Abstract In this article, the writer looks at the financial firm, Morgan Stanley and the Swiss Bank, UBS. The writer points out that the goal of most financial institutions is to extend the deadlines for the loans given to its customers in order to match the deadlines of the institution's resources. Therefore, the proportion of long-term assets in the total assets indicates how prepared is a financial institution to face future difficulties. The writer notes that UBS is doing very well, with 97.6% and 98.8%, in 2003 and 2004, respectively, of its total assets being long-term assets. Further, the writer points out that the situation is similar in Morgan Stanley's case, 98.6% in 2003 and 98.9% in 2004. The writer concludes that both institutions are well prepared to face any potential risks, which explains in part the prestige of both Morgan Stanley and UBS.
From the Paper "UBS is the largest bank in Switzerland. It was formed from Swiss Bank's purchase of the old UBS back in 1998 and is divided into four units. The wealth management unit is the world's largest private bank and also incorporates the Swiss retail banking division. The investment bank unit was formerly known as "Warburg". Another unit is the asset management section, which serves institutions and individuals. The fourth unit is the U.S. brokerage division, previously known as PaineWebber. UBS has tried and succeeded to establish a common brand for all its acquired entities."
Abstract The paper introduces Russian writer, Valentin Rasputin and his success in Russian literature. It analyzes his book, "Live and Remember" - considered as one of the most significant works of the post-Stalin, pre-glasnost era. The paper discusses the plot and the major themes of the book.
From the Paper "Live and Remember may appear to some as a visionary text. Indeed the author's convictions have been portrayed with such strength that it is easy to believe Valentin Rasputin is outlining a sequence of developments that is not inevitable. Thus, this book is not a theory of history or of world war. It is however, an analysis of the sort of institutions that might develop in an environment where the individual is bound to give priorities and values to those that he does not wish to or as free to choose and thus, demonstrating tendencies, not immutable consequences."
Tags: Siberia, The, Last, Deadline, Andrei, Guskov
This paper details a particular problem in HR management and applies current strategies to its hypothetical occurrence in the offices of an imaginary arts magazine (Instant!).
1,650 words (approx. 6.6 pages), 5 sources, 2002, $ 62.95
Abstract This paper is written from the perspective of an outside consultant on the issue of performance management. It recommends an internal re-evaluation process as the best way to improve performance management and solve deadline crisis problems. The author reveals why this is an important HR consideration.
Abstract This paper describes the six stages of adulthood that, according to Gail Sheehy, we must all go through in order to become integrated, whole, and fulfilled adults.
From the Paper "Sheehy called the first stage of adulthood pulling the roots. It's from the age group of 18 -22 years old. She implied that after 18, people intend to go distance with their parents. This is the stage were young adults go through a series of activities "in the attempt to separate our view between family and base of our one's own" (Sheehy 159). In this stage, the hunger for independence emerges. We feel that we could now take care of ourselves and could make the right decisions. This is also the stage where we become confuse with ourselves and have an identity crisis, making us feel very unstable with our emotions."
Abstract This research proposal provides an analysis of problems with current measures of psychosocial hazards and then investigates the theories that underlie how work events lead to emotional and physical reactions. This research proposal then proposes to help further the theoretical understanding of the interaction between stress and health reactions. Specifically, this proposal attempts to continue to determine the nature of stresses that lead to harm within the context of Siegrist and Peter's earned reward imbalance model. This study also attempts to determine the core expectations, as defined within Siegrist and Peter's earned reward imbalance model, and hypothesizes that these expectations include immediate expectations of specific salary requirements, wage increases, working conditions, and social and emotional feedback, as well as longer-term expectations about status.
From the Paper "There is an established link between psychosocial hazards, stress, and physical injuries such as musculoskeletal injuries. Specifically, monotonous work coupled with time pressures and a rate of high perceived injuries are associated with musculoskeletal symptoms. Such symptoms are also closely linked to a lack of social support by colleagues, and low job control, with stress acting as an intermediary between psychosocial hazards and musculoskeletal symptoms (Bongers et al, 1993). Further, high job strain (as determined by the Karasek and Thorell demand-control model) has been linked to back injuries (Myers et al, 1999). A review by Devereux and Buckle (2000) confirmed this existing link between physical symptoms and stress, and noted that neck-shoulder pain and lower back pain were predicted by work-related stress."
Abstract This paper discusses how, in order to keep the shuttle program an effective vehicle for space exploration, safety of the astronauts must always be the first concern. It explains how deadlines must always be flexible and based on the ability of NASA to make a launch that is as safe as possible. It also discusses how final votes on decisions must be made anonymously to eliminate the influence of group pressure for a goal inappropriate for such a risky endeavor.
From the Paper "The Rodgers Commission, in addition to making numerous suggestions about how to improve the structure of shuttles and ways to increase safety for the astronauts, noted the management decisions that contributed so significantly to the disaster. They particularly noted that decision makers were under considerable pressure to maintain ambitious flight schedules (Harwood, 1986). This pressure stemmed from both political and economic forces. NASA will have to decide whether its goals are one of scientific inquiry or of making money through space exploration. When it is recognized that these two goals are incompatible, they will have to be prioritized. Given the inherently danger to space exploration, it will be clear that safety, based on the best science available, will have to be the overriding concern. In decision meetings, the structural dynamic must support real inquiry, not simply support a predetermined and preferred outcome."
Abstract This paper explains that, although American negotiation meetings often begin with some form of small talk designed to present an air of relaxation into the meeting, when the time arrives to get the meeting going, Americans are all business. The author points out that the American cultural emphasis on achievement and authority instills a sense of power into the business world. The paper relates that, unlike other cultures, Americans live under monochromatic time; therefore, in their no-nonsense approach, Americans live by the deadline and being tardy is a great offense.
Table of Contents
Presentation
Power
Pressure
Product
From the Paper "Presenting oneself as knowledgeable and professional also cultivates an image of power in America. Remember, achievement (which is accomplished through knowledge) is crucial in the United States. In fact, much of the American business mindset rests on a "give-and-
take" system wherein two parties try and reach a compromise through demonstrating their mutually beneficial strengths to each other. In addition, directly approaching an important company executive (rather than blockers) also lends an impression of self-confidence and authority. Self-confidence is also evident through a firm handshake and steady eye contact."
Abstract In this paper the author examines the scandal that surrounds the Fannie Mae company (also known as The Federal National Mortgage Association), which is a U.S. government chartered company, providing mortgages for low-income persons. The author looks at the Fannie Mae company together with its rival Freddie Mac as accounting for half of America's home mortgages. The author proceeds to detail the scandal that surrounded the Fannie Mae company as a result of the accounting strategy which helped the company hit its earnings-per-share targets and rewarded the top executives generously. The author also details the response of Fannie Mae to the findings against them. The paper discusses the Sarbanes-Oxley Act of 2002 which was instituted to try and prevent these sorts of scandals in large corporations. Finally, the author concludes that with the deadline of the new Sarbanes-Oxley Act, there will probably be more significant changes in the future.
Outline:
Introduction
Background of Fannie Mae Scandal
Fannie Mae's Response
Issue
Recent Changes in Corporate Governance Which May Help Elevate Problems
Recommended Changes in Corporate Governance for Fannie Mae
Conclusion
From the Paper "However, Fannie's assertions may not have been completely true. As regulators began to look into Fannie Mae's accounting records, it was discovered that Fannie Mae was plagued with many of the same problems present in Freddie Mac. "Armond Falcon Jr., top federal regulator of the two home mortgage financing agencies, Fannie Mae and Freddie Mac, accused Fannie Mae officials of pervasive and willful misapplication of standard accounting rules." (Toedtman, 2004, p. A57) Targets of the investigation for mismanagement were the top two offices in the company. At the management helm of Fannie Mae is Chief Executive Office Franklin D. Raines, who served as White House Budget Director during the Clinton administration, followed by the Chief Financial Officer, Timothy Howard, who has the primary responsibilities for fiscal management."
Abstract This paper explores the problems related to organizational communication in the workplace as a hindrance to productivity and the ability to effectively organize work activities in a satisfactory manner. he author points out that intense pressures to meet deadlines, stressful work environments and a lack of organization often lead to numerous frustrations and complexities on the job, which tend to reduce the level of productivity. The paper stresses that these barriers may be overcome with a strong commitment from employees to understand their fears and weaknesses in favor of promoting the organization's primary objectives at all times, regardless of their source.
From the Paper "Many of today's modern workplaces offer employees tremendous opportunities for advancement and flexibility, while maintaining a positive approach to the organization's desired objectives. However, intense pressures to meet deadlines, stressful work environments, and a lack of organization often lead to numerous frustrations and complexities on the job, which tend to reduce the level of productivity that is achieved. For many employees, it is also a lack of support and adequate staffing due to budget constraints that creates new problems in the workplace related to productivity and organization. Therefore, it is necessary for employees to approach their work activities in a conscious and analytical manner, so that all possible objectives are considered and achieved whenever possible. The following brief discussion considers the problems related to organizational communication in the workplace as a hindrance to productivity and the ability to effectively organize work activities in a satisfactory manner."
This paper discusses procrastination or the practice of habitually putting off important activities or events, which can have dire effects on an individual.
Abstract This paper explains that many procrastinators exhibit perfectionist tendencies and deal with emotional burdens including anxiety, a sense of being overwhelmed or depression. The author points out that some consequences of procrastination are missing important deadlines, poor work or personal performance, lack of preparedness, diminished sense of self or quality of life and even medical or health related problems. The paper suggests that solutions to procrastination include downsizing tasks into bit-size chunks to eliminate the stress and anxiety associated with completing a lengthy task and delegating tasks to others so that tasks are accomplished on time, every time. The paper includes a few examples.
Table of Contents:
Introduction - Procrastination Defined
Characteristics of Procrastinators
Effects of Procrastination
Conclusions
From the Paper "How is procrastination exhibited differently among varying cultures? Not much empirical evidence is available comparing the procrastination habits of say Americans vs. Japanese. Most people who procrastinate tend to dawdle in the same ways; many are unaware that their actions may result in "dire consequences" for themselves or their businesses. Much of procrastination stems from functioning in an overly stressful, competitive and anxiety producing business arena, which is common the world over, whether in Japan for example or the United States."
Abstract In this article, the writer recommends a team structure within an organization, where employees are promoted to the position of team leader. The many benefits of the team structure are described in this paper. In describing the benefits, the writer demonstrates that the proposed structure provides for the needs of the organization. The writer describes that the structure allows for the new employees to be integrated effectively, for contract deadlines to be met, and for training to occur in an effective way where new employees can immediately contribute effectively to projects. It also provides for other needs, including providing for future human resource needs, allowing flexibility, increasing employee motivation, and providing a positive work culture. The writer concludes that this structure is effective in providing for current needs and for future needs.
Table of Contents:
Suitability of the Organization Structure
Meeting Training Needs
Planning for Future Needs
Providing for Flexibility Needs
Organizational Structure and Motivation
Promoting a Positive Work Culture
Conclusion
From the Paper "One of the critical factors in determining an appropriate organizational structure is based on the way the organization is suddenly expanding to double its current size. This creates control issues that would not be present if the expansion was gradual. Most importantly, the new employees need to be integrated effectively in a way that allows the organization to continue to operate efficiently. In addition, it is not feasible for one manager to control the integration of so many new employees. This leads to the conclusion that a second level must be added to the hierarchy. All the designers can no longer report directly to the general manager. Instead, the general manager needs to take a more strategic position and allow other staff members to control and manage processes on a daily process. The first question to be answered is how this level of hierarchy would be best implemented.
One option for the company would be to hire someone to take on the position of general manager, with the current general manager taking on a higher level CEO position. This could also be achieved by promoting someone from within to general manager."
Abstract The paper explains how people felt that working for Microsoft was far too stressful and exhausting for them and so they began to leave the company. The paper shows how due to Microsoft's rapid growth and lack of specialized employees, the company could not deliver the software products they had promised in the deadline requested by the customers. The paper discusses how the managers realized the gravity of their human resource problem and decided to compensate for the long hours, the stressful environment and the low wages with several incentives.
Outline:
Executive Summary
The Business Related Problem
Background of the Problem
The Triggering Event that Exposed the Problem
Becoming Aware of the Existence of the Problem
Goals, Objectives and Tools/Techniques Used to Frame the Problem
Effects of the Problem on the Organization
The Extent to Which the Problem can be Solved
Causes and Forces that Influence the Problem
The Applicable Components of Critical Thinking
From the Paper "Since their beginnings in 1975, the company rapidly expanded and increased the number of employees from 15 to more than 60.000. As the company developed in number of employees, quality and reputation of the products or revenues, it became necessary that the employees met the strict requests of the employer: high education, long hours of exhausting work and acceptance of low wages."
"But people soon realized that working for Microsoft was far too stressful and exhausting for them and began to leave the company. As the number of employees began to decrease, the company was faced with the impossibility of delivering their products at deadline and therefore lost some clients."
Abstract In this article, the writer looks at various customs and practices that are present in Japan. The writer demonstrates that in many ways such customs and business practices are different from those in America. The writer points out that when negotiating in Japan, it is best to observe a highly deferential communication style, as opposed to a confrontational style. Further, the writer explains that debate and an open show of disharmony will make a negotiator seem rude, rather than dominant or skillful. In this essay, the writer discusses different types of communication and presents an overview of Japanese styles and customs.
Outline:
Communication Style and Preference
Formal/Informal
Linguistic Differences
Language Barriers and Interpretation
Nonverbal Communication (body language, eye contact, space)
Structure of Business Correspondence
Cultural Norms and Religious Influences
Organizational Structure of Businesses
Hierarchy & Leadership style
Individual or Group Orientation
Role of Women
Negotiation Process
Style and Phrases
Deadlines Rules of Engagement
Family and Social Structure
Hospitality
Ethical Considerations
Legal and Government Considerations
Codes
Labor Regulations
Works Cited
From the Paper "The Japanese are likely to know that shaking hands rather than bowing is considered appropriate by Americans, but be prepared to bow, nonetheless. One lesser-known fact is that an American should avoid making the 'OK' sign, as in Japan it means money rather than affirmation. Pointing is simply considered rude."
"As in all nations with different nonverbal protocols, avoid using large hand signals, extremely animated facial expressions and dramatic movements that could be misinterpreted by one's host. Also, although the Japanese may be prepared for American communication differences, it is worth remembering that the Japanese do not talk with their hands and to do so with great animation could distract the Japanese, rather than prove an asset to communication."
Abstract This paper takes a peek into the corporate culture of the Apple Computer corporation. According to the paper, despite the image the company projects of being very hip, there is a very strong work ethic and commitment to deadlines that isn't common across other high tech companies globally. The paper reports that a sixty or seventy hour work week is average for the typical Apple employee, and the higher the position the greater the commitment required.
Outline:
A Glimpse at Apple's Corporate Culture
Apple's Financial Position in 2006
From the Paper "The company attracts workaholics looking for a cause to completely commit themselves to. As a result of this dynamic and the fact that in many of the company's years it has been thinly staffed, there is almost always more work to be done than people to do it. As the company has at times fought for its survival and had to rely on unconventional approaches to getting work done, it has earned as reputation for being nonconformist. As the brand thrives on this image the fact is that Apple is one of the hardest working and most driven PC companies in the world, an attribute that is responsible for their survival as others have fallen. A sixty or seventy hour work week is average for the typical Apple employee, and the higher the position the greater the commitment required. Guy Kawasaki (1990), head of Software Evangelism, writes in his book The Macintosh Way, of the hours that he would invest in planning software developer visits to convince them to write applications for the Apple Macintosh. Kawasaki was a big reason the Apple Macintosh succeeded as he created a very strong and reliable group of software developers that provided Apple with the necessary software applications to make the Macintosh usable. The company would eventually adopt an Open Source platform approach to software development and greatly increase the options for its loyal customers in the process."
Abstract The paper discusses how Apple fulfills the strategic objective of having the right product, at the right price, at the right location for the right customer. The paper relates that Apple has always had one of the strongest work ethics and a commitment to deadlines that isn't common across other high tech companies globally. The paper explains that Apple's introduction of iTunes and iPods has revolutionized personal digital entertainment and continues to propel the company to the highest levels of financial performance it has ever attained both in terms of profitability and sales performance.
From the Paper "The most critical aspect of Apple's Operations Systems is the continual synchronizing of the many supply chain components that comprise the company's global operations with their production centers. Operations must keep the supply chain in synch with both indirect and direct-based selling channels if the sales and profit goals are going to be achieved. Figure 1 provides a graphical representation of the Apple supply chain, as defined through the research completed by Prudential Equity Group LLC (2006)."
