Paid Employment and Identity Essay Example | Topics and Well Written Essays - 2000 words

Paid Employment and Identity - Essay Example As indicated by Kirpal (2011), the organization and word related classes are the wellspring of business related character arrangement forms. Workers structure ways of life as they take part in their activity and as they cooperate with their partners and clients giving them a wellspring of duty, inspiration and powerful occupation execution (217). Individuals are likewise decided by the work they do instead of what their identity is and an outcome people are in ceaseless quest for the correct activity which brings importance into their lives. This relies upon what people see as important work to them and the network in general. The inquiry that asks an answer at that point is what comprises significant work? Klein (2008) sees that substance and importance of work for people develops as innovative and monetary conditions change along these lines making it hard to track down significance in work and structure characters. This paper will investigate how paid business influences character dependent on the relevant idea of personality. Character Identity is characterized by Goffman (1959) as an impression the executives where we screen all parts of conduct of individuals we experience. Personality is in this manner like a showy presentation where on-screen characters attempt to persuade the crowd that their activities are genuine when as a general rule they are not valid. Entertainers subsequently distinguish the things to be considered, follow up on premise of these IDs and endeavor to accommodate their activities with others in the circumstance (Burke, 2006). Much the same as in exhibitions, the entertainers in the public arena have tasks to carry out and they join implications which are gotten from culture or from own comprehension to themselves while playing out the jobs. Be that as it may, the people must arrange implications got from own comprehension with other people who have various perspectives to such an extent that self implications compare to job conduct . For instance, in a work setting in the event that the job of the laborer implies administration to other people, at that point the worker’s activities or conduct should coordinate the importance by taking care of clients needs speedily. Jensen (2011 p. 163), characterizes way of life as â€Å"a procedure of perceiving and being perceived by the individuals who count.† The idea of personality for this situation is social as people attempt to separate themselves from others. For instance, in a work circumstance an individual attempts to recognize himself by separating himself from non-work circumstance along these lines an individual comprises his setting of advancement. Jensen likewise recognizes that people have different character choices which shift across social settings yet the individual needs to investigate the most advantageous personality from the accessible alternatives and settle on a choice to embrace the picked personality. As per Goffman (1959), picking the correct choice requires exchange with different pathways accessible. For instance, individuals can haggle on the necessities to fill a specific position or occupation henceforth set a measure for relating to that alternative. In customary social orders, choices were restricted as youngsters followed the way of their folks through apprenticeship consequently related to parent’s occupation. For instance, a kid from a poor foundation or uneducated guardians was likewise not instructed henceforth finished in same occupation as guardians. In any case, Rehn (2009) recognizes that kids gain uniquely in contrast to grown-ups and ought not be overlooked as they likewise structure a

Asian Americans And Schizophrenia Social Work Essay Essays

Asian Americans And Schizophrenia Social Work Essay Essays Asian Americans And Schizophrenia Social Work Essay Asian Americans And Schizophrenia Social Work Essay Before long, I work at Community Care Center dealing with gravely intellectually wiped out patients. Another patient of mine incorporates a more seasoned noble man, named John Doe, who experiences Schizophrenia, Paranoid sort. Mr. Doe is 31 mature ages old and sees himself as Chinese American. Orchestrating to his outlines, Mr. Doe s manifestations started in his mid 20 s. Mr. Doe s side effects incorporate audile mental trips and maniacal convictions and his head sickness is that others are looking to hurt him. His insight is mean and Mr. Doe is wise about his status. Orchestrating to Mr. Doe, he emigrated to the U.S. , alongside his female parent and sister, during his late puberty. He expresses that his male parent went off from threatening neoplastic malady when Mr. Doe was 11. Mr. Doe s family went to the U.S. in pursue of a superior, more fruitful life than the 1 they had in China. He expresses that he has an eleventh class guidance degree and a past filled with various hospita lizations. Mr. Doe states he did non get work after secondary school since all his clasp was spent in a labeling team. He states he was captured when the constabulary got him splash painting behind a general store and addressing himself. Mr. Doe denies any psychological unwellness in his family unit, denies any substance as well as intoxicant abuse, and denies any sexual as well as physical abuse. I have just been working with Mr. Doe for a duo of hebdomads yet so as to hold an all the more improving remedial experience, each piece great as larn how to change our treatment Sessionss so they are generally bravo, I have to go all the more socially equipped of the Chinese human advancement, especially with respect to how they see mental unwellness. In this paper, I will talk the occupations and manifestations of Schizophrenia as saw by the Chinese human advancement, socialization, help-chasing practices, and talk intercession contemplations. Issues that Effect Treatment Schizophrenia: Problems and Symptoms There are various places of schizophrenic issue inside various human advancements. The Western trademark indications ( for example , disturbance, break in cultural guide, fantasies, and crazy convictions ) of schizophrenic issue are non like what Asiatic families see as being generally basic. Family grant is of essential significance to Nipponese families ( Lin A ; Lin, 1980 ) . Moreover, mental unwellness is seen as occupying from the standard and is seen as a disrespect to the family unit. In this way, so as to ensure the family s notoriety, Asiatic families make extraordinary endeavors to cover up and deny the psychological unwellness from others. For Chinese families, holding a family part with mental unwellness conveys disgrace upon the full family ( 1980 ) . In addition, holding a family unit part with mental unwellness makes employments as for get offered a child. The hugeness of the family unit s notoriety in marriage may influence keeping up the psychological unwellness a my stery so as to move on the commonly recognized name ( 1980 ) . Daydreams and audile mental trips are perceived in any case by Asiatic families. On the other hand of focusing on the phantasy of audile mental trips, Asiatic family units may warrant the audile mind flights as their ascendants taking control and pass oning for the family. Lin and Lin ( 1980 ) outlined a culture-bound disorder called hsieh-ping, where a family unit part experiences visual and audile mental trips, interfaces with an ascendant for up to numerous hours, and copies the dead ascendant s conduct. Moreover, maniacal convictions might be acknowledged by family unit individuals when the crazy convictions are passed on as a worry over a contamination. Westermeyer, Lytoung, Wahmenholm, and Westermeyer ( 1989 ) showed many example concentrates in which Hmong family units endorsed a family part s crazy convictions of contamination from genital illness or parasites. It is imperative to show out that few Asiatic family units may O.K. rather than fight crazy indications. Nonetheless, the Khmer will perchance protect the individual who is suffering from mental unwellness out of fear of soul proprietorship ( Rangaraj, 1980 ) . Socialization Asiatic Americans are included a truly varying gathering with more than two twelve diverse social gatherings and huge contrasts in phonetic correspondence, financial position, guidance, in-movement position, coevals, length of house in the United States, and capability in English ( Rhee, 2009 ) . As an outcome, it is difficult to do speculations about the encounters, examples, values, and mental health of Asiatic Americans as though either speaks to a standard gathering. The estimations of any Asiatic family unit are managed by their degrees of socialization. Socialization alludes to the strategy of obliging the standards of the prevailing progress ( Kim, 2007, p. 143 ) . Socialization is managed by a figure of variables remembering for relocation history, monetary position, instructive position, family cosmetics, and sex. By and by, it is guessed that newly moved Asiatic Americans will proceed with more customary Asiatic social standards than those whose family units may hold moved a few mature ages prior ( Kim, 2007 ) . The conduct measurements of socialization are seen in commitment in social occasions and etymological correspondence use, while the worth sizes of socialization incorporate convictions about human instinct, cut direction, and social structures ( Kim, Ahn, A ; Lam, 2009 ) . Specialists speculate that people who are biculturally capable ( for example , those equipped for run intoing the requests of autochthonal and predominant human advancements ( Kim, 2007, p. 143 ) may uncover unrivaled mental wellbeing than other people who are non biculturally capable. A few issues experienced as an impact of in-relocation, incorporate mental impacts and ineluctable stressors. Inside a family unit, various individuals from the family unit will culturally assimilate at various stages. The various paces of socialization among kids and their folks can do battles among guardians and their children ( Kim, Ahn, A ; Lam, 2009 ) . Asiatic American guardians will in general comply with customary Asiatic qualities more firmly than their children. Such worth contrasts will affect the two children s and guardians perspectives and conclusions. A few Asiatic Americans in the U.S. have constrained capability in the English phonetic correspondence ( Carrasco A ; Weiss, 2005 ) . For case, in 2000, there were more than 4 million Asiatic American and Pacific Islanders in the U.S. who had Limited English Proficiency ( LEP ) , characterized as people who do non talk English great ( Carrasco A ; Weiss, 2005, p. 8 ) . In add-on, phonetic correspondence capacity and propensity other than influence socialization degrees. Likewise with numerous migrant children, they may require to go semantic correspondence interpreters for their folks who are less ready to comprehend and talk the English etymological correspondence. As a result, this new capacity may show another test among the Asiatic family since the parent may understanding as though they lost some force as well as approval ( 2005 ) . In add-on, because of various degrees of socialization, family individuals may hold various conceptualisations of get bying perspectives, mental wel lbeing and unwellness, intercession, and mediation closes ( Chun A ; Akutsu, 2009 ) . Furthermore, acculturational accentuation ( for example , etymological correspondence hindrances, prejudice, and brought down cultural position ( Kim, 2007 ) is a mental impact that would perchance be able to go on in the class of in-movement. A few Asiatic migrants experience numerous difficulties after going to the U.S, which may incorporate detachment, defying an etymological correspondence obstruction, dab in cultural position, transient wretchedness, crudeness with Western examples, restricted cultural help, and powerlessness to arraign in like manner cultural exercises ( Rhee, 2009 ) . Acculturational accentuation strengthens a feeling of misery what's more may do sentiments of tension, alienation, melancholy, independence disarray, and upgraded psychosomatic side effects ( Kim, 2007 ) . Acculturational accentuation is an of import impression to incorporate while sing the Asiatic family because of the strained quality put on the family unit. Keeping in head that there are contrasting socialization degrees with a family unit, a practician taking care of a family that is searching for proficient guide requests to give their clasp into building reverberation with the family unit ( for example , indicting the assurance shaper in the family unit sing intercession, and making out to enlarge family individuals ( Lee, 1997a ) . Since socialization degree influences imparting way, the hugeness of modifying socialization degrees inside a family unit become appropriate upon first contact with the family unit or a family unit part. With Chinese American families, holding custom and a level of relational beauty ( Lee, 1997a, p. 66 ) are basic for bring forthing a positive working relationship. Moreover, socialization degree will follow up on the solace degree a family unit part has with respect to changing degrees of oculus contact. In progressively conventional families, gazing is viewed as uncouth and wrong ( Lee, 1997b ) . Then ag ain, delicate oculus contact that gets off from the person who is talking is favored ( 1997b, p. 488 ) . Utilizing non-accusing semantic correspondence or supporting face to face showdown are two different ways that may better speaking with less acculturated family unit individuals ( Lee, 1997a ) . Cultural assimilation degree is non simply of devil

Borderline Personality Disorder in Teenagers

Borderline Personality Disorder in Teenagers BPD Living With BPD Print Borderline Personality Disorder in Teens By Kristalyn Salters-Pedneault, PhD Kristalyn Salters-Pedneault, PhD, is a clinical psychologist and associate professor of psychology at Eastern Connecticut State University. Learn about our editorial policy Kristalyn Salters-Pedneault, PhD Reviewed by Reviewed by Amy Morin, LCSW on July 28, 2019 facebook twitter instagram Amy Morin, LCSW, is a psychotherapist, author of the bestselling book 13 Things Mentally Strong People Dont Do, and a highly sought-after speaker. Learn about our Wellness Board Amy Morin, LCSW Updated on August 17, 2019 Mixmike / Getty Images More in BPD Living With BPD Diagnosis Treatment Related Conditions In This Article Table of Contents Expand Overview Symptoms Prognosis Prevalence Risk Factors Prevention Treatments Resources View All Back To Top Borderline personality symptoms are confusing, frustrating, and hard for loved ones to understand. This is particularly the case for parents or caregivers dealing with teens who have  borderline personality disorder  (BPD). While we know a great deal about how  borderline personality symptoms  look in adults, we know much less about how the disorder presents in teens. In fact, there is still controversy over whether it is appropriate to  diagnose teens with BPD.?? Still, many experts argue that teens can have BPD, and  adolescent BPD  is now recognized as an official diagnosis.?? Many parents have questions about borderline personality in adolescents. Some are worried that their teen is exhibiting the signs of borderline personality disorder (BPD), such as intense and frequent mood swings, impulsive behaviors, self-harm or difficulties in relationships.?? Others have BPD themselves and are worried that their kids will also have the disorder. Overview This is a hotly debated question; many experts have argued that borderline personality should not be diagnosed in anyone younger than 18 since technically, their personality is not yet fully formed. In the most recent edition of the Diagnostic and Statistical Manual of Mental Disorders (DSM-5), though, there is a provision that allows for the diagnosis of borderline personality before the age of 18.?? Technically, this provision also allows for the diagnosis of BPD in children under 13, but this is very rare. Symptoms While the symptoms of BPD as listed in the official DSM-5 diagnostic criteria are no different for teens and adults, some experts have suggested that there are differences in adolescent BPD symptoms. Symptoms, such as instability in interpersonal relationships, impulsive behavior, chronic emptiness and unstable sense of self, may look different in teens.?? Prognosis According to a review published in 2015, the remission rate for adolescents could range from 50% to 65%, however its also possible that some symptoms could remain even though some teens no longer met the diagnostic criteria for BPD.?? Prevalence According to a study published in 2014, rates of borderline personality in teens are slightly higher than in adults.?? This may be related to the fact that some teenagers display BPD in reaction to stressful events, but many are more likely to recover. Risk Factors The risk factors for borderline personality in adolescents are very similar to the risk factors in adults. In fact, many of the environmental risk factors for BPD occur during childhood. For example, childhood abuse and neglect, as well as parental separation or loss, have been linked to borderline personality in adults and teens. Research has also found that kids whose parents have serious mental health conditions (e.g., depression, substance abuse or antisocial personality) are also at greater risk for BPD. In addition, there are likely biological risk factors for BPD, such as a genetic component of the disorder that is inherited.?? Prevention If you are worried that your adolescent may be at risk for developing BPD based on either environmental risk factors (e.g., trauma exposure) or biological risk factors (e.g., a first-degree relative with the disorder), you will be happy to know that experts believe that for some teens there are ways to prevent the disorder.?? Treatments Several types of psychotherapy, including dialectical behavior therapy and cognitive-behavioral therapy, may be effective with teens with borderline personality. In addition, while there are no FDA-approved medications for BPD, there are medications that have been shown to reduce some of the symptoms.?? Resources Finding good treatment for an adult with BPD is hard, but given some of the controversial issues in diagnosing borderline personality in adolescents, finding a therapist for a teen with BPD is even harder. Fortunately, more and more therapists are being trained to treat teens with borderline personality. Find Support With the Best Online Therapy Resources

Swot Analysis For Lululemon Athletica - 1043 Words

SWOT Analysis for lululemon athletica a. Current Strengths i. The commitment of the employees of lululemon athletica 1. Evidence from case: The employees commit to living a certain type of lifestyles in order to represent the company and the message behind it. (Page C-97) 2. Evidence from case: The employees of lululemon athletica are well rounded about the topics of healthy living, Yoga, and physical ways of staying healthy on a daily basis. This allows for customers to receive advice and recommendations from employees who practice this type of lifestyle. (Page C-97) ii.Christine M. Day (CEO)/ Increase of revenue due to Christine M. Day s actions 1. Evidence from case: Came to the company with a large amount of experience, Worked†¦show more content†¦This can affect the company’s reputation negatively and obtain negative publicity. (Page C-101) c. Potential Opportunities i. lululemon athletica has great potential for expansion 1. Evidence from case: The company has room for expansion by building more stores, increasing sales, expanding current stores, customer and employee satisfaction. According to Yoga In America, â€Å"36.7 million people in U.S practice yoga, 72% women† (Page C-101) 2. Evidence from case: Global markets are predicting an increase in demand from, â€Å"148 billion in 2015- 185 billion in 2020†. This shows the potential for the industry to grow and expand to other markets. ii. Selling direct to consumers ( e-commerce sales) 1. Evidence from case: Exhibit 2, Revenues and Income from operations shows an increase from 10.6% in 2012- 19.5% in 2016. (Page C-100) 2. Evidence from case: Corporate owned stores are losing revenues, from 81.6% in 2012- 73.6% in 2016 (Page C-100) d. Potential Threats i. Competition 1. Evidence from case: Other companies selling similar athletic wear such as, Adidas, Reebok, nike Etc. 2. Evidence from case: â€Å"The emergence of a New Formidable Competitor Specializing in sports and Fitness Apparel for women.† This represents the growth and emergence of new competition. ii. Costs of Employees/ Training/ Labor and Brand awareness 1. Evidence from case: Large training andShow MoreRelatedLululemon Swot Essay671 Words   |  3 PagesSWOT Analysis Company name: Lululemon Athletica Inc. (NASDAQ:LULU; TSX:LLL) Product: Lululemon Athletica produces yoga-inspired athletic apparel for both women and men. Strengths #1. Innovative Design Process Lululemon offers high-quality premium athletic apparel that is designed for performance, comfort, functionality and style. The innovative design process is attributed to a number of factors such as, real-time customer feedback. Lululemon seeks real-time customer feedback on theRead MoreLululemon2544 Words   |  11 PagesTABLE OF CONTENTS EXECUTIVE SUMMARY 1 INTRODUCTION 2 CASE ANALYSIS 3 Five-force analysis 3 Competition 4 SWOT analysis 5 Value chain 5 Strategy 7 Financial and operating performance. 8 RECOMMENDATION 10 In term of strategy 10 In terms of management 10 EXECUTIVE SUMMARY Lululemon Athletica Inc., founded by Dennis Chip Wilson,  is a self-described  yoga-inspired athletic apparel company, which produces a clothing line and runs international clothing stores from its companyRead MoreLululemon1323 Words   |  6 PagesLululemon Athletica Lulemon Athletica is an athletic apparel company based out of Vancouver, British Columbia, Canada. The company was founded by Dennis â€Å"Chip† Wilson, in the year 1998. Dennis Wilson had been in the skate, surf, and snowboard business for over 20 years when he took a commercial yoga class that was offered in Vancouver. Wilson found the results to be thrilling. 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Its philosophy as well as their business model has allowed them to increase revenue over the past years. The dilemma they faced is how to continue expanding without losing their special niche, grassroots and a nontraditional feel of the brand that sets them apart from their competitors. In order to do so, it has been

Modern Mexican Society And Its Culture - 1616 Words

To understand modern Mexican society and its culture we have to analyze its social, economic and political development through the early stages of industrialization and the conditions under which this development took place. Following the Marxist theory of Historical Materialism, we will look at the rise of capitalism during the Porfiriato (time period in which General Porfirio Diaz governed Mexico), the class conflicts arising during this time period that produced the Mexican Revolution of 1910, the political structures and reforms that arise as a consequence of the revolution, and the economic apparatus and its evolution through the decades of the post-revolution. We will look at Mexico’s role in the world’s economy, and its close relationship with the United States economy. Towards the end of the 19th century, Mexico was introduced to the world’s capitalist system under the rule of General Porfirio Diaz. During this period, the country experienced an important economic and technological growth driven mainly by foreign investment. Concessions were given to French and American companies for the expansion of railroads in Mexico to facilitate communication and trade. Special attention was given to the development of the Veracruz port, and important route for maritime trade with Mexico’s capitol. Telegraph networks started expanding throughout the nation and in 1878 the Mexican Telegraph, a U.S company, was commissioned to lay a submarine cable to allow for communicationShow MoreRelatedThe Spanish Colonization Of Latin America1270 Words   |  6 PagesBecause the Indians and Spanish lived in different areas in Latin America, the Indian culture and society did not change significantly. Or did there society change? The Spanish colonizers had a huge influence on the indigenous peoples of Mexico and Peru’s, culture, language, traditions, religion, even on their native food. 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Sample of Document Free Essays

Entity:| Vietcombank| | Period ended:| 31/12/2012| Significant class of transactions/significant disclosure process name:| Credit origination – Transaction processing| | Significant class of transactions/ significant disclosure process owner:| Credit Policty at HODebt management division Client Division | | We obtain an understanding of the significant classes of transactions (SCOTs) and significant disclosure processes to identify and understand the risks of material misstatement at the assertion level (i. e. , what can go wrongs (WCGWs)) and, when applicable, to identify and understand the controls over the WCGWs. We will write a custom essay sample on Sample of Document or any similar topic only for you Order Now This template assists with completing S03 Understand significant classes of transactions and significant disclosure processes. Significant accounts affected and key business and financial statement risks related to these accounts: * Loan Acc * Interest Acc * Provision Acc * Expense Acc * Receivable Acc| Relevant assertions: * Valuation * Completeness * Right and Obligation * Presentation and Disclosure * Existence | Nature of the SCOT (routine, non-routine, estimation): * Routine| Starting point (initiation) and timing of initiation and recording of the SCOT or significant disclosure process: * Customer’s application| Specific circumstances affecting the form and extent of the documentation: * None| Name of the IT application that supports the SCOT * | Inputs/outputs of the critical path of significant class of transactions/significant disclosure process| Inputs/outputs of the supporting IT application| Inputs: * | Inputs: * | Outputs: * | Outputs: * | Critical path (initiating, recording, processing, reporting, correcting incorrect information) We obtain an understanding of the SCOTs and the significant disclosure processes by obtaining an understanding of their critical path. The critical path includes: * Initiation: the point where the transaction first enters the entity’s process and is prepared and submitted for recording * Recording: the point where the transaction is first recorded in the books and records of the entity * Processing: any changes, manipulation or transfers of the data in the books and records of the entity * Reporting: the point where the transaction is reported (i. e. posted) in the general ledger. When we obtain an understanding of the critical path, we obtain an understanding of how incorrectly processed information is detected and corrected on a timely basis. We also obtain an understanding of how transactions are accumulated and posted from the sub ledger to the general ledger, including controls over associated journal entries. We obtain an understanding of the policies and procedures in place that management uses to determine that directives are carried out and applied, including: * Authorization * Segregation of incompatible duties * Safeguarding of assets * Information processing * Performance reviews We use our understanding of the critical path and the policies and procedures to identify WCGWs and, when applicable, relevant controls. In the course of acquiring an understanding of the processing procedures, we frequently learn of many of the controls in use. Thus, while the emphasis at this point is not to identify the presence or absence of controls, we are alert to the possible absence of controls, and to the points at which errors could occur and controls are needed. We consider the effect IT has on the SCOTs and the significant disclosure processes. The manner in which we document our understanding of the SCOT or significant disclosure process is left to professional judgment of the engagement executives. However, for critical paths related to routine transactions, a graphical depiction of the flow (e. g. , flowchart), supported with narrative notes (e. g. , use of this template) normally provides for easier identification of the types of errors that can occur. No. | Describe the critical path for the significant class of transactions/significant disclosure process| Describe the automated aspects of the significant class of transactions/significant disclosure process, including: * Manual aspects that depend upon computer functionality or computer generated data * IT applications/infrastructure| 1 | Credit appraisal and granting proposal 1. 1. Loan application:For both HO and Branches, Credit Dept. s organised into 3 divisions:- Client and Project Investment (optional): responsible for receiving and appraising loan request, monitoring and finalizing/ liquidating the loan. – Debt Management: mainly responsible for storing credit contract and other supporting documents as well as updating required information into system; work with Client Division in monitoring the loan. And two Risk Management division : involved in credit approving process in terms of risk assessment. One is under HO and one is based on Ho Chi Minh CityFirstly, Client/ Project Investment officer receives client’s Loan Application and supporting documents – which are clearly stated in Article 14 – Decision 228/NHNT. HTQT: Lending Regulations1. 2. Loan appraisal: * Secondly, Based on documents obtained and the present credit regulations, Client/ Project Investment officer appraises client’s application under the following aspects: * Suitability (in relation to approved Credit limit, related regulations and current risk management policies of the bank) * Feasibility, efficiency and level of risk (if exist) related to client’s business plan * Solvency * Collaterals: Client officer who receives and appraises loan request also responsible for monitoring and appraising collateral. Deliverable of the officer at this stage is Collateral Appraisal Report (Form BD 1. 1. v002), including signature of client officer-in-charge and Head of Client Division. Regarding valuation, branches except for compulsory circumstances, are encouraged to cooperate with Independent Appraisal Firms (selected within the list of allowable firms, attached with Document 946/VCB. CSTD – Appendix 01). In case collateral is valued by VCB, Valuation Memo (Form 2. 2: Bien Ban Dinh Gia) must be prepared with signature of client and bank representative, under Decision 30/ VCB. CSTD. For collateral of over 20 billion VND, branch must send to HO the appraisal documents by Appraisal firm and Appraisal/ Periodic Revelation Report (Form BD 1. 2. v002), within 2 days since the reports are given their approving authority. | Manual | | * Next, Client/ Project Investment officer prepares and signs Report of Credit appraisal and granting proposal (Bao cao th? m d? h va D? xu? t c? p TD), following Form 1. 4A, 1. 4B and 1. 5. * The Report is then submitted to Head of Client/ Project Investment Division (TP KH) for revising and signing in case the deliverables of Clie nt/ Project Investment officer are accepted. Otherwise, he/she needs to document reasons as well as additional opinions * Credit/ Project Investment officer then prepares submission documents. a) For clients granted Credit limit, Client officer submits to Branch’s Director/ Vice Director or Client Director (GD KH) for HO clients. b) For clients granted Credit limit but required by Credit limit approving authority (C? p th? m quy? n phe duy? ) to seek for higher authority’s approval when granting the loan, Client officer submits to both Branch’s Director/ Vice Director and the authority which is stated in Announcement of Credit limit Approval (Thong bao phe duy? t GHTD). If the higher authority is Local Credit Committee (HDTD co s? ), there is no need to submit to Branch’s Director/ Vice Director. c) For clients not yet granted or beyond Credit limit, Project Investment loan is issued. – Branch-based client: Client/ Project Investment officer submit s to Local Credit Committee’s Director to organise meeting based on its Regulation on Operations. – HO-based client: Client/ Project Investment officer submits to authorised Client Director. For the credit limits beyond authority of Client Director, submission is sent directly to HO’s Credit Risk Management Division for subsequent steps. Submission documents include: * Client’s Loan Request (original) * Report on Credit/ Project investment appraisal and granting proposal (original) * Credit Scoring and Rating Table (original) * Legal documents for new customers * Financial statements * Other relevant documents (if available)| | 2. | Loan approvalBased on Report of Credit appraisal and granting proposal, signed by Client officer and Head of Client Division together with supporting documents, the following parties in accordance with their specific authority will start the approving process:2. 1. Branch’s Director/ Vice Director * In case credit grant ed within Credit limit, Branch’s Director/ Vice Director approves the credit grant based on Report of Credit appraisal and granting proposal signed by Client/ Project Investment officer and Branch’s Director/ Vice Director, as well as accompanying submission documents. In case credit is granted within Credit limit but required by Credit limit approving authority to seek for higher authority’s approval when granting the loan, Client officer submits to both Branch’s Director/ Vice Director and the required authority (If the higher authority is Local Credit Committee (HDTD co s? ), there is no need to submit to Branch’s Director/ Vice Director). 2. 2. Local Credit Committee * Following its Regulations on Organisation and Operations, Local Credit Committee’s Director organises meeting based on submission documents prepared by Client/ Project investment officer. This Committee includes Branch’s director, Vice director and head of Client, I nvestment project and Debt management division. Local Credit Committee approves credit grants which fall within its authority. Otherwise, based on acceptance opinion of Local Credit Committee, submission documents are then sent to Risk Management Division by client officer for subsequent steps. * For branches under the processing range of HCM-based Risk Management Division, Client officer submits set of Loan Proposal documents directly to HO’s Risk Management Division and 1 copy of Loan Proposal Form (Form 3. 2) to HCM-based Division in case of beyond its authority. * Branch’s set of documents include: * The original Request for Loan approval Form 3. 2 (T? trinh d? ngh? phe duy? t tin d? ng/DTDA) signed by Local Credit Committee’s Director. A copy of Local Credit Committee’s Meeting minutes * Submission documents to Local Credit Committee| Manual| | 2. 3. Risk Management Division * Based on set of Loan Proposal documents from the Branch, Risk officer eval uates credit risks and prepare Credit Risk Assessment Report (Bao cao ra soat r? i ro c? p tin d? ng) using Form 2. 3A/2. 3B/2. 4 * The report is then signed by Risk officer before being submitted to at least 2 controllers of Risk Management Division, who later provides their approval plus signature. * Afterwards, Risk officer prepares and signs off every page of Announcement of Credit/ Project Investment Approval( Thong bao phe duy? t c? p tin d? ng/DTDA) Form 4. , before: * submitting to Head of Risk Management Division and Risk Management Director for signature; * sending an original to the proposing Branch; a copy to General Director as well as relevant Branches. 2. 5. HO-based clients/ projects within Client Director’s approving authorityCredit proposals under this case are only considered ‘approved’ when the Report of Credit appraisal and granting proposal is signed and given acceptance opinion by Client Director. Accordingly, Client/ Project investment off icer prepares (Thong bao tac nghi? p) and transfers documents to HO Debt Management Division for storage, system entering and other subsequent steps. 2. 6. Risk Management Director and Client DirectorUnder this circumstance, Risk officer duplicates the steps within the approving authority of Risk Management Director as stated above. The proposal is only considered ‘approved’ when obtaining signature of both, except for either of them is absent. | | | 2. 7. Central Credit Committee * Central Credit Committee bases on Credit Risk Assessment Report (signed by at least 2 controllers of Risk Management Division) and Branch’s document set (original) prepared by Risk officer to call a meeting. * According to Meeting minutes, Risk Management Division prepares and signs off every page of Announcement of Credit/ Project Investment Approval (Form 4. 2) before submitting Director Central Credit Committee for signature. Then submit to: * Client Division at HO an original for subsequent steps * relevant Branches 01 copy * HCM-based Division a copy in case of approving the proposal of branches under its authority. 2. 8. Board of Di rectors * Under this circumstance, after being approved by Central Credit Committee, Risk Management Division prepares submission documents in accordance with Regulation of Loan grants under approving authority of BOD. * Risk Management Division then prepares Approval Announcement and sends documents in such a way as cases under Central Credit Committee’s authority; in which, documents to Debt Management Division must include Loan Approval Form by BOD. | | 3. | Making loan contract and collateral contractBased on approving results, Client officer continues to seek signature for loan and collateral contract. 3. 1. Loan contract/Collateral contract * Client/ Project Investment Division signs off (ky t? t) every page of loan contract/collateral contract and send to client for confirmation. After signing off by Client and Bank ‘s representer, Loan contract was sent to Accounting division and Debt management Division. collateral contract was sent to Storage division * If any disagreement arises, Client/ Project Investment officer must report to Head of Division. If necessary to amend content or approval conditions, Client/ Project Investment Division issues Form 1. 6: Report on Appraising and Proposing Credit Adjustment, submit to authorised bank representatives for approval. After obtaining client’s signature and original of collateral contracts, Client/ Project Investment Division register collateral transactions. * Client/ Project Investment officer prepares 02 (Thong bao tac nghi? p m? HDTD), sign off and submit to Head of Division for signature, before sending to Debt Management Division (relevant documents included) for storage and entering into system. * In case clients do not have CIF yet, Client Division prepares Thong bao tac nghiep mo so CIF (Form 5. 8) then sends to Transaction Accounting dept. to open new CIF. | Manual| 4. | Putting data into system and managing credit file * After signing loan contract, Client officer prepare and sign on â€Å"Thong bao tac nghiep m? h? p d? ng tin d? g† containing all information needed to put into system, conditions to disburse, a list of documents needed to store and special conditions needed to manage the loan. After that, debt management officer recheck and sign on â€Å"Thong bao tac nghiep†. * Basing on â€Å"Thong bao tac nghiep†, Debt Management officer is responsible for putting data into system. However, only when it is approved online by head/vice of debt management Division, will client data be disclosed on system. Debt Management officer stores all the documents listed on â€Å"t hong bao tac nghiep†| IT Dependent| 5. | Disbursement of loanThe disbursement of loan involves the following steps which depend on the appointed approving authority. However, all of the appointed divisions are held responsible for checking the conformity of client’s withdrawal documents with credit contract. 5. 1. Client/ Project Investment DivisionIf withdrawal request is valid, Client officer prepares â€Å"Thong bao tac nghiep du dieu kien rut von† (Form 5. 4), signs off and submits to Division Head for signature before transferring documents to Debt Management officer for disbursement. 5. 2. Debt Management DivisionThe division directly receives withdrawal request from client and perform checking procedures. Client is required to amend information if found unsuitable. Otherwise, Debt Management officer starts disbursing the loan. 5. 3. Client/ Project Investment Division receiving request, Debt Management Division performing checking proceduresWithdrawal documents after being received and checked by Client officer, Debt Management officer takes over for disbursement, based on Credit Approval Announcement and Credit contract. If documents are found invalid, they are sent back to Client Division for completion. 5. 4. Higher authorityClient officer prepares â€Å"Thong bao tac nghiep du dieu kien rut von† (signed by him/her and Head of division). Afterwards, based on credit approval results, Client officer submits the above document and other supporting ones to higher authority. If approved, the documents are transferred to Debt Management for disbursement. The details of disbursement process are briefed as follows: * Debt Management officer opens loan account, fills in CIF, signs off Loan Receipt Note before updating into system for online approval of Division’s Head. * Next, the officer sends: * 01 Loan Receipt Note to client * 01 Loan Receipt Note and supporting documents to relevant departments for disbursement * The last Loan Receipt Note stored in the division. | IT Dependent| 6. | Post-disbursement Monitoring of Loan * At least every 6 months, Client/ Project Investment Division must recheck the loan usage status (usage purpose, collateral status, the balance between assets resulting from the loan and the outstanding balance). This is implemented in accordance with the predetermined plan (monitoring schedule and methodology), which is proposed by Client officer when preparing Report of Credit appraisal and granting proposal or when â€Å"Thong bao tac nghiep† at the latest. * For collateral monitoring, the following aspects must be assured: * Status compared to previous visit * Forecasted revaluations * Client’s conformity in preserving collateral * Proposal to modify collateral management methods (optional) * Proposal to add/ replace collateral (optional) * Debt Management Division is held responsible for reminding Client/ Project Investment Division about loan monitoring schedule. The result must be documented on Loan Monitoring Records (Bien b? n Ki? m tra), which is signed by Borrower’s representative and submitted to Head of Client/ Project Investment Division for revision and comment. * In case Client/ Project Investment Division detects any signals of risk, officer takes the ini tiative to propose the corresponding solution (included in Loan Monitoring Records) before submitting to Head of Division, Director of Client Division (for HO-based clients) or Branch’s Director/ Deputy Director. * After finalizing the Record, officer sends 01 original to Debt Management, 01 copy to Risk Management Division for co-monitoring. | Manual | 7. Credit Adjustment * Depending on the real situation and client’s demand after credit approval, credit adjustment can be made correspondingly. * Procedures of Credit Adjustment are conducted in the same manner as that of Credit Proposal and Approval (only those who are authorised to approve credit are able to approve credit adjustment). Client / investment project officer prepares Report of credit appraisal and credit adjustment- bao cao th? m d? nh va d? xu? t di? u ch? nh tin d? ng. At risk management division prepares Credit risk assessment for adjustment report – Bao cao ra soat r? i ro di? u ch? nh c? p ti n d? ng. * Client/ Project Investment Division prepare Thong bao tac nghi? p di? ch? nh HDTD. | Manual| 8. | Loan and interest collection * At least 10 days before due date, Debt Management officer prints out the list of loans and transfer to Client/ Project Investment Division whose officer prepares a document to inform clients and in charge of pushing clients to pay principal and interest * System automatic calculate interest income for loan group 1 * At the due date of loan, Debt Management officer prints out the report of principle and interest up to due date and checking. Then this report is submitted to Head of Debt management for approving. This report is then transferred to Accounting Division for collecting. If collected in cash, Client has to pay at first at Cash Division. ; after collecting enough and checking, Cash Division. will sign on â€Å"Deposit slip† (Cash receipt) then transfers Cash Receipt Note to Accounting Division for booking entry. * Accountant makes the following entries: * With principal collection:Dr. : Cash/ BankCr. : Loan to Customer * With interest collection:Dr. : Cash/ BankCr. : Interest Income * Accounting voucher printed out and signed by controller and chief accountant. | Application A*N*t Interest = ————- 360*100 A: Outstanding balance N:Days (From the last payment day to the next payment day). t:interest rate | 9. Overdue Debt Management * When the loan turns into overdue, debt management officer sends a Reminding Letter to the customer (at least once a month), approved by the Head/Vice of Debt Management Division. This letter is transferred to clients and a copy is also to deliver to the credit officer. * If the customers still don’t make payment after more than 3 times received the Reminding Letter, credit officer proposes to the Head of Client/ Project Investment Division to work directly with the customer’s representative to cover the debt. * Client/ Project Investment Division combines with Risk Management Division and Legal Division if necessary to protect all the interests of VCB. | 10. | Contract liquidation and Collateral Release Collateral * After the client pays all principle and interest, Debt Management officer prepares and signs on Loan Closing Announcement (Thong bao dong h? so vay). * Client officer informs client of Loan Contract Liquidation (Form 7. 2). * Debt Management officer hands over all relevant documents to Client/ Project Investment Division before the former Division transfers to clients and sends the original of Handover Record (signed by both handover and takeover) to Debt Management for storage purpose. * Finally, Client/ Project Investment Division cancel Collateral Transaction Registry. | | How to cite Sample of Document, Papers

Manage Workforce Planning

Question: Develop an implementation plan (of approximately 2000 words) which includes a succession plan that addresses internal labour needs in the medium to long term (e.g. for the next year), utilising succession planning principles and incorporating a retention plan. Utilise the specific recommendations in Assessment 1 to detail the implementation of the plan. The plan should include the following: An organisation chart which highlights positions identified for succession planning Identify how government may influence future labour demand and labour supply for the organisation Determine any external local or global trends which could influence demand for the organisations goods and services Based on previous recommendations: determine the staffing changes required to ensure that the organisation continues to operate effectively Provide timelines for the implementation of the workforce plan, including recruitment and training schedules Make recommendations to address unacceptable levels of staffing turnover, and workforce retention and in developing the organisation as an employer of choice Identify an organisational change issue for the next year and advise implementation strategies to assist the workforce to deal with the organisational change Using the same timeframe as per your workforce plan, identify key positions (at least 3) suitable from your organisation chart for your succession plan and then identify suitable employees to fill these key positions List some options for development and retention of targeted employees for the succession plan. Answer: A proper implementation plan would assist the firm for moving project through development towards service stipulation. This implementation plan would vary through community till community. The implementation plan will be used to: Recognize a proper time line intended for the implementation Train as well as educate the service providers or the staffs Define the roles as well as responsibilities of all the service providers Expand written procedures for the referrals (Anderson 2004) Extend proper communication protocols amongst service suppliers plus working sets Develop appropriate policies plus procedures Confirm the performance indicators on the basis of firms logic model. Powercor Australia in reality is the Victorian sharing business which owns as well as operates electricity network which supplies the electricity towards central as well as western Victoria along with above one million consumers state wide (Arman, Bazrafkan and Tabar 2014). Electricity division industry is even regulated through the government for ensuring appropriate reliability as well as quality of the supply to the customers. There also is very strict governance towards ensuring safety of public, especially in the bushfire level locations. Such regulations also dictate the way in which business should perform as well as operate. Few of initiatives realized also include Smart Meter rollout as well as recommendations that follow 2009 Bushfire Royal Commission (Callaghan 2005). Positions recognized for the succession planning: Powercor Australia would actually require all its employees to hold as well as support novel technologies towards achieving the directions that it really wants to. Towards achievement of growth within Services Business extra field employees would be needed to properly undertake enhanced works. All these staffs would even need to properly be lively participants within the use of novel technologies plus innovations. Along with reviewed as well as improved procedures less number of staffs would be needed for planning of the tasks. In reality excess staff could also be trained and their capability could be raised wherever possible as well as they also could be moved into some other locations of business for enhancing their skills and making them multitalented. The employees that stay in the firm would also be properly trained as well as would be enforced to embrace latest processes towards total full advantage of novel technologies that could also be attained by these employees (CAPPELLI 2009). Also Network Services require to be enhanced and here the workforce also needs to be increased, particularly along with the field staffs like the line workers, Engineers and even the cable jointers plus testers and many more. Such a workforce would need skills plus competencies that would praise novel technologies as well as be capable of supplying extra innovative goods. This would also enhance all its field based staffs by somewhat 25 % in coming 2 years ('Casualty: The Training, Organisation, And Administration Of Civil Defence Casualty Services' 1940). The novel employees would also require to get a proper mix of the ages amid 20 35 years old in order to spread age and maintain it all across business. THE WAY IN WHICH GOVERNMENT WOULD INFLUENCE PROSPECT LABOR DEMAND AS WELL AS LABOR SUPPLY There exists strict governance for ensuring safety of local public, especially in the bushfire prone locations. All such guidelines as well as regulations of the government dictates the ways in which business should perform plus operate. These regulations also affect the labor demand plus labor supply as sometimes extra rules enables the labors to increase their price and demand for extra wages. Demand for the labor within electricity industry also gets driven vastly by the government proposals, like infrastructure spending as well as regulatory needs, for instance Bushfire Mitigation as well as Advanced Infrastructure of the Metering rollout. Industrial plus residential enhancements even contribute towards industry. And also short run resourcing forces have no difficulty due to sluggish within the Australias economy. EXTERNAL LOCAL OTHERWISE GLOBAL TRENDS THAT INFLUENCE DEMAND OF ORGANISATIONS GOODS PLUS SERVICES Income of consumer: Consumers demand here is getting influenced by size of the income that he/she earns. If a person earns more he is able to pay higher electricity bills and vice versa. With enhancement within level of the income, there also is enhancement in demand for products as well as extra services. A proper rise in income of consumer results in the rise of consumption of electricity because lifestyle rises and people shift to new home (Fink and Mayrhofer 2007). Price of commodity: Price is also vital factor that influences the demand for electricity. Usually, demand for electricity would tend to increase when the price of the per unit falls, in similar way if price of the bills increase the demand for electricity would contract. Change in distribution of the income: If distribution of the income tends to be unequal, there also might be several poor public and very less rich public in the society. The phase of demand within such society would also be low (Guthrie 1961). State of the economic actions: In reality this is a great and very vital determinant that influences demand for the commodity. At the time of boom, affluence prevails within the real economy. Investment and employment as well as income also increase. This enhances the demand for electricity. STAFFING CHANGES 50% of new staffs must be apprentice- It means that merely bringing in novel employees wont work appropriately for the business. Rather firm will need to train these staffs properly in order to attain better results in coming future. Particular recruitment strategy towards attracting females- Such a strategy would help the firm to lower its cost that it has to spend behind recruiting and also the business will be able to fulfil a social corporate responsibility that would in turn provide it with extra name and fame in the society (Islam and aleem). Powercor Australias has very vital number of old assets which are now approaching towards end of their lives and are to their declining stage. An efficient investment within renewal as well as replacement of such assets would help the firm to ensures that they are properly maintained within bounds of the businesses engineering stricture as well as are very cost-effective towards maintaining and at the same time delivering proper levels of security and safety, reliability plus quality of the service for the customers. The business needs to developed proper forecasts related to the asset renewal as well as replacement expenses through analysis of all its historical trends within replacement tasks and also asset performance joined with explicit programs for asset replacement (Iuzzolino, 2009). TIMELINES FOR IMPLEMENTATION OF PLAN Short term- Powercor even requires retraining all its staffs within Planning plus Scheduling Departments in order to understand as well as embrace all novel processes. These employees must also be properly trained within next 12 months so that the business is capable of attaining its aims and objectives as soon as possible. There are presently shortages within supply of the skilled labor in whole electricity providing industry (PaliokaitÄ— and PaÄ Ãƒâ€žÃ¢â‚¬â€sa 2014). This actually refers to the fact that there would be immense upward pressure upon wages of all those that have relevant knowledge and skills. Long term- Since this is predictable to attract many novel workers towards electricity sector there also are chances of skills imbalances that might take time to get resolved, because entry in the electricity field task needs proper four year training and also some two long years of proper on-job experience as well as training. Such a shortage of novel skilled labor will be worsened by fact that approximately 40% of the trades people presently in electricity segment are actually aged 45 years and more. Powercor forecast intended for renewal speculation capital spending will take over next 20 years (King,2006). RECOMMENDATIONS To recognize actual potential effect of tightening of the labor supply as well as demand, the business must engaged towards undertaking a proper quantitative evaluation of all the expected outside labor rates intended for electricity distribution segment over subsequent regulatory phase. The focus must be upon exterior labour rates that would also reflect the businesses policy of utilizing predominantly exterior labour for undertaking all its operating as well as maintenance actions (Mandula 1990). The firms analysis might involve construction of proper sector as well as region detailed regression replica which might later be used towards explaining the movements within labour rates that will be generated by the macro as well as micro economic facts. The model will also be on the basis of information that will be attained from Australian Bureau of the Statistics as well as BIS Shrapnel (YAMAZAKI and HIDESHIMA 2008). Since the electricity distribution segment is expected to increase amid 4 to 5% every year in the original terms over phase 2004-10, total operating as well as maintenance expenses are assumed to have no movement within the material costs and this might also increase by some 3.2 to 4.0% within absence of some other efficiency enhancements. The business also expects significant aloft pressure upon wages of many skilled staffs in electricity division over next dictatorial period. Thus the firm is suggested to get well prepared (Okumura 2011). Growth within the investment would also increase competition intended for all the skilled labours which also in absence of enhanced supply of the skilled resources within short till medium run, would drive up all the remuneration to the workers in electricity division without any actual consequential efficiency offsets (Wright 1990). ORGANISATIONAL CHANGE ISSUE Within the Human Resource vital issues that needs to be addressed indulge proper HRM practices and employee training as well as development, staff retention that too particularly in the regional locations as well as workforce diversity. Also associated with HRM research the main areas of change in the business are related to training of staffs, retention of employees and also leaving of several unskilled labors from the firm (Pascoe 2007). Consider following chart. It shows initially majority of employees that are a "cost" to firm with passing time, along with gaining of right talent live out, they have become extra valuable (Vithessonthi 2010). Source: (Pearce 1997) KEY POSITIONS Powercor Australia has actually prepared right peak demand predetermination on the basis of all its detailed know-how about the historic load prototype all across network as well as predictable drivers of the future growth within the demand at dissimilar points in network. Such demand of forecasts, along with data related to known enhancements at explicit locations within network, form basis intended for planning all needed network expansion plus reinforcement (Plath,2007). Network Services needs to be improved and here workforce even desires to be greater than before, particularly when it comes to field employees like line workers, Engineers as well as cable jointers and even testers plus many more. This type of workforce needs to be improved for supplying better services and earning extra profit plus competencies which would praise fresh technologies and also be able to supply further innovative products. This might also enhance every of its field on the basis of staffs to some ext ent by 25 % in coming 2 years (Rothwell 2011). DEVELOPMENT PLUS RETENTION OF ALL TARGETED STAFFS FOR SUCCESSION PLAN The main aim and goal of the business will be to lay down strategy for retaining the workforce for supporting the firm with a better plan, development as well as management of a qualified, content as well as flexible workforce, by providing them very attractive path for career in the sector ('V. Implementation Of The Plan' 1978). Diversity within the business would need to cover gender, language and ethnicity as well as several different cultural background and age, sexual direction plus even religious belief as well as family responsibilities. This diversity will include several ways through which people will be seen differently, like educational level and life experience plus work experience as well as socio-economic milieu, personality in addition to marital status (Rustam 2010). There must exist proper understanding of the causes why people actually would stay, and also why they leave. The staffs must be provided with proper training. The staffs will be provided with several monetary plus non monetary incentives (Scott and Wahi 1974). SURVEY QUESTION: Are you satisfied with what you get from your present organization? What hike do you expect in your salary? What are your basic skills? What are the types of incentives you expect from the organization you are working in? What are the types of incentives you expect from the organization you would further working in? What are you basic demands from your employer? (Sisle 1993) ANALYSIS: No the current workforce plan is not effective to the extent it should be. It still needs many changes and alterations and even requires several corrections to be done. The plan needs to be reviewed and all the facts related to the staffs renewal, retention as well as survival needs to be indulged plus considered (Tolstoy 1986). References Anderson, M. W. 2004. 'The Metrics Of Workforce Planning'. Public Personnel Management 33 (4): 363-378. doi:10.1177/009102600403300402. Arman, Aziz, Roohallah Bazrafkan, and Sepideh Tabar. 2014. 'An Evaluation Of Factors ( Wages And Output ) Affecting The Demand For Labor In The Industrial Workshops ( Using GJR Method )'. Academic Journal Of Research In Economics And Management 2 (9): 22-29. doi:10.12816/0006593. Callaghan, Stephen. 2005. 'Primary Care Trust Workforce Planning And Developmentprimary Care Trust Workforce Planning And Development'. Nursing Standard 20 (5): 36-36. doi:10.7748/ns2005.10.20.5.36.b391. CAPPELLI, PETER. 2009. 'A Supply Chain Approach To Workforce Planning'. Organizational Dynamics 38 (1): 8-15. doi:10.1016/j.orgdyn.2008.10.004. 'Casualty: The Training, Organisation, And Administration Of Civil Defence Casualty Services'. 1940. Public Health 54: 79-80. doi:10.1016/s0033-3506(40)80073-5. Fink, Gerhard, and Wolfgang Mayrhofer. 2007. 'Introduction To The Special Issue: Managerial Challenges Of Demographic, Political And Economic Change'. Journal Of Organisational Transformation Social Change 3 (2): 115-119. doi:10.1386/jots.3.2.115_2. Guthrie, Harold W. 1961. 'DEMAND FOR TOURISTS' GOODS AND SERVICES IN A WORLD MARKET'. Papers In Regional Science 7 (1): 159-175. doi:10.1111/j.1435-5597.1961.tb01777.x. Islam, Md. Shariful, and majid aleem. 'Successful Succession In Family Businesses: Individual Level Factors And Succession Planning Models'. SSRN Journal. doi:10.2139/ssrn.1650557. Iuzzolino, Giovanni. 'Demand And Supply Of Hospital Services: International Trends'. SSRN Journal. doi:10.2139/ssrn.1344259. King, James D. 'The Administrative Shuffle: First-Term Changes In Presidential Staffing'. SSRN Journal. doi:10.2139/ssrn.1917555. Mandula, Barbara B. 1990. 'Demand For Doctorates Prospects For Faculty In The Arts And Sciences: A Study Of Factors Affecting Demand And Supply, 1987 To 2012 William G. Bowen Julie Ann Sosa'. Bioscience 40 (10): 782-784. doi:10.2307/1311517. Okumura, Tsunao. 2011. 'Nonparametric Estimation Of Labor Supply And Demand Factors'. Journal Of Business Economic Statistics 29 (1): 174-185. doi:10.1198/jbes.2010.08068. Paliokait, Agn, and Nerijus Pa sa. 2014. 'The Relationship Between Organisational Foresight And Organisational Ambidexterity'. Technological Forecasting And Social Change. doi:10.1016/j.techfore.2014.03.004. Pascoe, John R. 2007. 'Editorial Staffing Changes'. Veterinary Surgery 36 (7): 609-609. doi:10.1111/j.1532-950x.2007.00328.x. Pearce, Richard. 1997. 'Retirement And The Retention Of Faculty Lines: Changes In Staffing And Curriculum At A Small Liberal Arts College'. ADE, 46-49. doi:10.1632/ade.116.46. Plath, Christian. 'Analyzing Credit And Governance Implications Of Management Succession Planning'. SSRN Journal. doi:10.2139/ssrn.1285082. Rothwell, William J. 2011. 'Replacement Planning: A Starting Point For Succession Planning And Talent Management'. International Journal Of Training And Development 15 (1): 87-99. doi:10.1111/j.1468-2419.2010.00370.x. Rustam, R. 2010. 'Study Of Factors Affecting Demand And Supply Of Sugar In Indonesia'. Journal Of Research In National Development 7 (2). doi:10.4314/jorind.v7i2.50943. Scott, John T., and P. L. Wahi. 1974. 'Factors Affecting The Labor Supply Schedule In An Industrializing Rural Area'. Illinois Agricultural Economics 14 (1): 31. doi:10.2307/1348984. Sisle, M. 1993. 'Strategic Plan Implementation Begins'. SIMULATION 61 (4): 256-256. doi:10.1177/003754979306100408. Tolstoy, Leo. 1986. 'Succession Planning'. Planning Review 14 (3): 47-47. doi:10.1108/eb054148. 'V. Implementation Of The Plan'. 1978. AORN Journal 28 (4): 624-627. doi:10.1016/s0001-2092(07)61668-8. Vithessonthi, Chaiporn. 2010. 'Resistance To Change As Issue Selling In Multinational Firms'. Journal Of Organisational Transformation Social Change 7 (3): 265-284. doi:10.1386/jots.7.3.265_1. Wright, George. 1990. 'PLAN, IMPLEMENTATION, REVIEW'. Australian Planner 28 (4): 21-26. doi:10.1080/07293682.1990.9657483. YAMAZAKI, Toshio, and Eizo HIDESHIMA. 2008. 'The Effects Of Visual Materials On District Residents Upon Recalling Their Recognized Space Configuration'. INFRASTRUCTURE PLANNING REVIEW 25: 299-310. doi:10.2208/journalip.25.299.