer in the category of a major writer. Not every author who is considered as a major writer needs to totally fulfill all the criteria set forth. There are many other considerations that could qualify an author for this honor. These four conditions are simply a starting point for qualification. The first writer I chose to examine is Robert Frost. He expressly fulfills all four criteria for qualification as a Major American Writer. Many of his poems deal with the innermost workings of the human experience. He beautifully illustrates difficult to explain emotions with prose and poetry. His poem The Road Not Taken reveals the conflict between choices made and choices passed. This is not something easily expressed in words, but Frost eloquently makes his point. The second criterion Frost meets is the engagement of the reader. The excellence in his work lies in the fact that anyone can read and enjoy his writings. There are levels of meaning that can be read in a very basic, literal manner or studied for complexity of meaning so as to engage lay readers or scholars. After Apple-Picking is as much about picking apples as it is about life and death. Frost's writing style also helps his writing to be accessible and to engage the reader. This writing form fulfills the third criterio n for a Major American Writer. His style of blank verse and unrhymed lines give the poetry a tone of normal conversation. The technique is followed almost continually throughout his poetry revealing his dedication to the technical aspect of writing as well as the artistic. Metaphors are present in his work but not dominating to the point of convolution. They relate to the actual events in the

Essay on Private Investigating Organization

Essay on Private Investigating Organization Essay on Private Investigating Organization Essay on Private Investigating OrganizationThis paper places emphasis on the role of effective management in criminal justice organizations. The organization under study is the Michigan Council of Private Investigators. This is a non-governmental criminal justice organization that is specialized on provide high quality private investigation services. This paper provides an overview of the organization, defines the structure of the organization, the type of management utilized and the ways used to maintain moral and motivation of personnel. The major goal of the Michigan Council of Private Investigators management team is to provide effective leadership in order to ensure professional private investigation services to clients in the state of Michigan. The organization has articulated the required values in the Code of Ethics, emphasizing the importance of ethical decision making and problem solving in the context of private investigation issues. In general, the Michigan Council of Pri vate Investigators is effectively managed as the members of the organization are well-motivated to perform their duties in a proper way.Introduction  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Criminal justice management deserves special attention as it provides an example of comprehensive management practices for many organizations. According to Richard R.E. Kania and Richards P. Davis (2011), â€Å"management is the art of overseeing, controlling and exercising authority over the workforce of an agency and the organizational activities needed to guide it to accomplish a purpose or function† (p. 1). The management of a criminal justice organization stands for the management of the leadership team, which consists of the chief executive of the organization, several department heads, mangers at middle levels, as well as the members of their supporting staff. Managing criminal justice organizations is not an easy task. Many criminal justice organizations have their individual ma nagement techniques. In general, there are governmental and non-governmental criminal justice organizations. Private investigating organizations are non-governmental organizations. Today the â€Å"growth of non-governmental justice-related services, agencies and alternative programs to support the traditional government justice organizations has expended the field considerably in recent years†(Kania Davis, 2011, p. 19). Many of these private criminal justice organizations have introduced new managerial and administrative challenges in the field of traditional justice administration, organization and management.   Private investigating organizations offer high quality investigating services, such as finding missing family members, collecting private information about individuals, their activities and behaviors, etc. According to researchers, â€Å"management of most of these private law enforcement organizations will follow business models because the organizations exist t o achieve a profit as well to provide public services†(Kania Davis, 2011, p. 22). The Michigan Council of Private Investigators is an effective private investigating organization that has developed and effectively performs the key management functions, such as planning organizing, leading and controlling.The major goal of this paper is to provide an overview of any criminal justice organization, paying due attention to the type of management utilized, the structure of the organization and the ways used to maintain moral and motivation of personnel. The Michigan Council of Private Investigators is one of the well-known private investigating organizations in the U.S. This organization has developed effective management to contribute to the growth of private investigation industry.The overview of the organization  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Michigan Council of Private Investigators is a successful private investigating organization that is focused on providin g private investigation services and security services to its clients. Michigan Council of Private Investigators is located in Lansing, MI, the Downtown neighborhood. The full address is 235 N Pine St., Lansing, MI 48933 Phone: 517-482-0706 Fax: 517-372-1501 (Michigan Council of Professional Investigators. Official Website, 2014).  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Michigan Council of Professional Investigators was established in1983. Since that time, the Michigan Council of Professional Investigators has been comprised of several corporations and individual private investigators â€Å"who care deeply about the private investigation industry and the public image presented† (Michigan Council of Professional Investigators, Membership, 2014).  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This private investigating organization is specialized in a wide range of services, includingArmored Transportation servicesAudio/Video Enhancement Authentication servicesAuto Reco very servicesCase ManagementComputer Forensics servicesForensic AccountingForensicsInformation ProviderLegal servicesInsurance-related servicesPrivate investigation training (The Michigan Council of Professional Investigators, Official Website, 2014).The Michigan Council of Professional Investigators is a group of professional private investigators that are assembled in order to improve education opportunities of each investigator’s education, provide the appropriate resources, organize effective network, and monitor legal issues that affect the field of private investigation (Michigan Council of Professional Investigators. Official Website, 2014).The structure of the organizationThe Michigan Council of Professional Investigators has a standard organizational structure. The Board Leader and Board Members are at the head of the organization. The President of the Michigan Council of Professional Investigators is Daryn Rollins P.E.M. The Vice President of the organization is Che ryl Gelnak. The secretary is Dan Klimek. The Sergeant at Arms is Steve Crane. The Board members include Linda Milam, Sonya Terburg and Peter Psarouthakis (The Michigan Council of Professional Investigators, Official Website, 2014).The mission of the Michigan Council of Professional InvestigatorsThe mission of the Michigan Council of Professional Investigators is to â€Å"secure a more professional relationship among licensed private investigators; encourage the elevation of an impeccable degree of standards so as to form an elite corps of investigators and promote and encourage the continuing training and education of its members in the many and diverse areas of the profession of private investigation† (Michigan Council of Professional Investigators, Membership, 2014). The organization is focused on monitoring the established legislative and regulatory activities at federal and state levels, which have an enormous impact on the private investigation industry in the U.S.The ty pe of management utilized in the organization  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The key feature of the private investigating organization is that the policies, services and initiatives developed by this organization are aimed at fulfilling the needs and requirements of the private individuals or companies employing them. According to Richard R.E. Kania and Richards P. Davis (2011), â€Å"because the laws of each state differ, some have powers equal to those of public law enforcement officers, while others have very limited law enforcement powers† (p. 22). The Michigan Council of Professional Investigators management is focused on the development and application of effective leadership skills, supervision practices, communication and analytic skills. The organization’s management team is focused on solving various management-related issues and effective methods, placing emphasis on the established ethical considerations, laws and regulation. There are four key functions performed by the organization’s management team: planning, organizing, leading and controlling. Management plays a crucial role in the organization, including informational and decisional roles.Essay on Private Investigating Organization part 2

Apple Essay Example | Topics and Well Written Essays - 4000 words

Apple - Essay Example Due to this reason, tablets with the facility of mobile have appeared as perfect product which can satisfy the demand of customers (Infinite Research, n.d.). The smartphone and tablet PC industry is characterised by creativity, dependability and expandability. Smartphone and tablets are highly innovative products with trendy features where numerous factors can inspire the demand of this industry such as usage of internet among customers, increased competitiveness and delivery of smartphones and tablets among others. In this regards, the five forces model presented by Michael Porter is an excellent tool for assessing the smart phone and the tablet industry. Porter’s Five Forces Analysis Rivalry The smart phone and tablet industry is unstable and competitive which gives rise to considerable rivalry. In order to survive in this industry there is need for continuous development of new products and incorporate innovative technologies for encouraging customers’ demand. ... Due to international circulation of cutting edge technology, it is quite difficult for new organisations to enter into the highly competitive market of smartphone and tablet PC. Although it is easy for other organisations to develop device such as iPad, but in order to gain sustainability in the market, an organisation requires cost effectiveness too. Thus, unless new entrants in this industry gain higher economies of scale or higher market share, survival in this industry for the long run shall be quite challenging (James, 2009). Threat of Substitutes The threat of substitutes in smartphone and tablet PC industry is quite weak. The tablet PC and smartphone both act as an alternative product for notebook, computer and mobile phones. Through tablet PC and smartphone, people can enjoy the facilities of notebook, computer and mobile phones (James, 2009). Bargaining Power of Suppliers The bargaining power of suppliers is strong in smartphone and tablet PC industry. As this industry is as sociated with technology, suppliers play a vital part in providing inexpensive raw materials for production of finished products which can help organisations to gain cost competitiveness. Furthermore, smartphone processors are produced by only a few organisations due to which maintaining good relationship with those organisations become essential for accomplishing success in smartphone and tablet PC industry (James, 2009). Bargaining Power of Buyers The bargaining power of buyers in smartphone and tablet PC industry is moderate. The revenue of smartphone and tablet PC producers is derived by sales of product. In present day’s business context, buyers do not possess many alternatives but to acquire smartphone and tablet PCs. However, the power of buyer falls in switching the

Politics Essay Example | Topics and Well Written Essays - 750 words - 11

Politics - Essay Example pecific segment of the poo in the society that need assistance, it is because these class of people never had a chance to do what others did to enrich themselves. William Summer tries to discredit the point that the poor class in the society is really struggling under the emblem of limited resources. According to summer such claims are exaggerated and lie on the precept of poor assumptions made by the humanitarians. He speaks out by stressing the point that hard work is the key to any success. William stresses on this point when he says â€Å"....men who have not done their duty in this world never can be equal to those who have done their duty more or less well. Classes will always exist; no other social distinctions can endure. The class distinctions simply result from the different degrees of success with which men have availed themselves of the chances which were presented to them† (Mayer, 17). William supports his claims logically by saying that in the society disparity in classes will always exists; the social class will always be in any given society. However, some people in this class just need a little assistance for them to get to a higher class. He supports his claims that â€Å"Instead of endeavoring to redistribute the acquisitions which have been made between the existing classes, our aim should be to increase, multiply, and extend the chances. The greater the chances, the more unequal will be the fortune of these two sets of men. So it ought to be, in all justice and right reason.† This essay is a true illustration of Darwinism that subjects a basis that all men have equal chances of being great, but the truth is that not all of them will attain the same level (Mayer, 45). Francis Fox Piven postulates that power in the society is construed to dominate above the less privileged. The rich oppress the poor either materially or physically depending on the dominance that is directed towards the less privileged. Piven uses the term disruption to connote

How sociological perspective contribute to the relationship between Essay

How sociological perspective contribute to the relationship between the education and the society - Essay Example of opportunity, the democracy and economy (Department of Education, 2004) and it has been well known that schools could help individuals to be socialized (Meyer, 1977). Therefore, this essay would like to discuss how the sociological perspective might explain the relationship between the education and the society. Particularly, this essay will illustrate this point from these three levels: the social contribution of the physical education, the development of students’ socialization process and the importance of the education to the social equity and development. This essay will be structured as follows: it starts by talking about the social effect of the physical education followed by the effect on students’ socialization process. After that, this essay will look at the impact on the social equity together with the discussion about the interaction of these three topics. At last, this essay will conclude by illustrating how these three factors work with the relationship between the society and the education. Physical education deals with the exercise and development of students’ bodies (Kirk et al, 2006). Moreover, it makes students realize the importance of their bodies and the fact that they should take care of their condition in order to maintain clean habits in society. The naturalistic view of the body says that the study of the body could be fully explained by the scientific studies (Shilling, 1993). Thus, the functions of our body and our activity could be understood by biological science thoroughly. In comparison, the sociological perspective argues that the biology could not fully explain the behavior of the body as some activities were determined by the society and the social behavior is a combination of both nature and culture (Evans, 1993; Kirk et al, 2006). Particularly, Giddens (1993) stated that our body is influenced ‘by our social experience as well as the norms and values of the groups to which we belong’. This means that our body is

Research Methods Theories and Concepts

Research Methods Theories and Concepts Understanding of the research methodology 4.1 Introduction This chapter presents the reader clearly understanding of the research methodology and relevant research approaches determining the way through this research was conducted. In accordance with the main objective of research, Kothari (2005) states that research should help the reader to discover the truth that is hidden through the application of scientific procedures. Methodology produces the outcomes of any studies and it is important to choose appropriate way to conduct the research methods in effective way in order to meet researchers aims and objectives of the research. Research methodology followed in this dissertation presents topics on different forms of research which are used in order to find an appropriate approach and method in this study. The researcher outlined aims and objectives of thesis in Chapter 1 therefore the purpose of this chapter is to: introduce research philosophy in relation to adopted approach in this study discuss research strategy expounded in current study, including the research methodology conducted present the instruments of research method which were developed and utilized in the achievement of researcher goals explain why the specific methods were adopted and constrains in relation with data collection considering the limitation to the presented research Further, the chapter discusses the issues followed as: research philosophy, research approaches, research design, data collection method, data analysis, reliability and limitation of the research. 4.2 Research philosophy According to Proctor ( 2005 ) , the academic research should be developed in a philosophical way. Differently speaking, the research should be followed with method of study elaborated to better explain and facilitate the analysis of subject. Looking at this context, the philosophical approach gives framework of the research according to its configuration, necessary evidence, gathering the data and the way of its interpretation to provide the right answers to the research questions. The research starts with its first step which is definition of the philosophical method of research that ought to be examine. There are several different approaches of research philosophy, such as the positivism, phenomenology and realism. ( Saunders et. al., 2003 ). Each approach sets hypothesis and various methodological implication according with its position and the brief description of the characteristics of each research philosophy will be interpreted below. Positivism According to Currie ( 2003), the positivist approach means development of general rules and principles using the different systematic techniques of scientific method. The positivist approach begins with dilemma, idea or observation as it is the first step associated with this philosophy. Following this way of approach, the researcher analyzes the fact and objectives of the study in order to create the logic way of thinking to explain subject of the study. In the view of Newman (2005 ) this approach is based on quantitative investigation. Prediction of prospective behavior is used in the positivist approach by generating general laws from the standpoint of objective truth.( Fisher, 2004). Based on researchers belief on accurate and value free data , this approach determines human beings and their action to be studied as objectively as the part of natural world. Phenomenology Phenomenology is also called non-positivist , intrepretivist , naturalistic approach. The followers of this approach contend the observation of phenomenon should be key of obtaining the comprehensive explanation and description of the problem. Through the subjective interpretation reality can be fully analyzed .Approach present that the objective truth is less important because the reality is socially created, hence it holds subjective truth. The key element of the non positivist philosophy is the study of the natural environment followed with affects on those phenomena. Scientists believe the reality is relative part to various variable such as situation, time , location, culture, value of society, etc. Thus researchers of this approach go further to realize how things occur in reality and how people react on its occurrence rather than to generalize things based on standards laws. ( Fisher, 2004) Realism Realism research philosophy lies on philosophical views of positivism and it is based on the statement that the objective reality exists and it is independent part of human beings beliefs and behavior. Realism also states that humans are not considered as objects in the studies of natural science, but social influence is taken into account. Further, realism gives mains importance to those social influences in order to better understand the way of peoples behavior and thinking and their awareness of these social forces. ( Saundres et al., 2003 ) Based on the three different type of research philosophies, this research followed phenomenology approach with the objectives of research project . Developed on this approach, researcher was able to define the nature of the problem being investigated and to get the better understanding of the environment within the problem occurred. Usage of phenomenology approach provided a comprehensive description of the main aim of the research referring to the importance of risk management in todays business world. 4.3 Research Approach According to Saunders et al. there are two main research approach conducted by business research known as deductive and inductive scientific methods of reasoning. The deductive approach means testing theories on effective way where researcher is able to develop a theory or hypothesis creating strategy for testing the theory. In the view of Saunders (2005) it is appropriate scientific research method for the organization so called top down method. There are three steps when conducting research based on deductive forms of reasoning: Firstly, researcher states the hypothesis examined with theory or research literature. Secondly, collecting data in order to researcher test the hypothesis. The final step leads to building the right decision when researcher is accepting or rejecting the hypothesis based on conclusion. In contrast, the inductive method , well known as bottom up scientific method suitable when researchers aim is to generate theories and hypothesis in order to understand why something happens in reality. Inductive approach of reasoning is usually basic way for building the theories, when researcher by collecting data scientific way to develop theory as a result of data analysis. The inductive method involves three steps in its process referring to researchers ability to observe the environment , find a pattern for observed element and provide generalization about final result of analysis. In reality the two approaches are not mutually exposed, but have joint participation in business studies (Seddighi, 2000 ). Nevertheless, the important fact about those two scientific methods lies on statement that its presence in research depends on research question and research objectives. The inductive and deductive methods are demonstrated in figure below : Therefore, the deductive approach was adopted to create a path for this particular research. This method of research was used to test theory based on hypothesis moving from specific to general. Usage of this approach enabled researcher to contribute to the successful achievement of the objectives of this project. Implementing this method researcher was able to understand the company and its risk management techniques in the specific environment related to the topic and evaluate the strategies used by the Societe Generale Bank to maintain the same. 4.4 Research Design The research design is used to address the research questions which were taken into consideration in this study. The research design appears from questions directly determining the main objectives being examined in this thesis. These questions are results from the gaps between theory based on literature review presented in Chapter 2 and analyzing and findings of primary data based in the following Chapter 5. Yin (2003) states that research design is dependent element for research project helping the researcher to decide what questions to study, which information are relevant to the current case study, how to collect data and to do analysis of presented findings. In the view of Saunders et al. ( 2003 ), there are three various types of research design followed as : (1) Exploratory, (2) Descriptive and (3) Explanatory. The description of each will be summarized below. Exploratory Exploratory research is constructed to answer what questions, according to Yin (2003), and in many cases includes new studies which can be result of the appearance of new phenomena or insufficient knowledge on the subject of any study. This approach is also recommended to approve researchers objectives by gaining new insights about specific issue which fit well and present a good match to this research. Saunders et. al (2003) states usage of this approach especially for understanding the problem expressing the main steps to conduct an exploratory research : searching and studying the literature and talking to experts in the subject through interviews. This concept is characterized as flexible and adaptable to daily changes as result of new information upcoming or new hypothesis appearing. Descriptive Concept of this research implies design addressed to reveal validate profile of persons, events or situations. Descriptive concept tends to answer on questions such as who, where , how many; how much. However, what question can be included in situation if the research wants to have u clue about the details of some specific topic or issue. Descriptive research is also well known as archival research because of the use of arcival records. ( Yin, 2003 ). The concept is useful and crucial when the researcher achievement focuses on details and descriptrion of ohenomena or when it should show prediction about specific findings. Unlike exploratory approach which is based on qualitative research, descriptive concept implies qualitative way of analysis using archival records, questionnaire, secondary data, etc.(Saunders et. al., 2003 ). Explanatory Explanatory research is known as casual research and is conducted for answering the how and why questions. A casual study is focused on finding casual relationships between variables. This concept of approach use qualitative way of research such as case studies, histories, experiments aiming to describe relationships expressing the cause and effect of particular incident. Explanatory research design allows using qualitative approach to answer on question how and why depends on sources of relationship between cause and effect. In that way, operational links required implication of secondary data, statistics. ( Yin, 2003; Saunders et. al. 2003). According to Saunders et. al. (2003), exploratory research design is the most suitable and useful for new studies giving the significant contribution for understanding of the findings of the main subject. Therefore , this research is of an exploratory nature and the exploratory research was developed in order to define the nature of risk management and explain and clarify the understanding of usage and effectiveness of risk management in Societe Generale Bank. The researcher of the presented issue wanted to compare and contrast the findings with the theory expressed in literature review and was able to give the suggestion and recommendation to the company or other companies in the same work filed and future prospective through exploratory research design which is briefly presented in Chapter 6. 4.5 Data collection Method One of the most important element in research project is data collection method. This method means good preparation and organization of collecting data in order to researcher not have a problem to face too much information collected, which can become a major obstacle rather than help in the project researched. Very often, there is much information available that can be a barrier to sort and evaluate real and important information and to assess their usefulness It is necessary to understand different approaches and methods for collecting data and that have great importance in preparing research and organizing data collection in a systematic way. ( Lancaster, 2005 ) According to Saunders et. al. ( 2003 ), there are various forms of information which can be distinguished in two main group as secondary data and primary data. Secondary data Lancaster states (2005) that the secondary data are second hand data which already are presented and collected by other researchers for the purpose of previous researches and giving hypothesis on other issues. It summarized raw data and published data including internal records and external records within the organization. Those secondary data can provide wide range of sales and marketing data, production data, financial data, personnel, transcripts of speeches, administrative and public record data followed by external record such as newspapers articles, journals, internet, official statistics, etc. Secondary data have qualitative and quantitative nature and its utilization is visible in both descriptive and explanatory research. According to Saunders et. al. ( 2003 ), the advantages of secondary data leads to saving both money and time, having fewer resource requirements for specific issue, creating easier way for longitudinal studies, providing comparative and contextual data and may result in unforeseen discoveries of particular subject. On the other hand , disadvantages can be expressed through some of negative aspects of its collection. Sometimes its purpose does not match the goal of researcher and its access may be costly for commercial reasons. Thus, those data can lead to unsuitable definition for the required subject affecting the quality of data presented. Primary data Primary data refers to collection of data by researchers using the various methods and techniques such as interviews, questionnaires, observations, experiments in order to gather the most valuable data necessary for researchers project . The process of collecting primary data requires more time, effort and resources comparing with secondary data providing more relevant answers on the research questions. Looking at collecting data on primary way , there is distinguish between forms of data collected which can be categorized in two main groups: quantitative and qualitative data. (Saunders et. al. 2003) Quantitative data refers to number -organized data and can be expressed numerically giving the framework with numerical value. This approach is recommended during latter phases of research projects. Approach deals with questions such as how many, how large, what rate something. Using quantitative data tends to be more efficient, to test hypotheses, but may result in fewer contextual detail about particular topic. Quantitative process of collecting data is more objective and scientific process than qualitative process. (Lancaster, 2005) In contrast, the aim of qualitative data is to provide a complete, detailed description and this process is recommended during earlier phases of research work. Qualitative approach is more subjective and gathered information can not be numerically analyzed. Therefore, those data has usage and utilization in investigation about peoples opinion, attitude, fears and hopes which can not be part of quantitative analysis. Qualitative data results in more rich relevance in term of time consuming, and less probability to be generalized. In this project, data were collecting based on qualitative interviews with the managers of Societe Generale Bank in Serbia , because the researcher wanted to deeply explore the effectiveness of risk management in banking sector and its implementation in todays banking environment in branch of Societe Generale Group in Serbia from the point of view of respectable managers in the Bank. Through interview with the managers who work for the company, the researcher achieved goals which has already mentioned in Chapter 1 providing aims and objectives of the current research. Although, observation would be dependent part of this research and would help to discover how risk management department works by its employees, time constraint was the main reason why research couldnt spent more time in Serbia, observing the bank risk activities, because the company of case study is located in Serbia. Therefore, researcher used well organized interviews as the most appropriate way to collect valuable d ata according to the already mentioned limited circumstances. According to Lancaster (2005), interviews are defined as a main category of data collection techniques and appropriate way for collecting data through questioning effectively. This technique is crucial for getting the background of participants experiences. This method is adopted when researcher tends to fully understand the impressions, attitudes, feelings, motivations or experiences of someone to gain more knowledge through their answers on questionnaires. There are several types of interview used in research project to collect data divided in three categories: structured interviews, semi-structured interviews and unstructured interviews. Structured interviews means using specific questionnaires and this research method is usually used for quantitative surveys. The structured interviews involve the interviewer inability to change the structure of question by adding or removing some of its sequence. Conducted in formal way, respondents responses are recorded on a questionnaire standardized form during the interview process. As a result, the analysis of the structured interviews have quantitative nature. Semi-structured interviews is research instrument used to provide greater volume for discussion and knowledge about the problem, opinion and respondets view of particular subject. This approach is flexible in terms of changing some questions during the interviews process giving the researcher freedom to ask slightly similar question in order to cover list of already prepared themes. The questions can vary from one interview to another following the path of discussion with respondent. Thus the collected data can summarize both qualitative and quantitative information and have impact in exploratory study. Unstructured interviews are also called in-depth interviews. The unstructured interviews are conducted in informal manner as preliminary step in research in order to interviewer generates hypothesis about the nature of subject being investigated. Adopting this research instrument interviewer is aware of ability to gather the data necessary for research topic, matters and responses in some depth. Those interviews are guided by predefined list of thesis and they are not controlled by specific questions. The main purpose of choosing in-depth interviews lies in interviewers need to find out what people think and way how they react to issues. The respondent is encouraged to reveal and to talk about everything that he/she thinks on issues of interest to the researcher. The interviewer is taking note (or tape-recording) for all highlights that would greatly contribute to the research Following the phenomenology approach and exploratory research design, the researcher decided to use semi-structured interviews with managers of Societe Generale Bank in Serbia as a method to collect qualitative data about risk management in Societe Generale Bank and its implication in bank activities as well as the result it is achieved. This method is used by research in order to reader meet expansive response from the interviewees, but at the same time to provide comparation between theory and practice considering risk management in banking sector as issues. Also this method is less formal choice and better way to catch the point of view of the managers by getting inside information in relation to the research topic. In addition, secondary data such as company records about financial report of previous year, press release with relevance to the topic was collected for consideration as well. Policies of the company for the internal and external control of risk were analyzed keeping the management of Societe Generale as the focus of research. 4.6 Interview guide As it was mentioned in the previous paragraph, the research was conducted by interviewing managers of Societe Generale Bank in Serbia in order to analyze the way they implemented risk management techniques within bank activities in credit department as well as to explore the achievement gained from applying this. Therefore, this section will provide the framework used by researcher to design the interview. According to Fisher (2004), the first step in designing the interview is to identify the main point of question and priorities them. This way of conducting the interview helps researcher to organize the question regarding to its importance to the research topic. It is important to make hierarchy from more important to less important questions which can be dismissed in terms of having insufficient time. Therefore, the researcher presented question summarized them in several topics as follows: Brief background of Bank Risk management concept The main purpose of undertaking an analysis of risk Techniques and methods of Societe Generale Bank in Serbia adopted in risk credit mitigation Effectiveness of credit risk management in Societe Generale Bank in todays economic climate Measurement credit risk Implementation and importance of Basel II accord in banking sector To accomplish the objectives, researcher realized the interviews with the managers on the topic given above. The researcher collected information regarding to risk management in credit department and the effectiveness of undertaking risk management analysis in the Bank. The analysis of the questions was realized from a set of interviews with the managers of the Societe Generale Bank and was conducted through the series of meeting. In each meeting a different subject concerning the credit risk management was verified. In total , five different meetings were completed discussing the risk management issue on the highlighted topic given in previous sequence. Having collected data from primary and secondary sources, the next stage was analysis of the records and the description of findings which will be presented in the following Chapter 5. 4.7 Data analysis The data collected in this research implied using the qualitative data and the researcher adopted three steps to analyze it. In the view of Saunders et. al. 2003, it is crucial to conduct data analysis in effective way in order to get response on the research question and achieve research objectives and aims. First step included analyzing the data , which was recorder by tape or taking a note during the interview process, by prioritizing the most valuable data for the discussed issues. After that, the researcher was able to unitize the data by implementing the quotation from the respondent which supported the key elements of the research topic. Final step the researcher used to analyze data though tables for the each categorized data giving the better understanding and impressionistic view of meaning the answers. Effective data analysis will enable reader to understand the way of using risk management techniques and tools in credit department of Societe Generale Bank in the main representative office in Serbia providing the logical conclusion on the research topic. Therefore, data analysis presented in the following Chapter will approach reader to critical, reflective and meaningful analysis between data and comprehensive research in order to be achieved the aims and objectives of this research. 4.8 Reliability and validity Reliability and validity are very important elements when researcher analyzes the data conducted through qualitative research. Consistency of the result is essential component when conducting the research topic. Marshall and Rossman (1999) quoted that qualitative data collected to accomplish aims and objectives of study are not open for any replication ( Saunders et al. 2003 ). Hence, qualitative researcher based on unstructured forms should reveal reality of the issue being investigated. Realibility and validity as part of data collecting are essential for analysis and creating key findings of study and reader will be able to meet trustworthy results of presented subject In this study, the researcher used the method of qualitative research in order to examine credit risk management and its applicability in todays economic climate. Leading its research to qualitative way, researcher was able to make comparison and contrast between literature and practice and give recommendation and suggestion for the subject examined. Thus , this study based on reliability and validity of qualitative data create a clear path for achieving researchers aims and objectives in very dynamic and complex way

Ethical Philosophies and the Hippocratic Physician :: Philosophy Medicine

Ethical Philosophies and the Hippocratic Physician Twenty four centuries ago, Hippocrates created the profession of medicine, for the first time in human history separating and refining the art of healing from primitive superstitions and religious rituals. His famous Oath forged medicine into what the Greeks called a technik, a craft requiring the entire person of the craftsman, an art that, according to Socrates in his dialogue Gorgias, involved virtue in the soul and spirit as well as the hands and brain. Yet Hippocrates made medicine more than a craft; he infused it with an intrinsic moral quality, creating a â€Å"union of medical skill and the integrity of the person [physician]† (Cameron, 2001). So, how do we who are aspire to be Hippocratic physicians achieve this goal? First we must look at the foundations for our personal ethical frameworks through meta-ethics. Meta-ethics refers to the systems by which we establish morals and ethical principles. Today there are many philosophies of meta-ethics, divided into two basic categories, moral absolutivism and moral relativism (Lawhead, 2000). The difference between these is in the nature of ethical principles, whether subjective or objective. Say something exists objectively, like a vase on a table. The subject’s perception of the vase must conform to the true vase. If, however, the subject is simply thinking about a vase, that vase exists subjectively, and its properties are contingent to the subject’s contemplations. So, how do these differing systems affect the physician in attaining the Hippocratic ideal? Let us first consider relativism. To the Moral Relativist, moral principles are created within cultures and communities, coming from cultural folkways and mores (Gerson Moreno-Riaà ±o, personal communication). These principles are normative only in the culture which created them. Already, the Hippocratic Oath loses its moral weight. For example, in the 1973 Roe v. Wade abortion, Justice Blackmun dismissed the centuries-long Hippocratic tradition as merely a â€Å"Pythagorean manifesto,† relegating it to minority status (Cameron, 2001). However, relativism does not end here. If moral principles are defined by cultures, how does one define a culture? If a social scientist were to dissect cultures into subcultures, and then divide those as well, he could logically continue making â€Å"cultural distinctions† until he comes to individuals as separate cultures. As a culture of one, each individual by relativism’s definition creates his own moral principles. This could be called ethical egoism (David Mills, personal communication). As logical conclusion extension of relativism, ethical egoism creates a world of moral lone rangers, with no one responsible to answer to any other.

Banglalink Hr Preview

Orientation to the Report ————————————————- Chapter 1 Introductory Part 1. 1  Ã‚  Ã‚   Origin of the Study The report on HR Management & Development of Banglalink is to be conducted for Ms. Tasnima Aziza, Course Instructor, Human Resource Management, Institute of Business Administration, Jahangirnagar University. Ms. Tasnima orally authorized us to conduct the study of various functions of HR in an existing corporate company to develop our understanding of Human Resource Management as for the partial fulfillment of BBA program. 1. 2  Ã‚  Ã‚   Studying Objectives 1. 2. 1 Broad objective Understanding the features of HRM in real business situation, going beyond the academic theories to develop our career and education in the professional organization. 1. 2. 2 Specific objective Learning and developing the ideas of business practices observing the various integrated proces ses of Human Resource Management under the company â€Å"Banglalink†. Identifying the business nature of the HR functions is the core of our study. 1. 3 Scope of the Study The report cannot say anything about the internal technical matter of the HR Programs (Database of compensation, reward, performance appraisal) of Banglalink. The report also does not cover elaborately HR planning because every company has its own secret workforce planning recipe. 1. 4 Limitations 1. 4. 1 Lack of HR evaluation experience As we are in our very preparatory part of the HRM course, it is difficult for us to make the assessment more complete. 1. 4. 2 Restricted area of information There were some restrictions to have access to the information confidential by concern authority. 1. 5 Methodology 1. 5. 1 Primary sources * Structured interviews were conducted to people involved in HR Management Team of Banglalink. Further, an unstructured interview was conducted to 1. 5. 2 Secondary sources * Annual report * Various publications * Website 1. 6 Report Preview The report is organized n the following structure- * Prefatory Parts * Report Proper * Appended Part 1. 6. 1 Prefatory Parts It consists of title fly, title page, letter of transmittal, table of contents and executive summary. 1. 6. 2 Report Proper This is the main body of thee report consisting of three parts with introduction and conclusion. Part 1- overview of banglalink consisting of 4 chapters Part 2- staffing includes 3 chapters Part 3- maintenance of performance with career management 1. 6. 3 Appended Part It consists of references and a questionnaire. PART ONE An Overview of ————————————————- Chapter 2 Outline of the Organization 2. 1 Company Profile Banglalink – making a difference When Banglalink entered the Bangladesh telecom industry in February 2005, the scenario changed overnight with mobile telephony becoming an extremely useful and affordable communication tool for people across all segments. Within one year of operation, Banglalink became the fastest growing mobile operator of the country with a growth rate of 257%. This milestone was achieved with innovative and attractive products and services targeting the different market segments; aggressive improvement of network quality and dedicated customer care; and effective communication that emotionally connected customers with Banglalink. Banglalink is today the 2nd largest mobile operator in the country and has recently celebrated with 1. 5 crore customers. Headquarters BangladeshIndustry TelecommunicationsType Privately HeldStatus Operating| Location FM Center (Tiger House), Level-1, House: SW (H) 04, Gulshan Avenue Gulshan Model Town, Dhaka, 1212 Care Points Over 700 customer care points including 7 customer sales and care Phone 880 9 885 770 Fax 880 8 827 265 Website www. banglalinkgsm. com 2. 2 History of the Company Sheba Telecom (Pvt. ) Ltd. as granted license in 1989 to operate in the rural areas of 199 upazilas. Later it obtained GSM license in 1996 to extend its business to cellular mobile, radio telephone services. It launched operation in the last quarter of 1997 as a Bangladesh-Malaysia joint venture. In July, 2004, it was reported that Egypt based Orascom Telecom is set to purchase the Malaysian stakes in Sheba Telecom through a hush-hush deal, as Sheba had failed to tap the business potentials in Bangladesh mainly due to a chronic feud between its Malaysian and Bangladeshi partners. An agreement was reached with Orascom wo rth US$25 million was finalized in secret. The pact has been kept secret for legal reasons, considering financial fallout and because of the feud. The main reason for the undercover dealing was the joint venture agreement between the Bangladeshi and the Malaysian partners, which dictates that if any party sells its Sheba shares, the other party will enjoy the first right to buy that. Integrated Services Ltd. (ISL), the Bangladeshi partner, was being ‘officially’ shown as purchasing the shares held by Technology Resources Industries (TRI) of Malaysia for $15 million. ISL then paid another $10 million to Standard Chartered Bank to settle Sheba's liabilities. In September, 2004, Orascom Telecom Holdings purchased 100% of the shares of Sheba Telecom (Pvt. ) Limited (â€Å"Sheba†). It was acquired for US$60 million. Sheba had a base of 59,000 users, of whom 49,000 were regular when it was sold. Afterward it was re-branded and launched its services under the â€Å"Banglalink† brand on February 10, 2005. Banglalink’s license is a nationwide 15-year GSM license and will expire in November, 2011. In March, 2008, Sheba Telecom (Pvt. ) Limited changed its name as Orascom Telecom Bangladesh Limited, matching its parent company name. 2. 3 Banglalink – At a Glance 2. 3. 1 Vision of the Company Banglalink understands people’s needs best and will create and deliver appropriate communication services to improve its people’s life and make it easier. † 2. 3. 2 Mission of the Company Banglalink’s success is based on a simple mission: â€Å"Bringing mobile telephony to the masses by reducing total cos t of buying and using mobile phones† Banglalink changed the mobile phone status from luxury to a necessity and brought mobile telephone to the general people of Bangladesh and made a place in their hearts. 2. 3. 2 Values of the Origination The mobile phone has become the symbol for the positive change in Bangladesh. This positive change that is quite correctly attributed to Banglalink, has become the corporate positioning of Banglalink and is translated in their slogan â€Å"making a difference† or â€Å"din bodol†. â€Å"making a difference† is not only in the telecom industry, but also through its products and services, to the lives of its customers. This corporate stance of â€Å"making a difference† has been reflected in everything Banglalink does. 2. 4 Employee Overview 2. 4. 1 Employee Portfolio Company Size| 5,000 employees; 2,000 are direct employees and the rest are indirect | Common Job Titles| Manager| 11%| Executive| 10%| Engineer| 8%| Zonal Sales Manager| 6%| Senior Engineer| 5%| | | | Median Age| 28 years| Gender| Male| 89% | Female| 11%| | 2. 4. 2 Management Team managing director & chief executive officer|  »Ã‚  ahmed abou doma| chief financial officer|  »Ã‚  mohamed hassan osman| chief technical officer|  »Ã‚  ahmed fady| chief commercial officer|  »Ã‚  asher yaqub khan| sales director|  »Ã‚  arif mehmood malik| customer care director|  »Ã‚  muhammad arshad| human resources & administration director|  »Ã‚  tarek beram| head of pmo & supply chain|  »Ã‚  abdus saboor| egulatory & legal affairs director|  »Ã‚  zakiul islam| information technology director|  »Ã‚  nizar el-assad| company secretary|  »Ã‚  m nurul alam| 2. 5 Organization Structure Structure provided by Banglalink itself. It is here by noted that, HR director holds two functional dept. under his direct supervision. ——————————â€⠀Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- Chapter 3 Human Resources & Administration 3. 1 HR Mission â€Å"the real tigers behind the stripes! † â€Å"We, at Banglalink, believe that our teamwork is our greatest asset. Useful contributions made by each individual bring us that much closer to our goals. The Banglalink family is made up of a group of passionate individuals, uniquely qualified from diverse disciplines but working towards our vision. † Thus, Banglalink has delineated their HR mission regarding their employees and customers. 3. 2 HR Dept. and Divisions The Human Resource Department of Banglalink has three departments under control of the Head of the Department. 1. Compensation and Benefits 2. Employees Relations 3. Organizational Development (Commercial and Sales) 4. Organizational Development (IT) Compensation and benefit department show interest on the employee reward or compensation and other benefits. They approve sick leave, annual leave and other fringe benefits of the employee. The company gives their employee an increment at the end of the year based on their performance appraisal and the recommendation of their line manager. The second department is employee relations. They deal with the employee behavior with their superiors. They also train their employees if needed. In some cases, Banglalink borrow trainers from abroad to train their employees. The organizational development has two different divisions. One deals with the development of network and other IT. The other division deal with sales and other commercial aspects. The most widely criticized service of Banglalink is its network coverage. So they have created separate department of HR to keep their IT support in continuous construction. Head of Human Resources Compensation & Benefits Manager Compensation & Benefits Senior Executive Administrative Assistant Employees Relations Manager Employees Relations Executive Employees Relations Senior Executive Employees Relations Executive Organizational Development Manager Organizational Development Senior Executive Organizational Development Executive Organizational Development Manager Organizational Development Assistant Manager Organizational Development Executive NEW organization chart for Human Resources department Payroll Senior Executive ————————————————- Chapter 4 SHRM Awareness of Banglalink The Strategic Human resource management literature is increasingly concerned with whether human resources can be source of competitive advantage. More recently, this literature has begun to draw from the resource based view of strategy. Banglalink believes that teamwork is their greatest asset. Useful contributions made by each individual bring that much closer to our goals. The Banglalink family is made up of a group of passionate individuals, uniquely qualified from diverse disciplines but working towards our vision. Thus, Banglalink refocus on the conception of Human Resource Competencies within a human resource-capability (RC model) view of strategy to articulate their strategic role for HRs in and outside the origination. It is worth noting to the traditional situational-contingency perspective. Finally, Banglalink’s RC model sees their HRs and capabilities as a driver for their strategy. ———————————————— Chapter 5 HR Policies in a Global Extent Banglalink ensures for the tigers/tigress * a  friendly, professional and mutually supportive environment that encourages our people to develop their potentials to an optimal level. * a  true quality of pro fessionalism that can be found in all world-class multinational companies. * team oriented professionals, who contribute to the greater whole of the organization through their participation in decision making situations. * a  system which recognizes and rewards groups as well as individuals for their efforts and contributions to the company. By developing their policies in the following sectors- * Workforce planning * Recruitment (sometimes separated into attraction and selection) * Induction, Orientation and On-boarding * Skills management * Training and development * HR Personnel administration * Compensation in wage or salary * Payroll (sometimes assigned to accounting rather than HRM) * Employee benefits administration * Personnel cost planning * Performance appraisal * Labor relations PART Two Staffing & Workforce Planning ————————————————- Chapter 6 Strategic HR Planning and Job Analysis 6. The Overall Purpose Banglalink developed the following aspirations for their strategic HR planning. * Ensure adequate human resources to meet the strategic goals and operational plans of an organization – the right people with the right skills at the right time. * Identified and minimised capability risks. * Ski ll development and training policies and practices are linked to strategy. * Remain flexible so that an organization can manage change if the future is different than anticipated 6. 2 The strategic HR planning process Banglalink follows the conventional Four steps to develop their HR planning model. Assessing the current HR capacity * Forecasting HR requirements * Gap analysis * Developing HR strategies to support organizational strategies 6. 2. 1 Assessing current HR capacity Based on its strategic plan, the first step in the strategic HR planning process is to assess the current HR capacity of the organization. The knowledge, skills and abilities of the current staff need to be identified. This can be done by developing a skills inventory for each employee. The skills inventory should go beyond the skills needed for the particular position. List all skills each employee has demonstrated. For example, recreational or volunteer activities may involve special skills that could be relevant to the organization. Education levels and certificates or additional training should also be included. SWOT Analysis During this phase, a company begins to analyze and look at what skills, knowledge and abilities are available internally, and where shortages in terms of people skills or equipment may exist. Organization begins to analyze its external environment, its strength and weaknesses, its opportunities and threats, in terms of whether they can be achieved with the current organizational resources. . 2. 2 Forecasting HR requirements The next step is to forecast HR needs for the future based on the strategic goals of the organization. Realistic forecasting of human resources involves estimating both demand and supply. Questions to be answered include: * How many staff will be required to achieve the strategic goals of the organization? * What jobs will need to be filled? * What sk ill sets will people need? When forecasting demands for HR, Banglalink HR professionals also assess the challenges that it will have to meet its staffing need based on the external environment. 6. 2. 3 Gap analysis In The next step, HR personnel determine the gap between where it wants to be in the future and where they are now. The gap analysis includes identifying the number of staff and the skills and abilities required in the future in comparison to the current situation. They also look at all its HR management practices to identify practices that could be improved or new practices needed to support the organization's capacity to move forward. 6. 2. 4 Developing HR strategies to support organizational strategies The five core HR strategies for meeting an organization's needs in the future followed by Banglalink. . Restructuring strategies 2. Training and development strategies 3. Recruitment strategies 4. Outsourcing strategies 5. Collaboration strategies 6. 3 Job analysis A job analysis is a step-by-step specification of an employment position's requirements, functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is properly prepared, many human resource m anagement (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis. 6. 4 Purpose of the Job Analysis The HR department of Banglalink conducts job analysis to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. * The general purpose is the job and compensation plans. * Establishing fair and effective hiring practices * Developing training and appraisal programs * Remedial uses 6. 5 Information Collection for Job Analysis The Different Types of Job Content Information Broad Level Function or Duty * Definition: The major areas of the job-holder's responsibility. Example: A professor's functions are teaching, research, and service to the university/community. Intermediate Level Task * Definition: What a worker does when carrying out a function of the job; it is an activity that results in a specific product or service. * Example: The function of teaching requires a professor to perform several tasks like lecturing, giving/grading exams, and meeting with students. Work Behavior * Definition: An important activity that is not task specific; such behavior is engaged in when performing a variety of tasks. Example: â€Å"Communicating†Ã¢â‚¬â€a professor engages in this behavior when performing several tasks, such as lecturing and meeting with students. Specific Level Subtasks * Definition: The steps carried out in the completion of a task. * Example: The task of providing lectures consists of several subtasks, such as reading the text and other relevant materials, deciding on what information to convey, and determining how this information can be communicated in a clear and interesting manner. Critical Incidents * Definition: Specific activities that distinguish effective from ineffective job performance. Example: â€Å"The professor uses several examples when explaining difficult concepts. † 6. 6 Key Factors in Job Analysis Task identities 1. Variety 2. Responsibility 3. Autonomy 4. Working environment 5. Recognition and support 6. Outcomes & performance measures 6. 7 Sources of Data Information associated with a job analysis can be gained from the following sources: * supervisor/manager of the proposed/established position, * the current incumbent (or a staff member who has undertaken the duties in the past), * team members of the proposed/established position, a staff member from another work area with a similar position, * managers who employ similar positions, * performance plans and key performance indicators of current incumbent, * workforce plans, * program timetables or customer feedback forms, * student evaluations, and * HR staffs. 6. 8 Data Analysis During the analysis phase the following should be included: * Group the tasks into functional areas, eg. Process enrolment forms and respond to student enquiries should be under the functional heading of Student Administration. * Eliminate all unnecessary and wasteful activities. Simplify unnecessarily complex activities or procedures. * List the functional areas in order of importance. —†”——————————————- Chapter 7 Recruitment and Selection Employees Recruitment is the process of seeking sources for job candidates and attracting qualified candidates for jobs in the public or private sector. It is a process by which the needed personnel are found and they become interested to apply for the vacant post. The Selection Process is the process of choosing from among available applicants who are most likely to successfully perform a job. The objective the selection process is to choose the individual who can successfully perform the job from the pool of qualifies candidates. 7. 1 Recruitment & selection process flowchart Organization Vacant or new position occurs Perform job analysis & plan recruiting effort Generate applicant pool via internal or external recruitment methods Evaluate applicants via selection Process process Select applicants Make offer 7. 2 Recruitment process of Banglalink 7. 2. 1 Recruitment Goals Banglalink has recognized the following recruitment goals over their competitors to achieve their HR Vision and Mission. Attract highly qualified applicants. * Attract applicants willing to accept offers. * Fill vacancies quickly. * Fill vacancies at minimal cost. * Hire people who perform well. * Hire people who will continue with the organization. 7. 2. 2 Sources of Recruitment Recruitment sources are divided by two parts – 1. Internal sources of recruitment: Promoting employees is an internal s ource of recruitment. 2. External sources of recruitment: the external sources of recruitment are- Advertisement Advertisement is prepared by Banglalink for publication in the national Daily newspaper. Cyberspace Recruiting Banglalink use the internet to recruit new employees by adding a recruitment section to their web site. Employment agency Agencies like ‘PeopleScape’ help Banglalink to find the require-skilled employee. 7. 2. 3 Issuances of Interview Card After receiving the application Banglalink prepares necessary database of the candidates and after screening the applications they issue invitation card by normal mail but in case of emergency currier service used, or interview schedule should be known to the candidates over telephone. On the basis of resume evaluation, ratings are made as per the weight age chart. . 3 Selection Process of Banglalink 7. 3. 1 Interview Method Interview-1: Short listed candidates are called for interview-1. In this step a panel of concerned managers and experts will interview the incumbent. Result of the interview-1 is published in the Company Notice Board. Interview-2: The selected candidates from the first interview-1 are called for a second interview which will be taken by the head of the department and head of the human resource. Final interview: The candidates who approved from the interview-2, is called the final interview. Final interview is taken by Director. Placement: Banglalink gather necessary documents and sends the selected candidates to his/her respective department for placement. 7. 3. 2 Present Condition about Selection Procedure of Banglalink (For the contractual employees to be permanent worker) The company selects qualified Personnel/Specialized officer/Junior executives on the basis of some relevant tests based on the following manner. ————————————————- Chapter 8 Training and Development Training is important for an organization because every organization needs stable, trained and experienced people to perform its actions. Employee training is a learning experience. Basically employee training is present-oriented training that focuses on individual’s current jobs, enhancing those specific skills and abilities to immediately perform the jobs. Training is now considered as more of retention tool than a cost. The training system in Bangladeshi Industry has been changed to create a smarter workforce and yield the best results. 8. 1 Training and Development process of BANGLALINK Banglalink is the second largest mobile operator in our country. For their employee training they follow both * On-the-job method and Off-the-job training method. 8. 1. 1 On-the-job training is when an employee learn the through his/her daily work and also learn from a mentor. May be the manager or immediate senior to the employee can take over this task. Slowly he learn about his position clearly and also the method that the organization follow to accomplish their activities. This organization arranges a performance appraisa l after a certain period of time. And to assess their employee performance they follow the†Competency Gap Analysis†. Now there are two categories of competencies required to do the internal tasks. Core Competency- the basic requirements for a job. For example -communication skills -team work -fluency in English speaking etc. 2 Technical Competency- if there is any technical eligibility needed for a particular position This analysis is sort of self analysis. The manager gives the employees specific categories and asks to evaluate themselves in those categories. They have certain parameters like – * Unacceptable (U) * Need Improvement (NI) * Meet Expectation (MI) * Exceed Expectation(EE) * Outstanding (O) The manager assesses these results and made their decision that if the employee needs any training. Then they report to the HR about the number of employees need training. If an employee is lack of core competency then the management arrange for a training internally. 8. 1. 2 Off-the-job training And if it is for a higher level position or lack of technical competency then the HR arrange for an Off-the-job training. 8. 2 Outsourcing There are some organizations that provide corporate training. Banglalink outsources these organizations and arrange the training program. They segregate their employees in different batches if the number is elevated and place different time schedule for them. HOLISTIC, AAMRA are two organizations who provide training for the employees of Banglalink. PART THREE Sustaining Sky-scraping Performance : Performance Management ————————————————- Chapter 9 Performance Management Every year, employees of Banglalink experience an evaluation of their past performance. There is a one hour informal discussion between employees and their supervisors. This evaluations lead to some direct effects to their work lives. Based on the result they get increment, promotion or assistance in personal development areas for which the employee needs training. The performance management system serves three purposes that are designed to support employees, appraisers and organization. 9. 1 Appraisal They follow a common appraisal process. The chart below shows the appraisal process Banglalink follow the Competency GAP Analysis to measure the performance of their employees. There is a number of traits and a range of performance for each degree of each trait. It is used to identify the score that best describes the employee’s level of performance. 9. 2 Who does the Appraising? Generally the immediate supervisor does the appraising in Banglalink. First, they arrange self rating for the employees. Based on the self rating, their past behaviors and information from their peers, the supervisors submit the appraisal to the head of the department. 9. 3 Frequency of Appraisal The performance occurs two times in a year. The first evaluation occurs at the end of the year and according to the evaluation the company announces the name of the promoted employees. Another evaluation take place in the middle of the year and the worthy employees get promoted. On the other hand, the employees get only one increment in a year. This way the company tries to keep good performance of their employees. 9. 4 The Appraisal Interview The appraisal interview is done for comparing the evaluation and employees expectation about their performance. The appraisal interview can be four types * Satisfactory- promotable * Satisfactory- not promotable * Unsatisfactory- correctable * Unsatisfactory- uncorrectable In this interview session the superior encourage the employee to talk about his expectation, if he aspects any promotion or have a good evaluation which will lead into a better payment. Sometimes if the employee has a bad evaluation and had been criticized for his past action that is in the correctable category, the supervisor’s aim is to lead the interview such a way that it will improve the interviewee’s performance in near future. If an employee is in the uncorrectable category the supervisor will warn him informally and if that doesn’t work he will proceed for a written warning. ————————————————- Chapter 10 Career Management Generally the responsibility to managing a career belongs to an individual. There was time when employment with a reputed firm actually meant lifelong employment. Today with intense competition everywhere, coupled with economic changes sweeping the world, companies are aggressively pursuing the strategies for acquisition, divestment, down-sizing, outsourcing, and synergy through alliances. In such an uncertain environment, it is ultimately the responsibility of the individual to decide and make choices to pursue a desired career. An organization can at best support an individual’s career aspirations if it falls in line with its business goals. 10. 1 Role of HR Employee loyalty to the company is higher when the job fulfills intrinsic needs and personal goals of the employees. By assisting an individual in planning his career and providing opportunities for career development, Banglalink ensures higher loyalty and productivity from employees. The HR professionals of Banglalink match and support career expectation of high performers with organizational requirements. Few of the ways in which this has been done is shown below: * Mentoring- through which the organization create context for directing careers of youngsters * Enriching the jobs – Encourage people to continuously redesign the work procedures * Job rotations in line with individual apability and company requirements * Providing organization wide, team based and individual learning opportunities * Taking stock of future leadership requirements and designing the career path of capable and performing individuals * Design developmental programs that improve the employability of the people and engage them with challenging assignments 10. 2 Role of Individual and Organization Role of an individual and that of an organization with respect to some of the aspects of individual carreer planning is brought out below: Individual and organizational role in career management| Key Aspect| Individual role| Organizational Role| Goal seting (by an indiviual)| Developing and gaining clarity on long term goal | * Managing the expectations realistically * clarifying possibilities of knowledge based and hierarchical based goals | Action planning(by an individual)| Planning and duration of jobs to be taken up, companies or industry to be targeted, and other developmental needs | * Support individual plan through movement along the career path * Job rotations, advancements, problem solving assignments etc. | Mentoring & coaching (by the org. | Learn from the experience and insights of mentors / coaches | * Align individuals to the company values * provide informal guidance about building career within the organization| Assessment (by individual & org)| Learn about present profile and gaps that need to be fulfilled in the long run| * assess values synchronization, performance, potential and likely career path| Development (by the individual & org. )| Obtaining exter nal certifications as authentication of skills possessed| * Honest performance appraisals, providing opportunity to implement learning for organizational benefit| Challenging work (by the org. | focus on de-bottlenecking processes, thus keeping the element of â€Å"challenge in the work† alive | * opportunity to participate in various task forces to solve real time business problems * exposure to new business improvement tools| ————————————————- Chapter 11 Compensation 11. 1 Category of Compensation Banglalink provides a lucrative compensation package for their employees. The category of compensation can be two types * Direct financial payments * Indirect financial payments 11. 1. 1 Direct financial Payments This is a form of payments which is in the form of Wages * Salaries * Bonuses * Overtimes etc. 11. 1. 2 Indirect financial Payments This form of payment consist s of financial benefits such as * Insurance- they provide health insurance for the employees * Transport- for call center agents Banglalink provide transportation service as the agents have to perform night duty. * House- the company provide house for its higher level employees 11. 2 Compensation Process The compensation process is based on four particular degrees. | | Requirement | Degree of compensation| | Outstanding| | Exceed Expectation| | Meet Expectation| | Need Improvement| 1. 3 Employee Benefits Banglalink provides benefits to their employees according to the Government Rules. The employees have health insurance, they get a good payment, they get bonuses and increments etc. The employees obtain vacations like * Sick Leave * Casual Leave * Annually Earned Leave * Maternity Leave (for women) ————————————————- Chapter 12 Health and Safety The terms health, safety and security are closely related to each other. Health is the general state of well being. It not only includes physical well being, but also emotional and mental well being. Safety refers to the act of protecting the physical well being of an employee. It will include the risk of accidents caused due to machinery, fire or diseases. Security refers to protecting facilities and equipments from unauthorized access and protecting. For smooth functioning of an organization, the company ensures safety and security of its employees. Health and safety form an integral part of work environment. A work environment enhances the well being of employees and thus accident free. 12. 1 HR Responsibility In Banglalink the responsibility of employee health and safety falls on the supervisors or HR manager. The HR manager help in coordinating safety programs, making employees aware about the health and safety policy of the company, conduct formal safety training, etc. Responsibilities of managers: * Monitor health and safety of employees * Drug testing * Coach employees to be safety conscious * Investigate accidents if happens * Communicate about safety policy to employees 12. 2 Supervisors Responsibility The supervisors and departmental heads are responsible for maintaining safe working conditions. They are responsible for * Provide technical training regarding prevention of accidents * Coordinate health and safety programs Train employees on handling facilities an equipments * Develop safety reporting systems * Maintaining safe working conditions Again the company provides health insurance to their employees. They also arrange a monthly increment system in case of an employee is sick and also provide sick leave to the employee. ———————à ¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- Chapter 13 Employment Method 13. 1 Promotion For promotion Banglalink give importance to those employees who perform well. An employee can’t get promotion unless his job length is one year in the company. 13. 2 Transfer of Employees Transfers take place when it’s needed. Banglalink has their office in the six divisions around Bangladesh. They give importance to the origin of the employees. Suppose, an employee’s permanent address is in Rajshahi, so if they take a decision to transfer that employee they will give priority to Rajshahi. 13. 3 Retirement The company observes its 5th anniversary few days ago. The company is young and the highest age of employees is 40 years in an average. Yet they have not planned for Retirement procedure. Concluding Part ————————————————- Chapter 14 Winding Up 14. 1 Conclusion Growth over the last years have been fuelled with innovative products and services targeting different market segments, aggressive improvement of network quality and dedicated customer care, creating an extensive distribution network across the country, and establishing a strong brand that emotionally connected customers with Banglalink. It made them possible only for their SHRM skill and their dedicated relationship manager who provides the employees with personalized HR care and innovative-proactive management round the clock. 14. Criticisms Banglalink initially failed to expand its EEO opportunities pace of employees with increased numbers of subscribers. This is because Banglalink was the fastest growing mobile operator at that time in the whole world. It has the record of violating the Employment Act of Age Discrimination and Employment Act for Women. However, the state of affairs is getting better now-a-days. They are investing to improve their EEO prospects especially in gender and tribal segments. References Contact persons: Md. Farhad Hossain Dept. of Quality Assurance, Banglalink Shiban Mahmud HR Senior Executive, Human Resource, Bangallink Website: www. banglalinkgsm. com http://www. linkedin. com/companies/banglalink Appendices ————————————————- Questionnaires 1. How does the company’s mission and vision influence/affect the employee? 2. Are there any divisions under Human Resource Department? 3. If yes, how they are related with the functional HR dept.? 4. Is there any formal/conventional structure for the HR Department? 5. How does the HR Structure affect the Mission and Vision of the company? 1. What are the future directions/objectives of the local area? . What are the responsibilities of the position? 3. Is the position academic or professional/general (does the role require knowledge of the teaching and learning environment)? 4. What is the length of appointment and/or service fraction? 5. What are the specific tasks and how will they be done? 6. W hy do they need to be done? 7. What impact will there be on other positions in the area? 8. Where will the work be done? (physical location) 9. Who are the clients and what are their needs? 10. How the work is currently organized? 11. Who will the position report to? 12. Will any positions report to this position? 13. What is the minimum knowledge and skills required to do the position? 14. What equipment or working aids are required? 1. What are the recruitment goals of banglalink does keep up? 2. Sources of recruitment? 3. Are there any external sources of recruitment process? 4. What are the components of selection process the banglalink does sustain? 5. Who conduct the interview? 6. What are the selection processes of contractual employees to be permanent employee? 1. What types of training program are you using to enhance your employees’ skills & abilities? . How would you determine the needs of training of an employee to do certain task? 3. Is there any outsourcing organization that provides training for the employees of banglalink? 4. Does banglalink think that there is any requirement of cross-cultural training program for the employees to adopt with the on-going globalization process? 1. How does banglalink manage their performance ap praisal process for the employees? 2. Is there any absolute appraisal method that banglalink is currently following? 3. How does HR dept. monitor their employees’ performance & evaluate or measure them? . While managing the performance assessment, does the decisions may become emotional or focus on the process? 1. What types of reward system does the HR dept. maintain with their employees? 2. How does banglalink relate the motivational factors with their compensation programs? 3. Any special cases of compensation or reward programs? 4. Is there any govt. influence on compensation administration? 5. What is the employee benefits HR dept. does provide the employees? 6. Is there any current employee legally considered necessary benefit the HR dept. is dealing with? . What does banglalink think about career management from the perspective of the company? 2. What kind of role does the HR dept. play in career development of an employee? As a mentor or advisor? 3. Does the company a rrange career workshops or carry out career counseling? 1. What types of promotional decisions does the HR dept. capture? 2. How does they manage employee transferring for the betterment of the geo-expand of the company’s service? 3. What are the retirement policies that the company does follow? 4. What’s about managing employee turnover

Citizen Ruth Movie Review essays

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Change Someones Life for the Better Essays

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