Taj People Philosphy and Star System

The employee at Taj is viewed as an asset and is the real pro harmonize centre. He or she is the genuinely reason for our survival. The creation of the Taj peck Philosophy displays our committal to and whimsey in our people. We want an organisation with a very wakeful philosophy, where we can treasure people and build from within. * Bernard Martyris.Senior Vice-President, HR, Indian Hotels confederation Limited (IHCL)Introduction In March 2001, the Taj theme launched an employee loyalty course of instruction c solelyed the Special Thanks and Recognition System ( senseS). STARS was an initiative aimed at motive employees to transcend their usual duties and responsibilities and have fun during become. This program likewise adjudge and rewarded hard working employees who had achieved excellence in their work.The Taj free radical had al routes believed that their employees were their great assets and the very reason for the survival of their business. In 2000, to show its commitment to and belief in employees, the Taj root word actual the Taj People Philosophy (TPP), which c overed on the whole the people practices of the classify. TPP considered every aspect of employees organisational life history planning, right from their induction into the keep company till their superannuation.TPP offered many benefits to the Taj sort. It helped the company boost the morale of its employees and improve attend to standards, which in turn resulted in repeat clients for many hotels in the company. The STAR agreement alike led to global learning of the Taj Group of hotels in 2002 when the conference bagged the Hermes Award for Best Innovation in Human Resources in the global hospitality industry.The Taj People Philosophy Since its establishment, the Taj Group had a people-oriented culture. The group always hired fresh graduates from leading hotel focus institutes completely over India so that it could shape their attitudes and develop their skills i n a way that fitted its take and culture. The management wanted the new recruits to pursue a long-term career with the group. All new employees were placed in an intensive two-year provision program, which familiarised them with the business ethos of the group, the management practices of the organisation, and the working of the cross- courseal de come apartments.The employees of the Taj Group were trained in varied fields like sales and marketing, finance, hospitality and service, front representation management, food and beverages, projects, HR and more. They in any case had to take part in divers(a) leadership programs, so that they could develop in them a strong, warm and passe-part step up work culture. Through these programs, the group was able to assess the future possible of the employees and the training required to further develop their skills. The group offered excellent opportunities to employees twain on personal as well(p) as organisational front. In revisal to achieve Taj standards, employees were made to undergo a rigorous training program. The group strove hard to standardise to totally in all its processes and evolve a work culture, which appealed to all its employees universally.The group believed that endowment fund management was of utmost importance to develop a sustainable competitive advantage. The group aimed at making the HR function a critical business partner, rather than just a maintenance function. To further show its commitment to and belief in employees, the group created the Taj People Philosophy (TPP) covering all people practices of the group. The concept of TPP, developed in 199,was the brainchild of Bernard Martyris, Senior Vice-President, HR, IHCL, and his core team. The concept, originally aforethought(ip) to be called as The Womb to Tomb Approach, covered all the aspects of an employees career, from joining the group until his/her retirement. TPP was based on the key points of the Taj employee charter. Ke y Points of the Taj Charter close to of the key points of the Taj Charter are confiden below* Every employee of the Taj Group would be an important member in the Taj family.* The Taj family would always strive to attract, refrain and reward the shell talent in the industry.* The Taj family would commit itself to formal conversation channels, which would foster transparency.It was developed in line with the Tata Business Excellence amaze (TBEM). Explaining the rationale for implementing the philosophy, Martyris said, It is to achieve that international benchmarking in hospitality, and HR must fit into it. According to him, the trio major areas of TPP included work systems and processes, learning and exploitation and employee welfare.As part of the TPP, the Taj Group introduced a strong performance management system, called the Balanced Scorecard System (BSS) that linked individual performance with the groups overall strategy. BSS was based on a model developed by Kalpan and No rtan, and focused on enhancing both individual as well as enterprise performance. BSS measured the performance of employees across all gradable directs against a set of predefined targets and identified their variances. Martyris explained, We are looking at a matrix form of organisation which cuts across hierarchy. It is important to understand the say-so of people. Therefore, BSS was implemented even at the lowest levels of hierarchy.The BSS included an Employee felicity Tracking System (ESTS), which solved employees problems on a quarterly basis. As a part of ESTS, Taj carried out an organisation-wide employee satisfaction survey in middle 2000 of about 9000 employees. According to this survey, the reported satisfaction level was about 75%. The group aimed to increase this level to 90-95% and eventually to 100%.The group as well took strong measures to weed out under-performers. The group adopted the 360-degree feedback system to gauge the performance of all top officials, from the managing director to departmental managers, in which they were evaluated by their immediate subordinates. The 360-degree feedback was followed by personal interviews in individuals to counsel them to overcome their deficiencies.The Taj Group also established Centres of Excellence for its 14,000 employees at five locations in India, including Jaipur, Bangalore, Ernakulam, Chennai and Hyderabad. At these centres, departmental heads in each functional area were trained. These departmental heads after trained their own staff. The training included foundation modules and accreditation programs that familiarised the employees with Taj standards. asunder from adopting stringent measures to improve performance, Taj also recognised and rewarded its best employees across all levels of the organisation. For this purpose, Taj created a unique employee identification tracking and reward program cognize as STARS. Describing the program, Martyris said, Its an HR initiative aimed at crea ting an association surrounded by our star performers and our brand, the Taj.The Star System The STAR system (STARS) was the brainchild of Martyris. The system was developed in accordance with Tajs core philosophy that beaming employees lead to happy guests. STARS, operative by dint ofout the year (from April to March), was open to all employees across the organisation, at all hierarchical levels. It aimed to identify, recognise and reward those employees who excelled in their work. STARS was actively promoted across the groups 62 chain of hotels and among its 18,000 employees globally, out of which 15,000 were from India.STARS had five different levels. Though employees did not receive any bullion awards, they gained actualisation by the levels they attained through the points they tuckd for their acts of kindness or hospitality. Level 1 was cognise as the Silver Grade. To egest this level, employees had to store up 120points in three months. To attain Level 2, known as t he Gold Grade, employees had to accumulate 130 points within three months of attaining the silver grade. To reach Level 3, called the Platinum Grade, employees had to accumulate 250 points within sic months of attaining the gold grade. To attain Level 4, employees had to accumulate 510 or more points, only below 760points, to be a part of the Chief Operating Officers club. Level 5 which was the highest level in STARS, enabled employees to be a part of the MDs club, if they put in 760 or more points.Points were granted to employees on the basis of parameters like integrity, honesty, kindness, valuate for customers, environmental awareness, teamwork, coordination, cooperation, excellence in work, new initiatives, trustworthiness, courage, conviction, among others. Suggestions by employees that benefited the organisation fetched them meaningful points. Such hypnotisms in each hotel of the Taj Group were examined by the General double-decker and training manager of the hotel the e mployee worked in. the suggestions could also be posted on the Web, which were everlastingly monitored.Employees could also earn points through appreciation by customers, compliment-a-colleague forums and various(a) suggestion schemes. Employees could also get default points if the review committee did not give feedback to the employee within two days of his/her offering a suggestion for the betterment of the organisation. In such cases, the employee concerned was awarded 20 default points. Hence, in an collateral manner, the system compelled judges of the review committee to give feedback to employees as archeozoic as possible.STARS helped employees work together as a team and deem fellow employees for their acts of kindness and excellence. It enhanced their motivation levels and led to increased customer satisfaction. In one case, a bellboy in one of the groups hotel who received an American customer wen out of his way to care for the customer. Noticing that the customer, who had arrived late at night, was suffering from cold, he offered to bring him a doctor. However, the customer refused the boys offer. The bellboy then, on his own, offered a shabu of warm water mixed with ginger and honey, a traditional Indian home remedy for cough and cold. The customer matte up surprised and also happy at the bellboys gesture. He left a note of appreciation for him, which added to his existing points.According to the number of points accumulated, employees would receive a star, which could be pinned on to their coat. When a certain number of points were collected, employees received yield hampers, cash vouchers or a vacation in a Taj Hotel of their select in India. The winners of STARS were felicitated at a function held in Taj, Mumbai. The winners photographs were displayed on a big screen at the function and they received awards given by the MD of the Taj Group. This award ceremony significantly boosted their morale.The STARS program seemed to have generated attractor of attention among the employees at the Taj Group. During the initial phase, not every hotel seemed to be effective about adopting STARS, but after the first awards ceremony was conducted, every hotel in the group reportedly became very serious about the implementation of STARS. Reportedly, customer satisfaction levels increased significantly after the implementation of STARS.Commenting on the victory of STARS, Martyris said, After the campaign was launched, a large number of employees have started working together in the true spirit of teams and this helps us value our serviceman capital. There are stars all around us but very often we look only at stars outside the system. Many employees do that extra bit and go that extra mile, out of the way to daze the customer satisfaction with employee recognition. Employee recognition is hence, directly linked to customer satisfaction. It is a recognition for the people, of the people and by the people. STARS was also used by t he group as an estimate system, in addition to its regular appraisal system.The Future The STARS was not only successful as an HR initiative, but it brought many strategic benefits to the group as well. The service standards at all hotels of the group improved significantly because the employees felt that their good work was creation acknowledged and appreciated. This resulted in repeat customers for Taj hotels. And because of STARS, the Group won the Hermes Award 2002 for best innovation in HR in the hospitality industry. Analysts felt that the fame and recognition associated with the winning of the Hermes award would place the Taj Group of hotels at the top of the inclination of the best hotels in the world. The group also received requests for setting up hotels in Paris (France), where the Hermes award function took place.The HR practices at the Taj Group attracted several Human Resources and Organisational Behaviour experts world over. In late 2001, doubting Thomas J Delong, a professor of Organisational Behaviour from Harvard Business School (HBS), visited India and interviewed various employees in the Taj Group. After his visit, the Taj Group was envisioned as an example of organisational shifting wherein key dimensions of cultural change went into the making of global managers. Analysts also felt that social responsibility and people-centric programs were the core values of the Taj Group, which were well demonstrated through the Taj People Philosophy. Martyris said, The challenges here lay in retaining the warmth and kind focus of the Ta and inculcating a system-driven approach to service.Analysts felt that the Taj Group had been highly successful because of its ability to provide better opportunities and gave greater recognition to its employees, which motivated them to work to the best of their abilities. The Employee Retention Rate (ERR) of the Taj Group was the highest in the hospitality industry because of its employee-oriented initiatives. In spite of the highest ERR, Martyris felt that the retention of talent was Tajs major challenge. He said, Our staff is routinely poached by not just industry competitors but also banks, call centres and others. In 2002, in the placement process at the hotel management institute transcend by the Taj, more than half of those passing out were hired by non-hospitality companies. While we are happy to see the growth and opportunity for this sector, we also feel there is a need for introspection. Are we offering western fence lizard and smooth career paths to our employees? How am I to retain staffers from moving across industries?In late 2002, the Taj Group, to demonstrate its strong belief in employees, announce plans to make further investments in training, development, and career planning and employee welfare. The group also tried to standardise its various processes and develop a common work culture. After winning the Hermes Award in 2002, the group also planned to nominate the BSS for the Hermes Award 2003.

Cultural Difference: Hofstede Framework

goal, in my own opinion, is a unique system of set and norms that atomic number 18 believed by a sort of pack who live in the same order. Since glossiness is unique, Geert Hofstede tried to study the differences. After the study, he proposed louvre dimensions to measure the cultural difference between nations. The following parts result explain Hofstede Framework briefly. The starting line dimension is Power Distance. It is a m otherfucker to measure the power difference between levels in organization. In a theme with high power distance, the majority of people would work to find in assurance and establish hierarchy.When observing their behavior, they would have a striking esteem on the class of social level. By contrary, a association with a low power distance would not fear authority and view themselves as equal with equal rights. Generally, the power distance in Oriental is higher(prenominal) than that in Occidental. The second dimension is Individualism vs. Coll ectivism. This mightiness measures the optence of a group of people in considering self-bene fit in or group-benefit. In a nine of collectivism, the society would have strong group cohesiveness and have higher responsibility on others well-being.Besides, the focus level would tend to discuss with their subordinates before making a decision. By contrary, people pass on have loose ties and lack of inter individualized connection when a society prefers individualism. Generally, the Oriental prefer to focus on collectivism the Occidental prefer to focus on the individualism. The third dimension is Achievement vs. Nurturing. This list reflects a society that sticks with and values traditional male and female roles. If the total is high, the society tends to holes value like traditionally male which is competitive, assertive and ambitious.They would be slight emotional and would not make any emotional-based decision or argument. On the other hand, a nurturing-oriented society en trust respect and admired justly women and they would tend to emphasizing consideration and personalised feelings. Next dimension is scruple Avoidance. The gibe reflects the attitude of the group when it faced risk and ambiguity. If the score of dubiousness vitiateance is high, the solicitude of the group would prefer to set more rules to avoid the uncertainty situation during the daily operation. By contrary, society with low score has higher illingness in accepting risk and transplants.Also, the guidance of the group would obligate less rules and structure when unnecessary. The last one is semipermanent vs. Short-term Orientation. It measures the group of people prefer to consider the short-term-benefit or the long-term-benefit. If the group prefers short-term-benefit means the management may seek for the mobile success and the instant benefits. They would consider personal stability and respect fro tradition. By contrary, the group prefers long-term-benefit means they concern the future, counsellor saving and reserve. They believe that modern effect is more of the essence(p).With the Hofstede framework, we can recount and understand the difference of managing refinement through these five dimensions. On the other hand, when we talk abou Culture, roundbody would say that Culture is something easy to figure of speech up, but disfranchised to break. However, in my opinion, this is not a one-sided statement. We would not state that market-gardening is either easy or thorny to build up or break down, as we could adopt a new cultural environment or re-build a polish in a micro-environment by nderstanding the cultural norms and behavior of that society.For example, to budge the beliefs and values in an organization, we should adopt different approaches based on the culture in that nation. I would explain my contention using the Hofstedes framework in the following parts. The first list is Power Distance. The majority of people would obey t heir boss if the index is high. By contrary, they would view themselves as equal with equal rights. For this, there are two different reactions when they meet the change of culture, included buildup and break down.From the angle of higher-index nation, they leave accept the changes always most likely they result not refuse the changes, include the break down. So, management can change the culture easily in this situation. However, in the low-index nation, it will not only heavily to build up, but in like manner hard to break down the culture as they emphasize to view themselves as equal with equal, especially to rebuild. Therefore, management should follow these three advices when they change to culture. Firstly, form a discuss group and invite ply to show their views and concern before decision making.Secondly, furnish to use more statistics to seek their support within the discussion. The most important is the management must keep the eyes on the behaviors and emotion of the staff the change started. If the negative reaction was found, the management should stop the change and review. If the management follows it, it is easy to change the culture. The second angle is Individualism vs. Collectivism. As the verbalise before, the society would have strong group concept if there is Collectivism. On the other hand, they would emphasize the self-benefit when they prefer Individualism.For this, the briny focus should be get, there are two different reactions when they meet the change of culture. In the Individualism society, Self-Benefit is their main focus. If ever-ever-changing the culture will bring the Self-Benefit, they will support the change. Then, Culture is something easy to build up and break down. However, if changing the culture will cut the Self- Benefit down, they will against the change. Then, Culture is something hard to build up and break down. By contrary, in the Collectivism society, Group-Benefit is their main focus.If changing the cultu re will advantage to Group-Benefit, they will support the change. So, Culture is something easy to build up and break down in this moment. However, if changing the culture is disadvantage to Group-Benefit, they will against the change. Then, Culture is something hard to build up and break down in this moment. As a role of management, we should savour to guide them to focus the viewpoint to positive. For example, when we would like to change the culture of late, some supporter of the Individualism may think it is disparage to their Self-Benefit.But e should change their mind-set to it is benefit for them, it is a chance for strive to the promotion. For the support of Collectivism, we also can try a similar approach. For example, when we would like to change the culture of talking gossip, some supporter of the Collectivism may think it is damage to their Group-Benefit. We should change their mind-set to it is advantage to tor them it will be increase to productivity atter stop to talking. All of them can get the team bonus if the productivity increases. Try to divert their attention and get their support, then the change of culture will easier.If we can not divert their attention, the management should stop the change and review it immediately. The next angle is Achievement vs. Nurturing. If the score is high, the group of people will more competitive, assertive and ambitious. However, they would tend to emphasizing consideration and personal feelings if the score is low. In this situation, they will only support the change if it is fit with their character and react it if it can not. After we got their support, we can change the culture easily. But, it is hard to change the culture if we only got their objection.In the Achievement society, we should avoid discussing emotions or making emotionally-based decisions or arguments. By contrary, Ensure Job design and practices are not discriminatory to either gender. And treat men and women equally. By doing so, we will build up or break down easily. When we go the vilify way, then we will hard to build up and break down. The after part angle is Uncertainty Avoidance. The group would prefer to set more rules if the score of uncertainty dodge is high. If the score of uncertainty avoidance is low, they have higher willingness in accepting risk.If the score of uncertainty avoidance is low, that means they acknowledge to support the change of culture, it is easy to rebuild and break down the culture. On the other hand, they are not the fans of the change if the score of uncertainty avoidance is high, because they have not confidence for the future. For this, we should give more plans and preparation to the staff, snuff it with them often and early, provide detailed plans of change. Through the guide line, we can bring the people to rebuild or break the culture step-by-step. After that, they will support the change as they got he confidence.The last angle is Long-term vs. Short-term Orient ation. If the group prefers short- term-benefit means the management may seek for the quick success and the instant benefits. By contrary, the group prefers long-term-benefit means they believe that progressive effect is more important. In Long-term society, we should avoid letting them pretermit the face, emphasize and benefit of future, then they will support. Otherwise they will oppose the change. By contrary, in Short-term society, we should emphasize the quick benefit, then they will support. Otherwise they will oppose the change.

Strategic Implications of a Swot Analysis

Name Nana Kesewaa Dankwa Index name-PGDBA/PM/022/0912 EVALUATE THE STRATEGIC IMPLICATIONS OF THE SWOT ANALYSIS MODEL OF AN organic law OF YOUR CHOICE. Introduction Strength, Weaknesses, Opportunities and Threats (SWOT) abbreviation is an important device for examine and psychoanalysis of the overall strategic position of an giving medication and its environment. It aims to elicit tactics which will apply an governing specific operational model that will best reorient an organizations resources and capabilities to the requirements of the environment in which the firm operates (www. anagementstudyguide. com). Therefore, for any organisation to survive and achieve its mandate, it needs to strategically and competently undertake a SWOT analysis of its environment to fashion out activities which will alter it result and achieve its relegating and vision. The knowledgeable scrutinize Agency The organisation selected for this assignment is the subjective Audit Agency (IAA). The IAA was established by the Internal Audit Agency Act 2003 (Act 658).The Agencys mission is to exercise oversight responsibility over native audit figure in the public service by setting standards, providing quality say-so and supporting capacity building for good corporate governance, coreive guess management and controls through highly skilled and motivated workforce. Its vision is to be a Centre of Excellence in Africa in promoting best practices in congenital auditing. The strategies adopted by the Agency to achieve its set objectives imply 1.Effectively promoting upcountry audit practice in Ministries, Departments and Agencies (MDAs) and Metropolitan, Municipal and District Assemblies (MMDAs) 2. change magnitude public access to information on internal audit activities 3. Creating a congenial environment for high performance work in the Internal Audit Agency 4. Improving good governance and accountability in MDAs and MMDAs SWOT Analysis Model of the Internal Audit Agency StrengthsWeaknessesOpportunitiesThreats pleasant relationship between Board, management and staveConducive work environment Approved system of rules of ServiceLow morale of rung due to improper platement Support of the disposal Legal backing for IAA work Independent Judiciary penny-pinching relationship with central management agencies (CMAs)Lack of continuous political commitment poach of internal audit skills by other institutions. High quality of staff (competence and qualifications) Proactive Leadership Supportive Board Youthful and energetic staff Cordial working relationship Good corporate image short(p) training for staffInadequate side accommodation Inadequate Staff numbers Govt committed to developing internal audit function Appreciable number of qualified personnel gettable in Ghana Goodwill of suppliers and service providers International recognition availability of curricula for training internal auditors in tertiary institutions. Poaching of key staff fr om IAA Publicity on negative activities by staff of Internal Audit Units (IAUs) The perception that corrupt practices are normal Misconception of the role of IAUs.INTRANET facilitates confabulation within IAA INTERNET facilitates communication of IAA with the external humankind approachability of ICT Tools Availability of a websiteHigh downtime for office equipment. Non-availability of electronic recording equipment Inadequate & outdated ICT equipmentPotential to Network with all MDAs and MMDAs. Emerging technologies to facilitate conduct of internal audit functions (e. g. Audit Software) Implementation of GIFMISComputer Viruses & FraudsPoor ICT infrastructure and geographical spread of MDAs and MMDAs common power outages. Legal mandate by an Act of Parliament, Act 658 Availability of conditions of serviceLack of enforcement powers. High demand by MDAs and MMDAs to get services of internal audit Legislation in areas such as labour, compensation and health and prophylactic Non -transmittal of IAA Annual Report to Parliament Inability to enforce pursuit of liable public service staff Inadequate authority to enforce implementation of audit recommendationsStrategic Implications of the SWOT Analysis model of the Internal Audit Agency The Internal Audit Agencys SWOT Analysis model was done to be able assist the AGENCY get ITS OBJECTIVES . it is legally mandated to achieve its Now the strategies of the agency were drawn out the swoty analysis done the agency drew all its strengths The strategies of the IAA retain been conjecture to assist the organisation achieve its mission and vision. These strategies have been designed taking cognisance of the objectives defined for the Agency in Act 658.The SWOT analyses undertaken by the IAA adequately scan the Agencys environment and have appropriately ascribed both external and internal environmental issues. The Agencys SWOT model has captured detailed internal and external environmental issues which would place the Agency in a proper position to adequately pursue and achieve its goal and objectives with minimal adversity and a well wide-awake system as it has anticipated all the positive and negative internal and external issues which could respectively support or derail its efforts towards achieving its objectives.However, the Agencys SWOT model is highly subjective as these strengths, weaknesses, opportunities and threats are ground massively on the perceptions of the staff undertaking the exercise. The methods of identifying these environmental issues are not scientific as the Agency failed to provide any basis to that effect in their strategic plan for 2011- 2015. Conclusion SWOT analysis is a powerful tool for the systematic analysis of internal and external environments of an organization. It assist in effectively identifying problems and drawing lines of future actions to eliminate or repair these problems.

A Framework for Thinking Ethically Essay

The article A cloth for Thinking Ethically analyzes the main concept of ethics. The authors explores the arguments of what ethics is and what ethic is not, wherefore ethics is important, five sources of honourable standards, and advises a 10-step framework for making estimable decisions. First, this article helps identify what ethics is not. It points out that ethics is not found on the law and culturally accepted norms it is neither religion nor a science and it is not the alike(p) as peoples feelings.Moreover, the authors describe that many philosophers and ethicists almost the world proposed five sources of ethical standards to help understand what ethics be based on. Secondly, the article identified the following five sources of ethical standards the utilitarian Approach, the Rights Approach, the Fairness or Justice Approach, the Common Good Approach, and the Virtue Approach. The authors invoke that using these five approaches helps peoples define what standards of behav ior can be contained ethical. at once one puts all these approaches together, there are still problems to be solved. i of the problems is that it is almost impossible to agree to the same set of human and civic rights, and another is that the approaches to ethical behavior do not have the same explanation for particularly difficult situations. Finally, the authors recommend a 10-step process for making the ethical decision. This 10-step process include five activities 1) Recognize the Ethical Issue, 2) arse about the Facts, 3) Evaluate Alternative hazardions, 4) Make a Decision and Test it, and 5) Act and Reflect on the outcome. criterion 1 and 2 ask to consider the impact and repercussions of the decision. beat 3-5 stress getting all relevant information. Step 6 asks to evaluate the dilemma based on the different approaches. Step 7-8 forces to choose the best approach, and look at it objectively. Finally, Steps 9-10 urge the care needed to implement the decision, and the hone st reflection that must follow upon set the decision to action. This 10 step process gives the decision maker a pragmatic way to debate, mull over, and thoughtfully consider when making ethical decisions.

Renal System Physiology Physioex

Exercise 9 Renal System Physiology operation 3 Renal Response to Altered Blood Pressure testing ground ReportPre-lab test ResultsYou scored 25% by seting 1 out of 4 questions correctly. 1. If both another(prenominal) variables are unp let outed constant, how does the centripetal arteriola spoke affect the account of glomerular filtration (select all that apply)?Your dissolvent b. A reduced cortico corticoafferent arteriola wheel spoke exit increase the app get up of glomerular filtration.Correct act c. An increased afferent capillary artery radius forget increase the value of glomerular filtration. . A decreased afferent arteriole radius will decrease the outrank of glomerular filtration.2. If all other variables are unploughed constant, how does the motorial arteriole radius affect the send of glomerular filtration (select all that apply)?Your termination d. A decreased efferent arteriole radius will decrease the pace of glomerular filtration.Correct dish up a. An increased efferent arteriole radius will decrease the rate of glomerular filtration. b. A decreased efferent arteriole radius will increase the rate of glomerular filtration.3. If all other variables are kept constant, how does crosscurrent instancy affect the rate of glomerular filtration (select all that apply)?Your answer c. If wrinkle impel goes down, the rate of glomerular filtration goes up.Correct answer b. If birth extort goes up, the rate of glomerular filtration goes up. d. If relationship pressure goes down, the rate of glomerular filtration goes down.4. In the absence of other renal processes (including tubular reabsorption and secretion), much glomerular filtration leads to a larger urine volume.You correctly answered a. trueExperiment Results foresee Question Predict Question What will happen to the glomerular capillary pressure rate and glomerular filtration rate if both of these arteriole radii interpolates are implemented at the same time with the rugged blood pressure condition?Your answer b. Glomerular filtration rate and pressure will rise above baseline values.Stop & Think QuestionsIf blood pressure were to drop (for example, as the result of blood loss), what changes in the nephron would allow the kidney to maintain ts normal glomerular filtration rate (select all that apply)?Your answer c. afferent arteriole constrictionCorrect answer a. afferent arteriole dilatation d. efferent arteriole constriction2. Comparing the glomerular filtration rate and glomerular capillary pressure with the baseline values (from the counterbalance run), how in force(p) was the increased afferent arteriole radius in compensating for the low blood pressure?Your answer b. The afferent arteriole dilation alter the low glomerular capillary pressure and filtration rate marginally.Correct answer c. The afferent arteriole dilation returned the low glomerular capillary pressure and filtration rate almost to baseline values.3. Comparing the glom erular filtration rate and glomerular capillary pressure with the baseline values (from the first run), how effective was the decreased efferent arteriole radius in compensating for the low blood pressure?You correctly answered b. The efferent arteriole constriction improved the low glomerular capillary pressure and filtration rate marginally.Experiment DataPost-lab Quiz ResultsYou scored 0% by answering 0 out of 4 questions correctly. 1. If all other variables are kept constant, when blood pressure decreases, glomerular filtrationYour answer b. remains approximately the same.Correct answer c. ecreases.2. If afferent arteriole radius decreases in response to an increase in blood pressure, then glomerular filtrationYour answer a. increases.Correct answer b. remains approximately the same.3. If all other variables are kept constant, when the efferent arteriole radius decreases, glomerular filtrationYour answer c. decreases.Correct answer a. increases.4. With blood pressure held at a c onstant value, which of the following combinations will raise the glomerular filtration rate above baseline values? Your answer c. afferent rteriole constriction and efferent arteriole constrictionCorrect answer b. afferent arteriole dilation and efferent arteriole constrictionReview Sheet Results1. List the several mechanisms you have explored that change the glomerular filtration rate. How does each mechanism specifically alter the glomerular filtration rate?Your answer Renal mechanisms have effects on water body waste . GFR is large compared to the amount of urine produced. Most water in the sift because of renal processes and independent of ADH action2.Describe and explain what happened to the glomerular capillary pressure and glomerular filtration rate when both arteriole radii changes were implemented at the same time with the low blood pressure condition. How well did the results compare with your prediction?Your answer The simultaneously implementation of both arteriole ra tes changing caused glomerular filtration rate and low blood pressure conditions went above the baseline value.3. How could you adjust the afferent or efferent radius to compensate for the effect of reduced blood pressure on the glomerular filtration rate?Your answer You can co nstrict or dilate them.4. Which arteriole radius adjustment was more effective at compensating for the effect of low blood pressure on the glomerular filtration rate? Explain why you think this difference occurs.Your answer in that respect was a greater increase of glomerular pressure when afferent radius is increased rather than the decrease of the efferent radius.5. In the body, how does a nephron maintain a near-constant glomerular filtration rate despite a invariably fluctuating blood pressure?Your answer Auto-regulation

Applications of seven habits by Steven Covey Essay

This classic best seller for management, organisations and personal culture encapsulates Steven Coveys research on 200 years of achievement literature since his doctoral plan. It is perhaps the most influential book for managers and organizations to suss forbidden the Seven attires of Highly Effective hatful, as the title suggest. It bring d accepts with the concept that deal comprehend the demesne differently, and we form our own paradigm how we view the world with our own unique lens. Covey explains that paradigms are the source of our attitudes and behaviours. divorce of achieving insight involves making a paradigm shift which causes us to perceive things differently. Our paradigms will venture how we interact with others, which in turn will affect how they interact with us. Covey argues that any effective self-help program must begin with an inside-out approach, rather than looking at our problems as existence out in that respect (an inside-out approach).We must s tart by examining our own feature, paradigms, and motives. Hence, character and principles are keys to success, effectiveness, and happiness in life. The Seven Habits of Highly Effective People points out Principles are guide delimitates for human conduct that are proven to fall in enduring, permanent value. The seven habits divided into two main groups private conquest (in colony) and public victory (interdependence). Habits of Independence Habit 1 Be proactive We must use our resourcefulness to work toward our personal goals. Everyone has both a circle of make for and a circle of concern. Worrying endlessly slightly things outside of our circle of influence isnt particularly productive. Working inside our circle of influence is productive. Further, the more effective we become, the more our circle of influence will expand. Habit 2 develop with the End in bear in mind What do we want people to say about us at our funerals? How will we be remembered? To succeed, Covey suggest s visualization. Every successful outcome is created in two ways kickoff one plan and second on implementation.Habit 3 Put First Things First The key to putting first things first is to understand that we provoke many things we can do which will put on a significant, positive impact on our lives. Covey stresses that we must residue Production (P) with Productive Capability (PC). We must keep the golden eggs, nevertheless also maintain goose. Prioritization is the essence of time management. Interdependence The remaining habits in The Seven Habits of Highly Effective People are habits of interdependence. Rather than being dependent upon other people, or trying to be totally independent, we fix how to be more effective by effectively working with others. Habit 4 Think tempt/Win Thinking Win/Win factor seeking mutual benefit in our human interactions. To be successful in the long run, we should learn to consider others win factors besides our own. Habit 5 Seek First to Unders tand, therefore to be Understood Most people talk more than they take heed. Until we listen actively and seek to understand others, we would not be understood. Active comprehend is about sensing the three modes of communications, i.e. visual, vocal and verbal. Habit 6 Synergize It means that the whole is greater than the sum of its parts.Combining the strengths of each individual yields multiple outcome beyond expectations, simply 1+12. Habit 7 modify the Saw Just as a machine will hold up out quickly if not properly maintained, the same is true for our own personal productivity. We must take care of ourselves. The four dimensions are physical, mental, neighborly/emotional and spiritual renewals. To me, the first concept on paradigm is profound. I agree that when we change our perspectives, our attitudes and behaviours will change. To achieve enrichment in life, we need to understand our own paradigm, crystalize and anchor our principles. I have follow these principles and c all up peace in self-awareness, social relationship and professional communications. Covey has successfully synthesised the successful habits of leadership, crystallised and organized them into two climb onive segments. In line with child development from birth through death, one indeed grows from dependence to independence in early childhood to adolescence. We then mature to adults, where we progress from independence to interdependence.The seven habits are indeed proven to be comminuted for any individual to attain private and public victories. Hence it is no surprise that whenever I business leaders within my network on which are some books they would read to enrich their management knowledge, this book is voted as the most influential book that changed their lives. I have personally adopted these habits in my personal and professional communications and testify their effectiveness. I have sharpened my strengths in strategic thinking and leadership by adopting the habits of Be gin with the end in mind and Synergize. For instance at the Polytechnic, I mooted the appraisal of Young GEMS(Go-the-Extra-Miles-for-Service) camp for upper secondary school students to build our prospects for afterlife enrolment.Upon approval from management for the Young GEMS camp, I formed a program team and successfully lead it to implement the camp through smart synergy of the individuals competence. This book has provided comprehensive coverage on the why and how of each habit. The only gap I see is that the background are US-based. It would be better if there is an Asian version with shift studies of local enterprises and leaders, for the benefit of Asian readers. For instance, unlike Americans, Asians are generally listless in questioning skills to seek to understand others. It would be helpful if there are some recommended strategies in questioning to gain insights of others perspectives. Also, Asians tends to individual and less apt to working in teams, particularly in appreciating individual strengths, expressing diversified opinions openly.Asian case studies on Win-win and Synergize would certainly be helpful. There is no doubt that all seven habits are icy in todays managers and organisations. I personally have benefited as an account manager in Hewlett-Packard Singapore Sales when I was sponsored to see the Seven Habits of Highly Effective People one-week course. It has significantly increased my self-awareness, strategic thinking skills, time-management skills and revolutionizes my perspectives in life. I can testify that the Habits are operable prescriptions for building trustworthy and lasting relationships, hence empowering managers to be effective leaders who could develop the most conducive working environment that attracts and retains like-minded talents for the nigh(a) of society.

Ethical Analysis of Citigroup

Comp either Assessment An Analysis of CitiGroup 1 Comp any(prenominal) Assessment An Analysis of CitiGroup Introduction With origins dating back to 1812, Citigroup (Citi) is a global diversified pecuniary function holding company providing both(prenominal)(prenominal) individuals and institutions with a broad range of fiscal products and services. These services include consumer banking and credence bodily and investment banking securities brokerage transaction services and wealth controlment.Headquartered in Manhattan, NY, Citi currently has all oer 260,000 employees servicing 200 million customer accounts in more than 160 countries around the globe. Citi is organized into two di slews Citicorp and Citi Holdings. Citicorp manages the consumer and institutional encumbrance client business, magical spell Citi Holdings manages the brokerage and asset management divisions. Based on pecuniary data obtained from the Citi website, the core st business (i. e. Citicorp), represent s 92. 9% of the $19. 4 gazillion ($US) of the 1 quarter 2012 revenue.The total revenues of Citicorp argon geographic every last(predicate)y diversified across the globe with North the States representing 40% of the total, Asia at 22%, Latin America at 20% and Europe, Middle East and Africa (EMEA) accounting for the be 18% (Citi Financials, 2012) Over its 200 year history, Citi has been a leading pi whizer in fiscal services starting in the 1920s by meet the first major U. S. bank to offer compound engagement on savings accounts. Also, through the acquisition of Second National Bank, Citi has the attribute of being the first bank in New York to succeed steal banking services for women.Further groundworks include offering unsecured personal loans and customer checking accounts in 1928 and 1936 respectively (Citi Time breed, 2012). Citis original representation of offering traditional banking services evolved as they grew, however, since the financial crisis of 2008, Citi ha s been selling off many of the non-core procedures to revolve around on the traditional banking model. The refocused mission as readd on the corporate website is We strive to constitute the best out finds for our clients and customers with financial solutions that argon simple, creative and responsible. (Citi, 2012) The purpose of this paper is to conduct a review and overall respectable opinion of Citi which will include an overview of the mission, vision and time values, ethics and respect edicts, attractership, corporate fond responsibility as tumesce as the corporate governance structure. cathexis, ken and Values Clicking on the Our Company link of the Citi website, you ar immediately skeletal to the bolded text stating the corporate vision 160 Countries. 1 Vision. Citi works inexhaustibly to provide consumers, corporations, governments and institutions with a broad range of financial products and services.We strive to create the best outcomes for our clients and customers with financial solutions that ar simple, creative and responsible. (Citi, 2012) It is unresolved that Citi has a vision that places them as the global bank focused on client service, innovation and financial responsibility. Expanding upon the vision statement is the mission statement of Citi and the principles that guide them. The Mission statement is Meeting the Worlds Challenges. Seizing its Greatest Opportunities (Citi Mission, 2012).The quaternary break principles that guide the company as they endeavor to deliver on their vision and mission are Common Purpose Ingenuity leading and Responsible Finance. Based on the stated vision, mission and principles, in my opinion, Citi post be described as a focused team, rewarded based on talent and merit, operating in an innovative culture with one clear goal to deliver transparent and prudent financial products globally. I interpret the written vision, mission and directional principles of Citi to be quite inspirin g.Ethics and Compliance regulations In too soon 2005, Charles Prince, then chief executive officer of Citi announced a bold dodging to transform the financial giant that was Citi. His plan, known as the Five raze Ethics Plan, was designed to improve estimable training focus on talent and development integrate ethics into performance appraisals and requital improve communications and strengthen honorable controls. (Restoring Ethics, 2012) As the successor of blond Weill, who, Johnson (2012) suggests typifies the respectablely neutral leader (p. 19), Prince faced considerable skepticism on whether his plan could work in such a large and daedal make-up that had a history of signifi plentyt regulatory scrutiny, and was linked to many of the biggest scandals in corporate history (e. g. Worldcom). trance Prince had some critics, he likewise had some support. In the January 28, 2005 edition of BusinessWeek Online, Prince was described as a smart, luculent thinker and an diff erent quote made by an analyst wasI believe that non-charismatic Prince is going to be a more positive legions at Citigroup than the other three charismatic CEOs going back to the 1960s. (Restoring Ethics, 2012) I believe he vision that Prince delivered after victorious over from Weill, continues to be embraced by the current Citi CEO, Vikram Pandit as well as the jump on of Directors. single of the key responsibilities of the Citi Board of Directors is to review and approve the Citi jurisprudence of Conduct (the jurisprudence). The Code outlines Citis principles, values and standards of practice for all employees of 2 Citi and as such can be viewed as Citis ethics code. Employees are expected to read and sign the Code, not necessarily as a condition of employment, but as a globeized agreement to assume by the standards of behavior outlined thitherin.Although not a formal trend of employment, the formal approach to signing the Code can be viewed as being integrated into HR practices. A point of interest is that Citi withal strengthens the employee requirement to abide by the code by stating that even if an employee doesnt return a signed copy, they are still bound by its lines and conditions. In fact, in the introduction to the Code, Citi is clear that failure to stick with to the Code can result in immediate termination of employment. The current revision to the Code was made in 2011.The code is available in 26 different languages. While in the past, employees had periodic training on the Code, it appears that the training was ad hoc, but according to the incarnate Citizenship Report, in early 2012, Citi rolled out a formalized ethics training program for all employees. In addition to the Code that exists for all employees, there is an extra Code of Ethics that applies solely to the elderberry bush financial executive directors (CEO, chief financial officer, etc) and financial administrative staff.While it may appear that this is a sign of a mellower honourable standard at Citi, as with the NYSE requirement for a firm- capacious code of ethics, Sarbanes Oxley man escorts a requirement for a separate Code of Ethics for ranking(prenominal) executives. In reading both the firm-wide Code as well as the Code of Ethics for the senior executives, its interesting to note that the Code of Ethics reads like a very compliance based document, while the firm-wide Code reads more like a call to action for all employees to act with the ut more or less integrity. In fact, the word integrity appears 9 time in a relatively short document.In all mediumness to Citi, they do specify that the Code of Ethics should be considered a supplement to the firm-wide Code and they provide a link to the Code as part of the document. Citi as well has a set of ethical principles that applies to suppliers. In short, Citi expects that suppliers adhere to the same graduate(prenominal) standards of practice that governs Citi. The key areas that the principles apply to are ethical business practices (Integrity, transparentness and community engagement) human rights in the workplace environmental sustainability and management systems and implementation.Further education on these principles is available at http//www. citigroup. com/citi/citizen/people/ renewing/supplierprinciples. htm. integrity last point regarding the ethical policies of Citi would be that they operate a 24/7 ethics hotline where employees can makeup ethical concerns and remain anonymous to the result that the law will allow. While it is unclear if the hotline is operated fissiparously of Citi, (it appears as if it is not) there is a strong focus on confidentiality and although I was unable to pose the name of the individual, the Code identifies that Citi has an ethics officer. leadershiphip It is the responsibility of a leader to effect and foster the fundamental lawal climate. The leaders ability to cast bum or shed light will permeate throughout an organization and ultimately shape the culture. In short, regardless of who is named the formal ethics officer, the leader of the organization is charged with that duty. Citi is managed by an executive team of 24 senior leaders from key regions and divisions across Citigroups global network. While the ethnic origins of the executive are not specifically mentioned, there appears to be a wide range of ethnic backgrounds on the executive direction.Unlike the Board of Directors however, the executive committee has solely 1 woman, Cece Stewart who is the president of US, Consumer and Commercial Banking. Citi maintains a honorarium philosophy that attempts to align salary with their overall Mission statement. The key objectives of this philosophy are to enhance shareholder value attract talent recognize contributions manage peril provide independent oversight and transparency to all stakeholders. You can visit http//www. citigroup. com/citi/investor/data/comp_phil_policy. df? ieNoc ache=340 for further information on Citis compensation policy. Some evidence to support the integrity of Citis compensation practices would be that, according to the 2011 Proxy Statement, as part of the process for making fillip awards for 2011, the Personal and Compensation committee considered the April 2011 say on make voting which received as 92. 9% favorable. Perhaps the vote was biased up as a result of Pandits decision to only aim a total compensation package of $1 for 2010, and most of 2009?While I was unable to find any concise data that represents the put up gap between the top executives and the effort line employees, I am pretty confident that for all of 2010, and the better part of 2009, the CEO was the net paid employee of Citi. The table on the following page provides some compensation data for the past 3 years for the key senior executives of Citi. 3 Change in Value of Deferred All Other Compensation Compenstion ($) ($) 0 0 0 73,047 51,995 49,117 0 0 0 0 14,70 0 0 3,750 14,700 9,800 14,700 14,700 9,800 14,700 14,700 Executive Member Year Salary ($) 1,671,370 1 125,001 500,000 500,000 416,667 500,000 500,000 500,000 500,000Bonus ($) 5,331,452 0 0 2,200,000 Stock Awards ($) 0 0 0 Option Awards ($) 7,839,581 0 0 Total ($) 14,857,103 1 128,751 7,160,916 4,728,462 5,063,817 12,984,481 9,509,800 11,276,454 11,354,536 0 0 11,446,900 10,116,895 10,400,007 Vikram Pandit CEO John Gerspach CFO John Havens COO Brian Leach Chief Risk Officer Manuel Medina-Mora CEO Latin America 2011 2010 2009 2011 2010 2009 2011 2010 2009 2011 2,333,333 2,039,836 4,166,667 4,583,333 4,750,000 2,719,781 9,000,000 10,327,374 434,380 5,400,000 2,039,836 5,000,000 3,400,000 2011 2010 2009 546,966 546,966 546,966 4,181,214 0 0 3,998,939 2,719,781 7,450,911 0 9,328,010 361,984 2,119,018 163,047 0 0 0 Source taken from the 2011 Citi Proxy Report While on the surface, multimillion dollar compensation packages may appear egregious, however, for each of the executives above, ap proximately 50% of the total compensation package is deferred and/or exists under a multiyear vesting provision that is not only trussed to tenure at Citi, it is directly tied to the performance of the organization. For 2011, there does appear to be a traditional pay gap between the CEO and the other Cs and I suspect that the gap widens significantly as you move down to the front line workers.By looking at just the total cash (salary and bonus) ingredient of the compensation packages that range from a low of $2. 5 million to a high of $7 million, many people will undoubtedly quality several of the other condemning emotions. But to add a junior-grade perspective, for 2011, Citis charitable giving was more than 2 times the value of the total (cash and deferred) executive compensation of the individuals above. Also, at a total of $6. 4 billion, the 2011 commitment to climate change initiatives represented over 8% of Citis 2011 revenues, and almost 60% of net income.I must admit, b esides a undersized wallet envy, I feel mostly admiration for the work, both affectionate and economic that the leadership of Citi has done that started in 2005, was derailed during the financial crisis, and has continued over the past few years. Based on this evidence, I would challenge an averment that the current management is hoarding rewards at the expense of all other stakeholders. When Prince took over leadership of Citi in 2005, his calm, intellectual demeanor was quite the pivotal of the larger than life charismatic CEO that preceded him.Since taking over from Prince in 2007, Pandit appears to piddle followed by example and has demonstrated some precious self-sacrificing actions as he navigated Citi through the biggest financial crisis since the Great Depression. Despite the critics of the financial manufacture, Citi, through sound leadership, ranks well on the triple bottom line accounting mensurals that forms the launchation of Corporate kind Responsibility. Co rporate Social Responsibility (CSR) One of the biggest criticisms of CSR account is that it is simply a public dealing tool designed as window dressing to improve image.After the financial crisis of 2008, no other industry would have as many critics as the financial industry. To provide a little evidence of the integrity of an organizations CSR claims may help st soothe the critics. Since the early part of the 21 century, Citi has been consistently been a constituent company of the Dow Jones World and North America Sustainability Indexes as well as the FTSE 4Good Index, and in 2011, Citi also became a fragment of the STOXX international ESG Leaders indices. It is clear that the CSR activities of Citi are being recognized extracurricular the organization and may have a little more credibleness than window dressing.Citi defines its Corporate Social Responsibility framework as Global Citizenship. The three key focus areas of their citizenship efforts are delivering financial sol utions at inexpensive costs, sustaining the environment 4 and valuing Citi employees. Progress towards these three focus areas are provided as a summary page within the Global Citizenship report, but also as separate publication (attached as Appendix A). in that location are four key rhythmic pattern for Financial Inclusion performance indicator. First, they provide charitable contributions (Strategic Giving), which at $121. 9 million for 2011 (1. % of net income), and represents an average yearbook growth rate of 13% since the end of the financial crisis in 2008. Second, is beautiful Business Lending, which at almost $8 billion for 2011, has grown by 75% since 2009, and actually surpassed the 2011 goal of $7 billion. nd The third metric is the provision of affordable housing lending, which at $2. 0 billion, places Citi, for the 2 true year, the top affordable housing lender in the US. The final metric under Financial Inclusion is Global Microfinance. In 2011, Citi has provide d microloans to almost one million lenders of which 92% of loans where to women.Under sustaining the environment performance indicator, Citi includes metrics for e-communications, clean energy, glasshouse gas emissions and using ESRM screening criteria for financial transactions. As one of the initiations leading credit card companies, Citis movement towards paperless statements has, at 29% penetration (2011), doubled since 2008. Under the clean energy metric, in 2007, Citi announced a 10 year, $50 billion commitment to activities say at mitigating climate change. As of the end of 2011, 5 years in to the program, 73% of the total has been committed.Under the greenhouse gas emissions metric, in 2005, Citi announced a 10 year plan for a 25% reducing in greenhouse gas emissions. As of 2011, there has been a 13. 6% part reduction since the 2005 baseline. In 2011, the integration of environmental and social factors into the traditional risk management screens for project financing co vered over 400 projects globally. Citi appears to have a significant focus on environmental concerns through written policies and statements as well as real action. Further information on Citis position on the environment and their ESRM polices can be found at http//www. itigroup. com/citi/environment/ The final area covered under the report card is the metrics that cover the way Citi values their employees. The key metrics are training rapture diversity and employee volunteering. Citi has a very divers(a) workforce, and though 61 network groups consisting of 15,000 employee extremitys in 18 locations around the world, Citi encourages employee diversity and support. Employee satisfaction has been increasing since the end of the financial crisis and at 73% satisfaction for 2011 it represents an overall 10% increase since 2009.It is unclear whether the increase in a result of simply happy to have a job in a tough economy, or true job satisfaction, in any event, Citi appears to have a more satisfied workforce. Employee training has seen a remarkable increase since the 2008 financial crises. Training activities cover areas such as, leadership, management, product and compliance and since 2008 training hours have increased by over 80% at 38. 4 hours per year per employee. Employees of Citi provided almost 800,000 hours of volunteering activities during 2011, almost 30% growth over 2010.It seems that giving back to the community not only is evidenced by financial metrics but also by the employees action. Although Citis key performance indicators focus on Financial Inclusion environmental Sustainability and Valuing our Employees, the Global Citizenship report is quite extensive and can be viewed as a supplement to the Citi Annual Report. In addition to the three key focus areas covered above, the report also covers corporate governance, which is covered in the section that follows, as well as, how Citi serves the customer and maintains sustainable and diverse tag on chain relationships.The report outlines both Citis achievements as well as the challenges they face and breaks down Citizenship on a regional basis. In guiding their citizenship activities, Citi uses a stakeholder engagement approach to and identify their stakeholders as Customers Investors Employees Regulators Suppliers Community Leaders Non-Governmental Organizations (NGOs) Socially Responsible Investors Media and Competitors. The communication channel used for each stakeholder and examples are included as Appendix B.Corporate presidency Corporate Governance has been define as The framework of rules and practices by which a dialog box of directors ensures accountability, fairness, and transparency in a companys relationship with its stakeholders (financiers, customers, management, employees, government, and the community). (Governance, 2012). As an appendix to the annual proxy statement, Citi provides the Citigroup Inc. Corporate Governance Guidelines. Consistent with the overall corporate mission, the corporate governance mission isCitigroup Inc. the Company) aspires to the highest standards of corporate governance and ethical conduct doing what we say reporting results with accuracy and transparency and maintaining full compliance with the laws, rules and regulations that govern the Companys businesses. (Citi Governance, 2012). This comprehensive document outlines the guidelines and policies with respect to the responsibilities, term, expected qualifications, and compensation of the Board and the committees thereof.Of historied mention in the governance policy would be the restriction against mesh topology directorates, the requirement for personal inception ownership, and the annual review and assessment of add-in performance conducted by the Nomination, Governance and Public affairs Committee. 5 One shortfall of the policy would be the lack of any set term for a board member. While there are two schools of imagination with respect to pert inacious term appointments, in my opinion, the advantage of bringing in fresh ideas with new board members would outweigh any potential bolshie of knowledge that would exit with an entrenched board member.I believe staggered board appointments with fixed term would be an enhancement to the Citi corporate governance policy. As mentioned in the Ethics and Compliance Codes section above, as a requirement to list on the NYSE, a company is required to have a formal code of ethics. In addition to this requirement, the NYSE also requires a minimum standard for the independency of directors. To meet the regulation, Citi would need a minimum of 9 independent directors. At the end of 2011, 11 of the 13 member board were independent. The two connected members were Pandit, and the Citi Chairman, Michael ONeill.The remaining board members consist of a diverse group of active and retired business professionals, a philanthropic tush president, a former state federal reserve bank official, a lea der from the investment management community as well as Ivey league academics. Although only 3 of the board members are women, almost 40% of the members are visible minorities which also includes the Chairman and the CEO of Citi. Simply put, the Board of Directors of Citi is comprised of a very comprehensive representation of their stakeholder groups as identified in Appendix B.As of 2011, there are 5 standing committees of the Board study Risk Management and Finance Executive Personnel and Compensation and Nomination, Governance and Public Affairs. A separate Charter exists for each committee that outlines the mission, duties and requirements regarding independency of the committee members. The Audit and Risk management committee is comprised of all independent directors. ONeill is the current Chair of the Executive as well as the Personnel and Compensation Committees (non-voting) and he sits as a voting member of theNomination, Governance and Public Affairs Committee. Among other roles, the Nomination, Governance and Public Affairs Committee is responsible for the environmental sustainability and stakeholder engagement activities of Citi. Since 2005, non-employee directors receive $75,000 per year confident(p) a deferred stock award valued at $150,000 on the date of issuance with a 2 year vesting period. With the requirement to own stock of Citi, as well as the deferred vesting of the majority of the compensation they will receive, directors of Citi are incented to act in the best interest of the organization. moment Investigations As a publicly traded, multinational, diversified financial services organization, incorporated in the U. S. , it should not come as any surprise that in the course of their business dealings, both the organization and the individual staff of Citi will be subject to SEC litigations and investigations on a frequent basis. In fact, a hunt on the SEC website (http//www. sec. gov/litigation. shtml), and filtering the search parameter s to include only Litigation and Regulatory Actions you will actually find too many to list.In fact, since January 1, 2005, there have been a total of 284 Regulatory Actions and 140 Litigations that has Citi named. It would be quite misleading to state that all litigations listed Citi as the defendant, however from my brief review of some of the search results there appears to be complaints related to the accounting treatment of credit derivatives, fair value misstatements of sub-prime mortgage exposure, many of which listed most of the financial services industry. There was however one interesting investigation made in 2008 that questioned the independence of the Board of Directors.While I cant comment too a good deal on the ethical leadership of the firm leading up to the financial crisis, evidence such as the highly publicized investigations, along with the exponentiation in Worldcom and other major financial collapses, certainly cast a shadow on the past activities. However, d uring the tenure of the current CEO, as well as his predecessor, the Board of Directors appear to have addressed many of the high level governance ethical shortcomings that were past investigations by the SEC.Conclusion Perhaps the most difficult aspect of conducting a review of an organization is coming to a definitive stance, based on concrete evidence, on the tier of ethical culture that exists inside the organization. Without living inside an organization, how can you state that ethical conduct permeates across all aspects of the firm activities? Operating in an industry that has undoubtedly has the highest level of public cynicism regarding ethical conduct, how could anyone take the stance that any financial services company scores well from any ethical standpoint?Despite this challenge, my impression from this review is that Citi does indeed rank well. Since taking over the firm in 2007, carrying on from Princes Five dose Ethics Plan, Pandit, has lead the firm back on firmer financial ground by shedding much of the troubled assets and refocusing the operation more towards a traditional banking model. Despite participating in the tarpaulin and subsequently paying back all funds borrowed, under Pandits leadership, Citi has become one of the best capitalized banks in the U.S. He won high 6 praise from public opinion by accepting a total compensation package of $1 for most of 2009 and all of 2010, becoming undoubtedly, the lowest paid employee of Citi. Those types of unselfish acts, despite his personal net worth, should be viewed as a sign of an admirable leadership style. The critics statement that he doesnt need/deserve the money is, in my opinion, ludicrous and shouldnt overshadow what is a truly admirable action.An ethical culture starts with an ethical leader posed ready to lead by example and in my opinion, by his example, Mr. Pandit ranks very well. In addition to the profit motive, Citi approaches it business with a demonstrated commitment to env ironmental and social key performance metrics, savory with all stakeholders, going above and beyond the simple legal requirements and playing as an agent of moral influence with suppliers.Adding to this ethical framework a very committed CEO, a strong board representing stakeholders, and ethics training, its hard to argue that the firm lacks a robust ethical framework. It appears as if the vision of Prince continues to be embraced by Pandit and Citis current leadership. While it may be a long road ahead in the woo of public opinion, Citi appears to be on the right track to shed the degree of cynicism the financial industry has, but like most future outcomes, only time will tell. 7 References

“Art for Heart’s Sake” by Reuben Lucius Essay

invention for He blinds Sake is a short figment written by Reuben Lucius Rube G venerableberg, an Ameri pot cartoonist, sculptor, author, engineer, and inventor, who lived between 1883 and 1970. He is best cognise as a cartoonist and a founding member of Americas National Cartoonists Society.Collins P. Ellsworth is a wealthy 76-year-old businessman who is being handle for a form of compulsive buying disorder, otherwise known as oniomania His uncontrollable buying habitshe can hardly suppress the impulse to purchase businesses and quality much(prenominal) as grocery stores and railroadshave precipitated a host of mental and physical problems. Dr. Caswell, his doctor, convinces him to try art therapy sessions with click Swain, a young art student. As the treatment progresses, Ellsworth turns his interest to vox populi and to the trading operations of art galleries. He then paints an amateurish picture, which he exhibits at the Lathrop Gallery. A letter soon arrives, reveali ng that the First Prize of the Lathrop Show has been awarded to none other than Ellsworth it turns out that the old businessman has recently purchased the Lathrop Gallery.Written in a combination of third-person narrative and direct speech, the theme brings Ellsworth and his experiment with art therapy into focus, reaching its climax when the old man, almost improbably, decides to exhibit his third-rate painting at the Lathrop Gallery (He was going to exhibit it . . . ). The story whitethorn be divided into five sections, each of which recounts a different comprise of Ellsworths progress from his background as a compulsive property buyer, to Dr. Caswells treatment suggestion, to the art therapy sessions with Frank Swain, to the Lathrop exhibition, and finally, to the startling revelation of Ellsworths purchase of the gallery. Possible section titles Enter a Cranky Property Addict, Cajoled into Rehab, artistry is Medicine, Practice Doesnt Al substances Make Perfect, A Relapse.The story is told in a brainous and, to an extent, ironic tone. We would be hard-pressed to deny the situational humor of a snappy and petulant, albeit very wealthy, 76-year-old in a hospital-like establishment. The epithets aloud, blatant splash on the wall and a god-awful smudge, along with the simile gob of salad dressing, ar teasingly said in reference to Ellsworths weak painting skills. His personified dislike of the pineapple succus prescribed by Dr. Caswell (. . . old pineapple juice comes back.) is likewise worth a smile. By using zeugma (All his purchases of recent years had to be liquidated at a great sacrifice both to his health and his pocketbook.), Goldberg forges a link of derision between Ellsworths health and his money the more money the old man dies on compulsive property purchases, the more his condition deteriorates. The ultimate irony, however, is that a treatment designed to alleviate Ellsworths oniomania sues only to irritate it.The character of Collins P. Ellsworth is portrayed, mostly indirectly, as crabby, materialistic, and petulant. From the very first lines, we can hear him retorting with the informal nope and brandishing dated colloquial pejoratives (e.g., bosh, rot, poppycock). The simile like a child playing with his picture book brings out Ellsworths immatureness, piece his impatience is highlighted by his frequent use of the interjection umph. Vain and impatient, he snaps and grunts with satisfaction at his feeble attempts at painting. His belief that moneyas opposed to talentcan buy one anything may not be the best philosophy to live by, for it is money and his uncontrollable urges to spend it that have undermined Ellsworths health. Dr. Caswell is driven by professionalism (. . . with his usual professional unagitated . . .), logic (He had done some constructive thinking . . . .), and compassion, ever so acting with Ellsworths best interests at heart. The fact that he recommends Frank Swain as tutor to the often intole rable Ellsworth, thereby back up Swain pay his tuition, also speaks positively of Dr. Caswell. Frank Swain is in like manner patient and attentive, which is evident, for example, when he brings the grumpy old man watercolors and oils, or when he politely (Not bad, sir.) comments on Ellsworths risible picture, although there is no certain way of establishing whether the remark was or was not used reasonably sarcastically. The character of Koppel, the male nurse, does nothing but fetch pineapple juice and therefore plays only a subsidiary role in the storyperhaps that of helping fuel Ellsworths grumpiness and of functioning as a sort of human prop in the final amazement scene of the story.As noted above, apart from largely neural vocabulary, the story features a number of dated informal words (as above, e.g., bosh, rot, poppycock), phrases (by gum), and colloquialisms (kinda), which all serve the purpose of portraying Ellsworth as an old, grumpy, and childish man. Vocabulary pertai ning to paintingsuch as water-colors, oils, picture book, gallery, exhibit, and numerous othershelps establish the setting and reinforces the image of Ellsworth as a grown-up baby fooling around with chalk and crayons.At the syntactic level, brisk, saucer-eyed sentences account for the majority of the sentences found in the story. If not too simple, the syntax, on the whole, is rather uncomplicated, with a significant number of elliptical (Not bad. Fine.) and emphatic (Nope Bosh Umph) sentences. Such sentences, in conjunction with the straightforward syntax, strengthen the impression of Ellsworths awkwardness. Through repetition (See, see . . .) and aposiopesis (But, butwell, now . . . .), Goldberg imitates the way many people would react in moments of overwhelming surprise.This story is elicit in that it portrays a complex manold, rich, petulant like a child, and in a precarious state of mental and physical health. As we watch his ostensible passion for art develop, we may find ourselves stimulate by his progress and, not infrequently, even amused by his irate remarks. But when we learn about his regression at the end of the story, we are bound for disappointmentwe begin to view Ellsworth as a childish and materialistic person not worthy of our sympathy. Is he such a man? That is precisely why this story is so interesting enchantment humorous and ironic on the surface, it poses the deep question of whether Ellsworth is really in control of himself when he decides to purchase the Lathrop Gallery, or whether he is a dupe of a mentall illness none of us would ever wish on our worst enemies. Should we be amused at his regression, or should we pity him?

Pop Music Magazine Comparison

The cartridge holders that are being compared are two different styles of cartridges. star is a pop band mag and the separate is rock. The tribe in these magazines stereotype the word HAMMER it shows the long hair and sh placeing into the microphone. The opposite magazine stereotypes nice clothes and nice hair. The people who read this magazine are emulators they look up to these people and will go at and wear what they wear. They playact how they act. The aim of the magazine is to persuade the readers to go discover and buy their CDs. The large hammer font connotes heavy metal and banging. They social function hooks to try and get the buyers attention identical free CD or free posters. The use of language is completely different, one says SCREW THE CRITICS and the other is BLUE ARE BACK This shows one that is abusive and the other is more formal. in that respect is a close up on blue then on that point is a long shot of Gareth Gates.The Brat Awards.The institution is Th e Brat Awards. Presenters where cop Carpenter and Ashley Curtis, Rob Carpenter represented himself as a veritable(prenominal) presenter. He was slick and cool he kept the show pitiful he was very confident. The audience where famous people they were drunk. Rage against the hawking machine too cool to come up and collect their award. The writing style was rock. If I was too improve the award ceremony I would substantiate a different location.Pop Band Comparison.The Big Brovas are attracting a teenage audience. They connote gangsters, ghettos and rude boys. They are doing this to attract a current type audience e.g. townies. The institution of Big Brovas is crystalize Of The Pops. They represent themselves as rude boys when they are probably not at all like in real life. Compared to the Darkness they are a lot in my cerebration because the Darkness uses high-pitched voices. The tight trousers they wear connote this. Big Brovas convent swaying and bopping up and down. The Darkn ess convent saltation up and down and a lot of movement. The Darkness institution is Top Of The Pops. Their audience would be older than teenagers. They represent themselves as scruffy people e.g. ripped vests long hair and tight trousers.Pop MusicThe describe of the act is Girls Aloud. They are a group of young women who came from the institution of pop stars. The name of the song is life got cold. They use white clothes and white take a crap to connotes the word cold. They are a pop band whose audience is principally young girls. They represent themselves as very nicely dressed enchanting women.The name of the act is Good Charlotte. The song name is The Anthem. The audience is mediaeval people, he attracts an audience with a rebellious look. The institution is Top Of The Pops. The music genre is punk and rock.The act is Lemar. The song is dance. Lemar is a male pop vocalist. His see to it is clean cut and nicely dressed. The audience varies. The institution is pop stars.ra dio receiver Advert.Clients Name WoolworthWriter Steven BriesnerDuration UnknownMusic Bed go from Ed, Edd n EddySFX Door SlammingSFX FootstepsMale Voice Perfect boys youve fair recorded your first number one. Now lets show the people out there this brilliant song.Music Loud WhistlingMVO Thats Brilliant.MVO2 Your Right and its open now at Woolworths.MVO3 At the great price of 2.49MVO4 Woolworths were worth it. popular MusicThis magazine aims to entertain people as David Bowie is a singer from the older generation older people who look at this may laugh from fond memories of their youth the magazine does this well with the main receive of David Bowie. The genre of this magazine is heavy metal/rock this was the fashion when David Bowie was a popular singer. This magazine would be for people with special interests in this dissever of music. The font and style of writing tells the audience what sort of genre this is has a black background and a man with white make-up on which signal s a genre of the gothic nature.It hooks are things that are on in todays magazine like Brand new collectors record section I dont think they use hooks very well in this magazine because it isnt really anything good in the offer. the only main colours employ is black and white, the white make-up connotes the gothic genre. The main feature is a close-up (c.u) of David Bowie. He is stereotyping the typical grunger who is always in a depressive state. The ideology of the magazine is they believe in sucide and stuff many famous gothic stars have been known to go into a depressive state and commit suicide.

Bendigo Bank Head Office

In a close outlook, unrivalled would perhaps be attracted by the attractive nature of the Bending lodge Head Office. The make is in a potential and attractive architectural design with confused purlieual fond run arounds. Its feature is perhaps a potential beast that promotes the facets of going green to protecting the purlieu. What specific feature can be ascribed to this mental synthesis? Are they potential tools towards protecting the environment? However, these questions are adequately answered by the physique of the building. The architectural design is put upd to be environmental hearty.(http//www. plugger. com. au/ facet/1847308/) The building is smartly located in first 5 Green star building, which is one of the Australian cities. By its physical outlook, the banks main building comprises of six storeys, the ground, quaternity office floors and a car park. The floors assigned for the office has a leasable firmament which is approximated as been 13577 square mete rs. This building is architecturally linked to the former building for the banks Head office which therefore provides office home specification of around 16000 square meters. (http//www.plugger. com. au/view/1847308/) The architectural character of the building comprises of various ESD features that have come as an innovation to meliorate the potential relationship between the building and the environment. The features are many and provide a very attractive image of the building. These includes an under floor arrangement of origin conditioning, both gray and black system of water recycling, outside systems of sun shades which are build on the western and Federal sides of the building and internal blinds that are queerly automated.Elsewhere, the building has windows of a soprano glazed capacity that provide deep sect of lighting at heart its framework. It has a light dimming compensation system for the daylight, which is make of a unique architectural perimeter zone. (http/ /www. plugger. com. au/view/1847308/) A system of accumulate rainwater is evident which creates saving of water for use in various processes inside the building. It has an attractive software program of workstations and carpets as well as grim paint emission that permit collective cleanliness and attractiveness in the building.A package of water heating system of solar energy provides a tool for energy saving within the building. Uniquely, it has an atria of two full length of efflorescence that are used in ensuring that the staff are placed within a domain of 8 metres in reach of the natural light. (http//www. bendigobank. com. au/public/Community/index. asp) The complimentary physical characteristics are perhaps an weighty tool that guides towards sustainable and environmental friendly situation. Firstly, the nature of the building is especially structured in making a reduction in violence use by 50%.This is an important aspect in the operate of going green towards saving the environment. Either, it has a potentially high whole step in internal environment, which is provided by more light penetration and the sum of money of fresh air within its space. Its architectural design is specifically made to improve the productivity of its staff through high standard functional conditions. It has features aimed at both waste and water recycling to keep the environment clean. The material used for its coating and furnishing are of high environmental friendly standards permitting reasonable condition.It has been rated as a 5 Green star building due to its high architectural environment. (Karlson, Michael, 2005, 98) Generally, Bendigo Bank is focused on the conjunction and the general environment. The development of its new office was to capture the ideal tenderness of the reflection that it has towards the environment and general high conditions for work by its staff. To brook this challenge, it has a compound of high quality and a location that is friend ly to its staff in terms of the environment. It has ensured high quality indoor air condition and saving structures for water and energy.Achieving this goal was contributed by its choice of nice builder and architects, which worked together with the banks administration as a team. (Gray, Geoffrey, 2001, 66) Work cited Bendigo Banks 5 Star Green structure In Regional Australia Retrieved on 8th May 2008 from http//www. plugger. com. au/view/1847308/ Bendigo Bank. Retrieved on 8th May 2008 from http//www. bendigobank. com. au/public/Community/index. asp Karlson, H & Michael, H. The Natural Advantage of Nature. Earthscan, 2005, pp. 66 Gray, I & Geoffrey, L. A in store(predicate) for Regional Australia Escaping Global, Cambridge, Cambridge University Press, 2001, pp. 98

What does china has an ageing population?

China, the southward larges country in the world, is facing a earnest problem ageing cosmos. Before 1979, when Mao was the chairman of China, he persuaded women to form scores of babies in order to finish his plan the Great restrict Forward. This is the start of the ageing population in China.In January 1958, Mao launched the second five year plan kn induce as the Great bouncing Forward. 1Mao treasured China to become a world tycoon. He wanted to catch up with the west by ending Chinese dependance upon agriculture. His aim was to catch up with UK in the industry products in go years clock time and with America in 15 years time. In order to do this, he leave need lots of peasants hardly many of them die during this progress. This is why Mao encouraged women to claim lots of children. In the DTM, the birth rate at stage 2 and 3 be both precise high and this is callable to requirement of Mao. Chinas population base increased only by another 100,000,000 on make of i ts 432,000,000 base.2 The magnitude of China summate population increase so untold that even the Peoples Republic of China found it hard to support.This is when One kid Policy (ICP) came in to supremacy the over growing population. ICP is the birth control policy of the government of the Peoples Republic of China (PRC)3. When Deng Xiao Ping took over the power at 1978, he realized the overpopulation is a roadblock to economic maturement and also the goal rate will increase due to the neediness of food and water, wherefore he came out with the ICP idea. In general, this policy is very successful because the birth rate has been reduced gradually starting at the middle of stage 3 in the DTM. The 1982 fertility survey shows the total fertility rate falling from around 6.0in the mid-1950s to well below 4.0in 19614. However, ICP leads to both(prenominal) other problem such as the ageing population.Since the ICP is introduced, the population has successfully decreased. However, the infant mortality increases at the akin time. This is because as a Chinese tradition, the boys carry the family name but now, the families be only allow to beget one child therefore the chance of having a boy is slight then before. Because of this, some families may choose to kill the baby if its a girl in order to carry the family name. This is not the only offspring of ICP, since most families choose to have a boy rather than a girl, there will be more males than female in the future. The going will also increase as the time pass by.As years go by, the medical care develops a lot in China therefore the life expectancy increase at the same time. Since the birth rate was so high is 1960s but then decrease so much when ICP is introduced, there are depend hatful then in pendant mess. This slows down the economic development of China. When there are more dependent then the government will need to get more than it earns. Since the dependent people can not earn their own living, the government will have to give them currency and because the numbers of dependent people are so many, the money that was given to the dependents is more than the money China earns.The birth rate keeps dropping in China is due to one other main reason as most of the people are now educated, they understand that if you want to raise up your children as best as you can, one child is more than enough. Also, the cost of having two children is normally too expensive for lower or middle classes. The time that is taken to look after them is too much if both parents are working. These are the main reasons why most of the parents choose not to have more than one child.In conclusion, China has an ageing population a problem is because the birth rate was really high when Mao was the chairman but then it decreases so much that ICP was introduced. The differences between that get worse and develop as the ageing population. Because of this problem, the economic developments is held back sin ce the input and product is not balance due to part of the income is given to those dependent people. The death rate will increase dramatically when the dependent people die. This will affects reputation of China too.

Columbian Exchange: Europe and the Americas

Sagar Shah Columbian Exchange Europe and the Americas The Columbian Exchange was an bear onful spread of culture, food and even frightening sicknesss between the grizzly institution and the refreshing World. This capital exchange started by and by the accidental discovery of the Americas by Christopher Columbus. Originally, Columbus and his crew set on a journey to find a western sea route to China, India and the spice islands of Asia. Instead, he found a whole new world in the western hemisphere that was eventually named The wise World. The Columbian Exchange had unrelenting effects on both the obso allowe World as well up as the New World.The Columbian Exchange had several supportive impacts, atomic number 53 of which was the introduction of new fix crops such as maize and spudes to Europe. These staple crops and even some additional new foods such as common pepper pepper, subject vanilla and coca provided nutrients that the indigenous crops didnt have. Europe s imilarwise received quinine which was a medicine that helped deal with malaria. The Columbian Exchange excessively had a few negative impacts the most devastating was the spread of diseases in the Americas that were brought from Europe. Diseases like smallpox, tuberculosis, and bubonic plague quickly transfused across the New World.Overall the Columbian Exchange had a more negative impact on the New World and a more positive influence on the aged World. One lasting impression the New World had on the experienced World was the introduction of new crops and foods. One staple food that the Europeans brought nates was maize. Maize was a success in Europe because it produces well in a variety of climates. Maize prospers in atomic number 18as in like manner dry for strain and too wet for wheat making it ideal to grow in some different climates (Crosby W. Alfred 2003). For this reason maize was very touristed and adoptive quickly. The potato excessively had a huge effect on the O ld World.The potato contains large cadences of calories and nutrients due to the starch in it. The potato is sufficient to sustain life better than any other food that is consumed (Davidson and Passmore, 1965, p. 285). resembling maize, the potato bear also be cultivated in a variety of climates making it ideal for Europeans to use (Crosby W. Alfred 2003). The prototypic place the potato reached was Ireland. In fact the potato spurred a population growth in Ireland (Nunn and Qian 2009). The reason the potato became popular in Europe was because of the abundance of nutrients that it contains and because it can sustain lie withs all by itself which other crops cannot do.Even though potatoes and maize had a big impact on Europe, many a(prenominal) other foods like peppercorn peppers also had a positive impact on the Old World. peppercorn Peppers originated in Bolivia and southern Brazil. When the Europeans came to the Americas, the pepper migrated to Mesoamerica and the Caribb ean (Andrews, 1992, 82-83). The capsicum peppers had reached Spain and Africa by 1453. It had also reached the eastbound Indies by 1540 and India by 1542 (Andrews, 1992, 82-83). The capsicum pepper has also impacted many other countries. In Southeast Asia the capsicum pepper has been used in cuisines.Capsicum peppers are also very nutritious. They contain a good amount of vitamin A, vitamin B, and vitamin C. They also contain large amounts of iron and magnesium. Magnesium is essential because it spurs vigor production and iron is important because it speeds up metabolism (Greger 1994). This shows how capsicum peppers that originated in the Americas came to big use in Europe making a positive impact on their society. Another food that had a positive impact on Europe was plain vanilla. Plain vanilla originated in Mexico, interchange America, and South America. Plain vanilla comes from the plant Vanilla planifolia.The vanilla pods wish to be fermented and it creates the chemical va nillin. The vanillin is the chemical that gives plain vanilla its scent and its lucid flavor (Rain, 1992, p. 37). Plain vanilla was first brought arse to Spain when Cortez came to the Americas. It became very popular in a very short amount of time in Europe because factories were using the vanilla to flavor the chocolate. Like chocolate, vanilla too became a luxury that unless when the aristocrats could afford (Rain, 1992, p. 40). Vanilla was not only used for flavoring, it was also used for scents in perfumes and tobacco (Bruman, 1948, pp. 71-372). This is why plain vanilla grew so popular in the Old World. Its great taste and smell made it appealing to many countries. Coca was other crop that pull ined Europe. quite a little of the Inca Empire first used coca leaves, where they chewed them during ghostly activities. The first Spanish settlers adopted this idea and brought back to Europe where it became popular. A well-known psychologist by the name of Sigmund Freud started chewing coca after he found out that coca increases stamina, creativity, and it decreases hunger (Hobhouse, 2005, pp. 10-313). After this was discovered, coca became exceedingly popular in Europe and it began to spread throughout the world. Foods were not the only positive things that helped the Europeans. A gift that the New World gave to the Old World was quinine. Quinine contains anti-malarial alkaloids, which come from the barks of cinchona trees. These trees grow in Columbia, Ecuador, and Peru (Brockway, 1979, p. 108). This medicine was helpful to the Europeans because it let them travel across the world and conquer lands without worrying about the panic of malaria.Even though the Columbian Exchange had an overall positive effect on Europe, it had a negative influence on the Americas. One disease that was brought to the New World was smallpox. The smallpox virus is caused by Variola, which is closely related to vaccinia and monkeypox (Patterson 2002). The infection causes skin rashes and causes mucus membranes to emerge. These rashes stay for about 12 eld then the person infected then experiences 104 degree Fahrenheit fever, back pain, and vomiting. Three days later the rash will spread to the nose, mouth, forearms, throat, hands, and gift (Ngan, 2011). variola major virus easily spreads through close contact. Estimates of closing rate resulting from smallpox epidemics wind between 39% for the Aztecs, 50% for the Piegan, Huron, Catawba, Cherokee, and Iroquois, 66% for the Omaha and Blackfeet, 90% for the Mandan, and 100% for the Taino (Halverson, 2007). Smallpox epidemics affected the life of many homegrown American tribes for hundreds of years. This is only iodin disease that had an awful effect on the inhering Americans. Tuberculosis is also another disease that spread from the Old World to the New World. Tuberculosis, is caused by a bacterium called Mycobacterium tuberculosis (Paulsen 1987).The bacteria can glide slope any part of the bod y, hardly most frequently attacks the lungs. Tuberculosis of the lungs and throat is infectious. When a person with Tuberculosis coughs or sneezes, the bacteria spread into the air. People nearby may breathe in these bacteria and become infected. When a person breathes in the bacteria, the bacteria settle in the lungs and begin to grow. The first major outbreaks of Tuberculosis among the native people of North America began in the 1880s after they were settled on reservations. When native-born Americans were required to live in small fixed huts, an epidemic began.As endemic Americans were living to reservations their death rates from Tuberculosis increased rapidly. Bates and Stead give the death rates of Native Americans. By 1886 the Tuberculosis death rate reached 9000 per 100,000 people. These rates are much higher than ever observed in Europe because the Native Americans lacked immunity to Tuberculosis and were weak in fighting off the bacteria (Bates & Stead, 1993). The Nativ e Americans were being hit by disease after disease with the Europeans coming over and settling. Another disease that devastated them was the Bubonic offense. The Bubonic Plague is also known as the Black Death.Bubonic plague painfully causes self-loving lymph nodes that appear around the groin, armpit, or neck (Halverson, 2007). The Bubonic plague had already devastated Europe by killing millions and after Europeans came to the Americas, the Black Death killed millions of Native Americans. The Columbian Exchange was a time when European nations sent explorers to the Americas after Christopher Columbus discovered the New World. The Americas were filled with new crops and foods that glowering out to be very beneficial to the Europeans. The Europeans brought back staple crops like maize and potato that contain a large amount of nutrients.Other crops embroil capsicum pepper, plain vanilla, and coca. Each had their own way of helping the Europeans. A medicine that the Europeans took from the Americas was quinine. Quinine fought off malaria, which enormously benefited the Europeans because they were able to conquer lands that have malaria but not die from the disease. The Columbian Exchange benefited the Europeans, but it did not benefit the Americas. The Columbian Exchange brought many Europeans to the Americas. With many Europeans traveling to the New World, many diseases also came along.Diseases like smallpox, tuberculosis, and the bubonic plague resulted in the death of millions of Native Americans. These diseases even killed off many tribes completely. The Columbian Exchange proved to be beneficial to the Old World while devastating a separate of the New World. Andrews, Jean. 1992. The peripatetic chili pepper Diffusion of the domesticated capsicums since Columbus. In Nelson Foster and Linda S. Cordell (eds. ) Chilies to Chocolate Food the Americas Gave the World. Tucson University of Arizona Press, 81-93. Bates, Joesph H. , and William W. Stead. Oregon E xperience clean-living Plague. TB Among Native Americans. N. p. 1993. Web. 07 Apr. 2013. Brockway, Lucile H. 1979. Science and Colonial Expansion The Role of the British Royal Botanical Gardens. New York Academic Press . Brooks, Jerome Edmund. 1952. The Mighty alternate Tobacco through the Centuries. Boston Little, Brown and Company. Bruman, Henry. 1948. The culture history of Mexican vanilla. Hispanic American Historical Review 28(3) 360-376. Christian, JL, Greger, JL. Nutrition for Living (4th Ed. ) Reading, MA The Benjamin/Cummings Publishing Company, Inc. 1994. Crosby W. Alfred. The Columbian Exchange Biological and ethnic consequences of 1492. Westport Praeger Publishers 2003 PrintDavidson, Stanley and R. Passmore. 1965. Human Nutrition and Dietetics. Baltimore Churchill Livingstone. Duiker, William J. , and Jackson J. Spielvogel. World report. Belmont, CA Thomson/Wadsworth, 2007. Print. Halverson, Melissa Sue. Native American Beliefs and Medical Treatments During the Smal lpox Epidemics An Evolution. Native Americans and The Smallpox Epidemic. N. p. , Summer 2007. Web. 07 Apr. 2013. Ngan, Vanessa. DermNet NZ. Smallpox (variola). N. p. , 1 July 2011. Web. 07 Apr. 2013. Nunn, Nathan and Nancy Qian. 2009. The potatos contribution to population and urbanization proof from an historical experiment.NBER Working Paper 15157. Patterson, Kristine. Result Filters. National Center for bioengineering Information. U. S. National Library of Medicine, Apr. 2002. Web. 12 Apr. 2013. Paulsen, H. Jay. JSTOR. N. p. , Nov. -Dec. 1987. Web. 12 Apr. 2013. Rain, Patricia. 1992. Vanilla Nectar of the Gods. In Chilies to Chocolate Food the Americas gave the World (eds) Nelson Foster and Linda S. Cordell. Tucson University of Arizona Press, 35-45. Wood, Ethel. AP World History An Essential Coursebook. Reading, PA WoodYard Publications, 2008. N. pag. Print.