The emerging markets - Free Essay Example

Sample details Pages: 30 Words: 9133 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Over the last few decades world stock markets are growing enormously and the stock markets particularly in developing countries represent a large share of this boom. Investors are venturing into the world s newest markets and some are seeing handsome returns but are developing countries themselves reaping any benefits from their stock markets? The evidence indicates that they are. Over the past 10 years, the total value of stocks listed in all of the world s stock markets rose from $4.7 trillion to $15.2 trillion, while the Share of total world capitalization represented by the emerging markets jumped from less than 4 percent to almost 13 percent. Trading in the emerging markets also surged: the value of shares traded climbed from less than 3 percent of the world total in 1985 to 17 percent in 1995. Don’t waste time! Our writers will create an original "The emerging markets" essay for you Create order The emerging markets have attracted the interest of international investors while raising a number of critical questions for policy makers in developing countries: Do stock markets affect overall economic development and, if so, how? What is the relationship, between stock markets and banks in fostering economic growth? And, how can developing countries benefit from stock market growth? Impact on development: Do stock markets affect overall economic development? Although some analysts view stock markets in developing countries as  casinos that have little positive impact on economic growth, recent evidence suggests that stock markets can give a big boost to economic development. Stock markets may affect economic activity through the creation of liquidity. Many profitable investments require a long-term commitment of capital, but investors are often reluctant to relinquish control of their savings for long periods. Liquid equity markets make investment less risky and more attractive because they allow savers to acquire asset equity and to sell it quickly and cheaply if they need access to their savings or want to alter their portfolios. At the same time, companies enjoy permanent access to capital raised through equity issues. By facilitating longer-term, more profitable investments, liquid markets improve the allocation of capital and enhance prospects for long-term economic growth. Further, by making investment less risky and more profitable, stock market liquidity can also lead to more investment. Put succinctly, investors will come if they can leave. There are alternative views about the effect of liquidity on long-term economic growth, however. Some analysts argue that very liquid markets encourage investor myopia. Because they make it easy for dissatisfied investors to sell quickly, liquid markets may weaken investors commitment and reduce investors incentives to exert corporate control by over- seeing managers and monitoring firm performance and potential. According to this view, enhanced stock market liquidity may actually hurt economic growth. The empirical evidence, however, strongly supports the belief that greater stock market liquidity boosts or at least precedes economic growth. To see how, consider three measures of market liquidity three indicators of how easy it is to buy and sell equities. One commonly used measure is the total value of shares traded on a country s stock exchanges as a share of GDP. This ratio does not directly measure the costs of buying and selling securities at posted prices. Yet, aver- aged over a long time, the value of equity transactions as a share of national output is likely to vary with the ease of trading. In other words, if it is very costly or risky to trade, there will not be much trading. This ratio is used to rank 38 countries by the liquidity of their stock markets in four different groups. The nine countries with the most illiquid markets are in the first group; the nine countries with the most liquid markets that is, with the largest value-traded-to-GDP ratios are in the fourth group; the second and third groups, each of which contains 10 countries, fall between the two extremes of liquidity. As Chart 1 show, countries that had relatively liquid stock markets in 1976 tended to grow much faster over the next 18 years than countries with illiquid markets. The second measure of liquidity is the value of traded shares as a percentage of totals market capitalization (the value of stocks listed on the exchange). This turnover ratio measures trading relative to the size of the stock market. Chart 2 indicates that greater turnover predicted faster growth. The more liquid their markets in 1976, the faster countries grew between 1976 and 1993. The third measure is the value-traded-ratio divided by stock price volatility. Markets that are liquid should be able to handle heavy trading without large price swings. As Chart 3 shows, countries whose stock markets were more liquid in 1976 countries with higher trading-to-volatility ratios grew faster over the next 18 years than countries with less liquid markets. As demonstrated in the series of papers on which this article is based (see back- ground note), the strong link between stock market liquidity and economic growth continues to hold when controlling for other Economic, social, political, and policy factors that may affect economic growth, and when using instrumental variable estimation procedures, various periods, and different country samples. The basic conclusion that emerges from this statistical work is that stock market development explains future economic growth. What is important is that other measures of stock market development do not tell the same story. For example, stock market size as measured by dividing market capitalization by GDP is not a good predictor of economic growth (Chart 4), while greater stock price volatility does not necessarily predict poor economic performance (Chart 5). Empirically, it is not the size or volatility of the stock market that matters for growth but the ease with which shares can be traded. Countries may be able to garner big growth dividends by enhancing the liquidity of their stock markets. For example, regression analyses suggest that if Mexico s value-traded-to- GDP ratio in 1976 had been the same as the average for all 38 countries in our sample (0.06 instead of Mexico s actual ratio of 0.01), the annual income of the average Mexican would be 8 percent higher today. This type of forecast does not explain how to enhance liquidity, but it does give an indication of the potentially large economic costs of policy, regulatory, and legal impediments to stock market development. Is there really a link between stock market liquidity and economic growth, or is stock market liquidity just highly correlated with some nonfinancial factor that is the true cause of economic growth? Multiple regression procedures suggest that stock market liquidity helps forecast economic growth even after accounting for a variety of nonfinancial factors that Influence economic growth. After controlling for inflation, fiscal policy, political stability, education, the efficiency of the legal system, exchange rate policy, and openness to international trade, stock market liquidity is still a reliable indicator of future long- term growth. Stock markets versus banks: Is there and independent link between stock market development and growth, or is stock market liquidity correlated with banking development and is the latter the financial factor that really spurs economic growth? Although countries with well-developed banks as measured by total bank loans to private enter- prises as a share of GDP tend to grow faster than countries with underdeveloped banks (Chart 6); the effects of banks on growth can be separated from those of stock markets. To evaluate the relationship between stock markets, banks, and growth, our 38 sample countries were divided into four groups. Group 1 had greater-than-median stock market liquidity (as measured by the value- traded-to-GDP ratio) in 1976 and greater- greater-than-median banking development. Group 2 had liquid stock markets in 1976 but less-than-median banking development. Group 3 had less-than-median stock market liquidity in 1976 but well-developed banks. Group 4 had illiquid stock markets in 1976 and less-than-median banking development. Countries with both liquid stock markets and well-developed banks grew much faster than countries with both illiquid markets and underdeveloped banks. Furthermore, greater stock market liquidity is associated with faster future growth no matter what the level of banking development. Similarly, greater Banking development implies faster growth no matter what the level of stock market liquidity. Thus, it is not a question of stock market development versus banking develop- mint each, on its own, is a strong predictor of future economic growth. Why might stock markets and banks both, independently of each other, boost economic growth? Although the empirical evidence is consistent with the view that stock markets and banks promote economic growth independently of each other, the reasons are not fully understood. One argument is that stock markets and banks provide different types of financial services. Stock markets offer opportunities primarily for trading risk and boosting liquidity; in contrast, banks focus on establishing long-term relationships with firms because they seek to acquire information about projects and managers and enhance corporate control. (There is, of course, some overlap. Like stock markets, banks help savers diversify risk and provide liquid deposits. Like banks, stock markets may stimulate the acquisition of information about firms, because investors want to make a profit by identifying under- valued stocks to invest in; stock markets may also help improve corporate governance by simplifying takeovers, providing an incentive to improve managerial competency.) Is greater stock market liquidity associated with more or better investment? Both Chart 7 shows that countries that had more liquid stock markets in 1976 enjoyed both faster rates of capital accumulation and greater productivity gains over the next 18 years However, although liquid equity markets imply more investment, new equity sales is not the only source of finance for this increased investment? Most corporate capital creation is financed by retained earnings and bank loans. Although this phenomenon is not wholly understood, greater stock market liquidity in developing countries is linked to a rise in the amount of capital raised through bonds and bank loans, so that corporate debt-equity ratios rise with market liquidity. Stock markets tend to complement not replace bank lending and bond issues. Economist believes differently regarding the importance of financial system and its impact on economic growth. Walter Bagehot (1873) and John Hicks (1969) viewed role of financial system as a critical factor for the mobilization of capital. Joseph Schumpeter (1912) explains that a well developed financial system stimulates funding for entrepreneurs; According to his view, Economic development fabricates demand for financial arrangements, and the financial system automatically counters these demands. Besides this, some economists just do not believe the role of finance development is crucial to economic growth. Among those (Robert Lucas, 1988) reasoned that economists poorly over-stress the role of financial development for economic growth. A growing body of work would push even most skeptics toward the belief that the development of financial markets and institutions is a critical and inextricable part of the growth process and away from the view that the financial system is an inconsequential side show, responding passively to economic growth and industrialization. There is even evidence that the level of financial development is a good predictor of future rates of economic growth, capital accumulation, and technological change. This research paper is based on an existing papers by (Garcia and liu; 1999) and (Julia Losseva, 2006). The main objective of this paper is to find the relationship between stock market development and the economic growth in developed economies. However there is an effort made to address the role of liquidity in the development of stock market which hasn t been given much of the attention. Some researchers argue that there is no influence of stock market development on economic growth. Recent evidence confirmed that Stock markets may affect economic development by providing liquidity to the market. Usually a profitable investment require long term commitment of the capital however Investors are apprehensive in holding up there capital for long time. Liquid equity market makes facilitates investment and offer quicker ways to alter portfolios so it s vital to both the investor and stock market development. (King and Levine, 1933) provide mechanism to enhance the economic activity they highlighted that financial system is better able to evaluate and finance the profitable prospective investor. The study explicate that financial institution provide the mechanism of evaluation and monitoring less costly and more efficiently, than the individual investors. Additionally the financial system provides better mobilization of capital and financing to the investors. Therefore promotes the growth by productivity improvements. Besides this financial system also assist in risk diversification for investor in relation to uncertain innovative improvements despite of the fact that financial system distortion result in a reduction over the rate of economic growth. It is stressed that the more developed financial system including banks and stock markets enhances the productivity and stimulate economic growth. Government policy on financial systems may have crucial influence on long run growth. (Levine and zervos, 1998) proposed that a well functioning stock market and banks enhance long run economic growth. In light of these conflicting views, this paper uses existing theory to organize an analytical frame work of the finance-growth nexus and then assesses the quantitative importance of the financial system in economic growth. In light of these conflicting views, this paper uses existing theory to organize an analytical frame-work of the finance-growth nexus and then assesses the quantitative importance of the financial system in economic growth. Although conclusions must be stated hesitantly and with ample qualifications, the preponderance of theoretical reasoning and empirical evidence suggests a positive, first-order relationship between financial development and economic growth. Broad problem area  Is there a Causal relationship between stock market development and economic growth? Literature Survey: Financial development and economic growth: the role of stock markets: Economists Hold startlingly different opinions regarding the importance of the financial system for economic growth. Walter Bagehot (1873) and John Hicks (1969) argue that it played a critical role in facilitating the mobilization of capital. Joseph Schumpeter (1912) contends that well functioning banks spur technological innovation by identifying and funding those entrepreneurs with the best chances of success. In contrast, Joan Robinson (1952, p. 86) declares that, economic development creates demands for particular types of financial arrangements, and the financial system responds automatically to these demands. The relationship between financial development indicators and economic growth has received a considerable attention in recent empirical literature. Many authors have concluded that the development of the financial system has a positive effect on the rate of economic growth. And the volume and efficiency of investment Fry, (1997), McKinnon (1973) Shaw 1973, and others such as Kapur (1976), Matheson (1980) and fry (1989) and (1997) have presented the theoretical backward of the relationship . Financial intermediation has positive effect on economic growth. McKinnon, 1973 and Shaw, 1973; emphasis the role of financial liberalization to increase saving and investment they argued that financial deepening improve not only productivity but also capital and saving. Therefore it improves prospects for investments and growth. Second by reducing the information and transaction cost the financial intermediaries. The main policy implication of the McKinnon/ Shaw frame work is that government restriction on the financial sector such as interest rate ceilings, high reserve requirements and directed credit policies distort the process of financial development and reduce economic growth. Greenwood and Jovanovic (1990) and king and Levine (1993) argue that the government intervention in the banking system reduces the growth rate of the economy because of the high transaction cost. Gurley and Shaw 1955, 1960, 1967; centred their theme on the importance of financial intermediation to direct saving to investment. Further to their research Atje and Jovanovich; 1993, link stock market development as a positive sign for economic growth and efficiency. Similarly Levine and zervos; 1998 and Singh; 1997 proposed stock market development as a positive function to the long term growth. (Gold smith; 1969) emphasized that the well structured financial system facilitates the growth economy and explained the overall positive impact of financial structure on economic growth. Pagano, 1993; identify that there is an increased risk sharing benefits in larger stock markets through market externalities while Levine and bencivenga smith and Starr, 1996; show that the stock market may affect economic activity through the creation of the liquidity similarly Devereux and Smith, 1994; and obstfeld 1994 shows that the risk diversification through internationally integrated stock markets is another vehicle through which the stock markets can effect economic growth. In the early researches carried out by (Greenwood and jovanovic s, 1990) emphasized the argument that well functioning financial markets lowers the transaction cost which help in directing the capital to most favourable project in terms of returns therefore promotes growth. Both (McKinnon/ Shaw and Gurley and Shaw 1955, 1960, 1967) stress the role of financial intermediaries on economic growth and they concluded that the easy transfer of funds gears the high social return for economic growth. (King and Levine, 1933) provided empirical evidence by observing financial intermediaries and their role in economic growth by using a cross country data of 80 different countries establish a direct relationship between a well developed stock market, banking system promotes economic growth. (King and Levine, 1933) provide mechanism to enhance the economic activity they highlighted that financial system is better able to evaluate and finance the profitable prospective investor. The study explicate that financial institution provide the mechanism of evaluation and monitoring less costly and more efficiently, than the individual investors. Additionally the financial system provides better mobilization of capital and financing to the investors. Therefore promotes the growth by productivity improvements. Besides this financial system also assist in risk diversification for investor in relation to uncertain innovative improvements despite of the fact that financial system distortion result in a reduction over the rate of economic growth. It is stressed that the more developed financial system including banks and stock markets enhances the productivity and stimulate economic growth. Government policy on financial systems may have crucial influence on long run growth. (Levine and zervos, 1998) proposed that a well functioning stock market and banks enhance long run economic growth. Joseph Schumpeter s view financial intermediaries are crucial for innovation and economic development and the same argument was concluded in the empirical work by Goldsmith, 1969; McKinnon, 1973); However some economist like Lucas, 1988 believe that financial development is not important for economic growth and describe the relationship of financial development and economic growth as over stressed. King and Levine strongly hold the view that there is strong relationship between among financial development and real per capita GDP growth and the rate of capital Allocation. They also determined the financial development is robustly correlated with future rates of economic growth. As a result King and Levine supported the idea which was proposed by Schumpeter 80 years back. In another article (Levine, 1933) develop an endogenous model to clarify the relationship between growth finance and entrepreneurship. The study the role entrepreneurs in initiating economic activity there are two views of Schumpeter; the first one which states that innovation are the motivation to seek temporarily monopoly profit. The second view which less popular is financial intermediary play a vital role in economic growth because of the fact that these financial intermediaries provide fund to the entrepreneur for their innovative activity and facilitate development of new product in the market. Previously the economist such as (Schumpeter, 1911) and (Walter Bagehot, 1873) emphasize the role of banking system in economic growth. Beside this historical emphasize on banking system there are few researches on the relationship between stock market and long run growth. Therefore (Levine and zervos, 1998) focused on stock market by using 47 countries data from (1976 -1993). The study empirically investigates whether banking and stock market indicators are strongly correlated with the current and future rate of economic growth, capital accumulation and productivity growth. Te evidences are consistent with the views that service provided by financial institution and markets are noteworthy for long run growth as argued by (King Levine, 1933) finally the study summarizes that financial environment plays crucial role in the economic growth process. In recent papers by (Rajan and Zingales, 1998) contribute to the finance and growth literature by examining whether industrial sector requiring external finance, in countries with well developed financial markets grow faster compared to those less developed financial market. The results are consistent with the theory that financial markets and institution reduce the cost of external finance. For firms and promote industrial growth a emphasized this would imply that an industry in need of external finance such as pharmaceutical grow relatively faster than tobacco industry requires little external finance in countries with well developed financial system Rajan and Zingales ,1998. Similarly Demirguc-kunt and Maksimovic, 1966 found consistent results with Rajan and Zingales, 1998 that firms in countries with well functioning banking system and equity markets grow faster than it was predicted to sum up the study suggest that financial development may cause the rise of new firms and can improve the growth indirectly and also finding provide evidence that financial market imperfection have an important role in on investment and growth. Moreover, some economists just do not believe that the finance-growth relationship is important. Robert Lucas (1988, p. 6) asserts that economists badly over-stress the role of financial factors in economic growth, while development economists frequently express their skepticism about the role of the financial system by ignoring it (Anand Chandavarkar 1992). The link between liquidity and economic development arises because some high-return projects require a long-run commitment of capital, but savers do not like to relinquish control of their savings for long periods. Thus, if the financial system does not augment the liquidity of long-term investments, less investment is likely to occur in the high-return projects. Indeed, Sir John Hicks (1969, pp. 143-45) argues that the capital market improvements that mitigated liquidity risk were primary causes of the industrial revolution in England. The critical new is capital market liquidity. With liquid capital markets, savers can hold assets-like equity, bonds, or demand deposits-that they can sell quickly and easily if they seek access to their savings. Simultaneously, capital markets transform these liquid financial instruments into long-term capital investments in illiquid production processes. With liquid capital markets, savers can hold assets-like equity, bonds, or demand deposits-that they can sell quickly and easily if they seek access to their savings. Simultaneously, capital markets transform these liquid financial instruments into long-term capital investments in illiquid production processes. Informational asymmetries and transaction costs may inhibit liquidity and intensify liquidity risk. These frictions create incentives for the emergence of financial markets and institutions that augment liquidity. Liquid capital markets, therefore, are markets where it is relatively inexpensive to trade financial instruments and where there is little uncertainty about the timing and settlement of those trades. Before delving into formal models of liquidity and economic activity, some intuition and history may help motivate the discussion. Demirguc kunt and Levine; 1996 identifies the relationship between stock market development and financial intermediary development. They find that better developed stock markets also have better developed financial intermediaries. Levine and Zervos; 1998; proposes that liquidity of the stock market is significantly correlated with current and future rates of economic growth. They also discovered that stock market liquidity and banking development significantly predict future areas of growth. Demirguc kunt and Levine, 1996; investigated the relationship between stock market development and financial intermediary development they also found that those countries having well developed stock markets have better developed financial intermediaries. Therefore they concluded that stock market development goes hand in hand with financial intermediary development. The financial development and its impact on new firms creation are investigated by (Beck, Demirguc-kunt and Levine, 2001) and the impact of economic development and financial structure on industry growth are examined by using country industry panel based on work by Rajan and Zingales, 1998 it is questions that whether industries that heavily depend on external finance grow faster in market or bank based financial system. Whether the level of financial development is a matter for economic development , beck Demirguc kunt and Levine, 2001 found that the banks non banks financial intermediaries and stock market are larger more active and more efficient in richer countries. These characteristics of financial system develops as countries become wealthier also the result indicates that while countries become wealthier stock markets become more active and efficient relative to the banks the more important finding of the article is that externally dependent industries grow relatively faster in countries with better developed financial systems which is consistent with the financial services view predicting that industries that dependent on external finance grow faster in economies with a higher level of financial development grow relatively faster in countries with better developed financial systems, which is consistent with the financial services view predicting that the industries that dependent on external finance grow faster in economies with a higher level of financial development. Further to their research by using 44 industrial and developing countries they investigated that institutionally developed market with strong information disclosure laws, international accounting standards and unrestricted capital flows are larger more liquid markets with less volatility and are internationally integrated with smaller markets. (Levine and Renelt, 1992; Arestis and Demetriades, 1997; Luintel and khan 1999) regarded the presence of endogeneity which weakens the estimated effect of stock market indicators (Harris, 1997) as in case of cross country regression to establish the relationship between stock market development and economic growth. Thus our results may be indirectly valuable for less developed economies in way that may help policy decision relating to the adoption of specific types of financial system. Informational asymmetries and transaction costs may inhibit liquidity and intensify liquidity risk. These frictions create incentives for the emergence of financial markets and institutions that augment liquidity. Liquid capital markets, therefore, are markets where it is relatively inexpensive to trade financial instruments and where there is little uncertainty about the timing and settlement of those trades. The ability to acquire and process information may have important growth implications. Because many firms and entrepreneurs will solicit capital, financial intermediaries, and markets that are better at selecting the most promising firms and managers will induce a more efficient allocation of capital and faster growth (Jeremy Greenwood and Boyan Jovanovic 1990). Bagehot (1873, p. 53) expressed this view over 120 years ago. Acquiring Information about Investments and Allocating Resources It is difficult and costly to evaluate firms, managers, and market conditions as discussed by Vincent Carosso (1970). Individual savers may not have the time, capacity, or means to collect and process information on a wide array of enter-prises, managers, and economic conditions. Information acquisition costs create incentives for financial intermediaries to emerge (Diamond 1984; and John Boyd and Edward Prescott 1986). Assume, for example, that there is a fixed cost to acquiring information about a product-ion technology. Without intermediaries, each investor must pay the fixed cost. In response to this information cost structure, however, groups of individuals may form (or join or use) financial intermediaries to economize on the costs of acquiring and processing information about investments. Information costs, however, may also motivate the emergence of money. Because it is costly to evaluate the attributes of goods, barter exchange is very costly. Thus, an easily recognizable medium of exchange may arise to facilitate exchange (King and Charles Plosser 1986; and Williamson and Randall Wright 1994). The financial systems ability to provide risk diversification services can affect long-run economic growth by altering resource allocation and the saving rates. The basic intuition is straightforward. While savers generally do not like risk, high-return projects tend to be riskier than low-re-turn projects. Thus, financial markets that ease risk diversification tend to induce a portfolio shift toward projects with higher expected returns (Gilles Saint-Paul 1992; Michael Devereux and Gregor Smith 1994; and Maurice Obstfeld 1994). Furthermore, a growing literature shows that differences in how well financial systems reduce information and transaction costs influence saving rates, investment decisions, technological innovation, and long-run growth rates. If we will consider the discussion exist on the relationship between the financial system and economic growth; financial markets development is always considered as pivotal element for growth of economy through the diverse contribution of stock markets and banks. Stiglitz (1985) argues that, because stock markets quickly reveal information through posted prices, there will be few incentives for spending private resources to acquire information that is almost immediately publicly available. The absence of financial arrangements that enhance corporate control may impede the mobilization of savings from disparate agents and thereby keep capital from flowing to profitable investments (Stiglitz and Andrew Weiss 1981, 1983). Because this vast literature has been carefully reviewed (Gertler 1988; and Andrei Shleifer and Robert Vishny, forthcoming), this subsection notes a few ways in which financial contracts, markets, and institutions improve monitoring and corporate control, and reviews how these financial arrangements for monitoring influence capital accumulation, resource allocation, and long-run growth. On the other hand Levine at al. 200 focus on the connection between financial intermediaries and the economic growth and the research question is that whether better functioning financial intermediaries account for a causal effect on the economic growth if so what determines the level of financial development, hence results might help the policy maker to adopt new incentives to develop specific financial sector in order to promote economic growth Levine et al. 2000 believe that financial development is an important indicator of future economic growth and it might be leading predictor rather than underlying cause of economic growth. Economists have recently modelled the emergence of financial markets in response to liquidity risk and examined how these financial markets affect economic growth. Theory, however, suggests that enhanced liquidity has an ambiguous affect on saving rates and economic growth in most models, greater liquidity. Increases investment returns Lowers uncertainty. Higher returns ambiguously affect saving rates due to well-known income and substitution effects. Further, lower uncertainty ambiguously affects savings rates (David Levhari and T. N. Srinivasan 1969). Thus, saving rates may rise or fall as liquidity rises. Indeed, in a model with physical capital externalities, saving rates could fall enough, so that growth actually decelerates with greater liquidity (Tullio Jap-pelli and Marco Pagano 1994). Besides reducing liquidity risk, financial systems may also mitigate the risks associated with individual projects, firms, industries, regions, countries, etc. Banks, mutual funds, and securities markets all provide vehicles for trading, pooling, and diversifying risk. Causality between financial development and economic growth: It is now well recognised that financial development is critical for economic growth. Recent literature on growth deals with the causal relationship along three lines Financial Deeping stimulates economic growth: Some analyst suggests that the financial development has a causal influence on economic growth. The financial sector increases saving and allocates them to more productive investments. Economic growth promotes the development of the financial sector : Some of the analyst thought financial development appears as a consequence of the overall economic development Continual economic expansion requires more financial services and new instruments. The financial system adapts itself to the financing needs of itself to the financing needs of the real sector and fits in the autonomous development. A circular relationship that financial development and the economic growth simultaneously affect each other: Reciprocal relationship; economic growth makes the development of the financial intermediation system profitable and the establishment of an efficient financial system permits faster economic growth. Specifically, countries with larger banks and more active stock markets grow faster over subsequent decades even after controlling for many other factors underlying economic growth. Industries and firms that rely heavily on external financing grow disproportionately faster in countries with well developed banks and securities markets than in countries with poorly developed financial systems. Moreover, ample country studies suggest that differences in financial development have, in some countries over extensive periods, critically influenced economic development. Economic activity and technological innovation undoubtedly affect the structure and quality of financial systems. Innovations in telecommunications and computing have undeniably affected the financial services industry. Moreover, third factors, such as a countrys legal system and political institutions certainly drive both financial and economic development at critical junctures during the growth process. Nevertheless, the weight of evidence suggests that financial systems are a fundamental feature of the process of economic development and that a satisfactory understanding of the factors underlying economic growth requires a greater understanding of the evolution and structure of financial systems. In arising to ameliorate transaction and information costs, financial systems serve one primary function: they facilitate the allocation of resources, across space and time, in an uncertain environment (Merton and Bodie 1995, p. 12). Based on previous literature we will investigate below mentioned variables as determinants of stack market development. Financial Intermediary Development, Regulatory framework, Income growth, Savings and investment, financial development, Inflation, Market capitalization, stock Market liquidity, GDP, Gross fixed investment. Real income has been found to be highly correlated with stock market development. Typically the higher the saving the higher the amount of capital flows towards stock market. The speed at which investor buy or sell the securities is pivotal to the development of stock market hence the liquidity of the market is (miller, 1991) hence without liquid stock market less investment may occur. A growing body of work would push even most skeptics toward the financial factors in economic growth, while development economists frequently express their skepticism about the role of the financial system by ignoring it (Anand Chandavarkar 1992). Put differently, in a Kenneth Arrow (1964)-Gerard Debreu (1959) state-contingent claim framework with no information or transaction costs, there is no need for a financial system that expends resources researching projects, scrutinizing managers, or designing arrangements to ease risk management and facilitate transactions. Thus, any theory of the role of the financial system in economic growth (implicitly or explicitly) adds specific frictions to the Arrow- Debreu model. Financial markets and institutions may arise to ameliorate the problems created by information and transactions frictions. Different types and combinations of information and transaction costs motivate distinct financial contracts, markets, and institutions. In arising to ameliorate transaction and information costs, financial systems serve one primary function: they facilitate the allocation of resources, across space and time, in an uncertain environment (Merton and Bodie 1995, p. 12). Thus, economic growth provides the means for the formation of growth-promoting financial intermediaries, while the formation of financial intermediaries accelerates growth by enhancing the al-location of capital. In this way, financial and economic development is jointly determined (Greenwood and Jovanovic 1990). Evidence on the relationship between financial structure and the functioning of the financial system, however, is more inconclusive. The Level of Financial Development and Growth: Cross-Country Studies consider first the relationship between economic growth and aggregate measures of how well the financial sys-tem functions. The seminal work in this area is by Goldsmith (1969). He uses the value of financial intermediary assets divided by GNP to gauge financial development under the assumption that the size of the financial system is positively correlated with the provision and quality of financial services. Using data on 35 countries from 1860 to 1963 (when avail-able) Goldsmith (1969, p. 48) finds: Goldsmiths work, however, has several weaknesses: (a) the investigation involves limited observations on only 35 countries; (b) it does not systematically control for other factors influencing economic growth (Levine and David Renelt 1992); (c) it does not examine whether financial development is associated with productivity growth and capital accumulation; (d) the size of financial intermediaries may not accurately measure the functioning of the financial system; and (e) the close association between the size of the financial system and economic growth does not identify the direction of causality.20. Recently, researchers have taken steps to address some of these weaknesses. For example, King and Levine (1993a, 1993b, 1993c) study 80 countries over the period 1960-1989, systematically control for other factors affecting long-run growth, examine the capital accumulation and productivity growth channels, construct additional measures of the level of financial development, and analyze whether the level of financial development predicts long-run economic growth, capital accumulation, and productivity growth. (Also, see Alan Gelb 1989; Gertler and Andrew Rose 1994; Nouriel Roubini and Xavier Sala-i- Martin 1992; Easterly 1993; and the overview by Pagano 1993.). They use four measures of the level of financial development to more precisely measure the functioning of the financial system than Goldsmiths size measure. Table 1 summarizes the values of these measures relative to real per capita GDP (RGDP) in 1985. The second measure of financial development, BANK, measures the degree to which the central bank versus commercial banks is allocating cr. The role of stock and credit market in the economic development has been an important subject of economic analysis. The main question is whether the stock or the credit market either follows or precedes economic development (Dritsaki and Dritsaki Bargiota, 2006). The subject under preview was initially studied by Schumpeter (1912), who considers that the development of the financial sector of a country affects not only the level but also the rate of growth. Other important studies are those of Lewis (1955) and Jung (1986). Lewis (1955), confirmed the existence of a bilateral relationship between the financial development and the real growth while Jung (1986) found a unilateral relationship from financial development to economic growth for the LDCs (Less Development Countries) and the reverse causal direction is valid for the DCs (Developed Countries). According to Levine and Zervos (1993), the stock market development is strongly correlated to the growth rates of real GDP per capita, while they found that the stock market liquidity and banking development may well predict the future growth rate of the economy. Other important studies that used the Granger causality tests are those by Luintel and Kahn (1999), Kar and Pantecost (2000), Shan and Morris (2002), and Dritsaki and Dritsaki Bargiota (2006). To be more specific, Luintel and Kahn (1999), found a bi  directional causality between the financial development and economic growth through the empirical investigation of the long  run relationship in ten sample countries. Furthermore, Kar and Pantecost (2000) that used data from Turkey found that economic growth leads financial development. The most significant finding though, is that the direction of causality between financial development and economic growth is related to the choice of measurement for financial development, at least in the case of Turkey. Shan and Morris (2002), found results that contradict those of Kar and Pentecost (2000). With the employment of Granger causality tests found that there is no causal relationship between financial development and economic growth in the most countries out of the 19 OECD countries. Finally, Dritsaki and Dritsaki Bargiota (2006), found a bilateral causal relationship between the banking sector development and economic growth, a unidirectional relationship between economic growth and stock market development in the case of Greece.. The present paper has as an objective to investigate the causal relationship between the stock market, the credit market and their role in the economic development. This study involves a transition economy, to be more specific Bulgaria and presents a great importance due to the special way that the particular markets function in such an economy. Another interesting feature is the entrance of Bulgaria in the EU as well as the adaption of euro as a national currency of the economy. What also must be mentioned is the openness of the economy and the inflow of the foreign capitals to the domestic economy, while at the same time the inflation may well be a factor that affects the link between banks, stock markets and economic growth; To be more specific Boyd et al. (2000), have shown that for countries with low  to moderate inflation, the inflation rates (as Bulgaria is the last few years) there is a strongly negative relationship between the banking and stock market development with inflation. Additionally, higher long  run inflations may lead to slower economic growth. For the reasons mentioned above the inflation should be tested as exogenous variable. Furthermore, the Granger causality test may confirm or not, the existence of a unilateral or bilateral relationship among the economic growth, the development in the banking sector and the development in the stock market. Thus, the present paper studies the validity of the theories that suggest that the financial development plays an important role in the process of the economic growth. Financial development and economic growth: the role of stock markets: The role taken by stock market and the ever increasing dependence of economic growth on financial growth provides new opening to research in to the relationship between financial development and economic growth, which focuses the effect of stock market development. Numerous studies have been carried out to reveal the relationship of stock market development and its role in economic growth by using the economic indicators to explain the part of the variation of growth development rates across countries. (Atje and Jovanovic 1993; Levine and zervos 1998) provided a cross country growth analysis using regression analysis to measure the effect of the economic indicators on banking system since these results are obtained by using cross country regression analysis which doesn t provides a precise view the relationship of stock markets and growth. Further to their analysis there is a wide spread critique concerning the robustness of the econometric results which have been raised because of using cross country growth regressions. So these results must be viewed with some caution. There is considerable econometric advantage if we deploy time series analysis instead of cross country regression analysis in examining the role of stock markets in the relationship between financial development and growth; this will better enable us to address of issue of causality and there are less likely that the research will suffer from other limitation of cross country growth regressions. Times series method also provides useful insight in identifying the relationship across countries and clarifies important details that are hidden in averaged out results. The paper utilizes the time series analysis to examine the relationship between economic growth and stock market development while controlling the effect of commercial banking and stock market volatility. Time series analysis has its own limitation; e.g. we need to obtain long time series of stock market development indicators which narrows down the focus of empirical analysis to five developed economies namely Germany, United States, Japan United Kingdom and France. While the absence of less developed economies form our sample means that no direct inferences can be made about the contribution of stock markets at early stages of economic development our finding never the less have implication for the debate on bank based versus capital market based financial system which has been already been discussed by the following researchers (Rajan and Zingales 1995, 1996) and (Horace, okazaki 1994); (Edwards and Fischer, 1994); (Corbett and jenkinson; 1994). Thus our results may be indirectly valuable for less developed economies in way that may help policy decision relating to the adoption of specific types of financial system. The paper is structured as follow. In section 1 we provide the role of stock markets and banks in the process of economic growth in section 2 we provide our data and econometric methodology in section three we present finding and discussions and their implications and debate on financial system. And the last section 4 will provide the summary and some concluding remarks. STOCK MARKETS AND BANKS AND ECONOMIC GROWTH: Positive effect of stock markets: Recent studies suggest that stock markets may contribute to long run growth. Stock market encourage specialization as well as acquisition and dissemination of information (diamond, 1984; greenwood and Jovanovic 1990; Williamson 1986) and may reduce the cost or saving thereby facilitating investments. (Greenwood smith, 1997) well developed stock markets may enhance corporate control by mitigating the principal agent problem through aligning the interest of managers and owners. Tips for policymakers: Given the important role well-functioning stock markets seem to play in economic growth, what can countries do to promote them? Fully answering this question is well beyond the scope of any single article. Legal, regulatory, accounting, tax, and supervisory systems influence stock market liquidity. The efficiency of trading systems determines the ease and confidence with which investors can buy and sell their shares. And the macroeconomic and political environments affect market liquidity. Consider the impact of one particular policy lever: liberalizing controls on international capital flows. Liberalization may involve easing restrictions on capital inflows or reducing impediments to repatriating dividends or cap- ital. In either case, reducing barriers to cross- border capital flows can affect the functioning of emerging stock markets: first, by enhancing the integration of emerging markets into world capital markets, thereby bringing the prices of domestic securities into line with those elsewhere; and, second, by forcing. However As shown in Chart 5, volatility does not have any measurable effect on long-term growth. Thus, if policymakers have the patience to weather some short-run volatility, lib- realization offers expanded opportunities for long-run economic growth. Does every country need an active stock market of its own? Unfortunately, there is not much evidence available to answer this question. In principle, all countries do not need domestic stock markets. They do, however, need easy access to liquid stock markets where residents and domestic firms can buy, sell, and issue securities. It is the ability to trade and issue securities easily that facilitates long-term growth, not the physical location of the market. In other words, there is little reason to believe that California would grow faster if the New York Stock Exchange were moved to Los Angeles. When should policymakers really push stock market development? This is even more uncertain. The available information suggests that policy maker Domestic firms seeking foreign investment to upgrade their information disclosure policies and accounting systems. Moreover, the entry of more foreign investors into emerging markets may lead to pressure to upgrade trading systems and modify legal systems to support more trading and the introduction of a greater variety of financial instruments. Through all of these channels, the removal of barriers to foreign investment can improve the operation of domestic capital markets. This is consistent with recent evidence. As shown in the table, stock market liquidity raised significantly in 12 out of 14 countries those lib- realized controls on international capital flows. Chile, for example, liberalized restrictions on the repatriation of dividends by foreign investors in January 1988. None of the 14 countries experienced a statistically significant drop in liquidity following liberalization. In conjunction with the earlier findings that market liquidity boosts economic growth, these results suggest that liberalizing international capital flow restrictions can accelerate economic growth by enhancing stock market liquidity. The table also indicates, however, that stock market volatility rose in 7 out of 11 countries following liberalization. Volatility did not fall significantly in any of the 11 countries following liberalization. Thus, while easing international capital flow restrictions may increase liquidity, it may also increase volatility. This should not be of much concern in the long run should remove impediments tax, legal,and regulatory barriers to stock market development. But there is not strong evidence to support interventionist policies like tax incentives that artificially boost stock market size and activity. While much work remains to be done, a growing body of evidence suggests that stock markets are not merely casinos where players come to place bets. Stock markets provide ser- vices to the nonfinancial economy that are crucial for long-term economic development. The ability to trade securities easily may facilitate investment, promote the efficient allocation of capital, and stimulate long-term economic growth. Furthermore, the evidence suggests that stock market liquidity encourages or at least strongly forecasts corporate investment, even though much of this investment is financed through retained earnings, bank loans, and bonds, rather than equity issues. Policymakers should consider reducing impediments to stock market development. Easing restrictions on international capital flows would be a good place to start. Own contribution and proposed methodology: I will use econometric analysis to find out what is the key to stock market development. We will follow the work of Garcia and Liu (1999). I will perform a panel regression on the pooled dataset constituting the United Kingdom, France, Italy and Spain. Unlike other research I am going to cover past 18 years in my panel set of data (1990-2008). I will test the following determinate of stock market development (market capitalization), economic growth, turnover ratio, GFI, FDI, and Inflation government debt risk, privatization risk, banking index and financial intermediary development. The main sources of my data are EBRD, and UNCTAD statistical tables And SP. The data will cover the listed and major sock holding companies. Description of the model: This paper will undergo cross sectional analysis over a period of 1990 to 2008. We will not use simple regression analysis because of the possibility of omitting important variables. As a result we will use panel data with a large number of observations to increases the degrees of freedom and by decreasing the correlation between explanatory variables which in turn gives a better statistical result. Therefore we will run a regression by using the following equation. YSMD = a + ÂÂ ²i xt + U  a  ÂÂ ² are constants and  X is a variable. Following is the general assumption of OSL. The term  a is specific for an individual country and varies across different countries. We will further refine our regression equation as we proceed with the project. The focus will be to compare the differences of emerging markets of South Asia with west Asia. To make our research more conclusive we will put a strong emphasize on liquidity of stock market which can give better prospects for the stock market development and the overall economic growth. We will get the data from UNCTAD united nation conference on trade and development.Afterwards the determinant identifies and discussed in the literature review will undergo panel regression and we will see the correlation between different variables. This will follow the implication of the research. TEST OF CO INTEGRATION CO INTEGRATION TEST: This study uses Granger causality test proposed by Granger; 1969 for testing the causality between stock market growth and economic growth. The hypotheses of interest are, Stock market (Granger) development cause economic growth. Stock market development doesn t (Granger) cause economic growth. Stock market growth doesn t causes (Granger) Economic growth and vice versa (i.e. there is no bilateral causation) The study of this relationship has been achieved with the implementation of co integration test. The co integration test was preceded by a stationarity test (ADF test). In particular, a multivariate autoregressive VAR model will be used while other independent variables, GDP, stock market capitalization will be used as exogenous variables. Furthermore, Granger causality tests were applied in order the causal relationship between SMD development, economic growth (IPI) and stock market development (capitalization index) to be examined. We will conduct also the Granger causality test: Granger s test is used when the variable is stationary or co integrated. Regression: xt=c+ÂÂ ±xt-1+ÂÂ ²yt-1+ut. Test H0: ÂÂ ²=0 (Time Series Econometrics, J. Hamilton, P.G. 302). The process of cointegration should be followed by the estimation of a VAR model in which a vector error correction mechanism should be included. This process is necessary given the fact that the variables under preview in logarithmic form are cointegrated. Unit Root Test: In order to apply the cointegration technique as mentioned above, we examine the stationarity of the time series studied. A pre-condition for the implementation of a multi VAR cointegration technique is the unit root test. The unit root test for our data will be Augmented Dickey Fuller (ADF) test (1979). The ADF (1979) test has been widely used for testing the existence of a unit root in the time series studied. This test is based on the following auxiliary regression of the general form; Where; This test aims at testing the null hypothesis that ÂÂ ³2 = 0 which is tantamount for a single unit root in the data generating process for pt. In order to determine the ADF form the significance of the constant was examined as well as the significance of the coefficient of the trend. Following these steps we ended up to the final form of the regression that includes no constant and no time trend. Cointegration with the Johansen technique: The cointegration analysis will be based on Johansen s multivariate cointegration methodology. Additionally, the estimation of the cointegration vectors will be applied with the treatment of the Johansen s maximum likelihood approach. According to Johansen (1988) any p  dimensional vector autoregression can be written in the following  error correction representation. Where; Xt: p  dimensional vector of I (1) processes, ÂÂ ¼: a constant ÂÂ µt: a p  dimensional vector with zero mean (ÂÂ   is the variance  covariance matrix) The ÂÂ   matrix has a rank that is limited in the (o, r) and can be decomposed into: Where; ÂÂ ±, ÂÂ ²: p x r matrices r: distinct cointegrating vectors. The procedure of Johansen provides the maximum likelihood estimates of ÂÂ ±, ÂÂ ², while ÂÂ   and the two likelihood ratio test statistics determine the order of the cointegration space. The trace and the maximum eigenvalue statistics are used to determine the rank of ÂÂ   and to reach a conclusion on the number of cointegrating equations, r, in our multivariate VAR system. The economic time series studied are I(1), while when only one relationship in the long run exists their combination is I(0). VAR Model with an Error Correction Mechanism: The error correction model may well be derived by the long run cointegration vector having the following form; Where; : denotes the first differences of the variables. : are the estimated residuals from the cointegrated regression ÂÂ ´: is the short run parameter that takes values in the (0,1) ut: is a white noise. What must be underlined in the process of estimation of a VAR model is the criterion used for the correct specification of the model. In particular, the researcher should predetermine the deterministic components as well as the number of lags used in the model. In this study the Schwartz  Bayesian criterion (1978), was used which according to Mills and Prasad (1992) outperforms other criteria. Bibliography: Atje, Raymond, and Boyan Jovanovic. 1993.  Stock Markets and Development, European Economic Review 37 (2/3), pp. 632-40. Losseva, Julia; 2006. The determinants of stock market development in central European and eastern countries Andriesz, Asteriou, Pilbeam. The linkage between financial liberalization and economic development, empirical evidence from Poland valeriano f. Garcia and lin liu Journal of applied economics, vol. Ii, no. 1 (may 1999), 29-59 macroeconomic determinants of stock market development Bencivenga, Valerie R., Bruce D. Smith, and Ross M. Starr. 1996.  Equity Markets, Transactions Costs, and Capital Accumulation: An Illustration The World Bank Economic Review 10 (2). Demirguc-Kunt, Asli, and Ross Levine 1996a.  Stock Markets, Corporate Finance and Economic Growth: An Overview, The World Bank Economic Review 10 (2), pp. 223-239. Demirguc-Kunt, Asli, and Ross Levine. 1996b.  Stock Market Development and Financial Intermediaries: Stylized Facts, The World Bank Economic Review 10 (2), pp. 291-321. Garcia, Valeriano F. 1986.  A Critical Inquiry into Argentine Economic History 1946- 1970 Garland Publishing Co. New York. Goldsmith, Raymond W. 1969. Financial Structure and Development, New Haven, CN: Yale University Press. Gurley, John, and Edward Shaw. 1955.  Financial Aspects of Economic Development, American Economic Review, pp. 515-38. Gurley, John, and Edward Shaw. 1960. Money in a Theory of Finance, Washington, DC: Brookings Institutions. Gurley, John, and Edward Shaw. 1967.  Financial Structure and Economic Development, Economic Development and Cultural Change 34 (2), pp. 333-46. King, Robert G., and Ross Levine. 1993a.  Finance and Growth: Schumpeter Might Be Right, Quarterly Journal of Economics 108, No. 3, pp. 717-38. King, Robert G., and Ross Levine. 1993b.  Finance, Entrepreneurship and Growth: Theory and Evidence, Journal of Monetary Economics 32, pp. 513-42. Levine, Ross. 1997.  Financial Development and Economic Growth: Views and Agenda, Journal of Economic Literature 35 (2), pp. 688-726. Levine, Ross and Sara Zervos. 1996.  Stock Market Development and Long- Run Growth The World Bank Economic Review, Vol. 10, No.2. Levine, Ross and Sara Zervos. 1998.  Stock markets, Banks, and Economic Growth The World Bank Policy Research Working Paper No. 1690, December 1996. Levine, Ross, and Sara Zervos. 1998.  Stock Markets, Banks, and Economic Growth, American Economic Review 88 (2), pp. 537-58. Liu, Lin, 1998.  Financial Development and Economic Growth: A Literature Review, Mimeograph. The World Bank, Washington, DC. McKinnon, Ronald I. 1973. Money and Capital in Economic Development, Washington, DC: The Brooking Institution. Market and Economic Development: An empirical evidence for transition economies; The case of Bulgaria (Theodoros1, Eleni, Sofios; 2000)

Business Plan of Audi - 8577 Words

Introduction This strategic business plan focuses on the Audi Group and which strategies it should pursue to realize its growth objectives in the automotive industry. First of all, the company ´s business, mission and vision are introduced. A market overview is given and Audi ´s current market position is analysed. Furthermore, a SWOT analysis is made which serves to make assumptions about Audi ´s future performance and objectives are formulated. Last, resource requirements and budgets are laid out in order to understand the financial considerations behind the formulated strategies. The report will end with a short conclusion. It is important to note that only secondary data, e.g. the Internet was used to write this report. I.†¦show more content†¦The latter was renamed as Audi in 1985. The company also moved its headquarters from Neckarsulm to Ingolstadt. In 1998, Audi Hungaria Motor was established and the Automobili Lamborghini Holding was founded after Audi had acquired the share capital of the sports car manufacturer. â€Å"The portfolio of companies consolidated under the umbrella of the Audi Group was enlarged in the 2003 to include Audi Synko, Audi Vertriebsbetreuungsgesellschaft and Audi Zentrum in Germany.† (Datamonitor, 2010) In 2003, the company also added Audi Japan and FAW-Volkswagen Automotive, as well as Audi Australia to its subsidiaries list. Three years later, Audi won the best of European Business Award for bing one of the nine most competitive companies in Europe and it received the Best Car Company of the Year 2006 by the British car magazine Autocar. In 2007, Audi opened a new production plant in Brussels and in 2008, the company â€Å"started local assembly of the new Audi A4 at its plant in Aurangabad, India†. In 2008, Audi also opened its first dealership in Ho Chi Minh City, Vietnam. In the same year, Audi introduced many innovative technologies, such as the A1 Sportback, a concept for a five-door four-seater for the sub-compact class and a weight-saving technology ASF (Audi Space Frame) to improve the performance and efficiency of Audi model (TT, TT Roadster, R8 and A8). Due to theShow MoreRelatedAudi’s Performance in Chinese Market1040 Words   |  5 PagesAudi’s pe rformance in Chinese market Introduction Audi is one of the world leading luxury vehicle brand that is own by Volkswagen group. It enjoys the same reputation as BMW and Mercedes-Benz in the international market. In China, it expands rapidly during the past two decades. Currently, in the segment of vehicle market for business and governmental use, Audi has achieved satisfactory performance (Hua, 2010). The aim of this essay is to study Audi’s marketing strategy in combination with marketingRead MoreIs Lebanon Bank And Hsbc Which Is Global Bank1188 Words   |  5 Pagesundertaking or business wander. A SWOT investigation can be completed for an organization, item, place, industry, or individual. It includes determining the target of the business wander or extend and recognizing the inside and outside variables that are ideal and unfavorable to accomplish that goal. In this article am going to discuss Audi bank which is Lebanon bank and HSBC which is global bank Bank Audi S.A.L. is Lebanon s biggest bank as far as both client stores and aggregate assets. Bank Audi at presentRead MoreAutomotive Industry and Porsche Production Line1641 Words   |  7 Pagesand EPA guidelines. If the 2020 CAFÉ plan is implemented in North America Porsche will not be able to sell cars in North America. Political issues and governmental decisions affect the development of the local economy as for example the increase of oil prices during the Iraq war and the drop of the dollar compared to other currencies, they can also have an influence on sales in the automotive industry. 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We can only achieve this if we focus our full andRead MoreMarketing Sample Essay2998 Words   |  12 PagesTable of Contents Executive Summary †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.2 Market plan and Auditing †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...4 SWOT Analysis †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.5 Strengths †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 Weaknesses †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 Opportunities †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.6 Threats †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6 Market Conditions †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7 The 4Ps of Marketing †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreDesigning A Product Or Service The Goal1506 Words   |  7 Pagesthis is the well-known company automotive company Audi. Audi has yet to use the 3D printer in their production lines but they are getting close to that reality. Recently Audi created an entire car using just a 3D printer and it ran smoothly (Koslow 2015, November 13). What automotive companies like Audi plan to use the 3D printers for is creating metal pieces of the vehicles and eventually getting them involved in their production line. Currently Audi is †capable of producing details half as thickRead MoreNew Product Launch Marketing Plan2769 Words   |  12 PagesNew Product Launch Marketing Plan, Part III Kirkland Browne, Johanna Gutierrez, Philippe Biboum, Dana Cannon, Tameika Mclean, Kevin D. Mobley MKT/571 August Eighteenth, 2014 Dr. Catherine Burr New Product Launch Marketing Plan, Part III Executive Summary Our company is Audi AG. Audi is headquartered in Germany and is a subsidiary of Volkswagen since 1966. Founded in 1909 by automotive pioneer August Horch, Audi specializes in high end and luxurious automobiles (Audi Club North America NortheastRead MoreAudi A6 2012 Marketing Plan3027 Words   |  13 Pages1. EXECUTIVE SUMMARY Audi is launching the new A6 in the United States in late 2012. This marketing plan is designed to create awareness and impact around the A6 launch also to increase the market share by selling new cars. With this campaign, Audi will focus on affecting the target audience, driving quality user generated content, leveraging social media platforms and having a high impact launch that will generate buzz around â€Å"Audi Envy† The creative and media strategy is designed to position A6

Belief Systems Self Uniqueness Meets Religion Free Essays

In noting one’s particular belief or belief system, it is important to establish that this system of beliefs must not necessarily collide with or fit into one of society’s major organized, historical, cultural, and traditional religions, such as Catholicism, Hinduism, Buddhism, or Islam. Every person’s unique belief system is different from person to person, even within these larger religious groups, and my own personal beliefs, although able to be described as religious, must not certainly be so described, as each person is definitely unique and learns about life and creates one’s beliefs based on a multitude of personal lifelong and complex experiences, sources, and associations. In addition to the uniqueness of belief varying from individual to individual based upon the differences in self and environment by which a person moves through life, there is also the element of mental assimilation and accommodation as an ongoing process which needs to be viewed in full consideration. We will write a custom essay sample on Belief Systems: Self Uniqueness Meets Religion or any similar topic only for you Order Now If beliefs change based upon knowledge obtained or formed and events experienced, even also in the biology of the person, then the movement of a person through time and development must also be considered. No person, place, situation, or belief system is static, rather it evolves and morphs with the colorful variation and change of humanity on a grand scale as well as on an individual scale. The uniqueness and changeability of the universe from day to day lends insight into the uniqueness and changeability of personal views. This is not to say that there are not beliefs and truths which are more constant or reliable, however, one must be ready to adapt these more constant truths to modern human society, which is always in flux. One belief, out of the hundreds or thousands interrelating ones which I probably have, is the unnecessary nature of school and educational institutions in general. Although this belief may change in time, as of this moment, I see forced schooling as being a ridiculous concept, as are all forced or mandatory activities which strip the individual of free choice. My belief in unschooling, best illustrated by John Holt’s theories and the Unschooling. info website, basically suggests that each person should be free to live and learn on one’s own terms, handing over the precious responsibility of self direction in education to parents and their children, and rightly stripping from the hands of the government and other agencies towing the line of forced education, learning, or belief structures. If one must characterize this belief of mine in unschooling as being religious in the sense that it is practiced or believed regularly, then it is right to acknowledge that my belief in and positive regard of unschooling has been fairly regular and constant for the past several years, and I find affirmation in the stories of other people who also share my beliefs. I subscribe to groups, learn from online resources, and mingle with individuals who share this belief system. The belief I have in unschooling is rooted primarily in my dissatisfaction with other people telling me what to do from day to day for so long in my life, the primary group of which were teachers and professors in schools and universities. Unschooling, to me, is the perfect way to live life and raise children, offering learning and education as a self owned right, protecting the basic right to freedom of thought, for oneself and one’s children. I aim to support and encourage myself and others in so far as possible striving to embrace beliefs, learning, and thinking as a basic right of human life from conception to death, taking the primary role of learner securely back into the realm of the individual and out of the hands of overlords. Unschooling family members support themselves and one another in lifelong learning which naturally springs forth from both random and purposeful self directed experiences and choices. There are no topics or subtopics or interrelated topics which cannot be learned from a huge variety of sources and in a huge variety of ways. In is well worth time for universities and schools to reconsiders the musts of their students and for individuals to recognize that learning is their right and under their own control. Perhaps testing for knowledge or job readiness is appropriate when working with others, however, a diploma or a degree is not necessarily an adequate mark of what is learned, nor is it an adequate mark of what knows in comparison to others without diplomas and degrees. Mostly, it proves one jumped through other people’s hoops and paid a lot of money. So far, I haven’t had any disadvantages to having this belief system, which, supposedly, could be termed as a religious belief, and the advantages are always new, evolving, and ever springing, it seems. Spending time with my children would be a benefit, as do traditional homeschooling mothers, learning and helping my children to learn on our own terms and in our own ways is certainly a benefit, and liberation of thought from the mechanical systems of education is also a great plus. The perceived downsides which other people may hold but which I do not share is that unschooling requires time and energy for parents of young children, unschooling prevents full time or out of home work for one or both parents, and parents are unqualified to help their own children to learn. In disputing these what I view to be false downsides, I have to claim the belief that I think spending time and energy on children is absolutely fabulous and to be cherished, that of course children need the constant or near constant presence of the mother or other caregiver and that families can choose to support and encourage this, and that parents are very much qualified to teach their own children. Who else should be the primary judges of what people think and belief, of how they live their lives? If government or the state is apt to be selected as the answer to that question, then we may very well kiss individuality and the right to personal thought goodbye and swirl into the darkness of force and socialism. The role of tradition in religion in general to keep a group of people together in what they do and how they do things, how they express their beliefs, primarily in God. Traditions in religion such as going to mass at church on Sunday are similar to the weekly unschooling groups of individuals and families at the park. People need community support in what they do and what they believe, on a very basic level, so that one doesn’t feel isolated and alone. Traditions are fairly regular ministrations of keeping beliefs and ideas alive through purposeful actions. The best thing that I can do in keeping alive the traditions of unschooling is to continue to be active within this society or culture of people, sharing my experiences and beliefs as regularly as necessary through purposeful actions which support and encourage my way of life. Contributing to groups through conversations and literature are ways in which I can stay connected, either in person or through the virtual online world. It is very important to know what the beliefs of others are, both to keep one’s mind open to new ideas as well as to diplomatically handle differences of opinion and belief when interacting with people who do not share all or most or even a few of the same beliefs as oneself does. It is very often that people differ in opinions and beliefs, and it would even be safe to assume that no two people on this Earth do in fact share all of the same beliefs. Having two identical minds on one planet seems near to impossible, given the varied and colorful lifestyles and experiences, places and regions, times and spaces, wherein one’s individual point of view springs forth. Although it can be difficult to interact with people who are strictly aligned with a highly structured and formal belief system, it can also be difficult to interact with people who are flip and find not much purpose in any beliefs whatsoever. To me, a good balance point is knowing what one believes, knowing that beliefs are flexible, and being able to converse on an appropriately calm level about any and all posed ideas with others, unless one wishes to opt out of the conversation or proposed idea, which is also quite ok. References Unschooling. info. (2009). Retrieved on 3/1/09 from http://unschooling. info. How to cite Belief Systems: Self Uniqueness Meets Religion, Papers

4000310515center Essay Example For Students

4000310515center Essay 9/28/20173300095000 9/28/2017420003263900880008851265 Sanvir Gill450000 Sanvir Gill420003263900175001760220 The Great Gatsby Journal Assignment450000 The Great Gatsby Journal Assignment Chapter 1-3 Summary The novel opens with the narrator of the story, Nick Carraway. Nick introduces his fathers advice that had receivedwhen he wasyounger,andithas stuck with him ever since. The advice Nicks father gave him was Whenever you feel like criticizinganyone, just remember that all people in this world havent had the advantages that youve had. Nick states that this advice from his father has made him inclined to reserve judgement. By Nick narrating that he reserves judgement, it gives the reader the first piece of information on a character. We now know that Nick reserves his judgement,or at least attempts to. Further into the novel, Nick moves to west egg to begin his career as aBond man. Nick rents a small house in the middle of 2 huge neighbouring homes, more significantly, beside a man as Gatsby.Nick visits his distant cousin Daisy, who lives with his Yale class member Tom. Jordan is introduced to Jordan Baker, a famous golfer. Nick is also introduced to the oppression thatDaisy adhereson a daily basisfrom Tom. After visiting Daisy, Nick returns home and sees his neighbour, Gatsby staring and reaching out for the green light on Daisys dock. In the following chapter, we are taken to a new setting, known as the valley of ashes.This new setting represents poverty. Subsequentlywe are introduced to Toms mistress Myrtle and her husband George Wilson, as well as an important symbol known as thebillboard of the eyes of doctor T.J Eckleburg, that watch over the valley of ashes like the eyes of God.Nick is forced to spend the day with Tom and Myrtle and he later witnesses Tom hitting her and breaking her nose for mentioning Daisy. Afterwards, Nick realizes that one of the reasons behind Gatsbys popularity is because of his huge parties. Nick is the only person to receive an i nvite, so he is intrigued and decided to go. Nick finally meets Gatsby for the first time and he is surprised by the way Gatsby acts like such a gentleman. Gatsby then tells Jordan something privately but is not able to tell Nick just yet. Following the party, Nick begins a relationship with Jordan, however he also claims that she is dishonest. Personal Response In my opinion the beginning chapters of the novel are very thought-provoking and demonstrate the true potential of the novel. I believe that the advice Nicks father had given him as a child is solid advice and could be used to prevent early judgement towards a person. The advice has really stuck with me because now when I begin to judge somebody right away I remember that I may have some advantages that they do not and therefore I should reserve my judgement. This has really helped me grow and will prove to be very helpful in the future because it has changed my perspective on judgement. This advice from his father also reve aled what I think is a very important part of Nicks personality. He believes that he reserves his judgement however in his actual life he creates judgements of people very quickly. Knowing that Tom is cheating on Daisy and abusive to Myrtle makes me feel angry. This is because I know the novel takes place in the 1920s and in this time, a man of power and wealth such as Tom had the ability to do anything he wanted. However, his actions really demonstrate that he has a very aggressive and deceiving personality. Another thing about this situation that makes me angry and sad is that Daisy does not have the ability to leave Tom even though she knows perfectly well about the other woman.In these 3 chapters, various symbols are also introduced including the green light. The green light symbolizes Gatsbys desires and dreams and Gatsby often attemptsto reach out and grab it. This tells us that Gatsby is set on his goals and wants to achieve them very desperately. I feel that having an enchan ted item like this is healthy and good for Gatsby because it allows him to visualize his goals and set an item that represents them, so they are always in sight. The valley of ashes is also a significant symbol because it demonstrates what is left over when everybody tries to chase the American dream. Not everybody can achieve it and therefore there is a build up of poverty. The valley of ashes is also significant because it contrasts the East and West Eggs in the sense that it is for very low income, poor individuals whereas the Eggs are for more wealthy individuals. It is also evident that when the setting is in the valley of ashes, there is often a conflict that arises. This may be the author using the dark settingtointroduce conflict and more dark ideas and events.I was personally very surprised by all the rumours about Gatsby and his mysterious life and actions. I want to know who heactually isandwhat it isthat he does. I wonder if the rumours are true.I also wonder why he call s everybody old sport. I have many questions regarding the mysterious Gatsby and hope to know more about him in the upcoming chapters. Chapter4-6 Summary In the start of this chapter we see that Gatsby and Nicks relationship is growing stronger and stronger. Nick talks about a trip to New York with Gatsby where Gatsby tells him about his life. Although Gatsbyopens upto Nick, Nick thinks that his stories are most likely fake or exaggerated. Gatsby claims he is the son of his rich parents from San Francisco, and that he attended Oxford. However, Gatsby sees that Nick does not believe him so therefore he shows him evidence in the form of a medal and picture of him playing cricket at Oxford. In this chapter we also see a glimpse into Gatsbys personal connections, including the police commissioner that gave him a white card that allows him to get out of trouble with the police. Nick later meets Jordan who finally tells him about how Gatsby is in love with Daisy. Nick is also told about how Gatsby and Daisy knew each other and were in love before Gatsby went away to war. Gatsby also asks Nick to hook up a meeting between himself and Daisy, and Nick agrees asking for nothing in return.Later, Gatsby and Daisy have a very awkward meeting but eventually begin to talk normally and seem happy catching up with one another. Daisy seems overwhelmed by all of Gatsbys possessions and then Gatsby reveals how he used to stare at the green light on her dock, and what it represented. Nick is worried aboutwhether or notDaisy will live up to the high expectations Gatsby had been dreaming about. In the next chapter, the narrator, Nick, goes out of the story telling perspective and begins to tell the reader about Gatsbys real life. Gatsby was born as James Gatz, and he was the son of poor farmers. He dropped out of college because he was embarrassed by thee way he was paying for his tuition. Gatsby was funding his college education by being the janitor for the college, which he found humiliating. Once he dropped out he began to work on Lake Superior and one day he saved a wealthy man named Dan Cody from a storm at sea. Dan Cody was grateful for this act and asked for his name, to which Gatsby (James Gatz at the time) replied as Jay Gatsby. Gatsby began to sail with Cody and he was taught how to be a gentleman and more importantly, Gatsby was taught about the wealthy life.Later on, Dan Cody passedaway,but he left $25,000 for Cody. After his death, Gatsby decidedto pursue the life of a rich man. Nick goes to Gatsbys house and sees Tom there because he had come to ride horses. After a couple days pass, Daisy and Tom go to Gatsbys house for his party and they both seem to be havinga bad time. After the party Tom tells Daisy that Gatsby is just a bootlegger, but this makes Daisy upset. Gatsby tells Nick that he wants Daisy to leave Tom and live with him, to which Nick responds by reminding Gatsby that he can not recreate the past. However, Gatsby believes that he ca n.Personal Response In these 3 chapters, a lot of information is revealed about the past. To begin, when I was reading about Gatsby telling Nick about his life, I was also very sceptical. This is because Gatsbys life seems far too normal compared to all the rumours that were told about him. I question why Gatsby decided to lie even to somebody he appears to be getting close to and wants to open up to. I believe that the only reason Gatsby wants to get close to Nick is because he knows that Nick has a connection to Daisy. After I continued to read, I was very surprised by Gatsbys tough upbringing and childhood, and was shocked by how he got so wealthy and came from basically nothing. I felt angry about the fact that Tom denied having dinner with Gatsby because it showed how arrogant he is, and how he has no respect for anybody but himself and a select few others. I was glad to see that Gatsby and Daisy appeared to be having an enjoyable time when they met up, mostly because of my hat e for Toms character. Personally, I would love to attend one of Gatsbys enormous parties, and it shocks me that Tom and Daisy are not having an amusing time. However, I do understand why they would not have fun, because they do not like the inappropriate behaviour the guests at the party were taking place in. I was happy that Gatsby had a mentor like Dan Cody because it gave him the ability to change his life for the better. I enjoyed seeing Gatsbys evolution and it makes me excited to see that we are learning more and more about him as the novel goes on. Chapter 7-9 SummaryThis part of the novel starts with Daisy and Gatsbys love for each other getting stronger and stronger. Since Gatsby has now almost got Daisy, he stops having parties and fires all his workers to prevent them from spreading gossip. Nick visits Tom and Daisy for dinner and he finds Gatsby and Jordan there as well. Gatsby sees Daisys baby for the first time and it shocks him because he finally realizes that she is truly real, which he had a challenging time believing in the past. During the lunch, Tom catches on with the feelings that Gatsby and Daisy share, and when Daisy asks Gatsby to go to Now York, Tom sees this as an opportunity to confront them. He suggests that they should all go together. Tom, Nick, and Jordan go in Gatsbys car. Gatsby and Daisy go in Toms car. When Tom needs gas, him, Nick, and Jordan stop at Wilsons garage and they learn that George Wilson knows that his wife is having an affair, but he does not know with who. Later, they all meet at a hotel in New York and Tom confronts Gatsby. He accuses him of not attending Oxford, and he asks what Gatsby wants with Daisy. Gatsby responds by saying Daisy loves him, and not Tom. He then tells Daisy to tell Tom that she never loved him, but this was extremely difficult for Daisy. After this, Tom realizes he has the upper hand and exposes Gatsby for bootlegging. Gatsby and Daisy drive back home, and the rest follow afterwards. Duri ng the drive back, Tom, Nick, and Jordan drive by the valley of ashes and realize that Myrtle had been killed. They find out that it was Gatsbys car who had hit them. Back at Toms house, Gatsby is found standing in the bushes because he is worried for Daisy. However, Nick checks up on Daisy and she seems fine as she is eating with Tom. The next day Nick visits Gatsby and suggests that he should leave but Gatsby refuses to and claims he is waiting for Daisy to come back to him. Gatsby continues by telling Nick about how he built his dreams around Daisy and that he needed her to complete his image of his future successful self. Afterwards, the story shifts to George Wilson who assumes that whoever was driving the car must have been the person who was having an affair with his wife Myrtle. George finds Gatsby eventually in his pool, then shoots and kills Gatsby and himself afterwards. Nick rushes to Gatsbys house and sees him dead. Nick talks about what happened after Gatsbys death, an d tells the readers that very few people attended his funeral, and that all of Gatsbys proclaimed friends did not show up. This makes Nick feel sick and he is tired of the East, he decides to move back to the Midwest. Nick also breaks up with Jordan, and comes to conclusion that Tom and Daisy are careless, irresponsible people. Nick thinks about all the people who came to America to pursue a dream and relates it back to how Gatsby had the dream of pursuing Daisy. Personal ResponseIn my opinion, these 3 chapters were the most eventful. To begin, I enjoyed the fact that Gatsby and Daisy were falling more and more in love. I like the idea of Gatsby and Daisy being happy together, without Tom in the picture. I did not enjoy the confrontation of Tom and Gatsby. I felt shocked with how quickly Daisy lost interest in Gatsby and how quickly she regained her love for Tom. I found this very disappointing because it shows that those we chase do not always want us. However, this idea is a very important lesson to learn because it helps us grow and realize that life is not a dream. I believe that it is good to have dreams but the way that Gatsby was very obsessive about his dreams was unhealthy. I also felt very angry with how Tom treated the situation of Myrtle dying, and put the blame entirely on Gatsby without even assuming that maybe Daisy was the one driving. This showed me how careless Tom and Daisy really are. Another thing that proved this was by the way they treated it compared to the way Gatsby treated it. Gatsby was extremely stressed about the situation and stayed outside Daisys home during the middle of the night to make sure she was okay. Daisy and Tom did the opposite and Daisy did not even call Gatsby to tell him she was fine. Another thing that made me very angry was the fact that George killed Gatsby. This is because Gatsby was my favourite character, despite his unhealthy obsession with his goals. The part that really hit me was how none of the people th at enjoyed Gatsbys huge parties did not even come to his funeral. This part also teaches a very valuable lesson that in the end, all we have is ourselves, and the few people that care for the us the most. The rest of the people we interact with daily are most likely just temporary characters in our lives. The fact that Daisy did not even send flowers to Gatsbys funeral was saddening because it showed that she did not truly care for him, while he loved her more than anything. If I were in Nicks position, I would also have a very pessimistic view on society, due to him having to experience so many careless, unappreciative, uncaring people. To conclude, I really did enjoy The Great Gatsby. I believe that the novel expresses very valuable lessons about life, and it takes us back into a different time in history. Bringing It All Together Essay

Mobilink Essay Example

Mobilink Essay Chapter 1: INTRODUCTION3 ?INTRODUCTION:3 ?HUMAN RESOURCE DEPARTMENT AT MOBILINK5 ?STRATEGIC HUMAN RESOURCE MANAGEMENT AT MOBILINK:6 Chapter 2: HR POLICIES IN GENERAL (MOBILINK):7 ?POLICIES IN GENERAL:7 1. Working hours:7 2. Protection of company assets people policy:8 3. Dress code policy:8 4. Security and safety policy:10 5. Company publications policy:10 6. Attendance policy11 ?PRACTICES AGAINST THE POLICIES IN GENERAL:12 1)Working Hours:12 2)Protection of Company Assets:12 3)Dress Code:12 4)Security Safety Policy:12 5)Company Publications:13 ?CRITICAL REVIEW ON HR POLICIES OF MOBILINK IN GENERAL:13 Chapter 4: RECRUITMENT AND SELECTION PROCESS:14 ?MOBILINK POLICIES FOR RECRUITMENT AND SELECTION:14 Recruitment policy14 Policy guidelines:14 General conditions for recruitment:15 Application:16 Conditions for selection:16 ?PRACTICES AT MOBILINK REGARDING RECRUITMENT AND SELECTION:18 ? CRITICAL REVIEW ON RECRUITMENT AND SELECTION PROCESS:18 Chapter 5: TRAINING19 ?TRAINING NEEDS ASSESSMENT POLICY AT MOBILINK:19 ?FOREIGN TRAINING POLICY:20 Objective:20 Policy Guidelines:20 Conditions for Overseas Training:20 Surety for Mutual Benefit:20 ?TRAINING: PRACTICES AT MOBILINK21 Types of Training in Mobilink:21 Mobilinks Training programmes:22 ?CRITICAL REVIEW ON TRAINING AT MOBILINK:24 Chapter 6: PERFORMANCE APPRAISAL SYSTEM:25 ?POLICIES AT MOBILINK FOR PERFORMANCE APPRAISAL:25 Frequency of the Performance Review:25 Policy guidelines:26 Performance Appraisal Forms:26 ?PRACTICES AT MOBILINK FOR PERFORMANCE APPRAISAL SYSTEM:27 ? CRITICAL REVIEW ON PERFORMANCE APPRAISAL:27 Chapter 7: CAREER PLANNING DEVELOPMENT:28 ?CRITICAL REVIEW:28 Chapter 8: Rewards System:29 ?POLICIES ON REWARD SYSTEM AT MOBILINK:29 Salary29 ?PRACTICES ON REWARD SYSTEMS AT MOBILINK:32 CRITICAL REVIEW:32 Chapter 8: OCCUPATIONAL HEALTH AND SAFETY MEASURES:33 HOW WELL THESE POLICIES AND PRACTICES ARE ACHIEVING THE ORGANIZATIONAL GOALS? 33 CONCLUSION: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 34 RECOMMENDATIONS:34 BIBLIOGRAPHY:35 Chapter 1: INTRODUCTION Introduction: Orascom Telecom Holding S. A. E. (Orascom Telecom) or (OTH) was established in 1998 and has grown to become a major player in the telecommunication market in the world. OTH is considered among the largest and most diversified network operator in the Middle East, Africa and Pakistan. We will write a custom essay sample on Mobilink specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Mobilink specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Mobilink specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Mobilink GSM (PMCL), a subsidiary of Orascom Telecom, was awarded a license in July, 1992 and started its operations in 1994, and has become the market leader both in terms of growth as well as having the largest customer subscriber base in, Pakistan a base of over 24 million and growing. Mobilink provides the most extensive network coverage footprint across Pakistan through an integrated technology infrastructure in more than 5,000 cities, towns, villages, and countless remote destinations, including International Roaming in 110 countries through 300 partner operators. There are about 5000 employees currently working in Mobilink of which 4500 are working on permanent basis and 500 on temporary basis, with average of more than 800 employees hired every month. Among them approximately 5% are managers and operatives are 40%, rest are either contractual or not directly related to core business. In April 2001, when the OTH (Orascom Telecom Holding) took over management control of the company, the market share was only 40% but as of March, 2006; Mobilink served over 14 million subscribers, representing a market share of approximately 56. % of total mobile subscribers in Pakistan. However, during the past two years the market share of Mobilink has gone down to 41% (As of March, 2007). The head office of Mobilink is located at KULSUM Plaza, blue area, Islamabad. Its branch offices are located in Lahore, Karachi, Faisalabad, Rahim Yar Khan, Sukkur, Peshwar, Quetta, Swat, and Kohat. Moblink has three main contact centers in three regions of Pakistan. As for the customers centers there are about 2000-2500 customers service centers all over Pakistan. Principal area in which Mobilink Telecommunication is working is that it provides its customers, a wide range of postpaid (Indigo) and prepaid (Jazz) solutions. Keeping in the mind their customer convenience they have also bundled mobile handsets, sold either independently or bundled in Set so Go Get Pack. Competition faced by the company is from al the operators in telecom that includes all the face SGM (Global System of mobile) operators, CDMA operators and LDI operators and land line operators. All these telecom companies Human Resource Departments are in constant need of new employees. So there is stiff competition in the telecom market for Mobilink. Comparison with competitors in the market is shown as in the table. Mobilink is using high IT based technology for operations. Mobilink uses Motorola’s infrastructure mostly at radio based stations, but now it has been exceedingly using Alchatel equipment too. Switching equipment is of Siemens and Alchatel, billing system from Telesens KSCL and Ericsson, Intelligent network from Siemens, Microwave equipement DMC. The GSM (Global System of Mobile communication) band that is used by Mobilink is in 900/1800 MHz. The number of subscribes of Mobilink has been fast increasing since year 2000,the number of subscribes of Mobilink has almost doubled in the last one year from 5 million approx to 10 million approx this figure has almost increased by 50 times as it was in year 2000. This in fact is a milestone for Mobilink. Currently the company has a customer base of over 24 million and its growing. HUMAN RESOURCE DEPARTMENT AT MOBILINK There are about 44 HR professionals currently working at Mobilink of which 10 are managers. Mobilink has a very well defined and structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. Employees in the company are largely committed to their organization and have shown progress in the company. Employees are satisfied with the HR department of Mobilink GSM Company. There are several functions performed by HR department which are given below: 6 Planning 6 Recruitment 6 Selection †¢ Formal Interview †¢ Intelligence tests 6 Research and Development Training 6 Compensation 6 Occupational Health and Safety measures 6 Career Planning and Development 6 Performance Appraisal System In order to make its human resource productive and efficient, Mobilink aggressively work in developing its human resource capital through international and local trainings as well as structured employee ‘well-being’ programs, making it one of the most sought after companies to work for in Pakistan. Mobilink conducts several training program in order to improve the competencies and skills of employees. STRATEGIC HUMAN RESOURCE MANAGEMENT AT MOBILINK: Humans are the basic tool for having competitive edge in the market for most of the organizations and Mobilink is one of these. Mobilink has one of the best HR systems in Pakistan that gives it an edge over its competitors. HR strategy refers to the specific human resource management course of actions that a company pursues to achieve its objectives. But how these strategies/policies/practices are formulated and implemented at Mobilink. There is a whole process behind this. Like most big organizations, this process is also done in accordance with company’s mission. First, Strategic planners analyze what actually is he prevalent culture of the organization, what are the strengths, weaknesses, opportunities, threats (SWOT analysis) of business and its market, and on the basis of all the above analysis, company’s strategic plan is established. In the end HR strategies are formulated in accordance with this overall business’/companies’ strategic plans. Based on these HR strategies, HR policies and practices are also formed and implemented. Any abrupt change in the market requires the organization to follow this analysis in order to be successful. That why organizations continuously keeps on updating their strategies and policies. Whole system for development of HR strategies/policies/practices is as below: [pic] Chapter 2: HR POLICIES IN GENERAL (MOBILINK): Policies in General: WORKING HOURS: Purpose: Hours of work are scheduled to meet the production and work requirements of the Company, and are in conformance with all applicable local laws and practices. Working Hours: The Company shall determine the hours of work: Office Hours: Monday through Friday (09:00 am. – 6:00 pm. ) 9 am to 8 p. m. (Shops operating on one window operation concept) Saturday: The shops timings will be determined by the Customer Service Management keeping in view the customer needs. Sixty (60) minutes meal breaks each day from Monday through Thursday. Ninety (90) minutes meal / prayer break for Friday. Shift work: Employees working in shifts will follow the shift roasters prepared by the line management. Exceptions: Employees may be requested to work on any of the holidays or regularly scheduled day of rest including Saturday/Sunday, if the Company’s business so requires. Breach: Any employee not abiding by the working hours Policy will initially be counselled by his /her immediate supervisor / office manager. Any repeated act will be reported to the Human Resources in writing who will refer the discipline policy for further proceedings. PROTECTION OF COMPANY ASSETS PEOPLE POLICY: Purpose: Mobilink’s continued success depends on the protection as well as the development of technology. Each employee is responsible for preventing the unauthorized use or disclosure of the Company’s sensitive and proprietary information. By following security policies and procedures, employees will protect themselves as well as the physical, proprietary and intellectual assets of the Company. Procedure: Employees to identify themselves to the security guards by showing Company issued Identity Cards. Employees will sign confidentiality and proprietary agreement at the time of leaving the Company stating that no information will be passed on to any other person / organization. Human Resources is responsible for signing of the agreement by the employee leaving the Company before handing over a full and final settlement cheque to the concerned employee. DRESS CODE POLICY: Purpose: Following are the main purposes for this policy. A)To provide all employees with the reasons for suitable attire, acceptability of appearance and enforcement procedures. B)For the benefit of the employee and all other employees in the working area. The employees clothing, hairstyle and jewelry shall not be of the type, which may interfere with the appropriate performance of his/her duties. C)Employees whose duties involve Customer contact must maintain a suitable appearance, as customers judge the Company not only by the quality of product and services the Company provides, but also by the appearance of the people with whom they deal. D)Employees who deal with the general public must maintain a suitable appearance as their dress and actions reflect upon Company Corporate image. Procedure: †¢ All female employees shall observe the following dress code: Shalwar Kameez Sari / Blouse Dress Pants / Blouse or Shirt with Jacket or Waist Coat Skirts / Blouse or Shirt with Jacket or Waist Coat (No minis / long slits) Light makeup Light jewelry No Low Necks †¢ All male employees shall follow the following dress code: Dress shirt / pants / Tie with Jacket or Coat or Sweater Dress shoes and socks Well trimmed moustache, hair and beard / â€Å"shaved face† Hair length should not go below the shirt collar †¢ Employees who work on Saturdays, where they have customer contact will wear Business casual. Business casual is defined as follows: Dress shirt / pants Dress shirt / pants /coat Dress shirt / pants / sweater Dress shoes and socks No joggers No jeans Dress code for female employees will remain unchanged on Saturdays. All Officers / Department Heads shall be responsible for the implementation of the dress code for their employees. Any employee not abiding by the Dress Code under this Policy will initially be counseled by his /her immediate supervisor / office manager. Any repeated act will be reported to the Human Resources Department in writing. SECURITY AND SAFETY POLICY: Purpose: The safety of employees is everyone’s responsibility. Accidents, precaution and efficient work go hand in hand. All levels of employees have a primary responsibility for the safety and well being of all of us. Therefore, interest in practicing safety prevention must be encouraged by: a) Setting good examples. b) Acting upon safety records. c) Reviewing safety programs. d) Holding personal interviews or group conferences. e) Starting activities that will stimulate and maintain employee’s interests. No phase of operation of administration is of greater importance than accident prevention. It is the policy of the Company to provide and maintain safe and healthy working conditions and to follow operating practices that safeguard all employees and result in safe working conditions and efficient operations. Proper First Aid Kit will be available at all Mobilink Offices including remote locations. COMPANY PUBLICATIONS POLICY: Purpose: To provide a means of communicating Mobilink’s policies, objectives, plans programs and development of all employees. †¢ To report on all Mobilink activities. †¢ To provide an outlet for employees to express themselves in their literary and artistic talents. Policy Guidelines: The Company publishes booklets, news articles and newsletters for the benefit of the employees. The Company maintains the rights to change, discontinue, reverse or edit the content of any publication issued by the Company. Only brochures, pamphlets, newsletters, handbills or posters approved by the Company may be issued or distributed on Company premises. The President and the VP Human Resources Administration must approve all publications intended for all employees. ATTENDANCE POLICY Purpose: To prevent unauthorized absence of employees, this creates serious problems for normal and efficient operations and could result in disciplinary action including termination. Guidelines: In case of any absence continuing for more than 24 hours must be reported to concerned department, in case of illness, a medical statement concerning the illness must be submitted to Mobilink within 24 hours from the time by which the employee was to be on duty. The Company may request an examination by a doctor designated by the Company. Practices against the Policies in General: Following are the main practices that we observed against the general Policies as mentioned earlier. 1) Working Hours: Mobilink is a big organization with quite a load of work. So, though there are policies regarding working hours, we found most of people working more than the limits defined in the policies. As for example, for most executives office timings are from 9:00 am to 6:00 pm but actually they work till 8:00 in most cases. However, with more burdens there are also more rewards. So, if Mobilink takes much out of its employees then it also compensates them well. 2) Protection of Company Assets: At Mobilink, policies regarding the protection of company secrets, important information, assets etc. are followed strictly. We would like to quote our own experience. When we approached Mobilinkers for Organization’s policies, their first response was we need to ask our HR department and we were not able to have the policies that way. Employees really do care for such policies and are pretty loyal to Organization. 3) Dress Code: Dress code is strictly followed at Mobilink, especially by men. Women also dress well but they do go against some policies which, I think, are unjust according to them. For example use of light make-up, light-jewelry etc. As far as the dressing for meeting is concerned, Mobilinkers are as good as George Colony. ) Security Safety Policy: Security at Moilink is of utmost interest for the management and everyone working at Mobilink. To accomplish the above policy, a Safety Committee is set-up as follows: 1. VP HR/Admin 2. Head of Security 3. Member 4. Member The functions of the Safety Committee are: 1. Development of policy recommendations. 2. Encouraging safety efforts. 3. Proper enforcement of safety needs. 4. Fran k and constructive discussion on safety programs. 5. Cooperation with other Companies. 6. Training regarding safety. ) Company Publications: Employee / Company related information for Newsletter and Notice Board is sent to the Local Human Resources Department. Approval of Information / Articles sent by employees is processed by the Human Resources Department before its publication. The Company reserves the right to publish any articles in the Newsletter or any other publications. Any information regarding Company activities or Customer Related information must be sent to the Marketing Department for approval. Marketing must get approval from the President or his / her nominee to place article in Newspaper or Customers Newsletter. Management has the right to change or withhold any information pertaining to Company or other issues. Critical Review on HR policies of Mobilink in General: Most of the General HR policies are well practices at Mobilink with a few discrepancies. This indicates that the organization does have a strong HR system with an effective HR strategy. We may also see this thing as the predictor of good Telecom level policies in Pakistan. The reason being that the general policies, as mentioned above, are more or less the same for all telecom companies. Most of these policies are formulated by the PTA (Pakistan Telecom Authority). So reviewing the success of these policies at Mobilink shows good strategy formulation by PTA as well as Mobilink. Moreover, these policies are not only practiced and observed in telecom sector only. We see such dress code policy, asset protection policy and like in many other business organization. So these policies have a general tendency of being followed. Employees seem to have a stable type of approach towards these general HR policies. They do not seem to show any disagreements over these policies and are pretty contented with what is imposed in such policies. Chapter 4: RECRUITMENT AND SELECTION PROCESS: Mobilink Policies for Recruitment and Selection: Policies for Recruitment and Selection as experienced at Mobilink are: Recruitment policy Objectives: The policy is meant to ensure an effective and efficient method of recruitment and selection. It is aimed at hiring without any discrimination based on race, colour, sex, nationality, ancestry, religion or disability. Policy guidelines: The recruitment policy must comply with regulations set out by the Government of Pakistan. The Sources of recruitment for different job vacancies in PMCL shall include: Internal Advertisement. Databank. Advertising. Head hunters/executive search organizations. Walk in candidates. Colleges and Universities a) External Recruitment: i. No candidate under the age of eighteen will be considered. ii. To avoid conflict of interest, hiring of close relations (brothers, sisters, spouses, first cousins, brothers/sisters in law) will not be encouraged. However candidates falling in this category who have exceptionally good credentials may be considered. Hiring supervisors will need to explain in their assessment of the candidate their qualities that justify hiring. A final decision will rest with the concerned Divisional Head who will need to ensure that there is no conflict of interest. iii. Human Resources will advise Department Heads on salary ranges to be offered to the applicant keeping internal and external equity in perspective. iv. Minimum qualifications must be a Bachelor degree or equivalent. A-Level or equivalent may be considered for call centre/support staff however will require approval of the VP Human Resources Administration. This criteria does not apply to technicians/riggers and ancillary staff. ) Internal Recruitment i. Internal candidates must be confirmed employees of Mobilink who have completed one year of service. However exceptionally good candidates may be considered. ii. Selected candidates will join the new job/position after getting clearance from existing line manager. iii. Spouse of an existing employee will not work for direct competition and either one will have to resign from service. Prospective candidates who se spouses work for competition will not be considered for hiring. iv. Hiring from vendors, franchises, and clients is not encouraged. Exceptionally where offers are made to employees of these entities their prior consent must be obtained. General conditions for recruitment: All recruitment will be done through the Human Resources Department in consultation with the Officers and Heads of the concerned Department. An applicant’s knowledge, skill and aptitude related to the position shall be judged according to a range of factors including: a) Education (Academic / Professional). b) Experience. c) Profile and Psychometric Tests d) Interviews. e) References. Application: Applicants may apply online by registering with the web based recruitment portal. However, when considered for a specific position, they will be required to fill the standard application form of the Company. All applications will be kept on HR database for a period of 6 months only. Conditions for selection: Departments must submit Hiring Request and / or Transfer Request Form to the HR Department and duly signed. Information regarding qualifications and job description should be forwarded for identification of suitable candidates. Lead-time of at least ten working days should be given for selection of candidates. The Human Resources Department would place internal advertisements and / or shortlist suitable candidates from the databank. If no suitable candidate is found, advertisements will be placed in media. The Human Resources Department shall, upon the department’s request, provide screened CVs. The department will do another sift if necessary and conduct interviews with the immediate Supervisor / Department / Divisional Head or his / her nominee and any job related selection tests. Short Listed Candidates will be invited for a final interview with the HR department. The Human Resources Department may conduct Profile and Psychometric Tests for the selected candidate in order to evaluate the suitability of the candidate. Two Reference checks will be completed for the selected candidate either before hiring or during the probationary period. Appointment will be subject to satisfactory references being received. On Selection the following information will be forwarded to HR to be kept in the Employees Personal File: |Interview Evaluation form | | |Passport size Photos. | |Any other special clause. | | |References. | | |Copy of N. I. C. | | |Copies of degree(s): Bachelors and above only and copies of experience certificates. | |Duly filled application form | | In the Case of Consultants the Company will sign a contract with the Consultant for a duration ranging from 3 months to 1 year. The Human Resources Department shall prepare and deliver the Employment Letter to the Employee and obtain signatures on a copy. These were the practices but what actually are the practices for Recruitment and selection at Mobilink. Let’s explore. Practices at Mobilink regarding Recruitment and Selection: Practices regarding the recruitment and selection are in accordance with the policies formulated by the HR department. According to employees following were the recruitment practices. Two types of Recruitments: Internal and External. Sources of Internal Recruitment |Sources of External Recruitment | |Employee referrals |Job fairs | |Internal advertising |University Hunts | | |Advertising | | |Emplacement Agencies | | |Walk in candidates | All recruitment and selection process is handled by the Human resource department. Applications for jobs are mostly made via internet. Selection criteria are totally based on merit. A series of interviews are conducted followed by a panel interview and a group discussion. Only deserving from a lot of applicants are considered Critical Review on Recruitment and selection process: It goes without saying that reference for job works. So it’s surely a flaw in the recruitment and selection process of Mobilink. We know a number of people who get job in Mobilink on reference basis. However, saying all that, getting a job at Mobilink and retaining that job at Mobilink for a time are two different things. One thing was interesting studying the Mobilink Recruitment and Selection process. Company entertains online applications more than mailed ones. To us, reason is twofold. First, it reduces burden during the recruitment process. Secondly, by using online system, company can keep its image as innovative and latest the eyes of its consumers. Chapter 5: TRAINING Training needs assessment Policy at Mobilink: Objective: Identifying the most appropriate solutions to performance problems Procedures: All Company Heads should differentiate between problems that require training and problems that require coaching or other solutions. Usually, only about 20% of performance problems require â€Å"training† solutions. The other 80% are best dealt with by looking at the quality of supervision or by factors in the work environment (rewarding good performance, punishing poor performance, and removing obstacles to good performance). Developing a Company – Wide Management Training Plan Objective: Select/identify the needs, by management level, for the total Company. The Company wills also Facilitate Employees with Short Management Courses from time to time. Procedures: The HR Department will develop the TNA according to the recommendations made by their Supervisors in the performance appraisal form. The HR Department shall coordinate all the tasks until a total Company-training plan is finalized, then follow-up with Department Heads on its implementation. The plan is the result of focusing on the individual discipline needs into one schedule designed to meet the training needs of the total Company. The trainer should be under the headcount of HR so that adequate training sessions can be planned and conducted nationwide. The training requirements of the employees will be picked from the recommendations made by their supervisors in the appraisal forms. The training requirement could also be forwarded by the supervisor if it is not mentioned in the performance appraisal. Foreign training policy: Objective: The purpose of this policy is to enhance skills and knowledge of Mobilink employees and build their capacities to enable them to perform their jobs more effectively and to develop them for future growth. Policy Guidelines: The Company shall pay all Training Expenses, Round Trip Airfare, living Allowance, and Local Transportation in accordance with Company regulations in this regard. Conditions for Overseas Training: Employees who are nominated for enrolment in an overseas training program should meet the following conditions: Should meet the prerequisites of the intended training. Being knowledgeable of the language in which the training program will be conducted. In case an expatriate / contract employee needs to attend a foreign training, he/ she has to be on a one year and above contract, with a duration of 6 months of service to perform at PMCL – Mobilink from the date of starting the training. If the expatriate / contract employee being sent on the training does not meet the above conditions, a waiver could be made on the recommendation of the concerned Chief/ VP and the approval of the president/ CEO. Surety for Mutual Benefit: To ensure that both, PMCL – Mobilink and the employees mutually benefit from overseas professional training provided to employees. The employees returning from training should continue to be in the employment of the Company for following minimum periods as mentioned in Para (4. 2) depending on the training days. Failing of which employees will be liable to pay the PMCL MOBILINK expenses incurred by the PMCL MOBILINK on their training including travel and accommodation expenses. In the event of an employee wishing to leave the employment of the Company he/she will reimburse the Company the expenses incurred by the PMCL- Mobilink on providing the training. PMCL- Mobilink will make appropriate deductions from the employee final settlement including Provident fund. And remaining amount will be deposited by the employee in the Company account. In case an employee doesn’t pay back the due amount to the company, HR will issue notice to the concerned employee mentioning that he/she has to pay back the amount to the company, otherwise, company reserve the right to take legal action. If the employee is terminated for cause he will be absolved from any deductions/ recovery of Training cost. Employee Surety Period and Cost Number of Days of Overseas Training |Duration of Surety |Cost to be recovered | |Up to 6 Days |6 Months |Full | |Between 7 and 10 Days |1 Year |Full | |Between 11 and 15 Days |1 ? Year |Prorated after One Year | |More than 15 Days |2 Years | Prorated after One Year | Cost of Training will be determined by finance in consultation with Technical for Technical Training and Human Resources. Training: Practices at Mobilink On contacting personnel in the Mobilink office it was found out that Mobilink mostly trains its employees by On Job Training which means that the employees are trained as they perform their jobs and along with their duties. The manager or supervisor guides them how to perform their jobs and guides them to efficiency in the work. Internees are trained in various departments and then mostly hired by Mobilink itself and their training is basically teaching them the ropes and the basics of everything. Types of Training in Mobilink: On a general basis the training done in Mobilink can be divided into two categories: †¢Soft skill training Technical Training Soft Skill Training: Helping your employees develop a stronger base of knowledge on topics that affect their personal lives can make them more productive and less distracted in their jobs. Soft skill development courses in areas like personal finance and childcare can help your team better manage the most important areas in their personal lives. This may include the following things for e. g. †¢Conflict management training †¢People management training †¢Communication skills †¢Anger management †¢Time management training †¢Teamwork training etc Technical Training: This type of training has direct effect on the job of the employee. Specific skills are focused and developed accordingly. The engineering trainings of Mobilink are also included with this along with †¢Customer Services training †¢Sales related training †¢Marketing and technology training etc. All these types of training are done to enhance the employees job skills at the level he is at. Mobilinks Training programmes: Mobilink with its large workforce invests aggressively in developing its human capital through international and local trainings as well as a structured employee ‘well-being’ programs, making it one of the most sought after companies to work for in Pakistan. Graham Burke, the President PMCL Mobilink, said Mobilink will provide proper training programmes to its employees in order to make them more aware of their responsibilities† Mobilink, the Pakistan based subsidiary of the global telecommunication giant, Orascom Group, in a strategic move, has outsourced its leadership training and development of abou t 100, of its senior and fast track managers and supervisors, to the regions well established consultancy firm, Global Management Consultants, who will be responsible for the design and delivery of over 5 months training initiative. Their training methods maintain interest throughout; put emphasis on the practical aspects; and ensure that delegates understand the knowledge gained so that they can immediately and effectively apply it within their own organizations. All training sessions are delivered in a highly participative style, introducing topics in a challenging and thought-provoking way. Practical examples, exercises and case studies are used to illustrate the topics covered and show delegates how they can relate the techniques introduced during the course to their own work situation. Programmes can be tailored to meet the required goal. The various training programmes of mobilink focus on specific skills for e. g. the annual or monthly reports of performance are evaluated by the manager and the weak areas are considered and the respective training is taken up. Mobilink trains its employees in the following fields’ aswell: 1. Customer service training: The employees are trained in communication skills, negotiating skills in order to serve the customers whether in the call centre or customers services centre. They are taught on how to talk appropriately to the customers, how to recognize their problems, solve their problems and how to deal with them. 2. Supervisors training: Leading a department or an organization is a very difficult job and the person at this level must be properly skilled. The supervisor training programme helps those people who are at this post to develop the right skills required and asked for at this job. 3. Leadership workshop: Becoming a Leader Good leaders are made, not necessarily born. You can become an effective leader by developing yourself through a never-ending process of self-study, education, training experience. To inspire your people to higher levels of teamwork there are certain things you must be, know do. Leadership makes people want to achieve challenging goals objectives. This workshop is for managers who have the desire to ‘make things happen’ have a team who need to be inspired into action! Mobilink offers this workshop for is specific employees. 4. Conflict management training: We are living in times where chaos and conflict are on the rise. Lack of conflict can be as damaging for any organization, as having conflicts that go out of hand. In fact conflict is the very source of creativity, without which innovation is not possible. Usually these conflicts are resolved, but occasionally they grow to hinder ones job performance. This program is designed to increase a supervisors ability to prevent conflicts from reaching a crisis stage and how to resolve it when a necessary conflict occurs. A framework for tackling conflict is also provided that helps managers who find dealing with conflict an unpleasant experience. 5. Development of oratory skills: With fit, healthy and active minds perform faster and more accurately with minimal stress. How people speak indicates their state of mind. Nervousness in making public appearance is often the result of not knowing WHAT to do and HOW to do it! Learn to control your nervousness and feel the confident professional image many seek! This workshop will provide hands-on approach to polish oratory skills, use projected media, and present like a pro. 6. Motivating, Coaching Delegating Any approach to develop management skills must involve a heavy dose of practical application. At the same time, practice without the necessary conceptual knowledge is sterile and ignores the need for flexibility and adaptation to different situations. They will also discover ways to manage performance of individuals and teams in order to achieve departmental/ organizational goals and objectives. All these programmes are aiming at developing specific skills in specific people for specified purposes. 7. It is believed that leadership skills and business goals are achieved through the training and development of the employees. To make it more motivating the participants of the training programme are awarded a course completion certificate at a graduation ceremony which is held after the completion of the training programme. Critical Review on Training at Mobilink: A lot of effort is put by Mobilink in Training its human resource. Organization has clear policies regarding training needs assessment and procedure for each type of training offered. Training is compulsory for some people in the organization; however, it is on offer for everyone working at Mobilink. A person in the finance department is always welcomed by HR department for Customer service training. A number of training methods are practiced at Mobilink like conflict management training, supervisory skills training etc. with the help of best in the business. Saying all that training basically seems to be for the managers and supervisors but not for the lower level employees. There seems to be a need to increase training efforts focused to this group. Chapter 6: PERFORMANCE APPRAISAL SYSTEM: Policies at Mobilink for Performance Appraisal: Objectives: The purpose of this policy is to provide a formal review program to evaluate work performance and to promote communication and discussion of job performance. The intent of these discussions should be to review current job performance and responsibilities, set goals, and discuss future opportunities with reference to past performance at Mobilink. The Objectives of the Performance Review Program are: o To measure work performance o To motivate and assist employees in improving their performance and achieving their personal/professional career goals o To identify employees with high potential for advancement o To provide objective information for making decisions on salary increases, promotions, bonus and transfers. o To identify employees training and development o To provide a solid path for career planning for each individual Frequency of the Performance Review: Informal performance discussions should be conducted frequently as and when the need arises. These discussions will provide the basis for an objective summarization of performance during formal Performance Reviews and allow more time for discussing future plans and organizational as well as personal objectives. The supervisor is encouraged to make notes on pertinent points discussed and to place those notes in the employee’s personnel file. Formal written performance reviews will be conducted with all employees annually. Notification along with Performance Evaluation Forms will be sent from the Human Resources Department in advance with the scheduled performance evaluation date. All employees will be reviewed at least once at confirmation. Therefore, Performance Reviews will be held on an annual basis from the date of hiring or more often if desirable to do so. The supervisor will receive notification of the scheduled review period from the Human Resources Department. Policy guidelines: The performance appraisal is done on an annual / basis (from January 1st to December 31st). Every employee should know what is expected from him / her through direct supervisors. He / She should participate in agree with the goals objectives set by himself / herself in accordance with the Company’s business plans objective goals. Everyone should have the opportunity to perform develop according to the set objectives agreed upon duties. He / she should also expect self-assessment and take actions to develop his / her competency level increase his / her participation in the achievement of the Company’s objectives. To ensure openness, consistency objectivity, the agreed competency framework covering all aspects of the job should be used as the basis for performance planning appraisals. Accordingly, it should be well known clear for both the Employee and the Manager covered. Department Heads Managers involved in performance appraisals should be well trained familiar with the applied performance appraisal system the appraisal interviewing techniques. The performance evaluation program requires that an annual meeting be held with each employee; however, Coaching, Counselling and Guidance must be an on-going process for the desired improvement and development to be achieved. To give a chance to Subordinates to evaluate their seniors a 360 Degree Evaluation will be conducted at the time of the Performance Evaluation. Performance Appraisal Forms: The performance appraisal forms will be filled once in a year to get a clear picture of the employee performance. Practices at Mobilink for Performance Appraisal System: Mobilink conducts performance appraisal in order to evaluate their employee’s current performance or past performance relative to company’s performance standards. Mobilink try to adapt the performance appraisal in which their employees understood what his or her performance standards were and that the supervisor also provides the employee with feed back, development, and incentives required to help the person eliminate performance deficiencies or to continue to perform above par. There are many performance appraisal methods. Mobilink uses the computerized performance appraisal method. In Mobilink the performance appraisal of employees is conducted in December. The Mobilink HR department has developed a performance appraisal sheet and has downloaded it on the intranet of Mobilink so that the supervisor performs the evaluation of the employees. When the supervisor completes the evaluation, he will send the performance appraisal sheet to the employee for the affirmation with the ideas of the supervisor if the employee does not agree with the supervisor he will not sign the PA sheet. When the last date of submission of PA sheet is passed then the HR department asks the supervisor and the employee about the problem and resolves the problem. Critical Review on Performance Appraisal: Online 360 degree approach of performance appraisal is adopted at Mobilink for evaluating employee performance. In the past only 180 Degree approach for performance appraisal was adopted but now 360 Degree is also in action. This is a very supportive strategy by the organization because if an employee is not happy with the evaluation by his supervisor then he has the authority to challenge. There are a number of rewards that are tied to performance appraisals. So, tool applied for performance appraisal justifies itself. Chapter 7: CAREER PLANNING DEVELOPMENT: Mobilink faces much competition in the telecom industry so now they are focusing on career Management of their employees in which they enable the employees to better understand and develop their career skills and interests and to use these skills and interests most effectively both within the company and after they leave the firm. Career planning is the deliberate process through which someone becomes aware of personal skills, interests knowledge, motivation, and other characteristics; acquires information about other opportunities and choices; identifies career related goals and establishes action plans to attain specific goals. Career development is the lifelong series of activities (such as workshops) that contributes to a person career exploration, establishment, and success ad fulfillment. Mobilink gives promotion of their employees on the performance basis. The Mobilink HR department develops the employee’s career development plans in which the HR department predicts the next logical step for their employees within five years. Critical Review: Importance of Career planning in today’s competitive world is as important as any other HR function. Retaining your valuable Human resource today is one of the biggest challenges that organizations are facing. So, HR needs to come up with new strategies. Career planning and development is one of the basic tool and strategy organizations are using for retaining their employees. This function actually makes employees feel that they are important to the organization and Mobilink wants them to be at the top in their careers. However, at Mobilink this function is not fully performed or we should say this function is not performed satisfactorily. There are some policies on these but those are not recognized that well. One point of policy is found along with the compensation other with the recruitment. There should have been separate head for these policies. As far as the practices are concerned, all the employees were reluctant to talk about this during our interview. However, what we analyzed is that career development is practiced but not that openly. Specially, in case if some employee is considering of joining the competitor’s firm. If such is a case then organization has discipline policies for that even. Chapter 8: Rewards System: Policies on Reward system at Mobilink: There is a list of policies regarding the reward system at Mobilink. It offers both kinds of rewards: Intrinsic and Extrinsic. Following are the main reward related policies: SALARY Objectives: The purpose of this policy is to have salaries subject for review in January of each calendar year in the light of merit and inflation. An employee, who is employed on a job with title and specifications, will receive compensation that is relevant to field experience matching with approved salary structure of his / her position. Policy Guidelines: The Company will pay salaries of the employees and all other amounts due to them during office hours and on the job site as follows: All New Employees have to open bank accounts in specified banks prescribed by the Company so that their salary will be credited at the end of each month. Upon termination of service (end of service), the employee will receive his / her salary within 15 working days up to the time of date of his / her last working day. Upon resignation, the employee will be paid his / her dues during a maximum period of 15 working days from the date he / she left the job. Salary Administration Program: Salary Objective: The salary administration program is designed to meet the following objectives: 1. Attract retain the services of competent qualified employees. 2. Provide fair and equitable compensation to each employee and to ensure that the value of each job relative to all other jobs within the Company is established and maintained on a fair and equitable basis. 3. Provide annual performance appraisal for employees to improve their job performance and to encourage them to aspire for promotions to jobs with greater responsibilities i. e. fairly compensate employees based on individual accomplishments and annual performance appraisals. 4. Ensure that salaries are competitive and in line with salary levels that prevail in the industry. 5. Instill employee confidence in the Company’s compensation policies and practices. Salary Outline: The â€Å"Basics† of the salary administration program can be summarized in the following manner; o The VP Human Resources Administration and the concerned Department Head will analyze each job classification. o The HR Department determines an appropriate salary range in relation to similar jobs at other well respected companies (salary survey). o The HR Department will analyze each job and assign a job code, hire rate, minimum, mid and maximum point rate. (Salary Structure) o The HR Department will prepare the salary structure to be reviewed and approved by the Director VP HR. Salary Scale: Each job is assigned a minimum salary, established according to the salary survey results, which specifies the minimum salary that may be paid to incumbents in each job. Minimum through maximum scales is built on a system of mathematical calculations to allow for overlapping between levels as a result of salary, merit or promotional increase. Setting Starting Salaries: Objective: To ensure that each employee is given the starting salary of the title level in which his / her position and experience fall. Also to ensure that consideration is given to past experience and qualifications when setting starting salaries Factors to be put into consideration for setting salaries within the range determined by the departmental Head the HR department The starting salary offered to new candidates by Mobilink will be dependent on two factors: †¢ The particular job level for which the job offer is being made. †¢ The candidate’s education, experience, qualifications as compared to the minimum qualifications required by the job specification and prevailing industry rates. Salary Administration Procedures: †¢ Human Resource Department: Prepare all documentations and their summary affecting salaries, and forward payroll section for processing that includes: o Recruits, transferees o Promotion and increments o Allowances, bonuses and incentives o Discipline o Review the all documents affecting salaries. o Entry of all salaries based on Salary, allowances, deductions and commissions. Besides there are other intrinsic and extrinsic awards that leads towards one objective only and that is: To compensate employee sufficiently so that he may be motivated and constitutes an integral part of Human resource of organization. Other intrinsic and extrinsic rewards include: Medical care Life insurance Vacations Relocation Credit advance policyprovident policy/advance against provident fund and acapping of gratuity EOI Recreation Club Policy Travel Education assistance policy Mobile phone Business mobile phone policy Official Balckberry Poicy Practices on Reward systems at Mobilink: Policies regarding the reward systems are practiced quite strictly at mobilink. Employees are paid when they are supposed to pay. Other rewards are also fast but they are mostly tenure based rather than performance based. In policies it is mentioned that the rewards are totally performance based. However, this policy is not that much followed strictly. Rewards are mostly determined by the organizational membership and seniority rather then by performance. Promotion is given on the basis of performance, as well as tenure. Critical Review: Reward system at Mobilink is quite complicate. The reason for this is that there are many intrinsic and extrinsic, direct and indirect, compensating and non-compensating rewards. There is even a department that looks after the motivational aspect of the employees. How motivation level of employees can be kept to a level so that they can be more productive. PMO (Project management office) introduces many club memberships, game shows, lunch arrangement and many more for employee to be motivated. Similarly, there are special achievement awards at each individual level. Then there are even team awards, department awards and division awards. One thing to mention is criteria for rewards. As mentioned earlier in policies, rewards are performance based. But this is true only in case of achievement awards, group awards etc. If we observe basic pays and increments then those are not performance based. Those are more of tenure based. Mobilink does say that all rewards are performance based. However, it is not the case in practice. Chapter 8: OCCUPATIONAL HEALTH AND SAFETY MEASURES: There is no need for such measures at Mobilink as maximum jobs do not expose you to the health hazards and are not such that require safety measures. However, there is a tendency of being safe in every human and that shows when you visit some Mobilink officer to meet someone of a high designation level. You need to fulfill various safety measures. HOW WELL THESE POLICIES AND PRACTICES ARE ACHIEVING THE ORGANIZATIONAL GOALS? Well the answer is simple. Policies are going pretty well. Numerically, I can say more than 90%. How? Well because these are being practices in the same manner as was expected during the policy formulation time. Moreover, see the results. Mobilink is considered to have the best HR in Pakistan and they have retained this edge. So, it’s so obvious that all overall policies are good and they are also being followed exactly the same way as required to achieve organizational goals. CONCLUSION: To conclude Mobilink has a strong HR system. That is the reason we didn’t found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. There are some minor discrepancies but they are adjustable with little effort. RECOMMENDATIONS: Mobilink has a strong HR system. That is the reason we didn’t found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. However, there were some discrepancies that need attention and their adjustment can make this HR system best in Pakistan. Following are some of the recommendations based on those discrepancies: 1. Human resource department is not fully authorized to take all the decisions. Though HR department claims to have the overall management of the company but that actually is not the case. There are many HR decisions that are taken by the other department. So, there should be a clear delegation of authority regarding decision making for HR department. 2. One thing we observed during our project was that employees were not aware of the in depth policies. The main reason that we have understood for this is their lack of knowledge about policies formulation. Employees are not encouraged to give suggestions in policy formulation. So, our suggestion is that employees should be consulted while policy formulation stage. 3. Benefits and rewards are too complicated for anyone to understand. Though there are many of these but most of employees even have not information as to for what benefit they can go for. So, Mobilink should simplify its reward system for its employees to understand well. 4. The decision making is delegated to managers with goals set for each term promotion, hiring and firing is virtually in the immediate boss’s hand. This practice can cause disharmony among employees for power. Team based structure (like the one at PMO) should be preferred in all departments 5. Mobilink pursues Zero-tolerance policy for disciplinary actions. This is good but not in all cases. Mobilink should look towards its discipline polices and try to be a bit more lenient. 6. Mobilink HR lacks in terms of career planning and development. This important function of HR does not have recognition in Policies’ statement. Mobilink should have a look at this. 7. Mobilink uses only policy specified sources for recruitment which are only 5. In this way it can loose some potential applicants that can be asset to organizations, just because they were not well communicated. So, Mobilink should increase its recruitment sources. During an HR specialist interview, we posed the same question and the answer was â€Å"that’s what policy says; on ground level we do use as many sources as possible†. If this is the case then our recommendation is that Mobilink should adjust its policy accordingly. Formulation of HR policies Company’s HR strategies Formulation of HR practices Company’s Strategic Plan Organizational Performance Company’s Internal Strengths and Weaknesses Company’s Strategic Situation Mobilink’s Competitive Environment Economic, Political, Demographic, Competitive and Technological Trends