The Control and Treatment of Chagas Disease essays

The Control and Treatment of Chagas Disease papers Chagas infection presently influences 16 million individuals and 100 million individuals are believed to be in danger of getting the sickness. Of these 16 million individuals, 30% will create crippling injuries that portray the serious type of the infection. It is answerable for a financial misfortune to the endemic nations of South America of in any event 4 billion/year. This sort of prudent misfortune joined with the money related advantages of successful control implies that trypanosomiasis control is high on the plan for Latin American governments. [1] Chagas malady has as of late been perceived as the most genuine parasitic sickness of the Americas; their social Southern Cone Initiative, was made and it is the association as of now answerable for killing transmission of the parasite liable for transmission. Figure 1 shows which are the Southern Cone Countries, and provides us some insight into how broad the infection is. [2] Carlos Chagas, who found the illness in 1909, realized that; 1. People living in poor lodging conditions were doubtlessly going to experience the ill effects of the sickness in light of the fact that; The infection is brought about by a flog parasite Trypanosoma cruzi. Its principle vector is Triatoma infestans. Grown-ups and hatchlings of the creepy crawlies live in a residential living space and can be found gathered during sunshine inside divider fissure in the house. They become dynamic around evening time while going looking for their host. 2. ...the crucial point for intercession would include vector control. Clinical treatment of Chagas is troublesome. How are we going to control a sickness where no current immunization exists? The WHO (World Health Organization) accepts that Chagas malady can be defeated by means of inte... <!

Parents Involvement in Childrens Education Essay

Guardians Involvement in Childrens Education - Essay Example This paper focuses on that a child’s initial three years is the reason for his/her subjective development and this is the reason the family part in these long stretches of improvement is significant. The family setting where a youngster develops impacts his/her exercises, perceptions, relational abilities, behaviors and intentions, which are undoubtedly the key components in forming the child’s artistic encounters. On this point of view, it is clear that families are the primary setting of learning for the kids and a strong domain will have a constructive outcome, especially in their instructive achievement. This paper makes an end that youngsters who are supported well in their family condition will in general be better capable in their social and instructive circles even in the later phases of life. In any case, contrasts in these settings will add to varieties in examples of learning among the youngsters. This is the reason kids raised at various degrees of families will in general act in an unexpected way, in accord to the manner by which they were raised. Along these lines, family condition is the primary setting of learning for the youngsters as it will help up their instructive achievement to a more prominent level, when supported in the correct way. The connection between the parental desires and the children’s instructive results is mind boggling as it is interrelated with different other social, financial and mental angles. It is clear from different looks into that the desires for the guardians will in general effect the accomplishment of the kids to a significant level . Guardians who have better standards on their kids will in general include more in their learning exercises, which would

8 Phone Interview Tips That Will Land You A Second Interview

8 Phone Interview Tips That Will Land You A Second Interview To get a second phone interview you need to balance the arts of intrigue, suspense and etiquette during your first phone interview. How? Combine the skills of sales, storytelling and James Bond.The advice is the same whether you’re on a phone call for a job interview, investor interview, or for a chance to audition for a Broadway play. (The advice also applies to first dates and marketing new businesses.)Create an adventure story that your mother, best friend, and business partner can get excited about.Keep it clean, keep it real, keep it relevant.Your goal is to create an intriguing positive impact.At the end of the call you need to leave the interviewer wanting more and excited to showcase your potential.What adventures should you share?How do you share them?1.   PHONE INTERVIEW TIP: PAUSE LIKE JAMES BONDJames Bond speaks only when relevant. He doesn’t divulge too much information. He doesn’t talk too fast. He does not hesitate. He pauses.An answer to a question as simple as asking a name exudes confidence. With three words, and one pause, James Bond intrigued the interviewer and suspense floated in the air.“Bond. James Bond.”  Hear his voice and listen to the pause. Say it out loud, just as James Bond would.“Bond.”  Bond who? Just Bond? Is Bond his first name or last name? I’m intrigued. I’m in suspense. Tell me more!“James Bond.”  Now you have all the information. “Bond” is repeated, so you are more likely to remember the name.Pauses are not hesitations. Agent 007 doesn’t respond to question saying “Bond. Er, James Bond.”  If your mind flows faster than your spoken words, practice pausing.  Psychologists train people to pause while speaking to help with impulsiveness, speech disturbances and speech fluency.To get that second job interview, you must be concise. When your mind moves fast, spoken words can jumble. To be concise, use a pause.To get that second interview, you must listen to the interviewer. Pausing before answeri ng a question helps you focus.How long is a pause?The tactic of pausing is different for phone interviews than it is for public speaking.Time is relative.Five minutes to be on hold during a phone conversation or wait for a fast food order is painfully long. Five minutes to get through security at an airport is cause for celebration.Seth Godin suggests a ten second pause for a public speech, but if you go without speaking on a phone for ten seconds, the interviewer will think you’ve been disconnected, distracted, or that you’re dumbfounded.When you’re done reading this article, view the scene from “Dr. No” in which James Bond introduces himself for the first time. In this 1962 movie, the pause between “Bond” and “James” is around two seconds. The impact is profound. 2.   Pitch Low. (Not a grenade, your voice.)  Change the Tone of Your VoiceThe pitch of your voice is the range from low to high.Men tend to have larger vocal folds than women, and the size of your vocal fold contributes to the pitch of your voice. Testosterone levels can affect voice levels in men, and estrogen can affect voice pitches in women.Sinuses, nutrition, sleep and exercise also contribute to voice pitch.The audio frequency of females is often twice as high as the frequency level of men.Mean Fundamental Frequency of Men vs. Women: Source for data: Erwan Pépiot.It’s no surprise babies and puppies prefer higher pitched sounds and adults equate low-pitched voices with leadership and dominance.Can you change genetics and centuries of social perceptions before your phone interview? No. Butâ€"You can manage your phone interview impression with voice pitch frequency levels.  When we end a sentence with a declaration, “The name is James Bond,” we end it with a low pitch. When we ask a question “What is your name?” we use a higher pitch. Say those two sentences out loud.Asking questions is certainly a leadership quality, but filling your interview with more declarative statements than questions will help tame a high voice. If you need to achieve likability and have a tremendously low-pitched voice or an overly-aggressive past, pepper your conversation with more questions.A 2011 edition of the Journal of Evolution and Human Behavior carried a study that demonstrated low-pitched voices are an advantage during elections.This is important because you are essentially trying to win an election in your phone interview.However, the same study also pointed out that lower voices are preferable during wartime environments, and higher pitched voices are preferable during peaceful environments.An interview for a job running a day care center will be more successful with a higher pitched voice, and an interview for a job to run a private prison will be more successful with a lower pitched voice.How can you be sure to win that second phone interview if you have a high-pitched voice?You can do more than just manage your sentence structure. Take professional voice lessons.Not practical?Search for “Daily Elocution Exercises” and develop a daily voice exercise routine so you can master the interview. Simple introductory voice exercise:  Find your everyday pitch. Say your first name out loud in your standard conversational voice.Repeat your name at three higher levels.Now go back to your standard con versational level.Repeat your name at three lower levels.Repeat the exercise with your name in a sentence. “My name is James Bond.”Find a pitch that is close to your ideal pitch and comfortable for you.Talk to yourself in that pitch, and gradually increase sentences in length and complexity.Record yourself on your phone and review the audio to make sure you sound natural.3. Design Your Phone Interview with a Pitch PatternIn suspense movies, the action rises and subsides. The same goes for talking. A pitch pattern is also known as intonation. Notice the difference between the following sentences as you read them out loud (put emphasis on the capitalized words):I caught the bad guy. It was fun.I CAUGHT the bad guy. It was SO much fun.I CAUGHT the BAD GUY! It was SOOO much FUN!It’s easy to tell from the above example who the more enthusiastic person is.However, you don’t want overkill during the phone interview.Enthusiasm and self-regulation are required during phone interviews . Jobs requiring an enthusiastic personality still require professionalism, and venture capitalists seeing someone enthusiastic about a business still wants to see someone who can calmly recognize and manage the negative points of the business.Emphasis on a word implies passion and enthusiasm, but it is also a tool you can use to help compare and contrast.Emphasizing one name over another gives importance to the name that is emphasized. Emphasizing the words “had” or “past” or “future” can help frame events. Emphasizing feeling words will emphasize emotions. “The clients were THRILLED with my suggestion.”Emphasize what’s important as it relates to your skills. It’s important you “CAUGHT” the bad guy, because you are trying to prove that you have the skills to perform the job. “Bad guy” does not need to be emphasized, unless the bad guy is a client that your interviewer would kill to have (not literally).A lawyer might emphasize “I CAUGHT the CHIEF OF PO LICE in a lie on the witness stand.” That would not be overkill.An entrepreneur could safely emphasize to an investor “…then I LANDED the multi-million-dollar account to manage archives for JAMES BOND.”The skills are important, and the account holder is significant. Emphasis approved (calmly) by England.   Don’t get too excited.Pauses are also used for emphasis. The pause between “Bond” and “James Bond” also occurs after the word “shaken” when Bond orders his vodka martini “…shaken. Not stirred.” Two of the most memorable Bond phrases have a similar pause.4. Speak at the Speed LimitJames Bond can floor an Aston Martin while dodging bullets, but if you want to drive in your speaking points, keep your speaking speed at an acceptable range.You don’t want to roll answers off your tongue as fast as an Aston Martin Vulcan or spout them out as slow as a 1950 Mini-Cooper. (In case you’re wondering, the Aston Martin Vulcan can go from 0-60mph in under three se conds, the 1959 Mini-Cooper takes almost 30 seconds to go from 0-60mph.)A conversational tone of voice runs about 100-125 words per minute. Toastmasters recommends a speaking voice of 120-150 words per minute to establish authority. Ted Talks recommends 190 words per minute for public speaking.How to test the speed of your conversational voice:Find a famous speech to read out loud that is at least 500 words.(Try Steve Job’s 2005 Stanford Commencement address. then watch his speech.)Make an indicator mark after every 25 words, and a large mark after the first 150.Set a stopwatch to run for a minute and start reading out loud.Stop after a minute.How many words did you read in that minute?Are you a fast reader or slow speaker? An Exercise for Fast ReadersIf you are a fast reader, use a stopwatch and try saying ONE of the following words in two seconds:PassionStretchDeliciousHappyNow repeat the two second test for each word.Notice your rhythm. Can you slow yourself down? Go back and a pply it to a speech.5. Train and Tame Your Tongue  Content AppropriatenessStudies published in the journal Personnel Psychology have shown that when body language is removed, content appropriateness becomes a primary factor in an interviewer’s decision-making process.Are you talking about your work history, or are you talking about your personal history?James Bond did not always exhibit appropriate behavior with women, but he would leave a woman, regardless of the position he was in, if he had to do his job and save England.You may not be saving England, but you are trying to save your future.Focus, and stay on-topic.What content will you be discussing when you pick up the phone?You don’t know. But you better discuss it politely.One of the clear marks of a sales professional, and one that will lead to greater success, is class. â€" Zig ZiglarYou don’t have to wear a suit to have class.You must remain calm and mind your manners during a phone interview.There are interviewers th at interrogate interviewees with accusations to see if they will break under pressure. The interviewer will ask questions to draw out your negative points. Was there a co-worker that really irked you? Why did you lose that client?Hold back your anger. The interviewer may ask you about your worst client, your biggest loss, your worst boss, and your biggest failure.   Be emotionally prepared.Take a deep, silent breath before you start and get ready to swim with the sharks.James Bond wouldn’t give out a password after being whipped in a chair. You can refrain from exhaling the evils of your nemesis co-worker or ex-partner during a phone interview.The interviewer won’t tie you up to a chair and torture you, but they may make you feel like you’re being tortured. Don’t lash out. Don’t vent.Bond kept his wits and stayed calm. He didn’t clam up, he gave relevant answers, and moved on.Okay, so you’re not James Bond and you hate phones.Quiet Ways to Reduce Anxiety During a Phone Interview:Walk while you’re talkingFake Smile while you’re talkingQuietly breath in some lavenderWhen the interviewer is talking, breathe through your nose and hold your breath for a few seconds. Keep the phone on your ear, move the mouthpiece away from your face, and exhale slowlyâ€"then answer.Have a vodka martini, shaken, not stirredUse your manners.  Manners are an essential part of your impression management.Manners are essential to sales, respect, and professionalism.Even if the company is young and casual and the “F” word flows fluently, the first phone interview requires professionalism.Quite often, the first phone interviewer works outside the company and screens the first group of potential applicants.The interviewerâ€"quite possibly a human resource management professional well versed in all the reasons a company could get suedâ€"is the person you need to impress.Timely Phone EtiquetteIs it a good time to talk? Some phone interviews are scheduled and some are not .Expert interviewers use the element of surprise to see if you can think on your feet.As soon as you know you are on the phone with an interviewer, shush everyone around you with your hands and simultaneously move to a quiet place.If the interview is scheduled, make arrangements for a quiet place ahead of time.If the interview is unscheduled and you’re stuck with noise, explain the situation to the interviewer, but do your best to keep the surroundings quiet. You do want to prove you can manage spontaneous situations.If you have an unexpected phone interview:Tell the interviewer you are happy they called.Tell them how much time you have to talk.If you only have a few minutes to talk, tell them you wish you had more time, and make concrete arrangements for a date and time to continue the interview.If you’re on a cell phone and worried about the battery, explain the situation and get a name and contact number to call the interviewer back.Once the discussion starts, communication b ecomes paramount. Interview content traditionally revolves around your character, skills, problem-solving abilities, and professional relationships.6. Create Your Character with SentencesDesired Character Traits for Phone InterviewsBe modest, not arrogant.  Say: “I topped our region’s expectations with $5.5 million in sales.”Not: “The people I work with are lazy, and I beat everyone’s record with $5.5 million in sales.”Your statement should be about the company and should not belittle others.Be confident, not insecure.Say: “I’m confident my snowboarding knowledge can be applied to the situation.” Give example.Not: “I think my snowboarding skills will help? What do you think?”Make your sentences declarative and stay away from vague phrases like “kind of” or “possibly” when you’re describing your skills.Be inquisitive, not annoying.Say: “What types of projects are the most challenging at the company?”Not: “I have a specific project in mind using m y favorite software that will help me in my career.”Keep your interest and focus on the company, not your professional and personal advancement.Be honest, not an exaggerator.  Say: “I didn’t finish my college degree because I was raising a family and working two jobs.”Not: “I graduated,” when you didn’t.The interviewer may have already completed an informal background check.   Be authentic.Be accountable, not a blamer.Say: “The business went bankrupt, and I now know what I would have done differently.” (List things you would have done differently.)Not: “The business went bankrupt because my partner made stupid decisions.”If the interviewer sees you place blame on others, you can blame yourself for not getting called back for a second interview. (Even if your partner was stupid.)Be motivated, not a robot.  Say: “Business was slow, so I created a new sales pitch.”Not: “Business was slow and I had nothing to do.”Interviewers want to know that you can take initiative.7. Spend Time on StorytellingInterviews aren’t all one-sentence answers.You’ll need to answer some questions about your skills, problem-solving abilities, and professional relationships. Stories are your tools.Be prepared for “Tell me about a time…” and be prepared to make yourself the main character of an intriguing story.To find your story, channel some Zig Ziglar and apply it to your storytelling:Ask yourself what the interviewer wants.  The Interviewer wants to know that I can ___________________.Example: The interviewer wants to know that I can manage a team effectively.Think of times when you’ve done that thing the interviewer wants to know.  Now think of times you’ve done that thing when times were tough.Imagine your story.What was the root problem in your story?The problem happened because _____________________.Example:   Our competitors played dirty. One day, they threw a grenade into the office.How did you solve the root problem?I had _____________ _____ skill/quality/ability/character trait.Because of this, I was able to __________________________.Example: I don’t wait for others to act. I quickly yelled “Grenade! Get under the desks!” and nobody questioned me.The grenade exploded with fragments of our product. We were scared, but not hurt, and we cleaned up the mess together.I felt the team had confidence in me, and it was heartwarming that we all stuck together even after the disaster. I suggested to the CEO we take legal action, and our competitors haven’t bothered us since.Take time to find your stories before your phone interview.  Ask yourself why you want the job, or why you are interested in this specific group of investors.Spend some introspective time evaluating the strengths and weaknesses that that were common themes in your lifeâ€"personally and professionally.Define the unique “you” and the skills and quirks you bring to the table. Don’t deceive yourself. Ask others how they perceive you.James Bond was a spy. (Stay with me.)Bond had communication skills, people skills, analytical skills, and athletic skillsâ€"he can prove it.He was not the Head of the Secret Intelligence Service. He did not make all his weapons personally. Bond’s boss “M” was skilled in project management.Agency workers were skilled in data analytics.Gadgets makers were skilled in innovation, engineering and mechanics.It wasn’t just James Bond saving England.Everyone gave their unique contributions.What are yours?They key to a successful interview is to identify your stories ahead of time. Spend time rehearsing them. See if you can recreate them without notes.   The glory of a phone interview is that you can have all the notes you want. If you drop them on the floor, no one will see.Write down the bullet points of your stories. Include approximate dates in case you’re asked questions to confirm your employment. Look into your past for odd moments and memorable moments.Then look at your past as a wov en thread of events. What always happens? How do you always act in certain circumstances?Start writing notes on these stories now:Three stories that demonstrate your skills.Three stories that demonstrate problem-solving.A story involving a boss.A story involving a coworker.A story involving a client.Make one version emphasizing your strengths, make another version which identifies your weakness.For each story, make sure you can identify the who, what, where, when, why and how.  You can mix and match, but have at least six stories you can pull from.For every weakness you have, write a sentence that turns it into a positive.For instance, James Bond could say, “I’m not an expert at project management like “M,” but I can manage to catch a criminal in a tank full of sharks.” (Of course, he’d never say that because he doesn’t have to prove himself. But you do.)Find a supporting character in your story that complements your weakness. Showcase the complementary teamwork.Try it :I’m not an expert at __________________ like ________________, but I can _____________ and produce ________________________.  Having trouble writing a story? Even Ian Fleming uses the basics:A beginning. (A great place to set the scene. Ian Fleming starts with an action scene.)A middle. (What happened and why?)An end. (How did you save the day?)Do not go into intricate details that aren’t relevant unless there is an irrelevant fact that makes the story interesting, odd or intriguing. Do include some intelligent data and promote the gifts you have to offer. Make sure you pause.Use real life experiences. Ian Fleming called his authoritative mother “M” in real life. It’s no coincidence Bond references his boss at M16 by the name of “M.”The middle of your story should include a plot twist or something unusual. Look back at everyday events. Do you remember a day when things didn’t go as planned?Corporate Bond on phone interview: “I was dancing with my partner to get so me information when she was shot in the back. Nobody noticed. I made sure to remove her from the dance floor carefully so as not to disturb the party.”  Your Turn:I was: ____________________ (List traditional event that happened.)Then this happened: _________________ (List the unexpected or unusual.)Everyone:   _________________ (List shared reaction.)This is what I did: ________________________ (Tell what skill you used and how you used it.)If you have a story with a funny scene, tell that one. Laughter helps release endorphins, and endorphins may promote togetherness. If your interviewer connects with you, you’re one step closer to getting to that second phone interview.Good storytellers ask questions and make the audience think.You can lead into a question to the interviewer asking if there’s one trait that is common in most hires. If you’re interviewing with a venture capitalist, you can ask what traits portfolio companies share, or how the company handles disasters.Aski ng a question after a story also gives the interview a shorter opportunity to pick apart your story, because their mind will switch focus to your question.8. Dash through the DisasterHandling Disasters During Phone InterviewsA phone disaster can hang up your chance to get a second interview.To increase your chances of being called back for a second interview, expect the unexpected. James Bond acted swiftly to unexpected events, but he was prepared.Disaster prevention for phone interviews:Always line up a private place and time for a scheduled phone interview.Always get the phone interviewer’s name and phone Number at the beginning of a conversation.Always have your phone fully charged before the interview. Have a charger and outlet nearby.Always have your notes, pencil, pen, and paper nearby.Use a landline if you have one available.Keep a glass of water nearby in case you get the awkward cough that doesn’t go away.Have this question written down on a sheet of paper in front of y ou: “May I have a moment to collect my thoughts?” Use it if your mind goes blank.  Afraid of freezing on the phone? Afraid you’ll scramble your story?Reach for your life jacket.Keep notes on the facts you’re likely to forget, practice your story, and be prepared to go with the flow. With the right presentation, even mediocre stories can sound great.With all due respect to Harvey Mackay and Swim with the Sharks, the 1965 movie Thunderball demonstrates what to do when you’re drowning in a phone interview. In Thunderball, Bond is trapped underwater in a neighborly backyard shark tank.   A shark swims inches from Bond. (He survives.)The real story: The scene was filmed with a presumably dead shark being pulled by a wire and several drugged sharks. James Bond was nervous swimming with the sharks.Impression: An Academy Award winning scene. (Remember, this was 1965.)The real story continued:   The “dead” shark had a revival towards the end of the scene.The point: James Bond w as nervous. Movie viewers did not see the wire. The movie won an award. Your interviewer will not see you looking at notes and they won’t see you drowning in sweat from nervousness. Focus on the impression you want to make.Do whatever it takes to finish the scene. Pull the dead shark. When your mind goes blank, use your notes. If you can’t use your notes and you forgot your stories, pause, and ask a question.Alternatively, if your mind does go blank, pause, breathe in, and ask “May I have a moment to collect my thoughts?” then wait for the answer yes. If you can’t get back on your feet in time, keep pulling that dead shark and ask the interviewer if they could please repeat the question. The shark might come alive, and you’ll be back in the game.Fill your mind, and notes, before the interview. Don’t drown in fear, drown in preparation.Always research a company before the interview.  James Bond knew his targets.Spy Things to Do Before a Phone Interview:Visit and read th e company website.Scroll through the company’s social media streams.Research the history of the company and mentions in news and other periodicals.Get a feel for the company culture being portrayed.Find the names of executives, human resource managers, your new boss, and the person that will be interviewing you.See what their significant others and family members are posting.Take note of any familiar names or common connections.Do some spy-worthy social media snooping and Googling to see what’s valued. Be sure to check out LinkedIn profiles.If it’s a U.S. public corporation, look at the most recent 10-K report on the Securities and Exchange Commission (SEC) government website.Review stock market history.Make sure you’re familiar with the product line and services offered.Identify the company’s competitive advantage.Review investor relations and sponsors.If applicable, look at public agency records for health and safety.Do a search for the company name using Google Scholarâ €™s case law feature.Review the employment reviews of the company on Glassdoor and industry websites.Review company reviews on Google, Yelp and other review websites.Studies in personnel psychology that have carried through decades show that to have a successful interview, interviewees must:Respond concisely. (Have speaking skills.)Answer questions fully. (Have storytelling skills.)Stay Relevant. (Communicate appropriately with the interviewer.)If you use the eight tips we gave you, you’re sure to have a successful interview.Ending the call and getting the second interviewEnding a phone interview is a bit like ending a sales call. You can’t be too pushy, but you can get some more information.Whether you or the interviewer end the phone call, be sure to do these five things:1. Thank the interviewer in a complimentary manner and use their name.(“Thank you “M” for an intriguing discussion.”)  2. Ask if you can have their email address for follow-up.(“May I have your email address for follow-up on our discussion?”)3. Ask if there’s a reason you wouldn’t get a second interview. If they give you a reason, address it.(“Through our discussion, do you think there’s a specific reason I won’t get called for a second interview?” [Interviewer mentions she saw the 1960s movies and how he treated women.]“Oh, my attitude towards women? I’ve since taken classes on sexual harassment in the workplace and have stellar behavior. My boss, also named“M,” will be happy to speak with you.   Would you like me to make arrangements for her to contact you?”)4. Ask who will be conducting the second interview.(“Do you have any insight on the person who will be conducting the second interview?”)5. Thank the interviewer again by name, mention you’ll look forward to hearing from them, and inquire about the response time frame.(“Thank you, again, “M” for an enlightening interview. I’ll look forward to hearing from you in a few weeks. Is that a reasonable time frame?”)James Bond has the talent to save England and you have the talent to get a second interview.Follow our tips and you’ll be writing the script for your new life adventure.

A Brief Note On Diabetes And Pregnancy Among First Nations...

1. When reviewing â€Å"Diabetes in pregnancy among First Nations women† by Oster, Mayan, and Toth (2014) for its relevance to nursing/healthcare, the purpose of the study, research questions, and significance were made very clear. The purpose of the study was to acquire a deeper understanding of the perspectives held by First Nations women with the intention of discovering more culturally appropriate interventions to prevent and treat diabetes in pregnancy among this group (Oster, Mayan, Toth, 2014). The study is relevant to nursing in that its questions focus on the Aboriginal woman’s lived experience of diabetes in pregnancy and what she believes contributes to a healthy pregnancy (Oster et al., 2014). At the core of nursing care is†¦show more content†¦By implementing a person-centered approach to care, healthcare providers such as nurses can work with First Nations women who are pregnant to help them acquire the knowledge necessary to manage their di abetes and to connect traditional and mainstream health practices that will support these women to make positive lifestyle changes in attempt to control their diabetes throughout pregnancy (Oster et al., 2014). 2. After examining the literature review within Oster et al. (2014), both strengths and weaknesses were observed. Quantitative research was used to explain the inherent difference in health status among First Nations and non-First Nations populations. A measured decrease in the age of diabetes diagnosis and higher fertility rates among First Nations individuals (Oster et al., 2014) alluded to the urgency of exploring effective care options for pregnant Aboriginal women with diabetes in order to mitigate the growing â€Å"epidemic† (p. 1469). The qualitative studies used were also significant as they identified a disconnect between traditional and Western views to be explored and bridged in attempt to deliver effective Type two diabetes health care to First Nations people (Oster et al, 2014). Referencing quantitative and qualitative studies to demonstrate the importance of identifying culturally appropriate Type two diabetes care for First Nations women who are pregnant co uld be seen as a major strength of the

The Financial Ombudsman Service Essay - Free Essay Example

Sample details Pages: 7 Words: 2025 Downloads: 7 Date added: 2017/06/26 Category Law Essay Type Essay any type Did you like this example? The Financial Ombudsman Service The Financial Ombudsman Service (FOS) is stated to be The official independent expert in settling complaints between consumers and businesses providing financial services. It is a public body that was established by Parliament and is authorised to deal with a very broad range of complaints in areas ranging from banking and insurance, to loans, credit and hire purchase and savings and investments. The standard it applies when determining complaints, is what in the opinion of the ombudsman is fair and reasonable in all the circumstances of the case ; with the ability to award fair compensation for loss or damage. Indeed, the FOS has come to enjoy a considerable reputation due to its efficiency, independence, and impartiality when dealing with complaints, dealing with almost a million enquiries, settling over 150,000 disputes a year, and settling a third of cases within three months. Don’t waste time! Our writers will create an original "The Financial Ombudsman Service Essay" essay for you Create order In fact, in the latest six-monthly (between 1st January and 30th June 2010) complaints data released on individual financial businesses, the FOS received 84,212 new complaints and upheld an average of 44% of complaints in favour of consumers. The FOS has therefore demonstrated a strong complaints-handling performance with cases usually settled informally. Moreover, consumers are still free to reject a FOS decision and take their case to court instead if they so wish. Given such credentials, it might seem to be the case that consumers having complaints relating to insurance are well protected under the FOS regime. However, it is submitted that the draft Consumer Insurance (Disclosure Representations) Bill (the Bill) recommended by the Law Commission (LC) is of significant practical benefit to consumers, and brings a great deal to the table in relation to insurance contracts. In fact, if enacted the Bill would represent a watershed in the law governing disclosure and represen tation in consumer insurance contracts. Inherent difficulties stem from the fact that this area of law is governed by archaic legislation in the form of the Marine Insurance Act 1906 (MIA 1906). The main difficulty is that the MIA 1906 stipulates that A contract of marine insurance is a contract based upon the utmost good faith, and, if the utmost good faith be not observed by either party, the contract may be avoided by the other party. In fact, this principle of utmost good faith or uberrimae fidei is of antiquated origin and imposes very strict disclosure requirements on the part of the assured to an insurance contract. Thus, the assured must disclose every material circumstance which is known to the assured , with the assured being deemed to know every circumstance which, in the ordinary course of business, ought to be known by him. Furthermore, material circumstance is expounded as including Every circumstance is material which would influence the judgement of a pruden t insurer in fixing the premium, or determining whether he will take the risk. The relevant test was elucidated upon further in Pan Atlantic Insurance Co Ltd Another v Pine Top Insurance Co Ltd where the House of Lords held that the test of materiality of disclosure required any relevant circumstance to have had an effect on the mind of a prudent insurer in weighing up the risk, i.e. objective in nature. However, a certain degree of subjectivity was also attached to the test in that it was also held that an insurer would only be entitled to avoid an insurance policy if the material non-disclosure or misrepresentation had actually induced the making of the policy. Finally, every material representation made by the assured or his agent to the insurer prior to the making of a contract must be true or the insurer may also avoid the contract, even for honest mistakes leading to untrue material representations. Consequently, if the assured fails to disclose all such material inf ormation the insurer may avoid the contract and refuse to pay out for any claim under the insurance contract. Thus, whilst this strict duty of disclosure may have been pertinent for commercial merchants at the turn of the twentieth century, it is difficult to justify the policy behind its continuation into a twenty-first century replete with a plethora of insurance contracts taken up by ordinary lay consumers. Its often harsh and unfair effects are exemplified by the case of Lambert v Co-operative Insurance Society Ltd. In Lambert, the Court of Appeal held that an insurer was entitled to avoid an insureds policy on the basis that the insured had failed to inform the insurers that her husband held previous convictions, even though she had not been asked this. Nevertheless, the convictions were held to constitute material circumstances which should have been notified to the insurers under the prudent insurer standard. Even whilst acknowledging the point in law proved by the defe ndants, the judge professed that they would be acting decently if they were to pay her nonetheless, even adding that It might be thought a heartless thing if they did not, but that is their business, not mine. Even in 1975 one can see the excessive nature of the uberrimae fidei standard acting to the detriment of the innocent party. It is one thing for Parliament to set out insurance requirements precluding any misrepresentation at a time when the insurance market was in its infancy (following the Lloyds Act, 1871); it is quite another to continue to impose such draconian standards on millions of ordinary consumers a century later. Indeed, as recognised by the LC: We think the time has now come to update the law to meet the needs of a different century ; with it identifying five main problems with the existing law. Firstly, it found that consumers were only able to obtain justice from the FOS and not from the courts, as the courts were forced to apply the unfair rules. Mor eover, the LC stated that the compulsory jurisdiction of the FOS was limited to awards of ÂÂ £100,000. This effectively sets a dual standard depending on whether the consumer is rich or not, with those individuals insured for figures in excess of ÂÂ £100,000 (e.g. buildings or life insurance) forced to take their chances in courts with much stricter standards. The LC noted the FOS would decline to hear cases which required cross-examination of witnesses, so cases venturing into complex areas or involving third parties again ostracised consumers. Secondly, the LC considered the current rules were unacceptably confused, with many consumers not realising a right to complain to the FOS, and with the resulting muddle leading to a loss of confidence in the insurance industry. Thirdly, the LC believed the legal system penalised some vulnerable groups and cited problems experienced by older individuals, those with criminal convictions , or even those with Multiple Sclerosi s (owing to early but undiagnosed symptoms leading to a rejection of critical illness insurance claims). Fourthly, the LC believed the system imposed an inappropriate role on regulators, as the FOS and Financial Services Authority were forced to effectively act as policy and rule-makers. Additionally, the courts were systematically forced to reach unfair decisions. Finally, in the face of across-the-board European Union harmonisation, it stated that it was difficult to justify the present incoherent layers of law to an international audience. The LCs recommendation for reform of the onerous legal position in which the strict letter of the law had been overlain by successive layers of self-regulation, FSA rules and FOS guidelines , took the form of the recommended enactment of the Bill. Under the Bill, a consumer insurance contract (CIC) is defined as one entered into by an individual wholly or mainly for purposes unrelated to the individuals trade, business or profession. T he Bill replaces the duty of utmost good faith by instead stipulating that: It is the duty of the consumer to take reasonable care not to make a misrepresentation to the insurer in any disclosures or representations made by the consumer to an insurer prior to entering into, or varying, a CIC. Reasonable care is said to be determinable in the light of all the relevant circumstances. This includes things such as the type of consumer insurance policy in question, and its target market ; the insureds produced or authorised explanatory materials or publicity ; the clarity and specificity of the insurers questions ; and whether or not an agent was acting for the consumer. Also the Bill, prevents contracting out of these obligations by putting the consumer in a worse position , or the use of basis of the contract clauses, namely clauses which convert consumer representations into warranties, breach of which automatically terminates insurance cover. The Bill also provides for bala nced insurers remedies for different types of misrepresentations. For example, an honest and reasonable misrepresentation by the assured does not affect the validity of the insurance contract whereas a deliberate or reckless qualifying misrepresentation allows the insurer to avoid the contract, refuse any claim and keep any premiums paid (unless good reasons exist why they should not be kept). However, the insurers remedies for any careless representations are based on what the insurer would have done if the consumer had complied with the reasonable care duty. This ranges from avoiding the contract to proportionate reduction of a claim (because the insurer would have charged a higher premium). Although widely accepted, the proposed reforms are not without criticism. For example Soyer has argued that the reasonable assured test for materiality is nebulous and has not been previously tested; that the availability of proportionate remedies may lead to uncertainty as well as being open to criticism from theoretical and economic perspectives; and that statutory control is not practical and undesirable. Nevertheless, it is submitted that such criticisms are weak in the face of the currently manifestly unfair application of dated insurance law principles which are adversely affecting consumers. The law is clearly in need of reform and the proposals set out in the Bill clearly represent a fairer, more balanced and transparent process relating to consumer insurance contracts. Butcher has even suggested that to talk of insurance contracts as being contracts of good faith tends to be either useless or positively harmful to a coherent development of the law. He considers good faith to be a redundant concept, with rules now in place which have gone a good deal further than necessary to maintain good faith relations, and which have provided insurers with a weapon which produces the opposite results of what good faith would demand. Whilst it is true that the s ervice provided by the FOS is currently invaluable to thousands of insurance consumers across the UK, it cannot be a viable substitute for properly focused and balanced reforms. The Bill achieves this and it is submitted there is no reason to delay its enactment. Bibliography Achampong, F. (1987) Uberrimae fides in English and American insurance law: a comparative analysis. I.C.L.Q., 36(2), 329-347. Bennett, H.N. (1993) The duty to disclose in insurance law. L.Q.R., 109(Oct), 513-518. Butcher, C. (2008) Good faith in insurance law: a redundant concept? J.B.L., 5, 375-384. Hird, N. (1998) How to make a drama out of a crisis. J.B.L., May, 279-287. Soyer, B. (2008) Reforming the assureds pre-contractual duty of utmost good faith in insurance contracts for consumers: are the Law Commissions on the right track? J.B.L., 5, 385-414. Soyer, B. (2009) Reforming pre-contractual information duties in business insurance contracts one reform too many? J.B.L., 1, 15-43. Steyn, J. (1992) The role of good faith and fair dealing in contract law: a hair-shirt philosophy? Arbitration, 58(1), 51-56. Tarr, Julie-Anne and Tarr, A.A. (2001) The insureds non-disclosure in the formation of insurance contracts: a comparative perspective. I.C.L.Q., 50(3), 577-612. The Financial Ombudsman Service (2010a) [Online] Available from: https://www.financial-ombudsman.org.uk/. [Accessed 1st December 2010]. The Financial Ombudsman Service (2010b) About us. [Online] Available from: https://www.financial-ombudsman.org.uk/about/index.html. [Accessed 2nd December 2010]. The Financial Ombudsman Service (2010c) ombudsman releases latest complaints data on individual financial businesses. (14th September) [Online] Available from: https://www.financial-ombudsman.org.uk/news/updates/complaints-data-Sept-10.html. [Accessed 2nd December 2010]. The Law Commission (2009) Consumer Insurance Law: Pre-Contract Disclosure and Misrepresentation. Law Com No 319, Cm 7758, SG/2009/255 (December).

A Buddhist and Christian Look at Life After Death Free Essays

A Buddhist and Christian look at Life after Death: The XIV Dalai Lama and Heschel views on the stages of death. In each religion every one dies a different way. I wanted to write about life after death because everyone has their own interpretation to where we go when we die. We will write a custom essay sample on A Buddhist and Christian Look at Life After Death or any similar topic only for you Order Now No one really knows the true answer until we die and then what? The question that is raised today is which religious concepts of life after death should we follow? In my paper I will talk about how His Holiness the XIV Dalai Lama and rabbi Abraham J. Heschel address the concept of life after death from their faiths. In Buddhism, Buddhist does not believe that during their lives they do not live and die once, instead they are a part of a continuous cycle which is known as samsara. Samsara can bring many births, deaths, and rebirths all according to how karma is played out in their lifetime. A person’s karma can play a very important role in a person’s life as to what their next life will become. The only way that Buddhist can become free from the cycle of samsara is by reaching a state of nirvana. When I hear of heaven or paradise, I often understand it as a place where a person goes to after they have died. However, Buddhists believe it is possible to dwell in nirvana or state of bliss, when still alive. My interpretation of this is that our experience in life when reaching nirvana can be a heavenly experience. In order to reach the state of nirvana which is a state of enlightenment one has to have removed all the desires which promote selfish attitudes, like, greed, hatred and etc. and the idea that all things in life do not change. By doing these things Buddhist has to come to the realization of The Four Noble Truth and practice The Eight Fold Path (48). How to cite A Buddhist and Christian Look at Life After Death, Essay examples

Management Accounting and Control

Question: Discuss about the Management Accounting and Control. Answer: Original Budget Statement for 9000 Units In this solution we will prepare original budget statement of Procter and Gamble Company which is engaged into manufacturing and distribution of beauty and personal care products. This company is engaged into manufacturing and distribution of beauty and personal care products under various premium brands like Pantene, Gillette and Olay. Company is leading company has significance in this industry. Since recent years company is under performing so that its management is afraid of losing their presence in the market and trying to do more efforts to get previous reputation in the market. This time company is under performing in the comparison of its competitors company like LOreal, Unilever, which are also number one companies of respective industry. company is worried about is performance because in The Chinese market its product are of low quality but in country like India where this industry is emerging these products are so high level that citizens are not willing to buy these products. Hence company is researching on a product which is of mid range hence company is planning to launch its new product which is Alpha 577 this is mid range product and have quali ty to fulfill all the requirements of customer. For this product company estimated that it would sale 10000 units in a month but in reality there is sale of 9000 units. So there is budgeted statement for 9000 units on the basis of budgeted cost. Company - Procter Gamble Statement of Original budget for the month of October (Based on actual sold unites i.e. 9000 Units) Elements of statement Workings Amount Sales: 9000*88 792,000.00 9000 units @ Euro 88 per unit Less: Variable Cost of product Materials (Direct) : Direct Material A: 2 K.g. per unit @ Euro 10 Per K.g. 2*10*9000 180,000.00 Direct Material B: 1 K.g. per unit @ Euro 15 Per K.g. 1*15*9000 135,000.00 Labour (Direct) 3 Hours @ Euro 9 per hour 3*9*9000 243,000.00 Variable Overhead Expenditure 3 Hours @ Euro 2 per hour 3*2*9000 54,000.00 Total Variable cost of product 612,000.00 Contribution on product (Sales - Variable Cost of Product) 180,000.00 Less: Fixed Overhead Expenditure 120000*9000/10000 108,000.00 Budgeted profit on actual units i.e. 9000 units Contribution - Fixed Overhead Expenditure 72,000.00 Statement of variance analysis for Procter and Gamble In this solution we will prepare variance analysis statement of Procter and Gamble Company which is engaged into manufacturing and distribution of beauty and personal care products. This statement will reflect the difference between budgeted results and actual results of company. This company Procter and Gamble is engaged into manufacturing and selling of beauty and personal care products under various premium brands like Pantene, Gillette and Olay. Company is number one company and has major significance in this industry. It has major part of revenue of this industry as well as has engaged many customers for its companys brands. Since many years the Company is not performing according to its past performance because of major changes in management and some wrong estimations made by company in past. Hence its management is afraid of losing companys reputation and importance in the market and industry and trying to do more efforts to get previous reputation and importance in the market. This time the Company is under performing in the comparison of its competitors company like LOreal, Unilever, which are also leading branded companies of beauty and personal care products industry. The Company is worried about is performance because in The Chinese market its pro duct are of low quality but in country like India where this industry is emerging these products are so high level that citizens are not willing to buy these products. Hence company is researching on a product which is of mid range hence company is planning to launch its new product which is Alpha 577 this is mid range product and have quality to fulfill all the requirements of customer. Now company prepared standard costing card for this product and estimated that it will sell 10000 units in month of October. When actual results were received that it sold 9000 units and there are other difference in what the company estimated and what the company received after actual performance so now company has asked us to prepare a statement of variance analysis so that it can further analysis the results and can take necessary actions. So following is the statement of variance analysis of Procter and Gamble Company for the month of October which is based on 9000 Units: Company - Procter Gamble Statement of variance analysis of Budgeted Profit and actual profit on the basis of 9000 Units Elements of Variance Formula to be used for calculation of variances Workings Find out Variance Nature of Variance i.e. Favourable or Unfavourable Direct Material Variances Direct Material Usage Variance Standard price per unit of material (Standard quantity for actual units - Actual quantity of actual units Materials: A: 10 (2*9000 - 19000) B: 15 (1*9000 - 10100) (26,500.00) Unfavourable Direct Material Price Variance Actual quantity purchased for actual units ( Standard price for per unit of material - Actual Price for per unit of material ) Materials: A: 19000 (10-11) B: 10100 (15-14) (8,900.00) Unfavourable Direct Material Cost Variance Direct Material Price Variance + Direct material usage variance -26500 + -8900 (35,400.00) Unfavourable Direct Labour Variances Direct Labour Efficiency Variance Standard labour rate per hour ( Standard hours worked for actual units - Actual Hours worked for actual units) 9(27000-28500) (13,500.00) Unfavourable Direct Labour Rate Variance Actual Labour worked hours (Standard rate per labour hour worked - Actual labour rate per hour worked) 28500 ( 9 - 9.60 ) (17,100.00) Unfavourable Direct Labour Cost variance Direct Labour Efficiency Variance + Direct Labour rate variance -13500 + -17100 (30,600.00) Unfavourable Variable Overhead Variances Variable Overhead Efficiency Variance Standard variable overhead rate per hour worked ( Standard variable hours worked for actual units - Actual Variable hours worked) 2(27000-28500) (3,000.00) Unfavourable Variable Overhead Expenditure Variance Actual Variable worked hours for actual Units ( Standard Variable Overhead rate per hour for actual units - Actual Variable overhead worked hours) 28500(2-1.825) 5,000.04 Variable Overhead Cost Variance Variable Overhead Efficiency Variance + Variable Overhead expenditure Variance 3000+5000.04 2,000.04 Favourable Fixed Overhead Variances Fixed Overhead Expenditure Variance Budgeted Overhead for budgeted units - Actual overhead 120000-116000 4,000.00 Favourable Fixed Overhead Efficiency Variance Fixed overhead absorption rate per hour ( Standard production hours for actual units - Actual Production hours) 4(27000-28500) (6,000.00) Unfavourable Fixed Overhead Capacity Variance Fixed overhead absorption rate per hour ( Actual Production hours - Budgeted Production hour for budgeted Units) 4(28500-30000) (6,000.00) Unfavourable Sales related variances Sales Volume Variance Standard profit per units for actual units ( Actual Sold units - Budgeted Sold Units) 8(9000-10000) (8,000.00) Unfavourable Sales Price Variance Actual Units Sold ( Actual selling price - Standard selling price) 9000(90-88) 18,000.00 Favourable Some important explanations: Due to inefficiency of production manager in production of product the Company over use material A for manufacturing of product. But in case of material B Companys manager of production department applied its knowledge and achieved target of reducing the quantity of material B with maintaining the quality of product. In purchasing the material A company paid excess rate in comparison of standard rate per unit of material. For this variance purchasing manager of purchase department will be responsible. Since this product is new for company as well as its labour hence for manufacturing this products labour took extra working hours in comparison to what the company expected in standard costing for this we cannot direct make responsible labour department head because all know that product is new and labour will take more and more hours to do this work. Further labour man also charged higher amount what the company expected because for manufacturing the new product labour also devoted extra time as well as extra efforts for this they charged extra wages. Since variable overhead are incurred in connection with labour. As labour work machine is also used hence if labour hours are increasing this will increase variable overhead hours due to which there is unfavourbale condition of variable overhead efficiency variance. Since it was first year so these differences may be accepted but after some time it will be better if all these variance convert into positive results. Company controlled its fixed overhead expenditure hence it achieved at target of reducing the fixed overhead expenditure. By promoting the product and due to past reputation of the company, it succeeds to sell the product at the rate which is higher than budgeted selling price. Reconciliation statement for budgeted results and actual results After getting budgeted profit and actual profit it is necessary to reconcile to find the calculation mistake and to get the overall reason of difference in budgeted profit and actual profit. For making the reconciliation statement we take budgeted profit and actual profit and then adjust both the profits with variances like material variances, labour variance, variables and fixed overhead analysis and sale variances. In reconciliation we always start with budgeted profit and then adjust various variances and finally we get actual results. If there is any mistake then our profits will not be reconciled. So following is the reconciliation statement of Procter and Gamble Company: Company - Procter Gamble Statement of Reconciliation for budgeted profit and actual profit Budgeted Profit for 10000 units 80,000.00 Sales Volume Variance (8,000.00) Standard Profit on 9000 units 72,000.00 Sale Price Variance 18,000.00 Standard Sale for 9000 units 90,000.00 Total Cost Variances Material Usage variance (26,500.00) Material Price Variance (8,900.00) Labour Efficiency Variance (13,500.00) Labour Rate Variance (17,100.00) Variable Overhead Efficiency variance (3,000.00) Variable Overhead Expenditure Variance 5,000.04 Fixed Overhead Efficiency Variance (6,000.00) Fixed Overhead Capacity Variance (6,000.00) Fixed Overhead Expenditure Variance 4,000.00 Actual Profit (Working Note) 18,000.04 Working Note Calculation of Actual Profit for 9000 Units Company - Procter Gamble Statement of actual profit on 9000 units Details Amount Sales of 9000 units @ Euro 90 per unit 810,000 Less: Variable Cost of product Direct Material used in product Material A: 19000 k.g. @ 11 Euro per k.g. 209,000 Material B: 10100 K.g. @ 14 Euro per K.g. 141,400 Direct labour cost 28500 Worked hours @ Euro 9.60 per hour 273,600 Variable overhead 52,000 Total Variable Cost of product 676,000 Contribution of product i.e. sales - variable cost of product 134,000 Less: Fixed Cost 116,000 Actual profit for 9000 units 18,000 Solution 3 Analysis report on importance of variance analysis for directing the attention of management into business Executive summary This analysis report on importance of variance analysis is concerned to management that management should analysis variance report of company and should give proper attention into business so that any unfavourable variance cannot be repeated in future. When starting operation of forthcoming years every company made an estimation of cost and sale on some technical basis which is called standard costing. In this standard costing on the basis of past performance, present stand of company, future plans and market conditions it prepares an estimation about the future. But due to many reasons company cannot meet its planned costing hence there may be variations in standard costing and planned costing hence it is necessary to find out the deficiencies and responsible persons so that such responsible person may give more attention in business of company. In this report, we will discuss importance of variance analysis of management by taking an overview of variance analysis report of company Procter and Gamble for October month. In this company there are many variances so we will find out the reasons and then will give some major points which will describe importance of variance analysis. Variance analysis shows mirror to management of company about their performance so that if there is any unfavorable situation they can take reasonable steps to avoid unfavourable situation. Without variance analysis management will not know about their performance and they will do work without any purpose which may cause loss to company. Summary about Procter and Gamble Company Procter and Gamble Company is a leading company in manufacturing and distribution of beauty and personal care products. It is engaged in manufacturing of many brands like Olay, Pantene, Gillette etc. these products have their own importance in market. Recently company reported that its performance was not so good according to its expectation and reputation and its competitors company like LOrel or Unilever is performing very well. Hence company is afraid of its competitors and wants to do some innovative to come back in its past performance. So now company is planning to introduce a new product which is also a beauty and personal care product for which company did market analysis and expect about its production and sale. This new product is Alpha 577 for which company expected that it will be able to sale 10000 units but company sold 9000 units of this product. So there is one variation of sales units. Apart from this there are many other variations like material, labour, variable an d fixed overhead etc. Variance Analysis Meaning of Variance in standard costing is difference between standard results and actual results. When any company prepares variance statement of difference between budgeted results and actual results then motive of company is to find out the favourable and unfavourable condition in business. (The Economic Times, n.d.) Mere calculation of variance is not sufficient until management will not know about their performance. So analysis of variance is necessary. (Bragg, S., 2014) In present era variance analysis is essential part of companys analysis reports. Company appoints experienced professional who analysis the standard and actual results so that results can be communicated to management for improvement. Significance of the variance analysis for directing the attention of management into business of the company As described above that merely calculation of variance analysis is not sufficient for the company as by calculation only company will get the results but after analysis the results it will enter into depth of companys performance and will decide the responsibility of the management so that management will motivate for further improvement and managers who are doing well will motivate to do more and more excellent work. In this section we will take reference of Procter and Gamble Companys variance analysis for better understanding Following is the some major points which will describe the importance of variance analysis for directing the attention of management into business of company: Finding out weak areas: By doing variance analysis management find out that where the company got unfavourable variances and what are the reasons of getting such unfavourable variances. In variance analysis management go into depth of variance and take a detailed analysis of companys overall performance. If there is need of new technology or there is requirement for change in management for betterment than it will take quick actions. (Ramiah, B., 2014) For example in this company there is unfavourable condition in Material B in both the situation like it may be price variance or it may be usage variance. So now manager of Material B will be responsible for this variance hence material B is the weak area off company so company will take detail analysis of this material and may try to replace it with new material. 1. Assignment of responsibility to concerned person: By doing depth analysis of variances we find that which manager is responsible for this difference. If it is not fault of manager then we will do another analysis to find out the correct reasons. In absence of proper analysis we will consider manager of respective department as defaulter and we may take necessary actions against him which will cause loss to company. (Finance Management, n.d.) 2. Motivation to management personnel: If there is favourable condition i.e. we get favourable variance that does mean that because of efforts of managers the Company gets this target so the company will fascinate the manager and it will motivate him to do work with more and more efforts and intelligence. (Ahmad, S., n.d.) 3. Major decisions may be taken on time: By analyzing the variance company will get the knowledge that what are the areas which are required for major improvements. So that management will prepare future plan. If company does not prepare variance analysis statement it will not focus on weak areas and overall company will be affected. So by this company will take necessary actions. (Siddiqui, F., 2015) Conclusion In this report we present importance or significance of variance analysis for any company so that it may direct the management for giving attention in the companys operations. Analysis of variances means that after calculation of variance the Companys management should review that where the difference and what are are the reasons of such difference. because in absence of proper variance analysis management will do work without any special attention and weak areas may be left without improvement and if there are personnel who did work will not be motivated and it may be possible that they will not try to do more work with efficiency due to ignorance of company toward their work. In this company also analysis of variance is very necessary. In case of labour variances we cannot make responsible the manager of labour department because company is launching new product and new product will take more time and efficiency in comparison of old products hence by analysis only it will now the exact reason of these variances. For favourable sale price variance, company will be able to motivate the manager of sale department which will motivate him to do work in future with lot of energy and motivation. Hence it is concluded that variance analysis are very important for company and companys management and it give an extra confirmation about performance of the company and it is like mirror which shows the performance of the company to the management. References Bragg, S., 2014, What is varianceanalysis?, available at https://www.accountingtools.com/questions-and-answers/what-is-variance-analysis.html [Online] [Accessed on 13/07/2016] The Economic Times, n.d., Definition of 'Variance Analysis, available at https://economictimes.indiatimes.com/definition/variance-analysis [Online] [Accessed on 13/07/2016] Ramiah, B., 2014, The importance of variance analysis, available at https://www.linkedin.com/pulse/20141007165410-20768213-the-importance-of-variance-analysis [Online] [Accessed on 13/07/2016] Finance Management, n.d., Variance Analysis, available at https://www.efinancemanagement.com/budgeting/variance-analysis [Online] [Accessed on 13/07/2016] Ahmad, S., n.d., Managerial Usefulness/Importance of Variance Analysis, available at https://www.accountingdetails.com/usefulness_of_variances.htm [Online] [Accessed on 13/07/2016] Siddiqui, F., 2015, The Role of Variance Analysis in Businesses Management, available at https://fareedsiddiqui.com/index.php/tag/importance-of-variance-analysis/ [Online] [Accessed on 13/07/2016]

Evaluating Investment Proposals

Essay Sample on Trans-Atlantic Counterterrorism Policies

Essay Sample on Trans-Atlantic Counterterrorism Policies Advances in Trans-Atlantic Counterterrorism In his remarks opening a meeting of the House Subcommittee on Europe, Representative Elton Gallegly stated, â€Å"since September 11th, our partnership with Europe has become even more vital as we seek common strategies and solutions for the plague of global terrorism.† Although this could be said for many U.S. allies in its Global War on Terrorism, the Trans-Atlantic partnership is of particular importance. The similar and parallel foreign policies of the U.S. and many European countries in the past demonstrate that the commonality of combating terrorism is yet another area of cooperation for these two world powers. It is the very definition of counterterrorist (CT) referring to offensive measures taken to prevent, deter, and respond to terrorist acts (including sanctuary denial, hostage rescue, and other terrorist suppression) that requires cooperation to pursue its goals. The history of U.S.-European CT efforts displays the cooperation involved in such missions. Some of the earlier examples of CT cooperation include the decades-old military exchange between United States CT forces and British CT forces, and the co-basing of the U.S. hostage rescue team with British CT forces in Egypt. These events surrounding the Iran Hostage Rescue Mission were the very birth of the United States CT capability. Such cooperation has continued since the early 1980s and strengthened after September 11, 2001. Additionally, due to the nature of the world’s modern financial infrastructure, international cooperation is essential to combating terrorist financing. Just as the U.S. and its allies froze Iranian assets during the 1979-1981 hostage crisis, the international community, and Europe in particular, performed similar actions after September 11, 2001. According to Senator John Kerry, â€Å"until October 2001, we did more damage to bin Laden and his terrorist enterprise by destroying his money laundering efforts than we did by firing missiles at tents in the desert.† Since recent events, Europe has acted in line with U.S. policy by cutting down the options terrorists use to finance their operations. Finally, despite the current Trans-Atlantic rift concerning U.S. policy in Iraq, the bonds formed from effective cooperation in the area of counterterrorism could surpass the frustrations of this delicate aspect of Middle East policy. Indeed, due to the necessary counterterrorist operations involved in rebuilding Iraq, it might be those cooperative efforts which could form coalitions and strengthen ties. The essence of this reinforced counterterrorism relationship could be the unwavering foundation for lasting democratic peace despite the current Trans-Atlantic rift over policy in Iraq. If you need custom essay, research paper, thesis or term paper on Politics or Sociology feel free to contact our professional custom writing service.

Feminist Theories and The Position of the Modern Woman Essay

Feminist Theories and The Position of the Modern Woman - Essay Example However, the various feminist theories differ, to a large extent, on the sources and types of inequality suffered by women, how to tackle these inequalities and achieve equality or the extent to which gender and sexual identities should be questioned. Obviously, as with every ideology, political movement or philosophy, no single definition or idea would adequately reflect what feminism stand for (Tong, 1989). Nonetheless, despite the various differences within the rank of the feminists' movements, over the last couple of decades, their analysis and ideas have greatly contributed to society and social theory and thus have greatly improved the lives of women. Several aspects of private life associated with male/female social relationships have experienced changes and many parts of social life have been transformed as a result of the work of feminism. Although, some people argue that there is still along way to go before equality is attained between men and women, everyone agree to the fact that major changes have been experienced towards such equality in the society (Burt and Dorney, 1993). Somehow, men and women through their social actions and interactio... een very useful in that, they tend to address the practical issues faced by women in their daily living and interaction with the society (Sydie, 1987). Feminists' theory views women in the society and addresses practical issues that are of concern to them, focussing on these from the perspective, experiences, and viewpoint of women. Feminist theorists tend to be women who theorize about their own experiences and interaction, they are concerned with the everyday lives and experiences of women and their social interactions, and often connected to women's groups, social reform, and broad social and political movements, organizations, and institutions. The concern of feminism appears to be three-fold; the first concern is perhaps, the recognition of women as full fledged social actors in the social world, this is because, though women have always been part of the social world, several theoretical perspectives often did not recognize them as such. The second concern of feminism involves analyzing the difference between biology and the social, the difference usually associated with sex (in biological terms) and gender (in the social world). Most feminist theories seek to explain that the status, role and position of the woman was socially constructed and not natural or unchangeable. The third concern of feminism is the male/female inequality; the oppression and domination of women, and how to overcome it (Tong, 1989; Lerner, 1994). Feminism is usually broadly divided into the Liberal, Socialist, Radical, Marxist, and Patriarchy theories due to the connection these theories have with other social theories and also the strategies and ideas proposed by the theory for tackling the problems faced by women in the society and the ways for pursuing equality. Although, it should be

This is about my math class Essay Example | Topics and Well Written Essays - 750 words

This is about my math class - Essay Example This paper will focus on a specific function in three variables. In order to make our discussion systematic, we shall divide the discussion into three cases, one for each value or range values of the given parameter. The function in focus is given by, (1) where b is the parameter of the given function. Let us first consider the trivial case in which b is equal to zero, giving us (2) . Figure 1 shows a sketch of the graph of this function. As seen from the graph, it is simply a quadric surface, generated by a parabola on the xz plane, moved along the y-axis. When taking the implicit characterization of the graph on the xyz space, we see that we come up with a line on the y-axis. Fig. 1. Graph of . Next, we take the case in which b is greater than zero. The graph of this function is an elliptic paraboloid, with the standard form , illustrated in Figure 2. Figure 2. Graph of . The elliptic paraboloid is a quadric surface, with a distinctive â€Å"nose-cone† appearance. Horizontal sections of this graph turn out to be ellipses while vertical sections are parabolas, hence its name. When b is equal to one, that is, the standard form given here, horizontal sections are actually circles. Narrower ellipses are generated when b is less than 1 and wider ones are formed when b is greater than 1. Suppose we want to find the tangent plane of this function at the point (1,2). Recall that to find the equation of the tangent plane to the surface at the point , we first need to get partial derivative of f with respect to x and the partial derivative of f with respect to y and plug in the values to the formula of the tangent plane which is (3) . And so we get, Thus, the equation of the tangent plane is, Figure 3 illustrates a sketch of the graph of the function with the corresponding tangent plane at (1,2). The saddle and extremum points of the function are at the origin. Fig. 3. Graph of with tangent plane at (1,2), having the equation The last case that we will consider is when b is less than zero. Again, for the sake of simplicity, let us take the case when b is equal to -1 and make our generalizations from that case. Figure 4 shows the graph of , which is a hyperbolic paraboloid. As with the elliptic paraboloid, such a graph got its name because its horizontal sections are hyperbolas while its vertical sections are parabolas. Fig. 4. Graph of . Taking the same steps in the previous section to find the tangent plane to the graph at (1,2), we have the following calculations. Thus, the equation of the tangent plane is, Figure 5 illustrate the tangent plane of the function at (1,2). Fig. 5. Graph of with tangent plane at (1,2), having the equation The saddle point of the given function is located at the origin, and the extremum is also at the origin. In conclusion, the function generates three different kinds of graphs on the xyz space depending on the value of the parameter b. The surface generated may either be a parabola moved along the y axis whe n b is zero, an elliptic paraboloid when b is positive, or a hyperbolic paraboloid when b is negative. Traces on the two dimensional plane may be inferred from the names of their graphs, with the trace on the horizontal plane denoted by the

Customer Relationship Management Dimensions

Customer Relationship Management Dimensions Purpose The primary objective of this paper is to develop a conceptual framework that depicts the impact of customer relationship management (CRM) dimensions on employee job satisfaction within the customer contact center industry. Design/methodology/approach This paper uses a qualitative methodology that comprises of a comprehensive literature review of both academic researches and industry reports. Findings Evidences from the extant literatures have suggested that effective implementations of the four dimensions of CRM (Customer Orientation, CRM Organization, Knowledge Management and Technology Based CRM) will positively effect employee job satisfaction within the customer contact center industry. Research limitations/implications Given that this paper is based on qualitative approach, there is need to embark on empirical data gathering to validate the conceptual model presented. Practical implications The paper suggest that to achieve operational efficiency together with employee job satisfaction, there is need for customer contact centers to integrate CRM dimensions into its operations and measurement practices. Originality/value This paper primarily conceptualize a measurement model that would assist in determining the impacts of CRM on employee job satisfaction and performance within the contact centers. It generally provides contact center Executives with CRM focus, by complementing recent works that have been conducted on the role of CRM constructs in improving employee job satisfactions and organizational performances. It concluded by proposing a model for future testing. Keywords Customer Relationship Management (CRM), contact centers, call centers, employee job satisfaction, caller/customer satisfaction, service quality Paper type Conceptual paper Introduction Customer Relationship Management (CRM) as referred is a concept that derives its popularity since 1990s. It is said to offer a long term changes and benefits to businesses that chose to adopt it. CRM has been argued to enable companies to successfully interact with their customers in a dynamic and profitable manner (Aihie and Bennani, 2007; Adam and Michael, 2005; Gummesson, 2004; Sin et al, 2005). However, many scholars still debate over what should exactly constitute CRM; some says CRM are nothing more than mere software, while others says it is a modern means of satisfying customers requirement at profit (Soon 2007; Nguyen et al, 2007; and Eric et al, 2006). CRM was also defined by Nguyen et al (2007) as information system that allows organizations to track customers interactions with their firms and allows employees to instantly pull up information about the customers such as past sales, service records, outstanding records and unresolved problem calls. Customer Relationship Management (CRM) is a unit of a bigger Marketing Management which is the art and science of choosing target markets and building profitable relationships with them by delivering superior customer value and satisfaction (Dean, 2007, Eid, 2007; Adam and Michael, 2005; Gummesson, 2004; and Fox and Stead, 2001). McNally (2007) defines CRM as a system which allows both internal and external customers of an organization to critical information through the integration of companys telephone system, Chat groups, Interactive voice response, facsimile transmission, electronic data interchange, Voice over internet, Web sites and e-mail touch points that will result in satisfying customer self services for new product purchases, assist in up-selling and cross selling and creating customer loyalty, value and profitability. While different researchers believed that there is no one correct definition of CRM, this research would like to define CRM as Organizations ability to efficiently integrate people, process, and technology in maximizing positive relationships with both current and potential customers. Authors such as Sin et al (2005) argued that CRM is a strategic business process that involves an efficient management of detailed information about current and potential customers channeled through a carefully arranged customer touch points that assist in maximizing customer loyalty and minimizing costs. Other scholarly arguments have also established that the cost implications in CRM implementations are double sided, from one from the company and the other from the customers (McNally, 2007; Wang et al., 2006; Sin et al., 2005, Yim et al., 2005). On one hand, the customer is able to reduce the cost of traveling to the respective companies to get what they need, while the companies are able to save cost on both their human resources, processes and promotions (Wang et al., 2006; Sin et al., 2005). To strengthen their arguments, Sin et al (2005) explained that whatever orientation that an organization might have put in place, the primary role of marketing management is to create a positive relationship with customers. Exploring CRM literatures Findings from recent researches have been indicating the enormous opportunities CRM is availing employees of several organizations in getting detailed customer information to make quick and intelligent business decisions that will resolve issues and provide efficient service to the customers (Soon, 2007; Rajshekhar et al., 2006; Yim et al., 2005; Adam and Michael, 2005). Similarly are arguments from both academic literatures and industry reports which have established the importance of customer relationship management in marketing activities, specifically in the customer contact centers where it has helped in digitalizing staffs knowledge about organizations customers through computer telephony integration, fax, email, web chatting etc (Dean, 2009; 2007; Sin et al., 2005; Yim et al., 2005; Roland and Werner, 2005). While this current study cannot disconfirm the available arguments in favor of CRM applications on employee job satisfactions and performance, there are reliable data that shows a range of major issues that is globally affecting contact centers such as shortage of skilled employees, high abandonment rate, high average speed of answer, employee job dissatisfaction, high attrition rate, high cost of operations, and customer dissatisfaction (Chen eta l., 2010; Callcentre.net, 2008; 2003; McNally, 2007; Adam and Michael, 2005). The model that is created from the literature review From the findings in the extant literature reviews, below is the proposed conceptual model. Relevant literatures in support of each constructs are detailed under the elements of each variable. + + + + Figure 1: CRM Dimensions and Employee Job Satisfaction Model Independent Variables: CRM Dimensions Based on the review of past related literatures on CRM and detail interview with some selected CRM managers, Sin et al (2005) hypothesized that the concept of CRM is a multi dimensional construct which consist of four broad behavioral components in every implementing organizations: key customer focus, CRM organization, knowledge management, and technology based CRM (Sin et al, 2005). They argued that their findings is in accordance with the general notion that a successful CRM is primarily designed to address four key areas in the implementing organization: corporate strategy; people; technology; and processes (Sin et al, 2005; Fox and Stead 2001), and that it is only when all these four components works according to target that a company will experience a superior customer related capability. It was equally argued that for a company to be able to maximize its long term performance in metrics such as customer satisfaction, employees trust, satisfaction and commitment, and return on investment, such a company must build, maintain, and do everything possible to establish the four dimensions of CRM (McNally, 2007; Bang, 2006; Wang et al., 2006; Sin et al, 2005; Yim et al., 2005). Customer Orientations Evidences from marketing literatures, IT literatures and Industry practices agreed to the fact that customer centric focus is a pre-requisite to any successful CRM Projects, particularly in shaping the minds and actions of the employees in becoming customer oriented (Dean, 2007; McNally, 2007; SQM, 2007; Roland and Werner, 2005; Callcenter.net, 2003). Looking at it from the contact center perspective, Dean (2002) defined customer Orientation as the degree to which an organization emphasizes on meeting customer needs and expectations for service quality. Dean (2004) went further to argue that customer orientation should incorporate commitment to customer needs and utilizing the available resources in gathering and efficiently managing customer feedback for effective decision making by the employees. Over the last twenty years, the concept of customer orientation have started to be very critical in the field of marketing management practices and theories, with apparent conclusions in support of the statement that any organization that adopts customer orientation approach are more likely to establish the required customer quality, increase its employee and customer satisfactions, and able to achieve the desired organizational objectives more efficiently than its competitors (Chen et al., 2010; Dean, 2007; Roland and Werner, 2005; Sin et al., 2005; Yim et al., 2005; Brady and Cronin, 2001; Lukas and Ferrell, 2000; Narver and Slater, 1990). To Sin et al (2005), they argued that although it is observed that most empirical studies have been concentrating on the degree and measurements of the concepts, but the extant literatures have long neglected the variations in the customer orientation dimensions or the features of the concepts as exhibited by each organizations (Sin et al., 2005). Therefore the general literatures on customer orientation could be argued as not been widely practiced specifically by the contact center professionals in the manner advocated by Sin et al (2005) and supported in other literatures such as Roland and Werner (2005) and Dean (2007) were they all have empirically established a positive linkages between customer orientation, perceived service quality, employee job satisfaction and customer satisfaction. Similarly are previous researches such as Kohli et al (1993) and Berry (1995) that cites several empirical studies that have suggest a linkage between the customer orientation and customer satisf action. Sources from other extant literatures have suggested that customer orientation (CO) is positively related to CRM adoption and customer relationships outcomes (Dean, 2007 and 2002; Eid 2007; James 2004). Customer orientation is said to reflect a companys culture on customers focus, needs and feedbacks (Dean 2007). In a very developed customer oriented approach, it is argued that there should be a continuous ongoing information collection and dissemination about customer and competitor for better decision making process by the employees (Kohli and Jaworski, 1993). The culture of customer orientation in a firm is considered to be very significant in the successful adoption, implementation and acceptance of CRM technology by its employees (Nguyen et al, 2007; Dean, 2007; and Eid 2007). Several other studies have also emphasized that there exist a stronger relationship between customer orientation and employee satisfaction, especially in the service industries where employees are the firs t contact with the customers and taking into consideration the length of time employees spend with customers in the contact center industry (Bhimrao and Janardan., 2008; McNally, 2007; Soon, 2007; Wang et al., 2006; Bang, 2006; Sarah and Meredith., 2006; Roland and Werner., 2005; Feinberg et al, 2002). Given the aforementioned evidences and many more empirical findings that have establish customer orientation as an important antecedent of competitive advantage and business profitability (Brady and Cronin, 2001; Narver and Slater, 1990), probing and measuring the impact of this orientation on employee job satisfaction is said to have captured the attentions of researchers (Wang et al., 2006; Sin et al, 2005; Yim et al., 2006). This research postulates that: H1: Customer Orientation of the customer contact center is positively related to Employee Job Satisfaction. CRM Organizations CRM organization has been argued as an essential means through which fundamental changes in terms of how firms organized and conduct its business processes around employees and customers can be actualized (Wang et al., 2006; Sin et al., 2005; Yim et al., 2005). Implementing firms are encouraged to pay necessary attentions to the inherent organizational challenges in the CRM initiatives (Rajshekhar et al., 2006; Adam and Michael, 2005). Both Wang et al (2006), Sin et al (2005) and Yim et al (2005) have all empirically tested and established that there exist a positive relationship between CRM organization and customer satisfaction, with serious emphasis on the positive roles of the employees. They argued further that the key considerations for any successful CRM to be implemented within the whole firm are organizational structures, the organization wide commitment of available resources, human resource management policies and employee job satisfaction that positively worked together t o influence customer satisfaction (Wang et al., 2006; Sin et al., 2005., Yim et al., 2005). By organizational structure means that CRM applications requires that the entire strategic business units in such firms be design to jointly work together towards achieving a common goal in terms of building a strong long-term customer relationships (Sin et al., 2005; Yim et al., 2005). For better efficiency of such organizational structure, it was advised that firms should incorporate productive process teams, cross discipline segment groups and customer focused departments (Aihie and Bennani, 2007; Sin et al., 2005; Yim et al., 2005). All the aforementioned structural designs are said to require a strong inter-functional coordination between the different departments, a statement that further confirms the existence of a positive relationship between CRM organization and employee job satisfaction and performance (Rajshekhar et al., 2006). Due to the high cost involvement of CRM applications, Sin et al (2005) and Yim et al (2005) conceptualized and established the importance of organizations wide commitment of resources to the intended design of CRM structures as having a positive relationship with employee satisfaction, performance and customer satisfaction. Also very important in their findings are the argument in favor of CRM organization as the established link between the human resources and the marketing interface (McNally, 2007; Sin et al., 2005). Also relevant in this area of studies are literatures such as Dean (2007) and Roland and Werner (2005) that empirically established that there exist a positive relationships between CRM dimensions (specifically customer orientation), employee job satisfaction, perceived service quality and customer satisfactions. Dean (2007), Roland and Werner (2005), Sin et al (2005) and Yim et al (2005) all empirically argued that this is a stage where firms need to logically instill in its customer service representatives the utmost importance of the CRM dimensions in order to positively influence employee job satisfaction, first call resolution, customer satisfaction and organization overall performance. In their concluding remarks they emphasized on four significant firms internal marketing processes, which includes employee empowerment, effective internal communications, standard reward systems, and employee involvement as efficient means of actualizing CRM organizations on employee job satisfaction and performance (Sin et al., 2005). In view of this, this research Hypothesize that: H2: CRM Organization of the customer contact is positively related to Employee Job Satisfaction Knowledge Management With reference to the knowledge based view theory of the firm, it states and I quote that the primary reason for any companys existence is to possess the ability to create, transfer, and efficiently utilize its available knowledge (Acedo et al, 2006; Meso and Smith, 2000; Miller and Shamsie, 1996). Whereas, looking at this from the angle of CRM concept in Marketing, knowledge can be describe as whatever a company or individual has learnt from experience/practice or any empirical study of consumer data (Nguyen et al., 2007; Sin et al., 2005). This will bring us to the key facets of knowledge management dimension which includes a companys knowledge learning and generation, its knowledge dissemination and sharing, and finally knowledge responsiveness (Wang et al., 2006; Sin et al., 2005; Yim et al., 2005). As previously discussed that Knowledge about key customers in a company is important for a successful CRM application (Rajshekhar et al., 2006), because it could be use as a master plan to developing a learning relationship between the employees and companys current and potential customers (Nguyen et al., 2007) and thereby availing each organization the opportunity to a successful establishment of a stronger competitive strength in the market through employee job satisfaction and customer satisfaction (Roland and Werner, 2005; Dean, 2004). It is premised on these arguments that both Sin et al (2005) and Yim et al (2005) have conceptualized and empirically established a positive relationship between employee knowledge acquisition and usage, employee satisfaction and customer satisfaction. Also very important under this heading is Customer information, such as customers needs and preferences which may be captured by both directly or indirectly, via a two way communications in the compa nys interactive feedback system (Sin et al., 2005). As argued that the primary reason of knowledge generation is for affording a 360 degree customer view, through an appropriate business intelligence tools such as data mining, data warehouse, and data mart all which could assist a company to incorporate a customer information into its strategic business intelligence (Rajshekhar et al., 2006; Sin et al., 2005). Therefore, it became very important for organizations to develop a sound mechanism for sharing the existing customer knowledge that will facilitate the concerted actions that could positively influence employee knowledge, satisfaction and performance in all the strategic business units of every organization (Sin et al., 2005). Finally it is arguable that marketing is now more concerned with better means of responding to customer demand, with the general believes that actions taken in a prompt manner not only enhance service quality, but also foster positive long-term relationships with both employees and the customers (Dean, 2007; Roland Werner, 2005; Antonio et al., 2005; and Sin et al., 2005; Yim et al., 2005). This leads to the following Hypothesis: H3: Knowledge management of the customer contact center is positively related to Employee Job Satisfaction. Technology Based CRM Although it has been established that consumers do complained about the time and efforts that is required in getting their individual questions or problems solved whenever they interact with contact centers (SQM, 2007; Call Centre.net, 2003), but equally important are arguments in favor of careful implementations of CRM Screen Pop-Up as an effective means of improving customer service representative satisfaction and performance, first call resolution, and caller satisfactions while simultaneously reducing the contact center processing costs (SQM, 2007; Yim et al., 2005; Call Centre.net, 2003). This is because most of the findings in the existing literatures and industry reports aptly depict that the major cost of running a call centre is the labor cost (Levin, 2007a), a strong need why every organizations must efficiently link is technological applications to its employee acceptance, satisfaction and performance (McNally, 2007). Meanwhile, not only within the contact centers that CRM technologies and systems are beneficial (McNally, 2007), there are enormous evidence in support of CRM systems as complements to other systems such as enterprise research planning systems etc (Nguyen et al, 2007; Dean, 2007; and Eid 2007). Evidence from existing contact center literatures shows that several authors have argued in favor of FCR technology enablers through intelligent skill based routing as a good means of achieving FCR, employee job satisfaction and caller satisfaction (SQM, 2007; Callcentre.net, 2003). This is because through the application of CRM technologies such as first call resolution enablers, contact centers can match their customers and/or their call types with the appropriate customer service representatives knowledge and skills (SQM, 2007). Equally observed in the extant literatures is the suggestion that there are two aspects of CRM systems integration that are pertinent to the adoption of this technology. Eid (2007) describes the first part as integration into the existing organizational systems and applications, while the second integration is done across other functional customer contact touch points. Part of the available evidence as identified by this research is that it is widely possible for researchers and practitioners to determine if an organization has put in place CRM technologies, but the major issues starts from measuring the effectiveness of CRM technology utilization in terms of user acceptance, and the desired operational performance which is argued to have since been neglected and has been confirmed as very vital to the success of the implementing firm (Sin et al., 2005; Yim et al., 2005; Ravipa and Mark, 2004). The existing academic and practitioner literatures on CRM are mostly in the areas of cust omer database, contact centers, online chatting systems, e-mails, Internets and some organizational group support systems, further creating a vacuum for future research in determining the impact of CRM technology on employee job satisfaction (McNally, 2007; Nguyen et al, 2007; Adam and Michael, 2005; Sin et al., 2005; James, 2004). Furthermore, some literatures contend that a companys ability to link the CRM system to different strategic business units such as marketing, finance, distribution, operations, and human resources will provide additional value to both internal and external users, and more importantly to the achievement of both employee and customers satisfactions (Aihie and Az-Eddine, 2007; Coltman, 2007; Nguyen et al 2007; Roland and Werner, 2005; Yim et al., 2005). If efficiently managed, CRM system is argued as having the capacity to assist organizations in handling customer queries and complaints more professionally with both accurate and timely information that would assist in reducing employee role stress, attrition rate and subsequently increasing employee job satisfaction, first call resolution and customer satisfaction (McNally, 2007; SQM, 2007; 2005). Also very important in this area of research is the a benefit inherent in the integration of every unit of the customer contact centers whether inbound, outbound or web enabled via CRM technology that provides a great opportunity for seamless and transparent services in customer touch points (Yim et al., 2005). In relation to the above, the extent of a companys CRM integration will strengthen its ability to resolving customers request in the first call resolution, and also give opportunity for achieving both employee and customer satisfactions (Dean, 2007; SQM, 2007; Sin et al., 2005; Yim et al., 2005). The above has led this research into hypothesizing that: H4: Technology based CRM of the customer contact center is positively related to Employee Job Satisfaction. Dependent Variable: Employee Job Satisfaction Issues on employee satisfaction are very much available in several studies, in which the majority postulates a positive relationship between employee satisfaction and customer satisfaction (Florian et al, 2007; Dean, 2007; Bernard and Stephen, 2004; Gummesson, 2004). These are so because employee and customer satisfaction are often measured in different ways by marketing researchers, where the majority has stated that employee job satisfaction has a clear effect on customer satisfaction (Eric et al, 2006; Coltman, 2007; Christian, 2005; Gummesson, 2004). Evidences from other recent researches have also confirmed that the relationship between employee satisfaction and performance could be strengthened if there is a high frequency of customer interaction with the employees (Dean, 2007; Florian et al, 2007; Christian, 2005; and Kode et al 2001). Whereas two major existing literatures in the contact center industry by Roland and Werner (2005) and McNally (2007) have empirically established that there exist a positive relationship between customer orientation, employee job satisfaction and customer satisfaction. In Roland and Werner (2005), they argued, tested and established that employee job satisfaction positively mediate the link between customer orientation and customer satisfaction of the contact center industry. A critical look at the foregoing information shows that all the above conditions currently exist in the customer contact centers. Because customer contact center employees enjoys a high level of customer interaction and the existing services within the contact centers shows that there is integration between external factors and the service delivery processes. A review of the reasons behind the relationship between employee satisfaction and customer satisfaction is often argued on the premise that the positive effects on every customer satisfaction are mediated by an existing positive effect on working performance (Florian et al, 2007). Importantly, the service marketing literatures have shown that there exist a positive effect of employee satisfaction on employees working performance and perceived service quality (Sarah and Meredith, 2006; Rodoula, 2005; Zeithaml et al, 1985). With evidences from the above extant literatures, this research supposes that employee job satisfaction positively goes along with the psychological state of organization customer orientation, CRM organization, knowledge management and technology based CRM. Conclusion, limitations and directions for future research Despite increasing acknowledgement of CRM importance, disappointedly very little studies have focused on the impacts of CRM dimensions on customer contact center performances (Soon, 2007; Bang, 2006; Yim et al., 2005). In support of the above emphasis are ample of evidences provided by several sources on the severe employee job dissatisfactions and customer dissatisfactions with contact centre systems and services across the globe (Callcentre.net, 2008; 2003; SQM, 2007; Feinberg et al., 2002; 2000; Miciak and Desmarais 2001), and that the major problems are stemming from factors such as lack of established customer orientation, CRM organization, knowledge management, and technology based CRM (Chen et al., 2010; McNally, 2007; SQM, 2007; Wang et al., 2006; Bang, 2006; Sin et al., 2005; Yim et al., 2005), The findings in this research indicate that there is strong reason to modifying the existing CRM implementations and organization performance measurements within the contact center in dustry. More importantly in areas such as measuring employee job satisfaction, first call resolution, customer satisfactions and dissatisfactions. Beyond these findings is a main limitation in the qualitative approach that was applied in this research, a strong factor that is limiting the ability to generalize its findings and recommendations to all industries and countries. Importantly, suggestions from this research are not quantitatively backed by empirical data and appropriate statistical analysis that could validate the proposed theoretical linkages that exist between CRM dimensions and employee job satisfaction, thereby further limiting its diagnostic power of predictions. To rectify the observed limitations, this research suggests that there is need for future study to embark on empirical data gathering to validate the proposed model. However, as could be noted that this research has conducted a detailed literature review to establish the positive relationships that exist between CRM dimensions and employee job satisfaction, it is important for future researchers to conceptualize and if possible determine other construct s for measuring employee job satisfaction within the contact centers, specifically the inbound call centers.