Mountains: A road to recreation

â€Å"Chasing angels or feeling demons, go to mountains† said by Jeffrey Rasley. The word recreation means refreshment of health or spirits by relaxation and enjoyment. In other sense refreshment of one’s mind and body. Pakistan is a God gifted land. There are many breathtaking landscapes present in it. The land of Pakistan is known as the land of adventures and nature. Beside, Murree, there are many hill stations and resorts such as in the places like Swat, Kalam , and Hunza Vellay. So, I agree with the statement that mountains are use for recreation. Firstly, for recreational purpose, mountains are use for hiking. Mountaineering was introduced in eighteen century by intellectuals such as scientists and philosophers. They climb on mountains for research purposes. At that time â€Å"Chamonix† which is located in France, became the attracting point for many hikers. Especially Mount Blanc, which had an elevation of about sixteen thousand feet. After half of the eighteen century, British hikers started to hike on Swiss mountains with their guides. These guides were from different countries such as from Switzerland, Italy, and France. After Alpes, in late nineteen century, hikers started to hike on Andes mountain ranges which are located in South America. By the advent of twentieth century, hikers came to hike Himalayas which are also located in Pakistan. In Himalayas ranges, the highest peak is K2 which has an elevation of about twenty eight thousand feet. Now in twenty first century, hiking become very common in our society. First of all, some people hike on mountain as for fun. But after words they chose mountain hiking as their profession. For instance Conrad Kein is one of them. Bachendri Pal who is first Indian women to climb on Mount Everast. She conquered Mount Everst peak on twenty third May, 1984. Secondly, for recreational purpose, people use to prefer mountainous areas for visiting. People also used to come on mountains for camping. In Pakistan, Swat valley is known as â€Å"Mini Switzerland†. Where everywhere, you will see greenry. This valley is also more fertile as compared to other northern areas of Pakistan. So, for attracting people, government has built different places for recreation, such as museum, golf course, and parks. Local people also made restaurants in hilly areas. In swat museum, you can see the things of second century BC. Especially, the crafts of Mauryan Emporer. In Murree , there is Ayubia park which is named after our first military dictator General Ayub Khan. In that park, there is chair lift, that’s why it is very famous. Thirdly, the people of plain areas used to go to mountainous areas for relaxing their selves. So, in Murree, you will hardly find any place in restaurants especially in summer vocations. In that period of three to four months, some hotel owners are not good enough because they charge more. So, in that response Kalam Hotel Association General Sectery Rahuet Din Siddique said in a statement that â€Å" his union would take action against those hotel owners who had been fleecing visitors by demanding high prices†. But this is the dilemma of our people that we always think that how to flatter others. Fourthly, in Pakistan, there are also worth seeing places such as Kashmir which is a mountainous area and is known as â€Å"Paradise†. The Great Mughal King Shah Jahan said â€Å"If there is heaven anywhere on earth that is the Kashmir†. So, he was the first to say it as a Heaven. Concordia is known as the ‘paradise of mountaineers’ which is present in north of Pakistan and is close to China boarder. Concordia is a chain of fourteen mountains and highest mountain is K2 which has an elevation of about eighty six hundred meter and is also known as world’s second highest mountain. The locals named K2 as â€Å"Choghori†. The name Concordia derived from the Latin word which means ‘harmony with the heart’. People used to visit in these places for recreation. Due to the poor securitization of Pakistan, people are scared to visit these places. In recent incidence in which eleven mountaineers are killed by terrorist. One mountaineer was left alive in the incidence. She said that she was not scared and she is full determined for expedition of Nanga Parbat. And she said in a statement that she will come next year. In response to that statement , the ACP President Col Manzoor Hussain said â€Å" we apologize to you that our government failed to protect the lives of your team members†. Although, the indigenous of mountainous areas are known for their hospitality. Visitors are welcomed by these people open heartedly. But due to security lapse, people are scared and they want protection from government. So, government should take action against terrorists. In short, mountaineering is very famous all over the world. People use to go on mountain areas throughout the whole year. In summer season, people go on mountains for recreation in order to see the beauty and nature. This time the temperature is moderate. In winter season, people use to go on mountainous areas for skating etc. But unfortunately, people are refused to go on these areas just because of poor security. As, Pakistan is fighting war on terror, so , people are scared to go. At last, if we go through the context of Pakistan, many tourist from all over the globe attract towards the scenic beauty of these mountain. K2 is famous in this regard.

Coca Cola Ad Analysis

For years, Coca-Cola has been one of the world’s leading manufacturers and distributors of soft drink beverages and other various products. Over the course of time, the company has grown tremendously and has spread many of its markets to a variety of different places. Since it first began, nobody would have thought that it would be where it is today and how big of an influence it would have on the public. This can strongly be attributed to the company’s smart yet robust advertising and marketing policies, which have enabled it to promote its product to the consumers.In one of Coca-Cola’s advertisements, the company attempts to create a relationship between the product and consumer while displaying how the drink is a part of American culture. The idea that is being portrayed is meant to appeal to American interests by means of longstanding segments of American culture. In this advertisement, the logo at the very bottom reads, â€Å"A classic never goes out of sty le. † As we can see, the image of the coke bottle consists of many pictures pertaining to American history.Coke and PepsiRegardless of whether or not a person had ever purchased a coke product, the design of the bottle immediately grasps the consumer’s attention. This is mainly due in part by the bottle’s depiction of traditional themes that people can relate to. For example, the artist who created the image included The Beatles, Marilyn Monroe, Elvis Presley, The American Flag, The Rolling Stones, Baseball, and a Cadillac, which can all be characterized as â€Å"American Classics†.Altogether, they represent some of the values that which America was built upon and what people have learned to love. Consequently, the assumption that is being made is that Coca-Cola is also an â€Å"American Classic†. It is quite clear that while the product may be considered just a drink, it is in fact more than that. By relating the beverage to some of America’ s longstanding roots, the company has without a doubt created a closer relationship between product and consumer.People can view the image of the bottle and automatically be inclined to buy the product for themselves due to the sheer fact that the pictures are of such great importance to our society. Additionally, it is essential to note another subtle yet key idea that is being portrayed in the advertisement. Firstly, something that is considered to be a â€Å"classic† has to be of great significance and influence compared to other subjects in its category. While â€Å"classics† may forever be a part of our culture, the impression given by Coca-Cola is that Coke will never go out of style.

Human Resource Practice

A Report on HRM issues in the Banking sector: A Case Study on IFIC Bank Limited MBA Program, Stream: HRM Department of Management Studies Faculty of Business Studies University of Dhaka July 20, 2009 A Report on HRM issues in the Banking sector: A Case Study on IFIC Bank Limited Submitted To, Professor Dr. Md. Ataur Rahman Department of Management Studies University of Dhaka Prepared By, MBA, Stream: HRM, 10th Batch, Department of Management Studies University of Dhaka Executive summary In this global competitive era, banks have an important role as a financial institution. This report has been prepared on a commercial bank. In every organization, men/human resources play an important role for its success. No organization whether it is small or large, labor intensive or technology intensive can run without human resource. The topic of our report is â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited. † We have done this report on the IFIC bank Ltd. Although we have learned some banking activities during preparing our report we have mainly focused on HRM issues to keep the report on the right track. The Bank has a Human Resource & Division for its employees’ training & development. The also has an Academy for this purpose. There is a Library in the Academy. Bank uses both on-the job training & off-the job training method. Branches use on-the job training namely job rotation, Coaching/ under study approach, direct supervision by the senior managers. Head Office uses off-the job training namely Lectures, Conference, Workshop, Management Game, Role playing, Behavior Modeling and Case Study etc. The workforce was 96 in 1983 & 2014 in 2006. Benefits of the Employees such as House building loans, Car loan at lower interest rate, Provident Fund, Insurance Facilities are available for its employees. Minimum two years is required for promotion of the employees. Two Methods of evaluation for promotion: 1. Annual confidential report (ACR) scored by the immediate supervisor 2. Interview marks. Both marks are added together to prepare list for promotion. Statistical Analysis indicates Average Job Satisfaction Of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 & Coefficient of Variation (CV) is 24. 3 %. The performance of the bank is satisfactory. Our Report consists of four Chapters namely Introduction, Methodology, analysis & Findings, Conclusion & Recommendations, & Bibliography & Appendix. In the first chapter: History of the organization, objectives of the organization, functions of the organization, organ gram of the organization, existing program of the organization and the future program of the organiz ation has been described. In the second chapter: Objectives of the study, data collection, data interpretation, limitations of the study has been described. In the third chapter: Human resource planning, recruitment and selection, training and development, performance appraisal, CPD, findings, pay scale and labor management relations has been described. In the final & fourth chapter recommendations, conclusions, suggestions and appendix and bibliography are given. Letter of Transmittal 20 July, 2009 To Dr. Md. Ataur Rahman Professor, Department of Management Studies Faculty of Business Studies University of Dhaka Subject: Submission of Report. Dear Sir, With due respect, we are stating that we are a few students of MBA program Stream: HRM doing our report under Professor Dr. Md. Ataur Rahman. We are very happy to inform you that we have prepared our Report on â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited† and would like to submit it to you at this time. Therefore, we will be highly pleased if you accept our Report. Sincerely Yours, MBA 10TH Batch Stream: HRM Department of Management Studies Faculty of Business Studies University of Dhaka Acknowledgement At the very outset, we do hereby express our heartiest gratitude and countless thanks to the Almighty who has enabled us to prepare this report on â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited† We would like to thank our Professor Dr. Md. Ataur Rahman for his sincere guidance. We have done report our on IFIC Bank Ltd. We would like to thank the Managing director of the Bank, Md. Masiur Rahman; Senior Executive Vice President Head of HRD & Research, R. M. Debnath. Md. Sahabuddin, Librarian of the IFIC Academy Library has helped us providing information about the HRM issues of IFIC Bank Ltd. Finally, we would like to thank all persons who have helped us to prepare our Report. Abbreviations Used |No. Abbreviation |Elaboration | |01 |IFIC |International finance investment & commerce | |02 |MD |Managing Director | |03 |SEVP |Senior executive vice president | |04 |EVP |Executive vice president | |05 |SVP |Senior vice president | |06 |EVP |Executive vice president | |07 |VP |Vice president |08 |SAVP |Senior assistance vice president | |09 |FAVP |First assistance vice president | |10 |AVP |Assistance vice president | |11 |SSO |Senior staff officer | |12 |SO |Staff officer | | 13 |G-1 |Officer grade-1 | |14 |PO |Provisionary officer | |15 |G-2 |Officer grade-2 | |16 |CASH/COMP |Cash/Computer officer | |17 |OA(SG) |Office assistance(security guard) | |18 |O. ASSTT. |Office assistance | |19 |SS |Security staff | |20 |O. ATT. Office attendance | |21 |Ltd. |Limited | |22 |HRM |Human Resource Management | Table of contents |Chapter no. |Particulars |Page no. | | |Executive Summary |3 | | |Letter of transmittal |4 | |Acknowledgements |5 | | |Abbreviations |6 | | |List of chart and graph |9 | | |Dedication |9 | |Chapter 1 |Introduction |10 | | |(a) Background |10 | | |(b) Objectives |10 | | |(c) Functions |11 | | |(d) Organ gram of the organization |11 | | |(e) Existing program of the organization |13 | | |(f) Future program of the organization |16 | |Chapter 2 |Research methodology |17 | | |(a) Objectives of the study |17 | | |(b) Data collection |17 | | |(c) Data interpretation |18 | | |(d) Limitations |19 | |Chapter 3 |Findings and analysis |19 | | |(a) Literature review |19 | | |(b) Human resource department |22 | | |(C) Workforce 22 | | |(d) Human resource planning |24 | | |(e) Recruitment and selection |24 | | |(f) Training and development |25 | | |(g) Performance appraisal |28 | | |(h) Career planning development |29 | | |(i) Findings |29 | | |(j) Pay scale |30 | | |(k) Labor management relations |32 | |Chapter 4 |Recommendations and conclusions |33 | | |(a) Conclusions |33 | | |(b) Recommendations |34 | | |(c) Suggestions |35 | | |Appendix |36 | | |Bibliography |38 | List of graph and charts In this report we have not used too much chart and diagram because the topic is the HRM related issue and not on the financial matters we are preparing this report so have used only four chart and graph. |Page no |Contents |Subject matters | |12 |Table |Organizational hierarchy | |23 |Bar Diagram |Workforce | |24 |Organizational chart |HRP | |32 | Bar diagram |Pay scale | Dedication Dedication to our course teacher Dr. M. Ataur Rahman And Our Mother and Father Date of submission: 20/07/09 Chapter 1 Introduction (a) Background of IFIC Bank Limited International Finance Investment and Commerce Bank Limited (IFIC Bank) is a banking company incorporated in the People’s Republic of Bangladesh with limited liability. It was set up at the instance of the Government in 1976 as a joint venture between the Government of Bangladesh and sponsors in the private sector with the objective of working as a finance company within the country and setting up joint venture banks/financial institutions abroad.. In 1983 when the Government allowed banks in the private sector, IFIC was converted into a full-fledged commercial bank. At that time this deposit was 231. 03 crore and profit figure was 5. 06 crore. Up to 2008 its number of branch stands to 65 and its paid up capital was 1,341,431,400 TK. The Government of the People’s Republic of Bangladesh now holds 35% of the share capital of the Bank. Leading industrialists of the country having vast experience in the field of trade and commerce own 34% of the share capital and the rest is held by the general public. The bank earned ever-highest operating profit during the year 2002 among all private banks of Bangladesh (except Islami Bank BD Ltd. ) The bank earned an operating profit of Tk. 55 crore during the year 2006. (b) Objectives of the organization The objective of the organization is to provide service to its clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge will make its position unique in giving quality service to all institutions and individuals that it care for. It is committed to the welfare and economic prosperity of the people and the community, for that it is working towards to gain progress to prosperity. The bank want to be the leader among banks in Bangladesh and make its indelible mark as an active partner in regional banking operating beyond the national boundary. In an intensely competitive and complex financial and business environment, it particularly focus on growth and profitability of all concerned. (c) Functions of the organization ) IFIC acts as an investment and finance company under arrangement of joint venture with the Govt. of Bangladesh. 2) It operates Foreign Exchange Business in a limited scale. 3) It operates as a commercial b ank. 4) It operates overseas joint venture such as in 1983 it set up its first overseas joint venture on the Republic of Maldives. 5) It acts as a joint venture Exchange Company. 6) IFIC establish overseas bank such as that branch in Pakistan at Karachi. 7) By joint venture activities it functions the act of second lease financing. (d) Organ gram of the organization The thirteen members of the Board of Directors are responsible for the strategic planning and overall policy guidelines of the Bank. Further, there is an Executive Committee of the Board to dispose of urgent business proposals. Besides, there is an Audit Committee in the Board to oversee compliance of major regulatory and operational issues. The CEO and Managing Director, Deputy Managing Director and Head of Divisions are responsible for achieving business goals and overseeing the day to day operation. The CEO and Managing Director is assisted by a Senior Management Group consisting of Deputy Managing Director and Head of Divisions who supervise operation of various Divisions centrally and co-ordinates operation of branches. Key issues are managed by a Management Committee headed by the CEO and Managing Director. This facilitates rapid decisions. There is an Asset Liability Committee comprising member of the Senior Executives headed by CEO and Managing Director to look into all operational functions and Risk Management of the Bank. Organizational hierarchy |Managing Director | | | |Deputy Managing Director | | | |Assistant Managing Director | | |General Manager | | | |Deputy General Manager | | | |Assistant General Manger | | | |Senior Principal Officer | | | |Principal Officer | | | |Senior Officer Grade-| | | | |Officer Grade-|| | (e) Existing program of the organization In 1976 IFIC was established as an Investment & Finance Company under arrangement of joint venture with the Govt. of Bangladesh. In 1980 it commenced its operation in Foreign Exchange Business in a limited scale. In 1982 it obtained permission from the Govt. to operate as a commercial Bank. In 1983 setup its first overseas joint venture (Bank of Maldives) on the Republic of Maldives. Then it commenced operation as a full-fledged commercial Bank in Banglad esh. In 1985 it set up a joint venture Exchange Company in the Sultanate of Oman. In 1987 it set up its first overseas branch in Pakistan at Karachi. In 1993 it Set up its second overseas branch in Pakistan at Lahore. In 1994 it set up its first joint venture in Nepal for banking operation. In 1999 it set up its second joint venture in Nepal for lease financing. In 2003 the Bank celebrated its 20th founding anniversary. Other than that the Bank offers various loans and scheme to the customers. The major loans and schemes are the banks main product. The description of the products are given below. 1. Auto Loan: Rolls Royce, Ferrari or a Cadillac that's for one born with good luck. For the one's who dream to make their own luck. Come to IFIC for your desired Car. Getting the Loan: If you are an adult employed person and have an account with us then you can easily apply for the AUTO LOAN. Loan Size: Maximum Tk. 15 lac Loan Period: 12-60 months. 2. Consumer Loan: Life is complex as it is. IFIC makes your life-style easy and comfortable with the Consumer Durable Loan. So avail the easy facility offer. Getting the Loan: If you are an adult and employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 1 Lac. Loan Period: 12-36 months. Processing: Quick Processing Immediately,  Least Formalities. 3. Porua Loan: A good education is the foundation for a successful life. IFIC is offering the opportunity to students to pursue higher education opportunity with the loan facility. Getting the Loan: If you are an adult employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 8 Lac Loan Period: 12-48 months Processing: Quick Processing Immediately, least Formalities. 4. Flexi Loan: The demands and uncertainties of life getting you down? Here is the answer. Come avail yourself IFIC's Flexi Loan, to turn the uncertainties of life to a certainty you can control. Getting the Loan: If you are an adult Bangladeshi employed by the Govt/Autonomous body/ Bank/ MNC/ NGO or any other kind of employed person with at least monthly Tk. 10,000 salary then you are eligible for the Flexi Loan. Loan Size: Maximum Tk. 3 lac. Loan Period:12-36 months. Processing: Quick Processing Immediately, Least Formalities. 5. Thikana Loan A man's home is just not his castle, it's more than an asset, and it’s an investment for his future generation. IFIC's Thikana Loan helping you find your ADDRESS. Your life's Satisfaction First. Getting the Loan: If you are an adult employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 75 Lac. Loan Period: Maximum 15 years. Processing: Quick Processing Immediately, Least Formalities. 6. Possession Loan For those people running a successful business from rented premises, IFIC BANK is there to finance you for loan. So your business can have its own Permanent Address. Getting the Loan: If you are a Bangladeshi entrepreneur with only 2 years of successful business record & having a valid trade license and also have an account with IFIC, then you are eligible to apply for this loan. Loan Size: Maximum Tk. 5 Lac. Loan Period: Maximum 65 years on the date of maturity of the loan. Processing: Quick Processing, Immediately, Least Formalities. 7. Peshajibi Loan Whether you are a Doctor/ Engineer/ IT professional/ Management Consultant or any other professional come find out about IFIC's advancement Peshajeebi Loan that lays the foundation for your career elevation. IFIC works for your professional Satisfaction. Getting the Loan: If you are an adult employed person and have an account with us then you can easily apply for the PESHAJEEBI LOAN. Loan Size: Maximum Tk. 5 lac. Loan Period: 12-36 months. Processing: Quick Processing Immediately, Least Formalities. 8. Retail Loan To the small entrepreneurs who know their trade yet feel frustrated by the lack of money to get a bigger share in the marketplace. IFIC BANK understands their problem and believes that financial support at the right time can take them to (their desired) right place. Getting the Loan: If you are a Bangladeshi entrepreneur with min of 2 years of successful business record, have a valid trade license and have an account with IFIC, then you are eligible to apply for this loan. Loan Size: Maximum Tk. 1 Lac. Loan Period: Maximum 2 years. Processing: Quick Processing Immediately, Least Formalities. 9. Pension Savings Scheme Empower yourself for a secure and prosperous future with IFIC PSS. Partnership for a prosperous and secure future. Features: Under this Scheme you can open a deposit scheme for Tk. 500, Tk. 1000, Tk. 2000 and Tk. 5000 per month for 3 or 5 years whichever suits you. You can make the deposit within 10th of each month (In case of holiday the next working day). You can get Loan up to 80% of the deposited amount You can receive the entire deposit amount with interest at one go or receive a pension on a monthly basis at a desirable amount of your monthly installments. For your clarity a Table of Deposit Scheme and after Maturity Payable Amount is given below: Monthly Installment 3 Years Scheme 5 Years Scheme Tk. 500 Tk. 20322Tk. 36266 Tk. 1000 Tk. 40645Tk. 72532 Tk. 2000 Tk. 81290Tk. 145064 Tk. 5000 Tk. 203225Tk. 362661 (f) Future program of the organization The banks future program is to provide service to its clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge make its position unique in giving quality service to all institutions and individuals that it care for. The bank wants to be the leader amongst banks in Bangladesh and make its indelible mark as an active partner in regional banking operating beyond the national boundary. For that reason it is making joint venture and new loans and schemes and expanding its business in the country and outside the country. Chapter Two Research methodology (a) Objective of the study The main objective is to analyze HRM issues and to find the different problems associated with different HRM activities. Specially: ? To find out different problems of HRM activities ? To judge the employees’ job satisfaction level ? To seek different problems of the employees in the banking sector ? To identify the reasons for which the problems are created ? To search ways to solve the problems of the organization ? To provide suggestions to solve problems of the employees and the banks (b) Data collection a) Primary sources: A questionnaire that are being answered by different people from IFIC bank Ltd. ? Guidelines and suggestions from our Professor Ataur Rahman. ? Interviewing the bank officials, specially the various officers of IFIC Bank Ltd, IFIC academy. b) Secondary Sources: ? Annual reports of IFIC Bank Ltd ? Different Published Booklets of IFIC Bank Ltd ? Different books ? Various published documents ? Various information from various website. ? Academic calendar 2007, IFIC Bank Limited. ? Different documents of the IFIC Bank Ltd. taken from Head Office & the Branch. ? Web site: www. ificbankbd. com. (c) Data interpretation For data interpretation two approaches have been mainly used in this report, 1. Conceptual approach 2. Empirical approach. The approaches are discussed below: ? Conceptual approach: A theoretical section is given in this report (the company profile) to give an insight various information concerning the financial function. ? Empirical approach: This refers to that has been directly collected and interpreted from the survey on IFIC bank Limited. Statistical analytical tools such as trend analysis of the different variables such as number branches, employees etc. of the different years, analysis of the various performance indicators with the help of different tables, figures & diagrams such as simple & multiple bar diagram etc. are used in the report. Statistical Analysis such as standard deviation, co efficient of variation and mean is used to understand job satisfaction etc. Such as average job satisfaction of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 & Coefficient of Variation (CV) is 24. 33 %. (d) Limitations of the study Nothing is beyond limitations. Everywhere and in every task there must have some sort of limitations. We also faced some problems at the time of preparing our report as well. The limitations are: ? Lack of availability of data ? Shortage of time ? Company’s restrictions to disclose all information ? Perceptual difference of the employees to measure job satisfaction Chapter 3 Findings and analysis (a) Literature review Our report is on the HRM practiced by IFIC bank so literature review is focused on the HRM terminologies. Human Resource Management (HRM) The set of organizational activities directed at attaining, developing and maintaining an effective workforce. Why is Human Resource Management (HRM)? It is not possible to run any organization (whether it is small or large) without people/ Human Resources. Organization must satisfy its employees to achieve its objectives. It is not possible without Human Resource Management (HRM). HRM is important for: ? Hiring capable/right employees for the organization ? Motivating employees ? Retaining capable employees ? Taking steps for guarding high employee turn-over Orientation, training and development of the employees ? Placing employees in the right jobs ? Maintaining good relation among the organizational members ? Developing team sprit, cooperation & morale of the employees ? Delegating the authority & responsibility among the subordinates ? Controll ing administration human resources of the organization Major Human Resource Management (HRM) activities are: ? Job analysis ? Recruitment & Selection ? Orientation, Training and Development ? Compensation Management ? Job evaluation ? Performance appraisals ? Motivating Employees ? Communication Human Resource Management (HRM) Terminologies: Job analysis: A systematic procedure for collecting and recording information about the jobs. Compensation: Compensation is what employees receive in exchange for their work including their pay and benefits. Recruitment: the processing of attracting capable individuals to apply for the job that is open. Internal Recruitment: Internal Recruitment considers current employees as applicants for higher-level jobs in the organization. External Recruitment: People are collected from outside the organization to apply for the jobs. Employment tests: Employment tests are the devices that assess the probable match between applicants and job requirements. HRM selection: Selection is the choosing capable employees both the job and organization. Training: Teaching operational or mechanical employees how to do the jobs for which they are hired. Development: Teaching managers and professionals the skills needed for both present and future jobs. Training and Development Methods: Assigned readings, behavior modeling, case discussion, conference, Lectures, on the job training such as job rotation etc. Job evaluation: An attempt to asses the worth of each job relative to other jobs Performance appraisals: A formal assessment of how well an employee is doing his or her jobs. Benefits: Benefits are the things of value other than financial compensation that an organization provides to its workers. (b) Human resource department Human Resources Department is focused on recruitment and in-house training for both on the job and off the job Bank staff members through the Bank’s Academy. IFIC Bank Academy – the oldest institution in the private sector – was conceived of as an in-house training center to take care of the training needs of the Bank internally. Academy is fully equipped with a professional library, modern training aids and professional faculty. Library has about 4941 books on banking, economics, accounting, management, marketing and other related subjects. Main training activities consist of in-depth foundation programs for entry level Management Trainees. Specialized training programs in the areas like general banking, advance, foreign exchange, marketing and accounts etc. re also organized by the Academy depending on need. Frequently outreach programs are organized to meet demand for new and specialized skills. During its 23 years of existence, Academy not only conducted cour ses, workshops and seminars as required by the Bank, but it also organized training programs for the Bank of Maldives, Nepal Bangladesh Bank Limited and Oman International Exchange LLC. (c) Workforce Total manpower stood at 2,014 as on December 31, 2006. Out of them 1430 were officers and 584 were non-officer employees. The number of female employees in the Bank on the date was 275. Growth in workforce of the Bank from 1983 to 2006 is given below: Growth in workforce Year |Officer |Staff |Total | |1983 |61 |35 |96 | |1985 |264 |89 |432 | |1990 |512 |480 |992 | |1995 |964 |601 |1565 | |2000 |1151 |549 |1700 | |2005 |1415 |575 |1990 | |2006 |1430 |584 |2014 | Sources: IFIC Bank Academic Calendar 2007 Prepared from previous table [pic] Analysis: Total employees from 1983 to 2006 have been shown in this figure. Total employees was 96 in 1983, 432 employees in 1985, 992 employees in 1990, 1565 employees in 1995, 1700 employees in 2000, 1990 employees in 2005, and 2014 employees in 2006. (d) HRP [pic] (e) Recruitment and Selection The Recruitment & Selection procedure of the bank is also related to its overall strategy. The bank is going to expand its branches in the near future and the bank is recruiting new employees & junior officers to satisfy its long run objectives. Highly qualified employees are hired for the organization. Entry-level position & minimum qualification: External sources: Provisionary officers: Minimum graduate Grade-2 officers: Minimum graduate Cash or computer officers: Minimum HSC Below the Above level: Minimum Class-VIII Internal sources: Other senior posts are filled by the internal sources except some technical or specialized field. (f) Training and development The Academy At the very beginning, the bank laid a foundation by setting up an academy at Head Office under Human Resource Division to develop human resource internally. Equipped with a professional library, modern training aids, professional faculty and other facilities, the Academy of the bank is a leading one among the banks in private sector. The Academy regularly conducts foundation courses, specialized courses and seminars in different areas of banking to take care of the professional needs. In addition, officers are regularly sent to Bangladesh Institute of Bank Management (BIBM) and Bangladesh Bank training Academy for professional training. Sending officers abroad for higher training is a regular feature. A Research Department also works in aid of HRD and other operational areas. The Academy has to its credit the experience of conducting several courses for the officers of the Bank of Maldives (BML) and Nepal-Bangladesh Bank Limited. In addition, it built up the training system for the Bank of Maldives Limited. The Academic activities: IFIC Bank Academy, established in 1983 as in- house training institution, takes care of the training need of the employees of the Bank. The objectives of the Academy are to: ? Make available skilled and dedicated workforce within shortest possible time by reducing time required for on-the-job training; ? Develop understanding about low and practice of banking through foundation training. Impart technical skill to the operational level officers through case studies/practical experience/demonstration/ project visit for efficient operations; ? Develop analytical & decision making skills of the officers; ? Develop understanding about human/conceptual skill and organizational cultures; ? Impart managerial skills to groom future Exec utives and to keep existing Executives up-to-date with national and international environment. Types of programs For fresher, Foundation Courses on elementary knowledge of banking are organized. Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing etc. are meant for officials working in those areas. Senior level courses are run on specific knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain priority programs are also being conducted by the Academy. These include program on Anti-Money Laundering, new skills required to perform new jobs. Approaches to Training: Training conducted by the Head Office: Head Office uses off-the job training namely Lectures, Conference, Workshop, Management Game, Role playing, Behavior Modeling and Case Study etc. Training conducted by the Branch: Branches use on-the job training namely job rotation, Coaching/ under study approach, direct supervision by the senior managers. The Academy holds need-based training courses/workshops/seminars etc. which are finalized by HRD Division in consultation with various departments and senior Executives at Head Office. Training inputs are constantly reviewed/modified for achieving the Bank’s objectives. Methods in training include: discussion/lecture/workshop/case study/games/role play/film show/simulation/group work & presentation /project visit and so on. On-the-job training Foundation courses have two parts: theoretical training in the Academy and job rotation. The officers on probation are requested to undergo both in a period of one year. During this period, three-phased training program is effective. On theoretical training in, say, General Banking the officers are required to undergo rotation in General banking activities under the supervision of the HRD. Similar process is followed in case of Credit & Foreign exchange. They report to the HRD weekly about the progress in rotation when problem-oriented discussion takes place for better understanding. Faculty The Academy has built up a pool of professional trainers within the Bank. In addition to permanent and professional trainers, speakers are drawn from operational side so that on-the-job experience may be exchanged and shared. Over and above, speakers from Central Bank, professional training institutions, universities, research organizations, and Govt. rganizations are also invited to share views and experience. Senior and retired bankers are also regularly invited to enhance effectiveness of training. Library The Academy has a good collection of books, journals, magazines. The books are mainly on subjects like Banking, Econom ics, Accounting, Management and Marketing etc. as on December, 2006 the library had 5,461 books/titles. The books are issued to the employees usually for one month. In 1988, the Academy undertook steps to build up Mini Libraries at all the branches outside Dhaka with a view to helping the employees with books and reading materials for updating and upgrading their knowledge. Branches are supplied with books /journals etc. for their Mini Libraries from time to time. (g) Performance appraisal The performance of the employees is measured by the immediate supervisors of the subordinates. The peace rate system is not applicable. The performance of the employees is not directly applied in the compensation system. It only helps in increasing the score of the Annual confidential report (ACR) to their supervisors. It helps the employees get promotion to the higher positions. Minimum two years is required for promotion of the employees. Two Methods of evaluation for promotion: 1. Annual confidential report (ACR) scored by the immediate supervisor 2. Interview marks. Both marks are added together to prepare list for promotion. Statistical Analysis indicates Average Job Satisfaction Of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 & Coefficient of Variation (CV) is 24. 33 %. (h) CPD For freshers, foundation Courses on elementary knowledge of banking are organized. Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing etc. are meant for officials working in those areas. Senior level courses are run on specific knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain priority programs are also being conducted by the Academy. These include program on Anti-Money Laundering, new skills required to perform new jobs. In this way the initiative for the new and young employees are conducted and their career path become smooth by taking this kind of training. (I) Findings ? IFIC bank Ltd. has capable workforce to compete with others. ? In Banks, specially in the senior position, experienced & educated employees are required. ? Remuneration is high in the bank. ? Most of the employees are satisfied in the bank. ? Working environment in the bank is healthy & fine. ? Employee welfare program has insurance facility, loan facility, provident fund transportation & house rent allowances, and gratuity etc. ? Interest rate is very low for the employees. Training methods: lectures, assigned reading, & job rotation are used & good. ? Employees are sincere. ? Employees have to remain vigilant all times & employees will be liable for their mistakes. ? Promotion depends on the performance & Annual Confidential Report (ACR) sc ored by the immediate supervisor plus interviews score. ? Bank job is very challenging and stressful, especially in the top- level position. ? Risk management is very difficult task in the bank. ? Sometimes, promotion is delayed because of certain reasons in the banks. ? Sometimes, Employers use nepotism and favoritism at the time of employment and promotion of the employees ? Marketing activities especially deposit target to open account is a difficult task. ? In the bank job, handling the borrowers is a very difficult task. When any borrower comes in the bank and does not get any loan from the bank due to legal requirement procedure of the bank, In this case customers may want to do undue influence to the bankers. They sometimes threaten the bankers for getting loan from the bank. ? Interpersonal relationships & communication are good. ? It is monotonous job. Especially employees have to reconcile the accounts: cash/clearing/transfer every day. ? Bankers sometimes have to work more than eight hours in a day without any remuneration. Music is played in the bank to remove monotonous working environment. ? Bonus is also paid on the basis of overall profitability of the banks ? Average Job satisfaction level is more than moderate i. e. , 3. 37 out of 5 (j) Pay scale Monthly compensation paid to the employees Total monthly compensation includes Basic salary; House rent allowances, Conveyance allowance, Medical allowance, Entertainment allowances, Telephone. |No. |Abbreviation |Elaboration |Total Monthly compensation in taka | |01 |MD |Managing Director |300000 Approx. |02 |SEVP |Senior executive vice president |73000 | |03 |EVP |Executive vice president |68000 | |04 |SVP |Senior vice president |62800 | |05 |EVP |Executive vice president |54350 | |06 |VP |Vice president |49150 | |07 |SAVP |Senior assistance vice president |36700 |08 |FAVP |First assistance vice president |33600 | |09 |AVP |Assistance vice president |31500 | |10 |SSO |Senior staff officer |23300 | |11 |SO |Staff officer |20600 | |12 |G-1 |Officer grade-1 |17900 | |13 |PO |Provisionary officer |12000 | |14 |G-2 |Officer grade-2 |9100 | |15 |CASH/COMP |Cash/Computer officer |7690 | |16 |OA(SG) |Office assistance(security guard) |7000 | |17 |O. ASSTT. Office assistance |6100 | |18 |DRIVER |Driver |5300 | |19 |SS |Security staff |4200 | |20 |O. ATT. |Office attendance |3850 | Source: IFIC Bank Ltd. Graphical chart [pic] Total monthly compensation of the employees Vertical lines represent TK amount and the horizontal lines represent the rank of employees. Here is the rank of the 20 employees & their salaries in taka. Rank can be known from the previous table, NO. -1 MD gets TK. 300000. 00 around & Rank No. – 20 Office Attendance gets TK. 3850. 00 total compensation. (k) LMR There is no trade union in the private commercial bank. But there is no dispute between the employees and the management. Comfortable family environment, comfortable job, satisfaction in work, high remuneration, good customer Service, good interpersonal relation, highly outside & inside personal relation development exist in the organization. Chapter 4 Conclusions and recommendations (a) Conclusions Banks play important role in the modern economy; Human Resources Management (HRM) issues play an important role in every organization and also in the banks. No organization can achieve its goals or can be good, until or unless it satisfies employees. Human Resources/ organizational members play the role of the crew who convert goals into the reality. In the banking sector, highly educated & strategic personnel are required to create a competitive position & to retain it for the long time. Training, principle of equality, job satisfaction, and career development are important in the bank. In the IFIC bank Ltd. The job satisfaction of the employees is more than moderate. Most of the employees are satisfied here. Bank is also satisfied with its employees. Bank’s salary structure is high but not highest in comparison with other commercial banks. Still comfortable working environment, good interpersonal relationship, and the benefits of the employees of the IFIC bank limited are also satisfactory. It has been operating since 1983 and it is a first generation private sector commercial bank in Bangladesh. It has retained its competitive position because of its performance and Employees have made the performance of the organization. Employee’s promotion & selection should be fair to get sincere, qualified, & dedicated employees. Its employee selection procedure should also remain free from nepotism, favoritism, and reference at all levels of management. Finally, the Bank must introduce modern banking system, adopt new technology, initiate new product, train its employees properly to do their job and keep employee satisfied. Bank’s performance is good for its satisfied employees. Bank is on the right track. Bank’s HRM policy is of course better, it has been able to satisfy its employees and customers as well. (b) Recommendations The authority of the IFIC Bank Limited should: Take initiative to motivate its employees to work more and to achieve its objectives. †¢ Take steps to remove stress and to manage stress in the job. †¢ Train its employees to manage the clients & to create a positive image about the bank †¢ Take steps to guard against undue loan sanctions. †¢ Protect bankers from the threat of the clients. †¢ Develop the practice sincerity and patience among the employees to handle difficulty in work. †¢ Take policy to cope with the problems of environment or technological change. †¢ Initiate highly automated system for the benefits of the clients & earning more profit and reputation as well. †¢ Provide overtime allowances for the employees for working more than eight hours. Provide timely promotion to create motivated and dedicated, employees and to increase the performance of the bank and employees as well. †¢ Eliminate nepotism and favoritism from the workplace. †¢ Increase the salary/allowance/incentives for its marketing activity to reach better position †¢ Introduce Career Counseling for its employees. †¢ Increase recreational facilities such as Picnic, Football match etc. †¢ Train properly the employees to handle risk management issues effectively & efficiently and †¢ Provide fast service delivery. (c) Suggestions The Branch Manager & VP has said about â€Å"Staff motivation by management. † AVP has said about â€Å"Better policy for the changing scenario and also adopt farther automation like on line banking. Others employees have said about promotion exercise must be done every year, to do what is good for the banking sectors, timely promotion, better customer service, to increase salary plus other benefits, to establish day care center, service delivery first, proper training the officers & staffs, and management should be careful about staff motivation. Appendix Department of Management Studies Faculty of Business Studies University of Dhaka Questionnaire about HRM issues of IFIC bank Ltd. Purpose of the Study: The purpose is to help a MBA student to prepare an report about HRM issues in the banking sector in Bangladesh in the light of the IFIC bank, Dhaka. 1. Name: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Designation: †¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Age: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4. Gender: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. Duration of employment: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6. Duration of employment in this bank: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7. Why do you choose job in the banking sector? a) High remuneration b) Easy job ) Comfortable environment d) Challenging job e) Other, please specify: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8. Why do you choose job this bank? a) Highly paid b) Easy to develop career c) Better performance d) Better HRM policy e) Other, please specify †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9. How do you feel about your job? a) Pleasant b) Unpleasant c) Indifferent 10. Your satisfaction level in the bank job: a) Very high b) high c) moderate d) Low e) very low 11. Most pleasurable thing in this bank job: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦.. 12. Your satisfaction level in the bank: a) Very high b) high c) moderate d) Low e) very low 13. Your relationship with your organization members: ) Very high b) high c) moderate d) Low e) very low 14. Most difficult things in the bank job: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 15. Most pleasurable thing in this branch: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 16. Your satisfaction level in training: b) High c) moderate d) Low 17. Educational qualification (last): a) Lower than SSC b) SSC c) HSC d) Graduate e) postgraduate 18. Are you satisfied with the culture of this branch? a) Yes b) No c) indifferent 19. Are you satisfied with the HRM policy of the bank? a) Yes b) No c) indifferent 20. Your special suggestions to improve the bank or branch Bibliography 1) Werther, William B. nd Devis, Keith, Hu man Resource Management, 5th edition. 2) Griffin, Rikey W. , Management 5th edition. 3) Lesikar, Raymond V. and Pettit, john P. , Business Communication, 6th edition. 4) Academic calendar 2007, IFIC Bank Limited. 5) Different documents of the IFIC Bank Ltd. taken from Head Office & the Branch 6) Web site: www. ificbankbd. com. [pic] ———————– Plan for dealing with predicted shortfalls or over staffing Compare future demand and internal supply Forecast external supply Forecast internal supply Predict Demand Assess trend in: ? External labor market ? Current employees ? Future organizational plans ? General economic condition Name ID NO. (1) Md. Mosharref Hossain 36 (2) Saheli Nargis64 (3) Md. Rashedul Hasan78 (4) Zubaer Shoaib86 (5) Md. Naharul Islam92 Name [pic][? ] |67Y[cdoeaO? A?  ©s†¹s†¹s|f|WQHh? â€Å"h†¡9 ©CJh†¡9 ©CJh? â€Å"h†¡9 ©B*[? ]CJ,aJ phy+jhDpB*[? ]CJ,U[pic]aJ mHnHphyu[pic]hOj h†¡9 ©B*[? ]CJ2aJ4phyhX[pic]? h’duB* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hX[pic]? h†¡9 ©B* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hX[pic]? [email  protected]* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hemUB* CJ4aJ4phâ‚ ¬Ã¢â€š ¬ho ©B* CJ4aJ4phâ‚ ¬h†¡9 ©CJh? â€Å"ho! nCJ-aJ h[? ]'GhU /5? CJ h#5? CJ jRoll no. Signature 1. Md. Mosharref Hossain36†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Saheli Nargis64†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Md. Rashedul Hasan78†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Zubaer Shoaib86†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. Md. Naharul Islam 92†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦

Women & Development Essay Example | Topics and Well Written Essays - 1750 words

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All the Pros and positive aspects about the US legal system - Essay Example However, there is more in law, for laws to be effective, the sovereign command must maintain the rule of power and its principles or directives that are applicable; moreover, they must apply equal magnitude to all citizens in the state. Furthermore, they should be accepted as laws which are legitimate rational, just and fair to all citizens. Legal systems on the other hand refer to systems that interpret as well as enforce laws. This paper will look at the positive aspects of the US legal systems. A medical legal aspect of medical records is an example of the US aspects of legal system. Records of care are provided to patients, the same records are used by the US legal processes, and they are used as relevant eyewitness in case of need. Here, the records are used to attest their reliability and veracity. The American legal system has rules that observe the records so that they are unimpeachable. The most relevant role of the records is that they give information about the patient to the healthcare team; the main goal is to ensure that the medical team offers safety and competent care to the American citizens (Lyer, Levin and Shea, 4). The US has indeed ensured that its citizens access medical care without difficulties, as a result, most illness have been eradicated in the US. The US has great legal systems and they are relevant in influencing the correction in the state. The legal aspect that involves correction management is present in the US legal system. This has been directly been impacted by the court ruling to ensure that US has correction facilities. In addition, there is change in the way they managers have been thinking about how they make their decision on small and great matters. These are in line with the way managers set their priorities in the manner in which they operate their institution as well as the community programs in the US. Administrators involved with correction issues are expected to take legal systems into account. It therefore means that the US academic studies as well as the daily activity of the correction officers are available in the US legal system (Pearlman, 3-4). The main goal of the US judicial system is to offer justice, solve disputes and interpret laws within the state. The positive part of the sophisticated judicial system in the US is its design; it is designed in a manner that it can be able to cover extremely large countries. In the US state for instance, it has hundreds of millions citizens, so having a system of court that can be applied to such a high population in provision of justice is indeed a success. The system has been designed to offer trials that are fair if one is accused of a certain crime. In addition, citizens have been given a chance to file lawsuits if they are treated wrongly in line with the laws of the country. In the US legal system on the other hand, victims of crimes have their right to defend themselves if accused or hire an individual to defend them before the jury or a judge. Judges are individual who determine if the accused is guilty based on the laws interpretations. Furthermore, the US court system is extensive and it extends to different court types, making it to be more effective compare to other legal system across the globe. For example, the US federal court system has been appointed to deal with matters of federal laws. In addition, America is

Three- dimensional echocardiography Research Paper

Three- dimensional echocardiography - Research Paper Example   Three-dimensional echocardiography has evolved at a fast rate since it was first used about forty years ago. In its different stages of evolution, the use of three-dimensional echocardiography was at a point reduced to the research side of cardiology and not in the clinical setting. Only until very recently has 3D echocardiography been used by cardiologists, and echocardiographers in hospitals and clinics. Another interesting thing is the fact that transthoracic three-dimension ultrasound has been trumped by three-dimensional transesophageal echocardiography, especially in the operating room and surgical setting.The development of three-dimensional echocardiography (3D TTE) can be traced back to almost four decades, just a short period after the arrival and development of 2D echocardiography. In the year 1974, at Stanford University, Dekker et al produced the results of their work: A System for Ultrasonically Imaging the human heart in three dimensions.2D images were retrieved ac cording to electrocardiographic and respiratory timing. This data was developed off-line by interpolation, then reconstructed into a three-dimensional image. Using the same off-line interpretation and reconstruction process as 3D TTE, three-dimensional echocardiography was introduced and was first performed in the year 1992. In Comparison to transthoracic echocardiography, the trans-esophageal perspective, as seen by cardiologists and echocardiographers, more often showed superior anatomical detail.  

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Small Business Management - Scholarship Essay Example † Before embarking on the study’s specifics, it is essential to have a look at the overall advantage of owning and starting a business in New Zealand. Recent surveys have been carried out globally and these have come up with various findings and conclusions. As per the World Bank’s survey of 2006 where around 150 economies were focused on, New Zealand took the number one spot in terms of ease of carrying out business. The World Economic Forum put New Zealand in the 16th ranking out of 100 economies in terms of competitiveness and besides that, public institutions of New Zealand ranked top in judicial independence, tax collection, corruption absence, organised crime and property rights. Ethically, New Zealand’s situation put it among the most ethical areas of doing business in the world and this considered the corruption undertakings. Transparency International rated it second together with Finland after Iceland. This is as per 2005’s study of 159 cou ntries using CPI- Corruption Perceptions Index. New Zealand was also considered stable, open as well as competitive economically, has a business oriented governance, and cost competitive structures with low policy in inflation, flexible labour market and low rates of corporate tax. (wellington.govt.nz, 2011) According to Oliver and English, in their book, a small business refers to a business that is personally owned or managed. It may also be taken to be that entity which is void of managerial staffs that are specialists or does not form part of a bigger entity. Also, the definition says that such a business should be employing a maximum of 50 workers in manufacturing, a maximum of 10 employees in services and not exceeding 25 workers in the remaining sectors. If this definition is something to go by, then the sector of small businesses in New Zealand consisted of approximately 297,000 firms as at 2007. Of the 297,000, about 280,000 businesses are often known as ‘microâ€℠¢ enterprises since their employees are less than 5 persons. The ‘micro’ enterprises are usually common in retail trade, construction, property, finance as well as business services industrial sectors. Setting up a small business in New Zealand is not without merits. Among the merits of starting such a business are; one can become his or her own boss, exercise own talents, be in state of independence; remove dependence upon a fixed salary or wage; one has a chance to make his/her own money; one is at a vantage point in realising accomplishment, recognition and personal worth; one can come up and implement own products, services and ideas; and one is given a chance at enjoying work than he/she finds satisfying and successful. Having a sole proprietorship can make a person attain a level of family economic security as well as self and lastly, one may be in a position to provide valuable things to the community. Disadvantages of setting up a small business are that one may fail in business and lose all the borrowed and own capital. One may also be forced to work hard, sometimes up to 15 hours in any given day which results to lesser time spent with friends and family. Income may vary and behave in a volatile manner due to factors beyond oneself control. Also there is the very huge pressure arising especially while making decisions and solving problems of the business and these may call for

The Mexican-American War Essay Example | Topics and Well Written Essays - 250 words

The Mexican-American War - Essay Example The northerners who were partial to free labor quarreled with the southerners who desired to expand slavery over the fate of the new lands. Congressman David Wilmot’s proviso that barred slavery in the new lands was supported by the northern Democrats but objected to by the southerners. These disagreements were sorted out in the compromise of 1850 that accepted California as a free state, ending slave trade in Washington D.C, solving the boundary quarrel between Texas and New Mexico, easing Southerners ability to recapture fugitive slaves and formation of Utah and New Mexico regions with issues regarding slavery in each to be settled by popular sovereignty (Singletary).  Capital punishment has been abolished in many countries across Europe, Latin America although it is still retained in some parts of Asia and Africa. In non-democratic countAfrica.pecially in the Middle East, capital punishment is still quite common. Capital punishment is usually given for murder, treason and in Muslim countries, it is also given for sexual and, religious crimes. In China, the death penalty could be given for corruption and other serious offenses. In countries where capital punishment has been banned, the punishment is usually considered as a human rights issue and opponents of capital punishment argue that capital punishment does not deter criminals and the poor or minority are sometimes wrongfully convicted.

Women during the Italian Risorgimento Research Paper

Women during the Italian Risorgimento - Research Paper Example However, as Schwegman suggests in the book titled, Amazons for Garibaldi: women warriors and the making of the hero of two worlds, the role of the women in the uprisings are rarely recognized (417). To demystify this perception, Scwegman offers us classical examples on how women participated in the war, starting with the Garibaldi’s first wife Anita and others who joined the Red Shirts (432). The women offered themselves to serve the Italians, despite many hurdles such as lack of support from the male populations. This paper examines ways in which the women population contributed to the Risorgimento, either by participating in the armed struggle or through indirect means. Before going into the main subject area, it will be pivotal to revisit some background information. Background Italian reunification, otherwise known as the Risorgimento, describes the period when the Italian embraced a sense of nationhood. The events that took place during the Risorgimento are inspired the F rench revolutionary and Napoleonic wars, which resulted to the colonization of some of the Italian provinces. While reunification took place in 1870, before then, most of the states were under either the Austrian or French rule. The first attempt to re-unify the states came in 1848, but it failed while second attempt took place in 1859. The Italian leaders relied heavily on the help of Napoleon III to drive out the Austrians in exchange of Nice and Savoy. The war between Piedmont and Austria broke out in 1859. The re-unification of Italy was impeded by many factors, including dominance of the Austrian forces, which ruled Lombardy and Venetia states. On the other hand, the French forces controlled the Southern Italian Kingdoms, and to defeat this powerful army, the Italian forces had to amass substantial foreign aid. Some of the key leaders who played an important role during the reunification include Victor Emmanuel, Cavour, Mazzini and Garibaldi. In addition, the Italians had to se ize the moment after the French forces were withdrawn during the Prussian war. In May 1860, a small army led by Garibaldi led a revolution, which led to the capture of the island of Sicily. The role of Garibaldi in the re-unification efforts through his small army of Red Shirts is highly recognized. The army, which was mainly composed of volunteers from Romagna, Lombardy, and Venetia, set sail in May 1960 for Sicily. After arrival of the Red Shirts, the army registered huge success within the first two months, although they were ill equipped. The re-unification for Italy would not recomplete without the re-capturing of the province of Venetia, which happened 1866 and thereafter the Papal States. This was made successful through the help of the Cavour, who encouraged riots and uprisings, thus giving the troops an opportunity to capture the Papal States. By the end of 1960, most of the states had been captured except Rome and Venetia, which at the time were heavily guarded by the Fren ch troops. The opportunity to recapture, these remaining areas presented itself in 1870 after the Franco-Prussian war broke out. In 1871, Rome became part of the large Italy and was made the capital city. The role of women in the army The role of women in Risorgimento is well captured in the documentary titled, three women of the Risorgimento, which was created and directed by Alessandra Ciotti. One of the figures that are highlighted in this moving documentary includes Antonietta De Pace, who is recognized as a founder of the Female Poetical Committee of Napoli. The organization helped the Garibaldi’s army in the mobilization of resources and actual execution of the military campaigners against the Austrians. Other key figures whose efforts are

When Rewards Go Wrong Essay Example for Free

When Rewards Go Wrong Essay At the heart of most performance management systems is a reward program. However, even when we are doing everything else right, rewards can go wrong. Here, we explore five ways that external incentives can damage performance, from destroying altruistic behavior to distracting people from the task. Fortunately, most of these downfalls are avoidable. While not every behavior is suitable for pay-for-performance, we can provide rewards that are rewarding, helping to encourage the behavior we value. THE CARROT AND THE STICK are the starting point for creating the behavior that we want. We reward desirable actions and punish, often by removing rewards, actions that annoy. Rewarded behavior becomes more frequent, and punished behaviors eventually disappear. That, at least, is the idea. From economics, which is largely the study of incentives, to behavioral psychology, which specializes in reinforcers, we have academic reassurance that we are pursuing the recommended path. But as anyone who actually tried to put this simple logic into practice will find, it does not always work out as well as desired. We praise a teenager for doing well in her studies, rewarding her with a shopping trip to the mall, only to find that her grades steadily deteriorate thereafter. We encourage a spouse to try to follow our much more reasonable agenda, only to get him or her to dig his or her heels in opposition. We even encounter this mysterious disconnect when we give gifts. Gift givers typically expect a positive association between how much they spend on a gift and how much their gift’s recipient appreciates it. We reason that more money (i.e., a more expensive gift) conveys a greater amount of thoughtfulness. In fact, gift recipients report no such association between the price of their gift and their actual feelings of appreciation (Flynn Adams, 2009). Much like gift givers who expect a greater, more positive outcome proportional to the size of the gift, organizations often find that external rewards such as pay do not garner the outcomes they expect. In fact, sometimes to our bafflement, an incentive program turns out to be a disincentive program, where we are inadvertently reducing the very behavior we try to encourage. Why does this happen? Sometimes it is due to poor measurement: we do not recognize the proper behavior when it occurs or when we get it confused with something else. Most famously, rewarding CEOs with stock options is seen as a way to get the C-suite (the offices of the most senior-level executives with titles beginning with the word chief) to work harder, but this can have perverse consequences. Stock performance is not the same as CEO performance, and to raise stock prices, we actually incented some CEOs to manufacture or make up favorable financial reports. This is why Peter Drucker (Drucker Zahra, 2003) described the practice as â€Å"the well-meant but idiotic belief that executives should have major stakes in the company, the stock options (which I have always considered an open invitation to mis-management)† (p. 11). At other times, rewards do not work because they are not contingent on performance. To the degree rewards are not reliably delivered, so people feel their hard work will not be dependably recognized, we can stop expecting the target behavior altogether regardless of how large the promised reward becomes. For a performance management system to work, people have to trust it. However, neither of these issues of implementation will be our focus. Performance Improvement, vol. 51, no. 8, September 2012  ©2012 International Society for Performance Improvement Published online in Wiley Online Library (wileyonlinelibrary.com) Altruism paints a sunny swath through our society. People act on behalf of others simply for the pleasure of helping. Here we are at our best, whether assisting the disabled or homeless find housing or our coworkers master the company’s new software program. The joy of altruism is inherent in our neurobiological makeup, with separate regions of the brain activated when we are acting altruistically (Fehr Rockenbach, 2004). Unfortunately, this is also part of the problem. There are countless examples of attempts to incent altruistic behavior that in theory should have been effective. Even if someone is intrinsically motivated to perform, adding an extrinsic reward should motivate him or her even more. As it turns out, it does not quite work this way. Frey and Oberholzer-Gee (1997) reviewed the Swiss government’s attempt to get a canton to accept a nuclear waste dump being built near it. Nobody wants nuclear waste, nearby or otherwise. But if you are going to have nuclear power, the waste has to go somewhere, and allowing it to be stored in the vicinity of your backyard is a selfless civic act. Initially, simply on the request of the government, about 51% of the area’s populace was willing to permit its location—altrui sm pure and simple. However, when the Swiss later decided to add a few thousand dollars of yearly stipend to promote more agreement, the percentage of agreement went down, not up, to about 25%. Neurobiologically, by adding an external incentive, the Swiss government framed the question from being an altruistic act, which had sufficient motivation, to one of pleasure and self-interest, which was evaluated in a separate part of our brain and came up short. Under these strictly monetary standards, the few grand that the government was offering was not enough. Later in 2001, Frey along with a new colleague, Jegen, called this motivational crowding theory. Finding scores of examples for everything from the adherence of time schedules in day care services to pay-for-performance schemes, they repeatedly found that extrinsic rewards can push or crowd out intrinsic rewards. Now this is not always a bad thing. If the Swiss government wanted to get agreement well over the 51% that altruism was providing, it could have, but at a high cost. If officials were willing to give every resident a small fortune each year, they might even have people actively moving to that canton. But if you cannot afford the cost of maintaining an extrinsic reward system, then you are likely better off not implementing it at all. The delicate balance between intrinsic and extrinsic motives can be a difficult one to keep. Gary Walters, an expert in psychology and child development, recounts his mistake when trying to encourage his 6-year-old son’s precious interest in chess by giving him a manual on the topic: â€Å"He was reading by then, so I gave it to him. That just killed it. It turned it into schoolwork. There’s a difference between intrinsic and extrinsic interest: the kinds of things you’d do on your own because they’re self-rewarding, as opposed to somebody on the outside telling you† (Bielski, 2012). If he can err, then so can the rest of us. Consequently, if you have people volunteering, developing, self-improving, or engaging in positive organizational citizenship behavior due to intrinsic reasons, you might want to recognize it or celebrate it with unexpected or unofficial rewards but not ones formally contingent on task performance. Leave such altruism as the wonderful gift that people give others. It is not work and should not be treated as such. HOW CAN BE AS IMPORTANT AS WHAT People have desires not only about the rewards they receive but also in the manner they are delivered. For example, company A and company B may pay their workers the same competitive wage, but due to differences in procedure, one is effectively incenting performance while the other is not. But why? There are two major desires regarding the administration of reward programs: a sense of fairness and a sense of autonomy. As the common law adage goes, â€Å"Not only must Justice be done, it must be seen to be done.† This principle extends to reward systems as well (Frey Stutzer, 2005). In the competition for performance between company A and B, you can increase the power of your incentives through three primary mechanisms (Masterson, Lewis, Goldman, Taylor, 2000; McFarlin Sweeney, 1992). First, keep your employees informed about exactly how rewards are administered. Effective reward systems are usually transparent, in that they are well documented, clearly communicated, and easy to follow. The less accessible or understandable a reward system becomes, the less it works. Second, be consistent in its application. Whether the outcome is the same or different, people like to know that there is a process being followed and that it is the same for everybody. The more arbitrary you are and the more exceptions you make for particular people, the less bang you get for your buck or value for your effort. Finally, and probably most important, allow voice. Any reward, large or small, is likely to be accepted as being fair if you give others the opportunity to state their perspective. By denying people even marginal input, they are less likely to buy what you are selling. Often you do not even have to agree with their opinions, but you do have to listen authentically; people desp erately want to be heard. The other mechanism for improving or reducing the power of rewards is whether you emphasize their controlling aspects. We do want to control or at least influence behavior with rewards. Otherwise, why else would you use them? However, many people have substantive needs for autonomy. While the need for autonomy can range from nonexistent all the way up to Patrick Henry’s â€Å"Give me liberty or give me death,† on average it is quite large. Typically we do not like other people telling us what to do, we do not like feeling controlled, and we resent any efforts to coerce. To reestablish a sense of autonomy, we might reject significant rewards, seemingly self-destructively— cutting off your nose to spite your face. Consequently, giving people a degree of choice in reward systems and framing the system as encouragement rather than control reduces the perceived threat to autonomy. For example, Washington, D.C., has a performance system for teachers called â€Å"Impact Plus.† Teachers can voluntarily enroll, potentially doubling their salary, if they are willing to give up some job security provision in their union contract. When his friends do show up, Tom applies himself to the paintbrush with gusto, presenting the tedious chore as a rare opportunity. Tom’s friends wind up not only paying for the privilege of taking their turn at the fence, but deriving real pleasure from the task—a win–win outcome if there ever was one. In Twain’s words, Tom â€Å"had discovered a great law of human action, without knowing it—namely, that in order to make a man or a boy covet a thing, it is only necessary to make the thing difï ¬ cult to attain.† (p. 1) REWARDS TELL US HOW REWARDING THE TASK REALLY IS Ariely, Loewenstein, and Prelec (2006) suggest what they call the â€Å"Tom Sawyer effect.† They write, In a famous passage of Mark Twain’s novel Tom Sawyer, Tom is faced with the unenviable job of whitewashing his aunt’s fence in full view of his friends who will pass by shortly and whose snickering Perhaps even more notable, this effect demonstrates that the value of a task, real and perceived, is malleable and that rewards can be used quite persuasively to alter this perception. Certainly price in many cases communicates meaning. For example, if a colleague offers you $1,500 to go on a date with her brother, you have just been given a lot of information about that brother, as well as about how the date might be expected to go. Similarly, Plassmann, O’Doherty, Shiv, and Rangel (2008) examined the effects of pricing on the experience of enjoyment of wine. As might be expected, as the price of the wine increased, participants reported a greater level of satisfaction with the wine overall. That is, their attitudes about the wine and self-reported experience were more positive. Impressively, they also showed a greater physiological satisfaction with the wine. On functional magnetic resonance imaging (fMRI) scans of participants’ brains, a higher level of activity was observed in one of the pleasure centers of the brain. Not only did price provide information that informed attitudes, but it also informed real, physical reactions. Of note, when the same participants assessed the wine in blind taste tests, they gave the cheapest wine (five dollars a bottle) the highest praise. Consequently, if we pay people to perform a task, we also can be communicating that the task is awful. They will hate it simply because that is what the â€Å"price† indicates, countering what natural positive feelings we might have had. For example, economists tried to incent students’ performance by paying them to learn—a cash-for-grades scheme. â€Å"Remarkably,† as Fryer (2010) found, â€Å"incentives for output did not increase achievement† (p. 5). Actually it’s not so remarkable. Good framing can minimize this, where we ensure we are also communicating that this is a desirable job. You could make it clear, as Tom Sawyer did, that the task is coveted and others would be eager to do the same. There are scores of public schools that are incredibly demanding in what they ask of their students, such as SEED schools and the Harlem Success Academy. Perhaps they can ask so much because the competition to get in is so high that it is done by lottery.

The Compare And Contrast Essay English Language Essay

The Compare And Contrast Essay English Language Essay First, lets explain compare and contrastw when we compare, we show our readers a subjects similarities and when we contrast, we show our readers a subjects differences. Compare and Contrast essays are learning-process essays. You learn about your subject as you gather and organize information. This type of essay takes a bit of organization, and its this organizational process, this gathering of facts, that helps you learn as you go. You will create lists of qualities or traits that each of your subjects has, and as you do this, you will discover insights to your subject that, at first glance, you may not have realized were there. Its like buying a new shirt. The moment you spread it out on your bed, you start seeing things you hadnt noticed in the store. Perhaps a button is loose, or the pocket is torn, or its a size too big. But theres more! As an intelligent, probing writer youre going to ask questions of this shirt: why, what, where, when, how, who. Why are buttons on the collar? What other type of shirt does this shirt remind you of? Where was it made? When was it made? How did it get to your store and into your hands? Who made it? The questions are endless. But you must ask them to understand your subject. Using why, what, where, when, how, who, you to probe into the core and the reason this shirt exists. The same type of probing and uncovering will happen to you as you outline your subjects qualities. Youll discover all sorts of new things as you ask why, what, where, when, how, who, and as you uncover these new points, your essay will change. In the end, most essays end up far different than expected. Your Thesis You will offer a thesis, like in an argumentative essay, but in this essay, your thesis sets the tone of your paper. In other words, through your thesis, you want the reader to understand what you plan to compare or contrast. Keep it simple: Your thesis will be one or two sentences on what you want to offer (your subject), and if youre comparing or contrasting. Getting Started If possible, find an interesting subject about which you can write. This is important because your enthusiasm will show in your work. This essay calls for an outline list: you are going to list the qualities of both subjects, qualities that can be compared, contrasted, or shared. For example: lets say your comparing and contrasting surfing to snowboarding. Your first job is to list the qualities of each subject. From these qualities and your insight, you can then develop your thesis. Qualities of A: surfing Shared Qualities Qualities of B: snowboarding surf on water both use a water medium snowboard on snow need wetsuits and trunks both require special clothing need winter clothes and boots A thesis that will set the tone of your essay for the qualities above might read: Though surfing and snowboarding are done in different seasons, these sports have more similarities than differences. Of course, the list above is incomplete, and, perhaps, not as academic is we would want it to be. But its a start. You keep listing qualities until you believe you have enough information to write a valid essay. A list of five to ten qualities works well for the average paper. But you may have to list twenty qualities to get five that will work for you. When listing, it is good to overdo it; this way, when youre ready to write your paper, you can weed out the qualities that wont work and pick the best of the bunch. Three Parts Opening: You will begin your essay, introducing the subjects you plan to compare and contrast and ending your fist paragraph with your thesis. Body: text by text (first discuss all of A and then discuss all of B) or point by point (alternate between A and B). In this class you will stick to point by point. And you will either compare or contrast, not both. Be careful, sometimes going point by point can make your writing sound tedious and repetitive. Watch your language and transition words. Use several points at a time. Ending: As in the argumentative essay, bring it all together. Allow your ending to go back to your thesis. Use the transitional words on the next page to help your papers coherence. Transitions and other connecting words and connecting sentences should be used throughout. Remember: There are no hard and fast rules as to how many comparisons or contrasts you should offer. For a thorough look into your subject, you must offer enough comparisons or contrasts or both to make a valid statement. Transitional Words (Conjunctival Adverbs) Use these words to help you connect your thoughts, your sentences, and your paragraphs: (Lest you wish to sound pedantic, tiptoe with caution through words such as indeed, and of course.) addition again, also, and, and then, besides, equally important, finally, first, further, furthermore, in addition, in the first place, last, moreover, next, second, still, too comparison also, in the same way, likewise, similarly concession granted, naturally, of course contrast although, and yet, at the same time, but at the same time, despite that, even so, even though, for all that, however, in contrast, in spite of, instead, nevertheless, notwithstanding, on the contrary, on the other hand, otherwise, regardless, still, though, yet emphasis certainly, indeed, in fact, of course example or illustration after all, as an illustration, even, for example, for instance, in conclusion, indeed, in fact, in other words, in short, it is true, of course, namely, specifically, that is, to illustrate, thus, truly summary all in all, altogether, as has been said, finally, in brief, in conclusion, in other words, in particular, in short, in simpler terms, in summary, on the whole, that is, therefore, to put it differently, to summarize time sequence after a while, afterward, again, also, and then, as long as, at last, at length, at that time, before, besides, earlier, eventually, finally, formerly, further, furthermore, in addition, in the first place, in the past, last, lately, meanwhile, moreover, next, now, presently, second, shortly, simultaneously, since, so far, soon, still, subsequently, then, thereafter, too, until, until now, when

A Report On Olympic Games

A Report On Olympic Games Every four years, millions of people turn their attention to one city where Olympic Games take place. Almost all major cities compete for the right to be the host city of the next Olympic Games. It is highly competitive competition as Olympics bring attention and spectators which provide huge revenue to the host city. However, for the host city Olympic Games begin much earlier as it takes years to prepare and organize such project. It is clear that no city in the world can host Olympics next day after being chosen. Further, this essay will observe election procedure of the host city and state main requirements of the IOC for the host city. In 1999 the new host city election procedure was confirmed by the IOC (International Olympic Committee). According to this procedure, the cities are checked for the appropriateness of the basic technical requirements. Then the cities which are passed through IOC Executive Board become candidate cities and permitted to pass to bidding process. During this process IOC Evaluation Commission visits and inspects all candidate cities. Eventually at the IOC session the host city will be chosen (John E. Findling: 265). The host city election procedure is complicated due to heavy responsibility which lies down on shoulders of both host city and the IOC. To prevent any kind of mistakes during Olympic Games the IOC has several technical requirements such as: Transport concept. Environmental conditions. Accommodation. Experience from the past sport events. Sport venues. Finance. (Factsheet. Host city election facts and figures. (www.olympic.org). Leicesters transport concept includes transport systems within the city, East Midlands Airport and the Railway station. Special departments regulate the Leicesters traffic situation. Different IT systems and CCTV cameras provide a real time picture of the traffic situation within the Leicester. Digital Car Park Signs give all the information about available car park spaces throughout the city centre. In addition, there is a â€Å"Star Trak† information system which provides â€Å"next bus† information via signs at bus stops (Leicester City Council. Transport and streets). All these technologies support efficient traffic flow and ensure safety for both pedestrians and drivers. Visitors will find these facilities useful for them. However, the main problem is that how spectators from every corner of the world will come to the Leicester. The city is served by single railway station and East Midlands Airport which in addition works for Derbyshire and Nottinghamshire. Moreove r, East Midlands serves domestic and European destinations with only few flights to holiday resorts (UK Airport Guide. East Midlands Airport). This means that more railway stations and international airport are needed to meet all the quests. In contrast, Beijing spent more than $4bn to build a new airport terminal and extra subway lines (Bristow M. BBC news). Apart from this, nearly  £80m will be spent to improve Docklands Light Railway (DLR) network in London. In addition, London will invest more than  £900 million to East London Line which will link the Olympic Park with the city. Line will connect with the DLR, Jubilee and District line and the North London Line (London 2012.Transport). In fact, even more developed cities than Leicester are forced to improve their transport systems due to Olympic Games. The second criterion of the IOC is the environmental condition of the future Olympic city. This requirement can be fully satisfied by Leicester as it became Britains first â€Å"Environment city† in 1990 and was among twelve cities which took part in the Earth Summit in Rio de Janeiro in 1992 (Leicester City Council. Environment and planning). Since then Leicester keeps high standards of environmental conditions. For example, Leicester City Council uses the Eco-Management and Audit Scheme (EMAS), which helps to conserve environmental standards. As well as the EMAS, Leicester City Councils Environmental Policy plays vital role in maintaining and improving high environmental conditions in the city. The targets of this policy are reduction of carbon footprint, prevention of pollution, protection of trees and natural environment and promotion of using renewable energy. Throughout this policy Leicester City Council encourages the public to protect environment where possible (Leices ter City Council. Environment and planning). Furthermore, Leicester city achieved significant results in recycling of wastes. In partnership with Biffa Leicester the city of Leicester created the â€Å"Ball Mill† recycling facility which can recycle more than 70% of household waste from landfill. By this facility Leicester can recycle and compost nearly 33% of all wastes in the city (Leicester City Council. Environment and planning). Taking in consideration all these facts Leicester can be proud of their environmental condition, whereas Beijing invested nearly $20.5bn over the past 10 years to improve environmental situation during the preparations for Olympic Games (Bristow M. BBC News). Further, this essay will observe housing facilities where visitors can reside during Olympics. It goes without saying that the host city meets thousands of tourists coming for Olympic Games. In 2008, Beijing registered almost 382,000 overseas visitors. Organizers expected to meet 500,000 visitors, but visa controls decreased that number (www.2008gamesbeijing.com). Therefore Leicester should have enough rooms to reside between 300,000 400.000 tourists. According to Leicester City Council there are nearly 26 hotels with more than 2000 rooms in Leicester. In addition, partnership with University of Leicester can provide additional 3096 rooms (Leicester City Council. Environment and planning. 2012 Preparation camps). As a result, there are more than 5200 rooms in total available for upcoming visitors. Of course it is not enough to reside more than 300,000 tourists, therefore more accommodation facilities should be build. For example, London offers 100,000 hotel rooms and nearly 30,000 beds in student accommodations to welcome all the visitors during Games (London 2012. accommodat ion). Experience of organising sport events is important as well as other technical requirements. Leicester has hosted Special Olympics GB Summer Games two times (Leicester City Council. Sports and fitness). 2700 athletes from 19 UK regions took part in 21 sports during Special Olympics 2009 (Special Olympics 2009). Actually, this is invaluable experience, but organisation of Olympic Games requires the hosting of 26 sports with more than 300,000 participants including athletes and spectators (London 2012. Games). In previous paragraphs this essay mentioned different features of the Leicester except sport venues which are directly connected with Olympic Games. There are might be hundreds of hotels, railway stations and airports in the host city, but without appropriate sport facilities the city will not host Olympics. Leicester has different sport venues, including Saffron Lane Athletics Stadium, Braunstone Leisure Centre and sport facilities of Leicester Grammar School. These venues contain modern facilities for badminton, tae-kwon-do, swimming, basketball and etc. However all of them have been already offered as pre-gaming training camps for athletes coming to London 2012 Olympic Games (Leicester City Council. 2012 Preparation camps). In comparison, Beijing has built 12 new stadiums which required $1.9bn (Bristow M. BBC News). As well as Beijing, London is building completely new Olympic Park which will contain nine sport venues including Olympic Stadium, the Aquatic Centre, the VeloPark and etc (London 2012. Venues). After all, it is clear that present sport facilities of the Leicester should be improved by financial support. Financial part of the Olympic project plays significant role in organising Olympic Games. The major cities like Beijing and Athens have spent $40bn and $16bn respectively to host Olympics. Apart from this, London has already invested $22.6bn for 2012 Olympic Games (Bristow M. BBC News). In contrast, according to Leicester City Council budget of Leicester in 2008/09 was  £779,788,900. In other words, Leicester should find more funding to host Olympic Games. Finally, I think that Leicester does not have clear disadvantages in contrast with other cities. However it will take more time and investments to host Olympics in Leicester than in Beijing or London. References: Findling J. E. Pelle D. K. (2004:265). Encyclopedia of modern Olympic movement. Westport: Greenwood Press. Extracted 01/02/2010 from, http://books.google.com/books?id=QmXi_-Jujj0Cprintsec=frontcoverdq=encyclopedia+of+modern+Olympic+movementhl=rucd=1#v=onepageq=f=false Bristow M. BBC News, Beijing. 31/07/2008. 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