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.

The Veil and Muslim

Table of Contents Introduction The veil and Muslim civilization What the veil meant to colonial reformists Clarity of the authors’ arguments Conclusion Work Cited Introduction Islamic women have worn the veil since time immemorial. The debate on whether the use of the veil does any good to the society has always existed since prehistoric times and it exists even today. This paper discusses how the veil became the symbol of Muslim civilization, what the veil meant to Islamic reformists and the clarity of the authors arguments.Advertising We will write a custom essay sample on The Veil and Muslim specifically for you for only $16.05 $11/page Learn More The veil and Muslim civilization It can be argued that the veil was introduced by early Greek priests due to their faulty interpretation of the Islamic law. The earlier perception about women was so negative to the point that some people were quoted claiming that women were without soul. The veil portrayed the Islamic woman as inferior and without much purpose in the society in the old days. Since the civilization of any society is largely dependent on how all members of the society treat each other, then the cruel treatment of Islamic woman by the society as was usual in Egypt was a good measure of the pace of Muslim civilization. Most of the modernists and reformists that campaigned for fair treatment of the woman in the Islam community based most of their arguments on the use of the veil. This was due to the fact that the veil was associated with oppression of women. One of the reformists was quoted arguing that the Muslim woman was poorly mistreated in terms of empowerment through education, important roles in the society, her role in the family and most importantly the veil which was seen as a tool of alienation of the woman from the society. The veil was associated with all the bad things such as dirt, unattractiveness and other negative things. The plight of Islamic w omen was attributed to Islamic religion which people saw as burying the woman alive behind the veil. The Islamic woman also looked at the other societies of the world especially Christians who treated their women with respect and dignity. They were the only community in the world that covered their women inside a veil. Since the veil was associated with oppression then with time it became the symbol of Muslim civilization (Ahmed 1). What the veil meant to colonial reformists The colonial reformists were looking at liberating the Islamic community from the traditional setting to a more modern society that could fit with the other communities of the world. They saw that the biggest barrier to reforms was the way the Islamic community was treating their women.Advertising Looking for essay on ethnicity studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More The veil was associated with all the degradation to women and as such they saw that the b est way to liberate the society was to put pressure on the issue of the veil. The reformists saw the veil as a symbol of oppression. By comparing the veiled Muslim woman with other liberated societies there was clear evidence to support their argument so that they would be successful in their reforms (Ahmed 1). Clarity of the authors’ arguments I agree with the way the author argues about the issue of the plight of the Muslim woman in the historic times and how the reformists handled the reform agenda by focusing on the treatment given to the Muslim woman. The author was able to clearly link the origin of the veil, the oppression of the Muslim woman and how the reformists handled the reform of the Muslim society by focusing on the veil. Conclusion The veil issue is a very important aspect of the Muslim community for a very long time. The veil was used as a reform tool by early reformists especially in Egypt due to its relationship with oppression of women. The author was able to show clearly the way reformists viewed and argued about the veil and oppression of women and how the Islam community could be reformed by focusing on the issue of the veil. Work Cited Ahmed, Leila. Women and Gender in Islam. Yale University, 1992. New Haven: Prentice. This essay on The Veil and Muslim was written and submitted by user Graham S. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How legitimate would you judge Britains reaction to French essays

How legitimate would you judge Britains reaction to French essays How legitimate would you judge Britains reaction to French occupation of Fashoda to have been? Immediately after the Crimean War Britain and France were seen as great allies. And when the scramble of Africa started the main thing Britain did not want to happen was to start a large war with another major country, and especially a former ally. However, luckily a war never happened between them. I believe that Britains reaction was legitimate to the French occupation of Fashoda because, as Grey said, the upper Nile valley had belonged to Egypt and, since the Mahdis revolt of the 1880s, had become a diplomatic no-mans land over which Egypt (then under British protection) had by far the best claim. In fact France had had nothing to do with Fashoda at all. What we do no is that Britain were not willing to give up and let France keep Fashoda as they really wanted to link Cairo with Cape Town as it would have been an incredible advance if there was a railway line between these two cities. It would mean that more trading could be done; there would be a quick way of getting around, communications would be a lot quicker throughout Africa and therefore any messages to Britain would be quicker, and it would also be very good for getting troops around to protect British interests. So they didnt want any country to occupy Fashoda because it was right in the way between Cairo and Cape Town. Another reason why Britain was not willing to give up was because they knew that the French wouldnt be able to hold onto it with all the pressure on them and if they did they could easily disrupt French supplies from France to North Africa with the Royal Navy if there was a war. The French navy was also undermanned. Britain and France were very competitive to get as much as Africa as possible and Britain certainly didnt want the French economy improving if they got Fashoda because it would give them a dir...

Functional Analysis Research Paper Example | Topics and Well Written Essays - 250 words

Functional Analysis - Research Paper Example and-use planners need to consider all aspects of land-use legislation, as well as the requirements of the population while developing plans for the new projects. Governments of different countries set different types of legislations for the use of land. Land-use planners should never overlook government policies because it can create problems at some point in future. Therefore, planners need to consider the legislations in order to develop acceptable land-use plans. Similarly, planners also need to study current requirements of the community in order to incorporate those requirements in the land-use plans. Planners should also design the physical layout of the community along with determining the scale of development allowed in different areas (Hunter, n.d.). Planners should also be able to understand future demands of the area around the land, which needs to be developed. The reason is that future may bring a need for change somewhere around the planned land in the form of infrastru ctural change or change in policies related to the use of land. Therefore, planners must be able to forecast those changes in order to develop such plans, which should meet both current and future demands of organizations and

ART Essay Example | Topics and Well Written Essays - 250 words - 14

ART - Essay Example Her serene expressions depict her inner tranquillity or it could be a sign of melancholy. The Lady in the portrait has alluring lush dark-long hair; her skin tone is fairly light brown, her body is shapely and subtle. Hence, she fulfils all the terms of being an aesthetic beauty, who is out in the nature to be noticed by the artist. Her noticeable ornaments are a finger ring, two bangles in her wrist and a shoulder band tightly enclosed around her upper arm. Ornaments like finger rings either portray commitment or are a sign of wealth. In this portrait, the woman is dominated by blue colour and has beauty all around her in the form of flowers and crystal blue water, but she has tightly closed her eyes either due to serenity or despair. Hence, the portrait leaves one a bit perplexed, the expression spread across her face depict self-possession or serenity, but the element of bliss cannot be suggested for it. Thus, one concludes that the lady in blue is either feeling grey, blue or

Employees Perception About Merger Management Essay

Employees Perception About Merger Management Essay The present economic scenario has witnessed a large number of merger and acquisitions in banking industry all over the world. One of the principal objectives behind the merger Acquisition in banking sector is to reap the benefit of economies of scale. The growing competition has compelled banks to expand their size and to penetrate in market place; it indicates the rule of the ocean that big fish will eat small fish. Consequently, one of the most widely used tools is mergers and acquisitions. However, the market situation is such that there is bombardment of many new and divers products from large pool of bankers. For survival, deliberate decisions are required to mitigate the diverse effects of market forces. At the time of taking decision of MAs, generally financial issues are taken care of and HR issues are ignored which is most important issue for success of any merger. Therefore, the aim of this research paper is to assess the level of satisfaction among employees of the merged bank i.e. the erstwhile bank of Rajasthan ltd. This study is based on a pilot survey; small sample of 30 employees, which is taken from the 14 selected branches from Udaipur city, and paired sample t-test, is applied to test the significant difference of the sample along with weighted average method. The results revealed that post merger satisfaction level is low and stress level is high among bank employees after merger. The implication of the study is for policy makers, strategist, bankers, future researchers, and scholars. Key Words: Merger, Acquisition, Bank, Employees, Perception 1. Introduction: In recreation of organizational growth, augmenting geographic networks, to accelerate market share, creating strategic fit and synergy; organizations are adopting strategic tools like Mergers and Acquisitions (MAs). It is evident from the pages of history that MAs is the most widely used inorganic strategic tool for growth. A merger is a combination strategy of two or more organization in which one acquires the assets and liabilities of the other in exchange for share or cash. At this point of time, it becomes imperative for strategist and policy makers to undertake the confidence of their employees, customer, shareholder and subsidiaries and to understand how they perceive any strategic move because this surely affects the image of the company. Kotler (1997, p. 185-86) has illustrated in his book that perception is the process by which an individual selects, organizes and interprets information inputs to create a meaningful picture of the world. Since the world market is shrinking and consumers are becoming aware about various products and services offered by global players due to the emergence of ICT, it has become strategically important for banks to understand the perception of employees under the purview of MAs, this is so, because they deliver the services. Many researchers have proved that human factor is the key element in delivery of services. Thus, we can say that core reason for success and failure of mergers are human resources i.e. personnel and behavioral issues, blends of cultures and sets of policies practices. Therefore, Transferee Company must create an environment where the employees of Transferor Company can project merger as a steps towards growth. Consequently, employees will strive to work with integration of vision and mission of Transferee Company. Thus, this study can contribute in the field of strategic management as a view point of employees and human resource management. Strategist can consider this view as an input in strategy formulation. In this scenario, this study on employees perception may be a modest attempt to trace the hard realities regarding employees perception of ICICI Bank Ltd. It will be helpful for ICICI mangers, executives, and employees, government, banking industry, RBI, research scholar, strategic managers, HR managers and policy makers. 2. Review of Literature: Schneider and Bowen (1985) reported significant relationships between branch employees perceptions of organizational human resources practices and branch customers attitudes about services. Schweiger and Weber (1989) suggested that Mergers and acquisitions (MAs) are corporate events that have the potential to create severe personal trauma and stress which can result in psychological, behavioral, health, performance, and survival problems for both the individuals and companies involved. With the increasing size and number of MAs transacted and the number of employees affected, it is essential that executives and human resource professionals pay greater attention to understanding the sequence of actions and reactions associated with the process. Schweiger and Denisi (1991) conducted a longitudinal field experiment to evaluate the various effects of a communication program on employees of an organization; they called it a realistic merger preview. This study was intended to measure the effects of mergers and acquisitions on employees. Their results suggested that realistic communication during a merger process in the form of a realistic merger preview can help the employees to get through the process of merger. As illustrated by the significantly lower measures on global stress and perceived uncertainty and significantly higher on job satisfaction, commitment and self-reported performance for the experimental group, exposed to the communication program. Schneider and Dunbar (1992) suggest that media plays an important role in shaping the social context for mergers and acquisition. Weber (1996) assessed the role of corporate cultural fit, autonomy removal, and commitment of managers to the merger in predicting effective integration between merger partners in different industry sectors. He found that relationship was very complex; they varied across industries and had different relationships with different measures of performance. Further, he found that cultural differences at the top management level were most likely to influence the merging organizations ability to realize synergies. Literature shows that communication also plays vital role in the success of a merger. Nikandrou, Papalexandris and Bourantas (2000) explored a number of variables which bear an impact on managerial trustworthiness, for example frequent communication before and after acquisition, and already the existing qualities of employee relations seem to play the most important role. Therefore, a carefully planned, employee-centered communication programme, together with a good level of employee relations, seem to form the basis for a successful outcome as far as employee relations in the face of mergers and acquisitions is concerned. Therefore issues related to human resource management are also raised by researchers in articles. Appelbaum, Gandell, Yortis, Proper and Jobin (2000) conclude that communications throughout the MA process plays a crucial role in its eventual success. Providing clear, consistent, factual sympathetic and up-to-date information in various ways will increase the cooping abilities of employees, which will in turn increase their productivity. This increased productivity will positively impact on firms performance and create sustained competitive advantage by achieving the projected strategic fit and synergies. Communication and a transparent change process are important, as this will often determine not only how a leader will be regarded, but who will be regarded as a leader. Leaders need to be competent and trained in the process of transforming organizations to ensure that individuals within the organization accept the changes prompted by a merger. Hurtt, Kreuze and Langsam (2000) suggest that growth is the primary reason for MAs. Panchal and Cartwright (2001) investigated post-merger stress in a sample of field sales employees. A survey methodology was used to examine group differences, comparing those from the two pre-merger companies and those newly merged organization. Results revealed that group differences in both sources and effects of stress existed. Those from the dominant pre-merger company reported the highest stress levels and most negative work attitudes. Lynch and Lind (2002) also suggest that mergers and acquisitions is one of the major tools for organizational growth and on the other hand Dario, Fabio and Carmelo (2002) investigated using Italian data that mergers seek to improve income from services. Bryson, (2003) reviewed the literature around managing HRM risk in a merger. He found that poor merger results are often attributed to HRM and organizational problems, and that several factors related to maintaining workforce stability are identified as important in managing HRM risk. Schraeder and Self (2003) also found that organizational culture is one factor as a potential catalyst to MA success. DeLong (2003) studied sample of 54 bank mergers announced between 1991 and 1995, tests several facets of focus and diversification. The study found that upon announcement, the market rewards the merger of partners that focus their geography and activities and earning stream. Only of these facets, focusing earning streams enhances long-term performance. Shanmugam and Nair (2004) identified factors in their study on mergers and acquisitions of banks in Malaysia like globalization, liberalization and information technology developments have contributed to the need for a more competitive, resilient and robust financial systems. George and Hegde (2004) reported a case for the delicate aspect of employees attitudes, their satisfaction and motivation, which are posited as prerequisites for customer satisfaction, which is, again, sine qua non for the competitive sustenance of the organization. Chew and Sharma (2005) examined the effectiveness of human resource management (HRM) and organizational culture on financial performance of Singapore-based companies involved in mergers and acquisition activities. They used the method of content analysis to collect information on cultural values and HRM effectiveness, using Kabanoffs content analysis. Culture profiles were then assigned to organizations in the sample following the results from cluster analysis. Various financial ratios were used to measure organizational performance. Finally, regression analysis was performed to test various hypotheses. The key finding of the study suggests that organizations with elite and potential leader, when complemented by human resource effectiveness, had a better financial performance as compared to other organizations. At the end it was concluded that to achieve better financial results by undertaking merger and acquisition activities organizations need to have elite or leadership value prof ile. Seo and Hill (2005) identified six theories viz. anxiety theory, social identity theory, acculturation theory, role conflict theory, job characteristics theory, and organizational justice theory to explain problems in managing the merger and acquisition and organizational change process. These theories have implicitly or explicitly formed the basis for the past MA literature. The authors integrate these theories into one conceptual framework that clearly delineates unique sources of problems that can emerge in different stages of MA integration, their psychological and behavioral effects on employees, and prescriptions to address the problems. According to Mylonakis (2006a) an important parameter in the relationship between the number of branches and employment is branch size. He has used most well-known indicators for the evaluation of staff efficiency in banking sector i.e. operating revenue per employee, personnel expenses per employee and pre-tax profits to personnel expenses. He observed that operating revenue either fall or remains stable, administrative expenses per employee increase for every examined bank and pre-tax profits to personnel expenses indicator showed how many Euros are gained by the bank for every euro spent in staff payroll. Mylonakis (2006b) has examined in his article that how bank employees perceive bank MAs and how it is expected to affect their personal and professional career. The results showed that bank employees feel personally threatened by mergers and acquisitions, which are not considered to be justified and necessary entrepreneurial activities conducive to enhanced, quality banking services. Mergers and Acquisitions often have a negative impact on employee behavior resulting in counterproductive practices, absenteeism, low morale and job dissatisfaction. It appears that an important factor affecting the successful outcome of acquisitions is top managements ability to gain employee trust. Wickramasinghe and Chandana (2009) took views of 109 employees of two banks of Sri Lanka, which had undergone an extension merger and a collaborative merger and reported that employee perceptions are affected by the type of the merger and employees are less satisfied in the collaborative merger than in the extension merger. Further findings revealed that age, gender, and marital status influence the perceptions of the respondents and among those age is the most influential. DeYoung, Evanoff and Molyneux (2009) have found in their study that the changes in deregulation, allowed commercial banks and other financial services firms to expand through mergers and acquisition into geographic markets and product markets. Marmenout, K (2010) conducted experimental study to examine how employees make sense of a merger announcement and investigates the relationship between deal characteristics (culture clash potential, degree of integration, position in deal structure) and employee attitudes. As employees make sense of the merger, higher perceived uncertainty is associated with greater dysfunctional outcomes. Calipha, Tarba and Brock (2011, p. 1-24) have reviewed MA motives and success factors in their article such as entering a new market, gaining new scarce resources, achieving synergies and other managerial and organizational factors that are associated with MA i.e. relative size of MA partner, managerial involvement, culture and organizational structural issues etc. Goyal and Joshi (2012a) identified the general sentiments, challenges and opportunities for the Indian Banking Industry. They concluded challenges and opportunities like rural market, transparency, customer expectations, management of risks, growth in banking sector, human factor, global banking, environmental concern, social, ethical issues, employee and customer retentions. They further concluded that banks are striving to combat the competition and the competition from global banks and technological innovation has compelled the banks to rethink their policies and strategies. (2012b) studied the growth of ICICI Bank Ltd. through mergers, acquisitions, and amalgamation. The article concluded that a firm must devise a strategy in three phases i.e. Pre-merger phase, acquisition phase and post-merger phase. 3. Research Methodology 3.1 Objectives of the Study: To identify the factors responsible for employees satisfaction. To assess the satisfaction level of employees, after merger. To assess the stress level of employees (post merger). 3.2 Sampling Distribution 3.2.1 Universe Total 463 branches of BoR were operating across India before merger and out of this total 293 Branches were operating in Rajasthan. Out of these 293 branches, there were total 31 branches operating in Udaipur before merger and merely 14 branches were situated in Udaipur city. 3.2.2 Sample unit There were total 14 branches of erstwhile BoR, which are now functioning as ICICI Banks branches after merger, Employees of these branches are considered for sampling purpose. 3.2.3 Sample Size A small sample of 30 bank employees from erstwhile BoR is drawn by using stratified purposive sampling. 3.2.4 Data Type Primary and Secondary data will be used to achieve the objectives. 3.2.5 Research Instrument Schedules (structured) and personal interviews methods are used for primary data collection. Publications from company, books, journals, magazines and various websites are referred for secondary data collection. 3.2.6 Research Tools Paired sample t-test and is used to test the hypothesis and process the data. Data processing is done by SPSS 13 software (student version) and weighted average method is used. Where; d = x -y 3.2.7 Limitation of the Study The limitation of the study is that it is based on small sample size with geographical constraint and time. The respondents were contacted at the respective bank and appointments were taken. Then, they were contacted as per their convenience and ease. The budget was a major constraint for this study. 3.2.8 Hypotheses H01: There is no significant difference between employees satisfaction level (pre-merger and post merger). H02: There is no significant difference in stress level of employees between pre-merger and post-merger. 4. Conceptual Framework: Mergers and acquisitions is a phenomena which has been used as a tool for growth and a tool for survival of sick units in banking industry. There are certain provision in the Banking Regulation Act 1949, which helps us to understand the basic concept of mergers and acquisition. 44A of Banking Regulation Act 1949 clearly defines procedure for amalgamation of banking companies. According to it a draft of amalgamation scheme should be produced before shareholders of each banking company. If the scheme of amalgamation is approved by the requisite majority of shareholders in accordance with the provisions of this section, the sub-section (4) states that it shall be submitted to the Reserve Bank for sanction and shall, if sanctioned by the Reserve Bank by an order in writing passed in this behalf, be binding on the banking companies concerned and also on all the shareholders thereof. Section 45 of the act defines the power of Reserve Bank to apply to Central Government for suspension of business by a banking company and to prepare scheme of reconstitution of amalgamation in certain condition like public interest, depositors interest, for the interest of banking system and reconstruction of the banking company. 5. Conceptual Analysis of Merger of the Erstwhile Bank of Rajasthan Ltd. and ICICI Bank Ltd. 5.1 Historical Background: The Bank of Rajasthan Ltd. (BoR) was incorporated on May 7, 1943 as a Company defined under the Companies Act, 1956 and has its Registered Office at Udaipur, Rajasthan. The Bank of Rajasthan had a network of 463 branches March 31, 2009. The primary object of the Transferor Bank was banking business as set out in its Memorandum of Association. For over 67 years, the Bank of Rajasthan had served the 24 states with 463 branches as a profitable and well-capitalized Bank in India. It had a strong presence in Rajasthan with branch network of 294 which is 63 percent of the total branches of BoR in India. The men power strength of BoR was more than 4300 employees across India. The balance sheet of the Bank shows that it had total assets of Rs. 173 billion, deposits of Rs. 150.62 billion and advances of Rs. 83.29 billion as on March 2010. The profit and loss account of the bank shows the net profit as Rs. -1.02 billion as on March 2010, which shows that bank, was not in good financial condition. On the other hand The ICICI Bank Ltd. was incorporated on January 5, 1994 under the Companies Act, 1956 and has its Registered Office at Landmark, Race Course Circle, Vadodara, Gujarat. The Transferee Bank, as on May 21, 2010, has a network of 2,000 branches and extension counters and has over 5,300 automated teller machines (ATMs). At present the bank has 79,978 employees with strong financial position like total assets of Rs. 3634 billion, total deposits of Rs. 2020.16 billion, advances of Rs. 1812.06 billion and net profit of Rs. 42.25 billion as on March 2010. 5.2 Scheme of Amalgamation: According to the scheme of amalgamation of the Transferor Bank with the Transferee Bank, it is clearly stated that the Scheme was formulated as per the Section 44A of the Banking Regulation Act, 1949, as per the guidelines of Reserve Bank of India for merger/amalgamation of private sector banks and in accordance with the applicable provisions of the Companies Act, 1956, and the Memorandum and Articles of Association of the Transferor Bank and the Transferee Bank and other applicable provisions of laws. 5.3 Strategic Intent: The objectives and benefits of this merger are clearly mentioned in the scheme of this merger by ICICI Bank that its customer centric strategy which places branches as the focal points of relationship management, sales and service in geographical micro markets. As it is evident that the BoR had deep penetration with huge brand value in the State of Rajasthan where it had 294 branches with a market share of 9.3% in total deposits of scheduled commercial banks. It was presumed that the merger of BoR in ICICI Bank will place the Transferee Bank among the top three banks in Rajasthan in terms of total deposits and significantly augment the Transferee Banks presence and customer base in Rajasthan and it would significantly add 463 branches in branch network of ICICI Bank along with increase in retail deposit base. Consequently, ICICI Bank would get sustainable competitive advantage over its competitors in Indian Banking. 5.4 Issues Emerged: When the information about this merger was communicated to the employees, they did not accept this merger. All the employees were against this merger as it was evident from the strike and agitation by all the three major employee unions i.e. All India Bank of Rajasthan Employees Federation, All India Bank of Rajasthan Officers Association and Akhil Bhartiya Bank of Rajasthan Karmchari Sangh, subsequently demanding the immediate termination of the ICICI-BoR merger proposal. It is a very strong phenomenon from the behavioral aspects of employees in the growth strategy like mergers and acquisitions. It is quite possible that this human aspect may hamper the whole strategic challenges of the bank or any other organization adopting the strategic tool. 5.5 Future Implication: The issue of employees perception towards mergers needs special attention from researchers and thinkers in order to convert mergers as synergy. At this juncture, the prevalent challenge for ICICI Bank Ltd. was to encounter the agitation from the 4300 BoR employees. Now, since the merger has taken place the critical issue for discussion is the management of Human Resources in the course of Mergers and Amalgamation. The mist of human aspect in the process of MAs can be removed by the turning the pages of available literature for better vision in strategy formulation. 6. Data Analysis and Interpretation: Demographics Table 1: Age * Gender Cross tabulation Gender Total Male Female Age 20-30 1 2 3 31-40 2 7 9 41-50 3 5 8 51-60 8 2 10 Total 14 16 30 Table 2: Designation of the Employees * Gender Cross tabulation Gender Total Male Female Male Designation of the Employees Branch Manager 10 0 10 Senior Manager 2 1 3 Manager 2 3 5 Senior Executive 3 4 7 Executive 2 3 5 Total 19 11 30 In analysis, following scale (Table 3) will be used to interpret the mean values of ranks. Results Interpretation 1.00-1.80 Very poor 1.81-2.60 Poor 2.61-3.40 Moderate 3.41-4.20 Good 4.21-5.00 Very good Table 4: Pre-Merger Rank Analysis S. No. Factors Weight Total Weighted Total Weighted Mean Rank 1 2 3 4 5 Very Poor Poor Moderate Good Very Good 1 Satisfaction Pre-Merger 0 8 12 9 1 30 93 6.20 9 2 Work Culture Pre-Merger 0 7 16 6 1 30 91 6.07 12 3 Quality of Management Pre-Merger 0 7 18 5 0 30 88 5.87 17 4 Infrastructure Pre-Merger 0 7 9 12 2 30 99 6.60 2 5 Salary Pre-Merger 0 7 17 6 0 30 89 5.93 16 6 Time Schedule Pre-Merger 0 7 19 4 0 30 87 5.80 18 7 Communication with Senior Pre-Merger 0 4 21 4 1 30 92 6.13 11 8 Authority Provided by the Bank Pre-Merger 0 7 17 5 1 30 90 6.00 13 9 Responsibility Level Pre-Merger 0 9 18 3 0 30 84 5.60 21 10 Designation Provided by the Bank Pre-Merger 0 10 15 5 0 30 85 5.67 20 11 Benefit Provided Pre-Merger 0 7 16 7 0 30 90 6.00 14 12 Involvement In Decision Making Pre-Merger 0 6 22 2 0 30 86 5.73 19 13 Job Security Provided Pre-Merger 0 7 16 7 0 30 90 6.00 15 14 Opportunity for Advancement Pre-Merger 0 3 21 6 0 30 93 6.20 10 15 Working pattern Pre-merger 0 3 18 6 3 30 99 6.60 3 16 Stress Level Pre-Merger 0 4 19 6 1 30 94 6.27 5 17 Ambience Pre-Merger 0 4 20 4 2 30 94 6.27 6 18 Training Development Pre-Merger 0 4 17 8 1 30 96 6.40 4 19 Compatibility Pre-Merger 0 4 19 6 1 30 94 6.27 7 20 Perks Responsibility Pre-Merger 0 4 20 4 2 30 94 6.27 8 21 Redressal Pre-Merger 0 3 14 12 1 30 101 6.73 1 Table 4 reveals the ranks of the variables used in the study and derived by weighted average method. The responses were taken from bank employees on five-point Likert scale and as per the above table it can be observed that the most ranked variables are redressal, infrastructure, working pattern, training and development, stress level, and ambience and so on. Thus, we can say that employees were on the verge of merger and they were in ambiguous situation what to do. On the contrary, in table 5, the employees rated one of the most important factor is Benefit Provided Post-Merger, infrastructure, compatibility, working pattern, stress level, perks and responsibility and so on. Thus, it can be said that financial benefits provided by the transferee banks like salary hike has affected employees. Some more variables rated by employees like working pattern which has also affected the employees. BoR employees were not exposed to high end technologies in banking sector. Stress management in the course of mergers and acquisition is one of the most debatable issue as MAs brings new working culture, new technology, infrastructure, colleagues and peers and it takes time to make adjustments with these. Table 5: Post-Merger Rank Analysis S. No. Factors Weight Total Weighted Total Weighted Mean Rank 1 2 3 4 5 Very Poor Poor Moderate Good Very Good 1 Satisfaction Post-Merger 0 2 8 16 4 30 112 7.47 12 2 Work Culture Post-Merger 0 2 7 14 7 30 116 7.73 8 3 Quality of Management Post-Merger 1 2 11 11 5 30 107 7.13 19 4 Infrastructure Post-Merger 1 1 3 19 6 30 118 7.87 2 5 Salary Post-Merger 1 3 8 14 4 30 107 7.13 20 6 Time Schedule Post-Merger 0 3 8 14 5 30 111 7.40 13 7 Communication with Senior Post-Merger 0 2 11 13 4 30 109 7.27 16 8 Authority Provided by the Bank Post-Merger 0 6 6 6 12 30 114 7.60 10 9 Responsibility Level Post-Merger 0 4 9 12 5 30 108 7.20 18 10 De

Vernon God Little

Explore how DBC Pierre displays his ideas to shock the audience in Vernon God Little. Vernon God Little, written by DBC Pierre, is a satirical novel based around a massacre at a high school in Texas in which some of the students got possession of a gun and murdered some of their teachers and fellow students. The novel is about a boy called Vernon who is best friends with the main killer, Jesus. Vernon is framed as an accessory to murder and the story line follows the down fall of his life.There are lots of features of the novel that come across as very shocking to the readers. For example in chapter seven, when Vernon visit’s a psychiatrist; Dr Goosens, he puts full trust into him, because he has a well-known profession. The psychiatrist goes on to violate Vernon which, in a way, makes Vernon loose all trust in everyone, because if he doesn’t feel safe around a doctor, he doesn’t know if he will feel safe around anyone. Especially when almost everyone he used to trust has turned against him to try and frame him as an accessory to murder.The passage in chapter seven uses grotesque imagery; â€Å"His breathing quickens with the march of his fingers, they trace a tightening circle around the rim of my hole. † and â€Å"a cool finger invades me†. This shocks the readers because it is disturbing and because Dr Goosens is a doctor and is in a position of trust and is not expected to break this trust. DBC Pierre does this because the novel is satirical and he tries to inform the audience that people are not everything they seem and you ‘can’t read a book by it’s cover‘. A shocking character in Vernon God Little is the journalist, Lally Ledesma.We begin to see Lally’s true colours as we progress through the novel as he becomes almost unbearable. At the beginning of the book, Lally is first presented when he is trying to interview Vernon on the massacre. Throughout the novel, he does many shocking thing s. For example, he uses Vernon’s mum and builds a relationship with her, just so he can get on the inside of Vernon’s life and get a good story on him for the newspapers. Vernon knows that this is what Lally wants, but his mum won’t believe him because she’s in love with Lally. 1.Ella Bouchard – chapter 13, Vernon uses her as a prostitute. 2. Taylor – Uses Vernon and sets him up so she can get money 3. Mum – doesn’t care about anything important, just the look, fridges and her friends 4. Shock is to build up the satirical effect, and takes the mic out of america 5. Everyone wants to meet the american dream, 6. At the end, say if you think it is too shocking or not, and why you think DBC Pierre wrote it like this. 3. Vernon’s mum has her heart set on reaching the American dream, the dream that everyone is equal, and everyone has a good job, nice house and big happy family.She doesn’t want to know about what is happ ening to Vernon and she is very blase towards it, because all she cares about is what she and her family looks like to her friends and the public. This is shocking to the audience of Vernon God Little because it’s not something they’d expect to happen. The audience would expect Vernon’s mum to be worried about her son and trying everything in her power to get him out of jail and out of being taken to court, but instead she is in bed with Lally Ledesma, who is using her, and worrying about what fridge to buy to impress her friends. 6.Overall, I think that Vernon God Little is very shocking. DBC Pierre wrote Vernon God Little in shocking ways for a very important reason. He wanted the audience to realize that everything is not as it seems and society can be out of order at times. He also wanted them to think about if they were following the ‘American dream’ or whether it’s all a big lie and there’s no such thing. The novel might come acr oss as unbearably shocking, but that is one feature of a satirical novel. The shock helps to reflect the fact that it is just a big joke and is trying to make a joke of American society.