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string(79) " the country and setting up joint venture banks/financial institutions abroad\." A Report on HRM issues in the Banking sector: A Case Study on IFIC Bank Limited MBA Program, Stream: HRM Department of Management Studies Faculty of Business Studies University of Dhaka July 20, 2009 A Report on HRM issues in the Banking sector: A Case Study on IFIC Bank Limited Submitted To, Professor Dr. Md. Ataur Rahman Department of Management Studies University of Dhaka Prepared By, MBA, Stream: HRM, 10th Batch, Department of Management Studies University of Dhaka Executive summary In this global competitive era, banks have an important role as a financial institution. We will write a custom essay sample on Human Resource Practice or any similar topic only for you Order Now This report has been prepared on a commercial bank. In every organization, men/human resources play an important role for its success. No organization whether it is small or large, labor intensive or technology intensive can run without human resource. The topic of our report is â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited. † We have done this report on the IFIC bank Ltd. Although we have learned some banking activities during preparing our report we have mainly focused on HRM issues to keep the report on the right track. The Bank has a Human Resource Division for its employees’ training development. The also has an Academy for this purpose. There is a Library in the Academy. Bank uses both on-the job training off-the job training method. Branches use on-the job training namely job rotation, Coaching/ under study approach, direct supervision by the senior managers. Head Office uses off-the job training namely Lectures, Conference, Workshop, Management Game, Role playing, Behavior Modeling and Case Study etc. The workforce was 96 in 1983 2014 in 2006. Benefits of the Employees such as House building loans, Car loan at lower interest rate, Provident Fund, Insurance Facilities are available for its employees. Minimum two years is required for promotion of the employees. Two Methods of evaluation for promotion: 1. Annual confidential report (ACR) scored by the immediate supervisor 2. Interview marks. Both marks are added together to prepare list for promotion. Statistical Analysis indicates Average Job Satisfaction Of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 Coefficient of Variation (CV) is 24. 3 %. The performance of the bank is satisfactory. Our Report consists of four Chapters namely Introduction, Methodology, analysis Findings, Conclusion Recommendations, Bibliography Appendix. In the first chapter: History of the organization, objectives of the organization, functions of the organization, organ gram of the organization, existing program of the organization and the future program of the organization has been described. In the second chapter: Objectives of the study, data collection, data interpretation, limitations of the study has been described. In the third chapter: Human resource planning, recruitment and selection, training and development, performance appraisal, CPD, findings, pay scale and labor management relations has been described. In the final fourth chapter recommendations, conclusions, suggestions and appendix and bibliography are given. Letter of Transmittal 20 July, 2009 To Dr. Md. Ataur Rahman Professor, Department of Management Studies Faculty of Business Studies University of Dhaka Subject: Submission of Report. Dear Sir, With due respect, we are stating that we are a few students of MBA program Stream: HRM doing our report under Professor Dr. Md. Ataur Rahman. We are very happy to inform you that we have prepared our Report on â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited† and would like to submit it to you at this time. Therefore, we will be highly pleased if you accept our Report. Sincerely Yours, MBA 10TH Batch Stream: HRM Department of Management Studies Faculty of Business Studies University of Dhaka Acknowledgement At the very outset, we do hereby express our heartiest gratitude and countless thanks to the Almighty who has enabled us to prepare this report on â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited† We would like to thank our Professor Dr. Md. Ataur Rahman for his sincere guidance. We have done report our on IFIC Bank Ltd. We would like to thank the Managing director of the Bank, Md. Masiur Rahman; Senior Executive Vice President Head of HRD Research, R. M. Debnath. Md. Sahabuddin, Librarian of the IFIC Academy Library has helped us providing information about the HRM issues of IFIC Bank Ltd. Finally, we would like to thank all persons who have helped us to prepare our Report. Abbreviations Used |No. Abbreviation |Elaboration | |01 |IFIC |International finance investment commerce | |02 |MD |Managing Director | |03 |SEVP |Senior executive vice president | |04 |EVP |Executive vice president | |05 |SVP |Senior vice president | |06 |EVP |Executive vice president | |07 |VP |Vice president |08 |SAVP |Senior assistance vice president | |09 |FAVP |First assistance vice president | |10 |AVP |Assistance vice president | |11 |SSO |Senior staff officer | |12 |SO |Staff officer | |13 |G-1 |Officer grade-1 | |14 |PO |Provisionary officer | |15 |G-2 |Officer grade-2 | |16 |CASH/COMP |Cash/Computer officer | |17 |OA(SG) |Office assistance(security guard) | |18 |O. ASSTT. |Office assistance | |19 |SS |Security staff | |20 |O. ATT. Office attendance | |21 |Ltd. |Limited | |22 |HRM |Human Resource Management | Table of contents |Chapter no. |Particulars |Page no. | | |Executive Summary |3 | | |Letter of transmittal |4 | |Acknowledgements |5 | | |Abbreviations |6 | | |List of chart and graph |9 | | |Dedication |9 | |Chapter 1 |Introduction |10 | | |(a) Background |10 | | |(b) Objectives |10 | | |(c) Functions |11 | | |(d) Organ gram of the organization |11 | | |(e) Existing program of the organization |13 | | |(f) Future program of the organization |16 | |Chapter 2 |Research methodology |17 | | |(a) Objectives of the study |17 | | |(b) Data collection |17 | | |(c) Data interpretation |18 | | |(d) Limitations |19 | |Chapter 3 |Findings and analysis |19 | | |(a) Literature review |19 | | |(b) Human resource department |22 | | |(C) Workforce 22 | | |(d) Human resource planning |24 | | |(e) Recruitment and selection |24 | | |(f) Training and development |25 | | |(g) Performance appraisal |28 | | |(h) Career planning development |29 | | |(i) Findings |29 | | |(j) Pay scale |30 | | |(k) Labor management relations |32 | |Chapter 4 |Recommendations and conclusions |33 | | |(a) Conclusions |33 | | |(b) Recommendations |34 | | |(c) Suggestions |35 | | |Appendix |36 | | |Bibliography |38 | List of graph and charts In this report we have not used too much chart and diagram because the topic is the HRM related issue and not on the financial matters we are preparing this report so have used only four chart and graph. |Page no |Contents |Subject matters | |12 |Table |Organizational hierarchy | |23 |Bar Diagram |Workforce | |24 |Organizational chart |HRP | |32 | Bar diagram |Pay scale | Dedication Dedication to our course teacher Dr. M. Ataur Rahman And Our Mother and Father Date of submission: 20/07/09 Chapter 1 Introduction (a) Background of IFIC Bank Limited International Finance Investment and Commerce Bank Limited (IFIC Bank) is a banking company incorporated in the People’s Republic of Bangladesh with limited liability. It was set up at the instance of the Government in 1976 as a joint venture between the Government of Bangladesh and sponsors in the private sector with the objective of working as a finance company within the country and setting up joint venture banks/financial institutions abroad. You read "Human Resource Practice" in category "Papers". In 1983 when the Government allowed banks in the private sector, IFIC was converted into a full-fledged commercial bank. At that time this deposit was 231. 03 crore and profit figure was 5. 06 crore. Up to 2008 its number of branch stands to 65 and its paid up capital was 1,341,431,400 TK. The Government of the People’s Republic of Bangladesh now holds 35% of the share capital of the Bank. Leading industrialists of the country having vast experience in the field of trade and commerce own 34% of the share capital and the rest is held by the general public. The bank earned ever-highest operating profit during the year 2002 among all private banks of Bangladesh (except Islami Bank BD Ltd. ) The bank earned an operating profit of Tk. 55 crore during the year 2006. (b) Objectives of the organization The objective of the organization is to provide service to its clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge will make its position unique in giving quality service to all institutions and individuals that it care for. It is committed to the welfare and economic prosperity of the people and the community, for that it is working towards to gain progress to prosperity. The bank want to be the leader among banks in Bangladesh and make its indelible mark as an active partner in regional banking operating beyond the national boundary. In an intensely competitive and complex financial and business environment, it particularly focus on growth and profitability of all concerned. (c) Functions of the organization ) IFIC acts as an investment and finance company under arrangement of joint venture with the Govt. of Bangladesh. 2) It operates Foreign Exchange Business in a limited scale. 3) It operates as a commercial b ank. 4) It operates overseas joint venture such as in 1983 it set up its first overseas joint venture on the Republic of Maldives. 5) It acts as a joint venture Exchange Company. 6) IFIC establish overseas bank such as that branch in Pakistan at Karachi. 7) By joint venture activities it functions the act of second lease financing. (d) Organ gram of the organization The thirteen members of the Board of Directors are responsible for the strategic planning and overall policy guidelines of the Bank. Further, there is an Executive Committee of the Board to dispose of urgent business proposals. Besides, there is an Audit Committee in the Board to oversee compliance of major regulatory and operational issues. The CEO and Managing Director, Deputy Managing Director and Head of Divisions are responsible for achieving business goals and overseeing the day to day operation. The CEO and Managing Director is assisted by a Senior Management Group consisting of Deputy Managing Director and Head of Divisions who supervise operation of various Divisions centrally and co-ordinates operation of branches. Key issues are managed by a Management Committee headed by the CEO and Managing Director. This facilitates rapid decisions. There is an Asset Liability Committee comprising member of the Senior Executives headed by CEO and Managing Director to look into all operational functions and Risk Management of the Bank. Organizational hierarchy |Managing Director | | | |Deputy Managing Director | | | |Assistant Managing Director | | |General Manager | | | |Deputy General Manager | | | |Assistant General Manger | | | |Senior Principal Officer | | | |Principal Officer | | | |Senior Officer Grade-| | | | |Officer Grade-|| | (e) Existing program of the organization In 1976 IFIC was established as an Investment Finance Company under arrangement of joint venture with the Govt. of Bangladesh. In 1980 it commenced its operation in Foreign Exchange Business in a limited scale. In 1982 it obtained permission from the Govt. to operate as a commercial Bank. In 1983 setup its first overseas joint venture (Bank of Maldives) on the Republic of Maldives. Then it commenced operation as a full-fledged commercial Bank in Banglade sh. In 1985 it set up a joint venture Exchange Company in the Sultanate of Oman. In 1987 it set up its first overseas branch in Pakistan at Karachi. In 1993 it Set up its second overseas branch in Pakistan at Lahore. In 1994 it set up its first joint venture in Nepal for banking operation. In 1999 it set up its second joint venture in Nepal for lease financing. In 2003 the Bank celebrated its 20th founding anniversary. Other than that the Bank offers various loans and scheme to the customers. The major loans and schemes are the banks main product. The description of the products are given below. 1. Auto Loan: Rolls Royce, Ferrari or a Cadillac that’s for one born with good luck. For the one’s who dream to make their own luck. Come to IFIC for your desired Car. Getting the Loan: If you are an adult employed person and have an account with us then you can easily apply for the AUTO LOAN. Loan Size: Maximum Tk. 15 lac Loan Period: 12-60 months. 2. Consumer Loan: Life is complex as it is. IFIC makes your life-style easy and comfortable with the Consumer Durable Loan. So avail the easy facility offer. Getting the Loan: If you are an adult and employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 1 Lac. Loan Period: 12-36 months. Processing: Quick Processing Immediately,  Least Formalities. 3. Porua Loan: A good education is the foundation for a successful life. IFIC is offering the opportunity to students to pursue higher education opportunity with the loan facility. Getting the Loan: If you are an adult employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 8 Lac Loan Period: 12-48 months Processing: Quick Processing Immediately, least Formalities. 4. Flexi Loan: The demands and uncertainties of life getting you down? Here is the answer. Come avail yourself IFIC’s Flexi Loan, to turn the uncertainties of life to a certainty you can control. Getting the Loan: If you are an adult Bangladeshi employed by the Govt/Autonomous body/ Bank/ MNC/ NGO or any other kind of employed person with at least monthly Tk. 10,000 salary then you are eligible for the Flexi Loan. Loan Size: Maximum Tk. 3 lac. Loan Period:12-36 months. Processing: Quick Processing Immediately, Least Formalities. 5. Thikana Loan A man’s home is just not his castle, it’s more than an asset, and it’s an investment for his future generation. IFIC’s Thikana Loan helping you find your ADDRESS. Your life’s Satisfaction First. Getting the Loan: If you are an adult employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 75 Lac. Loan Period: Maximum 15 years. Processing: Quick Processing Immediately, Least Formalities. 6. Possession Loan For those people running a successful business from rented premises, IFIC BANK is there to finance you for loan. So your business can have its own Permanent Address. Getting the Loan: If you are a Bangladeshi entrepreneur with only 2 years of successful business record having a valid trade license and also have an account with IFIC, then you are eligible to apply for this loan. Loan Size: Maximum Tk. 5 Lac. Loan Period: Maximum 65 years on the date of maturity of the loan. Processing: Quick Processing, Immediately, Least Formalities. 7. Peshajibi Loan Whether you are a Doctor/ Engineer/ IT professional/ Management Consultant or any other professional come find out about IFIC’s advancement Peshajeebi Loan that lays the foundation for your career elevation. IFIC works for your professional Satisfaction. Getting the Loan: If you are an adult employed person and have an account with us then you can easily apply for the PESHAJEEBI LOAN. Loan Size: Maximum Tk. 5 lac. Loan Period: 12-36 months. Processing: Quick Processing Immediately, Least Formalities. 8. Retail Loan To the small entrepreneurs who know their trade yet feel frustrated by the lack of money to get a bigger share in the marketplace. IFIC BANK understands their problem and believes that financial support at the right time can take them to (their desired) right place. Getting the Loan: If you are a Bangladeshi entrepreneur with min of 2 years of successful business record, have a valid trade license and have an account with IFIC, then you are eligible to apply for this loan. Loan Size: Maximum Tk. 1 Lac. Loan Period: Maximum 2 years. Processing: Quick Processing Immediately, Least Formalities. 9. Pension Savings Scheme Empower yourself for a secure and prosperous future with IFIC PSS. Partnership for a prosperous and secure future. Features: Under this Scheme you can open a deposit scheme for Tk. 500, Tk. 1000, Tk. 2000 and Tk. 5000 per month for 3 or 5 years whichever suits you. You can make the deposit within 10th of each month (In case of holiday the next working day). You can get Loan up to 80% of the deposited amount You can receive the entire deposit amount with interest at one go or receive a pension on a monthly basis at a desirable amount of your monthly installments. For your clarity a Table of Deposit Scheme and after Maturity Payable Amount is given below: Monthly Installment 3 Years Scheme 5 Years Scheme Tk. 500 Tk. 20322Tk. 36266 Tk. 1000 Tk. 40645Tk. 72532 Tk. 2000 Tk. 81290Tk. 145064 Tk. 5000 Tk. 203225Tk. 362661 (f) Future program of the organization The banks future program is to provide service to its clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge make its position unique in giving quality service to all institutions and individuals that it care for. The bank wants to be the leader amongst banks in Bangladesh and make its indelible mark as an active partner in regional banking operating beyond the national boundary. For that reason it is making joint venture and new loans and schemes and expanding its business in the country and outside the country. Chapter Two Research methodology (a) Objective of the study The main objective is to analyze HRM issues and to find the different problems associated with different HRM activities. Specially: ? To find out different problems of HRM activities ? To judge the employees’ job satisfaction level ? To seek different problems of the employees in the banking sector ? To identify the reasons for which the problems are created ? To search ways to solve the problems of the organization ? To provide suggestions to solve problems of the employees and the banks (b) Data collection a) Primary sources: A questionnaire that are being answered by different people from IFIC bank Ltd. ? Guidelines and suggestions from our Professor Ataur Rahman. ? Interviewing the bank officials, specially the various officers of IFIC Bank Ltd, IFIC academy. b) Secondary Sources: ? Annual reports of IFIC Bank Ltd ? Different Published Booklets of IFIC Bank Ltd ? Different books ? Various published documents ? Various information from various website. ? Academic calendar 2007, IFIC Bank Limited. ? Different documents of the IFIC Bank Ltd. taken from Head Office the Branch. ? Web site: www. ificbankbd. com. (c) Data interpretation For data interpretation two approaches have been mainly used in this report, 1. Conceptual approach 2. Empirical approach. The approaches are discussed below: ? Conceptual approach: A theoretical section is given in this report (the company profile) to give an insight various information concerning the financial function. ? Empirical approach: This refers to that has been directly collected and interpreted from the survey on IFIC bank Limited. Statistical analytical tools such as trend analysis of the different variables such as number branches, employees etc. of the different years, analysis of the various performance indicators with the help of different tables, figures diagrams such as simple multiple bar diagram etc. are used in the report. Statistical Analysis such as standard deviation, co efficient of variation and mean is used to understand job satisfaction etc. Such as average job satisfaction of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 Coefficient of Variation (CV) is 24. 33 %. (d) Limitations of the study Nothing is beyond limitations. Everywhere and in every task there must have some sort of limitations. We also faced some problems at the time of preparing our report as well. The limitations are: ? Lack of availability of data ? Shortage of time ? Company’s restrictions to disclose all information ? Perceptual difference of the employees to measure job satisfaction Chapter 3 Findings and analysis (a) Literature review Our report is on the HRM practiced by IFIC bank so literature review is focused on the HRM terminologies. Human Resource Management (HRM) The set of organizational activities directed at attaining, developing and maintaining an effective workforce. Why is Human Resource Management (HRM)? It is not possible to run any organization (whether it is small or large) without people/ Human Resources. Organization must satisfy its employees to achieve its objectives. It is not possible without Human Resource Management (HRM). HRM is important for: ? Hiring capable/right employees for the organization ? Motivating employees ? Retaining capable employees ? Taking steps for guarding high employee turn-over Orientation, training and development of the employees ? Placing employees in the right jobs ? Maintaining good relation among the organizational members ? Developing team sprit, cooperation morale of the employees ? Delegating the authority responsibility among the subordinates ? Controllin g administration human resources of the organization Major Human Resource Management (HRM) activities are: ? Job analysis ? Recruitment Selection ? Orientation, Training and Development ? Compensation Management ? Job evaluation ? Performance appraisals ? Motivating Employees ? Communication Human Resource Management (HRM) Terminologies: Job analysis: A systematic procedure for collecting and recording information about the jobs. Compensation: Compensation is what employees receive in exchange for their work including their pay and benefits. Recruitment: the processing of attracting capable individuals to apply for the job that is open. Internal Recruitment: Internal Recruitment considers current employees as applicants for higher-level jobs in the organization. External Recruitment: People are collected from outside the organization to apply for the jobs. Employment tests: Employment tests are the devices that assess the probable match between applicants and job requirements. HRM selection: Selection is the choosing capable employees both the job and organization. Training: Teaching operational or mechanical employees how to do the jobs for which they are hired. Development: Teaching managers and professionals the skills needed for both present and future jobs. Training and Development Methods: Assigned readings, behavior modeling, case discussion, conference, Lectures, on the job training such as job rotation etc. Job evaluation: An attempt to asses the worth of each job relative to other jobs Performance appraisals: A formal assessment of how well an employee is doing his or her jobs. Benefits: Benefits are the things of value other than financial compensation that an organization provides to its workers. (b) Human resource department Human Resources Department is focused on recruitment and in-house training for both on the job and off the job Bank staff members through the Bank’s Academy. IFIC Bank Academy – the oldest institution in the private sector – was conceived of as an in-house training center to take care of the training needs of the Bank internally. Academy is fully equipped with a professional library, modern training aids and professional faculty. Library has about 4941 books on banking, economics, accounting, management, marketing and other related subjects. Main training activities consist of in-depth foundation programs for entry level Management Trainees. Specialized training programs in the areas like general banking, advance, foreign exchange, marketing and accounts etc. re also organized by the Academy depending on need. Frequently outreach programs are organized to meet demand for new and specialized skills. During its 23 years of existence, Academy not only conducted cour ses, workshops and seminars as required by the Bank, but it also organized training programs for the Bank of Maldives, Nepal Bangladesh Bank Limited and Oman International Exchange LLC. (c) Workforce Total manpower stood at 2,014 as on December 31, 2006. Out of them 1430 were officers and 584 were non-officer employees. The number of female employees in the Bank on the date was 275. Growth in workforce of the Bank from 1983 to 2006 is given below: Growth in workforce Year |Officer |Staff |Total | |1983 |61 |35 |96 | |1985 |264 |89 |432 | |1990 |512 |480 |992 | |1995 |964 |601 |1565 | |2000 |1151 |549 |1700 | |2005 |1415 |575 |1990 | |2006 |1430 |584 |2014 | Sources: IFIC Bank Academic Calendar 2007 Prepared from previous table [pic] Analysis: Total employees from 1983 to 2006 have been shown in this figure. Total employees was 96 in 1983, 432 employees in 1985, 992 employees in 1990, 1565 employees in 1995, 1700 employees in 2000, 1990 employees in 2005, and 2014 employees in 2006. (d) HRP [pic] (e) Recruitment and Selection The Recruitment Selection procedure of the bank is also related to its overall strategy. The bank is going to expand its branches in the near future and the bank is recruiting new employees junior officers to satisfy its long run objectives. Highly qualified employees are hired for the organization. Entry-level position minimum qualification: External sources: Provisionary officers: Minimum graduate Grade-2 officers: Minimum graduate Cash or computer officers: Minimum HSC Below the Above level: Minimum Class-VIII Internal sources: Other senior posts are filled by the internal sources except some technical or specialized field. (f) Training and development The Academy At the very beginning, the bank laid a foundation by setting up an academy at Head Office under Human Resource Division to develop human resource internally. Equipped with a professional library, modern training aids, professional faculty and other facilities, the Academy of the bank is a leading one among the banks in private sector. The Academy regularly conducts foundation courses, specialized courses and seminars in different areas of banking to take care of the professional needs. In addition, officers are regularly sent to Bangladesh Institute of Bank Management (BIBM) and Bangladesh Bank training Academy for professional training. Sending officers abroad for higher training is a regular feature. A Research Department also works in aid of HRD and other operational areas. The Academy has to its credit the experience of conducting several courses for the officers of the Bank of Maldives (BML) and Nepal-Bangladesh Bank Limited. In addition, it built up the training system for the Bank of Maldives Limited. The Academic activities: IFIC Bank Academy, established in 1983 as in- house training institution, takes care of the training need of the employees of the Bank. The objectives of the Academy are to: ? Make available skilled and dedicated workforce within shortest possible time by reducing time required for on-the-job training; ? Develop understanding about low and practice of banking through foundation training. Impart technical skill to the operational level officers through case studies/practical experience/demonstration/ project visit for efficient operations; ? Develop analytical decision making skills of the officers; ? Develop understanding about human/conceptual skill and organizational cultures; ? Impart managerial skills to groom future Execu tives and to keep existing Executives up-to-date with national and international environment. Types of programs For fresher, Foundation Courses on elementary knowledge of banking are organized. Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing etc. are meant for officials working in those areas. Senior level courses are run on specific knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain priority programs are also being conducted by the Academy. These include program on Anti-Money Laundering, new skills required to perform new jobs. Approaches to Training: Training conducted by the Head Office: Head Office uses off-the job training namely Lectures, Conference, Workshop, Management Game, Role playing, Behavior Modeling and Case Study etc. Training conducted by the Branch: Branches use on-the job training namely job rotation, Coaching/ under study approach, direct supervision by the senior managers. The Academy holds need-based training courses/workshops/seminars etc. which are finalized by HRD Division in consultation with various departments and senior Executives at Head Office. Training inputs are constantly reviewed/modified for achieving the Bank’s objectives. Methods in training include: discussion/lecture/workshop/case study/games/role play/film show/simulation/group work presentation /project visit and so on. On-the-job training Foundation courses have two parts: theoretical training in the Academy and job rotation. The officers on probation are requested to undergo both in a period of one year. During this period, three-phased training program is effective. On theoretical training in, say, General Banking the officers are required to undergo rotation in General banking activities under the supervision of the HRD. Similar process is followed in case of Credit Foreign exchange. They report to the HRD weekly about the progress in rotation when problem-oriented discussion takes place for better understanding. Faculty The Academy has built up a pool of professional trainers within the Bank. In addition to permanent and professional trainers, speakers are drawn from operational side so that on-the-job experience may be exchanged and shared. Over and above, speakers from Central Bank, professional training institutions, universities, research organizations, and Govt. rganizations are also invited to share views and experience. Senior and retired bankers are also regularly invited to enhance effectiveness of training. Library The Academy has a good collection of books, journals, magazines. The books are mainly on subjects like Banking, Economi cs, Accounting, Management and Marketing etc. as on December, 2006 the library had 5,461 books/titles. The books are issued to the employees usually for one month. In 1988, the Academy undertook steps to build up Mini Libraries at all the branches outside Dhaka with a view to helping the employees with books and reading materials for updating and upgrading their knowledge. Branches are supplied with books /journals etc. for their Mini Libraries from time to time. (g) Performance appraisal The performance of the employees is measured by the immediate supervisors of the subordinates. The peace rate system is not applicable. The performance of the employees is not directly applied in the compensation system. It only helps in increasing the score of the Annual confidential report (ACR) to their supervisors. It helps the employees get promotion to the higher positions. Minimum two years is required for promotion of the employees. Two Methods of evaluation for promotion: 1. Annual confidential report (ACR) scored by the immediate supervisor 2. Interview marks. Both marks are added together to prepare list for promotion. Statistical Analysis indicates Average Job Satisfaction Of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 Coefficient of Variation (CV) is 24. 33 %. (h) CPD For freshers, foundation Courses on elementary knowledge of banking are organized. Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing etc. are meant for officials working in those areas. Senior level courses are run on specific knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain priority programs are also being conducted by the Academy. These include program on Anti-Money Laundering, new skills required to perform new jobs. In this way the initiative for the new and young employees are conducted and their career path become smooth by taking this kind of training. (I) Findings ? IFIC bank Ltd. has capable workforce to compete with others. ? In Banks, specially in the senior position, experienced educated employees are required. ? Remuneration is high in the bank. ? Most of the employees are satisfied in the bank. ? Working environment in the bank is healthy fine. ? Employee welfare program has insurance facility, loan facility, provident fund transportation house rent allowances, and gratuity etc. ? Interest rate is very low for the employees. Training methods: lectures, assigned reading, job rotation are used good. ? Employees are sincere. ? Employees have to remain vigilant all times employees will be liable for their mistakes. ? Promotion depends on the performance Annual Confidential Report (ACR) scored by the immediate supervisor plus interviews score. ? Bank job is very challenging and stressful, especially in the top- level position. ? Risk management is very difficult task in the bank. ? Sometimes, promotion is delayed because of certain reasons in the banks. ? Sometimes, Employers use nepotism and favoritism at the time of employment and promotion of the employees ? Marketing activities especially deposit target to open account is a difficult task. ? In the bank job, handling the borrowers is a very difficult task. When any borrower comes in the bank and does not get any loan from the bank due to legal requirement procedure of the bank, In this case customers may want to do undue influence to the bankers. They sometimes threaten the bankers for getting loan from the bank. ? Interpersonal relationships communication are good. ? It is monotonous job. Especially employees have to reconcile the accounts: cash/clearing/transfer every day. ? Bankers sometimes have to work more than eight hours in a day without any remuneration. Music is played in the bank to remove monotonous working environment. ? Bonus is also paid on the basis of overall profitability of the banks ? Average Job satisfaction level is more than moderate i. e. , 3. 37 out of 5 (j) Pay scale Monthly compensation paid to the employees Total monthly compensation includes Basic salary; H ouse rent allowances, Conveyance allowance, Medical allowance, Entertainment allowances, Telephone. |No. |Abbreviation |Elaboration |Total Monthly compensation in taka | |01 |MD |Managing Director |300000 Approx. |02 |SEVP |Senior executive vice president |73000 | |03 |EVP |Executive vice president |68000 | |04 |SVP |Senior vice president |62800 | |05 |EVP |Executive vice president |54350 | |06 |VP |Vice president |49150 | |07 |SAVP |Senior assistance vice president |36700 |08 |FAVP |First assistance vice president |33600 | |09 |AVP |Assistance vice president |31500 | |10 |SSO |Senior staff officer |23300 | |11 |SO |Staff officer |20600 | |12 |G-1 |Officer grade-1 |17900 | |13 |PO |Provisionary officer |12000 | |14 |G-2 |Officer grade-2 |9100 | |15 |CASH/COMP |Cash/Computer officer |7690 | |16 |OA(SG) |Office assistance(security guard) |7000 | |17 |O. ASSTT. Office assistance |6100 | |18 |DRIVER |Driver |5300 | |19 |SS |Security staff |4200 | |20 |O. ATT. |Office attendance |3850 | Source: IFIC Bank Ltd. Graphical chart [pic] Total monthly compensation of the employees Vertical lines represent TK amount and the horizontal lines represent the rank of employees. Here is the rank of the 20 employees their salaries in taka. Rank can be known from the previous table, NO. -1 MD gets TK. 300000. 00 around Rank No. – 20 Office Attendance gets TK. 3850. 00 total compensation. (k) LMR There is no trade union in the private commercial bank. But there is no dispute between the employees and the management. Comfortable family environment, comfortable job, satisfaction in work, high remuneration, good customer Service, good interpersonal relation, highly outside inside personal relation development exist in the organization. Chapter 4 Conclusions and recommendations (a) Conclusions Banks play important role in the modern economy; Human Resources Management (HRM) issues play an important role in every organization and also in the banks. No organization can achieve its goals or can be good, until or unless it satisfies employees. Human Resources/ organizational members play the role of the crew who convert goals into the reality. In the banking sector, highly educated strategic personnel are required to create a competitive position to retain it for the long time. Training, principle of equality, job satisfaction, and career development are important in the bank. In the IFIC bank Ltd. The job satisfaction of the employees is more than moderate. Most of the employees are satisfied here. Bank is also satisfied with its employees. Bank’s salary structure is high but not highest in comparison with other commercial banks. Still comfortable working environment, good interpersonal relationship, and the benefits of the employees of the IFIC bank limited are also satisfactory. It has been operating since 1983 and it is a first generation private sector commercial bank in Bangladesh. It has retained its competitive position because of its performance and Employees have made the performance of the organization. Employee’s promotion selection should be fair to get sincere, qualified, dedicated employees. Its employee selection procedure should also remain free from nepotism, favoritism, and reference at all levels of management. Finally, the Bank must introduce modern banking system, adopt new technology, initiate new product, train its employees properly to do their job and keep employee satisfied. Bank’s performance is good for its satisfied employees. Bank is on the right track. Bank’s HRM policy is of course better, it has been able to satisfy its employees and customers as well. (b) Recommendations The authority of the IFIC Bank Limited should: Take initiative to motivate its employees to work more and to achieve its objectives. †¢ Take steps to remove stress and to manage stress in the job. †¢ Train its employees to manage the clients to create a positive image about the bank †¢ Take steps to guard against undue loan sanctions. †¢ Protect ban kers from the threat of the clients. †¢ Develop the practice sincerity and patience among the employees to handle difficulty in work. †¢ Take policy to cope with the problems of environment or technological change. †¢ Initiate highly automated system for the benefits of the clients earning more profit and reputation as well. †¢ Provide overtime allowances for the employees for working more than eight hours. Provide timely promotion to create motivated and dedicated, employees and to increase the performance of the bank and employees as well. †¢ Eliminate nepotism and favoritism from the workplace. †¢ Increase the salary/allowance/incentives for its marketing activity to reach better position †¢ Introduce Career Counseling for its employees. †¢ Increase recreational facilities such as Picnic, Football match etc. †¢ Train properly the employees to handle risk management issues effectively efficiently and †¢ Provide fast service deliv ery. (c) Suggestions The Branch Manager VP has said about â€Å"Staff motivation by management. † AVP has said about â€Å"Better policy for the changing scenario and also adopt farther automation like on line banking. Others employees have said about promotion exercise must be done every year, to do what is good for the banking sectors, timely promotion, better customer service, to increase salary plus other benefits, to establish day care center, service delivery first, proper training the officers staffs, and management should be careful about staff motivation. Appendix Department of Management Studies Faculty of Business Studies University of Dhaka Questionnaire about HRM issues of IFIC bank Ltd. Purpose of the Study: The purpose is to help a MBA student to prepare an report about HRM issues in the banking sector in Bangladesh in the light of the IFIC bank, Dhaka. 1. Name: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Designation: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦.. 3. Age: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4. Gender: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. Duration of employment: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6. Duration of employment in this bank: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7. Why do you choose job in the banking sector? a) High remuneration b) Easy job ) Comfortable environment d) Challenging job e) Other, please specify: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8. Why do you choose job this bank? a) Highly paid b) Easy to develop career c) Better performance d) Better HRM policy e) Other, please specify †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9. How do you feel about your job? a) Pleasant b) Unpleasant c) Indifferent 10. Your satisfaction level in the bank job: a) Very high b) high c) moderate d) Low e) very low 11. Most pleasurable thing in this bank job: †¦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‚ ¬ ¦.. 12. Your satisfaction level in the bank: a) Very high b) high c) moderate d) Low e) very low 13. Your relationship with your organization members: ) Very high b) high c) moderate d) Low e) very low 14. Most difficult things in the bank job: †¦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‚¬ ¦ 15. Most pleasurable thing in this branch: †¦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‚¬ ¦ 16. Your satisfaction level in training: b) High c) moderate d) Low 17. Educational qualification (last): a) Lower than SSC b) SSC c) HSC d) Graduate e) postgraduate 18. Are you satisfied with the culture of this branch? a) Yes b) No c) indifferent 19. Are you satisfied with the HRM policy of the bank? a) Yes b) No c) indifferent 20. Your special suggestions to improve the bank or branch Bibliography 1) Werther, William B. nd Devis, Keith, Human Res ource Management, 5th edition. 2) Griffin, Rikey W. , Management 5th edition. 3) Lesikar, Raymond V. and Pettit, john P. , Business Communication, 6th edition. 4) Academic calendar 2007, IFIC Bank Limited. 5) Different documents of the IFIC Bank Ltd. taken from Head Office the Branch 6) Web site: www. ificbankbd. com. [pic] ———————– Plan for dealing with predicted shortfalls or over staffing Compare future demand and internal supply Forecast external supply Forecast internal supply Predict Demand Assess trend in: ? External labor market ? Current employees ? Future organizational plans ? General economic condition Name ID NO. (1) Md. Mosharref Hossain 36 (2) Saheli Nargis64 (3) Md. Rashedul Hasan78 (4) Zubaer Shoaib86 (5) Md. Naharul Islam92 Name [pic][? ] |67Y[cdoeaO? A?  ©s†¹s†¹s|f|WQHh? â€Å"h†¡9 ©CJh†¡9 ©CJh? â€Å"h†¡9 ©B*[? ]CJ,aJ phy+jhDpB*[? ]CJ,U[pic]aJ mHnHphyu[pic]hOj h†¡9 ©B*[? ]CJ2aJ4phyhX[pic]? h’duB* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hX[pic]? h†¡9 ©B* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hX[pic]? h@4iB* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hemUB* CJ4aJ4phâ‚ ¬Ã¢â€š ¬ho ©B* CJ4aJ4phâ‚ ¬h†¡9 ©CJh? â€Å"ho! nCJ-aJ h[? ]’GhU /5? CJ h#5? CJ jRoll no. Signature 1. Md. Mosharref Hossain36†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Saheli Nargis64†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Md. Rashedul Hasan78†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Zubaer Shoaib86†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. Md. Naharul Islam 92†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ How to cite Human Resource Practice, Papers

Symbolic interactionism free essay sample

Mead was undoubtedly the Individual who transformed the inner structure of the theory, moving It to a higher level of theoretical complexity. (Herman-Kinney Reynolds Herbert Blumer, a student and nterpreter of Mead, coined the term and put forward an influential summary of the perspective: people act toward things based on the meaning those things have for them; and these meanings are derived from social interaction and modified through interpretation. Blumer was a social constructionist,and was influenced by Dewey as such this theory is very phenomenologically based. He believed that the Most human and humanizing activity that people engage In Is talking to each other (Griffin Two other theorists who have Influenced Symbolic Interaction theory are Yrjd Engestr ¶m and David Middleton. Engestr ¶m and Middleton explained he usefulness of symbolic interactionism in the communication field in a variety of work setting including, courts of law, health care, computer software design, scientific laboratory, telephone sales, control, repair, and maintenance of advance manufacturing systems. 3] Other scholars credited for their contribution to the theory are Thomas, Park, James, Horton, Cooley, Znanleckl, Baldwin, Redfield, and Wirth. [4] Basic premises and approach[editl The term symbolic interactionism has come into use as a label for a relatively distinctive approach to the study of human life and human conduct (Blumer, 1939). With Symbolic Interactionism, reality Is seen as social, developed Interaction with others. Most symbolic interactionists believe a physical reality does indeed exist by an individuals social definitions, and that social definitions do develop in part or relation to something real. People thus do not respond to this reality directly, but rather to the social understanding of reality. Humans therefore exist in three realities: a physical objective reality, a social reality, and a unique reality[clariflcatlon Both individuals and society cannot be separated far from each other for two reasons. One, being that they are both created through social interaction, and two, one cannot be understood in terms without the other. Behavior is not defined by forces from the environment or inner forces such as drives, or instincts, but rather by a reflective, socially understood meaning of both the internal and external incentives that are currently presented (Meltzer et al. , 1975). [5] Herbert Blumer (1969) set out three basic premises of the perspective: Humans act toward things on the basis of the meanings they ascribe to those things. The meaning of such things is derived from, or arises out of, the social interaction that ne has with others and the society. These meanings are handled in, and modified through, an interpretative process used by the person in dealing with the things he/ she encounters. The first premise includes everything that a human being may note in their world, including physical objects, actions and concepts. Essentially, individuals behave towards objects an d others based on the personal meanings that the individuals has already given these items. The second premise explains the meaning of such things is derived from, or arises out of, the social interaction that one has with other humans. Blumer, following Mead, claimed people interact with each other by interpreting or defining each others actions instead of merely reacting to each others actions. Their response is not made directly to the actions of one another but instead is based on the meaning which they attach to such actions. Thus, human interaction is mediated by the use of symbols and signification, by interpretation, or by ascertaining the meaning of one anothers actions (Blumer 1962). Meaning is either taken for granted and pushed aside as unimportant[clarification needed] or it is regarded as a mere neutral link[clariflcation needed] between the factors esponsible for human behavior and this behavior as the product of such factors. (Blumer 1969). Language is the source of meaning[dubious discuss][citation needed] and is negotiated through the use of it. We have the ability to name things and designate objects or actions to a certain idea or phenomenon. The use of symbols is a popular procedure for interpretation and intelligent expression. Blumer contrasted this process with behaviorist explanations of human behavior, which does not allow for interpretation between. In Blumers third premise the idea of minding comes into play. Symbolic nteractionists describe thinking as an inner conversation. (Griffin 62). Mead called this inner dialogue minding. Minding is the delay in ones thought process that happens when one thinks about what they will do next. The third premise is that these meanings are handled in, and modified through, an interpretative process[6] used by the person in dealing with the things he encounters. We naturally talk to ourselves in order to sort out the meaning of a difficult situation. But first, we need language. Before we can think, we must be able to interact symbolically. (Griffin 62). brought on attention to the roles people play. Role-taking is a key mechanism that permits people to see another persons perspective to understand what an action might mean to another person. Role-taking is a part of our lives at an early age. Playing house and pretending to be someone else are examples of this phenomena. There is an improvisational quality of roles; however, actors often take on a script that they follow. Because of the uncertainty of roles in social contexts, the burden of role-making is on the person in the situation. In this sense, we are proactive participants in our environment. [7] Mind, Self and Society[edit] Mind, Self and Society is the book published by Meads students based on his lectures and teaching. The title of the book serves as the key concepts of symbolic interaction theory. The mind refers to an individuals ability to use symbols to create meanings for the world around him. Individuals use language and thought to accomplish this goal. Self refers to an individuals ability to reflect on the way that he/ she is perceived by others. Finally, society, according to Mead is where all of these interactions are taking place. The l and the While establishing the idea of self, Mead introduces a distinction between the l and he me, respectively, the active and socialized aspects of the person. The me is a similar concept to Cooleys looking-glass self. An example of these concepts is the pygmalion effect whereby a person (l) behaves to match the sense of self (me) they derive from others, in a form of self-fulfilling prophecy.

Mughal Empire Essay Example

Mughal Empire Essay Mughal Empire Name: Institution: Mughal Empire We will write a custom essay sample on Mughal Empire specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Mughal Empire specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Mughal Empire specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In the 1526, Babur founded the greatest and the last empire in the Indian history, the Mughal Empire. Mogul is an English word derived from Mughal, which means a hugely powerful person. Babur father and mother came from the Timur’s and Genghis Khan’s Kingdoms respectively. After conquering the Delhi Sultan Ibrahim Sha Lodi in 1526, he named his empire Timurid that is the Mughal Dynasty (John, 1995, p.8). This one empire left a significant impact in India. It was during this period that most the beautiful monuments were set up in India, for instance, the Taj Mahal, which is one of the Seven Wonders of the World. The Mughal Empire lasted almost for three centuries, between 1526AD to 1857AD, in history; it is one of the largest centralized empires. This one empire had a considerable influence in ancient India and even in the post-India today. However, this empire was unable to last long, it come down after only three centuries. The Mughal Empire left a strong impression in the history of India. Their landmark achievements are still visible today. Among the most conspicuous achievements include, the Taj Mahal, the Red Fort in Delhi, the Humayan’s Tomb and the Fort of Agra. This empire was able to create the best-recognized monuments in the world. Through the Mughal’s, India came to the peak of beauty and refinement. In their works of fine arts, gardening, cuisine, and the emergence of the Urdu language, their work of making India recognized appears. During their reign, music and literature emerged was celebrated. For instance, the Sufi music was renowned by most Indians during that period. Despite all these great achievements, the empire was unable to stand the test of time. On 7 November 1862, the British threw the last emperor of the Mughal’s in prison in Burma just after the Indian rebellion of 1857. This was the end of a great dynasty in India. Aurangzeb is largely to blame for the decline of the Mughal Empire, unlike his predecessors; he did not struggle hard to win the loyalty of those he ruled. He never tolerated the non-Muslims; he ordered them, also take part in the celebrations and other Hindu activities. This made him lose the support and loyalty of the Rajputs (Keene, 2007, p.11). He killed Sikh Guru was not welcomed by the Marathas making them declare war against him. Those who succeeded Aurangzeb were extremely incompetent. They did nothing to protect the empire, but instead were more into pleasure and thus made them quickly become unable to rule the state. The rulers were unable to come up with a definite law for the people. This caused war amongst the emperor’s sons each time an emperor died. These created rooms for anarchy since each son used the noble members of the family to enable him ascend to the throne. The availability of luxuries and wealth caused laziness among the Mughal’s army. This made the m inefficient, ineffective and corrupt; this proved them disloyal to the commander making them loss battles. They often fought themselves for money and women. This also created room for the rise of new political powers like the Sikhs, Jats and Marathas. These new powers were annoyed by the rule of the Mughal’s, broke away to form their own states, weakening the empire. The coming of the British put an end to the Mughal’s empire. They greatly messed the politics of India and set up their own empire in India, the British Empire that lasted for 200 years. The constant wars had an adverse effect on the economic ability of the empire. In conclusion, the Mughal’s empire came down due to own making. References Richards, J. F., Johnson, G. (1995). The Mughal Empire. Cambridge [u.a.: Cambridge Univ. Press. Keene, H. G. (2010). Fall of the Moghul Empire of Hindustan. S.l.: General Books.

Lebensborn essays

Lebensborn essays Lebensborn was a Nazi program whose goal was to create a master race because the Nazis were planning for a thousand- year Reich. Lebensborn literally means spring or fountain of life. It was established and controlled by Heinrich Himmler. He created it on December 12th, 1935. Its objective was to give racially pure young girls the opportunity to give birth in secret. The child was then given to the SS, which was in charge of the childs education and adoption. In the beginning, the Lebensborn consisted of SS nurseries. But in order to create a "super-race", the SS transformed these nurseries into meeting places for racially pure German women who wanted to meet and make children with SS officers. If the baby was handicapped or impaired, it would be allowed to starve or otherwise terminated. Suitable Aryan families were allowed to adopt healthy babies. In some cases they were SS families. The Lebensborn program was transformed into a much larger effort by kidnapping large numbers of foreign children. Lebensborn homes were established in other countries. These kidnappings were organized by the SS in order to take by force children who matched the Nazi's racial criteria, which was Nordic, Alpine, or Westphalian blood, blond hair, blue eyes, and a narrow nose. Polish, Czechoslovakian, Norwegian, and French children were kidnapped. Thousands of children were transferred to the Lebensborn centers in order to be "Germanized". In these centers, everything was done to force the children to reject and forget their birth parents. The SS nurses tried to persuade the children that they were deliberately abandoned by their parents. The children who refused the Nazi education were often beaten. Most of them were finally transferred to concentration camps and exterminated. The others were adopted by SS families. Also many children were not of suitable Aryan background and those w ere also sent to a c...

Gender Based differences and management style Research Paper - 1

Gender Based differences and management style - Research Paper Example The Author has therefore explored the challenges of stereotyping gender and the levels of the stereotypes among different communities. The author has therefore considered the role that culture plays in the beliefs of stereotypes. The author of this book has therefore outlined the different issues as the stereotypes are evident. The Author has based his views on the analysis of the texts which has formed the foundation of his arguments. The author of this book has therefore discussed the three different perspectives which the author believes are the most common and compelling ones. The author has discussed the gender conscious among the different cultural communities, whether the communities recognize gender or they are gender blind and the perception (Johnsen, Maznevski & Schneider, 23). The Author asserts most communities wants to believe when the reality is created through seeing. The main idea of the book is that it outlines the gender differences in leadership. The write of this book has examined the differences in gender across cultures, and how the management principles and tactics are influenced by these diversities. This book hold the view that this diversity and differences in gender and leadership may influence a company’s initiatives, policies and other principles making them even more diverse. In this perspective, the writer of this book advocates for the differences in gender within the leadership of a company especially the top management teams. The author of this book actually asserts that the differences in gender plays an important role in diversifying the company’s planning and hence the company would be capable of including both the long term goals as well as the short term goals which are very important. It is also important to note that the company would escape overlooking certain areas that might be important for the company in

LDPs Long Domination in Japanese Politics Until 2009 Essay

LDPs Long Domination in Japanese Politics Until 2009 - Essay Example The Liberal Democratic Party has managed to maintain power in Japan for a very long period due to certain attributes that facilitated the bringing out of its strengthsÃ'Ž. Despite the successful run is not a product of a few approaches or interventions, certain concepts of success stand out than the rest.The commonly held opinion on the success of the party revolves around three main factors variously referred to as the Iron Triangle. LDP success as a political powerhouse in Japan depended on a number of factors creating a network of interaction between bureaucracy, politics and private sector contribution in policy formulation and implementation. Reliance on the traditional vote rich regions to instigate domineering politics ensured that the party had tight grip of political following across the country. In order for the party to facilitate a lengthy political presence in national governance, elimination of completion from opposition meant introduction of unfair practices against t he weaker players. Such a structure had to come to an end with due course and LDP was ousted by the DPJ in 2006, making its recovery a complicated affair to handle. In view of the political environment in Japan under the governance of the DPJ, it is doubtful that the LDP will return to its former glory of domination and unmatched power.

Article Critique #2 Essay Example | Topics and Well Written Essays - 500 words

Article Critique #2 - Essay Example Suchman and Luthar have collaborated on several related projects in the past. Self-referencing in this case is acceptable because other sources are credible. This 2007 article is related to prior work done by the authors and the different studies apparently support one another. The authors assert that parental control results in better behavior outcomes for children, and parental warmth results in better psychological outcomes. Mothers in the study were taken from a population participating in methadone treatments, and randomly assigned to either control-training group therapy or warmth-training group therapy. The group therapy lasted for 24 weeks and the children and mothers completed assessments a total of seven times during the study. A total of 98 mother-child pairs participated all the way through the study. The authors’ hypotheses were that mothers who exhibited greater control over their children’s behavior while still allowing them to be autonomous would have children with fewer behavioral issues, and that mothers who exhibited warmth toward their children would have children who were better adjusted. The findings of the study proved that these assumptions were true, to a degree. Since all the data was self-reported, the mothers and children saw themselves differently. For instance, children who rated their mothers high on the parental control scale were not looked at by their mothers as having fewer problems, but the children’s self-report showed they had fewer problems with behavior. And, when both mothers and children rated the mothers high on the warmth scale, those children reported greater problems with internalizing behaviors such as depression. Obviously, children view their mothers differently than they view themselves; one reason for this could be that the mothers were trying to make changes in their parenting styles and the children were not yet responding in line with the parents’ changes. The randomized assignment of the

Moods Themes And Ideas Created English Literature Essay

Moods Themes And Ideas Created English Literature Essay Growing up is an inevitable and everlasting process in every humans life, it is the way that we develop and the choices we make that define our personality. The fragility of childhood does not only refer to physical characteristics, this stage in life is when one is most socially delicate, and most easily manipulated by societys many stereotypes. In this composition, explore the themes of childhood, excitement and innocence in the 6 poems of Section C in the reading anthology will be explored. By analyzing the themes, literary techniques and writers craft that may be more cryptic to the average reader, we can reveal just how each respective author attempted to depict childhood, innocence or a completely other theme in itself and the personal motives that may have been behind this emotional topic. The 3 poems; Once Upon a Time, A Mother in a Refugee Camp and Prayer Before Birth written by Gabriel Okara, Chinua Achebe and Louis MacNeice respectively share a common goal to criticize some of the principles and ideals of modern society. Particularly in A Mother in a Refugee Camp, the author Chinua Achebe attempts to portray images to the reader that would normally be unheard of in a modern home due to how terrifying and horrendous they are. The cringe-inducing actions that take place in the extract show the audience just how gruesome the poor conditions are, furthermore, the way these events are depicted to the reader allows them to understand just how insubstantial the events are. Achebe compares their life to perhaps the readers when he writes, In another life this would have been a little daily act of no consequence before his breakfast and school; now she did it like putting flowers on a tiny grave. This bold comparison compares a normal morning routine with putting flowers on a grave, using such a simile shows that the occurrence in Achebes writing, the death of a child, happens all too often in the camp and is not of great significance. The idea that different people have different views on the same events is a main theme in this poem and life, especially when it comes to childrens perspectives. This is also the main theme in the poem by U.A. Fanthorpe, Half-past Two, the child being referred to for the entire poem is yet unable to comprehend time in the same way that others do, instead his perspective is different, picturing the times only as how they are significant to him, nothing more. This is probably true to an extent for everyone, not only children, in that not being able to understand something doesnt restrict our curiosity and we try to incorporate it into our lives regardless. Alternatively, in the piece Once upon a time by Gabriel Okara the concept of adults starting to lose their humanity as they mature is related to how pure and innocent children are. Evidence of this theme is shown towards the end of the poem when Gabriel Okara writes that the father is asking his son to teach him how to live and regain his former self. So show me, son, how to laugh; show me how I used to laugh and smile once upon a time when I was like you. This is done to show the reader just how envious an adult may be of their child who is yet to be exposed to the crippling stereotypes the modern day has to offer and of just how large a scale a poisoned society may affect ones mind. Moreover, the persona (the father) seems to be a bit envious of his child, he deeply wishes to be able to experience the naivety and innocence of being a child once more. I want to be what I used to be when I was like you. This shows that from the viewpoint of an adult, youth is something to be cherishe d dearly, which leads on to the next idea that childhood should not be taken for granted which is also explored in the poem by Vernon Scannell, Hide and Seek. It seems a long time since they went away. Your legs are stiff, this part of the poem is a metaphor that all of the childs friends have already lost interest and moved on, hence accentuating how little time we have, that childhood should be made the most of and that this is only truly realised when it is eventually lost forever. In Louis MacNeices piece, Prayer Before Birth he expresses how negative he thinks the typical modern lifestyle is. MacNeice creates an image of a perfect world from his perspective by using a single stanza to describe this ideal place. The third stanza serves this purpose, the way it is much livelier creates an impression on the reader as the rest of the poem is dark and depressing. In MacNeices poem, a vast array of techniques are used to better convey the theme of an unforgiving modern society for most of the writing, for example the repetition of the word me and the numerous instances of alliteration aid MacNeice in his attempt to engage the reader show them just how passionate he is about this subject. This is a stark contrast from the third stanza where MacNeice begins to use a calmer town and softens the rhyming and alliteration that was almost aggressive prior to the third stanza. For example, the phrases such as sing to me sound for friendlier than in the first two stanzas. T he way MacNeice wrote this poem makes it extremely apparent to the reader how passionate he is about his views on modern society; he shows his viewpoint of what humanity currently is in a bad light, while comparing it to his own wants which are shown to be a great solution. The final sentence of Prayer Before Birth ends the poem in quite a gruesome manner, Otherwise kill me. This is after the long list of desires the unborn child wishes to be born in to, after its prayers. MacNeice is hinting that if he had the choice before he had been born to be saved from this toxic humanity he would rather have not been born. Furthermore, he is possibly presenting an ultimatum to the audience that if the persona in his poem cannot be born into their ideal world they would rather not be born at all. Another key point displayed in this poem is the helplessness and delicacy of a child, in this case an unborn one, this theme is can also be seen in D. H. Lawrences poem, Piano the children in both of these poems are completely unable to fend for themselves. In Prayer Before Birth the child is unborn and just hoping to be born into the best possible environment, whereas in Piano a grown man is looking back on his childhood, no aware of how incompetent he was as a child and how he shall never be able to experience such a time again. All six poems I have written about portray our childhood as a time of purity, innocence and simplicity. In some poems it clearly shown to be the main themes while in others it is depicted far more subtly. In Prayer Before Birth, the use of some phrases describe the childs fears accentuate how childish the persona truly is, blood sucking bats and club-footed ghouls these may seem comical to the reader but from the perspective of the unborn child they are indeed their worst nightmares, further proving the personas innocence. Furthermore, the child refers to itself in first person a staggering amount of times, each stanza but the last is started with I while me and my are very common too. This gives the reader of the poem and insight into how frantic the child may be as the pace of the poem seems to be increasing throughout, the child seems only to be concerned with their own safety. This reflects a somewhat immature character that is yet too narrow minded to be afraid for anything that will not concern them. Once Upon a Time seems to celebrate childhood far more than the other two main poems I have chosen to write about, Gabriel Okara depicts the persona to be an adult looking back on his childhood and wishing he could experience it again, thus showing how much he misses it. However, the other two poems do not express this theme at all, in Prayer Before Birth the unborn child is listing all the terrible things modern society has waiting for it, even in childhood and MacNeice ends the poem with the child saying that it would rather stay unborn than be corrupted by such a poisonous environment in the childs opinion. Moreover, A Mother in a Refugee Camp supports the idea that childhood can be extremely painful too, not just to the child but to their parents as well. Achebe attempts to convey to the reader that despite the death of children happening so often it is still a terrible and soul ripping occurrence. It is stated that her child has already died and that the mother will soon have to forget this once again illustrates just how fragile children and life in general can be without proper conditions. Ultimately, Gabriel Okara, Chinua Achebe and Louis MacNeice use a wide array of literary techniques to convey various moods, themes and ideas that they want the audience to experience. They regard childhood as a time of purity, innocence and fragility and the ageing process as a slow and inevitable corruption of the mind and body. Each writer has different ways of representing these ideas; Gabriel Okara makes use of emotive language to illustrate an adult showing his envy to a childs innocence. Whereas Chinua Achebe uses a child to represent the only source of hope and happiness in a condemned and forgotten place, a refugee camp. Finally, Louis MacNeice attempts to depict children as a symbol of clarity, yet to experience the exploitation of society.

A Strong Work Ethic Essay -- Personal Narrative Dad Father Essays

A Strong Work Ethic He was just an average guy. Nothing special to most people, I guess. But to me, my dad exemplified the epitome of a hard-working, loyal employee. He hardly ever called in sick; and if he did, he was really sick. He never dreamed of arriving late, clocking out early, or shirking his duties. He was glad to have a job that provided for his family and spoke proudly of his job with General Motors. I can still recall him going off to work in his freshly-laundered, navy blue uniform. Mom would pack Dad a nutritious lunch and carefully slip it inside his gray, metal lunch box. Then he’d kiss her good-bye and strut proudly out the door. Dad worked all kinds of crazy schedules. Sometimes he worked the late shift, so we would eat together as a family when us kids arrived home from school. Then Dad would go off to work. This schedule was extremely difficult in the summer because Mom would have a tough time keeping us quiet so Dad could sleep. Even on those occasions when my brother and I would have one of our spats and wake Dad out of a sound sleep, he seemed to take it all in stride. It was amazing how quiet we got when we heard the bedroom door creak open. My mom would be frazzled and say, â€Å"Sorry, Honey, I know you need your rest.† Dad would shrug his shoulders and say, â€Å"Don’t worry about it.† Dad never really complained about much. He worked hard to make ends meet so Mom could stay home with me and my brother. Of course, that was pretty much how it was in most households back then. We didn’t have a lot of money, but Mom and Dad always put us kids first. They rarely bought anything for themselves that wasn’t considered a necessity but always made sure we had what we wanted. Dad wa... ...ut we can instill in our children an appreciation for hard work and doing a good job at whatever they do. A little less complaining and more willingness to give a little on both employees’ and employers’ parts would certainly go a long way. Treating each other with respect and appreciation helps to create a meaningful working relationship and fosters loyalty that is so often lacking in today’s workforce. As I look back on my life, I can picture Dad going out the door to work, just like it was yesterday. His flawless example and strong work ethic have influenced my life in so many areas. I have always admired him for putting his family first but am just beginning to realize how his attitudes toward work impacted my own life. His values and work ethic are now being passed on to my own children, and I wouldn’t want it any other way. A Strong Work Ethic Essay -- Personal Narrative Dad Father Essays A Strong Work Ethic He was just an average guy. Nothing special to most people, I guess. But to me, my dad exemplified the epitome of a hard-working, loyal employee. He hardly ever called in sick; and if he did, he was really sick. He never dreamed of arriving late, clocking out early, or shirking his duties. He was glad to have a job that provided for his family and spoke proudly of his job with General Motors. I can still recall him going off to work in his freshly-laundered, navy blue uniform. Mom would pack Dad a nutritious lunch and carefully slip it inside his gray, metal lunch box. Then he’d kiss her good-bye and strut proudly out the door. Dad worked all kinds of crazy schedules. Sometimes he worked the late shift, so we would eat together as a family when us kids arrived home from school. Then Dad would go off to work. This schedule was extremely difficult in the summer because Mom would have a tough time keeping us quiet so Dad could sleep. Even on those occasions when my brother and I would have one of our spats and wake Dad out of a sound sleep, he seemed to take it all in stride. It was amazing how quiet we got when we heard the bedroom door creak open. My mom would be frazzled and say, â€Å"Sorry, Honey, I know you need your rest.† Dad would shrug his shoulders and say, â€Å"Don’t worry about it.† Dad never really complained about much. He worked hard to make ends meet so Mom could stay home with me and my brother. Of course, that was pretty much how it was in most households back then. We didn’t have a lot of money, but Mom and Dad always put us kids first. They rarely bought anything for themselves that wasn’t considered a necessity but always made sure we had what we wanted. Dad wa... ...ut we can instill in our children an appreciation for hard work and doing a good job at whatever they do. A little less complaining and more willingness to give a little on both employees’ and employers’ parts would certainly go a long way. Treating each other with respect and appreciation helps to create a meaningful working relationship and fosters loyalty that is so often lacking in today’s workforce. As I look back on my life, I can picture Dad going out the door to work, just like it was yesterday. His flawless example and strong work ethic have influenced my life in so many areas. I have always admired him for putting his family first but am just beginning to realize how his attitudes toward work impacted my own life. His values and work ethic are now being passed on to my own children, and I wouldn’t want it any other way.

Movie Crash Analysis Essay

Choose three characters from the movie crash and compare their relationship elements based on social status, gender dynamics, age, race and tolerance of uncertainty. The opposing characters within the movie â€Å"Crash† depict contrasting lifestyles, attitudes and behaviours. The elements of social status and gender dynamics determine the characters’ tolerance for uncertainty as well as the ways in which they react to societal situations. A situation which may be quite dramatic and life changing for one person might be minimal for another. The following characters including: Jean Cabot played by Sandra Bullock, Daniel played by Michael Dena, and Officer Ryan played by Matt Dillon will be explored throughout this paper. Sandra Bullock’s character â€Å"Jean Cabot† illustrates an unforgettable amount of fear, stress, anxiety and turmoil within the film. For Jean, an upper class, affluent, Caucasian female, it is difficult for her to accept the fact that she has been a victim of a reckless crime as she and her husband were demanded to leave their vehicle while two black males with guns, drove off leaving them terrified and without their car. Jean makes it clear that the incident was in fact her fault because she knew it was going to happen. She makes it clear that she feared the two men based on their skin colour and that she initially did not say anything to her husband because she didn’t want to be implied as racist. Jean’s character shows an immense amount of anger but also a prominent stereo-typical attitude. Based on one experience Jean has had she then proceeds to discriminate against Daniel, a Mexican male who comes to her house to change her door locks. Daniel played by Michael Pena is a working class male in his early 30’s. He has a home and a family and is unfortunately discriminated against time and time again within the film. He is depicted within the film as having a happy life and a caring nature however, he lives in a lower-class neighborhood and can’t help many of his life circumstances. Rather than Jean being the victim it could be made quite obvious that Daniel is in fact the one who is now being placed in a target position. While both Jean and Daniel are victims in their own way, their reactions are immensely diverse. Daniel is a lot more calm and collected. Although his anger shows on his face, he has strong control over his emotions. Rather than speaking up in an angry tone after Jean directs biased comments against him, he still leaves her house with poise. Officer Ryan played by Matt Dillon has a fascinating role within this film. He is a police officer who has been part of the force for quite some time. It is apparent that he has had many incidences where it could be seen as understandable for him to have certain views of individuals based on social class, colour and background. His experiences in the force have allowed him to be present in a variety of situations that have shaped the way he sees individuals. At the beginning of the film, we are made to believe that Ryan is a racist, discriminatory, arrogant cop. Although we learn throughout the movie that some of his experiences do base his strong view points on truth. This is no excuse for him however to inappropriately touch a female car passenger when questioning her and her husband for a minimal accusation. All three of these characters can be compared and contrasted based on their diverse up-bringing and life experiences. For Daniel it is apparent that he has been challenged and turned against throughout his life. However, he has learned to cope and exudes poise and compassion for others. In contrast, Officer Ryan has also been through challenging times and has been a witness to years of criminal activity. Rather than demonstrating any kind of remorse or compassion for innocent victims, he is extremely judgmental even before anyone has proven to commit illegal actions. Both Jean and Ryan share similar hypercritical attitudes towards anyone that they assume could be involved in crime. It is quite sad however, to observe Jean’s discriminatory behavior throughout the film. Particularly seeing as how she has a Mexican female housekeeper, she is still terribly biased and subjective towards others. The symbolism between Jeans relationship with her housekeeper and the way she treats others is prominent. Ironically towards the end of the film, Jean makes a strong statement pointed at her housekeeper that she in fact is her only friend, which promotes the idea that Jean could be making amends with her negative past behavior. In terms of gender dynamics, it is evident that the female characters are significantly more emotional than that of the males. Jean is tremendously expressive in her behaviour while the male roles hold more of their emotions on the inside. Social class as well as gender also has a significant effect on the way the characters display their feelings. Jean is from a far more sheltered world while Daniel has been exposed to a harsher reality. It is only natural that Ryan is confident when it comes to expecting the unexpected as that is his role in life. This is despite the fact that it was inexcusable for him to have carried an undesirable arrogance and a discriminatory attitude at every turn. Throughout â€Å"Crash† the connection between the characters is much more than circumstantial. It is in fact human nature. The movie encourages the audience to realize that we are connected in a much larger context. This context is one that includes human qualities, experiences and emotions. We are all part of one world that has developed and made its own distinctions between itself. People separate themselves based on classifications such as social status, race, age and gender. This separation was depicted clearly in the movie and was shown to create a negative, discriminatory society. The irony of it all was that the characters made it a point to separate themselves from one another yet life brought them together through circumstances and although they may have thought they were vastly different from one another, their lives were in fact very similar.

Education Systems in Hong Kong Essays

Education Systems in Hong Kong Essays Education Systems in Hong Kong Essay Education Systems in Hong Kong Essay Education system in Hong Kong Education system is the system of formalistic transmittal of cognition and values runing within a given society. In Hong Kong, there are twelve old ages of compulsory schooling, six old ages in primary school and six old ages in junior secondary school. This leads to the HKDSE ( Hong Kong Diploma of Secondary Education ) exams. Students gain entry to a scope of post-secondary, vocational and third classs offered by a assortment of establishments based on the consequences of the HKDSE. The bulk of university classs offered by Hong Kong universities will besides undergo a alteration in construction for pupils graduating with the HKDSE. Cram schools in Hong Kong are called tutorial schools. These cram schools put focal point on the major public scrutinies in Hong Kong, viz. HKDSE, and teach pupils on techniques on replying inquiries in the scrutinies. They besides provide pupils tips on which subjects may look on the coming scrutiny ( called inquiry tipping ) , and supply pupils some sample inquiries that are similar to those that appear in the scrutinies. Some cram school instructors in Hong Kong have become adored and pull many pupils to take their lessons. These instructors are called King of coachs . The instruction system in the district is chiefly focal point on the local public test HKDSE. Students focus on the public test HKDSE since they have to strike for a University Degree. Cram schools in Hong Kong are referred to as Tutorial schools. Harmonizing to Census and Statistics Department of Hong Kong, A tierce of secondary school pupils went for private tutoring. The schools focal point on the two major local public scrutinies, viz. HKDSE and Teach pupils the techniques of replying inquiries in the scrutinies, every bit good as supplying pupils tips on subjects which may look on the scrutiny. Cram schools in Hong Kong are celebrated because of the emphasiss from Hong Kong Diploma of Secondary Education ( HKDSE ) . These cram school learning includes practising exam inquiries and grammar drills. Furthermore, they provide theoretical account essays for English linguistic communication test. However, some schools are non licensed, and few pedagogues have learning makings. Their instruction is fun to appeal to the pupils but small utile for these pupils. For illustration, in my experience, I studied seven topics in my secondary school and for Hong Kong Diploma of Secondary Education scrutiny ; they are Chinese, English, Mathematics, Physics, Chemistry, Liberal Studies and mathematics Module Two. In order to acquire a good consequence in the scrutiny, I went to tutorial school for four topics four times per a hebdomad. Although the tutorial fee is high, most of pupils believe that tutorial category can assist them to better their consequence and obtain a higher consequence tha n expected. While jaming may assist you retain some information, this keeping is merely impermanent. Houghton College warns that jaming can take pupils to bury of import inside informations on the twenty-four hours of the trial. Losing memorized stuff in the long term can be damaging if this information will look once more on a ulterior trial, such as a midterm or concluding test. Jaming makes it so you have to re-study many of these constructs on later trials, because of the short-run nature of the memorisation. Re-studying stuff is a waste of clip that can be spent on other assignments. One of the most touchable disadvantages of jaming for a trial is increased emphasis. This emphasis can negatively impact your concentration and public presentation on the test. Lander University warns that jaming requires an tremendous sum of attempt and loss of slumber, ensuing in pupils having lower-than-usual classs the undermentioned twenty-four hours. The emphasis can besides ensue in exhaustion and an inability to concentrate on the stuff while seeking to analyze. A unagitated head will ever execute better, and it s hard to stay unagitated when faced with a limited sum of clip to fix for all the parts of an test. One of the primary features of cramming is holding deficient clip to efficaciously cover all the necessary stuff. Another effect of the clip restraint is information overload, in which pupils feel overwhelmed by the sum of stuff they must larn and reexamine in a little sum of clip. Information overload can do pupils encephalons to experience like they have shut down, doing farther analyzing unproductive. Besides, stalling can take to pupils holding merely adequate clip to memorise things instead than exhaustively understand them, which can harm them on trial twenty-four hours. Education in Hong Kong has frequently been described as spoon feeding . Cram schools in Hong Kong have besides become a popular criterion in analogue to regular instruction. The dominant ways of believing about instruction system, particularly cram school, are excessively exam-orientated. Student may simply get academic cognition since they wholly focus on the HKDSE ( Hong Kong Diploma of Secondary Education ) test. Education system is going a system that memorizes the lexicon. When pupils have memorized selected cognition, so they will be given a one-day trial, based on dictionary cognition. Knowledge merely has value when used with a procedure and procedure in an unreal environment is non predictable or mensurable. Besides, some have criticized the system for holding excessively narrow of a watercourse focal point, excessively early on. Legco Member Alan Leong of the pointed out in a invitee talk at the Chinese University of Hong Kong that secondary degree scientific discipline pu pils are incapable of take parting in meaningful treatments on history, humanistic disciplines, or literature. Vice versa journalists of humanistic disciplines watercourse background are incapable of accurately discoursing technological issues. A typical Hong Kong pupil compared with other pupils, even against other pupils in the Asia part, lacks systematic decision-making assurance and relies on repeat and undeveloped replies. However, school is non merely a topographic point where students are ‘educated’ receiving, in peculiar, ‘moral’ Education, but besides a topographic point where they are ‘taught’ and learn specific topics. Our society says merely academic rudimentss are of import and that is based on roll uping cognition without understanding its value. Processing of cognition, utilizing inspiration, airy aspirations, creativeness, hazard, ability to resile back from failure, motive are besides critical to pupils. Most instruction establishments don’t see these accomplishments. These accomplishments are associated with understanding the value of cognition. Functionalist theory fundamentally suggests that society is made up of interrelated establishments and supports strength through societal harmoniousness. ( Vissing, 2011 ) Functionalists see society as a meritocracy. An illustration is that people get what they deserve in occupations based on the consequence that they’ve done in school. Functionalists believe that instructions teach the accomplishments needed for a occupation, therefore assist the economic system. Education sorts the cagey people from the midst for the right occupations. On the other manus, Functionalists believe that instruction is secondary socialisation. Anthony Smith asserts that functionalists visualize the society, which structured like a human organic structure. For illustration, parts of our organic structure map together to keep a healthy whole. In a society, instruction and household plays a critical function of the parts and all map together to keep the whole society. Emile Durkheim pointed out besi des that instruction eases children’s passage from the particularistic household to the universalistic work environment and besides, really significantly that instruction plays an of import function in the socialisation procedure. Conflict theoretician ( Marxism ) make the instance that there is an ordered system of inequality that is good to the people and organisations that have more power and resources than others. ( Vissing, 2011 ) Marxists believe that instructions help capitalist economy by learning childs what they need to work for the capitalists and warrant inequality because the working category childs fail tests. Besides, instructions pass on beliefs that all is just in society. In the yesteryear, the local instruction system has been really exam-orientated. However, in recent old ages at that place have been some moves towards fewer tests ad more uninterrupted and formative appraisal. A quality instruction is critical and it should custom design that addresses the alone abilities of each pupil and has a positive emotional experience. Custom instruction evaluates natural endowment and how the pupil learns. This is why place schooled pupils out perform schoolroom pupils. Parents learn what works and does non work, so concentrate on what plants. With this method, pupils develop a love to larn and larning becomes a womb-to-tomb procedure, therefore assisting pupils to make best in their hereafter in their life. Mention: Badarinza, C. ( 2011 ) . Collateralized Debt and Social Externalities.Job Market Paper,GoetheUniversity. Cheng, L. ( 1997 ) . How does washback influence learning? Deductions for Hong Kong.Language and Education,11( 1 ) , 38-54. Education Commission. ( 2000 ) . Learning for life, larning through life: Reform proposals for the instruction system in Hong Kong. Parkin, F. ( 1979 ) .Marxism and category theory: A businessperson review( pp. 25-27 ) . London: Tavistock.