Response paper Essay Example | Topics and Well Written Essays - 250 words - 12

Reaction paper - Essay Example In addition, he was a decent understudy of Geography and I made sense of he would be convenient in giving ways utilizing a compass (Ruskin 9). My companion and I got lost somewhere inside one of the Indian backwoods. We were terrified for we didn't know of any assistance. We incidentally went over an antiquated pot that had Sanskrit compositions on it. I took it the pot since it would get a decent cost at a visitor shop. Marlin recommended we follow a trail and see where it would lead. In transit we saw deciduous trees that were concealing their leaves. Different trees looked like coniferous that the science instructor had revealed to us endure cones (Ruskin 22). Before long we were overwhelmed with hunger. We chose to make a camp to rest for the evening and proceed with the hunt the next day. We attempted to make fire to warm ourselves yet we proved unable. Therefore, we dozed in cold under the evening glow. In the night, Marlin grumbled of absorption issues which were a consequence of eating cold food. As though the assimilation issues were insufficient, a vermin rat bit him. I gave him emergency treatment and trusted he would be fine the next day (Ruskin 33). The following day, he was sprouting with certainty and looked sound. I said thanks to God. No sooner had we begun to stroll than we saw a gathering of Indian trackers. We gave them our story and they demonstrated us the route to the town. We were so cheerful for we knew, we would be sheltered finally (Ruskin

Is411 Study Guide

Study Guide IS 411 Security Policies and Implementation Issues An ideal approach won't forestall all dangers. Key to deciding whether a business will actualize any strategy is cost. Arrangements bolster the hazard appraisal to decrease the expense by giving controls and systems to deal with the hazard. A decent approach incorporates support for occurrence dealing with. Pg 15 Policy may add intricacy to an occupation however that isn't significant. Unmanageable multifaceted nature alludes to how intricate and reasonable the venture is. The capacity of the association to help the security strategies will be a significant topic.Pg 105 Who should audit changes to a business procedure? Approach change control board, insignificantly you ought to incorporate individuals from data security, consistence, review, HR, authority from different specialty units, and Project Managers (PMs). Pg 172 â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Policy †a repor t that states how the association is to perform and lead business capacities and exchanges with an ideal result. Strategy depends on a business necessity, (for example, lawful or authoritative) â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€ Standard †a set up and demonstrated standard or technique, which can be a procedural norm or a specialized standard executed association wide â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Procedure †a composed articulation portraying the means required to actualize a procedure. Systems are specialized advances taken to accomplish arrangement objectives (how-to archive) â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â⠂¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬- Guideline †a parameter inside which an approach, standard, or technique is proposed however optionalpg 11-13 Resiliency is a term utilized in IT to demonstrate how rapidly the IT framework can recuperate. Pg 279. The Recovery Time Objective (RTO) is the estimation of how rapidly singular business procedures can be recuperated. Recuperation Point Objectives (RPOs) is the greatest satisfactory degree of information misfortune from the purpose of the calamity. The RTO and RPO may not be a similar worth. Pg 287 Policies are the way to repeatable behavior.To accomplish repeatable conduct you simply measure both consistency and quality. Oversight stages to operational consistency: * Monitor * Measure * Review * Track * Improve pg 40 Find approaches to alleviate chance through remuneration. Prize alludes to how the executives fortifies the benefit of following arrangements. An association should set up both disciplinary activities for not following strategies a nd acknowledgment for holding fast to arrangements. This could be as straightforward as taking note of the degree of consistence to arrangements in the employee’s yearly survey. Pg 78 Domain | Key strategies and controls|User | Acceptable Use Policy (AUP)E-mail policyPrivacy arrangement †covers physical securitySystem get to approach †IDs and passwordsAuthorization †Role Base Access Control (RBAC)Authentication †most important| Workstation| Microsoft framework focus design director: * Inventory †tracks LAN associations * Discovery †distinguishes programming and information introduced for consistence * Patch †current patches introduced * Help work area †remote access to analyze, reconfigure, reset IDs * Log †separates logs to focal store * Security †guarantees clients have restricted rights, cautions included regulate accounts| LAN| Hub †interfaces different devicesSwitch †can channel trafficRouter †associates LA Ns or LAN-WANFirewall †channels traffic all through LAN, generally used to channel traffic from open web WAN to private LANFlat organize †has practically no control to confine arrange trafficSegmented †limits what and how PCs can converse with one another by utilizing switches, switches, firewalls, and so forth | LAN-WAN| Generally, switches and firewalls are utilized to associate LAN-WAN. Peaceful area (DMZ) give an open confronting access to the association, for example, open sites. DMZ sits between two layers of firewalls to restrict traffic between LAN WAN| Unsecure open Internet. Virtual Private Network (VPN) secure and private scrambled passage. Firewalls have capacity to make and keep up a VPN tunnel.Lower cost, spare time for little to medium organizations with VPN rather than rented line| Remote Access| Enhanced client domainRemote validation †two factor * Something you know (id/secret word) * Something you have (secure token) * Something you are (biomet ric)VPN customer speaks with VPN equipment for burrowing, customer to-site VPN:Maintains verification, privacy, honesty and nonrepudiation. | System/Application| Application programming is the core of all business applications. Application transmits the exchange to server. Information Loss Protection (DLP) or Data Leakage Protection (DLP) alludes to a program that lessens the probability of unplanned or malignant loss of information. DLP includes stock, edge (ensured at endpoints) and encryption of cell phones. Pg 67|Motivation †pride (work is significant), personal responsibility (rehash conduct remunerated, most significant pg 326), and achievement (winning, moral, delicate abilities). Pg 91 Executive administration support is basic in conquering deterrents. An absence of help makes executing security arrangements inconceivable. Tune in to official needs and address in strategy. Pg 341 Security approaches let your association set guidelines to lessen hazard to data resources. Pg 22. Three most basic security controls are: * Physical †forestall access to gadget * Administrative †procedural control, for example, security mindfulness preparing * Technical †programming, for example, antivirus, firewalls, and equipment pg 27Information System Security (ISS) is the demonstration of ensuring data and the frameworks that store and procedure it. Data Assurance (IA) centers around securing data during procedure and use. Security principles known as the five mainstays of the IA model: * Confidentiality * Integrity * Availability * Authentication * Nonrepudiation Policy must be plainly composed. Hazy reason alludes to the lucidity of significant worth an undertaking brings. On account of security arrangements, it’s imperative to show how these strategies will lessen hazard. It’s similarly essential to show how the approaches were determined such that keep the business cost and effect low. Pg 104 â€â€â€â€â€â€â€â€à ¢â‚¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬ Head of data the executives is the single purpose of contact liable for information quality inside the venture. â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Data stewards are people liable for information quality with a specialty unit. â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Data chairmen execute strategies and methods, for example, reinforcement, forming, up/down stacking, and database organization. â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Data security managers award get to rights and survey dangers in IA programs. Pg 188 â€â€â€â€â€â€â€â€â€â€â€â€à ¢â‚¬Ã¢â‚¬Ã¢â‚¬Ã¢â‚¬- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Information security official recognizes, creates and actualizes security arrangements. â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Data proprietors favors get to rights to data. â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Data supervisor answerable for strategies how information ought to be taken care of and characterized. â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- Data caretaker individual liable for everyday support, award get to dependent on information proprietor, reinforcements, and recuperate, keep up server farm and app lications. â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- â€â€â€â€â€â€â€â€â€?

Sample on Business Loan in the Economy

Sample on Business Loan in the Economy Business Loan in the Economy Dec 20, 2018 in Economics Impact of Business Loan on the Economy A business loan is described as a form of funding advanced to a business and or a firm either by an individual, bank or even a government to be repaid with an interest after a specified period of time which should be predetermined at the time of loan signing agreement. When loan is being administered by either of the parties, several variables are considered which include the total amount of loan, the interest that the principal will attract, loan merit to qualify the recipient, due date for the loan as well as credit analysis of the recipient. Credit analysis involves the evaluation and examination of a businesss books of account, records and financial statements to determine and assess the credit worthiness of a business for purposes of loan qualification (Suite101.com, n pg).

Equal Opportunity Women

Sample details Pages: 20 Words: 6095 Downloads: 9 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Women in Management This paper looks at the issue of women in management within the financial services sector, focusing on high street banks in the United Kingdom, in the context of addressing the issue of gender discrimination within top management. This is done by looking at past and present published papers that revolve around the subject matter under a theoretical hypothesis. The theoretical hypothesis, which is based on published material on women in management, is used to explain the issues surrounding women in management. Don’t waste time! Our writers will create an original "Equal Opportunity Women | Management Dissertations" essay for you Create order Three high street banks were assessed as case studies to identify the issue of gender discrimination within UK banks. The outcomes are also categorised under specific themes. Finally a critical review of matches and mismatches is used to compare and contrast similarities between the theoretical hypothesis and the empirical evidence gathered for this paper. Chapter 1: The Concept of Women In Management Since the end of the Second World War, organisations all over the world have been slow to recognize the importance of women in the development and building of strong solid leadership from within. This has raised serious issues with regard to top management particularly within the financial services sectors, being male dominated, not allowing women into positions of authority, or top management. Although, organisations all over the world have moved on since then, and there have been positive results so far in todays modern day society, however the relative percentage of women in relation to men in top management positions still remains unsolved. In the United Kingdom, certain sectors seem to have made substantial progress with regard to addressing these issues, e.g. the financial sectors, and the health and social services. However, this is not the case across the whole spectrum of job sectors. E.g. the military, production services, distribution, Information and communication technology, and agriculture. Aims and Objectives The aim of this paper is to address the issue of top management, which is predominantly male dominated, within the financial services sector allowing and encouraging women to progress into management positions in their field of expertise. I.e. Understanding the problems associated with women breaking through the glass ceiling into top management within the financial services sector. The objective of this research is to first provide a detailed analysis of the theoretical aspects that women face when it comes to stepping into management positions within banks in the United Kingdom. Secondly, to understand the processes and mechanisms that are inherent within financial organisations that slowdown the pace of women into management positions. Thirdly, to highlight the issue of gender discrimination associated with the latter mentioned. Lastly, I will critically appraise the validity of published material so far covering women in management in the context of equal opportunity policies and flexible work patterns. Chapter 2: Existing Literature Reviewed Over the past 50 years gender inequalities i.e. women in management, particularly within the UK banking sector has been the subject of bureaucratic scrutiny to a certain degree. For example Crompton (1989)states that UK banks have increasingly become the major employers of female labour. However, women in banks have not historically had the same career opportunities as men, for a variety of reasons, ranging from deliberate male exclusion practices to the broken and often short-term nature of many womens work histories. Additionally, the contrast between the experiences of men and women in the same occupation is used to question the conventional view of occupational class analysis, where the (male) occupational structure is treated as if it were the class structure. Rutherfords (1999) case study of banking, also illustrates how the discourses of gendered biological and psychological difference might be used to justify the scarcity of women in management grades and in so doing reproduce the status quo of male domination. After all, if women were not suited to management in banking what would be the point of creating policies to attempt to improve their representation there? Thus jobs become infused with stereotyped characteristics, which are believed to be linked to gender, race (Liff and Dickens, 2000) and to some extent age. Alvesson and Billing (1997) talks about the pressures for homogeneity and cultural competent behaviour. This involves individuals, consciously or unconsciously, conforming and adapting to organisational norms in order to fit in or progress their careers, for example by adopting the expected and desired language, work style, appearance and so on. The demand for cultural competence reinforces and reproduces the dominant, from which those who do not comply, or conform, remain excluded. Collin son (1990) argues about the cultural assumptions underlying male managers stereotypes of male and female attributes. He states that when evaluating male candidates, involvement in sport was a definite advantage, whereas females sporting achievements we reread as indicative of a very narrow existence. Another example was behaviour of men which was described as pushy when exhibited by female candidate and as showing initiative when a male candidate was involved. Thus women were less likely to be recruited to what were viewed as gender-incongruent jobs. It must also be recognised that policy approaches, which focus on certain groups of employees most typically women and ethnic minorities, tend to engender employee resentment (Cockburn, 1991; Miller and Rowney, 1999). Webb (1997) adds that ironically the radical feminist agenda, which asserts womens differences from men and their potential for creating a better world, had been adapted to the concerns of liberal feminism with providing rationale for the promotion of women in management, on the grounds that womens nurturing capacities contribute to the diversity needed by post-modern organisations. Webb (1997) goes on to state that we need to move beyond the ultimately limiting debate about whether women are the same as or different from men to a renewed concern with the material conditions of womens lives and with the construction of equality initiatives which address the continuing exclusion of many women from adequate standards of living. Rees (1998) argues that relative strenuous efforts to tackle discrimination and disadvantage within the organisation are hampered by structural inequalities at societal level, in particular the interrelationship between education, training and employment. The continued existence of social inequalities could be said to indicate that as a society we are not yet ready to value gender diversity, or ethnic diversity, adopting the language will not make it happen. However, this should not be used as an excuse for organisational inertia or fatalism. Businesses have social responsibilities (one of these is to treat employees fairly) and they also have a need for social legitimacy in order to survive in the longer term (Miller and Rowney, 1999). This would point to need for organisations to value workforce diversity, irrespective of the purchase of short-term solutions. Sisson (1995) also adds that the problem with regard to women in management within the UK banking industry is that most organisations are predominantly concerned with the bottom line, short-term profitability and this orientation militates against long-term agendas. This renders it all the more important that the retrograde step of abandoning or neglecting equal opportunity policy should be avoided. Dickens (1994) argues that there is not a business case but a series of business rationales that are contingent. Organizational and managerial receptiveness to them is uneven, and they lead to only selective action. He goes on to state that the business case carrot shares a similar weakness to the legal compliance stick. Calls for action beyond the individual organisation in a multi-pronged approach requiring state action, in which equality legislation and business case rationales each have apart to play. Chapter 3: Research Approach and Methodology Employed Research Approach The research approach will be carried out using the positivist case research approach. According to Cavite (1996), positivist epistemology tries to understand a social setting by identifying individual components of a phenomenon and explains the phenomenon in terms of constructs and relationships between constructs. The theoretical constructs describing the phenomenon are considered to be distinct from empirical reality. Hence, empirical observations can be used to test theory. This looks at the world as external and objective. Positivism employs four major research evaluation criteria: a good research should make controlled observations, should be able to be replicated should be generalizable and should use formal logic. Under positivism, case research findings are not statistically generalizable to a population, as the case or cases cannot be considered representative of a population, however, case research can claim theoretical generalizability. This will also include comparing, contrasting and critically evaluating past and present papers, articles, journals, and established theories that have been published on the subject matter. Methodology Employed Multiple-Case Study Design This project uses the multiple case study method in order to enable analysis of data across cases and relating it to the theoretical perspectives in the available literature of Information systems strategy. This enables the researcher to verify that findings are not merely the result of idiosyncrasies of research setting (Miles andHuberman, 1984). According to Yin (1994), in such a method it is important to use: multiple sources of evidence. Due to the time constraint attached with this paper, only three case studies of Women in management within the UK banking sector were gathered. The appropriate number of cases depends, firstly, on how much is known about the phenomenon after studying a case and secondly, on how much new information is likely to emerge from studying further cases(Eisenhardt, 1997). The paper provides three case studies of UK high street banks namely HSBC, NatWest Bank, and Lloyds TSB. Comparing and contrasting the roles of the women who are in the top management in these banks. Qualitative Data Cavite (1996) states that qualitative investigation refers to distilling meaning and understanding from a phenomenon and is not primarily concerned with measuring and quantification of the phenomenon. Direct and in-depth knowledge of a research setting are necessary to achieve contextual understanding. Hence, qualitative methods are associated with face-to-face contact with persons in the research setting, with verbal data being gathered. Qualitative data can be collected in a number of forms. One major form of qualitative evidence is interviews, which may be recorded and later transcribed. Qualitative data are rich, full, holistic real their face validity seems impeachable; they preserve chronological flow where that is important. In spite of the above mentioned, qualitative data have weaknesses (Miles1979; Miles and Huberman, 1984). Collecting and analysing data is time-consuming and demanding. In addition, data analysis is not easy, as qualitative data analysis methods are not well established. Recognised rules of logic can be applied to verbal data in order to make sense of the evidence and to formally analyse the data. Rubin and Rubin (1995) state that it is most desirable to disclose the identities of both the case and the individuals interviewed because, The reader is able to recall any other previous information he or she may have learned about the same case from previous research or other sources in reading and interpreting the case report. The entire case can be reviewed more readily, so that footnotes and citations can be checked, if necessary, and appropriate criticisms can be raised about the published case. Nevertheless, there are some occasions when anonymity is necessary. The most common rationale is that when the case study has been on controversial topic, anonymity serves to protect the real case and its real participants. The second reason is that the issuance of the final case report may affect the subsequent actions of those that were studied. In the case of this paper, the positions of the participants within the organisations interviewed are mentioned. However, anonymity is adopted to protect the Identities of the participants and the real case. Why? Because the issue of women in management within Banks in the UK has been a long standing problem, in which revealing their names could hinder future revelations on their part and their jobs. The remainder of this paper proceeds as follows: Chapter 4: Theoretical Hypothesis on Women in Management Chapter 5: Empirical Analysis (Three Banks) Chapter 6: Comparing and contrasting Theoretical Hypothesis and Empirical Analysis Chapter 7: Summary and Conclusion. Chapter 4: Theoretical Hypothesis of Women In Management In order to have a clear understanding of women in management, we will first need to identify the meaning attached to this phenomenon. Since the mid 1990s, womens representation amongst executives has doubled and amongst company directors it has tripled. At the same time there has been an overall increase in women working in management jobs. However, women still comprise less than a quarter of executives and only one in ten company directors. The glass ceiling, the situation where women can see but not reach higher level jobs and so are prevented from progressing in their careers, appears still to exist in many organisations. This is what led to the creation of the terminology women in management. Several key factors account for the continuing low representation of women in management. Firstly, like most other occupations, there is a tendency for some types of management jobs to be associated with either women or men. For example, whilst women are comparatively well represented in personnel and the public sector, men still predominate in production management and Information and communication technology. Secondly, opportunities to work part-time are limited, with only six present of managers and senior officials employed part-time. Although it may be difficult to carry out some management functions on a part-time basis, there are still far too few opportunities for flexible working at senior levels in organisations. With this in mind, we can now move on to discuss the theoretical perspectives of women in management. There are several already established theoretical perspectives that have been used to gather a better understanding of this issue, however, the ones used in this paper are: 1) Issues and problems facing women reaching the top (manager) 2) Why so few women reaching the top? 3) Why are women workers still going cheap? 4) What causes the gender pay gap? 5) Have women achieved equality in the UK banking industry? 4.1 Issues and problems facing women reaching the top (manager) Several factors account for the continuing low representation of women reaching the top. One of the key issues is that women consider family obligations and the predominance of male values in corporate culture to be the main obstacles to career advancement for them. The nature of the obstacles blocking womens progress to higher management varies, however, from those encountered at lower levels. Higher ranking female bank managers seem to experience discrimination to a greater extent, both on terms of structural and cultural barriers, where insufficient personal contacts and dominance of male values adversely affect their advancement. The difficulties women face in reaching the top is also reflected in the higher levels of education and effort often demanded of them. The hurdles facing women aspiring to management jobs can be so formidable that they sometimes abandon efforts to make it to the top of large firms. They often take their energy and know-how to smaller and more flexible companies or set up their own businesses. Another principal constraint on the level and type of labour market participation of women is the responsibility they carry for raising children and performing household tasks. An important feature of professional and especially managerial work is the extended working hours that seem to be required to gain recognition and eventual promotion. It can be practically impossible to reconcile the long hours often required of management staff with the amount of time needed to care for a home and children, not to mention care of the elderly. Yet the availability of part-time managerial work varies across organisations. Women who desire both a family and a career often juggle heavy responsibilities in both domains. Those who opt for part-time work early in their careers may find their advancement hampered, even after a return to full-time employment, since their male counterparts will have invested heavily in career building during the same period. 4.2 Why so few women reaching the top? Few women gain access to the highest positions as executive heads of organizations and, despite some improvements, many would claim that the pace of change is still far too slow given the large number of qualified women in the labour market today. Where figures are available (ILO data, 2002), they show women holding from 1 present to 5percent of top executive positions. While it must be acknowledged that time is still needed for women at junior and middle management levels(those in the pipeline) to move into executive positions, the fact still remains that women are not moving quickly enough nor insufficient numbers into line or strategic positions. Yet this factories crucial for enlarging the pool of women aspiring to senior positions and for building a critical mass of senior women for networking and providing role models for those down the line. Speeding up womens movement towards the top requires that recruitment and promotion methods be objective and fair. Above all, there has to be awareness and commitment from directors of companies as to the benefits for their organizations from promoting women to high-level managerial positions. Women seem to experience the most difficulty in obtaining executive jobs in large corporations, even though they often have greater opportunities at junior and middle management levels in these same corporations. Another reason for this purge is the educational attainment required for top management positions. Evidence provided byte Equal opportunities Commission in the United Kingdom suggest that, in some cases women do not have the educational qualifications to get into management positions, and even when that is not the case, they still do find it hard to break into management, due to the fact that its predominantly male dominated. Another reason is that few senior women are in the so called line positions that involve profit and loss or revenue generating responsibilities, and which are critical for advancement to the highest level. Additionally, in the United Kingdom, the share of women among financial managers rose from 11 present to 17percent in the 1980s and still increasing, although they are still outnumbered by men in top management positions in the 21st century. 4.3 Why are women workers still going cheap? Much of womens work has historically tended to be undervalued or unrecognized. While the United Nations system and governments are making more systematic efforts to value and account for womens work in national statistics, research on women in management is a relatively new field and comparisons over time and across countries are limited. This is further made complicated by the range of definitions employed and the non-availability of statistics for different countries overtime. Under a report provided by the United Nations in 1996 called the Human development report, it states that no society treats its women as well as men. A gender related development index was created to record achievements and monitor progress. This is based on life expectancy, educational attainment and income, but adjusts the latter mentioned for gender equality. They noted that life expectancy rates are positively affected by care in different forms, such as social support and social relationships. For example, unmarried adults have higher mortality rates than married ones and, according to them, children in a caring environment fare better in terms of health than those who lack this attention. It is not only the weak and sick that need care to prosper; even the healthiest of adults need a certain amount of care. A deficit in care services not only destroys human development, but it also undermines economic growth. That these factors are overlooked has considerable implications for gender equality, as women still carry the main responsibility for care. Gender discrimination is perpetuated through the lack of value placed on womens caring role in society. As managers, women are affected byte common assumption that in the event of building families they will bear the main burden of responsibility arising out of this. Thus, there is not the same degree of investment in women. They are less likely to receive the same encouragement or career advice through mentoring as men. Another important factor is that in some countries equal opportunity policies tend to be established within organizations, however, in some countries they are not strictly adhered to. In the Ukase scheme known as Opportunity 2000 was launched in 2000. Its member included 300 organizations ranging from the financial services to the educational departments. They agreed to increase the number of women into management positions, and between 1994 to 2000, womens share of management positions increased from 25 present to 35 present. Therefore, one can say although women are still going cheap in certain jobs in other parts of the world this is not the case universally. 4.4 What causes the gender pay gap? A difference in management positions does tend to contribute to earnings differentials. Although rates of pay may be similar, actual earnings can vary because of the different salary packages offered to managers, which provide various fringe benefits and access to certain schemes for boosting bonuses. Earnings gaps may also reflect differences in seniority and concentration of women in low-paid managerial sub-groups. Additionally, certain jobs tend to be affiliated with men and to women, i.e. productions and manufacturing jobs tend to be affiliated with men, while nursing, and household jobs tend to be affiliated with women, this contributes to the pay gap between men and women. Within the Banking sector in the United Kingdom, there has been an increase of the number of women into both middle and top management. However, the positions they tend to head are not profit-making positions or revenue generating positions, which are positions of higher pay and responsibility. They tend to be based within the retail, customer services, and bookkeeping departments, which are areas of significance to the organization, but are of less repute. 4.5 Have women achieved equality in the UK banking industry? In the area of finance, women have certainly increased their share of management positions, although at a varying pace. In the United Kingdom, the share of women among financial managers rose from 11 present to 17 present during the 1980s and at the turn of the century increased to 25 present. While women have captured an ever-increasing share of the labour market, improvements in the quality of womens jobs have not kept pace. This is reflected in the smaller representation of women in management positions, particularly in the private sector, and their virtual absence from most senior jobs, i.e. Directorships, or Presidents of Banks. Wage differentials in male and female managerial jobs stem from the reality that even when women hold management jobs, they are often in less strategic lower-paying areas oaf companys operations. They are also linked to the fact that women managers tend to be younger on average, as most senior jobs tend to be dominated by older men. Despite the persistent inequalities at managerial level, the continuous entry of women into higher-level jobs is being addressed; however, they still remain under-represented in senior management. With few exceptions, the main challenge appears tube the sheer slowness in the in the progress of women into senior leadership positions in organizations, which suggests that discrimination is greatest where the most power is exercised. However, the growth in entrepreneurship and increasing numbers of women running their own businesses, both large and small, heralds a different future for societies. The economic power gained by women will play a key role in the struggle to sweep aside gender inequalities in all walks of life in which the UK banking sector is no exception. Chapter 5: Empirical Analysis In this chapter I present (3)case descriptions from my research on Women in management within the Banking Sector. The descriptions are organised in terms of the following headings; Continuity and Change in Womens twentieth century in comparison to now experience, the position of women in the financial industry in general, the position of women in the UK banking sector, the changing role of women in the UK banking sector, pay differentials, women broken through glass ceiling, employment law and maternity right, and balancing work and family responsibilities. Due to the short timespan to collect data and incorporate to this paper I have been limited to three UK high street banks. The names of the individuals interviewed are not mentioned to protect confidentiality. It must be said that there are some differences in the both the quality and quantity of data available between the cases described, but in each case there is sufficient data for comparability across the features mentioned above. Women managers or the most senior of positions with regard to women in the three high street banks are analysed to address the issue of women in management. See Appendix A for the questions used. All interviews lasted approximately 40 minutes. 5.1 Case Study 1: Natwest Bank Continuity and Change in Womens twentieth century in comparison to now experience The Woman interviewed was the manager of the branch. She is responsible for 25 people in the branch. She argues that in the past there were no female managers, most women, were household wives and lacked career progression. She believes that a lot has changed over the past 20 years and that within the bank a lot of progress has been made with regard to women into management positions. Additionally, she states that there is a continuing need to have women in management positions because it depicts the bank as being an equal opportunities bank. The position of women in the financial industry in general She argues that they are a lot more women in Finance ministries, central banks, and banking supervisory agencies, which are among the most important political institutions with regard to the coordination and regulation of the financial system than the case maybe in the past. The position of women in UK banking sector She states that although there has been a huge increase in the number of women in management positions within the bank, relative to male managers, it is small percentage that are in this category compared to over 50 years ago. The changing role of women in the UK banking sector She believes that the role of women in the bank has changed over the years. In the past women within the bank were more concentrated in the retail department, but more and more women are going into the trading of stocks and products which are revenue generating departments within the bank. Pay Differential She states categorically, that she is quite happy and content with how much she is being paid and comparing herself to her male counterpart sat other branches of the bank, there isnt a difference with regard other pay package (its the same). Women broken through glass ceiling She believes that within NatWest bank the case of women breaking through the glass ceiling is not an issue. As far as she is concerned if you have the right qualifications and attributes, you will make it through regardless of gender differences. Employment law and Maternity right She argues that there are policies within the bank that ensures equal opportunities for both male and female employees to get into top management. And that women are encouraged to take maternity leave if needs be, and when they are ready to come back to their previous position the job would still be there. Flexible part-time work is available for those who fall under this category she says. Balancing work and Family For the hours she works, it could affect family life being the manager of the branch, however, for the top directors within the bank the want staff to have a good work and family life balance. They do encourage women, if they need to go out on maternity leave and come back to their previous job. 5.2 Case Study 2: Hong-Kong and Shanghai Banking Corporation Continuity and Change in Womens twentieth century in comparison to now experience The Woman interviewed was the branch counsellor (Customer services/accounts); she is the most senior woman (retail). She is responsible for 5 people. She argues that in the Bank there were few female managers compared to their male counterparts. Although she believes a lot has changed over the years with regard to women getting into management positions, she states that due to the lack of proper qualifications and starting a family, women have not in general been able to move into management positions. The position of women in financial industry in general She argues that there are not enough women in the financial industry. She acknowledges that there have been improvements but that there is still barrier. The position of women in the UK banking sector She believes that only the determined ones (women) get through. However, from heron knowledge of the bank, there are not a lot of women in top management positions. The changing role of women in the UK banking sector The branch counsellor states that when a woman says she works in a bank it would be depicted that she works as a secretary. This is due to the lack of qualifications and top management being male dominated, the role of women within the bank has remained static. Pay Differential She states that there are certain grades within the bank and each and every person is categorised into one of those grades. The salary band is applied in that manner. She states that for the job responsibilities, she is quite content and happy with what she is being paid, however there is still need for improvement. Women broken through glass ceiling She argues that there is a glass ceiling within the bank and women can only go so far. She adds that women tend to leave to have children and look after the home. Also, she says that there are gender diversity policies within the bank, but they are not adhered to from top management. Employment law and maternity right Within the bank there is policy that allows for part-time flexible work patterns. Legally, they have to keep the position for you, if for example you left to have baby. Personally she wont give up her job because she has a baby, she would hope to return and get it back in due course. Balancing work and family She suggests that staff within the bank have the option to balance family and work, if they wanted to take leave and come back there is a policy in the bank that states that top management would need to accommodate this. 5.3 Case Study 3: Lloyds TSB The woman interviewed was the branch manager and majority of what she had to say (98%) in relation to the questions asked tallied with what the branch manager at NatWest bank stated. The case studies mentioned in the above sections provides much needed evidence of the way women in management, particularly within the Banking sector are treated. This includes organizational policies which top management need to adhere to for gender diversity. Reasons for this stem from the fact that different methodologies and approach are regarded as best practice by top management in financial organisations, than one would anticipate. Therefore, it is notable that within two of the organisations mentioned, women in management is not an issue, while just one HSBC claims that there is an issue which needs to be addressed. Chapter 6: Critical Analysis of Theoretical Hypothesis and Empirical Evidence The critical analysis in this chapter covers all aspects relating to the theoretical hypothesis of women in management from published books and articles, and the empirical evidence presented in the previous chapter. An analysis is made as to whether there is any consistency from the published material so far gathered and the empirical evidence presented. One could say that there are certain consistencies with regard to the theory presented and the evidence gathered and a number of inconsistencies. For example, within HSBC bank, the fact that there Isa low representation of women in top management accounts for the fact that there are no female role models within the bank for women to look up to. Also, the fact that education plays an important role in reaching top management, the Branch manager at HSBC was right, in saying lack of qualifications played a part in women reaching top management positions. Additionally, if pregnant, women would need to take maternity leave to have a child. This correlates with why few women reach the top. All the women acknowledge that there has been progress made with regard to more women reaching top management however; they state that the progress is slow. This is due to certain types of jobs affiliated to women and men. Most women managers can be found in less strategic jobs(i.e. retail positions) with less pay; comparing with the jobs which are male dominated, who tend to be in more profit generating positions and hence better pay. From the perspective of the being a branch manager two of the women felt content with what they were being paid, which does not correlate with the theoretical hypothesis of a gender pay gap. Lastly, in relation to women breaking through the glass ceiling, the theoretical hypothesis on this does correlate with what the highest-ranking female at HSBC said i.e. there is a problem with regard to women reaching the top. While at the other two banks, they claim it is not an issue. Although, one has used the theoretical hypothesis so far published and analysed matches or mismatches with regard to the three high street banks, there is no guarantee that in a few years time, the same situation with the three women at the banks mentioned, would still be the case. People change, policies change and we as human beings are constantly evolving, so one should take this as a trend overtime, rather than as fact. Summary and Conclusion This paper has looked at past and present published paper on Women in Management particularly within the financial services sector in the UK. Theoretical hypothesis such as issues and problems facing women reaching the top, why so few women reaching the top, why are women workers still going cheap, what causes gender pay gap, and have women achieved equality in UK banking industry are used to categorize published facts about the subject matter. We have used a positivist approach for the case study design method to carry out case study analysis. Qualitative data analysis is the method used to gather empirical evidence in this paper. Three high street banks in the United Kingdom, is used as case studies to gather empirical evidence on women in management. The information gathered was categorized under the following headings, continuity and change in womens twentieth century in comparison to now experience, the position of women in the financial industry in general, the position of women in the UK banking sector, the changing role of women in the UK banking sector, pay differential, women broken through glass ceiling, employment law and maternity right, and balancing work and family. Finally, an analysis of both the theoretical hypothesis and the empirical evidence gathered were critically analysed to identify any matches or mismatches between the latter mentioned. Women in management is a very new topic in the 21stcentury. We as humans are constantly evolving and new issues are always being raised; it is therefore worthwhile to state that the information provided in this paper is bound to change in a few years within the banks mentioned. However, from a critical perspective we can see that the theoretical hypothesis presented here is one that needs further in-depth investigation ranging from cultural differences to inbuilt norms within these banks, which indirectly affect women being able to progress in top management. This will obviously be the responsibility of various government bodies and top management within these banks to be able to develop sound policies that would need to be strictly adhered to in order to tackle such an issue. Putting all this in mind there are theoretical issues that would need to be formally developed with accuracy within the concept of women in management. Concepts such as Equal employment policies, gender review pay packages across financial banks, discriminatory regulatory, gender protection policies, and the encouragement of women to attain higher educational qualifications are concepts that both the government and executive management need to look at more closely in order to derive the potential and talent that women across the world have that would eventually lead to the progress and goals of banks or any organisation as a whole.

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Mba Second Semester Curriculum Free Essays

MBA(EXEECUTIVE/RETAIL) II SEMESTER BUSINESS ENVIRONMENT ASSIGNMENT-I 1 Discuss how does the environment acts as a stimulant to business. Analyse why business often does little for physical environment preservation despite the fact that it is significant for business activity. 2. We will write a custom essay sample on Mba Second Semester Curriculum or any similar topic only for you Order Now Analyse the Monetary and Fiscal Policies practiced in India in recent years. How far shall they be effective in curtailing the recent spurt in inflation? 3. How far does Indian corporate discharge its social responsibilities? Illustrate your answer with suitable examples 4. Do you think that the present economic environment is favourable to business? Discuss and give your suggestions. Describe the various components of external environment that influence the business policy of an organization. 5. Explain the industrial policy of Indian government and changes that happened from 1980 till date. Why is year 1991 a watershed year in the economic history of india? ist and explain in detail what changes and reforms have taken place since 1991. ASSIGNMENT-II 6. The Chief Executive of Samsung Electronics recently told its employees that, â€Å"We must begin anew. Most of Samsung’s flagship businesses and products will become obsolete within ten years. † This corporate strategy of reinvention would inevitably involve significant change for employees. Do you think that technology transfer is likely to be the biggest problem for a business that wants to reinvent itself? Justify your answer with reference to Samsung Electronics and/or other organisations that you know. 7. Mr. Subhash, an NRI of your locality seeks advice to invest his money by starting an IT based industry. Give suggestions to him regarding the investment friendly climate in Madhya Pradesh, in the light of new industrial policy of the State Government. 8. How does the change in profile of customers affect your business environment? 9. Elucidate the external environment of business and its components in the context of a company in the retail sector. List some elements of external environment you would want to scan to improve profits of a retailing business you may own in future? 10. How many dimensions of business environment are changing for the banking industry. What measure does the central bank take to control inflation? Explain the impact of this change on business environment. ************ How to cite Mba Second Semester Curriculum, Essay examples

My Externship Experience Essay Example For Students

My Externship Experience Essay Externship is having an opportunity to utilize your hands on skills and bring you one step closer to your career. The Medical Assistant Management program at the College of Westchester prepared me well for Practicum at Dr. Lawerance Neshiwats Endocrinology and Internal Medicine Office in Mount Vernon, New York. Endocrinology is the study of the medical aspects of hormones, including diseases and conditions associated with hormonal imbalances. I held the position of a front desk receptionist and medical assistant. My daily duties during my externship were picking up phone calls , where patients will schedule or reschedule appointments. Also as patients came in for appointments, I would prepare their chart and create a new chart for any new patients. During my down time, I took the time out to fax papers such as prescriptions to pharmacies, nursing homes, lab results etc. After the fax had a confirmation, I would staple the confirmation to the original and file the paper in alphabetical order , later the necessary files would be put in the patients chart. I also was in charge in making sure all the rooms were filled with a patient for the doctor to see. When Dr. Neshiwat would comes out of room with a patient, he normally would hands me their prescription where I made a copy. He would also ask me to give them any glucose testing machines, test strips and medicine tablets. When I had the opportunity I was allowed to assist patients which means I was obligated to write down the reason of the visit ( chief complaint), perform EKG, and spirometry, retain vital signs ( height, weight, blood pressure), glucose testing if needed and obtain recent lab results. During the last hour of my day, I would start pulling charts for patients who had an appointment for the next day, finish up my messages that were written down, create folders for the doctor such as signature, lab result callbacks, and reviews. Although I performed a few things I learned in class ,there were still things slightly different such as EKG. I learned in school that EKG leads on extremities were placed on the wrist and ankle, but in my externship they preferred me to put the leads more on the upper arm and upper leg. I knew to perform proper hand washing before and after every patents to but I noticed that the coworkers didnt , but they wore gloves during blood and urine exposure. I heard information about patients by name flowing through the office, which is against HIPAA. I had high expectation that I will be instructed properly and everyone would be nice, then reality hit me. My first day, I was taught pretty quickly, which was a do or die. There were a few times where I was screamed at for either incorrectly doing something or not knowing how to do it, but my thought was how do you expect me to just know if I wasnt taught properly  . They expected me to know everything since I was fresh out of college. On a positive note, I was trained how to do a spirometry, which is used to assess how well your lungs work by measuring how much air you inhale, how much you exhale and how quickly you exhale. Spirometry is also used to diagnose asthma, chronic obstructive pulmonary disease (COPD) and other conditions that affect breathing. I learned about health insurances, where we would see if patients were eligible or approved for the visit. Another thing we would do was check for any outstanding balances, copays and if referrals are needed. My trainer showed me how to request and get an approval for patient s MRI testing of the brain, chest and thyroid gland at St. Johns Hospital. I would obtain many results such as labs, blood, MRI etc. These new skills that I gained can be recommended to be taught to medical students in the College of Westchester. I feel that it is important to know what health insurances are out there other then Medicare and Medicad because honestly some students only know the common ones. .u9f6c4bd6d5e556d9d3c365c42e5f9cea , .u9f6c4bd6d5e556d9d3c365c42e5f9cea .postImageUrl , .u9f6c4bd6d5e556d9d3c365c42e5f9cea .centered-text-area { min-height: 80px; position: relative; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea , .u9f6c4bd6d5e556d9d3c365c42e5f9cea:hover , .u9f6c4bd6d5e556d9d3c365c42e5f9cea:visited , .u9f6c4bd6d5e556d9d3c365c42e5f9cea:active { border:0!important; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea .clearfix:after { content: ""; display: table; clear: both; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea:active , .u9f6c4bd6d5e556d9d3c365c42e5f9cea:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea .centered-text-area { width: 100%; position: relative ; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea:hover .ctaButton { background-color: #34495E!important; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea .u9f6c4bd6d5e556d9d3c365c42e5f9cea-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9f6c4bd6d5e556d9d3c365c42e5f9cea:after { content: ""; display: block; clear: both; } READ: Rain forest Depletion EssayMy experience at Dr. Lawerance Neshiwats office was not what I expected. I had the thought of everything was going to be easy and slightly hard with minimum fun. I had high expectation because in school I was taught that in the field things will be professional, but within my first experience I encountered unprofessional work. I wouldnt recommended this office for incoming student. Although I wouldnt recommend the office , I will say this can be a learning experience for incoming students because I learned how medical offices work in reality. This can be a eye opener for students who expect everything they learned will be done in a medical office. This office can show students how not to expect what you learn in class to be exactly done in medical office which will give them a taste of reality. During my externship journey, I was in search for a medical assistant job. Around my last few weeks of my externship I got called in for a interview at Dr. Patels office. I got the job, but they wanted me to work immediately which I couldnt do because I had externship hours that must be completed. They asked me if I was willing to leave my externship and finish my hours at their office and then after my hours were completed they will hire me. Of course I had the honor in asking my teacher if I can continue my externship at Dr. Patels office. I got the approval to switch externship and now that I been at Dr. Patel. Meanwhile, I have a full time job at Dr. Patels office as medical assistant and also I am a friendly outgoing bartender at your neighbor grill, Applebees. Now that my journey is coming to an end, I will like to continue my education in a different school where I have the opportunity to get my Bachelors degree in Biology and also get into a Pre-Med program. My goal is to go to medical school and become an OB/GYN doctor. I got accepted to many colleges such as St. Johnss University and Mercy College, but unfortunately due to financial aid, I will not be able to attend a college at the moment. I cant afford school right now, since my mother is going through hardships like losing her job. I will not give up my dream in becoming a doctor.