Main HRM procedures that have contributed to the success of a company Essay

Google has implemented HRM procedures that have contributed to the success of the company. Google is a website company that allows visitors to search for whatever information they need at the click of a mouse. Google was able to attract the best talents. Most of its employees were Intelligent people The founders, Larry Page an Sergei Brin were both computer science graduates. They bought large terabyte memory disk to hide their data. The following paragraphs explain in detail how Google’s HRM policies were instrumental in having a zero percent employee turnover for. Also, the next part explains the nuances of change to the organization and its employees. Both Larry and Sergei established a company where employees would have a fun place to work in. The offices were decorated with lava lamps and painted with bright colors of the Google Logo, In fact, the employees were allowed to bring their pets to their workplace. The employees were given free snacks, lunch an dinner made by chef Charlie Ayers. In addition, they Google office snack rooms included a variety of cereals, gumi bears, cashew nuts. These were complemented with a variety of fruit juices, soda and cappuccino. Likewise, there were sports facilities like table tennis, a pool table and a roller skating hockey. The company had regular roller skater hockeys with its employees. Further, there were other physical activity facilities like the work -out gym, a variety of video games. Both Larry and Sergei implemented the open communication method within the organization. All its employees could freely talk directly with their managers or top level officers anytime. The employees were encouraged to eat at the company cafeteria so that they could mingle and make friends with other employees of the company. Larry and Sergei believes that allowing the employees around 20% of their time doing projects that they chose make the employees feel important and independent –minded. In addition, the employees would discuss any and all topics whether relating to their work in Google or just simply trivial things during their lunch breaks in the Google cafeteria. The serious topics discussed in the Google canteen during their lunch breaks included topics on how to topple the competitors, the employees were grouped into teams where the leadership rotates among its members. The employees had every right to fix things if anything goes wrong without having to pass through the red tape that other companies’ The motto that Larry and Sergei instituted to the employees is that you are the boss, Don’t wait to take the hill. Don’t wait to be managed. Both Larry and Sergei offered big mouth –watering incentives for people who want to work in Google that included Hot award winning technology, intelligent, fun, high energy teammates, Great culture and amazing perks that include massage therapy and free all you can eat snacks. Employees were also backed by two VCs and they had free gourmet lunches served daily, start up environment with excellent benefits, stock options where the employees could buy stocks and become one of the many owners of Google. The employees were also given ample work above average work stations. The company is strategically located in Silicon Valley in the United States. One enticing message that google says when it invites smart students from top universities to work for them is that their ideas will help make a difference in this world. Google hires employees with diverse skills and qualities. The company sought employees that had broad knowledge and expertise in computer science and mathematics. Also, employees that were hired had to be world class programmers. In addition, its employees had to be excellent in terms of communication as well as organizational skills. The employees had to be passionate with their work and are great colleagues. Also, the employees chosen to work in Google had to be at ease working in a high –energy, unstructured environment on a very small project team to create amazing products for people using Google every day. Also, the employees had to have diverse interests and skills. In addition, hiring an estimated thirty percent of the entire Google work force on a contractual basis thereby is saving the company in terms of fringe benefits expenses. Google placed their wanted employees ads in theatres only. In addition, Google asks their employees to recommend their relatives and friends to work in Google. Fifty percent of the new employees were recommended by Google employees. For, each employee will be given $2,000 for each employee admitted into the company that were recommended by them. In addition, the Human Resource Department contacted the University Professors to give them the names of their best and brightest students for possible hiring in Google. Likewise, Google organized programming contests with prizes that reach $15,000 in order to tap the best minds in the programming industry. This included the Code Jam programming contests. The above are only some of the reasons why there is a zero turnover of employees in Google. Need theories. The human resource department must place emphasis on developing a learning culture in its employees. It means that the employees would attend human resource department sponsored seminars on learning how best to accomplish one’s job tasks. For, there is an increasing need for employees to learn new process of doing their jobs. In short, there is an increasing need for good mental functioning that includes both intellect achievement and emotional stability in terms of job performance. For, as members of the workforce become more educated and more mature, there is a need for more information to be used in decision making in terms of passing the company benchmarks. For Human resource theory here shows that the learning culture of the employees will promote the concept that the employees can expect to work in a small problem –solving team that will produce high quality products in less time possible. Meaning, the company that rewards its employees for their innovations and creativity is the organization that will stand whereas all their competitors have dissolved( Gayle, 1990) . Many Human Resource specialists today will value the well –trained middle –aged worker but will view the employee’s ability to perform more. For, terminations are costly alternatives because the human resource department has to spend time and money training the neophyte employees that have will replace the terminated old employees. Companies spend lots of money on the training of new employees or the retraining of old employees on new company processes. For, human resource specialists are facing personal demands that could impede the employee’s work performance or impair the organization’s progress. Thus, human resource specialists will need skills to provide rehabilitation of employees who need them. This can be accomplished through the teamwork of all departments in the entire organization. For, as the world’s economy evolves, the organization must keep up with the competition. This can be done by continuously changing how products are produced in the company. Basically, the company must feed what the customer wants. Meaning, as the customer’s wants changes, the company must change its products to fill the new needs of the customers. In this regard, the middle aged employee is continually bombarded with new ways of producing finished goods. The old employees must either keep in step or be retrenched. For the current economy is world based and borderless. The human resource department must train the old employees how to be cope with the information overload that affects his work. For efficient productivity and sound decision will be needed to compete in the international economy. Thus, the Human resource department must address such issues as training, rewarding, economic security, task design, job responsibility, employee benefits, retirements and others. This is brought about by the new automation and new technology of the twenty –first century (Waskel 1991, 16) The human resource department must be more serious today in their recruitment and retaining of key employees. Mortorola used the production data of each employee as a basis for the retaining or retrenchment of employees. For, Motorola’s theory is to spend as little as possible on its employees ( Henkoff 1991, 76). In hiring a new employee, an applicant could be given an on the job simulation and asks what he or she could do to improve the current workplace situation. Also, many managers select a prospective employee based on predetermined by Work descriptions. Further, the companies must recruit the best from many applicants for a job. This is the process used by Merck and Hewlett –Packard (Denton 1992, 14) Job design theories. Many Human Resource people despite the definitions of the functions to represent the ordinality, the ordinality of this scale does not work well as the things and the data scales. For there are two qualitatively different types of interpersonal relationships represented in the scale of subjective and objective. There are self –serving helping, coaching, treating and mentoring functions that express an emphatic, caring dimension in an informal and formal work environment (Fine, and Cronshaw 1999, 48). Goal setting, The employees are currently graded based on a benchmark commonly termed as goal setting. And, all employees work towards a common goal which is the reaching of the organization benchmark. This benchmark boils down to generating profits. In this regard, employees may be enticed to buy shares of stocks in the company so that they will feel that they are employees as well as owners. Also, many employees work better at achieving goals if they are educated or trained on how best to accomplish their jobs. Also, better goal setting will result to goal achievement if communication and feedback freely flows from subordinate to human resource department as well as the employee’s head (Thomas, and Maxwell 2001, 47). Leadership theories Employees who are loyal to their company usually lead the other employees to be more loyal to the company through example (hard work, overtime, achieving of production benchmarks) These leaders believe in the philosophy and benchmark of the organization. These leaders believe that they see performance as an obligation in order for the entire organization to succeed. Employee attachment to such leaders will translate to commitment to the organization. (Grant 1990, 57). Organizational change comes in terms of cultural, structural, redesign of jobs, introduction of new working practices, changes to grading and remuneration systems and changes to the modes of control. Also, different organizations have different intensities and time lines for these changes (Preece, Steven, and Steven 1999, 67) . Change occurs when the way things are done have been replaced by a new company process. Change should be done if the change will give added advantage to the company. A very strong reason to change to a new process is when the new machine bought produces more goods than the current machines used. Likewise, change should immediately be implemented if the company feels that the new machine or process produces better quality goods than the current machine used. Change can be done by first making a feasibility study as to whether the new process or machine will be more advantageous to the company than the current machines or processes are doing. Normally, many of the old employees would fight any changes to be implemented by the company. For change brings with it the learning of new ways of doing things. On the other hand, the younger employees would love the new process or machine because it brings with it a new working environment. The young employees can easily learn new tricks and processes. Naturally, the new machine will cause lost of jobs because the people used to working to the replaced machines will have the same job. To deal with this, the company could retrench these old employees and pay them a separation pay. However, a better way would be to transfer these ‘jobless’ employees to another department in the company to do another job type. This is good if the employee can easily learn the new job. In addition change can be smoothly implemented with the use of Total Quality Management and re –engineering introduction (Olson, and Eoyang 2001, 19). The conclusion is very positive. Google’s, founders Larry and Sergei were very instrumental in creating a zero percent employee turnover. Some of the reasons for this remarkable feat is the company’s free gourmet lunches and snacks, a free time for recreation activities and other fringe benefits. Also, The HRM must guide the old employees as they choose between retrenchment or reassignment to another job. For, nothing is constant but change. For, a company must innovate in order to keep up with the competition.

Social Organizations in Turkey

This paper examines that social organizations in Turkey. The efforts of civil initiatives emerged. against to increasing and diversifying problems of World such as war, conflict, natural disasters, famine, drought, environmental problems, infectious diseases, educational issues,When the goverment institutions cannot provide basic sevices , civil society organizations engaged in. In modern Turkey women rights start with revolutions of Mustafa Kemal Ataturk. Mustafa Kemal Ataturk outlawed polygamy and abolished Islamic courts in favour of secular institutions. After that in 2001 Turkish Civil Code changed.This change provides women equal rights with men in terms of marriage, divorce and property ownership. In addition , Penal Code provides female sexuality for the first time as a matter of individual rights, rather than family honour. Nowadays Tutkey has so many organizations which protects women right and women’s shelter foundations. On the other hand its hard to say that most of them reach their goals. Most of this organizations locate in urban area,however there are a few organizations in rural area. In Turkey women who live in rural area are need more protection orf their rights.In addtion most of women cannot join these organizations because of their family or husband. In Turkey ,sivil society organizations have great importance because of the goverment cannot its duty. I choose foundation for the Support of Women’s Work (FSWW),its a reformist,revisionist and expressive social organization. In addition FSWW is against to group conflict in Turkey. I heard this organization from a friend of my mother. I went their Office in Beyoglu,and interview with a kind woman who Works there as a volunteer general secretary.The first aim of FSWW is that recognizes basic women’s knowledge and effort in fighting poverty and contruction of their lifes ,and right to set up and solutions to their own concerns. Secondly,respects local woman values and avoids isolate themselves from their society. Thirdly,women are equal to men and it should be consideres as liet hat all over the society. Finally,they think that women’s equal participation in political and economic can only be achieved at the community or local level , is cooperation between local authorites and other stakeholders in society.When I ask her ‘why you choose this organization’ she answered – ‘Acording to me this is the right place to defend the women rights and proviede jobs for women to gain them into the society and giving women economical freedom. ’ According to informaton that I learn from she FSWW aims to help to women to determine their individual and collective priories, develop and implement joint solutions,develope their capacity and strenghten communication between them. In addition it supports training ,credit ,cnsulting and marketing in order to increase women’s participation in conomic procesess.These are some pro grams of FSWW ; Early Child Care and Education Programs FSWW develop alternative ways in expanding early child care and education services to low-income communities, through the leadership and advocacy role of grassroots women. With an educational approach bringing the children, families, educators and the community together, women cooperatively manage high quality early childcare and education programs. This program is internationally awarded and accredited by Vanderbilt University(USA). [1] Business Development SupportTraining and monitoring support to enable women to develop business ideas by analyzing the existing local economic and market opportunities and their own skills, and new products with market potential are developed and women’s skills are improved accordingly. [2] Saving Groups Hundreds of women are organized in saving groups of 10-15 members where they bring their own savings and create their own funds to borrow for their financial needs. [3] NAHIL Shop: FSWW established a shop at the ground floor of its building in Istanbul, where various kinds of products (handmade accessories, decorations etc. produced by women from all around Turkey are sold as well as second hand clothes. The women’s products are also marketed through internet on the shop’s web site and other e-commerce sites. FSWW also created a regular second hand bazaar under the same name, with local branches run by women initiatives, the profit of which goes to local early child care and education initiatives. [4] ? On the other ,In Turkey so many women cannot join these programs because of their husband or family pressure. According to she ,their first aim to help these women who cannot join these programs because of society pressure.It is very easy to being a member of FSWW. After the registration ,members can be aware of the meeting by the telephone and mail. So many women find out this organization by word out mouth and by the internet site. Group conflict and gender is one of the most important issues of Turkish Society. So many women treated as second-class citizens. Social organizations such as FSWW try to change this idea. In addition goverment is not succesfull in terms of defending women rights. The law system is dominated by men because of that decisions are always protects men firstly.

The day I went to the Department of Motor Vehicles

When I decided to go to the United States, my friends were really envious of me. They called the United States ‘Dream Land’, and so did I. Yes, I came here to make my dreams come true. I was so excited. When I boarded the airplane, my heart was beating faster and faster. And when I got off in the San Francisco International Airport, everything looked different from my country. Everything was beautiful. I admired the buildings, the people, I even thought that the sky here was so beautiful that home could not compare. Back home I hated it when it rains but here I thought of rainy days as romantic. The wind here was as cool as strawberry ice cream. I just loved everything in this ‘Dream Land’.   This was paradise to me, where I thought everyone is an angel. Little did I know that this illusion would soon be over, and this is the story of how my ‘Dream Land’ crumbled before my very eyes. Everything started when I decided I needed a car. Back home, I never felt the inconvenience of not having a car. I could go almost everywhere by foot and if I had to go somewhere far the bus can be relied on. However, ‘Dream land’ is huge; I could not go to market without a car. Everything was far from my place and the buses never came on time, so I spend hours on the road to get to where I need to go. That’s why I decided to buy a car. My parents however did not understand my situation. My father thought I envied friends who have cars, but eventually he agreed and said that if I can get a license he will buy me a car. My teacher gave me driver’s hand book to study and wrote a letter for the DMV to explain that I am an international student and that I needed assistance to get my driver’s license. During that time I was as student in the English as a Second Language center at Sac State. My English was not good. I had difficulty expressing myself in English. I could understand what they are saying but I could not give a reply since it was so hard for me to say what I am thinking. That’s why my teacher wanted the DMV officer to read her letter. When I went to DMV, I had to wait an hour and half until my number was called even if I had a reservation. An hour and a half was really a long time to wait, but that was still okay with me. My frustration started right after that. I went to the window which has my number on the screen. There was old white lady. She looked very blunt and never smiled. I said, â€Å"Hi, um,, I   want to take a test for the driver’s license.† But, she did not understand what I said. She repeatedly said â€Å"Excuse me, what? What?† I was losing my confidence. Americans would never understand, how scary it is for a foreigner when they say ‘What?’ in a condescending if not antagonizing way. Any way, when she finally understood me, I showed her my documents, including my   passport, I-20 and the letter that my teacher wrote. The blunt old white lady said to me. ‘No, you can not take a test because you do not have social security number.’ I politely explained to her that I could not understand because international students can not get social security number, and some of my friends took test just a day before, but she said ‘why are you talking about your friends? I do not care about them. The problem is that you do not have social security number.’ I felt that she was annoyed and did not want to listen to my poor English. So, finally I asked her to read the letter. However, she did not read it and said ‘Sac State is not my government.’ I was speechless with amazement, and I could not accept what she said. When I tried to say something, she said ‘why are you still here? If you can not follow American law, go back to your country.’ She was really rude. And the experience was   so frustrating for me. That was the day I realized that this place is not the ‘Dream Land’ I thought it to be. The angel has turned into a scary antagonizing monster, whom I hate. As I walked to the bus stop I could not stop my tears from falling and soon I was crying so hard. It was a very painful experience for me. I was so humiliated by the way the rude white lady who does not know what is legal. I hated her. I hated myself for not being able to express my thoughts in English. And I hated this ‘Dream land’ where they do not give social security number to international students, and want to us pay ten times expensive tuition fee than that paid by their citizens. That was the day I understood what racism means. I am an Asian who could not speak English well, so the white lady did not listen to me. I thought to myself, this not ‘Dream land’ after all, the old lady at the DMV made me realize just that and she did it in a really painful manner. I went to the mall to meet my friend and tell this story because if I did not tell this story that day, I think I would have died.   We sat at the food court, and spoke in Korean. I felt so relieved that I could speak in my mother tongue and be understood by my friend. Suddenly, an old white man came to us. He asked us, ‘What language are you guys talking with?’ We said, ‘Korean’. We thought he was interested in listening to another language. However, it was another illusion. He explained that we have to speak only in English in the ‘Dream land.’ We were so offended by what he said but what offended us more and made us very angry were his last words to us. He said ‘Go to the restroom and wash your mouths.’ I could not believe he was insulting us because we did not speak in English. From that day, ‘Dream land’ is not dream land to me any more. And I realize how wrong I was to think that this is ‘Dream Land†. There is no dream land and no angels. It was really a sad experience for me to be treated unfairly because of my race and poor English. From then on, I studied English very hard until I could speak very well. Nowadays, when I see people who can not speak English well at the mall or on the road, I try my best to help them and I am always careful not to say anything that would ruin their confidence because I do not want to break their dreams like the old white lady did to me. If they still think this is ‘Dream Land’ I do not want to ruin it for them.      

Multinational Management Essay Example | Topics and Well Written Essays - 500 words

Multinational Management - Essay Example is a market system, which greatly affects the operation of multinational companies, as they have to devolve more resources to the grass root level to satisfy the local consumption (Sage Publications, 2011). Market economic system on the other hand gets characterized by completion as each person does the best to suit the customers. Cumulative change in decisions by individuals seriously affects the operation of multinational companies as this affects the supply and demand of different commodities. In addition, the market economic system is influenced by tastes as preferences of customers, which vary with changing factors. This greatly affects operations of multinational companies. Various religious ethics affects the environment. To start with is the dominion of religions a factor, which guides where to sell a good and what type of good to sell. For instance, the Christian believers use the bible as their references book, which teaches them to be having dominance over the earth. According to western religions, the natural world exists for the benefit of human (Fernando, 2010). This calls for the existence of intrinsic values that affects the business environment. Apart from dominion stewardship, also exist as a dominant business philosophy. Religious people are regulated by their trust which item to buy and where to use it this greatly affect the business environment. The effects of education on multinational strategies are very diverse. To start with is the increased economic cost in implementation of extra education activities. An organization for instance can engage in education systems to create awareness among the employees on the use of computers. This will increase efficiency however the cost of education in such a scenario will be expensive thereby affecting international businesses. In addition, technological business advancements has been a leading factor that is affected greatly many business organizations. For instance, the introduction of e- commerce

Business Models And The Changing Business Environment Essay

Business Models And The Changing Business Environment - Essay Example These models are applied so that the needs of the customers can be fulfilled. The enterprises require to structure those practices in such a way that the business model connect with innovation and forming of the business strategy (Hedman & Kalling, 2003). In this report a discussion about the changing environment will be presented. This will exhibit the development in the global economy and the change in the traditional practices which lead towards technological growth and development. Innovation in communication and the development in the technology will lead to the establishment of the global trading regime. Such methods have ignited the competition because the customers have more options available for choosing from the best available option. This practice has forced the organisations in developing a more customer centred approach. This study will show the application of the business models used by Apple Inc. which will clearly differentiate the traditional and the modern way the b usinesses are structured. ACCOUNTANTS VIEW OF THE BUSINESS MODEL The business model in accounting is related to the economic theory of the firms. This is related to the measurement issues which are within the financial reporting systems. The understanding of the organisational and financial structure of the business is also referred to as the accountant’s view of the business model. The incorporation of the business model is observed in the business plan, income statement and the cash flow projections of the organisation. Similarly, the application of the model is more conceptual rather than financial. The application of the model emphasises on the use of technology, benefits to the customers, identification of the target market segment, ensure appropriate flow of the revenue, mechanism for capturing value and utilising those for accomplishing the organisational goals and objectives (EFRAG, 2013). These methods are important because they create value for the customers, entice the payments and convert the payments into profits for the organisation. This shows a direct relation with the economic as well as accounting benefits for the organisations (Hedman & Kalling, 2003). DEFINITION BY TEECE (2010) The definition presented by Teece (2010) about the application of the business model specifies that the essence of the model is more conceptual rather than financial. The knowledge which is required for developing the business model requires that there is extensive knowledge of the economy, changing trends of the business and the adaptation towards e-commerce, outsourcing of the major business functions and restructuring the financial services around the globe. The excessive use of technology and the development of the model have developed an understanding of the ways the businesses need to understand and determine the customer value (Teece, 2010). The business model has a direct relation with the theoretical foundation of the business and this requires that a n equilibrium measure is created which develops perfect competition in the real world (Teece, 2010). The customers are less concerned about the products and they are more centred towards the solutions to their needs. Innovative ideas which aim at satisfying the customer needs succeed in attracting more customers rather than the traditional methods using which the business functions

History of China Essay Example | Topics and Well Written Essays - 1000 words

History of China - Essay Example The examinations were graded in levels as discussed below; District level People who had passed the zau jyun si (district level exam) achieved the status of tong sheng and could sit the prefectural level exams. Those individuals were commoners and about 2% of the population had such qualifications. Prefectural level Successful candidates at this stage attained the Sang jyun degree and the most outstanding holders of this degree were awarded the gung sang degree and were the lower gentry. The exam was conducted twice after every three years by about 2% of the population. Level 2b Rich people within the government who were too lazy to study were allowed to buy a gaam sang degree in order to improve their social status, they became the lower gentry. Provincial level Those who passed the xiang shi were awarded the Geoi Jan degree and became members of the upper gentry.hey were done at the provincial capital every three years by about 0.0065% of the population. Metropolitan level Successf ul candidates at this stage were awarded the gong sheng degree and could immediately sit the din shi and be given the zeon si degree. They became the highest gentry and had rights to hold office although such positions were not guaranteed. Most of them worked as intermediaries between the government officials and the local peasants. This system was abolished in 1905 to adopt the science and technology based curricula practiced by the western nations. This set it apart from the Song Dynasty exam system that followed Confucian classical methods. Q2: Qin Dynasty and the Han Dynasty The Qin Dynasty and the Han Dynasty were both built around the same time i.e Qin around 221-208 BC and Chinese rulers’ controlled Han around 206BC-AD 220.Both Dynasties. Under this dynasties heir was no central political force in China and as such, the great nomad empires emerged such Liao and the great Mongol empires. Both tenures were characterized by ruthlessness and tyrannical demands on the peopl e to pay heavy taxes and compulsory labor. These dynasties were effective in the sense that, during these periods there was relative peace in China. However, they both had weak military forces and were easily overrun by the nomadic tribes of the north. Both the Sui and the Tang Dynasty rulers’ were part nomads. These rulers’ were non-Chinese but their reign was considered Chinese. Both regimes were very successful in terms of commerce as the Sui were able to connect Yellow and Yangtze (Grand Canal) eastward waterways starting from Beijing to Hangzhou, thereby enabling nationwide commerce to thrive especially under the more prosperous Tang Dynasty. In addition, both Dynasties occurred after the reign of the Six Dynasties i.e. Sui from 589-617 AD and Tang from 618-907 AD(Ebrey, Walthall & Palais 2009 p89). These Dynasties were effective in the sense that they had stronger military’s that helped re-unify China and that there was improvement in commerce in this peri ods. However, under these regimes the citizens suffered tyranny from the government in the form of forced labor and heavy taxes. in addition, the costly and often disastrous military escapades in Korea combined with corruption, disloyalty and assassinations led to popular revolts resulting in the overthrow of the Sui dynasty. Q3: Women in imperial China It is possible to understand the overreliance of women on their male relatives as pillars of their lives (Hinsch, 2002). This is clear in the book ‘The Soul of Chien-nu leaves her Body’. Since Chien-nu relies on her lover Wang Wen-chu to help drive away the fear, she runs up to the river in the hope of finding him (Lu, 1990 p91). As she sings, she mentions the fear that she can’

Management Plannin in Global Crossing Essay Example | Topics and Well Written Essays - 1000 words

Management Plannin in Global Crossing - Essay Example Among the various services offered are those in its ‘Fast Track’ program, such as dedicated internet, on-demand video and audio conferencing, long distance services and VOIP. Two programs offer customers the ability to market the services under their own name brand or through co-branding. Physical locations include Pennsylvania, Indiana, California, Florida, and New York in the US. Overseas locations include Argentina, Great Britain, Ireland and Hong Kong. Extensive cable networks, phone lines, routers, servers and technical equipment must be maintained at an optimum level to provide the extensive services that the organization offers. There are communications experts, IT professionals, financial managers and customer service representatives that must work efficiently to maintain all the accounts that are served. Executives and top decision makers must determine current market demand based on information provided by managers of marketing and sales. They must then make de cisions about infrastructure such as whether certain networks in specific locations should be upgraded. They rely heavily on the technical managers to assist with tasks in this area. Decision makers must also determine future needs of current customers, based on technology trends and usage. Decisions on what types of services and how they will be delivered are critical.

Information systeams Essay Example | Topics and Well Written Essays - 1500 words

Information systeams - Essay Example More so, the bank offers offshore banking services for the UK expatriates and foreigners residing in the UK. On the other hand, Barclays bank traces its origin in 1690 through a gold smith banking business in London. Later in 1736, an investor named James Barclay joined the business, which expanded tremendously to become a nationwide bank under the name Barclays and Co. Currently, the bank is a British multinational banking as well as a financial service company whose headquarters are in London, UK (Jain, 2005:96). The bank serves millions of customers with its outstanding services like saving accounts, current accounts, loans, mortgages, and much more all over the globe. This paper will evaluate the process of the two named banks’ personal loan processes and compare the two bank processes, not forgetting to outline the type of information system the banks use to process the personal loans NatWest personal loan There are two types of personal loans, which are secure and unsecu red loans. Unsecured loan is that which is supported by the credit worthiness of the borrower without using collateral or property. On the other hand, the secured loan is the loan acquired after rendering property or any other collateral as security to stand in place of the loan acquired. Unsecured loan is the most common type of loan acquired by individuals of all categories. To begin with, NatWest bank offers unsecured personal loans at a rate of 8.9% APR typical and this loan is available to existing current account holders only. The other account holders like the Advantage Gold,  Advantage Private, and Black Current Account holders the APR or preferential representative rates at 6.4% for loans ranging between ?7,500 and ?14,950. In addition, the applicant must be eighteen years and above and should be UK residence. In order for a borrower to estimate or work out how much loan he would like to borrow, the rates, monthly repayments and total loan costs, the bank offers personal loan calculators online. More so, the bank offers Jargon Buster to clarify confusing terminologies that are commonly associated with loans. Prior to unsecured loans, the bank also offers secured personal loan. This is a type of loan granted by banks over security of one or more asset. These assets will belong to the bank after the customer defaults on his personal loan repayments. In most cases, this loan is offered to people who offer houses or even personal vehicles as their security or collateral, which means that customers with these assets are the only individuals entitled to the loan. Unlike the unsecured loans, secured loans are more flexible in a manner that the borrower chooses on the period of repayment and can borrow as much amount of cash as they need as long as it is of the same value with the asset offered. Nevertheless, secured and unsecured personal loans fall under the same department. NatWest secured personal loan interest rates are paid based on personal circumsta nces where loans extending to ?14,950 have a maximum term of five years, while loans ranging from ?14,950 to ?25,000 have a maximum period of seven years. More so, home improvement loans over ?15,000, the repayment period takes up to ten years. In addition, no matter how much the amount one borrows, NatWest offers a minimum term of one year, and the borrower can repay the credit earlier

(GIS) Geographical Information System Essay Example | Topics and Well Written Essays - 2250 words

(GIS) Geographical Information System - Essay Example The hardware component of GIS is the central processing unit (CPU) or computer. It also includes a digitizer scanner whose function is to change data for example those found in maps into digital form then send the converted data to the CPU. There are also a tape device whose function is to store programs or data on magnetic tap, and a display device which is used to display data that has been processed. People as a component of GIS include end users and specialists whose function is to design the GIS for the end users. Methods refer to those procedures or techniques used data collection or processing. The functional elements of GIS are data manipulation, data input and output, data retrieval and display, data analysis and modelling and data management. Data input refers to incorporating data into the GIS whereas data output refers to removing data or information from the GIS. Data analysis and modelling involves obtaining an understanding of relationships in the data collected and de veloping a model of the spatial phenomena. Data retrieval entails taking out data from a stored format for use whereas data display is the showing off of the derived or primary data (Delaney and Niel 2006). In GIS, spatial data represent features that are location-specific or geographic in nature. They include cell location like column and raw, and coordinates like longitudes and latitudes. On the other hand, attribute data give a description of feature in a specific location and they can be in numbers or text strings. Unlike spatial data, attribute data can be measured in ratio, ordinal, interval and nominal ratios. According to Delaney and Niel (2006), topology creates an awareness of the surrounding for the GIS by developing a spatial data relationship. It links spatial and attribute data to give information on what surrounds a feature. When representing continuous and discrete geographic features, vector data structure uses points, polygons and lines whereas raster data structur e make tessellation on the representation surface through a repeated use of a square cell or a pixel. However, raster data structures are better at representing a continuous surface. Vector data structure support typology better and are more accurate in representing geographic features compared to raster data structure. Generally, raster data structure requires has a lower processing power requirement compared to vector data structure. On-screen digitising, converting, importing and geo-locating/geo-rectification are the four common methods of incorporating digital data into a GIS. On-screen digitising involves locating features from digital sources for example satellite or scanned images using a computer mouse. Attribute data is entered through computer keyboard. Geo-locating is used to input non-geographic/non-georeferenced data into GIS because it converts spatial data into geographic data. Converting is done if GIS data is in a format that cannot be used by certain software. Imp orting involves obtaining data from other sources like geo-coded textual data, satellite images or digital aerial photographs into the GIS. There exist differences in cost, effort, time, and editing requirements between on-screen digitising, converting, importing and geo-locating/geo-rectification, scanning and vectorisation, table digitizing and keyboard entry as data input methods. Both importing and converting are fast, cheaper, need less efforts and have less editing requireme

An evaluation of the recruitment strategies at HiTec Essay

An evaluation of the recruitment strategies at HiTec - Essay Example If HiTec focuses on recruiting graduates to fill these vacancies, they will require training to keep up with the fast-paced evolutions in technology that support business operations as graduate maintain limited experience in modern IT. As illustrated by Gustafson (2002), this can be very costly from a financial perspective without guarantees of return on investment in a business environment where many graduates recruited struggle to keep up with the pace of technology development. Therefore, it is more conducive to keeping recruitment efforts low-cost, which makes recruitment of high-skilled employees already working in competing companies more viable for HiTec as this strategy reduces the need for ongoing and costly training to ensure recruited graduates are capable of keeping up with the pace of technology development. Primary issues facing HiTecHiTec currently has an insufficient recruitment methodology, consisting of headhunters and newspaper advertisements. Whilst this strategy brings the organisation thousands of applicants, these advertisements are not grabbing the attention of high-skilled employees with strong skills in advancements in modern IT technologies. Hence, for all of the time invested sorting through these applications, the company still maintains vacancies as not all applicants maintain the proper skill-sets needed to give the organisation competitive advantage. With headhunters representing such high costs without guarantee of return on this investment, the business maintains opportunities.

Sexual Harassment in the workplace Research Paper

Sexual Harassment in the workplace - Research Paper Example The key terminologies essential when tackling such a topic include; Sexism-This can be described as an attitude based perception about a person of different sex. For instance, a man thinking that a woman is weak and emotional or a woman thinking that a man is a chauvinist. Sex discrimination-This is manifested in the scenario where an employee tend to be treated differently at the work place because of their sex. Quid Pro Quo-This when decision on employing somebody are based on whether they agree to accept fulfilling sexual demands or not. Sexual harassment in the workstation can have severe influences for both the workers who have experienced it secondhand and the harassed person. The impact of sexual harassment to an employee can be numerous and disastrous. Areas, which have drawn interest of researches in the recent past, are whether sexual harassment is on the rise at work places or other new ways of harassment have emerged. This is based on the fact that, the surges in technolo gy use and harassment from same sex persons have been reported in the recent past. It is of equal importance to note that sexual harassment is not limited to a singular profession but the vice cuts across all career stations (Boland 34-35). Recent statistics by EEOP (Equal Employment Opportunity Commission) divulge more information about the complaints. It has been noted that most of the sexual harassment occurrences largely go unreported. However, according to EEOC, one fact observation that was evident is the increase of cases reported in the last decade. This brings in a paradox since more stringent regulations have been put in place to inhibit occurrences of sexual harassment at work. In the last decade, over 20,000 accounts have been filed. Under the cases filed, majority of cases reported were from the female sex (Gai, 2009). In the year 2008, Louis Harris and Associates conducted a telephone poll on 782 workers of the United States. It came up with the statistics that 31 perc ent among female workers admitted to having reported sexual harassment at work. Only 7 percent of their male counterparts reported the same. A significant percentage of 62 percent of those targeted did not take any action. Out of the respondents, 100 percent female reported that the person harassing them was a man while 59 percent of men reported that their harasser was a woman. Subsequently, 41 percent of the male reported that their harasser was a fellow man. Additional statistics records that 43 percent of women who reported experienced harassment from the supervisor, 27 percent from senior employees, 19 percent workers of same level while 8 percent had faced harassment from junior employees (Boland 53). Combating sex harassment at work is a big challenge. This is necessitated by the fact that establishing its causes can be complex. These causes can be social, psychological or political. Owing to the fact that some work relationships such as acting in most cases turn out to be in timate and intense, establishing sexual harassment in such scenarios can be very complex. The other aspect is that in most instances, employees are required to depend on one another in order to maximize productivity. How this should go has no clear guidelines. Making the situation trickier is that some positions at work such as that of the supervisor involves working closely with your team for results to be achieved. However, being accustomed to these close working relations may create

The Impact Of Behavior On Individual Success Essay Example for Free

The Impact Of Behavior On Individual Success Essay INTRODUCTION   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Success means different things to different people. For some it means having a healthy family, living in a nice home, and working at a good job. For others it means fancy cars, glamorous surroundings, fame and of course, fortune. In addition, each person’s definition of success changes as his or her life moves and changes. At one point in life, success might mean falling in love and entering into a long-term relationship with another person; at another point it might mean devoting a significant amount to travel or put the kids through school; and at still another point in time, it might mean devoting a significant amount of time and energy to spiritual matters, Even though every individual has a different and ever-changing definition of success, what motivates each and ever one of us to pursue success is our desire for a happier and more fulfilling life.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Success, therefore, is more about emotional satisfaction than it is about maternal reality. It is more of a state of mind than a state of being. When we set our sights on a new job, more money, a new car, a better relationship, what we are really asking for is happiness that is a very worthy goal.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   We have become a society that desires immediate gratifications above all else. More often than not, when we watch television or go to the movies, we see this desire projected onto characters who usually have no real means of earning a living, but who possess everything we want: money, lovely homes, and many other material things. There is no great mystery surrounding what constitutes the material dimension. Our ability to think inwardly, to reason, is what separates us from other living creatures. This ability to think inwardly and pursue tranquility is what makes living worthwhile. This paper looks at the impact of behavior on individual success and the ways people can improve their success by improving their behaviors and actions. The performance of a business depends on how its organization behaves in the midst of dynamic environment, competition and diversified consumers. The success and failure of a business firm rely much on the type of its organizational behavior. A business firm encounters uncertainty and risk in its operation which mostly related to changes in the economic condition, consumer preferences and competitors. There is also the challenge brought by the highly competitive market that a business firm has to face. In addition, organizational behavior includes changes in its internal organization such as the employees, shareholders and the management. George Jones (2000) define organizational behavior as â€Å"the study of the many factors that have an impact on how individuals and groups respond to and act in organizations and how organizations manage their environments.† It deals with the interaction between the organization and the individuals or its employees. The study of organizational behavior provides a set of tools that explains why people in an organization stay for many years or leave in a short period of time. It also explains why there are people who are considered assets in a company but others are not. The study of organizational behavior also serves as an instrument that allows the management to identify strength and weaknesses of each individual or group. In this way, promoting changes in an organization will improve the capacity of each member to achieve the organization’s common goal and objective. Gibson et al (2002)   maintains that effective management of behaviors needs an understanding of theory research and practice. It is essential that these three characteristics be incorporated both in individual and organizational success. Author Derrick sums up his idea of an ethical way of life as being a passionate way of life as well when he begins his book with the saying that â€Å"An ethical endeavor at which you can work with passion and integrity is a key component in a satisfying life.† Derrick is not the common self-help psychology author. The reader is made to feel that what he says is sacred and worth reading. He has all his insights about life in that book. It seems that passion is a main issue to him as he repeats it again on page 18 as he says. An ethical life is, of necessity, a passionate one (p. 18). As one reads the book, the reader is reminded how the values he expounds in his book can be linked to actual work settings. For instance, the value of courage as he explains is not so much in being brave but in owning up to one’s duties and responsibilities. Blaming has never been an asset in any company, especially a prison where a mistake can be fatal when things go awry. When people start blaming other departments for the problems that arise, then, there must something wrong with the way that institution has been established  in the first place. What is sure though is the faulty attitude that makes up that particular organization. This is also a big communication barrier that needs immediate remedy. When one has a grudge against someone, he tends to make that someone responsible for everything he finds wrong. But when one is honest about his dealings with people, then that honesty returns back to him many folded.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When a person in one department blames someone, his desire to judge and punish is often what is at work. Someone blames another when he is angry because the action made things turn out differently than he wished—if not through his words, then through his manner and tone of voice. One can put all the responsibility for what happened to him, in a way that implies what he did was â€Å"wrong† or â€Å"bad.† Moreover, blame breeds resentment. â€Å"it’s your fault!† is a red-flag phrase. It is to a person what a matador’s cape is to a bull. The hooker in blame is that smidgen of truth in what one said or implied. One can seldom say, â€Å"That’s just what you feel-it has nothing to do with me.† When a person’s blamer goes to work, it is very canny.  It knows exactly where to go zap, where to pick out that nasty kernel of truth. A put-down artist is an expert at zeroing in on where you feel bad about oneself and making him feel even smaller there.   Two messages get mixed up in blame: one party’s statement of how he feels (I’m angry and disappointed†) and one’s evaluation of the other party (â€Å"Scum like you shouldn’t be aloud to work in this company.†). The feelings about the situation are often hidden in the â€Å"you-are-bad† message, instead of being said straight out. One-way blaming in the organization is overcome is help open up communication between two blaming departments. Members of these departments must also be reminded that they need to take responsibility for their part in what happened. In the end,   there is respect to the proper authorities.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Each organization has its own characteristics depicted by the behaviors of its members or employees. They share a common behavior which is already established among them even though employees come and go over time. This common behavior is considered as an organizational culture that bonds the relationship among employees and management. Employees will only adapt to this culture and it is difficult for anyone to deviate. Hence, an organizational culture also influences the behavior of an individual. Since it is very hard to deviate from an organizational culture, adjustment in most cases takes time. Organizational culture also changes overtime. An example of this is the changes in workplace environment. Traditionally, a workplace environment is characterized by workstation, office space or building. With the advent of new technology in communication, the use of virtual office has been introduced. A virtual office allows an employee to work at home or at any place of his or her convenience. An organization culture may develop in this kind of work environment that will involve even workers located all over the globe.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The introduction of new technologies in communication, the internet in particular, provides many opportunities for many business firms. Business firms can expand its market from local to international customers. However, business firms will also face the threat of increasing competition and the uncertainty of customer preferences. The diversity of the competitors and costumers in the world market is a big challenge for creating new business strategies. Competitors are diversified in terms of product features, prices and selling schemes. On the other hand, customers differ in preferences, taste and purchasing power. In addition, the international market itself is diversified in terms of government regulations, technological facilities, culture, tradition and religion. (Leading Quietly).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The new challenges brought by the diversified international market require organizational effectiveness and efficiency to succeed in business. Organizational effectiveness and efficiency rely much on the business strategies that decision-makers formulate. Each organization is unique and has its own characteristics. This means that decision-makers such as managers and corporate heads must have business strategies fit to the needs of the organizations. Decisions should consider internal and external factors as well as short- and long-term goals that affect business goals. However, any decision made also comes with risk in which the outcome may not be satisfactory. But this may serve as a learning experience for an organization to improve its performance in the future especially in terms of the way they conduct their business (Business Ethics).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Organizational learning is part of an organization’s development process. Business strategies evolve overtime as market shifts from simple to complex customer needs. Effective learning process among decision-makers includes their relationship with the market, colleagues and the organization. They should learn as an individual to make themselves more capable and effective. They should also learn as an organization to impart with them the organization’s goals and objectives. Organizational learning varies in different form. Some organizations learn from external factors while others learn from within. External factors such as business cycles, economic condition and competitors’ behavior influence management’s decision. Likewise, internal factors such as employees’ empowerment, management change and organizational restructure affect business performance. Asking is a process of learning within an organization. It is not wrong for a manager to ask or seek suggestions from his or her subordinates. This management style can introduce teamwork within the organization. The role of a manager may shift from one who direct, commands or dictates tasks to one who coaches, coordinates or oversees business goals. However, this type of management practice requires that employees should share with the organization’s goal, mission and strategies. This only happens if communication between the organization and the employees has been well-established. Communication starts in the beginning of employment. Each employee should be aware of the organization’s mission, vision and goal. He or she knows the importance of the job that he or she will perform and how this will contribute to achieve the organization’s goal. An employee’s perception may be different from the way he or she behaves in an organization. However, better communication between the organization itself and the employees will facilitate as corrective tools to the perception of an employee that might be influenced by his or her work environment. Bell has insightful nuggets of wisdom interspersed in his book as he views corrupt leaders as being too much money-oriented. People need to be informed about standing up for one’s true beliefs. An example here is  when departments do not communicate or update the status of information, because they are afraid the boss will be angry. To avoid this, employees must be able to follow up to determine whether important messages have been understood. Feedback doesn’t have to be verbal; in fact, actions often speak louder than words. The sales manager who describes desired changes in the monthly sales planning report receives feedback from the report itself when it is turned in. If it contains the proper changes, the manager knows the message was received and understood.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Managers who tell everyone to see the big picture often create a serious communication overload. Rather than trying to keep everyone involved, top-level management need   to follow the â€Å"need-to-know† principle transmitting communication and updating people in other areas of the organization that need the necessary information. Sometimes it is useful to regulate the flow of information and procedures that need to be brought to the attention of the people in the other departments. As long as performance falls within the acceptable range, the regular procedures are followed. References Bell, D.(2002).   Ethical Ambition: Living a Life of Meaning and Worth. Sept.- Oct. 2002 Bloomsbury of New York and London October 2002. Business Ethics. Retrieved Jan 11, 2007 at: http://www.amazon.com/gp/reader/0130797723/ref=sib_dp_pt/104-1829689-6709521#reader-page George, J., Jones, G. (2000). Understanding and Managing Organizational Behavior (3rd ed.). Upper Saddle River, NJ: Prentice Hall, Inc. Retrieved Jan 11, 2007 at: from, http://www.prenhall.com/managementzone/georgemob3/ Gibson, James, Ivancevich, John, Donnelly, James and Konopaske, Robert. (2002). Organizations Behavior, Structure Process. McGraw-Hill/Irwin. 11th edition. Leading Quietly. Retrieved Jan 11, 2007 at: http://www.amazon.com/gp/reader/1578514878/ref=sib_rdr_ex/104-1829689-6709521?%5Fencoding=UTF8p=S00Qj=0#reader-page

Strategic ability of Hong Leong Bank

Strategic ability of Hong Leong Bank Hong Leong Bank Berhad was found by Ji Chiew. The bank starts operations in 1905 in Kuching, Sarawak. In 1 January 1982, the Head Office relocated from Kuching to Kuala Lumpur. The consolidation of banking institution to meet the requirement of Bank Negara Malaysia marks another milestone for Hong Leong Bank Berhad. Hong Leong Bank Berhad was listed on Kuala Lumpur Stock Exchange on 17 October 1994. The market capitalization as of recent days is RM 470 million, according to bank website. Hong Leong Bank has diversified the businesses into financial services, manufacturing, and property and infrastructure development. The services available are personal financial services such as credit cards, investment, loan, deposits, insurance, priority banking, personal banking and Hong Leong Club Rewards for customer loyalty (Hong Leong Bank, 2009). Industry Analysis 2.1 Why Porters 5 models Porters model determines the competitiveness of an organization using the five different forces and shows how the forces are related. To develop business strategies effectively, organizations must understand and act in response to those forces. (Porter, 1985) (Fornell and Wernerfelt, 1987) Rivalry Among Existing Competitors There are 37 banks, which are recognized and licensed to operate in Malaysia and more financial institution are opening soon. The trend of increment of the number of banks within the industry is fast and there are great challenges for HLB to create and maintain a good market share. Other banks are seems to be more aggressive to get and retain customers. This force is not in favor of Hong Leong Bank. (BNM, 2009) Threat of Substitute Products and Services Even though there are many financial institutions available, some unique facilities can only be obtained from the bank only. American Express facilities, co-branded products (e.g. MTV), higher interest rate, club rewards, junior/senior savings, overdraft are the few products which only available to this bank. Thus this force is in favor to the bank. (Hong Leong Bank, 2009) (BNM, 2009) Bargaining Power of Buyers Having the whole range of financial players apart from the retail banks, it is evident that customers can move within the 40 operators and can also decide to switch to the other non-banking institutions. Their choice can even extend to the insurance companies, depending on the nature of the product. For instance if a customer is looking for a small amount of loan, he/she can even get the said product from organizations like AEON, etc. The close location of various banks is also giving customer a very high bargaining power too. For instance in a location of Puchong Jaya, along the street of Jalan Kenari it is easy to find at least 9 banks within 100 meters Maybank, Public Bank, Eon Bank, CIMB Bank, HSBC, Alliance Bank, Bank Simpanan Nasional, UOB. With this concentration the bargaining of customers always goes high before customers start looking on a differentiated service. For the said bank, this is absolutely a negative favor since the potential customers can shift easily to differ ent point. (BNM, 2009) Bargaining Power of Suppliers The core business of the Hong Leong Bank is product and services which mainly focuses on safety of monetary management. The suppliers provide some tangibles like checkbooks, lockers, private banking, priority banking. The impact of these in HLB is not much significant since they are not really like the raw material. (Hong Leong Bank, 2009) Threat of New Entrants The Bank Negara Malaysia has set a minimum capital requirement of RM5 billion for a bank to be registered. The conditions set for registering a bank are not difficult to obtain, hence entry barriers become low. Thus more foreign owned financial firms are keen to open their business in Malaysia. Certainly these institutions will pose threat on existing banking business as theyll have unique products and services. This force is not in favor of Hong Leong Bank. . (Hong Leong Bank, 2009) From the above analysis of HLB 5 forces analysis, the diagram below will provide a summary of the banks overall industry analysis. Threat of New Entrants (-) Threat of Substitute Products and Services (+) Bargaining Power of Buyers (-) Rivalry among existing competitors (-) Bargaining Power of Buyers (+) 2.2 Limitations of the Porters Model Porters 5 force analysis talks about the external forces applicable to the outside of business. Todays business is much more vast and robust requiring dynamic approaches which should be an integration of different approaches rather than depends on a single analysis. Internal factor analysis requires much analysis as external. Designing, visioning and learning approaches should be considered when an industry analysis is done. Proters 5 forces are lack of these factors. (Porter, 1985) (Gronroos, 1997) Strategic Capability Analysis 3.1 Stakeholders Stakeholder Analysis identifies important groups of people or individuals that can have an influence on the Project. These Stakeholders can have their own objectives and views, which may differ and conflict with other Stakeholders. A Stakeholder Analysis is required to identify all the parties who are directly or indirectly affected by the enterprises operations. This includes not only the traditional shareholders, but also some new groups that the insights of sustainable development tell us must be consulted in decisions that affect them. (Roberts, Varki, and Brodie, 2003) (Fombrun and Shanley, 1990) In an organization, internal stakeholder is the employees or people who work inside the organization. External stakeholders exist outside the organization but have a direct interest in what it does (e.g. shareholders, governments, customers) etc. (Roberts, Varki, and Brodie, 2003) 3.2 SWOT Analysis 3.2.1 Why SWOT Analysis? SWOT analysis is a tool for auditing an organization and its environment. It is the first stage of planning and helps marketers to focus on key issues. SWOT stands for strengths, weaknesses, opportunities, and threats. Strengths and weaknesses are internal factors. Opportunities and threats are external factors. (Spreng and Chiou, 2002) In SWOT, strengths and weaknesses are internal factors and opportunities and threats are external factors. 3.2.2 Hong Leong Bank SWOT Analysis Strength Hong Leong Bank Berhad (HLB) principal activity is providing consumer-banking services including credit cards, investment, mortgage, deposits, insurance and priority banking. Other activities include business banking, trade financing, working capital facilities, treasury, foreign exchange, money market operations, capital market securities trading, investment, and takaful business. It has been recognized as one of the most profitable bank in Malaysia. (Hong Leong Bank, 2009) It has 186 branches, 17 business centers with talented and motivated employees throughout Malaysia making it one of the most widened banking sectors in Malaysia. Their first award year 2004, an acknowledgement for their active participation in spurring the growth of the SMEs in the country. This award certainly spur Hong Leongs strength to bring more value added financial services to customers and the SMI community and to help them face the extremely challenging and competitive business environment both locally and globally. Launched in October 2005; the Hong Leong Mobile Credit Card is the first of its kind, allowing customers who are provided with a six-digit personal identification number (PIN) to pay for goods and services using mobile phones via short messaging service (SMS). This offering is the result of Hong Leong Bank tie-up with technology provider Mobile Money International Sdn. Bhd. This unique method of payment, known as Mobile Money is speedy, convenient and cost effective. Using only the mobile phone for approval of transactions and payments, there is no longer a need for the physical plastic card, merchant terminals or Internet terminals. Payment requests are delivered via SMS. There is no need for card members to be present at the point of sales or at the merchant outlets. Payments can therefore be made from wherever card members are, at whichever place where there are mobile phone signals. (Hong Leong Bank, 2009) In 2007, Hong Leong Bank bagged the Asian Bankers Best e-Banking Project 2007 with its Internet banking offering, Hong Leong Online. The award recognizes the best emerging technology practices and benchmarks in Asia Pacific banks. Apart from the Asian Banker award, Hong Leong has also been ranked as the third most popular Malaysian online banking site. Online banking transactions helped the bank save about RM24mil from March to October 2007 as each online transaction cost about 20% compared with about RM3.50 for every over-the-counter transaction. Weakness In line with its strong customer service culture, the HLB continues to maintain its superior delivery standards which have been behind against international ISO standards. HLB is yet attained bank-wide ISO 9001:2000 certifications for customer service at the front office of its branches and bank-wide loan delivery service. This is a major drawback for the HLB to have a better customer base. (Hong Leong Bank, 2009) As to compete in the industry of banking, interest rate is a major challenge as customer will choose for a higher interest rate for savings account and for the lowest interest rate for the loans that the customers are seeking for their financial assistances and better service for the customer. Hong Leong Bank needs to change according to the environment as to compete and remain as the market leader. (Hong Leong Bank, 2009) As Hong Leong Bank has moved ahead to the Electronic banking or transaction there is greater risk or security threats circulated to the users of online banking or transaction. There are non technical threats such as phising whereby it is the act of tricking someone into giving them confidential information or tricking them into doing something that they normally wouldnt do. The common applications of this approach is to send fake emails (email spoofing) to a victim purporting to come from a legitimate source and requesting information (such as the bank account number and the password) or directing the victim to a fake internet website where this information can be captured. Opportunities The bank may recruit young and talented staffs and provide them proper training to create a talent base as well as provide job to those who are in need. This may also reduces the unemployment rates in Malaysia. This talent base is able to adopt with internal formation and usually stay with the bank until the end. (Hong Leong Bank, 2009) As the banking industry grows and provides opportunities for the local customers indirectly it also given an opportunity to the foreigners who stays in Malaysia. They tend to use banking services more frequently to have different types of account. This additional customer base will bring more money inside the bank and of course banks will gain profit from various types of transactions. (Hong Leong Bank, 2009) Bringing the bank closer to the consumer could be the vital opportunity. Providing a payment gateway where ATM card could be used as like a credit card for everyday usages. Since these customers will use won money, bank may encourage them to save more to get more benefits. Establishing more ATM and branches and electronic features (e.g Western Union money transfer) will definitely bring more customers in. (Hong Leong Bank, 2009) Threats Ease of distributing credit card could be a disturbing role the bank is playing. While credit card repayments are depends fully on customer payment, if it is not paid, bank has to go long way. (Hong Leong Bank, 2009) The bank is not really in forefront position to introduce new products and service as market demand changes. It if often seen that the bank introduces the products in different name when the service is already available in the market by other bank. (Hong Leong Bank, 2009) 3.2.3 Limitations of SWOT Analysis SWOT analysis usually very subjective. It simply looks at the negative factors first in order to turn them into positive factors. So it is advisable to use SWOT as guide and not as prescription. (Spreng and Chiou, 2002) Strategic Choices 4.1 Generic Strategy 4.1.1 Why Porters Generic Strategy Generic strategies are widely used today even though it was invented in 1980s. Three options are available for organizations to adopt to achieve sustainability which are cost leadership, differentiation and focus. Each of the three options are considered in two aspects of the competitive environment: (i) Competitive advantage talks about the prices (high or low) of the products, (ii) Competitive scope talks about the market size (narrow or broad). (Porter, 1985) (Chen, 1999) (Sanzo et al, 2003) Overall Cost Leadership The low cost products are the product leader in the market. It may also included the time required to built and delivery the products to customers. As it is mentioned earlier, using online banking, it would help the bank as well as customers to save more. Developing and maintaining online business is not low-priced itself. Yet it could provide vital thumbs-up to banks generic strategy. If more customers opt for online transactions, bank wouldnt have to spent time on serving customer physically thus itll requires less resources (e.g. less branch, less employees). These less resources will push ahead the bank with extra finance to improve other services. (Harris and Goode, 2004) (Sanzo et al, 2003) Differentiation Differentiated goods and services are designed to satisfy the customers with the lowest price/cost available for similar kind of products. HLB Flexi FD is a fixed deposit product which gives higher interest rate to the customer. Thus the bank will be in risk of loosing money. So it has to bring and retain much customer to cover the loss. The loss must be cover to be competitive. Since banking industry changes rapidly, HLB will have to customize the products and services over times to hold ensure customer satisfaction. (Dannenberg and Kellner, 1998) (Jones, Mothersbaugh, and Beatty, 2000) Focus In focus an organization can afford neither a wide scope cost leadership nor does a wide scope differentiation strategy, Here an organization focus effort and resources on a narrow segment of a market. Competitive advantage is generated specifically for the niche. A company has two options to choose: use either a cost focus or a differentiation focus. Taken example of HLB structured investments. Invested amounts are 3rd-party transactions and bank itself doesnt provide any guarantee of returns of money to the customer. In this segment, HLB is a low profile character. Even though bank is charging some commission on the investments, customers who are willing to invest are to do so at own risk. (Jarvelin and Lehtinen, 1996) (Evans and Beltramini, 1987) 4.2 Strategic Directions 4.2.1 Why Ansoff Matrix The Ansoff Growth matrix is a strategic direction tool that helps businesses decides their strategies for growth. Ansoffs product/market growth matrix discuss about the strategies on which the business deliver new or current products in new or current markets. Overall output of Ansoff product/market matrix is sets of strategies that set the direction for the business growth. (Auh et al, 2007) (Sanzo et al, 2003) These are described below: Market penetration Market penetration is a general name of selling current products into current markets. The bank continuously introduces loan and credit products to customers to leap ahead. Since the banks most incomes come from loan and credit facility, reshape of current products will ensure market growth and increase of usages by existing customers. Market penetration for HLB will be focused on the central markets that it is very familiar with, competitors are known, customer needs are defined and returns are potential. (Gustafsson, Johnson, and Roos, 2005) (Agrawal, 2001) http://strategyiseverywhere.files.wordpress.com/2007/12/ansoff_matrix.png Market development Market development tells about the distribution of current products in new market. With its existing banking facilities, the bank introduces private banking for the customers who loves personal banking. For everyday needs of banking, investment, loan, protection a dedicated personal banker is always there to serve the individual customer to fill their needs. These personal banking is nothing different than existing policies; focus goes to its loyal customers which puts big amount inside the bank. (Dannenberg and Kellner, 1998) (Filotto, Tanzi, and Saita, 1997) Product development Product development is the name given to a growth strategy where a business aims to introduce new products into existing markets. Saving multiplier plans is recently introduced by the bank. Hong Leong Savings Multiplier Plan is a unique investment tool that utilizes the powerful concept of Dollar-Cost-Averaging and offers a customized solution to tackle the distinct financial challenges throughout different life stages be it to secure a comfortable retirement or to ensure a steady flow of pension-like funds or for putting aside adequate funds even for childrens education. Islamic banking is another example of product development. (Metawa and Almossawi, 1998) (Haron, Ahmad and Planisek, 1994). Diversification Diversification is the growth strategy where new products are to be delivered in new market. This strategy is more risky for business growth as often business takes longer time to survive in a new market. HLB recently spread their business in Vietnam. Since Vietnamese culture differs from Malaysia, the bank has to adopt the culture as well as compete with well established Vietnamese banks. (Shankar, Smith, and Rangaswamy, 2003) (Evans and Beltramini, 1987) 4.3 Method for Pursuing Strategic Direction Forward Looking Policy Monetary policy management needs a forward-looking policy due to the time gap between policy actions and their intended effects on output and inflation. HLB built a macro model which would determine the impact of policy actions. Understanding the microeconomic factors are important too determine the inter-linkage of monetary policy mechanism. (Fornell and Wernerfelt, 1987) Deepening of Financial Markets New financial products are traded in the Money/Bonds market by the introduction of Hong Leong Banks Debt Capital Markets Structured Finance (DCM/Structured Finance) unit within Wholesale Banking provides innovative tailor-made solutions to financial institutions, corporate, agencies and high net-worth individuals through comprehensive offerings in the debt capital markets. (Dannenberg and Kellner, 1998) Strong Foreign Currency Reserve Foreign exchange reserves form part of the national assets and these needs to be deployed rationally keeping in mind the principles of safety, liquidity, and return. The reserves, which are currently deployed by the HLBs in-house reserve management treasury dealers, are in short-term high quality bank deposits. (Naser, Jamal, and Al-Khatib, 1999) Reliable and Secured Payment Systems To reduce the settlement time significantly and increase cost effectiveness the bank plans to establish an electronic clearinghouse to do almost every transactions online with tighten security and handy usability. Opening an account, apply for credit cards are already in place. The bank further steps in mobile banking for dedicated user. Recently the bank introduces e-broker services (HLeBroking). HLeBroking allows the flexibility of placing orders either through a phone call to our trading hub or via the internet. Professional dealers centralized in the hub are always on hand to execute transactions and monitor shares investment portfolio. (Shankar, Smith, and Rangaswamy, 2003) (Harris and Goode, 2004) 4.4 Implication and Evaluation of Analysis During this analysis it was assumed that strategies are reasonably orderly and knowable and, in turn, that evidence can help to evaluate theories that claim to explain these strategic positions. Data and information often founded confusing and imperfect. It seems almost certain that no single study can validate or invalidate a theory. Besides, there is a good chance that a large number of studies will not generate consistent results. (Agrawal, 2001) The methodology were used in analysis is not about developing a foolproof system; it is at least partly an art. There is no mechanical system that will escape judgment, sense, and intelligence. But this does not eliminate the need for techniques and standards. Product delivery approaches, geography, demography does plays role in strategic position which were missing in the analysis done. (Hong Leong Bank, 2009) The strategic planning process adopted by HLB was participative, consultative and result oriented. But the takes time to achieve results. While some important factors the bank missed out during strategic choices, individual departments must do their respective environmental scans through a SWOT analysis whereby they identified their internal strengths and weaknesses as well as the external opportunities and threats. (Hong Leong Bank, 2009) Business trends changes randomly. Todays product may not be available tomorrow. Thus no strategic plan could be exactly fit into business strategy. However, HLB could consider a more diversified strategy which would be more beneficial to determine strategic stand. Justification of a Strategy As the strategic position and strategic choices are different from the matrix analysis, a better strategic growth model is optimal solution. 5.1 McKinsey Growth Pyramid McKinsey growth pyramid is an upgraded version of Ansoff Matrix with broader discussing of important strategic factors. With every possible action there are certain alternatives (e.g. acquisition, joint ventures, alliances etc) with risk measurement from low to high. Existing products to existing customers This is considered lowest risk options go on businesses with current asset and current customer. But itll not be much beneficial for bank in long terms. Existing products to new customers Introduce existing products to new customer which may help them meet their daily financial needs so that they dont look for other financial choices. Consumers always look for much return while bank always looks for low give-away. New customers can be a turning point for any bank. Demographical (e.g. adult, children, senior) products would be vital products to attract new customers. (Harris and Goode, 2004) New products and services Over time, new products must be channeled into banking business. Broader distribution if Islamic banking could be a important factor. It is seen that many nom-Muslims adopted for Islamic banking. Since there is trend of Islamic banking growth, the bank should not take the risk to risk the potential customers due to lack of proper preparation. Some of the products may be delivered to existing customers. Risk may incur if the products doesnt appeal the customers. (El-Bdour and Erol, 1989) (Gerrad and Cunningham, 1997) New delivery approaches Todays consumer seek more convenient service provider. Banks are not exempted indeed. Many banks had adopted special facilities for different customers. Priority banking could be one solution. In priority banking everyone is unique and therefore has very specific financial needs. Thats why bank will offer a comprehensive range of privileges for convenience. Setting up special services only for young generation can be another important product delivery approaches. Dedicated services will invite more young generation to adopt the services. However, it could cost the bank some extra amount and if the products are not selling well, bank will face loss of resources. (Yoon, Guffey, and Kijewski, 1993) (Mols, 2001) http://www.filecluster.com/screenshots/61893.gif New geographies Geographical expansion is one of the most powerful options for growth but also one of the most difficult. The bank already went global opening branches in Singapore and Vietnam. This strategy is proven fine for well reputed bank (e.g. Citibank) but it has to be cautious in business. Geographical movement may bring new customers with solid financial needs but the bank has narrow down the scope of services due to high risk. (Sanzo et al, 2003) New industry structure The bank may re-assert the liquidity franchise and continue to address the yield challenge. While economics of the business have changed, unlike other countries, pricing and credit spreads did not adjust in tandem in the Malaysia. The quality of strategic asset-liability management, liquidity and capital management differentiates. Re-asserting core businesses with efficiency, unit cost management, operating leverage, dynamic pricing as well as customer value or returns on each customer relationship. Cross-selling and customer service are key success factors. (Agrawal, 2001) New competitive arenas Using competitive arena, business may transfer their resources and knowledge to new industry using vertical integration. This may pose immense risk to bank itself. Bank may loose it all investment. Despite the risk, this will help the bank grows rapidly and spread their products throw many distribution channels. (Gronroos, 1997) Conclusion The pre- and post-crisis strategic postures are a tale of worldwide economic fall down. The postures are characterized by the scaling up of the business, refining value propositions in each business, responding to competition and price war, building new capabilities and strengthening the risk and IT infrastructure as the bank sought to incrementally improve our market share and positioning. (Hong Leong Bank, 2009) (Gustafsson, Johnson, and Roos, 2005) The era ahead is more opportunistic in nature, with a rapidly changing eco-system and higher regulatory and prudential requirements. The shadow of the state on the sector globally is more pronounced. (Auh et al, 2007) Overall, the banks competitive strategy has to pivot on a competitive delivery, consisting of quality people, knowledge base and result oriented capability, market intelligence and local community embedment, entrepreneurialism and how it organize itself to scale and build new names. As it emerges from the crisis, it needs to re-segment the customers to market changes and re-build a compelling proposition on how to scale sustainability while staying opportunistic tactically. (Auh et al, 2007) References Auh, S., Bell, S.J., McLeod, C.S., Shih, E. (2007), Co-production and customer loyalty in financial services, Journal of Retailing, Vol. 88 No.3, pp.359-70. Fombrun, C., Shanley, M. (1990), Whats in a name? Reputation building and corporate strategy, Academy of Management Journal, Vol. 33 No.2, pp.233-48. Gustafsson, A., Johnson, M., Roos, I. (2005), The effects of consumer satisfaction, relationship commitment dimensions, and triggers on consumer retention, Journal of Marketing, Vol. 69 No.4, pp.210-18. Harris, L.C., Goode, M.M.H. (2004), The four levels of loyalty and the pivotal role of trust: a study of online services dynamics, Journal of Retailing, Vol. 80 pp.139-58 Roberts, K., Varki, S., Brodie, R. (2003), Measuring the quality of relationships in consumer services: an empirical study, European Journal of Marketing, Vol. 37 No.1-2, pp.169-96. Sanzo, M.J., Santos, M.L., Và ¡zquez, R., à lvarez, L.I. (2003), The effect of market orientation on buyer-seller relationship satisfaction, Industrial Marketing Management, Vol. 32 No.4, pp.327-45. Shankar, V., Smith, A., Rangaswamy, A. (2003), Customer satisfaction and loyalty in online and offline environments, International Journal of Research in Marketing, Vol. 20 pp.153-75. Spreng, R.A., Chiou, J. (2002), A cross-cultural assessment of the satisfaction formation process, European Journal of Marketing, Vol. 36 No.7-8, pp.829-39. Yoon, E., Guffey, H.G., Kijewski, V. (1993), The effects of information and company reputation on intentions to buy a business service, Journal of Business Research, Vol. 27 pp.215-28. Porter, M E. (1985) Competitive Advantage: Creating and Sustaining Superior Performance, New York: The Free Press. Gronroos, C., (1997) Value-driven Relations Marketing: From Products to Resources and Competencies. Journal of Marketing Management, Volume 13, Number 5, p. 407-419. Agrawal, P. (2001), The relation between savings and growth: co-integration and causality evidence from Asia, Applied Economics, Vol. 33, pp. 499-513. Chen, T.Y. (1999), Critical success factors for various strategies in the banking industry, International Journal of Bank Marketing, Vol. 17 No. 2, pp. 83-91. Dannenberg, M. and Kellner, D. (1998), The bank of tomorrow with todays technology, International Journal of Bank Marketing, Vol. 16 No. 2, pp. 90-7. Filotto, U., Tanzi, P.M. and Saita, F. (1997), Consumer needs and front-office technology adoption, International Journal of Bank Marketing, Vol. 15 No. 1, pp. 13-21. Mols, N.P. (2001), Organising for the effective introduction of new distribution channels in retail banking, European Journal of Marketing, Vol. 35 No. 5/6, pp. 661-86. Fornell, C. and Wernerfelt, B. 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The Cold War: A New History

The Cold War: A New History By 1945, World War II came to an end, but there was no victorious celebration or a promising future of hope for peace. The members of the Grand Alliance had already toasted their success in winning the war. However, the United States and the Soviet Union became wary of each other as they had very different goals regarding how to deal with Germany and eastern Europe. The competing visions of the two countries had led the world to fall under the shadow of the Cold War. In his one-volume-book The Cold War: A New History, John Lewis Gaddis examines the dynamics of the political conflicts that dominated the world from the end of World War II to the late 1980s. John Lewis Gaddis is currently the Robert A. Lowett professor of history at Yale University. He is a distinguished historian who had written six other books on the subject of the cold war. In 2005, he was also rewarded a National Humanities Medal by the National Endowment for the humanities (Gaddis, back of front cover). Unlike his previous six books, Gaddis was convinced by his students and agent to write a short, comprehensive, and accessible (Gaddis, pg x). He had intended to write his book for a new generation of readers for whom the Cold War was never current events' (Gaddis, pg x). From many research from the works other Cold War historians and as well as his own analysis, Gaddis created a masterpiece of work that leads his reader through the history of a fearful era and behind-the-scene strategies and thoughts on both sides of the war. His objectives were to reveal the underlying dynamics of the political struggles of the confrontation between the United States and the Soviet Union that shaped, and threatened to end, our lives (Gaddis, back of front cover) while intertwining with his own judgments of the historical events. The superpowers, the United States and the Soviet Union, may have collaborated together to end the World War II; however, their visions of shaping the postwar settlement of Germany and eastern Europe could not have been more different. As Gaddis had stated in his book, The tragedy was this: that victory would require the victors either to cease to be who they were, or to give up much of what they had hoped, by fighting the war, to attain (Gaddis, pg 6). Stalin of the Soviet Union desired security for himself, his regime, his country, and his ideology, in precisely that order (Gaddis, pg 6). He solely believed that his country deserved a lot of territories because of the wartime expenditures that caused the countrys land to be ravaged and the notorious, bloody casualties of an approximate of 27 million civilians that died as a result of World War II (Gaddis, pg 9). He also had a zealous dream which was influenced by the Marxist-Leninist ideology that communists would soon dominate Eur ope through patience because capitalists cannot comply with one another for long. On the other hand, unlike Stalin, the Americans had a less determined goal of grasping security and global influence of their democratic ideas. Most part of Americas history was isolated from the rest of the world until its involvement in World War I. Americans did not have to worry much about security since they were apart from the other continents up until their involvement in the world wars. Within time, the distrust between the United States and the Soviet Union intensified by major issues such as the Truman Doctrine, Marshall Plan, and especially the fear of the atomic bomb. President Truman announced to provide military and economic aid to Greece and Turkey along with a speech that publicized the aid program in supporting the free people to make their own destinies (which became known as the Truman Doctrine). As the Americans searched for an explanation of the Soviet behavior, George F. Kennan, a Foreign Service officer who served in the American embassy, found the problem that the Soviet Unions internally driven hostility toward the outside world (Gaddis, pg 31). After the Truman Doctrine, the Marshall Plan was devised as a solution to Kennans identification of problem, which was committing the United States to provide economic aid for the reconstruction of Europe. The Marshall Plan was intended to produce psychological benefits that would prevent Europeans to not tu rn towards communism as a solution for their hunger and poverty. According to Gaddis, the Marshall Plan was a trap to get Stalin to build the wall that would divide Europe, which was the blockade of Berlin (Gaddis, pg 32). The fear of the atomic bomb was probably most intensifying cause of the distrust between the two superpowers. The atomic bomb was developed by the Americans and British (without telling the Soviet), called the Manhattan Project, to use against Germany. When the bomb was used on Japan, Stalin reacted strongly, War is barbaric, but using the A-bomb is a superbarbarity (qtd. by Gaddis, pg 25). Not soon after, Soviet scientists devised atomic bombs in August 1949 to Stalins relief. Silently, Stalin and Truman both knew well enough how the atomic weapons can hardly be used without destroying the world. Gaddis analyzed how the two sides did not go into war, especially with the nuclear weapons involved because those weapons could very well end the world. The Cold War spends a good amount of time in examining the emergence of autonomy during the Cold War. However, Gaddis was not focusing on the decolonization of the various countries. Instead, the author dove into what was beneath the surface by showing how the non-alignment of independent countries had an advantage by not committing to either side of the Cold War. As Gaddis writes, if one superpower became too great, a smaller power could defend itself by threatening to align with the other superpower (pg. 124). Other countries such as North and South Korea, North and South Korea, and East and West German kept the two superpowers on their hooks. The weaknesses of those countries became their strength because if their countries collapsed, the countries may turn to communism (which is what the United States does not want) or capitalism (which is what the Soviet Union does not want). The best way to put to is in Gaddis words, a compelling form of Cold War blackmail: if you push me too h ard, my government will fall, and youll be sorry (pg. 130). In this short, comprehensive, and accessible book, Gaddis did an impressive job to discuss and condense down his judgments and the history of the entire era of the Cold War in a fewer than 300-pages of text. Gaddis divided his book into nine different chapters, in which each chapter covers a different topic that were occurring on both sides of the Cold War. Although each chapter covers a different topic, Gaddis subdivided each chapter into smaller sections, yet still able to compel the events or topics in a sequenced manner which allows the reader to follow along without confusion. In each topic, Gaddis does not only provide the hard facts that happen but examines and provides insightful analysis of how the events or ideologies influenced the leaders of the superpowers. This made it difficult to summarize and capture everything of what the author has to offer to the reader about an era that is commonly written about. In the center of the book, Gaddis provided sixteen pages of black-and-white photos that are organized in chronological order of the important people that made up the history of the Cold War as well as events. In addition, there were maps of Europe that added as a visual aid for the reader as the author explains territorial changes, bases, and alliances of the two superpowers. The author was very straightforward with what he had to say, which makes it easy to read and understand, and revealing to his audiences of what the superpower leaders were truly thinking of and their strategies in reaching their ambitions. However, there are flaws or bad choices of events that the author decided to take time to talk about. For instance, Gaddis spent two to three pages on the Watergate crisis, which led to the resignation of President Richard Nixon. As a reader, one may find how such an event is irrelevant to the Cold War. Overall, it was impressive of how the author organized the numerous events of the Cold War into a one-volume book. The writing style of Gaddis is very absorbing, which makes the book to be enjoyable to read. He chose great quotes from leaders and other people during that time that backs the judgments he makes. Also, he included little anecdotes that supplement his grand narrative of analysis of the various events of the Cold War. For example, every person who has some background knowledge of the Cold War knows that the atomic bombs were not used since the bombing of Hiroshima and Nagasaki. However, he started out on the second chapter telling the reader how General MacArthur commanded five atomic bombs to be dropped on the Chinese advancing down the Korean peninsula and two Soviet bombers took off from Vladivostok (Gaddis, pg. 48-49). I was momentarily fooled by this little fiction Gaddis created. The purpose of the story was to show how close the world was to have a nuclear-violent war that could virtually destroy the entire planet. I would definitely recommend this book to anyone who anyone who is interested in the Cold War because the book is not just a history book that provides hard facts about events, but also deep analysis of how the events influenced leaders during that era and the future of today. The book is not difficult to read but it would be better if the reader already had some background knowledge of the World War II and the Cold War. The book is worthy for a reader to take their time and absorb the analytical thoughts, examples, and anecdotes that the author conveys. Gaddis examines the different aspects of the events switching and back and forth between the perspectives of the two superpowers. While doing so, he guides the reader through the history of the Cold War without missing any of the commonly-known landmarks of the era providing a well-written narrative of the authors own interpretation and the history itself.