...Academic Finance as a Career: The Good, The Bad, and the Not-So-Pretty Don Chance James C. Flores Endowed Chair of MBA Studies Louisiana State University Current version: January 4, 2011 (Original version: November 19, 2007) Most undergraduate and masters students in finance (MS and MBA) are preparing for a career in the world of finance. Oftentimes, jobs in finance have titles like financial analyst, credit analyst, and assistant treasurer, with the possibilities of someday becoming a vice president of finance, chief financial officer, treasurer or some other high-ranking position of responsibility. Finance is an important field to study because it deals with the management of money, a subject of central concern to every business, government agency, or nonprofit organization, and indeed every individual. Knowing how the financial world operates, the characteristics of securities, and how investment decisions should be made serves one well for many career paths. The study of finance also helps to prepare a person to manage his or her own money and increase the likelihood of accruing significant wealth over time through solid principles of investing. Few students consider another finance-related career option: becoming an academic in finance. Most students know little about this career choice. Their experiences with finance academics are typically limited to their familiarity with classes taken from their professors. But there is a lot more to it than this. And it is probably...
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...OBJECTIVE Service-focused social worker and program coordinator with a strong commitment to serving the needs of disadvantaged youth and adults, including homeless, emancipated youth and special-needs populations. Excel in program and organizational planning, with documented success overcoming challenges of limited resources and financial constraints to design high-quality, cost-effective and comprehensive service offerings. Skilled in building community support, key coalitions and strategic interagency partnerships. Backed by solid credentials (MSW) and equal strengths in program, personnel and case management. [pic] WORK EXPERIENCE Service Coordinator / Lead Case Manager / Case Manager 8/1999-Present, ABC Homeless Shelter, San Diego, CA Progressed through a series of promotions, culminating in responsibility for the coordination of five transitional housing programs. Supervise a team of 12 social workers, case managers, group facilitators and direct-care staff. Develop and maintain strong community alliances with county/state agencies, police departments and youth-service programs. Program Contributions: • Demonstrated outstanding case management (caseload of up to 78) and dedication to clients, as evidenced by repeated promotions throughout tenure. • Achieved a record of 95 percent enrollment in college/job-training programs among clients, propelling both individual and program success through subsequent income generation. • Provided highly visible, caring...
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...A Research Project Report On ATTRITION MANAGEMENT Submitted in partial fulfillment for the requirement of the MBA Degree awarded by Bangalore University Submitted by Ponnappa I.S 04XQCM6064 Under the guidance of Praveen Kamat Professor M.P.Birla Institute of Management M.P.Birla Institute of Management Race course road Bangalore-1 INDIA 1 DECLARATION I hereby declare that this dissertation entitled ‘ATTRITON MANAGEMENT’ is the result of project work undertaken by me under the guidance and supervision of Mr. Praveen Kamat, Professor, M.P.Birla Institute of Management, Bangalore. I also declare that this dissertation has not been submitted to any other University/Institution for the award of any Degree. (Ponnappa I.S) 2 CERTIFICATE I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under the guidance and supervision of Mr. Praveen Kamat, Professor, MPBIM, Bangalore. (Dr. N.S. Malavalli) Principal MPBIM, Bangalore 3 CERTIFICATE I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under my guidance and supervision (Mr. Praveen Kamat) Professor, M.P.B.I.M Bangalore 4 Acknowledgement The satisfaction that accompanies the successful completion of any task would be incomplete without the mention of the people who made...
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...Teacher Tenure Teachers have one of the most vital roles in the upbringing of a new generation in our nation. Teacher tenure keeps passionate teachers in the job who want to affect the next generation in a positive way. Teacher tenure is necessary because it protects teachers from being fired for various reasons, it prohibits school districts from firing experienced teachers to hire less experienced and less expensive teachers, it protects academic freedom, encourages the careful selection of effective teachers, and it allows teachers to work more effectively since they are not in fear of losing their jobs. Teacher Tenure is a job contract that is guaranteed to a teacher, after a period of two to seven years in the position, that prohibits them from being fired without a rational cause. Prior to the protection of...
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...Analyze the case study using different or any one of the case analysis tools (SWOT/ PEST(L)/ 5 Forces) and answer the questions given at the end of the case. Case Study D This is a case of two competing hotels, Sunrise Hotel and Beachside Hotel that are both located in a medium sized, tourism based town in the Northeast U.S. The hotels are both competing for the same set of guests, as well as the same set of potential employees. They are both budget hotels, right next door to each other, with 60 guest rooms each and a view of the beach. The occupancy during peak season for the Sunrise Hotel is 98%, but during the winter months goes down to 65%. The Beachside Hotel has peak season occupancy of 90% and off peak occupancy of 50%. Joe is the General Manager of Sunrise Hotel and has been in his current position for 5 years. He has been with Sunrise Hotel for a total of 10 years. He worked his way up at Sunrise Hotel from front desk agent to front desk supervisor, and finally to Assistant General Manager before he became the General Manager. He does a good job of screening potential employees for his front desk area of the hotel because he realizes the importance of that area of the hotel, especially in tourist areas. He also has incentives set up for excellent performance of the front desk agents and training and development programs designed to give everyone information that will help them do their job better. There is a sense of teamwork at Sunrise Hotel and that helps...
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...REFORMING THE AGRARIAN REFORM PROGRAM A SCORE LATER, WHAT IS THE REAL SCORE? Rolando T. Bello UPLBFI Science and Technology Professorial Chair Holder Introduction On June 10, 1988, President Corazon C. Aquino enacted into law Republic Act 6657, “An Act Instituting the Comprehensive Agrarian Reform Program to Promote Social Justice and Industrialization, Providing the Mechanisms for its Implementation, and for Other Purposes.” The signing into law was attended with the President’s optimism that the program could achieve the twin goals of having a radical leap in agricultural productivity and the uplifting of the Filipino masses from their ancient poverty while expressing the hope that it will end all the acrimony and misgivings of the contending parties as well as uniting the nation behind the effort to make agrarian reform a success. The enactment of the law twenty years ago was the apparent embodiment of the then just ratified 1987 Philippine Constitution which declared as a policy of the State the promotion of a comprehensive rural development and agrarian reform. In addition, the fundamental law mandates the State to promote industrialization and full employment based on sound agricultural development and agrarian reform. These Charter provisions and the passing of the law set forth the claim that agrarian reform in the Philippines is inimitable considering the challenges of redistributive reform to be carried out under a democratic milieu. The ratification...
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...students in accounting and, in the process, help them gain a greater awareness of what it means to be an accounting professor. The guide can also be used by accounting faculty in doctoral programs as a starting point in mentoring their doctoral students. We begin with foundational guidance to help doctoral students better understand the “big picture” surrounding the academic accounting environment. We then provide specific research guidance and publishing guidance to help improve the probability of publication success. Actions are suggested that doctoral students and new faculty can take to help jump-start their academic careers. We finish with guidance regarding some important acronyms of special interest to doctoral students in accounting. Keywords: career guidance; doctoral students; research; publishing. INTRODUCTION igher education faces a severe, and growing, shortage of accounting professors. As a result, the job prospects for new accounting doctoral graduates are very good and are getting better. Starting salaries are increasing, but so are the requirements for tenure and promotion. In particular, the requirements to produce more and better research are growing in most schools. An ad hoc committee of the American Accounting Association ͑AAA͒ was formed approximately five years ago to assess the shortage of accounting faculty and make recommendations to help address this important issue ͑Plumlee et al. 2006͒. The committee conducted...
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...04 Biographical characteristics 05 Age 05 Gender 06 Marital status 06 Tenure 07 Ability 07 intellectual 08 physical 08 The Ability-Job Fit 09 Learning 10 Definition of Learning 10 Theories of Learning 10 classical conditioning 10 operant conditioning 10 Social learning. 11 Operant Conditioning 12 Social Learning 12 Shaping: A Managerial Tool 14 Schedules of Reinforcement 14 Behavior Modification 16 Specific Organizational Applications 17 Using lotteries to reduce absenteeism 18 Well pay vs. sick pay 18 Employee discipline 18 Developing training programs 18 Social-learning theory suggests that training should 19 SSelf-management 19 Individual Behavior Individual behavior refers to how individual behaves at work place, his behavior is influenced by his attitude, personality, perception, learning and motivating. This also refers to the combination of responses to internal and external stimuli. Foundations of Individual Behavior Three individual variables * biographical characteristics * ability * learning Biographical characteristics are readily available to managers. Generally, they include data that are contained in an employee’s personnel file. The most important conclusions are that age seems to have no relationship to productivity; older workers and those with longer tenure are less likely to resign; and married employees have fewer absences, less turnover, and report...
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...Australia This paper suggests a new proposition to explain why M&A activity may be value destroying for the acquirers: Success or failure for the acquiring firm’s shareholders in M&A is a function of the combined tenure, personal motivation, and recent performance of the Chairman and Chief Executive Officer (CEO) of the acquiring firm. This examination of the combined effectiveness of the Chairman and CEO is not something that appears to have been undertaken before. The paper will present the constituent hypotheses of the main proposition, followed by a literature review, a presentation of findings from a pilot study, conclusions and next steps. Four constituent hypotheses, each of which refers to the performance of the Chairman and CEO, arise out of the pilot study: Hypothesis 1. The length of time that the Chairman and CEO of the acquiring firm have been together in their respective positions at the time of the acquisition will determine the success or otherwise of the outcome of the acquisition. Page | 38 Proceedings of the 2nd International Conference on Corporate Governance Garrow Hypothesis 2. The personal motivation of the CEO and Chairman will determine the M&A activity within the acquiring firm. Hypothesis 3. The stability of the acquirer’s strategy during the three year period prior to the...
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...|Ayesha siddika |10113101057 | |03. |Md. imadul haque khan |10113101075 | |04. |Fatema-tuz-zohora Tama |10113101077 | |05. |Farzana Anower |10113101090 | Intake: 25th section: 02 program: B.B.A Date of submission: 10th September, 2011 Date: 10th September, 2011 MD. zakir hossain Lecturer Department of finance Bangladesh University Of business and technology Dear Sir, It is our pleasure to submit the report on “The SME products and functions of Prime Bank Limited” as requirement of BUS-101. We have tried our best to gather all necessary information relevant to our study and present as cordially s possible. It is not impossible that there will be minor mistakes in the report. But still we hope that thus study will provide detail picture of “The SME products and functions of Prime Bank Limited” Finally we want to show our gratitude to you as without your co-operation...
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...minorities for years (Hudson). In response, President Kennedy issued Executive Order 10925 in 1961, creating a Committee on Equal Employment Opportunity and mandating that projects financed by federal funding would “take affirmative action” to ensure that hiring and employment practices were free of racial bias (Hudson). Two more executive orders in 1965 and 1968 prohibited discrimination based on race, color, religion, national origin, and gender, giving the federal government the power to enforce this prohibition (Hudson). However, in current times, affirmative action programs have suffered setbacks. Affirmative action in education has been abolished in Texas by court order, and in California and Washington it has been terminated by public referendum (Bybee). Currently, the main question concerning affirmative action is whether or not it is the best way to combat inequality. Also: What groups should or should not have affirmative action? When will the problem be “solved” and affirmative action no longer necessary? While the United States is divided between 49% of citizens supporting affirmative action programs and 43% opposing them, many Americans have a difficult time even defining what affirmative action is (Gallup 2003). The term ‘affirmative action’ includes laws, policies, and programs designed to reduce or eliminate inequality (Hudson). Inequality is also a difficult term to define, but the fact that significantly fewer women and minorities enjoy high paying jobs, attend...
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...2010 and beyond. Compounding the need for planning is the widespread concern that the imminent retirement of the “baby boomers” will cause an exodus of talent in a very short timeframe. Without a firm plan, such turnover of talent could make it difficult to sustain the quality of the faculty, leadership and staff of Grand Valley. To assure university leadership, our community, and stakeholders that Grand Valley is prepared for its workforce of the future, President Haas charged the Human Resource Planning Task Force to study this important issue and report to the campus community. The task force studied Grand Valley data, considering projections of retirements, faculty growth, and programmatic needs of the university. Additionally, we considered compensation, benefits and the budgetary impact of our planning. While retirement is voluntary with no mandatory or encouraged age of retirement, the typical retirement age for Grand Valley faculty and staff members is 64 years old. In reviewing our demographics, particular attention was paid to units in which more than...
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...hence, charter schools are the answer to fixing the problem with education in the United States. He focuses on the plethora of public schools robustly failing its students and the factors causing them to fail. He gives statistics and facts to support his arguments and emphasizes that which makes a great school or a great student, is a great teacher. He criticizes the public school system by calling the federal, state, local, and district boards a “tangled mess of conflicting regulations and mixed agendas.” He states “the things we’ve done to help our schools work better have become the things that prevent them from working.” He hints on how some political figures believed No Child Left Behind was going to “fix” education, but after a few years of standardized testing in public schools it has only proved to show that in math and reading, students in the United States rank at the bottom when compared to students around the world. While the majority of Guggenheim’s points are legitimate, he...
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...HUMAN RESOURCE MANAGEMENT AND EMPLOYEE PERFORMANCE: A CASE STUDY ON BANGLADESH BANK PRESENTED BY: MD. RAYHANUL ISLAM EXAMINATION COMMITTEE: Dr. SUNUNTA SIENGTHAI (CHAIRPERSON) Dr. SUNDAR VENKATESH Dr. YUOSRE BADIR Agenda: Introduction of the study Snapshot of BB and its current situation on human resource management. Findings and discussion. Conclusion of the study and recommendations. Introduction Bangladesh Bank (BB), the central bank of Bangladesh, is the key player for the financial sector of Bangladesh as well as for the economy. An urgent need for supply of adequate professional manpower to cope with the emerging challenges. Objectives of the study: 1. To describe the existing HRM of BB. 2. To assess the strengths and weaknesses of the current BB’s HRM. 3. To examine the relationship between BB’s HRM practices and HR Department’s employees performance. Research methodology ◦ ◦ ◦ ◦ ◦ Sampling Method Primary Data Secondary Data Data Gathering Instrument Data Analysis Flow chart of the research framework Bangladesh Bank and its situation on Human Resource Management • The • • establishment of BB Functions of BB Human Resources Department (HRD) of BB: HR Dept. has 3 division & each division has 2 wings. These arePlanning and Resourcing Division -Planning, Promotion & Transfer wing -Recruitment & Outsourcing wing Development and Benefit Division -Benefits & Administration wing -Training & Development wing Performance and Reward Division...
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...Bank Case Study Name OMM 618 Human Resources Management Instructor Date OCBC Bank Case Study This paper will be looking at the practices that OCBC Bank uses to manage its personnel and how the Human resource Department operates in a little different manor than most other companies. It will be looking at the way they retain their best employees and how the training has a different approach than some other organizations, and how they approach to talent management and their development. Also if OCBC’s approach would work with different organizations and operations or if it is just something that may be useful in the banking or even in their location for their employees. When looking at OCBC Banking some of the things that seem to differ greatly compared to other organizations is their drive and commitment to be open and honest, also the way they attempt to train their employees and the length of time those employees spend in training. This is time consuming and the expense of such a training period has to be expensive but employees will know what the company is doing and wanting to achieve, and they also get cross trained by being moved to different departments. They have a set up three-year training program that watches all of the employees learning accomplishments during their first 3 years of tenure. Each Employee has the opportunity to expand their skills and knowledge through OCBC’s in house training programs, course and other management development programs (OCBC’s...
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