University Xyz, Phishing, And Legal Aspects - 1463 Words

University XYZ, Phishing, Legal Aspects Since our sponsor university is located in Massachusetts, where there is no direct single state law on anti-phishing. It is important to understand legal phishing definition, and laws applicable if University XYZ faces any phishing attack. In this section, apart from explaining federal statute and related punishment for phishing attack, details are given on government agencies that University XYZ can approach for phishing attack investigation. In legal terms, phishing is an attempt to acquire personal information by masquerading as a trustworthy entity through an electronic communication. First Anti-Phishing Act was drafted in 2005 to regulate phishing attacks, which did not passed. However it†¦show more content†¦Other frequently used strategy is where attacker targets a specific group of audience to make the scam more real, and send email to trigger to immediate response. Above discussed two strategies comes under active phishing method. Third strategy is more like a passive method where attacker creates a website looking similar to legitimate, and wait for victims that likely to trap when seeking the real website. In this case attacker did not send any email to trigger any immediate response from victims. Many phishing scams registered that caused thousands of dollars loss to victims. Although phishing is common tactics used by criminals, there is no single federal statute that directly criminalizes phishing. Realizing this, many states have drafted law that specifically address phishing. California was first to implement state ant-phishing law 2005. Below we explain which different U.S. federal statues are applicable to cover lawsuits against phishing attacks. U.S. Federal Criminal Statutes applicable for Phishing Even though not all states have anti-phishing law, this issue is covered under many other laws related to computers and internet. Similarly, phishing is addressed in federal statute under following laws: - Identity Theft – 18 U.S.C. 1028(a)(7): Under this section, knowingly unlawfully possessing or transferring somebody’s means of identification with the

The Holocaust Was The Systematic, Bureaucratic, And...

1.1 Background The Holocaust was the systematic, bureaucratic, and deliberate persecution and murder of six million Jews by the Nazi regime. It is a word of Greek origin and means â€Å"sacrifice by fire† †¨Shortly after Adolf Hitler gained power in the Third Reich, he began to implement horrific measures designed to disempower the German Jews from economic and social positions. Life for the Jews became increasingly worse when the onset of WWII came along in 1939. The Germans began to strip the Jews of their lives, and began deporting (or resettling as the public believed) them to the East to Ghettos and later to concentration and extermination camps. At the camps, the Germans either worked the Jews to death or gassed them in massive gas chambers, then destroyed the evidence by burning the copious amounts of bodies at a time in the colossal crematoriums. †¨During the six years of the War, there were around 6 million Jews, including 1.5 million children that were murdered by the Nazis, and around two million other â€Å"undesirables† also exterminated. Hitlers annihilation of the Jews killed one third of the Jewish world population, and two thirds of the European Jewish population. 1.2 Treatment of the Jews The Jewish people in Germany never were treated with the same respect and kindness as those not of Jewish descent. The Germans anti-Semitic ways date a long way back in history, however it was Hitler’s leadership and power that enforced horrific anti Semitic actions throughoutShow MoreRelatedHolocaust Genocide Essay817 Words   |  4 PagesGenocide, the deliberate killing of a large group of people, especially those of a particular ethnic, or nation. This heinous vocabulary term did not exist until the year of 1944 around the time of the holocaust. A Polish Jewish lawyer by the name of Raphael Lemkin created the term in his infamous book, Lemkin on Genocide. Geno- meaning race or tribe from the Greek language, and -cide meaning killing in Latin. He was the man who gave the crime without a title an actual name. (Lemkin, p.g 2) ThusRead MoreGenocide: A Historical Perspective Essay1462 Words   |  6 PagesAccording to Dictionary.com Genocide is the â€Å"deliberate and systematic extermination of a national, racial, political, or cultural group.† A few notable examples of genocide would be the War in Darfur, the Rwandan Genocide, and the Holocaust which are all among some of the worst genocides of the 20th century. The situation in Darfur is in part still going on today, while the Holocaust and Rwandan genocide are now a serious part of our world’s history. Each of these three genocides occurred due toRead MoreRastafarian79520 Words   |  319 Pageslate twentieth century, its apparatus of cultural formation was controlled fully by the elite who, to a large extent, ran the educational apparatus and the economic system. But much of the country was beginning to question in earnest the structure of colonial society by the early 1930s. The emergence of Rasta during that period corresponds with so much that was happening around the world. Rastas could tell that social unrest in Jamaica was going to lead to a movement away from colonial rule and

Essay on Social Networking Sites Free Essays

Essay on Social Networking Sites Social networking sites peaked the year 2007. These sites encouraged online social connections. Early sites such as SixDegrees. We will write a custom essay sample on Essay on Social Networking Sites or any similar topic only for you Order Now com and Friendster allowed people to manage a list of friends. One drawback to these sites was that they did not offer users the ability to publish content like blogs. Social networking sites begin with a group of founders sending out messages to friends to join the network. In turn the friends send out messages to their friends, and the network grows. When members join the network, they create a profile. Depending on the site, users can customize their profile to reflect their interests. They also begin to have contact with friends, acquaintances, and strangers. Founded in 2002, Friendster used the model of friends inviting friends to join in order to grow its network. It quickly signed on millions of users. Unfortunately, as the site grew larger, technical issues surfaced. Painfully slow servers made it difficult for users to move around the site. Additionally, management enforced strict policies on fake profiles. These false profiles, or â€Å"fakesters,† as they were known, were deleted by the site. This approach turned off users. Eventually, Friendster began to lose members in the United States. Fellow networking site SixDegrees. com closed its doors after the dot-com bust in 2000. Within a few years, these early social networking sites found their popularity declining. At the same time, a new social networking site called MySpace was beginning to take off. THE RISE OF MYSPACE MySpace brought together the social features of networking sites and the publishing capabilities of blogs. The combination of the two tools struck a home run with teens. Young people were looking for a more social way to blog. MySpace provided the solution. In 2003 Tom Anderson and Chris DeWolfe launched MySpace in Santa Monica, California. As music fans, the pair designed the site as a place to promote local music acts. They also wanted to be able to connect with other fans and friends. On MySpace, users created a Web page with a personal profile. Then they invited other users to become their friends. According to DeWolfe, the bands were a great marketing tool in the beginning. He said: â€Å"All these creative people became ambassadors for MySpace by using us as their de facto promotional platform. People like to talk about music, so the bands set up a natural environment to communicate. â€Å"1 Anderson and DeWolfe were determined to keep MySpace an open site. Anyone could join the community, browse profiles, and post whatever they wanted. User control was one of their founding principles. It also made initial financing hard to find. According to Anderson: â€Å"We’d get calls from investor types who wanted to meet us. They would say ‘Your site isn’t professional. Why do you let users control the pages? They’re so ugly! ‘†2 In the meantime MySpace continued to sign people up. Teens and young adults loved the site. They flocked to create their own profiles. The ability to customize pages, load music, and share videos added to the MySpace appeal. Unlike other early social networking sites, MySpace gave users a media-rich experience. Users could express themselves on their Web page by adding music and video clips. At the same time, they could socialize with friends. MySpace made social contact easier with tools such as e-mail, comment posts, chat rooms, buddy lists, discussion boards, and instant messaging. MySpace brought together the ability to express oneself and to socialize in one place. The timing was perfect. Over the next two years, MySpace grew at a tremendous pace. The site’s success brought attention from investors. Rupert Murdoch, famous for his media empire, wanted to buy MySpace. Murdoch had interests in television, film, newspapers, publishing, and the Internet. In 2005 Murdoch purchased MySpace for an amazing $580 million. By early 2008 MySpace had grown to a mind-blowing 110 million active users. It signed an average of thirty thousand people up every day. One in four Americans was on MySpace. The Web site had become the giant among social networking sites. It was the most trafficked site on the Internet. MySpace’s influence traveled outside of the United States. The company built a local presence in over twenty international territories. MySpace could be found in places such as the United Kingdom, Japan, Australia, and Latin America. In a few short years, MySpace had become a worldwide cultural phenomenon. SOCIAL NETWORKING BEYOND MYSPACE The success of MySpace in the social networking arena spurred the development and redesign of many other online social networks. Some sites appealed to a general audience. Others, such as Black Planet, LinkedIn, and MyChurch, sought to serve a niche market. Facebook was one site that emerged as an alternative to MySpace. In February 2004 Harvard student Mark Zuckerberg launched Facebook. The site began as a closed network for college students. Closed networks only allow users to join if they meet certain criteria. In contrast, sites such as MySpace and Friendster were open social networking sites. Anyone could sign up for an account. Open and closed social networks have advantages and disadvantages. Open networks foster interaction between adults and teens. Parents can check up on their teen’s profile and decide if they are comfortable with their child’s online image. On the other hand, open access means that profiles are completely public and can attract unwanted attention. Closed networks are generally smaller. As such, there is a greater chance a user will know other members both online and offline. But a closed network blocks parents from reading their teen or college student’s profile. Being closed also limits a social network’s ability to grow and attract new users. As a closed college network, Facebook grew by adding more colleges to its network. By the end of 2004, Facebook had almost 1 million active users. As Facebook’s popularity grew, it expanded beyond colleges to high school and international school users. At this point, however, the site was still restricted to a limited pool of student users. In 2006 Facebook made a pivotal decision. It opened the network to the general public, expanding beyond its original student base. By May 2008 Facebook boasted over 70 million active users. At that time, it was the second-most trafficked social networking site behind MySpace and the sixth-most trafficked site on the Web. As an alternative to MySpace, Facebook’s social network gained popularity with business professionals and colleagues. Facebook’s purpose was to help users connect online with people that they already knew offline. Unlike the wild-looking pages found on MySpace, Facebook promoted a clean, orderly online experience. VIDEO- AND PHOTO-SHARING SITES Online social networking evolved into a full multimedia experience with the arrival of video- and photo-sharing Web sites. Users could upload visual content to share with friends and other users. Photo-sharing sites such as Flickr enabled users to transfer digital photos online to share with others. Users decided whether to share their photos publicly or limit access to private groups. Users could also use the site’s features to organize and store pictures and video. One of the most popular video-sharing Web sites was YouTube. The site, founded in 2005, used Adobe Flash technology to display clips from movies and television, music videos, and video blogs. Users could upload, share, and view video clip topics from the latest movies to funny moments captured on film. Not everyone wanted to create a profile, write a blog, or upload pictures and video. Other social networking tools allowed these users to participate online. E-mails sent messages to a friend’s electronic mailbox. Instant messaging was a real-time conversation between two people online at the same time. Comment posting allowed users to interact and talk about a friend’s blog, profile, or pictures. Even online gaming was a form of social networking, allowing players to meet other people with similar interests online. WHY IS ONLINE SOCIAL NETWORKING SO POPULAR? The popularity of online social networking has prompted researchers to explore the similarities between online social networks and tribal societies. According to Lance Strate, a communications professor at Fordham University, social networks appeal to people because they feel more like talking than writing. â€Å"Orality is the base of all human experience,† said Strate. â€Å"We evolved with speech. We didn’t evolve with writing. â€Å"3 Irwin Chen, an instructor at Parsons design school, is developing a new course to explore oral culture online. He agrees with Strate. â€Å"Orality is participatory, interactive, communal and focused on the present,† he says. â€Å"The Web is all of these things. â€Å"4 Michael Wesch teaches cultural anthropology at Kansas State University. He studied how people form social relationships while living with a tribe in Papua New Guinea. He compared the tribe to online social networking. â€Å"In tribal cultures, your identity is completely wrapped up in the question of how people know you,† he said. â€Å"When you look at Facebook, you can see the same pattern at work: people projecting their identities by demonstrating their relationships to each other. You define yourself in terms of who your friends are. â€Å"5 Despite the connections between social networks and tribal cultures, significant differences exist. In tribal societies relationships form through face-to-face contact. Social networks allow users to hide behind a computer screen. Tribal societies embrace formal rituals. Social networks value a casual approach to relationships. Millions of people across the world have joined online social networks. Perhaps their popularity stems from our innate desire to be part of a community. According to Strate, social networking â€Å"fulfills our need to be recognized as human beings, and as members of a community. We all want to be told: You exist. â€Å"6 How to cite Essay on Social Networking Sites, Essay examples

Negotiation Reflection Robotics and Autonomous Systems

Question: Discuss abot theNegotiation Reflection for Robotics and Autonomous Systems. Answer: Introduction I have learned that negotiation is an important part of our everyday life. By partaking this course, I have realized that it is exciting, educative as well as less scary as I had ever imagined. This is largely due to the essence of negotiations, a I slowly discover, is not only about obtaining what I need from other, but the optimization of the interests of every parties to the negotiation besides reaching an agreement which cannot be reached by the alternatives. Therefore, I have learned about the need to discuss alternatives as well as compromise is sometimes is essential for the long-tern benefits (Faratin, Sierra Jennings, 1998). I have realized that negotiation differ in terms of the context whereby in some situations, it focuses on general issues and undertake a discussion of interests in implicit terms and with no fixed timetable. However, I have realized that negotiation theory anchored on interest-oriented western style negotiations becomes helpful to me. It has made me build up practical techniques and tactics as well as draw me to a much more comprehensive perspective. This negotiation has helped me become more confident as I have a flexible but efficient mechanism to reach an agreement stage by stage. Discussion Emotions and Negotiation Details in negotiation context like the authority of individual party, the emotions as well as the particular communication questions imminent in my mind. My fundamental strategy following this negotiation are; know the shared interest between the parties by ensuring that I have BATNA in places well as maintaining relationships (Pruitt Carnevale, 1993). It has impressed me where Professor Field ushered the idea or notion of the parties as well as explicated why additional parties are engaged in the negotiation than the people who eventually sit on a table. The hidden parties to a negotiation besides their respective interest could have happened to me, however, it is the initial time I precisely figure out the delicacy of the relationships as well as common interests among these parties and their impacts on guiding and shifting the strategies of the negotiators. A single party to a negotiation might be appeal for the interest of many parties. Empathy, Power and Negotiation I have also come to appreciate the relationship between empathy and power in a negotiation. From this negotiation, I have learned about the significant role that empathy before BATNA in terms of its ability to have power in a negotiation. My way of thinking has been transformed by this realization. Right from my tender age, I understood as well as acknowledged empathy as well as the tenet by Confucius that calls on people to do to other people what they would exact wish others to do to them. Nevertheless, I had casted serious doubts about how the feeling could contribute to the process of negotiation other than demonstrating understanding and compassion. The interest-oriented negotiation theories, nevertheless, pointed out a minimum of two mechanisms to get a solution to the dilemma attached to empathy. Accordingly, I have learned the need to usher in a third party to become an objective standard of evaluation. The other method is to figure out a creative and innovative plan to escap e being trapped by the argument anchored on positions. I have realized that a circle chart is crucial at this point since the diagnosis of delineates the interest of the other negotiation parties as well as arouses empathic feeling when reaching alternatives. By ushering in a third party besides the using the innovative plan which are both anchored on the ability to distinguish individuals from issues as well as from interest that is inevitable without or solely with empathy. In many context, because it is impossible for negotiation to occur without parties are thinking of the potential to achieving mutual gains, parties to negotiation already come with particular voices and power. Maintenance of relationships might be a common wisdom of both Western and Eastern negotiations styles. Nevertheless, I have a strong feeling that interest-oriented negotiations stress it more. I have subsequently began to value the open-discussion besides trust between the parties to negotiation. Even though I have been brought up in manner that discourages trusting people and communicating with them freely and openly unless I had created personal relationships, going through this negotiation has helped me changed this view. This is because I have come to realize that such perceptions bears enormous risks of misperception as well as miscommunication that derails reaching agreements. I have come to appreciate that fact that negotiation is all about fixing a problem together rather than winning as much as interest that a party to a negotiation can. Negotiation in this sense needs not transient trust such as transaction, but a long-term mutual relationships since many negotiators like do meet recurrently. I am, therefore, a strong believer that negotiation anchored on the interest is applicable to every level of communication. This can range from everyday life, business matters as well as international affairs. In this respect, I tend to perceive the globe via the lens of negotiation presently, and the fragile, complex circumstances usually turn out to be no more than a combination of interest. Accordingly, my faith has been the basis for my increased level of confidence to speak to challenges with such context. Integrative Strategies I have also appreciated the use of integrative strategies or creative value to when negotiating. These strategies have enabled me to undertake effective negotiations for this whole process. I realized the need to go for a win-win bargaining strategy and this was built from having the negotiation focused on the identification of the different interest of the parties. Multiple Offers The use of multiple offers of equal values have also been useful in my negotiation process. As I have explained in the above discussion, I have been able to perform better in this negotiation process as a result of my ability to use multiple offers availed by BATNA framework. By availing these offers, there was a flexible platform created that one can choose from than being rigid and stagnant at one particular offer. What I did wrong Nevertheless, despite my strengths in negotiation as reflected in the discussion above, there are I feel I would have done much better. In this respect, I feel I would have done much better by outlining some of the stage by stage process in negotiation. I think by having a structured negotiation and outline every agendum for discussion, I would have been able to reach an agreement at a much shorter time than the one in this case. This is because I would have always remained within the topic without bringing out other stories or issues that only were counterproductive (Core et al., 2006). I also feel it would have been much better for me to give room for more offers than the ones I gave. Having more offers in a negotiation is analogous to flexibility. Rigidity in negotiation is never wanted and hence those people who give less offers in a negotiation always do disgrace to their process of reaching an agreement. Therefore, I feel I limited myself to a much more confined alternatives than it ought to have bene. Key Learning From my negotiation I have come to learn of many things. The first one is how to upgrade my skills of presentation. In this case, I have learned the preparations remains very crucial to my various past internships as a reporter as well as company market coordinator. I used to grab the advantage of certain complex templates thereby displaying my personal as well as organizational information of potential interviewees once I read tons of materials, that I feel remained informative, though not acknowledged. However, the nine element patterns makes the superficial information increasingly correlative as well as uncover to me that priority of the interest in a much precise manner. The day I was studying the Harborco materials, I was able to analytically outline the parties, interest, issues as well as options and concurrently take notes of how I could argue in diverse circumstances. I have realized that the multiparty negotiation has depended my understanding regarding the roles of several parties roles, especially successful negotiation. A multiparty context hosts mote personalities, power imbalances besides unpredictable results. Moreover, it needs distinct strategies than with on-to-one negotiations. I need coalitions as the stepping stone for the eventual agreement. Because the initial several parties are probably to already reach a preamble consensus as well as to protect which, parties to the negotiation will make attempts to persuade at their best the remaining temporary excluded parties to join their team. I have also realized that it is an advantageous to have a coalitions during negotiation since it presents a lucrative ability to speak straightly or indirectly to the parties that have opposing interests, with the assistance of coalition members who have lose relations as well as interacted interests. I have realized that the multiparty negotiation depends on the coalitions and it is dictated by the power structure compared to dyadic negotiation skills. Therefore, less rigid tactics are required and this imply that sometimes, negotiations must be more assertive as well as lenient at times. Nevertheless, all the benefits of negotiation coalitions are anchored on the accurate grasp of the bottom-line as well as real interests of the parties. Therefore, I have realized that any misunderstanding of the partys interests and intentions is important reason for the failure of the other party to establish alliance. Therefore, this makes me appreciate the need to remain attentive and focused during the entire period of negotiation. Moreover, I have come to appreciate the need ensure that the structure of each of party to a negotiation is appreciated by the other party since ignoring such structures would mean that some party can make gains at the expense of others. I have acknowledged the need to have BATNA in place every time I intend to negotiate. The distinction between opinion and BATNA needs to be distinct effectively. There distinction lies in whether the parties to a negotiations require permission of their colleagues from other parties for the implementation of options. Even though negotiators desire never to turn to options to some level, BATNA is helpful for two main reasons. One of the reasons is that BATNA offers the back-up option which link the negotiations stress as well as sets a precise bottom-line that enables effective comparison with all the rest of the alternatives. On the other hand, the second reason is that opponents and coalitions of negotiations could be willing to compromise additionally, provided that the negotiator might opt for an option plan that would be the nastiest resolution. The alternative possibilities have potential to boost the pursuit for interest and hence any uncertainty of BATNA in my negotiation is a reminder of the barrier strategy in the negotiation process (Lewicki, Barry Saunders, 2011). Conclusion All in all, I feel I deserve some congratulatory comments based on my performance in this process of negotiation. I was able to separate issues from interest more easily and embark on giving alternative offers which painted me a flexible person. Moreover, the use of BATNA and empathy in this negotiation by myself should be appreciated. I was also able to use integrative approach to negotiation that helped easily navigate through the whole process of this negotiation. Moreover, I have a strong feeling that the lessons I have learned from this process have improved my personal and professional development. References Core, M., Traum, D., Lane, H. C., Swartout, W., Gratch, J., Van Lent, M., Marsella, S. (2006). Teaching negotiation skills through practice and reflection with virtual humans. Simulation, 82(11), 685-701. Faratin, P., Sierra, C., Jennings, N. R. (1998). Negotiation decision functions for autonomous agents. Robotics and Autonomous Systems, 24(3), 159-182. Lewicki, R. J., Barry, B., Saunders, D. M. (2011). Essentials of negotiation. Boston, MA: McGraw-Hill/Irwin. Pruitt, D. G., Carnevale, P. J. (1993). Negotiation in social conflict. Thomson Brooks/Cole Publishing Co.

Industrial Attachment Report free essay sample

Many heartfelt thanks for their support. Many thanks go to the management and the rest of the staff at United Cement Company of Nigeria Ltd for This report summarizes the author’s real-life experiences in a working environment with real operational structures that he went through at United Cement Company of Nigeria Ltd. The duration of the attachment was three months, which were spent in the Mechanical Engineering department which is made up of: 1. Raw mill section 2. Kiln section 3. Cement mill section 4. Parking Plant Data was gathered through carrying out specific tasks, sharing ideas and observation. The main goal behind this report is to give the conceptual view of the department and how it fits in the overall performance of the firm. Their product is sold in 50kg bags and in bulk quantities. UniCem cement is characterized by its high tensile strength and rapid setting properties and complies with the NIS 444-1:2003 standard. We will write a custom essay sample on Industrial Attachment Report or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page UniCem manufactures Ordinary Portland Cement (OPC), CEM 1 for use in general construction and building purposes. 1. 3How Cement is produced Cement manufacturing is the basic processing of selected and prepared mineral raw materials to produce the synthetic mineral mixture (clinker) that can be ground to a powder having the specific chemical composition and physical properties of cement. Mining Cement manufacture, like many other manufacturing processes, begins at the mine, where the raw materials like limestone, silica, aluminates, feric minerals and others are obtained. The general mining methods are surface mining. There are a few underground limestone mines, but most are pits on the surface. Cement plants are typically located central to the minerals required to make the cement, which saves the transportation costs and reduces the price of the cement. Crusher Once the ore material to be used for cement has been mined, it is transported to the crushing/screening plant, where it is crushed and screened, to produce the desired particle size. The ground powder is then blended, using the Chemists Secret Mixture which can be a closely guarded recipe. Atox/raw Mill An extremely compact, air swept vertical roller mill. The raw materials are milled to produce meal for the kiln. Kiln Consist of a rotary furnace positioned at an angle fabricated with steel plate and lined with firebricks which usually consist of 3 roller stations. The rotation of the kiln causes material to gradually move downhill to the cooler end of the kiln. materials are then transported to the rotary kiln through several stages of cyclones (preheaters) for heat processing by contact with the hot gases from combustion of the kiln fuel. In the rotary kiln, first the carbon dioxide is driven off of the calcium carbonates, then the raw material is fused at a temperature somewhere around 2,700 degrees F. The discharge from the kiln is called clinker. Fig. 1. General layout of a rotary kiln Cooler The clinker is then deposited in to the cooler where most of the heat is recover and clinker is cooled, crushed and sent by means of pan conveyors to the clinker silo. Ball mill/Cement mill A ball mill is a horizontal cylinder partly filled with steel balls (or occasionally other shapes) that rotates on its axis, imparting a tumbling and cascading action to the balls. Material fed through the mill is crushed by impact and ground by attrition between the balls and sent to the cement silo of the packing plant. The parking Plant Extracts cement from the cement silo by conveyors and elevators, passes them through a vibrating screen, and then the rotary parker fills the cement in to bags and on to trucks which are then ready for shipping to consumers as Portland Cement. Fig. 2. Bagged Portland cement 1. 4Health and safety Unicem has a full service Occupational Health and Safety department. Health and Safety in the workplace is a major priority. The Company provides compulsory PPE (helmet, safety glasses, safety footwear and high visibility clothing) and site specific PPE for all her staff which they must use at all times or face penalties. Safety induction is always given to new staff, contractors and visitors and safety talks held every 2 weeks to ensure in-house safety practices 1. 5Expectations and industrial reality ?Expectations As a student I was expecting to be taken as just a student who would contribute insignificantly to the organisation. Furthermore, I thought, though I was just a student my contributions would be needed in some situations. I expected to apply the rich theoretical approach I had acquired for two years in the university with the knowledge from different modules. ?Expectations versus reality The working environment was a bit hostile (high temperatures at the kiln area and dusty environment at the parking plant) but colleagues in the department were willing to help any time i had a question on some procedures. The supervisor was so helpful to the extent of making sure my welfare at home was superb. Besides that, the team helped me to realize that i was an important figure who was able to contribute something significant to the organisation. The supervisor would sometimes leave me to accomplish certain tasks without the aid of anyone. Chapter Two Work related learning assignments This chapter highlights the relevant departments to which the student was assigned. It provides a brief description of the assignments performed and their relevance to the degree programme. Unicem Mechanical Engineering department is comprised essentially of the repairs, maintenance and fabrication. As part of the orientation process, attachment students are given a safety induction and then taken on a tour of the company’s divisions. 2. 1 Mechanical Engineering department There are four sections in the mechanical department, which are raw mill, kiln, cement mill and parking plant. Raw mill The raw mill engineers and technicians are incharge of repairs, maintenance and fabrication of new parts and machines in use within the raw mill consisting of the belt conveyors, atox mill, chain scrapper, apron feeders etc. Kiln section The kiln engineers and technicians are responsible for repairs, maintenance and fabrication of new parts and machines in use within the kiln section consisting of the pan conveyors, gas conditioning towers, kiln support stations, kiln, coolers, cyclones, airlifts and air slides etc. Cement mill Industrial Attachment Report free essay sample Establishing this balance is one of the main reasons to reward employees. Organizations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition. Studies that have been conducted on the topic indicates that the most common problem in organizations today is that they miss the important component of Reward, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued. Research has proven that employees who get recognized tend to have higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative. The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and Work Motivation Questionnaire was administered to respondents. The results also revealed that staff, and employees from non-white racial backgrounds experienced lower levels of rewards, and motivation. We will write a custom essay sample on Industrial Attachment Report or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Future research on the latter issues could yield interesting insights into the different factors that motivate employees. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, thereby restricting the generalisability to the wider population. Keyword: Reward, Motivation, Commercial Bank of Sri Lanka Classification: GJMBR-B Classification: G21 Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. Strictly as per the compliance and regulations of: 2011 . Puwanenthiren Pratheepkanth. This is a research/review paper, distributed under the terms of the Creative Commons Attribution-Noncommercial 3. 0 Unported License http://creativecommons. org/licenses/by-nc/3. 0/), permitting all non-commercial use, distribution, and reproduction inany medium, provided the original work is properly cited. Puwanenthiren Pratheepkanth Abstract : Increasingly, orga nizations are realizing that they have to establish an equitable balance between the employee’s contribution to the organization and the organization’s contribution to the employee. Establishing this balance is one of the main reasons to reward employees. Organizations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition. Studies that have been conducted on the topic indicates that the most common problem in organizations today is that they miss the important component of Reward, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued. Research has proven that employees who get recognized tend to have higher selfesteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative. The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and Work Motivation Questionnaire was administered to respondents. The results also revealed that staff, and employees from non-white racial backgrounds experienced lower levels of rewards, and motivation. Future research on the latter issues could yield interesting insights into the different factors that motivate employees. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, thereby restricting the generalisability to the wider population. Keywords : Reward, Motivation, Commercial Bank of Srilanka R I. INTRODUCTION eward system is an important tool that management can use to channel employee motivation in desired ways. In other words, reward systems seek to attract people to joint the organization to keep them coming to work, and motivate them to perform to high levels. The reward system consists of all organization components – including people processes rules and decision making activities involved in the allocate of compensation and benefits to employees in exchange for their contribution to the organization. About : Department of Accounting, University of Jaffna, Sri Lanka, Email: [emailprotected] com In order for an organization to meet its obligations to shareholders, employees and society, its top management must develop a relationship between the organization and employees that will fulfill the continually changing needs of both parties. At a minimum the organization expects employees to perform reliably the tasks assigned to them and at the standards set for them, and to follow the rules that have been established to govern the workplace. Management often expects more: that employees take initiative, supervise themselves, continue to learn new skills, and be responsive to business needs. At a minimum, employees expect their organization to provide fair pay, safe working conditions, and fair treatment. Like management, employees often expect more, depending on the strength of their needs for security, status, involvement, challenge, power, and responsibility. Just how ambitious the expectations of each party are, vary from organization to organization. For organizations to address these expectations an understanding of employee motivation is required (Beer, Spector, Lawrence, Mills, Walton, 1984). Baron (1983) defines motivation as â€Å"a set of processes concerned with the force that energizes behavior and directs it towards attaining some goal. † Kreitner and Kinicki (1992) 1 postulate that motivation represents â€Å"those psychological processes that cause the arousal, direction and persistence of voluntary actions that are goal directed. If it is the role of managers to successfully guide employees toward accomplishing organizational objectives, it is imperative that they understand these psychological processes. Schermerhorn, Hunt and Osborn (1991) conceptualizes motivation as based on content and process approaches. The content theories of motivation emphasize the reasons for motivated behavior and/or what causes it. Thes e theories specify the correlates of motivated behavior that is states, feelings or attitudes associated with motivated behavior, and help to represent physiological or psychological deficiencies that an individual feels some compulsion to eliminate. Establishing this balance and meeting this need is one of the first reasons, according to Deeprose (1994) to reward and recognize employees. Formal reward programme which denote financial rewards such as salary, fringe benefits, bonuses, promotions or share  ©2011 Global Journals Inc. (US) 85 Global Journal of Management and Business Research Volume XI Issue IvvV Version I March 2011 Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. options play a significant role, but employees accept these as intrinsic factors to the job. March 2011 II. LITERATURE REVIEW AND PREVIOUS STUDIES An intrinsically motivated individual, according to Ajila (1997) will be committed to his work to the extent to which the job inherently contains tasks that are rewarding to him or her. And an extrinsically motivated 86 person will be committed to the extent that he can gain or receive external rewards for his or her job. He further suggested that for an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. If the reward is intrinsic to the job, such desire or motivation is intrinsic. But, if the reward is described as external to the job, the motivation is described as extrinsic. Good remuneration has been found over the years to be one of the policies the organization can adopt to increase their workers performance and thereby increase the organizations productivity. Also, with the present global economic trend, most employers of labour have realized the fact that for their organizations to compete favorably, the performance of their employees goes a long way in determining the to influence workers performance to motivate them began in the 1970s. So many people have carried out researches in this area, some of which are Oloko (1977), Kayode (1973), Egwuridi (1981), Nwachukwu (1994), Ajila (1997). The performance of workers has become important due to the increasing concern of human resources and personnel experts about the level of output obtained from workers due to poor remuneration. This attitude is also a social concern and is very important to identify problems that are obtained in industrial settings due to non-challant attitudes of managers to manage their workers by rewarding them well to maximize their productivity. All efforts must be geared towards developing workers interest in their job so as to make them happy in giving their best to their work, this will ensure industrial harmony. In view of this, this study attempts to identify the influence that rewards have on workers performance in order to address problems arising from motivational approaches in organizational settings. For some reasons most organizations use rewards external to the job in influencing their workers. Vroom (1964), supported the assumption that workers tend to perform more effectively if there wages are related to performance which is not based on personal bias or prejudice, but on objective evaluation of an employees merit. Though several techniques of measuring job performance have been developed, in general the specific technique chosen varies with the type of work. All these issues call for research efforts, so as to bring to focus how an appropriate reward package  ©2011 Global Journals Inc. US) can jeer up or influence workers to develop positive attitude towards their job and thereby increase their productivity. Possibly the best means of understanding workers motivation is to consider the social meaning of work. In this respect, short-term goals and long-term goals of employees and employers may affect production variously. Accordingly, giving attention to the manner in whic h rewards given to workers are perceived is preferable to assuming that reward means the same thing to all. Rewards that an individual receives are very much a part of the understanding of motivation. Research has suggested that rewards now cause job motivation and satisfaction, which leads to performance. It showed that though there was no significant difference in motivational level and job satisfaction across various categories of workers in different organizations. Egwuridi (1981) also investigated motivation among Nigerian workers using a sample of workers of high and low occupational levels. The hypothesis that low-income workers will be intrinsically motivated was not confirmed, and the expectation that higher income worker will place a greater value on intrinsic job-factors than low-income workers was also not confirmed. This shows clearly the extent of value placed on extrinsic job factors. Akerele (1991) observed that poor remuneration is related to profits made by organization. Wage differential between high and low income earners was related to the low morale, lack of commitment and low productivity. Nwachukwu (1994) blamed the productivity of Nigerian workers on several factors, among them is employer’s failure to provide adequate compensation for hard work and the indiscipline of the privileged class that arrogantly displays their wealth, hich is very demoralizing to working class and consequently reduced their productivity. Judging from all these empirical studies and findings, one may generally conclude that a good remuneration package, which ties financial rewards to individual performance, can be expected to result in higher productivity. Another study carried out, which is of importance to this research, is that of Wood (1974) 7 He investigated the correlation between various worker s attitudes and job motivation and performance using 290 skilled and semi-skilled male and female paper workers. The study revealed that highly involved employees who were more intrinsically oriented towards their job did not manifest satisfaction commensurate with company evaluations of performance. They depended more on intrinsic rewards as compared to those who were more extrinsic in orientation. Gibson, Ivancevich and Donnelly (2000) say motivation is a concept we use when we describe the forces acting on or within an individual to initiate and direct behavior. We use the concept to explain differences in the intensity of behavior (regarding more intense behaviors as a result of higher levels of motivation) and also to indicate the direction of behavior Global Journal of Management and Business Research Volume XI Issue IV Version I Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. III. CONCEPTUAL FRAME WORK After The Careful Study of Literature Review, The Following Conceptual Model is Formulated to Illustrate the Relationship between Reward System and Employee Motivation. V. HYPOTHESES. Intrinsic Rewards Extrinsic Rewards Based on the assumed casual relationship given in the conceptual model the following hypotheses were developed for testing. H1:- Higher the employee rewards lead to higher the Employee Motivation H2:- Lower the employee rewards lead to lower the Employee Motivation 1) Data Sources VI. METHODOLOGY Primary and secondary data are used for the present study. Primary data are collected through the questionnaire. Secondary data are collected from annual reports, journals, internet, books and etc. here are two type of data used for this research study. 2) Mode of Analysis Concept Reward System Extrinsic reward 1 2 3 4 5 6 Intrinsic reward 7 8 9 Employee motivation. 1 2 Variable Wages salary Bonus Commission Status Promotion Opportunities to Completion Responsibility Meaning full work Work Kind Condition Higher performance consistency achieved. Co – operation. Indicator Salary scale Rs. Rupees. Rupees. Increase or decrease. No. of pr omotion with in a period High or low High or low High or low High or low Increase or decrease High or low Measure Questionnaire Questionnaire Questionnaire Questionnaire Questionnaire Questionnaire Questionnaire Questionnaire Questionnaire Questionnaire Questionnaire  ©2011 Global Journals Inc. (US) Global Journal of Management and Business Research Reward System Employee Motivatio Volume XI Issue IvvV Version I (e. g. , when you’re tired or sleepy, you direct your behavior toward getting some sleep). Snell (1999) says motivation is everything. Without motivation even the most talented people will not deliver to their potential. With motivation, others will perform way above the level expected of their intelligence and academic ability. He further asserts that company staff is its business. They are the company. They project the image of the company that customers see. They alone hold the power to deliver a high quality standard of service. It is a company’s staff, not its managers, who ultimately have the power to boost or reduce its profits. IV. OBJECTIVES OF THE RESEARCH March 2011 87 This research is intended to achieve the following objectives:? To determine if there is a relationship between reward and employee motivation. ? To determine the impact of rewards on motivation. ? To determine which factors contribute to work motivation. To determine the impact of biographical variables on work motivation. Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. March 2011 3 4 5 Willing-ness of responsibility Challenging work Growth in job. High or low High or low Increase or decrease. Questionnaire Questionnaire Questionnaire 88 3) Statistical Techniques V olume XI Issue IV Version I For this research several techniques were used such as samples, percentage analysis, correlation analysis, means analysis and diagrams. depending variables in relation to values the independent variable. In this research to find what relationship exits between reward system and employee motivation, the regression is applied. This could be explained though the following equation. Y = a+ bx a = Point cutting a cross axis Y, that is value of Y when x =0 b = Slanting of the regression line a) Percentage analysis It is used to make the relationship between hypotheses and samples, percentage analysis is used to indicate the relative size of proportion of items rather than absolut size. Example: Sample size 100 Motivated employee 70- 70%’ c) Correlation analysis Global Journal of Management and Business Research Dismotivated employee 30- 30% b) Regression Analysis In order to find out the nature of relationship between two variables factor analysis is carried out. The line regression explained the pattern of variation of This analysis measure the relationship between two data that are sealed to be independent of the unit of measurement. The value of the co-related rations calculated through the following formula. r= n? x 2 ? (? x ) 2 ? n? y 2 ? (? y ) 2 n? xy ? ? x ? y ?x- Sum of the employees perspective innovation and learning perspective and internal business perspective. ?y- Sum of the performance. Correlation ratio d) Means analysis This analysis measures the average level of reward and employee motivation for each branch.  ©2011 Global Journals Inc. (US) Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. X= ? x n March 2011 89 ?x = Sum of the employee perspective innovation and learning perspective and internal business persp ective. n VII. = Number of data points. RESULTS AND DISCUSSIONS Extrinsic rewards and employee motivation Table:1 Indicator Regression Correlation R – square F – value T – value Value Y = 16. 45x. +1. 34 0. 7280 0. 3 96. 24 8. 634 The regression equation shows the positive relationship between the extrinsic rewards and Employee Motivation That is when the extrinsic reward is made on the basic of Employee point of view; Employee Motivation will increased by 16. 45. The correlation between extrinsic rewards and Employee Motivation is 0. 7280, which shows the positive relationship between the two variables. According to the R-square, 53% of Employee Motivation is accepted by Reward. According to the F value it is greater than table value. So it expresses that there is a relationship between the two variables. According to the t-test, the calculated value is 8. 634, which is greater than the critical value 1. 6663. Show it proved the positive relationship between the two variables and it was significance at 5% of significance level. Intrinsic rewards Vs employee motivation Table:2 Indicator Regression Correlation R – square F – value T – value Value Y = 18. 57x+1. 32 0. 5831 0. 34 92. 36 7. 632 The regression equation shows the positive relationship between the Intrinsic rewards and Employee Motivation That is when the Intrinsic reward is made on the basic of Employee point of view; Employee Motivation will increased by 18. 7. The correlation between intrinsic rewards and Employee Motivation is 0. 5831, which shows the positive relationship between the two variables. According to the R-square, 34% of Employee Motivation is accepted by Reward. According to the F-value it is greater than table value. So it expresses that there is a relationship between the two variables. According to the t-test, the calculated value is 7. 632, which is greater than the critical value 1. 6663. Show it proved the positive relationship between the two variables and it was significance at 5% of significance level. 2011 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XI Issue IvvV Version I 1) Analysis-correlation, regression, F-Test, and T-Test Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. Rewards Vs employee motivation March 2011 Table:3 Indicator Regression Correlation R – square F – value T – value Value Y = 6. 52x+0. 88 0. 7550 0. 57 90. 36 8. 063 90 Volume XI Issue IV Version I Global Journal of Management and Business Research The regression equation shows the positive relationship between the rewards and Employee Motivation That is when the reward is made on the basic of Employee point of view; Employee Motivation will increased by 6. 52. The correlation between rewards and Employee Motivation is 0. 7550, which shows the positive relationship between the two variables. According to the R-square, 57% of Employee Motivation is accepted by Reward. According to the F-value it is greater than table value. So it expresses that there is a relationship between the two variables. According to the t-test, the calculated value is 8. 63, which is greater than the critical value 1. 6663. Show it proved the positive relationship between the two variables and it was significance at 5% of significance level VIII. Challenging work, 23% of the Bank staffs have provided unfavorable replied. The rest 77% have given favorable replied against the Challenging work of the staffs by the reward system. This research finding also d escribe relationship between willingness of responsibility, 89% employees answered fourably. the rest 11% denote adverse opinionReward system has Strong impact on Growth in job that is 87% employee said favorable the rest 13% unfavorable replied. ) Further based on the correlation co-efficient measurement between those variables There is positive relationship between the rewards and Employee Motivation of the staffs of this bank that is (+0. 7550) and that is between the intrinsic reward system and the Motivation also positive that is (+0. 5831). Extrinsic reward system and Motivation (0. 7280) There fore, as a whole, there is a considerable positive relationship between the total reward system and the Employee motivation of the Employee of the Bank. CONCLUDING REMARKS Commercial bank of Ceylon PLC employees reward system is analyzed, when the information obtained is looked in to out of the particular 28 employee have high motivation, at the same time 50 employees moderate Motivation in reward system. But 22 employees are very lower motivation regarding reward system. That is 78% employees are high and moderate Motivation. The rest 22% have replied unfavorably. There fore on the reward system of this Commercial bank of Ceylon PLC particularly reward system of this Jaffna is very attractive when compared with other institutions. Analysis relating to the higher performance consistency achieved is observed in to, 90% of the staff has replied favorably. The rest 10% employees answered unfavorable. The main reason for the above appearance is that the reward system for the staff of this Bank. When the employees needs are fulfilled satisfactory through reward system, the employees Consistency achieved increases. According to the result about the Co-operation of the staff. 17% of the staff only disagrees with the reward system leads to favorable result in their Co-operation of the staff. But 83% (25staff) answered that the Co-operation of the staff will be reduced by the reward system by a considerable value. And Co-operation of the staff. is a factor, which affects both bank and the staffs. From the findings of the relationship between the reward system and the  ©2011 Global Journals Inc. (US) In this Study, every element relates with the rewards of the employees of Commercial Bank of Ceylon PLC. was analyzed. Further, Higher performance consistency achieved, Cooperation, Willingness of responsibility, Challenging work, Growth in job, are found to be the determining factors that influence employee’s performance. Rewards:-Regarding the rewards, comparatively 80% of employees only are favorable to reward system. The following aspects can be viewed for the favorable reward system, ? ? ? ? Provide favorable leave to the staff of this Bank Provide medical facilities Provide attractive loan system Provide favorable or attractive facilities than competitive Bank According to the above analysis 1. There is a positive relationship between the total reward system and job satisfaction of the staff of this Bank That co-efficient is (+0. 7550). 2) Discussions of findings ) Based on the correlation analysis Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. 4) Hypotheses testing H1:- Higher the employee rewards lead to higher the Employee Motivation On the basis of 80% Employees of this Bank have High Motivation; these hypotheses confirmed by effectively Hence it illustrate that when both intrinsic and extrinsic rewards provide, the Motivation of t he employees of this Bank also slightly improved and vice versa. X. SUGGESTIONS FOR FURTHER RESEARCH IX. RECOMMENDATIONS The effectiveness of any Organization is influenced greatly by human behaviors. Staffs who are a resources common to all Organization. Effective’s administrative exactitudes helped to create a work environment. That encourages, support and sustained improvement in work motivation. The following suggestion recommended for future researches. 1) In this study only commercial bank of Ceylon PLC Jaffna is considered to develop the analysis and findings. There are millions of employees and Organization in Sri Lanka. In future studies could consider almost all employees and Bank in the others of district. ) Finding of this study analyzed only the employees of Bank of Jaffna. But there are various type of hospital and different types of employees works their. So, this analysis will helpful to conduct the further researcher including all the employees in the bank. 3) Even through various factors determine the Motivation, if is considered as to how the monetary and non-monetary matters influence on the Motivation of the staff of this Bank in this analysis. Therefore, the analysis in relation to other factors that determine the Motivation must be considered. ) The analysis in relation to the effect and the problems and the inconvenience of the staff of this Bank / other Bank may be conducted based on the result of this analysis.  ©2011 Global Journals Inc. (US) Bank must be careful in the following factors to increase the Employee motivation of the Employees by redesigning the reward system. 1) Work environment Society of this Bank must try to create supportive, pleasant full working environment internally, in order to satisfy the staff and work with efficiency. ) Employees should be trained according to the present content of the environment. 3) The facilities to be provided to the employees in order to enhance their Employee motivation, job abilities. 4) This bank can buildup the commitment among employees by rewards and achieve both individual and Organization al objectives. 5) Employees with one another vary individually, according to physically and mentally. So, bank’s society must identify their different types of needs and fulfill them. 6) Regarding the salary and other allowances. Global Journal of Management and Business Research H2:- Lower the employee rewards lead to lower the Employee Motivation Here this hypothesis is accepted, because there is a positive relationship found between the reward system and the employee’s motivation. That is when the employee reward system Decrease, Motivation also decrease through the performance consistency achieved, Cooperation, Willingness of responsibility, Challenging work, Growth in job. Volume XI Issue IvvV Version I 2. Correlation co-efficient between the reward system and the performance consistency achieved is also positive that is (+0. 673). 3. Correlation co-efficient between the reward system and the Cooperation of this staff is Positive that is (+ 0. 6235). 4. Correlation co-efficient between the reward system and the Willingness of responsibility this Bank is also Positive that is –(0. 7151). 5. Correlation co-efficient between the reward system and the Challenging work is also positive that is (+0. 5235). 6. Correlation co-efficient between the reward system and the , Growth in job is Positive that is (+ 0. 6211). Holiday pay Bonus Pension benefits Overtime pay Proper training and promotion also to be given to the staff of this Bank in order to they will be satisfied their job. ) Responsibility with challenges when an employee is involved in a challenging task, the result of which should be taken in to the account the responsibilities assigned to the staff should have relevant authority. As regards the staff moderately satisfied. Because the responsibility and financial rewards are not assigned to them in a disc iplinary way. 7) The facilities provided to the employees should be compared with that of other private Organization and facilities similar to it or more to be provided quickly. 1) 2) 3) 4) 5) 91 March 2011 Management intensifies the salary scheme of employees. It should be supported to up great their standard of living. Further, the following non monitory awards also be increased. Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc, In Jaffna District. References References Referencias 1. Alderfer, C. (1972). Existence, relatedness, growth. New York: Free Press. 2. Barton, G. M. (2002). Recognition at work. Scottsdale: WorldatWork. 3. Carnegie, D. (1987). Managing through people. New York: Dale Carnegie Associates, INC. 4. Dodd, G. (2005). Canadian employees moving towards total rewards approach to Compensation. Retrieved February 27, 2005, 5. tttp://www. watsonwyatt. com/Canada 6. Informal Recognition: The biggest part of an effective recognition strategy. (n. d). 7. BC Public Service Agency. Retrieved April 05, 2005 8. http://www. bcpublicservice. ca/awards 9. Motivation: What makes us tick? (2005). People Development. Retrieved February 27, 2005, 10. http:www. peopledevelopment. com 11. Robbins, S. P. (1993). Organizational behaviour. England: Prentice-Hall. 12. Wilson, T. B. (1994). Innovative reward systems for the changing workplace. 92 Global Journal of Management and Business Research Volume XI Issue IV Version I March 2011  ©2011 Global Journals Inc. (US)

Health Hazards of Barbecue Carcinogens

Health Hazards of Barbecue Carcinogens One of the best parts of summer, in my opinion, is barbecue. See that marshmallow? Its perfect. Brown all the way around, gooey all the way to the center. You know it will melt in your mouth. I didnt take the photo. Thats because my marshmallows inevitably burst into flame and end as cinders with cold, white centers. I imagine either type of toasted marshmallow contributes to your cancer risk. So does anything charred, like seared steak or hamburgers from the grill or even burnt toast. The carcinogen (cancer-causing agent) is mainly benzo[a]pyrene, though other polycyclic aromatic hydrocarbons (PAHs) and heterocyclic amines (HCAs) are present and can cause cancer, too. PAHs are in smoke from incomplete combustion, so if you can taste smoke on your food, expect it contains those chemicals. Most of the PAHs are associated with smoke or char, so you can scrape them off your food and reduce your risk from them (though that kind of defeats the point of a toasted marshmallow). HCAs, on the other hand, are produced by a chemical reaction between meat and high or prolonged heat. Youll find these chemicals in fried meat as well as barbecue. You cant cut or scrape away this class of carcinogens, but you can limit the amount that is produced by cooking your meat just until its done, not blackening it into oblivion. Just how dangerous are these chemicals? The truth is, its very hard to quantify the risk. There is no established this amount will cause cancer limit because the genetic damage that leads to cancer is complex and affected by many other factors. For example, if you drink alcohol with your char, you further increase your risk, since alcohol, though it doesnt cause cancer, acts as a promoter. This means it increases the likelihood a carcinogen will be able to induce cancer. Similarly, other foods may lessen your risk. What is known is that PAHs and HCAs definitively cause cancer in humans, but they are also a part of everyday life, so your body has mechanisms for detoxifying them. What you want to do is try to limit your exposure. I guess that means you should take the time to toast the perfect marshmallow rather than go for the quick sugary fireball, but thats just so hard... You can also try to  eat your greens to help cure cancer and learn about  the most poisonous chemicals.

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Study on Is Accounting Profession under Threat Recent events in global financial world that is dissolution of companies due to continuous losses has made people to question the efficiency and honesty of the professional accountants in discharging their duties for the interest of public and society. These events have forced global financial scholars and experts to think about the future scope of this profession. this article mainly focus on challenges to accounting profession in the context of strategic management accounting in connections with business firms expectations and the expectations of stakeholders and communities which ensure that the accountants will function for the benefits of society and public. 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In addition there has been a significant reduction in product life cycle arising from rapid changes in technological innovations and the need to meet sophisticated customer demands. To compete successfully in global environment, companies have to work towards to satisfy made customer demands. They have forced to adopt new Management strategies, changed their business systems and invested in new technologies. The increasing competition has affected their profits and more attention is required to be paid to the various aspects of Management accounting aspects. These changes have had a significant influence on strategic Manag ement accounting systems. Role of professional accountant has no longer remained that of an accountant, but he has assumed a significant role in improving the competitiveness of firms. 5Strategic Management Accounting is the branch of management accounting which mainly focus the uncontrollable factors which a business firm should more concentrate, and these factors may be financially or non financially but related to the financial and business decisions of the firm. According to the Ken Simmonds, the formulation of business strategy of the firm mainly depends on the financial information of the firm and the competing firms. This information may involve details of Production costs, product price, production volume, Market size, availability of cash resources and other resources such as raw materials which should be emphasized. But Professor Bromwichn compared the past practices in management accounting which have modified with new directions including the active role of professional accountants in business decision makings. These directions may be towards the inclusive of financial information into strategy for cost analysis that is the basic for all future business decisions. Other directions towards having updated information bank related to the strategies of competitors especially their costing methods, cost structures and costing decisions. The limitation of traditional management accounting in the areas analysis of cost and cost related activities is significant which gives birth to the development of modern strategic management accounting system. Traditional management accounting system has no particular techniques to ascertain the costing methods and situation of competitors but decisions are based on only the information from financial statements. Modern strategic management accounting has its own techniques to ascertain cost position. It also helps business firms to how to achieve cost advantages current as well as future years. In this context the role of Accounting professional is very important for the survival of business firm compared to every angle of the present business environment. Accounting profession In the context of professional accounting, the power and responsibility of an accountant can be justified when financial statements provides expected information according to the objectives functions especially protection of public and social interest. Under flexible business environment Accountants are vested with enough power in order to perform their functions without any interruption for the healthy future of business firm.. According to the scholars the up gradation of accounting skill is a specific task as the accounting profession also one of the component of employment structure which is influenced by policies of government and economic policies. . There is a argument the accounting skills and knowledge should be revised and updated time to time because these skills and knowledge should be according to the changing expectations of the society and the stakeholders of the business firm. But as a professional an accountant should utilize these skills and knowledge in optimum level for the interest of the employer as well as interested parties. . The accounting profession has gained enough importance especially it is the sole body which has the ultimate authority on the financial related issues and matters. The one of the primary objectives is to work for the benefit of social interests that has analyzed for making the accounting progression as an appropriate occupation in modern employment world. And According to some experts.. Accountants with traditional views are no longer sustaining in the present environment. According to the research the Todays accounting and auditing methods are in modified forms compared to traditional m ethods of accounting. Changing role of Accountant Todays accountants should mostly focus on knowledge, skills and ability to manage these as a particular service. This requirement in business environment has created business and ethical issues for the accountants/ auditors and their customers. This includes problem-solving and customer advice features of the skilled professional. Changes also include the over emphasis on specific training for developing practical skills as part preparing of new graduates to the practical business world. The introduction of these practical training in academic degrees involves uncertainty and time frame because the academic institutions should ready for accepting the current changes. Companys especially multinational companies mainly concentrate on these practical skills but facing problems of assessment for right candidates with practical knowledge. Challenges to Accounting Profession Due to the influence of globalization changes in financial strategies have been affecting almost every business and services around the world. Especially Accounting and finance sector is directly affected, financial experts world wide are working for the improvements of the accounting system. Several seminars are going on in this regard; financial professionals, scholars have to share their ideas and views on the present challenges in finance and accounting today, and acquire sophisticated skills in order to face globalization effect. Today global recession and financial conflicts has developed new trend of threats and challenges. According to the experts of International Accounting Standards Board, the global financial conflict is the main which emphasized transference in financial reporting and flexible accounting standard with definite principle to face the new trend in future. The context and dynamics of modern strategic management accounting the changes in the accounting skills have forced to adopt by professional accountants who are cautious to provide value added service for their customers. Globalization process has made the business activities to cross the boundaries of nations. The global financial and business environment has put pressure on professional accountants and auditors as they are the important information providers for the business success. Every company seeks opportunities in global market for the expansion of the business. But uncertainty in market conditions and rapid innovations in technology have made themselves to face any type of business situation for the interest of all their stakeholders where their business strategies, their market share and capital adjustments also subject to changes along with the marginal profit. Internal challenges The first challenge to professional accountant is the measurement of financial performance. Revenue is a single measurable indicator of financial performance. The common feeling is that over-emphasis on revenues, unscientific ways of their analysis and interpretations financial information. But this information is the basis for long term business decisions. Secondly issues regarding historical accounting information and statements. Some times there is feeling that a balance sheet prepared imperfect way and it does not reveal accrued profits based on future changes in market condition. This is the major draw back in disclosing true financial information of the company. Thirdly financial statements do not measure the assets and liabilities on the basis of todays accounting standard. Hence investors may be misled in making investment decisions, which will put them at greater investment risk. They also need the information regarding the value goodwill and other intangibles and capital structure. Lastly the financial and accounting statements show only historical transactions and facts and they dont concentrate much on the future events and transactions. They put limited attention on the hard profits and also limited attention to the required process for maximization of wealth. Challenges of Globalization Innovations in technology are the greatest affect on the profession and present system failure to coop with this challenge may be resulted in the devaluation of the importance of the profession. The introduction of the information technology has greatly influence the system in which companies do business, structure their organization and operate their reporting systems and each of these are the considerable challenges for the accounting profession. E- Business has introduced new business risks along with the great advantages which a professional accountant should take into account. The unauthorized access company information; increased volume of business as created credit risks; and the proper allocation of income and expenses, Accounting firms and professionals should be concentrate on with these risks. The changes in Government financial police and company the annual financial statements and other communications can be communicated to the concerned parties through the electronic media or through web sites. Out of dated information will not reveal clear picture and hence share price of the company affected. Market expects the clear picture of financial and business performance and there are pressures on firms o provide such information when required. Lastly the centralization of accounting system and accounting information systems will be the top management based decision where accounting is considered as secondary issue. Branch accounting is in declining trend today information will be directly flow to the head office of the firms. Globalization can be defined as the existence of a situation where there is an easy access to any part of the world. It is in the form of information on any subject matter. A professional accountant should face several challenges with this situation; businesses expand sometimes beyond country borders in response to globalization. In market led globalization model an accounting professionals should play a dominant role. To make the Global markets to function properly, the accounting profession must adapt and modernize in response to the globalization of finance and investment. In corporate-led model of globalization the accounting profession does not merely adapt to forces of globalization. But accounting industry has played and continues to play an active role in the structuring global markets for accounting services. Due to the globalization there are some threats to accountants and the accounting profession as a whole Accountants working for foreign-owned companies, their knowledge, skills, and abilities may be restrict them to performing only low-value, compliance-oriented work. Accounting professionals can be also benefited from the effects of globalization. These are Accountants who are ready to expand their financial accounting knowledge, skills, and abilities they can become expertise in understanding of changing business requirements. Accountants with their theoretical knowledge, skills, and abilities with the performance oriented knowledge, skills, and abilities of management accounting can be achieve high level of experience in this context. Today businesses become increasingly globalize, 10there is clearly more pressure on accountants to increase the knowledge, skill, and abilities beyond their present limit of functioning in order to fit well into the globalization of the 21st century. In this context the accounting profession has an important role in assisting firms to face competitive finance and business environment Implications of Academicians The role of the accountant in past was just recording the facts and figures but the role of the professional accountant has been criticized by many scholars and analysts over the decades, especially the accounting skills developed by students of accounting management schools This demand primarily developed in Academic level, the. The need for this change is based on a number of draw backs identified in the skills taught in graduation schools that students when bring to the practical world. Another criticism is these 1skills cannot be efficiently being taught in schools where the employment is dominated by specialized technical skills. Requisite skills required by future professional accountants and auditors will include easy learnable professional skills along with ethics. These specific skills are necessary for modern business environment because it helps business entities to 1solve the diversity of business challenges. This is the main challenge for the academic institutions to balance between accounting graduate skills which are theoretical in nature and skills sought by modern business entities. There is gap between the actual school syllabus and the knowledge expected by companies. The academic institutions should try to train accounting graduates to suit the interest and expectations o the employers. The accounting1graduates with sophisticated skills are in an environment that requires accountants to show high level of technical performance to meet the demands of financial and business entities. Number of comments and opinions from global academicians and practitioners has forced the Government authorities and International Regulatory Bodies related to accounting issues to make revolutionary changes in the accounting standards, methods and techni ques which are relevant to future years. Majority Charted accountants and Accounting professionals feels present accounting system is not according to the requirements of modern business and it is less flexible to the changing environment. These academicians and practitioners agree that if accounting is to serve a useful role in the changing environment, academic education in accounting and scope of research should become broader, dynamic and not limited by a single approach. Despite these matters, the academicians and practitioners feel that present academic programmes in Accounting and finance area should be reviewed according to the demand from job market. Professional Ethics The corporate financial conflicts has given good inputs to finance professionals and for the monitoring of accounting system. Continuous effort from academicians and financial experts in developed countries there are strategic changes in academic education and training programmes, professional accountants should be able to develop the specific skills they need to successfully compete in the employment market for new types of information and financial services. This vision is used by many of the professions leaders. As per the study in U.S.A there are considerable increase in the number of professional accountants and AICPA membership during the period from 1970 to 1994.  This indicates that in developed courtiers are ready to face the challenges. Study in U.S.A (Courtesy: Annual report AICPA) Table 1 Total Accounting Employment Year Numbers in Thousands 1970 646 1980 1013 1990 1446 1994 1483 Table 2 Membership in AICPA Year Numbers in Thousands 1970 74 1980 161 1990 296 1994 319 Impact of Challenges on Strategic Management Accounting During the past two decades, many organizations in business and finance sectors have to face changes in their business environment. Economic reform polices by the developing countries, business policies and competition from multinational companies in local markets has resulted in a typical situation, where most companies have to face severe competition from rival business firms in a highly competitive situation. In addition there has been a change observed in business life cycle due to rapid changes in technological innovations and the need to meet sophisticated customer demands because production of each product is considered as a independent business. To compete successfully in global environment, companies have to work towards to satisfy made customer demands. They have forced to adopt new Management and financial strategies, changed their accounting systems and investment in new technologies. The increasing competition has affected their profits and more attention is required to be paid to the various aspects of strategic Management accounting aspects. These global challenges have had a significant influence on strategic Management accounting systems. Role of professional accountant has no longer remained that of an accountant, but he has assumed a significant role in improving the competitiveness of firms. Professional Ethics The financial crisis has given good inputs to finance professionals and for the monitoring of accounting system. Today accounting professionals in the business sector should not only concentrate on earning of revenue, but also take into account the public and external parties related to the business. The present accounting system should be able to create ethical environment for the benefit of society in generally and stakeholders particularly. Directions for Ethical Performance The directions towards performing the duty in ethical way Global Charted Accountants Associations encourage accountants and Auditors to conduct them effectively and to do quality internal and external auditing in appropriate manner and other accounting functions. Professional Institutes should develop high level auditing standards and ethics their applications in practical world. There are so many ethical obligations which make auditors in right path of accounting standards and legal obligations. Figure 1. Ethical codes Geographical study requirements Quality control Legal registration Professional programs, training and examinations Continuing education requirements Legal liability Accounting standards Conduct of professional Accounting firm personnel Future of the Accounting Profession: Introduction of specific knowledge and the increased expectations from global business world today accounting profession is a specialized profession, which is resulted in great the movement toward up gradation of accounting graduate or professional education. Advanced programmes in computer technology and its role in updating the information for concerned parties of the business, financial experts are expecting t the new trend in information technology and communications which will reshape the accounting employment structure. Computers are today important part of the accounting information system. Introduction of new computer software programmes has given considerable contribution for the modification of business and accounting from the last decade and will continue to the future also. These days we can observe that the new accounting softwares decrease the work load of accounting firms which is resulted in the decrease of employing fresh candidates for accounting work. But developments in accounting profession have shown steady growth from last 20 years despite the increased use of computer information systems to perform routine accounting tasks. Suggestions and Recommendations accounting profession have an significant role in assisting the management for business decisions to not only contribute for strengthening the financial position but also should be modified to analyze management risk factors as the parallel profession to management graduation, for firms operational and strategic decisions . These personnel should also be able to anticipate and manage risks factors arising from bulk volume of financial transactions which made the firms vulnerable to uncertainty and unexpected price variations. As the scope for this profession increased, it will find itself facing increasingly conflicting pressures arising from convergence. It should be designed to establish proper balance manage internal financial conflicts and external conflicts related to firms financial matter and should be able to these commercial interests to introduce the ability to act as a trusted and independent professional business consultant and advisor. The accounting profession should extend its role and responsibility for promoting good corporate business environment. It should also be concerned for sustaining of good corporate governance is not only fulfilling legal obligations but also should be based on values and ethics.