The Schuyler Sisters Angelica, Eliza, and Peggy

A Rhetorical Analysis Of Computer Science - 1008 Words

The Tides Are Changing: A Rhetorical Analysis of â€Å"Computer Science salaries rise with demand for new graduates,† by Ann Bednarz All around us there are several different communities of people. College communities, people with similar interests, gamers and several more. Another word for these groups is a discourse community. A discourse community is a group of people whom have a common goal and/ or have similar interests. Everywhere you go, there are different discourse communities. In the article, â€Å"Computer Science salaries rise with demand for new graduates,† by Ann Bednarz, she talks about how technology graduates are needed more than ever, how marketing how become needy for technology and how one job can be done by several different technology majors. Bednarz’ article can be applied to a computer science student’s journey. Computer science students are slowly integrating into the business world and in a good position. We are needed by many different kinds of businesses. These graduates are working to make their profile look more attractive. Us graduates are entering a new communi ty and will work our hardest to fit in and become part of the ‘team.’ College is the transition from high school and relying on our parents, to growing up and having to rely on ourselves and become responsible adult, individuals. The time is now. Bednarz quotes Jason Hayman, a market research manager, who claims that Tech giants like Facebook, Google and/ or Linked In are grabbing theShow MoreRelatedRhetorical Analysis Of A Professional Document1667 Words   |  7 Pages RHETORICAL ANALYSIS OF A PROFESSIONAL DOCUMENT Introduction In reference to the 100A assignment sheet for the rhetorical analysis, a rhetorical analysis is a written work that focuses on analyzing and understanding a published article. 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Icici Bank Report Free Essays

string(282) " financial products and banking services \* Within next four years ICICI bank is planning to open 1500 new branches \* Small and non performing banks can be acquired by ICICI because of its financial strength \* ICICI bank is expected to have 20% credit growth in the coming years\." ICICI BANK ABOUT ICICI BANK: ICICI Bank is India’s second-largest bank with total assets of Rs. 4,736. 47 billion (US$ 93 billion) at March 31, 2012 and profit after tax Rs. We will write a custom essay sample on Icici Bank Report or any similar topic only for you Order Now 64. 65 billion (US$ 1,271 million) for the year ended March 31, 2012. The Bank has a network of 2,766 branches and 9,363 ATMs in India, and has a presence in 19 countries, including India. ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialised subsidiaries in the areas of investment banking, life and non-life insurance, venture capital and asset management. ICICI Bank started as a wholly owned subsidiary of ICICI Limited, an Indian financial institution, in 1994. Four years later, when the company offered ICICI Bank’s shares to the public, ICICI’s shareholding was reduced to 46%. In the year 2000, ICICI Bank offered made an equity offering in the form of ADRs on the New York Stock Exchange (NYSE), thereby becoming the first Indian company and the first bank or financial institution from non-Japan Asia to be listed on the NYSE. In the next year, it acquired the Bank of Madura Limited in an all-stock amalgamation. Later in the year and the next fiscal year, the bank made secondary market sales to institutional investors. With a change in the corporate structure and the budding competition in the Indian Banking industry, the management of both ICICI and ICICI Bank were of the opinion that a merger between the two entities would prove to be an essential step. It was in 2001 that the Boards of Directors of ICICI and ICICI Bank sanctioned the amalgamation of ICICI and two of its wholly-owned retail finance subsidiaries, ICICI Personal Financial Services Limited and ICICI Capital Services Limited, with ICICI Bank. In the following year, the merger was approved by its shareholders, the High Court of Gujarat at Ahmedabad as well as the High Court of Judicature at Mumbai and the Reserve Bank of India. ICICI Bank has its equity shares listed in India on Bombay Stock Exchange and the National Stock Exchange of India Limited. Overseas, its American Depositary Receipts (ADRs) are listed on the New York Stock Exchange (NYSE). As of December 31, 2008, ICICI is India’s second-largest bank, boasting an asset value of Rs. 3,744. 10 billion and profit after tax Rs. 30. 14 billion, for the nine months, that ended on December 31, 2008. BRANCHESOFATMS: ICICI Bank has a wide network both in Indian and abroad. In India alone, the bank has 1,420 branches and about 4,644 ATMs. Talking about foreign countries, ICICI Bank has made its presence felt in 18 countries – United States, Singapore, Bahrain, Hong Kong, Sri Lanka, Qatar and Dubai International Finance Centre and representative offices in United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia and Indonesia. The Bank proudly holds its subsidiaries in the United Kingdom, Russia and Canada out of which, the UK subsidiary has established branches in Belgium and Germany. Products Personal Banking * Deposits * Loans Cards * Investments * Insurance * Demat Services * Wealth Management NRI Banking * Money Transfer * Bank Accounts * Investments * Property Solutions * Insurance * Loans Business Banking * Corporate Net Banking * Cash Management * Trade Services * FXOnline * SME Services * Online Taxes * Custodial Services Board Members * Mr. K. V. Kamath,- Chairman * Mr. Sridar Iyengar * Dr. Swati Piramal * Mr. Homi R. Khusrokhan * Mr. Arvind Kumar * Mr. M. S. Ramachandran Dr. Tushaar Shah Mr. V. Sridar Ms. Chanda Kochhar, Managing Director CEO Mr. N. S. Kannan, Executive Director CFO Mr. K. Ramkumar, Executive Director Mr. Rajiv Sabharwal, Executive Director Head Office ICICI Bank 9th Floor, South Towers ICICI Towers Bandra Kurla Complex Bandra (E) Mumbai Phone: 91-022-653 7914 Website: www. icicibank. com SWOT ANALYSIS: Strengths of ICICI Bank * ICICI is the second largest bank in terms of total assets and market share * Total assets of ICICI is Rs. 4062. 34 Billion and recorded a maximum profit after tax of Rs. 51. 51 billion and located in 19 countries * One of the major strength of ICICI bank according to financial analysts is its strong and transparent balance sheet * ICICI bank has first mover advantage in many of the banking and financial services. ICICI bank is the first bank in India to introduce complete mobile banking solutions and   jewelry card * The bank has PAN India presence of around 2,567 branches and 8003 ATM’s * ICICI bank is the first bank in India to attach life style benefits to banking services for exclusive purchases and tie-ups with best brands in the industry such as Nakshatra, Asmi, D’damas etc * ICICI bank has the longest working hours and additional services offering at ATM’s which attracts customers * Marketing and advertising strategies of ICICI have good reach compared to other banks in India Weaknesses of  ICICI Bank Customer support of ICICI section is not performing well in terms of resolving complaints * There are lot of consumer complaints filed against ICICI * The ICICI bank has the most stringent policies in terms of recovering the debts and loans, and credit payments. They employ third party agency to handle recovery management * There are also complaints of customer as sault and abuse while recovering and the credit payment reminders are sent even before the deadlines which annoys the customers * The bank service charges are comparatively higher The employees of ICICI are bank in maximum stress because of the aggressive policies of the management to win ahead in the race. This may result in less productivity in future years Opportunities of  ICICI Bank * Banking sector is expected to grow at a rate of 17% in the next three years * The concept of saving in banks and investing in financial products is increasing in rural areas as more than 62% percentage of India’s population is still in rural areas. As per 2010 data in TOI, the total number b-schools in India are more than 1500. This can ensure regular supply of trained human power in financial products and banking services * Within next four years ICICI bank is planning to open 1500 new branches * Small and non performing banks can be acquired by ICICI because of its financial strength * ICICI bank is expected to have 20% credit growth in the coming years. You read "Icici Bank Report" in category "Essay examples" * ICICI bank has the minimum amount of non performing assets Threats of  ICICI Bank RBI allowed foreign banks to invest up to 74% in Indian banking * Government sector banks are in urge of modernizing the capacities to ensure the customers switching to new age banks are minimized * HDFC is the major competitor for ICICI, and other upcoming banks like AXIS, HSBC impose a major threat * In rural areas the micro financing groups hold a major share * Though customer acquisition is high on one side, the unsatisfied customers are increasing and make them to switch to other banks. PORTER’S FIVE FORCE ANALYSIS: Bargaining Power of Suppliers: * Inputs have little impact on costs When inputs are not a big component of costs, suppliers of those inputs have less bargaining power. Low cost inputs positively affect  ICICI Bank. Bargaining Power of Customers * Large number of customers * When there are large numbers of customers, no one customer tends to have bargaining leverage. Limited bargaining leverage helps  ICICI Bank. Intensity of Existing Rivalry * Low storage costs (ICICI Bank) * Government limits competition (ICICI Bank) * Large industry size (ICICI Bank) Threat of Substitutes New Aspirants in Banking sector like AV Birla, Tata Group,  IFCI etc. Threat of New Competitors * Strong distribution network required (ICICI Bank) * High capital requirements (ICICI Bank) * High sunk costs limit competition (ICICI Bank) * Industry requires economies of scale (ICICI Bank) * Geographic factors limit competition (ICICI Bank) * High learning curve (ICICI Bank) SUBSIDIARIES COMPANIES: At March 31, 2012, ICICI Bank had 17 subsidiaries as listed in the following table: DOMESTIC SUBSIDIARIES * ICICI Securities Primary Dealership Limited * ICICI Prudential Asset Management Company Limited ICICI Prudential Trust Limited * ICICI securities Ltd . * ICICI Venture Funds Management Company Limited * ICICI Prudential Life Insurance Company Limited * ICICI Prudential Pension Funds Management Company Limited * ICICI Lombard General Insurance Company Limited * ICICI Home Finance Company Limited * ICICI Investment Management Company Limited * ICICI Trusteeship Service Limited INTERNATIONAL SUBSIDIARIES: * ICICI Bank UK PLC * ICICI Securities Inc. * ICICI International Ltd. * ICICI Bank Eurasis Ltd. Liability Company. * ICICI Securities Holdings, Inc * ICICI Bank Canada FINANCIAL HIGHLIGHTS: As required by United States securities regulations, ICICI Bank Limited (NYSE: IBN) filed its annual report in Form 20-F for the year ended March 31, 2012 (FY2012) on July 31, 2012. The Form 20-F annual report includes the Bank’s consolidated financial statements under Indian GAAP and a reconciliation of consolidated profit after tax and net worth under Indian GAAP to net income and stockholders’ equity under US GAAP, approved by the Audit Committee of the Board. The consolidated profit after tax for FY2012 under Indian GAAP was Rs. 7,643 crore (US$ 1,502 million) and the net income under US GAAP was Rs. ,998 crore (US$ 1,375 million). Stockholders’ equity as per US GAAP was ` 63,872 crore (US$ 12. 55 billion) at March 31, 2012 compared to the consolidated net worth as per Indian GAAP of ` 61,277 crore (US$ 12. 04 billion) ICICI BANK Key Financial Ratios of ICICI Bank Mar’12 | Mar’11| Mar ’10| Mar ’09| Mar ’08| investment Valuat ion Ratios| | | | | Face Value| 10. 00| 10. 00| 10. 00| 10. 00| 10. 00| Dividend Per Share| 16. 50| 14. 00| 12. 00| 11. 00| 11. 00| Operating Profit Per Share (Rs)| 76. 15| 64. 08| 49. 80| 48. 58| 51. 29| Net Operating Profit Per Share (Rs)| 346. 19| 281. 04| 293. 74| 343. 9| 354. 71| Free Reserves Per Share (Rs)| 376. 49| 358. 12| 356. 94| 351. 04| 346. 21| Bonus in Equity Capital| –| –| –| –| –| Profitability Ratios| | | | | Interest Spread| 4. 44| 4. 01| 5. 66| 3. 66| 3. 51| Adjusted Cash Margin(%)| 17. 45| 17. 52| 13. 64| 11. 45| 11. 81| Net Profit Margin| 16. 14| 15. 91| 12. 17| 9. 74| 10. 51| Return on Long Term Fund(%)| 52. 09| 42. 97| 44. 72| 56. 72| 62. 34| Return on Net Worth(%)| 10. 70| 9. 35| 7. 79| 7. 58| 8. 94| Adjusted Return on Net Worth(%)| 10. 70| 9. 27| 7. 53| 7. 55| 8. 80| Return on Assets Excluding Revaluations| 524. 01| 478. 31| 463. 01| 444. 94| 417. 4| Return on Assets Including Revaluations| 524. 01| 478. 31| 463. 01| 444. 94| 417. 64| Management Efficiency Ratios| | | | | Interest Income / Total Funds| 9. 07| 8. 41| 8. 82| 9. 82| 10. 60| Net Interest Income / Total Funds| 3. 89| 4. 01| 4. 08| 3. 99| 4. 29| Non Interest Income / Total Funds| 0. 03| –| 0. 08| 0. 08| 0. 02| Interest Expended / Total Funds| 5. 18| 4. 41| 4. 74| 5. 83| 6. 31| Operating Expense / Total Funds| 1. 89| 2. 09| 2. 59| 2. 60| 2. 76| Profit Before Provisions / Total Funds| 1. 91| 1. 77| 1. 41| 1. 30| 1. 40| Net Profit / Total Funds| 1. 47| 1. 34| 1. 08| 0. 96| 1. 12| Loans Turnover| 0. 8| 0. 17| 0. 17| 0. 18| 0. 20| Total Income / Capital Employed(%)| 9. 10| 8. 41| 8. 90| 9. 90| 10. 62| Interest Expended / Capital Employed(%)| 5. 18| 4. 41| 4. 74| 5. 83| 6. 31| Total Assets Turnover Ratios| 0. 09| 0. 08| 0. 09| 0. 10| 0. 11| Asset Turnover Ratio| 0. 09| 3. 55| 4. 60| 5. 14| 5. 61| Profit And Loss Account Ratios| | | | | Interest Expended / Interest Earned| 68. 00| 65. 29| 68. 44| 73. 09| 76. 28| Other Income / Total Income | 0. 37| 0. 02| 0. 92| 0. 86| 0. 17| Operating Expense / Total Income| 20. 77| 24. 81| 29. 05| 26. 22| 26. 00| Selling Distribution Cost Composition| 0. 73| 0. 94| 0. 72| 1. 4| 4. 43| Balance Sheet Ratios| | | | | Capital Adequacy Ratio| 18. 52| 19. 54| 19. 41| 15. 53| 13. 97| Advances / Loans Funds(%)| 65. 30| 64. 96| 58. 57| 69. 86| 72. 67| Debt Coverage Ratios| | | | | Credit Deposit Ratio| 92. 23| 87. 81| 90. 04| 91. 44| 84. 99| Investment Deposit Ratio| 61. 16| 59. 77| 53. 28| 46. 35| 42. 68| Cash Deposit Ratio| 8. 60| 11. 32| 10. 72| 10. 14| 10. 12| Total Debt to Owners Fund| 4. 23| 4. 10| 3. 91| 4. 42| 5. 27| Financial Charges Coverage Ratio| 0. 39| 0. 44| 0. 33| 0. 25| 1. 25| Financial Charges Coverage Ratio Post Tax| 1. 31| 1. 34| 1. 26| 1. 20| 1. 20| Leverage Ratios| | | | | Current Ratio| 0. 13| 0. 11| 0. 14| 0. 13| 0. 11| Quick Ratio| 16. 71| 15. 86| 14. 70| 5. 94| 6. 42| Cash Flow Indicator Ratios| | | | | Dividend Payout Ratio Net Profit| 32. 82| 35. 23| 37. 31| 36. 60| 33. 12| Dividend Payout Ratio Cash Profit| 30. 36| 31. 76| 32. 33| 31. 00| 29. 08| Earning Retention Ratio| 67. 19| 64. 49| 61. 40| 63. 23| 66. 35| Cash Earning Retention Ratio| 69. 65| 68. 01| 66. 70| 68. 87| 70. 51| AdjustedCash Flow Times| 36. 54| 39. 77| 44. 79| 49. 41| 52. 34| | | | Mar ’12| Mar ’11| Mar ’10| Mar ’09| Mar ’08| | | | | | | Earnings Per Share| 56. 09| 44. 73| 36. 10| 33. 76| 37. 7| | | | | | Book Value| 524. 01| 478. 31| 463. 01| 444. 94| 417. 64| | | | | | Source:Moneycontrol. com ANALYSIS AND INTERPRETATION: CURRENT RATIO: STUDY OF PROFIT AND LOSS ACCOUNT: Meaning: It is a financial statement, which shows net profit loss of a company for a specified period. The accounting year means calendar year 12 months or less or more then 12 months. Parts of the Profit and Loss Account The Profit Loss Account aims to monitor profit. It has three parts. 1) The Trading Account. This records the money in (revenue) and out (costs) of the business as a result of the business †trading† ie buying and selling. This might be buying raw materials and selling finished goods; it might be buying goods wholesale and selling them retail. The figure at the end of this section is the Gross Profit . 2) The Profit and Loss Account. This starts with the Gross Profit and adds to it any further costs and revenues, including overheads. These further costs and revenues are from any other activities not directly related to trading. An example is income received from investments. 3) The Appropriation Account. This shows how the profit is â€Å"appropriated† or divided between the three uses mentioned above. HORIZONTAL ANALYSIS: When an analyst compares financial information for two or more years for a single company, the process is referred to as horizontal analysis, since the analyst is reading across the page to compare any single line item, such assales revenues. In addition to comparing dollar amounts, the analyst computes percentage changes from year to year for all financial statement balances, such as cash and inventory. Alternatively, in comparing financial statements for a number of years, the analyst may prefer to use a variation of horizontal analysis called trend analysis. VERTICAL ANALYSIS: When using vertical analysis, the analyst calculates each item on a single financial statement as a percentage of a total. The term vertical analysis applies because each year’s figures are listed vertically on a financial statement. The total used by the analyst on the income statement is net sales revenue, while on the balance sheet it is total assets. This approach to financial statement analysis, also known as component percentages, produces common-size financial statements. Price/sale ratio: About Price to Sales Ratio(P/S) The price to sales ratio (PS ratio) is calculated by dividing stock price by the revenue per share. It is most useful for comparing companies within a sector or industry because â€Å"normal† values for this ratio vary from industry to industry. In general, low price to sales ratios are more appealing because they suggest that a company is undervalued. P/E ratio: About Price to Earnings Ratio The price to earnings ratio (PE Ratio) is the measure of the share price relative to the annual net income earned by the firm per share. PE ratio shows current investor demand for a company share. A high PE ratio generally indicates increased demand because investors anticipate earnings growth in the future. The PE ratio has units of years, which can be interpreted as the number of years of earnings to pay back purchase price. PRICE/BOOK VALUE RATIO: About Price to Book Ratio The price to book value is a financial ratio used to compare a company’s book value to its current market price. Book value is an accounting term denoting the portion of the company held by the shareholders at accounting value (not market value). In other words, book value is the company’s total tangible assets less its total liabilities. DCF METHOD: Beta(? ) The Beta (? of a stock or portfolio is a number describing the correlated volatility of an asset in relation to the volatility of the benchmark that said asset is being compared to. This benchmark is generally the overall financial market and is often estimated via the use of representative indices, such as the S;P 500. An asset has a beta of zero if its moves are not correlated with the benchmark’s moves. A positive beta means that the ass et generally follows the benchmark, in the sense that the asset tends to move up when the benchmark moves up, and the asset tends to move down when the benchmark moves down. A negative beta means that the asset generally moves opposite the benchmark: the asset tends to move up when the benchmark moves down, and the asset tends to move down when the benchmark moves up. It measures the part of the asset’s statistical variance that cannot be removed by the diversification provided by the portfolio of many risky assets, because of the correlation of its returns with the returns of the other assets that are in the portfolio. Beta can be estimated for individual companies using regression analysis against a stock market index. The formula for the beta of an asset within a portfolio is here ra measures the rate of return of the asset, rp measures the rate of return of the portfolio, cov(ra,rp) is the covariance between the rates of return. The portfolio of interest in the CAPM formulation is the market portfolio that contains all risky assets, and so the rp terms in the formula are replaced by rm, the rate of return of the market. Beta is also referred t o as financial elasticity or correlated relative volatility, and can be referred to as a measure of the sensitivity of the asset’s returns to market returns, its non-diversifiable risk, its systematic risk, or market risk. The market itself is considered to have a Beta of 1. Using regression analysis, the beta of the stock is calculated. If the beta of the stock is greater than 1, this means the stock’s prices are more volatile than the market, and vice verse. For example, if a stock has a beta of 1. 2, this means that a 1% change in the market index will bring about a 1. 2% change in the stock’s price. Stocks with high beta are considered to be more risky compared to the ones with low beta. Bollinger Bands: Bollinger Bands  is a  technical analysis  tool invented byJohn Bollinger in the 1980s, and a term  trademarked   by him in 2011. Having evolved from the concept of trading bands, Bollinger Bands and the related indicators  %b  and bandwidth  can be used to measure the highness or lowness of the price relative to previous trades. Bollinger Bands consist of: * an  N-period  moving average (MA) * an upper band at  K  times an  N-period  standard deviation  above the moving average (MA  +  K? ) * a lower band at  K  times an  N-period  standard deviation below the moving average (MA  ? K? ) Typical values for  N  and  K  are 20 and 2, respectively. The default choice for the average is a simple  moving average, but other types of averages can be employed as needed. Exponential moving averages  are a common second choice. Usually the same period is used for both the middle band and the calculation of standard deviation. INTERPRETATION: The use of Bollinger Bands varies widely among traders. Some traders buy when price touches the lower Bollinger Band and exit when price touches the moving average in the center of the bands. Other traders buy when price breaks above the upper Bollinger Band or sell when price falls below the lower Bollinger Band. Moreover, the use of Bollinger Bands is not confined to stock traders;  options  traders, most notably  implied volatility traders, often sell options when Bollinger Bands are historically far apart or buy options when the Bollinger Bands are historically close together, in both instances, expecting volatility to revert back towards the average historical volatility level for the stock. When the bands lie close together a period of low  volatility  in stock price is indicated. When they are far apart a period of high volatility in price is indicated. When the bands have only a slight slope and lie approximately parallel for an extended time the price of a stock will be found to oscillate up and down between the bands as though in a channel. Traders are often inclined to use Bollinger Bands with other indicators to see if there is confirmation. In particular, the use of an oscillator like Bollinger Bands will often be coupled with a non-oscillator indicator like  chart patterns  or a  trendline; if these indicators confirm the recommendation of the Bollinger Bands, the trader will have greater evidence that what the bands forecast is correct. Monte carlo simulation: Risk analysis is part of every decision we make. We are constantly faced with uncertainty, ambiguity, and variability. And even though we have unprecedented access to information, we can’t accurately predict the future. Monte Carlo simulation (also known as the Monte Carlo Method) lets you see all the possible outcomes of your decisions and assess the impact of risk, allowing for better decision making under uncertainty. Monte Carlo simulation is a computerized mathematical technique that allows people to account for risk in quantitative analysis and decision making. The technique is used by professionals in such widely disparate fields as finance, project management, energy, manufacturing, engineering, research and development, insurance, oil gas, transportation, and the environment. Monte Carlo simulation furnishes the decision-maker with a range of possible outcomes and the probabilities they will occur for any choice of action.. It shows the extreme possibilities—the outcomes of going for broke and for the most conservative decision—along with all possible consequences for middle-of-the-road decisions. The technique was first used by scientists working on the atom bomb; it was named for Monte Carlo, the Monaco resort town renowned for its casinos. Since its introduction in World War II, Monte Carlo simulation has been used to model a variety of physical and conceptual systems. ICICI BANK CHARTS The annotated chart above shows a stock that opened with a gap up. Before the open, the number of buy orders exceeded the number of sell orders and the price was raised to attract more sellers. Demand was brisk from the start. The intraday high reflects the strength of demand (buyers). The intraday low reflects the availability of supply (sellers). The close represents the final price agreed upon by the buyers and the sellers. In this case, the close is well below the high and much closer to the low. This tells that even though demand (buyers) was strong during the day, supply (sellers) ultimately prevailed and forced the price back down. Even after this selling pressure, the close remained above the open. By looking at price action over an extended period of time, we can see the battle between supply and demand unfold. In its most basic form, higher prices reflect increased demand and lower prices reflect increased supply. Interpretation: The Rate-of-Change (ROC) indicator, which is also referred to as simply Momentum, is a pure  momentum oscillator  that measures the percent change in price from one period to the next. The ROC calculation compares the current price with the price â€Å"n† periods ago. The plot forms an oscillator that fluctuates above and below the zero line as the Rate-of-Change moves from positive to negative. As a momentum oscillator, ROC signals include centerline crossovers, divergences and overbought-oversold readings. Divergences fail to foreshadow reversals more often than not so this article will forgo a discussion on divergences. Even though centerline crossovers are prone to whipsaw, especially short-term, these crossovers can be used to identify the overall trend. Identifying overbought or oversold extremes comes natural to the Rate-of-Change oscillator. Standard deviation chart that measures the amount of variability or dispersion around an average. Standard deviation is also a measure of volatility. Generally speaking, dispersion is the difference between the actual value and the average value. The larger this dispersion or variability is, the higher the standard deviation. The smaller this dispersion or variability is, the lower the standard deviation. Chartists can use the Standard Deviation to measure expected risk and determine the significance of certain price movements. BRIEF ABOUT PORTFOLIO Annexure: News Analysis Regarding Portfolio * Bajaj Corp Nirmal Bang is bullish on Bajaj Corp and has recommended buy rating on the stock with a target of Rs 228 in its October 9, 2012 research report. â€Å"We have upgraded our FY13E and FY14E earnings estimates for Bajaj Corp (BCL) by 6. 4% and 3. 7%, respectively, factoring in higher gross margins. Consequently, we have increased our target price on the stock to Rs228 (from Rs220 earlier) and retained Buy rating on it. † * DABUR INDIA LTD.. AnandRathi has come out with its report on consumer sector. The research firm recommend`s buy on ITC, Nestle India, Colgate, GSK Consumer, Emami, Pidilite, Agro Tech Foods, Bajaj Corp. , Lovable Lingerie, Zydus Wellness, and Tilaknagar Industries. Dabur, Marico as Hold, and have Sell on HUL, Asian Paints, Britannia, and VST Industries. Consumer companies are expected to report 17% revenue growth, led by higher volumes and prices. We expect stable EBITDA margins, despite rise in raw material costs (up 7-8%) and reduced weights. With tax rates likely to rise 50-150bps, we expect net profit to increase only 15% yoy. Revenues on the rise:  We expect sector revenues to grow 17%, led by volume and price. Offtake from the Canteen Stores Department, comprising 8% of sales, would be subdued. However, rupee depreciation of 10-12% will benefit companies with more than 15% in exports (Asian Paints, Marico, Dabur). * Bharti Airtel Top telecom carrier  Bharti Airtel  Ã‚  will bid in an upcoming auction of mobile phone airwaves, said a company source, who declined to be named as the matter is not public yet. The airwaves auction is the result of a Supreme Court order to revoke permits issued in a scandal-tainted sale in 2008. Bharti Airtel is not affected by that court order but it could be looking to buy additional spectrum. Friday is the deadline for companies to submit their application to participate in the auction, which is scheduled to start on November 12. ICICI BANK: SBI  Ã‚  ,  HDFC Bank  Ã‚  and  ICICI Bank  Ã‚  are the best bets, says Sudarshan Sukhani, s2analytics. com. Jaiprakash Associates  Ã‚  , they had set a target of about Rs 100, much lower when it was Rs 80-81. It is almost there. So now for people who hold positions there are the potential of more gains, but at Rs 95 I do not know if a trader can actually buy. The targets are just in front of us. Perhaps the stocks will consolidate. Perhaps it could go up and it may not. † He further added, â€Å"The risk-reward is no longer in favor of a short-term trader. For actually people who still hold them I think there is more upside. † â€Å"The Bank  Nifty  itself becomes a buying opportunity as we just entered the last half an hour of trading. The Nifty is clearly above the 5700 level. I had explained earlier that we do not need a level on the Bank Nifty. If the Nifty is trading above 5700 we can buy the Nifty as well as the Bank Nifty and we should, at least the aggressive traders should. The CNX-IT can be left alone. Which are the best stocks in the Bank Nifty to go along with? It is State Bank of India, HDFC Bank and ICICI Bank. OBSERVATION: ICICI Bank- Key Fundamentals Market Cap (Rs Cr. ): 118,375 EPS – TTM (Rs):64. 19 P/E Ratio (x):15. 91 Face Value (Rs):10. 00 Latest Div. (%):165. 00 Div. Yield (%):1. 60 Book Value / sh. (Rs) :523. 79 P/B Ratio (x):1. 96 CONCLUSION: There are many online services which offer tools that enable us to choose investments plus those which offer relatively affordable trade margins. These options are basically for everyone though experienced traders could be well versed with them. To evaluate a good online trading service we need to look at the several factors. Issues to do with fees plus commissions for doing business can quickly rise up. Comprehensive services should be able to provide extended markets in addition to investment services including other retirement options. Since purchasing and selling at online stock trading is nerve racking, overall best services provide instant messaging as well as phone support. Bibliography: www. Moneycontrol. com www. Bseindia. com www. Nseindia. com www. Wikipedia. com ANNEXURE :- As per 1st NOV 2012:- How to cite Icici Bank Report, Essay examples

English Literature Essay Introduction Example For Students

English Literature Essay Introduction Chinua Achebes main concern in Things Fall Apart is to portray the effect white men have on traditional Ibo society. Discuss how effectively this has been achieved throughout the novel.  In Things Fall Apart Chinua Achebe tries to dispel the myth of savage African tribal culture. He does this by creating a complex and sympathetic portrait of a traditional village culture in Africa. Achebe is trying not only to inform the outside world about Ibo cultural traditions, but also to remind his own people of their past and to assert that it had contained much value. All too many Africans ( such as the Christian converts in the second half of the novel) were ready to accept the European judgment that Africa had no history or culture worth considering. Achebe fiercely resents the stereotype of Africa as an undifferentiated primitive land, the heart of darkness, as Conrad calls it. Throughout the novel he shows how African cultures vary among themselves and how they change over time. He shows the reader a well established civilized society with its own customs and beliefs. One of Achebes main goals throughout the novel is to show how the colonizing white men erode and destroy a civilization. This post colonialist novel is written through the eyes of the people being colonized. An example of a contrasting post colonialist novel would be Joseph Conrads The Heart Of Darkness which is written through the eyes of the colonizer. This therefore creates a contrasting view point. I felt that the fact that I had read The Heart Of Darkness helped me achieve a deeper and much more accurate understanding of both novels, as I could view the situation from both view points. Achebe immediately establishes his perspective from inside Umuofia (which is Ibo for people of the forest) early on in the novel. The wider world consists of the group of nine related villages which comprise of Umuofia and certain other villages like Mbaino. The conflict between Umuofia and Mbaino in chapter two shows a fair and logical justice system. The conflict is resolved without any more deaths or violence. This shows that there is no need for the District Commissioner. The process of replacement, Mbaino giving a young virgin woman as a consolation to the murdered womans husband and taking away the son of the murderer and giving him to Umuofia seems very just. Achebe is subtly suggesting that this logical system of appeasement is more civilized than the white colonists theory an eye for an eye justice system. If the puishment was in the hands of the white men they would have simply hung the murderer. That would be the end of the matter. The victims would therefore get nothing back apart from the possible feeing of revenge. The clan has a very defined and fair structure which allows any man who is hard working and deserving to prosper as far as he is willing to go regardless of his family background. Achebe states that a man was judged according to his worth not the worth of his father. Achebe later reinforces this point with a strong metaphor.  If a child washed his hands he could eat with kings With this point Achebe effectively shows yet again that in some respects Ibo culture appears to be fairer than that of the white colonists. In England in the late 1800s there was a clear segregation between the social classes. It would have been almost impossible for a man coming from a similar background to Okonkwo ( one of poverty and laziness ) in England at this time to rise to any kind of social stature in his society. Both of the above points show how Achebe effectively shows that the Ibo culture is a civilized and fair one. He even goes as far as to suggest that some of the Ibo customs and ways of dealing with disputes may even be superior. .u5c2b38b058cbf23abe7bf835a0815022 , .u5c2b38b058cbf23abe7bf835a0815022 .postImageUrl , .u5c2b38b058cbf23abe7bf835a0815022 .centered-text-area { min-height: 80px; position: relative; } .u5c2b38b058cbf23abe7bf835a0815022 , .u5c2b38b058cbf23abe7bf835a0815022:hover , .u5c2b38b058cbf23abe7bf835a0815022:visited , .u5c2b38b058cbf23abe7bf835a0815022:active { border:0!important; } .u5c2b38b058cbf23abe7bf835a0815022 .clearfix:after { content: ""; display: table; clear: both; } .u5c2b38b058cbf23abe7bf835a0815022 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5c2b38b058cbf23abe7bf835a0815022:active , .u5c2b38b058cbf23abe7bf835a0815022:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5c2b38b058cbf23abe7bf835a0815022 .centered-text-area { width: 100%; position: relative ; } .u5c2b38b058cbf23abe7bf835a0815022 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5c2b38b058cbf23abe7bf835a0815022 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5c2b38b058cbf23abe7bf835a0815022 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5c2b38b058cbf23abe7bf835a0815022:hover .ctaButton { background-color: #34495E!important; } .u5c2b38b058cbf23abe7bf835a0815022 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5c2b38b058cbf23abe7bf835a0815022 .u5c2b38b058cbf23abe7bf835a0815022-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5c2b38b058cbf23abe7bf835a0815022:after { content: ""; display: block; clear: both; } READ: Holden Caufield’s Character in Catcher in the Rye EssayAchebe uses Okonkwo to show that as with any civilization there are violent individuals but this is not due to the Ibo culture it is purely due to his poor childhood and is part of his nature. I do however feel that it is a mistake by Achebe to show how lightly violent offenders such as Okonwo are dealt with. This shows bias and that the Ibo culture does not totally condemn violence and quite often turns a blind eye to it. This is a fault in the culture but on the other hand it would be foolish of Achebe to portray the Ibo culture as a faultless ideal one. Achebe uses the first fourteen chapters in much of the same way, he makes points like the above and leaves the reader to make comparisons which effectively challenge the colonist society. He also uses these chapters to explain and define the Ibo culture. This may seem irrelevant to the actual theme of the novel however this could not be further from the truth. This first part of the novel is used by Achebe to show that the Ibo culture may be very different but is still extremely civilized and if left alone would have been more than capable of surviving. He illustrates this through countless examples mainly through the life of Okonkwo using Okonkwo to air personal views and as an extreme. The personal use of Okonkwo allows Achebe to use a descriptive style of impersonal commentary, which allows the reader to gain a real feel of what life was like in Umuofia. This understanding within the reader helps create sympathy during the second part of the book and helps reinforce how the white men destroyed a civilization. This is the reason behind the detailed insight into Ibo culture. It is also interesting to note in chapter nineteen how the Ibo can welcome back an erring member once he has paid for his crime. In many cultures Okonkwo would be treated as an outcast, but this culture has ways of accommodating such a person without destroying him, and in fact encouraging him to give of his best. This again shows the Ibo to be fairer than the colonists. The comparison being that a criminal in the late 1800s in England would find it extremely hard to shake off prejudice and be fully accepted back into society after serving his punishment.  In chapter fourteen we get the first direct introduction to the colonialists. The story is a chilling one of how an entire village was destroyed for killing one white man. This shows the reader the brutality of the white colonists. Yet again Achebe poses the question, Are the Ibo really the primitive ones?

Pride And Pejudice Essays - Pride And Prejudice, Bennet Family

Pride And Pejudice Family Ties In Jane Austen's novel, Pride and Prejudice, she created a realistic family image, by introducing some of the imperfections that many families encounter. The Bennet family, consisting of five daughters, a marriage obsessed mother, and an unhappily married father, contain many of these difficulties. Throughout the love, joy, heartache and pain, which evolved from the series of events the Bennet family encountered, one character in particular, Miss Elizabeth Bennet, viewed her family from another perspective. Elizabeth Bennet, though a very loving and respectable woman, had developed a rather poor opinion of her family: Had Elizabeth's opinion been all drawn from her own family, she could not have formed a very pleasing picture of conjugal felicity or domestic comfort(Pg. 209). As the second daughter of her family, Elizabeth had to deal with the many discomforts of being a daughter of five. Though Elizabeth loved her sisters dearly, she found it difficult not to see the differences between them, and in turn, each of their actions contributed to her perspective of her family. One sister in particular, Miss Lydia Bennet, caused Elizabeth the greatest concern. Lydia was a self-willed and careless(Pg.189) individual that cared only about men and marriage. As one of the youngest sisters, Lydia felt neglected from the opportunities her eldest sisters received. In turn, Lydia became the flirt of the family, causing embarrassment not only to herself, but as well to her family. When Lydia eloped t o London, Elizabeth feared that the source of her behavior was derived from the negative behavior of her parents. Not only did Elizabeth fear for Lydia's sake, she feared as well for her other sister, Catherine, who was under the direct influence of Lydia: Catherine, weak-spirited, irritable, and completely under Lydia's guidance(Pg.189). While supported by their mother's indulgence(Pg.189), the two ignorant, idle, and vain(Pg189) sisters, was a subject that Jane and Elizabeth often united to check the imprudence of Catherine and Lydia.(Pg.189). Besides the poorly thought out actions of Catherine and Lydia, Elizabeth had no problems with her other sister Mary, who mainly kept to herself, and Jane, the eldest sister, whom she shared a very close friendship with. Besides the faults of some of Elizabeth's sisters, one of the biggest faults of their family was the relationship between her father, Mr. Bennet, and her mother, Mrs. Bennet: she had never felt so strongly as now, the disadvantages which must attend the children of so unsuitable a marriage(Pg.210). Though Elizabeth loved her father dearly, she was unable to be blind to the impropriety of her father's behaviour as a husband(Pg.209). Though made up of an odd mixture of quick parts, sarcastic humour, reserve, and caprice(Pg.3), he was a man of few words and was clearly unable to make his wife understand his character(Pg.3). In the decade of the Bennets, marriage was clearly seen through beauty and fortune. It became evident, after resentment had settled in, that Mr. Bennet had married for other reasons besides love: Her father captivated by youth and beauty/ had married a woman whose weak understandings and illiberal mind, had very early in their marriage put an end to all real affectio n for her(Pg.209). Mr. Bennet's poor decision making had indeed hurt Elizabeth and impacted her opinion of her family, but by respecting his abilities(Pg.209), and being grateful for his affectionate treatment of herself(Pg.209), Elizabeth knew that her father was a man of good intentions. Besides the impression Mr. Bennet's faults had on Elizabeth, her mother's faults as well, contributed much to Elizabeth's poor opinion. Mrs. Bennet had not made marriage between her and Mr. Bennet any easier as her ignorance and folly had contributed to his amusement(Pg.3). She was a woman of mean understanding, little information, and uncertain temper(Pg.3). Elizabeth found it difficult to deal with her mother's improper judgement and nervous behaviour. Mrs. Bennet often over exaggerated small incidents and was very demanding in her ways. As a mother of five daughters, it was acceptable for her to be concerned for her daughters' future. But Mrs. Bennet 's entire business of her life was to get her daughters married(Pg.3). Elizabeth loved her mother and was appreciative of her mother's concerns, but Elizabeth was also not blind to her mother's

Andrew Jackson Indian Removal Policy Essays

Andrew Jackson Indian Removal Policy Essays Andrew Jackson Indian Removal Policy Paper Andrew Jackson Indian Removal Policy Paper Was Andrew Jacksons Indian Removal Policy Motivated by Humanitarian Impulses? Authors: Anthony F. C. Wallace, Robert V. Remini, A Summary By: History 2111 Summer 2011 A summary comparison of views regarding the Indian Removal Act of 1830, Was it an act of humanitarianism intended to help and save the Native American culture from the white settlers, as Robert V. Remini has argued? Or was his intent to destroy the tribal culture and to get rid of the Native Americans, as Anthony F. C Wallace has argued? Robert V. Remini argues that Andrew Jackson’s Indian Removal Act of 1830 was socially motivated by humanitarian impulses, and that Jackson’s actions where driven by the desire to save the culture and populace of the Native Americans from white settlers into Indian territories. Robert V. Remini points out that Andrew Jackson believed that the only way for Indians to be â€Å"protected from certain annihilation† (pg3) was to remove the Native Americans from their land, to expel the Indians from their ancient lands. To a majority of the Americans the Indians were inferior to them and that their culture was â€Å"a throw back to a darker age† (pg2). Mr. Remini strongly believed that that President Jackson was only trying to protect the Indians from this mentality and by moving the Indians to the west of the Mississippi this would protect them from the white man. Although the policy of removal was first suggested by President Jefferson as the alternative to the Native Americans, Mr. Remini explains how President Jackson had no hesitation in the belief that this was the right course of action. President Jackson would proposed to the Indians that by moving west he would arranged for the exchange of land in the west for the land in the east, that the Indians that moved to the west would be given land titles and would be compensated for their land. President Jackson insisted that the Indians would not be forced to move, that some could stay if the understood and obeyed the laws of the state and recognized that they would be subject to them if they did not obey. Although this proposal was never put into action because of corruption within those agents handling the removal and land greedy state officials. Jackson’s removal policy did not sit well with a lot of groups; many were uncomfortable about it but agreed it had to be done. President Jackson showed great leadership apart from everything else, and handled the Indian Removal act when no one else wanted to address the growing issue of Indian problem. Most government officials saw little to gain from addressing this and would do nothing. Some historians believe the president’s motivation was clearly out of concern for the Indians customs, their culture and their language, but his first concern was the safety of the military, Indians occupying the east might jeopardize the defense of the United States. In December of 1830 President Jackson would submitted the Treaty of Dancing Rabbit Creek to congress, it would be the first to win Senate approval. President Jackson wanted everything to go smoothly so that the American people would see that he was humane and that this Treaty would benefit both the Indians and the American nation at large. With Jackson located too far away to oversee the actual removal of the Choctaw Nation, they would endure mismanagement, theft, corruption, and inefficiency on a level that would lead to their destruction. Jackson would be deeply offended and the removal of the Choctaw Nation would become one of the worse horror stories of modem era. Anthony F. C Wallace claims that Jackson’s actions as humanitarian were in fact the exact opposite, saying that Jackson was out to destroy the Indian Tribal culture and to move the Native Americans from the southeastern United States to areas west of the Mississippi by force. Mr. Wallace objects to the belief that Jackson was acting humanely, and leans towards a more harsh truth and assessment of President Jackson’s actions and motives. That Jacksons alternative motive for acting like he cared about the Indians to the public and the Tribes was all in an effort to remove the Tribes completely from the southern United States in order to acquire their land. The Act gave the president the power to set aside land in the western territories for the Indians to be moved into. The 1820s was a new era for growth among banks, family farms; railroads in Georgia, with the Cherokee constitution in effect nullified Georgia law and made the Indian nation a â€Å"state within a state. † Georgia legislature 1828 passed a law after Andrew Jackson was elected president that extended the states jurisdiction over the Cherokees living within the state; Georgia was looking to force the president’s hand. Jackson quickly implemented a removal program that would resolve the Georgia’s crisis, but many would claim the removal was not justified but necessary to save the Indians from extinction. Even though President Jackson preferred the Act over any other alternative, he stated that the Removal Act was â€Å"most arduous part of my duty† (pg15). The Indian removal bill covered many emotional issues, such as Christian, national honor, racial, prejudices, over all long and bitter and of course greedy. Both Houses of Congress were petitioned and solicited by all groups of religions and benevolent societies. Jackson’s Administration had successfully undermined the very essence of the Constitution by refusing to enforce existing treaties with Native Americans that had been policy from the time Washington on. The Indians were finally forced to move out and where so sometimes by force. The Cherokee and the Seminoles resisted the removal and tried to hold their ground, by 1837 the Cherokee resistance was defeated, and the Seminoles where removed in 1842 after a long and costly war. President Jackson spoke of the removal in a friendly and concerned tone for Indian welfare stating, â€Å"They (the Indians) and my white children are too near to each other to live in harmony and peace†(pg17). The harsh policies where nevertheless put into place. Jackson policies where not driven or influenced by humanitarian impulses but were a result of and expansionist mentality. Jackson was an Indian fighter from Tennessee and clearly wanted the Indians out of the picture as the country expanded. This view can be supported further by the fact that President Jackson ignored a Supreme Court ruling which stated that the Indians had a right to that land, Jackson still removed the Indians under harsh conditions and sometimes by force. The Indian Removal Act was Jacksons way of solving the Indian Question. Some people view the Indian Removal Act as a noble attempt by Jackson to save the Indians from the expansion of the United States, other see it as Jacksons way of moving the Indians out of the picture and to secure more land for the growing country. Either way the Indian Removal Act is what it is, a crime against the Native Americans which had a right to the land of their ancestors and which they inhabited before American Expansion.

101.Should talking and texting on a cell phone without a hands-free Essay

101.Should talking and texting on a cell phone without a hands-free device while driving be illegal - Essay Example More alarmingly, recent years of the road safety issues are derived from the mismanagement of communication devices during driving. A careless and distracted driving practice associated with talking or text messaging while the vehicle governance is on the rise in every part of the world. More noticeably, use of handheld devices during driving is more dangerous than permissible levels of drunk driving because the former holds the preoccupation of the driver indulging in impulsive variations. Thousands of lives are lost and many more are left permanently disabled due to the negligence of drivers of public transportation particularly. At this wake, it is essential to make an over view of the impact of the culpable practice of careless driving and raise an alarm in the minds of people about the peril closely following it. Severe violations of driving ethics from drivers cause damage to life of people from utter carelessness. In an accident, the impact of the negligence of one drover is born by either party involved and usually, the lighter vehicle gets most of the reward of the evil. As Barrouquere (Sep 14, 2011) reports, in Kentucky, a tractor-trailer crash on a van claimed nine lives on the spot in Interstate 65 on 26th March, 2010 – the reason was that the truck driver had just made and outgoing call that lasted for a second when the truck hit the van. The Kentucky accident alerted the authorities which came forward with bills banning the use of hand held communication devices, especially mobile phones during driving. Presently, there are many regulations of the use of handheld devices while driving but most of them are limited to marginal amount of penalty that prove insufficient to curb this problem. The identified reasons for increasing car and truck accidents reveal the role of employers, parent and consignees who make frequent and unexpected calls to the drivers of both commercial and private vehicles. At the moment,

West indians Essay Example | Topics and Well Written Essays - 750 words

West indians - Essay Example Following the arrival of the white man, numerous African black people were shipped over to work as slaves on sugar plantations on the islands and now make up a large proportion of the population. It is estimated that there are about 36 million people living in the West Indies today, most of African heritage. This is impacted by lower infant mortality rates with increased access to health care and other services. It is also estimated that millions of people have moved from the West Indies to the United States and other parts of the world. According to the article â€Å"West Indies† (2008), at least one million Cubans have moved into the United States with equally high numbers of Puerto Ricans and other West Indians also pursuing greater job opportunities and educations for their children. Most of these people speak Spanish, but this is not the only language spoken. Other languages spoken in high density include French and English, including a creole version of these languages. Dutch is spoken on some of the islands and Hindi and Urdu can still be heard on Trinidad and Tobago (West Indies, 2008). More than half of the West Indian peoples live in urban areas and live lives that are relatively comparable to the lives of people living in urbanized areas anywhere. However, the islands are not overly abundant in their own resources, so farming plays a large role in their economy. The climate is very warm for most of the year, so clothing is generally light and loose with hats, with wide shade-giving brims, playing a significant role in fashion. Perhaps because of the heavy slave-influenced past, their attitudes toward marriage, family structure and religion are somewhat different from what is found in the Protestant-influenced United States to the north. There are four types of family organization within West Indian families, each of which is centered around different religious ideals. The Christian family follows the

Reasons for Choosing Mortuary Science Field Assignment

Reasons for Choosing Mortuary Science Field - Assignment Example Learners are trained to be morticians by learning biological science, business and social sciences. I think that the study of events relating with death, and how the society prepares for it raises questions are deep rooted in the human sociological lives. The reasons why I chose mortuary science field is because it deals with death, is a common event in the society, offers an opportunity for a well paying job and has objectives that build an individual to become a significant person in the community. Reason 1 The first reason for I chose mortuary science field is because of death factor in the society; hence, trains individuals in an area common, and part of human beings lives. I believe that death is a common occasion that man has accepted in the society and is an unremitting process. Consequently, the program is essential in building and molding skilled individuals who assist the bereaved in planning and organizing the event. The significance of learning the course is because each person has been affected directly or indirectly by death. I chose the field since it makes me an imperative person who is working for the society by acquitting me with skills necessary to assist the society. It is difficult to prepare for death occasion according to societies’ perception, because it happens at an unexpected time when individuals has little time to work on the event. I think that the fact that death is a common event in human beings’ lives, it makes the course and the program exce ptionally significant and relevant in the communal lives. People perceive apprentices working in the society as significant people in the community for the support and services to occasional event happening in our lives (Stair, 46). Reason 2 The second reason I chose the mortuary science field is that the program offers remarkable job opportunities. A person can work as a mortician in funeral homes, which are important in the society (Stair, 46). I think that the job makes individuals well heeled by earning amicable amount of money. The job that a person gets after learning the course is a great job because it acts as a means of expressing the feelings and requirements of individuals. The program provides a platform for individuals having a passion of helping people in the society who lack the skills and knowledge in arranging for emergencies especially in funerals. I agree that the course will provide an excellent platform for me to express the kindness and remorsefulness to the bereaved individuals. The course will instill skills in counseling, proper and legal completion of death certificates and preparation of the body for during burial event. Consequently, selecting Mortuary Science field gives an opportuni ty to an individual interested in getting a legitimate and substantial job that pays satisfactory. . Reason 3 The third reason I chose studying mortuary science field is the program’s objectives, which defines a person’s credibility and competence. I agree that the program enlarges the background and acquaintance of students’ profession on the funeral services (Stair, 46). The program aims at edifying individuals in every phase of funeral services. I believe that students are encouraged to participate in faculty research in funeral services and events that enable the faculty to discover new concepts. A further objective of the program is to encourage acceptable ethical conduct to an individual. I decided this because it ensures a person conducts oneself and interacts well with other individuals in the society. Lastly, a clear objective of mortuary science field is that it provides a set of courses at the post-secondary level of instructions. I believe that the o bjectives make a

The Role Of Managers In Staff Training Management Essay

The Role Of Managers In Staff Training Management Essay This paper explores how the organization benefited by training process. The purpose of this paper is to assess the benefits for the training and development in Retail organization. One of the most important resources of retail is their staff. In order to provide satisfactory service to their customer and able to face the future challenges, the staff should have proper skills which are continually develop.( Gower handbook,1991). It also outlines the special issue which identifies developments in the field of training for employees, recruitment, their transition to work, and their continuous development. Research objectives The research is focused on training and development on Marks and spencer with a view to wider application to other retailer in the country. Its objectives are to -Critically examine training needs in retail organization -Examine the role of managers in staff training and development -Examine approaches to training and development in the United Kingdom. Theoretical perspective relevant to the topics such as motivation Identify the approaches which could be adopted and make recommendations. Research Methods The research methodology will seek the answers to these questions as well as evidence as to which training needs have priority and which approach are most effective and relevant to the organization. The argument to be developed in this dissertation is that the most cost effective and culturally acceptable approach will be to identify training as an essential part of all manager roles and show how this might be implemented. The following are the types of research design that could be used -Research reviews -Qualitative research -Analysis of existing records -Ad hoc sample survey and regular surveys -Case study -longitudinal studies -Experimental Literature Review In order to explain the importance of training and development in an organisation the chapter is begin with the history of the subject, describe and discuses its definitions and benefits. It considers some model of training and development and some organisation of UK are using some of the models. History of training and development Human resources are considered by many to be the most important asset of an organization. Until now very few employers are able to exploit the full potential from their employees.(Jeff Lee,2005) Strategic human resource management (SHRM) is concerned with the contributions which human resource strategies can make to achieve organizational effectiveness and the ways to achieve those contributions (Jeff E Lee D, 2005). Strategic human resource development is the most current form of training and development where training and learning are strategically integrated vertically with organisational goals and horizontally to other HR activities (Millmore, Lewis, Saunders, thornhill and morrow 2007) Training and development can be identified as a planned process to improve the human capacity by modifying their skills, knowledge and attitudes. More recently the training and development term has been replaced by the term HRD (human resource development) which mainly focus on individual and organisational learning. The systematic approach training is described by as a cycle of four activities identify of HRD needs, plan and design HRD interventions to meet those indentify needs, implement the HRD interventions and finally evaluate the outcomes.( Millmore, Lewis, Saunders, thornhill and morrow 2007).This approach will be briefly discuss later part of the report. According to McCracken and Wallace, (2000) Strategic human resource development is a creation of a learning culture in which a range of training, development and learning strategies both respond to corporate strategy and help to shape and influence it. Based on the Garavans (1991) work, they redefined the nine key characteristic of SHRD practice. In their work they present SHRD as very strategically mature and compare with HRD and training where strategic maturity is absence. (Millmore, Lewis, Saunders, thornhill and morrow 2007) Key SHRD characteristics Integration with organisational missions and goals. Top management support. Environmental scanning. HRD plans and policies. Line manager commitment and involvement. Existence of complementary HRM activities. Expanded trainer role. Recognition of culture. Emphasis on evaluation Source: McCracken and Wallace (2000) Garavan(1995) state that many trainers find the tern SHRM difficult to accept, while they prefer the more softer term employee development or training and development. According to him HRD term is nowadays widely acceptable which means the planned learning and development of people as individual or group to benefit the organisation. McCracken and Wallace, (2000) state that, HRD is viewed as a strategic lever in organisations which helping the business to implement its business strategies. In their work they use the concept of training where they describe the level of sophistication which the organisation has with regard to training which helps to shape and formulate corporate strategy. McCracken and Wallace, (2000) suggested that the strategic HRD should shape and influence the organisational mission and goals. McCracken and Wallace, (2000) noted that SHRD should have a much more proactive and influential role which leads to a new model of SHRD which disguises the differences between Training which has a reactive and ad hoc implementation role in relation to corporate strategy. Organisation is very immature in terms of HRD and has no learning culture. Meanwhile HRD has a systematic implementation role which shows signs of corporate strategy. Organisation shows that it is beginning to develop a maturity in terms of HRD with the presence of nine Gravan (1991) characteristic and learning culture is also developing. Finally SHRD role is working toward shaping and responding to corporate strategy. The organisation has become strategically mature and there is a evidence of improved Garavan (1991) characteristic as well as presence of a strong learning culture (McCracken and Wallace, 2000).A model of SHRD which shows the continuum of HRD strategic maturity is portrayed below adopted from Millmore, Lewis, Saunders, thornhill and morrow 2007 work. HRD characteristic Training HRD SHRD HRD strategic maturity Organisation strategically is not mature in HRD terms Organisation is strategically is quite mature in HRD terms Organisation strategically very mature in terms of HRD. 1)Integration with Organisational missions And goals. 2) Top management Support. 3)Environmental scanning 4) HRD plan and policies 5)Line manager Commitment and involvement. 6)Existence of complementary HRM activities 7)Expanded trainer role. 8) Recognition of culture. 9) emphasis on evaluation. Little integration with organisation missions and goals. 2)very limited support. 3) Little awareness of environment. 4)Ad hoc responses to indentified problem. 5)Limited commitment and involvement. 6) Little or no horizontal integration of HR activities. 7) Lack of expanded trainer role. 8) little recognition of culture. 9)little emphasis on evaluation. Integration with organisational missions And goals. 2)active support 3)active environmental Scanning. 4)Systematically integrated with Organisational strategy. 5)line managers Commitment and involvement. 6)Existence of complementary HRM Activities. 7) Expanded trainer role. 8)recognition of Culture. 9)emphasis on evaluation. shaping organisational missions and goals. 2)adopt leadership role to HRD. 3)environmental scanning Done by senior management. 4)developed with strategy plan and policies. 5)strategic partnership with line management. 6)strategic partnership with HRM. 7)Trainers as organisational change consultants. 8)ability to influence corporate culture. 9)emphasis on cost effectiveness There are a number of reasons why training and development becomes an important issue for both organisations and management. All organisations in existence need a successful training programme to achieve their goal. It is an investment for any organisation which helps to improve its profitability, reduce its costs, increase the commitment and motivation of its people and release their potential. Training needs vary from one organisation to another and it is important to develop training techniques to meet training goals (www.ictknowledgebase). The Journal of E-learning (2008) stated that the purpose of training is to motivate their employees, to help their potential and develop them better with the current changing business environment of e-learning. The pace of change is increasing and it its really important for employer to keep up to date their employees. Skills gained yesterday are no longer appropriate for today. The combination of recessions, globalisation and changing technology has changed our live. Most of todays jobs demand multi skill. The days of needing one skill has replaced by the multi-skilled. Employees also need to prove their commitment to their job by developing own skills to maintain their marketability (Tony pont, 2003). The attitude of employers to training is also changing. Also there are still many employers see training as costly overhead, while many now recognise training is an investment for future.(Tony Pont,2003). According to training and development journal November 2009, A recent Accountemps/Robert Half survey found that in the past year, 26 percent of companies cut their professional development programs, according to senior executives. At the same time, 28 percent reported that their companies actually strengthened their training initiatives and 45 percent maintained the same programming. The survey also indicate that three quarter of organisation increased training level or kept training expenses at same level. After the industrial revolution, development of large organisations and systematic approach to manual work training began. Taylor and gilbreths works contributed to the importance of training by identifying the nature of job. Their research was to determine the most productive way of carrying out the work. In early 1930s hawthorns experiment in an electric plant in Chicago establish the fact what motivates staff at work place. After doing his research he was able suggest that management need to concern about the feelings and needs of employees. (Gower 1991). Defining the terms Manpower services commissions glossary of training terms (1981) identifies training as A planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future manpower needs of the organisations. Training does not only benefit the employees it is also beneficial for organisations. Training and development can be achieved by necessary attitude, skill and knowledge which can be affectively gained by a learner who can become more confident about their abilities. Training is about developing people and their skills and helping them to become more confident in their jobs. It is not only necessary to create a skilled workforce but also maintain the high level of skills which is demanded by constantly changing work environment (Reid Barrington, 2007). Training can be done by many different ways such as On-the-job training, informal training, classroom training, internal training courses, external training courses, on-the-job coaching, life-coaching, mentoring, training assignments and tasks, skills training, product training, technical training, behavioural development training, role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning (Reid Barrington, 2007). Many different factors influence training responsibilities and roles. There are six major influences on training responsibilities and roles in the organisation such as the environment, goal and tasks, structure, technology and workforce of the organisation, and its political system. The political factors have such influence on the training role culture, commitment, expertise and interactions (Harrison, 1988). It is important for the trainer to identify the contribution of training to the business. They need to be aware of the close relationship between training and profit. Management must see training as an investment, which is needed not only to create a skilled workforce but also maintain the skills demanded by the constantly changing working environment. In order to add values to the business training should comply with the direction of the corporate and business strategy, which also need to help to meet business demand.(Tony pont,2003) According to Harrison, Development is the all-important process, through which individual and organizational growth can through time achieve their fullest potential. Education is a major contributor to that development process, because it directly and continuously affects the formation not only of knowledge and abilities, but of character and of culture, aspirations and achievements. Training is the shorter-term, systematic process through which an individual is helped to master defined tasks or areas of skill and knowledge to predetermined standards (Harrison, 1989 cited in Lundy Cowling, 1996). The explanation of differences in definition is that in the past the trainer knew the best and therefore they used to establish training needs for learners, they also set objectives; make up a training programme which will help learner to gain higher skills. But todays changing market individual is given more responsibilities to take care of their learning and development. It is necessary to consider the learners maturity, personal development and motivation.(Kenny and Reid 1986) Training and employee development is become a current trend of todays competitive job markets which makes employers more focused on organisational goals. Todays market is very competitive and an organisation has to fight for survival where training may largely be a matter of continuing to carry out long establishes routine. According to Armstrong (1996), Organisational Structure-Generally goals of an organisations and its total tasks and level of achievement of there tasks are crucial determinants of an organisations primary training needs. The organisations should therefore have a fundamental influence on determining what training activities, responsibilities and roles are to be performed. According to Harrison(1988), Organisational structure, Organisational technology and the workforce-Organisation need to plan training to improved job performance. There is a training cycle which is adopted by UK and based on a simple four stages model expressed as follows: First identify and specify the training need, then designa training programme, next implement the training and evaluate it. Having defined training strategy it is now necessary to define effective training strategy. Effective training Strategy: The term training strategy means that the overall approach chosen to assess training needs and the particular ways in which training will be carried out in the organisation for instance on the job, off the job etc. (Harrison, 1988). According to Mayo(2001)There are two main strategies which can be adopted in organisation total or comprehensive strategy and problem centred strategy. These two strategies are not against of each other. They are simple approaches which are the same in their general principle but might be fit in different situation. The Comprehensive strategy starts with strategy starts with an analysis of the corporate plan. This strategy is relevant for the organisation where the environment is relatively stable. And where longer term training can be developed with an acceptable chance. The problem centred apply in the organization where the environment of the organisation either unpredictable or competitive. Organisation like these needs training to help them deal with their immediate and pressing problems. Models of training and development For the purpose of this dissertation three models will discussed which is using by two UKs retail organisation. The models are the systematic training approach, strategic training and self development approach. The two uks organisations are Marks and Spencer and Tesco. Systematic training approach A system approach to training views the organisation as a complex set of subsystems and expects changes in one subsystem to acquiesce possible need to another. It is organisational approach but it can also help to produce individual or group plans such as early retirement training needs, a change in work requirements and learning needs.Armstrong1988 state that organisation need to adopt this approach to be successful and this means Identifying the training needs. Defining training objectives which must aim to achieve measurable goals in terms of improvement and changing. Preparing a plan to meet objectives and also the cost related to the whole process. Implementing the plans Monitoring and analysing the result And finally getting the feedback for evaluation Woods (1992)state that, avoid such problems and to provide complete guidelines, the training needs a systematic approach. He presented a the training cycle diagram which begins with developing the needs assessment, goes through training and implementation (identifying training objectives, contents, methods, implementation), and finally evaluating the program. As we are assessing the benefits of training needs and its benefits through organisation Woods training circle helps us to look at the four steps which should be followed by the organisation to gain the effectiveness. The first in the training process is the analysing the needs because every training program effect the work unit and organisation. The next step is identifications of training objectives. Woods (1992) recommended four categories of training goals: 1. Reaction-based: Investigates how employees feel about the issue. 2. Learning-acquired.: Examines how a trainee obtains knowledge about dealing with differences. 3. On-the-job behaviour: Analyzes the degree of behaviour change after the training. 4. Results-oriented: Measures the influence of training in improving technical skills for dealing with diverse people. The third stage in the training cycle is the establishment of the proper training content. The next stage is choosing and implementing the training program using proper methods. According to Harris and West, (1993).The methods of training vary substantially according to the circumstances of the company. Training can be done either on-the-job or in a place outside the workplace. On-the-job training can be effective when supervisors or trained instructors are involved in the actual work setting, while off-the-job training, including lectures, simulation and case studies, can be done without interrupting the everyday routine. While traditional methods are still useful, technology-based training using CD-ROM is increasingly in demand. The final stage of the training cycle is evaluation. Milkovich and Boudreau (1991) highlighted that training programs need to verify whether the training is successful in trainees performances in work settings. Strategic training approach Rothwell and kazanas 1989 state that the strategic training approach is based on the learners need for the future condition. This model is based on problem finding rather than problem solving. It will help reduce the gap between what the leaners need to know and what they should know. In order to identify the proper utilisation of this model, it is important to consider what needs to be done and what skills and knowledge needed. There is a difference between the skills and knowledge needed and the skills and knowledge currently employees have. Before implementing the plan it is necessary for employers to identify those gaps. The main aims of this approach is to identify training and non training needs.the training may be related to high cost but this cost can be avoid by selecting right training method. The learners need could be made through employee record, informal discussions, observations and interviews. To implementing this approach future learner expected to have the ability to learn, anticipation and motivation. They also require having some background skills and knowledge of strategic thinking. This approach aims to reduce cost; choice of method is depend on time, skills and available learning material. Training method can be selected from case studies, classroom lecture, role playing, group exercise, brain storming etc. Self-development training approach This model encourages managers to draw up their own self development plan. Reid, Barrington and brown (2004) state that, if managers are operating an environment where learning practice are encouraged, then thy should be focused on their own development without any doubt. But self development should not seen as alternative for the involvement of the managers. It is important for the mangers to show their staff that they take time to develop their own skills and competences. If management can prove staff their role as self developer, it will ensure their staff that self development is not as a responsibility but a benefit. Development is a step forward to a new level of potential where it requires external challenges and right internal perception of challenge. It is a self initiated challenges which need self discipline, creativity and learning. The primary motivation will come from self achievement, self fulfilment while reward and punishment should take as secondary. The self developer should be willing to take their own risk and able to judge where necessary. (Pedler, 1981). Assessing the benefits of an effective training and development strategy According to Armstrong (1996), A well-formulated training strategy should be able to influence an individuals Mind, Behaviour, Attitude, Communication, Critical analysis skills, Problem-solving, Interpersonal skills/relationship with peers and management, Working practices, Productivity, Performance, Time management, And motivation towards his/her responsibilities as an employee in an organisation. Those factors are important operationally and tactically, because in any organisation these are important aspects in relation to an organisations well being and successful functioning running, strategists and the top-level management of a company .According to Mayo(2001) Organisation may design and formulate Training Strategies, but it is the tactical and operational managers and their teams who eventually implement and execute those polices and strategies and it is necessary to understand that employees and workers at tactical and operational levels have the right training and developmen t given to them to enable them to successfully forward and reach the organisations aims, goals, and mottos. If the training strategy successfully enhances it will make all employees to give better contributors to the aims and objectives of the organisation, then the successful internal relationship between employees and the management of the organisation should make them a better organisation for their clients/customers and suppliers dealers.(Mayo,2001) There are so many debates going on now a day is training really useful for organisation or its just a waste of money. According to David (2008) training is just a waste of money and time for the organisation as because after giving trained employee a new area company just send them back in previous work role which is simply waste of time. He argues that before implementing any training programme it has to be well designed and effective which will help people to explore their experience, knowledge, self-awareness. For getting out the most from the training it is important to train people in their regular basic work where they can develop their skills. Before implement any strategy We have to ask ourselves a simple question which will help us to realise, at the end of the day who is the training strategy for, what is it for, and why is it there, what is it meant to accomplish and achieve for an organisation (David, 2008). The researcher learnt from various writers that most of the training and development benefits take long to occur. Most of the managers do not fancy opening up training oppurtunities for young graduates to fear of losing jobs. Most organization think that the planned training is expensive,they would rather have it an ad hoc basis. During the economic recession it is usually the training budget that is cut down. A well-designed comprehensive training strategy can bring about advantage to a business and an organisation, then no doubt its employees will be the ones who will be responsible for its practical implementation from top to bottom, and essentially its linked to the employee development incentive of any organisation. A training strategy cannot be successfully implemented by itself if employees are not developed up to standards that match the corporate scale of the business world at large and also an organisation. Training Strategy should enable the development and growth of its employees and use the potential, competencies, and the abilities that they seize and is inherent within them (www.icmrindia.org). Mullins (2005) distinguishes Groups and teams, and has mentioned that these two terms are often used interchangeably, according to him Teams tend to have more mutual understanding between each other collectively, and are more closely knit, whereas groups are a number of individuals assigned on a particular task, and the groups usually deconstructs once the task has been achieved, so the clear distinction here is that a team has mutual understanding, where as each person in a group is merely working towards their own individual goals and aspirations without actually showing much concern for the benefit of others in the group. If the training strategy successfully implemented it will improve the relationship between employees and organisation and help them better contribution to their aims and objectives of the organisation. Communication is an important tool for succession of training strategy. The way strategies are discussed, delegated, explained and communicated from the senior directors of a company to their employees, its help to understand both employees and employers each other need which will help them to implement the strategy more perfectly. Investing in and resourcing people developing them to a reasonable level will enable employees to feel valued and respected and cared for by their organisations, and this positive feeling will eventually reflect on their performance, and The training strategy should be benefiting two ways first of all it should up skill the standard of employee competence performance and these achievements should in turn enable employees to execute their organisations Training Strategy more effectively. (www.go2hr) Minimise cost and maximise positive outputs for the organisation should be the main objective of an effective training strategy, so a well devised strategy should take into account everything internal and external of relevance, importance, and matter that will be useful in approaching a good strategy as compared to a not so good one. The training strategy designed should also be of high efficiency; practical, feasible, and realistic in accordance with the nature of the organisation(www.go2hr). According to Hutchinson(2004) An effective training strategy should be to retain the best people in the organisation, and the Training Strategy should do this by balancing its corporate needs and providing the right level of employee development incentives to their staff, employees are the money maker of any organisation, they provide support and service if they feel that they are not valued by the organisation than the company would not be able to gain their target success, that is why it is e xtremely important that employees who are excelling in their role are provided for well during their time with their organisations. According to Truelove(2006) in any job role motivation is important factor in order for an employee perform towards their employer expectations. It is a complex matter because poor motivation may be due to many things such as boredom, lack of challenge, a feeling of being unappreciated. From the Victor Vrooms perspective in the motivation there are three variables which he calls valance, expectancy and instrumentality. Valance is important during motivating the people; it can be positive, neutral or negative personalities and circumstance will affect the perception of the outcome. In a training situation the perception is varied by person to person, may be highly valued by one person but no value for other. Expectancy is the belief that the individual has that he or she can achieve the outcome. The person will not feel motivated to do something if they feel that it is beyond them. So it is important to organise the training program which will help to raise expectancy level which will help to being able to achieve target. Instrumentality situation is linked to the expected outcome which can be actually achieved depend on the management promised. Its necessary to organise the course that will lead the employee towards their dream job. So in order for an organisation to benefit from its Trainings Strategy, organisations have to apply motivation dependent on the level of creativity and fun within the different job roles in their organisation. Examples may include fringe benefits, bonuses, and performance related pay. A Training Strategy can only be successfully implemented if an employee have the right knowledge understanding of the Training Strategy and has the development and training given to them. Benefits of Training According to the journal of Development and Learning in Organizations(2002)Global petrochemical group BP found that lack of training means lack of commitment. Few years ago when they look at their staff performance they found out that the turnover is nearly hundred people but the morality was low. People are not as loyal and dedicated they should be. Then the management decide to do a survey and they discover that lack of training is the main reason behind the poor performance. Taking into account this factor BP initiated a training program adding a NVQÂ  [1]Â  programme which attracts most employees and makes them committed to the programme. Its not only increase the employees pe

Rome :: essays research papers

Rome began as a small city-state. It's army and way of running government remained the same as the small city grew to a huge empire. Somehow, this small-time system of management lasted for 600 years. It's obvious ill suitedness showed through though, when Rome's once strong rigid links began to jingle. When Rome began to crumble, its army went first. Besides causing civil unrest, with the people knowing their army was less than satisfactory, the loss of the army's comforting presence also caused a feeling of weakness about Rome.   Ã‚  Ã‚  Ã‚  Ã‚  The economy of Rome was not perfect either. Though the taxes were heavy, they were not able to cover the cost of government and construction of public buildings, the maintenance of the army, support two capitals, etc. etc. Because of this, Rome's splendor and beauty began to diminish (without the public funding to preserve the beauty), unrepaired roads and bridges, increased banditry, danger in travel (hence decreased trade), and a weak army. This was all because Rome did not organize an economic style made for and fitting an empire of its size.   Ã‚  Ã‚  Ã‚  Ã‚  A final force in the decay of Rome, perhaps as a result of the previous mentioned, was loss of public morale and values. Although in general, Rome was always mainly without the morals righteous people try to uphold today, Romans were hardworking, athletic, philosophical, stern, noble, and patriotic. When public morale decreased, however, Rome fell into a pit of laziness, unethical, disloyal dishonesty. One example of how this effected society, is when armies were pressured to work hard, the disloyal soldiers abandoned their legions to flee.   Ã‚  Ã‚  Ã‚  Ã‚  Rome's main problem, as you can see, is the combination of all of these factors.

Academic and social-emotional development Essay

Academic development is associated with the educational growth of the student. Social-emotional development is another aspect of a student that allows children to interact with their peers. This paper seeks to compare and contrast the academic and social-emotional development of students with and without disability in the lights of broad and diverse academic resources. Comparison between Students with and without Learning Disability Learning disability is considered to be disorder which affects the learning processes of verbal communication, speaking, grasping new things, writing, mathematics, etc. It is caused by the failure of brain to execute its function systematically and by emotional or behavioral disorders. A research was conducted at various school levels where more than one hundred students were analyzed. Academic results of students with and with out learning disability were analyzed. It was concluded that disabled students got lower class rank as compared to their peers (Grites & Gordon, 2000). Academic Development Students with LD have found academic difficulties in various areas as compared to their abled counterparts. They have academic problems in math, reading and writing, and language, poor performance on timed test, theoretical reasoning and learning. Grites and Gordon studied performance of college students with and without LD and came to the conclusion that students with LD perform lower on all measures (Grites & Gordon, 2000). They find it difficult to understand and process information from diverse and several perspectives which often cause complicatedness and complexity in their academic development. These students have different pattern of learning which comes with strengths and weaknesses that differ from others. Their disability can create difficulties in academic field because they may have problems in basic skills such as reading, writing, art, etc (Jordan, 2000). It is essential that teachers and parents play a pivotal role in their academic development. However, most of the times they do not understand their problems and assume these students are lazy and unmotivated. Gunther-Mohr conducted a research and found out that students identified with LD have greater academic difficulties. They are more likely to struggle on timed tasked as compared to other students. In the same study, it was concluded that these special students showed no improvement as compared to their peers (Gunther-Mohr, 2003). Social-emotional development Several students with learning disabilities have some social and emotional problem associated with their learning difficulty. Experiential facts and figures suggests that more than sixty percent of students with LD under the age of eighteen committed suicide in Los Angeles (Bender & Wall, 2000). Literature suggest that students without LD are socially accepted if they are helpful, accommodating, communicate, exchange pleasant greetings, have positive interactions with peers and make conversation(Bender & Wall, 2000). It is true that not all students with LD have social-emotional problems. However, they are most likely to develop these problems than their non-disabled peers. In their early school life, they are often rejected by their fellow classmates and suffer from poor self-concepts. As teenagers, the wounds of scorn and rejection can be agonizing and not forgotten without difficulty. After assessing more than one hundred different studies, Jordan came to the conclusion that more than seventy percent of the students with LD display deficits in social skills (Jordan, 2000). Social skills deficits include recognition by classmates, trouble making friends, viewed as overly dependent, incapable of being leaders, managing conflicts, starting a conversation, showing empathy and maintaining companionship. Harwell discovered that students with LD suffer from depression because of social skills deficits. Kadison & DiGeronimo suggests that social-emotional develop of students with LD is the result of lacking social ability to understand (Kadison & DiGeronimo, 2004). It has been revealed that students with LD when compared to students without LD are less accepted by class mates, have poor self-concepts and are more likely to feel lonely. Students with LD are most likely to experience frustration more than students without LD because of negative behaviors from their classmates, inadequate services and programs and physical barriers. Studies suggest that students without LD interact with students with learning disabilities based on outlook and fixed typecast. Attempts to Cope with Learning Disability When coping with students who have LD, the teacher should employ such teaching strategies which effectively cater different learning styles. Special education involvement to handle LD should be applied. For example, Karmen recommends that using pictorial representation has constructive and helpful effect on students who have learning disabilities to comprehend new theories and concepts (Karmen, 2003). Teachers should give special attention to the student and discuss his or her anxiety or depression. They should also encourage and support them and boost their confidence. They should also allow them to participate in classroom activities so that they can show and reveal their talent and competencies. A study conducted at University of California selected thirty students (Mercer &Mercer, 1997). These students had taken reading comprehension and reading rate test. Sixteen students had learning disabilities and the rest were without LD (Harwell, 1996). Extra time condition was applied and students with LD performed at same level as normal students. In another study, eighty college students were selected. Forty students with learning disability and other forty without learning disability took math test under extended time conditions. The study demonstrated that the scores of students with learning disability improved under extended time condition. Conclusion This study has compared academic and social-emotional development of students with and without learning disability. Students without learning disability are more likely to be successful than their disabled counterparts. Students who have LD are most likely to suffer from academic and social-emotional deficits because of their disorder. They are more likely to develop anxiety, depression, low self-esteem, etc. However, these special students can learn to perform better at school with the help of parents and teachers. It is essential for teachers to encourage and support them and devise innovative methods in order to help them in their learning processes. They should also be given extra time because they grasp concepts slowly. In the lights of information provided in this essay, it can be concluded that students with LD need special attention so that they become competent. References Grites, T. , & Gordon, V (2000). Developmental academic advising revisited. NACADA Journal, 20(1), 12-15. Gunther-Mohr, S. (2003). Counseling college students with learning disabilities. (pp. 77-106). Putney, VT: Landmark College. Jordan, P. (2000). Academic advising in the 21st century. NACADA Journal, 20(2),21-30. Kadison, R. , & DiGeronimo, T. (2004). College of the overwhelmed. San Francisco: Jossey-Bass. Karmen, K. (2003). Advising students with learning disabilities: A developmental approach. (pp. 133-60). Putney, VT: Landmark College. Harwell, J. (1996). Ready to use tools and materials for remediating specific learning disabilities. Englewood Cliffs, NJ: Prentice-Hall. Mercer, C. D. , & Mercer, A. R. (1997). Teaching students with learning problems. Englewood Cliffs, NJ: Prentice-Hall. Bender, W N. , & Wall, M. E. (2000). Socialemotional development of students with learning disabilities. Learning Disability Quarterly, 17, 323-341.