Marijuana Should be Considered for Medical Use :: Argumentative Persuasive Essay Examples

Abstract Marijuana, scientifically known as Cannabis sativa or Cannabis indica , is the most widely used illicit medicine in the United States. Much evidence supports the fact that it may possess properties that could warrant its usefulness in the medical field. For example, it has been used in the treatment of nausea, glaucoma, and migraines among otherwise things. On the other hand, many of its useful effects are accompanied with view affects such as disorientation and hallucinations. Very little studies have been make concerning the beneficial and malignant effects of marijuana despite its ubiquitous nature in American society. This paper combines many of the tested treatments of marijuana with reported side effects in order to test the validity of the drug as a medicine. Since the passage of the Controlled Substance Act in 1970, marijuana has been considered a entry I drug. This means that it fits the following criteria 1) has a high potential for abuse, 2) has no current ly accepted medical use, and 3) lacks safety even under medical command (Boire 1993). No one can grow the plant, possess it or any mix or preparation, or absorb it in any way. Many entreat in favor of the drug saying that it has no ill effects, and that it, in fact, harbors medicinal properties. Proposition 215 amended California state law to allow muckle to grow or possess marijuana for medical use when recommended by a physician. The physician may diagnose that a patient may usefulness from its use in the treatment of cancer, anorexia, AIDS, chronic pain, spasticity, glaucoma, arthritis, migraine, or any other illness for which marijuana provides relief. Unfortunately, studies on the effects of marijuana are scarce so its useful purposes are highly debatable. Whether or not medical marijuana deserves to be legal shall be further examined here. Marijuana is just one contingent term for the hemp plant classified as Cannabis sativa or Cannabis indica. Linnaeus gave its name an d classification in 1753 and for hundreds of years it has been used as an alcohol or an herbal remedy. Cannabis is easily distinguishable by its leaf which is often long, has serrated edges and grows in groups of five, resembling the fingers of the hand. It is made up of about 480 substances. The active particle in cannabis is known as delta-9-tetrahydrocannabinol (delta-9-THC, mostly referred to simply as THC).

Artemis :: essays research papers

ArtemisArtemis was born of Leto and Zeus, on the island of Delos, later helping with the delivery of her duplicate brother, Apollo. Some sources state that her actual birthplace is not Delos, but an island called Ortygia. Although the two islands could be one and the same, it is not clear. In helping with the birth of her brother Artemis fulfil her role as a goddess of childbirth (which she shares with Eileithyia and Hera). She is the goddess of chastity, the hunt and the moon, too. But Ill get more into those later. Artemis was closely linked with her brother. For example, sudden death, particularly of the young, was often attributed to them (Artemis killing the girls and Apollo the boys). In fact, a rather famous legend involves both Artemis and Apollo. The reputation is told at length by the poet Ovid, in his Metamorphoses. The women of Thebes gave Leto great honor, often offering generous gifts and hymns to her which dig Niobe. After all, She had seven daughters and seven so ns, whereas Leto merely had the twins. Besides, she was rich and beautiful, and the queen of Thebes. So Niobe claimed that she deserved the attention and honor more then Leto. Upon hearing this Leto was infuriated. She couldnt believe such(prenominal) blatant hubris, and complained to her two children. To avenge their insulted mother, Apollo and Artemis went to the palace of Thebes and with their unerring shafts, they shot down all 14 of Niobes children (Artemis the girls and Apollo the boys). Niobe was turned to stone and placed atop a mountain. It is give tongue to that tears continue to trickle down her marble face, with the grief of her dead children. As the goddess of chastity, Artemis is modest, pure, and virginal. One famous story depicting her chaste nature is the story of Actaeon, also told in Ovids Metamorphoses. Actaeon was a passionate hunter. Out on his hunt, one day, he found himself lost, and stumbled upon Artemis bathing with her nymphs in a stream in the forest. Wi thout her arrows at hand, she flung water over the surprised Actaeon. To ensure that he could never tell of seeing the modest goddess nude, she turned him into a stag. He fled but was hunted and killed by his own hunting hounds. Though severe, Artemis protected her virginal nature (even if it may have been an accident to begin with).

Who Are the Women in Shakespeares Macbeth? Essay -- Macbeth essays

Who Are the Women in Macbeth? Shakespeare in his tragedy Macbeth has a very exceptional assortment of women characters. In fact, there is only one who has a sizeable role - Lady Macbeth the other, Lady Macduff, makes only a brief appearance, and the witchesare questionable as females. In his book, On the Design of Shakespearean Tragedy, H. S. Wilson mentions the very wife-like manner in which the queen fulfilled her essential role in the tragedy It requires an extraordinary motion of will and persuasion from Lady Macbeth to strengthen his wavering purpose. Professor Kittredge used to point out to his classes that Lady Macbeth, in urging Macbeth to act, uses the three arguments that every wife, just about time or other, uses to every husband You promised me youd do it Youd do it if you loved me If I were a man, Id do it myself But Macbeths mind is made up by her assurance that they may do it safely by fixing the guilt upon Duncans chamberlains. (72) Blanche Coles states in Shakesp eares Four Giants that Macbeths wife had considerable leverage over her husbands mind This was her probability to do as she had promised herself she would do after she had read the letter - to pour her spirits into his ear, to chasten with the valor of her tongue all that might impede him from the well-off crown. We may be sure she took this opportunity to use all her monstrous powers of persuasion. Thus he goaded himself, or was goaded by his wife, into searing the terrible oath, whether he had any clear purpose of keeping it or not. (48-49) In Fools of Time Studies in Shakespearean Tragedy, Northrop Frye shows that a lady is the actual driving force in the play That Macbeth is being hurried into a premature ac... ...900. Ann Thompson and Sasha Roberts, eds. Manchester, UK Manchester University Press, 1997. Kermode, Frank. Macbeth. The Riverside Shakespeare. Ed. G. Blakemore Evans. Boston Houghton Mifflin Company, 1972. Knights, L.C. Macbeth. Shakespeare The Tragedies. A Collect iion of Critical Essays. Alfred Harbage, ed. Englewwod Cliffs, NJ Prentice-Hall, Inc., 1964. Shakespeare, William. The Tragedy of Macbeth. http//chemicool.com/Shakespeare/macbeth/full.html, no lin. Siddons, Sarah. Memoranda Remarks on the component of Lady Macbeth. The Life of Mrs. Siddons. Thomas Campbell. London Effingham Wilson, 1834. Rpt. in Women Reading Shakespeare 1660-1900. Ann Thompson and Sasha Roberts, eds. Manchester, UK Manchester University Press, 1997. Wilson, H. S. On the Design of Shakespearean Tragedy. Toronto, Canada University of Toronto Press, 1957.

Berlin Wall Piece :: Sam Shepard

A Piece of Hi bilgewaterA seventh grader asks his dad about the eighties. Unfortunately his dad cant remember anything about the eightiesand the older sister helps him remember the past. Berlin Wall Piece, by Sam Shepard is a story where a small piece of concrete helps a crazy father remember his advance(a) history. A theme for the story would be how a small piece of history can bring certify so many old memories and controversies. When the story first opens up, a seventh grader is interviewing his father for his social studies class. The father is being questioned by his own son or daughter. The story does not reveal the sexual practice of the youngest peasant. The father is unaware of the past he cant remember absolutely zero point. The youngest child is confused, and cannot understand why his father cant help him. The father explains to the child that there was nada important going in the eighties. The most important and significant thing for his father was the birth of his two children and his wife. The rest of it was lies, trash, and insignificant things the world had offered him. The truth was that nothing more matter to him than his children and wife. He had everything in the world he could ever wish for. The young child could not understand his fathers intentions to his answers. It was all a bombastic mystery.During the story his father tries to remember the moments he lived in the eighties but nothing came to mind. It was like if he was never born. He knew nothing, everything was erased from his mind. Thankfully the oldest child knew more than more than the father did. She could remember everything, she had an incredible memory. She helped out her younger sibling by telling her stories of the eighties. She knew a lot. She was a very smart girl who was fair(a) a year or so older than the younger child. She also knew political stuff that happened during the eighties. Like when she got a piece of the Berlin Wall that was destroyed back in the ei ghties. The younger child did not believe this was true. On the other hand the father was unaware of this. He was confused, he couldnt remember when his own child had visited the Berlin Wall. The older sister was amazed by his fathers poor memory. She brought down a piece of the Berlin Wall from her bedroom.

Free Affirmative Action Essays - Quotas are Outdated :: affirmative action argumentative persuasive

Affirmative Action Quotas are Outdated           Affirmative action legislation has helped in the fight for equality for minorities and women in the American society however, time has come for new legislation to replace or abolish affirmative action as we know it. In affirmative actions beginning, the government needed laws to help aid the blending of minorities and women in American economics and culture.  In a world economic system that grows more competitive with every passing day, our quota system is a dead weight to the American businesses that are trying to survive. Not only is advancement base on race and gender but also it is costly and time consuming.  Americans attitude toward minorities and women is so steep a decline that it al most(prenominal) certainly reflects just about change from the blatantly racist and nearly universal hostile white prejudices of  the recent past (Feagin & Feagin, 1978, pp. 6-7).  If Am ericas economy is to continue to survive it will most definitely have to admit on merit alone, and not be bothered by trivial laws that are outda ted.           The jobation of Affirmative Action is from the cultured Rights Act of 1964, Title  VI and VII.  Title VI states no person in the United States shall, on the grounds of race, color, or natural origin, be excluded from employment in, be denied benefits of, or be subjected to discrimination under programs or activities receiving financial assistance.  Title VII states that it shall be unlawful for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect  to his compensation, terms, conditions, or privileges of employment , because of such individuals race, color, religion, sex, or natural origin(Civil Rights Act Title VII).  These laws can be justified by our constitutional principle tha t all men are created equal, and should remain a part of our laws and horizon process.  However, penalizing  a business or school because they havent hired or accepted the number of minorities required by law is injustice.           According to Roberts (1995), a Gallup Poll taken in July of 1995 shows that Americans agree that quotas are no longer useful.  Our fellow Americans reject employment quotas by a margin of 63% to 35%, and in the

Free Affirmative Action Essays - Quotas are Outdated :: affirmative action argumentative persuasive

Affirmative dallyion Quotas are Outdated           Affirmative action legislation has helped in the betrothal for equality for minorities and women in the American society however, time has come for new legislation to replace or abolish affirmative action as we bop it. In affirmative actions beginning, the government needed laws to help aid the blending of minorities and women in American economics and culture.  In a world economy that grows to a greater extent competitive with every passing day, our quota system is a dead weight to the American businesses that are trying to survive. Not only is advancement based on race and gender but also it is costly and time consuming.  Americans attitude toward minorities and women is so steep a decline that it almost certainly reflects some assortment from the blatantly racist and nearly universal hostile white prejudices of  the recent past (Feagin & Feagin, 1978, pp. 6-7).  If Ame ricas economy is to continue to survive it will most by all odds have to hire on merit alone, and not be bothered by trivial laws that are outda ted.           The origination of Affirmative performion is from the Civil Rights Act of 1964, Title  VI and VII.  Title VI states no person in the United States shall, on the grounds of race, color, or natural origin, be excluded from participation in, be denied benefits of, or be subjected to discrimination under programs or activities receiving financial assistance.  Title VII states that it shall be unlawful for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect  to his compensation, terms, conditions, or privileges of employment , because of such individuals race, color, religion, sex, or natural origin(Civil Rights Act Title VII).  These laws can be justified by our constitutional principle that all men are created equal, and should remain a part of our laws and thought process.  However, penalizing  a business or school because they havent hired or accepted the number of minorities required by law is injustice.           According to Roberts (1995), a Gallup Poll taken in July of 1995 shows that Americans agree that quotas are no longer useful.  Our fellow Americans reject employment quotas by a margin of 63% to 35%, and in the

Open Polytechnic Nz Operations Management Assignment 1 T3 2012

71232 Operations Management Assignment 1 Matt Hinkley 3319696 12/10/2012 Contents Question 1 Operations charge graphic symbol2 Question 2 Types of production4 Question 3 Environmental factors5 Question 4 Strategic options case provided6 event interrogatory 1 (clients)6 persona heading 2 (competitors)6 Case question 3 (strategic decisions)6 Case question 4 (expansion issues)7 Question 5 Measures of quality8 Question 6 Types of quality solicitude9 Works Cited10 Figures Figure 1 Company anatomical social giving medication2 tables Table 1 Quality characteristic measurements8Part A Nature of operations management Question 1 Operations management role I would imagine that my role would be to ensure the profitable and reliable running of operate. A bus service is a continuous service which runs to a schedule on a predetermined route. Our customers base their movements around our schedule and will expect us to adhere to those times. Figure 1 below is an indication of the simpli fied assumed structure of the company essay writers world reviews. I reserve not allowed for maintenance tapshops and such like and have assumed that these functions argon outsourced to suppliers.Figure 1 Company structure The interactions between the departments are on a two way information route and feedback is gathered from the customer by the frontline stave. This could also include the drivers or tag end staff. The long term strategies of the company would be managed by the CEO and their senior team which would then be fed heap to the operations manager for the daylight to day management to deliver these goals. Operations would see to the efficient running of the services and provide any early warning signs in their reports to the senior management.An interface with the customer would also be recommended by way of an occasional MBWA (management by walking about) style. This enables a personal interaction with both the staff and the customer. Close traffic with supplier s should be kept with the finance side of the traffichip existence managed by the accounts department. Maintaining this degree of separation enables the good cop bad cop kind of relations which can be of great benefit when bills come due. Question 2 Types of production The bus company is a transportation operation, as it transports people. It works as a mass services production process type.This is demonstrated in the fact that it has many customer transactions, involving limited contact time and little customisation (Nigel Slack, 2011). It does not store stock but you could argue that resources are stored in the form of bus spares and fuel should they have their own depot rather than outsourcing these items. The customers are queued in as much as the wait to be picked up on the route but they are not defined in a customer list or database. Question 3 Environmental factors As with any business there are more than than one company vying for the limited heel of consumers.Running b usses you will have very little scope to be better than your competition so you need to be very careful how you do it. at that place will be a couple main reasons why your customer chooses you which will be price, route, condition of vehicle and convenience. Breaking the four task environments down and assuming that there is a counter to each of the factors, we can reduce the impact as follows Competitors You could be cheaper or more fixing than the competition, perhaps have newer buses which dont smoke so badly as the others.Try to offer services on the routes which the competitors would struggle to compete on. Customers The customer is king (or Queen). The virtually in effect(p) way to encourage New Zealand customers is by price. Kiwis love a bargain (Edmunds, 2012). Be it the one day special or concessions for demographic or regular users. But your price will not matter if the route is in the wrong place so location is a major factor when flavor for the target customer. Id p robably hit high density student areas, they have low income and require transport regularly.Suppliers The suppliers in this case would be our vehicle manufacturers, stationary suppliers and most probably land to operate from. You can enter into long term contracts with the suppliers and bulk order to reduce salutes. But as with every business we are our suppliers customer so shop around. The only restraint is location. Buses are tripping to buy direct from Japan with parts sourced plainly as easily. Suppliers will cause your variable costs to change and as such will have a greater impact on your security deposit which needs to be passed on to your customer.Building good solid relationships is imperative. Labour market The central bank expects unemployment of 7. 1 percent in the March 2013 year, falling to 5. 9 percent in 2014 and 4. 9 percent in 2015, according to forecasts in the MPS. Thats more pessimistic than the 6. 4 percent, 5. 3 percent and 4. 9 percent forecasts in Sept ember (BusinessDesk. co. nz, 2012). With unemployment predicted to be falling and the labour market choosing to head to Australia in droves it makes the pickings slim.A business like the bus company will require sure-handed trades people to service the busses unless it out sources this and clerical people to administer the day to day operations. This is on top of the drivers and management team. Labour is a large cost for the company and retention is a big cost reducer, by keeping training and trained staff within the organisation. I fly to PNG where I work on a mine internet site, every time I get into a conversation with the bus driver taking me between international and home(prenominal) they ask if I can get them a job as a driver on the mine site.Question 4 Strategic options case provided Case question 1 (customers) Currently the customer base for HollyRock is teens and school aged youths. They have been referred to in the article as Young people. There may be some parents wh o also attend the restaurant but I would assume from the way the article reads this would be in accompaniment of untesteder people. Case question 2 (competitors) From the article we can see that there are two possible current competitors in the area.These are the pizzeria which serves similar food to HolyRock in as much as Pizza and Robbs restaurant which opens Friday evenings also. Although neither of these are competing for the same demographic as HolyRocks but they do have similarities in goods and services. It is also identifyed in the article that fast food chains had had difficulty in the past gaining approval to operate but, in time these may be able to move into the area. Case question 3 (strategic decisions) To fully answer this question we should look at the details for each component 1.Structural. a. Location outsized old house in the middle of a retail area 15mins walk from the schools. b. Capacity Ample parking and facility to seat 75. c. Technology unkept to mid te chnology level. 2. Infrastructure d. Work-force 3 staff, cook, counter staff e. Quality Management Nothing is mentioned regarding the Quality Management but I would assume this would be handled on a customer feedback system. f. Organisation design A flat structure with an owner manager. Compact enough to manage easily and able to accommodate to its target audience easily. . Policies and procedures There was no mention of policies. Procedures are simple with food orders being taken with the issue of a number, empties and waste is collected on a continuous service system. Events seem to managed by the customer with a board in place for bands to volunteer to play. The initial concept was for the local junior people to have somewhere safe to be able to gather and Hang out. The structure of the business would support the initial concept in that it is simple to manage and adapt to the needs of the client.It has furniture that is moveable to accommodate the groups at the time and the ven ue offers enough space to cater for the needs of the customer. If the organisation were to grow past the current system then other changes would need to be brought into place which would then mean tighter management would be inevitable which would most likely mean a change in infrastructure. I would therefore say that the decisions do support each other and that of the overall strategy of HolyRocks. Case question 4 (expansion issues)The proposed enhancements would step completely outside of the current company structure. Although the base idea is similar in so much as it is a supply of food to customers the demographic is vastly separated. Some of the issues to consider are as follows * Direct completion with Robbs restaurant. An already strong-established lunch and breakfast drinking chocolate time shop. * Is the location right for the stay at home mum? We note that its close to the high school, but there is no mention of other facilities which would attract the new client base. * Interior decor.Do rock posters and picnic tables attract stay at home mums looking for a coffee, a lambaste and some finger food? * With younger children coming onto the premises are there implications to the high school kids being turned off the idea of it being a Hang out? * Suppliers for the various food types will possibly differ, so more contracts need to be administered and accounts. * Extra equipment will be needed for coffee production and the storage and display of finger foods. As these are generally uncooked foods they need to be stored separately from the other food types.Different skills/personalities of staff required. Although there may be more intricate details regarding food, health and hygiene legislation the main points to consider are the local competition and the site suitability for the operation. It may be worth considering the option but at another location and sponsoring the new location with some brand attachment. Part B Quality management Question 5 M easures of quality Using the table system as shown in the set text, the quality characteristics which we can measure would be the following Quality characteristic Variable AttributeFunctionality Number of meals served Was the food acceptable Appearance Number of seats and layout Were they clean in a well-timed(a) manner Reliability Bands playing or meals delivered on time Were there any complaints Durability Is the venue keeping up with the times Are the trends of the young people being followed Recovery Meals rectified or bands removed Did the customer feel the staff acted accordingly and timely Contact The extent that customers feel well treated by staff (1 to 5 scale) Did the customers feel that the staff were helpful (yes or no) Table 1 Quality characteristic measurementsWe could easily apply functionality, bearing and contact to this business with contact being our quantitative measure. Functionality would be measured on the number of meals served against the number returne d due to poor quality. Appearance would be a general measure by the management as to the tidiness of the venue throughout the shift. Contact could be measured through a quick and easy 2 question tick slip with the customer at the end of their visit. This could be a voluntary measure as people with high opinions are certain to leave feedback if it is made easy for them. Question 6 Types of quality managementThere are a range of available approaches such as TQM, Six Sigma and ISO 9000. before long each of the systems are as follows. Total Quality Management (TQM) is a comprehensive and structured approach to organizational management that seeks to improve the quality of products and services through ongoing refinements in response to continuous feedback. TQM requirements may be defined separately for a particular organization or may be in adherence to established standards. TQM can be applied to any type of organization it originated in the manufacturing sector and has since been ada pted for use in close to every type of organization, TQM is based on uality management from the customers point of view (Rouse, Total-Quality-Management, 2005). Six Sigma is a management philosophy developed by Motorola that emphasizes setting highly high objectives, collecting data, and analyzing results to a fine degree as a way to reduce defects in products and services. The Greek letter sigma is sometimes used to pertain variation from a standard. The philosophy behind Six Sigma is that if you measure how many defects are in a process, you can figure out how to systematically evanesce them and get as close to perfection as possible.In order for a company to achieve Six Sigma, it cannot produce more than 3. 4 defects per million opportunities, where an probability is defined as a chance for nonconformance (Rouse, Six-Sigma, 2006). ISO 9000 is a series of standards, developed and published by the International Organization for Standardization (ISO), that define, establish, and maintain an hard-hitting quality assurance system for manufacturing and service industries. The ISO 9000 standard is the most widely known and has perhaps had the most impact of the 13,000 standards published by the ISO.It serves many different industries and organizations as a guide to quality products, service, and management (Rouse, ISO-9000, 2005). From the three approaches above only two would lend themselves to our diner environment, these are the TQM and the ISO-9000 approaches. The Six Sigma philosophy is highly complex to implement and can take years to show any real savings from a financial perspective. It is also not appropriate to our scenario as it better suits mass production or production line businesses. Of the two which are left I would use the TQM approach.It has a far better management system and would suit this small close knit workforce. The customer feedback would be available as to monitor the results and give indicators to the improvement strategy. The ISO- 9000 system is a more formal and managerially implemented system which would detract from the empowerment of the employees in this case, although there may well be some standards within the ISO-9000 that could be used in the TQM structure. Works Cited BusinessDesk. co. nz. (2012, December 6). NZ official unemployment rate overstates labour market woes, RBNZ says. Retrieved December 10, 2012, from www. sharechat. co. nz

The structure of the play Blood Brothers

At the start of the turn , w see the end of the cinch , a flash back, although at this point we do not whop its the end , all we see is 2 men dead on the floor and a rattling mysterious and creepy medication can be heard , leaving the au wear outnce wondering what is issue on. Then we learn of what is going on as the narrator recites a passage that we here a few times in the play As like severally other as deuce new pins, of one womb born on the self same twenty-four hour period, how one was kept and one given away? An did you n constantly hear how the Johnstons died, never do iting that they sh bed one name coin bank the day they died, when a mother cried, my own dear sons lie slain this passage tells the audience whats happening and gives away the plot, but it doesnt ruin it for the audience as thither is still information they do not know for compositors case, how did they die? Why did they not know they were brothers? And lots more questions, causing them to be more indulged in the play.ComplicationThe complication in the play is when Mrs. Johnstone is forced to give up one of her sons to Mrs. Lyons to avoid losing them devil to social services or going into so much debt that she just couldnt look after them. If this part of the play didnt happen, there really would be no play as it would mean Eddie and rice paddy wouldnt nurture to meet and they would never become blood brothers, Eddie wouldnt go to university because he wouldnt of been able to afford it and Eddie wouldnt of had the good job and been able to give Linda money later on in the play and give Mic rouge a job.Rising actionOther small complications in the play that are added in to make out it more interesting and add more action are important to the play also. The love triangle between Mickey, Eddie and Linda, without this part of the play Linda wouldnt have cheated on Mickey causing Mickey to get jealous and seek out Eddie to kill him at the end of the play. But another complic ation which was vital and the contend that Linda cheated was Sammie shooting the man and Mickey going to prison for it , if this didnt happen Mickey wouldnt of got depressed had to take his Tablets , he wouldnt of slowly pushed Linda away, and as I said , Linda wouldnt have cheated.ClimaxThe climax of the play is obviously the end sequence which starts with Mrs Lyons who at this point in the play has become a paranoid wreck screening/telling Mickey that Edward and Linda are together, This is a catalyst for the ending everything in the play after this point speeds up (the music, the speech the movement) Mickey is outraged by what he now knows about his wife and Ex best friend so he runs home respects the gun that Sammie used to shoot the man originally in the play and goes in search of Eddie , during this he the female characters realise whats about to happen and emotions hit there peaks hes . Mickey. Mickeys got a gun (Mrs. J) (p97) the tightness and speed increases more and mo re as we get closer to the end. Shouting and screaming increases the tension, Mickey reminds the audience of what has happened throughout the play FREINDS I could kill you. We were Friends werent we? slant brothers, wasnt it? Remember? then it finally hits the peak when Mrs Johnstone tells them there brothers and they both are shot, Mickey by the police officer then Edward by Mickey.SolutionThe solution, although gloomy is the two twins dying, if it wasnt for them not knowing they were twins the play would never have been, but nothing could be peaceful and right until the problem do at the start which was them, was taken away. The secrets and lies had to come clean for the play to be ended and that meant Mrs Johnstone had to learn from her mistakes, she had to be punished for her mistakes and the superstition which pays such a key part in this play had to come unbent.Finally we end the Play how it started with the mysterious Narrator repeating the passage said at the start Did y ou ever here the story of the johnstone twins , As like each other as two new pins, of one womb born on the self same day, how one was kept and one given away? An did you never hear how the Johnstons died, never knowing that they shared one name till the day they died, when a mother cried, my own dear sons lie slain.The narratorThe narrator in the play plays a very important character in the play, like most narrators he tell the story, but this narrator is slightly more mysterious and complicated than most. He is a ghost like introduce He seems to always be there, but is never seen by the characters, he is truly like a ghost , in some parts of the play he touches the characters they turn round to see who it was but they seem to see nothing although the audience see him there.I have said that the narrator plays a ghost like figure other interpretations of him would be an evil spirit or the devil, I wouldnt Say he was ever like a shielder angel though because all his references are to bad things in the play, he is never really around when happy and comical parts of the play E.G when there children are playing guns but is ever present when tension and anger is involved in the scene , also his song The devils got your number suggests he whitethorn be the devil or an evil spirit in connection with the devil. The narrator also continuously refers back to superstition reminding the audience of a very key factor in the play. His lines are never blunt and straight to the point either, they usually are in riddles to make the audience think.ThemesThe stalks in product line brothers are constantly referred to and gone back to throughout the play, usually reminded to the audience by the narrator but also quite obvious in the play. The front is fate this is mainly shown through the flash back, we see what the ending is like and we are also told by the narrator so throughout the play we know its going to end up like the start. The second and proberly most important them e is superstition new shoes on the table, take them off this theme is a main factor of fear in the play , Mrs johnstone is forever scared to let Mickey and Eddie play and be friends as she is scared if they find out they are brothers they will both die , like Mrs. Lyons said.The final theme is love, love pays a key part and links with superstition Mrs Johnstone loves both her sons and doesnt want them to die , But due to the love triangle between Linda , Eddie and Mickey she has to tell them showing how destructive love really is. The love of polar classs is also shown in the play, we see Mrs Lyons and upper class citizen being very over protective of Eddie because she loves him so much she doesnt want him getting hurt in comparison to Mrs johnstone who would rather show her love by letting Mickey enjoy himself and have fun.DancingDancing is referred to a lot in the play especially in a lot of the songs, were Mrs. Johnstone refers to a lover taking her dancing or not taking her da ncing. Again dancing is compared in the two social classes in the play Mrs Lyons teaches Edward to dance in a very traditional way E.g. a Waltz, were as Mickey Dances to a disco music and Rocky music reflecting on the character as Edward dances a more mature and ameliorate dance and Mickey dances a more playful Un educated dance which doesnt have much structure.Dreams and ambitionsEvery Character in the play has there own dreams and ambitions again these are Very different over the two social classes. To start though Mrs Lyons has the dream of having a child, so when Mrs. Johnstone comes to her with twins that she doesnt think she can look after Mrs Lyons jumps at the opportunity. In Mrs. Johnstone case she dreams of getting a new husband, moving shack, Getting money, she also gets all the things she wants but these things seem to all cause problems later on in the play , for example Mrs Lyons gets her Child but ends turning into a paranoid wreck because she feels the burden of th e secret of adopting Mrs Js baby illegally is always upon her.In Mrs Johnstons case moving house and getting a new man is really ruined as they move to were The Lyons family have escaped to and Mickey and Eddie grow up together, if this wouldnt of happened they proberly would of forgotten each other preventing both there deaths. Both Mickey and Eddies dreams and ambitions also cause destruction there dreams to be like the other seems to cause jealousy which lastly causes Mickey to shoot Eddie, Eddies dreams of university separates the 3 friends leaving Mickey to fend for himself and make the wrong choices. So to sum up every ones dreams and ambitions seem to come true in the play but they all seem to backfire on the characters.Toy gunsToy guns is an issue covered in the play which causes many problems, when the characters are kids they play with toy guns as said in the song they can get up after a count to ten , they cant die when they play with toy guns they dont understand the dan gers of guns , this lack of understanding is carried out into there adulthood and it results in Mickey being put in prison when Sammie pulls the initiate and shoots someone , but still Mickey does not learn his lesson, in the final scene when Mickey holds the gun to Eddie I dont think he nitty-gritty to shoot him , I think he is using it to scare Edward and due to his naivety when he shoots Eddie he kills him , he kills his own brother and best friend. He has never grown up, he is still a kid inside, but the weapon he holds has.

Organizational Behavior Synthesis paper Essay

The study of mess at work is generally referred to as the study of organisational fashion. This chapter impart start by defining the experimental condition shapingal air and briefly reviewing its origins. Organizational style is the systematic study of the actions and attitudes that people exhibit within organizations.Each person regularly uses intuition or our gut feelings in trying to explain phenomena. For example, a friend catches a cold and were quick to remind him that he didnt take his vitamins. The depicted object of organizational behavior seeks to replace intuitive explanations such as this example with systematic study. The objective, of course, is to draw more(prenominal) accurate conclusions (Wilson 1994). What does organizational behavior study? Actions (or behaviors) and attitudes. The behaviors that give the bulk of attention in organizational behavior ar three, which have proven to be very important determinants of employee surgery. They argon productivi ty, absenteeism, and turn over (Wilson 1994). The importance of productivity is obvious. Managers are clearly concerned with the quantity and quality of the work their employees are performing. But absence and turnover are featurely cause for concern because of the indecorous affect it may have on an employees productivity.In terms of absence, its hard for an employee to be productive if he or she isnt at work. High rates of employee turnover increase costs and tend to place less experienced people into affairs (Daniels 1994). Organizational behavior is also concerned with employee job satisfaction, which is an attitude. There are three reasons why managers should be concerned with their employees job satisfaction. First, there is a link between satisfaction and productivity. Second, satisfaction appears to be negatively related to absenteeism and turnover. Third managers have a humanistic responsibility to provide their employees with jobs that are challenging and rewarding (Dan iels 1994). The second part of organizational behaviors definition that needs to be explained is organization. For our purposes organizational behavior is specifically concerned with work-relatedbehavior-and that takes place in organizations. An organization is a formal structure of aforethought(ip) coordination, involving two or more people, in order toachieve a common goal (Daniels 1994). Organizational behavior is about studying and understanding people and human nature.Do employee ever make efforts on behalf of their employing organizations interests or fellow employees interest when it is non in their direct self-interest to do so? This question exists in all organization must be address. The problem addressed here is a conflict of self-interest. The question here should be very interesting to people in organization. People should try to understand and address counterintuitive behavior in certain situation (Young 1998). For instance, why does virtuous hazard exists in organ ization? Organizational behavior success or failure depends on its goal setting, such as conclave cohesiveness and productivity. In a case study of 2 groups several researchers have suggested that goal acceptance moderates the relationship between group cohesiveness and group productivity. In guinea pig 1, goal acceptance was found to moderate the relationship between group cohesiveness and the quantity of performance of 40 machine crews in a written report mill located in the northeastern United States. In Study 2, the extent to which leaders fostered the acceptance of group goals was found to moderate the relationships between group cohesiveness and quantitative measures of group productivity in 71 insurance agency units located throughout the United States. The companies success or failure in this study will be explained in organizational behavior (Jacob 1985)Goals of Organizational sortThe field of most organizational behavior has an amount of common goals. In order to reach these goals, people need to effectively predict, explain, and manage the behavior that occurs in our organizations. In order to change behavior, virtuoso needs to accept that any behavior is rational and logical to the person exhibiting it because his or her goals may differ from others. If an organization is able to predict which reward systems is most effective in motivate the employees, then one can explain the reasons for this effectiveness and describe how managers can enforce effective reward systems.Our everyday lives are about predictions. Predicting the behavior in an organization is usually wondering when people will make ethical decisions, create innovative products, or engage in sexual harassment (Johns 1996).The behavior in our organizations licenses us the prediction of its future circumstance. Predictions are not always accurate, however. The field of organizational behavior offers a Scientific foundation (Johns 1996). That helps upgrade predictions of these events. But, universe able to predict these organization behaviors do not guarantee a hundred percent that he can explain the reason why this particular behavior had developed.A manger needs to be able to get things accomplished, reach all goals, take control, and knows everything that is going on in their company I know that there varieties of management styles to be effective, depending on the situation. There are some cases when a manager acts without investigation, just looking for that quick solution to ferment a problem usually results in an unhappy ending. If an organizational behavior Can be predicted and explained, it can often be controlled or managed (Johns 1996). A capital manager would be able to predict a certain behavior and have an act on it before its too late. Remember, our lives would be more easier if we anticipate when our friends are anger, what our professors expect out of us, and whose lying and telling the truth, Regardless of who we are our actions are in respo nse to a variety of motivations (Wilson 1994). When one understands, one will understand human behavior. Use the predicting. Explaining, and managing principles, and any manger will have the ability to reach your goals through the efforts of others. The four goals of organizational behavior are1. To describe systematically how people behave under variety of conditions2. To understand why people behave as they do3. To predict future employee behavior4. to control & develop human activity at workTheory X and Theory YTheory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s that have been used in human resource management, organizational behavior,organizational communication and organizational development. They describe two contrasting models of workforce motivation. Theory X and TheoryY have to do with the perceptions managers hold on their employees, not the way they generally behave. It is atti tude not attributes.There are two kinds of reinforcement, positive and negative. Positive reinforcement causes a behavior to increase because a desired, meaty consequences follows the behavior. Negative reinforcement causes a behavior to increase in order to escape or avoid some unpleasant consequence (Daniels 1994).Models of Organizational BehaviorThere are four major models or frameworks that organizations operate out of, Autocratic, Custodial, confirming, and Collegial (Cunningham, Eberle, 1990 Davis ,1967) oAutocratic The basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal.Custodial The basis of this model is stinting resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation.Supportive The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition. The performance result is awakened drives.Collegial The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm. Although there are four separate models, almost no organization operates exclusively in one.There will usually be a predominate one, with one or more areas over-lapping in the other models. The first model, autocratic, has its roots in the industrial revolution. The managers of this type of organization operate mostly out of McGregors Theory X. The next three models begin to build on McGr egors Theory Y. They have each evolved over a period of time and there is no one best model. In addition, the collegial model should not be thought as the at long last or best model, but the beginning of a new model or paradigm.Referenceshttp//en.wikipedia.org/wiki/Theory_X_and_Theory_Yhttp//www.csupomona.edu/msharifzadeh/chapter1.htmlhttp//www.nwlink.com/donclark/leader/leadob.htmlhttp//www.referenceforbusiness.com/encyclopedia/Oli-Per/Organizational-Behavior.html

Pride and Prejudice & The Merchant of Venice Essay

Shakespeare and Jane Austen both indicate strong looking at of get laid, punish, hatred and friendship. They are two different types of stories, ostentation and hurt is a refreshing and The merchant of Venice is a play so therefore they both have different ways of endueing strong feelings only if they do have some similarities. In Pride and Prejudice strong feelings are submited by 1. The Narrator 2. Letters 3. Dialogue Whereas in The merchandiser of Venice strong feelings are presented by 1. The characters 2. Long pitchs One way that Jane Austen presents strong feelings is by earns.Throughout the play Jane Austen presents strong feelings of love, hatred or sorrow by writing letters, for example when Darcy writes a letter to Elizabeth after their heated conversation when Elizabeth rejects Darcys proposal, you can see what Darcy is feeling- Pardon me, It pains me to offend you You can clearly see that Mr Darcy thinks that this letter would upset Elizabeth because he say s in the letter that he is so against the relationship between the relationship and possible marriage between Jane and Mr Bingley.In The Merchant of Venice Shakespeare present strong feelings through long speeches as The Merchant of Venice is a play, so the reference can see the strong feelings- The pound of flesh which I take on of him is dearly bought tis mine, and I will have it pg. 70. This is when noteslender demands his pound of flesh of Bassanio. This long speech is when the Duke is questioning loan sharks unusual bond. Shylock the Jew is determined to take revenge and to take the pound of flesh.The Merchant of Venice is a play, so you can non see feelings through letters this is why Shakespeare presents strong feelings through speeches. Another way that Jane Austens figment and Shakespeares play are similar is that both stories have many relationships. Elizabeth and her child Jane are very nasty and share secrets- When Elizabeth and Jane where alone expressed to her s ister how very practically she admired him or pg. 309 Elizabeth has 4 sisters, Lydia, Kitty, Mary and Jane.Elizabeth and Jane are very close as they are similar in age, whereas the other sisters and much younger and Elizabeth thinks they are very immature. In The Merchant Of Venice Antonio and Bassanio have a very close friendship you may even say that they are resembling brothers. Antonio agrees to the bond so he can lend money to Bassanio so he can go to Portia. You can see that they are very close as Antonio is willing to give his life for Bassanio. When Antonio is in the court and about to die, Bassanio is right by his side. Ill seal to such a bond You shall not seal to such a bond for me (Bassanio) Even though Bassanio wants to stop Antonio from agreeing the bond, Antonio is determined to seal the bond as he thinks his ships will be blanket within 3 months, but unfortunately they crash out at sea and all his money is lost. As well as strong friendships Jane Austen and Shake speare alike involve many relationships to show strong feelings of love. In Pride and Prejudice Mr Darcy and Elizabeth have a strong relationship. Similarly, in The Merchant of Venice Jessica and Lancelot also have a strong relationship.In both stories they will do anything for love, even if it means betraying their religion or their companionable class. In Pride and Prejudice Mr Darcy thinks that having money and having social class is very important, so when he falls in love with Elizabeth who hasnt got much money and who hasnt got social class and standing Mr Darcy feels ashamed(predicate) that he loves Elizabeth but he still proposes to her even though all his friends think that this is wrong- In vain I have struggled. It will not doYou must allow me to tell you how ardently I admire and love you pg. 56 In The Merchant of Venice Jessica and Lancelot betray their religion. Jessica is a Jew and Lancelot is a Christian and even though they are not supposed to mix they still elope and get married- Bestrew me but I love her cordially pg. 35 This makes Shylock, Jessicas dad very angry because when Jessica marries Lancelot she becomes a Christian. Another way that Jane Austen and Shakespeare present strong feelings in Pride and Prejudice and The Merchant of Venice is through strong characters. In both stories there are many characters, but the two main characters are Elizabeth and Shylock.They are both very strong object and not afraid to speech their mind. In Pride and Prejudice Elizabeth is very different to other characters in the novel. Female characters in the novel believe that looking at good, behaving well and keeping their feelings to themselves is very important, Elizabeth isnt bothered about speaking out or not looking well, for example when Elizabeth walks to see her sister Jane in the Bingleys house, Bingleys sister and friend are very surprised that she walked all this way in the mud and they even say that it isnt very ladylike madam Catherine De Bourgh who is very high in class asks Elizabeth if she wants to come to London with her, and Elizabeth says no. You are all kindness, Madam but I believe we must lodge by our original plan. Pg. 175 In The Merchant of Venice Shylock is very strong minded and is singled out of the play because he is a mean Jew that charges enliven. Shylock is very stubborn and determined to keep to his bond a pound of flesh of Antonio. If every ducat in six thousand ducats, Were in six parts, and every part a ducat, I would not draw them I would have my bond Pg. 9 This is from the word picture when the trail takes place. This is when Bassanio offers Shylock 6 thousand ducats, but Bassanio fails as Shylock is determined to take a pound of flesh from Antonio no matter how many ducats Bassanio offers. Shakespeare presents Shylock as a horrid Jew so the story becomes interesting and that there is conflict between the Jew and the Christians. In addition Jane Austen and Shakespeare present strong fee lings through the narrator in Pride and Prejudice and asides is The Merchant of Venice. This is a large(p) way of showing feelings.In Pride and Prejudice the narrator is one of the main ways of showing feelings- The contents of the letter threw Elizabeth into a flutter of spirits The narrator has been very successful putting an image into our heads of Elizabeth being thrown into a state or turmoil, having read her aunts letter in which she said how much she liked Mr Darcy. In The Merchant of Venice asides are used as it is a play, so there cant be a narrator. Asides are where the character is talking to the audience and the other characters on the stage cant hear- Aside how like a fawning publican he looksI hate him for he is a Christian pg. 13 From this aside you can tell that Shylock has very strong feelings of hatred for Bassanio. In this persuasion the only race on stage are Shylock and Bassanio, so an aside is the perfect to show how Shylock is feeling without Bassanio knowi ng. In The Merchant of Venice Shakespeare uses repeated phrases to make an impact of strong feelings- My daughter O my ducats O my daughter Fled with a Christian O my Christian ducats My ducats and my Daughter pg. 40 This is when Solanio is mocking Shylock when he realises that his daughter has eloped with a Christian.From these repeated phrases the audience can see that Solanio is emphasising Shylocks utter despair for his ducats and his daughter. Jane Austen and Shakespeare present strong feelings through prejudice. In Pride and Prejudice there is prejudice against woman and people without lots of money. In Pride and Prejudie woman only existed to be married off. Unless there familys had lots of money this was very difficult and they would be at the mercy of men who might take pity of them or who had no chance of get hitched withing well themselves. She is luckily as well as poor to be an object of prey to anybody pg. 92 This quote shows prejudice.Mr Bennet and Elizabeth are ta lking about Lydias trip Brighton, Elizabeth is worried that she will marry the wrong man, but Mr Bennet isnt too worried as Lydia is too poor so no man will take interest in her. In The Merchant of Venice the Christians are prejudice against the Jews. All the Christians hate them just because they arent Christians, they are only tolerated because they are good business people and money lenders. When they go out of the ghetto they have to where reds barets so everyone could see that they are Jews and so they stand out. Shakespeare presents strong feelings.There are many times that Antonio calls him a dog. This shows that Shakespeare also uses repeated phrases to make a big impact to the audience- You call me misbeliever, cut-throat dog, and spit upon my Jewish gabardine pg. 15 This shows how Antonio despises the Jews, and this is what prejudice is. Jane Austens novel, Pride and Prejudice and Shakespeare play, The Merchant of Venice where written in two completely different time perio ds. The Merchant of Venice was written in 1596, because it is so late in chronicle the language that Shakespeare uses is very old and different from other plays.In 1596, many people could not read so a play was very useful. The audience for The Merchant of Venice would manly be suited for the older generation. Pride and Prejudice was written in 1813, many more people could read in 1813 so an interesting novel was well suited. The novel was aimed at readers like characters in the novel. Both Jane Austen and Shakespeare wrote many stories that people still read today. Another way that Jane Austen and Shakespeare present strong feelings is through the behaviour of the characters.From showing strong feeling through behaviour the reader or audience can clearly see what the characters feeling for whatever the emotion is. In Pride and Prejudice the behaviour of the characters is very important as we can see what they are feeling- Oh my dear Eliza tap make haste and come into the dining r oom, for there is such a sight to be seen pg. 132 From this quote you can clearly see that Maria, Charlottes sister, is fabulously excited that Lady Catherine has arrived at her house, but she makes a mistake, its only Mrs Jenkinson.Jane Austen presents strong feeling in this quote of excitement and anticipation. In The Merchant of Venice there is many strong feelings presents by Shakespeare through behaviour. Shakespeare presents these strong feelings through behaviour so the audience can see what the character is feeling. O noble judge, O excellent young man pg. 76 This is when Portia, disguised as the judge says Shylock can have his bond a pound of flesh of Antonio. Shakespeare present Shylock very excited and happy through his behaviour and the tone of voice that Shakespeare makes Shylock use.Furthermore, Jane Austen and Shakespeare present strong feelings in Pride and Prejudice and The Merchant of Venice through points of great intensity. This is a great way that the reader and audience can see strong feeling and great intensity Elizabeth finds out that Darcy has been instrumental in getting her sister and Bingley together, which makes her very happy. After rumours of a forthcoming engagement between Darcy and Elizabeth start to surface before Darcy has even proposed, Elizabeth is more than a little anxious when she and Darcy take a walk together.Elizabeths feelings towards Darcy have completely changes since his first proposal, the two are now both in love with each other, by Darcy is not sure of this and says If your feelings are still what they were last April, tell me so at once pg. 303 This moment is a moment of great intensity for the reader as you are not sure that Elizabeth is going to say The reader can become very anxious for Darcy and Elizabeth. Jane Austen shows feelings through this scene because it is a very good way for the reader to become a part of the book.

National Bank of Pakistan

PRINCIPLE OF MANAGEMENT SEMESTER FALL 10 FINAL REPORT RESEARCH LOCATION NATIONAL BANK OF PAKISTAN HEADOFFICE issue MANAGEMENT PREPARED BY Nash Jinia 4456 Sarosh Ejaz 5050 Irfan Ali 5129 Jehanzaib 4591 SUBMITTED TO MAM AMBER RAZA COURSE ID 10108 DATED 14th NOVEMBER,2010 TABLE OF CONTENTS S. NO PARTICULARS PAGE NO. 1 Ack nowledgments 2 2 An Introduction NBP 3 3 Vision and Mission 4 4 perplexity and St wandergic Values 5 5 NBP Organizational Structure & leading 7 6 SWOT Analysis 10 7 Questions and Answers 12 8 Our Findings 17 9 Why perish at NBP? 24 0 Conclusion 25 ACKNOWLEDGEMENTS We start with the name of tot tout ensembleyah, the most beneficent, the most merciful. We thank Him for giving us the military force and resources to complete this task as He gives all. We would wish well to thank Mr. Jamil Akhtar (AVP Logistics Wing) who kindly referred us to unlike surgical incisions. We would as well as give c atomic number 18 to thank all the provide members of the Na tional savings edge of Pakistan (Head office), who gave us some of their important eon to answer all the questions we had regarding their job and working of the HR department and overly for providing us with such accurate knowledge of their system especially Mr.Mohib-ur-Rehman (Manager Employee Communication). We would also desire to thank our t severallyer and guide, Mam Amber Raza for giving us the research topics as our final term report, which gave us the opportunity to move forward and explore the truly world scenarios and the working of the system in the public sector which benefitted us all the much us being BBA students, and, with whose guidance we were able to put unneurotic all the information necessary in forming this report.AN INTRODUCTION NBP National lingo of Pakistan is the largest technical swear twist operating in Pakistan. Its balance sheet size surpasses that of each of the other banks bringing locally. It has de grooveated its role and has move d from a public sector transcription into a advance(a) commercial bank. The bank buildings services atomic number 18 available to individuals, incarnate entities and government.While it continues to act as trustee of public funds and as the agent to the State Bank of Pakistan (in frames where SBP does not stick a presence) it has diversified its business portfolio and is directly a major lead player in the debt equity market, corporate investment banking, retail and consumer banking, agricultural financial contribute, treasury services and is showing increment bear on in promoting and developing the coun sifts scurvy and medium enterprises and at the said(prenominal) clipping fulfiling its social responsibilities, as corporate citizen. In todays competitory business environment, NBP needed to redefine its role and shed the public sector bank image, for a modern commercial bank. It is now listed in the Karachi Stock Exchange. National Bank of Pakistan is today a pro gressive, efficient, and client focused institution. It has developed a wide purge of consumer products, to elevate business and cater to the different segments of society. Some schemes hurl been specifically designed for the first to middle income segments of the population.These include NBP Karobar, NBP Advance Salary, NBP Saiban, NBP Kisan Dost, NBP Cash n Gold. A number of foremosts come across in been sweep upn, in terms of institutional restructuring, changes in the field structure, in policies and procedures, in inbred control systems with special emphasis on corporate governance, adoption of Capital Adequacy Standards under Basel II framework, in the up gradation of the IT basis and developing the charitable resources.National Bank of Pakistan has built an extensive branch network with 1250 branches in Pakistan and operates in major business centre ab highway. National Bank has bring in recognition and numerous awards internationalisticly. It has been the recip ient of The Bank of the Year 2001, 2002, 2004 and 2005 p unhingedage by The Banker Magazine, the Best Foreign Exchange Bank Pakistan for 2004, 2005, 2006 and 2007, Global Finance, Best Emerging securities industry Bank from Pakistan for the year 2005, Global Finance, Kissan Time Awards 2005 for NBPs services in the agri socialisation field.It is listed amongst the Regions largest banks and also amongst the largest banks in South Asia 2005, The Asian Banker. It has also been presented a Recognition Award 2004 for having a Gender Sensitive Management by WEBCOP AASHA besides other awards. Year 2007 has yet been another outstanding year with the bank recording the postgraduateest pull in in its history. NBPs wide range of product offerings, large branch network and committed workforce be some of our fundamental military postures that enabled NBP to achieve extraordinary results in a very competitive market. VISION AND MISSIONTo be recognized as a leader and a brand synonymous with trust, highest standards of service quality, international best practices and social responsibility. NBP will aspire to the values that make NBP truly the Nations Bank by Institutionalizing a merit and performance culture Creating a distinctive brand identity by providing the highest standards of services Adopting the best international worry practices Maximizing stakeholders value Discharging our responsibility as a proficient corporate citizen of Pakistan and in countries where we operate. MANAGEMENT AND STRATEGIC VALUES As told by Dr. Mirza Abrar Baig, Senior Executive Vice President convention question, HR Administration) The guidance team as a whole, and each member of it, has clearly defined responsibilities and the necessary authority to manage the insurer in a dash consistent with the strategic direction approved by the supervisory board. All members of the management team are required to perform their duties with due care and diligence, and for the purpo se of maintaining the insurers capacity to meet its obligations to all counterparties and constituencies at all times.Members are free of material conflicts of interest that could unduly influence their judgment. Where management is constituted as a management board, no non-executives should be part of the management board. The NBP team found that the management teams of the insurance companies are professional, with clearly defined responsibilities and adequate authorities to ful adjoin their duties. Boards of directors (i. e. the management boards) consisted only of executives. Management have adequate skills and experience in relation to insurance, finance and other disciplines relevant to the management of an insurer.All members of the management team have access to sufficient resources and gull sufficient information to assist them in the performance of their roles. The management of the major NBP bank appears to be passing professional and demonstrates sufficient skills to fulfill their duties. The NBP team did not re expectation the management of the small locally-owned banks that are not members of the banking association. NBP is continuously transforming its image and customer perception as a modern bank with branch renovation and relocation to more convenient and accessible sites.The team at Operations mathematical group commits itself to change the face of the Bank by way of improving its physical outlook, effective execution of instrument of its systems controls and the quality of service provided to its customers. Improving military operational efficiency is getting more focus wedded the challenges being faced by the industry. With exculpateding of customer facilitation centers for the collection of utility bills and making payments to pensi iodinrs, the bank expects to reduce its counter traffic at branches thereby counselling more on its customers business needs.Customer care is a key area of the bank and various(a) upbringing weap ons platforms have been conducted for employees to improve customer handling and interaction. Special Assets Management Group is primarily responsible for monitoring and settlement of non perform loans (NPLs) portfolio. With NPL coverage of more than 76% we believe that non performing loans hindquarters contri plainlye substantially in the banks profitability finished recoveries and settlements. Rising non-performing loans has been an industry wide phenomenon and due to adverse economic factors, NPLs increased by 26% or Rs. 4. 5 billion. We believe that most of the NPLs are the result of business cycle / circumstantial defaults and with the economy picking up and reduction in interest rates the quantum of non-performing loans is expected to decline. We are keeping our staunch focus on recovery and reduction in non performing loans is the area of greatest attention. The bank truly values its staff and the vital role they play in victorful organizations. The bank gives special att ention to attracting, developing and retaining good quality sympathetic resource.Our new-made hiring of top class MBAs as Management Trainees Officers (MTOs) and search for talent within the Bank have helped in preparing second and third tier leading lines. Female Empowerment was launched to empower female employees and impact communities by championing the cause of womens empowerment in the society. Today, NBP is determined in pursuing the policy of placing females on responsible and challenging position as Branch Managers, Branch Operations Managers and Customer Facilitation Officers. A number of female MTOs have been selected, trained and posted as branch managers.Currently, 60 branches are being passported by females. HR initiatives and strategy is amid at competitive employee compensation, training need assessment and succession planning. NBP is striving to baffle an employer of choice through improved HR policies and competitive remuneration. NBP ORGANIZATIONAL STRUCTURE Organization Structure of the National Bank of Pakistan Main Offices Main Offices of the National Bank of Pakistan are of three types * Head Office * Regional Offices * Branch Office Head Office Head office of the National Bank of Pakistan is located in Karachi.Head office controls and monitors all the activities of the bank. The President of the National Bank of Pakistan seats the go office. A secretariat is established to assist the president in the head office. The head office is divided into twelve Departments. A Group Chief controls a Group. President All Groups/Departments are headed by Group/Department Chiefs. President is the head of all Group Chiefs. All strategic matters are discussed and approved by the president and Group Chiefs. In Head Office following are the Group/Department Chiefs * Operations Group Chief * Corporate Invest.Group Chief * Special Assets Remedial Mgt. Group Chief * strategical Planning Economic Research Group Chief * exchequer Mgt Group Chief * Risk Mgt. Group Chief * Commercial Retail Banking Group Chief * Audit Inspection Group Chief * I. T. Planning Dept. Implementation Group Chief * HRM Dept. Chief * Org. maturement Training Dept Chief * Over-seas Operations Chief NBP HUMAN RESOURCE MANAGEMENT To provide more talented human resource in relation to competition in all NBP functional areas, creating a motivating environment and maintain industrial concordance.As evidenced from the Mission Statement, key element of streng soing the HR menial of the bank includes the following * Provision of talented human resource * Employee motivating * industrial harmony Additionally, all the HR initiative implemented at NBP is in line with the above objectives. VALUES They believe that * stack make the organization * People collectively yield results * People have ambitions and aspirations to be distinguished and rewarded * People form the human capital to be developed and invested in.LEADING POLICIES OF NBP Basically lending policies are governed by SBP lending policies however, NBP has some discounter powers in respect of lending policies. The advances made by the NBP have increased so much and are tangled in creating a great amount of return for the bank. Deposits and the Advances are the two important functions of each bank. NBP takes situates from the customers and lend them to the others for earning a profit. The difference surrounded by the deposit rate and the lending rate will be the benefit of the bank.Civil line branch of NBP is playing the most important role in this category because it has a sort out department to deal with the heaps those who want to have money. Civil line branch is dealing with the corporate sector as well. Working Capital and Short endpoint Loans NBP specializes in providing Project Finance Export Refinance to exporters Pre-shipment and Post-shipment financing to exporters Running finance Cash Finance Small Finance Discounting Bills Purchased Export Bills P urchased / Pre-shipment / Post committal Agricultural Production Loans Medium term loans and Capital Expenditure FinancingNBP provides financing for its clients capital expenditure and other long-term investment needs. By sacramental manduction the risk associated with such long-term investments, NBP expedites clients attempt to upgrade and expand their operation thereby making executable the fulfillment of our clients vision. This type of long term financing proves the banks belief in its clients capabilities, and its commitment to the country. Loan Structuring and Syndication National Banks leadership in loan syndicating stems from ability to forge fast(a) relationships not only with borrowers but also with bank investors.Because we understand our syndicate partners asset criteria, we help borrowers meet substantial financing needs by enabling them to reach the banks most interested in lending to their particular industry, geographic location and structure through syndicated debt offerings. Our syndication capabilities are complemented by our own capital strength and by industry teams, who bring specialized knowledge to the structure of a transaction. Cash Management ServicesWith National Banks Cash Management Services (in abut of being set up), the customers sales collection will be channeled through vast network of NBP branched scattering across the country. This will enable the customer to manage their companys total financial position right from your desktop computer. They will also be able to take advantage of our outstanding range of payment, ejection, liquidity and investment services. In fact, with NBP, youll be provided everything, which takes to manage your cash flow more accurately. Generally in the lead Policies Include * Clean Credit Report. * Compliance with maximum exposure by the bank. Compliance with maximum exposure that can be allowed to a single party. * Funded = 4 times of equity of the firm. * Non-Funded = 10 times of equity of the firm. SWOT ANALYSIS A SWOT analysis is an effective tool, which can be used to hear the issue that will directly affect the success of alternative delivery mechanism. The emerging banking environment is becoming more competitive with the advancement of new technology. The banks are striving to provide their customers with prominent and efficient services at set slightly cost in invest to get the competitive advantage upon other banks.During the internship program a SWOT analysis was also conducted which is as follow Strengths * Deposit security that is guaranteed by Government of Pakistan. * Largest piece toward Government & semi-Government requirements. * Agent to the SBP for handling Treasury/ Currency Chest Functions. * Collaboration with Federal/ Provincial Government organizations for receipts of taxes & other revenues. * Largest network of domestic & overseas branches. * More secured jobs of employees as compared to other commercial banks (Job Security). Sale & Purcha se of prize bonds, NIT units, National Defense Saving Certificates (NDSCs) and other government securities. * Heavy project financing, Agriculture, industrial as well as small loans. * Key role in countrys economic development. * Easy and sententiousened documented procedure. * Guidance and help of experienced people. Weaknesses * Under utilization of the new technology equipment & procedures of banking. * More formal organizational setup. * Bureaucratic style prevails in the National Bank of Pakistan. Lack of highly skilled, trained and professional personnel. * Fixed deposit rates not compatible with the competitors. * Foreign currency accounts governing rules more restricted & not customer oriented. * Bank staff not highly cooperative among themselves as well as with the customers. * Overall employees poor attitude towards work. Opportunities * The ability to obtain a larger customer base. * Global expansion. This is an enormous market, which will be a great opportunity in the future. * The ability to take advantage of the growing popularity of internet banking. Providing Information Technology loans to the students and commandal institutions in order to entreat the Computer and Management studies. * Providing the personalized services to the customers. * Offering high deposit rates and cutting down the high lending rates. * Financing the educational institutions and worldwide public welfare projects in order to create a good image in general public. Threats * Continual changing technology. * Uncertainty of the banking industry. * Competition from lower price operations. * Possible failure of product due to non-acceptance of customer. General competitiveness of the banking industry. QUESTIONS & ANSWERS In addition to all the theoretical evidences we found which includes many conversations with people touch at NBP as listed in our findings, we luckily got the opportunity to meet the two senior executives in the HR department who gave accurate answers to our several questions. The HR function that we were most interested to find about was RECRUITMENT AND SELECTION but we also met with the personnel division head and found out about how HR at NBP handles grievances and compensates its employees.Being students of business administration and on our way to graduation getting into the most eligible organizations hang ons top priority and of courseNational Bank of Pakistan remains top of the list. Obviously getting the group chief of HR, Dr. Mirza Abrar Baig, to talk to us s public treasury remains a big deal so we remained short of meeting him instead we got an oppugn with Mohib-ur-Rehman Khan who is the manager-employee communication of Human resource management and administration group and, we might add, sits right ext to the Group chief who also told us as mentioned earlier what the group chief had to say regarding our research. Here are mentioned some of the questions we asked and his answers. Q Sir, please tell us what type of hiring takes place at NBP? A Certainly. NBP hires in two different ways. One is Contractual hiring and the other is hiring of the main management trainees. Contractual hiring is when we employ someone for three years and thusly when the contract is about to end we reconsider and sign a new contract. Main management trainees comprise 50% of the attraction for our pool of candidates.These are the employees to receive proper management training for higher posts. Q Your external and internal sources for recruiting? A Currently we dont consider rehiring but we do focus on employee referrals and if the person who is retiring is valuable to us and no equal has been found out yet to take that place then we often stop the retired personother than this, as I said earlier, reemployment on contract does take place of that person is hired on contract initially. If and when internal candidates are recruited they are applied to the position of MTOs for future top posts.External sources include m edia advertising but not through internet. We advertise in the National and Daily newspaper in one matter or twice. But we do college recruiting and have been done so quite successfully in the past. Q So what is the actual recruitment and selection process? A It is very simple but often tedious and costly. We publish our criteria in the newspaper. Through various sources of which are mentioned above, applicants fill out application forms and submit it to us. at once the applications are accepted there are written tests which are held by IBP (Institute of Bankers Pakistan).These written tests are both a mix of personality, aptitude and skill tests ground on the persons analytical and communication skills. These are based on the GMAT/GRE format. After the applicants are selected through these tests they are passed through group discussions and plank interviews. These interviews are structured and judged on equal basis. For both types of hiring, first interview consists of a panel of 3 IBP and 1 NBP member and then for the second interview a panel of 2 IBP and 2 NBP members sits. Q What is NBPs educational criterion for hiring?A NBP requires an MBA degree (Masters in Business Administration) with a minimum 3. 0 CGPA. Q What do you look for when recruiting personnel? A We like to hire applicants who are team players with excellent interpersonal skills, have knowledge and use of information technology, have watertight analytical and problem solving skills and have excellent written and verbal communication skills in English. So when they tell you in graduation school to underscore on English, they are not wrong. Q What happens after selection? A After selection on-the-job training starts.These include simulations and video simulated training. They have 27 weeks training with IBP, then 27 weeks training with NBP staff colleagues, then 54 weeks training on job and then they are on their own aboard. All the while during training they are paid their salary. Afte r this they are designated to posts in small cities and sent there for a period of three years and then if a proper appraisal comes in welcomed to work at the head-office. Once they get out of training groups of executives and officers are decided fit to their skills and achievement of objectives.Thus NBP follows readiness based job analysis. Q What about EEO laws? A We follow all rules. Equal employment opportunity is not violated by NBP. We have set the hiring quota for the alter up to 2%. Recently we hired a blind lady in the telecommunication department. We do hire blind, deaf or applicants who are ill due to polio. Q What can you tell us about absorbed hiring? What does the bank do if it comes across a person who has had, lets say, a unfit record? A As I said, NBP follows all the rules.As the recruitment and selection is both costly and time consuming we dont want negligent hiring on our hands. Thus we make sure proper guidelines are followed. All the background checks reg arding certificates and other educational documents and reference calls are handled by the IBP. Once the salary pay check comes in, first rounds are made and police report is requested from the police department while on the other hand the person for whom verification is being performed is notified of it all. After the police verification report comes in then only the salary is paid.If there is someone who is identified with a whitlow background or false referrals he is told so and asked to withdraw. His information is kept secret (need for privacy). Targeted firing has not been started yet or else the employees go to court. Q How is appraisal coupled with recruitment? A When appraisal comes in, promotions happen. Seats are vacated and we get the number to employ. This was all we discussed here from Mr. Mohib. While wandering about and reading the HR missionary station statement and vision we tried to look on into other departments but with little success.At around late after lunc h we got some little time blessed upon us and ultimately met the AVP/Head of Personnel Administration, Mr. S. Hasan Akber Zaidi, of the Personnel and Industrial Relations Division. We grabbed the opportunity to ask some questions about how the HR at NBP handles the various grievances that come in. Q Sir, please tell us what actually does the personnel department do? A We basically look into promotions, leave and absences, whether any mishap occurs and also keep record that all due liabilities of the employees are cleared. Q Promotions would mean that you also look into appraisal reports (ACRs)?A We basically have a policy department that makes all the policies for promoting and appraisals and also a separate department who handles appraisals but, yes, we do look into appraisals to know whose being promoted to what extent and how much an increase in salary takes place and how the others would be affected by it. In 1984, when I got hired there was no such thing as a union but now the re is and so we keep check as to whether no biasness occurs. Q Tell us something about the Industrial Relation Department? A They are the people concerned with the laws of the union.They make sure that no mishap occurs and in the case of employees going to court they keep check that all lawful procedures are followed in. Q what about the compensation procedures? A compensations are handled by the compensation committee. There is no concept of overtime here. We tend to provide a whole lot of facilities according to the posts the employees have and that can include medical, logistics other membership facilities. We also provide loans on land and property as well as other scientific things but keep a proper balance of these liabilities.Q What happens if an employee fails for some reason in paying his liabilities or disappears? A All employees have accounts. In situations like these, or when a fraud occurs, we seize and freeze the accounts of those employees. The matter comes into our hand then and until and unless the reasons will be cleared we dont let any kind of transaction occur. Q What happens when you catch some one doing a fraud or someone disappears? What if they do not notify you of the absences? A There is no concept of rehiring. We decide at the time we catch the fraud what to do with the person and he is notified of our intentions.Most of the time frauds are not tolerated because NBP has a lot on its hands to protect itself from. But there are exceptional cases where we have had some dilemmas and looking into the matter deep has often resulted in a get out solution. For example there was a case at Gujranwala where decision making was not easy. An employee of ours didnt notify us that he was going to take leave, didnt approve it and stopped coming to work. He was arrested by the police and the bank faced the problem as to let him back or not. The unauthorized absence and an FIR was a dangerous match. But the personnel department looked into it.Since the police arrest was made on the basis of a family quarrel and had nothing to do with any criminal offence, the bank allowed him back on the job. Such decisions require our foresight and logical reasoning. Again sometimes, retaining an employee is difficult and his grievances have to be handled in a different way and at other times a golden handshake has to be offered in order to let other people take someone elses place. Q What about promotions? A There is a continuous planning going on. Arent we all looking for the same things? A raise in salarya give way position. Its a mad race that we are running.Constantly we keep an eye on whose going to replace whom and with how much. sometimes its just not the work that lets you through. Its the connections as well but then these things happen. The important part is that you have to keep an eye open and know everyone. If your colleagues like youthen you are the head of the list. Q How efficiently does HR keep all these records? A We have been upgrading and are s till in the process of doing so. Everything will become computerized. In all total three hubs will be performed. Q Are any HR events held? A Yes a lot of them actuallyWe have conferences and female empowerment workshops.Also many dialogue sessions and quiz programs. With many thanks to the two executives who gave us much to think about we left their departments and headed towards the refreshments. OUR FINDINGS The bank has taken a number of HR initiatives to develop its workforce. Today banks have to survive in a highly competitive environment, where the demand for banking services is highly diversified and growing and changing rapidly. To meet the competitive challenges, NBP felt that it had to enhance the knowledge and skill level of its employees so as to gain a sustainable edge over other banks.Importance is being placed on upgrading the quality of human resource for higher and better performance and to meet the demand of growing competition. Not only ar e the employees being provided with the job related training to develop a talented human resource base at the bank, but qualified management trainees have been inducted, professionals have been hired to fill the skill gap, a talent pool has been created by identifying talented employees from within the bank throughout the country and placing them in important positions in all functional areas of the bank.All this was done with one purpose to develop a talented human resource base at the bank. In addition, the bank has gone a step further and has made concerted efforts to reduce the gender gap. The last four to 5 years, a change has been witnessed in the employment pattern, where more women have been employed at more responsible managerial positions, like those of female branch managers and female operation managers. While recruiting and selecting Management Trainee Officers, the bank management ensures that young and qualified females are offered equal employment opportunity. * TA LENT MANAGEMENTThe highest emphasis was laid on talent management as it is now globally recognized that talent is the critical driver of corporate performance and that an organizations ability to attract, develop, motivate and retain talent results in a major competitive advantage. Organizations that do better job for attracting, developing, motivating and retaining their talent boost their performance dramatically. * MANAGEMENT TRAINEE SCHEME Recruitment in the permanent cadre of the bank was kept in abeyance since 1995 and there was induction in the bank for nearly a decade in this category.To fill the skill gap the bank management obtained special permission from GOP for restricted recruitment in the permanent cadre on an annual basis till 2010. About 700 management trainees have been inducted till end 2007 from the start in year 2003. After a vigorous scholastic and on job training the management trainee officers were placed at responsible in high value branches all over the cou ntry. Their contributions in furtherance of culture change, infusion of contemporary work practices and overall growth in banks performance is noteworthy.The Management Trainee Officers have been placed in the fields of General Banking, HR, Compliance, Risk Management, Treasury, IT and Audit. The Management Trainee dodging of the bank has thus, proved highly successful and is being emulated by other financial institutions in the country. * TALENT POOL SCHEME There was realization by the banks management that there are many existing employees within the bank who had the necessary qualification, experience, skill and talent but due to one reason or the other their career growth had become stunted.Such employees were dispersed throughout the country and were required to be identified for proper placement. In line with the global corporate strategy of leading Fortune 500 Companies that the best people should be placed in responsible and key positions, the implementation of the NBP gen ius Pool stratagem has proved to be pioneering efforts in this direction in the Pakistan banking industry. Consequently, the first place over 200 employees were identified on merit through written test and interview and interview for selection in the NBP Talent Pool Scheme and posted in positions of higher responsibility.The implementation of the second accent is in process and it is envisaged that other batch of about 300 existing bank employees will be available under the scheme for placement in high value branches of the bank. * FEMALE BRANCH MANAGERS The demographics of Pakistan are slightly skewed reflecting a higher female population which to a great extent is underutilized and their contribution to the economic sectors of the country in thus less than optimum level.Currently there is very high scope of including this female population in economic activities as many of them are academically qualified to take up challenging job opportunities. In line with the Governments poli cy and vision of the banks President, NBP implemented a plan to empower the existing female employees of the bank and post them as managers in 10% of the banks branches. more or less 30 female branch managers were selected from the existing female workforce of the bank while 30 others were recruited for external source.These 60 female managers have been posted at branches after intensive training and initial performance results indicate that they have shown remarkable performance. NBP employees excelling in banking examination of the Institution of Bankers, Pakistan About four years ago the performance of NBP employees in banking examinations was quite dismal and it was the lowest in the banking sector. On account of the creation if an enabling environment with the managements encouragement and support for such academic pursuits besides various incentives, NBP employees today obtain the No. position in the country when compared to any other financial institution in terms of maximu m number of NBP employees qualifying in such examination. * AGRICULTURE FIELD OFFICERS The agricultural sector of Pakistan contributes the highest to the GDP of the country. National bank of Pakistan enjoys the greatest strength in term of branch network which is concentrated in the rural areas of the country. The bank was therefore adequately poised to provide a full range of specialized financial services at the doorstep of the farmer.In line with the government policy to boost the agricultural sector with its large untapped potential for growth, NBP the initiative of the of developing adequate HR base in the agriculture dominated regions of the country consequently, 100 agriculture officers were appointed having necessary agriculture based qualifications to guide, drive and provide financial access to the farmer for enhancing their agricultural produce. * CASH OFFICERS Counter service to the costumers has been given top priority by the bank in order to improve the promptness in delivery of basic banking service.To improve customer services, 300 cash officers have been posted through internal sources by promoting staff of clerical cadre. This also provided for employee empowerment and motivation in the past promotions in clerical cadre took over 10 years. Upon supporting(a) results of such initiative, we have, once over again internally advertised the position to induct another batch of cash officers which is going to be finalized shortly. * HIRING OF PROFESSIONALS Counter service to the costumers has been given top priority by the bank in order to improve the promptness in delivery of basic banking service.To improve customer services, 300 cash officers have been posted through internal sources by promoting staff of clerical cadre. This also provided for employee empowerment and motivation in the past promotions in clerical cadre took over 10 years. Upon encouraging results of such initiative, they have, once again internally advertised the position to i nduct another batch of cash officers which is going to be finalized shortly. * EMPLOYEE MOTIVATION Human motives are based on conscious and subconscious need filled in individualistic, hierarchical order.Generally, motivation includes the entire class of drives, desire, needs and wishes, all of which are different for different individuals and further differ in their importance at various times for the same individual. Managing employee motivation is always an extremely complex task. To continuously enhance the level of performance of the employees and attain the optimum level for ensuring the growth of the organization, it is the primary responsibility of all HR practitioners to continuously maintain employee satisfaction and high motivation levels.NBP utilized all HRM tools for enhancing employees motivation thereby, contributing to the banks record growth. Promotion and Career Progression During the last five years, 98% of the bank have been promoted at least once while, 45% of t his total strength have received two promotions. This is a major step towards ensuring employee motivation and high morale. Promotions of employee who perform well are made strictly on merit basis and in the most transparent manner. Such promotions have been made a stock feature so that high performing employees are rewarded and their efforts in the growth of the bank are recognized.Employee Compensation Pay Packages 2004, 2006 and 2008 were negotiated and implemented to the complete satisfaction of the employees and n the best interest of the bank. This was a major accomplishment in view of the highly charged intra-union and inter-union rivalries compounded by the transaction of HR responsibilities. During last five years increase in pay was a 100% for almost all NBP employees. The ensure compensation levels of bank employees in relation to the market, salary surveys have been conducted and salary adjustments are being made wherever required. THE BANKS INTERNAL CUSTOMER In order t o provide maximum satisfaction to internal customers, which is vital for motivation and innovation each employee of HR has been given specific responsibility with the agreed upon standard time for each activity. The performance of the individual in then continuously monitored for the actual time taken for each activity against the set standard, to measure the HR performance. This quantification and measurement of each HR activity has resulted in substantial progression in internal efficiency thereby, contributing to employee satisfaction and motivation. ACHIEVEMENT AND SPOT AWARDS A merit based culture has been established in the bank through implementation of achievement and spot awards for individual employees showing exemplary performance during the year or in an assigned task. The achievement award policy of the bank is a transparent system for rewarding high performing employees through achievement awards to 10% of the total employee strength every year. The policy of spot awa rd is basically for recognizing individual employees their one-off excellent performance.Performance appraisal system has been revised to replace the traditional subjective ACR to provide more objectively in evaluation and recognizing merit. This system has been implemented with effect from January 2007 for all executives and contractual employees. Further PAS will also be applicable to over 9000 regular officers w. e. f. 01. 01. 2009. Based on the evaluation of individual employees as per their performance appraisal, a system of pay for performance is being implemented to properly compensate relatively high performing employees thereby, strengthening the merit based culture. * EMPLOYEE COMMUNICATIONCommunication channels within an organization play a very important role in involving the employees participation in the implementation of policies. Through involvement in the implementation process, employees feel motivated to perform and establish their contribution in the overall grow th of the organization. The 1st phase of ECP has been faultless by 20 regions and about 8000 employees are already covered under the program. With a view to establish top-down and bottom-up communication, dialogue sessions with field functionaries of high value branches with the President have been held and constructive suggestion incorporated.Further to make the employee communication more effective regular bi-monthly publication of NBP Newsline and monthly publication of the Management draft have also been introduced. * LEADERSHIP DEVELOPMENT After the reorganization of the banks field structure and decentralization of power, Regional Management Teams (RMT) were formed at all 29 Regional Offices. These leadership positions were filled through a systematic selection of RMT Member on merit, in the most transparent manner and after qualifying through a rigorous selection process involving written tests, group discussions and interviews.The empowerment of Regional Management Teams a nd managers of branches through enhanced arbitrary powers for prompts decision making and assumption of higher responsibilities has motivated them to ensure high performance levels. Further, the bank intends to launch a NBP Management & Leadership Development Scheme for internal skilled and qualified employees of the bank for placement in middle and higher management level position in the future. * INDUSTRIAL HARMONYThe implementation of all HR policies depends to a great extent, on continuously maintaining industrial harmony within the organization. This has to be ensured through developing a mutual respect between the management and employee representatives. Mutual respect between the management and the CBAs as well as Officers representatives at NBP has been strengthened through trust building measure. These trust building measures included maintaining a continuous dialogue process with CBAs and Officers representatives.Industrial Relations Conferences were held to build better understanding of IROs and management policies, to ensure a ongoing harmonious environment. Industrial Relations Conferences are planned at Karachi & Islamabad for 2008. Additionally, the Employees Communication Program involving meeting at regional offices for staff are planned to create better awareness of management policies and the banks tradition of employee care. WHY WORK AT NBP? * NBP maintains its position as Pakistans Premier Bank with a capacious network abroad as well. The Bank currently has an employee has of over 15,000 employees worldwide. The various departments include Consumer Banking Corporate Finance Investment Banking Agricultural Banking Transactional Banking Operations Software Development and Automation Financial Control Treasury Internal Audit Risk Management & Credit Economic & Business research Training & Development Strategic Planning Human Resources * NBP has started several new programs to train its employees further to be prepared for the dynamic aspect of their job and to meet the challenges ahead. Besides a competitive financial package, NBP offers excellent working conditions, job satisfaction, superior leadership, and a conducive environment for growth. CONCLUSION It seemed impressive with the new HR department at NBP a major public sector bank, decked out in wood and glass, with people in and out trying to devise plans of how to boost up the morale of each and every working person there and how to recruit the best ones out of a whole lot. The steps taken for the strengthening of the HR base in NBP have been instrumental in achieving record performance. This has been empirically proved through KPIs received from the field.Nevertheless, to remain competitive they cannot be complacent and should adequately prepare their human resource for meeting the challenge of competition in the future. A goal setting meeting was held in December 3 and 4, 2007 and a complete road map has been prepared for the year 2008. The goa ls and objective for the year 2008 were firmed up with a view to identifying the right kind of people socializing them in the right direction, training them assigning tasks and roles that bring out their best, motivating them to put extra effort and creating conditions whereby the employees have a sense of fulfillment.This highly motivated effort will swear out to retain NBPs positions as the Employer of Choice. In recent times ,under the leadership of president Syed Ali Raza ,the banking has become conscious in promoting empowerment of women within the organization which not only requires a significant change in attitude but also immense modification in working culture. In view of this realization, national bank has accepted the abilities of women as component workers, and has started making the most of these potentials by assigning them managerial responsibilities.Currently, 63 branches are being headed by the females. The management under its female empowerment programme is comm itted to have 10 percent of NBP branches to be headed by the females. The management also considered the request for transfer of marry and unmarried female employees to their desired place of posting which is close to their parents and spouse. The bank management envisaged that a strong human resource injection is essential for the success on a sustained basis .The management trainees scheme was introduced management for attracting talent from all over the country having professional qualification particularly in the field of business management and commerce having proficiency in computer operation. The first batch of management trainees joined NBP in July 2003 to translate the idea. Up till now a total of eight batches have been inducted and of them have been posted to region and groups. In view of all these improvements that have been done we still remain controversial on the subject of getting employment in NBP.It is true that all gender biasness has been removed and extensive t raining has been organized keeping in view that talent needs to be recognized and appreciated. We also remain highly appreciative of the fact that since the development of the HR department and its focus on the issues of recruitment, selection, gender biasness, appraisals, compensation, EEO compliance, grievances and training, the fact that we would not have been able to gain so much cooperation of the people we interviewed at the bank without our own personal source speaks for itself for the kind of resources that still work in the public sectors.HR needs to finish it or maybe it is on its way. We may gather from the data we received that many haughty changes have come and are yet to come but are not negligent of the fact how and where what kind of biasness and sincerity is at work. While sit in any organization you learn to come out of the theoretical meaning of appraisals and learn in real terms. We all saw the positive changes and the esurient way in which the department was at work in NBP and know that strategically its trying to achieve the better part of the system, competing against the system in its own way.For the bank itself, the need of HR is being fulfilled which keeps its employees more focused and well looked after. Here are some tips for being better employees than others that during our case study we have gathered Educate yourself Many people promoted to new, senior position think that they can learn on the job, without any need for education in the new tasks. Yet, if you wanted to indulge in a new hobby, for example if you want to learn how to play a guitar, you would expect to take classes.The same principle applies to taking up a new position or moving to new company. Your natural ability needs reinforcement by acquire both general and specifics ways, how to do the work. Many companies fail to insist on this reinforcement. If the employer will not provide the learning, take steps to get it yourself. Master computers that you obtain acc ess to computing power, it is an indispensable extension of your own brain and capabilities. You must quickly master a word processing programme, email and a spreadsheet.Productivity aids like desk diaries and personal databases. Computer in many organizations now provide access to company files, colleges, message, customer, suppliers, collaborative, working and the internet. Strive for excellence The pursuit of the highest possible standards automatically points you towards achieving excellence. It you have achieve perfection in any activity, you must be the best, which is the proper objective in any context. In practice, aiming to improve skills bureau performing significantly better than your present standards, which are always imperfect.Remember that refusal to tolerate imperfection is a powerful force for success. Raise your standards However good you are at something, you can always improve. Similarly, however high the standards you have set for yourself and others, they can always higher. Apply to the total quality principle of continuous improvement to everything that you do. In a new position you may feel daunted by new demands and doubt your ability to tackle the tasks successfully. However, after the few weeks in the new role you will be performing well without difficulty.People tend to underestimate their power, which achieves the opposite of maximizing potential. It is better to overshoot and miss than never to try for the best of which you are capable. Learn a language Mastering other language makes a difference in negotiations and business relationships. It is also a valuable exercise for the mind. Cassettes and videos are effective learning tools but the best learning is interactive. You can sign up for the classes or use interactive media. Then take every chance to improve your skill.It will impress everybody, including your foreign business contacts. Share your knowledge Make sure that any courses you plan to attend are relevant to your work . Then do all you can to apply what you have learnt. Do not be deterred by less enlightened colleagues who may pelt scorn on what you have been taught. You can only discover whether those lessons have real value by putting them into practice in your day-to-day work. scarper on your new knowledge to colleagues, and make them your allies. Be the bestJust like runners, managers and organizations needs opponents, or at least pace-setters, to produce their best performance. The process known as benchmarking measure comparable performance to set targets that they seek to exceed. The defect in this approach is that the benchmarks may themselves be too low. You want to be the best at what you do. That means looking at the performance of the others to see not just what they do well. Being the best means setting new ways, this drive for rejuvenate can be very demanding, but also highly rewarding.