The Financial Crisis Of 2008 - 1265 Words

The financial crisis of 2008 was one of the largest financial meltdown rivaling the Great Depression. In response to this crisis, Dodd Frank was created to regulate and fix the issue that occur. However Dodd Frank itself is a large legislation, consisting of 848 pages, bigger than all the past financial legislation combine. One of the major reason is that the financial crisis of 2008 has several factors that led up to it, whether it be speculative investment, and risky trades made by the company, or that most financial institution during that time period were extreme leverage by debt leading to a lack of liquidity when financial meltdown began. Dodd Frank attempt to tackle these problems, and among the many the Volcker Rule attempt†¦show more content†¦The ban on proprietary trading by commercial bank would probably have done nothing to mitigate the financial crisis, it did however add fuel to the fire. Simply before the crisis many banks were making speculative investment using the depositor money, many of which these trades is not for the customer benefits rather only for profit. Most commercial banks are back by the FDIC, which give the incentive for the traders and bank to think if the trade goes well then the profit is massive, however if the trade goes wrong it back up by the FDIC or the tax payer essentially. Basically banks has to incentive to make these speculative investment. It a form of moral hazard, it a behavior that does not benefit the customers at all, and it raises concerns to what kind of trades or investment would banks make in pursuit of profits. When the time came, the financial meltdown many banks didn’t have enough capital to stay alive, or wouldn’t want to lent capital to others because in fear of never getting pay back. This made the crisis even worst, resulting in a bail out by the government meaning the FDIC and taxpayers are left to pick u p the bills for the bad trades made by the banks. Thus the Volcker Rule is a partial repeal of the Glass-Steagall Act in 1999, which removed the barrier between investment banking and commercial banks, which made it easier for the latter to make large scale speculative trades. The rule will disallow shot-term proprietaryShow MoreRelatedThe Financial Crisis Of 20081384 Words   |  6 PagesThe turmoil in the financial markets also known as the financial crisis of 2008 was considered the worst financial crisis since the Great Depression. Many areas of the United States suffered. The housing market plummeted and as a result of that, many evictions occurred, as well as foreclosures and unemployment. Leading up to the financial crash, most of the money that was made by investors was based on people speculating on investments like real estate, stocks, debt buying, and complex investmentRead MoreThe Financial Crisis Of 20081747 Words   |  7 PagesThe economic crisis of 2008 was one for the ages, it changed the world of investing forever. That year, the stock market crashed, bank failures and the infamous wall street bailout that can all be traced back to the subprime mortgage crisis.. The 2008 economic crisis rocked the global economy for the worst, and to this day the United States is tryi ng to recover from the impact that the crisis had. In order to understand why exactly the banks failed people have to understand the subprime mortgageRead MoreThe Financial Crisis Of 20081817 Words   |  8 PagesThe financial crisis of 2008 did not arise by chance. The meltdown was precipitated by systematic striping away of the New Deal era policies of bank regulation. Most notable of these deregulatory acts was that of the Gramm-Leach-Bliley Act of 1999. This bill repealed the legislation which held commercial banks and investment banks separate. As the beginning of the 21 century approached many bankers clamored for an end to the policy of the â€Å"firewall† between Investment and commercial banks. Gramm-Leach-BlileyRead MoreFinancial Crisis 20085972 Words   |  24 PagesCORPORATE FINANCE THE GLOBAL FINANCIAL CRISIS 2008 Group’s member:Nguyá »â€¦n NhÆ ° Nam (C)Phan Thu AnNguyá »â€¦n Thà ¹y DungHoà  ng Bà ¡ SÆ ¡nNgà ´ Thá »â€¹ à nh Tuyá º ¿tDate: 28/11/2014 | AbstractIn 2008 the world was fell into the worst financial crisis since the Great Depression of 1929-1933. Although this crisis has gone, however, its consequences for the economy of many countries is very serious, even now many nations are still struggling to escape difficulty. Just in a short period, the crisis originating from AmericaRead MoreThe Financial Crisis Of 2008 Essay2044 Words   |  9 PagesThe 2008 financial meltdown resulted in the most treacherous investment landscape observed since the great depression. The most notorious issue was the subprime mortgage crisis, which had a ripple effect felt through every market in the world. The banks, whose leverage rate should never have been higher than two times capitalization, surged as high as thirty to forty times market cap. With this level of exposure, any unforeseen market fluctuations could mean disaster. Lehman Brothers, the oldestRead MoreThe Financial Crisis Of 20081125 Words   |  5 PagesA mortgage meltdown and financial crisis of unbelievable magnitude was brewing and very few people, including politicians, the media, and the poor unsuspecting mortgage borrowers anticipated the ramifications that were about to occur. The financial crisis of 2008 was the worst financial crisis since the Great Depression; ultimately coalescing into the largest bankruptcies in world history--approximately 30 million people lost their jobs, trillions of dollars in wealth diminished, and millions ofRead MoreThe Financial Crisis Of 20081689 Words   |  7 PagesOur society seems to doing well since the financial crisis of 2008. The country is recovering from the Great Recession, unemployment is down and the global domestic product is up. People have jobs and are paying taxes. President Obama lowered our budget deficit and promised to make healthcare more available to all. On average, America is well on its way to recovery. But what about the people that slipped through the cracks of the financial stimulus pl an? These are the people that lost their jobsRead MoreThe Financial Crisis Of 2008 Essay2553 Words   |  11 PagesWhen you think of the 2008 financial crisis that affected not just the US economy, but the world as a whole, most average middle-class Americans won’t really know what triggered this economic disaster. Most will probably blame, and rightfully so, those large corporations on Wall Street. These corporations, which deal with insanely large amounts of money, will always be wary of their stocks decreasing. But they also know that 99% of the time, everything will go back to normal in the future. What theyRead MoreThe Financial Crisis Of 20082083 Words   |  9 PagesEver since the economic virus called â€Å"negative interest rates† scattered over European and later Japanese banks, our economic system has been the most unstable since the financial crisis of 2008. The virus, negative interest rates, is a concept in which the central bank charges interest in bor rowing money and holding an account. It was brought forth in efforts to increase economic growth by giving commercial banks a tax on the large amount of reserves they hold in the bank. In other words, commercialRead MoreFinancial Crisis of 20081794 Words   |  8 PagesThe Financial Crisis of 2008 was the worst financial crisis since the Great Depression, however a lot of American’s want tougher law of be enforced against executives and companies they think started the mess (Jost/Misconduct). Civil charges have been brought up against major banks for misleading investors, but a federal judge rejected a proposed settlement saying it was too lenient (Jost/Misconduct). The flood of subprime mortgages roiling the housing market in the U.S. is also causing the worldwide

Can American People Develop Intimate Relationships Online

Can American People Develop an Intimate and Romantic Relationship Online? Amariche Hawkins University of Southern California Introduction Imagine a scenario where a man has created a Facebook profile and structured his online persona in a way that showcases what he believes to be his best attributes. He shares posts about his love for sports, cooking and literature. Over a short period of time, a young lady sees his profile and is intrigued by all the things that he has shared about himself publicly. She reaches out to him via a private message and over a period of time, of texting and sharing pictures, the two begin to build a relationship. This scenario is not uncommon. In fact 41% of American people said they knew of someone who†¦show more content†¦Americans can log in to their favorite social media platform or dating app and begin to immediately dialogue with anyone that is a reflection of one’s personal ideals and culture. The argument that community has increased still does not answer the question whether or not a true intimate relationship can take place with someone, who is not there physically. It was once thought that people who develop intimate relationships have to be from the same social class. However, when one presents their online identity, impression management allows everyone to dictate what they choose to share. It is believed by some researchers that the introducing of a new relationship starts out as being impersonal and the more one shares, the further the relationship develops thereby becoming hyper personal. Does that mean quantity of information that is passed back and forth between two parties have more significance than quality time or physical time spent in front of each other? One theorist has developed a theory based on this assumption. Joseph Walther is credited for developing a theory called Social Information Processing Theory which is a derivative of Media Richness theory founded by Richard L. Daft and Robert H. Lengel. Walther wanted to understand how relationships were being created online and if r eal intimacy can be achieved. There is some problems in definingShow MoreRelated Online Relationships Essay588 Words   |  3 PagesOnline Relationships Cyberspace relationships have the advantages of time, distance depletion, and fantasy abilities (Suler). Internet users can take on different identities or take part in fantasy games. They can become someone else. James Katz and Philip Aspen report that the Internet is a place to make friends and stay in touch with far away relatives (Stoll). It makes distance disappear. Also, online a person is given time before they must respond to the other person (Suler). They are givenRead MoreAnalysis Of Cornel West, An American Philosopher And Political Activist1444 Words   |  6 Pagessociety in which everything is for sale. Everybody is for sale, so there is ubiquitous commodification.† This quotation by Cornel West, an American philosopher and political activist, conveys the widespread objectification of human beings in our society. The narrow, traditional image of prostitution has experienced a dramatic shift in the post-industrial American society. Sex workers are not automaticall y considered to be from low-income, marginalized groups, and instead, they have come to also includeRead MoreCulture And Technology : Introduction1317 Words   |  6 Pagesintricate relationship that forms a symbolic circle of influence. â€Å"There is no real starting or end points within the circle – both technology and culture continue to influence each other as they develop and change over time† (Burley). In this paper I will concentrate on how technology interrelates with culture, analyzing how particular people’s relationships with their environment gave rise to particular technologies and how those technologies in turn influenced these society’s relationships with theirRead MoreThe World of Cyberspace and its Effects on Social Relationships2046 Words   |  9 Pagesit influences professional, intimate, and cordial relationships. Although many spectators are convinced that society’s frequent use of cyberspace has taken a turn down the wro ng path, cyberspace has opened up many opportunities for professional relationships to establish, such as the relationship between Facebook usage and an increase in work values in Taiwan (Lin, Le, Khalil, Cheng, 2012). However, contradictory results suggest that heavy use of the internet by people may be a factor of producingRead MoreRonald Reagan - Psychological Eval1080 Words   |  5 PagesHe has been called the most significant President of the 20th century. Ronald Reagan’s devotion to the American people and his unwavering commitment to managing both domestic and foreign affairs with sincerity, composure and efficiency provided a beacon of hope in an era that was marked by economic turmoil on the homefront and an impending threat of nuclear war. An analysis of Reagan’s life history, from a psychological standpoint, seeks to reveal the significant factors and influential events thatRead MoreAn Inside Look at 0nline Dating Essay1547 Words   |  7 PagesOnline Da ting Online website allows individuals to contact and communicate with others through the Internet each. It follows the sociological principle of social networking. The quest of love has inspired people to invest in much thoughts and efforts in the process of building a romantic relationship. Thus, online dating becomes a popular tool for building a relationship or starting a relationship nowadays. In addition, in order to accomplish the goal of finding the perfect partner there are manyRead MoreGeneration, Marriage, And Social Media1669 Words   |  7 Pagesself-actualization, and maximum psychological wellbeing (Finkel, 2015). With the recent legalization of gay marriage, greater numbers of Millennials will be tying the knot in the coming years and taking on the challenging task of maintaining deeply fulfilling relationships in a time of unprecedented distraction. To be effective in working with this generation, marriage and family therapists must understand the role technology will pl ay in supporting or hindering intimacy and commitment in millennial marriages. Read MoreEffects of Technology on Relationships1922 Words   |  8 PagesYana Feldman Professor Ebersole Analytical Reading and Writing 0802 November 2, 2010 Advances in Communication and Intimate Relationships Instant digital and online communication of the modern world influences love and courtship in relationships. The generations of today allow their interpersonal relationships to be formed and shaped according to the technology that is offered. This is one of the many important matters that are influenced by technology. Technology is manipulating the world withRead MoreHow Has Sexualization Affected Family? Essay3105 Words   |  13 Pagesexpression (Collins English Dictionary, 2013). Faced with a preconceived notion of what the average male and female are to physically look like and be treated as, sexuality have affected five specific areas; Media, Males, Females, Intimate Relationships and child- parent relationships. The secondary sources used for this Literary Review are a balanced mix of Internet journal articles and scholarly book research. Media Social Media is the 21st Century way of sending and receiving information the quickestRead MoreFacebook Can Be Thought Of As Antibiotics1600 Words   |  7 Pagesthe way people communicate, connect, relate and do business. What doctors, researchers and consumers did not know in 1945 was that, overuse and reliance of antibiotics and use without probiotic precaution would create resistant strains of viruses that would be even harder to cure. My proposal is that Facebook faces the same fate but on the psychosocial level. Just as antibiotics have given millions of people the ability to survive illnesses previously fatal, Facebook gives millions of people an opportunity

The Effects Of Video Games On Youth s Social And Communal...

Kahne, et al (2008) statically did an experiment to examine the effect of video games on youth’s social and communal activities. The results showed that the youth that have ever played some social video games had more social and political capability than people who never played social video games. Among young gamers, 63% people have heard or seen â€Å"people becoming mean and more aggressive while playing violent games†, 49% people have heard or seen â€Å"people becoming hateful, racist and violent while playing violent games† and more people, 78% people, have witnessed â€Å"people becoming more generous and helping while playing†. Most violent computer games experiments share similar methodologies. Most experiments as described in â€Å"evidences for†Ã¢â‚¬ ¦show more content†¦Violent video games do not have negative effects on all kinds of people. Markey P.M. and Markey C.N. (2010) suggested that violent video games only cause violent behaviors on people who had a previous temperament, such as high neuroticism, low agreement, or low creditableness. Besides, violent computer games may lead to aggression for some people, but in most cases, computer games do not cause violence in real-life. They also indicated that violent computer games do not incite violence, unless a person has certain personality traits. The Attorney General’s Office of Australia (2010) reported that the meta-analysis of Anderson, et al (2010) was a significant scientific debate, but violent video game causes aggression had not been proven or disproven. The Attorney General also indicated some confounders such as: 1. Social and political controversy about the topic. 2. Lack of agreement about definitions and measures of aggression, violence and violent video games. 3. Lack of measures of aggression and unclear of violent behavior. 4. Studies and researches may not be long enough and experimental objects may not be enough to get clear conclusions. Heart Rate experiment from Carnagey, Bushman and Anderson (2006) was also criticized because it was used to measure the level of aggression. Adachi and Willoughby (2011) conducted a study to examine

Essay On Diversity In The Workplace - 842 Words

Whats Happening in the Boardroom: Examining Diversity in the Boards of the Social Sector Introduction From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organizations mission. The purpose of a non-profit organization is often†¦show more content†¦As nonprofit boards have the responsibility of solving complex issues and a diverse array of problems it would be auspicious to ensure boards employ individuals with a diverse backgrounds/points of view to arrive at creative solutions. Unfortunately, that is not happening in board rooms across the social sector. BoardSource, the recognized leader in nonprofit board leadership, conducts a biannual study, Leading with Intent: A National Index of Nonprofit Board Practices. The study gathers information from chief executive officers and board chairs about board practices, performance, and composition. According to BoardSource 2015 Leading with Intent report of nonprofit boards, 89% of CEOs identified as white. When surveyed again in 2017, the statistic remained the same, 89% of CEOs identified as white. This suggest a lack of diversity within nonprofit boards and the process to change will be slow. With the data from the Leading With Intent survey it is difficult to refute the diversity gap, but why does it matter? There is a positive correlation between diverse workplaces and employee engagement; increased productivity, company morale, and higher retention rates. When employees are engaged they are more likely to feel personally invested in the success of the organization. There is also evidence that diverse groups arrive at more creative solutions thanShow MoreRelatedEssay on Diversity in the Workplace1258 Words   |  6 Pages Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative action and equal employment opportunity programs on the nations work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse America n labor force representing a microcosm of ourRead MoreEssay Workplace Diversity1577 Words   |  7 PagesDiversity is the uniqueness which every employee brings to the workplace in an organization or establishment. Examples of differences include nationality, belief, disabilities, physical appearance, race, gender, age, educational background, sexual orientation, and work experience, social and family status. At the workplace, valuing diversity means creating a work environment that respects and includes individual variation by maximizing the potential of all employees or in which every employee feelsRead MoreDiversity in the Workplace Essay1711 Words   |  7 PagesDiversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. Dimensions of diversity include but are not limited to: age, ethnicity, gender, physical abilities / qualities, race, sexual orientation, educational back ground, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience, and job classification. (Foothill-De Anza Community CollegeRead More Diversity in the Workplace Essay1414 Words   |  6 Pages  Ã‚  Ã‚  Ã‚  Ã‚  Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from differentRead MoreEssay on Workplace Diversity1262 Words   |  6 PagesProject Teams and â€Å"Workplace Diversity† Charles Baker June 21 2013 CIS 3317 Mr. Kevin Jetton Overview As I have been designated as the Project Leader/Manager of the new information technology system that is currently being developed, it is my duty to bring together the partner firms as to support and stimulate the swift and thorough development of this new technology. Due to the high level of expertise of this German firm, we have selected them to partner with us as we beginRead MoreWorkplace Diversity Essay2208 Words   |  9 Pages135 Workplace Diversity As our economy becomes increasingly global, our workforce becomes increasingly diverse. Today, corporate structures are involved in globalizing. Markets and market shares are more dynamic, and the workplace is increasingly more integrated. Companies are now investing in diversity management as they are now managing a global workforce. However, with the education and training on diversity for both the employer and the employees, many workers believe that workplace biasRead MoreDiversity in the Workplace Essay2595 Words   |  11 PagesRunning head: IMPACT OF DIVERSITY IN THE WORKPLACE McCann School of Business and Technology Janet Miller BU115 Customer Service Instructor’s Name: Mr. Andrew Roth Assignment Issue Date: April 28, 2010 Assignment Due Date: May 10, 2010 Outline Introduction to Diversity †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 Impact of Diversity in the Workplace†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 Why is diversity beneficial to a business? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..5 What are the legal risks? .......................Read MoreDiversity in the Workplace Essay1071 Words   |  5 Pages Diversity in a Workplace Discrimination are more common in workplaces, because some people only think of discrimination as making a distinction and judgment of a person based on color of skin. Discrimination goes far beyond color of skin. A person can be disseminated agonist for their age, disability, gender, religion, or even for being pregnant. In a workplace there are standards and policies in place to decrease the chances of a person being discriminated against. When the staff is diverseRead MoreCultural Diversity in the Workplace Essay968 Words   |  4 PagesErica L. Munsey Cultural Diversity In The Workplace Sociology 220B There is presently more than 60% percent of the United States work force that consist of immigrants, minorities and woman. Current studies show that in the next 10 – 15 years such groups will rise to 90% in the work force. Today’s leaders are now confronted with the challenges of how to effectively manage the work force that is increasing in the diverse lines of ethnicity, physical abilityRead MoreDiversity in the Workplace Essay examples1414 Words   |  6 Pages Abstract This paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. It is divided into four parts. Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts II characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Part III denotes religion

Human Resources †Knowledge Workers Free Essays

string(134) " and likewise the worker should not expect too much from the firm, hence the need for contracts to get an understanding of the needs\." Human Resources Management Coursework – Manjeet Singh – 7637434 The Question: â€Å"Examine the claim that the management of knowledge workers requires the development of human resource practises that are more suited to the particular characteristics of these workers and their jobs† Introduction The term â€Å"knowledge worker† was first used by Peter Drucker in â€Å"Landmarks of Tomorrow† in 1959. A knowledge worker is someone who specialises in a specific field as they possess certain knowledge which has been accrued through specific courses or experience in relevant activities, they usually have some sort of accreditation or documentation to certify that they have accrued this knowledge. They are typically well educated, and with the application of their knowledge it aids them to solve problems for an organisation and it is through problem solving that value is added for the organisation. We will write a custom essay sample on Human Resources – Knowledge Workers or any similar topic only for you Order Now As well as problem solving, knowledge workers are also involved in innovation, re-engineering, training etc. although there are certain tasks which would require knowledge workers with specific specialities. Knowledge workers are seen as a crucial asset as with application of their knowledge it can determine the success and reputation of the organisation. â€Å"The most valuable assets of a 20th-century company were its production equipment. The most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity. (Drucker, 1999, P135) This quote highlights the fact that we are moving away from the traditional mentality that wealth was based on the amount of resources an organisation held in its possession, and more towards how we handle knowledge workers and attain this knowledge. Knowledge workers attract higher banded salaries, with enhanced levels of autonomy in comparison to the normal employee. As a result th e turnover of Knowledge workers is typically high, because they are aware of the fact that the knowledge that they possess is of great need and importance to the organisation. In many cases the knowledge that these workers have allows the organisation to establish a competitive advantage over their rivals, which is why they are willing to pay the generous salary of these workers. If the workers are not kept happy, then it is easy for them to just move to a different organisation or hold back on the knowledge that they provide for the company. In addition, as the levels of autonomy are high this means that here is an element of self-government, and they have a high amount of freedom, for example they can work from home, this then decreases the amount of control that a firm has over a knowledge worker. Within this report I wish to discuss the different factors that would result in the need for different HR practices for knowledge workers. I will then also highlight which characteristics these workers possess that sets them apart from their colleagues at the organisation where they work and how the characteristics affect the HR practices. As these workers are of such importance to the organisation, they try their best to keep these workers at the organisation and as their job description differs vastly in comparison to the typical employees, this highlights the need for adaptation in the HR practices that are implemented by the firm as typical employees can be replaced rather easily, through the normal recruitment procedures, however, with knowledge workers, they add value for the organisation, thus, changes would have to be made to keep them happy at the organisation, whilst performing at an acceptable level. What are the benefits a Knowledge Worker receives? The main technique where we can identify a knowledge worker is by highlighting the benefits that they receive in comparison to normal workers. According to Lowendahl (1997), these workers are offered high remuneration and substantial autonomy, this simply means that there is no one overlooking them constantly and they are highly paid in comparison to others. Knell (2000) Pink (2002), also describe these workers as â€Å"free workers†, this would mean that for them there is a lot more choice as to what they can do. As they hold all the knowledge which is valuable, it usually means that these workers are a lot less reliant on the organisation that employs him. In addition to this, it is because these workers have access to knowledge and it is them that control it, this then enables them to control the flow of the knowledge, this would mean that they need to be kept happy in order to make sure that the flow of information is suffice and of value to the company. As a result of this, knowledge workers are also offered a lot more freedom in comparison to other workers. As described above, Knowledge workers are offered many benefits due to how aluable they are to the organisation, however, there are challenges that are then forced on HR with the benefits that they offer to these workers. I will now describe these below and show examples of changes and alterations that have been made either for the attracting, motivating or retention of knowledge workers. HRM challenges as an effect of these Knowledge Workers As Knowledge workers are offered such attractive advantages due to the nature of their work, this impacts the normal practices that are in place by HRM. Therefore, managing these Knowledge workers can be challenging for HRM. These include: Firstly, we can look at the work organisation; this has a major impact on the motivation and productivity of the knowledge worker. If the environment and the organisation is structured in a way that the knowledge worker doesn’t like then this could have a high negative effect on the company, as they need environments where they are comfortable and more importantly a place that offers them new challenges. Another challenge is the constantly changing psychological contract, this is where there are unwritten obligations and expectations that are out of the written contract of the knowledge worker. The firm should not expect too much of the worker and likewise the worker should not expect too much from the firm, hence the need for contracts to get an understanding of the needs. You read "Human Resources – Knowledge Workers" in category "Papers" Thirdly, if the knowledge workers have more than one employer, it is difficult to ensure that these knowledge workers stay loyal. The factor of opportunism can arise here as the knowledge worker would not take into consideration how them leaving or not being productive, can affect the company, instead they will just focus on the benefits that they can take advantage of. Due to the autonomy that is offered to these workers, monitoring the productivity and motivating the workers is difficult for the organisation. These workers also have varied desires as some of them go for the more short-term incentives, like money and freedom of work, or some tend to focus on building their career, and it is a must for them to work with well recognised clients. One of the biggest challenges that they face is the challenge of retaining these workers as turnover of these workers is significantly high in comparison to other workers. So it is critical that the HR department devise correct and well suited practices to make sure that these workers are content. The management of the knowledge is important because the knowledge is held by the workers and it is important to make sure that the flow of this knowledge is not restricted by any other factors that can be controlled or altered by the firm. The knowledge that they have also needs to be up to date as out-dated knowledge would not add maximum value for the organisation. Defining who owns the knowledge at question is also a challenge for the organisation as there are always boundaries which are often unclear and vague, they would need to know this so that they can clearly see how much knowledge the worker can dedicate to the firm. Also as a result of the worker having the knowledge with them, there is also always the threat of them going away and setting up their own firms and as they typically work with clients directly, they could take the clients with them to their own firm. As all these challenges to HRM have been described and highlighted I believe it also reveals the need for the differentiated HR practices for these workers as they vary massively to normal workers. Different contexts and organisations The dependency between the knowledge workers and the organisation also varies largely to normal workers as the firm itself is a lot more dependent on the knowledge workers. (Swart and Kinnie, 2003) suggest that this is because of knowledge workers changing the typical trend of the firm owning all the knowledge. In addition, the work process also differs making the firm more dependent on the workers. An example of this is where the knowledge is at the core of the company so that would mean the knowledge worker would usually be the main source of this knowledge. The knowledge worker is at the centre of the business but this is collaborated with the reputation of the firm and working closely with the worker to main a strong relationship which is strategically vital in that particular type of industry. As a result of this type of relationship and strategic collaboration, this would mean that both parties involved would be highly dependent on each other as the firm would not have the knowledge they require to do business as the knowledge is with the workers but the worker would need the resources, brand reputation and the clients that the firm has. Pink (2002) describes this as â€Å"substantial interdependency† as they are both reliant on each other. The only way this dependency can be reduced is by using knowledge management and outlining boundaries and expectations from both parties. It is important to look after these workers, as if the workers leave then the value created will also leave with them. It is also difficult within this type of industry to determine how much the knowledge worker did or is needed to add value as it is tacit knowledge, which is hard to measure. Knowledge work also influences the network of the organisation as in traditional employment, there is usually a hierarchy which is implemented and all who are involved in this will adhere and follow this hierarchy (Williamson, 1975). However, with knowledge work hierarchies won’t work due to the power differences that will be incurred as a result of the hierarchy. With knowledge work it is all about being in the correct networks and building a portfolio of careers (Castells, 2000). This gives them the freedom to go out and expand their knowledge base and they can progress within their career at their own will. It is the responsibility of the organisation to provide the workers with clients that are well recognised to keep them happy and motivated, as it would challenge them more and allow them to utilise their knowledge to their maximum potential. This is very good for the knowledge worker, however it poses a threat to the firm as they can potentially, take the clients with them if they were to leave because they could have formed a strong bond due to the high level of autonomy that they are granted, thus meaning that the organisation won’t know how close they are. For this reason it is important to evaluate the level of autonomy that is offered to these workers, they would need enough to keep the workers motivated but not too much where the workers can get too close with clients and cause problems for the organisation. Another factor which highlighted by Horwitz (2003), was how the ownership of the firm (foreign or local) affects the practices and the attraction of these knowledge workers, this shows that the culture of the firm has a major impact on the motivation and attraction of these workers. â€Å"Foreign versus local ownership appears, therefore, to reflect differences in certain types of HR practices such as using headhunters and advertising media to recruit and select knowledge workers† (Horwitz, 2003). This shows us that the differing organisations from different cultures use approaches to which they think is best, and there is not a universal, â€Å"one fits all† approach which can be used globally. In addition to this they also found that â€Å"both wholly owned foreign and local firms found a fun and informal work environment more highly or fairly effective† (Horwitz, 2003), this shows us that the workers take a preference to an environment which is more informal and again changing from the conventional hierarchical approach. An example is when Horwitz (2003), describes how there are certain cultural requirements or standards within Singapore (where they did their study), for example they have large respect for the hierarchy and everybody seems to know their positions. This would affect the knowledge workers in the sense that if there is a major emphasis on hierarchies within the organisation, it may push them towards multi-national companies with different cultures. Also, if a firm is international, this attracts knowledge workers as it allows them to travel and experiment different cultures, whilst working for the same firm, this also builds on their experience and makes them a more valuable worker. Figure 1: Proposed schema for attracting, motivating and retaining knowledge workers Source: Frank M. Horwitz. (2003). Finders, Keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal. 13 (4), 23-44. HR practices Figure 1 shows a schema which proposed for attracting, motivating and retaining knowledge workers, I believe that the elements that have been taken into consideration within the schema are critical and the schema is accurate, however, Horwitz (2003), says himself that it needs further hypotheses testing to make sure its accurate. In addition to this, it does not take into account anything about differing industries as for each industry, they found that different things motivated or attracted the knowledge workers, this is crucial as it again highlights that there cannot just simply be one standard approach or practice across all industries. According to Kinnear and Sutherland (2000), some researchers have found HR practices which they believe are vital for retention of knowledge workers and decrease the turnover of these workers. However, how could this be possible when there are so many factors that affect the different requirements of these workers and the HR practices required to accommodate these workers? The nature of work is exceedingly different, although there may be tensions between the two types of worker simply because, the knowledge workers are granted such high benefits and salaries. Again as per Figure 1, we can see that there is no consideration of normal workers, this implies further that these practices should be altered and suited for the knowledge workers. With altered practices it also shows that there is a possibility that it could affect the current employees’ chances of progression to get to the level of knowledge workers as the firm would invest so much into the recruitment of these knowledge workers, they would expect to find people that already have the knowledge and don’t require the training to work, simply just to settle in to the culture of the organisation. On the other hand, Frost (2002), goes on to also talk about how employers can distinguish between the two types of workers and thus, supports the claim that HR practices need to be different for the types of workers and this will allow them to both be happy and progress accordingly. In addition to this, Despres and Hiltrop (1995), state â€Å"traditional approaches to work remuneration and reward are no longer appropriate in a post-industrial knowledge economy† (Horwitz, 2003) this further reinforces the idea that new and fresh approaches are needed for knowledge workers and the industries need to move away from this old fashioned mentality as the industries are evolving more and more towards knowledge based organisations. A key thing that Horwitz (2003) found was that the most popular HR practices implemented by the organisations were not always the most effective, this can be questioned as the study was in Singapore, but I believe that it just simply reinforces that the culture of each country and organisation varies and thus would affect the wants and needs in HR practices from the knowledge workers. In addition to this, they say â€Å"There is increasing evidence that particular organisations are beginning to acknowledge that distinctive HR practices lead to better knowledge worker performance. (Horwitz, 2003) this again shows the link between altered practices for these workers has a positive impact on the work and the morale of the workers. The design of the job was stated as being high important as part of the satisfaction of the knowledge workers, as if it designed correctly, then this can have a positive impact on the morale, productivity and behaviour of the knowledge worker (Thompson and He ron, 2002). This again shows the importance of different practices for these types of jobs and not to just let them have a monotonous job style like the normal employees. Conclusion In conclusion, I agree with the initial claim that HR practices should be altered for knowledge workers. I have discovered the real sheer importance of these workers to organisations and how they add value to organisations, for this reason I believe the benefits that are afforded for them are fair and deserved and although they do require some changes which organisations are not accustomed to, for example, losing hierarchies, partnership style working, allowing them to work from home and other challenges the pose to HR, there are certain ways to attract, retain and motivate them. They also can be risky for a firm, with the ambiguity of their tasks and lack of control from the organisation, but if the firm can keep them happy and monitor in a suitable way, then the worker would be kept happy. Knowledge based companies especially should recognise the importance of tailoring HR practices for these workers, as they are what would give them the competitive advantage, they are also characterised as being innovative and this is key to any firm. Finally, I believe that these workers will shape the industry in the coming years, so firms should invest into finding the best HR practices which suit their own culture and organisations based also on their industry. References Castells, M. (2000). The rise of the network society: rise of the network society. Oxford, Blackwell. Despres, C. and Hiltrop, J. M. (1995), â€Å"Human resource management in the knowledge age: current practice and perspectives on the future†, Employee Relations, Vol. 17 No 1, pp. 9-23. Drucker (1999). Managing Oneself,† Management Challenges for the 21st Century. Frost, M (2002) `Managing knowledge workers’. HR Magazine, May, 47: 5, 124-126 Horwitz, F, 2003. Finders, Keepers? Attracting, Motivating and Retaining knowledge workers. Human Resource Management Journal, 13/4, 23-44. Knell, J (2000) Most Wanted: The quiet birth of the free worker. Futures reports Kinnear and Sutherland (2000) `Determinants of organisational commitment amongst knowledge workers. ’ South African Journal of Business Management, 32: 2, 106-111. Lowendahl (1997) Strategic Management of Professional Service Firms Pink, D. H. (2002). Free agent nation: the future of working for yourself. New York, Warner Books. Swart, J. Kinnie, N. (2003) knowledge-intensive firms: the influence of the client on HR systems. HRMJ, 13 (3) 37-55 Thompson, M. and Heron, P. (2002). `The employment relationship and knowledge creation: evidence from RD based high technology firms. ’ EURAM Conference, Stockholm (May), 1-10. Williamson, Oliver (1975), Markets and hierarchies, analysis and antitrust implications Word Count : 3,242 including references How to cite Human Resources – Knowledge Workers, Papers

Curfews Essay Research Paper Curfews unfair ineffective free essay sample

Curfews Essay, Research Paper Curfews unfair, uneffective, and unconstitutional When you hear politicians and constabularies speaking about acquiring tough on # 8220 ; juvenile offense, # 8221 ; you may conceive of a school shot, like those that have late occurred in Jonesboro, Arkansas, and Springfield Oregon. Others may remember Television cartridge holders of immature people, sometimes covered by masks or paper bags to conceal their individualities, being dragged off in handlocks, as the telecasting speaks of coursers runing from colza to robbery. But in America today, more childs are arrested for curfew jurisprudence misdemeanors so any other individual class of offense, including all violent crimes-combined. Everyone from jurisprudence enforcement to the President have endorsed tougher curfew Torahs as being the solution to America # 8217 ; s offense sufferings, though none have of all time cited existent informations to turn out that directing 142,000 childs through the justness system for being out excessively tardily each twelvemonth reduces offense. They assume that anything that takes childs off the streets must cut down offense. We will write a custom essay sample on Curfews Essay Research Paper Curfews unfair ineffective or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There is no justification to juvenile curfews ( which may explicate why the Supreme Court did non compose an sentiment on the affair ) . Restricting an American # 8217 ; s freedom of motion is an obvious trespass over the First Amendment, and to saunter around a park or public square is barely the # 8220 ; clear and present danger # 8221 ; to the community normally required for such an violation. USA Today has described the Torahs as doing it # 8220 ; a offense to be young. # 8221 ; The American Civil Liberties Union # 8217 ; s ( ACLU ) John Horwarth told the Washington Post that curfew Torahs infringe on the rights of # 8220 ; all people, including the immature, to # 8230 ; by and large move about without intervention from governments unless and until they are really making something unlawful.† But a metropolis city manager or councilman has no demand for such rhetoric. Why worry about the First Amendment when one can claim to be cut downing the offense rate, yet affect no electors? The Conference of Mayors conducted a study of 347 metropoliss with a population over 30,000. About 80 per centum of the surveyed metropoliss have a nighttime young person curfew, and 26 per centum of these metropoliss besides have a daytime curfew. Nine out of 10 of the metropoliss said that implementing the young person curfew was a productive usage of a constabulary officer # 8217 ; s clip. Many said curfews give constabulary clip to concentrate on older felons. Approximately 10 per centum of the metropoliss surveyed felt that curfew enforcement was non the best usage of an officer # 8217 ; s clip. Some metropoliss besides complained that curfews increase the sum of paperwork they must treat. And some noted there is nowhere to take juvenile lawbreakers if their parents aren # 8217 ; t place. The metropoliss that did non happen curfews a utile tool argued that nighttime curfews place the metropolis in the parental function and do more offenses during non-curfew hours. It is hard to conceive of a more blazing misdemeanor of Constitutional rights than the curfew Torahs which restrict the motions of teens countrywide. The Supreme Court has refused to hear instances oppugning such Torahs, such as the Washington State Supreme Court # 8217 ; s 1973 opinion which stated that # 8220 ; mere sauntering or lounging on a public manner is lawful and the right of any adult male, adult female, or child. # 8221 ; The Bill of Rights, seemingly, still is merely applicable to those whom the authorities wishes to affranchise.

Key Elements of the Recruitment HR Assessment

Question: Describe about the Key Elements of the Recruitment for HR Assessment. Answer: The policies and the key elements of the recruitment and the selection process play the most vital role in selecting the most suitable candidate for the vacant position of the firm. The interview round with Miss Adams reveals her personal life details and suitability for the post of Customer Service Officer. As per the policies of Human resource management, it is very important for the candidates to highlight their marital status in the curriculum Vitae, as it provides the details of the employees. Miss Adams was supporting three of the children but the interview records do not evaluate the fact that whether she was married. For this, I would give her 1 star as the information was not adequate. She had done schooling up to midyear 9 high school level and this can be given as 1-star rating as she does not possess a good academic record (Armstrong, 2014). She held six jobs within past two years and this reflects her short term or un-stability in an organization which highlights her neg ative point and for this, I would give her average of a 2-star rating. The overall gap of six months in her job career so 2-star rating for this and the position varies from clerical work to waitressing and this is good to provide her good knowledge of different positions so for this I would give her 4 stars as it would be good for a customer service officer. Her commitment to working one more extra hour after office hours and for this she would be given 5 stars as this is good for the development of business process (Truss, Mankin, and Kelliher, 2012). She is located at 30kms from office so there might be the delay while reaching office and for this, I would give her 3 stars that are an average. References Armstrong, M. (2014).Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page. Truss, C., Mankin, D. and Kelliher, C. (2012).Strategic human resource management. Oxford: Oxford University Press.