Insider Trading Essay Example | Topics and Well Written Essays - 500 words - 2

Insider Trading - Essay Example Insider trading simply refers to trading in securities with possessive influence of material nonpublic information (Shin, 1996). Prohibition of insider trading derives the force of law under the federal securities law Rule number 10b-5, promulgated by courts pursuant to Section 10(b) of the Securities Exchange Act enacted in 1934. Additionally, the Insider Trading Sanctions Act ("ITSA") enacted by the congress in 1984 and the Insider Trading and Securities Fraud Enforcement Act ("ITSFEA") of 1988 basically expanded the definition of persons in â€Å"control" of information capable of giving undue selective advantage to certain investors (O’Brien, 1995). In particular, â€Å"insiders’ not only refer to managerial officers, directors and controlling shareholders, but also covers corporate outsiders in possession of inside information disseminated to them by either true or constructive insiders. Under the foregoing legislative initiatives, insider trading is a violation of the ethical coded conducts laid down and monitored by the federal government and the Securities Exchange Commission, which is an extension of the government. Ordinarily, company employees as well as clients will most likely have access to material non-public information regarding possible advisory courses supposedly taken by clients or public companies (Harris, 2003). As an employee of Medivac, Manny was an insider with full knowledge of a proposed merger between her employer and Medtronic. Though the position held in the company is not mentioned in the case beforehand, Manny is seemingly knowledgeable enough of the treasure in waiting, perhaps with a basic understanding of insider trading regulatory principles to evade the consequential effects of violation scenarios. As stated above, the violation of insider trading law traditionally involves the purchase and/or sale of securities aided by "insider" material information that is/are non-public.

Kung Fu Panda 31;13-34;50 Essay Example | Topics and Well Written Essays - 750 words

Kung Fu Panda 31;13-34;50 - Essay Example The music directors have carefully incorporated music which very strongly conveys the emotions and feelings of the talking animals in the movie. It is worth noting here that it is otherwise difficult to convey this through dialogues and visuals. This essay examines the role of music and sound in a particular part of this movie. The part of the movie evaluated here is 31 minutes 13 seconds to 34 minutes 50 seconds. The selected section of the movie follows the philosophical encounter that Po, the protagonist of the story has with Master Shifu who is the trainer of Po. Master Shifu ridicules Po with regard to his poor body image and his easy going attitude. Panda is shocked to see the martial art skills of the other animals and realizes his incapability all the more. Po fails miserably in exhibiting his martial art skills and is was made fun of by other animals. The chosen part of the movie shows the intellectual confusion of the chosen hero who is unsure of living up to the expectations of the kingdom. The scene in the beginning shows Po sneaking into Jade Palace. The sound used in expressing the sneaky behavior of Po who is trying to get inside the palace has succeeded in expressing the insecurity that the panda has. The creaking sound of the wood on the floor increases all the more as Po tries to make no sound. Master Crane who is woken up by this sound comments that the Panda does not belong to that space and Po approves of it. The creaking sound in the background just before this dialogue very well supports the Panda’s insecurity and disengagement with that physical space. Silence is very well used in this scene to contribute to the depth of Panda’s feelings. The lighting integrates with this idea. The lighting, composition and the space gives the feeling of moonlight filtering in through the windows. The camera angle which follows the shadow of the Panda also supports the general theme of the scene. The Point of View shot takes the

Musuem of Tolerance Essay Example | Topics and Well Written Essays - 500 words

Musuem of Tolerance - Essay Example I visited the holocaust section, tolerance centre, and the multimedia learning centre of the museum. The two and half hour guided tour was full of new information and an episode of holocaust memories revisited. And I entered the tolerance centre through the prejudiced door. It was a moment of realization that we all hold prejudices which can grow to dangerous proportions and can become a threat to others, if left unchecked. The drinking fountains named â€Å"whites only† and â€Å"coloured† once again reminded me of the world of prejudices. The pseudo gas chamber that I saw just moments before rushed into mind again when I saw these two labels. The concentration camp gate that shows two gates with the labels, â€Å"able bodied† and â€Å"children and others†, was a shocking sight that evoked history like lightning. It was through this kind of a gate that children and weak bodied adults walked through into gas chambers in concentration camps to get exhumed alive. And even after such suffering, human prejudices continue to exist. The quotations and slogans written on the walls especially attracted and inspired me. The skit that showed the contemporary racial prejudices was also well enacted. The :point of view diner† was another unique experience for me. The simple example shown on this interactive show leads smoothly to bigger racial and discrimination related questions. The message that every one is responsible for what is happening in our society seems extremely relevant to me. I watched the film on genocide in the small theatre. And then the holocaust section. But I felt the narration is a little bit vague and inaccurate as was observed by many others (Marcuse). But I really felt like experiencing â€Å"a living social document† (Miller, 248f). The film show that followed made me realize that it was ordinary people put in not so ordinary situations who committed all these genocides and crimes. The voices in the mock Wannsee conference

Kung Fu Panda 31;13-34;50 Essay Example | Topics and Well Written Essays - 750 words

Kung Fu Panda 31;13-34;50 - Essay Example The music directors have carefully incorporated music which very strongly conveys the emotions and feelings of the talking animals in the movie. It is worth noting here that it is otherwise difficult to convey this through dialogues and visuals. This essay examines the role of music and sound in a particular part of this movie. The part of the movie evaluated here is 31 minutes 13 seconds to 34 minutes 50 seconds. The selected section of the movie follows the philosophical encounter that Po, the protagonist of the story has with Master Shifu who is the trainer of Po. Master Shifu ridicules Po with regard to his poor body image and his easy going attitude. Panda is shocked to see the martial art skills of the other animals and realizes his incapability all the more. Po fails miserably in exhibiting his martial art skills and is was made fun of by other animals. The chosen part of the movie shows the intellectual confusion of the chosen hero who is unsure of living up to the expectations of the kingdom. The scene in the beginning shows Po sneaking into Jade Palace. The sound used in expressing the sneaky behavior of Po who is trying to get inside the palace has succeeded in expressing the insecurity that the panda has. The creaking sound of the wood on the floor increases all the more as Po tries to make no sound. Master Crane who is woken up by this sound comments that the Panda does not belong to that space and Po approves of it. The creaking sound in the background just before this dialogue very well supports the Panda’s insecurity and disengagement with that physical space. Silence is very well used in this scene to contribute to the depth of Panda’s feelings. The lighting integrates with this idea. The lighting, composition and the space gives the feeling of moonlight filtering in through the windows. The camera angle which follows the shadow of the Panda also supports the general theme of the scene. The Point of View shot takes the

Technology review Essay Example | Topics and Well Written Essays - 750 words - 3

Technology review - Essay Example Turnitin.com: turnitin.com is an effective plagiarism checker which means its work is to verify and check for any plagiarism that prevails in the paper. It is a very reliable website for instructors which aim to compare the work submitted to the teachers with works on the web in order to check the reliability and uniqueness of the work. It is easily available and online communities can be made through which the instructor can evaluate and access the work. K5learning.com: k5 learning again is an interactive platform for young learners who seek to develop their skills through fun. K5 is a website which accesses young learners and enhance their abilities. Online tests are taken, assessments are done and help is provided to those who need reinforcement so that an effective learning mechanism is generated. Freevideolectures.com: it is an online resource for many learners out there who can easily access online the lectures of reputable teachers regarding various topic of study. This site enables learners to gain knowledge regarding various subjects having lectures of almost 30 respectable universities. This websites offers a vast range of courses and lectures which students aid from to develop better understanding in a convenient and cost effective manner. Tutorphil.com: is an online site to overcome the workload and ease down the frustration level among students. It provides learning methodologies and gives advices and tips to overcome the problems while structuring an essay. It is an interactive site which helps to device proper essays with ease and convenience. At this point I would like to choose my three sites which according to me are the most reliable to generate effective learning. My three sites which I will focus on in my essay are lore.com, turnitin.com and freevideolectures.com. If these three sites are integrated then a very convenient mechanism can be generated which will aid in learning. The reason why I think

Developing yourself Essay Example for Free

Developing yourself Essay Findings: The CIPD profession map is a tool used to support the profession as a whole to develop products and services, yet it also accelerates the professional development of individuals. The map was created and is used by individuals and organisations; it’s a vital resource if you are working or connected in the HR profession. Whatever sector and/or size of an organisation the professional map is a great help, whether you are a specialist or generalist in talent, reward, learning development, employee relations and engagement. There are three key components to the map, which are: professional areas, behaviours and bands and transitions. The core professional areas show how a HR professional should think and look at tasks, then how to influence the relevant employees to the best outcome. There are then eight further areas surrounding the professional areas and when they are all combined, create the role of a great hr employee. Each area is essential to any business. The eight areas are: service delivery and information, organisation design, organisation development, resourcing and talent planning, learning and development, performance and reward, employee engagement, employee relations and service delivery and information. Once professional HR areas are covered, behaviours are the next vital key to becoming an effective HR professional. There are eight behaviours and they require an employee to be a strong character that leads by example and is confident when advising and influencing all levels of staff from entry to high level. Each behaviour is divided into four bands of professional competence. Each behaviour also lists a number of contra indicators which illustrate negative behaviour. Comment on the activities and knowledge specified within any 1 professional area, at either band one or band two identify those you consider most essential to your own or other identified hr role. Conclusion: A HR practitioner should ensure the services they provide are timely and effective. Different customers have different needs in a HR role and you need to prioritise conflicting needs. Shown below are different customers to  a HR practioner and examples of what needs they may have. Managers look to human resources for sound business advice on how to review, analyse and address people issues. They expect the HR services to be timely and accurate. Supervisors expect human resources to be available on an as-needed basis to help solve people issues. They expect, and frequently demand, help interpreting company policies, expediting personnel matters and preparing or completing paperwork. Most importantly, supervisors expect to learn from their interactions with human resources in order for them to return to their work unit and handle personnel matters. Associates look to human resources to provide, explain or confirm information about company policies and procedures. They expect human re sources to be an empathetic ear to their concerns and to help them solve work-related problems. They expect human resources to anticipate problems and to provide sound recommendations to management. To the applicant, human resources are the company. Applicants expect accurate information about employment opportunities, fair consideration of their qualifications and courteous treatment. An example of how you would prioritise conflicting needs is shown below: When in a HR role a supervisor may need a report by the end of the day completing, a manager may need you to sort a conflict between two members of staff and a member of staff may be dealing with bereavement and is upset. You would then organise how and who or what task is the priority and arrange how it will all be dealt with or completed. In this situation I would delegate the report to another member of staff, I would then arrange a time to address the issues between the two conflicting members of staff then I would then deal with the member of staff with bereavement as I would see them as the highest priority. Then all issues and tasks should be completed/ resolved by the end of the day. This shows how you have an empathetic ear to concerns, you are helping solve work related problems and you are completing tasks under a time scale with organisation and delegation. Communication methods: Employee communication is about the HR aspects of communication from management to employees and of course employees to management. The first aspect is downward communication this is where management communicate to employees the second aspect is upward communication and this is when  employees communicate to management. Managers have to communicate with employees all the time that they are at work it is impossible not to, plentiful communication with employee’s has been shown to be linked to good company performance. Communication could be formal or informal. Smaller company’s often rely on informal methods and have few formal methods of communication with employees. In some cases they prefer to encourage social events for promoting mutual communication. Shown below are some examples of communication: Downward communication: Upward communication: Workforce briefings for all or part of the workforce on key issues Employee attitude surveys Quality circles, regular meeting with all or part of the workforce Suggestion schemes Appraisal interviews Employee forums Newsletters, electronic circular and dvds Project teams With communication you can come across issues these are: Subject What is communicated is the most important issue. HR can send a message to employees only on subjects which they choose to communicate with them. For example, certain information may not be passed on to certain employees because the organisation may not want to disclose this information. Quality You do not want to give too much information as employees may have problems digesting it. You need to make sure the quality of communication is high. Depth The depth of the information must be fit for purpose for example it may be too detailed and confusing for those who it is aimed at as it may have initially been designed for a management circular, re-worked slightly and the circulated to part time workers. Receptiveness Employees should feel that they are being listened to; they may voice their  ideas but feel that they are not listened to, and this would then create a negative effect amongst them and actually demotivating them. Action on their views may or may not be considered a good idea, but employees should then receive feedback on their views. Regularity Employees learn to trust the communication if it is regular and tells them important information. Regular communication means it is less likely rumours which are incorrect circulate in workplaces. A balance must be made between giving people information so regularly that they are swamped with it, and too infrequently so that uncertainty arises. Timing Information may be released when leaked information has already reached employees as rumour and it may then be treated with contempt. Information may be released too early or too late. A good example of this is redundancy information. Employees themselves are sensitive when they read about their own redundancy in the newspaper or see it on the news. You should inform employees of this information at the relevant time so they find out from you first. In the HR role you are likely to have an important role in building managers presentational and communication skills, since operational managers are often appointed mainly for other skills that they have, they may need help in developing their interpersonal skills. HR professionals have people issues at the forefront of their minds, they may advise on where and when sensitive meetings such as appraisals or disciplinary meetings might be best held. HR professionals can act as advisors to individual operational managers on how to communicate to employees on issues such as their pension or legal rights, or alternatively communicate directly with the individual employee’s on such subjects. These matters are of vital importance to employees, for whom areas like pensions and benefits packages are central issues. Getting communication right in these areas is therefor also at the centre of HR professional jobs. HR professionals sometimes have to advise both senior and operational managers on employee’s feelings on different subjects. It is usually the HR professionals who are called on to run or at least source and oversee employee attitude surveys, forums etc. to some extent they may also try to act as employee advocates in order to maintain employee commitment and motivation. HR has a key role to play in improving  communication including by providing training and coaching for other managers and workers which can improve their informal and formal communication. Effective Service delivery is a vital key in a HR role shown below are the key points of how to achieve it to a high standard. Delivering service on time: Delivering service on a budget: Dealing with difficult customers, Handling and resolving complaints: When dealing with difficult customers that may have a complaint or issue there are certain ways to deal with the situation so that it does not escalate and gets resolved. Firstly you need to identify the complaint and get as many facts together as possible. You always need to listen and empathize whilst clarifying that you both understand. Then you would log the complaint and investigate why, who, how and what evidence. Once that is achieved I think it is best to identify an end goal so there is something to aim for and the issue should then be resolved. When trying to resolve the situation always keep the complainant updated with any progress and also make sure you are following the company’s policy and try and keep it to the smallest time frame. Once the situation is resolved I would then try to investigate why it happened and how to prevent re-occurrence. In a HR role I believe you should be committed to treating customers with courtesy and respect at all times, responding promptly to all enquiries made by telephone, email, post, fax, or in person, ensuring accuracy of administration, respecting and maintaining confidentiality, equality of opportunity in employment, updating skills through continuous professional development, regularly and systematically seeking, listening to and acting upon the views of customers. I think a HR function should obtain much more thorough feedback from its internal customers these are line managers, senior managers and employees. This should cover both what they need from HR, and their user experience of current services. Such feedback, as this study illustrates, can generate a clear overview or ‘footprint’ of the HR function in a particular organisation. It can provide fresh insights and help the HR function to focus its efforts in areas that add value to the  business. Bibliography: http://www.cipd.co.uk/cipd-hr-profession/profession-map/professional-areas/service-delivery-information.aspx

Erp implementation at maruti suzuki ltd

Erp implementation at maruti suzuki ltd Maruti Suzuki ltd. was established in 1981 in India as and since its establishment Maruti Suzuki ltd has been leader of the Indian car market. It is a subsidiary of its parent company Suzuki Motor Corporation of Japan. Maruti Suzuki Ltd is the largest selling passenger car company in India and controls more than 45% of the Indian car market. The company is headquartered in New Delhi. On 17th September, 2007 Maruti Udyog Ltd was renamed to Maruti Suzuki Ltd. It has two manufacturing plants in India; one is in Gurgaon and the other is in Manesar. Both units when combined can produce around 500000 units per annum. Till now the company has a portfolio of 15 passenger vehicle. It is listed on BSE (Bombay Stock Exchange) as well as NSE (National Stock Exchange). What is ERP Every automobile company today has a very large amount of data to deal with. If the data is not integrated and is not available in consolidated form and at one place, it is very difficult for the users to access the data. ERP (Enterprise Resource Planning) is a basically a software tool for integrating the business as a whole with an aim of effective use of the management resources to improve the efficiency and working of the organization. It is a tool that integrates all the divisions and functions of the organizations into a single software program which runs on a single database and facilitates information sharing and communication among the various departments of the organizations. Need for ERP Every automobile company today has a very large amount of data to deal with. If the data is not integrated and is not available in consolidated form and at one place, it is very difficult for the users to access the data. In todays scenario, it is very important to share the data among the various divisions and departments of the organization in order to improve the efficiency and working. At every point or juncture, the information can be viewed and can be accessed. ERP is also used to integrate the value chain activities in the automobile industry. Enterprise Resource Planning also plays a major role in managing the inventory as it is one of the most important aspect in the automobile industry. Operational excellence is also achieved with the help of ERP. Thus, ERP has now become a necessity and need in the automobile industry and in companies like Maruti Suzuki ltd. Introduction Maruti Suzuki Ltd. uses Pre Implementation Before implementation of the ERP, the company used to depend upon its home grown, disparate systems to manage its business. But these systems were inefficient and were not able to communicate with each other and thus required a lot of manual work like entering data multiple times. And it was very difficult for the staff to generate the results and reports. There was a lack of control over processes. The company also added four new business sectors in 2002 which also required constant attention and human intervention and thus making it difficult to manage the system. Also, before implementing ERP company faced problems like poor information quality and huge turnaround time. There was no real time access to information which made it difficult for the company staff to access and obtains the latest, updated and correct information. Strategies for ERP implementation Maruti Suzukis Chief General Manager Rajesh Uppal said that the company was looking for an expandable and a flexible system that can be easily managed. Thus this will lower down the complexity of the system (IT environment) and also would reduce the dependence on some people to handle and manage the system. By implementing ERP there will be a single standardized Oracle platform and thus will also help the proper scaling of the system. The company adopted a phased migration strategy from its old legacy systems to the Oracle E Business Suite. Post Implementation There was a smooth transition from the old legacy systems to the newly adopted Oracle E Business Suite. The company selected Oracle Consulting to determine the companys requirements, to design the system, to develop the project plan, to deploy the software, to manage the parties involved and finally to provide the three months post implementation support to the company. The training programs were also designed for the employees. Under the training programs the user manuals were provided. There was also Train the Trainer program and Train the super users program under the Training programs. Financial Insight The company observed that with using the old multiple systems, there was lack of control over the data and information quality and processes. It was difficult to manage finances and the divisions lagged behind each other. But with the implementation of the E Business Suite, Maruti Suzuki was able to standardize on a single financial management platform. Standardization helped the company to keep and maintain tight control over the Accounts payable, accounts receivable and comprehensive general ledger. Also the efficiency improved and there was less confusion with the introduction of the standardized data formats and processes. Rajesh Uppal (Chief Manager IT) said that the completed the year end close on time without any hitch. Hyperion The company has been using Hyperion software for the last two years. It has been used to analyze the budgets across Marutis nine subsidiaries. It also helped the company to conduct financial reporting in compliance with the GAAP (Generally Accepted Accounting Principles) in India. The system is integrated with the Oracle Financial and is now being used by 10 (approximately) budgeting staff in the companys finance department. It has helped the company to improve their forecasts and also enabled Maruti to quickly respond to the changes in the market conditions thus enhancing their competitiveness. Hyperion can be easily integrated with the Oracle Financials Module. Procurement Oracle Purchasing was implemented by Maruti to handle the procurement of the services, goods and indirect consumables. Before implementing this Purchasing system, the companys subsidiaries either depended on spreadsheets or used the elementary or fundamental system to handle the process thus leading to rise in costs and excess of inventory. The major changes this system brought in the company was the cost reduction and better inventory management. It also helped to reduce the number of vendors thus reducing the costs. An automated workflow sends purchase orders along the chain and keeps the staff aware of the procurement activity. It has provided working staff the capability to track the process from order to payment. HR Workforce Management Maruti was quick enough to discover that the systems they were using were not able to manage the employees. Thus it felt the need of a single integrated system that could easily help them to manage the human resources. After the implementation of the Oracle Human Resouces module, Maruti observed that it had a better control over the functions such as leave and compensation management, payroll, recruitment and training and staff development. As the information is stored in a single database, the system enabled the staff to access the entire history and the details of the employees. Oracle self Service HR was also implemented which freed the HR staff from elementary duties (like changing details and addresses of employees). Thus, it helped Maruti to hire good quality people. Future Plans After the success of the HR, Procurement and Financials modules, the company can implement the Oracle Advanced Supply Chain Module and Oracle Enterprise Asset Management. The company can integrate more of its processes with ERP systems. This would help the company to access the real time information across all the different departments and divisions of the company.