Project Report on Financial Performance Analysis free essay sample

Finance is the life-blood of business. It is rightly termed as the science of money. Finance is very essential for the smooth running of the business. Finance controls the policies, activities and decision of every business. â€Å"Finance is that business activity which is concerned with the organization and conversation of capital funds in meeting financial needs and overall objectives of a business enterprise. †- Wheeler Financial management is that managerial activity which is concerned with the planning and controlling of a firm financial reserve. Financial management as an academic discipline has undergone fundamental changes as regards its scope and coverage. In the early years of its evolution it was treated synonymously with the raising of funds. In the current literature pertaining to this growing academic discipline, a broader scope so as to include in addition to procurement of funds, efficient use of resources is universally recognized. Financial analysis can be defined as a study of relationship between many factors as disclosed by the statement and the study of the trend of these factors. We will write a custom essay sample on Project Report on Financial Performance Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The objective of financial analysis is the pinpointing of strength and weakness of a business undertaking by regrouping and analyzing of figures obtained from financial statement and balance sheet by the tools and techniques of management accounting. Financial analysis is as the final step of accounting that result in the presentation of final and the exact data that helps the business managers, creditors and investors. Financial performance is an important aspect which influences the long term stability, profitability and liquidity of an organization. The Evaluation of financial performance using Comparative Balance Sheet Analysis, Common Size Balance Sheet Analysis, Trend Analysis and Ratio Analysis had been taken up for the study with â€Å"IIFL Ltd† as the project. Analysis of Financial performance is of greater assistance in locating the weak spots at the IIFL Ltd even though the overall performance may be satisfactory.

Limitations of Stereotyping at Workplace-Free-Samples for Students

Question: Discuss about the Merits and Limitations of Stereotyping at Workplace. Answer: Merits and Limitations of Stereotyping at Workplace A stereotype is referred to a set of characteristics or a fixed general image that a significant number of people believe represent a specific type of thing or a person. In other words, it is any thought which is widely adopted about specific types of individuals or their behaviours to represent the entire group of such people or their behaviour as a whole (Inzlicht and Schmader, 2012). A stereotype did not take into consideration the personal characteristics of a person; it assumes things about a person because he/she belongs to a certain group. Stereotypes can be both positive and negative; however, both positive and negative stereotypes can be harmful based on a persons reliance on them. In organisations, stereotyping can lead employees or managers to treat a person or a group in a specific way based on preconceived notions regarding that person or group. Generally, diversity factors such as culture, religion, age, ethnicity, gender and race can contribute to stereotyping in a cor poration. Many managers use stereotypes while communicating and interacting with their employees from another culture in order to ensure that they did not mistakenly make any insensitive statement regarding their culture (Alter et al., 2010). However, heavy reliance on stereotypes can negatively affect the organisational culture in a company, and it can lead to causing conflicts between employees in the workplace. This essay will focus on analysing the impact of stereotypes in corporations. Further, merits and limitations of stereotypes will be discussed in the report by analysing different organisational behaviour theories and recommendations will be given. In todays competitive business world, the requirement of talented employees has grown substantially, and organisations hire qualified employees from all around the world. In order to retain qualified employees in an enterprise, human resource department focuses on maintaining a positive working environment which supports and promotes diversity in the workplace (Chrobot-Mason and Aramovich, 2013). The HR department focuses on implementing effective organisational behaviour theories to ensure that employees from different cultures, religion, race and gender are able to work in the office effectively. Organisational behaviour is referred to the study of the way individuals communicate or interact within groups. It assists in implementing effective human resource management (HRM) policies that promote diversity in the workplace (Wood et al., 2012). Multinational companies are requiring dealing with people from different cultures and religions while operating their business. Therefore, ma ny times managers or executives rely on stereotypes to effectively deal with people from different cultures and religions. In recent years, the importance of diversity management in corporations has grown substantially with the increase in demand of talented employees. Misuse of stereotyping can result in making employees upset or dissatisfied with their jobs which negatively affects their productivity. The insensitive behaviour of employees or lack of diversity management policies can result in increasing disputes between employees which affect their along with others performance which is negative for a firms growth. Effective diversity management improves a companys performance because employees are more likely to feel attached to the organisation and it contributes to creating a positive culture in the workplace (Ilmakunnas and Ilmakunnas, 2011). Therefore, effective diversity management is a key requirement for modern corporations since it provides them a competitive advantage over others. For example, Google Incorporations promotes and supports diversity policies, and the HR department maintains equ ity among employees. Recently, the CEO of the company, Sundar Pichai, fired an engineer, James Damore, because he issued a controversial anti-diversity memo in which he argued why men are better than women (Statt, 2017). The action of Googles CEO showed that the company is serious regarding its diversity policies, and they promote and support employees from different cultures, religion, caste, race and gender. There are a number of merits of using stereotypes which can be beneficial for managers while creating a positive relationship with employees. Firstly, it assists them in ensuring that they did not make any insensitive remark or comment that might affect their feeling. Having knowledge about employees culture or religion can ensure that the manager is able to interact with them more freely since he/she understands their customs (Heilman, 2012). Similarly, while dealing with customers, clients or partners from another country, stereotypes can assist executives in understanding their business customs. For example, in China, people emphasis on punctuality more than western nations and being late in meetings can often result in cancelation of the deal. Therefore, stereotypes can assists managers in ensuring that while dealing with employees in the organisation, they are not insensitive towards their culture. Many times, stereotypes help managers in filling the missing information regardin g a person, such as a non-observable characteristic of an employee that can only be apparent after spending a long time with him (Lottrup, Grahn and Stigsdotter, 2013). Also, stereotyping helps managers in organising information more efficiently by placing employees into predetermined categories. Although it has seen that most stereotypes are based on true facts, there are a number of errors and distortions in them which may lead to employment discrimination. It is very unlikely that a person perfectly fits the stereotype category because each person has specific traits and characteristics (Von Hippel, Sekaquaptewa and McFarlane, 2015). Therefore, if a manager is relying on stereotypes, then he/she is assigning traits to an employee that is untrue. The use of stereotypes makes it difficult for managers to alter their belief about an employees characteristics and traits which conflict with the stereotype. If a manager himself uses or all others to engage in stereotyping, it can result in increased abuse and mistreatment in the workplace. If a manager did not stop employees from using stereotypes, then employees can sense that he/she promotes open displays of mistreatment or discrimination which can result in establishing a negative working culture in the organisation. It incre ases conflicts and disputes between employees and managers which negatively affect the performance of others as well (Posthuma and Guerrero, 2013). If collaboration and teamwork is a necessary requirement in a corporations success, that use of stereotypes can result in causing bad working relationships between employees. For example, based on the stereotypes, a man may not prefer to ask a woman help while working because he might feel she is incapable of understanding or performing the task. Another problem with stereotyping is that it causes low morale for individuals or group which make a toxic working environment. The managers find it difficult to motivate employees to improve their performance if employees have low morale. According to the Equity theory of motivation, employees feel motivated if their output is equal to their input (Lazaroiu, 2015). Based on stereotypes, a manager can discriminate between two employees and provide more benefits and opportunities to only one. In this situation, it is difficult to motivate the employee who is discriminated against and it is more likely to affect his performance negatively. Similarly, ERG theory divide basis needs of an employee into three categories. Existence includes physiological and safety needs, relatedness include social relations needs, and growth refers to self-esteem and self-actualisation needs (Caulton, 2012). This theory categorised the five needs given by Abraham Maslow in Hierarchy of needs theory. If man agers use stereotyping, then it is difficult for them to fulfil relatedness needs of employees. If managers are continuously discriminating employees based on stereotypes, then it can negatively affect their performance, and it makes it difficult for managers to motivate them. Following actions can be taken by managers in order to avoid stereotyping in the workplace which assists them in establishing a positive and supportive working environment which effectively manages diversity in the workplace. Firstly, managers should implement workplace policies that discourage stereotyping and discrimination between employees and embrace diversity in the workplace (Lamont, Swift and Abrams, 2015). In Australia, the government has implemented anti-discrimination laws based on age, disability, race and sex of employees. Organisations should comply with regulations of these acts to ensure that they avoid stereotypes. The firm should also provide diversity training to managers, supervisors and employees to make them learn about others religion, race, nationality and culture. Managers should schedule meetings between them and workers to discuss the way to prevent employees from stereotyping, and they should avoid making assumptions or creating labels for employees (Dugui d and Thomas-Hunt, 2015). Managers should ensure that employees respect each other and difference between them by implementing strict diversity policies. In conclusion, stereotyping has its merits and limitations however in order to promote diversity management, managers should avoid using stereotypes. Stereotyping assists managers in ensuring that they are able to fill the gaps while interacting and dealing with other employees in order to create a positive relationship with them. It assists them organising information more effectively by placing employees into predetermined categories. It also ensures that managers did not make any insensitive remarks that might hurt employees feeling. However, there are many limitations of stereotyping which result in establishing a toxic environment in the workplace. It promotes discrimination in the workplace which causes low morale among employees. Stereotyping also makes it difficult for managers to motivate employees and improve their productivity. Various recommendations are discussed in the report for avoiding stereotyping such as strict diversity policies, effective workplace relationships, avoiding of assumptions, and diversity training. These policies can assist managers in avoiding stereotyping and creating a positive working environment in the workplace which promotes and supports diversity among employees. References Alter, A.L., Aronson, J., Darley, J.M., Rodriguez, C. and Ruble, D.N. (2010) Rising to the threat: Reducing stereotype threat by reframing the threat as a challenge.Journal of Experimental Social Psychology,46(1), pp.166-171. Caulton, J.R. (2012) The development and use of the theory of ERG: A literature review.Emerging leadership journeys,5(1), pp.2-8. Chrobot-Mason, D. and Aramovich, N.P. (2013) The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), pp.659-689. Duguid, M.M. and Thomas-Hunt, M.C. (2015) Condoning stereotyping? How awareness of stereotyping prevalence impacts expression of stereotypes.Journal of Applied Psychology,100(2), p.343. Heilman, M.E. (2012) Gender stereotypes and workplace bias.Research in organizational Behavior,32, pp.113-135. Ilmakunnas, P. and Ilmakunnas, S. (2011) Diversity at the workplace: Whom does it benefit?.De Economist,159(2), pp.223-255. Inzlicht, M. and Schmader, T. (2012)Stereotype threat: Theory, process, and application. England: Oxford University Press. Lamont, R.A., Swift, H.J. and Abrams, D. (2015) A review and meta-analysis of age-based stereotype threat: Negative stereotypes, not facts, do the damage.Psychology and aging,30(1), p.180. Lazaroiu, G. (2015) Employee motivation and job performance.Linguistic and Philosophical Investigations,14, p.97. Lottrup, L., Grahn, P. and Stigsdotter, U.K. (2013) Workplace greenery and perceived level of stress: Benefits of access to a green outdoor environment at the workplace.Landscape and Urban Planning,110, pp.5-11. Posthuma, R.A. and Guerrero, L. (2013) Age stereotypes in the workplace: Multidimensionality, cross-cultural applications, and directions for future research.The SAGE handbook of aging, work and society, pp.250-265. Statt, N. (2017) Google fires employee who wrote anti-diversity memo. [Online] The Verge. Available at: https://www.theverge.com/2017/8/7/16111052/google-james-damore-fired-anti-diversity-manifesto [Accessed 2 April 2018]. Von Hippel, C., Sekaquaptewa, D. and McFarlane, M. (2015) Stereotype threat among women in finance: Negative effects on identity, workplace well-being, and recruiting.Psychology of Women Quarterly,39(3), pp.405-414. Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R. and Seet, P.S. (2012)Organisational behaviour: Core concepts and applications. Milton QLD: John Wiley Sons Australia, Ltd..

Is Psychological Debriefing Harmful to Trauma Survivors

January Reflections Example

January Reflections Example January Reflections – Essay Example Leadership Introduction In leadership, a leader should exhibit a number of characteristics. A good leader is one who portrays a set of characteristics that not only enable the individual perform their leadership function, but also relate well with their subjects. Such characteristics include servant leadership, charisma and social intelligence. A servant leader is one who shares their power with other individuals. Such a leader puts the needs of other people as their first priority. A servant leader is initially a servant. Such a leader usually has a natural feeling of serving individuals first, then performing their leadership roles later. This conscious choice is what aspires the individual to lead. Social intelligence in leadership is the ability of a leader negotiating complex social relationships and environments. Social intelligence is what defines humans. A leader therefore should possess social intelligence. With social intelligence, a leader is able to understand and manage well the relations of boys and girls, men and women by acting wisely during human relations. Charisma is the attribute in an individual that brings a compelling charm, which aspires devotion in others. Charisma may also be a divinely conferred talent and power. Great leaders have charisma and many subjects are charmed by the leader’s charisma. Perception on the Interview Donald trump, a successful business magnet in New York, America portrays a number of leadership characteristics in his interview at ABC News. Trump, for instance, portrays strong confidence in his personality. He speaks confidently about the great company that he has built over the years which has a staggering net worth of over $10 billion. He confidently boasts of beating a lot of smart people in the country by doing so. Trump shows high levels of social intelligence during the interview. When asked on his opinion about other politicians, he chooses his words well when describing his thoughts about them. He tactfully evades the question on the validity of Obama’s birth certificate. A great leader should portray high levels of social intelligence since the leadership office demands a lot of such. A leader for instance, shall be dealing with a lot of conflicts on a daily basis and as such, should have social intelligence. Trump, in his interview, brings out a strong sense of charisma. He is the type of individual that leaves a viewer impressed or inspires to be like him. When trump talks about building his business, he further states that the future of the country should be like the success of his business and implies that is exactly what he shall do once in office. Lastly, trump shows levels of servant leadership in him. He talks of being concerned about America’s economy being ripped by China and other countries. His concern of fixing his country’s economy first before other things not only shows that he has servant leadership traits in him, but also portrays high levels of patriotism for his country. Conclusion Leaders have the role of steering a country. Just like trump said in the interview, individuals need to choose the correct candidate. A candidate who portrays good leadership skills, patriotism and love for his country is a good leader. When choosing a leader, citizens should be very keen in order for them to make the right choice. References Donald Trump This Week Interview. (2013). Retrieved from: youtube.com/watch?v=FC_wapgQLxw. Accessed on [15.02.2014]

Solid Waste Analysis Essay Example | Topics and Well Written Essays - 750 words

Solid Waste Analysis - Essay Example Moreover, the underlying question of whether or not all waste products are resources waiting to be used will be answered. Before delving into such a critique, it is necessary to understand that the current economic system is gravely different from even that which existed but a few scant years ago. This is the result of the fact that when one views the history of industrial creation within the world, raw materials were plentiful, cheap, and readily available. As a function of this, a particular type of consumer culture developed in which it was oftentimes more expedient and cheaper to purchase an entirely new product than it was to have the older one fixed. However, as resources have increased in price as a function of scarcity and increasing demands on consumer markets, the use and re-use of recycled material has become increasingly popular. The example that is used is the way that waste, formerly understood as worthless mass that must find a place to be stored, came to be something that was desirable and profitable for firms to seek to reclaim. One can of course consider that forms of plastic and metal would of course be something valuable to firms; however, biomass as well has the potential of generating profits for many firms (Middleton, 2008). Although it is interesting that the technology has increased in the way that it has, the fact of the matter is that it is the profitability of the waste that has driven companies and individuals to seek to extract it from refuse is the real motivating factor; not the desire to be more efficient or to reduce the impact on the environment. Although it is definitely a positive thing that the overall level of waste has been reduced, it would be premature to assume that the technology alone can solve the issue of waste within our current system. The fact of the matter is that the world economy has grown and continues to grow, world populations have grown as well and the overall level of waste that is being produced is incr easing each and every year. Due to the fact that the world currently has a much higher population concentration as well as a subsequently high level of consumer goods demanded, it is vitally important to consider the means whereby these needs and demands might continue to be met without the disastrous effects on the environment that previously have been engaged as a function of short sighted means of production and a complete lack of recycling. (Weitz et al, 2002). By pointing out high density populations as a prime example of the way in which an economic system can utilize waste to increase growth, the reader can use this as a powerful example for the way in which other entities and governments can engage the same idea to effect positive change and profits as well. Ultimately, the reader can understand that the changes in technology and economics have meant that nearly no form of waste is without a potential to be used in a profitable way. Although it is not possible to state that there will soon be a time in which nothing will be discarded entirely, the movement that has been experienced and exhibited within the past several decades illustrates the way in which interested parties can seek to increase efficiency and generate a profit based upon refuse that had previously been marked as a liability to the surrounding area (Wang & Nie, 2001). Although the discoveries and changes that have given to the system help the reader to understand the ways in which current technology has helped to reclaim a wide variety of man-made material from solid waste, there is also the unmentioned issue with relation to the

Career Managment Assignment Example | Topics and Well Written Essays - 1000 words

Career Managment - Assignment Example The starting salary for this position is  £16,000 per year. As the individual gains experience and skill, they can earn over  £100,000 per year. This position is similar to compliance in that the individual can do consultancy, they can also do a variety of other jobs. In this capacity, they use a wider array of business skills than the Compliance Analyst. This job is for people who like variety because they can do â€Å"business advisory, taxation, audit and assurance, corporate recovery and insolvency, corporate finance, forensic accounting and compliance†. The Investment Manager focuses on providing investment information to their clients. These investments could be anything from â€Å"equities, bonds, property, and cash†. The clients for this position well are large corporations with a lot of money to invest or individuals. Investment manager works closely with investment analysis that analyses the investments on a regular basis. The best way to talk about similarities and differences is through an understanding of their skills and experience that is needed. All three positions require people skills. The Management Consultancy and Investment Analysis also state that the candidate must be strong in numerical skills and numerical reasoning. The compliance position needs excellent report writing skills but the other two do not list this as necessary. All three positions require the ability to work with teams. The Management Consultancy and Investment Analyst also require a background in business. The entry-level qualifications are very similar. It is suggested that a graduate programme is necessary.

Managing the Curriculum Essay Example | Topics and Well Written Essays - 2000 words

Managing the Curriculum - Essay Example to the identification, implementation and evaluation of policies that aim to support the various phases of learning, as these activities are also known as management of the curriculum. The review of the literature related to this subject has revealed an important fact: the state has the key role in defining the curriculum, both as a syllabus and as a learning process; still, the decisive role of principal/ head of educational institute in managing the curriculum cannot be doubted. In fact, the terms on which the management of curriculum is based are highly influenced by the decisions of principals and educators; the latter are those who apply the curriculum in practice and can, therefore, introduce important changes in each management on the basis that the key principles of education, such as equality and diversity are not violated, as analyzed below. A critical issue when managing Curriculum is the right of all children/ students to education no matter their physical or mental conditions. This right has been also described as the right to inclusion and refers to the need for securing the access to education for all children and students despite their potential disability (Wearmouth et al. 2013). Inclusion, as described above, is considered as a reflection of social justice, i.e. the need for the elimination of discrimination in all aspects of social life (Wearmouth et al. 2013). However, in order to be effectively promoted inclusion needs to be based on specific criteria. In other words, without a carefully planned strategy inclusion cannot be achieved at the level that delays would appear in regard to each of its processes (Sydney 2013). From a similar point of view it is noted that inclusion cannot be achieved only by applying a specific policy (Sydney 2013). Rather, it should be based on the understanding of all people in the educational site involved of the value and the necessity of inclusion; in other words, inclusion is