How to Reduce the Rate of Domestic Violence Essay

As professional athletes remind us on a weekly basis, domestic violence is a social problem which continues to plague the nation. Through stricter law enforcement, improved hospital reporting techniques, and nationwide education and counseling, this problem can be reduced. Domestic violence has many different names such as, family violence, battering, wife beating, and domestic abuse. All these terms refer to the same thing, abuse by marital, common law, or a dating partner in an intimate relationship. Domestic violence is not limited to physical beating. It is any behavior that is intended to overpower and control another human being through the use of humiliation, fear, and physical or verbal assault. Domestic violence is a very†¦show more content†¦Verbal abuse and psychological abuse is the most detrimental type of abuse for a woman to endure. The effects of verbal abuse tend to be long lasting, even after the abusive relationship is over. The reason is because verbal a buse leads to psychological abuse. Verbal abuse is demeaning and degrading language that abusers use towards their partners on a consistent basis, which inevitably robs the woman of self-esteem and confidence. When an abuser engages in repetitive criticisms’ of a spouse’s ability, put-down’s, name calling, and even threats, this is labeled as psychological abuse. Being ignored, laughed at, or even provoked are other contemptuous acts committed by abusers who are usually narcissistic individuals. Psychological abuse inevitably leads a woman down a path of anxiety and depression. The abused woman will then develop a negative self-perception of herself; affecting her future relationships down the line. Abused women often enough, become vulnerable and susceptible for re-abuse from other men and from people in general. Constant humiliation eventually destroys a womans belief in herself and ultimately she will question her self-worth, believing that the abuse was her fault. Males are the leading contributors to all forms of sexual abuse (Schwartz Scott, 2003). 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Database Management System And Microsoft Sql Server Vs....

DBMS Database Management System or DBMS is a collecting computer program used for creating, deleting, editing and maintaining collections of different data records. There are many different types of database management systems; they are used to stored, managed database model. Different DBMS systems are Relational Database System, Flat Files Base Database Management, Hierarchical Database Management Systems, Network Database Management System and Object-oriented Database Management Systems. () Relational Database System includes Oracle Database, Microsoft SQL Server, IBM DB2, mySQL, IBM DB2, SAP Sybase Adaptive Server Enterprise, and Teradata, etc. Oracle Database vs. Microsoft SQL Server vs. Teradata: Oracle database is a â€Å"collection of data treated as a unit† (Oracle.com). Oracle database system store and retrieve related information. Oracle Database was the first database designed for enterprise grid computing, the most flexible and cost effective way to manage information and applications. Microsoft SQL Server is a software product with the main function of storing and retrieving data as requested by other software applications which may run either on the same computer or on another computer across a network (including the Internet) ( ) Teradata is analytic data platforms, marketing applications, and related services. Its analytics products are meant to consolidate data from different sources and make the data available for analysis. RDSM Differences Oracle databaseShow MoreRelatedDatabase Management Systems4660 Words   |  19 PagesDatabase Management System Basith Shaik Southern New Hampshire University September 7, 2015 Abstract The intent of this paper is to design and propose a database management system solution to Grandfield College for tracking software installed. I have analyzed the organizational issues and needs and developed conceptual, logical, and physical designs of DBMS solution. In order to implement the solution, substantial research had been done on best practices in design, available products, andRead MoreCourse Outline Ch 25939 Words   |  24 Pagesapplications such as business analytics and data mining. I. OPENING VIGNETTE: DIRECTV THRIVES WITH ACTIVE DATA WAREHOUSING, PAGE 30 Problem? The company’s IT system could not handle the high data volume from customer calls along with the rapidly changing market conditions. Solution? Developed a real-time, integrated active DW solution from Teradata and GoldenGate. Results? Huge business beneï ¬ ts such as reduced churn rate and better managed call centers with real-time data for decision making. WhatRead MoreA Data Warehouse And Business Intelligence Application2208 Words   |  9 Pagesintelligence to order and supply chain management to users. I worked as part of a group of four students to implement a solution. This report reflects on the process undertaken to design and implement the solution as well as my experience and positive learning outcome. Table of Contents Abstract 1 1. Introduction 3 2. Process and Methodology 3 2.1 Team Member Selection and Organisation 3 2.2 Requirement Analysis 4 2.3 Top Down Vs Bottom Up Data Warehouse Design 4 2Read MoreManaging Information Technology (7th Edition)239873 Words   |  960 PagesCONTENTS: CASE STUDIES CASE STUDY 1 Midsouth Chamber of Commerce (A): The Role of the Operating Manager in Information Systems CASE STUDY I-1 IMT Custom Machine Company, Inc.: Selection of an Information Technology Platform CASE STUDY I-2 VoIP2.biz, Inc.: Deciding on the Next Steps for a VoIP Supplier CASE STUDY I-3 The VoIP Adoption at Butler University CASE STUDY I-4 Supporting Mobile Health Clinics: The Children’s Health Fund of New York City CASE STUDY I-5

Performance Management Of Qatar National Bank

Question: Discuss about the Performance Management Of Qatar National Bank. Answer: Introduction Performance management is an integral part of an organization in terms of growth and success. The HR policies and practices play a major role to assess the performance of the employees. Recruitment process, employee engagement retention, grievance handling and training development play an important role to manage the performance of employees. The report would thus, examine the approach of a Middle East organization Qatar National Bank towards performance management. Qatar National Bank: Profile Qatar National Bank is the first commercial bank of Qatar that was set up in the year 1964. The bank is owned by Qatar Investment Authority and public members with a 50 percent ownership structure. In short span of time the bank has become one of the largest banks of Qatar and one of the renowned financial institutions of Middle East and Africa region. The bank witnessed a net profit of QAR 6.2 billion in the year 2016 that surged by 12% from the last year (QNB Group, 2017). The assets of bank increased by36% as compared to 2015 to become 692 billion that is the highest value ever attained by the group. Standard Poors and Moodys have given one of the highest rated to the bank (QNB Group, 2017). The vision of the bank is to help businesses by offering total financial relationship that is built on exceptional personal service and sincere interest in their success (QNB, 2017). The mission of the bank has also been strategically developed and revolves around customers, employees and shareholders. The strategic mission of the bank is: To prioritize customers with banks excellent services and help them to achieve their financial goals (QNB, 2017). To support the employees to achieve their personal and professional successes (QNB, 2017). To assist shareholders to attain their complete ownership (QNB, 2017). To benefit the communities through banks corporate citizenship (QNB, 2017). The bank has been able to achieve its vision and mission through valuable services in the Middle East and Africa. The bank was also rated as worlds strongest bank by Bloomberg markets. System and Process Recruitment Process Recruitment process is the most vital process of any organization because it facilitates to hire skillful talent from pool of candidates (Aguinis, 2013). Most of the organizations thrive to develop effective HR practices and policies to recruit and retain the competent employees. Qatar National Bank recruits the most talented people who can demonstrate their competency skills at the workplace. The bank has an efficient recruitment system to assess the skills, abilities and core competency of the candidates. Recruitment system involves application, HR interview and final selection. The bank may also conduct psychological and competency tests to assess the suitability of the candidate depending upon the profile and position. The bank advertises for the vacancy through different channels including job portals, company website and social media networks. HR manager manages the different CVs received for different position. The HR manager of the bank assesses the CV of all the received candidates to filter out the candidates with appropriate experience, job knowledge, skills and abilities and core competencies. The selected candidate is called for the interview by the HR manager of the bank. The HR manager assesses the attitude and competency skills of the candidate. The bank has an effective induction program for the new employees. It is the responsibility of HR manager to brief the employees on HR practices and policies of the organization so that they can comprehend the values and culture of the organization (Al-Masri, 2015). Training Development Training and development advances the employees in their career by equipping them with the latest industry trends and knowledge (Aguinis, 2013). Employees also seek continuous learning in an organization to evolve their skills and abilities and grow their career (Sung Choi, 2014). The HR manager conducts training and development on frequent basis to train the employees on latest and advanced technology and the latest industry trends evolving in banking sector. The training could be carried out through several methods including coaching mentoring, conducting seminars and workshops, frequent meetings discussions, employee feedback and constant supervision. The candidates are offered an opportunity to enhance their managerial skills, leadership skills and core competencies by the Management Development Program of the bank (Qatar News Agency, 2016). Employee Engagement and Retention Employees are the assets of any company and therefore, it is very important to retain them within the organization (Alias, Noor Hassan, 2014). In order to retain employees, it is important to ensure employee satisfaction. Employee engagement plays a very important role to satisfy the employees and retain them for a longer period of time (Aguinis, 2013). QNB conducts social gathering and activities for the employees to create trust and affection among the employees. The bank offers numerous benefits and incentives to retain its employees for longer duration. The employees receive the insurance for medical, dental, life, vision and disability. They are also given paid holidays and vacations to enjoy their family time. The bank also has dedicated accounts for pre-tax dependent care and medical care reimbursement. The employees also enjoy free and discounted banking services along with stock purchase plan. The employees supporting their families are also given tuition fee for their children. Grievance Handling Grievance handling is one of the challenging issues of HR. When people work together within an organization, conflicts are likely to arise because of ego, jealousy and competitiveness. The HR manager at QNB thrives to bring consensus among the staff members to ensure smooth flow of operations in the bank. HR manager conducts individual meetings and discussions and counseling sessions to resolve the conflicts among the employees and increase their competency skills. Meetings and discussions are effective when the manager has to address the entire workforce for a single concern, for instance the employees may not be happy with the introduction of some new HR policies and are unwilling to work. The HR manager would make them understand the significance of the policy and how it could be beneficial to them. Counseling sessions are deployed by the manager when an individual or a group has some conflict. For instance, an individual is depressed because his family member is suffering from a sickness and is not able to perform at bank. The HR manager may offer his support by giving him flexible working hours and showing his concern for his loved ones. Standard and Measurement Indices Standard and measurement indices help to evaluate the performance of an organization. Qatar National Bank has implemented effective policies to monitor and control the overall performance. The performance is monitored through key performance indicators. Key performance indicators help to evaluate the performance of employees by assessing their contribution to the organization (Parmenter, 2015). The bank has very strategically developed its key performance indicators to assess the performance of its employees. The HR manager regularly monitors the performance of employees and reviews their performance every six months as well as annually to assess their contribution towards the organization growth. Following are the KPI that bank uses to assess the employee performance: Customer Lifetime Value: Customer lifetime value helps to look at the longevity of the customers instead of quantity of customers and is an effective KPI for bank (Ekinci, Uray lengin, 2014). It is challenging to retain the existing customer instead of attracting new ones. According to marketing rule, 80% of the business revenue is achieved from 20% of the customers who are loyal to the company (Krasteva, Sharma Wagman, 2015). The sales officers and relationship managers are responsible for retaining the customer through excellent services. When HR manager evaluates the performance of the employees, he/she looks at the customer lifetime value instead of new customers. Sales Target: Every sales officer has sales target to achieve for every month. The manager reviews the target of sales officers to calculate their salaries and incentives. The employees receive incentives when they attain 75% of their sales. Customer Satisfaction: For a service based industry, customer satisfaction is of vital role. The employees of the company hold responsibility to satisfy customers through their dedication and going extra miles to achieve customer delight (Mahmoud Al-jazzazi Sultan, 2014). The company looks at the record of employees to assess their dedication and commitment towards the company. Performance Appraisals Performance appraisal helps to assess the performance of the employees and gives them the opportunity for their growth and career advancement. It helps the HR manager to assess the potential of the employees and provide them relevant feedback based on their past performance (Bernardin Wiatrowski, 2013). The manager is also able to identify the strengths, weaknesses, skills and core competencies of the employees and may offer them suitable roles and responsibilities through promotion and rotational jobs (Pulakos, 2009). The employees benefits from performance appraisal in form of compensation, incentives, promotion and other employee benefits (Cardy Leonard, 2014). Qatar National Bank reviews the performance of its employees on annual and mid year basis. The performance is reviewed to analyze the past performance of the employees and manage their track record for revision of their salaries and compensation. The HR manager of QNB revises the salary and pay structure of employees every year to assess whether the pay structure is in alignment with their performance and behavior. The manager reviews the track record of the employees while revising the pay structure and if the employee has been performing consistently over the past year and has made a great effort to contribute towards the success of the organization, he is appreciated for that through salary and pay structure revision. The employee may also be promoted for showing his consistency, dedication and great achievements. Further, there are other forms of appraisals including incentives, rewards recognition. One of the sales officers was awarded for handling the customer who lost his debit card on weekend. This motivated him to show his commitment and dedication in future. He was excited and thrilled to receive the reward for the company and even recommended others to join the bank for its amazing culture and practices. Further, when the sales officers achieve their deadlines and targets, they receive incentives for their hard work and dedication. One of the new sales officers was also given incentives when he achieved 75% of his target. Conclusion The report construes that Qatar National Bank has very effectively incorporated HR practices within its system to increase the performance of the employees. The company has effective recruitment system to source the best pool of talent. The employees are retained through banks employee engagement programs and retention policy. Further, the HR department also ensures productivity of the employees through its rewards and recognition system. Standards and measurement metrics of the bank ensure that the performance of employees is in alignment with the banks goals and objectives. Customer lifetime value and sales incentives are regularly monitored to assess employees performance. Further, the HR manager revises the performance of employees within every six months to give them performance appraisal through promotions and incentives. References Aguinis, H. (2013). Performance management (3rd ed.). NJ: Prentice Hall. Alias, N., Noor, N., Hassan, R. (2014). Examining the mediating effect of employee engagement on the relationship between talent management practices and employee retention in the Information and Technology (IT) organizations in Malaysia.Journal of Human Resources Management and Labor Studies,2(2), 227-242. Al-Masri, S. (2015). Nowhere To Go But Up: Hiring Practices In The Middle East. Retrieved from: Nowhere To Go But Up: Hiring Practices In The Middle East Bernardin, H. J., Wiatrowski, M. (2013). Performance appraisal.Psychology and Policing,257. Cardy, R., Leonard, B. (2014). Performance Management:Concepts, Skills and Exercises. London: Routledge. Ekinci, Y., Uray, N., lengin, F. (2014). A customer lifetime value model for the banking industry: a guide to marketing actions.European Journal of Marketing,48(3/4), 761-784. Krasteva, S., Sharma, P., Wagman, L. (2015). The 80/20 rule: Corporate support for innovation by employees.International Journal of Industrial Organization,38, 32-43. Mahmoud Al-jazzazi, A., Sultan, P. (2014). Banking service quality in the Middle Eastern countries.International Journal of Bank Marketing,32(7), 688-700. Parmenter, D. (2015).Key performance indicators: developing, implementing, and using winning KPIs. New Jersey: John Wiley Sons. Pulakos, E.D. (2009). Performance Management:A New Approach for Driving Business Results. MA: John Wiley Sons. Qatar News Agency. (2016). QNB Holds Ceremony for Employees Graduating from Management Program. Retrieved from: https://www.qna.org.qa/en-us/News/16040915480023/QNB-Holds-Ceremony-for-Employees-Graduating-from-Management-Program QNB Group. (2017). About QNB group. Retrieved from: https://qnb.com.tn/en/about-qnb.html QNB. (2017). QNB Mission. Retrieved from: https://www.qnbbank.com/about-us/qnb-mission Sung, S. Y., Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), 393-412.

Riordan Manufacturing Case Study

The performance of Riordan Manufacturing greatly depends on its ability to plan the capacity of production and effectiveness of its supply chain. Its facilities are located in San Jose, Albrany Georgia, and Hangzhou; moreover, this organization has to cooperate with a variety of venders. The Chinese division of the company produces electric fans that can be purchased by clients from different countries.Advertising We will write a custom essay sample on Riordan Manufacturing: specifically for you for only $16.05 $11/page Learn More In order to achieve growth and reduce operational costs, the management of the company should rely on the principles of lean production, in particular the need to decrease the level of inventory and optimize the process of manufacturing. Moreover, Riordan Manufacturing should focus on the time-efficiency of its operations and effective capacity planning. By acting in this way, they can improve their performance. First of all, t he company can estimate the demand for its product and plan its capacity on the basis of sales data collected within the span of several years. Moreover, this organization can obtain information from customers regarding their annual need for fans manufactured by Riordan. Nevertheless, the company also has to determine its demand for materials. Their major task is to keep the levels of inventory low while avoiding undersupply of stocks. This issue is particularly important because Riordan has to meet the timelines set by customers. It should be noted that Riordan requires various materials, but plastic polymers are probably the most important ones. One of the strategies that Riordan can adopt is VMI or Vendor Managed Inventory. This model implies that the supplier takes full responsibility for the timely delivery of plastic polymers. This approach can be successful, in those cases when manufacturers implement information systems that provide the suppliers with the information about t he quantity of materials that they should deliver. If this strategy is successfully adopted, Riordan decrease the amount of materials stored at their facilities and avoid delays. However, low levels of inventory are only one aspect that they should focus on. Secondly, lean production implies that the company can reduce the amount of time to manufacture and delivery the products to the customer. It should be noted that Riordan cooperates with a global courier FedEx and a local Chinese company. They deliver the fans manufactured by Riordan Manufacturing to clients.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The task of the company is to monitor the performance of these delivery companies, especially their ability to adhere to the schedules set by the clients of Riordan. This is another precaution that they should take. In this way, the management of Riordan Manufacturing can gain the loy alty of their customers who rely on the efficiency of the company. Additionally, the managers of Riordan should look at the steps that are necessary to manufacture a fan. People, who design the process of production, should reduce the movement of workers and equipment across manufacturing facility. The elimination of unnecessary procedures is another element of effective production, because it enables company to cut operational costs and improve time-efficiency. This is another step that should be taken. So, Riordan Manufacturing should focus on the following aspects as inventory management, effective work of supply chain, and production processes. These elements are critical for reducing the cost of manufacturing and time-efficiency of the company. The strategies described in the paper will help Riordan Manufacturing become more effective in terms of their organizational performance. This essay on Riordan Manufacturing: was written and submitted by user Brooke C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.