Financial ratio analysis Essay Example | Topics and Well Written Essays - 1500 words

Financial ratio analysis - Essay Example The main value of the company lies in providing tasty and healthy foods to the customers by maintaining good quality and reasonable price. The vision of Sainsbury is to be the most trusted retailer, where the customers and employees prefer to shop and work respectively (J Sainsbury Plc., 2015b). During 2014, the underlying sales and profit before tax of the group increased by 2.8% and 5.3% respectively (J Sainsbury Plc., 2015b; J Sainsbury Plc., 2015c). The graph provided below shows the improvement in confidence of the consumer over the past five years. The financial statements of the company are prepared according to International Financial Reporting System (IFRS) (J Sainsbury Plc., 2015c). The company has adopted IFRS as its accounting policies as it is followed in the European Union. Moreover, financial data in the statements are presented in sterling million. It is also prepared with the help of going concern method under the convention of historical cost (J Sainsbury Plc., 2015c). The main purpose of the report is to highlight the financial performance of J Sainsbury Plc through financial ratio analysis. The ratios during the year 2009-2014 are calculated to get a knowledge regarding the financial strength of the company. However, there are various limitations of ratio analysis, which are also depicted in the report. The ratio analysis of Sainsbury is executed in order to understand the financial status of the company. The profitability, efficiency, liquidity, leverage and investment ratio are calculated in order to depict the financial condition of the company. 1) The gross profit margin has increased over the years from 2009 to 2014 as the sales revenue has improved due to the increase in consumer confidence. The cost of sales and the sales revenue is balanced, which have maintained stability among gross profit margin of the years. 2) The net profit margin has remained steady over the years from 2010- 2014 at 3.0%; however, it has

Strategic Management Assignment Example | Topics and Well Written Essays - 3750 words

Strategic Management - Assignment Example With the imminent move toward internationalisation and liberalisation of industry, organisations need to be equipped with the rapid alterations in the business forces. Hence, every company require adjusting with the varying demand of customers as well as variations in the business environment. It is in this context that change is the response of business and other economic occurrences. Change is the procedure of administrative awareness, selection of alternatives and implementation of new or modified functions where managers view certain actions taking place, representing the requirement of change (Rashid & et. al., 2004). The change procedure in modern organisations is exclusive from every perspective owing to the differences prevailing in terms of the culture, i.e. the type of trade, the working environment, the values and principles, the administration and leadership style and the behaviours as well as approach of current employees. Additionally, there is risk of failure as people are generally observed to behave as resistant to the change being implemented or even those which are occurring spontaneously. For some people change can give pleasure, bliss and benefits, while for others, change can bring discomfort, pressure and difficulties (Rashid & et. al., 2004). Among all other factors, the most influential aspect which can create a vast impact on change is the organisational culture (Rashid & et. al., 2004). With due consideration to these prospects, the paper assesses how organisational culture creates an impact on the manner organisational change is embraced or resisted by the employees. Defining Organisational Culture The conception of organisational culture is extensively used in modern day organisations in order to define the environment and working practices which have been developed in order to manage the employees and at large preserve the smooth commencement of business operations. IT is in this context that organisational culture encourages moral e amid employees and statement of principles of a particular company. It is the duty of leaders being the prime executers in an organisation, to develop an effective culture according to the working procedure. It is also their sole responsibility to extinguish a particular culture when it becomes obsolete (Donnell & Boyle, 2008). Culture in any organisation provides the feeling of distinctiveness and defines the organisational traditions, customs, principles, meanings, values, standards and the way determined objectives are achieved in organisations. The culture summarises the positive performances and traditions which was worked in the past. These performances are accepted by long-serving employees in an organisation. Furthermore, the foremost concern a new employee acquires about an organisation is the culture. Culture remains in organisation and becomes a part of its conventional manner of conducting works. Over the years, organisations also develop standards, i.e.

Khattam-Shud and IT Essay Example for Free

Khattam-Shud and IT Essay Two villainous characters of two different children novels with the genre of science fiction appear evilly as expected. Their manifestation signifies those of the dark force which seems to be wicked all throughout the story. These two are Khattam Shu of the novel Haroun and the Sea of Stories, and IT in the novel A Wrinkle in Time. Khattam-Shud is the leader and cult master who is also known as the Prince of Silence and the Foe of Speech. Her character suggests complete demolition of all stories composed and told in the existing world of great stories which makes the Gupees live in harmony and hope. Khattam-Shud’s existence is somewhat alike to IT which motivation is to ruin the world full of happiness and efficiency by putting war all over. IT is such a telepathic brain with no body but can still make commands and can dominate the world through his telepathic ability. Both want to tame their own world in two different ways. Khattam is a picture of loneliness being so silent while IT views himself as the happiest sadist as he is happily aggravating the Camazots. As we compare IT’s sadistic act with Khattam-Shud’s dominion, we can say that the former is much more cruel than Khattam-Shud as the latter do not invoke aggressiveness. On the contrary, the passiveness of Khattam-Shud is still convincingly wicked as he wanted to disrupt the existing Sea of Stories which makes Haroun and all of the Gupees enjoy. IT on the other hand is forcefully taming all of the Camazots as the fulfillment of his central idea with the use of his nastiness. Hence, the quiet act of Khattam-Shud and the cruelty of IT are still acts of wickedness because they are both trying to conquer and dehumanize their own world. R E F E R E N C E S L’Engle, M. (1962). A Wrinkle in Time. New York: Farrar, Straus Giroux. Rushdie, S. (1990). Haroun and the Sea of Stories. New York: Viking Books Publishing.

Groups And Group Development Commerce Essay

Groups And Group Development Commerce Essay Many people used the word team and group interchangeably, but there are actually a differences between the word team and group. It is much easier to form a group than a team. In group, they could be grouped according to gender, experience, age or other common factors. Although the effectiveness of the group may be variable, but forming a group just based on a certain commonality is not particularly difficult. A groups strength may come from sheer volume or willingness to carry out a single leaders commands. On the other hand, a team can be more difficult to form. The members will selected for their complementary skills, not a single commonality. In a team, each member has a purpose and a function. So the overall success depends on a functional interpersonal dynamic. When working together in this way, there is usually not as much room for conflict. A teams strength depends on the commonality of purpose and interconnectivity between individual members. GROUPS AND GROUP DEVELOPMENT Although most groups arent formed for such dishonest purposes, the success of this group at its task was impressive (Stephen and Mary, 2007). Managers would like their groups to be successful at their tasks and the first step is understanding what is a group and how its develop. 2.1 Group Definition According to Stephen and Mary (2009), a group can be defined as two or more interacting and interdependent individuals who come together to achieve specific goals. . Although a groups often have goals, but theres not state that group members must share a goal or motivation. 2.2 Types of Group There are two types of group which is formal group and informal group. Formal group will designated work assignments and specific tasks directed at accomplishing organizational goals and defined by an organizations structure. There are four examples of formal work groups ( Sidin J.P, 2011) : Command group groups that are determined by the organization chart and composed of individuals who report directly to a given manager. Task group groups composed of individuals brought together to complete a specific job task. Cross-functional teams groups that bring together the knowledge and skills of individuals various work areas of groups whose members have been trained to do each others job. Self-managed teams groups that are essentially independent and that, in addition to their own tasks, take on traditional managerial responsibilities, such as hiring, planning and scheduling, and evaluating performance. While informal groups are group-based social elements. These groups occur naturally in the workplace and is more concerned with friendship and common interests. A friendship group is friend who do many activities together and it is relatively permanent and informal, and its benefits from the social relationship among its members. Meanwhile, the common interest such as bowling group and womens network is relatively temporary and is organized around an activity or interest shared by its members. 2.3 Stage of Group Development http://gmx.xmu.edu.cn/ews/business/management/ABrobbins4_15_09.gif Exhibit 2.1 Stage of Group Development ( Sidin J. P. , 2011) 2.3.1 forming Forming stage is the first stage in group development. This stage has two phases. In a formal group, people join because of some work assignment. The second phase begins when the people joined the formal group. Then these people define the groups purpose, structure, and leadership. This stage is complete when members begin to think of themselves as part of a group. 2.3.2 storming When group members get to know each other better, the storming stage begins. This storming stage named because of the intragroup conflict that occurs over who will control the group and what the group needs to be doing. This stage is characterized by a bid for power. There are six characteristics of the storming stage which is competition, strained relationships, leader is challenged, tension and disunity, differences are uncomfortable, and the issues of autonomy vs. control support vs. competition influence decision-making. When this stage is complete, there is a relatively clear hierarchy of leadership and agreement on the groups direction. 2.3.3 norming The norming stage is one in which close relationship develop and the group become cohesive and has begun to be effective. Theres now a strong sense of group identity and camaraderie. This stage will be complete when the group structure has been assimilated as a common set of expectations about behavior and become solid. There are some characteristics about this stage : Issues of strengthening relationships, open communication, positive/constructive feedback. Increased cohesion Emerging trust More collaboration Appreciation of differences 2.3.4 performing The fourth stage of group development is performing. Many groups never reach the performing stage. Â  This is the stage at which would be an excellent customer service and to create an impressive examples. The group structure is in place and accepted by group members. In this stage, characteristics include productivity, full development of the potential of the group and the individuals in the group, harmony and effective problem-solving. This is the last stage of development for permanent work groups. 2.3.5 adjourning The final stage is adjourning. In this stage, the group prepares to disband. Group members will react in some way that is independent of a confident and excited about the performance of their group. While, others may be sad over the loss of camaraderie and friendship. Thats why more attention is focused on wrapping activities rather than task performance. WORK GROUP PERFORMANCE AND SATISFACTION A work group is include the organizations strategy, authority relationships, formal rules and regulations, the availability of resources, employee selection criteria, the performance management system and culture, and the general physical layout of the groups work space. Thats mean a work group was affected by external conditions (Stephen and Mary, 2009).Exhibit 3.1 Group Performance Satisfaction Model (Sidin J. P. , 2011) 3.1 Group Member Resources Group member resources is a groups performance potential that depends on a large extent on the resources each individual brings that group. These resources include personality traits, knowledge, skills, and abilities. They will determine what members can do and how effectively they perform in that group. There especially conflict management and resolution, communication, and collaborative problem solving in interpersonal skills. Its consistently emerge as important to perform well in a work group. The group performance also affected by personality traits because they strongly influence how an individual will interact with the other group members. 3.2 Group Structure Work group arent unorganized crowds. They have an internal structure that shapes members behavior and influences group performance. The structure defines roles, norms, conformity, status systems, group size, group cohesiveness, and leadership. Roles A role refers to behavior patterns expected of someone occupying a given position in a social unit. In an organization, managers arent the only one individual who play the various roles. In a group, individuals are expected to do certain things because of their position in the group. Besides that, the different expectations of these roles, make the employees face role conflict. 3.2.2 Norms All groups have norms. A norm is a standards or expectations that are accepted and shared by a groups members (Stephen and Mary,2009). Norms that exist within the group structure emphasizes such things as punctuality, work output, absenteeism, speed to complete the work, and the amount of socializing at work. Norms that exist within the group structure will enhance the action of antisocial individuals. Conformity Each individual would like to be accepted by the society around. As well as individuals who are in a group in the organization. However, they are too afraid not accepted by other group members, then the vulnerability pressure to conform. Early experiments done by Solomon Asch demonstrated the impact of the conformity has on an individuals attitudes and judgment. Next, people tend to find it more pleasant to agree than to be disruptive even it will improve the groups effectiveness. So we conform. But conformity can go too far when an individuals opinion differs significant from the others in that group. When this happens, a phenomenon that known as groupthink will appear. Groupthink will occur when there is a clear identity, group perceives a collective threat to positive image and members will hold this positive group image that they want to protect. Exhibit 3.2 Examples of Aschs Cards ( Sidin J. P. , 2011) Status Systems Status systems are an important factor in understanding groups. Status is a position, rank within a group and a prestige grading. Status can be formally and informally. Status is formally and its important to employees believe that the organizations formal status systems is congruent. Theres consistency between the status symbols he or she receives from the organization and the perceived ranking of an individual. While, the informally of the status systems is may be conferred by characteristic such as skill, education, or experiences. Anything can have status value if the members of the group evaluate it that way. Group members have no problem to placing into status category. Usually the group members will agree about who has low or high status. Group Size According to Moorhead and Griffin (2001), group size is the number of members of the group and have an important effect on performance. Group size will affect the number of resources available to perform the task, but the effect depends on what the group is supposed to accomplish. One important research finding related to group size concerns social loafing ( Stephen and Mary,2009). Social loafing is the tendency of some members of groups to put forth less effort in a group than they would when work alone. The implications of social loafing are significant. When managers use groups, they must identify the individual effort. If not, group productivity and individual satisfaction may decline. Group Cohesiveness According to Moorhead and Griffin (2001), group cohesiveness is the extent to which a group is committed to remaining together. Group cohesiveness very important because its related with a groups productivity. Some research has generally shown that cohesive groups are more effective than less cohesive ones (Stephen and Mary, 2009) and the relationship between cohesiveness and effectiveness is complex. The more the members follow its goal, the more cohesive for that group. A cohesive group is more productive than a less cohesive group when the goals are desirable. But, the productivity will decrease when the cohesiveness is high and attitudes are unfavorable. In this case, theres no significant effect on productivity when cohesiveness is low and goals are not supported. Exhibit 3.3 Group Cohesiveness and Productivity ( Sidin J. P. , 2011) Group Processes Group processes are important to understanding work group because they will influence the performance and satisfaction positively or negatively. The synergy of four people on marketing research team who are able to generate more ideas than work individually is an example of positive process factor. While, the group that have negative process factor such as social loafing, poor communication and high levels of conflict, that may hinder the effectiveness of the group. There are two important group process : Group decision-making Its an organization that doesnt use task forces, review panels, study team or other similar groups to making a decision. In group decision-making, there are such of advantage to do it. Some of that is groups can generate more knowledge and compete information for their work. Besides that, they will have an experience when work in group to make a decision process that an individual cannot. In addition, groups will increase legitimacy. Decision made in a group more legitimacy than decisions that made by self. While, the disadvantage to do this group decision-making is that almost group always take more time to reach a solution than would an individual. Another disadvantage is the critical thinking that group think can determine will harm the quality of final decision. If we want to determine whether groups are effective at making decision, it depends on the criteria that used to assess effectiveness. The group decision may work best when its creativity, accuracy, and degree of acceptan ce are important. Beside of that, the decision effectiveness is influenced by the group size. Exhibit 3.4 Creative Group Decision Making ( Sidin J. P. , 2011) Conflict management Conflict is perceived incompatible differences that result in interference or opposition (Stephen and Mary, 2009). In conflict management, there are three different views such as traditional view of conflict, human relations view of conflict, and interactionist view of conflict. The traditional view of conflict is the view that all conflict is bad and must be avoided. Meanwhile, the human relations view of conflict is the conflict that is natural and inevitable outcome in any group but has potential to be positive force in contributing to a groups performance. The interactionist view of conflict is the most recent view. Its proposes that not only be a positive force in a group, but some conflict is absolutely necessary for the group to perform effectively. Exhibit 3.5 Conflict and Group Performance (Sidin J. P. , 2011) There are more conflict such as functional conflicts, dysfunctional conflicts, task conflicts, relationship conflicts, and process conflict because the interactionist view doesnt suggest that all conflicts are good. Exhibit 3.6 Conflict- management Techniques ( Sidin J.P, 2011) 3.3 Group Task Group task are either simple and complex. Simple task are standardized and routine. While, complex task tends non-routine or to be novel. Its appear when the more group benefits from group discussion about alternative work methods, so the more complex of that tasks. In this situation, group members will rely on standard operating procedures and no need to discuss such alternatives for a simple task. Thus, the tasks are complex and interdependent when effective communication and controlled conflict are most relevant to group performance. 4.0 TURNING GROUPS INTO EFFECTIVE TEAMS From group there will turning to teams. In teams all of the members will working together to achieve the common goals. A team is not just a people who work at the same time in the same place. Most of the people that work in a team are not all equal in talent, education, or experience, but they are equal in one vitally important way. Team relationships fulfill that basic needs. 4.1 Teams Definition According to Williams (2007), work team is a small number of people that work together with complementary skills who hold themselves mutually accountable for pursuing a common purpose, improving interdependent work processes and achieving performance goals. In many industries, teams are importance because they help organizations respond to challenges and specific problems. 4.2 Advantages and Disadvantages of Work Team In work as a team, there will have a lot of advantages and disadvantages. The advantages when work as a team is: Improved customer satisfaction Improved product and services quality Improved speed and efficiency in product development Employee job satisfaction Better decision making and problem solving Meanwhile, the disadvantages of work as a team is : Initially high employee turnover Social loafing Disadvantages of group decision such as groupthink, inefficient meetings, domination by a minority, and lack of accountability. 4.3 Groups Versus Teams Work teams Work groups Leadership role is shared. One leader clearly in charge. Accountable to self and team. Accountable only to self. Team creates specific purpose. Purposed is same as broader organizational purpose. Work is done collectively Work is done individually. Meetings characterized by open- ended discussion and collaborative problem-solving. Meetings characterized by efficiency; no collaboration or open-ended discussion. Performance is measured directly by evaluating collective work output. Performance is measured indirectly according to its influence on others. Work is decided upon and done together. Work is decided upon by group leader and delegated to individual group members. Table 4.1 Source: J. R. Katzenbach and D. K. Smith. The Wisdom of Teams, Harvard Business Review, July-August 2005, p.161. 4.4 Types Of Teams Teams can do all of things. They can design products, coordinate projects, offer advice, provide services, negotiate deals, and make decisions (William, 2007). Work teams is a groups whose members work intensely on a specific, common goals, individual and mutual accountability, using their positive synergy, and complementary skills. There are several types of teams: Types of team Explanation Problem-solving teams A team from the same functional area or department thats involved in efforts to solve specific problems or improve work activities. Self-managed work team A type of work team that operates without a manager and is responsible for a complete work segment or process. Cross-functional team It is a work team composed of individuals from various specialties. Virtual team Its a type of work team that uses technology to link physically dispersed members in order to achieve a common goals. Table 4.2 Types of team ( Sidin J. P. , 2011) 4.5 Creating Effective Work Teams Teams are not always achieve high levels of performance and also not always effective. However, research on teams provide insight into the characteristics typically associated with effective work teams. There are nine of characteristics of effective teams: Exhibit 4.1 Characteristics of Effectiveness Teams (Sidin J. P. , 2011) Characteristic Explanation Clear goals It is a high performance team that has clear understanding of the goal to be achieved. The members in the team will know what theyre expected to accomplish, committed to the teams goal, and understand how they will work together to achieve these goals. Relevant Skills Effective teams are composed of competent individuals that have the necessary interpersonal and technical skills to achieve the desired goals while working well together. This is important because not everyone who is technically competent has the interpersonal skill to work as a team members. Mutual Trust The effective teams are characterized by high mutual trust among the members. The members must believe in each others ability, integrity and character. This is because trust is fragile. So, maintaining trust requires careful attention by the managers. Unified Commitment This characteristic is characterized by dedication to a teams goals and a willingness to expend extraordinary amounts of energy to achieve them. Good Communication All of the effective teams will characterized by the good communication. Members convey messages, verbally and non-verbally, between each other in ways that are readily and clearly understood and the feedback will helps to guide team members and correct misunderstanding. Negotiating Skills Effective team will making adjustments to who does what and this requires team members to posses negotiating. This is because the problems and relationships are regularly changing in teams, and members need to be able confront and reconcile differences, Appropriate Leadership By clarifying goals, demonstrating that change is possible by increasing the self-confidence of team members, overcoming criteria, and helping members to more fully realize their potential. Internal Support The team should have sound infrastructure, which means proper training, a clear and reasonable measurement systems that team members can use to evaluate their overall performance, a supportive human resources system, and an incentive program that recognizes and rewards team activities. External Support In external support, managers should provide the team with resources needed to get the job done. Table 4.3 Characteristics of Effective Teams and The Explanation (Stephen and Mary, 2007) CHALLENGES IN MANAGING TEAMS Managers can build effective teams by understanding what influences the satisfaction and performance. But, manager will also face some current challenges in managing team, primarily to those that associated with managing global teams and with understanding organizational social networks ( Stephen and Mary, 2007). 5.1 Managing Global Teams There are two characteristics of todays organizations are obvious such as global and work is increasingly done by teams. That means that any manager would like to manage a global team. There are drawbacks and benefits in using the global teams. Drawbacks Benefits Disliking team members. Greater diversity of ideas. Mistrusting team members. Limited groupthink. Stereotyping. Increased attention on understanding others ideas, perspectives, etc. Communication problems. Stress and tension. Table 5.1 Global teams (source: based on N. Adler, International Dimensions in Organizational Behavior, 4Th Edition, pp.141-147) In addition, by using our group model as a framework, we can see some of the issues associated with managing global teams such as: Group Member Resources in Global Teams. In global organizations, understanding the relationship between group performance and group member resources is especially challenging because the unique cultural characteristics represented by members of a global teams (Stephen Mary, 2007). In addition, managers need to be familiar with the team members abilities, skills, knowledge, and personality to clearly understand the cultural characteristics of the group members that they manage. Group Structure. Some of the structural areas where we see differences in managing global teams include social loafing, cohesiveness, status, and conformity. Social loafing has a Western bias(Stephen Mary, 2007). Its consistent with individualistic cultures, such as the U. S. and Canada, which is dominated by self-interest but not consistent with collectivistic societies, in which individuals are motivated by group goals ( Sidin J. P., 2011). Cohesiveness is another group structural element with which managers will face the special challenges and its often more difficult to achieve because of the higher levels of mistrust, miscommunication, and stress. For status, it is important in France and depends on social origin and also the countries that have differ on the criteria that confer status. Besides that, to manage global teams, conformity also findings generalizable across culture. As might as expected, conformity to social norms tends to be higher in collectivistic cultures than in individualisti c cultures ( Sidin J.P., 2011). Group Processes. The process that global teams use to do their work can be particularly challenging for managers and for one thing communication issues often arise because not all team members may be fluent in the teams working language (Sidin J. P., 2011). This particular situation will lead to inaccuracies, inefficiencies, and misunderstanding. However, managing conflict in global teams isnt easy, especially when those teams are virtual teams because conflict can interfere with how a team uses information (Stephen Mary, 2007). The Managers Role. There are things that managers can do to provide a group with an environment in which effectiveness and efficiency are enhanced. First of all, because communication skills are vital, so managers should focus on developing those skills (Sidin J.P., 2011). Also, managers must consider cultural differences when deciding the type of global team to use. Finally, its vital that managers be sensitive to the unique differences of each member of a global team ( Stephen Mary,2007). CONCLUSION As a conclusion, work as a group will have a strong, clearly focused leader who had individual accountability and also have a purpose thats the same as the broader organizational mission. While, work as a team have some following characteristic such as, shared leadership roles, specific team purpose and so on. From this chapter, we know that group is two or more interacting and interdependent individuals who come together to achieve specific goals ( Stephen Mary, 2007). While, team is a small number of people with complementary skills who are committed to common purpose, common performance goals, and an approach for which they hold themselves mutually accountable (Griffin, 2006). Ginny V Lee in his article From Group to Team have said that in teams, they will shared the common purpose and goal. Besides that, team members also are interdependent because they understand that they need to work well as a unit inorder to complete their task. Ginny also said that skilled facilitation moves a group from a collection of individuals to an effective team.

Take What You Get :: Personal Narrative Baseball Friendships Papers

Take What You Get I hated both my last day of school in Hopkinton and my first day of school in Sherborn. My mother drove me to my new school in our brand new white Volvo station wagon. The ride from our house to the school seemed much shorter than it actually was. Looking back on it, anytime I’ve unwillingly traveled somewhere, the car ride seemed extremely short. I remember the station wagon climbing the long, winding hill that led to Pine Hill Elementary school. As I watched the trees and fields pass, I imagined that the car hadn’t gone by them. In my mind, I was still back in my new trundle bed at home. My mom knew I was on the verge of tears, and she was constantly moving her hand back and forth between the car’s stick shift and my knee. "All the kids are going to love you," she said, patting my leg. "Mrs. Smith is so excited to have you in her class." I couldn’t even muster a response. I pictured Mrs. Smith forcing me to stand up in front of the class, asking me to tell the kids my name and what I liked to do. Then I saw the kids laughing when I broke down in tears, unable to give them an answer, or merely mumble a few words about myself. I couldn’t even respond to my own mother. "Honey, it’s ok to be nervous. Remember that I’ll pick you at 3:15. You don’t have to take the bus this afternoon." She parked the car and held my hand as we walked up the steps to the school’s entrance. I was wearing blue shorts, a bad choice because they were too short and revealed my pale, chubby legs. The walk with the principal and my mother down the long, empty corridors was what finally did it for me. I had been trying my hardest to hold back the tears, forcing myself to think of the end of the day, when my mother would be waiting for me. But the classroom was getting too close. I could sense it by the way the principal slowed his pace and drifted to the right side of the corridor. I felt the tears under my eyes, but I didn’t care enough to wipe them away with my arm. "Welcome to Pine Hill," Mrs. Smith said.

Womens Brain Essay -- Biology Essays Research Papers

Women's Brain Women have smaller brains than that of their male counterpart. Since the ability to think is partly determined by the size of the brain it is obvious to an accurate researcher if I were to ignore the differences between the male and female brain. The question to be posed is, with the knowledge of the function of the human brain, can a scientist accurately determine if the differences in the way males and females perform various tasks is a biological phenomena, or rather as a result of social persuasion? All kinds of research have shown that the bigger the brain, generally, the smarter the animal. (1) However, as Emily Dickinson might agree, it is not the size of the brain that counts, but rather what is contained within the brain. Human male brains are, on average, approximately 10% larger than that of the female, but this is because of men's larger body size: more muscle cells imply more neurons to control them. (3) If the size of the brain is not the determinate factor of the diffe rences between the male and female brain what is? Of special interest to researchers of this subject was the amount of gray matter, the part of the brain that allows us to think. The researchers wanted to know if women have as much gray matter as men. (1) It would be logical to conclude that if there is less gray matter, the component of the brain associated with the thinking process, than obviously, biologically men and superior in intellect to women. However, as is the case with many biological researches, more questions arose than were answered. According to one psychology professor at the University of Pennsylvania, there is no difference in the amount of gray matter in men and women. To make up for the smaller brain size, women ... ...s. The political brain. http://www.home.aone.net.au/think/brainsx.html 3. 3}Are There Differences between the Brains of Males and Females?,Intellectual differences among the sexes. http://www.epub.org.br/cm/n11/mente/eisntein/cerebro-homens.html 4. 4}Left/Right Brain?,Left or right brained. http://www.helpself.com/brain.htm 5. 5}La Difference,Who is the better sex? http://www.nytimes.com/auth/login?URI=http://www.nytimes.com/books/99/07/11/reviews/990711.11holtlt.html&OP=bd2d6ebQ2F@Q25Q7BD@!PqQ7DQ5BPPQ23@DPPIQ7D@Q24Q24@F5@xx@Q5BQ7BNdQ7BQ25Q7D@Q24Q24F5xxfxx_PQ51Q23Q51Q23f_Q23iQ51 6. 6}Traumatic Tests: Gender Bias and the SATs,SAT statistics.conclude that men are superior to women in intellect, right? Now I would not be a proud Bryn Mawr woman if I were to agree with this logic. However, I would not be http://home.earthlink.net/~lfdean/sat.html

Critisism of the microcredit if NGOs in Bangladesh

The criticism of microcircuit programs of Nags in Bangladesh A research paper exercised by M. Hoses suicide MS Roll no. 09122453 session: 2012-13 Department of Economics Satiny Kabuki Kaki Unusual Islam University. Email address: [email  protected] Com Rant Johan Roll no. 09122444 Email address: Acknowledgement It is a great honor for us to work on the assigned topic and we feel glad to accomplish our task. Along with our sincerity and interest, there are few people, who really helped us to make this endeavor to be a successful one.At first, we would like to pass our appreciation, gratitude and thanks to our honorable teacher MD. Backchat Duding. His valuable suggestions and ideas in every step of our work helped us a lot to prepare this paper. Special thanks are due to the people of Trials Apical for helping us in collecting the required data for the work. Finally, we acknowledge the profound blessings and kindness of the almighty. Abstract The present study explores the criticism of the microcircuit programs of Nags in the Trials Apical under Enmeshing district. Here, we use primary data which we collect through field survey.And we found out that there has some problem of microcircuit program of Nags. This paper also examines empirically the impact of credited on the study area and found out that the interest rate of Nags is very high. This study also discusses and suggests ways to overcome the problem. So we structured this paper as follows. The first two sections of the paper provide the introduction, objective and explain the research methodology. Section three outlines the literature review. Section four explains the overall condition of the microcircuit program of Nags in the study area and also in case of Bangladesh.And section finally provides recommendation and concluding remarks. Key words: Nags, Microcircuit, interest rate, efficiency of credit, socioeconomic notation. Background of the study: Bangladesh, a country located in the south-east Asian region, inhabits above 160 million people in 55. 598 sq. Mile. And Bangladesh is one of the least developed countries, remains a poor, overpopulated, and inefficiently governed national. And poverty is the main problem of this country. Now a large number of Nags (Non Governmental Organization) are working to alleviate the poverty of the masses.They have played a very significant role in opening up access to credit for the poor people in distant areas. During the last three decades the idea of microcircuit helps poor people to build businesses, increase their income and also fight against poverty. Microcircuit has been introduced to rural communities in Bangladesh as a means of economic and social development. But in some cases microcircuit programs of Nags was not so satisfactory. We study about the negative impact of Nags of Trials Apical under Enmeshing district.The total population of this area is 372498 where a total area is 338. 98 sq. Km and 43. 30 percent (2005, World Bank) p eople live under poverty line. The study reveals the socio economic condition, microcircuit problem and also the positive and negative attitude of Nags in the study area. Objective of the study: The core purpose of the study is to identify the criticism of Nags operation. The specific objectives area To understanding the nature of the problem. 0 To identify the microcircuit problem of the study area. 0 To examine the effects of MONGO sector in the study area.Methodology of the study: The study is an exploratory by nature and is based on both primary and secondary data. We have collected primary data through questionnaire method. To determine the major problems of microcircuit program of Nags and socio economic condition of Trials Apical primary data was collected through field survey. And secondary data are collected from research reports, relevant published documents including books, different Journals, newspapers, magazines, website, etc that are relevant to the study. Limitation of the study: There are a number of limitations in this study.That area The respondents are limited (100 respondents or samples) in terms of size and composition. So the result may not be interpreting the overall situation of the study area. 0 The data collection was restricted only within the Trials Apical in Enmeshing district of Bangladesh which may fail to represent the actual scenario of the whole country. Sometimes respondents are biased so we cannot get appropriate data. 0 Some of the respondents are reluctant to give interview because of their experience with previous research works in the area which, according to them, bore no benefit for them.Literature review: Literature review refers the examination of other works that have done by other researchers on the criticism of microcircuit program of Nags in Bangladesh. Eave found that, in our country very few studies have been done by archduchesses Froze Begum, Salt Holmic Zamia and MD. Shania Khan(2004) studied about,†Ro le of Nags in Rural Poverty Eradication: A Bangladesh Observation†. In this paper he explores the role of Nags in poverty eradication especially in rural area of Bangladesh. He examines that how the Nags of this country are playing a positive and also negative role to the poor people.GAP, Donor Brief (No. 18, may 2004), examines about, â€Å"The Impact of Interest Rate Ceilings on Magnificence†. Here they explore that, interest rate is higher in MONGO than normal Commercial Bank rates and explain that interest rate ceilings almost always hurt the poor people. Sheikh Kabuki Duding Header, studied on â€Å"Impact of the Nags on socioeconomic conditions in Bangladesh: A study on Rajahs District†. He identify that poor people's are benefited who are engaged with MONGO. He also observed some limitations of the MONGO programs.The daily star (Dacha, Deck, 12, 2008) highlighted that, magnificence is not a panacea for poverty reduction. And here explained the serious prob lem faced by microcircuit borrowers. David Helm and Paul Mostly (1996) also studied about the impacts of microcircuit programs of Nags. They found that, poor households does not benefited from magnificence. More troubling is the findings that a vast majority of those with starting incomes below the poverty line actually ended up with sees incremental income after getting micro loans. Overview of the study: Bangladesh is one of the poorest countries in the world.Here women are deprived by men. Many women are the victims of violence, their occupational choices are narrower and their earnings lower than men and the major portion of the women in rural Bangladesh living in abject poverty. But only a few of them get opportunity to access various types of rural enterprises that can help them to improve their economic condition. This situation has fostered the emergence of Non-Governmental Organizations (Nags). They help poor women by giving microcircuit. Now we have to discuss about microc ircuit programs of Nags in Bangladesh perspective. Present scenario of microcircuit program of Nags in Bangladesh: In Bangladesh there are several institutions which is involved in magnificence activities. Nags started credit program in mid-eighties and their activities increased noticeable higher after 1990 (CDC, 2000). There are several Nosh which giving credit to the poor people, such as- Grahame Bank, BARACK, AS, SPADE, Burro Bangladesh, ASS, Rural Reconstruction, Poppy, etc. This magnificence sector is mature now and its assets constitute around 3 percent of GAP in 2011. Total outstanding loan of this sector (only licensed Miff) has increased by 20 percent from BAT 145. Billion in June 2010 to BAT 173. 8 billion in June, 2011 disburse among 20. 7 million poor people, helping them to be sleepyhead and accelerating overall economic development process of the country. The overall trend of magnificence statistics in Bangladesh can be shown by a table- Table: Basic statistics of MON GO-Miffs in Bangladesh (As of 30 June 2011) June'2010 No of Licensed INCOMING 516 June'2011 576 Total clients(million) Borrowers(million) 25. 28 19. 21 Amount Amount of of loan savings(TX million) 145022. 6 51362. 93 26. 08 20. 65 173797. 60 63304. 4 source: MR.-MIS Database-2011 The table shows that, at the end of June'2011, the sector had outstanding loans of BAT 173. 8 billion disbursed to 20. 7 million borrowers and had accumulated BAT 63. 3 billion as savings from around 26. 10 million clients over 93 percent of them are women. Here we see that, the credit amount is more than savings amount. 0 Role of microcircuit programs of Nags in Bangladesh: Bangladesh is a member of the worlds least developed countries, having increased population density, unemployment, illiteracy, socio-communal unrest and many more.Now-a-days Nags have been playing supportive roles with the government. The role played by the Nags in Bangladesh is very good. They help poor people by giving credit faciliti es to alleviate poverty among the rural poor population. Generally, the Nags help women to empowering them. If women are empowered then their living standard also improved. We know that most of the rural peoples fight against the poverty and to get employment. And the Nags help these people by creating awareness among them, inspiring them and give credit facilities to self-employed. By these ways the Nags help for sustainable development of Bangladesh.Discussion and findings: Our study is to find out the criticism of microcircuit program of Nags in the study area. The study reveals activities about microcircuit programs of Nags in Trials Apical. The total population of this area is 372498 where a total area is 338. 98 sq. Km. But we take only 100 samples to investigate the activities of microcircuit program of Nags of the study area. The overall investigation can be expressed by following way- Table: Gender, age and educational status of the respondents Total Respondents Age group M ale Female >26 8 92 Percentage 8% 92% 13 Educational status 2650