Injustice anywhere is a threat to justice everywhere Essay

Injustice refers to either the absence or the exact opposite of justice. The term is applied either in reference to a particular event or even a larger incident. Injustice throughout society today is heard a lot about. People hear about major injustices all the time especially now media access is a lot easier. Many people can also come together and confront one another to either support or contradict these transgressions. This can also be contemplated throughout innumerable historical events and even ones that encourage Martin Luther King Jr.’s proclamation that any place with injustice means it is a portent everywhere else. Children both men and women are held in slavery over the course of the entire trans-Atlantic slave trade. The National Underground Railroad Network to Freedom Act of 1988 directed the National Park Service to commemorate and honor the history of the Underground Railroad. The Underground Railroad was the resistance to enslavement through escapes and flights throughout the Civil War. It also referred to the efforts of enslaved African Americans to gain their equality by escaping bondage. Wherever slavery existed, there was some sort of effort in escaping. While most completed their journey of escaping unassisted, each subsequent decade in which slavery was legal in the United States saw an accumulation in active efforts to reinforce these escapes. The decision to assist a freedom seeker was quite an experience. However, in other places, particularly after the Fugitive Slave Act of 1850, the Underground Railroad was surprisingly organized and even deliberate; seekers spread out into different directions to discuss the important movement in American History as an examination of the areas in which people were enslaved. The power of the word â€Å"injustice† results in many people abusing it and trying to apply it to situations where uninformed people will react by taking their side of the altercation. In the short passage â€Å"Protecting Freedom of Expression on the Campus†, Derek Bok discusses the problem of attempting to reconcile the rights of free speech along with the desire to  avoid racial tension. Derek begins his explanation by using two of his students, one who hung up a confederate flag in public view in Harvard along with having one who protested that same situation by hanging swastika. Oppositions may state that anything that may have been a threat or harm to human life should definitely contain limitations and restrictions. Bok stated how extraordinary perspectives argued by various student groups on the campus were also adding on to express how unique student groups suggested revolving this issue that Bok continued to explain the certain campuses resolving around sim ilar dissensions. â€Å"Freedom is never voluntarily given by the oppressor; it must be demanded by the oppressed.† A nation where most citizens are free to choose their careers, their homes and jobs can be both profitable and content. Having freedom being given freely to the oppressed which means they must fight for their own rights. Most of the time an oppressor benefits from its oppression and the oppressed has to be the first one to set an example of a better situation and then beginning the process of releasing the continuity of oppression. At any rate, it may not be the freedom that â€Å"freedom isn’t free† but it definitely is the basis for it. There is freedom in both social and political senses especially when others abstain from interfering with certain activities that they attend. Freedom in the sense of the inborn capacity to act as people rather than machine figures portray the fact that freedom is free. And that people’s obligations are mostly under a negative connotation rather than a positive connotation in respect to emancipation. In the book, â€Å"The System of Liberty: Themes in the History of Classical Liberalism† by George H. Smith, he discusses the difference between the positive and negative freedom as a huge part of the division between the â€Å"old liberals.† And how the newer liberal comprehension of freedom would require people to do more work instead of initiating force against others because newer liberal-T.H. Green believed that nobody could be free who lacked certain materials. And in order for them all to be free, everybody would be required to submit to the states  demands in the variety forms of taxations and regulations of consensual negotiations. However, oppositions may state that protecting one’s negative social freedom requires usage of scarce resources and in that sense, freedom is not free. Because liberals have spent a decent amount of time proving that new liberalism is founded on a contradiction, that the freedom of one postulates aggressive force upon one another because freedom cannot directly be accustomed; therefore, resulting in people having to work for their liberties. Freedom is not to be given freely because the rights that are already given to us are both significant and immeasurable. In the novel, â€Å"To Kill a Mockingbird† by Harper Lee, Atticus is appointed by the court to defend Tom Robinson-an African American who had been accused of raping a young White woman. Even though many of Maycomb’s citizens disapproved, Atticus continued to defend Tom. And that resulted in having other children taunt two children Jem and Scout by calling them a â€Å"nigger† for the actions that they have made. Scout was tempted to stand up for his father’s honor by fighting even though Scout’s father told her not to. It was also not the proper way to deal with a situation like this so her father did not want his daughter to get into trouble even though she was not treated as an equal. Though others may disagree and state that it was completely Scout’s fathers’ decision to defend the African American, he deserved the decision he made. Scout’s father stood up for Tom Robinson because he knew that he was innocent and he did what he believed was right. And in the end, Tom Robinson gained his freedom by trying to escape from prison because he knew he did not belong there and ended up getting shot. That was his definition of gaining his freedom and it was definitely not free since he practically sacrificed his life.

Psychology Manipulation Essay

At a psychological level, the art of manipulation primarily involves two things: concealing aggressive intentions and behaviors and knowing the psychological vulnerabilities of your opponent well enough to know what tactics are likely to be the most effective weapons against them. Psychological manipulation is most often accomplished through covert-aggression or aggression that is so carefully veiled or so subtle that it’s not easily detected. Manipulators want what they want and fight hard to attain their goals. But the tactics they use can make it appear like they’re doing almost anything but simply trying to get the better of you. The tactics are also very effective weapons of power and control. That’s because even though they’re hard to recognize as aggressive moves at a conscious level, at an unconscious level others feel backed into a corner and are thrown on the defensive. This makes it more likely that they’ll back down or give in to their m anipulator. Skilled manipulators know the vulnerabilities of their opponents. If vanity is someone’s weakness, a seduction tactic might be the best manipulation tactic. If over-conscientiousness is their weakness, perhaps guilt-tripping would be the most effective way to gain the upper hand. Most manipulators have a significant disturbance of character (i.e. have too little conscience or sensitivity). Their easiest prey are neurotic individuals (i.e. people with high levels of sensitivity and conscientiousness). Tactics like Playing the Victim, or Shaming will effectively manipulate the average neurotic because conscientious individuals neither want to see someone else as suffering, nor do they want to feel badly about themselves. If a neurotic person were to try these same tactics on a disturbed character, they would soon learn that they have no effect. Psychological Manipulation is a type of influence that attempts to change the behavior or perception of others through underhanded, deceptive and abusive techniques. This advances the interests of the manipulator, generally at the victim’s expense, in methods that may be considered abusive, devious, deceptive, and exploitative. In order to be successful, the art of manipulation involves two things – concealing aggressive or subversive intentions and behaviors while knowing the psychological vulnerabilities of the victim well enough to know what will be the most effective psychological weapons or tactics to be used against them. This is most often accomplished through covert-aggression or carefully veiled aggression – which may be so subtle that it’s not easily detected. Psychological Manipulators know what they want and fight hard to get it. The tactics Psychological Manipulators use are very effective methods of power and control, because they’re almost impossible to be seen as aggressive on the surface, at the unconscious level, the victim feels backed into the corner. Once a victim is backed into a corner, it is more likely that they’ll back down or give into the manipulator’s demands.

Will A Good Corporate Governance Attract More Investors - Free Essay Example

Sample details Pages: 17 Words: 4967 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Corporate governance is the way of corporation being directed which is involves a relationship between the manager , the shareholders , and other stakeholders of the company. The use of corporate governance is to provides the structure through which the objectives of the company are set. In adopting a good corporate governance, companies should be transparent of the financial reports. Don’t waste time! Our writers will create an original "Will A Good Corporate Governance Attract More Investors" essay for you Create order Now adays most company around the world have adopt good corporate governance system , but some of the countries have not adopt the system. In this project , it will contain a research of the corporate governance status in Indonesia. Wether most of company in Indonesia have adopted a good corporate governance or not. Inside this project, there are two research question which is using different type of statical analysis. The first research question was made to found out wether is it true that a good corporate governance will attract more investors to the company. The second research question was made to know have most company in Indonesia have issue their corporate governance report according to the standard and transparency. And the result of the research is that there are some correlation between the corporate governance and performance of company. The other finding is that some of the company in Indonesia still not transparent in disclosing the corporate governance report. Chapter 1 Introduction Research background Corporate governance is one of the important factors that should be maintain inside the company. Now adays a lot of investors not only looking for financial reports of the company but they are also looking for the corporate governance status of the company. Since the financial crisis in 1990à ¢Ã¢â€š ¬Ã¢â€ž ¢s. Indonesia facing some diffculties in the economic factors. Alot of company were collapse , because many directors made a wrong decision. From that moment the economic and political condition in Indonesia is not stable. This problems will effects the corporate governance system in Indonesia. But by creating a good corporate governance structure they are some benefit from it. A good corporate governance system will help directors, corporate managers , and owner to better governing the company. Many international investors hesitate to invest their money if the corporate governance structure does not so good. They want to know how well the is the directors can manage the comp any. There are some important key role of the corporate governance which are a transparency of the company financial and non-financial reportings , independent commisioner , and audit committee of the company. Investors want to know clearly the way of company leaders directing their company in achiving the goal. Investors will not invest their money if the company does not have a clear structure of the company. That is why adopting a good corporate governance may have some advantages, it will be easier to obtain capital and increasing share price. Using the data of corporate governance it can also effects the performance of the company.The corporate governance report will shows all the activity of the leaders inside the company. In governing a company there are rules for the directors , managers, and shareholders that must be follow. Such as a Annual General Meetings, most of the leaders of the company must attend this meetings at lease twice a year. If they are not fullfil their job as a leader of the company, it will be reported in the corporate governance report. 1.2 Research Objectives 1.2.1 Primary Research Objectives The primary objectives of this project is to give some information about the latest situation of coporate governance in Indonesia using the latest data which is taken from the year 2009 and also a questioner which is from the year 2010. Many people believes that a good corporate governance system can attract more investors to the company, so inside this project it will tested wether that statement is true or not. And this project also want to know wether most of company in Indonesia have disclosed their corporate governance reporting transparently. 1.2.2 Secondary Research Objectives The secondary objective of this project are : From the research it will shows the advancement of corporate governance system in Indonesia. Showing the effectiveness of corporate governance reporting for the company Take some feedback from the employee in Indonesia about the corporate governance situation in the company where they are working. Chapter 2 Literature Review A good corporate governance is important for a company around the world. Instead of financial data of the company, investors also looking at the corporate governance disclosure data before they are deciding in which company that should they invest in. From the data it will show the management situation of that company. Some of the country around the world still very low in conducting a good corporate governance. Conducting a good corporate governance will make the company more profitable , it will attract more shareholders to invest in our company. Lawrence D. Brown and Marcus L. Caylor (2004) using a sample of 2,327 companies and based on 51 corporate governance provisions which is provided by Institutional Investor Services (ISS) they found out that companies which are better governed relatively got a better income or more profitable and most of the shareholders got more dividend from the company. Based on a data which is taken from Institutional Shareholder Service , they create broad measure of corporate governance and they create Gov- score. The Gov-score was measured of 51 factors which is encompassing eight categories of the corporate goverenance which is : board of directors , auditors , characters by laws , executive and director compensation , ownership , progressive practices , and state of incorporation. Financial problem now adays become the major topic globally , it effects a lot of firms around the world. PaquitaY. Davis , Li Li Eng , and Chao-Shin Liu (2006) they were investigate the role of corporate governance mechanisms and accounting system in four different countries in Asia which is Indonesia , Korea , Malaysia , and Thailand. Those countries were effected by Asian financial crisis. They found out that it is depends on the corporate governance mechanisms and accounting system in effecting the book value of equity and it is also determining the relation between the accounting information and stock prices during the economy-wide financi al crisis. Results of their finding is the earnings in Thailand and Indonesia was reduced during the Asian financial crisis and increased in book of value. In Korea , neither earnings nor book of value was impacted by the crisis. And the last one which is in Malaysia both book of value and earnings was decreased during the Asian financial crisis. Bernard S. Black , Woochan Kim , Hasung Jang , and Kyung-Suh Park (2009) conduct a research in KCGI (Korea Corporate Governance Index). They try to find the relation between level of corporate governance and the effects the firm market value. And the findings of their research that overall firms that are better governed got a some competitive advantage than other company. From the research , overall firms who got higher KCGI will get higher dividends , got a lower capital expenditures ( because of Korea firms that are overinvest) but the investment is more sensitive to profitability , lagged board structure predicts higher profit , the r elated party transactions will reduce adverse for firm value. Robert W.McGee (2010) Indonesia need to develop the structure of the corporate governance. By developing a good corporate governance he found out that it will helps increasing the share prices and it will be easier to obtain capital. And from his research information which is from the Worldà ¢Ã¢â€š ¬Ã¢â€ž ¢s bank ROSC report about rights of shareholders , equitable treatment of shareholders , role of stakeholders in corporate governance , disclosure and transparancy , and responsibility of the boards from the scale one to five , Indonesia overall score is 2.83% which conclude from his research that corporate governance in Indonesia is need to be develop. From the research he suggested that companies in Indonesia need to strenghten shareholder access to the information of the company , in treating the shareholders must be equally , and company must fully adopt the International Financial Accounting Standards (IFRS) and also International Standards of Auditing. Meidyah Indreswari (2006) identified Indonesia corporate governance status which was turn bad because of the tragedy of economic crisis in 1997. From the research the writters found out there are several factors that make corporate governance fail in that year. Firstly, using agency theory to explain the relation between the agent and the principal was more problematic in ISOEs than the private enterprise. Secondly, the rules of board director and management is really important for the company. Government should reduce their intervention in ISOEà ¢Ã¢â€š ¬Ã¢â€ž ¢s operating system in order to make the boards of the company to work more effective. Thirdly, findings of the research shows that the corporate governance in Indonesia was not effective due to unclear information about role of corporate governance and also a unclear programmes of the company. These problems can create the lack of commitment of the employee to the company which l ead to failling of the corporate governance. Lastly, other factors that lead into fail corporate governance are culture , public governance , and law enforcement. In order to fix those factors, there should be a joint efforts from the public sectore is needed to ensure a good corporate governance will be occure. A study also conducted by Maria Andersson and Manal Daoud (2005) using the agency theory to test the factors that influence the corporate governance disclosure information in Swedish listed corporations. Using 41 listed companies in Swedish as an example , according to they research it found out that factors that influence the corporations are the parents company it self and the size of the corporation in disclose the corporate governance information. They also find out that agency theory is not a proper theory to find the influence of corporations in disclose information about corporate governance. Zheng Fan , Liyan Wang , Jidong Zhang (2008) they conduct a research a bout the relation of company motivation in voluntary disclosure will effect the earning quallity of the company. The research information was taken from the Chinese capital market in 2004-2006 period. And the results of their result is that the company disclosure data and corporate governance of the company will not effects the earning quality of the company. There are many companies in different countries that already adopted a good corporate governance. When a lot company have adopted a good corporate governance and shows the transparency of the company performance, it will be easier for the investors to choose in which country they will invest in. But in some countries such as Indonesia there are still some difficulties in adopting a good corporate governce. Benny Simon Tabalujan (2002) studied factors that made the corporate governance in Indonesia failed. Since the financial crisis in Indonesia which is around 1990à ¢Ã¢â€š ¬Ã¢â€ž ¢s there are a lot of trouble that effects t he corporate governance system in Indonesia. The most influence factors that he found out were the legal culture and the law. According to his research Indonesia had so much law that must be follow , the law will make some difficulties for the company to perform. He was suggested that Indonesia need to less down those law and regulation for the company so company can perform well in the future. Dudi M. Kurniawan and Nur Indiriantoro (2000) did a research about the status of corporate governance in Indonesia. And the findings of the study were divided into 5 different parts which are factors that influence the corporate governance status in a company. The first part of his research was about the ownership structure in Indonesia companies. And he found out that Indonesia had two boards in corporate governance system which is not effective for the company. The second part of his research was about the efforts to develop the corporate governance in Indonesia , and he found out that I ndonesia corporate governance still need a help from the international countries. The third part of his research was about the accounting standards in Indonesia which should be written according to the basic of International Accounting Standards. The fourth part of his research tell us about audit standards and the audit profession in Indonesia. He suggested that Indonesian auditors need to pay attention to the standards in Indonesia. It is because according to his research a lot of Indonesian auditors look for USA auditors standards and forgeting the standards in his country. This will be a crucial effects for the company. And according to his research the cause of Indonesian financial crisis in 1997 was the auditors in Indonesia miss ditection of fraud that happened in most of companies in Indonesia. This fraud make a lot of company in Indonesia collapse.The fifth parts of his research found out the disclosure data of corporate Indonesia still need to be more transparancy to the p ublic. So from his research conclude that there are a lot of challenges in conducting a good corporate governance in Indonesia but those challenges can be minimize if there is an efforts to conducting a good corporate governance from inside the company. Werner R. Murhadi (2009) did a research using some information from the Indonesia Stock exchange in period 2005-2007 specializes in manufacture companies to test the performance of the corporate governance in Indonesia. He was using five good corporate governance indicators which are independent commisioner , CEO duality , audit committee , top share , and shareholders coalition to investigate rather it will effects the earning management practices. The findings of the research was a good corporate governance will effect earning management practices which done by the company. Another thing that he found out from the research was a lot of companies in Indonesia do EM ( Earning Management ) with negative leans. The purpose of the co mpany do that is to make their revenue look smaller which can help the company to avoiding tax. Sanjeev Bhojraj and Partha Sengupta (2001) they conducted research about the effect of corporate governance to the bond ratings and yield. They found out that corporate governance mechanisms will reduce conflicts of interest between the directors and the providers by monitoring to their actions. And they were also found out that company which have a greater institutional ownership and got influence by the external control of the board will have a lower bond yields and high ratings for the new bond issues. From the research they are suggested that company that are facing stronger external monitoring from the governance mechanisms are rewarded with low yields and high bond ratings. Monitoring the situation of the company should be maintain so it will stabilize the firm value of the company. Sridhar Arcot and Valentina G. Bruno (2009) studied about the different type of corporate gover nance will effects the firm performance. Their studied the effects of law in a country to the corporate governance mechanism. Since law and regulation is different from one country to the others, according Sridar and Valentina company must adjust to that law especially for the multinational firms. Disclosing corporate governance report is one of the important factor because they found out some of the governance report was uninformative which mean it was not clear. The impact of the weak corporate governace was it shows the the inefficient use of the firms resources which can lead to the poor operating income. Benny Simon Tabalujan (2002) studied factors that made the corporate governance in Indonesia failed. Since the financial crisis in Indonesia which is around 1990à ¢Ã¢â€š ¬Ã¢â€ž ¢s there are a lot of trouble that effects the corporate governance system in Indonesia. The most influence factors that he found out were the legal culture and the law. According to his research Ind onesia had so much law that must be follow , the law will make some difficulties for the company to perform. He was suggested that Indonesia need to less down those law and regulation for the company so company can perform well in the future. Siti Nuryanah (2009) said there are still a problem in Indonesia corporate governance specially in audit committee. The problems in audit committee in Indonesia is that they holding a double positions in other companies, which it make the audit committee is not efficient in doing the works. And also , there are some company that does not have an audit committee. By not having an audit committee will become a problem for the board of committe in taking a decision. The research found out that 30 % from the JSX (Jakarta Stock Exchange) public listed companies does not have independent commisioners. Although that kind of problem occure , from her results it was found out that most of the companies in Indonesia have complied with the regulation o f corporate governance. Chapter 3 Methodology 3.1 Data The data of this project was taken from annual report in Indonesia stock exchange, IICD (Indonesia Institute for Corporate Directorship) reports which is the latest report, and 100 questioners which is given to the working people in Indonesia. The questioner was translating into Indonesia Language. 3.2 Methodology In this project there are two-research question that can lead to the answer of this research project. Each of the research questions will be tested in different type of statistical analysis test. The two-research questions of this project are: First: Is it true that adopting good corporate governance will attract more investors? Second: Using some factors in corporate governance reports, does most company in Indonesia have report their corporate governance data transparently? By using these research questions, several questions in the questionnaire had been made to gather answers from the respondents which then it will be linked back to answer the research questions. Inside the questioner there are divided into two section. The first section of the questioner is basic question about the corporate governance and the employee posisition in a company which they are working. The second section of the questioner is the important answer for this project which is contain all i nformation that will be used to analyze. As for the following questions in the questionnaires, respondents will be asked about questions which are mostly related to the research questions 3.2.1 Research Question 1 Is it true that adopting good corporate governance will increse the company performance ? Hypothesis: H1: good corporate governance will give a significant effect to the company performance H0: good corporate governance will not give a significant effect to the company perfirmance From the research that was conducted by Lawrence D. Brown and Marcus L. Caylor (2004) said that there were some advantages in adopting a good corporate governance. He was using a sample of 2,327 companies and based on 51 corporate governance provisions that are provided by Institutional Investor Services (ISS). And found out that company that are better governed are relatively got a better income or more profitable and most of the shareholders got more dividend from the company. Another people that argued about corporate governance mechanisms were Sanjev Bhojraj and Partha Sengupta they found out corporate governance mechanism can reduce a conflicts of interest between the directors. And al so a company should monitoring inside the company so the goodness performance of the company can be maintain. From this type of question, from the statement above I would like to test whether companies that have a good corporate governance will have a lot of investors in it and also is it will attract more investors to the company. Using the survey question, it will guide to the answer of this question which are : How effective is the corporate governance report being used in your company? In your opinion, does good corporate governance will attract more investor? H0: à ? = 0 (There is no correlation between corporate governance and number of investors) H1: à ? à ¢Ã¢â‚¬ °Ã‚   0 (There is a correlation between corporate governance and number of investors) Sample correlation coefficient, commonly denoted  r, is calculated as following: Where X and Y are the sample means. T-test for correlation formula: 3.2.2 Research Question 2 Does most company in Indonesia have reported their corporate governance activity data transparently and disclosed it to the public on time ? Hypothesis: H1: All of the companies in Indonesia have disclosed their corporate governance activity transparently and on time H0: Not all of the companies in Indonesia have not disclose their corporate governance activity transparently and on time Werner R. Murhadi (2009) explored some information period 2005-2007 in Indonesia Stock Exchange specializes in manufacture companies to test the performance of the corporate governance in Indonesia. One of the result from his research was, he found out a lot of companies in Indonesia still not develop transparency in reporting data of the company. A lot of companies want to avoid tax by creating an incorrect data, which is making the revenue of the company looks smaller. Another researcher were Zheng Fan , Liyan Wang , Jidong Zhang (2008) they are argued that the company disclosure da ta and corporate governance of the company will not effects the earning quality of the company I would like to test whether most of the companies in Indonesia have disclosed their coporate governance data transparently. Because a good corporate governance will show a transparency data, all the performance of the companies which is bad or good must be inform to the public. One à ¢Ã¢â€š ¬Ã¢â‚¬Å"Way Anova (Parametric Test) From using this type of test , data that used to this test will be from question number 7, question number 8, question number 9 and question number 10 , the question from the survey have been desing will be in a way that respondents are asked to rate . This test is used to test the equality of 3 or more means by using the variances. H0:  µ1=  µ2=  µ3=  µ4 ( Most companies in Indonesia have disclosed their corporate governance activity transparently and on time) H1:  µ1à ¢Ã¢â‚¬ °Ã‚    µ2à ¢Ã¢â‚¬ °Ã‚    µ3à ¢Ã¢â‚¬ °Ã‚    µ4 ( Not all of the companies in Indonesia have not disclose their corporate governance activity transparently and on time) The formulas for the various sums of squares are as follows: SSE = SST à ¢Ã¢â€š ¬Ã¢â‚¬Å" SSA X = sample value ith item in the jth sample n = total sample size Xj = sample value of jth sample nj = size of the jth sample We will get the respective variances i f we divide the sum of squares of SSA and SSE which are as follows: F-test formula: P-value: Degrees of freedom = k-1 Degrees of freedom = n-k These two values will be used to find the critical values for the F statistic and helps us to know whether the p-value is less than or more than the significance level. Conclusion: A null hypothesis will be rejected when the significant value from the test is lower than 5 percent 3.2.3 Limitations In this project there are some limitations in it. This project only representing a small objectives of coporate governance practices in Indonesia. Moreover, the data collected from this study are limited which is only from the Indonesia Institute of Corporate directorship and 100 questioners that had been given the working people in Indonesia. Chapter 4 Findings and Analysis 4.1 Data Statistic of Questioner Section 1 4.1.1 Statistics Questioner that was Given To the Respondent N Valid 100 Missing Total Respond 7 93 From the table 4.1.1, It shows that there are 100 valid questioner that have been produced but the respond that can be used only 93 because the other 7 questioner are missing or cannot be use. 4.1.2 Number of respondent that know corporate governance Frequency Percent Valid Percent Cumulative Percent Valid Yes 71 76.3 76.3 76.3 No 22 23.7 23.7 100.0 Total 93 100.0 100.0 4.1.3 Respondent Knowledge Of Corporate Governance Frequency Percent Valid Percent Cumulative Percent Valid Very Bad 5 7.0 7.0 7.0 Bad 17 23.9 23.9 31.0 Neutral 19 26.8 26.8 57.7 Good 19 26.8 26.8 84.5 Very Good 11 15.5 15.5 100.0 Total 71 100.0 100.0 4.1.4 Respondent Status In Company Frequency Percent Valid Percent Cumulative Percent Valid Director 19 26.8 26.8 26.8 Manager 11 15.5 15.5 42.3 Supervisor 13 18.3 18.3 60.6 Non-Supervisor 28 39.4 39.4 100.0 Total 71 100.0 100.0 4.1.5 Relationship Of Directors and Shareholders in Respondent Company Frequency Percent Valid Percent Cumulative Percent Valid Very Bad 7 9.9 9.9 9.9 Bad 18 25.4 25.4 35.2 Neutral 13 18.3 18.3 53.5 Good 26 36.6 36.6 90.1 Very Good 7 9.9 9.9 100.0 Total 71 100.0 100.0 4.2 Data Statistic of Questioner Section 2 Using pearson 4.2.1 Correlations between corporate governance and Shareholders Performance CG effectiveness Shareholders Performance CGeffectiveness Pearson Correlation 1 .219 Sig. (2-tailed) .066 N 71 71 ShareholdersPerformance Pearson Correlation .219 1 Sig. (2-tailed) .066 N 71 71 4.2.2 Correlations between Corporate governance and Commisioners Performance CG effectiveness Commisioners Performance CGeffectiveness Pearson Correlation 1 -.019 Sig. (2-tailed) .875 N 71 71 CommisionersPerformance Pearson Correlation -.019 1 Sig. (2-tailed) .875 N 71 71 4.2.3 Correlations between Corporate governance and Directors Performance CGeffectiveness DirectorsPerformance CGeffectiveness Pearson Correlation 1 .396** Sig. (2-tailed) .001 N 71 71 DirectorsPerformance Pearson Correlation .396** 1 Sig. (2-tailed) .001 N 71 71 **. Correlation is significant at the 0.01 level (2-tailed). IICD ( Indonesia Institute of Corporate Directorship) have made a report about the corporate governance status in Indonesia. Since the corporate governance report 2009 have not been come out yet, I am using the data from the year 2008 which is issued in 2009 by the IICD institute. Corporate Governance Performance by SOEs, Bank, and Overall Category Mean Score of Corporate Governance Performance (%) 2008 Study Previous Study SOEs 76.80 74.63 Banking 75.55 71.11 Overall 61.26 67.29 The table above shows the performance of corporate governance in Indonesia Listed company. The data show in two different categories which are State Own ed Enterprises sector and Banking sector. There were difference in Corporate governance performance between the SOEs variable and Banking variable. The SOEs performance was 75.20 %, while Banking was only 56.50 %. However, there are some improvement of corporate covernance practices in both of the group. There were around four percent of increasement for those top quartile and bottom quartile respectively. It is still challenging tasks facing Indonesian corporations, regulatory bodies, and other governance-related institutions how to enhance the commitment of these bottom quartile companies to good corporate governance practices as well as those companies with corporate governace performance between the top and the bottom quartile. This does not mean that attention to those top quartile firms is not necessary. In the meantime, empirical evidence shows that corporate governance is significantly correlated to companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s economic performance, although the correlation is weak. OECD Principles Mean Score (%) 2008 Study Previous Study Rights of Shareholders 50.37 51.23 Equitable Treatment of Shareholders 86.35 83.02 Role of Stakeholders 63.64 58.76 Disclosure and Transparency 70.81 66.64 Responsibilities of the Board 59.02 52.36 Overall Mean Score 64.96 61.26 Using the instrument from OECD ( Organization for Economic Co-Operation and Development) the IICD institute has conducted a survey which was given to the 314 public listed company in Indonesia. Inside the survey they are consisting 5 principles of OECD which are : Rights of Shareholders , Equitable Treatment of Shareholders , Role of Stakeholders , Disclosure and Transparency , and Responsibilities of the board. From the survey the IICD institute analyze the status of corporate governance in Indonesia in the year 2008. The results of research shows there are deflation in rights of shareholders in the year 2008 which is 50.37 % and from the previous study it shows that 51.23 %. But others factors for corporate governance in Indonesia had been increase in 2008, such as equitable treatment of shareholders in the year 2008 was 86.35% which is shows an advancement comparing to the previous study only 83.02 %. The role of stakeholders percentage also rise up in the year 2008 which is 63.64 % comparing to the previous study which in only 58.76%. Other factors that have been changing which is disclosure and transparency of the company, in the year 2008 it reach 70.81 % and the previous study only reach 52.36 %. The last factors that upsurged was responsibilities of the board, in the year 2008 in achieve 59.02 % and the previous study only 52.36 %. The overall mean score of the year 2008 was 64.96 % and the previous study was 61.26 %. The data shows that by using the OECD principles , the situation of corporate governance in Indonesia is getting better. Chapter 5 Conclusion and Recommendation Appendix 1 SURVEY English Language Dear Respondent, I am one of the students from the University of Bradford doing a final year project titled à ¢Ã¢â€š ¬Ã…“Corporate Governance Status in Indonesiaà ¢Ã¢â€š ¬?. From this questioner I hope I can gather some lesson about the situation of corporate governance in Indonesia. All the information from this survey will be only used for academic research only. And all the feedback from yours will be kept safely. I appreciated your time for filling this survey. Thank you. Regards, Kenan Simanjuntak Email : [email  protected]/* */ Please tick (à ¢Ã‹â€ Ã… ¡) for the answer that you choose [SECTION 1] 1. Do you know what is corporate governance? Yes (continue) No (stop here) 2. How well do you know corporate governance? Very bad Bad Neutral Good Very good 3. What is your status in your company? Director Manager Supervisor Non-Supervisor 4. How is the relationship between the director and the shareholder in your company? Very bad Bad Neutral Good Very Good [SECTION 2] 5. How effective is your corporate governance report being used in your company to attract more investors? Not effective at all Not effective Neutral Effective Very effective Does corporate governance is effecting the performance to the leaders of the company? Very Low Low Neutral High Very High Shareholders Commissioners Directors 6. Please give rate for the company corporate governance disclosure reporting in your company No. Question Very Poor Poor Fair Good Very Good 7. Disclosing company financial data (also corporate governance data) right on time 8. Providing report about breakdown of shareholdings 9. Providing report about the attendance of directors and shareholders in AGM 10. Providing a report status of remuneration of each directors Appendix 2 Survey Indonesian Language Kepada responden yang terhormat, Nama saya adalah Kenan Simanjuntak dimana saya adalah salah satu siswa dari University Of Bradford. Disini saya melakukan tugas akhir saya yang berjudul à ¢Ã¢â€š ¬Ã…“ Status Corporate Governance di Indonesiaà ¢Ã¢â€š ¬?. Di sini saya melakukan sebuah survei mengenai tata kelola perusahaan di Indonesia. Semua informasi dari survei ini akan hanya digunakan untuk penelitian akademis saja dan semua masukan dari anda akan disimpah dengan aman oleh saya. Terima Kasih atas waktu anda untuk mengisi survei ini. Adapun saran dan kritik 20ias dikirimkan ke email di bawah ini. Email : kenan_ [email  protected]/* */ Salam, Kenan Simanjuntak Mohon beri tanda (à ¢Ã‹â€ Ã… ¡) untuk jawaban yang Anda pilih [ BAGIAN ke 1] Apakah anda tahu apa itu corporate governance? Ya ( Lannjut) Tidak( Berhenti disini) Seberapa paham anda akan corporate governance? Sedikit sekali Sedikit Cukup Mengerti Sangat mengerti Apa statu s anda di dalam perusahaan tempat anda bekerja? Direktur Manager Supervisor Bukan Supervisor Bagaimana hubungan antara direktur dengan investur di perusahaan anda? Sangat Tidak baik Tidak baik Cukup baik Baik Baik sekali [Bagian ke 2] Se efektif apakah laporan corporate governance di dalam perusahaan anda? Sangat tidak efektif Tidak efektif Cukup efektif Efektif Sangat efektif 6. Apakah laporan corporate governance mempengaruhi kinerja para pengurus perusahaan? Sangat sedikit pengaruh Sedikit berpengaruh Cukup berpengaruh Berpengaruh Sangat berpengaruh Investor Komisaris Direktur Tolong berikan nilai tentang laporan corporate governance report di perusahaan anda No. Pertanyaan Sangat tidak bagus Tidak bagus Cukup Bagus Sangat bagus 7. Pengeluaran laporan corporate governance di perusahaan anda apakah tepat waktu? 8. Apakah ada data mengenai penurunan harga saham? 9 . Apakah ada laporan mengenai kehadiran direktur dan investor di AGM? 10. Apakah dalam laporan corporate governance di perusahaan anda, dicantumkan mengenai laporan gaji para direktur secara detail?

Should Curfews Be Implemented - 786 Words

A curfew is a rule set by parents or legal guardians for children to prevent them from being in specific places in specific times. Approximately 500 cities in the US have laws regarding curfews that forbid teens from being on the streets on curfew hours that are under 18 years of age (Favro, 2009). Many parents and teenagers are facing countless problems regarding curfews which has grown into being the main problem in parenting children. Some people claim that curfews are the best way to parent children while other argue that they do not work. However, not only are they an invasion of a teens freedom and social life, curfews should not be implemented as they do not keep a teen out of trouble and they affect a teen’s psychological status and behavior. Initially, curfews are considered a violation and invasion of a teen’s freedom and social life. When parents set a curfews for their children, they are implicitly denying them of making their own choices in life. In addition, curfews also affect a teen’s social life in many ways. People generally start developing their personality in their teen years, thus, it is imperative for a teen to socialize in order to build a healthy and positive personality. Carl Pickhardt (2011), a psychologist in Austin, Texas, writes in his article, â€Å"Adolescence and Curfew†, that setting an appropriate curfew is not an easy matter as it limits a teen’s social life and freedom. Pickhardt also marks that limiting a teen’s social lifeShow MoreRelatedCurfews Dont Work812 Words   |  4 PagesCurfews Strict rules create rebellious teens. Many people think that curfews are a fundamental way to keeping teens out of trouble, but this is not the case. Curfews are neither applicable, justified, nor are they a way to diminish criminal activities committed by adolescents. Curfews are ultimately useless because there are too many reasons that contradict why a curfew would work. 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Curfews have been around in the UnitedRead MoreJuvenile Crime And Juvenile Delinquency1322 Words   |  6 Pagesâ€Å"Train up a child in the way he should go; and when he is old, he will not depart from it (Proverbs 22:6 New International Version). Juvenile crime, in law, term denoting various offense committed by children or youth under the age of 18. U.S. official crime reported that in the mid-1900’s â€Å"about one-fifth of all persons arrested for crimes were under the age of 18† (Funk Wagnalls, 2014). Such acts are sometimes referred to as juvenile delinquency (Funk Wagnalls, 2014. Offering constructive programsRead MoreThe Department Of Juvenile Services941 Words   |  4 PagesStatistics shows that the number of juvenile homicides has decreased 46% statewide from the year 2007. The non-fatal shootings of juveniles in Baltimore City has decreased tremendously, the lowest level in 30 years. 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Jack Reacher Book Report - 1994 Words

Language Arts Book Report Name of the Book: A Reacher novel:61 hours by Lee Child. This title is related to the book because the entire book is a countdown recollection of events that leads up to the climax, where Reacher and Plato, the protagonist and antagonist fight. It begins with 61 hours before the main fight. Author: Lee Child. The main protagonist of the novel is Jack Reacher, an ex-military policeman that spends the majority of his time as a â€Å"nomad,† wandering around the states, looking for places to travel. His personality quite matches his name because his last name, Reacher, is symbolic of a person that climbs the greatest heights and overcomes the obstacles of ruthless difficulty. Reacher is an intrinsically intellectual†¦show more content†¦Finally, betrayal is even seen through one of the innocent characters, Janet Salter the witness, against Reacher. She had promised him a myriad of times that she would lock herself inside the basement with her revolver if danger was near, but when the time came and Plato’s guards were coming for her, she most likely decided that her life was almost near the end anyway (she was an elderly woman) and decided to take a bullet through the head. The third motif I found is coffee. Since Reacher is an ex-soldier, coffee has become a favorite b everage because he needed to always be awake in case an emergency appears. With faced with a case like this, Reacher always buys coffee to drink to keep alert and aware of the environment, even trivial matters because they always turn out to be significant later on in the story. 3 themes All the motifs above are connected to the main themes of the story. The cold, although possibly considered a symbol, is a recurring concept that contributes to the development of the story. We have to escalate the motif to a figurative level, which is the harsh environment that fosters evil actions. The cold weather really sets the theme up, as the readers even get the feeling of discomfort. Holland’s harsh condition without his prized daughter fosters his evil side, leading him to kill his own officers and attempting to murder Janet Salter

Internal and External Factors Affecting Workforce Planning Sample

Question: Identify and Explain the Important aspects of Workforce Planning and Discuss how Workforce Planning is affected by a Range of Internal and External Factors and Strategies for Retaining and attracting Skilled Labour. Answer: Introduction According to the Minnesota Management and Budget, workforce planning is a continuous process that helps a business organisation in analysing its current workforce, forecast future human resource needs, identification of gaps between the present and the future and implement solutions that can help an organisation in achieving its mission, goals and objectives (Getting Started, n.d.). Workforce planning is considered to one of the most important functions in human resource management and actively aids business organisations in becoming more effective and efficient. Workforce planning further includes some important elements, such as strategic planning, workload projections, legislative forecast, turnover analysis and budget projections. It is a tool that has an effect on all human resource functions, such as recruitment and selection, compensation and benefits, training and development, performance management, attraction and retention of staff, etc. Aspects of workforce planning As discussed above, workforce planning is an important task as it helps business organisations in getting the right number of people with the right skills at the right job so that an organisation can achieve its organisational goals and objectives (Workforce planning, 2016). Workforce planning has some important aspects that helps an organisation in achieving success by becoming better and more efficient. Some important aspects of human resource planning are discussed below: Forecasting and assessment Forecasting and assessment is one the most critical aspects of workforce or human resource planning that helps business organisations in forecasting the demand and supply of human resource in the future. Forecasting and assessment involves an evaluation of the past workforce trends along with the present situations and future events. Human resources are the most important resources in any business and without the presence of human resources no business can work. A business organisation can lose its effectiveness in case there is shortage of workforce or surplus workforce at any point of time because shortage of workforce can halt the operations of a company while a surplus workforce will increase the operational expenses of the company (Lohrey, n.d.). Thus, organisations carry out workforce planning using data from the past, present and the future so that they can be assure of the human resource requirements in the future, compare them with the present condition of human resources, analyse the gap between where they are and where they want to be and design steps that would allow them to meet the identified gap. Forecasting and assessment ensures that an organisation is never short of workforce at any point of time. In this process, the management gathers various information related to the human resources, such as upcoming retirements promotions, employee turnover rates, retention rates, absenteeism, etc. and uses this data to forecast the human resource requirements in the future. Forecasting is the stepping stone of workforce planning because an organisation cannot make plans for its workforce until and unless it has some crucial data that can help it in the planning phase. It not only helps in identifying the gaps between the present and the future human resource needs but also helps an organisation in becoming more efficient by ensuring optimum workforce at all times and avoiding surplus or shortage of workforce. Further, it also helps in identifying some important human resource factors, such as employee turnover rates, retention rate, future retirement and promotions, etc. One real life example that demonstrates the effectiveness of forecasting and assessing in workforce planning related to Hewlett-Packard. The company had a workforce of almost 300,000 employees and was experiencing a turnover ratio of 20%, which implies that employees working with HP would leave on average within 5 years of joining. In 2011, two scientists working at HP combined data fro m past two years and concluded that all employees working at HP had a likelihood of quitting the company (Vulpen, n.d.). Also, on the basis of their study, they were able to identify the reasons because of which the turnover rates were sky rocketing. Therefore, they started dealing with the issues and were ultimately able to save $300 million by retaining employees using forecasting and assessment in its workforce planning. Recruitment Employee recruitment and selection has been considered to be one of the most critical aspects in human resource management as well as in workforce planning. Employee recruitment is a process that allows business organisations to attract and hire new candidates so that the company can meet its present and future human resource demands (Recruitment Definition, n.d.). Once the management of a company is done with forecasting and assessing the demands of the human resources in the future, it then has to take important decisions regarding the recruitment of new candidates so that it can bridge the gap between the present and the future human resource requirements. In order to bridge the gap between the two states, an organisation can choose from two types of recruitment techniques internal recruitment or external recruitment. In internal recruitment, an organisation can meet its human resource requirements with the help of existing workforce using various methods, such as internal job postings, job rotations, re-employment of ex-employees, etc. On the other hand, external recruitment is a process in which business organisations fulfil the human resource demands by hiring people from outside the organisation using various methods, such as job advertisements, employee referrals, employment exchange, job centres, job portals, head hunters (recruitment agencies), etc. (Recruiting Internally and Externally, 2016). Both the techniques of recruitment have their own advantages and disadvantages and the choice of recruitment method is totally dependent upon the management of the company. Recruitment is considered to be one of the most important aspects of workforce planning because it helps business organisations in finding out the right fit for the right job at the right time. Succession planning Succession planning is another aspect of workforce planning which involves identification and development of employees who can take up higher job positions in the organisation that are likely to become vacant in the near future. Succession planning also helps businesses in meeting their future human resource demands using existing human resources. (HR Planning - Succession Planning, n.d.). Succession planning is an issue that most organisations fail to address whereas it is very important for present day business organisations to be into succession planning. Once an organisation has executed forecasting and has also identified the techniques of recruitment, it can start succession planning as a stepping stone for internal recruitment. Sometimes, it is best suited for organisations to meet their future human resource demands internally i.e. by promotions, job rotations, transferring or by hiring ex-employees. If a company feels that it can meet the future human resource requirements of its workforce by promoting an existing employee, it can start succession planning for that employee. Succession planning is a continuous process that can help an organisation in identifying the positions that are most likely to become vacant in the near future due to a number of reasons, such as retirement, employee turnover, death, etc. The process of succession planning consists of thre e main steps identifying job positions that are likely to become vacant in the near future, identifying employees from existing workforce who can fill up the vacant positions and preparing them for the new job positions. Succession planning also involves keeping a check on the attrition rates and to ensure retention of employees who have been identified to have a potential to fill up new job positions. Succession planning also contributes towards the overall success of an organisation. In succession planning, business organisations are indirectly helping their employees in the development of their careers. When the employees feel that they have a bright future in the company for which they are working, they become more committed to their jobs and the company and a fall in the employee turnover rates is achieved as a result of it. One of the best succession planning strategy was adopted by Apple, which is the wolds top consumer electronics company. Apple did a great work in training and developing Tim Cook, who succeeded Steve Jobs (Founder CEO of the company) after his demise (Bersin, 2011). The company developed Tim Cook for several years so that he could capture the essence of Steve Jobs management policy and continue to lead the company on its pathway to success. Training and development Training and development in human resource management is aimed at increasing the job related skills and technicalities of the employees so that they can become more competitive and can contribute more towards the achievement of organisational goals and objectives (Training and development, n.d.). Training and development not only helps business organisations in developing the skills of their employees but also forms an important aspect in the planning of the workforce. Once an organisation has conducted a thorough forecast of its human resource needs in the future, it has to identify strategies that can help it in bridging the gap between its present situation and the future state. No matter how an organisation plans to staff its workforce, it will have to arrange for training and development programs for the employees who are hired internally as well as the employees who are hired externally. Training and development ensures that the employees learn the skills that are required to help the organisation in achieving its goals and objectives in the future. Training and development can be arranged for those individuals who have been identified in the succession planning stage to take up higher job positions in the organisation so that they can learn all those skills and technicalities that would help them in carrying out their future job duties and responsibilities. Training and development is one of the most important aspects of workforce planning and human resource management. It not only helps in making the workforce more competent but also helps in motivating them, increasing the level of job satisfaction and to make the employees more committed towards their job and the company (Employee Training and Development: Reasons and Benefits, n.d.). Internal and external factors affecting workforce planning Workforce planning is dependent on a number of internal and external environmental factors. These factors are discussed below: External factors Employment: Workforce planning can be largely affected by the employment conditions prevailing in the country. For example, a country where there is greater unemployment, a company might feel pressure from the government to recruit more individuals so that the rate of unemployment can be curbed. On the other hand, an organisation operating in a country where there is shortage of labour might have to hire employees from a different country. Technical changes in the society: The rate at which technology changes take place is very fast and workforce planning falls vulnerable to the changes that the society experiences in technology. Whenever there are technological changes occurring in the society, business organisations have to hire new employees that possess the required technical knowledge and at the same time deal with the existing employees. Demographic changes: Demographic changes refer to the changes in factors, such as age, population, composition, etc. of the society. Demographic changes can result in retirements, graduation of new candidates, etc. This can have an impact on the workforce planning of a company. Pressure groups: Business organisations have to keep the interests of certain pressure groups in mind. Groups like human resource activists, media, woman activists, etc. can create a lot of trouble for businesses and can cause a significant change in the workforce planning of companies. Competition: The extent of competition in an industry can also have a great deal of impact on the workforce planning of the companies operating in that industry. Employers of choice in an industry have an advantage in the workforce planning process as the candidates are themselves interested in working with them and will contact the recruitment cells of such companies on their own. On the other hand, workforce planning for smaller companies can be difficult as they have to make extra efforts to advertise and promote vacancies in their workplaces (Benjamin, n.d.). Labour laws and legislations: Every country has its own set of labour laws and legislation and all companies working in that country are required to adhere to the labour laws of that country. In case there are new labour policies or the government decides to introduce changes in the existing labour policies, an impact on the workforce planning can be experienced by the companies. Further, a company operating in more than one nation (a multinational organisation) has to adhere to special labour laws, such as ratio of home country employees to host country employees, etc. set up by the government of the host country for foreign investors. Such factors can have a huge impact on the workforce planning of business organisations. Internal factors: Organisational changes: Organisational changes can also have a huge impact on the workforce planning of a company. With new products coming in and with diversification taking place, an organisation can experience an impact on its workforce planning. Employee relations and company policy: Internal policies of a company can also have an impact on its workforce planning. Workforce planning of a company that gives more importance to internal promotions will differ from the workforce planning of a company that gives more important to external sources of recruitment. Budget: The human resource budget of a company can have a significant impact on the workforce planning of a company. The number of employees a company can hire is dependent upon its staffing budget (Ashe-Edmunds, n.d.). Skill levels: The skills levels that a company requires in its employees can change from time to time and can have a consequent effect on the human resource planning of a company. Strategies to attract and retain skilled labour Attracting and retaining talented or skilled workforce is one of the most important functions in human resource management. It has been observed that high employee turnover results in frequent recruitment and selection processes, which can be 1.5 times costlier than the salaries that the companies are already paying to their employees. Therefore, it is important for business organisations to implement strategies that can help them in retaining and attracting talented employees. Some strategies that can be used by companies to attract and retain talented employees are discussed below: Attracting employees One of the best strategies to attract talented employees is to research the market continuously and discover the places where the potential candidates can be found. Secondly, knowing more about the competitive firms and having information about what they are offering can also help in designing compensation and benefits plans for the employees and attracting them for employment. Thirdly, companies should be transparent internally as well as externally so that the employees know what the company has to offer to them and can place their trust in the company. Fourthly, companies can gather feedback regarding their attraction strategies from the candidates that apply for recruitment so that the company can know about the strategies which are working and the ones which are not. Fifthly, companies can create a potential network using various sources of media and technology where it can advertise its job openings and can increase the chances of attracting skilled employees (Lattimer, 2015). Lastly, being ethical towards the existing employees can also help business organisations in attracting talented employees as it helps in improving reputation in the market and also because talented employees are looking for companies that care about their human resources and have a good market reputation. Retaining employees Business organisations are investing billions of dollars in the management of their human resources and to make their human resource more competitive as it helps them in achieving their organisational goals and objectives. When a company experiences high employee turnover rates, the resources that it invests in the development of human resources are wasted while it also has to bear high costs of recruitment and selection processes (HEIKKILA, 2016). There are a number of strategies that business organisations can use to retain its skilled labour. Firstly, business organisations should have clear mission and vision statements that give a specific direction to the employees and make them feel that the company values them. Secondly, business organisations should ensure that the employees are constantly engaged in the workplace by providing them challenging work that they can enjoy. It has been found that one of the greatest causes of high employee turnover is boredom i.e. when the employ ees become bored of their jobs. Thirdly, business organisations can arrange for training and development programs for their employees so that they can polish their skills and develop their career options. Fourthly, empowering the employees can also help a company in increasing their interest in their respective jobs and becoming more satisfied with their jobs. Fifthly, business organisations should definitely implement performance management programs in the workplace because such programs are not only helpful in optimising the performance of the employees but can also help in keeping the employees engaged and motivated. Sixthly, business organisations should carefully design compensation and benefit plans for the employees so that they do not feel underpaid and tend to quit the organisation as a result of it. Seventhly, business organisations should try to fulfil higher positions in the hierarchy through internal recruitment processes as it offers talented employees with a chance to develop their career. When employees perceive career growth in an organisation where they are working, their tendency to quit the organisation becomes very less. Lastly, flexible work arrangements can help business organisations in retaining their employees. It has been found that an improper work life balance is the main cause of high employee turnover rates in business organisation. If business organisations can implement flexible working hour policies in the workplace, they can definitely increase their retention rates to a great extent (Yazinski, 2009). Memo for the nursing staff To: The nursing staff From: The management, XYZ Hospital Subject: Regarding a change in the weekend shifts Date: 12th April, 2017 It has been found that the employees working in the nursing staff want to attend the weekend shifts rather than the company selecting particular employees to work on the weekends. As a result, the management of the company has decided to take the feedback into consideration and offer an equal opportunity to all the members to work during the weekends. From now on, all members of the nursing staff will be given weekend shifts at regular intervals so that there can be an equality in the workplace. The main objective behind the change is to make the nursing staff feel that the management values their feedback and will try to do its best to improve the work conditions for them. By providing the staff with the working conditions that they desire, the management expects them to perform better and contribute more towards the achievement of organisational goals and objectives. Change in overtime compensations ABC organisation Pvt. Ltd. has recently discovered through a number of surveys that the employees are not satisfied with the overtime policies of the company. It has been identified that most of the employees prefer being paid for the extra time that they work for rather than being awarded rostered days off as a compensation for the overtime that they put in. As a result, the management of ABC organisation Pvt. Ltd. has decided that the employees will be given a fixed compensation for every additional hour (except the normal working hours) that they work for. The change has been brought by keeping in mind that the flexibility that was being offered to the employees by offering them rostered days off was difficult for the company to handle and was also reducing the overall productivity of the organisation due to absence of employees working overtime during some important meetings and discussions. Further, offering incentives to the employees for the overtime that they work for will also allow them to earn more than their regular pay scale and manage their expenses in a better way. Putting an end to rostered day offs will also allow the company to deal with staff shortages that were occurring in the past and help the company in dealing with high demand periods by sharing a small portion of its profits with the employees who have put in extra efforts to help the organisation in achieving its goals and objectives. References Getting Started. (n.d.). Retrieved April 12, 2017, from sol.mmb.state.mn.us: https://sol.mmb.state.mn.us/wfp-get-started Workforce planning. (2016, August 24). Retrieved April 12, 2017, from www.cipd.co.uk: https://www.cipd.co.uk/knowledge/strategy/organisational-development/workforce-planning-factsheet Lohrey, J. (n.d.). Forecasting Techniques in Human Resource Planning. Retrieved April 12, 2017, from yourbusiness.azcentral.com: https://yourbusiness.azcentral.com/forecasting-techniques-human-resource-planning-25543.html Vulpen, E. v. (n.d.). Predictive Analytics in Human Resources: Tutorial and 7 case studies. Retrieved April 12, 2017, from www.analyticsinhr.com: https://www.analyticsinhr.com/blog/predictive-analytics-human-resources/ Recruitment Definition. (n.d.). Retrieved April 12, 2017, from www.simplehrguide.com: https://www.simplehrguide.com/recruitment-definition.html Recruiting Internally and Externally. (2016, September 29). Retrieved April 12, 2017, from www.shrm.org: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/recruitinginternallyandexternally.aspx HR Planning - Succession Planning. (n.d.). Retrieved April 12, 2017, from hrcouncil.ca: https://hrcouncil.ca/hr-toolkit/planning-succession.cfm Bersin, J. (2011, August 26). The Real Succession Plan For Steve Jobs: Apple Thinks Different With Apple University. Retrieved April 12, 2017, from blog.bersin.com: https://blog.bersin.com/the-real-succession-plan-for-steve-jobs-apple-thinks-different-with-apple-university/ Training and development. (n.d.). Retrieved April 12, 2017, from www.whatishumanresource.com: https://www.whatishumanresource.com/training-and-development Employee Training and Development: Reasons and Benefits. (n.d.). Retrieved April 12, 2017, from managementhelp.org: https://managementhelp.org/training/basics/reasons-for-training.htm Benjamin, T. (n.d.). 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The Hiring Decision

The hiring decision of the most qualified Deputy Minister of the agency will be based on both the academic qualifications and working experience of the candidates who have applied for the job (Carroll, 1990).Advertising We will write a custom case study sample on The Hiring Decision specifically for you for only $16.05 $11/page Learn More To begin with, it is vital to underscore the fact that the agency deals with setting safety standards and product testing of all environmental emissions and goods produced from manufacturing plants. Therefore, the most suitable candidate should possess a solid background in environmental science. The ideal candidate should be a specialist on environmental pollution control. Before embarking on the academic qualifications of the candidate, it is profound to highlight the job description criteria that the new Deputy Minister will be expected to deliver while in office. To begin with, the Deputy Minister (DM) will have to ensure that there is thorough compliance with the local, state and national laws that govern the emission of hazardous materials from either manufactured products or factories. The new DM will be expected to be in a position to perform the following key roles: Management and development of information systems that can be used in the process of identifying various locations where hazardous materials are being released. The ability to update and deliver training programs for employees in relation to the emission of dangerous wastes and materials. Active supervision of active contracts that are being carried out in external locations. Examples of contracts include the removal and testing of materials that are hazardous. The ability to initiate thorough investigations regarding complaints emanating from employees especially in regards to harmful exposure to air pollutants and hazardous materials. The ability to enhance accurate maintenance of records by junior officials in the ministry . Records that should be maintained include transportation of hazardous wastes, complaint investigations and chemical inventories. Updating the Minister on both the proposed and current control measures that are linked to various areas of assigned programs. Initiating field work activities with the assistance of junior officers in the ministry. Facilitating regular sampling of wastes that may be harmful from factories. This duty should go hand in hand with screening of materials that are likely to contain heavy particles such as asbestos. The ability to initiate and monitor the process of maintaining inspection and operation schedules. It should be noted that while the above roles and responsibilities are supposed to be performed by the junior environmental specialists in the ministry, the DM is expected to possess similar skills and competences so that he or she is thoroughly updated on the daily activity logs at the ministry (Carroll, 1990). As a matter of fact, the DM must have attained various levels of achievements within his or her area of specialization before being appointed in this position. Required general qualifications The Deputy Minister (DM) should possess adequate working knowledge of environmental pollutants such as industrial gaseous emissions, hazardous pollutants that are manufactured in factories and general harmful materials such as asbestos. The DM should also be in capacity to comprehend and fully apply hazardous materials regulations that have been put in place by the government. He or she should possess ample working experience in relation to the processes of inspecting materials that are hazardous. He or she should be well endowed with excellent relationship, communication and interpersonal skills. Desired academic qualifications In addition to the above general qualifications for the Deputy Minister, he or she will also be assessed in terms of the academic qualifications as follows: Must possess a Bachelor’s degree in eit her physical or biological sciences from any accredited institution of higher learning. Background in environmental science related subjects like Biology and Chemistry. Natural science specialist will also qualify for this position. Advanced degree certification (masters and PhD) in the above mentioned fields. Additional skills and competences The DM should be thoroughly familiar with the tools used in environmental science. Some of these tools include digital survey patterns, soil probes, rain water samples, and mercury monitors. The candidate should posses the ability to utilize graphics and compliance software, be scientifically analytical and also be able to use map creation in a skilful manner. From the above pools of qualifications, it is evident that the Deputy Minister of the agency should be an individual who is adequately conversant with all the critical environmental matters (Carroll, 1990). He or she should have thorough knowledge of the entire system more than any of the environmental officers who have been deployed in the ministry. Therefore, the above criteria will be the most appropriate to use in appointing the Deputy Minister.Advertising Looking for case study on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Dr. Murray Lee is apparently the most qualified candidate among the three candidates due to his science background. However, he is no longer interested in the position. As an alternative candidate, Gerard Leclerc can be appointed as the DM due to his background in science. He is the director of the Consumer Scientists Association of Quebec and therefore suitably placed to take over as the Deputy Minister. Reference Carroll, B.W. (1990). Politics and Administration: A Trichotomy?† Governance: An  International Journal of Policy and Administration 4(3), 345-366. This case study on The Hiring Decision was written and submitted by user Nathan Cunningham 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.