Health Care and Grief free essay sample

Pain: A Family Crisis Codie Robertson Idaho State University Introduction Grief comes to pass over all ages and is a part all things considered (Jacob, 1993). Is a response to a circumstance of misfortune or approaching misfortune, which can result from the passing of a friend or family member, or loss of something cherished (Dunn, 2004). There have been various exploration articles and distributions in the clinical field to help in characterizing and dealing with the parts of anguish. By and by, numerous parts of despondency despite everything stay obscure (O’Mallon, 2009).Frequently, articles center in the territory of the sadness encounters after the passing of a friend or family member, or loved things. In any case, sadness can show before loss of a person or thing, for example, in the occurrence of the determination of terminal ailment with respect to a friend or family member (Dunn, 2004). This is alluded to as expectant misery. Relatives can experience the distress response before the demise of a friend or family member once the finding of terminal disease has been given. We will compose a custom article test on Social insurance and Grief or on the other hand any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page This is when, a decent emotionally supportive network is significant, yet uplifted consciousness of the heath care supplier is fundamental. Misery can show itself with both physical and mental inconveniences, and requires an all encompassing methodology of care (Field et al. , 2008). Meaning of the idea To start to comprehend what melancholy is it is critical to initially know the establishment, and meaning of the word. Pain is gotten from the Latin word gravare; which generally means weight or cause trouble (Dunn, 2004). The Oxford word reference characterizes anguish as â€Å"great pity raised by ruckus or misfortune and a substantial distress (Oxford word reference, 1989, p. 209). † Greenstreet, (2004) characterizes misery as a reaction that is individual and includes physical, enthusiastic, social, subjective, and otherworldly viewpoints, and makes the supposition it is a response, which follows as indicated by an apparent misfortune. In brain research Freud initially characterized anguish as â€Å"the inconspicuous yet dynamic retreat of vitality that is associated with the person who has encountered a misfortune to the article that has been lost (Jacob, 1993, p. 1787). As an idea, rief contains characteristics including dynamic, individualized, typical, and unavoidable, which further assists with characterizing anguish as a dynamic, ordinary, individualized course that penetrates all bits of the individual encountering misfortune (Jacob, 1993). The idea of misery is viewed as powerful in light of the fact that the procedure doesn't advance in unsurprising way. This connotes albeit an individual may feel goals to certain individual parts of sadness they may again become exposed at some other point. Furthermore, melancholy is additionally individualized and the particular milieu of life encounters and connections may affect how an individual responds.

APEC impact on China's economy Essay Example | Topics and Well Written Essays - 500 words

APEC sway on China's economy - Essay Example ipation in APEC gatherings, China needs to exhibit its craving for keeping up the local monetary dependability that can carry thriving to the part nations of Asia Pacific district. The protection from the allurement of Yuan cheapening and declaration of levy rates decrease by Chinese government at a gathering of APEC in Osaka has affirmed this. Through this activity, China sees the chance to manage United States by holding hands with East Asian nations, which are likewise individuals from APEC.(Yang and Huang 70) As APEC was the principal worldwide monetary gathering to part countries, under the Chinese authority of president Xi Jinping, China has utilized this stage in a proficient way, toward looking for greater financial job, all inclusive. This joined with the way that Chinese economy is the world second biggest gives the necessary favorable position to China for countering US financial mastery. Toward this path, China has reported the set up of US Dollar forty million reserve for improving the exchange and financial connections among Asia-Pacific nations. The rising picture of China being the top exchanging accomplice of South Asian nations from South Korea to Australia would help in the disintegration of American impact on these nations. (McDonald and Lee) Prior APEC couldn't end up being result-arranged for the individuals, as it neglected to improve the monetary relations among the Asia-Pacific countries in a significant way. Be that as it may, when China facilitated the APEC gathering, it clarified to the part countries that the nation was set up to share the products of its financial improvement with neighbors in the area. For guaranteeing that APEC stayed an effective stage to convey the outcomes. China made numerous declarations, which incorporate the responsibility from China to give ten million US Dollars towards supporting the limit building and institutional exercises of APEC, aside from foundation of Silk Road finance for undertaking the framework

HR Things to Consider when Firing an Employee

HR Things to Consider when Firing an Employee Though it may be necessary, it is not easy to fire an employee especially when the latter has put in a long period of service for the company or a personal relationship or bond has developed between employer and employee. However, the process can be made less agonizing for both by gathering all necessary information concerning job termination ahead of time. Also, here are two points that are worth mentioning at the very outset:First, the employee should already be aware of the company’s disciplinary and termination policies prior to his being hired.Secondly, you should consider employment termination only as a last resort. Take this drastic step only if performance coaching has not produced favorable outcomes. © Shutterstock.com | NOBUHIRO ASADAThe article deals with these areas pertaining to things to consider when firing people 1) before firing, 2) what are the different types of termination, 3) notice and/or severance pay, and 4) termination meeting.BEFORE FIRINGThe following are some considerations to keep in mind before taking the ultimate step of firing an employee.What is PIP (Performance Improvement Plan)A Performance Improvement Plan (PIP), otherwise termed as a Performance Action Plan may be defined as a written tool that supervisors may utilize to better the behavior or performance of the employee. The PIP looks into performance incongruities recognized in the course of the performance appraisal. It is a wonderful tool, on the one hand, to hold poorly performing employees accountable for their performance and, on the other hand, to provide them with an opportunity to succeed.Progressive Disciplinary ActionIf you find that the employee cannot or is unwilling to better his perfor mance, you may want to begin progressive disciplinary action. Documentation is essential here so that you have a record of all the sequence of steps you took. Once you start progressive disciplinary action for one employee, the steps followed should be consistent for any other employees you fire unless some out-of-the-ordinary happening causes you to take an exception.Do not fire on the basis of age (more than 40 years), sex, race, religion, disability, national origin or reasons pertaining to being on leaveThere exist state and federal laws to safeguard workers from prejudice connected to any of these factors. You should also consider whether a false claim may be made that you fired based on any of these factors even if you didn’t. An example is when you have just one white guy in your office, and all the other employees are Indians. If you have to sack the white employee for performance issues, you have reason to be concerned about a possible national/race origin claim.Do not fi re in revenge for an employee reporting you to the authorities for violation of lawIf firing an employee is based on complaints made by a supervisor, ask for documentation of the incompetence or keep your own copies of performance reviews. If the progressive discipline process causes the outcome of termination with cause, meticulous process documentation proving that progressive discipline was consistently and rightly applied would be required. So if you did not do it this time, next time, make sure you have copies of all the warnings or negative reports you provided the employee with. You would be safeguarding your company and yourself if you have proof that on two or more occasions, you provided the worker with a warning in writing pertaining to his attitude or job performance being sub-par.If you possess written policies pertaining to employee discipline protocol for improper conduct or insubordination, or poor performance reviews, make certain of their being followed to in the t ermination letter prior to firing someone on those grounds.Consider whether the employee will do better if he is put in another roleJust because an employee does not perform well in the particular department he is in, doesn’t necessarily mean he is a bad employee. There is possibly plenty of room even in a not-so-big business, for job motility. He may just be at the wrong post or department. So don’t fire someone for bad performance without first analyzing whether he would do better somewhere else in the company. Engage in honest conversation with your peers pertaining to the issues you had with the particular employee and the strengths you see in him.Be preparedMake sure you are aware of and understand all the procedures and protocol from beginning to end. You must be in a position to answer to questions pertaining to how to respond when the employee requests for his last paycheck or how to collect property such as electronics or keys from the employee. The chances are also ver y high for the employee to want to know why he was fired in the first place, and obviously so. So be prepared and don’t forget to have documented examples of unsatisfactory performance in hand. If you’re unprepared, you risk saying the wrong thing that would possibly push you into hot water, if not now, then later. Safeguard your business and workforce by refraining from winging it when it comes to firing an employee.Make sure you have the approval of higher authorities and are following internal proceduresUnless you are the company’s owner, you require formal approval from your superiors to fire an employee. The distance up the ladder to which you need to get the approval depends on the size of your firm as well as your position on that ladder. However, irrespective of these factors, the approval process should incorporate your boss. The reason you need to do this is because people tend to object to being dismissed from their job and their objection would probably include a c omplaint. When the employee does complain, it is possible that your boss would demand reinstatement of the fired employee. Imagine the situation of having a bad employee remaining in your department because of ignorance from your boss’s side that caused him to override your decision. So make sure you get the necessary approvals and agreements prior to terminating.Ongoing FeedbackDid you give the employee ongoing feedback about his performance before taking the ultimate step? Before firing an employee, you must make sure that you gave him ongoing feedback about his poor performance and gave him a chance to improve. However, this can be foregone if the employee’s actions call for immediate dismissal.LegalitiesIt is good to consult a lawyer, be sure you understand federal law, also each state has its employment laws. Employment laws vary with state, so it is essential to consult an HR specialist or lawyer in the particular state of the employee’s employment to know about any spec ific state requirements. In addition, if you are dismissing many employees at one go, there are special laws for that too, at the federal and state levels.Exit InterviewThe exit interview provides you with an opportunity to understand more about the strengths and weaknesses of your company from employees who are fired. It doesn’t just provide feedback pertaining to your business’ operations, but also helps reveal worrying aspects about pay and working conditions, and issues with the management and employees. Chances are higher for fired employees than employees who voluntarily resign to give you the truth. You can gain useful knowledge, tips, contacts and more from the departing employee.Exit interviews can also give you documentation that could be potentially useful should you ever be charged for wrongful termination. During the exit interview, the employee may reveal points which you can utilize in your defense, especially if the employee acknowledges his unsatisfactory perfor mance on the job.Although he face-to-face discussion in an exit interview is an personal and ideal way for both parties for reasons provided above, if you have a concern that firing an employee might provoke violence, then an alternative way is to write a  termination letter instead of having a face-to-face confrontation.WHAT ARE THE DIFFERENT TYPES OF TERMINATIONFive types of termination / firing are discussed below.1. Voluntary TerminationAs the term itself indicates, this kind of termination refers to the employee resigning out of his desire to do so. The employee would furnish a resignation letter, or else, some notice that includes the date he intends to end his services. Though it is not necessary, the employee may provide a reason for voluntarily vacating or terminating his position.2. Termination with causeAt law, this kind of termination means an omission or action on the part of the employee has destroyed the employment connection between employer and employee to such an e xtent that the damage is irreparable. Typically, this type of termination happens when the employee is fired for a grave reason pertaining to his conduct.Not all labor/employment standards have ‘termination with cause’ as a classification, but those that do, find deliberately avoiding duties, disobedience and willful misconduct as permissible reasons for it. Situations that could warrant termination with cause include violence (actual or threatened), harassment, violation of company ethics policy or code of conduct, watching pornography online or extreme insubordination.3. Termination without causeThis form of termination has to do with termination of the employee’s employment for reasons not pertaining to misconduct. For the same, a termination notice and maybe severance pay would be needed as sketched in the labor/employment standards. For termination without cause, the employer is not legally bound to provide a reason. Having said that, the majority of terminated employees would want to know the reason for the termination. You can be honest and fair when asked about the reason, however, under no circumstance, must you claim you have a reason.With respect to nonprofit organizations, termination without cause is frequently the outcome of changes in funding or organization restructuring.4. Employment at willIf the particular state is one that recognizes employment at will, it means the employee can be dismissed at any time and for any reason, whether or not there is any cause to do so. Employers are not even required to furnish a reason for terminating the employee from his job. However, to protect against possible claims of discrimination, it is advisable for employers to keep supporting documentation ready whether or not a case is put forth at the termination meeting.5. Mutual TerminationSometimes, there comes a situation when the employer feels a particular employee is unsatisfactory at his role. What’s more, the said employee himself doesn’t feel like things are working out well at his job. In such a situation, both employer and employee part by mutual agreement, such that neither party is held liable for the termination. Depending on the nature of the contract, the employer may call for the employee to remain till his contract expires, or a replacement is found.NOTICE AND SEVERANCE PAYNotice is the duration of time between telling an employee in writing of the termination and the exact date of the termination taking effect (this is the last day the employee will receive wages). An employer cannot make an employment agreement with an employee for a period below the minimum notice requirement stipulated in labor/employment standards.When notice is requiredIn the majority of cases, an employer must furnish written notice of the aim to end employment and the termination date. Suppose you as an employer wish to terminate with immediate effect, the majority of labor/employment standards give employers the choice of payment in li eu of the notice period (however a written termination notice with the date, when the employee’s termination would take effect, is still required). The amount for payment in lieu of notice depends on the employee’s regular weekly salary. However, benefits should also be covered for the period of notice.After the initial month(s) that don’t require a notice for termination, the length of prior notice called for by law, for termination, is directly linked to how long the employee served the organization.When it is not requiredA notice is not required for termination for a particular period at the start of employment, depending on the particular province.Payment in lieu of noticeThis means an employer would perhaps opt to have the termination proceed immediately and so instead of a notice, provide payment to the employee for the notice period required by legislation or concurred with in the employment contract (if more than that called for by legislation).Severance paySome jurisd ictions call for an employee who is terminated without cause to be given severance pay. The amount of severance pay varies with the employer’s size and the employee’s length of service.TERMINATION MEETINGHere are some pointers to keep in mind with respect to the termination meeting.Location: Choose it carefully. It should be a neutral site (a meeting room would be good) instead of your office. The location should be one that ensures privacy and enables the terminated employee to leave without the discomfiture of facing or bumping into other staff.Be sensitive about the day/date, whenever possible: Make sure the termination meeting doesn’t fall on any date of importance in the employee’s life. Try to terminate towards the close of the day so that all or most of the employees would have already left, thereby again, avoiding embarrassment to the employee to be terminated. Avoid vacations and holidays for termination. Termination on a Friday is an absolute no-no. An employee who is terminated on a Friday will not be able to gather counseling or legal advice before the weekend and so, will possibly build up anger and worry over the whole weekend with respect to his horrible situation.Documents should be ready: The letter of termination which provides the date when the termination takes effect and any amount you are giving, should be ready.Who should be present?: Two people from the management team should be in attendance at the meeting.Be brief and speak only what is relevant: Make the situation clear to the employee but avoid personal, emotional and other unsuitable remarks. Admit that the employee can seek legal counsel if he wants.Make certain that the employee gives any of the organization’s property in his possession back to the organization and also shares computer passwords (if relevant). However, treat the employee with dignity when ensuring this. An example is: supposing you want to discontinue the employee’s computer access, provide the employ ee with a chance to prepare a farewell email or any other farewell tweet, before you proceed with cutting the access. If you have real security concerns, you can have someone sit with the employee till he finishes and have the security accompany the employee as he leaves the building. However, don’t resort to these means unless it is necessary.In closing this article, it is worth mentioning that you remember to be respectful but impersonal to make the termination process less of a hassle for both you and the employee.

How To Fight Homelessness - Free Essay Example

Sample details Pages: 4 Words: 1186 Downloads: 7 Date added: 2019/03/26 Category Society Essay Level High school Tags: Homelessness Essay Did you like this example? As the cost of living continues to skyrocket in the Denver metro area, more and more people are finding themselves struggling to pay rent. Even worse, while the city around them flourishes with new apartments and homes, over 5,000 people have found themselves homeless during this housing boom (Brown). Instead of finding new ways to help people afford to live here, Denver is trying to push our homeless population out of the city completely. Don’t waste time! Our writers will create an original "How To Fight Homelessness?" essay for you Create order As a country, we pride ourselves on our ability to help other countries poverty and starvation problems, but when will we decide that it is time to help our own poor and starving people living on our local streets? The solution to homelessness is a housing-first approach; providing tiny housing to homeless people at an inexpensive rate to help people get back on their feet and back into a healthy, thriving environment. One might say, But we have homeless shelters, or We have housing assistance programs, and they would be right. We do have methods of helping our homeless population get off the streets and even assistance to help prevent people from being there in the first place. However, the question is; which method is the most effective? Shelters are typically temporary homes, and housing assistance programs sometimes cant provide enough resources for those who are struggling. Studies have shown time and time again that the most effective and realistic way of not only preventing homelessness but also ending homelessness is a housing-first approach. Homeless shelters are meant to be a safe-haven for our homeless population. Denver has many shelters providing beds, blankets, and meals to homeless people every day. Although shelters are beneficial for those needing temporary accommodations, they are not effective when it comes to longterm benefits. Shelters dont allow residents to develop a sense of permanency and its permanency that helps people get a job or stay sober, studies show, (Semuels). There are also violent incidents in many shelters that include sexual assault and domestic violence (Semuels). Having a small space to come home to every day that is solely yours is of highest importance when it comes to getting, and staying, off of the streets. These homes provide legitimate safety, privacy, and also allows people to start collecting personal belongings, as many shelters dont permit personal items in their shelters. This ensures that a homeless person can begin collecting clothes, wash their clothes on a regular basis, store groceries, and have a dependable and warm place to sleep at night. With the housing-first approach, after one is settled into their new home, they are provided drug and alcohol treatment, an assigned social worker, and job training. All of these services have been optional and studies have shown that most people accept them (Semuels). By reducing the number of homeless people on our streets and providing them the resources they need to succeed, not only are we helping end homelessness but we are providing better lives for thousands of people that will return to society as much more capable and productive citizens. In turn, this will help the Denver population flourish as a whole. Another method used to fight homelessness is the inclusion of housing assistance programs. In Denver, many people look for rent-subsidized apartments as well as search for housing voucher programs that they qualify for. Housing vouchers pay all or a large portion of monthly rent and utilities for families struggling to make it by. Housing assistance programs are also more cost-effective than shelters. While the national average monthly cost of feeding a family in a shelter is $4,819, the average voucher for housing is only $1,162 (Semuels). This method is more effective than providing shelters, but also has its downfalls. While helpful in preventing people from becoming homeless and a possible solution to ending homelessness, sometimes these programs cant provide enough to those struggling. Some families need more help than what they qualify for. Other families miss out on assistance completely because housing programs have tremendously low budgets. Federal funds for affordable housing have stayed at the same levels for the last four years (Semuels). With the enormous rise of housing costs Denver has experienced in the past few years, it is outrageous that the affordable housing budget has remained stagnant. This means that the same funds are being spread thinner and to fewer people than ever before. Although housing assistance is a respectable idea for preventing and ending homelessness, its unrealistic if the budget cannot be updated with the ever-rising cost of living. When it comes to the housing-first approach of ending homelessness, it provides far more than what a shelter or housing assistance program can achieve. Tiny houses are built, providing community for those that live there where the tenants pay around $300 to $400 monthly. People who have had similar experiences are now able to live next to one another, hopeful for a new beginning. Studies have shown nothing but positive results for communities that have tried this approach. In Harlem, New York, building developers chose to make housing for single mothers that integrated ex-convicts into the same housing. The developers worried that nobody would want to live in this community, but were surprised when over 2,000 people applied for a few dozen low-income housing units. Single mothers wanted affordable housing while ex-convicts wanted supportive housing (Semuels). In another example, Utah reduced their chronic-homelessness, defined as people who have been homeless for over a year, by 72% from 2005 to 2014 by utilizing the housing-first method (Semuels). With such few funds for affordable housing, it is illogical to put it towards short-term assistance like shelters and housing vouchers. Denver could put most of the budget towards building housing-first communities that may cost a little bit more up front, but will far repay their cost and benefit society in the future. The only real concern with a housing-first approach to ending homelessness is where the money will come from. The answer to that is that we need to take a financial loss up front in order to gain our investment back in the future. Our entire country could end homelessness with about 20 billion dollars (Kavoussi). This amount sounds enormous, however when compared to other items included in the countrys annual budget, this amount becomes miniscule. Corporate meals and write-offs have amounted to roughly 60 billion dollars yearly from 2012 to 2016 while capital gains and tax cuts have come to just under 75 billion dollars (Kavoussi). While tax cuts and corporate meals are useful, we are leaving half a million people in the United States homeless, with one-fourth of that population being children (Semuels). Although 20 billion dollars is a large number on the national scale, its much smaller city to city. Solving homelessness can help fix a lot of other problems . . . including truancy from schools, drug and alcohol abuse, and unemployment, (Semuels). By solving issues like truancy, drug abuse, and unemployment through ending homelessness, we will actually save money and create a better community for the future. We should be doing all that we can to help our people, beginning with our home communities. Housing-first communities are the answer to the Denver homeless populations desperate calls.

John F. Kennedy s Record On Foreign Policy - 1304 Words

Although John F. Kennedy’s record on foreign policy has received mixed reviews because of his all too short presidency, Kennedy’s approach or strategy on how to deal with international issues gave the United States of America options on foreign policy, both then and now. John Fitzgerald Kennedy was born to a rich and privileged family who was already a well politically connected family. The Kennedy’s fortune came from the stock market, entertainment, and other business ventures by Joseph â€Å"Joe† Kennedy who also served as ambassador to the United Kingdom during the start of World War II; Chairman of both the Security and Exchange Commission and the Federal Maritime Commission. His mother’s, Rose, father, John F. Fitzgerald served as Mayor†¦show more content†¦Senate. Kennedy’s concern for world peace while in both the U.S. Congress and Senate allowed him to travel to many countries. As a member of the Senate’s Foreign Rel ations Committee, Kennedy concentrated on the issues of third world countries. Seeing a need for a new approach to U.S. Presidency, Kennedy ran his presidential campaign as â€Å"A New Leader for The 60’s†. He saw that â€Å"a durable peace requires vigor and imagination†. This imagination included the need for a dynamic foreign policy. Kennedy did not agree with President Eisenhower’s foreign policy that included Massive Retaliation. Kennedy’s view of the world was not as hard as President Eisenhower. The Cold War tensions were high due to the concern over massive retaliation that included the use of nuclear weapons. Kennedy saw opportunities for diplomacy and alternative military strategies in addition to possible retaliation. Kennedy started a new generation of foreign policy experts who were to come up with optional strategies to going to war. From these experts came Flexible Response. Flexible Response or Flexible Deterrent Options used a w ide variety of diplomacy; political; economic and military options to avoid attacks or war with another country. This strategy was first introduced in a book by General Maxwell D. Taylor called The Uncertain Trumpet (1960). Kennedy used Flexible Response as an option to President Eisenhower’s New Look national security policy. Although thought to be an inexpensive

Women s Effects On The Civil War - 1499 Words

For a long time, the premise of war was that men would go to war while women stayed home to take care of the children and the towns that were left behind. As a consequence, women are often left out of the main narratives of war. Interestingly, historians looking specifically at women’s effects on the Civil War effort have found that women not only worked indirectly for the war effort in their towns to support the war by making uniforms and ammunition and that some even participated directly in the war by disguising themselves and battling on the front or by acting as spies for both the Union and the South. Women participated in the war effort on both sides in a multitude of ways. Women of all classes found ways to support the war effort. Lower class women often had to work in factories that were making items for the war effort to help support their families after their husbands had gone off to war. While these women were supporting their families, they still chose a job such a s sewing uniforms, or making ammunition which would support the war effort and indirectly their husbands on the battlefield. Women that worked in these factory environments in the South were not safe from Union soldiers. By working at a factory that supported the war effort, women were participating in treason in the Union soldiers’ eyes. On July 6, 1864 Sherman and his men raided a textile mill in Roswell, Georgia and took captive the 800 women who were working there, kept all the cloth they hadShow MoreRelatedMothers Of Invention : Women Of The American Civil War1265 Words   |  6 PagesMothers of Invention: Women of the Slaveholding South in the American Civil War is a work by Drew Gilpin Faust, a renowned American historian and current President of Harvard University. 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The people of America were forced to step back and reevaluate what defined the American Citizen: a person with the rights and privilege to cast a vote for what or who he believes in. The key word here is â€Å"he†. The Civil War brought freedom and rights to African Americans, yet it had no directly positive effect on women’s rights. While African Americans were seeing their lives and futures change, to many observers the women’s rights movementRead MoreThe Status Of Women During The Great War1675 Words   |  7 PagesThe status of women during the years 1914 and 1925 did not stop to change and wonder if the First World War achieve any permanent change in the status of women in Britaint is very interesting question. Both points of view, meaning which agree with the idea that ye s it did or on the contrary that it did not, already exist. Indeed, if the delegate of the American Women s Trade Union League Congress, Mrs. Raymond Robins declared in 1917 that it was â€Å"the first hour in history for the women of the world†Read MoreThe Home Front Effect in The American Civil War976 Words   |  4 PagesThe Civil War was unlike any other war ever fought in America and had many effects on the home front for both the North and the South. It is stated to be the first ever total war, which is a war against not only the civilians but also the armies. The Civil War is also considered the first modern war fought by the U.S. troops. Lincoln asked volunteers to sign up for only three months. Many people thought the war wouldn’t last long. However, the war continued on for four years. The Union armies hadRead MoreReconciliation Between Trauma And Healing And Reconciliation1501 Words   |  7 PagesMoreover, fostering a civil society is pivotal in rebuildin g a nation. 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According to Thania Paffenholz and Christoph Spurk, a civil society can be looked as an â€Å"arena of uncoerced collective action around shared interests, purposes and values As a public sphere where citizens and voluntary organizations freely engage, it is distinct from the state, the family and the market, although since civil society is closelyRead MoreThe Civil Rights Movement During The 1960 S1224 Words   |  5 PagesThroughout US history there has been a lot of political, social and economical changes, and all these changes have had positive and negative effects on the people of the US.   During the 1960’s there were a lot of changes and one of these major changes was know as The Civil Rights Movement.   The civil rights movement was a movement created by African Americans to achieve rights equal to white people and have equal opportunity in housing, emp loyment, education, the right to vote, and to not be segregated

Corporate Governance for Managers Stakeholders Company

Question: Describe about the Corporate Governance for Managers for Stakeholders Company. Answer: Part 1 Executive Summary Corporate governance is the manner in which the organization is control and directed and contains a system of rules, processes and practices. And it is mainly concerned with balancing the interests of the stakeholders of the company. The Anglo-American model of corporate governance is based on the interests of the shareholders. It is also known as the unitary system, as this model relies upon a single-tired Board of Directors, where the dominance is of the non-executive directors, who have been elected by the shareholders (Mallin, 2011). Introduction The Anglo-American model of corporate governance is shareholder oriented. In this model, there is a bias towards the shareholders of the company over the other stakeholders. Though, there is a justification for this bias, as in most cases such other stakeholders have recourses to protect their interests, for instance through contractual agreements, but in cases of shareholders, they remain unprotected as the activities and management decisions are unpredicted (Emerging Markets ESG, 2005). This model has been mostly adopted by the corporate governance systems in the US and the UK, and countries of Asia and Europe have mostly been inclined towards the stakeholder-oriented model (Singh, 2016). But with time, a trend of global convergence has emerged. In the following parts, the shareholder orientation of the Anglo-American model of corporate governance, for global application has been assessed. Further, some recommendations are also provided for the OECD regarding the best policies which can be adopted for the promotion of global convergence of the corporate governance practices. Shareholder orientation for global application In the present world of globalization, there is diversity in the political, legal, social and cultural systems across the nations. And it is a known fact that the countries are interdependent on each other. This is the reason why the Anglo-American model of corporate governance is gaining popularity (Singh, 2016). This model brings unity to the political, legal, social and cultural system of the world and provides a solution to the disparity of systems. In the era of the mid 90s, the discussion began on the matter that the corporate governance code were moving towards the adoption of this model, due to its peculiar characteristics of the shareholder value norms, the one tier boards, and the low ownership concentration (Singh, 2016). Even with the presence of stark level of differences in the corporate governance codes across the globe, the convergence was emerging, and the reasons given for this were globalization, advent of significant foreign investors, and the liberalization of the markets. The mechanism, as well as, the framework of the corporation governance is varied from country to country, and even from company to company (Singh, 2016). The objectives of the company, along with the political, social, legal, and economic situation of the country influence the mechanisms of governance of such companies. Due to the shareholder orientation of the Anglo-American model, more and more countries are adopting it. One of the reasons for the adoption of this method by different countries is because this method helps in solving some of the persisting problems. This model helps in monitoring by the market for regulation, as well as, for corporate control. Moreover, it also forces the managers to follow the interests of the shareholders. And since the civil laws of such nations are reliant upon the interests of the employees, creditors and shareholders, this model helps in a compliance of such norms (Palmer, 2011). Moreover, scholars believe that this model not only benefits the countries, but the companies as well. Due to the increase in globalization, there is diversity in the social, legal, political and cultural systems across the glove. This model provides uniformity in these systems and helps in increasing the competing ability of the companies across the globe. And so, a convergence in the global market would result in the increased interdependence of the financial markets across the globe (Singh, 2016). The proponents of convergence also believe that the Anglo-American model is the most efficient and preferred one, due to its orientation towards the shareholders. But there are people who oppose this model, as it leaves out the other stakeholders (Lee, 2009). And due to this, this model is still not adopted all over the world. Some opponents argue that such a convergence is not favorable due to the dependency it creates, of the nations over each other. The other point highlighted by the opponents of this model is the successful example of Germany and Japan, who have adopted corporate governance systems which are not shareholder-oriented (Clarke, 2016). Also, there is the example of the unsuccessful implementation of this model in India, where the model was converged on a formal level, but was never effectively implemented. So, the uniformity was never achieved in India (Afsharipour, 2009). Hence, the convergence can be limited and the transmission from one system to another, which is a highly complex one, and which requires institutional, political and social changes, can be difficult; and this is another limitation of the convergence of the Anglo-American model. It is crucial to note here that the failure of this model in India was due to the failure of implementation, and not of the model itself. Also, the German, as well as, Japanese governance systems are facing pressure to deliver the shareholder value, especially related to the overseas investment institutions, and are facing demands for an increase in transparency, as well as, disclosures from both the investors, and regulators (Clarke, 2016). This issue is not a problem in the Anglo-American model and hence, even after its criticism, is the best model for convergence. Conclusion From the above analysis, it is quite clear that the shareholder orientation of the Anglo American model has made it famous across the globe, and more and more countries are looking at adoption of this model in their governance systems. Even the criticism and opposing points provided by its challengers prove meek. This model helps in uniting the diversity of the globally present systems and benefits the countries and the corporations, by being shareholder oriented. Recommendations It is recommended to the OCED that in order to promote, as well as, to advance the global convergence of the corporate governance practices, it should: Develop such valuation standards which are of high quality, and are internationally accepted. Such standards should be developed by an independent standard-setting board. Conducting peer reviews to promote the convergence in the competitive regimes. The adoption, as well as, the implementation of supporting activities. An active engagement of the member professional bodies, which are responsible for valuation, so as to promote the ethical standards, along with consistent competency. A member bodies compliance program (International Federation of Accountants, 2012). Apart from these, OCED should also work on improving the international competition ecosystem, so that the international trade agenda can be reinforced, and uniformity could be established. This can be done by raising the multi-dimensional awareness, by enhancing the coordination of the competition policy and its collaboration at the global level, and by working towards a regional or bilateral dispute resolution, and appeal mechanism. Lastly, OCED should harness its technical capabilities, along with its networking abilities, so as to develop and strengthen these recommendations, as well as, the best practices in this area (International Centre for Trade and Sustainable Development, 2016). Part 2 Executive Summary Venture capital is one of the ways, in which a new business or a business looking for growth attains funding. Such funds come from the venture capital firms, who are specialists in building the high risk financial portfolios. SMEs or the small and medium sized enterprises are such businesses, where the number of employees is less than a certain limit. As is in the case of any other company, to grow, an SME needs funds. And investments, especially in form of equity capital, are the best way to attain such funds. Introduction In the emerging markets, a marked increase has been seen in the number of companies, which are using the public equity markets for the very first time, by using the IPO or the Initial Public Offering. These growth companies have the capability to break away from the stagnant state of being a small or medium-sized enterprise. Nearly half of the equity capital, which has been raised across the world, by using the IPOs, since the 2008, has come from the emerging markets (OECD, 2015). Though, attaining such investments is not an easy task. The investors have to be sure about the company they invest in and this is where corporate governance plays a crucial role (OECD, 2015). In the following parts, the transition of the corporate governance practices of a SME to a company, which is ready for the IPO, has been discussed. Also, some recommendations have been made for the management committee of the venture capital fund, regarding the best corporate governance practices which should be introduced in all the entrepreneurial growth SME companies, where the venture capital fund is willing to invest. Transition of Corporate Governance Practices The large public companies are usually associated with the issues related to corporate governance. This is because the stakeholders interests are widespread in such companies, and they have different expectation, as well as objectives which have to be considered by the companies board of directors. But in the case of SMEs, the corporate governance practices are minimal or non-existent (Dzigba, 2015). This is mostly due to the lack of separation in the ownership and control of the SMEs, which is present in the case of large companies. But when it comes to a growing SME, which is in need of funds, and is interested in an IPO, it has to attract investments. Such investments are mostly brought by the venture capital funds. And an investor would invest in the company only if it follows a proper governance practice (OECD, 2015). And so the corporate governance issues for such an SME changes from that of a family business based SME. Such an SME would adopt the best practices of the corporate governance, especially the ones which are adopted by the larger public companies, during their phase of growth. The best governance practices, which can be utilized by such an SME, involve an adoption of the OCED issued Principles of Corporate Governance (OECD, 2015). Some of the other governance practices, which could help an SME in attracting more investors, have been summarized in the table below: Attributes of Governance Best Practices examples Transparency and Disclosure The information must be prepared, as well as, disclosed as per the high quality standards of financial and non financial disclosures, and accounting. The external auditors have to be accountable to the shareholders. They also owe a duty to exercise duel care to the company, while conducting the audit. The annual audit should be conducted by qualified, independent, as well as, competent auditor, as per the international standards on auditing (IFC Corporate Governance, 2016). An equal, cost efficient and timely access to the relevant information should be provided by the channels responsible for disseminating information. Ensuring high standards of governance and transparency in the listing process, by regularly monitoring and enforcement. Communication of the governance strategies in a clear and transparent manner to the potential investors, and regulators, both before and after the IPO. The risk management policy of the company should be disclosed to satisfy the investors regarding the clarity of the company in dealing with any risk (Hay Group Limited, 2015). Shareholder Rights Charter, by-laws, as well as governance codes of the company should provide a clear protection to the minority shareholders. Such code of conduct of the company should also set out clearly the process to report or deal with a non compliance, along with policies which attract shareholders attention, for instance the whistleblower policy (McInnes Cooper, 2016). Shared agenda, along with proper notice of the shareholders meeting should be provided. There should be a clarity regarding the rights of different classes of shares, for instance, the clarity regarding the class having the voting rights or economic rights. The ability of participating, as well as, voting at shareholders meeting in a meaningful manner. An equitable treatment should be given in the changes of control, for instance, the tag-along rights. A fair treatment is necessary for disclosure of information, for instance, the conflict of interest, material shareholder agreements (IFC Corporate Governance, 2016). Board of Directors The board should be composed of a proper mix of professional skills. For instance, one director can be an expert in marketing strategies, and two of the directors can have expertise in the international financial markets or expertise in audit committee requirements (Sandler and Hall, 2014). The independence component of the board has to be strong. The accountability of the board, along with the senior management as to be fixed (Yu and Rudge, 2014). The roles of CEO and the chairman should be separate. Peer review of the directors, along with periodic evaluation. Meetings should be held regularly, and agenda of such meetings should be properly circulated. Proper committees of board should be established to manage the key areas. For instance the audit committee, the nomination committee, or the remuneration committee. The board has the responsibility for risk, and so the nature and extent of any significant risk sound be dealt by formulating a sound internal control system and risk management policy (London Stock Exchange, 2012). The independence of such committees of the board also has to be ensured. Directors should be constantly educated and the new directors should also be educated, regarding the company. Having transparent, as well as, properly articulated succession plans for the major board positions. The role, responsibilities of all the board members, along with the committee members has to be chalked out in clear terms (EY, 2016). Conclusion As highlighted above, an SME does not generally follow the corporate governance norms when they are in their initial stages. But, when such an SME has to attract investors for IPO, it has to make the transition from nearly no corporate governance practices, to the adoption of best corporate governance practices. This is because an organization which complies with best practices of governance, builds a positive image in the minds of the potential investors, which includes a venture capital fund. 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