Managing People Essay Example | Topics and Well Written Essays - 2000 words - 1

Managing People - Essay Example An organisation should therefore strive to reduce constant absenteeism that has direct and indirect negative impacts. Most companies are now focusing on the proactive ways of checking and reducing absenteeism by indentifying and dealing with causes of non-attendance rather than focusing on the absenteeism as a negative entity (Coughlan 2004, P.5). The moist common causes of absenteeism are related to sickness and other genuine reasons though in some cases employees may fail to show up at work place without a genuine reason due to lack of motivation, bullying, personal issues and stress. A company should therefore focus on addressing the cause of absenteeism rather than completely eliminating absenteeism. Keenly addressing workers absences will help to make a major variation to the absence intensity currently and in future. The proactive ways helps to reduce employee’s absence as well as creating conducive working conditions that helps to increase production and staff retention . This paper will critically analyse proactive approaches in reducing absenteeism. Approaches to reduce absenteeism Most companies are focusing on reducing absenteeism in their through proper proactive approaches that also helps to improve employees’ services delivery. ... The second step is the administration level that helps to allocate resources to implement the set rules, regulations and policies to achieve the organisational goals (Devanna at el 1981, P. 53). The require recourses may include time, employees, funds, information and other parameters stated in the strategic plan. And finally the implementation level that involves the day to day running of the organisation by the management that brings together all departments in the organisation to allow smooth learning of the organisation which is the overall goal of reducing absenteeism. To effectively reduce absenteeism the company must assess the current situation; come up with the desired situation and the plan to achieve the future situation. A company can adopt several proactive methods to anticipate reduce absenteeism in workplace as follows. Recruitment A company should lay a strongly highlighting of the significance of consistent turnout to work in the organisation from the recruitment sta ges. The interview should ask questions aimed at determining the applicants’ attitude towards chronic absenteeism depending on the organisational goals (Liste n.y.) and if possible the applicant can be asked to show his attendance record from the previous employer. The employer should seek to know personal traits that can increase chances of absenteeism without genuine reasons such as personal honesty, commitment to work, truthfulness and personal integrity (Salisbury 2010). According to Morgan (2012), some of the company may concentrate on a policing and implementing of principles set to ensure full attendance rather than developing a culture of consistence in attendance of employees. Developing a civilized and constructive attendance in an organisation starts

Generally Accepted Accounting Principles (U.S. GAAP) Essay Example for Free

Generally Accepted Accounting Principles (U.S. GAAP) Essay The United States Generally Accepted Accounting Principles (U.S. GAAP) and the International Financial Reporting Standards (IFRS) are both effective ways to report financially account for one’s business assets but they have several differences. in this paper I will attempt to outline a few of the more significant differences and allow you to make up your mind as to which of these two systems is the better one. The first difference that is widely accepted between the two methods is that U. S. GAAP is rules based and IFRS is principle based. This means that IFRS allows more for adaption of the circumstances and allows for professional judgment while U.S. GAAP is more stringent and less forgiving. The argument back and forth is that the rules for U.S. GAPP are too large and broad stroked which doesn’t allow for different odd situations, while it is argued that the IFRS is too biased which can allow for too much manipulation. A primary difference between the U.S. GAAP and the IFRS is the way the business financial statements report the value of the company’s property and holdings. The U.S. GAAP method utilizes the Historic Cost Principle (HCP) while the IFRS uses the Fair Market Value (FMV). Under the HCP the asset owned by the company if forever recorded at the price for which it was initially purchased while the FMV approach allows for a periodic re-assessment of the current value of the asset. This has both positive and negative effects based on the economy and the housing market. Over time you would expect that the value of property to rise, for example if a company had bought my parents 2 bedroom home for the listed price of $19,500 in 1980 knowing that the same house is now appraised at $105,000 then it would be beneficial to re appraise the house under the FMV as the asset is worth a lot more than the original $19,500. The down side for using the FMV would have been in 2009 when the housing market collapsed. At that point the house was appraised at $87,000. If the year prior the company recorded its asset at $105,000 then it would have taken a loss when the house was reappraised. So you can see that utilizing the FMV in this case is a gamble based on the fluctuation of the outside market and also raises the question of how often should the re-appraisals be done to be the most advantageous to the company. The next difference I want to highlight is the Last In, First Out (LIFO) method. This is a method commonly used in the United States under the U.S GAAP primarily because it helps with tax purposes. Utilizing LIFO the company applies the latest cost of providing the goods to the entire supply inventory regardless of what the company paid for the good already in stock. This shows a decrease in the gross profit margin therefore lowering the taxes at the end of the year. For example if a company manufactures 1,000 tubes of toothpaste a month at $1 a tube and sells them for $2 each then they would make a profit of $1,000 a month or $12,000 a year. If the price of manufacturing the toothpaste went up to $1.50, 6 months into the year then using the LIFO method the company would record that there profit is only .50 a tube or $6,000 a year and would only pay taxes on that $6,000 vice the $12,000 even though they made the full dollar profit on the toothpaste for the first 6 months. This is a p ractice that is used primarily in the U.S. because of our tax laws and not endorsed by other countries or under the IFRS. Another difference between the two programs falls under the category of Liabilities. A liability as defined in the text is â€Å"An economic obligation (a debt) payable to an individual or organization outside of the business†. This difference between the two programs is slight and goes back to my first paragraph dealing with rules versus principle based assessments. Both IFRS and U.S. GAPP accept the that the future event will probably take place but the IFRS defines the word probable as anything greater than 50% while the U.S. GAAP with its more stringent rules defines probable as 75-80%. This means that more liabilities would be recognized with IFRS then U.S. GAAP. The last difference that I will go over is that of brand names and patents. Under the stringent rules of U.S. GAAP, the only time a company can account for the capitalization or equity of a patent or brand is if the company purchased the patent from an outside source. If it was thought up or created by the company internally the company would have to record the expenses of the development on the income statement. Under IFRS the company would be allowed to count the potential equity based on the probable future benefits. Most of the world has already adopted the IFRS and the Financial Accounting Standards Board is working on a world wide solution in bridging the gap between these two programs. In closing the U.S. GAAP program is more stringent while the IFRS allows for more flexibility. Although this flexibility associated with the IFRS program seems like it would be more beneficial to more companies, the argument would still be is flexibility better or just a lack of integrity. References: Harrison, Horngren, Thomas 9th Edition St Joseph’s University (http://www.sju.edu/int/academics/hsb/accounting/IFRS.html) Bass, Solomon Dowell (http://www.bsd-cpa.com/index.php/comparing-and-contrasting-international-financial-reporting-standards-ifrs-and-generally-accepted-accounting-principles-gaap)

Strategic Human Resource Management And Assessment Centre Management Essay

Strategic Human Resource Management And Assessment Centre Management Essay Answer: Strategic Human Resource Management is the efficient way of organising the workforce by the implementation of a particular strategy, where employees performance can help to accomplish the planned organisational targets, such as increasing revenue or improving the profit margin. Strategic Human Resource management helps to recognise the business strategy that you can adopt. For example, you implement an effective training and performance improvement plan to improve customer service. More satisfactory customer service will bring in more revenue. It gives clear direction for a business, without strategic human resource management managers will be unaware about business goals, targets and competitors and it can give rise to uncertain environment. Strategic human resource management is also about considering the companys internal strengths and weaknesses. This is very important as the strengths and weaknesses of a companys human resources have a direct effect on the how a company will do in the future. 2.   Explain the advantages and disadvantages of using an assessment centre to select employees Answer: Assessment Centre is a process whereby a group of participants undertakes a series of job-related exercises under observation, so that skills and character persona can be assessed. Various methods of assessment may be used, including interviews, group discussions and group problem solving exercise. Assessment centres are used in selection for recruitment and promotion and in training and development, and aim to provide an organization with an assessment process that is consistent, free of prejudice, and fair. Assessment Centre brings about many advantages. It provides organisations with the opportunity to see how an individual performs in a work situation. It provides more in depth profile of a worker which can help an organisation to gain more knowledge about an individual. Assessment centres not only help the organization in placing the right candidate for the right job but also helps in developing the participants. When participants see others handling the same exercise di fferently, it gives them an insight into their own performance thereby raises the credibility of the selection procedure. Stimulations can also help to assess leadership skills. However some anticipated disadvantages of assessment centre could be: Assessment Centre requires highly skilled observers as the observers may bring in their own perceptions and biases while evaluating. Those who receive poor assessment might become de motivated and might lose confidence in their abilities. Assessment Centre is very costly and time consuming 3.   Explore the reasons why recruitment, selection and training costs are ‘one and a half to three times a persons salary Answer: Recruitment is best described as the way in which an organisation tries to source or attract the people from whom it will ultimately make selections. Recruitment strategies include efforts to reach better pools of candidates and to sell the organisation as an employer of choice. Selection is about choosing between job candidates. It is about how to make a fair and accurate assessment of the strengths and weaknesses of applicants and how to identify the candidate who is most likely to perform well in the job. Employment recruitment is composed of several stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them by interviewing and other means such as conducting a psychometric test; and making a job offer. Effective recruitment is important in achieving high organisational performance and minimizing labour turnover. Employees may be recruited either externally or internally. Selection is a two way process and should be just as m uch about employees as the other way round. Employee needs to decide the company is a place they can work in. The company needs to decide the employees will fit within organisation, job and team itself or not.   The search of a perfect selection method continues. More attention is paid to the cost of the poor selection. It should be noted that in recruitment agencies are often used as they provide expert advice on how advertisements should be worded and where placed which tend to be very much expensive. There are direct costs of working with external agencies. Direct advertising cost, as local press, corporate website, specialist journals the costly as well. These are very real costs to the employers Administration costs that are sending out job information, letters, arranging selection events, etc. Managers time that is short listing, interviewing, selection, taking up references Training cost in order to ensure everyone has the necessary skills to recruit. Administration costs of new employee that is payroll, pensions, etc Recruiting from overseas that is employers looking for overseas staff and then by giving selected employees work visa and arrangements for their travel. After that their accommodation cost can be very much expensive. 4. Analyse the strategies a business can use to retain its staff Answer: Employee motivation and performance management depend on good systems that offer both financial and non-financial rewards (non-monetary rewards). In reality, despite the views of Herzberg that monetary methods of motivation have little value, firms still use money as a major incentive. There are a variety of payment systems that a business could use to motivate its employees. Some of the Financial rewards are: Share ownership: This is a common incentive for senior managers who are given shares in the company rather than a straight forward bonus or membership of a profit sharing scheme. It means that some staff is also shareholders. Because of share ownership the employees will work harder as they have a stake in the company, just like a shareholder has. Workers are less likely to leave the firm. Performance-related pay: This is paid to those employees who meet certain targets. The targets are often evaluated and reviewed in regular appraisals with managers. It is system that is being increasingly used in businesses in the UK. It is easier for managers to monitor and control their staff. It reduces the amount of time spent on industrial relations (negotiations with trade unions). Fringe Benefits: These are often known as ‘perks and are items an employee receives in addition to their normal wage or salary e.g. company car, private health insurance, free meals. It encourages loyalty to a company so employees may stay for longer and also it helps meet workers human and social needs. Piece-rate is paying a worker per item they produce in a certain period of time. It was recommended by the motivation theorist Taylor and had close links with working on production lines. It tends to increases speed of work and therefore productivity. Some of the Non financial rewards are: Job enrichment means giving workers more interesting, challenging and complex tasks. Workers should also be given the opportunity to complete a whole unit of work rather than individual separate tasks. This is motivating for several reasons as it gives workers the chance to test themselves and use their full range of ability it is more motivating as it increases the complexity or challenge involved in the task, rather than just simply providing more variety to the work. Workers should be able to obtain a greater sense of achievement and possibly more praise or recognition of their work when they have successfully completed a tougher task. Job enlargement means simply giving workers more tasks to do of a similar nature or complexity. This will reduce the monotony or repetition involved in a persons work but over time this will not increase a persons satisfaction or sense of achievement. Team working is where employees work in groups or teams. Thi s can meet a workers social needs as a person can more easily build friendships and feel a sense of belonging to a unit or group and hopefully to the business as a whole. This applies in much the same way as being a member of a sports team or any other team representing a school or college. A business can create a number of different types of team; examples include production teams (often known as cells), quality circles and management teams. Team working has other advantages to a firm over and above improving motivation. It can lead to greater flexibility of production, as employees are likely to be multi-skilled (able to do more than one persons job) as they have learnt from other team members or undertaken formal job rotation. This means they can cover any absences and can quickly adapt to a new production technique. Empowerment is like delegation. It is when power or authority is given to employees so they can make their own decisions regarding their working life. For instance w orkers have control over how to use their time and deciding the priority of tasks that need to be done. They are encouraged to consider problems they face and come up with some solutions. For empowerment to be successful, workers must have adequate training and/or good skill levels in order to be trusted to make the correct decisions. If they do not, then expensive mistakes can be made that could affect the whole business. It is the managers job to judge whether a subordinate can cope with more authority and decision-making power. It should be noted however, that even if managers pass down authority to their subordinates, they are still responsible for the work that is done by them. Essay:   5.   ‘Modern Organisations operate in increasingly dynamic and uncertain business  Ã‚   environments Does this reduce or increase the need for human resource planning?   Justify. (Word limit 1000 1500 words) Answer:   Modern Organisations operate in increasingly dynamic and uncertain business  Ã‚   environments this increases the need for human resource planning. Human resource planning has traditionally been used by organisations to ensure that the right person is in the right job at the right time. Due to Increase in environmental instability the need for Human resource planning in leading organisations has increased. It is the process by which management determines how the organisation should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things which result in both the organisation and the individual receiving maximum long-run benefits. Currently human resource planning occurs within the broad perspective of organisational and strategic business planning. It involves forecasting the organisations future human needs and planni ng for how those needs will be met. It includes establishing objectives and then developing and implementing programmes to ensure that people are available with appropriate characteristics and skills when and where the organisation needs them. It may also involve developing and implementing programmes to improve employee performance or to increase employee satisfaction and involvement in order to boost organisational productivity, quality, or innovation (Mills, 1 985b). Finally, human resource planning includes gathering data that can be used to evaluate the effectiveness of ongoing programs and inform planners when revisions in their forecasts and programmes are needed. In other words, Human resource planning is directly and closely associated with the development and success of an organisation. If an organisation is desperate to be dominant in its industry, compared with other rivals, it should pay more attention to the function of Human resource planning and apply it scientifical ly. Virgin Atlantic is the second largest long haul airline in the UK and the third largest European carrier over the North Atlantic. Since Virgin Atlantic Airways was founded in 1984, it has become Britains second largest carrier serving the worlds major cities. Now based at both Londons Gatwick and Heathrow airports, it operates long haul services to thirty destinations world-wide as far apart as Las Vegas and Shanghai. Its route network has grown rapidly to include destinations in the US, Caribbean, Far East, India and Africa, and they have won virtually every award the travel industry has to offer. Virgin Atlantic has enjoyed huge popularity, winning top business, consumer and trade awards from around the world. The airline has pioneered a range of innovations setting new standards of service, which its competitors have subsequently sought to follow. Despite Virgin Atlantics growth the service still remains customer driven with an emphasis on value for money, quality, fun and innovat ion. Virgin Atlantic has carried around 53m passengers since it began operations and now employs almost 9000 people worldwide. Human Resource planning plays an important role in Virgin Atlantic Airways. The future in any country is uncertain i.e. there are political, cultural, technological changes taking place every day. This effects the employment situation. Accordingly Virgin Atlantic Airways may have to appoint or remove people. Therefore Human Resource Planning can only be a guiding factor. If Virgin Atlantic Airways does not plan for the future they have less opportunity to survive the competition ahead with a lot of competitors like British Airways, Bmi, British midland, American Airlines, Continental and Delta. Without the process of human resource planning if Virgin Atlantic Airlines will not be able to find out how many people will be required in future they will have expansion problems. In case of recession if Virgin Atlantic Airlines wants to undergo retrenchment, withou t human resource planning it will be difficult for the business to decide which departments cost should be cut down, which departments workers should be fired and how many people should be laid off. Therefore major issues of a business such as expansion, diversification, technological change, should be backed up by the availability of human resources. As it suggest modification in the plan when the expected manpower is not available. Virgin Atlantic Airlines will not be able to take further actions. The company will not be able to identify the number of jobs which will become vacant in the near future. Without Human resource planning Virgin Atlantic Airlines will not be able to offset uncertainty and change. Sometime the organisationmay have machines and money but not men and consequently the production cannot be started. The individual needs of the employees for the promotions transfers, salary enhancement, better benefits will not be provided if business is unaware of human resource planning, therefore employees will suffer from financial and non financial rewards and will lose the interest in the business resulting in absence and risk for business in long term. Without human resource planning business will be unable to anticipate the cost of salary, benefits and all the cost of human resources facilitating the formulation of budgets in a society. Virgin Atlantic Airlines will not be able to provide required working conditions in a business. As according to Health and Safety at Work etc Act 1974, also referred to as HASAW or HSW, is the primary piece of legislation covering occup ational health and safety in the United Kingdom. The Health and Safety Executive is responsible for enforcing the Act and a number of other Acts and Statutory Instruments relevant to the working environment. Workplace health and safety is an important issue for every business. Every employee needs to be aware of the importance of these issues in the workplace and the best way to improve staff awareness of these issues is by providing access to a health and safety course. Without human resource planning Virgin Atlantic Airlines will not be able to closely know what important safety measures should be taken into an account as well how staff awareness of importance of these issues can be improved. Resulting in a lot of unhealthy activities as well harmful incidents for workers. To summarise an effective HR planning helps the company to prepare ahead of time for these vacancies rather than acting in a reactionary manner when an employee resigns unexpectedly. Another benefit of having a recruiting plan in place is that the recruiters know where to target theirjob searchto find the best candidates. Successful recruiters plan ahead and know what skill sets are essential for the right candidates, and they know how to interview effectively. Companies that include HR planning are prepared for future open positions that result frombusinessgrowth and expansion. Another benefit of HR planning is having career-development procedures, which consist of identifying future company leaders and helping them grow. This means that when an executive or manager leaves or retires, there is already someone ready to promote into the position.Successful HR planning includes training models and procedures. This training includes new-hire training to teach new employees about the com pany culture, internaldatabases, software, and the skill sets necessary for specific positions. The benefit of this type of training is that all employees are taught the same thing in the same manner, which creates consistency and accuracy in daily work. Effective HR planning incorporates aspects of employee management, such asperformancereviews and disciplinary procedures. Companies benefit from having these systems in place because they help managers do their jobs and prevent potential lawsuits. Standardized performance reviews help managers look for key items when reviewing and ranking subordinates and ensure that everyone is reviewed on the same scale. Therefore without Human resource planning business will not be able to survive in short term. As Human resource planning is a backbone of a business survival.

The Effects of Nature and Nurture on Shaping of Behavior Essay

The Effects of Nature and Nurture on Shaping of Behavior The nature/nurture investigation has been studied for many years by psychologists and it is a subject that is still in debate today. It brings up the question, how is our behaviour shaped, and the two sides of the answer are nature and nurture. Behaviour in the context of a human being can be described as; the way humans act and think in situations. What is meant by nature and nurture? Nature is the word used to describe the biological aspects that shape behaviour, for example genes. Nurture is the word used to describe the social aspects that shape behaviour, for example interaction with parents. This essay will cover both sides of the argument referring to psychological theory. To start with the psychodynamic theory, this is defined, according to Dictionary.com as â€Å"The interaction of various conscious and unconscious mental or emotional processes, especially as they influence personality, behaviour, and attitudes†. This is a theory used on the side ...

Debut albums †Life Essay

This is a phrase, a philosophy phrase that is about living, daily living. But what do you think it really means or should we say what is the hidden meaning about it? Why just living is not enough? Living is not enough because we need to experience all the things we can. Simple as to explore the world or the things that was given to us by our beloved GOD. We need to experience all good, better and best, bad, worse and worst. From worst to best to know what the word LIFE truly means. It also doesn’t mean we need to do crimes in order to experience bad things, it’s just like problems, wounds and etc. We and I consider it as bad things because I don’t like any of that happen to me. Just living is not enough†¦. We need to explore and find the true meaning of life. He who hesitates is probably right. This is a philosophy that we can use daily, why? Because this is about decision making. And we always make decision in every aspect of our life. As a student I can relate in this because of our recitations in school. We always hesitate before we raise our hands to answer. We will suddenly know that our or my answer is right because someone answers it. And it’s too late to get the credit. The philosophy above is trying to teach or to tell us that if we have ideas, share it, tell it, explain it because we will never know if our ideas is right if we don’t try it. Not only for students but all individuals around the globe. Human life is purely a matter of deciding what’s important to you. This Philosophy is saying human life always choose what’s important to you. But why? All individuals are different from each other, different tastes, likes, dislikes and many more. But we all have similarities, we always choose what’s important to us in every problem that comes in our life. For some instances, family problems like marriage and your family doesn’t want your fiance or fiancee, you will decide what’s MORE important to you your family or your love one? If you choose your family, then go and it’s also the same if you choose your love one. I understand in this philosophy that this our instict that we always choose what’s important to us but it never assures us that what is important will be the best for us. Only friends can answer your calls everytime of day that matter. This is a simple philosophy that is about friendship. If we first read it, we will quickly understand what it means. But what do we understand? We all know we have many friends in our life, friends in school, friends in the neighborhood and many more. We also know not all friends are real, just like this saying says â€Å"Some friends are gold and some friends are silver†. The philosophy above is trying to tell us that only TRUE and REAL friends can answer your calls no matter what your problem is. The friends that are there for you no matter what. No matter what time of day it is, you could call them and they’d be there for you. And it’s true, they are the ones that matter. The people who you can really rely on to be there for you are the ones that should matter in your life.

Extraordinary Circumstance Review

Introduction and Aim of the Review This review of WorldCom is based on the Extraordinary Circumstances by Cynthia Cooper. The purpose of review report is to conclude whether WorldCom satisfied the Code of Ethics and the Attribute and Performance Standards set forth by the IIA. Background WorldCom was one of the largest telecom companies in the world during 1996 to 2002. The company helped to grow a small regional company that bought and re-sold long distance in the South into an international behemoth that operated in over 65 countries.However, in 2002, the senior management and employees perpetrated a massive fraud, and in June, WorldCom announced that it had â€Å"misstated† its financial statements over the last five quarters by $3. 8 billion. After coming out this scandal, WorldCom went bankrupt, and it has been the largest bankruptcy ever. Analysis Based on the book Cynthia Cooper wrote, WorldCom didn’t comply with the Code of Ethics and the Attribute and Performan ce Standards. Fraud The internet bubble that burst in March, 2000 is followed with much larger and more devastating collapse: Telecom.WorldCom’s financial statements were far worse than expectation that would result in stock price fall, downgrading company and most importantly—losing capital to acquire companies. Then CEO and CFO were planning to change the financial statements with mid-level accountants. They thought if the financial statements were better in next quarter, they could cover the change. But things didn’t go according to plan. They had to change the number until the whistle blew. Lack of risks assessment During the WorldCom expansion, CEO, Bernie led the company through 70 acquisitions in less than 20 years.Bernie was too audacious to expand the company without consideration. For example, when board didn’t want to invest any more capital or incur more debt on telecom, Bernie mortgaged everything he had to buy TMC outright. The strategy help s LDDS expand, but also planted bomb in the company which exploded in the future. Gambling rather than risk control When World Com was acquiring other companies, some were not willing to receive a combination of cash and stock. They would sell the stock as soon as they get.In order not to let the stock price fall, the executives in WorldCom bought the stock instead at a discount price. Luckily, as the result, the stock price went up dramatically. Low internal Audit department position Internal audit department was a dispensable unit in the company and didn’t get high attention during that time. Unlike external counterparts, internal auditors are usually employees of the companies they audit. Some companies choose to have only a small, token group, others none at all, and others outsource the function altogether, sometimes to the same public accounting firm performing the external audit.Cynthia Cooper was announced to be the director of internal auditing by CEO, Bernie. They p robably had some deals under table during CEO fraud. Individual manipulation and lacking of proficiency LDDS was too big to have so many employees reporting to CEO, Bernie directly. Meanwhile, Bernie doesn’t have technical telecom or financial training and he was only interested in what he liked and understood. His goal was to make WorldCom to be the NO. 1 stock on Wall Street rather than capture market share or be global which implied the tragedy of WorldCom.He continuously acquired the other companies to make WorldCom bigger and bigger without deep consideration, even paid the price to lose his confidants. Lack of programs improvement WorldCom was praised as a â€Å"fast-growth† company—a rate of growth usually achievable only by external acquisition, not organic internal evolution. If WorldCom ever stops acquiring, growth will most likely slow, which will negatively impact analysts’ ratings and WorldCom’s stock price. The main business in WorldC om is not real telecom business; instead, it’s a acquiring and resell business.Thus, there were no improvement or clear organic structures in the company. What’s more, WorldCom didn’t have its own wireless network and it only sells wireless service, which would result in loss revenue later. Lack of after acquiring testing WorldCom acquired 65 companies successfully until the failure of acquiring Sprint. Internal auditing department only employed 10 people to monitor the huge company. Not mention to monitor and test the acquired companies. Lack of auditing CEO During the golden period of WorldCom, Bernie obtained loan from plenty banks which related to the stock price of the company.As long as WorldCom stock stayed higher above a level, banks wouldn’t issue a margin call, requiring Bernie to come up with the cash to pay down enough of the loan to bring the collateral to remain at a certain percent of the loan. As a result, when the stock market fluctuated in 2002, WorldCom stock price went down below the certain level, and the board had to help Bernie to pay the loan, or the stock price will keep falling as the banks lose confidence in WorldCom and sell stocks one after another.But at the beginning, there was no one to control Bernie not to borrow money and take that risk to pay marginal call. Conclusion WorldCom was proved to be a big success and a tragedy in the history. Its strategy of expansion through acquiring constantly helped it grow-up to be a top 100 company in the stock market. However, it’s precisely because this â€Å"crazy† acquiring method let the WorldCom ignore the foundation of operating activities. Investors neglect the cash flow statements rather than totally relied on the equity return.As the internal department, it didn’t play a good role in assurance and consulting activities for the acquiring process. Since the department wasn’t gain enough attention from the board and was usually i nfluenced by the executives, like CEO—Bernie, it was hardly to let them perform well under the Bernie’s control. In this case, Bernie was seen as â€Å"Gods† in WorldCom and there was no one came up with objections, even some will oppose the acquiring, but at last Bernie still could do what he wants.Even Cynthia found there was a fraud from the new CEO and CFO after Bernie left WorldCom. It still couldn’t prevent the tragedy Bernie planted before. At the same time, this case also gives a lesson that power should be divided rather than central control, and the person who holds the power should have the enough capability and professional knowledge. ——————————————– [ 2 ]. On page 52 [ 3 ]. On page 57 [ 4 ]. On page 77 [ 5 ]. On page 84 [ 6 ]. On page 129 [ 7 ]. On page 175 [ 8 ]. On page 127 [ 9 ]. On page 152 [ 10 ]. On page 172 [ 11 ]. On page 183

buy custom Equal Voting Rights essay

buy custom Equal Voting Rights essay Firestone succinctly describes the torturous journey that characterized the radical quest for the recognition of womens rights (2). The leaders of the movement wanted special attention to be given to women just as it was given to matters of race, color and servitude history. The radical leaders worked tirelessly to collect signatures as well as convince fellow women and likeminded people to work towards the noble course. This entailed moving from door to door, and from one town to the next, while at the same time bearing the blunt of meager funds and logistical challenges. Among those spearheaded the movement includes Elizabeth Candy and Susan Antony, who were delegates to National Labor Union Convention in 1868. At this time, efforts to mobilize female labor into associations that could fight for their rights had not yet recorded any signs of success. The association of the Womens Rights Movement (WRM) with Abolitionist Movement is what made it attain its militant attributes. The leaders of the movement were women who had lost their civil rights by virtue of getting married. In fact, the legal structure of the country had declared them dead upon marriage. Those who maintained their civil rights are those who chose not to marry. Even for these one, the ride was not smooth since they had no right to even sign their own wills. After divorce, women could not have custody of the children that they had sired during the marriage. The radical nature of the WRM can best be understood in the context of prevailing circumstances thatwomen were exposed to economically, socially and politically. Women were not allowed to attend school or college. One had to depend on a little knowledge of this skill or the other, often acquired in informal settings, for sustenance. The militarization of the feminist movements was closely linked to the anti-slavery sentiments that had been expressed for many years. Through the work of Abolitionist Movement enabled women to become aware of their rights, to understand the slavery that they had been living in. The political power that the WRM acquired through militant-like agenda was threatening to tear the country into pieces. For this reason, the political class had to pause and listen to the inequality sentiments that angered women throughout the country. The prevailing system seemed incapable of pretending to be democratic any more. It is amazing that feminine sentiments were aired for the first time during the civil war although women were easily persuaded to pursue other cause. If they had not been persuaded, the WRM history would have acquired a completely different history. The American reactionary forces had a strong influence such that without some element of militancy that reminded these forces of the civil war, womens rights concerns would not have gotten any attention in either the congress or House of Representatives. According to Catt, it took women 52 years of endless campaigns in order to have instances of the word male deleted from the American constitution. (44) During this time, 56 referenda were carrie4d outt, 480 campaigns were conducted in order to have legislatures submit suffrage amendments right to where voters were. 47 more campaigns were conducted in order to facilitate the process through which woman suffrage was written in state constitutions. In order for women suffrage planks to be obtained, 277 campaigns in support of party conventions were held (45) Friedman is of the view that contrary to popular beliefs, male chauvinism was not the main motivation for the cause of Womens Rights Movement, although it was a contributing factor (19). However, the influence of male chauvinism became more critical when the underlying forces, all of them constituted by men, worked towards suppressing the Womens Rights Movement. During the 19th century and before, the right for men to rule was so entrenched, absolute and unquestionable that even men took it for granted. It was as the Divine Right of Kings had been at one point in history of western civilization. After all, the laws of the land sanctioned it. Anyone calling for the mildest form of reform could not win through any other means short of militancy. The politics of the Womens Rights Movement took radical approach right from the beginning, in the mid-19th century, thanks to memberships of its leaders in temperance and abolitionist movements. Anti-suffrage forces were ready battle the abolitionists by all means necessary aware of this fact, the feminists had to take on a militant approach in order to assert their determination to fight for their right place in the American society. Buy custom Equal Voting Rights essay