Where Do Mosquitoes Spend the Winter

The mosquito is nothing if not resilient. Based on fossil evidence, scientists say the current mosquito we have today is practically unchanged from 46 million years ago. That means it lived through the ice age of 2.5 million years ago — unscathed. It stands to reason that a few months of winter hardly phases a cold-blooded mosquito. So, what happens to the mosquito during the winter? The lifespan of a male mosquito is up to 10 days, and then it dies after mating. The males never make it past the fall. The female mosquitoes spend the colder months inactive in protected places, such as hollow logs or animal burrows. It is fair to say the mosquito enters a period of dormancy, similar to a bear or squirrel hibernating for the winter. She can hibernate for up to six months. Mosquito Eggs in the Fall The first three stages — egg, larva, and pupa — are largely aquatic. In the fall, the female mosquito lays her eggs in areas where the ground is moist. Female mosquitoes can lay up to 300 eggs at a time. The eggs may lie dormant in the soil until spring. The eggs hatch when conditions become favorable again when temperatures begin to rise and sufficient rain falls. These first three stages typically last 5 to 14 days, depending on the species and the ambient temperature, but there are important exceptions. Mosquitoes living in regions where some seasons are freezing or waterless spend part of the year in diapause; they delay their development, typically for months, and carry on with life only when there is enough water or warmth for their needs. Larval and Pupal Stage Certain mosquitoes can survive the winter in the larval and pupal stage. All mosquito larvae and pupae require water, even in winter. As the water temperature drops, the mosquito larvae enter a state of diapause, suspending further development and slowing metabolism. Development resumes when the water warms again. Female Mosquitoes After Winter When the warm weather returns, if the female mosquito hibernated and has eggs to deposit, the female must find a blood meal. The female needs the protein in blood to help her eggs develop.  In the spring, when people reemerge outdoors wearing short sleeves, is exactly the time when newly awakened mosquitoes are out in full force looking for blood. Once a female mosquito has fed, she will rest for a couple of days and then lay her eggs in whatever standing water she can find. Under ideal conditions, females can live about six to eight weeks. Usually, females lay eggs every three days during their adulthood. Places Mosquitoes Do Not Call Home Mosquitoes live in every land region except for Antarctica and a few polar or subpolar islands. Iceland is such an island, being essentially free of mosquitoes. The absence of mosquitoes from Iceland and similar regions is probably because of quirks of their unpredictable climate. For example, in Iceland in mid-winter it frequently warms up suddenly, causing the ice to break, but then it can freeze again after a few days. By that time, the mosquitoes will have emerged from their pupae, but the new freeze sets in before they can complete their life cycle.

America And The Great War Essay - 1326 Words

America and the Great War Throughout history there has been competition for resources and domination. This competition has led to conflicts that have caused destruction, social disruptions and death. World War I was no exception to this competition. World War I was known as the war to end all wars and was caused by a combination of factors. Some causes of World War I was nationalism, imperialism, militarism, and the main cause which was the assassination of Archduke Franz Ferdinand by Gavrilo Princip of Serbia. While the United States attempted to remain neutral and stay out of the war, Germany choose actions that gave the U.S. no choice but to enter and help their Allies defeat the other powers. Militarism preferred force as a solution to problems, which was one of many things that led to World War I. Nations mobilized their military to show support for their alliances and as a method of inflicting fear to their enemies. This led to development of more military equipment and incr ease in the number of troops. When one nation improved their military, the other nations felt they needed to build a better one. Eventually alliances were formed between nations to ensure that no country became stronger and powerful than the others. Imperialism made countries want to aspire to increase wealth and power by making other territories be under their rule. Countries competed for overseas territories in search of raw materials and market for their goods. It created rivalry inShow MoreRelatedAmerica And The Great War1961 Words   |  8 PagesAmerica and the Great War At the turn of 19-20 centuries, capitalism has evolved into imperialism. The world was almost completely divided between the major powers. Unbalance of economic and socio-political development of the countries increased. 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Trade Finance Free Essays

Introduction: Trade Finance in India comprises of financing against imports into India, export from India and inland trade transactions. While doing this study, it is important to know about the regulations governing such transactions in India. Import and Export trade Is regulated by the Directorate General of Foreign Trade (GIFT) under Ministry of Commerce Industry, Department of Commerce, Government of India. We will write a custom essay sample on Trade Finance or any similar topic only for you Order Now Banks In India, authorized by Reserve Bank of India to deal In Foreign Exchange are known as Authorized Dealers. Authorized dealers, while undertaking Import and export ramifications, should ensure that the Imports Into India and export from India are In conformity with the Export Import Policy In force and Foreign Exchange Management (Current Account Transactions) Rules, 2000 framed by Government and the directions Issued by Reserve Bank under Foreign Exchange Management Act from time to time. Banks also have to follow credit policy announced by Reserve Bank of India from time to time to ensure compliance while dealing with financing of Inland Trade transactions. Authorized dealers have to follow normal banking procedures and adhere to the provisions of various rules framed by International Chamber of Commerce, Paris and onshore credit policy of the country. Banks in India use the following trade products to meet financing requirements of the clients: Imports: 1 . Opening of Letter of Credit and Follow up Financing 2. Buyers Credit / Suppers Credit in the form of short term credit for Imports into India 3. Trust Receipt Financing 4. Simple Overdraft Facility 5. Issuance of some of the guarantees to facilitate imports related activities Exports: 1. Pre-shipment Credit in Indian Rupees 2. Pre-shipment Credit in Foreign Currency 3. Post-shipment Credit in Indian Rupees 4. Post-shipment Credit in Foreign Currency . Forfeiting of Export Receivables 6. Factoring of Export Receivables 7. Simple Overdraft Facility 8. Issuance of some of the guarantees to facilitate Export related activities Inland Trade: 1. Local Bill Discounting backed by Bill of Exchange 2. Local Bill Discounting backed by Letter of Credit 3. Simple Overdraft Facility 4. Issuance of some of the guarantees to facilitate Inland Trade actively Trade Finance By onshore is regulated by the Directorate General of Foreign Trade (GIFT) under Ministry of Commerce Industry, Department of Commerce, Government of India. Banks in India, authorized by Reserve Bank of India to deal in Foreign Exchange are known as Authorized Dealers. Authorized dealers, while undertaking import and export transactions, should ensure that the imports into India and export from India are in conformity with the Export Import Policy in force and Foreign Exchange Management issued by Reserve Bank under Foreign Exchange Management Act from time to time. 1. Opening of Letter of Credit and Follow up Financing 2. Buyer’s Credit / Supper’s Credit in the form of short term credit for Imports into 4. Issuance of some of the guarantees to facilitate Inland Trade activities How to cite Trade Finance, Papers

Hrm Practice in Banking Sector free essay sample

[pic] Faculty of Business BBA Program A Thesis on Human Resource Management Practices in Banking Sector: On Southeast Bank Limited Submitted to Md. Ashraful Haq Chowdhury ASA University Bangladesh (ASAUB) Submitted By Mir Tasnuva Tanzin BBA (Major in HRM), Batch #2nd ID: 073-12-0137 Date of Submission August 20, 2011 Submission Report Dear Sir, With due respect I would like to inform you that I have successfully completed my Thesis Program from May 15, 2011 to August 15, 2011 at Southeast Bank Limited and conducted the study on â€Å"Human Resource Management Practice in Banking Sector† A case Study on Southeast Bank Ltd. Thesis Program works as a bridge between the academic and the practical knowledge. I am very much fortunate that I got the opportunity to work with some experienced and devoted professionals. As recommended my work is based on the functional procedure of different desks and different departments of the Bank. I tried my best to put meticulous effort for the preparation of this report. Any shortcoming or flaw may arise. I will welcome any clarification and suggestion regarding this report. Sincerely Yours, Mir Tasnuva Tanzin ID 073-12-0137 Batch #2nd Student of BBA ASA University Bangladesh August 20, 2011 Md. Ashraful Haq Chowdhury ASA University Bangladesh. Reference : Letter of Transmittal Dear Sir, Here is the report that fulfills the partial requirements of Thesis program, which is very helpful for a student to know the activities of an organization. This kind of report also gives an important guideline to do research in the future. Thank you very much for your kind supervision and cooperation without which I could not be able to complete this report. I take every opportunity to express my gratitude to you. Thanking you Mir Tasnuva Tanzin ID 073-12-0137 Batch #2nd Student of BBA ASA University Bangladesh Acknowledgement All commendations go to Almighty Allah, the most merciful, most benevolent to man and his action. I would like to express my gratitude to Mr. M. A Mohit the Deputy Managing Director (DMD) of Southeast Bank Ltd. for giving an opportunity to work on the topic as student. I am greatly indebted to Mr. Md. Hamidul Islam Mia HOB of Dhanmondi Br. And HRD of Southeast Bank Ltd. for providing excellent working environment and his full time assistance in preparing this report. I extend my thanks to Mr. Saidul Islam, Mr. Reza, and Mr. Humayon of Southeast Bank Ltd. Dhanmondi Br. Who have their well hearted cooperation and valuable time in completing this report I am also grateful to all the employees of Southeast Bank Ltd. Of Dahnmondi Branch as they helped me out in explaining the work practice and accompanied me through my research period. Finally, my thanks to ASA University (ASAUB) authority for sincere ooperation and all the faculty members whose integrated effort made me capable of conducting this Thesis. Executive Summery This report is an effort to reflect a clear idea about the Bunker-Customers Relationship, strategies, activities and performance of Southeast Bank Ltd. The researcher was assigned it in the Dhanmondi Branch of Southeast Bank Limited (SEBL) as an intern. The researche r presents this report on the basis of the knowledge and experience gained during the research period. The research report is a partial fulfillment of BBA program. In the report on HRM practices in banking sector: A case study on Southeast Bank Ltd. the overall role of HR managers in a bank and how they play their role is presented. Human resource managers perform an identifiable set of activities that affect and influence the people who work in an organization. These activities include HR planning, job analysis, recruitment, selection, placement, training and development, designing performance assessment and compensation systems, and labor relation Since, the HR department plays a support role within the organization; it interacts with a variety of constituencies. TABLE OF CONTENTS |Page# | |Prefatory parts | | |Title Fly | | |Title Page | | |Later of Submission | | |Acknowledgement | | |Executive Summery | | |Table of Content | | | | | |Report proper | | |Chapter One- Introduction | | |1. 1 Background of the study | | |1. 2 Objective of the report | | |1. Methodology of the report | | |1. 4 Scope of the report | | |1. 5 Limitation of the report | | |Chapter Tow Overview | | |2. 1 Historical Background of Southeast Bank Ltd. | | |2. 2 Special Features of the Bank | | |2. Board of Directors | | |2. 4 Management of the Bank | | |2. 5 Capital Structure of the Bank | | |2. 6 Deposits Status of the Bank | | |2. 7 Profit and operational results | | |2. 8 Selection Process | | |2. Mission, Vision and Objective of SEBL | | |Chapter Three – Understanding the HRM | | |3. 1 General Concept of HRM | | |3. 2 Objectives of HRM | | |3. 3 Basic Principles of HRM | | |3. Approach of HRM | | |3. 5 Philosophy of HRM | | |3. 6 Standard Organ gram of HR Department in a large organization | | |3. 7 Responsibilities of HR Department in a large organization | | |Chapter Four HR Planning Forecasting | | |4. Concept of HR planning forecasting | | |4. 2 Steps of HR planning | | |4. 3 HR planning and the strategic planning process | | |4. 4 Forecasting HR needs | | |4. 5 Forecasting the Internal HR Supply | | |4. Forecas ting the External HR Supply | | |Chapter Five Recruiting Selection | | |5. 1 Concept of Recruiting Selection | | |5. 2 The Recruiting and Selection Process | | |5. 3 Job Analysis | | |5. Job Analysis Methods | | |5. 5 Steps in job Analysis | | |5. 6 A Comparative Discussion between Job Analysis, Job Description, Job Specification, and Job Evaluations. | | |5. 7 Sources of equipment | | |5. 6 Internal sources | | |5. 7 External sources | | |5. 8 Methods of recruitment | | |5. Advantages disadvantages of internal recruitment | | |5. 10 Advantage Disadvantage of external recruiting | | |Chapter Six Training Development | | |6. 1 Concept of Training Development | | |6. 2 Need and important of training | | |6. Objectives of Training | | |6. 4 Guidelines and Framework to Design a Training and Development Plan | | |6. 5 Training method | | |Chapter Seven Compensation Employee Benefits | | |7. 1 Concept of Compensation Employee Benefits | | |7. Components of the compe nsation system | | |7. 3 Wages vs. Salary | | |7. 4 Establishing Pay rates | | |7. 5 Importance of Job Evaluation | | |7. 6 Types of Employee Benefits | | |7. Employees Benefit Programs initiated by HRM | | |7. 8. Employee Services | | |7. 9 Incentive Plans | | |Chapter Eight Employee Relationship | | |8. 1 The Meaning of Ethics | | |8. 2 Organizational culture | | |8. Employee Discipline and Privacy | | |8. 4 Types of Disciplinary Actions | | |8. 5 Disciplinary Proceeding | | |8. 6 Disciplinary Appeals Processes | | |8. 7 Disciplines without Punishment | | |8. Managing Dismissals | | |8. 9 Grounds for Dismissal | | |Chapter Nine | | |Conclusion | | |Bibliography | | Chapter 1 Introduction 1. 1 Background of the study There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, technology changes, workforce diversity, changing skill requirements, continuous improvement initiatives, contingent workforce, decentralized work sites and employee involvement. We should look how this change is affecting HRM goals and practices. The current challenge of HRM is to integrate programs involving human resources with strategic organizational objectives. More and more, organizations are under tremendous competitive pressure worldwide. HR managers must find ways to develop effective programs to meet this challenge. Another important aspect of HRM is the need to ensure cost effectiveness of programs and policies through the optimal utilization of human resources. 1. 2 Objective of the report The broad objective of the report is to co-ordinate classroom knowledge with practical situation. Specific objectives of the report are: ? To fulfill the course requirement of MBA program; ? To acquire practical knowledge about HRM practices in banking sector’ ? To have practical exposure in banking environment that will help a lot of to understand the future work life; ? To analyze HRM practices in Southeast Bank Limited with classroom (theoretical) knowledge; ? To recommend for improvement of existing HR policy of Southeast Bank Limited. 1. 3 Methodology of the report Methodology includes direct observation, face-to-face discussion with respective executive of the bank, study of files, circulars etc. and practical work. In preparing this report, only secondary data have been used. The required data have been collected from following sources- ? Employees service book of the bank; ? Annual report of the bank; ? Different publications regarding banking function; ? Reference books from library of Stamford University Bangladesh. 1. 4 Scope of the report This report covers only human resource practices is Southeast Bank Limited. It focuses on overview of the bank including a comparative study about standard theoretical aspect of HRM and the existing banking practices. The report also investigates the perceptions of employees of the bank toward employee benefits and development policy. 1. 5 Limitation of the report In spite of hearted cooperation from the bank officials, I faced some limitation in preparation the report. The major limitations are as follows: Learning of overall HRM practices in banking sector within just three months was really tough. Another limitation of this report is bank bank’s policy of not disclosing some data and information for obvious reason, which could be very much useful. Chapter 2 An Overview of Southeast Bank Ltd. 2. 1 Historical Background of Southeast Bank Ltd. Southeast Bank Limited is a scheduled Bank under private sector established under the ambit of bank Company Act, 1991 and incorporated as a Public Limited Company under Companies Act, 1994 on March 12, 1995. The Bank started commercial banking operations effective from May 25, 1995. During this short span of time the Bank had been successful to position itself as a progressive and dynamic financial institution in the country. The Bank had been widely acclaimed by the business community, from small entrepreneur to large traders and industrial conglomerates, including the top rated corporate borrowers for forward-looking business outlook and innovative financing solutions. Thus within this very short period of time it has been able to create a image for itself and has earned significant reputation in the country’s banking sector as a Bank with vision. It has been growing faster as one of the leaders of the new generation banks in the private sector in respect of business and profitability as it is evident from the financial statements for the last 4 years. The Company Philosophy – â€Å"A Bank with Vision† has been preciously the essence of the legend of bank’s success. 2. 2 Special Features of the Bank a) It has been performing conventional commercial banking activity and striving to introduce Islamic Banking functions. ) It is the pioneer in introducing and launching different customer friendly deposit schemes to tap the savings of the people for channeling the same to the productive sectors of the economy. c) For uplifting the standard of living of the limited income group of the population the Bank has introduced Consume r Credit Schemes by providing financial assistance in the form of loan to the consumers for procuring household durables, which have had encouraging responses. d) The Bank is committed to continuous research and development so as to keep pace with modern banking. e) The operations of the Bank are fully computerized so as to ensure quick, prompt flawless and services to the customers. 2. 3 Profile Southeast Bank Limited was established in 1995 with a dream and a vision to become a pioneer banking institution of the country and contribute significantly to the growth of the national economy. The Bank was established by leading business personalities and eminent industrialists of the country with stakes in various segments of the national economy. The incumbent Chairman of the Bank is Mr. Alamgir Kabir, FCA, a professional Chartered Accountant. Mr. M. A. Kashem a member of the Board and Mr. Yussuf Abdullah Harun were past Presidents of the Federation of Bangladesh Chamber of Commerce and Industries (FBCCI). Southeast Bank is run by a team of efficient professionals. They create and generate an environment of trust and discipline that encourages and motivates everyone in the Bank to work together for achieving the objectives of the Bank. The culture of maintaining congenial work environment in the Bank has further enabled the staff to benchmark themselves better against management expectations. A commitment to quality and excellence in service is the hallmark of their identity. 2. 4 Board of Directors In SEBL the board of directors has been conceived as the sources of all power headed by its chairman. It is legislative body of the bank board can delegate its power and authority to professionals, but can not delegate, relinquish or avoid their responsibilities. The board of directors of the bank consists of 13 members who are reputed business personalities and leading industrialists of the country. 2. 5 Management of the Bank The management team headed by the CEO, Shah Md. Nurul Alam, the President and Managing Director has to take full loan of carrying out the guidelines, rules and regulations and directions given by the board from time to time and provide all the vital information to the BOD for their knowledge and effective decision making. A graphical representation of the hierarchy of the bank is in point. 2. 6 Capital Structure of the Bank The Authorized Capital of the Bank remains unchanged at Tk. 500. 00 million. The Bank went public and floated shares of Tk. 150 million in December of the previous year which was fully subscribed, thereby raising the issued and paid-up Capital to Tk. 330 million. With the increase of paid up capital, the capital base of the Bank has become stronger. 2. 7 Deposits Status of the Bank The Bank mobilized a total deposit of Tk. 38,258. 15 million as on December 31, 2005 as against Tk. 27, 930. 8 million as on December 31, 2004 showing an increase of 30%. The combination of competitive interest rates that offered sustained deposit raising efforts of the Bank and confidence reposed by customers in the Bank resulted in this growth of deposits. Steps are being taken to further increase the deposit base continuously at a Reduced average cost of funds. 2. 8 Profit and operational results The operating profit of the Bank increased to Tk. 665. 16 million in 2003 compared to Tk. 492. 56 million in 2002 recording an appreciable increase which was due to prudent lending and optimum management of funds. The Bank participated in the primary and secondary stock markets and made considerable capital gains during the year. Notwithstanding the tough and cutting edge competitiveness prevailing in the market, the business of this Bank has expanded substantially compared to that of the previous year. This year the management team as well as the workforce is confidently poised to take on newer challenges with a view to reach the ambitious level of performance in respect of accomplishment of the total business activities including attainment of higher profitability of the Bank. 2. 9 Selection Process Southeast Bank Ltd recruits employees on the basis of newspaper circulation by online e-application on Southeast Bank Limiteds web site. At the e-application section candidates are obligatory to drop their CV on the foundation of Southeast Bank Limiteds vacancy precedence candidates are required to follow their selection procedure as follows: Step 1: Completed application: The application form is given in the online and completely filled applications are carried forward for the preliminary test (employment test). Step 2: Employment test: The Human Resource department mails the admit card to the applicants who have completed the online application successfully via post card. The questionnaire of the test is based on mathematics, English and the respective job questions. It is usually held on 100 marks. The employment test typically holds in any government major educational center. Such as teachers training college of Dhaka, etc. Step 3: Comprehensive interview The applicants passed in the employment written test are called by the bank. They are mailed an invitation for the viva-voce for their post. The applicants have to bring their original educational certificates for producing the same before the interview committee. The certificates are tested here with the application form information. And if any disparity is found the applicant is not allowed confront the interview committee. The passed applicants are given conditional job offer. For permanent job offer they have to pass background examination medical test steps. Step 4: Background examination: The Human Resource Department scrutinizes the background of the applicant and tries to find out all ins and outs of the respective applicant. The applicants are kept unknown about the background enquiry source. Step 5: Medical test: The applicants are to go for a medical check-up to the authorized medical center Southeast Bank Ltd. Southeast Bank Limited does not carry the medical fees. It is to be carried by the applicant himself. The test report directly goes to the Human Resource Department and the applicants are not permitted to see it. Step 6: Permanent job offer If the 6th, Background examination, and the 7th Medical test, steps are passed successfully, Human Resource Department of Southeast Bank Limited sends an Appointment as Probationary Officer letter. At the amalgamation day, the applicants are bound to sign up a Letter of Undertaking for five years continuous service to the bank from the date of confirmation. If he leaves before completion of 5 years confirmed service or during the probation period he will have t refund to the bank 50% of total salary and allowances drawn to him 2. 9 MISSION, VISION AND OBJECTIVES OF SEBL Mission The mission of the bank is to become a highly competitive modern and transparent institution comparable to any of this kind at home and abroad. High quality financial services with state of the art technology. ? Fast customer service. ? Sustainable growth strategy. ? Follow ethical standards in business. ? Steady return on shareholders, equity. ? Innovative banking at a competitive price. ? Attract and retain quality human resource. Commitment to Corporate Social Responsibility. Vision A Bank with Vision is the motto of Southeast Bank Limited. The vision is to be the most efficient financial intermediary in the country through reducing the investment and savings gap of the economy by savings mobilizations and encourage the pace of industrialization. The relentles s journey to achieve that vision started in 1995, since the very inception of the Bank. The journey still continues and will never stop. SBL sets a high standard for itself and every achievement of the bank is a striving agent to reach a new height. Objectives Whether in treasury, consumer, or corporate banking, SBL is committed to provide the best. Meeting the demand of discerning customers is not the sole objective. The Bank believes that to provide standard financial services is to deliver a quality that makes every transaction a pleasurable experience. The bank also believes that Customer is always right and in the core of everything. So providing them friendly and personalized service, tailor-made solutions for business needs, global reach in trade and commerce at the doorsteps and high yield on investments are the core objectives of the bank. But the bank also tries to do the best in conjunction with achieving the ultimate objective of a business organization – Wealth Maximization. Chapter 3 Understanding the HRM 3. 1 General Concept of HRM HRM deals with the design of formal system in an organization to ensure effective and efficiency use of human talents to accomplish organizational goals. Human Resource Management (HRM) is to refer to the philosophy, policies, procedures and practices related to the management of people within an organization. Hr management functions through which manager recruit, select, train and develop organization members. HRM is the systematic planning, development and control of network of interrelated processes affecting and involving all members of an organization. These processes include- ? HR planning forecasting Job work design ? Staffing/ recruitment selection ? Training development ? Performance appraisal review ? Compensation reward ? Employee protection representation ? Organization improvement 3. 2 Objectives of HRM The objective of HRM can be described as follows- ? To hire the right person for the job ? To reduce employee tu rnover ? To motive people to perform at high effort levels. ? Not to waste time with useless interviews. ? To remove unfair labor practices. ? To maintain a high morale better human relations inside the origination. ? To maintain organizational peace. ? To attract competent people and retain them in the organization. To recognize and satisfy individual needs. 3. 3 Basic Principles of HRM ? Treat people with respect and dignity; ? Treat people as adults; ? Deal with people as complete individuals. ? Treat all employees with justice. ? Provide people with justice. ? Provide people with opportunities for growth and development. ? Make people feel that they are most valuable asset for the organization. ? Rewards should be earned, not given. ? Not to underestimate the potentials of people. ? Provide people with all relevant information. 3. 4 Approach of HRM Strategic approach People are the strategic asset of an organization. People have core competency, the basis of competitive advanta ge. Human resource approach People are human beings with a lot of potentials and intellectual abilities. Commodity approach People are commodity. They are viewed as a cog of a machine. Proactive approach Anticipate challenge of problem before they arise. Preventive is better than curative. 3. 5 Philosophy of HRM 1) Labor is viewed as a technical factor of production. They are treated as a commodity and they can be bought and sold. They are hired and fired at will. It is consistent with theory X. 2) Labor is viewed as human factor with a lot of positive potentials, so they must be treated with respect and dignity. This is consistent with theory Y of McGregor. 3. Standard Organ gram of HR Department in a large organization In organizations large enough to have a HR or personnel department, the personal director and his or her staff will play a key role in the designing and monitoring of human resources system. Larger organizations are more likely to help design and implement HR system. A f ull-time specialist tends to emerge when organization have about one hundred employees. A standard structure of HR department in a large company of several thousand employees is shown below: Fig: Structure of HR Department in a Large Organization 3. 7 Responsibilities of HR Department in a large organization |Position |Responsibilities |VP , HR |Executive committee, Organization planning, HR planning, Policy, Organization development | |AVP, Recruitment Employment |Recruiting, Interviewing, Testing, Placement Termination | |AVP, Compensation Benefits |Job analysis and evaluation, Surveys, Performance appraisal, Compensation administration, | | |Bonus, Profit sharing plans, Employee benefits. | |AVP, Training Development |Orientation, Training, Management development, Career planning Development. | |AVP, Employee Relation |EEO relations, Contract compliance, Staff assistance programs, Employee counseling. | Chapter 4 HR Planning Forecasting 4. 1 Concept of HR planning forecast ing HR planning is the first step in the recruiting and selection process. Human resource planning is the process of assessing the organization’s human resources needs in light of organizational goals and making plans to ensure that a competent stable workforce is employed. † – Wendell French. â€Å"Personnel planning is the process of deciding what positions the firm will have to fill, and how to fill them. â€Å"—Gary Dessler. In the words of Colman Bruce (1997) HRP is the process of determining manpower requirements and the means of meeting those requirements in order to carry out the integrated plan of the organization. According to the above definitions, HRP consists of the following elements: ? Establishing and recognizing the future job requirement ? Identifying deficiency in terms of quantity Identifying deficiency in terms of quality specification ? Identifying the sources of right type of man ? Developing the available manpower and ? Ensuring t he effective utilization of workforce. 4. 2 steps of HR planning HR planning is a process involving few stages: ? Integrate HR planning with corporate planning The first stage of HR planning is to integrate it with corporate planning. All manpower planning stems from business plans in relation to a corporate strategy. ? Forecasting internal external environment The second stage in HR planning is to forecast of assess the internal and external environmental factors include government influences economic, geographic and competitive condition. Assessment of internal HR capabilities The next stage is the analysis of internal inventory of HR capabilities. Assessment of internal strengths and weakness as a part of HR planning requires the current job and employees capabilities are audited and organizational capabilities are inventoried. ? Predicting Forecasting HR demand and supply The information gathered from external environmental scanning and assessment of internal strengths and wea knesses is used to predict of forecast HR supply and demand in light of organizational objectives and strategies. ? To locate the required HR Once the demand for HR has been forecasted, then their availability must be identified. The fourth stage of HR planning is to locate the sources from where personnel required will be available. The source may be internal and external. ? Allocation of HR The final stage of HRP is concern with allocation of human resources within organization overtime. 4. 3 HR planning and the strategic planning process HR planning should be an integral part of a firms strategic and HR planning process. The effective HR planning and strategic planning process is shown below: Fig: HR Planning Process 4. 4 Forecasting HR needs When a firm makes a plan for employment requirements, the firm usually needs to forecast personnel needs, the supply of inside and outside candidates. Different techniques like trend analysis, ratio analysis, and scatter plot can be used to estimate staffing needs. ? Trend analysis Trend analysis means studying variation in the firm’s employment levels over last five years. ? The scatter plot A Scatter plot shows graphically how to variables; business activity and firms staffing levels are related. For example, a newly established bank, which has 20 branches, expects to expand to 50 branches over the next five years. The HR director wants to forecast the requirement of manpower. The director can analyse the relationship between size of another 5 well-reported banks (in terms of number of branches) and their existing manpower. |Name of banks |Size (number of branch. |Existing manpower | |Prime bank |41 |1024 | |Dhaka bank |29 |688 | |NCC bank |41 |1000 | |Exim bank |28 |934 | |Southeast bank |38 |765 | If the bank carefully draws in a line to minimize the distances between the line and each one of the plotted points, the bank will be able to estimate the optimum number of staff needed for each bank size. Thus, for a 50 branches bank, the HR director would assume he needs nearly 1100 staffs. ? Ratio Analysis A forecasting technique for determining future staff needs by using ratio between, for example, number of customers and employee needed. 4. 5 Forecasting the Internal HR Supply Once the demand for labor is predicted, it is necessary to forecast the supply of labor that the organization will already have available to meet the demand. The internal supply of labor consists of all the individuals currently employed by an organization. The internal supply of labor is discharged. To predict the future supply the organization needs to maintain amanagement inventory chart and Human Resource Information System (HRIS). 4. Forecasting the External HR Supply The firms can’t always get all the empliyees they need from their current staff and some time they just don’t want to. So, forecasting the availability of outside supply is extremely important in human resource planning. Bec ause of the need for continuous and adequate staffing, every enterprise depends on the quality and quantity of human resources external to it. Chapter 5 Recruiting Selection 5. 1 Concept of Recruiting Selection Recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies. It involves searching and sourcing for viable job candidates. Recruitment is the process of finding qualified people and encouraging them to apply for work with the firm. On the other hand, selection is the process of choosing among those who do apply. Once an effective recruitment program has supplied enough applicants’ pool the organization faces the task of choosing the best ones for specific jobs. 5. 2 The Recruiting and Selection Process The recruitment process – putting the right people in the right positions at the right times- is one of the most critical tasks any organization faces. Throughout the recruitment process the organization attempts to â€Å"sell† itself to the more promising candidates – that is, to convince them that the organization is a good place to work. The standard recruitment process of a large organization is – Fig: The Recruiting Process Personnel selection is a process of measurement, decision-making and evaluation. The goal of personnel selection system is to bring into organization individuals who will perform well on the job. The standard selection process of large organization typically consist of eight steps : Failed Failedpassed Failed passed Failedpassed passed Problems passed Unfit Fig: The Selection Process 5. 3 Job Analysis A job analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job. This analysis involves the identification and description of what is happening on the jib – accurately and precisely identifying the required tasks, the knowledge, and the skills necessary for performing them, and the conditions under which they must be performed. 5. 4 Job Analysis Methods The basic methods that HR manager can use to determine job elements and the essential knowledge, skills, and abilities for successful performance include the following – 1) Observation Method Observation method is a job analysis technique in which data are gathered by watching employees work. 2) Individual Interview Method Using the individual interview method, a term of job incumbents is selected and extensively interviewed. The results of these interviews are combined into a single job analysis. 3) Group Interview Method Meeting with a number of employees to collectively determine what their jobs entail. 4) Questionnaire Method Under the questionnaire Method, workers are sent specifically designed questionnaire on which they check or rate items they perform on their job from a long list of possible task items. 5) Technical Conference Method A job analysis technique involves extensive input from the employee’s supervisor. 6) Diary Method The diary method requires job incumbents to record their daily activities. 5. 5 Steps in job Analysis The steps involved in conducting the job analysis include: Fig: Steps in a job analysis 5. A Comparative Discussion between Job Analysis, Job Description, Job Specification, and Job Evaluations. Job Analysis The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Job Description A job description is a written statement of what the jobholder does, how it is done, under what condition it is done and why it is done. It is a list of job duties, responsibilities- one product of a job analysis. ? Job Specification The job specification states the minimum acceptable qualifications that the incumbents must possess to perform the job successfully. ? Job Evaluations Job evaluation specifies the relative value of each job in the organization. 5. 7 Sources of equipment There are two sources of requirement: internal and external. Deciding whether the position is to be filled internally or externally is often as early task in recruitment planning for a specific vacancy. Entry-level jobs must be filled externally, but for other positions, internal sources are used. Internal sources are as – ? Hiring relative and dependents of the existing employee; ? By promotion and transfer of existing employees; ? From employees on leave, long course deputation of loan from similar other organization. External sources are as – ? New entrants as fresher from school and colleges; ? Educated unemployed due to lack of opportunities elsewhere; Retired hands with experiences; ? Head hunting. 5. 8 Methods of recruitment There are two methods of recruitment this are ? Method for internal recruitment ? Job position Job position involves announcing job openings to all current employees. The announcement carry information about the nature of the position and th e qualifications needs and any employee who is interested may did no the job. ? Employee Referrals Another way to find applicants is through employee referrals by other departments. Informal communications among managers can lead to the discovery that the best candidate for a job is already working in a different section of the firm. ? Skills Inventories Information about every employee’s skills, education, work history and other important factors is stored in a data base, which can then be used to identify employees with the attributes needed for a particular job. ? Method for external recruitment Finding qualified applicants from outside the organization is most difficult part of recruitment. Typically, the external recruitment process uses different methods: ? Advertising Advertising is one of the most popular methods. The most useful advertisement is one that specifies the exact nature of the job, the qualifications required and the salary range. The advertising medium should be selected carefully, with the target audience in mind. ? Employment Agencies There are three types of employment agencies: a) Public agencies; b) Private employment agencies; c) Management consulting firm. Educational institutions generally have placement offices to assist their graduates in finding work. Unfortunately, these kinds of agencies are not popular in our country. ? Campus recruitment Sending an employer’s representatives to college campuses to screen potential applicants and create an applicant pool from the recent graduate is called campus recruiting. It is an important source of management trainees, promotable candidates and professional and technical employees. ? Internship Many college students get their jobs through college internship. Internship is important manpower source for the organization. Internship can be win-win situation for both students and employers. ? Professional Organization Many professional organizations operate placement services for the benefit of their members. These organizations publish of job vacancies and distribute these lists to members. ? Employee leasing Individuals who are hired by one firm and sent to work for a specific duration of time are called leased employees. When an organization has a need for specific employee skills, it contracts with the leasing firm to provide a certain number of trained employees. ? Personal contact Another means of recruiting is the personal contact. Some times personal and good communication can provide an opportunity to get experience manpower as well as better job offer. 5. 9 Advantages disadvantages of internal recruitment When internal recruiting is used, the vacancy is filled by a person of known ability. There are some benefits of internal recruitment: ? Improve goodwill of the organization; ? Improve morale and motivation of employees; ? Improve probability of better selection since the candidate is better known to the organization; ? Less costly. In the case of internal recruitment, the firm also faces some difficulties ? In breeding prevents injection at new blood in the organization. ? Option in limited in locating right talents. Inhibits innovation and creativity. ? Encourage seniority mire then merit. ? Higher probability of likes or dislikes. 5. 10 Advantage Disadvantage of external recruiting External recruiting can bring in new ideas and viewpoints. Another advantage are – ? Injection of new blood with ne w knowledge and creativity. ? Economic in the long run. There are some disadvantages of external recruiting ? External recruiting is the costly; ? Cause brain drain due to fear of lack of growth potential; ? Hanger probabilities of employee turn over; ? Demoralize existing employee. 5. 11 Practices in the Bank Recruitment Objectives of the Bank: ? To build a jubilant worthy cadre of officers. To provide the bank with an efficient and cost effective human resource setup. ? To keep bank free from unhealthy practice of Trade Union. The bank strictly follows all steps of recruiting and selection process to achieve above-mentioned objectives. The bank recruits from both internal and external sources. The bank makes its applicants pool only by newspaper advertising. Some times they recruit from internship student, where foreign banks i. e. HSBC and Standard Chartered bank, recruit major of their fresh executives from internship students pool. But the bank normally does not go for campus recruitment as well as other methods. Chapter 6 Training Development 6. 1 Concept of Training Development Training is a planned effort by an organization to facilitate employee’s learning of job related knowledge and skills for the purpose of improving performance. Training is the process of teaching new employees the vasic skills they need to perform their job. Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job. The training function, now popularly called HR development. Employee development, by design is more future oriented and more concentrated with education than employee job – specific training. Development therefore, focuses more on the employee’s personal growth. 6. 2 Need and important of training Training is mainly job-oriented; it aims at maintaining and improving current job performance. The need for the training program may arise due to the following: ? Entry of new recruits ? Promotion ? To increase productivity ? To improve quality ? To met organizational objective ? To prevent accident ? To support personal growth and development 6. 3 Objectives of Training 1. Establish a comprehensive understanding of the target audience community in Partner regions, 2. Identify and agree the target group(s) for the training needs analysis (TNA) within partner regions, 3. Design and implement an analysis of training needs questionnaire, 4. Analysis and document perceived training needs 6. 4 Guidelines and Framework to Design a Training and Development Plan 1. Education for Social Change (Popular and Folk Education) Free Online Lesson Plans, Lecture Notes, etc. 2. Online Resources (each having lists of resources) About Training and Development 3. Online Educational Directories, Learning Portals, etc. About TD 6. 5 Training method Training methods consider the choice of method for employee training. With training objectives defined and learning principles in mind. Methods of training are basically tow types- ? On the job training The initial stages in the planning and design of an on the job training are: a) Refer to the agreed objectives for the training as produced in the TNA or the initial planning stages. ) Consider the identified target learning population and how they might affect the training design. c) List the ways in which each objective might best be met. d) Decide whether the learning might be best achieved by an on the job or off the job training. ? Off the job training Off the job training:- Off the job training is conducted i n a location specifically designated for training. It may be near the work place or away form work, at a special training center or a resort. Conducting the training away from the work place minimizes distractions and allows trainees to devote their full attention to the material being thought. Chapter 7 Compensation Employee Benefits 7. 1 Concept of Compensation Employee Benefits Once employees have done their jobs and been appraised, they expect to be paid. Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment. It has two main components: (1) Direct financial payments (wages, salaries, incentives, commissions and bonuses), and (2) Indirect payments (financial benefits like employer-paid insurance and vacations, child care facilities). In addition to compensation in the form of wages and salaries, HRM provides workers with various services and programs known as employee benefits. 7. 2 Components of the compensation system Fig:-Components of the compensation system 7. 3 Wages vs. Salary The words wage and salary are sometimes considered synonymous, but they have slightly different meanings. Wage refers to an hourly rate of pay and is the pay basis used most frequently for production and maintenance employees. Salary refers to a weekly, monthly or yearly rate of pay. Clerical, professional, sales and management employees are usually salaried. 7. 4 Establishing Pay rates The process of establishing pay rates while ensuring external, internal and procedural equity consists of five steps: 1) Conduct a Salary Survey The first step of establishing pay rates is to conducting a salary survey of what other employers are paying for comparable jobs. A survey aimed at determining prevailing wages rates. A good salary survey provides specific wage rates for specific jobs. 2) Job Evaluation Job evaluation is a systematic comparison done in order to determine the worth of one job relative to another. It is a formal and systematic comparison of jobs to determine the worth of one job relative to another and eventually results on a wage or salary hierarchy. 3) Group Similar Jobs into Pay Grades Once has used job evaluation to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job; however, it will usually want to first group jobs into pay grades. It could, of course, just assign pay rates to each individual job. A pay grade is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. 4) Price Each Pay Grade – Wage Curves The next step is to assign pay rates to the firms pay grades. The firm can use a wage curve to help assign pay rates to each pay grade. The wage curve shows the relationship between the value of the job and the average wage paid for this job. 5) Five – Tune Pay Rates Five – tuning involves developing pay range and correcting out of line rates. Pay ranges is a series or levels within a pay grade, usually based upon years of service. 7. 5 Importance of Job Evaluation Job evaluation is aimed at determining a job’s relative worth. It compares jobs to one another based on their content, which is usually defined in term of compensable factors like skills, effort, responsibility, and working conditions. 7. 6 Types of Employee Benefits a) Mandatory Benefits Organizations are required to pay these benefits to the employees by law, rules, acts or ordinance. Example: Salary, Bonus. b) Non-mandatory benefits Optional programs and services such as tuition refunds, variety of discount programs, day care facilities for children, credit program etc. 7. 7 Employees Benefit Programs initiated by HRM There are many benefits and various ways to classify them. We can classify them as I. Pay for time not worked II. Insurance benefits III. Retirement benefits IV. Service benefits 7. 7. 1 Pay for Time Not Worked Pay for time not worked – also called supplemental pay benefits- is one of an employer’s most costly benefits, because of the large amount of time off that many employees receive. Common time off with pay periods include holidays, vacations, jury duty, funeral leave, personal days, sick leave, sabbatical leave, maternity leave and unemployment leave insurance payment for laid off or terminated employees. The following figure illustrates a wide rage of such benefits: Fig:- Payment for time not worked. 7. 7. 2 Insurance Benefits Most employers also provide a number of voluntary insurance benefits. Medical or health insurance is a major optional protections benefit offered by employers. Insurance benefits include worker’s compensation, group hospitalization, accident, disability insurance and group life insurance. ? Worker’s Compensation Worker’s compensation provides promote income and medical benefits to work related accident victims or their dependents regardless of fault. Worker’s compensation benefits can be monetary or medical. In the event of a worker’s death or disablement, the person’s dependents are paid a cash benefit based on prior earnings. ? Health and Disability Insurance Health and disability insurance helps protect against hospitalization costs and the loss of income arising form off-the-job accidents or illness. Many employers purchase the insurance from life insurance companies. Most health insurance plans provide at least basic hospitalization and surgical and medical insurance for all eligible employees at group rate. ? Life Insurance Group life insurance provides cower rate for the employer of employee and includes all employees, including new employees, regardless of health or physical condition. In addition to hospitalization and medical benefits, most employers provide group life insurance plans. In many cases, the employer pays 100% or 50% of the basic premium, which usually provides life insurance. 7. 7. 3 Retirement Benefits A very important benefit to most employees is a retirement plans. The major retirement benefits are the social security program and pension plans. ? Social Security Most people assume that social security provides income only when they are over 60, but it actually provides three types of benefits: The familiar retirement benefits- provide an income if the employee retire at 60; survivor’s or death benefits payable to the employee’s dependents regardless of age at the time of death; and disability benefits payable to disabled employees and their dependents. These benefits are payable only if the employee is insured under the social security Act. ? Pension Plans Pension plans provide a fixed sum when employees reach a predetermined retirement age or when they can no longer work due to disability. There are many kinds of pension plan: ? Contributory VS. Noncontributory Under contributory plans, both employees and employers are required to contribute to the pension fund, while under noncontributory plan; pension funding is the sole responsibility of the employer. In noncontributory plans where contributions are based on company profits (deferred profit sharing plans), accumulated funds are usually allocated on the basis of salary. ? Defined benefit VS. Defined contribution plan With defined benefit plans, the employee knows ahead of time the pension benefits he/she will receive. The defined pension benefits itself is usually set by a formula that ties the person’s retirement pension to an amount. Defined contribution plans specify what contribution the employee and employer will make to the employee’s retirement or savings fund. Here, in other words, the contribution is defined, not the pension. With a defined benefit plan the employee knows what his/her retirement benefits will be upon retirement. With a defined contribution plan, the person’s pension will depend on the amounts contributed to the fund and on the retirement fund’s investment earning. 7. 8. 4 Employee Services In addition to the benefits describe above, organization’s offer a wealth of services employees may find desirable. These services can be provided to the employee at no cost or at a significant reduction from what might have been paid without the organization’s support. Services provided to employees may be- ? Wellness Program In an effort to stimulate wellness, many employees can provide recreational facilities for employees or reimburse employees for health club memberships. Other companies provide incentives for employees to participate in exercise programs, ‘quit smoking, lower blood pressure or cholesterol or to take similar steps toward good health. ? Educational Assistance Another important benefit is educational assistance. Some times companies offer monthly stipends for students. Typically, employees are reimbursed for tuition and possibly for books or other associated costs. ? Child-care Assistances It is likely that every major company will soon consider offering child-care assistance as an employee benefit. In most recent year this benefit is being popular in our country because of the number of women in the labor market has increased dramatically. ? Another Services are Another important services, that can be provided by the company are: Social and recreational events, employee assistance programs, credit unions, housing, tuition reimbursement, company paid transportation, free coffee, baby-sitting services or referrals. 7. 9 Incentive Plans Manager may offer group and individual incentive plan those ties pay to some measure of he firm’s overall profitability. Several incentive plans are: ? Piecework Plans A system of pay based on the number of items processed by each individual worker in a unit of time, such as items per hour or items per day. ? Merit Pay as an Incentive Merit pay or a merit raise is any salary increase the firm awards to an individual employee based on his or her individual performance. ? Profit Sharing Plans Profit sharing plan is a plan whereby employees share in the company’s profits. There are several types of profit sharing plans: ? In cash plans In cash plans, the firm simply distributes a percentage of profit as profit shares to employees. ? Deferred profit sharing plans The firm places a predetermined portion of profit in each employee’s account under a trustee’s supervision. ? Employee Stock Ownership Plans (ESOP) ESOPs are company wide plans in which a corporation contributes shares of its own stock or cash to be used to purchase such stock of the firm’s stock tor employees. Chapter 8 Employee Relationship 8. 1 The Meaning of Ethics Ethics refers to â€Å"the principles of conduct governing an individual or a group† and specifically to the standards individual use to decide what he/she conduct should be. 8. 2 Organizational culture Organizational culture is the characteristic values, traditions and behaviors a company’s employees share. A value is a basic belief about what is right or wrong, or about what should or should not do. 8. 3 Employee Discipline and Privacy The purpose of discipline is to encourage employees to behave sensibly at work (where sensible is defined as adhering to rules and regulations). In an organization, rules and regulations serve about the same purpose that laws do in society; discipline is called for when one of these rules or regulations are violated. A fair and just discipline process is based on three prerequisite: rules and regulations, a system of progressive penalties and an appeals process. The four main types of employee privacy violations upheld by courts are intrusion, publication of private matters and disclosure of medical records and appropriation of an employee’s name or likeness for commercial purposes. 8. 4 Types of Disciplinary Actions ? Minor Penalties ? Reprimand / censure; Withholding for a specified period or stoppage of increment, confirmation or promotion; ? Stoppage for a specified period at an efficiency bar in the time scale; ? Any other minor punishment. ? Major Penalties ? Recovery fr om salary of the whole or part of any pecuniary loss caused to the band by the employee; ? Degradation to any lower post; ? Compulsory retirement from service with or without retirement benefits; ? Removal from service; ? Dismissal from service. 8. 5 Disciplinary Proceeding ? Before imposing any penalty as above, the employee concerned shall be informed in writing about the charges and also be given an opportunity to answer to the charges in writing. An inquiry into charges may be held before taking final action in this regard and the competent authority may appoint an inquiry officer senior in rank to the accused to inquire into the charges and to submit his findings before passing final order in the case. ? An employee, against whom disciplinary action is proposed to be taken, may be placed under suspension, or the competent authority may order him to proceed on leave. ? The period of suspension will not exceed 90 days. If an employee, put under suspension, is not found guilty, he shall be entitled to full salary for the period of his suspension. ? If an employee put under suspension, is awarded any penalty in case of compulsory retirement or dismissal from service, the effect shall be from the date of suspension and in the case of any other penalty, the effect shall be from the date of passing of the order by the competent authority. An employee who has been awarded any penalty shall have a right to appeal to the competent authority within 30 days (or any period determined by the authority) from the date of the order. 8. 6 Disciplinary Appeals Processes The disciplinary appeal process consists of following three steps: Steps 1: Management review In step 1, the complainants submit a written complaint to a member of management (e. g. manager, senior manager or managing director) within seven calendar days of the occurrence of the eligible issue. Steps 2: Officer Complaint If not satisfied with that decision in step 1, then in step 2, the complainant submits a written appeal to the vice president or senior vice president of the division within seven calendar days of the step 1 decision. Step 3 Executive appeal Review Finally in step 3, the complainant may submit a written complaint within seven calendar days of the step-2 decision to the employee relations department. This department then investigates and prepares case file for the executive review appeals board. 8. 7 Disciplines without Punishment No one likes being punished. The basic aim of discipline without punishment is to gain an employee’s acceptance of the rules by reducing the punitive nature of the discipline itself. 8. 8 Managing Dismissals Dismissal is the involuntary termination of an employee’s employment with the firm. Dismissal is the most drastic disciplinary step the manager can take. Because of this, special care is required to ensure that sufficient cause exists for it. Managing dismissals is an important part of any supervisor’s job. The best way to handle a dismissal is to avoid it in the first place. Many dismissals start with bad hiring decisions. Using sound selection practices including assessment tests, reference and background checks, drug testing and clearly defined job descriptions can reduce the need for many dismissals. 8. 9 Grounds for Dismissal There are four bases of dismissal – 1. Unsatisfactory Performance Unsatisfactory performance may be defined as persistent failure to perform assigned duties or to meet prescribed standards on the job. Specific reasons include excessive absenteeism, tardiness, and adverse attitude toward the company, supervisor or fellow employees. 2. Misconduct Misconduct is deliberate and willful violation of the employer’s rules and may include stealing, rowdy behavior and insubordination. 3. Lack of Qualification for the Job Lack of qualification for the job is an employee’s inability to do the assigned work although he/she is diligent. 4. Insubordination Insubordination, a form of misconduct, is sometimes grounds for dismissal. It should remember that some acts are or should be deemed insubordinate whe

Was The Atomic Bomb Justified Essay Example For Students

Was The Atomic Bomb Justified Essay Background of the Atomic BombIt was during the Second World War that the United States became a world power, thanks in a large part to its monopoly on atomic weapons. The atomic bomb is a weapon with great explosive power that results form the sudden release of energy upon the splitting, or fission of the nuclei of such heavy elements as plutonium or uranium. This new destructive force wrecked havoc on two Japanese cities and caused the end of World War II. It also saved thousands of American lives because a ground invasion of Japan was no longer necessary. The decision to create the bombs was that of United States President Franklin D. Roosevelt under a secret military project that was called The Manhattan Project. The Beginnings of the Manhattan ProjectIn 1939, after German dictator Adolf Hitler invaded Poland, German scientists shocked the scientific world when they announced that they had split uranium atoms by man-made means for the first time. We will write a custom essay on Was The Atomic Bomb Justified specifically for you for only $16.38 $13.9/page Order now Upon hearing this news, a nuclear physicist, Leo Szilard, was convinced that a chain reaction of this process could be used as a weapon to release an awesome burst of power. Szilard knew that this knowledge was now in the wrong hands of the enemy Germans. On a July day in 1939 Szilard and his associate, Edward Teller, drove to the Long Island home of Albert Einstein to alert him of their findings. Einstein used his political influence by immediately writing a letter to President Roosevelt explaining the consequences of the Germans creating an atomic bomb. His letter read, I believe, therefore, that is my duty to bring to your attention that it may become possible to set up a nuclear chain reaction in a large mass of uranium by which vast amounts of power and large quantities of new-like elements would be generated. A single bomb of this type, carried by a boat and exploded in a port, might very well destroy the whole port, together with some of the surrounding territory.Two months passed before Roosevelt finally read the letter. He ordered a committee of scientists and military officers to meet Szilard and Teller to determine whether America was capable of building a nuclear bomb. In 1940, Szilard and Teller were granted a mere $6,000 to begin experiments in nuclear fission. The duo enlisted the help of the winner of the Nobel Prize for Physics in 1938, Enrico Fermi.Since much of the United States early nuclear research been conducted at New Yorks Columbia University, the federal government assigned the Manhattan District of the Army Corps of Engineers to construct the primary research and production facilities for the project. Hence the Manhattan Project became the code name for the atomic-bomb development program. Success under the StandsIn early 1942, the Manhattan Project moved its headquarters to Chicago. There the scientists set up a laboratory under the stands of the University of Chicago football stadium. It was there that the turning point of the project occurred; the first nuclear chain reaction was created. On December 2, 1942, to conduct the test, the three brilliant men built a graphite nuclear reactor the size of a house. By the pulling of a rod attached to the reactor the experiment began. The meter on the counting machine ascended to the highest point and stayed there. Gentlemen, the pile has gone critical, Fermi announced, signaling that it was a success. Fermi then ordered the control rod to be pushed back before the reactor exploded and perhaps taking a large part of Chicago with it. The chain reaction was the evidence that proved that an atom bomb could be made. Most of the scientists were overjoyed, but Szilard said to Fermi, This is a black day for mankind.Confidence in the projectThe success in Chicago prompted Roosevelt to give top priority to the creation of a nuclear bomb. The focus of the project shifted from research to the actual production of the bomb. .ua3cb9a65dbac53f8fbbf8a4b64c1b33f , .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .postImageUrl , .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .centered-text-area { min-height: 80px; position: relative; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f , .ua3cb9a65dbac53f8fbbf8a4b64c1b33f:hover , .ua3cb9a65dbac53f8fbbf8a4b64c1b33f:visited , .ua3cb9a65dbac53f8fbbf8a4b64c1b33f:active { border:0!important; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .clearfix:after { content: ""; display: table; clear: both; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f:active , .ua3cb9a65dbac53f8fbbf8a4b64c1b33f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .centered-text-area { width: 100%; position: relative ; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f:hover .ctaButton { background-color: #34495E!important; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f .ua3cb9a65dbac53f8fbbf8a4b64c1b33f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ua3cb9a65dbac53f8fbbf8a4b64c1b33f:after { content: ""; display: block; clear: both; } READ: Roger And Me Essay More than $2,000,000,000 was now being pumped into the project. The Manhattan Projects team was allowed to employ the countrys brightest mathematicians and its most highly trained technical people. Twelve Nobel Prize winners were also enlisted in the undertaking. Highly skilled men and

50 Greek and Latin Root Words

50 Greek and Latin Root Words In English grammar, a  root  is a word or portion of a word from which other words grow, usually through the addition of  prefixes and suffixes. By learning root words, you can decipher unfamiliar words, expand your vocabulary, and become a better English speaker.   The Roots of Words Most words in the English language are based on words from ancient Greek and Latin. The root of the word vocabulary, for example, is ​voc, a Latin root meaning word or name. This root also appears in such  words  as advocacy, convocation, evocative, vocal, and vowel. By dissecting words such as these, etymologists can study how a word has evolved over time and tell us about the cultures they came from. Root words are also useful for creating new words, especially in technology and medicine, where new innovations occur frequently. Think of the Greek root word tele, which means far, and inventions that traverse long distances, such as the telegraph, telephone, and television. The word technology itself is a combination of two other Greek root words, techne, meaning skill or art, and logos, or study. Greek Root Words The table below defines and illustrates 25  of the most common Greek roots. Root Meaning Examples anti against antibacterial, antidote, antithesis ast(er) star asteroid, astronomy, astronaut aqu water aquarium, aquatic, aqualung auto self automatic, automate, autobiograph biblio book bibliography, bibliophile bio life biography, biology, biodegradable chrome color monochromatic, phytochrome chrono time chronic, synchronize, chronicle doc teach document, docile, doctrinal dyna power dynasty, dynamic, dynamite geo earth geography, geology, geometry gno to know agnostic, acknowledge graph write autograph, graphic, demographic hydr water dehydrate, hydrant, hydropower kinesis movement kinetic, photokinesis logos word, study astrology, biology, theologian narc sleep narcotic, narcolepsy path feel empathy, pathetic, apathy phil love philosophy, bibliophile, philanthropy phon sound microphone, phonograph, telephone photo light photograph, photocopy, photon schem plan scheme, schematic syn together, with synthetic, photosynthesis tele far telescope, telepathy, television tropos turning heliotrope, tropical Latin Root Words The table below defines and illustrates 25  of the most common Latin  roots. Root Meaning Examples ab to move away abstract, abstain, aversion acer, acri bitter acrid, acrimony, exacerbate audi hear audible, audience, auditorium bene good benefit, benign, benefactor brev short abbreviate, brief circ round circus, circulate dict say dictate, edict, dictionary duc lead, make deduce, produce, educate fund bottom founder, foundation, funding gen to birth gene, generate, generous hab to have ability, exhibit, inhabit jur law jury, justice, justify lev to lift levitate, elevate, leverage log, logue thought logic, apologize, analogy luc, lum light lucid, illuminate, translucent manu hand manual, manicure, manipulate mis, mit send missile, transmit, permit omni all omnivorous, omnipotent, omniscent pac peace pacify, pacific, pacifist port carry export, import, important quit silent, restive tranquil, requiem, acquit scrib, script to write script, proscribe, describe sens to feel sensitive, sentient, resent terr earth terrain, territory, extraterrestrial tim to fear timid, timorous vac empty vacuum, vacate, evacuate vid, vis to see video, vivid, invisible ​Understanding the meanings of the common word roots can help us deduce the meanings of new words that we encounter. But be careful: root words can have more than one meaning as well as various shades of meaning. In addition, words that look similar may  derive  from different roots. Sources Bryant, Alice, and Robbins, Jill. Grow Your Vocabulary by Learning Root Words. VOANews.com, 28 November 2017.Grammarly staff. Why You Should Learn Roots. Grammarly.com, 6 February 2016.McCammon, Ellen. 50 GRE Words You Should Know. PrepScholar.com, 8 February 2017.

Human Resource Management in Innovation (New Zealand) Term Paper

Human Resource Management in Innovation (New Zealand) - Term Paper Example Considering that exit of every key employee costs the company up to $1200 NZD, the organization needs to focus on hiring the best staff. The human resource would rather leave a vacancy open than recruit an unfit employee and even spend more time searching for high-caliber employees. Among the acquired employees, the organization also needs to focus on identifying and retaining the talented and outstanding employees, considering that these employees are in high demand by competitors. This is to ensure that employees who make real difference with regards to performance of the organization are retained (Taylor and Chartered Institute of Personnel and Development, 2002, p.11). The human resource also needs to redesign the orientation program for new staff and ensure recruitment of right persons with the right attitudes and expectations. This is in consideration of the fact that many employees have left due to their belief that the company presented unprofessional old-fashioned image. Many organizations face highest staff attrition rates within the first few months after recruitment. Employees’ first experience with organizations should be positive to enable quick assimilation into the organization and to make them feel proud to have been recruited. First impression transforms to staff morale, which is a major factor that contributes high to staff turnover rates (Bittel and Newstrom, 1992, p.181). The company should seek to improve wages and benefits to employees considering that high rates of staff attrition have resulted from low wages and general benefits to employees. The company needs to allocate more funds to match wages to employees and benefi ts with market rates. Market-based compensation aspects are tied to the recommendations that, instead of making compensation comparisons within the industry alone, the human resources should undertake comparisons with specific competitor markets such as Australia, which absorbs approximately 3500 employees from the New Zealand employment market every month. Skills are not only transferable in industries but also across industries and markets and industries. Compensation and equity of a company needs to be comparable with competitor market rates since unreasonable negative deviation from markets rates would drive away existing employees. Among compensation issues, equity is a vital issue that needs to be balanced with regards to long existing staff and currently hired staff. Long existing staff have the propensity of leaving employment incase incoming staff are paid more proportionally. In addition to market rates compensation and equity, incentives plan such as milestone bonuses and performance awards provide employees with something to anticipate and work hard for.

The writer can write any suitable topic relating to what he's Essay

Client Relationship Management - Essay Example It will encompass the details of the topic of discussion on how it has been leveraged by the companies to gain the competitive advantage over the others. It will also contain important industrial examples to justify the statements. The client relationship management (CRM) of an organization involves the interaction of company with its customers and other external business partners. The interactions with the clients are mostly conducted in such a manner that it leads to a long-term working relationship with them. CRM has come to the vanguard of organizational practices only since the last ten years (Ed, 2008). The terminology of CRM may be relatively new, but the underlying concept is being used for a relatively long period of time. The business houses have tried out different forms of customer retention techniques to ensure a steady cash flow and gain a strong position in the industry. However, the CRM that is commonly used today is quite different from that of the past practices. Previously, the employees used to keep track of the loyal customers by memorizing their identities and keeping track of their preferences. This process may be effective in maintaining a good relationship with the customers, leading to customers’ retention by increasing the likelihood of the customers’ return. Over time the business market scenario has changed. This is mostly because of the increased competition from newly developed firms and changing demand of customers. Customer or Client Relationship Management becomes quite difficult when the business of the company starts to grow with the increased customer base and increased product portfolio (Buttle, 2008). It then becomes almost impossible for the employees to memorize the identity and preferences of all the customers. Modern client relationship management is mostly technology driven. There are several CRM softwares available for the firms which can be utilized to track the consumers’ behavior and their purchase pattern (Fjermestad, 2006).

The Manager as a Leader Essay Example | Topics and Well Written Essays - 2000 words

The Manager as a Leader - Essay Example 1). Another more simple definition by Northhouse (2007) states that leadership is â€Å"a process whereby an individual influences a group of individuals to achieve a common goal† (Northhouse, 2007, p. 3 cited in Clark, 2010, p. 1). These definitions provide a foundation for this report. In this researcher’s understanding, leadership can also be defined as the ability of one person to help another person achieve their full potential. 1 Personal Traits Associated with Leadership According to Clark (2010) a leader must understand who they are, what they know and what they can do. In order to understand these three issues a leader must have confidence in themselves and they must be able to inspire others. The ability to actively listen and to communicate is also traits that leaders must have in order to get along well with their employees. A good leader is also able to inspire others to work towards their potential. Leaders begin by setting the example of what they want th eir employees to do and show what is expected of them. Hyatt, Hyatt, and Hyatt (2011) suggest that leaders must have emotional maturity in order to lead effectively. They define this concept as the ability of the leader to implement basic leadership principles in their organisation. They suggest that emotional maturity comes through knowledge of emotional intelligence. Emotional intelligence in their definition is â€Å"the ability to perceive emotions† (Hyatt, Hyatt, and Hyatt, 2001, p. 2). Some of the qualities that an individual has who is expressing emotional intelligence include â€Å"self-awareness, self-regulation, motivation, empathy and social skills† (Hyatt, Hyatt, and Hyatt, 2001, p. 2). Emotional maturity grows out of having emotional intelligence because emotional maturity is the ability to identify and accept all the feelings and emotions that an individual has and to be able to give a response in any situation. Also, the individual is aware of their emot ions and they know that the emotions are complete. But, the individual is also able to recognise and accept the differences they see in others as â€Å"assets to be valued† (Hyatt, Hyatt, and Hyatt, 2001, p. 2). Emotional maturity also has to do with behavioural responses to situations. Behaviour is tied into a person’s feelings, their actions, and their thoughts. 1.1 Motivation and Drive Maslow’s Hierarchy of Needs has been used in business to talk about motivation. The way that these needs are shown suggest that lower level needs must be met before someone can move to higher level needs. For management, this means that the basic needs of proper wages, adequate breaks, a safe working environment, retirement benefits and job security must be met before higher level needs like recognition, a sense of community on the job and the ability to reach their full potential can be realized (Internet Centre for Management and Business Administration, 2010). Leaders also h ave strong problem solving skills that include the ability to critically think in all situations and decide what needs to be done. 2 Theory X versus Theory Y Theory X and Y are theories created by McGregor. This theory suggests that there are two basic ways to manage people and both theories emphasize a different way of dealing with people. Based on the idea that most people dislike working and would avoid it if possible, the X theory uses a more authoritarian management style (Chapman, 2010). In this theory people have to be forced to work by threatening them with punishment. According to this theory, punishment is the only way to get people to work towards the organisation’s goals. Therefore, the manager who subscribes to this theory would

Personality And Britney Spears Prehistory Music Essay

Personality And Britney Spears Prehistory Music Essay Singer Britney Jean Spears was born on December 2nd, 1981, in Kentwood, Louisiana. She was the second of three children with an older brother Bryan and younger sister Jamie all born to Lynne and James Spears (Dennis, 2009). Britney Spears has been one of the most successful artist of this generation and yet one of the most controversial. While her music was centre stage at the beginning of her career her personal life and struggles are what makes the news today. Born the middle of three children Britney started performing at a very young age, she attended Kentwood high school in her home town of Louisiana, but dropped out to pursue her career in music (Dennis, 2009). Following her dream to sing and perform Britney (eight years old) auditioned and failed for the Disney channels The Mickey Mouse Club as a Mouseketeer, deemed too young by the casting director. On Britneys eleventh birthday she successfully auditioned again for the Disney Club and was cast alongside future stars Justin Timberlake and Christina Aguilera where she appeared for 2 seasons before it was cancelled (www.imdb.com) On December 1998 Britney was signed to Jive records and released her first and hit single Hit me baby one more time becoming the first new female artist to have a number one single and album in the same week going which sold more than 22 million copies worldwide (Dennis, 2009). She was later awarded the Female album of the year, female artist of the year and best new artist of the year. Her dream of becoming a successful artist had come true. Britney was now a permanent fixture in the entertainment world, at that time she was rumoured to be dating fellow Mouseketeer Justin Timberlake. In 2001 in trying to shed her wholesome image she had started her career with Britney released Im a Slave 4 U showcasing a different musical direction and a raunchier image. Controversially on the MTV Video Music Awards 2001, Britney performed live on stage with a seven foot python draped around her neck wearing minimal clothing (Heard, 2010). 2002 was a traumatic year for Britney, she starred in her first feature Film Crossroads which was deemed a flop by critics (Dennis, 2009), she announced her split from Justin Timberlake and her parents announced that they were divorcing. In 2003 Britney again created headlines performing onstage with her idol Madonna sharing a kiss with her onstage and fellow mouseketeer Christina Aguilera. Again Britney was showcasing her more sexualised persona that she had been trying to shed. In 2004 following a hectic tour Britney appeared in the news for marrying her childhood friend and annulling the marriage within two days (Heard, 2010). It was also reported that year that her father had entered rehab due to alcoholism. Her turbulent life just got bumpier. She was later involved with backup dancer Kevin Federline whom she married late 2004(Heard, 2010) In 2005 following rumours that Britney and Kevins union was less than perfect, Britney allowed cameras to follow their lives and showcase it on MTV which drew little audience figures. In April 2005 Spears welcomed their first child Sean Preston. In 2006 Britney was again in the news being caught driving with her child on her lap. Later that year Spears announced they were having a second child Jayden James. But two months later Spears and Federline announced they were divorcing (Heard, 2010) Britney began to frequent the social club scene with socialite Paris Hilton, Lindsay Lohan and others, For a mother of two her behaviour became more erratic, she was seen leaving various night clubs intoxicated which lead to her reportedly being checked into rehab, she was later caught during her difficult time shaving her head sparking a media frenzy questioning her sanity. She then went on to lose full custody of her children to her ex husband and became estranged from her mother (Heard, 2010). Even with her personal life in disarray Spears found time to continue her music career and release another album. While performing her then new single Gimme More Spears seemed lethargic, danced poorly and seen to lip sync her song. Later that month spears was charged in connection with a hit and run. Her album sold a million less copies and her disorganised public appearances led to suggestions she was nearing a breakdown (Dennis, 2009) In 2008 Britney suffered a breakdown and was entering and re-entering rehab several times. .Her mother admitted publicly in her book Through the Storm that Britney had postpartum depression. Britneys two sons were still in full custody of her ex husband and controversy started over her manager being claimed to mismanaged Britney by her parents. Following a short time away in rehabilitation Britney began her comeback, her manager was sacked, her father was now in control of her assets and parents were back together in 2010. Her life seemingly going smoothly, while not in full custody of her children Britney is now supported on tour by her ex husband who tours with her and their two children. According to Freud personality develops through a persons attempt to, (1) max their instinct of gratification and (2) minimise punishment and guilt. Freud suggested that there are three main aspects of functioning within the structure of personality; the Id, ego and superego. The id is the source of all drive energy (Pervin, Cervone John, 2005., p. 85). It functions in accordance with the pleasure principle which seeks pleasure at any cost without the consideration of a consequence, and which also avoids pain. The id is without reason, logic, values, morals, or ethics (Pervin, Cervone John, 2005., p. 85). Following from the accounts on the life of Britney Spears, Spears is better known for her personal struggles and her sometimes controversial behaviour, which we can assume is some evidence of the id. According to Freud the id is the unmodified motives and instincts that are usually present in an individual and it contains all the primary processes; impulse, desire and pleasure. It is evident in the accounts of Spears life that she makes numerous attempts to fight against her superego, which Freud suggests is the moral code, the moral branch of our functioning (Pervin, Cervone John, 2005., p. 85). The superego is what can be referred to as conscience; it is the morals, values and ethics enforced on us by society our parents. Spears can be said to have been fighting against her superego, when she released the video for her hit single Im a slave 4u in 2001, it could be seen that she was fighting so hard to shed her innocent girl image. She was trying to go against the laws that had been governing her throughout childhood. Her upbringing according to Freud plays a huge role in moulding her personality. He suggests that adult personalities can be traced back to handlings of earlier childhood conflicts. Freud suggests that non gratification of early instincts may lead to fixations and psychopathology. Non gratification or love could have then led to a fixation on attention seeking in Britney spears. It seemed like Britney lacked appropriate attention from within her family unit. According to Freud, early events are particularly influential on later behaviour, especially around the age of 5. Although her need for public attention has been evident since childhood, it can be said that, (in relation to her early childhood) she was being pushed by her mother- ever since I was 7 or 8 years old, my mom would have company over, and I was always performing for everybody in front of the TV. This need for attention can also be seen when she allowed the media into her home to document her relationship with then husb and, Kevin Federline and also when she shaved her head in 2007. Therefore, it can be assumed that she grew up seeking the attention of others either because of her early exposure to this type of attention or because she lacked appropriate attention from within her family unit. This non gratification within the home could have also led to the fixation, we see later on in her life, when she breaks up with Justin Timberlake in 2002. In relation to Eysencks 2 factor theory, Britney seemed to struggle between traits (Pervin, Cervone John, 2005., p. 233). She moved from being an emotionally unstable introvert- in 2002 she announced her break up from Justin Timberlake and her featured movie Crossroads, did not sell as much as was expected, she seemed unhappy, worried and anxious. She then started displaying traits of an emotionally stable extrovert, she went binge drinking Las Vegas and married her childhood Friend. This union was annulled two days later. She then got married to one of her backup dancer as stated earlier. All these according to Eysencks 1970 2 factor theory suggests, that Britney was (at the time) carefree, outgoing and sociable. As well as these, she has also shown traits of an emotionally stable introvert. This is a very new category within which Britney only entered in the last two years. We can assume that this is the impression she wants to give form the statement she makes in an interview wit h the Glamour Magazine- I dont like going out I love my home and staying in bed and watching Dancing With the stars or reading a Danielle Steel novel. Im kind of boring. An emotionally stable introvert displays traits including; reliability, control, peacefulness, thoughtfulness and passivity. Adler 1925 on the other hand, believed that even though children have the same parents and grow up in nearly the same family setting, they do not have identical social environments. Adler 1925 suggested that the order in which an individual is born contributes to the development of their personality. He referred to this theory as the birth order effect in personality development. In relation to the case of Spears, she was a second child, and as previously stated she had an older brother (Bryan Spears) whom we can only assume she looked up to at some stage during her developmental process. Britney Spears states that he frequently kept her safe, and out of trouble, when she was growing up as a child. Adler 1925 advised that the second child competes for attention and affection and finds different ways to earn attention either from parents or others. Spears on the other hand, found attention from the public eye from a very young age, attention we assume, she did not receive at home. In Adler 1925 suggests that the child develops to be Independent and competitive, especially with the oldest sibling. Sibling rivalry may be initiated by second born as they struggle to identify their role in the family. The second child can be seen as a rebel, especially if they do not feel they are getting equal treatment with that of the first born. A great positive trait is that they can be very expressive and creative, there personality traits can also be different compared to the other children. Adler 1925 advised that Parents are less restrictive, freedom is allowed and the child is able to be more independent and creates own character. The child is able to freely express his/her unique personality and is very adventuresome, fun-loving, gregarious, often creative and artistic. The second child according to Adler tries to surpass the older sibling especially if close in age. They can be rebellious and envious but generally well adjusted. Adler1925 also advised that if different sex than the first born she/he can develop some first-born traits. According to Ainsworth, from birth, infants are completely dependent on others for care; Ainsworth suggests that a child goes through stages in development of attachment. Having a secure base is very important in the bond the child has with its mother and in forming future relationships. A lack of secure attachments can have a negative consequence in forming a relationship with other in the future. Successful attachment is vital for positive social and emotional development In terms of Spears one can assume, following the information we have in regards to her relationships as an adult. She did not have a very secure base of attachment with her mother. This assumption follows from the breakdown she goes through after her break up with fellow entertainer, Justin Timberlake in 2002 after a 2 year relationship. From this point in her life she began to publicly go on a downward spiral. In the 1930s Carl Rogers developed an approach to counselling called Client-Centered Therapy. His Client-Centered Therapy was based around the concept that the client knows best. It is the client who is most aware of his own pain and who will be the one to pave the way forward in his life. Humans are innately good and geared towards self-actualisation. According to Rogers, an essential element in the creation of a fully functioning person is unconditional positive regard. This is essential to healthy psychological development. Unconditional positive regard is something that may have been missing from Britneys life. As previously stated, Spears was always working hard to gain attention and positive regard, which might have been due to a lack of this from her family. This, according to Rogers, results in a feeling of unworthiness. This could explain her string of unstable relationships and the breakdown in her life following the end of her relationship with Justin Timberlake. Her life in the 2000s was full of abnormal and maladaptive behaviour, which could be classed as psychopathology. It is possible that the public image she desired was incongruent with her true inner feelings. According to Rogers, the denial of these feelings can result in an exaggerated version of what the person was trying to defend against in their mind. This could explain the bizarre behaviour of Spears. Her non-congruence could also explain her consistent need to impress and get attention. Conclusion (Ron) What was wrong with Britney? As Shildrick notes, we demand of modern biomedicine that all disruptions to the selfs clean and proper body should be dealt with, that the actual vulnerability of the embodied self and its propensity to diverge from the normative structures of health and well-being should be covered over, or managed out of existence, by a technologically driven bioscience (Shildrick, 2008, p. 32).   Her management, her friends and especially her family were unable to control her, Britneys life turned into a mess and the world around her crumbled but luckily for her, and her familys patience and unconditional support she pulled her life around so it seems. Whether all that has happened to her is deemed positive or negative, its hard to say. The trials and tribulations that a person encounters in there life can either strengthen or weaken a persons resolve. In Britneys case she seems to be moving onto a more positive route. So what is to become of Britney now?