Learning Curve free essay sample

Are gains from learning realized early in production or at later point? ______ 4 5. A learning curve applies to improvements in the direct labor portion of a process. How does the learning curve differ from the experience curve? ____4 6. What are some factors that might prohibit a supplier from realizing learning curve gains? ___________________________________________________ 4 7. This case describes Vistral as a preferred supplier. What is preferred supplier? What are the advantages of maintaining a preferred supplier list? _________4 8. What type of supply chain relationship supports a buyer and seller working together to identify possible learning curve benefits? ___________________5 1. Given the above data, calculate the average labour per unit given the cumulative total labour hours provided. This model is based on the equation y = aXb where y= time to produce the last unit of output, a= time to produce the first unit, and b= the rate of learning. The rate of learning is calculated by taking the natural log of the percentage of learning and dividing by natural log of 2. Ultimately what this equation is describing, is that the incremental unit time decreases at a constant rate each time the quantity of units produced doubles. VISTRAL LEARNING-CURVE DATA| Units Total Labour Hours Average Labour per Unit Learning Rate_______________________________________________________________________1 6 6. 0 ******2 10. 8 5. 10. 00%4 19. 2 4. 8 11. 11%8 35. 2 4. 4 8. 33 %16 64 4. 0 9. 09 %32 115. 2 3. 6 10. 0%64 211. 2 3. 3 8. 33 %128 384 3. 0 9. 09 %| OVERALL AVERAGE IMPROVEMENT RATE: 9. 4%| APPLICABLE LEARNING CURVE: 90. 6%| 2. Calculate the appropriate learning rate and the overall average improvement rate for this data set. The lower the percentage of learning is, the faster individual units are produced, and thus the faster average time per unit. VISTRAL learning curve shows data: * OVERALL AVERAGE IMPROVEMENT RATE IS 9. 4% * APPLICABLE LEARNING CURVE 90. 6% 3. - Plot the data on an X-Y chart. Label X axis â€Å"Units Produced† and the Y axis â€Å"Average Labor per Unit†. Y-Values – LEARNING CURVE OF VISTRAL 4. Are gains from learning realized early in production or at later point? The gains are realized quite quickly, within the first couple of units. . A learning curve applies to improvements in the direct labour portion of a process. How does the learning curve differ from the experience curve? The learning curve differs from the experience curve because a learning curve applies to the average direct labour required to produce a unit of output, whereby, an experience curve refers to the longer term factors of production that systematically reduce production cost. These factors include the shorter term labour components along with longer term product and process modifications. 6. What are some factors that might prohibit a supplier from realizing learning curve gains? Some factors that might prohibit a supplier from realizing learning curve gains are high workforce turnover thereby causing the workforce to not demonstrate the anticipated rate of learning/or creating an inconsistent rate of learning. The supplier will be unable to realize labour efficiency that may be factored into the sales price of the unit produced. Another factor may be the inaccurate collection of cost and labour data during the early stages of production of a unit. Dismissing any process changes which would lead to continuous improvement such as new production methods, substituting labour with advance automated equipment would also decrease learning curve gains. 7. This case describes Vistral as a preferred supplier. What is preferred supplier? What are the advantages of maintaining a preferred supplier list? Identifying and selecting Preferred Supplier is an objective process. Preferred Supplier List helps purchaser’s in selecting suppliers that have completed organization’s review process. Such supplier should deliver a product or service in the manner that is requested, every time or majority of the times. Buyer should ensure, that the Preferred Supplier has the appropriate facilities and technology to provide accurate and consistent goods and services. This process involves a site inspection. Information required may include financial statement, sources of parts, union affiliation, production volumes etc. Preferred Supplier List solution, allows purchasers retain supplier data, reduces sales calls, marketing emails to save time and lower the overall cost associated with sourcing and recruiting new suppliers. Good functioning PSL can lead to solid relationship, which can impact production quality. 8. What type of supply chain relationship supports a buyer and seller working together to identify possible learning curve benefits? In the supply chain a buyer-seller relationships is a very important element of supply chain integration. Creating and maintaining positive relationships in all aspects of supply chain has become a foundation of a business success. Customer demands, unpredictable market and unstable retail industry effects global industry production. Global business is also influence by environmental diversity. Considering those factors retailers are encourage to develop relationships to deal with unexpected market demands and to reduce the dependence on the vendor. *Reference Source Chartered Institute of Purchasing amp; Supply To enhance performance organizations must build strong buyer-supplier relationship. The above diagram shows that a key driver for supply chain is better understanding of the integration process in learning curve. *Reference Source Chartered Institute of Purchasing amp; Supply â€Å"Managing Purchasing and Supply Relationships†

Conceptual Framework Format and Standards

Question: Discuss about the Conceptual Framework Format and Standards. Answer: Introduction: Coca Cola is considered as one of the largest companies in non-alcoholic ready-to-drink beverages industry in the Asia-Pacific region. This company is operating in 6 countries majorly which includes Australia, Indonesia, New Zealand, Fiji, Papua New Guinea and Samoa. This company is offering a great range of product which extends from energy drinks, soft drinks to Fruit juices. Currently it is holding 29% in Coca Cola Amatil Company. Coca cola Amatil Company is operating its business with a vision of making every day, every moment of the customer happy. At the same time, BHP Billiton is considered as one of the biggest mining firms in mining industry which is working in Australia; the main operations of the company is in petroleum segment and metal mining. This company has been known as the largest mining company of the world in terms of the computed value of market in 2015. Along with this the BHP Billiton is the 4th largest company in terms of revenue in Australian market. This Company has been incorporated as a result of merger of the AngloDutch Billiton plc and Australian Broken Hill Proprietary Company Limited (BHP) in the year 2001. As the result of this merger, the company came up into the market with the name BHP Billiton. This firm has diversified its market out of Australia and England, BHP Billiton was incorporated in 2001 by association of Billiton Company and Broken Hill. The headquarters is in Melbourne of BHP Billiton. Conceptual Framework The Coca Cola Amatil Company limiteds main goal is to make profits. The company has been incorporated in Australian market and the shares of the company have listed itself in ASX to trade the shares. The final financial statements of the coca cola have been prepared with the base of Corporations Act 2001 and Australian Accounting standards offered by the Australian board i.e. Australian Accounting Standards Board (AASB). The final financial statements of coca cola are complied with the IFRS (International Financial Reporting Standards). It has been issued by International Accounting Standards Board. The figures recorded in the final financial statements are presented on the basis of historical numbers apart from some particular financial assets and some liabilities. Their figures have been recorded on the basis of its fair value. After analyzing the annual report, it has been made available by the auditor, the financial statements of the company are prepared in accordance with the AASB accounting standards. There has been no evidence in the annual report which states that the management of the company hasnt complied with the accounting standards. References Annual Report of Coca Cola Amatil Limited, 2015, Viewed on 9th Apr 2017, Retrieved from https://www.ccamatil.com/-/media/Cca/Corporate/Files/Annual-Reports/2015/CCA166-CCA-Annual-Report-2015-WEB_final.ashx BHP Billiton Ltd, Annual Report 2015_ Viewed on 9th Apr 2017, Retrieved from, https://www.bhpbilliton.com/~/media/bhp/documents/investors/annual-reports/2015/bhpbillitonannualreport2015.pdf

The Life and Works of Maya Angelou free essay sample

A discussion of Maya Angelous life, talent and contribution to the black community. This paper focuses on the life and works of Maya Angelou, one of the greatest African-American literary figures in the United States. This multi-talented woman has had a major impact on the black community because of her active participation in the civil rights movement. Maya Angelou is an award winning writer, poet, historian, playwright, producer, and director and in short she is an amalgamation pf many talents, which are all, related to art. This amazingly writer has influenced the lives of millions of her readers because of her strong spiritual beliefs and an inner strength that she displays in her stories and other work. She has also actively participated in the civil rights movement because she feels that black still d not have equal rights in the United States; she has thus inspired many black men and women to achieve more by emulating her. We will write a custom essay sample on The Life and Works of Maya Angelou or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page She has written some autobiographies which are very famous among the public because of their emotional content as they come form the very core of the authors heart, these include All Gods Children Need Traveling Shoes (1986), The Heart of a Woman (1981), Singin and Swingin and Gettin Merry Like Christmas (1976), Gather Together in My Name (1974), and I Know Why the Caged Bird Sings (1969), which was also nominated for the National Book Award and has been one of her most widely read works.

A Sample Essay About Dementia

A Sample Essay About DementiaIt is a significant fact that a great number of Alzheimer's patients find it hard to complete and write down even a short but a sample essay about dementia. The key question that one must ask himself or herself is 'Can I write this essay about dementia?'The main reason why some Alzheimer's patients find it difficult to compose an essay is because they are not mentally alert at the time of writing. This is why the most important part of writing an essay is to give importance to the details. A good plan in writing an essay about dementia will help you address these details that your subject may be unable to provide.The first thing that you need to keep in mind is that you need to have the main focus on writing. This means that it is essential for you to plan things out carefully before you start writing the sample essay about dementia. You need to determine what information you need to gather before writing the essay. For example, if you want to write about a situation where the patient told you that he wants to go and play baseball with his friend on Saturday morning, but he can't go because of his job, you need to prepare a rough outline for the essay.The next thing that you need to do is to gather information about the person that you are going to write about, such as the kind of work they did, the time they had off, etc. This data can be collected from the study diary of the patient. You can also ask their family members to collect the same information for you. This will help you gather more information about the person you are writing about.Make sure that you explain to the patient the normal cognitive process that takes place when a person is experiencing dementia. For example, you need to explain the difference between normal memory loss and Alzheimer's dementia. You can also use examples of their memories in the study diary and other memorabilia asa proof of your statement.When you are writing, make sure that you write in a ca reful manner. You can express the patient's emotions and feelings. You also need to create a consistent tone throughout the essay.Once you are done writing the perfect essay, you can send it to the person who will use the essay. It is important for you to ensure that the essay is completely accurate because a regular letter to a loved one can never be enough. You also need to send the essay in a way that it can be read by the person who suffers from Alzheimer's disease.For many people, writing a sample essay about dementia is not something that they can easily do. You need to understand that writing an essay about dementia requires focus and attention, so it is best for you to read some samples of essays written by experts who have suffered from Alzheimer's disease before you start to write the essay.

Why there are Few Women in Telecommunications Industry in Europe and Middle East

Why there are Few Women in Telecommunications Industry in Europe and Middle East Introduction A decade into the 21st century, women in nearly all progressive countries across the world continue to be disadvantaged in their careers relative to men. Despite sustained efforts by governments and industry to promote gender equality in the workplace, women persist to experience occupational segregation, wage disparities, fewer promotions, and less significant wage increases (Schweitzer et al., 2011).Advertising We will write a custom dissertation sample on Why there are Few Women in Telecommunications Industry in Europe and Middle East specifically for you for only $16.05 $11/page Learn More This view is reinforced by Schreuders et al. (2009), who observes that occupational segregation, particularly in science and engineering fields, has been a matter of concern for governments and scholars worldwide. Available statistics demonstrate that in spite of their talent, ability, and opportunity, women continue to be underrepresented in these critica l sectors of the economy (Schweitzer et al, 2011), with Bhatia Amati (2010) suggesting that the segregation is the direct consequence of social, political, and economic systems that continue to reinforce gender stereotyping and role expectations. On her part, Bystydzienski (2004) posits that it is the lack of encouragement, mentorship, support and appropriate socialization to enter and remain in the sciences, engineering, or technology-related fields that is entirely to blame for the few number of women exhibiting interest in these fields. Although many research studies (e.g., Baron Cobb-Clark, 2010; Coder et al., 2009; Franzway et al., 2009; Morganson et al., 2010) have been initiated in a focused attempt to understand the reasons behind the noted occupational segregation of women in science and engineering fields, only a handful (e.g., Kotsilieri Marshall, 2004) have attempted to evaluate the trajectories of these dynamics from an industry-specific perspective. Furthermore, the se studies do not attempt to place the findings in a broader, historical, and institutional context, not mentioning that they lack the comparators necessary to understand the problem within a wider social and geographical context. It is these gaps in knowledge that provide the impetus to undertake the present study, which aims to understand why there are few women in the telecommunications sector in Europe and the Middle East.Advertising Looking for dissertation on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Background of the Study Schreuders et al. (2009) observe that â€Å"†¦unlike other historically male-dominated occupations that have seen gains in achieving gender equity, many sciences, math, and engineering fields have remained peculiarly unbalanced in terms of gender† (p. 97). Other research studies (e.g., Kusku et al.; 2007; Coder et al., 2009; Kotsilieri Marshall, 2004) demonstrate that underrepresentation of women in engineering and technology-related fields continue to widen as women engineers and technicians find themselves swimming against the tide of prejudice intrinsically reinforced by the social, cultural, psychological and economic realities of life. These assertions are supported by well-documented data. A survey conducted by the U.S. Bureau of Labor and cited in Coder et al (2009) indicates that while women made up an estimated 43% of the information technology (I.T.) workforce in 1983, the female percentage dropped to a paltry 26 % in 2008 in spite of the fact that the total I.T. workforce had more than doubled for the indicated period. Of course many research studies have been progressed to understand the dynamics involved in this type of occupational segregation, but it still remains unclear exactly why women remain a minority in engineering and technology-related fields (Coder et al, 2009). Indeed, extant literature demonstrates that many women hold the necessary educational background and resources to venture into these technical fields, but end experiencing impediments for reasons not fully under their control (Kotsilieri Marshall, 2004). This notwithstanding, various theoretical orientations have been advanced to explain the perceived lack of gender representation in engineering and technical fields, and what could be done to contain the situation from further deterioration. The present paper will heavily rely on two of such theoretical conceptions, namely the social constructionist theory and the pipeline theory. In considering how women view their abilities and position themselves in relation to their male counterparts, this Research is profoundly influenced by social constructionist doctrines as the experiences and characteristics accredited to women, portrayed by academia and industry as contributing to their current occupational segregation in engineering and technology-related fields, are not timeless and universal b ut are socially, historically, psychologically, and politically located (Kotsilieri Marshall, 2004).Advertising We will write a custom dissertation sample on Why there are Few Women in Telecommunications Industry in Europe and Middle East specifically for you for only $16.05 $11/page Learn More To deduce that all women judge, think, or relate in distinctive and universal ways when making career choices, particularly in fields traditionally considered as male-dominated, inarguably denies the contextuality that frames behavior (Benson Yukongdi, 2005). Consequently, this study attempts to understand the reasons why there are few women in telecommunication industry by comparing experiences of women in two continents, Europe and the Middle East, with a view to comprehensively cover the differences that may arise from the diverse contextual and geographical backgrounds. The present study will also draw upon the pipeline theory to analyze why women are yet to ac hieve equal representation in engineering and technology-related fields, with specific reference to the telecommunications industry in Europe and the Middle East. As highlighted by Schweitzer et al. (2011), â€Å"†¦the pipeline theory suggests that increasing the number of women in male-dominated fields should lead to more equality in the labor market†¦ This presumes that women and men in the pipeline expect comparable career outcomes† (p. 422). However, as has been demonstrated in a number of research studies concerned with evaluating the reasons behind gender-based underrepresentation in the labor market, the movement of more women into the pipeline has not resulted in enviable treads for women careers, particularly when it comes to engineering and technology-related disciplines (Schweitzer et al, 2011; Coder Rosenbloom, 2009). Much attention will, therefore, be focused on understanding why women are yet to achieve comparable career outcomes with their male count erparts in the telecommunications sector, and the various alternatives that could be implemented to remedy the disparity.Advertising Looking for dissertation on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Issues of meritocracy and social-cultural orientations will be comprehensively discussed and evaluated with a view to synthesizing the obstacles that come into play to hamper more women representation in the telecommunications sector in Europe and the Middle East. Advocates of meritocracy are of the opinion that â€Å"†¦in true meritocratic systems everyone has an equal chance to advance and obtain rewards based on their individual merits and efforts, regardless of their gender, race, class, or other non-merit factors† (Castilla Bernard, 2010 p. 543). Inside organizations, a fundamental strand of this study will concern how organizational policies and strategies affect employees’ opportunities and careers, particularly those policies and strategies designed to reduce discrepancies for women working in technical-oriented disciplines. In equal measure, previous studies have identified aspects of entrenched masculine culture, social-cultural dynamics, and weak copin g mechanisms as major reasons for lower representation of women in technical disciplines such as telecommunications engineering (Kotsilieri Marshall, 2004; Morganson et al., 2010). Indeed, Franzway et al (2009) posit that â€Å"†¦although women are as competent as their male colleagues in the technical dimensions of engineering, the gendered expectations and processes within engineering organizations are an entrenched problem for women’s careers† (p. 91). The rationale of the Research This study arises from the need for organizations and governments to develop policies, plans, and strategies that can be used to inform effective policy-making with regard to inclusion of more women into career fields traditionally considered as male-dominated. The paucity of statistical data on the underrepresentation of women in technical fields in other countries, with the exception of the United States (Blau Kahn, 2007), have often served as a reinforcing agent for ineffective and undirected policies that continue to be developed by organizations and governments in their bid to reverse the gendered disadvantage. Second, the study is informed by the need to develop tangible alternatives that can be used by organizations to not only encourage more women into engineering and technical fields but also to retain them. Extant Research demonstrates that women have unique capabilities and talents that could be used by organizations to attain optimal productivity and competitiveness (Kotsilieri Marshall, 2004). Equally, evidence has been adduced to the fact that more women than men are likely to leave employment in technology field (Franzway et al, 2009), due to a myriad of reasons which will be covered comprehensively in this study. Moreover, the results of this study can be used by educational institutions to develop academic and career paradigms that will encourage more women into the technical disciplines, with the hope that a high uptake of women will transl ate into equal representation in the labor market. Aim Objectives of the Study The general aim of this study is to critically evaluate the reasons why there are few women in the telecommunications industry in Europe and the Middle East. The following forms the specific objectives of the study: To critically analyze how women are impacted negatively as a result of employment discrimination in the telecommunications industry; To critically evaluate the interplay between meritocracy and social-cultural and psychological variables in entrenching occupation discrimination along with gender, and; To analyze and report on probable alternatives that could be used to alleviate gendered occupation discrimination in the telecommunications industry in Europe and the Middle East. Research Questions Based on the above objectives, this study aims to address the following research questions: What are the current practices and polices used by telecommunications firms in Europe and the Middle Eas t to ensure gendered occupation equality in the field? What issues within the meritocratic and social-cultural, psychological, geographical and political contexts could be serving as obstacles to gendered occupation equality for telecommunications firms in Europe and the Middle East? What are the current trends in occupation discrimination in telecommunications organizations in Europe and the Middle East? What are the alternatives being sought by organizations and governments in the two continents towards addressing the women underrepresentation in telecommunications industry? Scope of the Study Although the study makes frequent mention of women in science, engineering and technology-related fields, its analysis excludes all the other women working in the above-mentioned fields apart from those specifically working in telecommunications and information technology (I.T.) fields. The study does not deal with the position of the management of the selected organizations regarding occup ational segregation but focuses attention to understanding the dynamics involved from the female worker’s perspective and the official policies and strategies relating to occupational segregation of women in telecommunications industry within a wider continental context. This implies that the results gravitate more towards attempting to understand why there are few women in the field within a specific social, geographical and political context. Structure of the Dissertation The above forms the introduction section of this study, which has laid the groundwork for the subsequent sections. This section, among other things, have demonstrated the direction that this study takes by discussing the problem, stating the research aim and objectives, and discussing the rationale of the study. The following section will revolve around critically discussing the available literature on occupational segregation of women in science and engineering fields, with particular reference accorded t o Europe and the Middle East. The methodology, the third section, focuses on discussing the study design, population and sample, data collection techniques, and how the data for this study has been analyzed. The results are presented in section four, under findings, analysis and discussion. This study concludes by outlining some conclusions, recommendations and future research areas in section five. Conclusion The present study aims to analyze why there are few women in the telecommunications industry in Europe and the Middle East. Towards this purpose, the study relies on two theoretical conceptions, namely the social constructionist perspective and the pipeline theory, to evaluate the impact of occupational segregation in this critical sector, and the alternatives that could be developed to reverse the trend. Consequently, the deliverables include, but not limited to: understanding how women in the telecommunications sector in Europe and the Middle East view their abilities and p osition themselves in relation to men; understanding why women are yet to achieve equal representation in technology-related fields; understanding how issues of meritocracy and social-cultural, political, psychological, and geographical orientations impacts women representation in these fields, understanding how organizational policies and strategies within the wider continental context could be modified to encourage more women into science, engineering and technical-related fields. List of References Baron, J.D., Cobb-Clark, D.A (2010). Occupational Segregation and the Gender Wage Gap in Private- and Public-Sector Employment: A Distributional Analysis. Economic Record, 86 (273), pp. 227-246. Benson, J., Yukongdi, V (2005). Asian Women Managers: Participation, Barriers and Future Prospects. Asian Pacific Business Review, 11 (2), pp. 283-291. Bhatia, S., Amati, J (2010). ‘If these Women can do it, I can do it, Too’: Building Women Engineering Leaders through Graduate Peer Mentoring. Leadership Management in Engineering, 10 (4), pp. 174-184. Blau, F.D., Kahn, L.M (2007). The Gender Pay Gap: Have Women gone as Far as they Can? Academy of Management Perspectives, 11 (2), pp. 283-291. Bystydzienski, J.M (2004). (Re)Gendering Science Fields: Transforming Academic Science and Engineering. NWSA Journal, 16 (1), pp. 8-12. Castilla, E.J., Bernard, S (2010). The Paradox of Meritocracy in Organizations. Administrative Science Quarterly, 55 (4), pp. 543-576. Coder, L., Rosenbloom, J.L., Ash, R.A., DuPont, B.R. (2009). Economic and Business Dimensions: Increasing Gender Diversity in the I.T. Workforce. Communications of the ACM, 52 (5), pp. 25-27. Franzway, S., Sharp, R., Mills, J.E., Gill, J (2009). Engineering Ignorance. Frontiers: A Journal of Women Studies, 30 (1), pp. 89-106. Kotsilieri, F., Marshall, J (2004). Hellenic Women Managers in the Telecommunications Sector: Living in Transition. New Technology, Work Employment, 19 (3), pp. 177-191. Mo rganson, V.J., Jones, M.P., Major, D.A (2010). Understanding Women’s Underrepresentation in Science, Technology, Engineering, and Mathematics: The Role of Social Coping. Career Development Quarterly, 59 (2), pp. 169-179. Schreuders, P. D., Mannon, S.E., Rutherford, B (2009). Pipeline or Personal Preference: Women in Engineering. European Journal of Engineering Education, 34 (1), pp. 97-112. Schweitzer, L., Ng, E., Lyons, S., Kuron, L (2011). Exploring the Career Pipeline: Gender Differences in Pre-Career Expectations. Industrial Relations, 66 (3), pp. 422-444.

Cross Cultural Human Resources Management Essay

Cross Cultural Human Resources Management - Essay Example After spending valuable time at the Resort as the trouble shooter and discussing various dimensions of resort work and its improvement, with the employees and other members of the staff, listening to all complaints of customers of the once-well-run resort, Patrick Dowd came to the conclusion that the problem plaguing the resort is that of inadequate and inefficient application of International Human Resource Management. In his Report to Jim Johnson, Patrick Dowd would make suggestions in the following mode, depending on his knowledge of International Human Resource Management and application of pertinent theories to the present case. International Human Resource management focuses on Human Resource Management practices across the countries mainly in multinational firms, or in organisations where people of different cultures work. There is very little difference between Internal Human Resource Management and Cross Cultural Human Resource management as both deal with the problems posed by employees drawn from various cultures. There is no definite criterion or stringent guidelines for cross cultural management. It alters according to the cultures involved and the requirements under given circumstances, as the circumstances and situations decide the rules. Here cultural diversities are accepted and honoured, not defied, and an attempt is made not only to avoid cultural clashes, but also to find a suitable way of functioning without challenging the cultures involved. Here exists no desire to see all cultures look identical and the 'lesser' cultures adopt the ways of the 'better' culture. Today the context of human resource management is constantly changing with the new and persistent demands of globalisation. Human resource management of today has a global sense based on the new trend of global business. Businesses like the West Indies Yacht Club Resort, even though not a particularly overwhelming international business house in the accepted sense, welcomes guests from all parts of the world and employs people from different background and age group. When the Resort came under clouds, both the General Manager Jim Johnson and Patrick Dowd, the chosen consultant felt that this was a case of cross cultural human resources mismanagement. British Virgin Islands are not really called 'happening' places, but quiet places where resorts were built for people who need relaxation. Local people still are living in a cocooned culture hardly being exposed to international ways of living. It is difficult to find employees with exemplary educational background and efficient motivity in the islands. Efficient staff had to be drawn from different cultures and places, mainly from United States main land. British Virgin Islands, so remotely placed and lacking all diverse academic facilities for growing up children, and entertainment or business facilities for grown ups, people usually either got bored, or felt inadequately equipped for the future, frequently resigned in search of better pastures and none of the employees stayed for a long time. This created an impossible situation for the Resort of perpetually training new people; getting adjusted to them and getting them adjusted to the Islands. When the management heaves a sigh of relief that the new unfamiliar staff is trained enough to handle the situations, the well-trained staff decides to move and management had been frustrated on this issue for a long time. The resort was famous

An analysis of the financial crisis and collapse of Lehman Bros Essay

An analysis of the financial crisis and collapse of Lehman Bros - Essay Example An analysis of the financial crisis and collapse of Lehman Bros. Many of the investment strategies designed to improve the liquidity position of major banks and ensure asset growth had lost the majority of their value and companies such as Lehman Bros. were unable to find appropriate buyers for many derivatives that were backed by the high volume of home mortgages granted to higher-risk consumer segments prior to 2007. As aforesaid, the inter-dependency within the international banking system led to a crisis when asset values on certain derivatives plummeted, when major banking institutions could no longer successfully meet their debt obligations, and even sizeable financial bailouts both internal and from government were insufficient in sustaining banking operations. The main contributors to the financial crisis of 2007-2010 was not largely attributable to improper or lax regulatory forces, it was a product of poor banking leadership and inappropriate investment strategies within the financial institutions’ business models. This essay describes the catalysts for what drove the financial crisis, focusing specifically on the role of Lehman Bros. in facilitating the problem. Research has identified that the mechanisms creating the financial disaster included the derivatives market, investor and executive-level behaviour in the financial markets, poor auditing systems responding proactively to observable or quantitatively-supported market trends, and the growing consumer adoption of adjustable rate mortgages being offered by major banking institutions. ... The main contributors to the financial crisis of 2007-2010 was not largely attributable to improper or lax regulatory forces, it was a product of poor banking leadership and inappropriate investment strategies within the financial institutions’ business models. This essay describes the catalysts for what drove the financial crisis, focusing specifically on the role of Lehman Bros. in facilitating the problem. Research has identified that the mechanisms creating the financial disaster included the derivatives market, investor and executive-level behaviour in the financial markets, poor auditing systems responding proactively to observable or quantitatively-supported market trends, and the growing consumer adoption of adjustable rate mortgages being offered by major banking institutions. The Adjustable Rate Mortgage (ARM) Consecutive and recurring drops in the national interest rate in the United States and the United Kingdom occurring between 2001 and 2006 in an effort to stave off a perceived, impeding economic recession created a favourable environment for home ownership. When the Federal interest rate is lowered, it affects the published prime rate by which financial lenders establish an appropriate interest rate on home mortgages. In 1982, the prime rate in the United States was set at a record of 19 percent (Fedprimerate.com 2013), a period where the country was emerging from a period of intense inflation increases and previous economic recession. Home mortgages generated between 1982 and 2000, therefore, were significantly profitable for lending institutions as they were able to justify loan generation to diverse consumer