Free Enterprise and the Role of Government in America

Americans often disagree about the appropriate role of government in the economy. This is demonstrated by the sometimes inconsistent approach to regulatory policy throughout American history. As  Christoper Conte and Albert Karr point out in their volume, Outline of the U.S. Economy, the American commitment to free markets continually endured since the dawn of the 21-century, even as  Americas capitalist  economy  remained a work in progress. History of Large Government The American belief in free enterprise does not and has not precluded a major role for government. Many times, Americans have depended on the government to break up or regulate companies that appeared to be developing so much power that they could defy market forces. In general, government grew larger and intervened more aggressively in the economy from the 1930s until the 1970s.   Citizens rely on the government to address matters the private economy overlooks in sectors ranging from education to protecting the environment. Despite their advocacy of market principles, Americans have used government at times in history to nurture new industries or even to protect American companies from competition. Shift Towards Less Government Intervention But economic hardships in the 1960s and 1970s left Americans skeptical about the ability of government to address many social and economic issues. Major social programs (including Social Security and Medicare, which, respectively, provide retirement income and health insurance for the elderly) survived this period of reconsideration. But the overall growth of the federal government slowed in the 1980s. A Flexible Service Economy The pragmatism and flexibility of Americans have resulted in an unusually dynamic economy. Change has been a constant in American economic history. As a result, the once agrarian country is far more urban today than it was 100, or even 50, years ago. Services have become increasingly important relative to traditional manufacturing. In some industries, mass production has given way to more specialized production that emphasizes product diversity and customization. Large corporations have merged, split up and reorganized in numerous ways. New industries and companies that did not exist at the midpoint of the 20th-century now play a major role in the nations economic life. Employers are becoming less paternalistic, and employees are expected to be more self-reliant. Increasingly, government and business leaders emphasize the importance of developing a highly skilled and flexible workforce in order to ensure the countrys future economic success.

Funny Monologues for Men by Wade Bradford - List

Finance A Successful Entrepreneur - 1286 Words

The definition of finance is rather complex but Merriam Webster seems to provide the most comprehensive explanation, stating, â€Å"the management of revenues; the conduct or transaction of money matters generally, especially those affecting the public, as in the fields of banking and investment† (Merriam Webster). The management of revenues is essentially the core of what separates the jobs of finance majors, compared to other business-related majors such as accounting and economics. While accountants identify where the money comes from, the finance people identify how to best use that money. While economic majors study how to grow the entire economy of a country, finance majors study how to value a company. The reason behind my decision to pursue a major in finance is because I want to study how to manage money in a company and the role companies play in affecting the banking system. Also, I am convinced that majoring in finance is one of the most effective and efficient way s in becoming a successful entrepreneur. As a finance major, I can only study; as a successful entrepreneur, I will be equipped with the resources to improve the lives of hundreds if not thousands of people. According to Techtarget.com, †Silicon Valley continues to be one of the country s leading regions for high-tech innovation and development, accounting for about one-third of all venture capital investment in the United States† (Rouse). Based on this statement, readers would think that the residentsShow MoreRelatedEducation And Study At Universities1414 Words   |  6 PagesHowever, what about for entrepreneurs? People who don’t want to work in a steady paid job, but who wants to be their own boss. Do entrepreneurs need to study for a University degree? Would, in the course of studying a degree, increase the chance of becoming a successful entrepreneur? 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They are role models for kids, they are perceived as being honest, bright, hard-working and successful. People want to be entrepreneurs; policymakers are busy trying to find, encourage and grow entrepreneurs because of their positive effect on jobs and productivity. Greg Watson (2011) writes, â€Å"The entrepreneurial mind thrives in environments of uncertainty, diversity of culture, talent and opportunity. These threeRead MoreStarting A Business Is A Difficult Task For Anyone, Despite Their Age856 Words   |  4 Pagestheir demographic. Many of the most prominent business people in our society today started off as entrepreneurs at varying ages. Being an entrepreneur is not confined to a single age, however, some ages are more successful than others. When the term entrepreneur comes to mind one usually will picture a Bill Gates or Steve Jobs type, never a child or even a teenager. However, the number of child entrepreneurs is growing everyday. Around 77 percent of students say they want to be their own boss, and 45Read MoreAttributes Of Becoming An Entrepreneur Essay1366 Words   |  6 PagesEntrepreneurs are innovative pioneers who venture opportunities and create new market at home and aboard (Frederick, O Connor, Kuratko, 2013). Attributes help becoming an entrepreneur: Becoming an entrepreneur requires more than just a creative idea. All entrepreneurs share commonalities in their attributes, abilities and qualities that empower them to beat the chances and pursue their objectives (Frederick, O Connor, Kuratko, 2013). As I would believe, the three potential factors help becomingRead MoreEntrepreneurial Skills and the Entrepreneurial Instinct 1387 Words   |  6 Pagesit cannot be denied that entrepreneurs are all ultimately unique in some way empirical evidence suggests that they all do share some common characteristics and skills, some of which can be taught (Colette, et al., 2005). This essay attempts to define those characteristics and skills that enable entrepreneurs to realise the business potential in their ideas. In addition it explores the difficulties entrepreneurs may come up against along the way towards having a successful business venture. MeredithRead MorePersonal, Value, And Personal And Career Values969 Words   |  4 Pagesno one is judging you and you really need to know yourself very well if you wish to be successful. These exercises will help you: 1. Identify your personal value system 2. Identify your work values 3. Identify the importance of personality 4. Determine your personality profile What kind of business person are you? Every successful business owner plays at least three roles; technician, manager and entrepreneur. The technician is an expert in the particular business and how it operates. The managerRead MoreUttar Pradesh and Tamil Nadu: A Comparative Study in Micro-Finance1699 Words   |  7 PagesStudies analyzing the Micro Financing in India- Micro finance has been a field which has attracted a lot of research work. A review of the major research works of economists and sociologists provide us with interesting insights on issues related to microfinance. Seibel and Parhusib (1990) in their study mentioned that expansion of credit coverage through state interventions approach was largely based on the premise that rural micro entrepreneur are unable to organize themselves. Thus they would needRead MoreMilan Faylu, A And Founder Of Eben Naturals Essay844 Words   |  4 Pagesan excellent product that is targeted specifically for them, agrees with the principles of The Monk and the Riddle in how passion is a substantial component of transforming an idea into a venture. 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Ambiguity, Stories and Emotion - 1433 Words

â€Å"All of us, I suspect, can imagine beholding things we ought not to have beheld. All of us can understand such pain† (O’Brien 4). Pain is universal but it is difficult to describe pain to someone who hasn’t experienced it in the way you have. Events affect people differently and without stories it would not be possible to even try and comprehend the pain of others. How a story is told changes the emotional response of the audience and with that their understanding of the events. Tim O’Brien explores the necessity of ambiguity between fact and fiction in order to create a visceral response to war in his short story â€Å"How To Tell A True War Story† which is a chapter in the novel The Things They Carried. O’Brien is able to examine this more†¦show more content†¦Irony is also used in one of the stories depicted in this chapter; when Kurt Lemon dies â€Å"Dave Jensen [sings] â€Å"Lemon Tree† as [they] threw down the parts† (O’Brien 79) of Lemon’s body from a tree. This ironic situation is very upsetting rather than amusing but it is useful in maki ng the reader question if that really happened because it is such an inconceivable and almost offensive moment. If it did in fact happen, then it can be seen as the soldier’s coping mechanism, whereas; if it did not occur, the narrator specifically used this to invoke an emotional response in the reader. Both the title and the singing of â€Å"Lemon Tree† are incredibly ironic which makes it ambiguous as to whether it is real or invented. Nature is arguable the most real and natural thing on earth and can create a sense of truth when it is mentioned in a story because it is universally seen as pure and real. In â€Å"How To Tell A True War Story† there is a nature motif, which adds to the realism of the stories being told. The motif adds to the imagery of the stories and makes it easier for the reader to visualize them make them easier to believe. However, the continual description of nature and the questionable portrayals of it, â€Å"The trees talk politics, the monkeys talk religion† (O’Brien 71), can also make the stories incredibly difficult to believe. At some points the overShow MoreRelatedIntrospection in How to Tell a True War Story, and Into the Wild1494 Words   |  6 PagesTrue War Story† Tim O’Brien expresses his thoughts about the true war story and how the war story is changed according to the person who tells it. Jon Krakauer illustrates Chris McCandless’s jou rney into the Alaskan wilderness and reasons for McCandless’s gruesome death in an isolated place, in his book â€Å"Into the Wild.† O’Brien relates introspection and a soldier’s war story by saying that the war story portrays the feelings of a soldier. 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Bowens focuses on the atmosphere to create a disturbing ambiguity leading to many interpretations to what seems like a simple ghost story; the reader wonders if the ghost is a supernaturalRead MoreAnalysis Of The Story Girl By Jamaica Kincaid1608 Words   |  7 Pages202-Section 01 Final Exam December 16, 2015 1.Look at two or three of the stories that do not use â€Å"traditional† narrative structure and explore how the telling of the story requires the audience to create meaning and details—then,note how this open- endedness affects what readers may take from the texts The stories I examined that do not correlate with the traditional narrative structure are â€Å"Girl† and â€Å"Happy Endings.† Each story is written in a different narrative structure when compared with theRead MoreGeorge Orwell s Jerusalem s Lot And Children Of The Corn1546 Words   |  7 Pagespresent in his horrific stories. His chaotic childhood with economic struggles and estranged family transferred into his stories as well. (Discussion) The overbearing chaos and horror within his stories â€Å"Jerusalem’s Lot†and â€Å"Children of the Corn† originates from King’s personal experiences as described in On Writing. (Thesis) The unresolved conflicts of his stories resemble the problems in his childhood that were never fixed. He doesn’t skimp on pain and chaos in his stories as life didn’t hide painRead MoreIn The Study Finding Meaning In Art: Preferred Levels Of1345 Words   |  6 PagesIn the study finding meaning in a rt: preferred levels of ambiguity in art appreciation, researchers Martina Jakesch and Helmut Leder of the university of Vienna, Austria conducted an experiment with the intentions to discover which factor was most impactful on a participant’s interest and liking of a painting (levels of ambiguity). The factors involved were: how much information was given about each painting, how much information was true about that particular painting, or how much information aboutRead MoreThe Things They Carried By Tim O Brien994 Words   |  4 Pagestoo difficult to live in the present while constantly thinking about the past and because of this are unable to move on. These can be burdens that they have been carrying for a long time or even recently. In the short story, â€Å"The Things They Carried,†Tim O’Brien uses symbolism, ambiguity, and a non-linear narrative structure to illustrate emotional burdens. The concept of symbolism is used by O’Brien to portray the different emotional burdens the soldiers are feeling. These symbols are mainly itemsRead MoreThe Effect of Dual Narration by Michael Frayn on the Readers Understanding of the Text730 Words   |  3 Pages because Frayn has written the Novel in such a way that Frayn can expose emotions and feelings. He uses dual narration to bring out ideas and personal reflections using an adult Stephen and a younger Stephen. This dual narration is very effective, it conveys the thoughts of both adult Stephen and younger Stephen. Firstly, the novel begins (chapter one) with adult Stephen narrating the story, ‘adult’ Stephen begins by recalling a scent which he brings him about as heRead MoreCompare And Contrast Bergson And Davis Theories1743 Words   |  7 Pagestheory has three elements that he believes constitute why we laugh and claims, â€Å"†¦the mechanical encrusted upon the living,† promotes laughter (Bergson 10). While Davis’s theory is concerned with the foundation of laughter with incongruities and ambiguities. As well the audience, who finds something funny, instead of the object that is funny. Bergson’s theory begins with three fundamental observations regarding laughter. The first observation is, â€Å"†¦the comic does not exist outside the pale of whatRead MoreMoral Ambiguity in The Stranger Essay727 Words   |  3 Pagesevil behavior, in the context of the story. He could easily been seen as disrespectful and seditious toward his mother and the established procedures of mourning, which seem to be fairly definite at that era in France. However, this evil mold can easily be shaken if one considers that Meursault may be more shaken than anyone else present at the funeral. Considering the other events in the novel, it seems as though he does not have a large capacity for emotion. Based on this, it is not unreasonableRead MoreThe Tell Tale Heart By Edgar Allen Poe1427 Words   |  6 PagesMeghan Amorim ENWR 106:29 Professor Ghoshal 27 September 2015 The Tell Tale Heart In â€Å"The Tell Tale Heart†, by Edgar Allen Poe, the reader is presented with the short story of a madman who narrates his murder of an old man because, â€Å"he had the eye of a vulture --a pale blue eye, with a film over it† (Poe 105). The narrator has thought thoroughly about his plan to murder this old man, and the murderer then stashes his body underneath the floorboards. Eventually, his guilt overcomes him and he starts

Managing Diversity and Equal Opportunity

Question: Identify and evaluate the behavioural context of inequality and discrimination, device organisational policies to promote equality of opportunity amongst different groups of workers and analise and evaluate the role and limits of keys aspects of legislation as they relate to the management of diversity? Answer: Introduction Workplace diversity and equal opportunities have become the most frequently discussed topics in management circles. According to Mackie et al. (2014), differentiation in gender, race, ethnicity, disability, religion, sexuality, class and age ensures workplace diversity. Implementing diversity through change management is always a critical decision for any organization. According to Oswick and Noon (2014), diversity helps an organization to create better ideas through unique experiences. It provides an enriching experience to the employees and always allows them to press hard to achieve their goals. However, according to Janssens and Zanoni (2014), workplace diversity has several disadvantages such as creating uncomfortable workplace and increased hostility. On the other hand, equal opportunity is an idea that is used to remove workplace discrimination based on race, gender, religion, nationality and other individual characteristics. Several programs are used in an organization to inf luence equal opportunity atworkplace (Gedalof 2013). Techniques such as identifying barriers to discrimination, increasing workplace diversity by allowing factors like ethnicity, race and gender, finding out hidden biases in organizational processes such recruitment, hiring, promotion, increments and compensation practices. These techniques are solely responsible for ensuring equal opportunity in an organization. Diversity and equal opportunities Workplace Diversity is known to provide value to the different employees. According to Rhode (2014), diversity includes not only race but also personality, age, edification, background, gender and ethnicity. Equal opportunity in the workplace provides equal treatment to all employees in an organization. This means that job or promotion will be offered to an employee who is eligible regarding qualification, experience and knowledge (van et al. 2012). Both diversity and equal opportunity are important for any organization as it assists in attracting qualified applicants via recruitment methods. Some companies are commonly implementing EEO policies to provide training for both staff and leadership on equal employment, diversity in workplace and respect for cultural differences (Jonsen et al. 2013). This can effectively reduce any internal conflicts among the employees. Effect of discrimination against female workers and managers Gender discrimination is known as the most crucial factor that affects several aspects such as job satisfaction, job involvement and organizational commitment. Especially, if women employees are committed towards the organization but are restricted by their family circumstances, the organization will not promote those employees to a higher rank (Bloomfield and Vurdubakis 2014). However, in the same case, male employees do not get affected. As a result of gender discrimination; organizational commitment, job satisfaction and organizational citizenship is affected. However, the most important factor that gets affected by gender discrimination is employee performance. For example, Wal-Mart is the leading retailer giant in the world but because of their gender discrimination problems, the organization is slowly losing the loyalty of their customers. In 2015, the profitability of the company went down to 7.9% than the last year (Wood 2015). It is assumed that because of their gender discr imination problems the customers are shifting from Wal-Mart to any other retailer brand such as K-Mart of Target (Koca 2015). Employee performance: It is expected if women employees encounter gender discrimination in their workplace, they will lose their motivation and loyalty towards their company. Therefore, according to Jindra (2014), gender discrimination leads to a loss of productivity in an organization. It is obvious that when an employee experiences avoidance because of her gender or cast or ethnicity, she loses motivation and willingness to perform well. This not only harms that employee but also harms that organization. Creates uncomfortable work environment: Workplace becomes uncomfortable if a woman worker doing the same job like her male counterpart but not compensated equally like. (Raynor 2015). The woman employee feels uncomfortable for not being paid equally and on the other hand, the male employee will feel uncomfortable for this unequal treatment. This will hamper the workplace environment in the organization. Approaches of organizations to increase the number of women in senior position Organizations across the world have focused on enhancing the productivity of the women employees and trying to facilitate their advancement into managerial roles. Most of the companies are implementing "work-life or "family-friendly" programs to encounter gender discrimination problems at workplace (Stonehouse 2015). Some of those programs are, Programs based on attachment: Rules and regulations under this program allow female employees to take maternity and childbirth leave, early child-care leave, sick leave and family and medical leave (Oswick and Noon 2014). In some cases, companies also offer a safeguard to the female employees so that they can keep their position and level of seniority after taking a long leave because of any family problems or maternity problems. Some organizations offer programs such as telecommunication and other new technologies only for women employees to enable employees to work from home for at least some part of their working week. Organizations also provide development opportunities for visible cross-divisional roles to their female employees so that they can have equal opportunity to reach senior management levels (Hussain and Ishaq 2016). Visible cross-divisional roles help an organization to find out potential future leaders from the female employees. Some organizations are using women-specific elements in their succession planning process to ensure that high-potential female employees are getting perfect and proper chances alongside their male counterparts to increase their position in the organization (Coleman 2012). Programs based on time: Female employees are allowed to choose flexible work schedules, job sharing, compressed work weeks and reduced duties while managing their productivity levels. Programs based on Child-care: This program includes both on and off corporate site childcare. Some organizations help their women employees to find reliable childcare and corporate subsidies for childcare services. Some other organizations have included special childcare services in their workplace so that women employees can get whenever they need while working. Key principles of business case The business case for equality and diversity has a strong impact on an organization. It helps to acquire talented recruits, committed workers and provides a creative and innovative development of services. According to Giordano and Fulli (2012), by 2016, only 18 percent of the UK workforce will be white, male, not disables, under 35 and heterosexual (Jones et al. 2013). Therefore, most of the companies are trying to establish a workforce culture that includes diverse and equal employeesThe employees will be asked to maintain four key motivations which are reputation, recruitment and retention and productivity. Some key principles of business case related to diversity and equality are mentioned below. Organizations must ensure that employees from different background and culture have an equal and positive experience while working in a company. Authorities must make sure that individual skills are not wasted. Besides, facilitating diversity will help the organizations to access to a wider pool of talents and improve their staff recruitment (Poulis et al. 2013). Adaptation of flexible approaches in the workplace so that an organization can retain old employees which will reduce the recruitment cost. Last but not the least; business organizations are trying to reduce the potential cost of legal services and awards related to compensation in the cases of discrimination. As discrimination also creates a negative impact on the morale and efficiency of the employees who are directly or indirectly involved, organizations are also trying to reduce discrimination in their workplace. Recently, some successful organizations are promoting more female employees to the senior position than any other company. For example, Germanys industrial conglomerate Siemens, pharmaceutical organization Bayer, Nestle from Switzerland and French oil group Total are leading in promoting their female employees. The share of women in leadership positions in Siemens has increased from 14 percent to 16 percent. On the other hand, at Nestle, some women have in leadership positions have increased from 28.5 percent to 32.6 percent in recent years (Bennett, 2015). Strengths and limitations of business plan Organizations face some advantages and limitations in their business plan while bringing changes in diversity and equality procedures. Changes in an organization to implement diversity and equality are very important. However, the method of implication is not an easy task to do. This method has several strengths and weaknesses which are, Productivity Productivity increases rapidly in any organization where diversity and equality are successfully implemented. For example, if in an organization, productivity of female workers is going down because of workplace gender discrimination, the organization must bring changes in the organizational structure to provide equality to each employee (Bloomfield and Vurdubakis 2014). As a result of organizational change, it is possible that for sometimes productivity will go down but it will improve once the female employees regain their productivity after a successful organizational change. Workforce attitude In some organizations, gender discrimination is so high that female employees regularly quit their jobs. For example, in Wal-Mart, it is almost impossible for the female employees to adapt the organizational culture as even pregnant women are forced to work overtime and in an unsafe workplace environment (Pope and Pope 2015). This gender discrimination not only creates conflicts and chaos in an organization but also creates a negative workforce attitude. Bring a change can effectively divert the situation. When both the male and female employees get an equal chance to climb the organizational ladder, based on their qualification and quality, an environment of positivity will appear in the organization. Relationship Organizations where gender discrimination and inequality is massive, the employees and higher authority of that company carry a damaged relationship which affects the reputation of the organization (Janssens and Zanoni 2014). Workplace equality and diversity can solve this problem as it will allow the organizations to recruit fresh talents disregarding their cast, ethnicity, culture and gender. Success or failure One and only limitation of organizational change related to diversity and equality is the risk of failure. It is obvious that any change in the organization will either bring success or bring failure. However, in most of the organizations, gender discrimination is at large and to reduce this problem a restructuring process in very important. Now, if an organization restores its organizational culture, the chances are high that old employees will not accept the changes. This will damage the productivity of that organization. Legal and regulatory issues Organizations are facing several issues while implementing diversity and quality in their workplace. Among those issues, legal issues are considered as the primary issues. Legal Acts such as Equality Act 2010, Equality scheme and Position action provision describes the rules and regulations related to diversity and equality (Lockwood 2012). For example, Equality Act 2010 serves to reduce discrimination related to age, being pregnant or having a child, disability, sex, sexual orientation, religion, belief or lack of religion and belief. However, while implementing diversity or equality through organizational change, most of the organizations cannot maintain all the rules and regulations because of resistance from existing employees. On the other hand, Equality Scheme such as Disability Equality Scheme explains that equality must be promoted for the disabled people and any discrimination against them will be challenged (Beauchamp 2012). The challenges faced by organizations while implementing such policy is a lack of communication, opposition to change, wrong processes to manage diversity and implementation problems. Organization policies to promote diversity and equality Some rules and regulations are followed by various organizations to promote diversity and equality in t heir workplace. Some of those policies are, Associative discrimination: Direct discrimination is considered as unlawful, whatever the reason is. This occurs when a person is discriminated directly and harassed in an organization (Bloomfiel and Vurdubakis 2014). Discrimination by perception: This policy is applicable when an employee or a person in an organization is discriminated against or harassed based on a perception that the person has (Jones et al. 2013). Indirect discrimination: This policy is applicable when a criteria or practice in an organization affects everyone equally but also puts people with a protected characteristic at a disadvantage (Janssens and Zanoni 2014). Victimization: This policy is applicable when a person experiences problems because he has supported someone in making a complaint against discrimination (Hussain and Ishaq 2016). Conclusion and Recommendation In the end, it can be concluded that diversity and equality are the most important factors in an organization. If there is no diversity and equality in the workplace, an organization will face hundreds of issues even if they have a leading market position. Organizations that have problems related to discrimination must immediately take positive steps to minimize the effects of it. Some recommendations are mentioned below that can help an organization to deal with their discrimination problems. An organization must involve all employees to share their ideas before implementing diversity initiatives in the workplace. Organizations must promote diversity in leadership positions which will encourage other employees to realize the benefits of the idea. Diversity training can be used as an important tool to shape the diversity policies. A customizable employee satisfaction survey can be conducted to gain comprehensive reporting. References Beauchamp-Pryor, K., 2012. From absent to active voices: securing disability equality within higher education.International Journal of Inclusive Education,16(3), pp.283-295. Bennett, K., 2015. Women and economy: complex inequality in a post-industrial landscape.Gender, Place Culture,22(9), pp.1287-1304. Bloomfield, B.P. and Vurdubakis, T., 2014. On the naming of monsters: Organization,(in) equality and diversity in the age of technological reproduction.Equality, Diversity and Inclusion: An International Journal,33(7), pp.575-594. Coleman, M., 2012. Leadership and diversity.Educational management administration leadership,40(5), pp.592-609. Gedalof, I., 2013. Sameness and difference in government equality talk.Ethnic and Racial Studies,36(1), pp.117-135. Giordano, V. and Fulli, G., 2012. A business case for Smart Grid technologies: A systemic perspective.Energy Policy,40, pp.252-259. Hussain, A.M. and Ishaq, M., 2016. Equality and diversity in the British armed forces: progress, challenges and prospects.Defense Security Analysis, pp.1-15. Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices fostering ethnic equality at work.Scandinavian Journal of Management,30(3), pp.317-331. Jindra, M., 2014. The Dilemma of Equality and Diversity.Current Anthropology,55(3), pp.316-334. Jones, K.P., King, E.B., Nelson, J., Geller, D.S. and Bowesà ¢Ã¢â€š ¬Ã‚ Sperry, L., 2013. Beyond the business case: An ethical perspective of diversity training.Human resource management,52(1), pp.55-74. Jonsen, K., Tatli, A., zbilgin, M.F. and Bell, M.P., 2013. The tragedy of the uncommons: Reframing workforce diversity.human relations,66(2), pp.271-294. Koca-Helvaci, Z.C., 2015. Walmart and its employee relations: organizational stance-taking and legitimacy.On the Horizon,23(4), pp.374-386. Lockwood, G., Henderson, C. and Thornicroft, G., 2012. The Equality Act 2010 and mental health.The British Journal of Psychiatry,200(3), pp.182-183. Mackie, V., Okano, K. and Rawstron, K., 2014. Japan: progress towards diversity and equality in employment.9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment, p.137. Oswick, C. and Noon, M., 2014. Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions?.British Journal of Management,25(1), pp.23-39. Pope, D.G. and Pope, J.C., 2015. When Walmart comes to town: Always low housing prices? Always?.Journal of Urban Economics,87, pp.1-13. Poulis, K., Poulis, E. and Plakoyiannaki, E., 2013. The role of context in case study selection: An international business perspective.International Business Review,22(1), pp.304-314. Raynor, P.K., 2015. Championing diversity: A commitment to equality and diversity is linked to good patient care, so organisations must make it a priority. Petra Kendall Raynor reports.Nursing Standard,29(27), pp.63-63. Rhode, D.L., 2014. Foreword: Diversity in the Legal Profession: A Comparative Perspective.Fordham L. Rev.,83, p.2241. Stonehouse, D., 2015. The support workers role in equality, diversity and inclusion.British Journal of Healthcare Assistants December,9(12), p.619. van Dijk, H., van Engen, M. and Paauwe, J., 2012. Reframing the business case for diversity: A values and virtues perspective.Journal of Business Ethics,111(1), pp.73-84. Wood, A.J., 2015. Networks of injustice and worker mobilisation at Walmart.Industrial Relations Journal,46(4), pp.259-274.

Property Fluctuates In A Great Way In Everyâ€Myassignmenthelp.Com

Question: Discuss About The Property Fluctuates In A Great Way In Every? Answer: Introducation Demand and supply of property fluctuates in a great way in every pace. However, such fluctuation in the demand and supply of property is due to various factors that influence it directly or indirectly. The affect of these factors are on the price of the property and also other redentials that brings down its supply and demand (Patrick and Mothorpe 2016). The essay will discuss about the some of the crucial factors that affect the demand and supply of property such as law of diminishing returns, production frontiers, use capacity, multiplier effect and many more. The affect discussed in this paper will show both a fall and increase in demand and supply of property affected by these factors. The first factor that may put an effect on the supply of property in a region is law of diminishing return to land. This is because land is a fixed factor and its supply cannot be increased. Properties are made on land and initially the supply of property will increase, as the large number of land is available in a region. However, the property makers will have a lot of lnd available to them initially and supply increases drastically. As time passes the availability of the land reduces and property makers does not have much land to build any property (Cunningham et al 2014). Thus, gradually the supply of property increases nut at a diminishing rate than before. On the other hand, the law of diminishing returns also affect the demand for property because the consumers in a region will demand more in the beginning as they want to invest a lot in properties initially. However, as the time passes their need for property reduces and thus the demands for property falls (Mankiw 2014). Other factor that affects the supply for property is the production frontier that shows the increase in supply of one thing with a reduction in supply for others. For example, if there are agricultural land available in the region the supply of property will depend on the forgone decision to reduce the availability of agriculture to increase the supply of property. Thus if some agriculture land is forgone in order to build properties then the supply for property will increase. However, the decision of forgoing the number of properties and increasing the availability of property will reduce the supply of property (Chen, Decu and Verstraelen 2014). Multiplier effect is yet another factor that affects the demand for property in a region. Multiplier effect shows the influence of some other factor on the increasing or decreasing demand of property. For example, the property has been build in a region having a lot of hospitals or colleges then the demand for property will automatically inc rease as there will be students or doctors of the hospital which would prefer those property for convenience. Due to these reasons, the supply of property also increases in these regions as property makers would want to build property in areas offering them high demand (Olsson 2013). Cost and availability of capital also affects the demand and supply for property because the capital here is the availability of funds such as the property loans that the people will take for buying the property. Hence, unavailability of such funds in a region will automatically reduce the demand for property as people will not be able to pay such a high price fo the properties. On the other hand, the builders also need some amount of loan from the bank in order to invest in property building. Difficulty in getting such funds and absence of proper banking system in a region will negatively influence the supply of property. Thus, in order to keep a good supply and demand of property it is necessary that the region have good availability of funding institutions. However, availability of funding institution is not enough in a region if there is high interest rate on the loan amount. Thus, interest rate is also a crucial factor that affects the demand of property in a region. A decline i n the interest rate over standard home loan amount will reduce the price of property and increase its demand as more and more people will take home loan at a reduced interest rate. An increase in the interest rate will increase the price of property and reduce its demand. This is because people will be unwilling to take home loan from the bank with such a high rate of interest (Rios, McConnell and Brue 2013). Supply a demand of property is also affected by other factors such as highest and best use, inflation, fiscal policy, population growth and public policy. Inflation has a huge impact on the demand and supply for property. This is because inflation in a region increases the price of everything in that region including property prices. High property rice reduces the incentive in the people to buy property, as it will hamper their normal standard of life. On the other hand, a region having low inflation rate will comparatively have high demand for property because of less price in relation to other regions. Inflation also affect the supply of property because during high inflation property owners will face a high price of property and thus has the incentive to build more properties and land owners will also be ready to sell their lands in that price (Gal 2015). Fiscal policy also influences the supply and demand for property because of the taxation rate and changes in government spending. Contractionary fiscal policy is one in which the taxes are increased and there is a decrease in the government spending. In such a condition with an increase in taxes, the price of property will increase and has a negative impact on the consumers. This reduces the demand for property as the property owners put the burden of the tax on the consumers and this increases the price (Mertens and Ravn 2014). On the other hand, expansionary fiscal policy in which taxes reduce and there is an increase in government spending reduces the price of property. This will in turn increases the demand for property and in the supply of property because the property owners will not have the incentive to offer their property at low prices (Hansen 2013). Public policies such as property tax and tenants act also affect the demand for property, which is similar to that of affects of fiscal policy. This is because property tax also puts a impact on the price of the property. One of the most important factors that affects the demand and supply of property is the changes in demography such as population. Demographic projections are of various categories and it has an impact on the demand and supply of property. For example in todays world people are separating from joint families and preferring a neutral family for themselves and their are increasing number of divorce. This has increased the demand for property by such people. Another change in demographic projection is the large number of people immigrating into a economically advanced region because to increasing job opportunities. The demand for property increases by these immigrants as they need house to stay while searching for a job or while working in that region (Gonzalez and Ortega 2013). Another reason of increase in demand for property is the population explosion in some regions. The faster rate of population growth is putting a great burden on the need of property. However, changes in demograph ic projection also on the supply of property because with the increase in population and demand more and more buildings and complex are being made in various regions in order to offer adequate living space to everyone (Alkan et al 2014). Lastly, the supply of land is influenced by the highest and best use of the available land. The regions where the property owners make the best use of the land help them to increase the supply of houses and properties. On the other hand, lack of usage of land or wastage of land leads to a decrease in the availability of housing property. Thus, the supply of land depends largely on the usage of the landowners to build their property on it for sale. This is because a vacant land has no value of its own (Leonardi 2015). From the above analysis it can be deduced that demand and supply of property are influenced y a number of factors. The impact is both direct and indirect depending on the factor. The factors discussed above that affects the availability and desire for owning a property are interest rate, funds, demographic changes, inflation rate, fiscal policy and others. Changes in any one of the factors either increase the demand and supply of the property or reduce the demand and supply. Thus, in order to put a positive impact on the supply and demand of property these factors needs to be considered by the property owner. It will help them to keep a pace about the demand in the economy and the factors that are affecting the demand. References Alkan, ., Karaaslan, A., Abar, H., elik, A.K. and Oktay, E., 2014. Factors affecting motives for housing demand: the case of a Turkish province.Theoretical and Empirical Researches in Urban Management,9(3), pp.70-86. Chen, B.Y., Decu, S. and Verstraelen, L., 2014. Notes on isotropic geometry of production models.arXiv preprint arXiv:1401.5415. Cunningham, R.B., Lindenmayer, D.B., Crane, M., Michael, D.R., Barton, P.S., Gibbons, P., Okada, S., Ikin, K. and Stein, J.A., 2014. The law of diminishing returns: woodland birds respond to native vegetation cover at multiple spatial scales and over time.Diversity and Distributions,20(1), pp.59-71. Gal, J., 2015.Monetary policy, inflation, and the business cycle: an introduction to the new Keynesian framework and its applications. Princeton University Press. Gonzalez, L. and Ortega, F., 2013. Immigration and housing booms: Evidence from Spain.Journal of Regional Science,53(1), pp.37-59. Hansen, A.H., 2013.Fiscal policy business cycles. Routledge. Leonardi, M., 2015. The effect of product demand on inequality: Evidence from the United States and the United Kingdom.American Economic Journal: Applied Economics,7(3), pp.221-247. Mankiw, N.G., 2014.Essentials of economics. Cengage learning. Mertens, K.R. and Ravn, M.O., 2014. Fiscal policy in an expectations-driven liquidity trap.The Review of Economic Studies,81(4), pp.1637-1667. Olsson, O., 2013.Essentials of advanced macroeconomic theory(Vol. 17). Routledge. Patrick, C. and Mothorpe, C., 2016. Demand for New Cities: Property Value Capitalization of Municipal Incorporation. Rios, M.C., McConnell, C.R. and Brue, S.L., 2013.Economics: Principles, problems, and policies. McGraw-Hill.

The Journal of Nepalese Business Studies free essay sample

The Journal of Nepalese Business Studies The Journal of Nepalese Business Studies Vol. III No. 1 Dec. 2006 Application of Management Control System in Nepalese Commercial Banks Saroj Rijal ABSTRACT This paper attempts to examine the application of management control system in Nepalese commercial banks. The Nepalese commercial banking sector is very competitive. The commercial banks are competing mainly in service and many of them adapting differentiation strategy. The priority of the majority of commercial banks is customer retention. Commercial banks are encouraging employees to upgrade their knowledge and skill. The working environment is also congenial in Nepalese commercial banks and the informal organization and communication system also gradually exist in some of the commercial banks of Nepal. However, the future research needs to examine the relationship between management control system and effectiveness of the commercial banks of Nepal. Key words: commercial bank, management control system IN NEPAL, DURING 1990S AND later many organizations faced major changes in competitive business environment. Before 1990s organizations such as those operating in the airlines, utilities, and financial sectors were either government owned monopolies or operated in a highly regulated and non-competitive environment. These organizations were not subject to any great pressure to improve the quality and efficiency of their operations or by eliminating services that were making losses. Some public enterprises were getting direct subsidies from government for equalizing their operational losses. Privatization of some of the government owned enterprises and deregulation in early 1990s changed the competitive environment in Nepalese business environment. Large number of joint venture commercial banks and development banks were established and the process is being continued. Commercial banks play significant role in the economic development in the nation. In Nepal 19 commercial banks are in operation and providing services to the business and industries through long-term and short-term loans and facilitating business for foreign exchange and remittance via national and international network. The development of banking system in Nepal was emerged after the liberalization and free market concept. In the beginning of 1980s, private commercial banks came into operation in collaboration with foreign banks. It took pace after 1990s and number of financial institutions has been increased. All the newly established commercial banks tired to operate efficiently and effectively resulting high competition in Nepalese banking industry. In this connection, the service operation of commercial banks has become more important for the number of reasons: ? Competition in financial markets has intensified with the entry of new joint venture and domestic banks, and other financial intermediaries. ? The cost of operating the bank branches has been increased with the need of better quality service. ? Increased in Non Performing Assets and 92 Application of Management Control System in Nepalese Commercial Banks Increased in liquidity position Today and more precisely in future, companies, organizations and other decision making entities whether profit making or not, will face major management challenges. Irrespective of whether the main goal of the organization is to make profit or not, it becomes necessary to institute a mechanism in those entities to control the activities of managers so that they remain on track of the proper routes as established by management. In order to keep activities of the organization in track a management control system is essential. Control in the broad sense of the term relates both organizational structure (Chandler 1962) and informal process (Cyert and March 1963). Management control system a logical integration of techniques to gather and use information to make planning and control decision, to motivate employees behavior, and to evaluate performance (Horngren, Sundem and Stratton 2002). It is the process by which managers assure that resources are used effectively and efficiently in the accomplishment of the organizations objectives in other words control using both financial and non-financial objectives. It is specifically concerned with the process by which managers influence other members of the rganization to implement the organizational strategies (Govindarajan and Anthony 2001). It involves number of activities: ? Planning what the organization should do ? Coordinating the activities of several parts of the organization ? Communicating information ? Evaluating information In coping with the competitive forces, there are three potentially successful generic strategic approaches to outperforming other firms in an industry; overall cost leadership, differentiation and focus (Porter 1998). A control system is a set of formal and informal systems that designed to asset management in steering the organization towards the achievement of its purpose by bringing unity out of the diverse efforts of subunits and individuals (Marciallo and Kirby 1994). The formal system and informal system are independent but they are highly interrelated, indistinguishable, subdivision of control system. Formal system makes possible the delegation of authority. Formal documentation of structure, policies, and procedures assist members of the organization in performing their duties (Wu 2003). An effective set of formal control includes three major mechanism-operational plans, performance measurement systems, and feedback mechanism (Stewart, 2002) Operational plans: Operational plans include the firms annual master budget and related supporting work plans. They provide the linkage between senior managements strategic plans and the day-to-day organizational activities of each employee. Performance Measurement: Performance measurement systems compile and report the result of the collective work activities on periodic basis. An effective performance measurement system presents both financial results and operating data on a responsibility basis. Feedback Mechanism: Feedback mechanism reports the variances between actual and planned performance. The variance is communicated to mangers and others within the organization periodically through various interim reports. Informal system requires management a mindset that differs from that required for formal controls. Informally refers to the flexibility to deal with any action beyond the documentary discipline and regulation. In this ? 93 The Journal of Nepalese Business Studies respect formally leads to a pattern of defined behaviors whereas informally leads to a pattern of interacting roles between two systems (Marciall and Kirby 1994). The informal control system consists of five components: Informal Control Process: Under certain conditions and uncertainty, management will try to gather more and accurate information from the dynamic environment and adapt organizational goal. All these goal-directed actions are based on the experience and skill of management. Infrastructure: Infrastructure includes personal contacts and network. A personal contact is a model of communication within the organization that acts an efficient method to exchange ideas and information between different levels of the organization Management Style and Culture: Management and culture represent the dominant way that the top management and whole organization have chosen to conduct their work. Informal Rewards: Informal rewards are status oriented. Individual employees are rewarded not only in financial terms. The informal rewards are important because it encourages employees to carryout their job efficiently Coordination and Integration: Coordination and integration is considered as interpersonal relationship, which can be changed and adapted to meet the needs of the organization members. Informal communication helps deeper discussion of sensitive issues in a softer and flexible environment. The reward system is not so much the money; it is also the friendship and working relationship (Wo 2003). The quality of work life is having work environment where an employees activities become more important (DeCenzo and Robbins 1996). It means implementing procedure that makes the work less routine and more rewarding for the employees. These procedures include autonomy, recognition, belongingness, progress and development, and external rewards. The importance of management control system has been increased significantly in recent years (Kald, Nilson Rapp 2002). One indication of this growing importance is the impact of balance scorecard. The balance scorecard is a management system (not only measurement system) that enables organization to clarify their vision and strategy and translate them into action. The balance scorecard suggests that management views the organization from four perspectives, and to develop metrics, collect data and analyze it relative to each of these perspectives: 1. The learning and growth perspective 2. The business process perspective 3. The customer perspective and 4. Financial perspective The four perspective of the scorecard permit a balance between ? Short term and long term objectives ? External measures for shareholders and customers and internal measures of critical business process, innovation, and learning and growth ? Outcomes designed and the performance drives of those outcomes ? Hard objectives measures and softer, more subjective measures In recent years a new financial theory-Economic Value Added (EVA) has been developed for the measurement of financial performance of a company (Stern Stewart 1993). 94 Application of Management Control System in Nepalese Commercial Banks EVA is both a measure of value and also measure of performance. The value of a business depends on investors expectation about the future profits of the enterprise. Stock prices track EVA far more closely than they track earning per share or return on equity. A sustained increase in EVA will bring an increase in the market value of the company. EVA is changing the way managers run their business. When business decisions are aligned with the interest of the shareholders, it is only a matter of time before these efforts are reflected in a higher stock price (Durant Micheal 1998). 1. Problem Identification Banking industry is high-risk business but not necessarily high profit industry. It is quite difficult to manage risk and return in banking industry. The internal management system in some of the commercial banks of Nepal is inebriated from traditional management system of government. The pyramid shape organizational structure of some banks caused adverse effect in their business development. In any institution human resources, which is not listed in balance sheet but very important intangible assets? Modern economy entered into information age. Competitive business environment in banking industry also caused lateral movement of human resources. The traditional management theory could not completely fit the operational environment in banking business in Nepal. In this context, this paper attempts to find some hints from the well-developed theory to get some new ideas. To sum up, the major issues discussed in this paper are as follows: ? Competitive situation in Nepalese banking sector ? What kind of management control system do the Nepalese commercial banks apply? ? How the performance is evaluated? ? What reward system the commercial banks have been adopting? ? How commercial banks are encouraging their employees to learn new skill and knowledge? 2. Data and Methodology The paper is based on both primary and secondary data. Primary data have been collected from the structured questionnaire developed for branch manager and employees of different commercial banks at different branches. The responses were received from the 26 managers and 76 supporting employees of 13 commercial banks. Secondary data have been collected from the website of Nepal Stock Exchange Limited, Nepal Rastra Bank, and concerned commercial banks. The data, collected from various source have been analyzed using statistical tools and with the support of previously developed theory. 3. Results Competitive Environment in Nepalese Commercial Banking Sector: The degree of competition in Nepalese commercial banking sector is very high. The majority (76. percent) managers of the branches of the commercial banks of Nepal feel intense competition. The commercial banks of Nepal are competing mainly on service followed by the cost and other factors respectively. 95 The Journal of Nepalese Business Studies Generic Strategy of Nepalese Commercial Banks: The generic strategy of Nepalese commercial banks has been divided for two main areas of business: deposit and lending. The different branches of the same c ommercial banks at the different geographical location are adapting different strategy. Around fifty two percent branches of commercial banks are concentrating on differentiation strategy and 47. 4 percent are following focus strategy to attract the depositors. In case of lending, majority of branches (52. 6 percent) of such banks are adapting differentiation strategy followed by focus (42. 1 percent) and cost leadership (5. 3 percent). Services Offered by Nepalese Commercial Banks: Nepalese commercial banks have been offering number of services to their customers. The services are ranging from 3 to more than 25. The majority of such branches of commercial banks (42. percent) are offering more than 21 products. Similarly, 15. 4 percent and 30. 8 percent of such braches of commercial banks are offering 16-20 and 5-10 services respectively. Only few (11. 5 percent) are offering 1-5 services to their customers. In order to compete in highly competitive environment, these banks are continuously introducing new services through their branches established at different places in the country. Majority (76. 9 percent) of such commercial banks are introducing 3-4 services every year, and only 11. 5 percent of such braches of the commercial banks are offering 5-6 and 6-7 services every year. Marketing of New Services: Twenty-three percent branches of the commercial banks of Nepal promote their products/service very aggressively. Similarly, 30. 8 percent and 46. 2 percent branches promote/advertise their new services aggressively and normally respectively. The majority of the commercial banks branches are concentrating in maintaining (retaining) customers and only 28 percent of such branches are competing for customer acquisition. Target Setting Practice: All the commercial banks of Nepal set target for their branches for the purpose of planning and controlling the activities. In majority (96. 2 percent) of the branches the target is fixed in terms of number of clients, amount of deposit, and the amount of lending. Only in few (3. 8 percent) braches the target is fixed in other terms. Concerning to individual level, 83. 3% employees responded their banks set target for them and only 16. 7% responded they dont get any target for their performance. Out of the individuals who think their bank set target for them, 95. 4% feel the target is clearly communicated to them and only 4. 6% feel that the target is not clearly communicated to them. Performance Measurement: All commercial banks compare actual performance with predetermined target of their braches frequently. Coming to the individual level, 65. 4 percent respondents feel their actual performance is compared with predetermined target and remaining do not know whether their actual performance is compared with standard or not. The managers of different commercial banks still desire to evaluate the performance of their banks and branches on the basis of net profit margin (Table 1). After net profit margin they tend to support ROE, ROI, EVA and others (including the degree of NPA) respectively. 6 Application of Management Control System in Nepalese Commercial Banks Table 1: Performance Evaluation Criteria in Nepalese Commercial Banks Criteria Return on Investment Net Profit Margin Return on Equity Economic Value Added Others 1 4 4 2 3 0 13 2 3 5 4 1 0 13 3 2 2 7 2 0 13 4 4 2 0 7 0 13 5 0 0 0 0 0 0 Total 13 13 13 13 13 Weight Value 32 28 31 39 65 1 Mean Value 2. 46 2. 15 2. 38 3. 00 5. 00 Rank 3 1 2 4 5 Reward System: Employees in any organization work for reward, and most important reward is money, but individual expect more than wages or salary from their employees (DeCenzo and Robbins 1988). In Nepalese commercial banking sector, salary/benefit/promotion is mostly determined by performance followed by education, experience, relationship, and other factors respectively. Table 2: Employees Response to Factors Affecting Salary and Benefit Criteria Performance Experience Relation Education and Training Others 1 30 3 0 4 2 39 2 6 15 2 16 0 39 3 1 19 3 15 1 39 4 0 2 17 4 16 39 5 2 0 17 0 20 39 Total 39 39 39 39 39 Weight Value 55 98 166 97 169 Mean Value 1. 41 2. 51 4. 26 2. 49 4. 33 Rank 1 3 4 2 5 Regarding additional benefit for better performance (performance higher than the standard), 53. 8 percent responded they get additional benefit for better performance. Seventeen percent respondents say they dont get any additional benefit for better performance and 28. 2 percent did not provide any comment on this dimension. Majority of commercial banks are providing bonus to their employees out of profit. The amount of bonus is based on the amount of salary the employees are getting. It indicates that the bonus is not based on the outstanding performance of an employee or a group of employees. Encouragement to employees to learn new skills: At present all commercial banks are encouraging their employees to discharge better performance and enhance educational qualification and attain trainings. It is supported by the response provided by managers and employees of such commercial banks in Table 3 and Table 4 respectively. Table 3: Managers Response Relating to Factors Affecting Employees Benefit and Compensation Criteria Number of Years in Job Training Related to Job 1 3 0 2 4 0 3 5 7 4 0 9 5 4 0 Total 16 16 Weight Value 46 57 Mean Value 2. 88 3. 56 Rank 3 4 7 The Journal of Nepalese Business Studies Educational Qualification Performance Relationship 4 9 0 16 5 7 0 16 4 0 0 16 3 0 4 16 0 0 12 16 16 16 16 38 23 76 2. 38 1. 44 4. 75 2 1 5 Table 4 Employees Response Relating to Factors Affecting Employees Benefit and Compensation Criteria Performance Experience Relation Education and Training Others 1 30 3 0 4 2 39 2 6 15 2 16 0 39 3 1 19 3 15 1 39 4 0 2 17 4 16 39 5 2 0 17 0 2 0 39 Total 39 39 39 39 39 Weight Value 55 98 166 97 169 Mean Value 1. 41 2. 51 4. 26 2. 49 4. 33 Rank 1 3 4 2 5 The majority of employees (77. percent) working in Nepalese commercial banks responded that they generally get leave/deputation sanctioned from their bank to attain training related to their job. It also supports that the commercial banks are encouraging employees to learn new skill and knowledge. Cooperation and Communication: Majority of the employees (96. 2 percent) working in Nepalese commercial banks feel they get complete cooperation from their coworkers. It indicates the working environment is very conducive in Nepalese commercial banks to discharge better performance. The majority of Nepalese commercial banks are organizing some sort of recreational activities for their employees. Those who responded that their bank organize recreational activities, 71 percent says they talk about the official job during the time with the executive/boss other than their immediate supervisor. It indicates employees use informal organization/time to communicate the official matter with their seniors. 4. Conclusion The Nepalese commercial banking sector is very competitive. The commercial banks are competing mainly in service in order to put in competitive position, majority of the branches of commercial banks have been adapting differentiation strategy. The response shows that different branches of the similar bank have adapted different strategy and few of the banks have followed more than one strategy at the same time. Majority of commercial banks are offering more than 21 services to their customers through different branches established at different geographical location. Most of the commercial banks (76. percent) are introducing 3-4 services in a year. When new services are offered 53. 8 percent of them promote aggressively. The priority of the majority of Nepalese commercial banks is to retain customers whereas 28 percent of them are concentrating on customer acquisition. All the commercial banks are applying the concept of management control system by setting target for their branch and at individual and comparing it with actual performance. The target for a branch is fixed in terms of number of clients, amount of deposit and lending. Target is also fixed for the majority of the individuals. Around eighty-three percent 98 Application of Management Control System in Nepalese Commercial Banks employees responded that they get target for their performance and it is clearly communicated to them. The target of branches and individual level is frequently monitored. The manager of the different branches of the different commercial banks desire to evaluate the performance of the branch on the basis of traditional tools like NIM, ROE, and ROI. Regarding individual level, 65. percent employees, of those commercial banks think that their performance compared with predetermined standard. Around eighteen percent employees do not know whether their performance is evaluated or not, and 3. 8 percent responded feel their performance is not compared with the standard. According to employees response, their financial and non financial benefit is based on performance followed by education and training and experience respectively. But the yearly bonus is based on the percentage of salary they are getting.

Can a Recession Be Stopped free essay sample

A research of the current economic situation in the U. S. and possible solutions. A look at the current recession and how it could be avoided. This paper uses quotes and facts about historical U.S. recessions to discuss the current recession. It sheds light on why the U.S. headed towards the recession and describes in detail how it got into this recession and what needs to be done to get out of it. Talking about a recession on Wall Street is like telling your wife she has put on a little weight, it just shouldnt be done. Although this holds truth, the topic has been difficult to avoid over the past six months. After nearly ten years of financial growth, many economists believe that the U.S. economy may be poised for a recession. While many want to point the finger at certain prominent citizens or political groups, a recession cant be blamed on a single person or action. We will write a custom essay sample on Can a Recession Be Stopped? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The most important question is what actions can be taken to avoid a recession. It could be difficult, but there are many different procedures that can be taken to keep our economy on the road of economic prosperity.