With Malice Toward None Essays - Lincoln Family, Abraham Lincoln

"With Malice Toward None" by Stephen B.Oates Published by Mentor Books About the Author Stephen B. Oates is a professor of history at the University of Massachusetts, Amherst, and the author of eight other books, including The Fires of Jubilee and To Purge This Land with Blood. His task in this biography was to perpetuate Lincoln as he was in the days he lived. His purpose of this biography was to bring the past into the present for us and his students. The Life of Abraham Lincoln Although other states such as Indiana lay claim to his birth, most sources agree that Abraham Lincoln was born on February 12, 1809, in a backwoods cabin in Hodgeville, Kentucky. In an interview during his campaign for the presidency in 1860 Lincoln described his adolescence as "the short and simple annals of the poor." (p 30). His father Thomas was a farmer who married Nancy Hanks, his mother, in 1806. Lincoln had one sister, Sarah, who was born in 1807. The Lincoln family was more financially comfortable than most despite the common historical picture of complete poverty. They moved to Indiana because of the shaky system of land titles in Kentucky. Because the Lincoln's arrived in Spencer County at the same time as winter, Thomas only had time to construct a "half-faced camp." Made of logs and boughs, it was enclosed on only three sides with a roaring fire for the fourth. The nearest water supply was a mile away, and the family had to survive on the abundance of wild game in the area. Less than two years after the move to Indiana, Mrs. Lincoln caught a horrible frontier disease known as "milk sick.". Thomas Lincoln returned to Kentucky to find a new wife. On December 2 he married Sarah Bush Johnston, a widow with three children, and took them all back to Indiana. Although there were now eight people living in the small shelter, the Lincoln children, especially Abe, adored their new stepmother who played a key role in making sure that Abe at least had some formal education, amounting to a little less than a year in all. To support his family it was necessary that Abe worked for a wage on nearby farms. "He was strong and a great athlete, but Abe preferred to read instead. Although few books were available to a backwoods boy such as himself, anything that he could obtain he would read tenaciously" (p 56). Although his formal education had come to an end, his self-education was just beginning. After a three month flatboat journey along the Ohio and Mississippi, the 19 year old Lincoln returned to Indiana with an enthusiasm for the lifestyles that he had just encountered. Unfortunately, his new-found joy did not last long as his sister Sarah died in childbirth on January 20, 1828. In 1830 the Lincoln family decided to leave Indiana in hopes of a better future in Illinois. It was soon thereafter that Abraham became a leader in the town of New Salem while operating a store and managing a mill. The next step for such an ambitious man was obvious--he entered politics, finishing eighth out of thirteen in a race for the Illinois House of Representatives in August of 1832. Abraham Lincoln was a strong supporter of Whig founder Henry Clay and his "American System." This system that arose from the National Republicans of 1824 was in opposition to the powerful Democratic party of President Andrew Jackson. Lincoln agreed with Clay that the government should be a positive force with the purpose of serving the people. Internal improvements were high on both mens' lists, and this stand made the relatively unknown Lincoln popular in rural Illinois from the start. As the Whigs rose in stature throughout the 1830's, so did Lincoln, but not without paying his dues along the way. For eighty days in the spring and early summer of 1832 Lincoln served in the military. On a constant search for Black Hawk, war leader of the Sauk and Fox Indians, he never saw any fighting but he did prove to be a superior leader of men in some of the most trying situations, including threats of desertion. "In return for his eleven and a half weeks of service Lincoln earned a mere $125, but the connections that he made with future leaders of Illinois and the experiencing of life from a soldier's viewpoint proved to be priceless in his future political career" (p 80). During this time Lincoln ran for and won a seat in the Illinois Legislature with bipartisan support. In 1846 Lincoln

About Form DD-214 Request Report of Separation

About Form DD-214 Request Report of Separation The DD Form 214, Certificate of Release or Discharge from Active Duty, generally referred to as a DD 214, is a document issued by the United States Department of Defense upon the retirement, separation or discharge from active duty of any service member who served in any branch of the U.S. Armed Services. The DD 214 verifies and documents the former service member’s complete military service record during both active and reserve duty. It will list items such as awards and medals, rank/rate and pay grade held on active duty, total military combat service and/or overseas service, and various branch-specific specialties and qualifications held. Persons who serve exclusively in the Air National Guard or Army National Guard will receive a form NGB-22 from the National Guard Bureau, instead of a DD 214. The DD 214 also includes codes describing the service members’ reason for discharge and their reenlistment eligibility. These are the Separation Designator/Separation Justification (abbreviated as SPD/SJC) Codes and Reenlistment Eligibility (RE) Codes. Why the DD 214 Might Be Needed The DD 214 is typically required by the Department of Veterans Affairs to grant veterans benefits. Private sector employers may also require job applicants to provide a DD 214 as proof of military service. In addition, funeral directors typically require a DD 214 to show a deceased person’s eligibility for burial in a VA cemetery with provision of military honors. Since 2000, the families of all eligible veterans have been allowed to request honors including the presentation of a folded United States ceremonial burial flag and the sounding of Taps, at no cost. Requesting a DD 214 Copy Online There are currently two government sources where copies of a DD 214 on other military service records can be requested online: The eVetRecs website maintained by the National Archives and Records Administration allows veterans or their next of kin to request copies of DD 214s and separation documents, as well as medical records, and replacement medals. Note that copies can be requested only by veterans or their next of kin defined as a surviving spouse that has not remarried, father, mother, son, daughter, sister, or brother.The eBenefits veteran’s benefits web portal managed jointly by the United States Department of Veterans Affairs and the United States Department of Defense. The service allows veterans to review, and print documents from their official Military Personnel File, including their DD 214. eBenefits claims to provide electronic copies within 48 hours. However, in order to request a DD 214, the veteran must have an eBenefits Premium Account. When requesting military records online via the eVetRecs service,  certain basic information will be requested. This information includes: The veterans complete name used while in serviceService numberSocial Security numberBranch of serviceDates of serviceDate and place of birth (especially if the service number is not known).If you suspect your records may have been destroyed in the 1973 fire at the National Personnel Records Center, also include: Place of discharge, Last unit of assignment; and place of entry into the service, if known. All requests must be signed and dated by the veteran or next-of-kin. If you are the next of kin of a deceased veteran, you must provide proof of death of the veteran such as a copy of death certificate, letter from funeral home, or published obituary. If You are Not a Veteran or Next of Kin If you are not the veteran or next of kin, you must complete the Standard Form 180 (SF 180). You must then mail it or fax it to the appropriate address on the form. The Defense Department issues to each veteran a DD-214, identifying the veterans condition of discharge - honorable, general, other than honorable, dishonorable or bad conduct. For complete instructions on how to apply for a copy of your DD-214, see Veterans Service Records from the National Archives and Records Administration. Be sure to download and complete BOTH SIDES of the SF-180. The back of the form contains important mailing addresses and instructions. The Standard Form 180 is formatted for legal size paper (8.5 x 14). Please print it that way if your printer can accommodate that. If your printer can only print on letter size paper (8.5 x 11), select shrink to fit when the Adobe Acrobat Reader Print dialog box appears. Costs and Response Time Generally there is no charge for military personnel and health record information provided to veterans, next-of-kin, and authorized representatives. If your request involves a service fee, you will be notified as soon as that determination is made. Response time varies dependent upon the complexity of your request, the availability of records, and our workload. Please do not send a follow-up request before 90 days have elapsed as it may cause further delays. National Archives and Records Administration

Human Resource Essay Example | Topics and Well Written Essays - 500 words

Human Resource - Essay Example Staffing Plan for an Engineering Organization To begin with, I have to set down our goals and objectives after determining the kind of business that our organization will be in. The next step is to figure out and draw a strategy on how the organization is going to achieve those particular goals and objectives. In addition, I have to arrive at a decision with respect to the specific kind of jobs that are to be done and the specific people who are to be responsible in rendering their duties as they do the jobs. Finally as a Human Resource staff, I have to ensure that each member of staff’s knowledge, skills and talents have been matched to the jobs in question (Pandey 7). Ensuring that skilled employees can enable the organization meet its goals is one of the most crucial aspects. This can be ensured by ensuring that the supply and demand that match people’s component have been matched. Am supposed to come up with a profile for the members of staff in the organization. Th e profile entails an internal analysis that specifies workers and their respective skills. Apart from this, I will also need to develop an inventory report for the human resource.

Description of Investment Banking Essay Example | Topics and Well Written Essays - 1000 words

Description of Investment Banking - Essay Example In addition, investment banks can also assist the mergers and acquisitions of companies and provide services such as trading of derivatives and securities. It trades and promotes securities for assets or other securities (i.e. derivatives) on its selling side. On the other hand, it also advises individuals and companies on how to invest their monies as its buying function. Advise typically dispensed by investment banking usually involves equity, insurance companies, mutual funds and hedge funds. An investment banker or the person who provides investment banking services to his or her clients are licensed and subject to the regulations of the Securities and Exchange Commission (SEC) and Financial Regulatory Authority (SEC). a. Front office – is the most common function of investment banking where it helps its client to raise capital for their business or give advise during acquisitions and mergers. Raising funds for its clients could take in the form of issuing marketable securities (such as stocks), coordinate and negotiate with the company to be acquired or merged with and coordinate with bidders. Investment banks do not take in deposits from the general public and instead, it involves itself in the buying and selling of investment securities and other tradable securities. The investment banker assumes the role of a trader as he or she buys and then sell securities with a spread or margin on every trade completed. This function of investment banking, however, was blamed as the culprit of the recent financial crisis because the â€Å"financial bubble† that burst and precipitated the crisis came from reselling of complex derivates and debts that cannot collect until ultimately, it took its toll on the US financial system. b. Middle office – the middle office involves the research function of investment banking.

History of Architecture Editing Essay Example | Topics and Well Written Essays - 2000 words

History of Architecture Editing - Essay Example According to David young and & Young Michiko in their book â€Å"Introduction to Japanese Architecture†, Unlike some Chinese and Western architecture, the Japanese architecture tries to avoid the use of stone unless deemed necessary for specific purposes as noted in the temple of the pagoda and podia foundations. The structural layout includes lintels and posts. The style of building the shrines also contributed to the construction style for domestic and urban architecture characterized by the nature of the building materials and the design of the tower. Buddhism, therefore, cited as a major contributor in the enhancement of Japanese architecture as noted by the building of temples (Young & Young, 2004). Japanese history of architecture went through numerous periods of innovation. The beginning of the 7th century became mostly dominated by wooden structures noted by temples and shrines built by the noblemen. This period in history referred to Nara and Asuka periods of architecture. They were also periods that marked the heightened growth of Japanese art and culture. In the 9th century, referred to as the Heian period was essentially a continuation of the architectural developments in the previous periods. It also marked a period of the beginning of the Chinese influence as one of the formidable architectural forces as Japanese architects of the time traveled and studied Chinese design. Thereafter, wood temples started to spring up in large numbers, together with other styles that were totally new, and yet a reminder of the old order. According to Charles Jencks in his book â€Å"Modern Movements in Architecture†, this era got closely followed by the Muromachi and Kamakura eras that got characterized by simplicity in design. The basic designs were a perfect reflection of the fact that the Japanese had graduated to the leadership of Samurai, the warrior class.

Factors Affecting Life Insurance Agent Turn Over Commerce Essay

Factors Affecting Life Insurance Agent Turn Over Commerce Essay This case study aims to explore factors commonly believed to affect life insurance agent turn over. Several factors has been affected to life insurance agent turnover. The factors are demographic, organizational and selling skill factors. Factor demographic are age,length of service, family size and responsibility, education,martial status and . Second the organizational factors consist of employee commitment, employee satisfaction, compensation. training and development, supervisor-agent relationship and organizational Culture. Third factors are seling skils consist of running out client list, lack of interpersonal skills,lack of salesmanship skills. Impact of all factors has been positive significat to turn over. Keywords: Life insurance agent, turn over, demographic, organizational, selling skill Introduction Turnover of life insurance agent is a classic problem that occurs in almost all insurance companys, therefore it is becomes important for them because it associated with the development of the companies. Agent development was surved by many research companys and one of them is LIMRA Life Insurance Marketing and Research association (LIMRA). They publication in 2005 has been results, 68% of agents to end his career in the insurance companies in the first 2 years on their career .(Honans, 2006). Honan pointed out that some agents often voluntarily leave from one company to another for company or make own business for themselves. Beside that agents are asked to leave due to not achived minimum target requirements, than there are agents turn over 31% with a 4-year retention rate of 14% according LIMRA survey. In Indonesia survey for agent development very periochial, we only found about growth as insurance companies. Base on survey Indonesian economy in 2010, as reflected in Gross Domestic Product (GDP) increased by 14.4% from Rp5,614.3 trillion in 2009 to Rp6,422.9 trillion in 2010. Within the same period, gross premium income of insurance industry increased by 17,5% from Rp106.4 trillion in 2009 to Rp125.1 trillion in 2010. Thus, the ratio of gross premium to GDP increased in 2010 from 1.90% to 1.95%. As of the end of December 2010, there were 377 companies having business licenses to operate in Indonesia which consist of 142 insurance and reinsurance companies, and 235 insurance business supporting companies. The insurance and reinsurance companies consist of 46 life insurance companies, 87 non life insurance companies, 4 reinsurance companies, 2 companies administering social insurance program and workers social security, and 3 companies administering insurance for civil servants and armed forces / police. The number of life and non life insurance companies per 31 December 2010 is the lowest for last five years (Indonesia Insurance 2010). The other hand survey all staff turn over has been done by the global management consulting firm Hay Group Hay Group .Base on their survey rate of staff turnover in Indonesia was increased The research was shown that the Indonesian insurance industrys turnover in 2007 is at 10.7% and 12.7% in 2008. The research indicated that salary increase is the most cited reason for job hopping. The study suggests that companies must make a continuous effort to create an attractive working environment to retain employees. In general, people have bought insurance product based on 20% of the benefits of the product, 20% was seen the background of the insurance companies and 60% depending on agent offered. Because the Indonesian people in general are prefer interacting and their want to get more detailed information directly from agent. Hence to said insurance agent is the vanguard of the company. The purpose of this study is to explore factors commonly believed to affect life insurance agent turn over in the JV Insurance Indonesia. Furthermore, a case study of turn over is presented to show the impact of turn over in the JV Insurance Indonesia. In order to ensure the confidentiality, the name of company has changed, so that the informations indicated do not affect the reputation of the company The JV Insurance Indonesia. The JV Insurance Indonesia belongs to JV Group of Companies, the largest life insurance group in Singapore and Malaysia with its two distribution channels the tied agency and bancassurance.The JV Insurance Indonesia started its operation in Indonesia in1996, with headquarters in Jakarta and several Sales Offices in big cities in Indonesia. The JV Group is a subsidiary of O Bank, the second largest financial services group in Southeast Asia by assets. It is among the worlds highest rated banks, with a long term credit rating of Aa1 from Moodys. It is also ranked by Bloomberg Markets as the worlds strongest bank. Since 1908, The JV Group has a strong legacy of putting you first. We make life great by providing financial security, and promoting good health and meaningful relationships. With our comprehensive suite of plans to meet your every need, you can be assured of true peace of mind. Literature Review Insurance Agents Insurance agents are primarily responsible for searching, collecting, selling insurance products and other financial services. Knowledge agents on selling product have been considered equal to company knowledge. Misconduct of an agents are responsibility of the company; This are bind company to clients. Notice from clients to insurance agents, as same as to the insurance company. (http://www.aaji.or.id/InfoCenter/Dictionary.aspx) Turnover Turnover is defined as the number of people who leave a job or organization (DeNisi Griffin, 2008). Cascio and Boudreau (2008) said that a more appropriate way to define turnover is to consider, not only separation, but also the replacement of employees leaving. Turnover in the organization has become a very investigated area (eg, Marsh Mannari, 1977; Mobley, 1977,1982; Bluedorn, 1982; Horner, Hollingsworth, 1978. Cotton Tuttle, 1986; Mathieu Zajac, 1990; Babkus, Cravens, Johnston, Moncrief 1996;; Gaertner, 1999; Hom Griffeth, 1995; Rhodes, Eisenberger, Armeli, , 2001; Meyer et al, 2002; Alleyna, 2002; Zacharatos, Herschcovis, Turner, Barling, 2007; Hong, Wei, Chen, 2007; Clark, 2007). Turnover can lead to loss of productivity, quality of service interruption, lost of business opportunities, and demoralized employees who live (Hom Griffeth, 1995; Mobley, 1982). Limiting turnover would be beneficial to organization. Insurance Agents and Turnover Empirical research on the insurance agents and turnover is limited. Current statistics indicate the turnover rate of 85% for women and 81% for males four-years model (Huffman, 2007). This statistic is an increase from two years earlier that showed the overall turnover of 89% in 2005 (Brown, 2004) and 86% in 2004 (Higgins, 2003) using a 4-year retention rate. While the turnover rate has increased, losing more than 80% of the industrial workforce for the past four years is quite expensive. Muise (2007) showed that 28% of U.S. insurance agents hired in early 2006 were not employed with the same company at the end of 2006. Moreover, the greatest loss occurs before the second year employment is complete. Huffman (2007) determined that 62% of women and 53% men are no longer employed by the same insurance company at the end of two years. Berris and Jackson (2008) notes that turnover was the biggest frustration for managers, owners and employees of the insurance companies. It is clear that i nsurance agents are a valuable commodity in the field of insurance. Sadly, there are not sufficent agents to adequately serve the community. In addition, retention is at a staggering low level while recruitment cannot compete with the speed of the insurance agents leave the industry. In addition, turnover is a consistent problem that inhibits the insurance industry. Determining the factors that increase retention and minimize the necessary intention to leave for the insurance industry to continue to thrive. There are many factors that cause an employee to intent to leave the organization. The research was not all encompassing. This study only offered additional information to the body of knowledge. Prior studies and research in the future will continue to add to the body of knowledge considering employees intent to leave the organization. Problem Description The company is a complex organization that consists of many resources, one of which is human resources. One of problems in corporate human resources is inten to leave of employee impress of agent turn over, If agent has a sense of satisfaction in work or enviroment of company, then the agent would demonstrate good personally in companies. Base on theory, job satisfaction is negatively related to employee turnover, higher job satisfaction associated with low turnover, whereas the less satisfied employees show higher turnover. But in the current conditions of the country of Indonesia with a high unemployment rate and lack of alternative work, will lead to a lot of people would think twice about leaving their job, they prefer to stay in their job even though it may in fact employees are not satisfied with the work. Based on the pre-survey in the JV Insurance Indonesia was found in 2011 a common problem associated with the employee is the employee dissatisfaction on commision factors and the relationship between superior and subordinate that makes some employees who are not satisfied will resign his job. It marked the turnover rate of employees in the BL Insurance Indonesia in 2011 is higher in the amount of 20.60% depend on 5,76 % in 2010. This is certainly very interesting to study further. Is there job satisfaction associated with employee turnover rate in the companys current condition? Based on the mentioned hence the issues will be investigated in this study are: 1. What factors that can influenced turn over rate of insurance agents of The JV Insurance Indonesia? 2. How is improvement efforts need to be implemented by the JV Insurance Indonesia to enhance employee satisfaction and reduce the levels of turnover occurring? STATEMENT OF THE PROBLEM Considering all these issues study determines its Factors Affecting Life Insurance Agent Turnover (case study in The JV Insurance Indonesia ) FINDING Demograpic analysis Demographic factors may influence the occurrence of turnover. Those factors are age, length of service, education, family size and responsibility and marital status. Age The result of these study show that the majority of respondent are young agent. Young agent indicate a higher turnover rate than workers with older. Previous research shows there is a strong negative relationship between age and turnover, The negative relationships that exists in these studies mean as age increase the rate of turrnover decreases, Older agents are reluctant to move because of work and family responsibilities and they do not want to work from the beginning in a new place. They do not get comfortable even though their will get a new salary and more facilities more bigger. The length of service The length of service as define by Bluedorn (1982;140) is the amount of time an individual has been a member of organisation. The result of these study has been indicated a negative relationship between length of service and turnover, Its mean the agent with shorter length of service with an organisation are more likely to leave Family size and responsibility Stone and athelstan (1969) who studied turnove among famales shows that there is positive relationship between increses in family size and increased tendencies to turnover. This contrast in the findings on the impact of family size among male and female turnover can be simply explained by the typical rule of traditional sex-role differentiation in the family Education Recent studies dealing with education, suggest that there is evidence to link better-educated agents with higher rates of turnover than less-educated agents. The result of these study has been indicated a positive relationship between education and turnover Marital Status Several previous studies have demonstrated the relationship between marital status and labor turnover. Unmarried agent are more likely to leave a job compared to married agent. The result of these study has been indicated a positve relationship between marital status and turnover. That means single agent have higher turnover than that of married agent. Organizational Factors analysis Several researchers have examined the turnover problem as a consequence of high turnover or excessively costly to the organization (North et al., 2005). Previous research has shown that many considerations affected to the decision to leave a company. Quantitative and qualitative research studies have shown correlative patterns that can both explain and predict agent turnover. The literature on agent turnover is very broad. The shortage of workers significantly impact overall organizational effectiveness and employee spirit (Bame, 1993; Fitzpatrick, 2002; Harrington, Zimmerman, Karon, Robinson, Beutel, 2000). When agent turnover becomes excessive , productivity suffers, decreased services, increased cost, and leaves the knowledge of the firm (Drucker, 1998; Fitzpatrick, 2002; Shaw, Gupta, Delery, 2002). Employee Commitment The relationship between agent commitment and tendency to either stay with or leave an organization has been the source of much academic inquiry (Blau, 1985; Meyer, Allen, Smith, 1993; Morrow, 1983). Commitment to job or the employer has been the subject of confusion because of different definitions for the concept of commitment (Morrow, 1983). Meyer and Allen (1991) define organizational commitment as a psychological state that (a) the character of the relationship between employees and the organization, and (b) has implications for the decision to continue or discontinue membership in the organization (p. 61). This could take shape in the way employees become emotionally attached to or identify with an organization, the fear of losing their commitment and identity with an organization, or a sense of obligation to an employer (Meyer Allen, 1991). Based on emotional commitment, two main directions of research that appears (a) studies examining agents emotional commitment agents and (b) studies examining attitudinal commitments. Agents commitment has affected the turnover rate. in these study showed little their commitment to an company. Employee Satisfaction Employee satisfaction has the effect of work-related outcomes such as job performance, commitment to an organization, discretionary activities, absenteeism, turnover, and delays (Hulin Judge, 2003; Johns, 2001, Judge, Parker, Colbert, Heller, Ilies, 2001; Warr, 1999) Employee satisfaction is one that affects the turnover can be divided into three sub-categories: (a) dispositional, (b) situational, and (c) integrational (Arvey, Carter, Buerkley, 1991; 2001 Judge et al.) In these study suggests there is a tendency not fulfilled employee satisfaction Compensation Compensation affected the agent retention strategies (Corporate Leadership Council, 1999, Williams Sunderland, 1999). Many studies show that compensation was a key determinant retention (Dreher, 1982; Gerhart Milkovich, 1992; Griffeth, Hom, Gaertner, 2000; Harrison, Virick, Williams, 1996; Porter Lawler, 1968; Schwab, 1991; Steers Mowday, 1981). there are variations of several studies have shown that compensation for increased performance (Milkovich Newman, 1996). Other researchers have questioned the premise that retention is connected to compensation (Kim, 1999; Kohn, 1993; Pfeffer, 1998). Pay-for-performance structures have been studied for their impact on individual performance improvement (Jenkins, Mitra, Gupta, Shaw, 1998) and organizational performance (Gerhart, 2000). Because a lot of insurance companies pay their agents based on commission, not salary, they do not making enough money from commission may realize that they will not be able to fulfill their basic necess ities and may need to look elsewhere for work. In these study compensation has affected the performance of the agent to remain in a company. Training and Development According to some previous studies the effects of training and development programs have reduced turnover. That program on employee development has shown that improving agent skills as a result. Martin (2003) asserts that there is a complex relationship between turnover and employee development. Martin found that increased the skills of workers on the job resulted in a lower rate of turnover for the organization.. Supervisor-agent Relationship This study is the relationship between agent and supervisor. The quality of that relationship affects the commitment of the agent (Galagan, 2000; Kaye and Jordan-Evans, 2000; Kinni von Hoffman, 2000; Tulgan, 2001). These study has shown that voluntary turnover is due to the low quality of the supervisor-agent relationship (Dobbs, 2001; Kaye and Jordan-Evans, 2000). Supervisor-agent relationship quality assessed by the effectiveness and communication styles between the two sides. In the supervisor-agent studies and their impact on motivation and job satisfaction, the differences in communication styles have been neglected to date (Mayfield, Mayfield, Kopf, 1995, 1998; Sharbrough, Simmons, Cantrill, 2006 Organizational Culture The study of effects cultural organization have been at the retention of employees show there is a strong correlation between organizational culture and turnover (Galagan, 2000; Kaye Jordan-Evans, 2000; Kinni von Hoffman, 2000; Salopek, 2000). Work environment or organizational culture where relationships are based on trust and integrity, the staff is treated as a unique individual, and personal relationships taken care positively impact employee turnover. Good relationships between supervisors and agent or between agents and agents affect the decision to stay or leave a company (Friedrich, 2001; Morrison Chan, 2000). Instead, the results showed that the stress levels of employees, lack of support from supervisors or management,, and non-empowering work environment had negative effect on turnover (Friedrich, 2001; Hemingway Smith, 1999). Sales Skills Sales skills factors caused insurance agent turn over. There factors are consist of Running out client list Running out client list due to agents have been limited relationship held and the lack of ability to build relationships with new people. They were afraid ask for references from their clients Lack of interpersonal skill Agents are not motivated due to lack of support from managers to provide encouragement and the assistance required. They were not given enough motivation to remain in the company. Lack of salesmanship. Agents had been unable to selling product because they were not received training on how to selling a good product, lot of agents do not have a background in marketing and insurance so that they had difficulty in adapting the marketing environment Discussion Turnover agent has been affected by job satisfaction. Job satisfaction can be broken down into short-term assessment and long-term assessment. Short-term assessment is the intention to leave the company before 1 year. Long-term assessment in relation to intention to leave in the next 24 months. Respondents indicated that the commission, rewards and benefits are part of the top level in the short term. Gifts of money, non-monetary rewards and appreciation even considered as an important reason to consider when deciding to leave in the short term. Factors such as operating procedures, the nature of work, organizational communication, co-workers, and supervisors are most strongly associated with intention to leave in the short term. Factors of working enviroment, good career opportunities, and communication around the organization in the long term will occurred for agent, they will be becomes important when considering leaving within the next two years. Operating procedure is still the most important and minimal supervision can still be considered in turnover. Overall, in the short term, the five strongest factors to consider reducing the intention to leave in the next year including affective commitment, commitment to sustainability, contingen awards, commissions, and benefits. The five least important factor for respondents in the short term include normative commitment, operating procedures, justice, information, monitoring, and nature of work. Suggestions for minimizing turnover Companies should improve the recruitment agent system. companies create training programs that aim to meet the needs of agents such as how to increase ability to sell products and good approach to clients. The company should require agents to have an agency license Companies must improve operating system procedures, so that agents can smoothly in administrative affairs. Designing forms used for agent activity in selling products The company should improve the system of compensation, bonuses and awards. The company established a corporate culture for all employees, especially convenient for the agent. Improving relationship between supervisor and agent, thus forming a mutually beneficial relationship between two parties Conslusion These study revealed interesting results regarding intent to quit before 1 year. Most agents were satisfied and had no intent to quit in 6 and 12 months. Several economic and demographic factors like comission and age did not affect agent intent to quit before 1 year. In marital status factors almost half of unattached employees, such as single, widowed, and divorced agent had intent to quit before 1 year. The result shown that a higher percentage of unattached agents intent to quit before 1 year and had lower organizational commitment. In organization commitment factor was lack of organization commitment that contributed to the external factors, such as downsizing and outsourcing. Also, unattached agent have minimal risks with intent to quit due to less years invested and limited retirement investments. The results revealed that married agent no intent to quit due to high organization commitment, in order to maintain family responsibilities and future retirement. The relationship between commision and turnover is significant. Agents anticipate their sacrifice of time, energy and completion of job responsibilities to be demonstrated through rewards, such as reward and bonuses. When rewards and bonuses are not sufficient, then employees feel unappreciated and dissatisfied. As a result, negative attitudes and behaviors are demonstrated through minimal job performance and productivity like low achived premium target . In addition, negative attitudes and productivity increase agents intent to quit from company for additional experience and skills for potential career advancements. Similar to commision, promotions contribute to agents intent to quit in 1 year. However, insufficient commition and limited promotions increase agents intent to quit from organizations, in order to obtain additional experience and skills for higher commition and future career advancements. Future research and Limitations The limitation of these research identified the collection of data from a small site in Jakarta Indonesia to generalize to a large population of employees in the insurance industry. Future research is needed to obtain feedback from a larger sample rather than a smaller sample of the population. Future research will enable levels of management and human resource programs to enhance existing and incorporate additional programs to accommodate a diversified population of employees. Another area of future research includes modifications with the demographic survey. The survey used in the study did not include variables, such as status of education.

Poem lucifer In The Starlight: New Meanings And Ideas :: essays research papers

Poem "Lucifer in the Starlight": New Meanings and Ideas Examining a poem in detail can bring out new meanings and ideas. By careful analysis, the full beauty of the poem can be appreciated. The poem "Lucifer in Starlight (p. 959)", by George Meredith, can be analyzed to refine the authors purpose, by examining every subtle hint, every possibility, for a deeper theme. Also, "deciphering" formal literary techniques such as metaphor, connotation, and symbolism is the key to unlock other expressions. The main theme of the poem is that Lucifer has no place out of his hell, and anything he tries to reenter heaven is futile. As with any poem, it is best to first examine how the title, "Lucifer in Starlight" relates to the body of the poem. Obviously, Lucifer is the defiant angel that was banished from heaven, and sent to the underworld of hell, where he known as Satan. The title refers to the devil as "in starlight", so this means he has to rise to a place where the stars are visible, not the fires of hell. This rising from the underworld is summed up in the first line. It is later explained that he is doing so because he is tired of his ‘dark dominion." Ironically, the first line refers to Lucifer honorably, as a "Prince", while in the second line he is tagged as a fiend. This leaves the reader feeling perplexed, yet still thinking of Lucifer as the enemy. At first it may seem as Lucifer has risen to the Earth, but it is further clarified that he has elevated himself above the "rolling ball". However, god imagined the world as planar, with heaven on a higher plane, and hell on a lower plane, not spherical as defined here. From his place in the stars above earth, Lucifer looks down through the clouds, and observes the sinners. He is talking about the denizens of the earth, for since Adam sinned in the beginning, all of his sons and daughters are also sinners. Perhaps he can relate to them, as he is also trying for entrance to heaven. For now , he sets his mind on the people who will become denizens of his hell eventually. Here Meredith shows how much hubris the devil really has, for the reader can just see Lucifer savoring over the masses entering his vile domain. Then, Lucifer peers at the most extreme places in the world, describing the sands of Africa. The Sahara desert with its barren, endless, undeveloped sand can seem like hell to anybody.

GWF Hegel and the Development of Moral Integrity Essay

Moral integrity is the core and purpose of Hegel’s moral writing. The point is to reconnect mankind with the nature and purpose of their development, something that Bookchin shares. Moral integrity is a process, a process that develops only through institutions, and hence, is perfectly a part of this paper: ethical integrity is a social integrity, both created by and mediated by institutions (Horowitz, 1966, 8). For Hegel, these institutions are three-fold, the family, the civil (economic) society, and the state itself. These three things work together to form to integral personality and mediate it through the various elements of day to day life. While often highly rarified and theoretical, it seems that Hegel, in reality, is the most practical of all the writers we have examined. The moral personality as an integral unit is mediated through, first, the family. Initially the moral personality is seen as the opposite of integral: completely and absolutely free to adopt any end whatsoever. This is not a good things, but is the very source of capriciousness and arbitrariness. The entire point of building the morally integral person is to provide this otherwise empty will with purpose and content. The first institution to do this is the biological family. In this first and vital institution, the human person is shaped to love and to see oneself in the other. Mutual aid is a fact in the family, and such mutual aid seeks no profit, but exists in and of itself, helping and assisting for the sake of loving (Horowitz, 1966, 12). But this institution, as significant as it is, is not self-sufficient. In order to function and survive, it needs to be a part of the broader society and its productive capacities, hence, it passes over into what Hegel calls â€Å"civil society. † This second institution is similar to Locke’s principle of productive property. This is the realm of free action, of the drive to manifest one’s personality in work. Here, it is morally legitimate and useful for a person to seek gain and profit. The family was the arena for love and self-sacrifice, civil society is the arena for its opposite. But, just as the family is not self sufficient, neither is the market. The market leads to oligarchy ane the domination of capital. If unchecked, as Bookchin reminds us, the market will take on a life of its own, and all things will be valued on the basis of their monetary value. Hence, the economic life of the people will finally resolve itself into the state, a far more complex manifestation of the family, headed by the king, a patriarch (Yack, 1980, 710-712). The state manifests the universal mind of the people. Locke and Proudhon hold that the true nature of the natural law has its repository in the people: here, it is the people coming together in the state, the state as the ultimate integral individual. So while all three of the above writers saw the state as a problem, Hegel views it as the solution. If natural law and moral integrity are a single concept with basically a single content, then the central state becomes all important as the physical manifestation of this. What is significant is that all four of these writers got to their conclusions in the very same way, through the application of natural law in the construction of morally integral beings. 5. Conclusion All four of these writers used natural law. All four denounced the world of market capitalism that is not restrained by natural law. All four sought to define the integral individual. Locke sought to define this in the property owner, virtuous in the respect that he would not judge in his own case, but he will be a part of a limited state that would objectively apply civil law to criminal cases. Proudhon rejected the state, and defined the integral person as a producer, a part of a guild or organization based around economic function, operating in a free arena where goods and services are exchanged via contract. The morally integral person, then, functioned as an honest broker, one who maintains his promises and promotes the good of all in so doing. For Book chin, the morally integral person was a real citizen: the balance between market goods, the natural world, political rights and communal responsibility. The morally integral person limits his needs to what is good for the community and what preserves the natural beauty around him. Lastly, Hegel sees the morally integral person as a developmental entity: someone who has all his natural attributes, the lover and the fighter, synthesized in the state and the national culture. Bibliography: Bookchin, Murray (1993) â€Å"What is Social Ecology? † in Environmental Philosophy: From Animal Rights to Radical Ecology. ME Zimmerman, ed.Prentice Hall Forde, Steven. (2001) â€Å"Natural Law, Theology and Morality in Locke. † The American Journal of Political Science 45, 396-409 George, William (1922). â€Å"Proudhon and Economic Federalism. † The Journal of Political Economy. 30, 531-542 Horowitz, Irving. (1966) â€Å"The Hegelian Concept of Political Freedom. † The Journal of Politics. 28, 3-28 Proudhon, Pierre (1977) The Principle of Federation. The University of Toronto Press. Seliger, M. (1963) â€Å"Locke’s Natural Law and the Foundation of Politics. † The Journal of the History of Ideas. 24, 337-354 Yack, Bernard (1980) â€Å"The Rationality of Hegel’s Concept of Monarchy† APSR 74, 709-720

The Importance of Organisational Culture

The Importance of Organisational Culture There are three levels of organisational culture and these are listed as follows:Advertising We will write a custom essay sample on The Importance of Organisational Culture specifically for you for only $16.05 $11/page Learn More artefacts; espoused beliefs and values; basic underlying assumptions (Schein, 2010, p.24). The term artefact referred to the visible aspect of culture such as the behaviour of the employees as well as the business process within the firm. Espoused beliefs and values on the other hand are ideas related to the ideology of the firm and the way they explain their business methods. Finally, the basic underlying assumptions are ingrained ideas and values that cannot be articulated but drives the unconscious or automatic response of the top leaders and managers of the said organisation. When taken together, organisational culture must be carefully considered in order to promote organisational change. Organisational change is a common occ urrence in the business world. Organisational change can come in various forms. Change can come in the form of a corporate expansion or a corporate restructuring wherein employees are forced to retire early. Change can also come in the form of a merger. Another example of change is the need to adopt a new business process (Dunne, Lusch Carver, 2011). But in order to appreciate the impact of organisational culture with regards to organisational change one of the best examples to consider is the one wherein a company has to leave the comfort of home and expand overseas. In this example organisational culture collides with the culture of a country and its people. The importance of understanding the basics of organisational culture in order to promote positive change is an established fact in organisational management. The interaction between these two concepts can be seen in different types of organisations from the army to manufacturing firms. But before going any further it is impor tant to clarify the meaning of organisational culture (Ferrell, 2011). Organisational culture is the invisible force that holds the members of a group into a tight unit. It is the invisible force that dictates the behaviour of managers and workers. The decision-making process of leaders and the automatic response of employees to a given problem is not only the result of accumulated knowledge and training but by organisational culture.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Their behaviour is dictated by the groups culture because it has created an organisational climate beforehand. In this atmosphere certain actions and ideas are not tolerated. It has something to do with the way the leaders shaped the mindset of the members of the group. In the army and in the corporate world the organisational climate is rooted in the organisations culture. The culture in turn is reflec ted in the actions of the members of the said group. The organisational culture of the group is invisible to the naked eye but its impact can be documented through the behaviour of the people within the group (Sethi, 2003). The expected behaviour of the members of an organisation is made possible by the way the members interpret their groups culture. Thus, the creation and manifestation of organisational culture is not a by-product of accident. It is the result of a deliberate process. The group’s behaviour is rooted in the organisation’s shared beliefs and values. When confronted with a problem, members of a group need not consult their manuals. They simply react based on the culture of their organisation that was ingrained in them during times of training with their mentors. At the same time the action of a member is conformed to the expectations of the organisation. If there is a culture of teamwork then, every member works like a well-oiled machine. It is impossibl e to study the effect of organisational culture without examining an example of a company that was able to expand globally and succeeded in the international scene (Kotler Lee, 2005) It is important to study a company wherein leaders deliberately established a unique organisational culture in order to accomplish a particular goal. The following pages will examine the secret to IKEA’s success and much of it can be attributed to the culture of the organisation. The overwhelming success of IKEA in the local and international scene can be appreciated through the following figures:Advertising We will write a custom essay sample on The Importance of Organisational Culture specifically for you for only $16.05 $11/page Learn More the company reported total revenue of $27 billion in 2007 alone; 82% of sales came from European markets; good were manufactured in China, Poland, Italy, Sweden and Germany (IKEA, 2010). The focus of IKEA’s business model is to provide affordable and yet high-quality products. The business model that they employed is a major reason for their success. But the second major key to their success was the decision of the founder to establish his own unique corporate culture. The founder of IKEA, Ingvar Kamprad management style is the best example of how organisational culture can be cultivated and sustained for many years. In order to appreciate the importance of the establishment of corporate culture one has to keep in mind that â€Å"In talking about culture we are really talking about a process of reality construction that allows people to see and understand particular events, actions, objects, utterances, or situations in distinctive ways† (Morgan, 2006, p. 134). It is the leader who establishes the culture of the group. The founder or the CEO must show the way. The leader must actively participate in the creation of a social reality for the group. But it is also important to point out that the leader must identify conflicting ideas and sub-cultures that exist within the group in order to deal with as soon as possible (Hogan, 2007, p. 81). Thus, I now I understand why the CEO of HF initiated a training program. It was only through the process of education that a person’s mindset was transformed in order for it to be conformed to the social reality of the group. In the case of HF, the CEO sent expatriates to Asian factories and showrooms in order to demonstrate to the locals the essential ingredients of HF’s organizational culture. Part of the organisational culture at IKEA is the need to innovate and adapt to a changing world. When the company decided to adopt English as the official language of communication within the firm, it created a major disturbance within the company. But the leaders simply made the decision based on the culture of the organisation. Their group’s culture compelled them to make the necessary changes even if it was a difficult de cision to make.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Their headquarters is located in Sweden and therefore it was a difficult to decision to make. But the leaders knew that in order to improve their capability to serve their clients better, there is the need to improve the way they communicate as a group. Since there was the need to expand overseas it was just practical to adopt the English language as the official language of the firm. It is also important to point out that the establishment of organisational culture at IKEA was the by-product of the collective programming of the mind of the workers (Earley Sing, 2007, p.18). This process requires workers to understand that there were corporate ideals that they need to learn and value so that they become important and reliable members of the group. Organisational culture is important because it influences not only behaviour but also the morale of the workers (Moran Harris, 2007, p. 6). The leader must develop the appropriate strategy in order to unite and inspire a disparate group of people to work more efficiently. Part of the organisational culture at IKEA is the passion to learn and to innovate. This particular aspect of their culture is made evident during the regular meetings wherein employees are encouraged to learn from one another (IKEA, 2010). The desire to learn and to innovate is complimented with the founder’s reminders that people make mistakes. Kamprad told his employees that â€Å"Only while sleeping one makes no mistakes† (IKEA, 2010). As a result workers are inspired to find solutions to their corporate problems. Part of the culture of the company is their shared values of togetherness; cost-consciousness; respect. The company is always open to new ideas and they constantly seek ways to improve the business process of the group. It is not only important to establish the culture of the company. It is also equally important to sustain that corporate culture. IKEA was able to weather the storms but at its core, it remains the sam e organisation because according to Steen Canter, a former IKEA executive, Kamprad, â€Å"†¦has a core group of people who are culture bearers for the brand, who will go out and fight World War II for him† (Lavin Cohan, 2011, p.8). The strength of the company through its corporate culture is the main reason why this particular organisation can open 276 stores in 36 countries and yet maintain the same level of commitment, passion and success (Lavin Cohan, 2011, p.115). The importance of culture is more pronounced when it comes to international business because organisational culture collides with social norms and social values. The levels of culture discussed earlier are affected not only by corporate ideologies but also by the social forces that shaped that particular country and its people. This assertion is supported by a statement made by a management expert who wrote â€Å"The business of international business is culture† (Hofstede, 1994, p.1).Therefore, th e organisational culture of a firm is also affected by the values of the people and this is manifested in the way the workers and managers conduct their business. If a company is transplanted from its country of origin to an overseas branch the organisation is required to undergo a process of change. It is imperative that if investors are willing to finance a venture overseas, then, they have to know the requirements and one of the major requirements is the willingness to adapt to a new environment. The need to expand overseas coupled with a strong business foundation enabled IKAE to open stores in countries like Japan, Russia, and China (IKEA, 2010). It is important to point out that IKEA was able to sustain its organisational culture in the face of difficulties and social influences. They company was ready to expand overseas and when that day came they were able to increase their effectiveness and profitability. Kamprad is not only well-aware of the importance of organisational cu lture, he was also aware of the need to deal with the culture of a particular country. Kamprad fully understood that it is impossible to establish an IKEA store, say for instance in South Korea, top management of the company, down to the rank and file employees do not share the values that he believes in. Thus, Kamprad decided that every time he will open a store he will send only his veteran employees and reliable managers. The company is willing to spend extra money to send their best workers in order to teach new employees in an office located halfway around the world. The purpose of these employees sent abroad is to help replicate IKEA’s organisational culture in London, Tokyo, Sydney, Hong Kong, Seoul, and others. The expats will continue to work along side new recruits. They will not stop until local managers can handle the problem when they are no longer there to supervise them. Kamprad also understood the fact that it is impossible to establish organisational culture if the company failed to recognise the intricacies of social norms and values in a given area. The failure to understand culture in the context of social frameworks can mean conflicts that can easily destroy the stability of the company. It is therefore important for managers to understand the meaning of low-context and high-contact cultural patterns. An example of high-context cultural patterns can be seen in countries like Japan, Malaysia and Mexico (Cheng, 2003, p.4). An example of low-context culture can be found in European societies as well as English speaking nations like the United States and Australia (Cheng, 2003, p.4). Schein pointed out the different components of an organisational culture. But he was simply referring to a culture that is contained within a firm. Scheins framework was limited to the ideology and vision established by the founder of the firm or an influential core leader of the said organisation. But apart from the dynamics of business processes that occu rs within an organisation there is another kind of culture that operates within and without. This culture is related to the sociological aspect of the business environment and this transcends the boundaries of the firm. Nevertheless, there is a way to analyse the relationship of the culture of a particular society and the business environment (Ferrel Hopkins, 2003). One way to understand the connection between social norms and the organisations culture is through Hofstede’s The Five Dimensions of Culture. This framework is a helpful guide for multinational companies, corporate leaders, and employees sent to establish overseas operations. Conclusion The importance of organisational culture to create organisational change cannot be stressed enough. Organisational culture serves as the standard that can be used to regulate the behaviour of a group. It is important to point out that it is the leader who will create the necessary climate needed to empower workers and clients alik e. However, in order to produce change it is also important to deal with the culture of the place. References Cheng, W 2003, Intercultural conversation. John Benjamins Publishing, Philadelphia. Dunne, P, Lusch, R, Carver, J 2011. Retailing, Cengage Learning, Ohio. Earley, C Singh H 2000, Innovations in international and cross-cultural  management, Sage Publications, California. Earley, C Ang, S and Tan, J, 2007, CQ: Developing cultural  intelligence at Work. Stanford University Press, California. Ferrell, O and Hopkins, M 2011, Marketing Strategy. Cengage Learning, Ohio. Hogan, C. 2007, Facilitating multicultural groups: a practical guide. Kogan Page: London. Hofstede, G, 1994. ‘The business of international business is culture’, International  Business Review, vol.3 no. 1, pp.1-14. Hopkins, M 2007, Corporate social responsibility and international development.  Earthscan Publishers, Virginia. IKEA 2010, Sustainability report 2010. Web. Kotler, P Lee N 2005, Corporate social responsibility: doing the most good  for your company and your cause. New Jersey: John Wiley Sons. Lavin, J Cohan, P 2011, Export now: five keys to entering new markets. John Wiley Sons, New Jersey. Morgan, G 2006, Images of organizations, Sage Publications, California. Moran, R Harris P 2007, Managing cultural differences,  Butterworth-Heinemann, London. Schein, E 2010, Organizational culture and leadership. Jossey-Bass, California. Sethi, P 2003, Setting global standards: Guidelines for creating codes of  conduct in multinational corporations. New Jersey: John Wiley Sons.

Questions to Ask During Your Medical School Interview

Questions to Ask During Your Medical School Interview Interviews are all about questions- not only for the applicant but for the interviewer as well. Most medical school applicants spend a great deal of time considering what they might be asked and how they will respond. No doubt about it, you will be grilled during your interview for medical school. Although tips for applying to medical school abound, many med school interview candidates dont realize is that the interview is also a time to ask questions. In fact, you will even be judged on the quality of your questions. Asking good questions is important because it shows that you are informed and interested in the program. More importantly, it is only by asking relevant questions that you will gather the information needed to determine if a particular medical school is right for you. The admissions committee is not just interviewing you. You are interviewing them. Too often candidates take the position that they will attend any school that admits them. Remember that you need to choose a program that is a good match for you. It is only by asking questions that you can accurately determine that. What Not To Ask One caveat about asking questions: Remember to do your homework. You should already know a lot about the program. Your questions should never ask about simple information that can be gleaned off of the website. You are expected to be aware of such materials. Instead, your questions should probe and follow up on what you have already learned. Never ask any personal questions of the interviewer either- unless they specifically relate to how that person enjoys the environment, classes or professors of that med school. Steer clear of questions whose answers dont help you understand the program better or that delve too deeply into the person sitting in front of you (though polite questions like how are you? are completely fine in conversation). This is your chance to get to know the school, not the interviewer. That said, it is important to tailor your questions to your interviewer. For example, ask questions about the quality of life  that the interviewer, as a resident of the school, would know the answers to.   Curriculum and Evaluations One of the primary reasons to choose one medical school over another is the courses offered specifically in that program. Therefore it is important to ask if there are any special programs for which this medical school is notably special. Its even better to ask about specific programs youve researched on the school website or course catalog.   Since most medical programs are slightly different with how they handle clinical application years, it is also important to ask the interviewer to describe the curriculum during the pre-clinical and clinical years and if there is any flexibility in the coursework (how many  electives  are offered and the timing of the courses). What makes this program different than another similar program youve discovered at another school? What difference is there in teaching style? Questions like these will help you determine if the medical school youre applying to is the right fit. Evaluation of students can also be drastically different from one institution to another. If the website or course catalog does not specifically cover the topic, you should ask your interviewer how students are academically evaluated and what the course of action is should a student perform poorly. How does the school assist students who do not pass? Clinical evaluations, similarly, can be carried out differently from school to school, so you should also ask about their process for such.   The future of students attending this particular med school can also help you determine whether or not you can achieve your goals as a student by attending. Asking how do students from this  medical school  perform on the National Board Examinations (percentage-wise) and which residency programs the recent graduates were accepted to can shed some light on the likelihood an education at this program will improve your chances of getting into the residence of your choice. If you have a narrower idea of where youd like to attend medical school, perhaps asking what clinical sites are available (rural, urban or private) and if students are permitted to do rotations at other institutions will provide more insight into the programs offerings.   Resources and Faculty-Student Interactions Speaking of resources, it is important that at the end of the interview you understand exactly what tools the program has to help you along in your college career. Ask about the library and electronic journal database access- is it, in the interviewers opinion, adequate for all the current medical information you will need. Further, what computer and technology resources are available to students? It is critically important, especially in modern times, that the program offers adequate resources, so dont hesitate to ask for clarification on any of their availability.   Also, finding out what kind of academic, personal, financial and career counseling services are available can help you better understand how well the program cares for the individual needs of its students. If you are a minority or special interest group, you may want to know the diversity of the student body and any support services or organizations for ethnic minorities and women the school may offer. If you are married, asking if there are services available for spouses and dependents will alleviate some of your concerns with family issues.   In terms of faculty-student interactions, you may want to know how each advisor is assigned and what the working relationship with students is throughout the program. This typically includes work on faculty research, so you may want to ask how that gets assigned and if students are given the opportunity to design, conduct and publish their own research.   Financial Aid Medical school can be expensive- very expensive- so asking about what kinds of  financial aid are offered could be imperative to the pursuit of your medical school degree. You should ask the interview how common it is for students to have unmet needs in their financial aid package  and how these students come up with the extra funds. Perhaps someone is available to assist  students with financial aid, budgeting, and financial planning?   In any case, it is important that before you finish the interview you have a bit more comfort in how you will manage to pay for your tuition and degree. Asking a variety of questions surrounding financial aid, including clarifying exactly what the expected cost of tuition will be, can help give you this piece of mind.   Student Involvement Its important to remember that you are paying for your education and you alone are responsible for making the most of your education. One of the best ways to ensure this (other than choosing professors and courses suited best to you) is to get involved on campus and in the program itself. Ask your interviewer what medical school committees have student representation and what opportunities exist for students to provide program feedback and participate in  curriculum planning. This will allow you more freedom to influence your program to most benefit your curriculum goals. Similarly, the student council or government involvement may be an important question to ask.   In terms of the valuable on-the-job experiences that will go toward future residence applications, community service also plays a key role in your education. You may consider asking if most students are involved in those activities and which community service opportunities are available to students. It might even be a requirement of completing your degree, so its best to ask the interviewer exactly how the program regards and encourages student involvement.   Campus Policies As a student entering the medical field, you should understand the importance of an institutions response to medical emergencies and virus outbreaks. Consider asking your interviewer what the protocol is for dealing with student exposure to infectious diseases. Are vaccinations provided against Hepatitis B or prophylactic AZT treatment in case of a needle-stick or accident? There are many more campus policy questions you could ask depending on your lifestyle, career goals, and medical needs as a student. For instance, if you are a student living with a disability, you might consider asking if  disability insurance  is provided by the school. If you hope to fast-track your degree, you may ask about the possibility of taking on a heavier course load. Inversely, if you are working full-time and hope to only enroll in night classes, you may ask what the campus policy is for attendance and when courses are offered, specifically. If you anticipate a loved one passing or needing critical care and you are forced to leave school, you may ask what the grievance procedure is for the institution. Location and Quality of Life If youre relocating to the area for school- especially if the interview happens to coincide with your first visit to its location- you may want to ask specific questions about the city and campus standard of living. Asking what the housing facilities are like and if most students live on or off campus is perfectly acceptable as long as the information has not already been provided on the website (do your research first). Even personal lifestyle questions like what the neighborhood is like and what kind of stores and restaurants are around are okay to ask in this vein of questioning. Commuting may become an issue if you choose off-campus housing. You should ask your interviewer if a car is necessary and what public and school transit options are available if you choose to do so.   Questions to Ask Yourself The answers the interviewer gives to all of the above questions should serve to give you a better understanding of what being a student of the medical school will entail. Once youve completed the interview, its time to review your notes and ask yourself a few questions that will help you decide if the program is truly right for you.   Start with the core curriculum and education program offered. Does this school provide training in the type of medicine you want to practice- primary versus specialized care, urban versus rural practice, academic medicine or private practice education? Is the program specific (or broad) enough to meet the needs of your professional goals? Do you like the professors youve researched or heard about in the program? These questions will guide you to the most important facet of choosing a program: is it the right fit for me? If yes- and you have more than one yes program- you should then examine how you feel about the school itself and the neighborhood youll be living to attend classes. Compare the perks and disadvantages of attending each of the programs that suit your educational needs. Will you be happy at the school? In the neighborhood? If youve answered yes to all of these, youve found the program for you!

How effective are samsung and apple attracting customers Assignment

How effective are samsung and apple attracting customers - Assignment Example In this age of cutthroat competition, a business greatly relies on its existing customers to sustain and survive. The purpose of a business is to fulfill the demands of consumers and in turn, the customers make it possible for the business houses to achieve its aims and objectives. Customers are therefore adjudged as the most important stakeholders of a business. A business does not operate in the vacuum and therefore it is impossible for an organization to function without having any customer. Hence, it is obvious that customers are the resources upon which the sustainability and success of a firm depend on. A number of scholars have argued that to acquire and maintain a competitive edge over the rivals, organizations should try developing long term relationship with the existing customers. However, the same line it is also imperative that a company should attract new customers to increase the volume of business. Thus, the existing customers are the backbone of a company and the new customers take the company forward and help in achieving new heights (Cherunilam, 2010). Attracting new customers has always been a challenging task for the companies and those succeeded in achieving it have flourished. This piece of study is meant for analysing the significance of customer attraction in the welfare of a firm. In addition, the strategies adopted by firms in achieving high rate of customer attraction will be also evaluated. However, for this study Samsung and Apple have been chosen to analyse the effectiveness of their strategies in attracting new customers. Research Objectives The research objectives are as follows: - To identify the significance of attracting new customers for a business. To assess the effectiveness of Apple and Samsung’s strategy of attracting new consumers. Research Questions On the basis of the objectives of the research, the following are the research questions: - Q1. What is the importance of attracting new customers for a business? Q2 . What is the level of effectiveness of the strategies pursued by Apple and Samsung in attracting new consumers? Limitations of the Study A study is always coupled by certain limitations and it is characterized by the factors that impact a study negatively. The following are the limitations for this study: - The study will involve assessment of Samsung and Apple’s strategy only and hence drawing a generalized picture is not possible. Due to limitation of resources and time, the study will not be able to carry out certain activities that might have increased the overall credibility of the report. CHAPTER II - Literature Review The literature review of a study holds a vital position in a research paper. It encompasses an in-depth discussion of the published information about the topic of concern. In addition, the literature review of the study will also take into consideration the theories stated by the authors previous and an evaluation will be made about its effectiveness in the present context. For example, an author might have portrayed a certain theory which was relevant for that particular era, but the same theory might not be

The Day Education Came to Life Essay Example | Topics and Well Written Essays - 750 words

The Day Education Came to Life - Essay Example The experience which impacted my education was the graduation ceremony of my older sister from Texas A & M University. I got an opportunity to spend week on the university campus along with my sister, prior to the graduation ceremony. I was studying in a high school during that period and was not much interested in education. Like many of my friends, I took education lightly and gave more importance to other curriculum activities like playing, singing, dancing etc during that period. I spent lengthy hours in front of the computers, chatting with my friends with the help of social networks such as Facebook at that time. Majority of the home assignments provided by the teachers rested in my study table as unattended. The deadlines of many of those assignments were passed and I showed fewer interests in completing those things because of my lack of interests in education. I did consider education as a burden during my school studies. I thought that the society and family are trying to i mpose an unnecessary burden upon the children in the form of education. Since, I never felt any financial problems in my home, I failed to realise the importance of education in shaping the career of a person, at that time. A & M is the oldest institution in Texas for higher education. More than 50000 students from different parts of the world are studying at present in this university campus. The university campus spreads across 5200 acres of land at present even though it was started in humble manner in 1871. In 1960’s it underwent huge expansion programs and the present infrastructure of this university is developed as a result of that expansion programs. â€Å"The George Bush Presidential Library and Museum opened in 1997 on West Campus, making Texas A&M one of only a few universities to host a presidential library on their campus† (Texas A&M). In short, Texas A & M has huge tradition, better infrastructure and a beautiful landscape which attracted me very much. It should be noted that I never came across with a college campus until that time and this experience made huge changes in my way of thinking about education. The preparations and the enthusiasms displayed by the campus authorities and the college students for the graduation ceremony attracted me very much during my stay at Texas A & M. The University campus was decorated beautifully for the ceremony. One could clearly realize the importance given to the graduation ceremony by the authorities from these decorations and the special clothing provided to the students who successfully completed their graduation. I have witnessed many of the successful graduates including my sister receiving their graduation certificate from a dignitary. Before the presenting the certificates, some of the dignitaries present on the occasion, delivered some concise lectures to make the students aware of the importance of education and graduation certificates. One of the dignitaries has told the audience tha t the most precious thing in this universe is education rather than anything else. He has pointed out that the basic necessities of human include education also along with food, air, shelter and clothing. He has pointed out that education helps people to attain majority of the basic necessities of human life. He has also mentioned that education leads a person from the darker sides of the world to the brighter sides of the wo