Double Standards Of Our Justice System - 899 Words

Ismail Dakrouri Professor Elena Makarion ENG 101-39 February 29, 2016 Double Standards In Our Justice System The Judicial System has always been something that interests me, because there are always two sides to a story but you can only support one side and do your best to make sure it is the one that wins. One reason why I have always had a passion for the law is because living in Egypt you get to see how corrupt things can get, and I believe this is part of why I am who I am today, since experiencing this made me become a very confident person knowing when and how to stand up for myself and not stop until I achieve what I have aimed for. That being said, I have always believed that the richer you are the more lenient the judicial system will be with you, in other words if you come from a wealthy family your chances of getting sentenced to prison are much slimmer than if you are from a poor family. I just recently started reading a book called â€Å"The Rich Get Richer and The Poor Get Prison† which inspired me to persuade you why I believe tha t the way we incarcerate people must change; we need to look beyond the background they come from, and start sentencing people based on their crimes. Ethan Couch a Texas teen was sentenced to 10 years of probation by Judge Jean Boyd a State District Judge after killing four innocent people while driving under the influence of alcohol. His lawyer used the defense that Mr. Couch had ‘Affluenza,’ a term which is used to describe theShow MoreRelatedTime For Equality : A Satirical Piece On Double Standards912 Words   |  4 PagesTime for Equality (A Satirical Piece on Double Standards) We live in a country of equality where no groups are discriminated against at all. The white population is undoubtedly equal with all other ethnic groups. 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Now more than ever our nation has been questioning whether or not the United States criminal justice system hasRead MoreEssay on Criminal Law Evaluation698 Words   |  3 PagesCriminal Justice Administration Capstone Barbara Mitchell CJA/484 September 17, 2012 Shomari Gilford Abstract Laws tend to make the lives of every individual safer and pleasant. The subject of this paper focuses on evaluating and identifying the Constitutional safeguards within the 4th, 5th, and 6th amendments of the United States Constitution. How these safeguards to the 4th, 5th, and 6th amendment will apply to juvenile and adult court proceedings. Finally, this paper will focus the impactRead MoreCelebrity Justice Essay example1382 Words   |  6 PagesCelebrity Justice Lindsay Lohan, Nicole Ritchie, Paris Hilton, Tiger Woods, Nicholas Cage - the list of celebrities who have been arrested or charged with a crime is a long one. 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A Brief Note On Doctor Patient Race Concordance - 1402 Words

Amanda Deese Jasmine Asia Shanice Roache HLTH 4000 December 10, 2014 Doctor-Patient Race Concordance Race concordance occurs when the race of a patient matches the race of his/ her physician and discordance occurs when races do not match (Kumar 2009). In this case we are determining whether patient outcomes are different when the doctor and patient are of the same ethnic group compared with cases where they were not of the same ethnic group. The scholarly articles investigated, involved both sides of the spectrum which determined the finding in this paper. According to the Merriam- Webster dictionary, race can be defined as a class or kind of people unified by shared interests, habits, or characteristics. Race is an ongoing concept without a complete or real definition to fully comprehend the concept. The Caucasian race is often looked at as â€Å"the better race† regardless of their socioeconomic status. People who are white do not encounter as much racial discrimination as people of other races, this is no different in the medical field. According to Diversity in the physician workforce facts figures 2010 there are 75.0% White physicians while there is only 12.8% Asian, 6.3% Black or African American, 5.5% Hispanic or Latino and 0.5%American Indian/Alaska Native. There is evidence that racial and ethnic minorities tend to receive lower quality of care than non-minorities, it is also shown that minority patients experience greater morbidity and mortality from variousShow MoreRelatedAdvancing Effective Communicationcommunication, Cultural Competence, and Patient- and Family-Centered Care Quality Safety Equity53293 Words   |  214 PagesAdvancing Effective Communication, Cultural Competence, and Patient- and Family-Centered Care A Roadmap for Hospitals Quality Safety Equity A Roadmap for Hospitals Project Staff Amy Wilson-Stronks, M.P.P., Project Director, Health Disparities, Division of Quality Measurement and Research, The Joint Commission. Paul Schyve, M.D., Senior Vice President, The Joint Commission Christina L. Cordero, Ph.D., M.P.H., Associate Project Director, Division of Standards and Survey Methods, The JointRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesed. p. cm. Includes indexes. ISBN-13: 978-0-13-283487-2 ISBN-10: 0-13-283487-1 1. Organizational behavior. I. Judge, Tim. II. Title. HD58.7.R62 2012 658.3—dc23 2011038674 10 9 8 7 6 5 4 3 2 1 ISBN 10: 0-13-283487-1 ISBN 13: 978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and

Egyptian and mexican pyramids Essay Example For Students

Egyptian and mexican pyramids Essay Mysteries of the Ancient WorldFor many centuries people have been fascinated by ancient cultures and treasures. During the last two centuries the science of archeology and modern inventions allowed people to get inside of the Egyptian and Mayan pyramids and discover the treasures of Egyptian pharaohs and Mayan rulers. Most of what we know about Egypt we owe to the pyramids. Thanks to Egyptian belief in the afterlife we can now find out about the civilization that existed nearly five thousand years ago. Egyptian culture is not the only culture that left us its heritage in pyramids. In America we find pyramids build by civilizations of Olmec and Maya about 7th century CE. These pyramids had different purposes and usage then the ones in Egypt but they stand as memorials to ancient civilizations as well. Egyptian people believed in life after death. One of the way pharaohs prepared themselves for the afterlife journey was by building a pyramid and putting there all their belongings and r iches. Egyptian people believed that pharaoh is the closest person to the God and treated him accordingly. That is the reason for Egyptian tombs being full with the golden jewelry, precious stones and art objects. Most of the time art objects were not considered a treasury but they played their particular role in religious rituals. Jars were holding food and drinks for pharaohs journey, so he would not get hungry and would have food and drinks to offer to the Gods. The figurative sculptures were suppose to accompany Ka ( spiritual entity) in its lonely stay or serve as a twin for the mummy. If something happens to the mummy the ka could use the sculpture of the pharaoh for the revelation. As well as for Egyptians religion was an everyday concern for many of the Maya, whether the dynastic ruler, the zealous priest, or the humble believer. Maya has an extensive religion structure which we can not know in details. Chac and Itzamna are the most famous gods of Mayan culture. Hunahpu and Xbalanque are among the most interesting mythical characters. One of the most crucial gods was Tlaloc, who was worshiped in various guises by the culture of Teotihuacan, the Toltec of Tula, and later Aztecs.The Maya received the cult of Tlaloc during the 4th century more or less. The Cauac Monster, also known as the Witz monster, is a dominant supernatural concept in Maya religion, as are caves, cenotes, and other holy places (Maya Civilization pars. 6). The Maya built shrines, temples, and pyramids in honor of their gods, as well as to their kings, who ruled by all-encompassing concept of Divine power. Most of Mayan pyramids are temples to the gods, not the burial tombs as in Egypt. Even though Maya sometimes buried there their rulers they always put the temple on the top of the pyramid. Egyptians had temples near the pyramid or right next to it for the ceremonial services, but it never was placed on top of the structure. Also buildings in both cultures have a lot in common in thei r visual characteristics they are different structures. Egyptian pyramids originally had smooth equal sides meeting on the top in the perfect apex. Mayan pyramids look like one huge stairway towards the sky. It reminds of earliest Egyptian structures-mastabas, where one layer of stones was put onto another creating the effect of pyramid. Also The Tikal Temple on Great Plaza was originally plastered white. Then the roof comb was painted with reds, blues, and other colors to accent the different areas of sculptural decoration. These roof combs were like giant billboards, with immense portrayals of the enthroned king, larger then life size (Cities pars.3). Egyptians never colored their religious structures. As well as in Egyptian pyramids, the stone used to construct Mayan pyramids is local limestone, obtained from nearby quarries. The ancient Maya had no stone tools but limestone is soft enough that the Maya could utilize chert tools to work the stone in to neat rectangular building b locks. Egyptian pyramids served as huge tombs and they were constructed in such a way so they would stand for thousand years. Egyptians did not know when the spirit would return into the dead body. Pyramids were constructed of rough stone blocks laid in horizontal rows, in a polygonal shape, with triangular sides rising to meet in the apex. Some were originally as high as 750 feet. The pyramids were built by taking blocks of granite to the workshops, measuring the blocks down the size, shaping the block and placing it into the body of the pyramid. Then on top of the built structure workers put the limestone going from the top to bottom. Egyptians left two empty rooms to place the pharaohs mummy and his belongings in. They sealed pyramids so well that it took four hundred years for robbers to get in. It is believed that the pyramids would be standing intact today if it were not for later destruction by robbers and invaders and for use as a building material.As it is, the massive ston e buildings are rising right now outside of Cairo. The interiors of these huge stone structures contain a series of a narrow passages, ending in several large chambers. The central chamber was the burial room, always reached by a passage from the north, and containing a false stone door on the west side, representing an exit for the deceased soul. The roofs of these chambers were formed of layers of stone beams, lying on top of another, each layer weighing more then 30 tons. The passages into burial chamber was often hewn out of the rock directly from the outer edge. As well as Egyptian pharaoh Mayan rulers like Giant Jaguar was buried in his tomb with hundreds of offerings-vases, jade, jewels and so on. Mayan temple-pyramids usually contained one or more rooms, however, the rooms were so narrow that they could only have been used on ceremonial occasions and were not meant for public consumption. Columbian Exchange EssayWorks CitedCasson, Lionel. Ancient Egypt Canada: Time Inc. 1965. Cities of the ancient Maya. Mystery of Maya. CMCC. May 1999. http://www.civilization.ca/membrs/civiliz/maya/mmc01eng.htmlHerodotus Reports on Mummification. May 1999. http://pluto.clinch.edu/history/wciv1/civ1ref/mummy.htmlLife in Ancient Egypt. Shabtis.Ed. Craig Patch. Exc. from Reflections of Greatness: Ancient Egypt at the Carnegie Museum of Natural History. 1990. http://www.yahoo.com/egypt/Maya Civilization.Mystery of Maya. CMCC. May 1999. http://www.civilization.ca/membrs/civiliz/maya/mmc01eng.htmlNewby, P.H. The Egypt story, its art, its monuments, its people, its history. Italy: Abbreville Press: 1979. Payne, Elizabeth. The pharaohs of Ancient Egypt. New York: Random House, Inc. 1984. Photographs of Maya ruins of Tikal showing how Hasselblad cameras and Zeiss lenses result in better pictures. Maya Art books. International Photographic Archive of Maya Art. June 1998. http://www.maya-art-books.org/html/New_photos.htmlThe First Egyptian Mummies. Corkankhamun explains mummification. May 1999. http://members.aol.com/mumifyddog/first.htmlWhy Egyptians Made Mummies. Corkankhamun explains mummification. May 1999. http://members.aol.com/mumifyddog/first.html

Rainbow free essay sample

Once upon a time, there lived a girl named -. For -, life was a plastic bag full of distractions and challenges that she had to fight with all her might. She had asthma that always left her struggling for air, yet she was able to inhale the possibilities ahead. She had eczema that made her skin itch to the bone, yet she continued to keep her focus strong and to never give in. She had allergies, which were set off by even the smallest gust of pollen, but even they could not stop her from chasing her goals. With the help of loved ones, she welcomed the challenges and grew stronger each and every day. I was born in cream colored skin; then the next day, my skin somehow transformed into the color of brown. My life had already begun its course of constant change. My nickname, Rainbow, given by my Grandma due to the fact that my skin bore a new color every other week, soon became my true identity. We will write a custom essay sample on Rainbow or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page For as long as I can remember my goals have been changing, my dreams have been random, and my life has been busy in the pursuit of happiness. I’ve gone from being a softball player who wanted to be an artist and stay with my mommy forever, to being a tennis player with the secret dream of going pro and traveling the world, leaving my mom behind. Before I found out what I truly wanted to do with my life, I was on an endless mission to find who I was meant to be. At times I was so distant from reality that the rest of the world became invisible. My mom eventually took me to get my ears and eyes checked because I unknowingly kept ignoring her and bumping into things. My mind was in the future, and my surroundings were surreal; I had better things to worry about and better things to do. Both doctors said there wasn’t anything wrong with me and I was diagnosed as normal. As if. They were completely wrong, because being a Rainbow, I could never be normal. Just like a rainbow has the ability to affect people worldwide, I someday was going to have jaws drop and have the anticipation of my arrival electrify the air. My colorful persona, which made me take an interest in everything the world had to offer, is what enabled me to find my true destiny in writing. As I grew older I realized that out of all the continual change in my life, writing was the only thing that stayed consistent. From grade school until now, writing has given me an outlet and has enabled me to touch people’s lives. I’m not saying that writing is the only thing that I’m good at; I have many other talents- drawing, quick memorization, athletics and so on- but writing is the only one that allows me to incorporate everything that I enjoy. With writing I have been able to fulfill my goals, to achieve the un-achieved and to become something in this world, like a rainbow bringing color to the sky after a gloomy and rainy day.

Rbs Reward Strategy free essay sample

RBS provides branch banking facilities throughout the British Isles, together with NatWest and Ulster Bank. Globally, RBS has a range of operations in Asia Pacific, Europe and North America. There are a number of RBS centres in sixteen North American states, thirteen European countries and eight major Asia Pacific cities. RBS has around 700 branches that are spread in many larger towns and cities throughout England, Wales and rest of the world but most of them are located in Scotland. Society of the Subscribed Equivalent Debt is from where the bank traces its origin. It was set up by the investors in the failed Company of Scotland to protect the compensation they received as part of the arrangements of the 1707 Acts of Union. In 1724, the â€Å"Equivalent Society† became the â€Å"Equivalent Company† that wished to move into banking. In 1727, the â€Å"New Bank† was chartered as the RBS. Archibald Campbell and Lord Ilay were its first governor. We will write a custom essay sample on Rbs Reward Strategy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In 1728, RBS was recognised as the first bank in the world to offer an overdraft facility. The headquarters of RBS in located in Edinburg, Scotland. RBS is one of the world’s leading financial services companies. It provides a range of retail and corporate banking services, consumer finance services, wealth management services and financial markets services. As of 2011, RBS serves more than 36 million customers worldwide and has more than 140,000 employees. In 2011, RBS recorded a net loss of 2. 04 billion when the operating CEO was Stephen Hester. RBS provides a full range of banking services under the RBS and NatWest brand. In addition, RBS also includes Citizens Financial Group, Direct Line, Churchill, Ulster Bank Group and other 40 brands. Its operations are diverse as a global business. For example, RBS bought a share in the second largest bank in China namely â€Å"Bank of China†, opening up new opportunities such as a new credit card business. REWARD STRATEGY – Review and Evaluation Employee Reward is about how people are rewarded in accordance with their value to an organisation. It is concerned with both financial and non-financial rewards and embraces the philosophies, strategies, policies, plans and processes used by organisations to develop and maintain reward systems. (Armstrong, 2009) Reward strategy helps an organisation to achieve business goals and stakeholders’ needs. It depends upon how effectively an organisation discriminates between poor and good performers, gives the best people opportunities and ties rewards to performance. NatWest was a company in which the reward system was dominated by status, politics and employee tenure, till the time RBS had acquired it. After RBS had inherited the company, it introduced a new system that held managers responsible for the goals specified and rewarded good performance over average performance. So now, the bank’s reward policies were designed to ensure that RBS was recognised as an employer of choice. For many years have management theorists tried to understand what makes people work harder than others. In RBS, some of the motivation factors identified by theorists can be seen. Herzberg and ‘two-factor’ theory In American industry, Frederick Herzberg (1959) carried out a large scale survey on motivation. His survey results led him to develop a ‘two-factor’ theory of motivation. Firstly, he established that if an employee’s basic need such as basic pay rate and suitable working environment were not met, it creates a source of dissatisfaction. Herzberg termed these as â€Å"hygiene factors†. Whereby on the other hand, the presence of less tangible factors such as challenging work and recognition for doing well, creates or increases work motivation. Herzberg termed theses as â€Å"motivators†. RBS has put in place the following Herzberg’s â€Å"motivators†; * Employees have a collective sense of achievement when the whole business does well. * Employees get recognition for good work. * Employees gain extra responsibility and advancement through regular performance reviews. * When employees do well in their work, the company rewards them. Maslow’s Hierarchy of Needs Abraham H. Maslow (1943) established a theory on staff motivation in which he referred to a â€Å"Hierarchy of Needs† which is usually drawn as a pyramid. At RBS, The theory of Maslow on staff motivation is also evident. According to Maslow, in this hierarchy, the most basic needs had to be satisfied before workers could look to the next level. Basic physical needs were needs such as food, shelter, warmth and bodily functions. Next stage requires that people had to feel safe in their environment. RBS provides the basic needs wherever it creates jobs. Maslow’s higher levels of needs are less easy to describe and less obvious but of great importance. Social need is the fact that we want to feel part of something we share in. RBS creates the opportunity for its employees worldwide to share in its mission and vision for the group. RBS does so by rewarding the employees who contribute to its success through hard work and commitment. Esteem needs refer to needs to feel valued. At RBS, the mindset of the organisation is that employees can make it happen for themselves. It provides opportunities to its employees in different ways such promotion or training and recognises their achievements. Through this, RBS employees can improve their self esteem. The highest level in the hierarchy is â€Å"self actualisation† that means we work hard in order to be as good as we possibly can be. RBS meets this by offering recognition, opportunities, promotion and the chance to develop a lifelong career with Group. Motivation through Total Reward â€Å"Total reward includes indirect as well as direct, and intrinsic as well as extrinsic. Each aspect of reward, namely base pay, contingent pay, employee benefits and non-financial rewards, which include intrinsic rewards from the work itself, are linked together and treated as an integrated and coherent whole† (Manus and Graham, 2003). The total reward at RBS focuses on the overall content and value of the pay and benefits package, and the needs of staff and Group as a whole. In other words, it is the value of everything that the staffs get in return for working for the bank. Result Based Payments Result based payment or Contingent pay deals with performance related pay e. g. skill competence, contribution, or service in the grade. It is described as consolidated when contingent pay is added to basic pay and when it is paid as cash bonuses it is called as variable pay. At RBS, the basic salary is only the starting point from which a number of additional bonus payments can be earned. RBS’ success is shared by it employees through it profit-sharing scheme. When the company meets its overall targets, it gives out a bonus to its employees that are worth 10% of their salary. Other than the profit-share bonus mentioned earlier, there is also a chance to earn an individual performance related bonus when employees achieve or exceed their personal targets. So at the end of the year, when the company or the individual does well, the additional payments may be quite substantial. Work/Life Balance RBS also offers its employees with flexible pension funding, paid holidays, health and medical benefits and a confidential advice service. Moreover, employees at RBS have a generous holiday allowance with the option of buying or even selling days. Employees also have the options of wide range of lifestyle benefits, childcare facilities, discounted shopping vouchers and RBS financial products such as currency exchange, mortgages, personal loans and banking at special staff discounted rates. Personal Development At RBS, the recognition of good performance by employees is by graded progression. Employees are encouraged to ‘make it happen’ through personal development at RBS. This means that RBS encourages employees to develop and grow their abilities and skills. By doing so, it not only helps the employees, but helps RBS to grow as a company. Employees identify the required development needs from the front line managers at their annual performance review that are documented in a personal development plan. PERFORMANCE MANAGEMENT – Review and Evaluation Performance management is a â€Å"continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization† (Armstrong, M. , 2009). Performance management is deemed to focus and improve the results from the individual or team by understanding the performance of an agreed framework of competence requirement, standards and planned goals. Performance management is a continuous process and this process involves the following stages: 1) Prerequisites. 2) Performance planning. 3) Performance execution. 4) Performance assessment. ) Performance review. 6) Performance renewal and re-contracting. Almost every role can be described in terms of specific job targets at RBS. By this method of performance management, managers can measure each individual’s performance and reward them accordingly. RBS employees agree with the job objectives and targets at the beginning of the year with the ir line manager. From then onwards, their performance is measured and reported. They will have a performance review at the end of the year. Based on the results and outcomes, additional payments are made which is an effective motivator for high performance. Some of the jobs are based on the achievement of targeted results. This means that a bonus will be paid if the employee achieves or exceeds the target. Such as the job of a corporate banker, who has a responsibility of gaining a certain number of new business customers each year. If he/she achieves the target or exceed it, he/she will be rewarded. At RBS, targets that are difficult to achieve (stretch targets) and are particularly challenging have a greater reward for achieving them. According to its head of human capital strategy Greg Aitken, at RBS, performance management for the leaders is based increasingly on non-financial measures. He claimed at a Human Resource Development conference, that the bank had to view customer service and employee engagement alongside financial performance as measures of success. He also acknowledged that the process of performance management should not be just simply box-ticking exercise, but should be a thorough detailed assessment. At RBS, remuneration is made up of fixed and performance related pay. Performance related pays is designed in such a way that it reflects the success or failure of the employees against the range of targets set for them, taking into account the context in which results were achieved. The bank uses a range of incentive structures that are designed to reinforce messages regarding what employees are being asked to achieve, and deliver pay for performance. Performance includes financial and non financial measures, risk performance and other relevant factors. While ensuring pay is warranted given business performance, they objective in determining bonus awards is to incentivise and motivate the desired achievements. At RBS, there is no clear focus on differentiation, therefore, the best performance and the best performers will continue to be rewarded. At RBS, performance assessment is based on a balanced scorecard of measures including employee management, customer management, risk and financial performance. Allocation of any variable reward from the annual incentive pool depends on functional, divisional and individual performance of the employees against the performance measures set at the beginning of the year. At RBS, individual performance assessment is supported by a structured performance management framework. The targets set are measurable, specific and communicated to the employees at the beginning of the year. RECOMMENDATIONS RBS has an effective reward and performance management systems. However, there is a certain room of improvement. In the reward system, it is very important to put compensation at the top because it is a major factor in the minds of potential employees. However, right strategy should also include incentive compensation plan which is directly related to the goals of RBS. Long-term rewards should be provided for key individuals at RBS. The employees notice the benefits being provided to them, therefore, if the bank does not match or exceed the benefit levels of their competitors, it would be difficult to retain and attract professionals. RBS must view performance management system by encompassing the following important elements: * The bank should determine whether it has the capability to embrace performance as a culture because without such capability or desire, the performance management system becomes a compliance activity rather than adding value to the organisation. * To ensure that employees have behaviour, competencies and skills that allow them to understand and use the performance management system. The methodology which should determine the â€Å"what, when and how† of the performance management. * Enabling technology for the benefit of the organisation and its employees. Conclusion RMPS involves far more than performing an annual appraisal and expecting performance to improve as a result. The cultural transformation to performance based can take years to achieve and requires committing necessary resources (Lathem et al, 2005). RBS operates a forward thinking Human Resources strategy by providing a world-class employment package that motivates its staff at every level. Motivation theory comes to life at RBS as effort is seen to be valued, achievement is recognised, individual progress is rewarded and long-life career is available. Moreover, individuals are made to feel a part of the bigger picture and there are motivators for all. REFERENCES Books and Journals: 1. Armstrong, M. , 2009, Armstrong’s Handbook of Human Resource Management practice, 11th ed. , Reading, London, Philadelphia, UK. 2. Armstrong, M. , 2010, A Handbook of Human Resource Management practice, 10h ed. , Reading, London, Philadelphia, UK. 3. Armstrong, M. And Baron, D. 1998, Performance management: the new realities, Reading, Institute of Personnel and Development, London. 4. Brown, D. , 2001, Reward Strategies from intent to impact, Reading, CIPD, London. 5. LaChance, S. , 2006. Applying the balanced scorecard, Strategic HR Review, 5(2), pp. 7-7. 6. Latham, G. P. , Almost, J. , Mann, S. amp; Moore, C. (2005) New Developments in Performance Management, Organizational Dynam ics, vol. 34, pp. 77-87. 7. Manus, T. M. and Graham, M. D. , 2003, Creating a Total Rewards Strategy, Reading, American Management Association, New York. 8. Rose, M. 1998, Performance-related pay in schools, Reading, An Assessment of the green papers, NUT: London. Online Sources: 9. bcognizance. iiita. ac. in (2012) MOTIVATING EMPLOYEES. [online] Available at: http://bcognizance. iiita. ac. in/jul-sep07/cascading. html [Accessed: 22 Feb 2013]. 10. bipard. bih. nic. in (2012) Employee Motivation. [online] Available at: http://bipard. bih. nic. in/Downloads/Management/Employee%20Motivation. pdf [Accessed: 22 Feb 2013]. 11. books. google. com. my (2012) Reward System for RBS employees. Available at: http://books. google. com. my/books? d=pSzPrlVSg0kCamp;pg=PA45amp;lpg=PA45amp;dq=reward+system+for+RBS+employeesamp;source=blamp;ots=VOlQndaDDeamp;sig=bvBi1ubqD0rwdLBTFDjGhB7NqkEamp;hl=enamp;sa=Xamp;ei=jZu7UM6tHMePrgeQu4HAAgamp;ved=0CEUQ6AEwAw#v=onepageamp;qamp;f=false. [Accessed: 22 Feb 20 13]. 12. entrepreneur. com (2012) The Best Ways to Reward Employees. Available at: http://www. entrepreneur. com/article/75340. [Accessed: 22 Feb 2013]. 13. hereisthecity. com (2012) RBS Remuneration Disclosures. Available at: http://hereisthecity. com/2011/03/18/fsa-remuneration-disclosures-at-31-december-2010/ [Accessed: 22 Feb 2013]. 4. ihrim. org (2012) Employee Motivation A Powerful New Model. [online] Available at: http://www. ihrim. org/Pubonline/Wire/Feb11/EmployeeMotivation_HBR. pdf. [Accessed: 22 Feb 2013]. 15. marketwatch. com (2012) Annual Financials for RBS. [online] Available at: http://www. marketwatch. com/investing/stock/rbs/financials. 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World Food Bank essays

World Food Bank essays The proposition of implementing a worldwide food bank is an enigma puzzled with questions of reasoning and morality. Some would say the possibility of establishing such an entity could lead to war, famine, and poverty on a worldwide scale. Others would suggest it could uplift a burden that plagues man constantly and bring peace and prosperity to nations abroad. I, for one, find it hard to imagine that such an establishment could possibly bring forth any long term positive effects; although I am subject to say I agree upon the theory as a wonderful proposal. At first, it would be a likely cause to the problems of our world, a wonderful thought indeed, but human nature will abort any likeliness of conceiving this creation. This would occur through the manifestation of greed, the downward spiral of the poor, and the abolishment of natural selection. The conception of a worldwide food bank would inevitably lead to a viscous constant; known to us humans as greed, that would undoubtedly ruin the system from the inside out. For instance, if someone obtains something that is given to them, knowing that it is there whenever needed, instead of working for it, there is a higher chance that the person will take advantage of it and selfishly abuse it. Humanity as a whole, in dire need, would possibly work on the same concept. On the contrary, something that is earned, worked for, will be used properly and not abused, and will be valued at a higher standard. "A farmer, for instance, will allow no more cattle in a pasture than its carrying capacity justifies [. . .] If a pasture becomes a commons open to all, the right of each to use it may not be matched by a corresponding responsibility to protect it" (Hardin).Thus, selfishness occurs, infesting this dream like a vivid nightmare. As for the select countries fueling the world food bank, they become the helpless victims to their own tragedy. Furthermore, if this concept were to be established,...

Corporate finance Essay Example | Topics and Well Written Essays - 2000 words - 1

Corporate finance - Essay Example It was also able to maintain total dividend per share at the level of 33.00p. Even in the turbulent market scenario, it managed to increase its sale of life and pensions by 11 percent. Total life and pensions sale became 36,283 million pounds. Sale of general insurance also increased. (Aviva Plc. 2009; Annual Report of 2008) a) Weighted average cost of capital: Cost of capital to a firm is generally defined as the opportunity costs of investors for making their investment in the firm. When an investor invests his fund in a particular firm, he actually looses other opportunities of investing his funds in other securities having risks equivalent to risks of the security of the firm he is actually investing his fund in. hence, if a firm fails to earn a return on capital at least equal to its weighted average cost of capital (WACC), it actually destroys its value. If a firm manages to earn a return that is greater than its weighted average cost of capital, it becomes successful to create value. On the other hand, if it manages to earn a return exactly equal to its weighted average cost of capital, then it neither loose nor create any value. WACC can be defined as the rate that a firm is expected pay for financing its asset. It is actually the minimum level of return that a company needs to earn on its exist ing asset base for satisfying its creditors, its owners, as well other providers of capital.( (Miles and Ezzell, 1980; â€Å"Weighted average Cost of Capital†) The weight of equity can be defined as the ratio of market capitalization to the market value of the firm and the weight of debt can be defined as the ratio of market value of debt to the market value of the firm. Total market value of firm is generally measured by summing total market value of equity and total market value of debt. (Miles and Ezzell, 1980; Fama, 1970; Fama, 1991) Cost of equity is generally treated as the return that the