Organisational Theory (Business Management) Essay

Organisational Theory (Business Management) - Essay Example The organizations also require their employees to be technological savvy so that they can cope up with rapidly evolving technologically driven environment. The future of organization is thus expected to be very different in terms of its operations form the current due to rapidly changing technological driven environment. Modernism (Ontology: Objectivism) This theory focuses on organization as an independent objective thus taking a positive approach in generating knowledge which is vital in increasing efficiency. This theory focuses on an organization as a community sustained through human relationships and use of subjective ontology in most of the everyday activities. This implies that instead of man treat organizations as webs of meaning that are jointly created and not as objects to be measured and analysed hence exploring meaning to realities made possible by those who participate in them. Post modernism generates health scepticism towards dominant theory hence licensing individua ls to try something different most of the time (Melaney, 2001). The organization culture is the collection of values and norms that people in a company share thus controlling the way in which individuals interact with one another in their day to day activities. The values represent beliefs and ideas especially in the organization goals which workers pursue thus achieving them in a particular pattern and behaviour which often differ from one person to another. These values over time develop norms and guidelines together with expectations that determine the behaviour of employees which in turn affects the behaviour of the management towards them. The organizational culture in most cases spans form the top management downwards thereby acting as a control mechanism which shapes the behaviour of the employees at different levels of management thus establishing organization behaviour. This promotes the employees effectiveness through mutual understanding between individuals and groups wit h the ultimate goal of achieving the best results for the company. This provides a continuous system in which employees work harmoniously thus controlling themselves while adhering to the norms of the company. This theory also focuses on how organization members make meaning and role that determine the direction of workplace. The art of moving cultural symbols is predominantly made by the press and the politicians thus changes the meaning of situations and locations in which they occur. The postmodern cultural studies often go beyond fragmentation assumption by asserting that reality is an illusion that aims to suppress and marginalize those who do not accept and support the dominant view. According to this theory, organization culture is just one more from form those in power to mask their manipulation and control of others thus leading to destructions (Hatch & Cunliffe, 2006). Critical theory (Epistemology) This theory is an approach developed by Frankfurt school in Germany and it holds that every society is totality in which each feature is essentially connected with others constituted by forms of beliefs and understanding in the society. The theory argues that atomism and objectivism are false, the epistemology of critical theory combines historical materialism, Freudian

LIFE FROM THE INSIDE OUT Article Example | Topics and Well Written Essays - 500 words

LIFE FROM THE INSIDE OUT - Article Example Stevens is also director of the Golden Apple Art Residency located in Harrington, Maine. The following paper seeks to describe one painting from these paintings, in addition to what the painting means. The painting chosen for this paper is Slipping into the Velvet Past. This painting is shown in the picture below. Slipping into the Velvet Past is a painting created in 2011 whose medium is an oil painting on canvas. The painting is a large-scale painting from the series of paintings Journey: Life from the Inside out, measuring a height of 48 inches and a width of 60 inches width. The painting is a visual metaphor that describes various psychological stages that happen in a journey that persons embark on. It is a unique narrative that is also figurative. A woman referred to as Annara, a female figure who depicts the hope experienced during a journey, is telling the story narrated in this painting. She is seen resting with a white mask on her face and wearing a white dress. She rests curled up in the middle of dried velvety fallen leaves in a jungle. She depicts a sweet, innocent girl. Annara is seen in this painting with her eyes closed, as she peacefully awaits the unfolding of her life (www.ferris.edu, 2012). The young girl describes youth and the anticipation of life as it unfolds, waiting to experience the endless possibilities that await her. As a young person, Annara has little personal history of her life or any past failures that could stand in her way or discourage her. She is also a young person with no sense of danger to warn her of her wonderful future. All she has is her imaginations to impel and propel her to her future ahead. She is, therefore, in a pure and clean state and surrounded by hope and promise. This is demonstrated by her surrounding, an environment of natural coexistence that is not polluted by modern technology. As she lies down curled up like a baby, Annara describes fragility and delicateness in

Age assessments for unaccompanied asylum seeking

Age assessments for unaccompanied asylum seeking DISSERTATION Age assessments for unaccompanied asylum seeking children: Policy, law and implications for social work. Abstract Methodology Literature Review Chapter One – Introduction Chapter Two – Unaccompanied Asylum Seekers Chapter Three – Age Assessment Policy, Legislation and Practice Chapter Four – Conclusion and Recommendations. Unaccompanied asylum seeking children arrive in the UK seeking refuge from often-horrific events in their home countries. The response of both national government and local authorities to this influx has been largely unsatisfactory with campaigners arguing that the focus has been on cutting costs and removing young asylum seekers rather than providing them with the care that they are entitled to. This study suggests that policy and practice around age assessment is central to this argument. There is significant evidence that local authorities are pressurising social workers to age assess children as older than they are in order to save them money. The haphazard way in which age assessments have usually been carried out only serves to encourage this behaviour. Even without financial pressure, the lack of a standard approach to age assessment is also leading to inconsistencies when age assessments are put into practice The focus of this dissertation has been to analyse how, why and when age assessments are used in processing unaccompanied asylum seekers and examine whether the process is fair and consistent. The methodology has primarily to adopt secondary sources and evaluate evidence from as wide a range of viewpoints as possible. The dissertation has been aimed towards a conclusion that the current process is unsatisfactory and has attempted to deliver recommendations that could improve the process. Literature for this dissertation has been gathered from a combination of academic books and journals, government publications, reports produced by independent agencies and articles from newspapers and magazines including The Guardian and Community Care. One of the most detailed reports on the subject of assessment is the 2007, When is a child not a child? Asylum, age disputes and the process of age assessment by Crawley. Much of the factual detail about the actual mechanics of age assessment has been gathered from this source. Of academic journals, the articles written by Kohli have been most useful as they delivering the results and analysis from a wide range of studies around unaccompanied asylum seekers. Each year, approximately 3000 unaccompanied children and young people arrive in the UK to seek asylum.[1] Many of these are subject to age assessment to clarify that they are entitled to services available to vulnerable children in the UK. The age of people claiming to be children can be disputed by a range of professionals, from immigration officers to police and social workers. It is important to define what an age assessment actually is at the beginning of this study. An age assessment is he method used by either the UK border and Immigration Agency or local authority social services departments to assess the age of an asylum seeker.[2]There is currently no method that is capable of defining the exact age of a child and the accuracy of the assessment will often be produced within a range of two years over or below the assessment age.[3] Some commentators have argued that many local authorities have proactively looked to avoid the cost of looking after young asylum seekers in need and have set up control measures to keep children aged 16-18 out of the territory.[4] One of the mechanisms for doing this has been attempts by social workers to stop classifying unaccompanied minors as children. There have been suggestions that many social workers became preoccupied with attempting to assess the age of applicants rather than providing services and that such an assessment was crude exercise based on the individual opinion of a single social worker. As Kohli writes â€Å"studies reported a growing disbelief in respect of those claiming to be under 18 and the treatment of anyone over 16 years as a de facto adult allowed access to food and shelter but little else.†[5] Professionals working in the highest echelons of childcare have expressed similar concerns, for example the Children’s Commissioner Sir Al Aynsley Green has stated: â€Å"Although Home Office Policy is for the immigration officer to apply the ‘benefit of the doubt’ in favour of the applicant in borderline cases, the evidence suggests that in practice this is frequently not adhered to. The result is that a substantial number of asylum seekers who are in fact unaccompanied children are excluded from the protection of domestic care regimes†¦Ã¢â‚¬ [6] Government policy from the early part of the decade has been to work in partnership with local authorities and disperse asylum seekers of all ages around the country. The Home Office negotiated contracts with a number of authorities to receive and accommodate asylum seekers.[7] There also is evidence to support this. Central government has since 2005 looked to change the role of social work teams at ports of entry to work practically as adjuncts to the Border and Immigration Agency, deliberately narrowing the gap between immigration and social services functions. There is clearly a financial motivation for this – in 2005 the 6000 unaccompanied asylum seeking children offered services by local authorities comprised less than 10% of cases yet used up approximately 25% of the Home Office budget.[8]Social work teams have been set targets in terms of turning away age disputed asylum seekers and assessing clients claiming to be 15 as older.[9] This study looks at how the UK deals with unaccompanied asylum seekers and in particular examines policy and practice around age assessment. Chapter two focuses on the legislation in place and policy around it whilst chapter three looks more specifically at the age assessment processes and the general failings of the system in the UK. Chapter four concludes with recommendations on improving the system Unaccompanied asylum seeking children arrive in the UK for a number of reasons. A recent study of 218 arrivals found that half came from countries undergoing armed conflict or serious disturbances and over two fifths were victims of direct or indirect persecution. Deprivation, poverty or trafficking for exploitation were other primary reasons for seeking asylum.[10] Dealing with asylum seeking children, either with or without their families is a growing area of social work practice yet one in which there is relatively little understanding of the needs or circumstances of such children.[11] In legislative terms, legislation such as The Children’s Act 1989 and The Framework for the Assessment of Children in Need and their Families remain central to issues around assessment and care for asylum-seeking children and they should also be included under the remit of the Every Child Matters agenda. The Children and Young People’s Plan 2005 for example makes reference to joint working between housing and social care bodies to meet the housing needs of unaccompanied asylum seekers. [12] For local authorities, there is a duty to provide services necessary to safeguard and promote the well-being of any children deemed to be in need under the Children Act 1989. Due to the absence of their parents, unaccompanied children are classed as vulnerable and therefore in need. The Nationality, Immigration and Asylum Act 2002 also reinforces the local authority duty to support unaccompanied minors. It is helpful to have a clear definition of what an unaccompanied asylum seeker actually is. The Immigration and Nationality Directorate definition is a young person under the age of 18(or who appears to be if there is no proof); who is applying for asylum in his or her own right; and who has no adult relative or guardian to turn to within the UK.[13] The age of an unaccompanied asylum seeker has historically been an important factor in respect of the Special Grant that the Home Office made available to unaccompanied minors. Prior to 2004 there were two levels of support available, with those supported under the age of 16 receiving a higher level and those first supported at age 16 or 17 receiving half that amount.[14] However, a judicial review – the Hillingdon Judgement – carried out in 2004 has significantly increased the impact on local authorities. The judgement ruled that, except in exceptional cases, all asylum-seeking children must be treated under section 20 of the Children’s Act 1989 which classes them as looked after children. [15] There is clearly an impact on service provision for both national and local government. Watters writes that â€Å"the arrival of significant numbers of unaccompanied asylum-seeking children through the port of Dover thus presented very significant challenges to social care, health and education providers in the south east.† [16] Asylum seekers who after the assessment process became looked after children would be entitled to foster or residential placements, an allocated social worker and financial support. They may also have qualified for the benefits of leaving care status up to the age of 21, a further financial burden on local authorities. The question of age then is a crucial issue for local authorities. Many young people seeking asylum do not have official papers or documentation confirming their age so practitioners in both social services and immigration have difficult decisions to make. It can be difficult to draw information from asylum seeking children – research shows that when they are asked about reasons for their asylum request, they try and fit their stories into the narrow format that they believe are acceptable in their given country.[17]This in turn can lead to scepticism amongst officials and social workers, the same research reported instances of social services personnel being cynical about young Kosovan and African males claiming to be younger than they looked and thus worrying that their services were being exploited and their resources drained.[18] Ultimately, age assessment is a crucial tool for immigration officials and social workers. There are asylum seekers who try to abuse the system, so a method of asserting age is required. When the current practices serve this purpose will be discussed in chapter three. When and Why Most age disputes in asylum cases occur when an asylum seeker first applies for asylum, normally at their port of entry.[19]There is little in the way of formal assessment at this point, age disputes will be lodged primarily based on the basis of appearance, demeanour and documentation. Another issue of contention is the range of individuals or professionals that might dispute the age of an asylum seeker – this can include immigrations officials, social workers or police officers. Social workers may even dispute the age of a child who had not been queried by immigration officials. Age disputes may happen several months or even years after a child has entered the country. Crawley quotes a case study of a young girl who had been brought into the country at a young age to be used as a domestic slave. When immigration officials became aware of her five years later – still under the age of 16 – she was age disputed before eventually taken into the care of a social services department.[20] In contrast, many young people, perhaps some who are over 18, slip through the net and are classed as minors. Many social services departments simply do not have the resources to undertake formal age assessments and have concerns about the impact of multiple interviews and assessment on young asylum seekers. As such, decisions are made not to query age. Policy and Legislative framework Home Office policy in terms of unaccompanied minors is set out in policy documents including Policy bulletin 33, Guidance from processing applications from children and Guidance on age disputed cases 3rd ed which lays out specific procedures for professionals who dispute a claimant’s age and believe that it is an adult claiming to be a child. One of the most interesting aspects of policy and perhaps the most controversial in the light of what appears to be happening is that the INDs guidance on age disputed cases states clearly that when there is an age dispute â€Å"a claimant must be given the benefit of the doubt with regards to their age unless their physical appearance strongly suggests that they are aged 18 or over†.[21]It seems that this is not the case currently in practice – local authorities certainly are encouraging social work team to dispute age more regularly. Other aspects of the IND guidance can be confusing and it is not surprising that there are inconsistencies in practice. For example there is no actual duty for immigration officers to refer age disputed cases to the appropriate local authority, rather this is something that should be done in principle, a situation that can only complicate things for social workers further down the line. Overall, the current system seems disjointed and variable. As Crawley writes: â€Å"There is evidence of a significant gap between what is supposed to happen and to what happens in practice†[22] and some of the issues involves at age assessment units around the country highlight this: A general lack of care, including a lack of food and water, for young people waiting to be screened A failure to use the privacy of separate interview rooms Difficulties with microphones meaning conversations held through the glass screen in the public area are either overheard or not heard at all No responsible adult being present to support young person[23] Clearly age assessment is not a simple matter. All children vary in development, maturity and natural growth and there can be a wide range of supposed ‘normal findings’ at various ages. It is extremely difficult to accurately gather a young persons age and things such as race, ethnicity and local conditions such as disease and malnutrition have to be considered in any assessment. Whether children’s social workers are qualified to do this is questionable The organisation Youth Support which assists young refuges reports that in its own age assessment process it includes as many factors as possible including â€Å"height, weight, body mass, shoe size, developmental factors such as skin care and teeth, sexual development; mental and emotional age estimates including thought processes and general concepts. Also of great importance is the history and social milestones which the young person might have experienced – again talking culture and religion into consideration.†[24] There is clearly inconsistency in the process nationwide. Michie argues that one of the problems in the UK has been that a diversity of systems and guidelines has developed in assessing the age of unaccompanied minors, involving a combination of history collection, physical anthropometry and radiographs. He writes: â€Å"Their lack of uniformity identifies an underlying difficulty: there is no method by which chronological age can be precisely estimated in this age group. Paediatricians in the United Kingdom care for small numbers of individuals in late adolescence and early adulthood in graduate outpatient services, but often have little experience in this area.†[25] There are some success stories. At Heathrow Airport for example, Hillingdon Social Services have used a number of strategies to deal with large volumes of unaccompanied asylum seekers. These have included use of a dedicated police officer for child protection, a specific questionnaire for staff working at terminal 3 and the development of a specifics age assessment tool combined with specific training,.[26] Guidance for Social Work Practice Age assessment is clearly a difficult area for social work practitioners. There is little experience in this type of work and relatively little in the way of practice guidelines. The guidance drawn up by the Children’s Legal Centre is perhaps the most useful document for social workers to refer to when carrying out age assessments. Some of the points included are: Taking account of ethnicity, culture and customs of the person being assessed and well as the level of trauma, tiredness, anxiety and bewilderment present The asylum seeker may have had coaching prior to arrival. It is important for the social work to engage with the person in a process sometimes known as ‘joining’. The assessment framework should be led by open, non-leading questions The practitioner should note the verbal and non-verbal (body language) behaviour of the person A useful indicator is if the person seems uncomfortable talking to an adult A detailed family tree with ages of parents and siblings can help assessing likely age Questions about the activities and roles a person was involved in prior to entering the UK can be a good indicator Social workers may consider arranging for the person to be put in a social situation with people of the age stated and observing interaction Gaining detailed accounts of educational history can be a valuable source of information in making an accurate age assessment Assessment of life skills is useful – does the person have any experience of living independently, managing money etc[27] All of the above can be done in conjunction with opinion and input from other sources including foster carers, teachers, doctors, interpreters and residential workers. It is useful also to have input from paediatricians, dentists or optician although a social worker should take into account advice from paediatricians that there can be a five year error in age assessments.[28] Just as important is information and best practice sharing between professional involved in this type of work. A uniform approach to age assessment across the UK should be a shared objective. There are clearly huge improvements necessary in the way that social service departments across the country deal with unaccompanied asylum seekers. This includes both the process for age assessment and the subsequent services provided. Evidence shows that staff in the various agencies dealing with these children lack knowledge about the services available and how to deal with the emotional trauma that many of these children will have experienced.[29]Social workers dealing with age assessments are clearly lacking in the skills to do so accurately. One reported when surveyed: â€Å"We do them (age assessments) but we can be wrong five years either side – it matters a lot doesn’t it? They can end up with many dates of birth – social services, Home Office, their own..†[30] Practitioners need such understand the vulnerability of the young people they are dealing with and avoid taking a cynical approach. As Michie concludes: â€Å"The fairness, legality and ethical base of any national framework for age assessment has to take into account legal history, jurisprudence as well as the paediatric wisdom, â€Å"What if this were my child?†, Although it may be difficult to quantify the inadequacies of the current system, it clearly compounds abuse to a vulnerable group of children. We must do better.†[31] The are some positives in examining the UK response to unaccompanied asylum seekers . The more holistic approach developed in recent years seems to be more efficient are more aware of the sensitivities of the issues than for example the US and Australian governments. Bhaba et al write of the UK: â€Å"It has made extensive efforts to identify children in genuine need at the earliest possible stage and to institute programmes to target trafficking in children through training of in country border officials and the instigation of research. [32]This is a pleasing sign, yet problems still occur when age is disputed. Recommendations: There are a number of steps that can be taken to improve the way in which young asylum seekers are treated to ensure consistency. Protection of vulnerable children is crucial, yet it is also important that age assessments can be used to identify asylum seekers over the age of 18 who seek to abuse the system. The EU’s reception directive states that unaccompanied children seeking asylum should be appointed a legal guardian[33] and this should be adopted by the UK Helping vulnerable children through the process would be a welcome improvement. Trained, skilled age assessors should be employed at ports of entry. These may well be social workers, experienced in dealing with this age group, accountable to a child protection team with paediatric expertise open to them in some form. Another option would be to establish fully trained multi agency teams based in regional assessment centres, something that would produce holistic and better-informed outcomes. Ideally age assessors should be financially independent of local authority social services – this would limit the chance of pressure being put upon assessors to reach targets for the number of age assessments found to be 18+. The lack of statutory guidance on the process of age assessment should also be addressed – this would help alleviate some of the inconsistencies in the process. A final recommendation, supported by Crawley, would be for the age assessment process to be overlooked by an independent age assessment panel which could provide support and guidance, help with the auditing process and make it less likely that decisions could be challenged or influence by those holding the local authority purse strings. The most important thing is that age assessment is done fairly and consistently, and that young asylum seekers are treated in the same way, regardless of port of entry or the local authority overseeing them. At present this is not the case and there is work for legislators, policy makers and practitioners to do if this is to be rectified. Bibliography Bhaba J, Finch N, Crock M Schmidt S, Seeking Asylum Alone, Themis Press 2006 Chase e, Emotional Well-being of asylum seeking children, http://www.communitycare.co.uk/Articles/2008/07/29/108994/well-being-of-asylum-seeking-children.html accessed 15 October Children’s Legal Centre, Practice Guidelines for age assessment of young unaccompanied asylum seekers, http://www.childrenslegalcentre.com/NR/rdonlyres/BAA6E134-7810-42C1-9634-2AC500D326DE/0/PracticeNotesKarenGoodman.pdf accessed 15 October Crawley, H, When is a child not a child? Asylum, age disputes and the process of age assessment, Immigration Law Practitioners Association, May 2007 DFES 2005, Guidance on the Children and Young People’s Plan, Hayes D, Humphries B, Cohen S, Social Work, Immigration and Asylum, Jessica Kingsley Publishers 2004 Kelly A, Minors Conflict, The Guardian Jan 31 2007 http://www.guardian.co.uk/society/2007/jan/31/asylum.guardiansocietysupplement1 accessed 16 October Kohli R, The Comfort of Strangers: social work practice with unaccompanied asylum-seeking children and young people in the UK, child and Family Social Work ,vol 11 2006 Kohli R, The Sound of Silence: Listening to What Unaccompanied Asylum-seeking Children Say and Do Not Say, British Journal of Social Work vol 36 2006 Michie CA, Age Assessment: time for progress? Archives of Disease in Childhood, 90(6) June 2005 Mitchell F, The social services response to unaccompanied children in England, Children and Family Social Work, vol 8 August 2003 Watters C, Refugee Children, Routlege 2008 http://www.guardian.co.uk/uk/2007/jan/05/immigration.immigrationandpublicservices accessed 15 October Asylum seekers and unaccompanied minors, http://www.guardian.co.uk/uk/2007/jan/05/immigration.immigrationandpublicservices accessed 16 October http://www.ind.homeoffice.gov.uk/sitecontent/documents/policyandlaw/asylumprocessguidance/specialcases/guidance/disputedagecases.pdf?view=Binary accessed 15 October www.everychildmatters.com accessed 14 October http://www.ilpa.org.uk/infoservice/Info%20sheet%20Age%20Disputes%20%20Age%20Assessment.pdf accessed 16 October 1 [1] Chase e, Emotional Well-being of asylum seeking children, http://www.communitycare.co.uk/Articles/2008/07/29/108994/well-being-of-asylum-seeking-children.html [2] http://www.ilpa.org.uk/infoservice/Info sheet Age Disputes Age Assessment.pdf [3] http://www.ilpa.org.uk/infoservice/Info sheet Age Disputes Age Assessment.pdf [4] P2 Kohli R, The Comfort of Strangers: social work practice with unaccompanied asylum-seeking children and young people in the UK, child and Family Social Work ,vol 11 2006 [5] p2 Kohli 2006 [6] p4 Crawley 2007 [7] p85 Watters 2008 [8] p84 Watters C, Refugee Children, Routlege 2008 [9] p84 Watters C, Refugee Children, Routlege 2008 [10] p179 Mitchell F, The social services response to unaccompanied children in England, Children and Family Social Work, vol 8 August 2003 [11] p132 Hayes D, Humphries B, Cohen S, Social Work, Immigration and Asylum, Jessica Kingsley Publishers 2004 [12] p22 Guidance on the Children and Young People’s Plan, DFES 2005 [13] P179 Mitchell 2003 [14] p179 Mitchell 2003 [15] Kelly A, Minors Conflict, The Guardian Jan 31 2007 http://www.guardian.co.uk/society/2007/jan/31/asylum.guardiansocietysupplement1 [16] p85 Watters 2008 [17] p711 Kohli R, The Sound of Silence: Listening to What Unaccompanied Asylum-seeking Children Say and Do Not Say, British Journal of Social Work vol 36 2006 [18] p718 Kohli 2006 [19] p14 Crawley 2007 [20] p16 Crawley 2007 [21] p43 Crawley 2007 [22] p44 Crawley 2007 [23] p47 Crawley 2007 [24] Asylum seekers and unaccompanied minors, http://www.guardian.co.uk/uk/2007/jan/05/immigration.immigrationandpublicservices [25] p612 Michie CA, Age Assessment: time for progress?Archives of Disease in Childhood, 90(6) June 2005 [26] p613 Michie 2005 [27] Childrens Legal Centre, Practice Guidelines for age assessment of young unaccompanied asylum seekers, http://www.childrenslegalcentre.com/NR/rdonlyres/BAA6E134-7810-42C1-9634-2AC500D326DE/0/PracticeNotesKarenGoodman.pdf [28]

art :: essays research papers

Beginning with the media of watercolor her senior year, Sara Dosenberry, realized her love for the world of art, creativity, and beauty. Jan Alfano, the inspiring art teacher favored watercolor, which is how Sara developed much of her technique. With her love of the all art she has realized an influence from music coming into play in some of her more current works. Another more current influence and most prominent in her works has been her past three vacations in Hawii. Displaying a very organic, realistic feel to her works, Sara enjoys potraying this through natural tropical scenes including seascapes, landscapes, and her favorite subject that appears repeatedly, palm trees. She is self expressive with her use of warm and bright colors, loose brush stroke, and realistic portrayals she is creating wonderful movement and fluidity. This provides a calmming relaxed and clean composition.   Ã‚  Ã‚  Ã‚  Ã‚  In the future, hoping to find a career restoring paintings, Sara has choosin Kendall College of Art and Design to fufill her education in this creative field. Included in her foundation classes is three dimentional design class, which Sara find to be especially enjoyable and very open to creativity, unlike most other foundation classes which are mostly teaching technique. She is allowed freedom of expression while she still maintains her organic, soft and relaxed style.   Ã‚  Ã‚  Ã‚  Ã‚  Beginning the semester with a very unique and original assignment, Sara responded using those same elements, using her very theme of palm trees. The project was a first and successful attempt to the beginning of three dimentional design. The nest objective was to create a modular form which she thought to be difficult and uncreative in terms of her exploring the projects limits. She was unsatisfied with her use of neitive space but still has learned a great deal from the project. A more current sculpture was developed with a media which was new to her, sculpey, a type of clay.

The Operations Of Standard Chartered Bank Commerce Essay

Standard chartered bank is a British bank headquartered in London with operations in more than 70 states. It operates a web of over 1,700 subdivisions and mercantile establishments ( including subordinates, associates and joint ventures ) and employs 73,000 people.Despite its British base, it has few clients in the United Kingdom and 90 % of its net incomes come from Asia, Africa, and the Middle East. It aims to supply a safe regulative span between these developing economic systems. Standard Chartered has a history of over 150 old ages in banking and operates in many of the universe ‘s fastest-growing markets with an extended planetary web of over 1,700 subdivisions ( including subordinates, associates and joint ventures ) in over 70 states in the Asia Pacific Region, South Asia, the Middle East, Africa, the United Kingdom and the Americas. As one of the universe ‘s most international Bankss, Standard Chartered employs about 73,000 people, stand foring over 125 nationalities, worldwide. This diverseness lies at the bosom of the Bank ‘s values and supports the Bank ‘s growing as the universe progressively becomes one market. The ultimate success of any organisation depends on its Human resource. This purpose makes Human resource a challenging and critical component for directors to command. Torrington and Hall ( 1987 ) define human resource direction as being â€Å" a series of activities which: foremost enable working people and their employing administrations to hold about the aims and nature of their working relationship and, secondly, ensures that the understanding is fulfilled † .The Human resource of an organisation is non merely a critical plus today but has become an of import beginning of competitory advantage in the industry. Human Resource Department at Standard Chartered bank has 3 operation units: 1 ) . Compensation and Benefits 2 ) .Recruiting and resourcing and 3 ) Training and Development. Recruitment/Resourcing unit of HR section attracts campaigners to subject application with the HR Department via several agencies. Training and Development unit performs several maps that are orientation after the employees have been selected, the section makes the employee familiar with the company history, policies, regulations and ordinances, the working topographic point and the colleagues, supervisors and sub-ordinates and developing refers to the acquisition of cognition, accomplishments, and competences as a consequence of the instruction of practical accomplishments and cognition that relate to specific utile competences. Compensation and Benefits section performs the map of finding the compensation bundles for its employees, which include, Direct Compensation includes the basic rewards and wages of employ ees and other direct hard currency inducements like fillips, increases, stock ownership and Motivation which is the activation or energization of goal-oriented behaviour. Harmonizing to assorted theories, motive may be rooted in the basic demand to minimise physical hurting and maximise pleasance.Chapter 2Information Gathering2.1 Source of information There are two major attacks to garnering information about a state of affairs, individual, job or phenomenon. Based upon these wide attacks to information assemblage, informations are categorized as: aˆ? Primary informations. aˆ? Secondary information In this study, both primary and secondary beginnings have been used. Primary beginnings are interview and observation. Primary sources- Face to confront interview and observation techniques have been followed to roll up informations. A questionnaire has been used to roll up informations. Secondary beginnings such as – Text books Thesiss Newspapers and Diaries Internet ( online information ) Own notes and experiences Academic staff and other departmental resources The work of friends and other pupils In add-on there are besides a big figure of other beginnings including studies, industry study. 2.2 Information assemblage techniques Analyze Organization one-year fiscal study This would give a just apprehension of how the section maps and place nucleus countries. Annual study is an reliable beginning of information. Document Review Bruce C. ( 1992 ) identifies several phases for papers reappraisal. Phases are job analysis, place hunt countries, program hunt articles, follow hunt method to available tools, carry out hunt and eventually reexamine. After placing job, books, diaries and cyberspace are used to acquire related papers. Search has been done by utilizing cardinal tool such as nucleus job, books name and back uping grounds. Literature Literature provided by company about future planning, roll uping new equipment, selling scheme and direction policy. 2.3 Reason of usage of such beginning of information None of the methods of informations aggregation provides 100 per cent accurate and dependable information. The quality of the information gathered is dependent upon a figure of other factors, which are described below: Books – I ) There is a big sum of text to read two ) a assortment of different sorts of related information in one topographic point Internet sites- I ) recent statistics are available two ) images related to topic A besides available Database I ) online information can be reliableA A A A A A A A A A A A A A A two ) quality information centered around a peculiar focal point Diaries i ) recent information written by experts in a field two ) studies on research done by professionals A Reports I ) have some thought about job In instance of choosing information, following factors are considered: Information quality Reliable information Credibility, Accuracy, Reasonableness, SupportChapter 3Discussion3.1 RECRUITINGRecruitment is the procedure of pulling, showing, and choosing qualified people for a occupation at an organisation or house. Standard Chartered Bank follow difference policy between external enlisting and internal enlisting. Resourcing refers to internal enlisting the Standard Chartered that is, they try to enroll campaigners for vacant occupations from within the organisation, and Recruitment refers to external enlisting, which may include fresh alumnuss or people working in other houses. The Recruiting Procedure The recruiting procedure at Standard Chartered Bank is conducted in an efficient mode. Enrolling procedure can be summarized as- Designation of Job Vacancy Job Description forwarded by sections Determination of Grade and Designation Job Posting Application received HR Department 1 ) Designation of Job Vacancy – If an employee leaves the house due to any ground, which may be surrender to travel to another house, or any other ground such as, retirement, expiration or decease, a vacancy is formed at the several section of the bank. The section carefully analyses and identifies this vacancy and the occupation description is forwarded to the HR section. 2 ) Job Description forwarded by Department- The section in which the vacancy is created, sends a complete Job Analysis Information to the HR specializers so that they can analyze the occupation right and expeditiously. Aims HR section consider when they create occupation description as follows: aˆ? To accomplish more effectual and efficient usage of employees / human resources. aˆ? To better recruit employees who possess the necessary accomplishments and competencies. aˆ? To accomplish a higher rate of satisfied and better developed employee. aˆ? To ease preparation and development programmes 3 ) Determination of class and appellation – When several sections have identified the vacancy and the occupation description has been sent to HR Department, the HR Department decides on the class and appellation of the vacancy. At this phase, HR section besides determines Personal specification of campaigners. 4 ) Job posting – Occupation advertizement has been posted in ain web site, other enrolling bureaus web sites and newspaper. 5 ) Application received by HR Department- After the occupation has been posted ; the campaigners who are interested send their application to HR Department via mail or postage. Aim of recruitment procedure: The direction of Standard Chartered finds recruitment good because, aˆ? It brings fresh endowment and cognition into the bank aˆ? It helps get the better ofing the job of employee obsolescence. Table 1: Recruitement procedureJOB ANALYSISJOB DESCRIPTION PERSON SPECIFICATION Troubles in recruiting: Competences of bing employees must be identified, defined and assessed to find future competency demands. Invalid forecasters of future public presentation Capriciousness of the future external labor market must be considered in relation to changing and updating occupation description demands.3.2TRAINING AND DEVELOPMENT:The unit of Training and Development performs several of import maps for the bank like orientation and the general Training and Development. Orientation Procedure The procedure of orientation is conducted at Standard Chartered Bank as follows- 1 ) Need finding for orientation programme 2 ) Design of orientation programme 3 ) Execution of orientation programme 4 ) Analysis of orientation programme Training Before get downing developing plan employees are asked to do Personal Development Profile ( PDP is one of the most of import employee paperss at Standard Chartered Bank. Standard Chartered Bank provides two types of training- 1 ) In house training- The In-house preparation is preferred at Standard Chartered as it is cost-efficient. Major Training Methods Used Standard Chartered chiefly uses the undermentioned preparation and development methods are: On the occupation preparation The preparation or development takes topographic point in the workplace itself. Common methods used in On the occupation training- Coaching: It is the most popular method to develop the new employees in bank. In this method of developing the supervisor of the new employee supervises the new trainee Job Rotation It is the 2nd method in which the direction rotates the new employee through different occupations so that he can understand the basic accomplishments required to execute his occupation in future Informal acquisition Lectures Computer based preparation Off the occupation preparation This means that employees will go to classs outside of the workplace normally in either a specializer larning Centre. 2 ) Outdoors training- If the trainees need developing in a specific proficient accomplishment, which the bank can non supply economically, it sends the employee to establish where they get the requited preparation. This preparation programme may be conducted in London, Dubai, or anyplace else where Standard Chartered Bank exists. In that type of preparation, the Standard Chartered employees all over the universe have a opportunity to run into each other.3.3 Motivation:MotivationA isA allA effortsA madeA byA managementA toA getA employees A toA voluntarily giveA theirA best. ItA mustA beA notedA thatA motivationA comesA fromA withinA theA employeesA himself, butA managementA mustA tryA toA developA andA encourageA thisA motive. Abraham Maslow ‘s motivational theory stated that that motive comes from run intoing employees unsatisfied demands. Below Maslows hierarchy of demands shows how he ranks each demand, which must be achieved from the underside to the top. Self realization Self esteem Social demands Safety and security Physiological demands Once a lower order demand is satisfied employees will go motivated by the chance of deriving the following higher degree. From direction point of position Maslows theory is: Employees need to be paid an equal sum so they can be provided with their physiological and safety demands. Employees need societal contact and friendly relationships with their co-workers. Employees gain esteem when chances of publicity are offered Self-actualisation. Giving employees the opportunity to go whatever they wanted e.g. foreman of the company they work for. Standard Chartered Bank follow the Maslow theory in actuating emplotees. For this why, this bank offer Employee Welfare and Benefits ( EWB ) which are mentioned below- 1. Employee Sharesave Scheme. 2. Labor insurance, national wellness insurance and group insurance. 3. Periodic wellness scrutiny. 4. Subsidy for nuptials, funeral, pregnancy leave, travel, dependent instruction and societal nine events. Particular hard currency allowances distributed on three major festivals. 5. Offer employees ( retired persons ) the option of reassigning their pension fund to â€Å" Staff Time Savings Deposit Account † for entitlement of a discriminatory involvement rate. 6. Discriminatory involvement rate for staff sedimentations. 7. Discriminatory involvement rate for staff loans. 8. Particular offers for fiscal minutess: discriminatory dealing fees, particular exchange rate and inter-bank transportation fees. 9. Particular recognition card offers ( issued by the Bank ) : no one-year fee, double reward points. Performance Management Standard Chartered Bank maintains Performance Management System which is analysed and feedback is given to employees so that they will be motivated to work more efficaciously. By transporting out public presentation assessments on employees on a regular basis, any jobs can be identified and dealt with through preparation plans. The benefits of public presentation assessment: It helps to place preparation demands It may uncover other jobs – there may be troubles with other staff Brands good communicating between employees and directors Good assessments can be actuating If dismissals need to be made so public presentation assessment records will be available to confer with. Performance assessments are carried out every six months. An appraisal interview gives the opportunity for employees to be rewarded and told that they are making a good occupation. It is a good manner of actuating employees because at their assessment interview they could acquire a wage rise or publicity.3.4 REWARDING:Reward Management is defined as the distribution of pecuniary and non pecuniary wagess to employees in an attempt to aline the involvements of the employees, the organisation and its stockholders. Compensation and Benefits section of Standard Chartered Bank trades with honoring system for employees. Compensation direction: Standard Chartered gives high importance to compensation bundles because this is the most important factor for retaining cardinal employees. Every twelvemonth it gives fillip to its employees. The sum of fillip depends on the sum of net income Standard Chartered World makes. Stock Ownerships are given as a Performance Bonuses to employees. As the bank follows Management by Objectives ( MBO ) , specific aims are set at the beginning of the twelvemonth. Management are concerned that the employee put in adequate attempt to merit the award. Sale marks are a good illustration, if the employee meets the directors demands they get a fillip ( Armstrong & A ; Murlis 2004 ) . 4 ) Comparing compensation and benefits: Standard Chartered tries to keep equity in its compensation bundlesChapter 4DecisionHuman resource direction demand to scan the universe environment and place emerging tendencies that will impact the organisation and the direction of people in this. To make this, direction ever evaluate design of Organization, analyze the work processes and recommends betterments when necessary. Human Resource direction work with those determinations and actions which concern the direction of employees at all degrees in the concern and which are related to the execution of schemes directed towards making and prolonging competitory advantag ( While Miller, 1987 ) . The HR individual contributes to the development of and the achievement of the organization-wide concern program and aims. The human resources aims are established to back up the attainment of the overall strategic concern program and aims. In instance of recruiting, choice, preparation, motive and honoring Standard Chartered Bank follow the techniques which guarantee they are suited for its employees. Standard Chartered maintain both internal and external beginning for enlisting. New employees are trained in-house preparation system, where more than one propensity manner is adopted. Every acquisition manner is different, if it is the 1 of the pragmatist, reflector, militant or theoretician. ( Honey and Mumford, 1995 ) . Base on all sorts of feedbacks, Human resource professionals help persons program and progress their callings, which keep employees more gratifying at their work and cut down the employee turnover rate. To actuate employees, public presentation assessment techniques are adopted with upward feedbacks. There are some drawbacks related to upward feedback. Subordinates could hold a bound vision and apprehension of their directors ‘ function which may ensue in an wrong feedback. Besides, the cost of mediator who is in charge of piecing and administrating the system might be another job. There is several honoring system which are the based on one-year net income and personal public presentations. In decision, cipher likes to have negative remark ; so directors should place failing of their subsidiaries and suggest proper preparation to cut down the chance of unfavourable feedback and employees turnover every bit good.Recommendation:Based on the survey, several recommendations have been made. These include: In order to successfully carry on the public presentation measuring procedure, Standard Chartered Bank should explicate effectual internal and external communicating mechanism. Compensation wagess and acknowledgment should be linked to public presentation measurings. Performance rating should be positive and non negative. HR should seek to bridge a spread between junior and senior officers so that a junior officer should come out even with his personal job. This behavior and relation among senior and junior officer act as a strong motive factor. For this intent they should set up monthly or half annual meetings to discourse the personal and organisational jobs. Employees should be given work of their ain pick in the bank. The system and processs needed to be up dated and aligned to the market needs and concentrate on easing the clients for accomplishing sustainable competitory advantage. They should appreciate the difficult working employees. Further more they should besides supply loan installations to every employee They should fix the responsibility list of every employee and should take positive stairss to cut down dissatisfaction among employees.REFFERANCEBruce, C. ( 1992 ) Developing pupils ‘ library research accomplishments. HERDSA Green Guide No. 13. HERDSA, Campbelltown, NSW, Australia Herzberg et Al ( 1993 ) Motivation to Work. 2nd edn, New York: Wiley Honey, P. & A ; Mumford, A. , 1992, The Manual of Learning Styles, P. Honey, Maidenhead, Berkshire, UK Miller, W. ( 1987 ) , Strategic Industrial Relations and Human Resource Management, Journal of Management Studies, July, pp347-361 Roger, A. ( 1983 ) : ‘Using Interviews in Personnel Selection ‘ .Recruitment Handbook, 3rd edn. Aldershot: Gower, 161-77 Torrington, D. , Hall, L. ( 1987 ) , Personnel Management: A New Approach, Prentice-Hall, London Web sites: www.standardchartered.com www.wikipedia.com/enAPPENDICSAppendix 1: Standard Chartered at a glimpse The criterion chartered Group was formed in 1969 through a amalgamation of two Bankss: The standard bank of British South Africa founded in 1863 and the hired bank of India, Australia and China, founded in 1853. It operates a web of over 1,700 subdivisions and mercantile establishments ( including subordinates, associates and joint ventures ) and employs 73,000 people. Standard chartered is listed on the London Stock Exchange and the Hong Kong Stock Exchange and is a component of the FTSE 100 Index. Its largest stockholder is Temasek Holdings. Organizational doctrine, purpose to: Attract, develop and retain endowment Make a strengths-based administration Keep a diverse and inclusive workplace Drive public presentation through increased battle Appendix 2: QuestionnaireQuestionnaire for face to confront interviewStandard Chartered BankNameaˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ . Job TitleaˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ †¦ A. Question about enlisting process 1. What is your mission statement or doctrine?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦2. What are the aims and ends of the company?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦a蠈 ‚ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦4. What are the cardinal activities of HRM section?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aË †Â ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦5. What is the Recruiting method ( s ) used? Internal External Other ( Please stipulate ) aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ 6. What are the stairss the company follow in enlisting?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aà ‹â€ Ã‚ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦7. What plans do you hold in topographic point to guarantee that the best or most suited applier is chosen?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦8. How are occupation posters do ne? Newspapers Television Internet Company web sites Combination ( Please Specify ) aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ †¦ . Other ( Please Specify ) aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ . 9. Are occupation posters developed from a current place description or recent occupation analysis?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦10. Make current place descriptions or occupation analyses identify the indispensable cognition, accomplishments, abilities, instruction, and experience needed to execute the occupation?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aË †Â ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦11. What are the choice method used by the bank?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aà ‹â€ Ã‚ ¦12. Why do you utilize more than one choice method?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦B. Questions about preparation 13. What types of preparation do you supply for new employees?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ .14. What are the methods used in preparation?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦15. Make you set up outdoor preparation? If yes, Pleas specify grounds behind it?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆ Ã‚ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦..C. Questions about Motivation 16. How long have you been employed in the company?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦17. How do you experience out about the occupation?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆ  ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦..18. Make you believe that you are being adequately compensated?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦19. What types of benefits company offers for employees?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦20. Make you transport out public presentation assessment method? If yes, delight stipulate ground behind it?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦a蠈 ‚ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦..D. Questions about honoring 21.Are the bank rewarded employees for a good occupation?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ .22. What are the policies about honoring?aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ .23.Please reference types of compensation system of this bank?aË⠀ Ã‚ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦a ˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦

The Rise of Christianity in the Roman Empire Essay

The story of Christianity’s rise to prominence is a remarkable one but also blurry one. As far as historical fact about the beginnings of Christianity that is. Many scholars point to the time around 4 BC as the most likely period for Christ’s birth, but that is also uncertain. Likewise the year of his death is not historically accurate or clearly established. It is thought to have taken place sometime around Ad 26 through AD 36. Christianity as a religion faced many years of persecution and punishments, sometimes even death. But, over the course of a few hundred years, despite all of this, the small persecuted religion of Christianity rose to become the dominant religion of the Roman Empire (Adler). Based off of historical texts Jesus of Nazareth was a very easy going laid back religious teacher and later a Jewish leader. Raised the earthly son of a carpenter, he did not come from high class society(Rise). He was just a normal, religious boy from next door to those who knew him growing up. It was only later that the Christians began to believe he was the Messiah, which is the human personification of God. Although there is little historical text about his early life more is known about his later years during his time as Messiah. He was clearly not one of the Jewish zealots who sought to overthrow and push out Roman rule in the land but, the Roman rulers did see him as a threat to security. It is known that Jesus did denounce the priests that Rome had appointed in charge of the religious sites of the Palestine(Lunn). This denouncement could have been perceived as an indirect threat to Roman rule by Jesus. This threat coupled with the fact that he was becoming known as the â€Å"King of the Jews† is why he was condemned and sentenced to death. The Roman leaders saw his death sentence as the closing of a chapter on a minor problem before it became a major nuisance and came back to bite them in the behinds. Therefore, it can be concluded that the crucifixion of Jesus of Nazareth was nothing more than a political decision based on political motivations(Paulgaard). Whatever the importance his death was to the Roman leaders is went hardly noticed by Roman historians. To them his death was no more important than a street beggars. It can be assumed that the Roman leaders who agreed to his crucifixion  thought that his teachings would die along with him or shortly thereafter(Lunn). They must have been furious when his very loyal and determined followers didn’t allow that to happen. One of their own Roman citizens, Paul (known as Saint Paul) proved to be the most effective in caring on spreading the word of God the way Jesus himself did. He was a devout follower of Jesus and believed that if Jesus was willing to die for the sins of mankind and for his beliefs then it all must be true. Saint Paul became well known for his missionary trips that took him from Palestine into the Roman Empire (Syria, Turkey, Greece, and Italy). He carried only his teachings of Jesus new religion with him and spread the word to the non-Jews(Lunn). Up to this point in history Christianity was only known as a small Jewish Sect. It was Paul who took this new religion and the story of Jesus the Messiah to the masses. Most of the biblical scriptures of the new testament were written after the death of Jesus so there would have been very few available to him to use. The actual outlines of his new religion of that day is relatively unknown so Paul’s teachings and preaching would have been on the general ideas of Jesus and his ideas of Christianity such as the firsthand knowledge Jesus said he had of his holy father being the one and only God. It was Christianity’s insistence of one all-knowing and all-powerful God and others teachings like it that led to the Roman’s feeling threatened. Roman authorities waited for quite some time before deciding how to best approach and deal with this new religion. In the mean time, Paul and others like him were picking up so many followers so fast that the Roman leaders began to think of Christianity as a cult(Paulgaard). The Roman Empire had for so long kept it guaranteed religious peace due to the principles of religious toleration most of all Christianity was in direct defiance of the â€Å"official state religion of the empire.† To top it all of Christians refused to perform Caesar worship, which was required of all citizens of the Roman Empire, and this more than anything else proved of the Christians disloyalty to their Roman rulers. Finally, in AD 64 Roman authorities got an answer to the question of what to with the followers of Jesus and Christianity ,when Nero’s bloody repression led to the persecution of the Christians(Rise). This repression ,though rash and short lived, was a significant historical  event. After the repression and upon learning of the Christians refusal to perform Cesar worship, the Roman emperor Domitian sent investigators to Galilee to questions the family of Jesus. They released all they questioned without charging them but just the fact that the Roman Emperor had taken interest in this small Jewish sect proved that Christianity was no longer merely just a small Jewish sect but a force to be reckoned with. It was towards the end of the 1st century that Christians finally severed all ties with Judaism and established themselves as their own religion(World). They were Christians and they were independent of all other religions. After the separation Roman authorities no longer had them on radar. They didn’t know who Christians were independent from Judaism. The fact that Christianity was now unknown to the Roman Empire led to all kinds of rumors about this new sect. There were all kinds of rumors that Christians were performing all kinds of secret rituals such as child sacrifice, incest and even cannibalism. This led to major bad publicity ,so to speak, for Christians. During the 2nd century AD Christians were once again persecuted for their beliefs. The biggest reason this time was because Christianity did not allow their members to give the statutory reverence to the images of the gods and of the emperor. Their gatherings then became considered a civil disobedience and a transgression against the edict of Trajan. The edict of Trajan forbade meetings of secret societies and since the roman authorities considered Christianity a cult, that was a secret society(Lunn). The next serious persecutions were those under the rule of Marcus Aurelius. This period defined the Christians understanding of martyrdom. Following a period of widespread toleration of the Christians by the roman authorities after the persecution by Marcus Aurelis, Diocletian enacted what was to become the greatest persecution of Christians under Roman rule. He and Caesar Galerius launched a purge against the sect. They saw the Christians as becoming far too powerful and so in turn to dangerous. AD 312 marked the beginning of a new era in the history of Christianity under Roman rule. Emperor Constantine had a vision of the sign of Christ in a dream on the eve of a battle with his rival emperor Maxentius. The vision told him that he was to have the symbol inscribed on his helmet so he did.  He also ordered all of his bodyguard to paint in on their shields. After his victory in battle he declared that he owed his victory to the God of Christians. Constantine already had a tolerant attitude of the Christians that he had gotten from his father but before that night he had never indicated that he would be on their side(Paulgaard). His vision changed the fate of Christianity for good. Constantine secured religious toleration towards Christians all over the empire. It was in AD 324 that he defeated his last rival emperor and his final religious restraint disappeared that he became the first Christian emperor that ruled over the entire empire. He saw to the construction of many gr eat churches and great monuments to Christianity. He also became openly hostile toward the pagans and sought out to confiscate their treasures. The items confiscated were later given to the Christian Churches. Citizens of the Roman empire never really were even given time to work into Christianity, they were just kind of shocked into it by Constantine saying I am ruler and what I say goes. Following Constantine as ruler was Julian. When he took the throne he immediately renounced Christianity but could do little to change it as Christianity by then dominated the religious make-up of the empire. After years of trying to establish what was and was not part of the Christian religion in was the emperor Theodosius in AD 380 that took the final step and made Christianity the official religion of the state(Lunn). There were ups and downs for Christianity in the Roman Empire following the decision to make it the official religion, but no matter who argued against it, the fact was that Christianity was there to stay. The road for Christianity from a small Jewish sect to the official religion of the Roman Empire was a long and deadly one paved with the loves of many a Christian, starting with the life of Jesus of Nazareth. Jesus start out with the goal of spreading the news that there was only one God and that he was a loving, forgiving, and faithful God. Roman authorities from first learning of Christianity, sought to destroy it. They wanted no part of a cult that didn’t bend to their will because they could not control them. Many Roman’s thought that by threatening and then following through with killing Christians, they would renounce their faith in their God. But, they didn’t. It took a very long time and many, many deaths and persecutions for one  Roman emperor to stand on the side of the Christians. Had it not been for Constantine and his vision, Chrisitanity may not have gotten to where it is today. It is not only to official Roman Empire’s religion it has beco me the most well known and most practiced religion among the western world to date. And it all leads back to one man who died on the cross for my sins. Bibliography 1. Adler, Philip J., Pouwels, Randall L. World Cvilizations. 6th ed. copyright 2012,2008 Wadsworth, Cengage Learning. pgs 138-142 2. The Rise of Christianity. Purdue Online. Purdue.Edu.com April 22,2014 3. Lunn-Rockliffe, Dr. Sophie. Christianity and the Roman Empire. BBC History Ancient History in depth. pub.2011-02-17. Online. April 24,2014. 4. Paulgaard, James. The Expansion of Christianity in the Roman Empire. University of Saskatcewan.1 April 1999. Worldpress.com April 22, 2014.

Starting a Job Search Do These 8 Things First

Starting a Job Search Do These 8 Things First After the economic downturn in 2010 and 2011, the unemployment rate in the United States fell from over 9 percent to less than 6 percent, according to the Bureau of Labor Statistics. However, plenty of people still experience lay-offs, RIFs, and other situations that lead to job loss. When you find yourself without a source of income, start your job search on a positive note with these eight essential steps. 1. Set a ScheduleApproach job hunting with the same organization you bring to your work.Job searchers often start strong, then slack off after a few months of disappointing results. According to the Bloomberg View, the average time spent on job searching drops by 30 minutes per day after 12 weeks.Create daily goals for yourself that might include scouring job advertisements, sending out resumes, or networking with associates. Vary your activities from day to day so the search doesn’t become monotonous, but keep a set schedule to maintain your momentum.2. Revise Your Resume Update employment dates, job descriptions, and other details on your resume to ensure it inspires a favorable impression. Use action words whenever possible to demonstrate your work ethic and your experience.However, resist the urge to exaggerate on your resume. Forbes reports that 40 percent of human resource professionals have increased their fact-checking efforts to weed out candidates who stretch the truth.3. Request a ReferenceSend your former employer an email to ask about references. You don’t want a boilerplate reference letter from your old boss, but inquire about future requests.Simply state that you might want to provide his or her contact information to a prospective employer. Ask how he or she would prefer to handle it. For example, some bosses would rather field phone calls, while others would prefer to type up a reference letter.4. Practice Your PoiseIf you’ve enjoyed the same job for the last 10 years, brush up on your interview skills. Ask a trusted fr iend or family member to play the part of the interviewer for a mock meeting.Practice maintaining eye contact, asking intuitive questions, and responding eloquently to difficult questions. Role playing not only improves your communication skills, but it also reduces your anxiety about the real thing.5. Approach Your AcquaintancesMine your network of past colleagues, superiors, and associates. Reach out via email, phone call, or text to ask them about their lives or to invite them to connect with you via social media.Your existing contacts offer a wealth of opportunities. Employers never advertise between 70 and 80 percent of available jobs, according to NPR, so you might receive a referral to a position you never would have known existed.6. Investigate the IndustryDon’t rely on existing knowledge to fuel your job search. Instead, research the industries in which you hope to work to learn about improvements, advancements, and changes. Use this knowledge to impress potential em ployers with your expertise.7. Broadcast Your BrandJust like major corporations, job seekers need to brand themselves. Find your unique selling proposition, then make it known through correspondence with potential employers. What do you bring to the table that makes you more attractive than the next resume-wielding job hunter?8. Secure the Right SuppliesAlways print your resume on high-quality paper if you deliver it in person. You might want a day planner or notebook in which to organize the details of your job search or an app for your phone that alerts you to scheduled meetings and interviews.

Hillary clinton essays

Hillary clinton essays With strength, courage, confidence, and determination you can be anything you want to be. Though u may go through many obstacles before you get to the place you would like to be, you can get there eventually as long as you dont give up. Donnie Radcliffe wrote a biography on Hillary Clintons life and about the struggles Hillary went through to get where she is today. Determination was primarily the key to her success. Many people doubted Hillarys abilities just because she was a woman but that never discouraged her. Donnie Radcliffe focuses on the events that impacted Hillarys life the most and the choices she had to make in her life. Hillary Diane Rodham was born in Chicago, Illinois, on October 26, 1947, daughter of Hugh and Dorothy Rodham. She and her two younger brothers grew up in Park Ridge, Illinois, as a very close family. She was an excellent student, a Girl Scout, and a member of the local Methodist youth group. Hillary also enjoyed sports and was always interested in politics. She entered Wellesley College in 1965. As an undergraduate at Wellesley College, Hillary mixed academic excellence with school government. Speaking at graduation, she said, "The challenge now is to practice politics as the art of making what appears to be impossible, possible." Graduating with high honors, she moved on to Yale Law School, where she served on the Board of Editors of the Yale Review of Law and Social Action. She interned with children's advocate Marian Wright Edelman, and there, she met Bil l Clinton. The President often recalls how they met in the library when she confronted him and said, "If you're going to keep staring at me, I might as well introduce myself." The two soon became inseparable, partners in court, political campaigns, and matters of the heart. While at Yale, Hillary developed her special concern for protecting the best interests of children and their families. After graduation, Hillary advis...

Analysis Of Radicalisation And Extremism Criminology Essay

Analysis Of Radicalisation And Extremism Criminology Essay Radicalisation is a complex term which has different meanings and can be used in different contexts. To be radicalised does not necessarily mean that one has to resort to violence or terrorism. It is not a synonym to extreme religious teachings or activities either. Radicalism can be intolerant behaviour or intolerance towards the views of other people. It can be intolerance towards homosexuality, ethnicity, race, colour, religion. Being radical can be intolerance towards the western culture or Asian immigrants living in Britain as well. The US Southern Baptists do not recognise homosexuality as a valid alternative lifestyle (Kahn, 2006). The army of God, a Christian extremist group in the US murders doctors who practice abortion (Gray, 2007). A former Dutch immigration minister sought to deny asylum to lesbian, gay, bisexual and transgender Iranians, threatening to deport them back to Iran which imposes a death penalty on homosexual conduct (Human Rights Watch, 2007). Do the above examples not illustrate radical and extremist behaviour? Therefore Radicalisation can vary from having extreme views about something to intolerant behaviour towards certain people, to violent radicalisation which has severe consequences. For the purpose of this research we shall look into extremist radicalisation or violent radicalisation with religious or political aims. According to Precht (2007), â€Å"Radicalisation is a process of adopting an extremist belief system and the willingness to use, support, or facilitate violence and fear as a method of effecting changes in society†. In this definition we can see that a person is radicalised when they adopt an extremist belief system and perceive society as defective and aim to change it through non-violent or violent ways. There is a very fine line between extremism and radicalisation. According to Archbishop Desmond Tutu â€Å"extremism is when you do not allow for a different point of view; when you hold your own views as being quite exclusive; when you don’t allow for the possibility of difference† (Tutu, 2006). One could argue that there is nothing wrong with extremism or radicalisation, as it does not necessarily lead to violence but on the other hand the very fine line can easily be crossed over. However when extremism starts to have a political end, for example to force governments to the table of negotiation or to changes in policy it then converges into radicalisation (Davies, 2008). And when the willingness to use violence for a political or religious change combines with this radicalisation it can lead to terrorism. Radicalisation is a process where an individual adopts extreme political or religious ideas and goals, becoming convinced that the attainment of these goals justifies extreme methods (Ongering, 2007). In the context of this research we shall look into Islamist radicalisation or violent Islamism. Before we look into the literature we should not confuse the terms Isla m and Islamist. Islam is a religion and the follower of this religion is known as a Muslim not an Islamist. Islamist or Islamism is a term coined by the West to differentiate between Islam the faith or religion and Islamism as the ideology or political Islam.

Support an Issue Assignment Example | Topics and Well Written Essays - 1250 words

Support an Issue - Assignment Example Moreover, I will also demonstrate how technology eases learning processes in the classrooms. There is need for technology to be integrated the K-12 education system to facilitate a higher order capacity of thinking such as both critical and independent thoughts and the improved level of motivation in learning. This paper summarizes the intensive contribution of technology in the sector of education amongst schools in the United States of America. Introduction Over the last two decades, the education sector has experienced quick advancements in technology. Looking back 30 years ago, application of computers in the classroom was not a common phenomenon let alone in homes. A student harboring a thought of using common text editors like word processor was the weirdest thing ever in recent times. Today, students have been in cooperated into the digital world making the education system to be interesting and informative (Goldin, & Katz, 2008). According to sources, digital world is the con temporary world whereby people employ technology in day to day activities to achieve set objectives. In banking industry for instance, computer program application has been employed to facilitate transactions, processing of cheques and general management of braches through the distributed system platform. Consequently, learning institutions have realized that technology contributes highly on academic success and it also eases delivery of academic knowledge to students. Technology is beneficial in schools since it serves the need of disabled learners, remote areas and also facilitates e-learning curriculum (Goldin, & Katz, 2008). Computers have stimulated activities In learning by assisting the students to develop high thinking capacity. Historically, technological deployment has been linked correlated between inventions and communication with the advancement in the K-12 system of education. E -learning at all level of education is rated among the latest technological advancement in contemporary world with benefit both teachers and learners. Recent applications in the education system a growing populace of learners through the internet have posed to be quite a challenge to teachers because they have to adapt to the ever changing technology. Computers have an in cooperated unique ability to enable class multimedia presentation and also enhance instructor-student communication through online instruction format. Scholars show optimism that the rapid advancement in technology will enhance quality education delivery in years to come ((Goldin, & Katz, 2008).). Positive effect on academic excellence Academic success is traditionally measured in terms of achieving good grades among students in learning institutions. Since the bill of â€Å"No child left behind† enactment in The United States of America, teachers have a moral obligation of ensuring that student from all walks of lives excel in their academic work. Technology plays a fundamental role in enabling s uccess and facilitating learning. According to researchers conducted recently, computer simulation and Instructional Leaning systems (ILS) facilitate issuing of instruction by educators to students (Goldin, & Katz, 2008). A recent by Stamford IT research center reported that learners whose educators employ technology attain higher grades as compared to those

The History of Australian Mining Assignment Example | Topics and Well Written Essays - 1500 words

The History of Australian Mining - Assignment Example Even in those early years trading routes were established which crisscrossed the country. The people also used coal for cooking and heating and it is mentioned in the dream stories of the Awabakal people who lived in the area of modern Newcastle. Modern day mining though began following the arrival of European settlers on the east coast seaboard in 1788. In the early days of the new colony Hawkesbury sandstone was quarried and shaped of use in early buildings at Sydney Cove. The incomers soon spread and the first discovery of coal occurred near Newcastle area in 1791, due to the activities of runaway convicts, including William Bryant. This discovery led to further investigations of possible sources and within a few years coal was being mined in several areas both north and South of Sydney. At first ship owners only collected coal from the surface at New castle. This they then shipped from 1798 onwards to the larger community at Sydney. The following year enough coal was available to allow its export to India. Half a century later in April 1851 gold was found by gold was made by John Lister and William Tom at Ophir, in central New South Wales. An associate of theirs Edward Hargraves, showed their gold to the then Colonial Secretary. It was Hargraves who claimed the reward of  £5000 for its discovery . Lister, Tom and the Rev. W.B. Clarke received only  £500 each. It seems however, according to recently discovered correspondence that the government had already acknowledged that there was gold to be found at Ophir.

The history of winter olympic games Term Paper Example | Topics and Well Written Essays - 250 words

The history of winter olympic games - Term Paper Example In 1924, winter Olympic Games occurred for the first time under the name â€Å"International Winter Sports Week.† It was a great success and the first winter games in history. Summer and winter games occurred simultaneously since 1924 until 1936. Both editions faced cancellation after the Second World War and the games began to participate in different countries (Karamichas, 1975). In 1986, there was a separation of summer competitions from the winter holidays. Since then, the winter games have gathered sports every four years from all over the world. In 1998, winter Olympics occurred in Japan with 72 countries participating and more than 2000 participants. The 19th winter Olympics took place in Lake City, USA in 2002. The last winter Olympics took place in Sochi, Russia in 2014 with an epic ceremony with music and dance. http://mylibrary.qu.edu.qa/availlim/search~S4?/Xolympic+games&searchscope=4&SORT=DZ/Xolympic+games&searchscope=4&SORT=DZ&extended=0&SUBKEY=olympic+games/1%2C28%2C28%2CB/frameset&FF=Xolympic+games&searchscope=4&SORT=DZ%2C6%2CTop of FormBottom of

Radisson hotels and resorts Essay Example | Topics and Well Written Essays - 1000 words

Radisson hotels and resorts - Essay Example Accounting plays a very crucial and essential role in every trade, business and institution. A lot of people is under the assumption that accounting is similar to book-keeping, but in actual sense, book-keeping is just a subset of accounting. So, what is accountingAccounting is a system that provides quantitative information about finances. ("The Free Dictionary" by Farlex). Accounting covers a wide range of tasks from updating and maintaining of accounting records; recording of business transactions; accounts balancing and reconciliation; accounts reporting amongst others. An accounting system is in short, an information system that facilitates the process of accounting: bookkeeping (recording), classification, reporting and interpretation of business transactions.In the conventional form of accounting (manual accounting), multiple books are being kept for different tasks/different accounts and this resulted in data duplication. As with data duplication: increased data means increas ed possibilities of errors; updates to data has to be ensured that all the matching records are updated- otherwise it will result in data being out of synchronisation. Manual accounting is a very labour intensive and time consuming process.However, the modern day technology has brought about various accounting systems that optimise the accounting process, resulting in greater efficiency and increased effectiveness. The automated accounting systems also promote a higher level of accuracy and tighter security. This paper is written based on the implementation of SAGE ACCPAC accounting system by the Radisson Hotels and Resorts. Brief Overview: Radisson Hotels and Resorts (Carlson Hospitality Worldwide) Radisson Hotels and Resorts operates, manages and franchises over 430 hotels and resorts, in 59 countries. It is part of Carlson Hospitality Worldwide whose parent is Carlson Companies, Inc., one of the largest privately owned corporations in the United States. As their hotels and resorts were using a wide variety of accounting systems, it resulted in reduced efficiency and higher operational cost. It was also more time consuming and staff intensive to consolidate the financial data from the different systems. These prompted Radisson to sought for a better solution to integrate their financial systems. (ACCPAC International Inc, 2002) SAGE ACCPAC ERP (formerly known as ACCPAC Advantage Series ) Sage ACCPAC ERP is a sophisticated, robust accounting and operations system. Radisson opted to implement the Sage ACCPAC with ACCPAC online. The ACCPAC Online provides the same power and flexibility as SAGE ACCPAC, and has an additional benefit: complete accessibility to the accounting system through a standard web browser. Because Sage ACCPAC ERP is very robust, its capability can be extended to be more than just an accounting system. Sage ACCPAC has built their software solution in a modular design, which means, customers can 'mix and match' the modules to fit to their needs. Radisson's customised solution is a combination of the following Sage ACCPAC modules: General Ledger Accounts Payable Accounts Receivable Inventory Control Module Purchase Orders Module Payroll Module General Ledger Module The General Ledger module is the main module (foundation) of any accounting system, and therefore, understanding the capability of this module is the most important. This ACCPAC General Ledger module fully integrates with the other ACCPAC advantage Series modules. It offers a flexible account structure, and budgeting capabilities. It is also used to generate financial reports, and provides the ability to drill down to originating transaction in other modules such as Accounts Receivable and Accounts Payable. Accounts Payable Module The Accounts Payable module provides a set of accounting and reporting features to manage the detailed information such as vendor record, transaction processing, flexible cash disbursement and full check reconciliation. The database is designed in a way where user can access