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Solvency and Liquidity in Banking - Similarities and Differences Free Essay Example, 2500 words

Liquidity includes cash, credit, and equity but in most cases, the use of credit is preferred by many organizations such as bank rather than cash. The reason behind this is because many financial institutions that do a lot of investments in many countries do prefer to carry the transaction using borrowed cash. Traditionally, many of the consumers who carried business transactions preferred credit cards rather than cash since they were concerned with interest rates that normally make the business or the firm to be stable in the market though liquidity is measured by the money supply in the country. In the United States, the Federal Reserve manages liquidity with the monetary policy tools, the most important tool that it normally uses is fed funds rate which is normally concerned with short-term interest rates. The use of an open market is another tool that is used. It affects the liquidity of the country, for example, when fed fund rate is low, then the capital is easily available to the banks and other financial institutions. Low rates in the United States are recommended since they reduce the risk of borrowing because the return of the fund must be higher than the interest rate (Bucay and Rosen 15). We will write a custom essay sample on Solvency and Liquidity in Banking - Similarities and Differences or any topic specifically for you Only $17.96 $11.86/page

Leadership Styles in Professional Nursing Armon Copeland Chamberlain Free Essays

Leadership Styles in Professional Nursing Armon Copeland Chamberlain College of Nursing 351: Transitions to Professional Nursing Spring Term 2011 Introduction Leadership in the 21st century has been redefined. As leaders we provide the voucher and guidance to begin the journey, while the managers are the ones who drive the team to the destination. Leadership is something you know when you see it, but is very challenging to describe. We will write a custom essay sample on Leadership Styles in Professional Nursing Armon Copeland Chamberlain or any similar topic only for you Order Now Leadership development in the nursing profession is important because it directly impacts the care that is delivered to patients. It is critical that the entire senior leadership have the self-same vision or mental image of what the organization intends to aim for as structure, management and organization in terms of changes for a solid foundation. Leadership Leadership is a blend of personal characteristics, abilities, strategies, and circumstances that enable a leader to influence individuals and organizations to accomplish a goal. Although there is no single formula for becoming a successful leader, some common elements include self- confidence, courage, a clear vision of the goal and how to reach it, the ability to clearly communicate the goal as well as strong personal commitment, and the ability to inspire trust and respect among followers. Leadership differs from management in that leadership is a combination of personal qualities and abilities whereas management is a process. Leaders are more likely to be effective when they use the management process to achieve goals. Managers are more effective when their actions demonstrate leadership qualities; thereby earning the respect and trust of those they manage (Hamilton, 1996). Styles of Leadership Transformational and Transactional leadership styles are two very different methods of leadership in the nursing profession. This paper will compare and contrast these two leadership styles and support that transformational leadership style encourages quality care, job fulfillment and improved patient outcomes. The traditional authoritarian style of leadership the top-down directive approach has largely been replaced with a more democratic and/or participative style, which involves such collaborative behaviors as consulting, discussing, cooperating, or negotiating. No one style is effective for all situations, however, so flexibility is important. For example, an authoritarian approach may be the most effective in dealing with acute situations when decisions must be made and implemented quickly. Rapid technological growth, increased diversity in the workforce, and growing complexity within organizations has led to changes in the way effective leadership is defined. Leadership researchers and theorists define good leadership as â€Å"future-oriented rather than present-oriented and as fostering followers’ commitment and ability to contribute creatively to organizations† (Eagly, 2007). Political scientist James McGregor Burns (1978) described this type of leadership as transformational leadership. Transformational leaders establish themselves as role models by gaining followers’ trust and confidence. They establish the organization’s goals, plan how to achieve the goals, and innovate. As Eagly (2007) explains, â€Å"Transformational leaders mentor and empower their subordinates and encourage them to develop their potential and thus to contribute more effectively to their organization. † Researchers also describe a more conservative type of leadership as transactional leadership, in which leaders establish exchange relationships with their frontline employees. After clarifying objectives and subordinates’ responsibilities, transactional leaders reward those who meet objectives and correct them when they fail to meet objectives. The word politics is a loaded term, heavy with images of shady characters in smoke-filled rooms, wheeling, dealing, and often stealing. But politics is really a neutral term. According to Policy and Politics for Nurses, â€Å"Politics means influencing, specifically, influences the allocation of scarce resources. Politics is a process by which one influences the decisions of others and exerts control over situations and events. It is a means to an end† (Mason et al. , 2002). Becoming influential is something that can be learned, and it has as much to do with attitude as with behavior. Both aspects are necessary (Sullivan, 2004). Becoming influential includes such skills as understanding power and how to use it, communicating effectively, understanding the political process, and dealing with difficult people and situations. Conclusion â€Å"Work hard, play by the rules, be nice, be polite, hold yourself accountable and you will get ahead. Our mothers were right, up to a point. Taking that advice, you do get ahead and your hard work is rewarded until you hit the glass ceiling. Or, as one physician called it, the â€Å"gauze ceiling. † Being the best at what you do is not enough to break through the gauze ceiling into positions of leadership. It’s not enough to have clinical skills; you need political skills as well. Leaders make a difference in their world by influencing others to support the leader’s vision or cause. To make a difference, you need political skills. Everything is political in the work environment, professional organization, community, and government. References Hamilton PM. (1996). Realities of Contemporary Nursing, 2nd ed. Menlo Park, CA: Addison-Wesley. Eagley AH. (2007). Female leadership advantage and disadvantage: Resolving the contradictions. Psychology of Women Quarterly 31:1–12. Mason DJ, Leavitt JK, Chaffee MW. (2002). Policy and Politics in Nursing and Healthcare, 4th ed. Philadelphia: Saunders/Elsevier. Sullivan EJ. (2004). Becoming Influential: A Guide for Nurses. Upper Saddle River, NJ: Pearson Education. How to cite Leadership Styles in Professional Nursing Armon Copeland Chamberlain, Essay examples

Strong Corporate Social Responsibility Serves - MyAssignmenthelp

Question: Discuss about the Strong Corporate Social Responsibility Serves. Answer: Introduction: The National practices strong corporate social responsibility serves as the guidance to the policies on managing employee by the HR. They help in giving the employee equal opportunity that helps them to do the jobs providing opportunity to all the students, single parents and mature aged workers thereby helping them to sustain the jobs on the long term basis (Armstrong and Taylor 2014) .The Company shall devise plans so that the company is able to measure the performance of the employee and this is crucial for the development of the work force. The Human Resource Management plan which focuses on the managing of employee performances on the following points: In order to manage the employee performance, of the organization the HR plan strategies and policies for measuring and monitoring the plans. It helps in the improvement of the companys performance. The performance is measured in the form of excellence, and setting measures for improvement. This helps in making decisions regarding the compensation, training and promotions. The boarding and training programs will be designated so as to be in line with the corporate governance. The HR is someone who is a specialized trainer competent to recruit the personnel and run the business operation. They focus is on recruiting the local talent and to integrate the practices, system and procedures so as to meet the conditions. The HR helps in providing the role of maintaining the workforce. The HR helps in the training and development. It helps in the on job and specific skill development thereby helps in the better customer care, leadership skills and communication and time management (Jackson, Schuler and Jiang 2014). Employee involvement is all about making such an environment for the employee who is empowered so that they can take decisions regarding their jobs. The employees are managed so that they are empowered so that they can take actions for their jobs. In order to perfectly manage the employee, it is important that they can take decisions relevant to their jobs. It is important that the organization is able to retain the employees is creating an environment in which ownership and commitment and fosters an environment to make the employees motivated. The company shall also make performance appraisal in such a way so that there is systematic evaluation of an employees performance. These overriding purposes of the performance appraisal help improvement in motivation among the employees and thus increase their self-esteem. One of those tools used by the companies is the psychometric testing required for promotion decisions and individual development plans put in place .In some of the countries it is legally mandatory to screen the candidate during the selection process so that everyone gets the equal opportunity. Today the multinational recruit the people from different National, thereby focusing on psychological wellbeing, dominance, critical thinking and assertiveness (Messersmith and Wales 2013.). In order to retain the employees it is important that they get sufficient benefits and rewards beyond their salary. It is important to reward and motivate the candidate in addition to the salary so that all the candidates are motivated in giving their performance. Besides the remuneration it is the benefits and compensation given to the employees which shall be clearly coordinated by the HR and properly given to all the employees. The rewards include the commission, salaries, perks and rewards. The HR consultant sees that the business is able to maximize the budget by determining the particular positions to be filled up by the employees, and the particular function which can be outsourced. Thus the consultant is able to review the pay scale; they are also providing benefits to the fianc department (Shields et al. 2015). Stage 3 positions for manage employees performance In order to roll out the Singapore stores, The National practices strong corporate social responsibility has human resource management plan to on board Singaporean staff in their store. At the stage three level of managing the employees of store, they plan to recruit people as a part of their HRM plan so to enable them to do the work appropriately. They have applied the theory at the third stage to manage employee performance thereby they have given opportunity to all the people. They are able to gain advantage by giving employment to all the people including the students, single parents, and disabled and even to mature old aged people so that they can work by themselves. There are three positions for employment in this stage three, firstly, employment to the position of retail assistance is around one eighty people. Secondly for the position of checkout operators are around sixty people. Thirdly, the position for security and loss prevention officer is twelve. This will help in gett ing jobs to all the people in the oganization References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.Academy of Management Annals,8(1), pp.1-56. Messersmith, J.G. and Wales, W.J., 2013. Entrepreneurial orientation and performance in young firms: The role of human resource management.International Small Business Journal,31(2), pp.115-136. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.