Placed on the Waitlist

Placed on the Waitlist May 31, 2013 Curious to know how many students were placed on the waitlist at a particular highly selective university? Weve got the data, with a hat tip to The New York Times' The Choice blog, to answer your questions. At Yale University, 1,001 students were placed on the waitlist. At the University of Pennsylvania, 2,800 students were placed on the list. Stanford University put 814 applicants on the waitlist, while Princeton put 1,395 students on the list. And how about Middlebury College? They put 1,641 applicants in limbo. Johns Hopkins? 2,069. Shame on Middlebury and Caltech for placing students on waitlists that they apparently have no intention of admitting students from. We at Ivy Coach dont think thats right. Emory University put 4,113 students on the waiting list. Thats a lot of students in limbo! Dartmouth College put approximately 1,000 students in between acceptance and denial. The California Institute of Technology put 550 applicants on the waitlist, while Bates put 8 students on the list. Thats right. Only 8. Youd have to like your chances a whole lot better at Bates than at Emory, simply based on the statistics, right? Barnard College has 1,207 students in limbo this year, while Babson College has 1,436 students on the waitlist. Now does that mean that all of these universities intend to admit students off of their waitlists? Youd think so. Or at least youd think theyd say as much for PR spin. But not all of these universities said they plan to admit students off of their waitlists. Caltech apparently has no intention of going to its waitlist. Thats a little weird to put people in limbo with no intention of going to their waitlist? We at Ivy Coach do not approve. Peal the bandaid off if you have no intention of admitting a student, Caltech! Its just not right. Middlebury is also in this boat as they have no intention of going to their waitlist either. Come on, Middlebury show that you have some heart. Anyhow, have a question on college waitlists or what to do in the hope of getting out of limbo? Let us know your questions by posting below!

Frameworks of study and variables in the economy - Free Essay Example

Sample details Pages: 9 Words: 2620 Downloads: 5 Date added: 2017/06/26 Category Economics Essay Type Narrative essay Did you like this example? Hypothesis Development The importance of corporate governance for Asian countries was emerged in1997 when a financial crisis in Japan was expanded to the countries in Asia pacific region (Sueyoshi, Goto, and Yusuke, 2009). Since many researches were conducted to explore the relationship between corporate governance and company performance in Asia along with the USA. However, as mentioned before, one of the most important issues in corporate governance discussion is agency problem (Shakir, 2006) and it means when ownership and management team are separately from each other, agency problem will show its effects. Don’t waste time! Our writers will create an original "Frameworks of study and variables in the economy" essay for you Create order This situation was explored in Zhuang, Edwards, and Capulong study (2001). They tried to find the effect of monitor managers and to implement control; therefore managers act in the best interest of companies owners (shareholders). According to Dalton, Daily, Ellstrand and Johnson (1998) agency problem is the most identified theoretical perspective which is explored in corporate governance studies. However, according to Bebczuk (2005), corporate governance can affect companies performance because of agency problem which is a result of an inconsistency of interest between shareholders and management. Hence, Bebczuk (2005) study went through the Argentinas companies to explore the role of corporate governance and its effects on corporate performance. Some of other researchers who worked on this relationship were Chen (2005) in Taiwan, and Che Haat et al. (2008) in Malaysia. Therefore, based on the priors study, the first hypothesis for this study can be developed as bellow: There is a significant relationship between corporate governance and performance of the Malaysian listed companies. In term of capital structure there are few studies not only in Malaysia, but also elsewhere that their purpose is to explore the corporate governance and capital structure. As a recent effort, Saad (2010) explored the commitments level of Malaysian listed companies to code of corporate governance in Malaysia; then, the effects of these commitments on the capital structure was examined. Existing the relationship between corporate governance and the capital structure was proved in Saad (2010) study. Priors to Saad (2010) study, Bhagat and Bolton found relationship between corporate governance and capital structure between companies in the USA. Following the previous studies, in this study the second hypothesis is defined as bellow. There is a significant relationship between corporate governance and capital structure of Malaysian listed companies. Sample Selection To achieve the best results, the companies listed in Bursa Malaysia were selected to find their level of commitments to the corporate governance code in Malaysia, and the effects of these commitments on their performance and the capital structure decisions. Secondary data will be used in this research and Bursa Malaysia website and companies annual reports can be sources of data for this research. This research will choose listed companies randomly from main and second board of Bursa Malaysia and financial firms and banks will be excluded as they have different natures and policies. Data Collection Different authors have different opinions and offer different guidelines for the appropriate number of sample size in multiple regression. Stevens (1996, p.72) says that for a social science research, about fifteen samples for each independent variable should be used to achieve a reliable equation (Pallant, 2005, p. 142). Hence, based on Stevens opinion, as this research has 3 independent variables, 45 samples can be enough for this research. Elsewhere, Tabachnick and Fidell (2001, p. 117) recommend a formula for sample size calculation and state that number of samples should be more than 50 + 8 * IV (where IV is number of independent variables). Therefore, 50 + 8 * 3 = 74 samples are enough for this research. However, this research employs G*Power 3.0.10 to calculate the sample size and according to the results of this software, as this research has three predictors including one independent variable and two control variables and the study will use Multiple Regression from F-Tests g roup, to achieve the desired results with error probability = 0.05, Power (1- error probability) = 0.95, Effect size = 0.2, sample size will be 90 and with this sample size, the actual power will be 0.950306. The output is shown in the following table. Effect size 0.2 Noncentrality Parameter 18 error probability 0.05 Critical F 2.710647 Power (1- error probability) 0.95 Numerator df 3 Number of Predictors 3 Denominator df 86 Total Sample Size 90 Actual Power 0.950306 Table3.5: G*Power results In figure 3.1 Total Sample size is drawn as a function of Power of the test and as shown with 90 sample size, power of the test reaches to 0.95 which is the desired amount for this research. Figure 3.2 draws as a function of total sample size and as shown, = 0.05 achieves with 90 sample size. Furthermore, the following figure (Fig 3.3) draws both of and power as functions of total sample size and as shown they crosses each other with 90 sample size. Therefore, the sample size of this research will be 90 companies that will be chosen from Bursa Malaysia website randomly. Measurement of Variables Independent Variables Researchers apply a conduct test to investigate effect and cause connections; it means that they arrange an experiment in order that changes to one entry lead to something else to differ in an unsurprising method. These modifies in quantities called variable. Term of variable can refer to any trait, factor, or condition that can be in various amount or types. The independent variable is the one that is varied by researchers in order to have a fair test or a good experiment. As shown in the figure 3.1 the corporate governance is the independent variable in this study. Corporate Governance: Although this variable is used in all previous studies with corporate governance base, all these studies used different methods to measure corporate governance such as Gov-Score (Brown and Caylor, 2004), GMI (Bhgat and Bolton, 2008), etc as mentioned in the literature review chapter. This research adopts Bebczuk (2005) method to measure corporate governance practices in the firms. Hence, Transparency and Disclosure Index (TDI) is used as an index to measure the corporate governance. In line with Bebczuk (2005) study the structure of TDI are demonstrated based on table 3.1. The TDI is used, in order to determine the strength of firms corporate governance. TDI is relied on public information of firms on their annual reports, and reveals the standard of transparency and disclosure in a corporation. TDI includes 25 binary items which can discover a wide range of corporate governance issues. The binary will be equal one if a firm acts based on the code of corporate governance, in contrary, it will be zero. The TDI are divided into three sub-indices. They are Board, Disclosure, and Shareholders. Board is measured the structure, progresses, and compensation of the board and top management members. Disclosure is measured to what extend the firm annual reports release corporate facts to the external shareholders. Shareholders is measured the superiority and value of data and information in related to alternative shareholders. To understand the TDI and its aspects, the study provides operational definitions of TDI items. Table 3.1 presents these operational definitions. Table 3.1: TDI items explanation Manager and director fees Usually firms publish only total amount of their managers and directors fees and knowing of each directors fee is not possible. However, the best corporate governance practices is publishing each director and managers fee separately. Hence, the value of this item for a firm will be one if the firm publishes the exact amount of its managers and directors fee. The information related to this item usually can be found in remuneration part of the annual report. Form of manager and director fee payment Each company pays its managers and directors by many ways and the best corporate governance practice is disclosing all payment forms that the company considers. For instance, it includes basic salary, fees, bonus gratuity, fees subsidiaries, allowance, employers EPF, Benefits in kind, stock options, stock. As a matter of fact, some companies divide the payment forms only in few categories and shareholders and investors do not know the details. Hence, the value of this item will be one if the company publishes all form of payments to managers and directors, otherwise, it will be zero. This information usually can be found in the remuneration part of annual reports or in financial statements. Information on whether manager and director fees are performance-based Performance-based fees can be a method to decrease agency costs and the companies that want to follow the best corporate governance practices publish this information and mention whether their manager and directors fees are tied to their performance or not. This information can be found in directors remuneration part of annual report. Bio of main company officers/ Bio of directors These items disclose vary information about board. Age, race, education, years commitments with firm, information about directors in board. Financial Indicator for last five years Some of companies publish details of their last five years financial information and some companies only publish some of key financial indicators. Others do not give any information about their past financial statements in the current annual reports. Calendar of future events The lack of information about future events of companies will be disclosed through this item. If the company publishes the calendar of its future events this item will be one, otherwise zero. English-translated corporate website If the company has English-translated corporate website this item will be one and if it provides the information only in Malay or Chinese language it will be zero. Strategic plan and projections for the following years In todays competitive world, all companies must have details strategies and plans for future and usually they publish a brief of them in outlook and prospects parts of the annual reports. Some companies only gives a short review of the future economy and some publish detailed information about their companies strategies to encompass with the future challenges and use opportunities. Details on the appointment process of new directors Some of companies publish this information in a separate part which is titled Appointment procedure and some only mention a few lines in the nomination part of the annual report. Unfortunately, some of the firms dont publish anything related to this item. Therefore, this item for companies that follow the best corporate governance practice will be one, otherwise zero. Details on attendance of minority and controlling shareholders at shareholders meetings If the company keeps and publishes information related to minority and controlling shareholders in Annual general Meeting this item will be one; otherwise, it will be zero. Report of the external auditor Based on regulations all companies should put their auditors report in Annual Report. Therefore, it is expected that all firms get one for this item in Malaysia. Details of corporate ownership (principal shareholders) According to the listing requirement for Malaysian corporations, they should expose data and information associated to their shares and major shareholders. Malaysian companies respect to this law and it is expected that all companies that have been listed on Bursa Malaysia get one for this item. Type and amount of outstanding shares According to the listing requirement for Malaysian corporations, they should expose data and information associated to their shares and major shareholders. Malaysian companies follow these regulations. Hence, it is expected that all companies that are listed on Bursa Malaysia get one for this item. Dividend policy in the past five years If a company publishes its gross dividend, net dividend, or dividend per share for the past five years in its current annual report, this item will be one; otherwise zero. Projected dividend policy for the following years The information of this item can be found in Dividend part and some of companies reveal the following years dividend policy in the current annual report. As a matter of fact, informative more data about dividend policy can lead to raise investors confidence and convince them for more investment. Dependent Variables Researchers will focus on dependent variable in order to observe how this variable reaction to the change made to the independent variable. The value of dependent variable is the result of independent variable, and depends on independent variable too. Performance and capital structure are dependant variables in this study. It means this study will examine the effect of the independent variable, as mentioned above; on the performance and capital structure. Performance In order to measure the performance of firms, this study adapts measure used by Wei et al. (2000), Bebczuk (2005), and Bhagat and Bolton (2008). Performance is measured using different proxies as stated bellow: Return on Assets Bhagat and Bolton (2008), Wei et al. (2000), Aman and Nguyen (2008), Bebczuk (2005) Tobins Q Aman and Nguyen (2008) Return on Sales Bebczuk (2005) Wei et al. (2000) Return on Equity Bebczuk (2005) Table 3.2: performance In order to clarification each item, a briefly explanation is necessary as bellow: Return on assets: net income/ total assets Return on assets (ROA): Earnings before interest and taxes to total assets. Return on sales (ROS): Earnings before interest and taxes to sales. Return on equity (ROE): Earnings before interest and taxes to total equity. Tobins Q: The market value of a firms asset divided by the book value of its assets. Capital Structure Capital structure is measured by using the ratio of debt to assets. This measure is used by prior studies as Bebczuk (2005) and Bhagat and Bolton (2008). Debt to Asset Bebczuk (2005), Bhagat and Bolton (2008) Table 3.3: capital Structure Control variables To increase the reliability of the findings, the study considers firm size and firm growth as control variables. Although it is believed that size may create negative influence in a condition that size is related with the prostration of growth occasions, it defiantly have a positive effect on every occasion that size is associated with more diversification, superior economies of scale and scope, more management, and less rigorous financial restraints. Moreover, sales growth is a proxy for the product demand faced by the firm and its productivity. The firm size is measured as total assets ( logarithm of total assets ) as measured by Bebczuk (2005) and Chen (2004). Firm growth, on the other hand, is measured by a percentage of sales growth (Chen, 2004; Bebczuk,2005). Size Ln(assets) Logarithm of the companys total assets Growth Sales Growth Percentage sales growth Table 3.4: Control Variables Data Analysis Techniques This study employs Statistical Program for Social Science (SPSS) 18.0 for analyzing the data. After data collection and entering data into SPSS data sheet, two types of analyses are used to achieve the goals of the study. First, descriptive analysis is used for each variable. For instance, each item of TDI index which is the independent variable will be studied in details and by a descriptive analysis, the study wants to know how many percent of companies in Malaysian stock exchange market follow the best corporate governance practices. The result of this part will be a good guideline for firms that want to improve their corporate governance practices and also they can compare themselves with other companies and the mean of the market as well. Moreover, descriptive analysis is employed for dependent and control variables and the mean, standard deviation, frequency, and percentage of frequency of sectors, industries, size of firms, sales, and etc. of each company is achieved. In the second step of the analysis, the study tries to test the hypotheses of the research. For the first hypothesis which is finding the effect of corporate governance practices on the firms performance, three analyses are used which are correlation, ANOVA, and Multiple Regression. The aim of correlation analysis is to know there is any significant positive relationship between corporate governance practices and firms performance and then by ANOVA, the study wants to know whether this independent variable could use to predict the dependent variable or not. And finally, by regression analysis, an equation will be achieved and by R-square and coefficients, the results can be interpreted in details. The same analyses are used for the second hypothesis as well which is to study corporate governance practices can affect capital structure policies significantly or not. Therefore, again by correlation, ANOVA, and regression analysis this hypothesis will be tested.

Emergency Custody Through C P Of Ryan - 754 Words

On June 20, 2014, the Department obtained emergency custody through CP of Ryan due to neglect by mother Heather Martin. Mother was arrested by Burlington Police on 6/16/14 for larceny; shoplifting and three counts of receiving stolen property. Heather was taken to at MCI Framingham. The family was placed in a hotel through Department of Transitional Assistance. It was against the hotel policy for children to be left in the hotel unsupervised, and Ryan and Bria were staying alone in the room for five days. This was deemed concerning for the two children to not have an appropriate caregiver. When the Department was made aware of the situation father Brian Scopa s whereabouts were unknown to the Department. Family members were contacted that could possibly take the children in. However, uncle Stephen Martin, aunt Cindy Fiore and Grandmother Carroll Clinton were unable to do so for various reasons. Given that there were no family members to take Ryan and Bria in, the Department placed th em in a temporary Hotline foster care placement from the 6/20/14 to 6/23/14 until a more suitable living arrangement was made available. On 6/23/14 Ryan and his sister were placed in a kinship home of a family friend. DCF PLACEMENT HISTORY: Placement type: Start Date: End Date: Departmental Foster Care 2/17/2010 5/27/2010 Departmental Foster Care 6/20/2014 6/22/2014 Departmental Foster Care 6/23/2014 Present CURRENT PLACEMENT: The Department placed Ryan in anShow MoreRelatedBlack Lesbian And Gay Families7002 Words   |  29 Pagesto ban same sex marriage, two studies examined personal reports from LGBT adults and their families and found significant indicators of distress. 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Bereavement of the Lion Keeper free essay sample

What are your thoughts and feelings as you read this poem, and how do the words of the poem make you respond in this way? The poem the ‘Bereavement of the Lion-Keeper’ explores the intensity and intimacy of a relationship between a lion and his keeper while also portraying the challenges of dealing with death and abandonment. The keeper faces a transition in his identity following his lion’s death, a sense of abandonment and an unwelcoming and cold world outside of his comforts with the lion. The poet explores the intensity and closeness of the keeper and lion’s relationship throughout the poem while portraying the respect the keeper has for the animal. The egalitarian relationship of keeper and animal comes through clearly in the line ‘just keepers and captives’. The alliteration of the words ‘keepers’ and ‘captives’ displays the equality between the two characters, portraying them as companions rather than dependents. This is the first idea introduced in the poem and is clearly emphasized in the first line itself ‘Who stayed, long after his pay stopped’. The line highlights the way the keeper regards the lion as more than part of his job and develops a very close bond and attachment to it. Through writing of the small detail and attention with which the keeper attends to the lion’s needs, the poet portrays the extent of the relationship between the characters as seen in the line ‘cut it small to feed him, since his teeth were gone. The simplicity of the statement ‘teeth were gone’ not only shows the lion’s ageing but also insinuates that the keeper does not want to face the reality of the situation and almost skims over the fact that his lion is growing old. Furthermore, we see how ironically, the keeper treats his lion like a baby while he is dying. Not only does the poet convey the intimate relationship of the characters, he also displays the way it forms the keeper’s identity. The poet portrays the lion and the keeper as one entity through the line ‘growing old together’ displaying the companionship and intimacy between the two characters. Because of this, when the lion dies, the keeper loses this sense of belonging and homeliness, becoming an ‘old man’ in the last stanza of the poem in contrast to the ‘lion-keeper’ in the title. The word ‘who’ appears as the first word of each stanza symbolizing the emptiness of the keeper’s identity while he transitions from ‘keeper’ to ‘old man’. We also see how the poem changes from past to present tense in the final stanza signalling the keeper’s sudden realization that he is alone and pulling him back from his comforting memories with the lion. Furthermore, the poet suggests the lion will always be a significant part of the keeper’s life through the final line of the poem where the keeper sees himself ‘without a lion. ’ This line represents the keeper’s unwavering devotion to the lion, as he continues to link himself and his life to the creature even when it is dead. The poet heightens this sense of a loss of identity and comfort by portraying the world outside of the zoo as evil and suggesting the keeper has been abandoned. The poet portrays the outside world as cold and unwelcoming through the fact that the keeper ‘begged for meat in the market-place’. The word ‘begged’ insinuates he is inferior to the outside world while the alliteration in the line juxtaposes the noise and activity of a market place through the soothing ‘m’ sounds which parallel to the comfort of the keeper’s inner world with the lion. We see alliteration signalling the affection of lion and keeper again through the phrase ‘curled close to him wrapped in his warmth’. The similarity of sounds in the line represents the closeness of the relationship while also giving it a pleasant and peaceful feel. However, this is contrasted with the ‘bombs [falling]’ outside, again contrasting the tranquillity of the keeper’s world with the lion to the chaos and danger of the separate world outside. The poet also uses hot and cold imagery to portray this difference. The warmth of the lion is juxtaposed with the way the man ‘walk[s] out of sunlight’ in the final stanza after the lion has died. This again symbolizes the man walking out of his comfort into the inhospitality of the city. The lack of description of the city suggests it is unwelcoming and one is unable to ‘belong’. The poet also uses stanzas to shift between the keeper’s inner and outer world alternating between the two with each stanza. The abandonment of the keeper and the coldness of the outside world sustain a powerful message for the reader regarding the attachment and selflessness we have for loved ones as well as the inevitability of death. The line ‘elderly lions were not immortal†¦ it was bound to happen’ portrays the lack of control we have over death. The pronoun ‘it’ signifies the ambiguity of death; however, the use of the word ‘immortal’ encourages positivity by merely looking at death as the alternative to immortality rather than as something of despair and loneliness. The poet also arouses compassion and sympathy in the reader through his portrayal of the intimate and unique relationship between lion and keeper through the lines ‘who knows no way to let go of love’. The phrase suggests the keeper must deal with much more than the death of a creature; he must learn to release his attachment to the strong bond between himself and his lion. In this poem, the poet explores the struggles of a lion-keeper dealing with his burden of attachment to his lion once it has passed away. The poet portrays an extremely close and affectionate relationship between the two creatures, one that far surpasses what a lion-keeper’s job entails. The lion-keeper must struggle with losing this bond and hence losing his identity only to be faced by a cold, inhospitable world in contrast to the warmth and comfort within the zoo. The poet sustains these powerful emotions of devotion, loneliness and abandonment to leave the reader with the realization of the inevitability of the death and the power of strong relationships.

War for Talent

Introduction The global economy has significantly expanded within the last decade. Human resource managers, business leaders, and other entrepreneurs at large have found it increasingly challenging to recruit new and skilled workforce in their business institutions.Advertising We will write a custom essay sample on War for Talent specifically for you for only $16.05 $11/page Learn More These business organisations need skilled employees for critical entrepreneurial processes such as decision-making and strategic planning in order to gain competitive advantage in both local and global markets. However, the gap between the need for skilled workers and available employment positions is seemingly becoming a challenge for many business organizations around the globe. This phenomenon has crowned into a war for talent that has challenged the accomplishment of goals and objectives for many businesses and organisations. This paper provides insight to the extent t o which war for talent has become both a local and global challenge for businesses and organizations. The Global War for Talent Numerous researchers have unveiled that many organisations, especially in America, Nordic region, and Asia, have gradually fallen short of competitive talents (Chambers, Foulon, Handfield-Jones, Hankin, Michaels 1998). The world underwent an immense revolution in terms of technology during the last decade. Apparently, technology has led to the expansion of businesses and the invention of new ones. As a result, many companies have sprouted within this technological revolution leading to new brands in the market. However, Klein (2013) claims that there is no adequate professional talent to fill the labour gap that is associated with this nature of organisational dynamism. There is an increasing demand for expertise knowledge about a variety of professional dimensions such as information and technology literacy, free and private enterprise skills, strategic p lanning, and international shrewdness (Chambers et al. 1998). Lately, due to the aforementioned trend of events, multinational companies have begun to seek talents from foreign countries where quality education is highly regarded. In their research, the authors note that the shortage of talents in business organisations has forced some executive directors to serve an increasing number of companies in their career life.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This situation is due to the urge for companies to seek the best business leaders to manage their companies. According to Chambers et al. (1998), many companies extend less weight to the practice of nurturing talents within their business organisations. Global Leadership Many multinational corporations across the globe have championed to secure the world’s best business executives to lead their businesses (Ju 2013). There is a need for organisations to maintain competitive leaders in order to improve their bottom lines. Despite the urge for highly qualified professionals, many human resource managers of contemporary business firms face a hard time in search for brilliant talents from the twenty-first century generation (Larkan 2009). Due to competition and emergence of new markets for products, leaders of these business firms have to recruit professionals to take charge of the managerial jobs. However, the human resource managers meet the recruitment of business executives with the possibility of unforeseen shortcomings of taking on under qualified individuals, masked in volatile skills and knowledge about their anticipated responsibilities (Martin 2013). Furthermore, international firms have to persevere costly hiring of executives due to extreme competition, especially in emerging markets. According to the authors, the emerging markets have more war for talent than the developed markets. The quali ty of the products and size of the market depends on the expertise knowledge of the employees. The author unveils that multinationals have lately found difficulties to recruit and maintain highly talented personnel in their business organizations. A survey conducted by Klein (2013) to investigate the confidence of employees in their companies indicated that 71 percent of business executives were confident that they would be retained in their current positions for at least two to three years. Aging Population and Global Demographics Researchers have attested that there an increasing gap between the number of aged persons who leave the workforce and the availability of new talents to occupy the vacant positions (Burkus Osula 2011). The authors project that the global aging population will rise from 10 percent to 20 percent in the next three decades. Such demographics trend reflects a tremendous decrease of skilled labour force.Advertising We will write a custom essay sample on W ar for Talent specifically for you for only $16.05 $11/page Learn More The growth economies entirely hinge on the magnitude and superiority of the available workforce. Therefore, the foreseen decrease in qualified talents will lead to loss of human capital in many multinational corporations that drive the economies of many nations, both in the developing and developed world. As well, such loss of human capital will pose a very serious risk for growing and emerging economies. The demographic patterns of the world have also changed variably in nearly every geographic region of the world. The major factors that have affected the demographic patterns include improved longevity, reduced birth rates, and governance laws on birth control. The above factors reflect a decline in the overall productive population in the next few decades (Spitulnik 2009). Further research has revealed that, if the demographic trend continues, there will reach a time when the elderly pe ople will have to remain in the workforce for considerably more years than today. The author reveals that several countries have changed the retirement laws for future economic security. For instance, China is the magnitude of local talents has reduced in the past five years due to higher retirement rates than the employment rates. The situation has forced employers to hire experts from other countries to supplement the low number of existing local workforce (Levy, Beechler, Taylor, Boyacigiller 2007). Skills Gap and Diversity Irrespective of the declining workforce, there is still an outsized worldwide population of both literate and illiterate people that does meet the minimum threshold for employment (Levy et al. 2007). The quest for tech-savvy workforce to take hold of technologically aligned employment positions in computing, information technology, and most engineering industries has created a questionable skills gap. The authors attest that there is a global shortage of tech nologists to take on employment in automated industries due to insufficiency of high-level technology skills. Moreover, the diversification of global business firms and industries has raised the demand for all-round workforce that can adjust to different business environments with little or no challenges. Workers participating in international business affairs have to acquire diverse proficiency skills in disciplines such as culture relations, information technology, linguistics, and general enterprise skills. Furthermore, contemporary multinational companies thrive in a world that is highly globalized (Larkan 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mobility of Talents Because of globalisation, Levy et al. (2007) reveals that most international regulations that govern emigration have been waivered to pave a way for business activities across the different spheres of the globe. The loosening of emigration laws has challenged individuals worldwide to venture into global labour markets. As a result, there has been mobility of talents from one country to another as individuals get employment both in mainland or overseas countries. Ng (2013) claims that globalisation has eased the process of hiring brilliant talents from foreign countries. In the aforementioned, China and Japan are leading examples in the importation of the labour force to fill in their employment gaps due to their state of declining productive population. Many researchers have posited that mobility because of the war for talent has led to elevated emigration rates (Levy et al. 2007). This phenomenon has resulted in â€Å"brain drain† for the majority of the talented workers who leave their own countries for employment in foreign nations. However, in a number of cases, some countries, especially in the Unites States, have encouraged the need for â€Å"talent flow†, contrary to â€Å"brain drain†. This practice has promoted the return of skills to home countries in order to boost local talents. Integration of Mobility and Global Talent Undoubtedly, mobility is an important business opportunity that many leaders highly prioritise. Ju (2013) speculates that the magnitude of globally mobile workforce will rise significantly in the next 5 years. There is a need for business leaders to integrate mobility and global talents in order to compensate for skill gaps. Multinational organisations have to develop new leaders and acquaint them with the necessary skills, knowledge, and experience to establish new markets. The importance of integrating mobility and global talents is to nurture future talents that can save the global economy from suffering enormous losses due to skill gap. In a survey conducted by Chambers et al. (1998) to seek opinions on global mobility, the authors revealed that 61 percent of the respondents perceived global mobility as a crucial strategy for developing their talents and life careers. Apparently, 38 percent suggested that progressive global mobility could become more important for multinationals if business leaders could give the idea much more weight. According to Martin (2013), business leaders need to understand the importance of integrating mobility and talents in an attempt to improve global talent competency. Development of Talents According to Klein (2013), there are potential recruits for diverse employment opportunities worldwide. However, the challenge of recruiting and retaining such potential employees is the biggest question from many organisations. Researchers have revealed that there is a global pool of university graduates, who bear unreliable expertise for industria l and/or commercial activities. As a result, some organisations have sought new ways of maintaining their personnel through talent development. For instance, McDonnell (2011) reveals the Asian case where leaders emphasize the development of employee talents more than in any other place on the globe. A survey conducted by Levy et al. (2007) revealed that over 60 percent of the companies in Asian countries reported less satisfaction experienced from the performance of new employees. As a result, these companies advocate for the development of employee skills in order to nurture and maintain their talents. This strategy builds the companies’ confidence in the performance of their employees, and thus enhances the need to retain them. Besides Asia, other countries such as China, India, Latin America, the Middle East, and Eastern Europe have recently embraced the development of talents for employees. Concisely, the development of talents develops the overall specialisation skills a nd experience of employees. Hence, it improves both personal and organisational performance (Spitulnik 2011). The Local War on Talent War for talent is not only a challenge at the global arena but also an impasse at the local level. Many local companies have also found themselves in the fight for skilled professionals to take on crucial managerial positions (Levy et al. 2007). The local companies are as good as the multinational corporations. While the multinational corporations rule the global economy, the local business firms and enterprises run the regional economy. A major challenge that faces the local companies is the mobility of talents to foreign countries. Many companies underpay their skilled workforce owing to varying economic status quos for diverse countries across the globe. Consequently, skilled workers seek better compensations from the global labour market. To a considerable extent, mobility deprives the local companies of competent talents. Ng (2013) confirms that there is improper coordination of local talents in many countries across continents. There is a misalignment of the education system with the employment sector. So many scholars graduate from local universities only to miss their career job opportunities due to unavailable opportunities for their pursued degree programme. Others end up in underemployment in very different sectors that do not match with their learned skills. Leaders of local companies have to develop and retain local talents in order to foster job specialisation and adequacy of the required skills. Conclusion The war for talent remains an inevitable practice for multinational companies. Local companies have no exception too. The competition for experts is the determinant for the accomplishment of organisational goals and objectives. Therefore, worldwide multinational companies will continue investing huge sums of their finances to facilitate the recruitment of talented workforce through rigorous examination of their skills and leadership abilities. In addition, the mobility of talents is an ever-growing phenomenon as companies seek talents from the best workforce developers of the world. China, in particular, is the world’s leading importer of talents due to its state of declining population. Researchers and policymakers have to deliberate on the best ways that companies could use in order to integrate global talents and mobility. Development of proper strategies and approaches to talent management is unavoidable for the success of both local and global businesses. Reference List Burkus, D Osula, B 2011, ‘Faulty Intel in the War for Talent: Replacing the Assumptions of Talent Management with Evidence-based Strategies’, Journal of Business Studies Quarterly, vol. 3 no. 2, pp. 1-9. Chambers, E.G, Foulon, M, Handfield-Jones, H, Hankin, M Michaels, G 1998, ‘The War for Talent’, The McKinsey Quarterly, vol. 1 no. 3, pp. 44-57. Ju, S 2013, ‘Global Talent War 2 .0: From â€Å"Hiring† to â€Å"Utilization†Ã¢â‚¬â„¢, SERI Quarterly, vol. 6 no. 1, pp. 79-82. Klein, S 2013, ‘If you want to survive the talent war†¦Ã¢â‚¬â„¢, Smart Business Houston, vol. 8 no. 7, pp.11-11. Larkan, K 2009, Winning the Talent War: The 8 Essentials, Marshall Cavendish Business, Singapore. Levy, O, Beechler, S, Taylor, S Boyacigiller, N 2007, ‘What we talk about when we talk about ‘global mindset’: managerial cognition in multinational corporations’, Journal of International Business Studies, vol. 38 no. 2, pp. 231–258. Martin, A 2013, ‘New War on Talent’, Leadership Excellence, vol. 30 no.9, p. 7. McDonnell, A 2011, ‘Still Fighting the ‘War for Talent’? Bridging the Science Versus Practice Gap’, Journal of Business Psychology, vol. 26 no. 2, pp. 169-173. Ng, T 2013, ‘The global war for talent: responses and challenges in the Singapore higher education systemâ€⠄¢, Journal of Higher Education Policy Management, vol. 35 no. 3, pp. 280-292. Spitulnik, J 2006, ‘Cognitive development needs and performance in and aging workforce’, Organization Development Journal, vol. 24 no. 3, pp. 44–53. This essay on War for Talent was written and submitted by user Yusuf Robinson 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.

Free Essays on Wicca, The Religion

According to (Larson), an estimated 9 million women and girls met death by fire between the years of 1300 and 1700 for practicing witchcraft. In the eighteenth century, 19 suspected witches were killed in Salem, Massachusetts. Despite such extreme countermeasures, the occult rituals of witchcraft are widely practiced today around the world (p. 464). Wicca is a religion that has been around for a long time. There are many different types of Wicca, but the background in all off them is the same. The more established and well-known Wiccans sects include; Gardnerian, Alexandrian, Faerie, Blue Star, Georgian and the American Welsh. Those who practice Wicca are called Wiccans. Wiccans are believed to be a cult that worships the Devil. The word Wicca can be defined as twisted, bent, or warped. Wicca is known for its back to nature religion that worships the sky and Earth. As noted on (Fortunecity), Wicca is a pagan religion containing traditions of England, Ireland, Scotland, and Wales. (Pagan religion family includes Druidism, Asatru, Egyptian, Greek, and Roman). The roots of Wicca can be traced even further back to Paleolithic peoples who worshipped a Hunter God and a Fertility Goddess. Cave paintings found in France (and dated at 30,000 years old) depict a man with the head of a stag, and a woman with a swollen, pregnant belly. They stand in a circle with eleven mortals. These archetypes of the divine are worshipped by Wiccans to this very day. The laws against Witchcraft were repealed in England, in 1951. Gerald Gardner was the first to come into the public eye with a description of what modern witches were practicing. In the writings of (Heart), Gerald Gardner took the helm and lead Witchcraft, or Wicca back from the shadow and into the light. His information came from the traditions of a coven called the New Forest Witches, and from Ceremonial Magick and the Cabballah. He began what is now called the Gardnerian Tradition ... Free Essays on Wicca, The Religion Free Essays on Wicca, The Religion According to (Larson), an estimated 9 million women and girls met death by fire between the years of 1300 and 1700 for practicing witchcraft. In the eighteenth century, 19 suspected witches were killed in Salem, Massachusetts. Despite such extreme countermeasures, the occult rituals of witchcraft are widely practiced today around the world (p. 464). Wicca is a religion that has been around for a long time. There are many different types of Wicca, but the background in all off them is the same. The more established and well-known Wiccans sects include; Gardnerian, Alexandrian, Faerie, Blue Star, Georgian and the American Welsh. Those who practice Wicca are called Wiccans. Wiccans are believed to be a cult that worships the Devil. The word Wicca can be defined as twisted, bent, or warped. Wicca is known for its back to nature religion that worships the sky and Earth. As noted on (Fortunecity), Wicca is a pagan religion containing traditions of England, Ireland, Scotland, and Wales. (Pagan religion family includes Druidism, Asatru, Egyptian, Greek, and Roman). The roots of Wicca can be traced even further back to Paleolithic peoples who worshipped a Hunter God and a Fertility Goddess. Cave paintings found in France (and dated at 30,000 years old) depict a man with the head of a stag, and a woman with a swollen, pregnant belly. They stand in a circle with eleven mortals. These archetypes of the divine are worshipped by Wiccans to this very day. The laws against Witchcraft were repealed in England, in 1951. Gerald Gardner was the first to come into the public eye with a description of what modern witches were practicing. In the writings of (Heart), Gerald Gardner took the helm and lead Witchcraft, or Wicca back from the shadow and into the light. His information came from the traditions of a coven called the New Forest Witches, and from Ceremonial Magick and the Cabballah. He began what is now called the Gardnerian Tradition ...

Innovation & Risk Assignment Example | Topics and Well Written Essays - 3000 words

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