Culture of Kazakhstan Free Essays

â€Å"Culture is a process for identity of living creatures and cultural evolution raises the identity of society, benefit goes to its individuals. Culture is the domain of human activity associated with self-expression of a person, a manifestation of his subjectivity. That’s why every culture has additional features, as related to both the `creative person, and everyday practice, communication, reflection, generalization, and his daily life† (Religious Studies:Textbook / Ed. We will write a custom essay sample on Culture of Kazakhstan or any similar topic only for you Order Now MM Shakhanovich. – St. Petersburg. Peter, 2006). On our planet, there are so many different countries with their own traditions, customs and culture, The relationship between these cultures and people rather strained, so there are national characteristics, specific to each nation. Actually, it’s not a secret that, traditions that are normal for Europeans, is totally unacceptable for Asian people. After the failure of etiquette, tradition and cultural heritage of the country, can lead to various conflicts. The uniquences of individual nation, lies precisely in its cultural characteristics that are unique to him. ( Every culture 2011) â€Å"Kazakh ethnic group, held a long period of formation, in which participated many tribes and nations, has an important place in the history of Eurasia, and one of the oldest ethnic groups. It is the successor to the cultural heritage of all nations who took part in its formation, so that the Kazakh people – one of the richest n ations in cultural terms. Kazakh culture until the twentieth century was a nomadic†. (Every culture 2011) According to the Kazakh traditions, guests are treated to the Kazakh national cuisine for dastarkhan (dinner table) in yurt. Yurt, adapted to nomadic life and a very effective tool in the process of nomadic meets all the requirements of the nomadic lifestyle can be easily disassembled and quickly installed a new location. Kazakhs have a lot of different traditional events, like Nauryz, or Spring Festival, Shildehana and so on. Nauryz falls on the vernal equinox. On this day, every woman cook a special dish, â€Å"Nauryz kozhe†, which consists of seven types of products: Siberian millet, wheat, rice, barley, millet, meat, and kurt. People go from village to village, eat this food, sing the song â€Å"Nauryz†, hug, congratulate each other a Happy New Year and wish a good offspring in the new year and prosperity at home. â€Å"Shildehana† – celebrated on the birth of son, wealthy people inviting people and organized contests of singers, trick riding on horseback. Also Kazakhstan like all countries where the spread of Islam, it was customary to   religious holiday – â€Å"Eid†. In this celebration, the sheep and lambs are sacrificed in the name of God.. The meat is given to the poor, and partly used for the family. An obligatory ritual of the holiday is a common prayer in the mosque prior to sacrifice. In this day of celebration in every home preparing a meal, all congratulate each other. At that time, â€Å"the more you learn about French traditions and culture, the more you will be interested in. France has a long and varied history to draw upon, and countless legends and customs have been passed from generation to generation. In addition, each region of France is quite unique†. Easy-french 2011) They expect guests and foreigners to behave in the same manner that they do. The French are all about preserving their culture and being individualized. â€Å"France is culturally vivid and varied phenomenon. Various times, manifest in the architecture of France, calling each other, also appear the picturesque outline of the locks, bridges, towers† (Everyculture 2011). When the French come off the art, they are happy to deal with such sports as football, rugby, basketball, cycling. Bycicle race tour in France popular all over the world. Traditional games such as bowls, are also very popular. â€Å"France is a secular state. The main religion is Roman Catholicism, but it doesn’t play a leading role in public life and experiencing a relative decline. Islam is the second most common religion, followed by Protestantism and Judaism† (Yakovlev, EG Aesthetics: A. Tutorial. – M. : Gardariki, 2003). So, people can notice, there are a lot of differences and similarities between European and Asian countries. In general, the greeting in both countries absolutely different. For instance, in France, â€Å"when people greet each other, they shake hands or embrace with a kiss on both cheeks . Kissing is only done when two people are close friends or relatives. For the most part, the embrace is done only the first time in a day in which one sees someone and is not repeated again until one says good-bye† ( Every culture 2011). Likwise in Kazakhstan, if you know the person very well, you should greet with a kiss on one cheek once and shake hands. Notably, in both countries, almost the same greeting. How to cite Culture of Kazakhstan, Essay examples

Reflections on Achieving Career Success and Personal Fulfillment

Current Situation I am a long way from becoming a good leader. It will take years before I can become an exceptional leader. But this is my dream, to become the best that I could ever be when it comes to leadership and the ability to build an organization from scratch. I am not going to be contented with building a business from nothing but it is part of my life’s goal to create something that can be sustained for a very long time.Advertising We will write a custom essay sample on Reflections on Achieving Career Success and Personal Fulfillment specifically for you for only $16.05 $11/page Learn More In addition, I want that organization to be something of a force in the social realm, meaning that it is not only in existence to make money but to help build a better world. I know that my contribution may be insignificant compared to giant companies out there but I believe that I can inspire others to do the same thing. And collectively it can be a force to be reckoned with. So far my experience with good leadership is working under a person who is conscious of the need for constant improvement. My employers in the past had given me an idea of what a good leader should be. I also have an experience with a boss that does not seem to understand principles of leadership. HE may have known intellectually but his heart was not sold out to the idea of transforming himself to become an exceptional leader. As a result the organization that he built continues to stagnate. I learned from a bad leader as well as from good ones.  Aside from my desire to become a good leader and learn how to become there are a couple of issues that are shaping my worldview. These issues are powerful because I believe that it is affecting the political and social environment. One is the issue regarding a â€Å"flat world† and the second one pertains to the influx of cheap and yet low-quality products. These two issues are related and when these are combined the impact can be disastrous to those who enjoyed a certain lifestyle and one day find out that Asian products have changed the way business is being done. These are critical issues and I believe that universities and other learning institutions must take a closer look at the consequences of radical changes in the business world. Take for instance the idea that the world is going to be â€Å"flattened.† This is of course a metaphor used to describe the increasing equality between highly industrialized nations and those that can be found in Asia. Consider the assertion that in the past China was no match to the United States and the United Kingdom when it comes to international trade. But today this statement no longer holds true.  In the not so distant past South Korea was just a consumer of American and European made products. After the Korean War, this country was utterly dependent to Western powers and their benevolence when it comes to economic aid.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More But today it is common to see Korean made cars plying the streets of Europe and United States. Samsung is an instantly recognizable brand.  If these things are not enough there has been a new phenomenon that has bothered many and in fact it is the root cause of the creation of the term â€Å"flat world† and it is none other than the transfer of jobs overseas. This can be as simple as building cheaper factories in countries with cheap labor and therefore increasing the profit margin. However, it can also be as complicated as setting up business outsourcing facilities in countries like India. This has threatened not only blue collar workers but even professionals such as accountants and computer programmers. It is now possible to ask equally talented workers abroad to complete a project at half the cost. These issues are currently shaping my worl dview. However, I will not be threatened by it, instead I will use it to motivate me to become better. It is also a form of a guide for me giving me a map as to what is happening to the world. It will also give me an idea as to the need for greater improvements in learning as well as skills in order to compete globally. Life Goal and Strategy My life goal is to become an exceptional leader, able to lead men and women and perform great works of service for mankind. I am thinking of Steve Jobs and the revolutionary products that came out because of his vision and leadership. I am thinking about business leaders like Ford and Welch that transformed the way people live because of their contributions to society. I am also thinking of philanthropists and leaders of charitable institutions that worked hard to make this planet a better world.  All these things can be achieved if I put myself to a process of continuous learning. It is impossible to achieve these goals without setting up lo fty goals and to adhere to standards that mediocre performers do not pay attention to. In this regard I will strive to continually understand the principles of total quality management as exemplified by companies that earned the right to receive the Malcolm Baldrige Award. I also made the commitment to know more about just-in-time inventory and lean management systems. These are strategies employed by successful Japanese firms and the core value is to eliminate waste. Finally, I would make it one of my priorities to learn more about corporate social responsibility and socially responsible investing.  My strategy can be simplified and label it continuous learning. There is a need to bring myself to different settings in order to meet different types of people.Advertising We will write a custom essay sample on Reflections on Achieving Career Success and Personal Fulfillment specifically for you for only $16.05 $11/page Learn More My short term goal is t o find a mentor that can help me understand leadership principles and teaching it form the point of view of an expert who had experienced these principles and not just being familiar with them in an academic setting.  It is important to continue observing the behavior and tendencies of highly successful people. I find on other way to achieve this than to work in a publicly traded company. I need to observe how a leader reacts to pressure coming from shareholders and external forces. Effective Leadership An effective leader is a good communicator. An effective leader understands the importance of people skills. An effective leader is knowledgeable about leadership principles. However, almost every leader is aware of these things. But I am not just interested in becoming an average business leader, I want to attempt something that can be considered as impossible judging from my current state. Therefore, I need to change my view of effective leadership to mean those who are highly su ccessful and considered as leaders in their respective industry.  I now believe that an effective leader is someone who understands the motivation behind the Malcolm Baldrige Quality Award. There are so many things that can be said about effectiveness in leadership but by focusing on the Malcolm Baldrige Quality Award an aspiring leader encounters a set of principles that can guide him or her to becoming one. Thus, an overview of the said award immediately reveals a level of standard that enable the person to strive for something higher, something that mediocre leadership can never even consider. By the way, Malcolm Baldrige is a former U.S. Secretary of Commerce. He was a part of the Reagan Administration that made an impact to the United States economy in the 1980s. Even before the term â€Å"globalization† became a part of popular culture and the implications known to many Westerners, Malcolm Baldrige and like-minded men were the first to recognize that the dominance of the United States was no longer assured in the long run. After World War II, the military and economic strength of the United States was without equal. This has prompted many to consider this country as a superpower. Furthermore, U.S. based businesses and other organizations were leading the pack in creating products and services that can only be described as cutting-edge. But the persistence of its major competitors to take a slice of the market led to the development of management strategies and leadership techniques that allowed them to inch their way back into the winner’s circle. As a result American dominance in product and process quality waned.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Part of the remedy was for the Federal government to make deliberate steps in order to provide incentives. The purpose was to keep in mind the following goals. First, there is a need to promote awareness when it comes to the importance of quality and how to improve the quality of products and services for the sake of the national economy. Secondly, there is a need recognize those organization that made calculated steps in order to transform the way they do things. And as a result of that process they were able to offer something that had made an impact in American society. Finally, the Federal government found a way to reward those who are willing to share best practices among U.S.-based organizations. This is the kind of mindset that I want to dwell into. I want to think that an effective leader is someone who is thinking of these things. Another way to understand effective leadership is to study the leaders of organizations that won the Malcolm Baldrige Quality Award. By looking a t the names of the organizations it is easy to see the link to their brand and the kind of products that they produce and how this has changed the way people live. It is truly the mark of an effective leader and his organization.  In 1988 it was Motorola that won the award, in the category of large manufacturing. In 1990 there were three prominent names in the industry that received the award and these are: Cadillac Motor Car Division; IBM Rochester; and FedEx. Two years later it was Texas Instruments, ATT Universal Card and ATT Bell Transmission Systems. The beauty of studying the Malcolm Baldrige Award helps the leader understand the key areas that require focus. Thus, the aspiring leader is not going to study only one aspect and fail to devote time to master other key components of leadership skills. The following are the areas that the Malcolm Baldrige Quality Award is keen to measure and observe: Leadership Strategic Planning Customer and Market Focus Measurement, Analysis, and Knowledge Management Human Resources Focus Process Management Results Aside from looking at the Malcolm Baldrige Quality Award it is also important to look at the example of leaders. One of the most exemplary models of great leadership skills is Michael Dell who built a company from scratch. Consider that he created a business from his dorm room. In that tiny space he started building a system of manufacturing and delivery that would become one of the biggest and most respected companies in the planet. It is hard to find a place where no one recognizes the brand name Dell.  I always think about Dell every time I mention the idea that something great can be developed from humble means. It is indeed possible to grow a business without having the necessary resources enough to create a big company. There is no need to take out a loan that is difficult to pay back. A wise leader knows how to maximize every single piece of resource available to him.  Michael Dell is also an examp le of how an imperfect leader can learn from his mistakes. He was not an expert about computers but he was willing to learn. He was willing to adapt to the forces of a changing world that continually shaped his time and his surroundings. He sought the help of others. By doing so he expanded his knowledge about the business world. He understood supply chain management and everything else needed to make sure that a revolutionary system of manufacturing and delivery of goods would work. Globalization and Socially Responsible Investing There are certain issues that I am concerned about. I briefly discussed on the idea of globalization that it has created a â€Å"flat world† and that it has transformed the idea of competition between two nations. In the past the United States and other European countries continued to believe that their economic dominance will never end. They experienced a rude awakening in the latter part of the 20th century when China and India surged ahead and w ere able to sell products that are cheap and therefore priced competitively in the market. Aside from the globalization and the rise of business outsourcing companies, globalization enabled companies to grow as powerful and as wealthy as a geopolitical nation. This means that a company like Microsoft or General Electric can be as powerful and influential as country. It can enter a certain location and exploit natural resources without thinking of the consequences of their actions and its effect on the lives of future generations of people. It is therefore important not only think about how to build a company but also to consider how it can be sustained. And how it must be managed in order to create products and services that can change the lives of people for the better, not something that would become a source of grief. Globalization has broken down borders and this means that products that used to have taken longer to enter a country have now become routine. In recent headlines on e can read tainted products from China. These are not just poorly-made products, these are products that could harm people and deal a serious blow to their health. How was this possible? It is the result of a vicious cycle. There is great demand for cheap products and therefore Chinese companies are pressured to keep their prices low. In the process the supply chain management aspect of the business is no longer an important component of the whole process. These things become secondary to profit.  There are different ways to deal with the tendency of organizations to focus on profits and create short cuts to achieve their goal of making money rather than the responsibility of providing quality goods and services. One way to do it is to boycott the said companies and not patronize their products and services. But this is something that is difficult to do because it requires a great deal of organization and coordination. It would be difficult for an individual to rally others and pr otest against a company. But an individual can still make a difference and this can be done by those who have funds to invest on a publicly traded company. More and more people are becoming aware that it is not only important to make money but to help in creating a better world for the present and future generations of people. Thus, there are those who tried to understand how to invest on companies that had shown its commitment to the various stakeholders. There are those who are investing based on the capability of the company to give back to the community. This practice is known as socially responsible investing. Investors are aware that corporate leaders are sometimes unable to listen to the voice of complaint. They are unwilling to change their ways based on the suggestions of customers and other concerned citizens. But there is one way to make them sit up and notice and that is to pull out the money invested in these companies and re-invest it in other companies that have shown signs of social responsibility. My Contribution I can personally contribute to solving the negative impact of globalization and multinational companies that are not mindful of how they have exploited the people and natural resources of a particular area, by learning how they are doing things and informing other people about these practices. If I have the money to invest in publicly traded companies then I must study which ones had shown signs of corporate social responsibility. This is the company that I will invest my money into. Lessons from Case Studies The case study regarding the rise and fall of Xerox has created a great impact in me because it shows that the most successful companies can go bankrupt in a few months if the leaders fail to understand the importance of diversity and flexibility. Xerox failed to diversify because its leadership grew complacent to their overwhelming success. When it comes to the case study concerning Motorola, the lesson learned is the need to ma ke employees feel that they have the freedom to suggest their ideas and to experiment. It is only by creating this atmosphere can innovation become part of the culture of the organization. Without innovation a company begins to stagnate. Once a company could no longer provide innovative products and services then its competitors can take over. When this happens it will not take long before a company begins to deteriorate, lose market share, and then go bankrupt. Xerox lost money because it can no longer provide cutting-edge technology to its customers. I also understood the importance of building the correct environment wherein leaders thrive. It is not enough to develop manuals, rules and standards that leaders can use to develop a profitable organization. A successful company and the existence of effective leadership is a by-product of culture. A culture must be established first. It is the culture that dictates the behavior of the people and the leaders. It is also important to b uild and not to control. In the case of Xerox, its corporate leaders learned fear at the height of its success. They became defensive minded. As a result they wanted to micro-manage everything. Thus, there was a high level of control instead of the spontaneity and innovation-mindset common in fast-growing firms. It has been advocated that leaders must learn to think outside the box. This is easier said than done. This is easier said by academicians who had nothing to lose. But for a businessman who is about to lose hundreds of millions of dollars it understandable why they are defensive minded first before they venture into more risky deals. This is a major concern when a company begins to make money. These organizations are no longer willing to lose a part of their investment in order to create something big. Most of the time this attitude is evident only to those who are just starting to grow their company, not to those with a well-established system.  I also realized the import ance of business ethics especially when it comes to large corporations. The case of Enron and WordCom are just a few when it comes to the utter disregard for business ethics. The leaders of these organizations forgot that they do not exist to simply make money. They were responsible for the investments made by shareholders. They were responsible to their employees. But they gambled everything for the chance to increase their revenue. Without a clear understanding of business ethics a leader may spend a great deal of time, energy, and money to build something and yet he is unable to hold on to it. The leaders at these bankrupt companies did not only suffer humiliation when they lost everything that they gave their lives for, they also were incarcerated. Thus, they did not only lose money, they also lost their reputation and their freedom. Interpersonal Differences Interpersonal differences must be managed especially when it come to creative solutions to problems. If a leader is unabl e to consider the ideas of his subordinates then time will come when everyone will simply accept what the leader said even if his ideas are plainly wrong. It is important to allow others to voice out their opinions. Interpersonal differences can become so contentious that a company will lose some of its key leaders and top talent because they are unable to make the necessary compromise. I remember the story of Steve Jobs who was forced out of the company that he built from nothing. Imagine the level of inflexibility exhibited by those in leadership who could not allow a maverick like Steve Jobs to operate and bring their company to next level. Interpersonal differences can be the result of a narrow worldview. It can also be the result of the need to adhere to a specific standard or traditions even if these things are no longer applicable in a real-world setting. Sony continued to rely on their colored TV sets when its competitors were already building flat screen TVs. Xerox refused to change even if their patents were already expiring and other companies are already copying the technology that they built their business on. Interpersonal differences are common especially in a successful organization that can attract strong personalities. It is difficult to find a person of great courage and skill and not stubbornly cling to his ideas and beliefs. Consider Michael Dell when people tried to tell him that his ideas would not work. It is difficult to imagine him backing down and accept what his critics had to say. It is difficult to imagine Bill Gates backing down from a challenge. He could have wilted against the criticism that there is no way that he could have defeated IBM. Self-assessment and Needed Improvements I still need to learn more about leadership especially when it comes to management techniques such as lean-management systems and just-in-time inventory. I have heard about these concepts but in discussing globalization and the problems that it brings I cannot immediately relate management techniques to these ideas. I need to know how an effective leaders use these concepts to build a more streamlined organization. Aside from reading books, it is important to read and analyze case studies. Case studies are different from news articles and information given in a simple narrative style. A case study forces the reader to look at the leadership and management principles involved. A case study looks at the problem and the solution. As a result the mind is trained to think rather than to absorb more information. I also realized that a leader is not only an expert when it comes to an overall view of the company; an effective leader is someone who is intimate with details. It is impossible for the leader to know everything but it is inexcusable for a leader not to know the basic workings of a company. Problems when it comes to accountability and illegal practices can be nipped in the bud if the leader is aware of the details. He has to fi nd a way to know more about the inner-workings of a company and not just delegate everything. For so many years some of the top leaders of Enron and WordCom were unaware that their finance officers and other key players were manipulating accounting data just to satisfy the clamor for more profit.  It is what is known as command-responsibility, the leader is responsible for everything that happens under his watch. He must find a way to monitor what is happening. There are some things that he cannot delegate. It is a common problem in most organizations that when a healthy profit margin was already achieved, there is a tendency to become complacent. There is a need to keep things sharp and to always have the motivation to go to the next level. In this regard it must be part of the corporate culture to develop the need to continually transform the organization. The moment that there is stagnation among the company, certain leaders must be given the task to re-invigorate the company. Thus, the CEO and other corporate leaders must invest in this endeavor. Resources must be released for this purpose. Course Learning This course is an important part of my quest to learn more about leadership. This course has provided me the ability to build a much better map towards my goal. In the past I thought that my determination to become an exceptional leader is enough. But by going through this course I realized that it is not enough to simply read and study. It is not enough to simply gather information. There is a need to process this information. More importantly it is important to look at issues and then the solutions. It is not enough to simply criticize the weakness of a leader and organization. It is also imperative to formulate solutions. A leader is not part of the group that continually complains and fault-finders. A leader is solution provider. The mark of a true leader is not to bring people down to the pits of despair. An effective leader shows the way how to c onquer and overcome their problems. Conclusion An effective leader is a valuable commodity. Great leaders are in short supply. But I discovered the reason why. There is no effective way to develop leaders. I realized that it must be a deliberate plan. An organization cannot simply wish for the right leader to come along. An organization must train their people to develop them into effective leaders. An effective leader does not wish for a capable protà ©gà © that he will train to handle the task of leadership when he has retired. An effective leader is a mentor that continues to teach and train others who would love to follow in his footsteps. The absence of an effective leader can lead to problems as disastrous as Enron, WorldCom and other companies that changed the world in a negative way. This essay on Reflections on Achieving Career Success and Personal Fulfillment was written and submitted by user Jace Baldwin to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Neighborhood Crime Prevention Program Essays

Neighborhood Crime Prevention Program Essays Neighborhood Crime Prevention Program Essay Neighborhood Crime Prevention Program Essay Neighborhood Crime Prevention Program Name: Course: Date: Neighborhood Crime Prevention Program Introduction Neighborhood crime prevention program is part of a comprehensive package that is implemented to deter and prevent crime within neighborhoods by involving the residents. It involves a neighborhood watch where people watch over their neighbors’ safety. It works through neighbors within a residence who are supposed to look out for suspicious issues and incidents and report them to the police before anything happens (cityofboise.org, 2012). This helps in deterring potential crimes and offenders from committing their crimes. It ranges from block watch, community watch, home watch and citizen alert. Neighborhood crime prevention programs arose because of emphasis in the involvement of citizens in enhancing prevention of crime. It is one of the oldest programs of deterring crime in the United States. It was officially launched in 1972 where citizens were required to organize themselves and work with the police and other law enforcement authorities in deterring crime. Since its initia tion, statistics have correlated it to safer neighborhoods. Overview of history and objectives In 1972, a model of neighborhood watch program was created by the National Sheriffs Association. It was in a search of a crime prevention program to address an increase in crime especially burglary (cityofboise.org, 2012). However, its development started towards the end of 1960s after the rape and death of Genovese where several neighbors were witnesses but did nothing to help their neighbor. This resulted in people forming groups to watch over their neighbors. Since then it has continued to grow across the country. Recently this year, it was emphasized even more after the shooting of a teenage boy by a man claiming to be on a neighborhood watch. He left his car to pursue the boy, which is against the role of a neighborhood program. The program does not allow neighbors to take the law into their hands. Rather, they are supposed to report the crimes. The main goal of neighborhood crime program is deterring crime and preventing potential offenders from committing crime through collaboration between the citizens and the police department, as well as creating a sense of community within the residences. The objectives could vary in different regions depending on the different security needs within different neighborhoods. However, there are general objectives that apply to all neighborhood crime prevention programs as stated below. Teaching citizens on how to keep their homes safer and reduce the probability of falling victims of crime through watching each other Encouraging residents to become more acquainted with each other and seek ways of creating a strong sense of community in order to work together towards protecting their neighborhood Training citizens in ways of reporting and recognition of suspicious incidents as well as suspicious people within their residence Opening up communication between the neighborhood, sponsors, law enforcement departments and other stakeholders in order to enhance collaboration and coordination Increasing awareness to citizens on burglary issues and other crimes through a continuous information and communication program Enlisting all residents, homes, apartments and businesses within a resident in operations identification Literature and organizational structure, operations and practices of programs There have been several pieces of literature on the issue of neighborhood crime prevention program. They have focused on researches conducted about their effectiveness and evaluations on their performance. Much of the literature has associated neighborhood programs with low crime rate, suggesting they are effective in deterring crime. Much of the literature review has been conducted by institutions such as the police and the federal bureau of investigations. Some of the practices of the programs include notifying the police of suspicious incidents, working with police and forming collaboration with the neighbors. Additionally, its organization takes the form of collaboration between the citizens and police where the people are the eyes that identify the potential crime while the police come in to intervene. Data or statistical analysis According to statistical analysis, neighborhood crime programs are effective in reducing criminal activities. The data show a crime reduction effect of 16 to 26 percent National crime prevention council. (2012). The popularity of the neighborhood programs has continued to increase over time with about 41 percent of Americans estimated to be living in communities covered with neighborhood watch. From the report, this was the biggest form of organized crime deterrent program in United States (Bennett, Holloway, Farrington, 2008). Effect on crime and community From several studies, it has been proven that neighborhood crime programs are effective in deterring crime. They have the ability to prevent and reduce crime, as well. Considering that it focuses on preventing potential offenders from engaging in criminal behavior through collaboration between the citizens and the police department, it has several effects on crime and community, as well. The biggest effect on crime is stopping the potential offenders from committing crimes through warnings that show an area has neighborhood programs. On the other hand, its ability to deter crime ensures that neighborhoods can be safer. It also enables citizens to take responsibility of their own security and safety through watching out for each other. The research further fins that not all of the neighborhood programs were successful. Some yielded no result in reducing crime. The report cites that areas with a high rate of crime are harder to implement such programs due to the lack of trust among the neighbors (Gross, Ruoff, Laino, 2012). Performance Evaluation and citizen participation/support In areas where the programs are successful, support and participation of the citizens is usually high to enhance the safety. The program does not work without proper coordination among the neighbors. However, for most areas where such programs have been implemented, citizen participation has been favorable making them a success. Without the collaboration of police and the citizens, such crimes would hardly work. Citizens have taken responsibility of taking care of their neighborhoods through involvement with the police. Performance has improved over time with more and more residents organizing neighborhood programs. More so, strategies have improved where police response is quite fast Conclusion Recently, neighborhood programs have been growing at a rapid rate. In general, much of the literature consulted has suggested that neighborhood crime prevention programs are effective in deterring crime. Statistical data have shown that it reduces the crime rate by an average rate of 16 percent. This is because of its ability to deter crime within neighborhoods (Gross, Ruoff, Laino, 2012). The programs work well if there is proper coordination between the citizen and the police. Without such communication, there would be no success since the citizens are reporters of suspicious incidents while the police intervene. Thus, without communication between the two main parties it would be hard to deter crimes using such programs. However, due to participation of citizens in helping the police in deterring crime, success has been achieved. It has had both the effects of reducing the crime rate and building a sense of community within residents. The programs are also largely based on trust between the neighbors. The digest finding in most of the researches conducted is that neighborhood crime prevention programs are associated with safer neighborhoods. References Bennett, T., Holloway, K. Farrington D. P. (2008). Does Neighborhood Watch Reduce Crime: A Systematic Review and Meta-Analysis. Washington, D.C.: U.S. Department of Justice Office of Community Oriented Policing Services. cityofboise.org. (2012). Neighborhood Watch. Retrieved from http://police.cityofboise.org/crime-prevention/neighborhood-watch/ Gross, D.J., Ruoff, A. Laino, T. (2012). Neighborhood watch groups reflect on practices after teen’s fatal shooting. Retrieved from gazette.net/article/20120417/NEWS/704179990/neighborhood-watch-groups-reflect-on-practices-after-teen-s-fataltemplate=gazette National crime prevention council. (2012). Neighborhood Watch. Retrieved from ncpc.org/topics/home-and-neighborhood-safety/neighborhood-watch

Definition and Examples of Gradatio in Rhetoric

Definition and Examples of Gradatio in Rhetoric Gradatio is a  rhetorical term for a sentence construction in which the last word(s) of one clause becomes the first of the next, through three or more clauses (an extended form of anadiplosis). Gradatio has been described as the marching or climbing figure of speech. Also known as  incrementum and the marching figure (Puttenham) Jeanne Fahnestock points out that gradatio could be described as one of the patterns of topic/comment or given/new organization identified by 20th-century text linguists, where the new information closing one clause becomes the old information opening the next (Rhetorical Figures in Science, 1999). Etymology From the Latin, gradationem ascent by steps; a climax. Examples They call for you: The general who became a slave; the slave who became a gladiator; the gladiator who defied an Emperor. Striking story.(Joaquin Phoenix in the film Gladiator, 2000)Men often hate each other because they fear each other; they fear each other because they dont know each other; they dont know each other because they can not communicate; they can not communicate because they are separated.(Martin Luther King, Jr., Stride Toward Freedom: The Montgomery Story, 1958)In the loveliest town of all, where the houses were white and high and the elms trees were green and higher than the houses, where the front yards were wide and pleasant and the back yards were bushy and worth finding out about, where the streets sloped down to the stream and the stream flowed quietly under the bridge, where the lawns ended in orchards and the orchards ended in fields and the fields ended in pastures and the pastures climbed the hill and disappeared over the top toward the wonderful wide sky, i n this loveliest of all towns Stuart stopped to get a drink of sarsaparilla.(E.B. White, Stuart Little. Harper, 1945) One voice can change a room. And if it can change a room, it can change a city. And if it can change a city, it can change a state. And if it can change a state, it can change a nation. And if it can change a nation, it can change a world.(Barack Obama, presidential campaign speech in Des Moines, Iowa, November 5, 2012)The only graceful way to accept an insult is to ignore it; if you cant ignore it, top it; if you cant top it, laugh at it; if you cant laugh at it, its probably deserved.(Russell Lynes)We glory in tribulations also: knowing that tribulation worketh patience; and patience, experience; and experience, hope: and hope maketh not ashamed; because the love of God is shed abroad in our hearts by the Holy Ghost which is given unto us.(Paul, Romans 5:3)If you sow a thought, you reap an act. If you sow an act, you reap a habit. If you sow a habit, you reap a character. And if you sow a character, you reap a destiny.(anonymous, quoted by Samuel Smiles in Life and Labor, 1887) She abandoned religion for mesmerism, mesmerism for politics, and politics for the melodramatic excitements of philanthropy.(Vivian in Oscar Wilde’s The Decay of Lying, 1891)Design must have had a designer. That designer must have been a person. That person is GOD.(William Paley, Natural Theology, 1963)All our knowledge brings us nearer to our ignorance,All our ignorance brings us nearer to death,But nearness to death no nearer to God.(T. S. Eliot, Chorus from The Rock, 1934)It takes an egg to make a henIt takes a hen to make an eggThere is no end to what Im sayingIt takes a thought to make a wordAnd it takes a word to make an action.(Jason Mraz, Life is Wonderful) Shakespeares Use of Gradatio My conscience hath a thousand several tongues,And every tongue brings in a several tale,And every tale condemns me for a villain.(William Shakespeare, King Richard III, 1591?)[F]or your brother and my sister no sooner met but they looked; no sooner looked but they loved; no sooner loved but they sighed; no sooner sighed but they asked one another the reason; no sooner knew the reason but they sought the remedy; and in these degrees have they made a pair of stairs to marriage which they will climb incontinent, or else be incontinent before marriage . . ..(Rosalind to Orlando in William Shakespeares As You Like It, Act Five, scene 2) Pronunciation: gra-DA-see-o

Conflict in Employment Relationships Essay Example | Topics and Well Written Essays - 1750 words

Conflict in Employment Relationships - Essay Example Conflict with your boss doesn't have to lead to derailment if the effort is made to effectively manage the situation. By appropriately manage conflict, positive consequences can result. Managing conflict can lead to a more productive working relationship between the employer and you're the employee: Increases effort. In many ways, we need our differences to help us clarify our own positions and better understand others. The chaos and confusion that naturally surrounds a search for clarity can actually energize the efforts of all. To deal with the conflicts many organizations' human resources or the employment relationship departments have developed grievance procedures. These procedures facilitate in managing the conflict otherwise organizations may face huge losses in terms of employee turnover and employees themselves may find themselves loosing or changing a job too often. A grievance is normally a complain by an employee that to notify that management or the employer in some way or the other has violated any of the terms of their employer-employee contractual arrangement. Formally the grievance procedure is for the processing of allegations from the lower tiers of management to the upper tiers. This allows employees to lodge complains if they have any regarding the work environment, work situation and any of the working relationships also without any fear of reprisal if the process is really fair. A fair and a just grievance procedure may also lead to development of credibility as a good employer for the organization. One of the benefits of well developed grievance system is that it helps firms resolve any conflicts or differences in interest internally and not leading to any court involvement or furthermore any of the public announcements or disclosures that can be more costly. I do not agree with the statement that there is no need of grievance procedures in the organization. The arguments in favor are presented in the following text. The reason of my agreement which are elucidated as under includes: Saves costs for organization Gives employees a voice Provides a mechanism for employees to communicate upwards Represents justice Enhances organizations' capability Allows managers to learn of the grievances at lower tier But, since it is believed that the conflict between the employee and the employer is inevitable therefore, the systems may thought to be flawed or useless because there is always a bias involved in the relationship even

Finance and accounting Case Study Example | Topics and Well Written Essays - 1250 words

Finance and accounting - Case Study Example The WACC reflects the aggregate cost to the financial institution with regard to the company. It is the value that represents the total return that is required by equity or debt holders against the investment in the firm. The risk free-rate is the interest rate charged on the treasury bonds to reflect the bonds of the government as the price that is risk-free. The beta of the firm measures the risk of the stock and was taken based on the average of the industry. The average beta factor that is used is 0.78. The additional information that facilitated the qualification include the working capital averagely 28.1%, the risk-free interest 4.25% respect to a tax shield of 40% and cost of equity 7.79%. The above information facilitated the computation of WACC which in this case is 8.33% in the excel file. Cash flows are computed by EBIT (1-Tax rate) + Depreciation – Net working capital. We shall consider using the average present value so the Future Cash flows are discounted by using equity cost of capital. For discounting the terminal value, the WACC is used considering that after 5 years, the company leverage ratio will be constant and in conforming with the competitors in the industry. The present value of equity affiliates is computed by multiplying it with the average price to Earnings ratio. The un-levered cost of capital for computation of the firm is 7.37%. Because dividend to earnings ratio is changing from one year to the other, the adjusted present value is the best method for valuation of the firm.

Management Of People At Innodis Limited

Management Of People At Innodis Limited This report is an analysis of the management of people at Innodis, a company in Mauritius. We are trying to understand the functions of HR at different level within the organisation and essential how these functions are link to its overall strategy and mission and values. We will also address to how the company values its human capital to achieve its goals and at the same time ensure that the people are given career progression. Introduction We have chosen to do our assignment on Innodis simply because it is one of the most famous organizations in Mauritius. Innodis deals with consumer goods. At this time, Innodis has over of 1100 employees. The vision of Innodis is to continue to thrive as a business over the next ten years and beyond. Together with its strategic partners, Innodis has drawn a road-map to guides every aspect of its business by describing what the need to accomplish in order to continue achieving sustainable, quality and growth and thus become the preferred choice in all the market it operates. The mission statement of Innodis is the commitment to supply its customer and customers with the finest high- quality products and to lead the industry nutrition research and education. Innodis Ltd supports these goals with a corporate philosophy of adhering to the highest ethical conduct in all its business dealings, treatment of its employees, and social and environmental policies. At Innodis, they have their human resource department at the Head Office which is found in Port Louis. From there, they monitor the overall human resource operations by their human resource manager and with their administrative employees. Innodis has many branches and has a human resource officer and an assistant human resource officer at each branch. These human resource officers report to the human resource manager about everything dealing with employees. The fact that the company aims profit making, they make sure that the human resource operations go smoothly and do not impact on the quantitative results that is final output the qualitative results that are the outcomes. As ethics is an important part of the welfare of an organization, Innodis has the motto of ethics. However Innodis rather looks at the business case that is profit maximization. There is the intrusion of the trade unions concerning the welfare of employees. This is the reason why the company has to make sure that their employees are safe. Mission, Vision And Values Mission: To continuously work towards offering to our consumers selected products of the highest quality at affordable prices. Vision: To be the preferred choice in all markets that we operate. Values: To treasure the human capital and the personal development of all of our people indiscriminately of their position or social stratum. To comply strictly with food and environmental health and safety regulation and to continue to embrace sustainable development principle. Aspire to be the forerunners of innovation, especially when it comes to meeting consumer growing demand for healthier food alternatives. Innodis has been adhering to its mission and values closely and their has been considerable closing in on their vision. How Innodis has been staying focused on its vision will be discussed in this report progressively. Corporate Structure and Brief History Chairman: Sir Renà © Seevaye Kt. , CBE (Non Executive Director and founder of Innodis) Executive Director: Jean How Hong (CEO) Other Non-Executive Directors: Maurice de Marasse Enouf, Gil de Sornay. Innodis started as Mauritius Farms limited in 1973 as a family business for chicken production. In 1986, they became the exclusive supplier for the Laughing Cow from Fromageries Bel, France and some other Unilever products. They later changed their name in 1995 to Happy World Foods Limited and in 1996 they listed themselves on the Stock Exchange of Mauritius. They received their first ISO 9001 certification in 1999 and a second one later in 2009. They diversified in yoghurt production under their own brand name Dairyvale. They again changed their name to Innodis Limited in 2006. In 2010, they expanded to Nigeria and Vietnam in the consultancy and management business. People at Innodis Innodis has been a leader in Human Resource functions in Mauritius and in 2010 they were awarded the Employer Brand and were also highlighted as the Best People Management Practices. Innodis values its human capital very highly by encouraging free expression of idea and talent in diverse fields and is noticeably see to have very loyal employees who have been working with Innodis for over 20 years. This contribution of knowledge, skills and experience from loyal employees add up to create value for Innodis and therefore this overall factor becomes a fundamental competitive advantage for Innodis. (Refer to Exhibit 1, 2 and 3 for the types of training given at different management levels) Recruitment at Innodis Innodis stick to a simple concept of recruitment which is to obtain at minimum cost the number and quality of employees required to satisfy the human needs of the company. The recruiting functions also aims to: Obtain a pool of suitable candidates for vacant post. Use a generally accepted and fair process. Ensure that all recruitment activities contribute to company goals and a desirable corporate image. Conduct a recruitment activities in an efficient and cost-effective manner. Innodis recruitment is based on an Advertise-Appointment-Interview policy. Normally appointments must be made in accordance with this policy and must, therefore, be subject to advertisement and interview. However there are exceptions to the application of this policy when it comes to grant awarding bodies. The Human Resources Department must approve any exceptions in advance of formal appointment, for example where a grant awarding body approves funding for a named individual to work on a particular piece of research and the grant is dependent on that individuals contribution. Innodis has a very practical recruiting culture. They basically tap into the companys culture to obtain a steady source of job applicants. Basically it recruits people mostly by referrals from existent employees but this concept is mostly applied at bottom management levels. This constant supply of job applicants results in a pipeline approach for Innodis to obtain recruits at a very low cost and thus achieving its main objective to get employees at low cost. They always have many applications stored for various types of jobs. For middle management and top management levels, vacancies are mostly filled from internal sources by promotions and transfers. Innodis ensure that appropriate candidates have the required skills and knowledge in order to get promotions. Most employees at Innodis are given appropriate training opportunities in order to promote their own development. This is also a very important strengthening factor to the culture at Innodis as it forms part of their core values. Nevertheless, training is a long process and if Innodis need an urgent replacement at those management level they are compelled to look from external recruitment sources with are mostly through advertising. (Refer to Exhibit 1, 2 and 3 for the types of promotions given at different management levels) Selection at Innodis At Innodis, selection is on the basis of appropriate criteria and merit, a record of the process and decision is kept and the monitoring information returned to the HR Department. When a vacancy arises, consideration must be given to staff whose posts are being made redundant and for whom redeployment is being sought. The HR department takes into consideration that recruiting a redeployed can reduce both the time and the cost incurred in filling a vacancy. The basis of selection process is to collect maximum possible information about the candidates to ascertain their suitability for employment and it involves the following steps: Screening of information Selection Tests Interviews Checking of References Physical Examination Approval by Appropriate Authority Placement Ethics of Recruitment at Innodis While processing the applicants, the Heads of Departments at Innodis make their staff aware that when dealing with enquiries about vacancies it is unlawful to state or imply that applications from one sex or from a particular racial group would be preferred. Care is also considered when initiating contacts with applicants that all are treated in the same way, for example with regard to invitations to visit the department, informal meetings to discuss the vacancy, and provision of information. The confidentiality of applications must be respected by all of those involved in the selection process. The company ensures that it is willing and able to attend all interviews for the duration of the recruitment process, to maintain consistency and to ensure fair treatment of all candidates. Short listing decisions should be based on evidence that the applicant has met the requirements of the person specification. Short listing panel members should avoid dismissing applicants who appear to be over-qualified. At Innodis, staffs conducting interviews must be aware that, although questions asked may not in themselves be discriminatory, the interpretation of answers by the panel could exhibit prejudice. For example, if indications of ambition were to be regarded as a worthy characteristic in applicants of one sex or ethnic group but not in another. Information regarding personal circumstances which is found in a CV or at interview must not be taken into consideration in reaching a selection decision. For example, the fact that a male candidate shares details of his domestic circumstances with the panel but a female candidate chooses not to (or vice versa), should not be taken into account. Effective Induction at Innodis It has been seen that new employees often experience an induction crisis. The new working environment is often perceived by the new recruit as frightening. This can result in high labor turnover. Innodis tries to reduce uncertainty in the new employee by presenting them with lots of information concerning: History of organization Mission statement and objectives Company and personnel ethics Structure of organization Terms of employments Payment systems and benefits Holidays and sickness arrangements Rules and regulations of the organization Innodis find that it is important to show how a certain job is linked to the overall goals of a business unit and that of the organisation. The role of all individuals are linked to the vision and mission of Innodis. Individuals are shown their part in the whole mechanism of achieving the objectives of Innodis and through this they develop a sense of belongingness to Innodis by bringing around positive attitudes and increased motivations and performance. Training and Development It is in the core values of Innodis to treasure human capital and the development of their staffs indiscriminately. They provide a variety of trainings to employees based on their management hierarchy. These trainings mainly aim at increasing the job knowledge and skills of employees at different level that may lead to increased productivity, quality of work and work life. Innodis uses training as a platform to develop a positive culture to manage the process of change within the organisation. Employees are trained mostly for future promotions at Innodis, however, they also conduct training so that employees are able to cope with changes in design, process and technology in their actual position. Innodis has many ties up with several educational institutions, notably the University of Mauritius and the Industrial and Vocational Training Board (IVTB), where its employees can benefit from good quality trainings at competitive costs with some partners. The HR department does not have a fixed budget allocated to training as for now but past expenditure have been ranging from INR1500000 to INR 4000000. Different types are training are given to employees based on their current position at Innodis. (Refer to Exhibit 1, 2 and 3 for the types of training given at different management levels) Performance Management According to Armstrong and Baron (1998), performance management is both a strategic and an integrated approach to delivering successful results in organisations by improving the performance and developing the capabilities of teams and the individuals. At Innodis, the organizations values are defined. The vision statement communicates both the purpose and the values. Innodis Ltd supports its goals with a corporate philosophy of adhering to the highest ethical conduct in all its business dealings, treatment of its employees, social and environmental policies. Several ISO quality certifications and government awards attest to the commitment of Innodis of achieving its mission statement. They have also been driving innovative and healthier product to the Mauritian market and are the actual leaders in those areas. Performance Appraisal Performance appraisal is the actual process of evaluation of the work of employees and aims at analyzing the gap between actual performance and the expected performance. It is a systematic and formal method of staff assessment. Performance appraisal also involves providing feedback to the employees with the aim of motivating that person to eliminate performance deficiencies at par. At Innodis the performance appraisal is different for jobs at different management levels. Different assessment methods will differentiate between past and present performance based on skills improvement and knowledge gain. Some benefits of Performance Appraisal at Innodis are : Performance appraisal helps in identifying problems at Innodis, which the staff may raise regarding their work environment. For instance, they may have lack of space to perform their work. The workers may feel that they are not well equipped as they have insufficient and outdated equipments. Therefore, by identifying these issues earlier through performance appraisal, the organization may overcome losses that might have occurred. It identifies potential problems with individual staff members and takes actions to deal with those problems. For example, it analyses the poor performances of the employees as well as their absenteeism and lack of motivation among them. Through performance appraisal, these individualistic problems are considered and corrective measures are taken at Innodis Ltd. Performance appraisal also identifies future training needs within the company. This is done so that the employees skills are improved. It is therefore planned systematically in order to promote the organizations products. It equally identifies those members of staff who are suitable for promotion and career progression. Human Resource Policies at Innodis associated to Performance Appraisal Some of the overall policies that are linked with performance appraisal are as follows: Equity As performance appraisals aim is to provide opportunities to managers and the subordinates similarly, equity is about treating its employees fairly as well as providing them with equal opportunities to perform tasks. Considerations, working conditions and quality of working life Performance appraisal also considers employees work-situation, security, working environment, safety related to equipments, their performances according to their work performed and the career prospects that they can have. In the same way, the consideration, working environment and the quality of working life according to the policies are such that they look at individual circumstances, its prospects, security, and employees self-respect and a pleasant working environment. It as well looks at the improvement of the quality of working life continuously and it increases a sense of satisfaction for the employees. Performance through people Performance appraisal is all about rating employees performance and identifying problems that can become obstacles in their jobs. Similarly, performance through people is such that it develops a fair culture in the sense that it leads to a continuous improvement. Reward Management At Innodis Limited, the reward system is both financial and non-financial which are considered at the end of its financial year in July. There are intrinsic rewards like basic pay, employee benefits and compensation and extrinsic rewards like feedback, recognition, praise, promotion to higher position. As a private company, it also provides merit pay to reinforce the performance trend. The pay structure of the company is essential for quality performance and competitiveness and also recruiting and retaining a good labour force. At Innodis, the reward system is consistent and a key driver for both the human resource operations and the company strategy. At managerial level, the employers have the provision for fringe benefits and allowances such as company car its allowances or company health dividends while the lower level workers are granted with their basic pay and transport facilities. There also the merit pay which helps in performance which reinforces the culture in the organisation. Also there is increment in pay based on the number of years worked in the company. This is why the pay structure at Innodis Limited, are specifically used as tool in bringing innovation and change to the human resource operations which also establishes a corporate reputation in dealing with people. (Refer to Exhibit 1, 2 and 3 for the types of rewards given at different management levels) A well designed HR policy can be beneficial to Innodis as it ensures employees understand their responsibilities and how they should deal with various situations. It also provides a framework to help managers resolve problems fairly and consistently. Reward Procedures The annual pay review of the annual report of Innodis Limited enables its reward system to operate efficiently and flexible. It has enabled much commitment and innovation in the company. The policies and procedures are regularly reviewed by assistant managers at Innodis Limited which tends to be very helpful for the organisations decision-making or if ever to give one months notice of any policy change. At Innodis, there are guidelines for decision making which sets the levels of pay as opposed to competitors rates. There are formalised policy being used in training and induction of new applicants. Equity and proper working conditions are also implemented to have equal opportunities and impact upon productivity when dealing with people. Standards policies has been set at Innodis Ltd as it is essential in dealing with people matters, inculcating values and provide framework within which decisions are being made. Being a private organisation, it facilitates empowerment and delegation through corporate culture. Conflict in the Human Resource Contribution No matter the human resource operations contribute to the effectiveness of the organisation, there are conflicts that may arise in the following ways: A clash of values where the line managers simply regard their workers as factors of production to be exploited and dispensed within accordance with organizational imperatives Different priorities which involve getting rid of people. It should be noted that employees are an important asset for an organization. Disputes may arise out of the interference of trade unions. Conflict can be creative if an integrative approach is used to settle clarifying priorities, policies and roles, using agreed procedures to deal with grievances and disputes and achieving consensus through a solution that recognizes the interests of both parties. If these conflicts can be dealt with, Innodis can become more productive and the welfare of its employees will improve much more and this will result in employees` commitment and thus the goals and objectives can be easily achieved. Conclusion To conclude, managing people in an organisation whether it is of large size or small size is very important since human resource operations help the organisation to attain its goals and objectives if they are well integrated and carry out. They help in the day to day running of the organisation and they are very important. If human resource operations are well carried out in an organisation, they will help in ensuring that there is a good relationship between employees and the management as the employees will be well taken care of. At Innodis, they have developed a very strategic approach at every step in HR operations and at every turn, they strengthen their organisational culture and commitment to their mission and values. Exhibit 1 Below is an example of a job description for a top management position at Innodis together with some information with prospective trainings, performance appraisal and potential rewards associated to that job. Job Title: Director of Administration Purpose: A director of administration manages the overall daily office operations. Implement organisational strategies and policies, plan the use of materials and human resources and manage the administrative staff. Responsibilities: Negotiates contracts, manages vendor relationships, primary liaison to building landlord and oversees office operating procedures. Qualifications: For a director of administration position typically consist of a bachelors degree in business administration or other related field and at least 10 years of experience. Skills: This position may also require additional skills such as the ability to identify and implement best practices, work independently, think strategically, plan for the long-term success. Salary(Approximate): INR 120000+ /month Potential Training Areas: MBA programs at the University of Mauritius, Courses in Resources Management, Diplomas in Statistics and Economics. Innodis offers some training to its top management staffs in fields where they are most likely to expand. Recently they have had much interest in expanding beyond the Mauritian shores and are looking forward to develop talents in international business laws and cross border business coordination. These courses are limited in numbers and usually are very expensive and are mostly proposed to long term employees and those who have some knowledge and experience in related positions. For example the master level courses at the University of Mauritius ranges from INR150000 to INR400000 The effectiveness of such training are usually measured in the form of new mechanisms brought in by the individuals in the organisation to improve existing systems. Better management and operations would have a direct impact on the turnover on several business units that a top manager would have influence on. People at these level are generally rewarded with company cars and drivers and depending on their ef fectiveness end of year bonuses are given. However, in some cases, shares are given to top level employees in the strategic aim to retain their loyalty to the company. Exhibit 2 Below is an example of a job description for a Sales Manager at Innodis together with some information with prospective trainings, performance appraisal and potential rewards associated to that job. Job Title: Sales Manager Purpose: Develops and maintains a high performance sales culture within the branch and is responsible for staff management functions.The Sales Manager pursues sales excellence, works to achieve shareholder/stakeholder benefit and to increase the long-term value of the business by maintaining high levels of individual and team performance. Responsibilities: Personally develop and maintain relationships with key customers and prospective customers across the branch/location market area. Maintain a strong understanding of the market trends across the branch/location market area, including the competition. Promote a positive and professional sales attitude.Report daily, weekly, monthly and quarterly activities and sales results, using the companys standardized processes and tools. Qualifications: 5-7 years of experience in sales management. Strong understanding of customer and market dynamics and requirements. Willingness to travel and work in a global team of professionals. Proven leadership and ability to drive sales teams. Skills: Selecting and developing the right people. Motivating people. Communication. Integrity Salary(Approximate): INR 80000+ /month Potential Training Areas: Diploma in Marketing, Certification courses in retailing. Sales managers are key positions within Innodis because much of their business depends on good customer relationships and retailing. Sales managers are generally given highly competitive salaries. A key factor that enhances their recruitment chances at Innodis are their team leading and management skills and also past sales records. Most people at middle management levels are those who were once part of the bottom management and were promoted. They already possess an idea of the organisation cultures and goals and therefore their integration to their new positions are rendered easier. Innodis provides middle management people with training for mainly two reason. One is to sharpen their skills in appropriate and prospective domains and second is to prepare them for promotions. However, the promotion from a middle management to a top management require the candidate to have a good performance record over several year and normally takes a long time. Employees may begin to feel the stagn ancy at this level and Innodis tried to counter that effect with a good reward system for them. They, in most cases, benefit from good commission on sales and flexible holidays and work days, company cars and some reduced tariffs at some of companys facilities. At the middle management, the performance is generally measured as a team performance. That is, the overall productivity change of a sales team for example would reflect the performance of the responsible sales manager. Increase in new accounts, sales turnover and decreased sales expenses are some of the key performance areas. Exhibit 3 Job Title: Sales Representative Purpose: Sales Representative should attend day to day routine activities related to selling and maintain good relationship with current and prospective customers. Responsibilities: Sell products to customers and potential customers and maintain a database with their purchases and be able to renew inventories. Qualifications: Must to have above 21, Standard 10 + 2 with emphasis on some courses like marketing, promotions, communications and finance. Skills: Sales Representative should be confident, energetic, organised and resilient. They need to possess strong written and verbal communication skills, and be experts in customer service. Sales officers should also own at least a basic understanding of maths, as they often deal with prices, deals and commissions. Salary(Approximate): INR 50000+ /month Potential Training Areas: Vocational courses related to marketing and negotiation, Seminars for teamwork techniques and new technologies. At the bottom levels, most recruit are brought in through referrals from existing employees. They submit their application forms and are usually short listed according to their past experiences and communication skills. The induction work needs to be done here because the new recruits are still to adapt to a new environment and know the culture of the organisation. They are provided with an on the job training period for their new job among existing employees from which they usually learn from the experience of others and take advantage of tips from more experienced individuals. Most employees undergo training when there are changes in design, processes or technology in their present jobs. Employees showing potential and good performance in terms of high sales records, good customer feedbacks and low absenteeism are given additional training in diverse fields to increase their skills and knowledge. For example, more technical knowledge of some products are imparted to some sales representative who are interested. Job rotation is also a crucial aspect which prepares an individual for promotion after some time. Employees at this level are usually provided transport facilities to and from the work place and usually have varied incentives. Sales representatives are given reduced tariffs on certain company products and also benefit from refundable medical bills to a certain amount. Loyalty of long term employees are rewarded by company awards and occasional gifts. At retirement, such employees are given some shares in the company together with a severance package.