Confucius “The Analects” Essay

From ancient time, the question of good and decent society has been the major concern in philosophical thought. Philosophers and political figure, clergy and common people have tried to answer the question â€Å"What makes of a good society?† Confucius creates its own values and moral rules changing understanding about a self and the decent society. His philosophy can be describes as a critical thoughtfulness which has a great influence on his world interpretation and views on decent society.   Confucius states that individuals should be free from committing immoral acts. â€Å"The man of virtue makes the difficulty to be overcome his first business, and success only a subsequent consideration;-this may be called perfect virtue† (Confucius, n.d.). Decent society can be constructed by doing what is right, and only when a person can reach the state of true utility he lives in a good society. All actions of people are aimed toward the positive, and purpose is in nature. Confucius is against formal laws which limit freedom and welfare stating that only moral principles play a crucial role in social order. On the other hand, Confucius believes this to be a sort of self-deception, demeaning freedom and turning lives into something which is determined. â€Å"Extravagance leads to insubordination, and parsimony to meanness. It is better to be mean than to be insubordinate† (Confucius, n.d.). Every personal can be a leader if he keeps strong moral principles and values. Confucius underlines that if a person follows moral rules there is no need to guide this person. Living opposed to such wisdom has caused stress and unnecessary war which led to social and moral decay. To do so one must make choices in the full recognition in order to become consciously free and take responsibility for actions. An inauthentic life on the other hand is that which pretends and tries to reject the idea that humans are free. This approach is a very attractive one to take because freedom can be agonizing and people often make excuses to detach themselves from the choices they make. If the state guides and controls its citizens it deprives them freedom and free will which lead to stress. If people cannot control their needs and desires they can be compared with animal driven by instinct of self-preservation and fear. This leads to unnecessary wars and conflicts such as the thirty years war (1618-1648), Nazism, Napoleonic wars, etc. If rulers do not follow moral principles, it leads to wars. Confucius states that a society should live nobly and in peace for at least a hundred years before people can count on the continuity of a society that remains noble and peaceful. This argument can be explained by the fact that a hundred years is a period of time when three generations of people will change each other living no space for old virtues and traditions. â€Å"If a truly royal ruler were to arise, it would stir require a generation, and then virtue would prevail† (Confucius, n.d.). Their values, religious and ethical, reflect on their relationship to a higher order of existence, whether one perceives it as an eternal force, the universe, a defined spiritual entity, or a concept that answers to a basic human need for a sense of order behind the turbulent appearance of everyday life.   Notions of â€Å"the noble society† are based in the instinctual/intuitional self that has been covered over and ignored by modern thought (Jensen, 1997). Any part of the world will resemble an utopian society because the society cannot be classless. Every society is based on the opposition between poor and rich classes, labor and capital, rulers and subordinates. Economic equality is impossible, because the core of the society is the division of labor and resources which determine social class and economic conditions of its citizens. Increased freedom causes frustration among members of the society because it limits their behavior and their attempts to satisfy their personal goals. Also, a society cannot exist without rulers and military, because it has to protect its citizens from foreign intervention. References Confucius The Analects. n.d. Available at: http://www.wam.umd.edu/~stwright/rel/conf/Analects.html Jensen, L.M. Manufacturing Confucianism: Chinese Traditions & Universal Civilization. Duke University Press, 1997.   

A history of American sexuality Essay

There is little to dispute the notion that rebellious movements only originate as a need, not as a result of human nature. It would indeed be appropriate to view the various cultures of resistance that have developed over the ages in light of this ideology; every era saw a different need and hence developed and shaped itself through their individual’s sexual meaning (D’emilio and Freedman 228). They embody a change in attitude of youngsters regarding suppressed sexual inclinations considered inappropriate by the general public or believed to be counterproductive. Stemming from as early as the 17th century, the progress of freedom of sexuality has mostly been a mosaic, finding roots in differences of race gender and class. However, recent times have allowed that progress to be catalogued in discernable text which can be reviewed to gain insight into the perception of sexuality as has been generally associated with the past; historians such as Jeffrey Weeks, D’emilio and Freedman provide some valuable control points to make those judgments. First era: 1600 to 1780 The institution of marriage, the historical perspective of which was recently been subjected to criticism, has been under scrutiny lately simply because historical data does not correspond with the stereotypes of a traditional marriage (Coontz 13). In simple words, people who believed that the sanctity of marriage centuries ago was protected because of love between partners have lately been disproven. From 1600 to 1780, marriage was vastly regarded as a tool designed squarely as a reproductive mechanism and for the promotion of labor sources, increasing the family ties and the creation of a new generation (D’emilio and Freedman 14). Since work was primarily agricultural back in those days, there was a need to increase labor within the family which was directly reflected in sexuality being confined to the institution of marriage, which in turn was designated for procreation (D’emilio and Freedman 16-17). Such was the kinship and family system. During this era, there was a distinct lack of the element of love and social stigma prohibited acts of premarital intercourse and even falling in love as a pretext for marriage. Amongst the general society though, there were mixed thoughts within Protestants and Native American Indians (D’emilio and Freedman 108). They formulated resistant sexualities to the norms. While the Protestants encouraged sexual pleasures within the marriage and allowed public, though limited, displays of affection, anything outside this institution was invalidated and scorned upon (D’emilio and Freedman 4). There are evidences of regulation in the many punishments awarded to those who breached these standardized concepts of sexualities, and acts of adultery, premarital intercourse, homosexuality, and fornication were considered crimes, commission of which not only resulted in penalties but drew contempt at the hands of the public at large. These were very evidently governed by legal implications, enforced not only by the church (D’emilio and Freedman 51) but also the state and society in unison. Such sexual criminals thus became outcast, leading to non-uniformity of sexualities. Amongst these, the prime suspects were Native American Indians, who allowed pre-marital intercourse and considered homosexuality acceptable. Moreover, marriage was not restricted to just one partner. Polygamy became just as common, suggesting that the sexual behavior was more a matter of the culture and social acceptance than human nature. As D’emilio and Freedman point out, the Chesapeake colonies where men outnumbered women due to the presence of a big number of migrants, men could choose to have sex with women simply to derive pleasure and not as instigation to marriage (D’emilio and Freedman 14-17). The political system in the middle of the 17th century harbored the use of slaves, and those created their own sexual regimes. The southern areas saw a rise in inter-racial sexual ordeals, giving presence to another distinct system of regulating sexualities. The forms of political control that dominated throughout the 17th century, namely the church, state and the local community began losing their footing by the middle of the 18th century to late 18th century. This was partly due to the rise in commercialization and trade, since community presence was losing ground to a larger form of individualism, which institutionalized marriage as an expression of romance. Thus, the original sexual meanings relating to family ties and procreation governed by the sexual politics of the church, state and the local community were being superseded by the culture of resistance that encouraged romance as the central focus of marriage (D’emilio and Freedman 95). Second era: 1870-1980 A new era of sexual preferences was emerging in the late 19th century. The prevailing mood was that of a heightened sense of pre-marital and within-marriage sexual intimacy, defined as â€Å"Victorian† (Peiss 206), with individuality as the central focus, allowing for sexual endeavors to extend beyond marriage and include previously scorned ideologies such as same sex sexualities. The aura was becoming increasingly liberal, as the presence of seemingly immoral exercises such as pornography, and brothel management undermined the societal values (Peiss 238). Attention was drawn towards them by a new breed of post 1880 conservatives. This movement concentrated squarely on declaring every form of seemingly impure sexuality such as adultery, commercialization of sex in terms of pornography, fornication and even eroticization within marriage as immoral and as plagues to society. Sexual meaning, while decidedly liberal in those days, employing extensive use of contraception and experimental living with partners, was met with sexual regulation tactics by the state, governed by the enforcement of legislations. The sexual politics included the passing of Anti-prostitution (D’emilio and Freedman 150, 209, 213) and anti-pornography laws facilitating the resistance that Protestants had also partnered in. This, while curbing public vulgarities to some extent, could not come in the way of the growing consumerism that the industrial wave brought with it. With concentration on individual choice, commercial sex grew, in sync with the empowerment of women both at the workplace and within the family, leading to even more equality amongst the sexes (Coontz 208). In the culture that ensued, the sexual meaning took a very liberal turn with empowerment of the individual being the centerpiece, thus enabling homosexual tendencies to thrive, along with the encouragement of romance and eroticism becoming increasingly desirable. The post 1920s was regarded as an era of sexual reform, post Victorian sexual era so to speak, a time when the concept of marriage was drifting from the originally conceived â€Å"traditional† meanings to those based on deriving sexual pleasures simultaneously with the need to reproduce. The sexual meaning, thus, in the context of D’emilio’s and Freedman’s philosophies (1997), combined those two to place emphasis on the fulfillment and satisfaction of one’s self with respect to the institution of marriage, rather than be forced to adhere to it in order to meet social demands of labor and reproduction. The freedom of choice was highlighted amongst the youth and non-heterosexual endeavors as well as pre-marital sexualities became gradually acceptable. The depiction of sex for commercial use picked up pace as well (D’emilio and Freedman 327), and liberalism both within marriage and outside it grew. The routine depiction of sexual images to the public became frequent, suggesting that sexual choice and independence was what the society wanted. It was in these times that strides were made for gender equality as well, as men slowly edged towards ceasing to become the dominant sexual partners and women began sharing high posts with men in the workplace. Third Era: Post 1980 to present day The major cultural resistance shift was next experienced in the 1970s, with the advent of the liberal homosexual regimes and the urge to pursue sexual freedom by the likes of Hugh Hefner, bringing to light demands to acknowledge premarital sexual endeavors as a right. This, of course, was contrary to the norm of the day, which was still largely heterosexual. More sexual politics brought Left-wing views to the forefront, arguing especially in favor of the gay liberation movement and feminism (D’emilio and Freedman 322-323). During the 70s and 80s, this phenomenon gripped the economically thriving youth of the day, affecting the counterculture in so much as shredding the traditional norms associated with marriage and family in favor of a single sexual life. The right-wings continued to advocate against the sexual deviancies of pre-marital intimacy, commercial utilities of sex, eroticism, etc and much of the debate in the 80s thus surrounded the use of contraceptives, illegitimacy, the spread of HIV and Herpes, rising divorce rates etc. This state of moral panic was superseded by the feminist culture of resistance, which in turn strengthened the position of women who placed emphasis on choice. Employing Margaret Sanger’s voice of reason (D’emilio and Freedman 243-244), the phenomena of birth control enabled women to pursue sexualities undisturbed, serving to ultimately enable gays and lesbians to exchange vows and raise children (Peiss 484). Conclusion To the present day, sexual meanings have been age dependant and cultures of resistance have shaped the way sexual regulations were governed by sexual politics. As stipulated by Weeks, D’emilio and Freedman, all three need to be considered in unison to understand the changing mechanisms of sexualities over a given period (D’emilio and Freedman 377), but it can easily be inferred that those cultures had a strong part to play in the liberation of sexualities and the deviation of the essence of the institution of marriage, from its traditional stance as a means of reproduction to one purely used to attain sexual fulfillment through love . Works Cited Coontz, Stephanie. Marriage, A history: How Love Conquered Marriage . Penguin Books, 2005. D’emilio, John and Estelle B. Freedman. Intimate Matters: A History of Sexuality in America, 2nd Edition. University of Chicago Press , 1997. Peiss, Kathy. Major Problems in the History of American Sexuality: Documents and Essays . Boston: Houghton Mifflin, 2002.

What is the message of the film House of Sand by Essay

What is the message of the film House of Sand by - Essay Example Upon arriving at the place, Aurea, who is pregnant, urges Vasco to leave the place since they would not have a good environment of raising their child, but Vasco opposes her strongly. This highlights the theme of male domination whereby the producer is showing the viewer that women had no say in family matters in that setting. Unfortunately, Vasco succumbs to an accident which leaves Aurea as the head of the family. Aurea decides to leave the area but her attempts to abandon this isolated and uncivilized area are rebuffed since there are no transport channels. The only link to the outside world is a salesman who is called Chico, but he also dies leaving Aurea with no options. Asa result of this, she is forced to stay in the desert and accept her fate. She is forced to raise her child, Maria in these conditions. Time elapses into years and decades. A lot happens in this time; Aurea’s mother is killed by a sandstorm and she begins interacting with the surrounding community. The message here is that despite hardships in life, resilience, industry and hard work is necessary for ensuring one’s survival. Aurea epitomizes hard work and character which enables her to raise Maria in the hard conditions. Besides, she never gives up on her daughter going to the normal world, which illustrates her virtu es of hope and belief. She has been used to highlight problems and challenges that women face in family settings, and how they should go about in fighting these challenges. Aurea is, therefore, a model of women empowerment in society. Therefore, the tale is about survival in the difficult desert conditions, and how this survival has enabled various characters develop. Therefore, the message the author is giving here is that despite hardships that people may face in life, it is possible to transform this situation into an

Asian philosphy Article Example | Topics and Well Written Essays - 250 words - 2

Asian philosphy - Article Example Ideally, establishing the distinctions between these two aspects enhances the understanding that one has pertaining to Asian philosophy. First, Advaita Vedanta philosophy humans have souls in them and despite the fact that humans live distinct lives physically; the souls are usually never separate. Advaita Vedanta philosophy is usually a key pillar in the study of Hinduism in temples and determines individual behaviors among individuals. Samkhya on its part, provides a different school of thought pertaining to Asian philosophy, as it maintains more realistic metaphysical perspective in the view of occurrences. It does this by the combination of the teachings and doctrines of the Sankhya philosophy and the physical practice of yoga and its significance to humans. In better understanding of the Sankhya philosophy works to provide the theory behind understanding the metaphysical reality of the world, while Yoga allows practicing individuals to actually apply in use all the internalized aspects pertaining to the philosophical teachings themselves. In summary, Sankhya can be termed as the motive power of the universe upon which the soul

304 Final Essay Example | Topics and Well Written Essays - 1250 words

304 Final - Essay Example Over and above standards, the Lake Havasu Fire Department excels in most areas of testing for career advancement and in areas of personnel development. Steve suggested that recruitment begins with job postings on well-known job search websites, through word-of-mouth advertising by current employees and through a city-sponsored job pool consisting of qualified applicants who completed preliminary testing. This preliminary testing is offered to community citizens who have undertaken the state-mandated fire training and are seeking a position within the unit. Validation of these credentials is part of the selection process by making contact with references or other certification grantors in this field of study. In this department, the recruitment process is extensive and involves screening of high volumes of candidates simply to select a single employee from the candidate pool. In order to achieve promotion within the unit, especially to an administrative level, several tests must be completed which test abilities in spatial relations, management and leadership, clerical abilities, and other necessary job functions. Steve offered that these tests come from both the state level and from years of alterations which were built from benchmarking best practices of other firehouses across the country. This department is a regular subscriber to several magazines which describe internal organizational activities in modern fire departments and use some of the tips and suggestions to change testing procedures or structures. In order to achieve promotion, success in areas of physical fitness must be proven. These tests are developed for preliminary job screening and selection as well as to ensure that weight and health are congruent with department or governmental expectations. Physical fitness is a large part of the weekly job responsibilities of the department workers

Are citizen journalists and bloggers real journalists What does it Essay

Are citizen journalists and bloggers real journalists What does it mean to be a real journalist - Essay Example Due to introduction of technologies that are digital in nature, individuals have unrestricted access to various tools of production and distribution. Citizen journalism is a field that consists of reviews regarding a particular motion picture that are generated by individuals and then submitted all over the internet and it even comprises of news that are based on wikis (Poynter 414). Currently a conflict between traditional journalism and citizen based journalism has been taking place, though this conflict can result in an evolution of journalism through the internet. The profession of journalism has not experienced tremendous amount of alterations, but it has experienced certain kind of expansion. Traditionally, journalism used to be conducted in a linear manner, nowadays; journalism has become more connected and networked (Peters 95). Karp states that journalism in traditional era used to be conducted by a few individuals, today it is conducted by a huge number of people (Coombs, 2013). Under certain situations, there is hardly any difference between both traditional and citizen journalism, an in-depth analysis reveals that there are several aspects that differentiate between traditional and citizen journalism (Siapera 108). One of the underlining difference between two forms of journalism is that, professional journalist are paid for all the work they perform, while the citizen journalist might be doing their form of journalism as a hobby or they may get paid in accordance to the number of visitors or the number of viewers they have attracted (Anderson 124). When academic journalist are conducting research, they use the views and opinions of the common population (citizens) in order to create and prove that their findings are objective in nature and they were not biased towards the subject matter or the issue (Herbst 122). Blogging is even considered as a professional or valid type of journalism as in this

Soft Skills employers look for Essay Example | Topics and Well Written Essays - 500 words

Soft Skills employers look for - Essay Example Although I am confident I can work alone, I also know that I can be an asset to a team. I am capable of collaborating with other people to achieve a common goal. I also get along well with people so there will be no problems associating with the other team members. I have a positive attitude and I believe this can also help in motivating the team to feel good about the task we are working on. #3 – Attitude. I consider this the least of my strengths because I do not let this influence my performance at work. Nevertheless, I think of my attitude as a strength because at times it challenges me. For example, if I am having a bad day, I resist the temptation to give in and be short with everyone around me. I can easily blame my bad behavior to just being in a bad mood but I do not. Instead, I try and keep a professional attitude. This practice helps me accomplish my tasks at work. Moreover, it shows my colleagues that I am mature enough to limit how my attitude affects my performance and relationship with them. For my presentation skills, communication skills and leadership skills, I indeed have plans of developing myself in these areas. The most immediate one I would like to work on are my communication skills. I think being adept in communicating with people will help me advance in my studies, and consequently in the work environment. Right now, I believe I still need to improve my writing skills. Even though I can express myself well in spoken English, I still find it difficult to elaborate on my ideas when I do it on paper. In my opinion, a person can only be a fluent speaker if the individual is able to not only speak but write well. â€Å"Effective communication skills are the most basic building block when it comes to making sure things move forward.† (Noone, 2011) It is my belief that to be a productive employee or employer one should have sufficient communication skills to enable social and work interaction. This is

Economics of Slavery Essay Example | Topics and Well Written Essays - 500 words

Economics of Slavery - Essay Example Since an average slave hand could produce about a ton of tobacco yearly, the total increase in the tobacco trade over the century required an increase of about 70,000 hands, a minuscule fraction of the 5.7 million slaves imported during the same period. "As late as 1860 the average value of the capital invested in an American cotton textile factory was just $109,000 and the average number of employees was just 130" (Kolchin 1995, p. 24). Throughout the eighteenth century, the great slave plantations of the sugar colonies, with profits averaging about 10 percent on invested capital, were the largest privately owned enterprises of the age and their owners were among the richest of all men. The same can be said of the great cotton plantations in the United States on the eve of the Civil War (Kolchin, 1995). Alternative sources of labor were scarce; European labor was more expensive than African labor; Africans could endure the rigors of the tropics better than Europeans. While each of these factors played a role, no one of them individually, or their joint sum, constitutes an adequate explanation.

World of Work Silver - Organisational Awareness Coursework - 1

World of Work Silver - Organisational Awareness - Coursework Example Jaguar is exported to more than 60 countries around the world. In mid-2008 India’s Tata Motors acquired JLR for  £1.15 billion in what is seen as a move to expand its production line and cut down on costs (Grant, 2010). JLR conducts its sales to customers mainly through franchised distributors and importers. However, since 2008 activities, the demand for Land Rover cars and sales immediately declined by almost one-quarter. In 2009, for instance, 144,133 car sales were registered. Jaguar also recorded a slump in sales by almost 20 per cent to about 52,500 in 2010 (Grant, 2010). Regardless, Jaguar is an effective innovation-driven organization in its internal processes, judging by the unique car designs created through innovation and seamless R&D processes. In order to improve the quality of its products, JLR has reduced its product lines to two instead of the initial six (Raynal, 2012). This implies that JLR is keen on differentiation of a lean product line, which is achievable through technological and product line modernisation. The company spends heavily on R&D so as to come up with products which not only meet but exceed current and future customer expectations. But compared to other market rivals, JLR carefully balances its innovation with the primary risk in the current business environment – cost overruns in the unpredictable market forces. Nonetheless, Jaguar’s supply chain management is still poor, judging by the low presence of the products in the developing economies compared to its market rivals such as Mercedes Benz or General Mo tors (Harris, 2013). Owing to the fitness of the Land Rover brand for different purposes, the brand is apparently performing better than the Jaguar brand (Gomes et al, 2007). After the recent acquisition, the company has shifted major head office decisions to India in an attempt to strengthen its market presence across the two products. In India, the company seeks to

Questionaire Assignment Example | Topics and Well Written Essays - 500 words

Questionaire - Assignment Example The team is up against so many difficulties including lynch mobs of white people, arrest and near riot. Despite all those obstacles, the team finally manages to win a debate against a Harvard team that had a myriad of advantages. Cultural identities are constructed by human beings as a direct result of the experiences undergone by certain people or groups as well as the beliefs held by a specific group of persons. Through experiences and beliefs, people form attitudes that skew them towards associating with people from one culture or their own culture. Universally, people or groups of people have fears they harbor about certain cultures, hence making it difficult for them to associate. These fears lead to stereotypes which fuel cultural conflicts as people differ over worldviews and national cultures. http://www.slate.com/articles/health_and_science/science/2014/01/social_darwinism_and_class_essentialism_the_rich_think_they_are_superior.html the key theme here is social Darwinism, where the rich have the thought that they are superior to others. 3. Most of us have experienced privilege in some form (race, gender, age, looks, social class, status, etc.). What is privilege? Give examples describing how someone benefitted from privilege and how another has â€Å"lost out† because of someone else’s privilege. You may use personal or observed examples, but do not use hypothetical ones. According the Merriam Webster online dictionary, privilege is defined as a right or benefit that is given to some people and not to others. People may get privileges based on race, political inclinations as well as employment affiliations. In my own experience, I have seen a white man served first though he was at the rear end of the line while the others get to wait. In another instance, I witnessed a senior government official get away with over speeding without even a ticket due to his position. Finally,

Justice, Crime and Ethics Essay Example for Free

Justice, Crime and Ethics Essay Justice is mainly concerned with the appropriate ordering of persons and things within the society. Thus when one is aggrieved by another person, he or she is supposed to seek justice to be administered on the person who has violated the rights of the other. Thus the person whose rights are violated is not supposed to take law on his hands and punish the person who has violated his rights but is supposed to seek justice from competent bodies in the land which have the mandate of administering justice. This is very important to the society as it enables the members of the society to live in harmony and to have standard means by which they can seek legal redress (McCarthy, McCarthy, 2001). Crime can be regarded as actions that lead to the violation of the set rules and regulations which have been set by the government. A crime can also arise as a result of a person’s behavior deviating from the prevailing norms as set by cultural standards which stipulate the manner in which the behavior of human being ought to be. When a crime is committed to a person in respect to personal or private rights a civil crime is said to have taken place whereas when the nature of the crime is that which violates public law then a criminal offence is said to have taken place. For the society to live in an orderly manner there is need for existence of laws that govern the conduct of its members so that no member of the society has his rights violated and in case they are violated then there should be competent means by which they are addressed (McCarthy, McCarthy, 2001). Read more:Â  Justice Denied is Justice Delayed Ethics basically refers to a situation where one feels under duty to behave morally, in so doing a person avoids acting in a manner that is likely to cause harm to other people within the society. Actions which are ethically motivated results into a situation where majority of the society members are affected by such decisions in positive way. Ethics addresses the determination of moral values, how it is possible to attain the desired moral outcomes, how moral agency or capacity develops in certain situations and the kind of moral values that members of the society should abide by (McCarthy, McCarthy, 2001). The criminal justice process is a procedure through which the person who is responsible for violating the laws of the land is actually sued in order to determine whether the alleged person actually committed the offence as claimed by the plaintiff. This is usually done in a court of law where the defendant is given a chance to defend himself. The court then determines whether the defendant is guilty or not before passing its judgment (McCarthy, McCarthy, 2001).

Role of the Industrial Development Bank of India (IDBI)

Role of the Industrial Development Bank of India (IDBI) The Banking Industry was once a simple and reliable business that took deposits from investors at a lower interest rate and loaned it out to borrowers at a higher rate. However deregulation and technology led to a revolution in the Banking Industry that saw it transformed. Banks have become global industrial powerhouses that have created ever more complex products that use risk and securitisation in models that only PhD students can understand. Through technology development, banking services have become available 24 hours a day, 365 days a week, through ATMs, at online bankings, and in electronically enabled exchanges where everything from stocks to currency futures contracts can be traded. Indian banking industry The growth in the Indian Banking Industry has been more qualitative than quantitative and it is expected to remain the same in the coming years. Based on the projections made in the India Vision 2020 prepared by the Planning Commission and the Draft 10th Plan, the report forecasts that the pace of expansion in the balance-sheets of banks is likely to decelerate. The total assets of all scheduled commercial banks by end-March 2010 is estimated at Rs 40,90,000 crores. That will comprise about 65 per cent of GDP at current market prices as compared to 67 per cent in 2002-03. Bank assets are expected to grow at an annual composite rate of 13.4 per cent during the rest of the decade as against the growth rate of 16.7 per cent that existed between 1994-95 and 2002-03. It is expected that there will be large additions to the capital base and reserves on the liability side. The Indian Banking Industry can be categorized into non-scheduled banks and scheduled banks. Scheduled banks constitute of commercial banks and co-operative banks. There are about 67,000 branches of Scheduled banks spread across India. As far as the present scenario is concerned the Banking Industry in India is going through a transitional phase. The Public Sector Banks(PSBs), which are the base of the Banking sector in India account for more than 78 per cent of the total banking industry assets. Unfortunately they are burdened with excessive Non Performing assets (NPAs), massive manpower and lack of modern technology. On the other hand the Private Sector Banks are making tremendous progress. They are leaders in Internet banking, mobile banking, phone banking, ATMs. As far as foreign banks are concerned they are likely to succeed in the Indian Banking Industry. In the Indian Banking Industry some of the Private Sector Banks operating are IDBI Bank, ING Vyasa Bank, SBI Commercial and International Bank Ltd, Bank of Rajasthan Ltd. and banks from the Public Sector include Punjab National bank, Vijaya Bank, UCO Bank, Oriental Bank, Allahabad Bank among others. ANZ Grindlays Bank, ABN-AMRO Bank, American Express Bank Ltd, Citibank are some of the foreign banks operating in the Indian Banking Industry. Industrial Development Bank of India (IDBI) The Industrial Development Bank of India (IDBI) was established on July 1, 1964 under an Act of Parliament as a wholly owned subsidiary of the Reserve Bank of India. In 16 February 1976, the ownership of IDBI was transferred to the Government of India and it was made the principal financial institution for coordinating the activities of institutions engaged in financing, promoting and developing industry in the country. Although Government shareholding in the Bank came down below 100% following IDBIs public issue in July 1995, the former continues to be the major shareholder (current shareholding: 52.3%). During the four decades of its existence, IDBI has been instrumental not only in establishing a well-developed, diversified and efficient industrial and institutional structure but also adding a qualitative dimension to the process of industrial development in the country. IDBI has played a pioneering role in fulfilling its mission of promoting industrial growth through financing of medium and long-term projects, in consonance with national plans and priorities. Over the years, IDBI has enlarged its basket of products and services, covering almost the entire spectrum of industrial activities, including manufacturing and services. IDBI provides financial assistance, both in rupee and foreign currencies, for green-field projects as also for expansion, modernisation and diversification purposes. In the wake of financial sector reforms unveiled by the government since 1992, IDBI evolved an array of fund and fee-based services with a view to providing an integrated solution to meet the entire demand of financial and corporate advisory requirements of its clients. IDBI also provides indirect financial assistance by way of refinancing of loans extended by State-level financial institutions and banks and by way of rediscounting of bills of exchange arising out of sale of indigenous machinery on deferred payment terms. IDBI has played a pioneering role, particularly in the pre-reform era (1964-91),in catalyzing broad based industrial development in the country in keeping with its Government-ordained development banking charter. In pursuance of this mandate, IDBIs activities transcended the confines of pure long-term lending to industry and encompassed, among others, balanced industrial growth through development of backward areas, modernisation of specific industries, employment generation, entrepreneurship development along with support services for creating a deep and vibrant domestic capital market, including development of apposite institutional framework. Narasimam committee recommends that IDBI should give up its direct financing functions and concentrate only in promotional and refinancing role. But this recommendation was rejected by the government. Latter RBI constituted a committee under the chairmanship of S.H.Khan to examine the concept of development financing in the changed global challenges. This committee is the first to recommend the concept of universal banking. The committee wanted to the development financial institution to diversify its activity. It recommended to harmonise the role of development financing and banking activities by getting away from the conventional distinction between commercial banking and developmental banking. In September 2003, IDBI diversified its business domain further by acquiring the entire shareholding of Tata Finance Limited in Tata Home finance Ltd., signaling IDBIs foray into the retail finance sector. The fully-owned housing finance subsidiary has since been renamed IDBI Home finance Limited. In view of the signal changes in the operating environment, following initiation of reforms since the early nineties, Government of India has decided to transform IDBI into a commercial bank without eschewing its secular development finance obligations. The migration to the new business model of commercial banking, with its gateway to low-cost current, savings bank deposits, would help overcome most of the limitations of the current business model of development finance while simultaneously enabling it to diversify its client/ asset base. Towards this end, the IDB (Transfer of Undertaking and Repeal) Act 2003 was passed by Parliament in December 2003. The Act provides for repeal of IDBI Act , corporatisation of IDBI (with majority Government holding; current share: 58.47%) and transformation into a commercial bank. The provisions of the Act have come into force from July 2, 2004 in terms of a Government Notification to this effect. The Notification facilitated formation, incorporation and registration of Industrial Development Bank of India Ltd. as a company under the Companies Act, 1956 and a deemed Banking Company under the Banking Regulation Act 1949 and helped in obtaining requisite regulatory and statutory clearances, including those from RBI. IDBI would commence banking business in accordance with the provisions of the new Act in addition to the business being transacted under IDBI Act, 1964 from October 1, 2004, the Appointed Date notified by the Central Government. IDBI has firmed up the infrastructure, technology platform and reorientation of its human capital to achieve a smooth transition. IDBI Bank, with which the parent IDBI was merged, was a vibrant new generation Bank. The Pvt Bank was the fastest growing banking company in India. The bank was pioneer in adapting to policy of first mover in tier 2 cities. The Bank also had the least NPA and the highest productivity per employee in the banking industry. On July 29, 2004, the Board of Directors of IDBI and IDBI Bank accorded in principle approval to the merger of IDBI Bank with the Industrial Development Bank of India Ltd. to be formed incorporated under the Companies Act, 1956 pursuant to the IDB (Transfer of Undertaking and Repeal) Act, 2003 (53 of 2003), subject to the approval of shareholders and other regulatory and statutory approvals. A mutually gainful proposition with positive implications for all stakeholders and clients, the merger process is expected to be completed during the current financial year ending March 31, 2005. IDBI would continue to provide the extant products and services as part of its development finance role even after its conversion into a banking company. In addition, the new entity would also provide an array of wholesale and retail banking products, designed to suit the specific needs cash flow requirements of corporates and individuals. In particular, IDBI would leverage the strong corporate relationships built up over the years to offer customised and total financial solutions for all corporate business needs, single-window appraisal for term loans and working capital finance, strategic advisory and hand-holding support at the implementation phase of projects, among others. IDBIs transformation into a commercial bank would provide a gateway to low-cost deposits like Current and Savings Bank Deposits. This would have a positive impact on the Banks overall cost of funds and facilitate lending at more competitive rates to its clients. The new entity would offer various retail products, leveraging upon its existing relationship with retail investors under its existing Suvidha Flexi-bond schemes. In the emerging scenario, the new IDBI hopes to realize its mission of positioning itself as a one stop super-shop and most preferred brand for providing total financial and banking solutions to corporates and individuals, capitalising on its intimate knowledge of the Indian industry and client requirements and large retail base on the liability side. Recent developments To meet emerging challenges and to keep up with reforms in financial sector, IDBI has taken steps to reshape its role from a development finance institution to a commercial institution. With the Industrial Development Bank (Transfer of Undertaking and Repeal) Act, 2003, IDBI attained the status of a limited company viz. Industrial Development Bank of India Limited (IDBIL). Subsequently, the Central Government notified October 1, 2004 as the Appointed Date and RBI issued the requisite notification on September 30, 2004 incorporating IDBI Ltd. as a scheduled bank under the RBI Act, 1934. Consequently, IDBI, the erstwhile Development Financial Institution of the country, formally entered the portals of banking business as IDBIL from October 1, 2004, over and above the business currently being transacted. Acquisition of United Western Bank In 2006, IDBI Bank acquired United Western Bank in a rescue. Annasaheb Chirmule, who worked for the cause of Swadeshi movement, founded Satara Swadeshi Commercial Bank in 1907, and some three decades later founded United Western Bank. The bank was incorporated in 1936, and commenced operations the next year, with its head office in Satara, in Maharashtra State. It became a Scheduled Bank in 1951. In 1956 it merged with Union Bank of Kolhapur, and in 1961 with Satara Swadeshi Commercial Bank. At the time of the merger with IDBI, United Western had some 230 branches spread over 47 districts in 9 states, controlled by five Zonal Offices at Mumbai, Pune, Kolhapur, Jalgaon and Nagpur. Main function of IDBI IDBI is vested with the responsibility of co-ordinating the working of institutions engaged in financing, promoting and developing industries. It has evolved an appropriate mechanism for this purpose. IDBI also undertakes/supports wide-ranging promotional activities including entrepreneurship development programmes for new entrepreneurs, provision of consultancy services for small and medium enterprises, upgradation of technology and programmes for economic upliftment of the underprivileged. IDBI role as catalyst IDBIs role as a catalyst to industrial development encompasses a wide spectrum of activities. IDBI can finance all types of industrial concerns covered under the provisions of the IDBI Act. With over three decades of service to the Indian industry, IDBI has grown substantially in terms of size of operations and portfolio. Development activities of IDBI and promotionl activities In fulfilment of its developmental role, the Bank continues to perform a wide range of promotional activities relating to developmental programmes for new entrepreneurs, consultancy services for small and medium enterprises and programmes designed for accredited voluntary agencies for the economic upliftment of the underprivileged. These include entrepreneurship development, self-employment and wage employment in the industrial sector for the weaker sections of society through voluntary agencies, support to Science and Technology Entrepreneurs Parks, Energy Conservation, Common Quality Testing Centres for small industries. Evolution Changing Role The genesis of Industrial Development Bank of India Limited (IDBI Ltd.) can be traced to the establishment of The Industrial Development Bank of India (IDBI), its predecessor entity, in 1964, by an Act of Parliament to provide credit and other facilities for the development of industry. IDBIs charter was later broad-based to also encompass the responsibilities of principal financial institution for co-ordinating the working of National and State-level institutions engaged in financing, promoting and developing industry. Initially set up as a fully-owned subsidiary of the Reserve Bank of India (RBI), the ownership of IDBI was later transferred to the Government of India in 1976. Although Government shareholding in the Bank came down below 100% following IDBIs public issue in July 1995, the former continues to be the major shareholder(currentshareholding:51.4%). Cumulative assistance sanctioned and disbursed by IDBI since inception up to end-September 2004 aggregated around Rs.2,23,000 crore and Rs 1,78,000 crore respectively. IDBIs asset base stood in the vicinity of Rs. 63,850 crore at end-September2004. As a considered response to changes in its operating environment following initiation of reforms since the early nineties and the resultant concerns of IDBIs sustained viability therein in its current avatar, IDBI, in consultation with the Government of India, decided to transform into a commercial bank without eschewing its secular development finance obligations. The migration to the new business model of commercial banking, with its gateway to low-cost current/savings bank deposits, it was felt, would help overcome most of the limitations of the current business model of development finance while simultaneously enabling it to diversify its client/asset base. Towards this end, the IDBI (Transfer of Undertaking and Repeal) Act 2003 was passed by Parliament on December 16, 2003 and received the Presidents assent on December 30, 2003. The provisions of the Act came into force from July 2, 2004 in terms of a Government Notification to this effect. The Notification enabled IDBI to obtain the requisite statutory and regulatory approvals, including those from RBI, for conversion into a banking company. The new company viz. Industrial Development Bank of India Limited (IDBIL) was incorporated on September 27, 2004 and the Registrar of Companies, Mumbai, issued the certificate for commencement of business to IDBI Ltd. on September 28, 2004. Subsequently, the Central Government notified October 1, 2004 as the Appointed Date and RBI issued the requisite notification on September 30, 2004 incorporating IDBI Ltd. as a scheduled bank under the RBI Act, 1934. Consequently, IDBI, the erstwhile Development Financial Institution of the country, formally en tered the portals of banking business as IDBIL from October 1, 2004, over and above the business currently being transacted. IDBI Ltd. is registered as a company under the Companies Act, 1956 to carry out banking business in accordance with the provisions of the Banking Regulation Act, 1949. The IDBI Repeal Act, 2003 enabled IDBI to become a banking company without the need to obtain a separate banking licence under the Banking Regulation Act, 1949. IDBI Ltd. will enjoy certain regulatory forbearance, including exemption from compliance with SLR requirements (mandated under the Banking Regulation Act) for the first five years. All existing shareholders of the erstwhile IDBI, including the Central Government, have become pro-rata shareholders of IDBI Ltd. from the appointed date. Further, the provisions of the Memorandum and Articles of Association of IDBI Ltd. require that the Central Government, as a shareholder of the Company, shall, at all times, maintain not less than 51% of the issued capital of the company. The authorized capital of IDBI Ltd, has been reduced to Rs.1250 crore from Rs.1500 crore (the authorized capital of erstwhile IDBI) in conformity with the provision of the Banking Regulation Act. The paid-up capital of the Company, at Rs.653 crore, however, remains the same as the paid-up capital of the erstwhile IDBI Role of Financial Institutions in Foreign Investment in India The main role of the financial institutions in India in respect to foreign investments is to aid foreign investors in investment activities in India. The funds from overseas countries come in two forms: Foreign direct Investments and Joint Ventures of the foreign companies with Indian companies. Foreign direct investments inflows are approved through automatic route or through government route. Those units that require government approval to get funds require the FIPB approval. Foreign Direct Investment through automatic route, on the other hand, does not require FIPB approval. All these allocation of financial assistance to various industrial units in India are guided by the financial institutions set up in various parts of India. Some of the leading financial institutions in India that play an important role in foreign investments in India are RBI, IDBI Bank, IFCI Bank, ICICI Limited and EXIM Bank. Role of IDBI in Foreign Investment The role of IDBI in Foreign Investment is mainly to provide financial assistance on a consortium basis to various industrial units in India which are mainly involved in manufacturing or processing of goods, mining, transport generation and distribution of power. Main Functions of IDBI IDBI coordinates between various financial institutions who are highly involved in provide financial assistance, promoting, and developing various industrial units IDBI is also engaged in a variety of promotional activities such as development programs for the fresh entrepreneurs, planning of consultancy services for both the small scale enterprises and the medium sized industrial units IDBI works for the advancement of technology and other welfare schemes to ensure economic development. Industrial Development Bank of India acts as a catalyst in various industrial development programs IDBI provides financial assistance to all kinds of industrial units which comes under the provisions of the IDBI Act IDBI has served various industrial sectors in India for about three years and has grown leaps and bounds in its size and operating units Role of IDBI in Foreign Investment It manages various financial institutions working under IDBI bank Provides financial assistance to various industrial units in terms of developments It also offers refinancing options including term loans to the suitable financial institutions It provides funding to the industrial units that are involved in manufacture or processing of goods, mining, transport generation and distribution of power both in private and public sectors It also provides finance to various projects, expansion of any project, diversifications, or even developing the projects which will exceed Rs. 30 million and it also provides funding to those projects which cost less than Rs. 30 million through indirect means as it offers refinancing to the main financial institutions such as SFC/SIDC/Commercial Banks Articles IDBI Bank July-Sep net up 57 pct, beats fcast State-owned IDBI Ltd on Monday posted a 57 percent rise in July-September net profit, helped by growth in both the net interest income and fee-based income, beating analyst forecasts. Net profit of the bank for the second quarter was at 2.54 billion rupees, up from 1.62 billion rupees a year ago. A Reuters poll of brokerages had estimated profits at 1.95 billion rupees. Profitability grew on the back of good growth in the net interest income and fee-based income front, Yogesh Agarwal, chairman and managing director, told reporters at a press conference. The banks net interest income rose to 4.72 billion rupees, up from 1.29 billion rupees a year ago, while fee-based income rose 99 percent to 3.90 billion rupees. Its net interest margin rose to 1.07 percent, up from 0.41 percent a year ago with cost of deposits coming down as high cost deposits were getting retired, Agarwal said. Core income helped profits grow for the bank, said an analyst in a Mumbai-based brokerage, on condition of anonymity. The bank, with a capital adequacy ratio of 11.9 percent, is waiting for government approval to raise funds for growth. Government owns around 52 percent in the bank and it will have to take a call on modes of capital-raising to be made available to the bank, he said. We hope to tap the (capital) market by January 2010, subject to government deciding on mode of capital raising to be adopted by the bank, he said. Its capital adequacy at tier I level was at 6.83 percent, while that in the tier II segment was at 5.07 percent. The bank will also raise $225 million via syndicated loans to meet its growth targets, R.K. Bansal, chief financial officer, said adding the bank is targeting a loan growth of 20 percent in the current fiscal. We will be signing for this foreign currency loan tomorrow, he said. The loan will be for a one-year tenure with an all-inclusive cost of 6.2 percent. The bank which would open its first foreign branch in Dubai has an enabling resolution to raise up to $1.5 billion via medium term notes in foreign currency, Bansal said adding it can be raised only after the lender has a foreign presence as per Reserve Bank of India guidelines.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The cash strapped Industrial Development Bank of India (IDBI), has got a line of credit of $100 million from the Asian Development Bank (ADB). The institution has also reached the final stages of an arrangement with KfW of Germany for co-financing of infrastructure projects along with the line of credit (LoC)from ADB. This comes as a great help to the FI at a time when it is starved of funds. The funds will be lent against private infrastructure projects in four states namely Karnataka, Andhra Pradesh, Gujarat and Madhya Pradesh. In fact, IDBI is not the only institution to have got it. IIL FS too has got a $100 million LoC from ADB.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The duration of loan from ADB will be 20 years on a floating rate basis. It will be lent at LIBOR plus 60 basis point. The boards of ADB and both the FIs have cleared the loan proposal and the signing of the documents will take place in the next 10 to 15 days. The KfW deal is being negotiated and is likely to be taken up at the latest Indo-German meeting. KfW is a development bank for developing countries that operate on behalf of the German Government. The rates in the case of KfW are likely to be very close to the rates offered by ADB. But in the case of KfW, the tenure of the payments is going to be longer in the range of 25 years.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  In fact, the borrowings of IDBI have been growing sharply. From Rs. 37,861 crore in 1997, it has gone up to Rs. 56,057 crore as on June 30, 2001. Of this, the borrowings outside India had grown from Rs. 5660 crore in 1997 to Rs. 7,913 crore as on June 30, 2001. In fact, IDBI along with NABARD have been requesting the RBI and the Government to extend the tenure of long-term operations funds availed by the institution from the RBI till 1990. These were taken off following the start of economic reforms in 1991.

HR Practices in the Private Sector and MNC Banks

HR Practices in the Private Sector and MNC Banks Indian banking sector, especially commercial banks, have started realizing the need for a strong human resource orientation for their survival in the face of the rapid changing environment, global competition and other upcoming challenges. With attrition becoming a stark reality in the Indian banking sector, it is increasingly being understood that employee loyalty has to be created by organizational interventions and not something that can develop on its own. It is in this backdrop, it is an important topic to consider shaping your HR policies and practices around the workforce. Indian Banking Industry The banking sector in India is an integral part of countrys financial services industry. The banking index has grown has grown at a compounded annual rate of over 51 per cent since April 2001. The strong banking structure has been able to fuel continued growth, which has prospered long-term economic growth. Market cap of Indian banking industry 7500 Billion contributing to 7.7 % of GDP Human Resource Management Practices in India Indian banking sector is making efforts to adopt international best standards in HRM with the local customs and sensibilities. HRM function in a bank is being increasingly recognized as a strategic business partner with responsibility of managing key corporate resources. It is expected that HR Function must: Help the organization to be more agile by adopting practices that allows it not only to adapt to changes in the external environment but also to benefit from the same. Ensuring that the company is able to sustain its operation over a period of time. Ensure efficiency in the use of HR resources in the organization in an integrated manner with all other corporate resources. The success of any business depends as much on appropriate, effective, well-communicated, HR and business practices as it depends on meeting the requirements of mandated laws and regulations. In fact, good planning and the development of effective practices make regulatory compliance much easier. HR practices helps in increasing the productivity and quality, and to gain the competitive advantage of a workforce strategically aligned with the organizations goals and objectives. Organizations are becoming increasingly aware about the impact of generation gaps in the interaction between the various parts of its workforce. With increasing globalization, the diversity (both geographical as well ethnic) is on the rise in the organizations operating on a global scale. At the same time, the composition of the workforce itself is changing and different generation groups, with differing viewpoints on the same subject, are required to work together. This requires adjustments to be made by all categories. Organization must facilitate such adjustments by creating enabling environments so that the needs of all generation groups are satisfied, simultaneously with the achievement of the organizational goals. At minimum, the organizations must be aware about the diversity of generation groups within its ranks and tailor their personnel practices accordingly. 1.3 Key Performance Indicators for HR Practices Some of the key performance indicators for Human Resources include but are not limited to the following. à ¢Ã¢â€š ¬Ã‚ ¢ Employees clarity on HR policies à ¢Ã¢â€š ¬Ã‚ ¢ Employees clarity on roles, responsibilities and expectations à ¢Ã¢â€š ¬Ã‚ ¢ Development of qualitative staff à ¢Ã¢â€š ¬Ã‚ ¢ Number of HR issues arising for which there are no clear policies and guidelines à ¢Ã¢â€š ¬Ã‚ ¢ Competitiveness of compensation structure relative to industry benchmark à ¢Ã¢â€š ¬Ã‚ ¢ Usefulness and accuracy of compensation survey à ¢Ã¢â€š ¬Ã‚ ¢ Lead time to respond to staff welfare issues à ¢Ã¢â€š ¬Ã‚ ¢ Employees assessment of promotion criteria and process (clarity, fairness) à ¢Ã¢â€š ¬Ã‚ ¢ Measurement of HR policy violation à ¢Ã¢â€š ¬Ã‚ ¢ Average time required to fill vacancies à ¢Ã¢â€š ¬Ã‚ ¢ Proportion of training programs resulting in productivity improvement à ¢Ã¢â€š ¬Ã‚ ¢ Staff attrition rate à ¢Ã¢â€š ¬Ã‚ ¢ Understanding / Clarity of the Organizational philosophy à ¢Ã¢â€š ¬Ã‚ ¢ Outline internal capabilities and identify gaps on skills-competencies-behavioural aspects In response to the change in the business environment, the competencies required by HRM present in any Indian or MNC banks are necessary to be studied. Objective of Study HRM department depends upon the HR practices of the organization. HRM is done according to HR practices. HR Practices differentiate the organization from its competitors by effective and efficient HR Management. By following this, the organization does its whole work process. HR Practices increase productivity and quality, and help gain the competitive advantage of a workforce strategically aligned with the organizations goals and objectives. In addition to aforesaid goals following are our additional objectives: Literature review Various online journals on HR practices were referred. Along with it articles on different banks were also referred for the purpose of this project. Methodology Secondary data from books and internet resources were used for reference to write this report Analysis and discussion HR practices differ from one organization to the other. Even though the concept remains same its implementation differs from each because of the difference in its policies. Hence the analysis on the concept of HR practices and its implementation is carried out for three main multinational banks which include ICICI, Citi bank and HSBC. Their HR practices along with its approach towards HR, the different ways of implementation and innovative changes brought about by them in its policies are discussed for each of these banks mentioned above in detail. Hong Kong Shanghai Banking Corporation Holdings HSBC Holdings, a British financial holding company with origins in Hong Kong and Shanghai, where offices were opened in 1865 under a special charter which allowed Hong Kong rather than London as a headquarter location ( 2003). HSBC was in intense competition all over Asia with Chase Manhattan which showed interest in a small bank in India and Malaysia. HSBC pre-empted by purchasing the bank in 1959 (1991). Diversification had taken a beating although it was only in 2000 when acquisitions in Asia became topical again, in a small way. Two of them were part of the private banking drive, PCIB Savings Bank in the Manila area and Taiwans leading asset manager China Securities Investment Trust Corp. in 2001, to be followed by an 8 per cent stake in the Bank of Shanghai. HSBC had returned to its roots. Afterwards many more events unfolded including the turnover of Hong Kong to china this prompted HSBC to transfer headquarters to United Kingdom (2003). HSBC sees the Internet as one of several exciting new media, to be incorporated as an integral part of its working. The bank has concluded that e-commerce will change the fabric of the financial services sector and sees it as a way of finding new customers all over the world and improving its services to existing customers. The companys current approach to HRM HSBC has over 260,000 employees at present. The company employs and manages diverse kinds of people all around the world. Such is done by the company because they believe that these people can give them a balanced and well-rounded  organization. This also makes the company adaptable to different kinds of situation. The company wants to reach out to all parts of employment for maximum productivity and value. The company believes that a companys difference with its competitors can be seen in the way it serves it consumers and the way they treat their employees. The company makes sure that they treat the employees with outmost respect for their rights and it makes certain that the company is given the treatment they deserve. The companys personnel policies are geared to attract motivate and develop people who are perceptive, respectful, fair, progressive and responsive. The company aims to make itself a place people would like to work to. In the future the company can steer the g oal of its HRM to making the personnel the most competent people in the industry. The company can initiate activities that will make the personnel more competent without ruining their good relationship. Workforce Diversity HSBC claims that they are the Worlds local bank. Their tagline also applies to their work culture. They believe in the fact that no matter how diverse the work force may be, the ultimate aim of the bank is to have a work culture which is Global in nature. But at the same time they do give regional considerations in order to have synergies with the employees who are from the local population of a particular city/country. This in turn helps the corporation in becoming an employer by choice. Respecting individuals of all types inspires loyalty in both employees and customers, which has a direct line of sight in achieving business goals is their HR departments logo. The strategy is based on the premise that the most important competitive differentiators are the quality of individual service provided to our customers and the way we treat our employees. It connects with Managing for Growth, the brand and the people strategy. What is Diversity? Definition: According to HSBC, diversity is a source of opportunity, whether in employment or the customer markets. Appreciation of this diverse culture fuels group dynamics and helps in creating an environment where teams can perform to their fullest potential. Competitive edge can be gained from the variety present in their workforce and customer base, and specific attention to market variation. Example: In todays global environment, Banking corporations give finance to foreign companies. Now lets say that a company from USA wants to invest in emerging country like India in the field of agricultural technologies and approaches HSBCs New York branch for a loan to fund their new project. Now HSBC on its part would have to study various factors pertaining to the feasibility of the business plan submitted by the borrower. In order to decide whether they should grant a loan to the US company, HSBC will take a long time to collect data about the Indian agriculture prospects, the growth witnessed for the last 5 years, government policies, trade restrictions etc. This process will take a long time. However, now lets consider that this project is assigned to a handful of employees from India or from Indian origin in HSBCs New York branch. These employees by the virtue of being familiar with the country in question (India) would be very much familiar (there is a chance) with the aspects like agriculture in India, government policies pertaining to agriculture, trade etc. And hence, they would be able to prepare a report considerably faster than the employees who are not of Indian origin. This would considerably reduce HSBCs labour hours and would help them in coming up a quicker decision. This would thus make HSBC more competitive against a bank which does not have a diverse workforce. Recruitment and Selection HSBCs recruitment and selection policies are scripted in accordance with the organizations Equal Opportunities Policy. HSBC ensures that each stage of the recruitment procedure is conveyed out in a methodical manner and is based on pre-agreed criteria. They strive to eradicate individual bias that can influence the conclusion producing process. They ensure that all conclusion points are completely documented to aid followed by monitoring. HSBCs intentions are to make the entire hiring procedure as open as possible, and to double check that all candidates realize why conclusions have been taken and, where they desire, to get significant feedback. Demonstrate robust, clear methods and hence supply a cornerstone for appropriate defence in the event of a challenge. There are seven major phases to the procedure in the recruitment process in HSBC: Pre-advertisement Placing advertisements and considering with investigations and applicants Short-listing Interviewing and selection Post-selection procedures Induction Monitoring The following are the directing values for recruitment and on-boarding process. Attracting and employing suitable employees is one of the most significant undertakings of the association Merit will be the most significant factor in the recruitment process. Diversity of gender and ethnicity is to be achieved by with the assistance of recruitment vendors and the referral program. While abilities play an important role, they will charter persons who are group players and have the right mind-set most applicable to the heritage of the organization. Attitude is as significant as aptitude. They focus on hiring people who can push the organization to greater heights. They believe in allowing their employees to fulfil their vocational paths. They try and fill vacancies with internal candidates before assessing external candidates. They believe that each nominee consulted becomes an ally of the organization, irrespective of whether she/he is chosen. They treat all the candidates with the utmost respect and are open and equitable in connection with them They will relentlessly consider, recognize and cultivate strategic gifts for universities, administration schools, and community forums to address their long period needs. Hiring Approval All recruitment undertakings will be founded on the chartering design as accepted by the Business Head, HR Head the CEO. For each position, a chartering requisition will be needed prior to initiation of any recruitment activity. If the chartering is not encompassed in the designed allowance, it will also need acceptance from the CEO founded on a recommendation from the Head HR and the CFO. Recruitment total cost and expenditure should be budgeted and pre-approved by the HR Head. Candidate Sourcing: The chartering supervisor along with the Human Resource Department would conclude the source to use founded on the environment of the recruitment. The next causes of recruitment may be considered: Internal Sources: Whenever any vacancy arises, the likelihood of fulfilling the obligation internally via reassignment and relocation, re-allocation of the responsibilities or interior advancement will be discovered by the chartering function along with the HR Department. Employee Referrals: HSBC will boost workers to mention apt candidates for open positions. Other external causes include: Recruitment agencies External job postings College / campus requirement Employment of Relatives The association uses, solely on merit, the relations of employees as long as it does not bring about a conflict of interest. To decrease the possibilities of favouritism the following guidelines should be followed: Relatives are not allotted to a place where he/she has the opening to ascertain, method, and reconsider, accept, review or else sway the work of the individuals cited and above. If an employee is aware of a position that seems to be an opening for people to indulge in favouritism towards relations, one should communicate to the Department Head or Human Resources Department. Employees will not be part of the chartering method of their relations. Internship Program HSBC supplies internship possibilities to students. Such internships will result in young students producing genuine assistance to the company. HSBC will pursue the process as follows: HR will coordinate with enterprise assemblies to recognize possibilities for intern hiring. Internship demands could be obtained either from the students directly or as nominations from the informative institute. HR and chartering supervisor tele-interview the candidates and later conduct individual meetings in the office. Based on the illustrated capability, the intern will be appointed to work in multiple agencies to gain a broader enterprise comprehension. Probation Policy Probation is a test that is mutual opening for the worker and HSBC to affirm suitability for proceeded employment. The probation time span is to set up based on capabilities, anticipations and training required. The worker should illustrate suitability for proceeded employment. An evaluation will be conducted on components associated with work presentation, work customs, productivity, mind-set and compatibility, attendance and punctuality, and any other issue that is connected to the job profile. All new charters will be put on probation for a time span of 6 months from the designated day. HR will dispatch an appraisal pattern to the direct supervisor before culmination of the probationary period. The appraisal pattern is required to be accepted by the supervisors leadership. All notes of confirmation or extension of probation will be marked by the HR head and will be retained in worker records. HR practices in Citibank  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   The different steps in which Citibank implements HR practices are given below: I  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Staff Meetings: Staff Meeting aims at group synergy, team building, open culture, family feeling and talent recognition which individually and cumulatively benefit the organizations. Goals/Targets set for the unit/Bank is discussed in the monthly Staff Meetings conducted at all branches/units and action plan is drawn in achieving them. The forum is being effectively utilized for harmonious functioning of all the branches and administrative units through greater involvement and collective contribution of all staff members. II  Brain Storming Sessions This is a technique for generating ideas and suggestions on topics of relevance and also to provide alternate solutions to problems by simulative thinking and imaginative power of cross section of employees. Corporate Topics are selected for each quarter and BSS are conducted in administrative offices/ braches on the topic during every quarter. Worthy implement able suggestions emanated are circulated for necessary action. III Study Circle: Concept of Study Circle aims at self development of employees by kindling the desire to acquire/update knowledge, information and experience. Guest lectures/ Power Point Presentation / Group Discussions, etc. are arranged on topics of general interest by inviting experts in the field. Study Circle Meeting are conducted once in two months in administrative offices and once in a quarter in branches   Ãƒâ€šÃ‚  IV Quality Circles It is a time tested tool of Total Quality Management (TQM) which promotes team spirit, cohesive quality work culture, commitment and involvement of employees. Challenges faced by Citibank: The real challenge of that Citibank faced while entering India first time was adopting its HR strategy according to the Indian culture. As most part of the jobs in the banks are monotonous/repetitive and routine, the HRD Department has to empower, engage and energies employees to create effectiveness efficiency through motivation organizational structures, systems procedures are facilitators of these, and there is a need to focus greater attention on these aspects by the industry. However, the emergence of a core and peripheral workforce in many organization has presented new challenges for HR managers public private sector organizations are fast becoming diverse communities for core workers, flexibly employed casual and part-time workers, consultants, contractors business partners. Certain rigidities have also developed in HRD within Citibanks banking system itself because this industry is still largely in the public sector. Suggestions: Following suggestions are very essential to adhere for effective Banking Administration in Citibank: HR functions to be linked to corporate goals. Shift from Industrial relations manager to Business manager or Commercial manager. Team work is another important and essential soft skill that is necessary in this industry. The HR Professionals have to introduce improve the adaptability of their structure that will be able to absorb, draw and retain the best. As people are primary asset, it is essential not only to invest in them, but also to ensure that the supporting elements for this asset are such that it can provide the maximum value on a sustainable basis. HRD is to be regularly reviewed against business outcomes as part of strategic and operational planning. To overcome the public sectors hierarchical structure, which gives preference to seniority over performance, is not the best environment to attract the best talent from among the young. ICICI Banks HR Practices Selection Process As per ICICI Banks research and in-depth study, following competencies are required to succeed in ICICI Bank: Customer first Passion Dynamism Compliance with conscience In order to assess the same a set of tools are used a. Aptitude Tests (for applicants with 0-2 years of work experience) The tests are designed to assess basic aptitude of candidates including numerical comprehension, verbal comprehension, logical reasoning and basic checking abilities. These are important skills for the role of an entry-level manager and people who do well in these tests tend to do well in their jobs at ICICI Bank. The total time taken in this exercise is 55 minutes. b. Occupational Personality Questionnaire Applicants are also required to complete the Occupational Personality Questionnaire (OPQ) before they appear for the selection, the results of which are integrated into our selection process. Recruitment As a rapidly growing organization the bank looks to induct post-graduate management talent from various business schools across the country. Enthusiastic and talented youth form the backbone of their banking operations. The bank offers a wide range of careers in all functions including Finance, Marketing, Operations, Information Technology and Human Resources. According to Ramkumar (Group Chief Human Resources Officer of ICICI Bank in 2005), 4,000 of the recruits are freshers (2,500 MBAs from different management schools and about 1,500 graduates from various colleges). The banks growth in the retail segment is the driver for sharp hike in headcount of the bank. There is need of recruits to serve the fast growing small and medium enterprise, rural/agriculture, private banking and wealth management segments. Theres also a concurrent need for technical, back-office operations and quality assurance personnel. The bank recruits about 75 students from IIMs and another 100 from the next tier such as SP Jain, NMIMS, Symbiosis, Bajaj, etc., every year. It recruits only some persons from other banks. About 7.5 lakh persons working in the public sector bank generally dont change jobs and rather prefer job security. As a result, the remaining one lakh in private sector is a limited supply pool for a growing banking sector. So, the bank looks out for other companies in aviation and hospitality sector so that persons who like to serve customers are recruited. The group has some 50,000 employees on its direct payroll and another 1, 00,000 are indirectly employed as insurance agents and people working under service providers. The bank gets 4 lakh CVs each year. This benefits the bank and it does not face any hiring problem as there is plenty to choose from. While most of the hiring happens directly, consultancy firms are used for some of the higher level recruitments. The plans are to hire more people for insurance and securities broking businesses as these sectors are growing very fast. The bank has tied up with local colleges. With this, it is easy for them to create a local supply and also consume locally. Also, it would be able to gain the respect of the community and create loyalty. The recruits would be able to speak the local language. The motive is partially social and also makes good business sense. Also in a bid to control recruitment costs and raise productivity of its HR personnel, the bank has collaborated with Internet service providers such as Reliance Infocomm for providing interview cubicles with audio-visual recording and tele-conferencing facilities. By this process it would be convenient for candidates to attend interviews at centres nearest to their homes, instead of travelling to Mumbai, where interviews generally take place. The interview centres are expected to improve productivity of the banks human resources personnel by about 30%. It will also reduce the time invested by HR heads as they have to spend a lot of time traveling to tier-II cities to interview candidates. These interview centres would remain open 24 hours a day. This is a boon for working candidates who can find time only after office hours. Online application forms and an in-bound call desk are other initiatives the bank is taking to support recruitment. Bringing a Change The professional work culture, high salary and faster growth prospects make the group a preferred destination for top business school students. The senior bank officials have also met representatives of the countrys top 20 B-schools to discuss changes to their curricula so as to make them reflect the changing business dynamics. As per the current industry trends, retail and rural banking are emerging as big areas. So, the bank has suggested B-schools to forge them in the curriculum. Also, the nature of internships for B-school students should be changed from those involving mere summer training and data collection to the ones undertaken by doctors and lawyers. Research should be India centric and Indian case studies should be prepared for students. According to him, the group is not worried about getting skilled people as it has the infrastructure to train the well educated people. ICICI Bank, which boasts an extremely high proportion of women by industry standards (32,000 women or one-third of their headcount), has been running a campaign on campuses for last two years to bust notions regarding career options for women. There are some male stereotypes about certain kinds of job profiles and that is a misplaced notion which the bank is trying to correct. The average age of an employee at ICICI bank is 30 year. And 70% of these employees have additional qualifications they are CAs, MBAs or have diplomas in business management. Training Talents The banks HR Head believes that it is up to organizations to train the fresh talent so as to be able to retain them in the future. ICICI Bank spends 1.5% of its profits on training and has nine training centres across the country today. It employs 30,000 people and recruits 15,000 people annually. The training sessions are customized to enable employees to handle an irate customer without being aggressive or defensive; instead reassure him/her and work towards a solution in the right attitude. It also helps the employee handle difficult situations such as 5 customers appearing at the counter at one time. Training sessions are more or less on grooming, etiquette and more on presenting ones company, product and oneself, identification of customer needs, listening, and so on. To add to it, the senior managers of ICICI Bank take regular classes at B-schools and this provides an opportunity for interface with the institutes as well as help supplement the theoretical inputs with practical cases. The organization is tech-savvy, non-hierarchical, where early responsibility and independent decision-making enable each employee to reach their potential. Coupled with this is a strong performance management system that has built a meritocracy where high performing-high potential individuals are duly rewarded. Understandably, its a good time for bankers. Few years back, branch managers in private sector banks were getting Rs. 6 lakh a year. Now, they are being offered salaries as high as Rs. 25 lakh by MNC banks. Human Capital ICICI Bank views its human capital as a key source of competitive advantage. Consequently the development and management of human capital is an essential element of our strategy and a key management activity. Human resources management in fiscal year 2002 focused on smooth integration of the employees and human resource management systems in the context of the merger, as well as on continuous improvement of recruitment, training and performance management processes. The process of integration involved defining the organizational structure of the merged entity, people placement in various positions across the business and corporate groups, and integration of the grade and remuneration structure for the employees of the four entities. The organizational structure was announced in February 2002 and became effective on May 3, 2002. The people placement process was based on appropriate competency profiling tools and matching employee profiles to job specifications. The grade integration process has also been successfully completed, using job evaluation techniques. The recruitment process has been streamlined and a uniform recruitment policy and process implemented across the merged organization. Robust ability-testing and competency-profiling tools are being used to strengthen the campus recruitment process and match the profiles of employees to the needs of the organization. ICICI Bank continues to be a preferred employer at leading business schools and higher education institutions across the country, offering a wide range of career opportunities across the entire spectrum of financial services. In addition to campus recruitment, ICICI Bank also undertakes lateral recruitment to bring new skills, competencies and experience into the organization and meet the requirements of rapidly growing businesses. A Six Sigma initiative has been undertaken for the lateral recruitment process to improve capabilities in this area. ICICI Bank encourages cross-functional movement, enriching employees knowledge and experience and giving them a holistic view of the organization while ensuring that the bank leverages its human capital optimally. The rapidly changing business environment and the constant challenges it poses to organizations and businesses make it imperative to continuously enhance knowledge and skill sets across the organization. ICICI Bank believes that building a learning organization is critical for being competitive in products and services and meeting customer expectations. ICICI Bank has built strong capabilities in training and development to build competencies. Training on products and operations is imparted through web-based training modules. Special programs on functional training and leadership development to build knowledge as well as management ability are conducted at a dedicated training facility. ICICI Bank also draws from the best available training programs and faculty, both international and domestic; to meet its training and development needs and build globally benchmarked skills and capabilities. ICICI Bank seeks to build in all its employees a total commitment towards exceptional standards of performance and productivity, adaptability to changing organizational needs and the demands of the business environment and a willingness to learn and acqu

Marie Sklodowska Curie :: biographies bio

Marie Sklodowska Curie Physicist 1867-1934 You cannot hope to build a better world without improving the individuals. To that end, each of us must work for our own improvement and, at the same time, share a general responsibility for all humanity, our particular duty being to aid those to whom we think we can be most useful. —Marie Curie Maria Sklodowska was born November 7, 1867, as the fifth and youngest child of Bronsilawa Boguska, a pianist, singer, and teacher, and Wladyslaw Sklodowski, a professor of mathematics and physics. She received a general education in local schools and some scientific training from her father. From childhood she was remarkable for her prodigious memory, and at the age of 16 she won a gold medal on completion of her secondary education at the Russian lycà ©e. Since her father, a teacher of mathematics and physics, lost his savings through bad investment, she had to take work as a teacher and, at the same time, took part clandestinely in the nationalist "free university," reading in Polish to women workers. At the age of 18 she took a post as governess, where she suffered an unhappy love affair. From her earnings she was able to finance her sister Bronia's medical studies in Paris, on the understanding that Bronia would in turn later help her to get an education. She became involved in a students' revolutionary organization and found it prudent to leave Warsaw, then in the part of Poland dominated by Russia, for Cracow, which at that time was under Austrian rule. In 1891, she went to Paris to continue her studies at the Sorbonne where she obtained Licenciateships in Physics and the Mathematical Sciences.

Education Budget Cuts: America’s Future Looks Bleak Essay -- Impact of

Since the 2008 economic recession, public schools have experienced drastic cuts to funding, Paw Paw High School included. With my high school being forced to make curriculum adjustments in order to accommodate its depleted budget, I suffered great shortfalls. Due to the elimination of teachers, I had increased class sizes and no longer received the one-on-one attention in the classroom. Also, the electives that I had looked so forward to taking in middle school were no longer provided once I made it to high school. I am grateful, however that unlike other schools, Paw Paw has not had to implement a four-day school week as a means to stretch budgets as far as possible. I have read that rising costs, depleted emergency federal aid, and reduced revenues are said to be the causes of sequestration’s slashes to K-12 education funding. Advocates say education budget reductions will force schools to budget their funds more effectively, however, America’s future is in jeopardy i f the United States continues to make budget cuts to K-12 education funding. As I had experienced at my high school, there have been countless reports of other students throughout the nation complaining to their parents about the lack of attention they are receiving in the classroom. Resulting from budget cuts, numerous teaching positions have been eliminated. â€Å"With fewer teachers come larger class sizes† (Roza). One case in particular, released to the Huffington Post (â€Å"Larger Class Sizes, Education Cuts Harm Children’s Chance to Learn†), involves an outgoing eight-year-old named Shania. She attends a public school in Queens, New York. She had finished her second grade year as Student of the Month and was excited to start the third grade. One week into the school... ...uts Harm Children's Chance to Learn." Huffington Post. TheHuffingtonPost.com, Inc., 17 July 2012. Web. 25 Oct. 2014. Leachman, Michael, and Phil Oliff. "New School Year Brings Steep Cuts in State Funding for Schools." Center on Budget and Policy Priorities. Matrix Group International, Inc., 7 Oct. 2011. Web. 24 Oct. 2014. Roza, Marguerite. "Breaking Down School Budgets." Education Next Journal 9.3 (2009). Web. 27 Oct. 2014. "School Budget Cuts: How Students Say Slashes Are Affecting Them." The Huffington Post. TheHuffingtonPost.com, Inc., 14 Feb. 2012. Web. 28 Oct. 2014. "Schools Expect Budget Cuts As Economy Sours." NBCNews.com. The Associated Press, 11 Feb. 2008. Web. 29 Oct. 2014. "U.S. Education Secretary Warns that Automatic Budget Cuts Would Hurt Children and Families." ED.gov. U.S. Department of Education, 25 July 2012. Web. 30 Oct. 2014.

A new social contract

There are many suggestions for reform in government’s relationship to the economy. As I had hinted in my earlier discourse, many of my recommendations deal with eliminating government’s intervention in economic activity. Thus, there needs to be a creation of a free market economy, independent of government influence as a means to stimulate economic enterprise toward more productivity and to restore the economy to a strong position. However, given the long history of government involvement, it is highly unlikely that such action is possible.I guess it is time for a new social contract. It seems that the policies and practices in the employment of relationships in America are no longer responsive to the needs of today’s working families and society. There had been more emphasis on increased profits and productivity while the wages have remained the same, or worst, declined and stagnated for families. The irony is that people are working harder, but they do not belo ng among those who share in the gains from their efforts. Only a small percentage of the population is privileged to have that benefit, adding to the increasing inequality. The families are affected by these changes and one wonders what he can do in the face of these economic changes. The implicit social contract that encompasses work such as loyalty and hard work are not necessarily rewarded with fair and increasing wages. This has been blotted out by a norm where employers give center stage to stock price and even short-term gains, which are often at the expense of the workers who work hard daily.What we call the American Dream is usually the promise of riches and prosperity and a life that is well-lived.   This has been the ideal ever since that ensures one success in life so long as he is willing to sacrifice everything to work for it. It has been such an illusion for many. Thus the American dream has become a driving and motivating force for millions of people who flock to th e â€Å"Land of the Free† because they want to escape the poverty in their countries. They think that their only option viable to them is to move to a country that promises them success, wealth, freedom from material prosperity.However, even though this is oftentimes true for the people who really do work hard for the dream, the American Dream must not be promoted as it is. The reason here is because it shifts the focus from the true values that count in the family to the material wealth and greed that entices people to come work in a land of opportunities which may otherwise not turn out to be so (The American Dream).I remember Walt Whitman’s poem I Hear America Singing where there is the sense of each one seeking his own personal niche in the land of promises as seen in the following lines:â€Å"Each singing what belongs to him or her and to none else, The day what belongs to the day–at night the party of young fellows, robust, friendly, Singing with open mou ths their strong melodious songs.†(I Hear America Singing).It almost captures that desire as one reads the entire work and is very descriptivethat the future belongs to the young and those who are open to opportunities. For the people who leave their country of origin, there is a substantial tradeoff for embracing the American Dream. Behind the veil of power and comparative material wealth that is promised to every individual, there is a significant loss that one must encounter. And that loss is the loss of traditional culture. In the essay by MSNBC columnist Eric Liu, he states that during one of his dinner meals at a friend’s house: â€Å"The more time I spent in their midst, the more I learned to be like them. To make their everyday idioms and idiosyncrasies familiar. To possess them.† This particular longing to assimilate all of the â€Å"everyday idioms and idiosyncrasies† of the American culture was brought about not by curiosity or a certain zeal fo r knowledge. This particular longing was fueled by negative emotions. This passion for learning the ropes of American culture was born out of the longing of the desire to fit in.The American Dream may be able to provide a person the necessary wealth that one could only dream about in his native country but it also takes away the immaterial liberties that come from being rooted in a different culture. This is what is seen in Tony Went to the Bodega But He Didn’t Buy Anything. Because the person sat at the doorway and saw people come and go, his being in that position depicted a life of leisure which one thinks could be achieved if he pursues the American Dream. One does not know that there is an illusion to this since one may never attain this goal by just going to a place and hoping that one’s station in life is guaranteed to be easy. The American Dream will always be a Utopian dream until people realize that material wealth is not the only path for success and happine ss. This is seen in the lines,Tony went to the bodega, But he didn’t buy anything: He sat by the doorway satisfied To watch la gente (people Island-brown as him). Crowd in and out, (Tony Went to the Bodega But He Didn’t Buy Anything).The American Dream promises people from all walks of life and all countries of origin that within this land, there is freedom from oppression, freedom from poverty and material wealth but for other people, it will only remain a dream for them. As Langston Hughes remarks, â€Å"I am the people, humble, hungry, mean–Hungry yet today despite the dream.†Ã‚   There have been casualties during this fight for the American Dream. Several people have risked leaving their homelands in search of a bright future in the United States yet there are millions today on relief and people are still being persecuted and discriminated.The land of the free is still a land of oppression and even though people would like to view it as a land of oppo rtunity, it becomes more like a land of   deception and false hopes. Hughes ends his poem with both a revelation of what America has come to be as well an exhortation to the people to make America what is should have been. He says: â€Å"The mountains and the endless plain–All, all the stretch of these great green states–And make America again! (Hughes, 1938).Being optimistic about the dynamic forces of globalization and the practical applications of corporate social responsibilities sweeping multinational and large national organizations, I still believe that there is a balanced solution in multinational’s outsourcing of resources and less developed countries’ mutual advantage from this economic relationship. It is the primary duty of the national governments to uphold their sovereignty and protect their natural resources, especially their human resource or labor from being corrupted by foreign companies. They must uphold their constitution and by law s and promote more economic and bilateral policies to protect their people and resources at the same time harness their economic potential for the nation’s own advantage, growth and development.They must dictate the terms for which their resources will be used, taking into consideration the growth and comparative advantage of their people and the extinction of their natural resources and habitat. The notion about hiring local managers and staff is preliminary. Of paramount importance is the question of how and in what terms they will allow the multinationals to exhaust their most important resources and capital.In effect, the dream that once tugged at people’s hearts never really existed in the first place. The dream that made people leave their homelands only remain a dream because there are people who still have not â€Å"made it† in America. There is something amiss in the ruckus that is about the American Dream. On one side, the American Dream remains a drea m where the corruption and the apathy of people continues to prevent it from coming true while on the other side, the American Dream comes with too high a price. It asks for the individual’s culture, it torments the person and convinces him into thinking that if you do not assimilate the American culture, you will never make it.Given the importance of our work in our daily lives, our policies and institutions need to provide decent benefits and the opportunity to use one’s abilities to the maximum. Consistent with our nation’s democratic principles, all Americans must possess a freedom to voice out their opinions and be treated fairly. This just means that we value a balance between the interests of the employers and shareholders and the interests of the family.ReferencesThe American Dream. Retrieved Oct. 20, 2007 at:http://en.wikipedia.org/wiki/American_DreamI Hear America Singing by Walt Whitman.About.com Literature Classic.Retrieved Oct. 20, 2007 at:  Ã‚  Ã ‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://classiclit.about.com/library/bl-etexts/wwhitman/bl-ww-ihear.htmHughes, Langston. 1938. â€Å"Let America Be America Again.† Retrieved Oct. 20, 2007 at:  http://www.poetryconnection.net/poets/Langston_Hughes/2385Tony Went to the Bodega But He Didn’t Buy   Anything.Retrieved Oct. 20, 2007 at:http://www.gcsk12.net/speech_meet/speech_docs/Junior%20High%2005-06/dramatic%20poety/dramatic_poetry_43.pdf