Personality, Learning, and Communication Styles Term Paper

Personality, Learning, and Communication Styles - Term Paper Example Allport (cited in Monte, 1995) ordered various traits in three hierarchical levels, namely, cardinal trait, central trait and secondary trait. The three hierarchical levels are explained as follows: Cardinal traits: Cardinal traits are referred to certain specific traits which shape and have a dominating effect on the manners of an individual. Such traits have been placed by the author at the highest level of the hierarchy and are referred as master traits for controlling personality of an individual. However, it is noteworthy that such traits are rare and extreme and can have an impact so strong that it may completely define an individual’s life. Examples of cardinal traits can be greed, altruism and ambition. Central traits: The central traits occupy the second highest level in the trait hierarchy defined by Allport. These characteristics are found in different persons in varying quantity. These traits are referred as common building blocks that have major impact on an individual’s behaviour. Examples of central traits can be honesty, dedication, sensitivity and generosity. Secondary traits: The secondary traits are placed at the lowest level of the hierarchy and are exhibited under specific circumstances. Secondary traits are largely individualistic with respect to its features. These traits are activated by certain stimuli and can explain the rationale behind certain behavior of an individual that is different from the person’s other behaviors. Preference and attitude can be considered as secondary traits (Monte, 1995; Kasschau, 1985). The term learning style indicates towards personal preference of an individual towards gaining knowledge and learning. There are three prominent learning styles that are largely implemented in organizational framework: adult learning theory, visual, auditory and kinesthetic (VAK) learning style model and Kolb’s experiential learning theory and styles. The paper

Mobile application Essay Example for Free

Mobile application Essay The rapid growth of Web 2. 0 introduced a number of new design patterns and architectural styles in web development. One of the notable techniques involves the mashing up of information from existing services to deliver value-added new services. This process effectively includes the drawing of content from several sources in order to create a new content or service. The resulting web page Is finally referred to as mashup of the existing content. While mashup services bring flexibility and speed In delivering new valuable services to consumers, the legal Implications of his technology are significant. The term mashup originates In the music branch, especially from mixing songs or samples from two or more songs, lyrics or background music to produce a new soundtrack . ln case of the World Wide Web, mashups are websites, web pages, web services or applications which combine data, Information, music, geotracks from more than one source Into one application, service or website. This is generally achieved by using third party application programming interfaces (Apr s) or open technologies such as Ajax, PHP or syndicated eds like RSS or ATOM. Based on service composition in Service Oriented Architecture (SOA) concepts, mashups are flexible and dynamic services.. Web 2. 0 takes us to a deeply service-oriented world, where we can exploit everyday services such as news, instant messaging and blogging via our desktops, mobile phones, PDA, BlackBerry and soon. Most of the time people are not aware of the actions behind the scenes in terms of the massive network of service interactions. Such services occasionally seem as if they are re writing the existing services. In fact they are mart compositions (mashups) of the existing ones. Known as Web application hybrid this smart way of combining the content from more than one source into an integrated experience is called mash up technology. One of my favorite Mashup Websites is Neibex. com. Neibex. com is a neighborhood explore. sing this tool you can specify the country that you are situated in and then the City, the postal code and the radius you want your search to take into account. You can look up just anything: find local events, cars, Jobs, real estate, twits, classifieds, restaurants, stores, pa and beauty, theaters, banks, ATM, hotels, auto, household services, doctors, clinics, hospitals and health services, businesses and web resources. It stands as a quick and direct way to find an ything you might be looking for in your close vicinity. Nelbex Is a conjunction of several APIs. First we can observe the use of The Google Base API that makes it possible to get Items In and out of Google Base; a free service for submitting various content for Google to host and to make searchable online. The service allows content providers to upload structured data (Including Jobs, vehicles, recipes, events, products, reviews, and otheirs) to Google, surface It across Google search properties, and syndicate It Vla apls, gadgets and gadget ads. Next we see the use of the Google Maps API, which allows for the embedding of Google Maps onto web pages of outside developers, using a simple JavaScript Interface or a Flash Interface. It Is designed to work on both mobile devices as well as traditional desktop browser applications. The API includes language localization for over 50 languages, secure (HTTPS) connection by Google Maps API Premier customers. Furtheirmore ,Neibex takes the use of Yahoo Local Search APIs that give users access to a comprehensive database of information and content in Yahoo. Local ranging from business information, to user comments, to ratings. Data includes business address and phone, category, rating, distance, URL and traffic alerts. Yahoo Local makes a great addition to any mashup, bringing in location-based relevancy and the additional context of what real people have experienced in these places. Moreover we see the use of The Twitter micro-blogging service that includes two Restful APIs. The Twitter REST API methods allow developers to access core Twitter data. This includes update timeliness, status data, and user information. And the Search API methods give developers methods to interact with Twitter Search and trends data. Also Neibex. com with The Google Friend Connect API gives developers an easy way for one-click user authentication using any of Google, Yahoo, AIM, or Open ID accounts. Google Friend Connect APIs enable developers iintegrate social flows and data directly within a pages mark-up, via the Open Social standard pacification. Integrate existing login systems, registered users, and existing data with new social data and activities. Create social gadgets and services that are embeddable within millions of Friend Connect enabled sites. The main point is that every mashup website generally does not require programming skills and makes existing data more useful, for personal and professional use. There is a hug digit of mashup coming up every day, conjoining photos, videos, maps, social, music, and information. You Just have to explore your needs!

Multiple Churn Prediction Techniques And Algorithms Computer Science Essay

Multiple Churn Prediction Techniques And Algorithms Computer Science Essay Abstract-Customer churn is the business term that is used to describe loss of clients or customers. Banks, Telecom companies, ISPs, Insurance firms, etc. use customer churn analysis and customer churn rate as one of their key business metrics, because retaining an existing customer is far less than acquiring a new one. Corporates have dedicated departments which attempt to win back defecting clients, because recovered long term customers can be worth much more to a company than newly recruited clients. Customer Churn can be categorized into voluntary churn and involuntary churn. In voluntary churn, customer decides to switch to another service provider, whereas in involuntary churn, the customer leaves the service due to relocation, death, etc. Businesses usually exclude involuntary churn from churn prediction models, and focus on voluntary churn, because it usually occurs due to company-customer relationship, on which the company has full control. Churn is usually measured as gross churn and net churn. Gross churn is calculated as loss of previous customers and their associated recurring revenue, generated by those customers. Net churn is measured as sum of Gross Churn and addition of new similar customers. This is often measure as Recurring Monthly Revenue (RMR) in the Financial Systems. INTRODUCTION Predicting and preventing customer churn is becoming the primary focus of many enterprises. Every enterprise wants to retain its each and every customer, in order to maximize maximum profits and revenue from them. With the introduction of business and management systems, and automation of operation flow, corporates have gathered lots of customer and business related data during the daily operating activities, which give data mining techniques a good ground for working and predicting. Lots of data mining algorithms and models have emerged to rescue from this issue of customer loss. These algorithms have been widely used, from past decades, in this field. For prediction of customer churn, many algorithms and models have been applied. Most common of them are Decision tree [1], Artificial Neural Network [2], Logistic Regression [8]. In addition, other algorithms such as Bayesian Network [4], Support Vector Machine [], Rough set [5], and Survival Analysis [6] have also been used. In addition of algorithms and models, other techniques, such as input variable selection, feature selection, outlier detection, etc. have also been applied to get better results out of the above algorithms. First three models i.e. Decision tree, Artificial Neural Network and Logistic Regression have been applied maturely at multiple corporates. Each algorithm has been improved over multiple iterations, and are now pretty much stable. But as the operation and activities of business are growing, it is becoming more and more complex challenge to solve the problem of customer churn, and this is requesting for the generation of new churn prediction models, which are fast and robust, and which can quickly be trained and scored on large amounts of data. Literature review Jiayin and Yuanquan [1] presented a step by step approach on selecting effective input variables for customer churn prediction model in telecommunication industry. In telecommunication industry, there are usually very large number of input variables is available for churn prediction models. Of all these variables, there could be variables which have positive effect on the model, and few which are redundant. These redundant variables cause overload for the churn prediction model. So it is always better to select only important features and remove redundant, noisy and less informative variables. In their study, they have proposed Area under ROC (AUC) method for calculating classifying abilities of the variable, where ROC is Receiver Operating Characteristics, and then selecting variables which have the highest classifying abilities. In addition, he also proposed to compute mutual information among all selected variables and finally selecting variables which have relatively low mutual i nformation co-efficient. Huang and Kechadi [11] proposed a new technique for Feature Selection for the churn prediction models. As their primary focus was telecommunication industry, and in telecom the amount of input variables / feature is very large, and it is always better to select a subset of features, which have the most ability to classify the target classes. Otherwise running algorithm on all the input variables will be too much to time and resource consuming. Most commonly used techniques for selection of features only judges whether an input feature is helpful to classify the classes or not. The approach proposed by them takes into account the relationship between the specified categorical value of the feature and a class for selecting or removing the feature. Luo, Shoa and Lie [2] proposed the customer churn prediction using Decision Tree for Personal Handyphone System Service (PHSS), where the number of variables in input data set is very small. Decision Tree is probably the most commonly used data mining algorithm. Decision Tree model is a predictive model that predicts using a classification process. It is represented as upside down Tree, in which root is at the top and leaves are at the bottom. Decision Trees is the representation of rules. This helps us in understanding, why a record has been classified in a particular way. And these rules can be used to find records that fall into some specific category. In their work they found out the optimal values of input dataset with reference to time sub-period, cost of misclassification and sampling method. With their research, they came up to conclusion that 10-days of sub-period, 1:5 cost of misclassification and random sampling method are the most optimal parameters when training a data m odel using decision trees, when the number of input variables is very small. Ming, Huili and Yuwei [4] proposed a model for churn prediction using Bayesian Network. The concept of Bayesian Network was initially proposed by Judea Pearl (1986). This is a kind of graphics mode used to show the joint probability among different variables. It provides a natural way to describe the causality information which could be used in discovering the potential relations in data. This algorithm has been successively used in knowledge representation of expert system, data mining and machine learning. Recently, it has also been applied in fields of artificial intelligence, including causal reasoning, uncertain knowledge representation, pattern recognition cluster analysis and etc. A Bayesian network consists of many nodes representing attributes connected by some lines, so the problems are concerned that more than one attribute determine another one which involving the theory of multiple probability distribution. Besides, since different Bayesian networks have different structures and some conceptions in graph theory such as tree, graph and directed acyclic graph can describe these structures clearly, graph theory is an important theoretical foundation of Bayesian networks as well as the probability theory, thus the results of Customer Churn using Bayesian network are very promising. Jiayin, Yangming, Yingying and Shuang [10] proposed a new algorithm for churn prediction and called it TreeLogit. This algorithm is combination of ADTree and Logistic Regression models. It incorporates the advantages of both algorithms and making it equally good as TreeNet ® Model which won the best prize in 2003 customer churn prediction contest. As Treelogit combines the advantages of both base algorithms so it becomes very powerful tool for customer churn prediction. The Modeling process of TreeLogit starts by Designing Customers character variables based on prior knowledge. Then the character variables are categorized into m sub-vectors, and a decision tree for each sub-vector is created. Once we have the decision tree for each sub-vector, then we develop logistic regression models for each sub-vector. And finally we evaluate the accuracy and interpretability of the model. If they are acceptable then the customer retention process is started, otherwise the model is re-tuned for better results. Jing and Xinghua [5] in their work on customer churn prediction, presented a model based on Support Vector Machines. Support Vector Machines are developed on the basis of statistical learning theory which is regarded as the best theory for the small sample estimation and predictive learning. The studies on the machine learning of finite sample were started by Vapnik in sixties of last century and a relatively complete theoretical system called statistical learning theory was set up in nineties. After that, Support Vector Machines, a new learning machine was proposed. SVM is built on the structural risk minimization principle that is to minimize the real error probability and is mainly used to solve the pattern recognition problems. Because of SVMs complete theoretical framework and the good effects in practical application, it has been widely valued in machine learning field. Rough set Xu E, Liangeshan Shao, XXuedong Gao and Zhai Baofeng introduced Rough set algorithm for customer churn prediction [2]. Dengh Hu also studied the applications of rough set for customer churn prediction[5]. According to them, Rough set is a data analysis theory proposed by Z. Pawlak. Its main idea is to export the decision or classification rules by knowledge reduction at the premise of keeping the classification ability unchanged. This theory has some unique views such as knowledge granularity which make Rough set theory especially suitable for data analysis. Rough set is built on the basis of classification mechanism and the spaces partition made by equivalence relation is regarded as knowledge. Generally speaking, it describes the imprecise or uncertain knowledge using the knowledge that has been proved. In this theory, knowledge is regarded as a kind of classification ability on data and the objects in the universe are usually described by decision table that is a two-dimensional t able whose row represents an object and column an attribute. The attribute consists of decision attribute and condition attribute. The objects in the universe can be distributed into decision classes with different decision attributes according to the condition attributes of them. One of the core contents in the rough set theory is reduction that is a process in which some unimportant or irrelevant knowledge are deleted at the premise of keeping the classification ability unchanged. A decision table may have several reductions whose intersection was defined as the core of the decision table. The attribute of the core is important due to the effect to classification. Survival Analysis Survival analysis is a kind of Statistical Analysis method to analyze and deduce the life expectancy of the creatures or products according to the data comes from surveys or experiments. It always combines the consequences of some events and the corresponding time span to analyze some problems. It was initially used in medical science to study the medicines influence to the life expectancy of the research objects. The survival time should be acknowledged widely, that is, the duration of some condition in nature, society or technical process. In this paper, the churn of a customer is regarded as the end of the customers survival time. In the fifties of last century, the statisticians began to study the reliability of industrial products, which advanced the development of the survival analysis in theory and application. The proportional hazard regression model is a commonly used survival analysis technique which was first proposed by Cox in 1972. CRITICAL REVIEW Jiayin and Yuanquan [1] proposed a very simple method for the variable selection. The method proposed is very effective and practical, But there are more systematic methods available, which use advance neural network, induction algorithms and rough set. Huangs and Kechadis [11] concept for taking into account the categorical values into account when feature selection is being performed, is good. But their concept is limited to categorical values and continues values cant be applied on their approach. Continues values need to be discretized into categorical values, before their feature selection concept could be applied, but this conversion from continues to discrete may result in loss of information. Luo, Shoa and Lie [2] selected Decision Tree as their choice of data mining algorithm for churn prediction, which is the simplest and understandable algorithm for classification. Its simplicity also makes it the most widely used algorithm. But decision tree has its own limitations, they are very unstable and a very little change in the input variables, such as addition of newer ones, require rebuilding and re-training of complete decision tree. In addition, they should have also focused on how to enrich the input variables, by adding new derived variables that could enhance the efficiency of the model. Ming, Huili and Yuwei [4] Bayesian network model has advantages and some short comings. It has the ability to product best results even when the input datasets are incomplete. In addition, it has the ability to take connections into account when predicting churn and to take prior knowledge into consideration. This algorithm also has the ability to effectively prevent over fitting. But if the dataset is large, the structure learning of the Bayesian networks will be too difficult. Thus this model is not fit for telecom, where the dataset is always very large. Jiayin, Yangming, Yingying and Shuang [10] TreeLogit combines the advantages of both algorithms i.e. ADTree and logistic regression, thus it is both data-driven and assumption-driven and it has the capability of analyzing objects with incomplete information. Moreover, its efficiency is not affected by the bad quality data and it generates continues output with relatively low complexity. Jing and Xinghua [5] used Support Vector Machine algorithm for Churn Prediction. This algorithm is best if you have a limited number of sample records, but on the other hand its theory is very complex and there are many variations in it. So it is difficult to find the version which best suites your problem. Conclusion There are multiple solutions available for customer churn prediction. Each has its own advantages and disadvantages. So a single solution might not be best for any organization. The organization may have to use the combination of algorithms and techniques to get the best results for churn prediction.

Teen pregnancy Essay -- Social Issues, Sex Education, health

There are many risks that teenagers take when they decide to have a child at a young age. The baby, as well as the parents, may face long-time problems from the pregnancy. These problems may include school failure, poverty, and physical or mental illness. Babies born to teenagers are at greater risk for neglect and abuse than those of a woman. Teenage mothers may feel like they are being demanded to do the job and they may take their frustration out on the child (When 2000). It is proven that traditional approaches to reducing teenage pregnancy rates such as sex education class or better sexual health services are not effective on their own. (DiCenso. 2004) This research has generated increased interest in the effects of interventions that target the social disadvantage associated with early pregnancy and parenthood. A social disadvantage refers to social and economic difficulties such as poverty, unemployment, and discrimination, and is distributed unequally on the basis of soc io-demographic characteristics such as ethnicity, socio-economic position, educational level, and place of residence. (Anand, 2006) Being a teen parent not only affects the parent but it also affects the child. Children from homes run by teenage mothers have to face almost insurmountable obstacles in life. The incidents of depression and mental health problems, the lack of father figures, and the high rate of poverty often connected to children in homes run by teenage mothers put them at serious disadvantages when compared to children raised in nuclear families. Many people believe that the implementation of sex education in schools and the addition of more federal aid for single parents are major causes for the country's high rate of teen pregnanci... ...ncouraged to finish school if at all possible. This will increase the chances of obtaining a good paying job. There are programs that help teenage mothers complete their curriculum and obtain their diploma such as home bound teaching, and online courses. It is also important for parents and community support to encourage these teens to set realistic goals for their life and give them something to look forward to. It is important for them to know that this is not the end of the world and that they can make it and go far with the love and support of their family. So many teens fall by the wayside because their families give up on them. This is one of the worst things that can be done to them. They are already afraid and feeling alone and when their support system pulls out from under them that can cause major problems for them and possibly the baby as well. Teen pregnancy Essay -- Social Issues, Sex Education, health There are many risks that teenagers take when they decide to have a child at a young age. The baby, as well as the parents, may face long-time problems from the pregnancy. These problems may include school failure, poverty, and physical or mental illness. Babies born to teenagers are at greater risk for neglect and abuse than those of a woman. Teenage mothers may feel like they are being demanded to do the job and they may take their frustration out on the child (When 2000). It is proven that traditional approaches to reducing teenage pregnancy rates such as sex education class or better sexual health services are not effective on their own. (DiCenso. 2004) This research has generated increased interest in the effects of interventions that target the social disadvantage associated with early pregnancy and parenthood. A social disadvantage refers to social and economic difficulties such as poverty, unemployment, and discrimination, and is distributed unequally on the basis of soc io-demographic characteristics such as ethnicity, socio-economic position, educational level, and place of residence. (Anand, 2006) Being a teen parent not only affects the parent but it also affects the child. Children from homes run by teenage mothers have to face almost insurmountable obstacles in life. The incidents of depression and mental health problems, the lack of father figures, and the high rate of poverty often connected to children in homes run by teenage mothers put them at serious disadvantages when compared to children raised in nuclear families. Many people believe that the implementation of sex education in schools and the addition of more federal aid for single parents are major causes for the country's high rate of teen pregnanci... ...ncouraged to finish school if at all possible. This will increase the chances of obtaining a good paying job. There are programs that help teenage mothers complete their curriculum and obtain their diploma such as home bound teaching, and online courses. It is also important for parents and community support to encourage these teens to set realistic goals for their life and give them something to look forward to. It is important for them to know that this is not the end of the world and that they can make it and go far with the love and support of their family. So many teens fall by the wayside because their families give up on them. This is one of the worst things that can be done to them. They are already afraid and feeling alone and when their support system pulls out from under them that can cause major problems for them and possibly the baby as well.

Employee Handbook

Martino Landscape Contractors, Inc. Employee Handbook for Field Personnel TABLE OF CONTENTS INTRODUCTORY STATEMENT 3 MISSION STATEMENT 3 LETTER FROM THE OWNERS 4 PURPOSE OF THIS HANDBOOK NOTICE 5 SUPPLEMENTS/CHANGES 6 DEFINITIONS 6 EXCEPTIONS 6 Section I: EMPLOYMENT Organization Chart 7 Employment-at-Will 7 Equal Employment Opportunity 8 Affirmative Action Plan 8 Immigration Reform & Control Act of 1986 9 Americans With Disabilities Act (ADA) 9 Section II: PERSONNEL STATUS Employment Classifications 10 Tardiness and Absence 11 Personnel Records 12Work Rules and Performance Standards 13 Section V: GENERAL INFORMATION Open Door Policy 26 Injuries/Accidents 26 Sexual Harassment 27 Alcohol, Drugs, and Controlled Substances 29 Prohibited Items 29 Drug Testing 30 Moonlighting (Outside Activities) or Conflict of Interest 32 Personal Credit References 32 Driving Records 33 Personal Loans and Pay Advances 33 Media Relations 34 Use of Company Vehicles, Property, Equipment, Etc. 34 ATTACHMENTS Employee Statement of Acknowledgment Substance Abuse Testing Consent and Release Overtime 24 Disciplinary Form 24Performance Evaluations 25 Job Descriptions 25 INTRODUCTORY STATEMENT Welcome to Martino Landscape Contractors, Inc. This Employee Handbook – Field applies to all employees of Martino Landscape Contractors, Inc. It is intended to provide guidelines and summary information about the company’s personnel policies, procedures, benefits, and rules of conduct. It is important that you read, understand, and become familiar with this Employee Handbook and comply with the standards that have been established. Please talk with your immediate supervisor if you have any questions or need dditional information. The rules set out in this Employee Handbook are as complete as we can reasonably make them. However, they are not necessarily all inclusive because circumstances that we had not anticipated may arise. Some currently unanticipated circumstances may warrant the appl ication of discipline, including termination. In addition, Martino Landscape Contractors, Inc. reserves the right to modify, supplement, rescind, or revise any policy, benefit, or provision from time to time, with or without notice, as it deems necessary or appropriate. MISSION STATEMENTThe following is our mission statement at Martino Landscape Contractors, Inc. Martino Landscape Contractors, Inc. is committed to achieving the highest possible level of total customer satisfaction. Our goal is to make the environment safer and more attractive. All of our associates are dedicated, hard working people that have been equipped and trained to perform work in a correct and safe manner. We are committed to growth, stability, and providing meaningful employment. At Martino Landscape Contractors, Inc, we do the job ‘RIGHT. † LETTER FROM THE OWNERSWelcome to the Martino Landscape Contractors family! This Employee Manual answers some of the important and fundamental questions you m ay have about your employment with Martino Landscape Contractors, Inc. In it, you will find descriptions of Company policies and guidelines related to your employment. Should you have questions about your work here, please do not hesitate to discuss them with your immediate supervisor. We look forward to a long and mutually beneficial relationship. ______________________________ _____________________________ Roberto MartinoPURPOSE OF THIS HANDBOOK This Employee Handbook is intended to be a communications tool to inform employees about the policies, guidelines, benefits, and work practices that affect their employment with Martino Landscape Contractors, Inc. It will help you to understand your responsibilities to Martino Landscape Contractors, Inc. and the Company’s responsibilities to you. This Employee Handbook is not intended to, and should not be interpreted as, creating a contract of employment. While Martino Landscape Contractors, Inc. elieves that one of the best ways t o develop an employee’s trust and confidence in the Company is to perform in a consistent manner, it is important to realize that changes to our daily practices may occasionally be necessary. Therefore, Martino Landscape Contractors, Inc. reserves the right to change, modify, delete, or add to any of the policies and practices listed herein, in accordance with management’s best judgment. We require that you read all of this Employee Handbook carefully. You are also encouraged to take it home to your family so that they can also become familiar with it.You should refer to this manual first when you have any questions. If you still are not certain, please contact your immediate supervisor. NOTICE The policies in this Employee Handbook are to be considered as guidelines. Martino Landscape Contractors, Inc, at its sole option, may change, delete, suspend, and discontinue any part of its policies in this Handbook with or without any prior notice. Any such action shall apply to existing, as well as future, employees, with continued employment being the consideration between the employer and the employee.No one other than the President of Martino Landscape Contractors, Inc. may alter or modify any of the policies in this Employee Handbook. No statement or promise by a supervisor, manager, or department head may be interpreted as a change in policy, nor will it constitute an agreement with an employee. Should any provision in this Employee Handbook be found to be unenforceable and/or invalid, such finding does not invalidate the entire Employee Handbook, but only the subject provision. DEFINITIONS This Employee Handbook deals only with Field personnel.Field personnel include those employees whose work is performed principally in the Field. This includes the following: †¢ County Supervisors †¢ Tractor Operators or Crew Members †¢ Lawn Care Crew Members †¢ Weed Whacker Crew Members This Employee Handbook also covers Field personnel who are brought to the Main Office or the Shop on an as needed or temporary basis . EXCEPTIONS In some cases exceptions can be made to policies listed in this Employee Manual. In most cases exceptions will not be allowed. Only the President can make exceptions to stated Company policies.Exceptions are NOT automatically granted, and very few will be granted. If you request an exception, it is your responsibility to provide justification for the President to grant an exception. SECTION I: EMPLOYMENT ORGANIZATION CHART Martino Landscape Contractors has a formal, functional organization chart. This organization chart demonstrates the â€Å"chain of command† at Martino Landscape Contractors. It is your obligation to know and follow this â€Å"chain of command. † According to this chart, you have only one boss. Your boss is the individual who provides you with all work-related instructions.You should ask this individual, and this individual only, about all work related questions . If, after the conclusion of this discussion, you are not satisfied, let your immediate supervisor know that you would like to discuss this matter with their immediate supervisor. That individual will set the time for such a meeting after discussion with their immediate supervisor (See the Section on â€Å"Open Door Policy. †). You may discuss personal matters with the President, or any member of management, at your mutual convenience without first discussing these types of issues with your immediate supervisor.EMPLOYMENT-AT-WILL Employment is with the mutual consent of you and Martino Landscape Contractors. Consequently, Martino Landscape Contractors have the right to terminate the employment relationship at any time, with or without cause or advance notice. This employment-at-will relationship will remain in effect throughout your employment with Martino Landscape Contractors, unless it is specifically modified by an express written agreement signed by the President of Mar tino Landscape Contractors. All Field employees will have an Introductory Period of a minimum of 60 days.After the successful completion of this period, they may become considered as permanent employees. This employment-at-will relationship may not be modified by any oral or implied agreement. This Employee Handbook does not constitute an employee contract. TARDINESS AND ABSENCE You are part of a team. In most circumstances, the progress and productivity of the job depends on each of its team members acting together. Therefore, it is important that employees work their assigned schedules as consistently as possible.However, Martino Landscape Contractors understands that because of illness or emergency situations you may be unable to come to work. If you are unable to report to work for any reason, you must call in to your immediate supervisor before your scheduled time of arrival with the following information: †¢ If you will be late, you must state why and when you expect to b e in. †¢ If you will be absent, you must state why and how long you expect to be out. If your immediate supervisor has a cell phone, you must call that individual directly.It is your responsibility to keep the Company informed on a daily basis during a short-term absence. Except in the case of an emergency, employees must have their supervisor's permission to leave work before they are regularly scheduled to do so. Being late (tardy) or absent is considered â€Å"excused† only when you call promptly and the tardy or absence is for a compelling reason. The Company reserves the right, at its sole discretion, to determine what constitutes a compelling reason. A tardy or absence for a non-compelling reason, and failing to call in according to company policy, will be considered â€Å"unexcused. Furthermore, the Company recognizes that certain emergency situations would prevent you from giving advance notice. The Company will apply â€Å"the rule of reason† to all such situations Martino Landscape Contractors considers â€Å"unexcused† tardiness and absence to be a serious problem. Consequently, employees who are tardy or absent excessively or show a consistent pattern of absence, whether â€Å"excused† or â€Å"unexcused,† may be subject to disciplinary action, up to and including, possible termination.If you are late for work, or you are absent without an acceptable excuse, more than three (3) times within a year’s period (based on the date of the first occurrence), you will be subject to disciplinary action, up to and including, possible termination. If you do not call in and do not report to work for three (3) consecutive workdays, the Company will consider this to be a voluntarily resignation. WORK RULES AND PERFORMANCE STANDARDS It is not possible to provide a complete listing of every work rule or performance standard.As a result, the following are presented only as examples. You are responsible for understandin g and following these standards and work rules. Employees who do not comply may be subject to disciplinary action, up to and including, possible termination. Job Performance – employees may be disciplined, up to and including, possible termination, for poor job performance, as determined by Martino Landscape Contractors. Some examples of poor job performance are as follows: †¢ Below average or what the Company defines as acceptable level of work quality or quantity; Failure to follow safety requirements and regulations, including the utilization of required safety equipment, clothing, gear, etc. ; †¢ Failure to attain established goals; †¢ Poor attitude, including rudeness, or lack of cooperation – this includes dealings with representatives of customers, vendors, co-workers, representatives of local, State or federal governments, etc. ; †¢ Excessive absenteeism, tardiness, or abuse of meal or break time privileges; †¢ Failure to properly use a nd care for all Company owned or rented equipment and vehicles; Failure to follow instructions or Company policies and procedures; †¢ Failure to perform all job duties, tasks ands responsibilities. Misconduct – employees may also be disciplined, up to and including, possible termination, for misconduct. Some examples of misconduct are as follows: †¢ Insubordination; †¢ â€Å"Badmouthing,† the spreading of rumors, half truths, untruths, etc. of customers, co-workers, vendors, outside professionals, governmental representatives, Martino Landscape Contractors personnel, etc. ; Abuse, misuse, theft, or the unauthorized possession or removal of Company property or the personal property of others; †¢ Falsifying or making a material omission on Company records, reports, or other documents, including payroll, personnel, expense reports, and employment records; †¢ Being rude, disrespectful, using abusive and/or foul language with any client/customer â⠂¬â€œ actual or potential – vendor, co-worker, outside professionals, governmental representatives, competitor of the Company, etc. ; †¢ Divulging confidential Company information to unauthorized persons; Disorderly conduct on Company property – including fighting or attempted bodily injury, or the use of profane, abusive, or threatening language toward others, or possession of a weapon; †¢ Misconduct in company furnished motel rooms; †¢ Violation of any law adversely affecting Martino Landscape Contractors, or conviction in court of any crime which may cause the employee to be regarded as unsuitable for continued employment; †¢ Violation of Martino Landscape Contractors alcohol, drugs, and controlled substances policies; †¢ Violation of Martino Landscape Contractors harassment policies; Violation of safety rules, as may be established by Martino Landscape Contractors †¢ Continuous misuse and/or unauthorized use of any company equipment or property. Attitude – Martino Landscape Contractors strives to be a positive company and to create a positive working environment for its employees and clients. We expect that you will at all times and with all employees, customers, co-workers, vendors, representatives of governmental agencies, outside professionals, etc. only make positive remarks about Martino Landscape Contractors.If you have any complaints they should be handled discreetly with your immediate supervisor. USE of COMPANY VEHICLES, PROPERTY, EQUIPMENT, ETC. Some Martino Landscape Contractors Field personnel are assigned Company vehicles. These are intended for conducting official business ONLY. You should NEVER allow anyone other than a current Company employee, with a valid Driver’s License, to operate a Company vehicle. Also, you should not allow anyone to ride in the vehicle that is not a current Company employee. Violation of this policy may result in disciplinary action, up to and ncluding, termi nation. SECTION II: PERSONNEL STATUS EMPLOYMENT CLASSIFICATIONS Introductory Period: All personnel hired by Martino Landscape Contractors will start off in a minimum 60-day Introductory Period. While classified in this status you are not eligible for any company benefits, unless required by law. The Introductory Period is a time for the Company to get to know its employees and their capabilities. It is also a time for you to get to know the Company and your job tasks and /or duties. Throughout this period we will be evaluating each other.At any point in time during this Introductory Period, the Company or you may decide to terminate the relationship. At the end of the period, your immediate supervisor will conduct a performance evaluation interview with you and will determine your status with Martino Landscape Contractors. This period may be extended beyond the initial 60-day period discussed above. However, throughout this period you are encouraged to discuss your performance and a sk questions of your immediate supervisor regarding all tasks and duties assigned to you. Part-Time Employees:Employees scheduled to work less than 40 hours per week. If the position or job function is to be part-time, you will be notified at the time of your hiring. Seasonal Employees: Employees in non-supervisory, field positions. The length of time that any individual will be needed is dependent on the work volume and specific projects that are performed. Temporary Employees: Employees hired on a temporary basis. This may include the hiring of some individuals during the summer months. It may also include using temporary employment agencies to obtain this additional, short term, help that the Company requires.Hourly: These positions have an hourly wage rate. The individuals in these positions are paid for the actual hours they worked during the pay period. However, under federal law these individuals are paid time-and-a-half for all hours worked above 40 hours in a given pay peri od. Employment of Minors: The Company will not knowingly hire any individual who is considered to be under age for employment in any job classification as defined by State and federal laws. Generally speaking, this is 18 years of age to operate equipment and/or vehicles and 16 years of age for other positions. MEAL PERIODSAll hourly employees who work more than six (6) hours in a given workday will receive an unpaid meal period of 30 minutes. In the field, it is up to you to determine the exact time of this break. You should consider your current location and the time it would take to get to a convenient spot for taking your meal break. Consequently, there is no exact time for taking your meal break on a daily basis. 30 minutes per day will be subtracted from your time sheet. Employees who do not work more than six (6) hours in a workday may not take a meal break without the expressed approval of their immediate supervisor.You are expected to be back at work within 30 minutes after you left for the start of your meal period. Leaving early and/or returning late is considered a serious offense and will lead to disciplinary action, up to and including, possible termination. SECTION IV: COMPENSATION WAGE and SALARY REVIEWS Wage and Salary increases are based upon performance only. Your length of service with the company has nothing to do with being granted a wage or salary increase. Martino Landscape Contractors considers your pay rate, salary, and/or your total compensation package to be highly confidential information.Under no circumstances should any part of your compensation package be discussed with anyone but your immediate supervisor, the Payroll Clerk, the Office Manager, the Controller, and the President. Violation of this policy is considered to be a very serious matter and may subject you to disciplinary action, up to and including, possible termination. WAGE ASSIGNMENTS or GARNISHMENTS On occasion, employees may have Wage Assignments or Garnishments fi led against them. These are legal documents and require that Martino Landscape Contractors deduct a certain amount from your weekly paychecks.The Company will inform you regarding any such Garnishments against your wages as soon as possible after they have been received and processed in the Accounting Department. You will be provided with copies of any documentation that is given to the Company. If you disagree with the Garnishment, then it is your responsibility to handle this matter with the appropriate court and/or institution. The Company has no say whatsoever on these issues. They are strictly legal requirements with which the Company must comply by law. For each assignment or garnishment, the employee will be assessed an Administrative Fee of $3. 0 per transaction. PERFORMANCE EVALUATIONS All Field employees will receive a written performance evaluation annually, based on their anniversary dates. They may be provided more frequently. New employees will receive a written perfor mance evaluation at the conclusion of their 60-day Introductory Period. The purpose of the performance evaluation is to let you know how well you are doing. Written performance evaluations may include commendation for good work, as well as specific recommendations for improvement. You will have the opportunity to discuss your performance evaluation with your immediate supervisor.This is a good time to ask questions and to clarify important points. Performance evaluations help Martino Landscape Contractors make important decisions about job placement, training and development, and pay increases. A satisfactory performance evaluation does not guarantee a salary increase nor does it alter, modify, or amend the at-will employment relationship between you and Martino Landscape Contractors JOB DESCRIPTIONS SECTION III: GENERAL INFORMATION INJURIES/ACCIDENTS All injuries while on company time must be reported as soon as possible to your immediate supervisor.PLEASE, ensure that medical atte ntion is sought first in an emergency. Your supervisor will have a listing of emergency telephone numbers. If you witness or are present when an injury occurs, and the situation so calls, please call for help IMMEDIATELY. Your and your co-workers’ health and well-being are of prime importance. In addition, you are expected to immediately report any and all unsafe situations to your immediate supervisor. SEXUAL HARASSMENT Martino Landscape Contractors are committed to providing a work environment that is free of discrimination and harassment.In keeping with this commitment, Martino Landscape Contractors maintains a strict policy prohibiting harassment, including sexual harassment. Sexual harassment of employees by supervisors, co-workers, customers, representatives of governmental agencies, outside professionals, vendors, etc. is prohibited. Individuals who have been determined to have violated this policy will be disciplined, up to and including, possible termination. Martino Landscape Contractors makes the following commitments to all employees: Examples of sexual harassment include, but are not limited to, the following: Un-welcome sexual flirtations, advances, or propositions; †¢Verbal abuse of a sexual nature; †¢Using explicit or derogatory sexual terms in reference to any employee; †¢Subtle pressure or requests for sexual activities; †¢Unnecessary touching of an individual; †¢Graphic comments about an individual's body; †¢A display in the workplace of sexually suggestive objects or pictures, including, but not limited to, magazines, posters, calendars, photographs, and drawings; †¢Sexually explicit or offensive jokes; †¢Physical assault; Retaliating in ANY way against an employee who has complained of, or reported, sexual harassment or who has participated in the investigation of such conduct. If you believe that you are being, or have been, harassed in any way, you MUST report the facts of the incident or in cidents to your supervisor immediately, without fear of reprisal. If for ANY reason you are uncomfortable talking with this person, or this person is the one whom you believe is guilty of sexual harassment, you should immediately talk with the President. Do not wait to see if the behavior stops.To properly protect all of our employees, customers, vendors, business associates, Martino Landscape Contractors must be notified at the first opportunity. Any accusation brought to the attention of supervision and/or management MUST be brought up the chain of command of the organization or directly to President for investigation. It is a condition of employment at Martino Landscape Contractors that if it is deemed necessary to use an outside arbitrator to resolve any sexual harassment disputes, you hereby accept this condition and agree to abide by the judgment and determinations of this arbitrator.ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES Martino Landscape Contractors has adopted a policy o n drugs, alcohol, and other prohibited items in order to help insure a safe, healthy, and productive drug-free environment for our employees and others on Company property, to protect Company property and assets, to maintain a favorable public image, and to assure efficient operations.It is the policy of Martino Landscape Contractors to maintain its property and to provide a drug-free working environment that is both safe for our employees, including others having business with the Company, or on Company property, or at work sites where Martino Landscape Contractors is performing work, and conducive to efficient and productive work standards.This policy restricts certain items and substances from being brought to work, being used while working or being present on Company property and/or Company work sites, and prohibits Company employees and all others from, reporting to work, working or being present on Company property and/or Company job sites, whether or not on duty, from having detectable levels or identifiable trace quantities of certain drugs and other substances, and prohibits the unauthorized possession, by employees or others, of property, equipment, materials, supplies, or proprietary information belonging to Martino Landscape Contractors or others. OUTSIDE ACTIVITIES) or CONFLICT of INTEREST Because of the possibility of a conflict of interest, employees are prohibited from holding a position with any competitor, governmental agency, and customer, outside professional entity, or vendor or any business entity working with Martino Landscape Contractors. Therefore, you are required to inform your immediate supervisor if you have any outside employment – with any company or any self-employment venture.Martino Landscape Contractors will be the sole judge as to whether that company or business venture falls into any of these categories. While you are free to have outside employment (a second job), it must not interfere with your ability to perform your duties and responsibilities for Martino Landscape Contractors. in a productive and safe manner. In addition, it must not limit your ability – on a regular basis – to be available for required overtime and/or weekendIn addition, all employees are prohibited from engaging in outside employment, private business, or other activity, which might have an adverse effect on, or create a conflict of interest with, Martino Landscape Contractors and the type of work that the Company performs. DRIVING RECORDS Employees, whose job/position requires the ability to operate a motor vehicle, must present and maintain a valid driver's license and a driving record acceptable to our insurer. You will be asked to submit a copy of your driving record to Martino Landscape Contractors from time to time.Any changes in your driving record must be reported immediately. Failure to do so may result in disciplinary action, up to and including, possible termination. If you are authorized to ope rate a Company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you will be considered completely responsible for any accidents, fines, or traffic violations incurred – other than those imposed on a Company vehicle for being overweight, unsafe, etc.Your immediate supervisor will advise you on what to say and do (and what not to say and do) in the event of a vehicular accident All drivers will be subject to investigation annually by the insurance carrier to verify the status of their driving record and to determine their insurability. Martino Landscape Contractors is not liable for any employee that is turned down for coverage. However, if our insurance carrier will not insure you, then you cannot hold a position that has a requirement for driving a vehicle.ONLY Martino Landscape Contractors employees may operate any vehicle or piece of equipment owned or rented by the Company. PERSONAL LOANS and PAY ADVANCES It is the pol icy of Martino Landscape Contractors, Inc. NOT to enter into any type of loans for any employee. Generally, it is the policy of Martino Landscape Contractors, Inc. NOT to provide a pay advance to any employee. However, under emergency conditions, an exception can be made to this policy. If such an exception is granted, the following conditions apply: 1.For salaried personnel, no pay advance can be made for a sum greater than 50% of salaried employee’s regular or base weekly salary. 2. For hourly employees, no advance can be made for sum greater than 20 hours pay (20 hours times the employee’s hourly wage rate. ). 3. There is a $3. 00 processing fee, per transaction, per week to cover the administrative time and effort involved in this process. 4. All advances granted must be paid back to the Company by the end of the last business paycheck of the year. 5. Employees are eligible for a pay advance only once within each calendar ear. 6. ONLY the Vice President, the Contro ller, or the President may grant exceptions. EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT This is to acknowledge that I have been given information on accessing the website to read and review the Dixie Lawn Service, Inc. â€Å"Employee Handbook† and the â€Å"Safety Manual†. It is the employee's responsibility to read and be aware of Dixie Lawn Service, Inc. policy and procedures that are kept up to date on this website. Printed copies may be available upon request. Employee Signature Date

Globalization Comparative Essay – Pros and Cons

Globalisation From the 20th century to today, with advanced communication and transport possibilities, grows the ratio of companies and countries providing wide scale of investments and business activities internationally. Moreover, the number of people migrating across the globe is significantly increasing. In other words, the world as we know it today, is different than the world of yesterday. Thus, it is changing into one huge, global, village. The term ‘globalisation’ interprets â€Å"worldwide integration and development. † (Dictionary. om 2012) Like every change, especially those of such a massive volume, also the model of globalised and integrated world is dividing society, not only academic, into two different argumentative positions. Proposition and opposition. Many people believe that the globalisation causes more negatives than positives on the economies of countries in the world. This essay discusses various impacts of globalisation on economies consid ered from two common points of view. Primary are compared positives and negatives caused by integration of countries worldwide.Subsequently, it is necessary to realize the importance of the ‘Third world’ in the process of globalisation, therefore this essay also investigates the case of developing countries and various benefits for them as well as the crucial damages caused by liberalisation of their economic environment and entrance of powerful multi-national corporations into local markets. One of the basic characteristics of an integrated world is that countries are more likely to help each other in the case of economic problems, because they are interdependent.Companies invest internationally, governments cooperate and sign bilateral or multilateral international agreements and establish unions (Commonwealth, NAFTA, EU,†¦) to simplify trade and flow of capital. Moreover, bank sector operates with the assets all around the world. All these examples belong to the category of international trade. With the formation of world market and multinational investments is strongly connected the sharing of interests spread worldwide.Therefore, â€Å"international trade is taken to be an indicator of interdependence, its high and with some interruptions rapidly growing values are accepted as evidence of the increasing interdependence of nations. † (IMF 2001) If conditions in countries are sound and economic environment healthy, businesses are making profit, export goods and pay income tax and CLO fees. On the other hand, if one country has various financial or debt problems, economic performance of particular region is weak. Businesses are making loss or are less likely to enter the market and international trade decreases.This fact motivates states to protect each other from the bankrupt and keep economic environment healthy. For example in European Union is established European Financial Stabilisation Mechanism for the purposes of protecting s tates from the bankrupt and keeping economic performance satisfactory. â€Å"This mechanism provides financial assistance to EU Member States in financial difficulties. † (European Commission 2012) Globalisation leads to increase in rich-poor gap. In terms of rich-poor gap is meant the difference in wealth between ‘rich north’ and ‘poor south’, in other words, developed and developing countries.Only wealthy companies can provide financially demanding investments across the borders. Considering fact that firms are profit-maximisers, substantive reason for investing of capital and resources in developing countries is expense reduction; consequently they are enlarging profit. Costs of labour and production intakes, as well as taxes, are not inconsiderably lower than in developed countries. However, all the profit made in developing world flows back to the developed world. According to United Nations Conference on Trade and Development, in year 2007 was net inflow of capital into developing countries 196. bill. USD and overall export of capital was 772 bills. USD. (UNCTAD 2007) Moreover, companies investing abroad are so rich and powerful, that they can rule the market in smaller countries and take a competitive advantage. In developing countries are various problems to be solved by the businesses, beginning with poor infrastructure or lack of qualified workforce, ending with weak financial performance of local businesses to overcome these issues. On the other hand, multi-national companies have much more resources available to enter the market and their strong background provides them a competitive advantage. While local firms often find it difficult to compete with these firms, MNCs appear to be doing very well in spite of the competitive challenges faced. † (Ogutu and Samuel 2011, p. 1) Globalisation contributes to the improvement of the economies in developing countries. Firms enter the undeveloped market and invest their capital. Afterwards, these companies start to produce goods, employ people and sell their products and services. Furthermore, expands import and export of various supplies and materials in and from a specific country.Market in particular regions evolves and becomes liberalised as an impact of product exchange and international investments. â€Å"†¦liberalisation leads to further development of a country's financial system which in turn is thought to enhance productivity in the real economy†¦Ã¢â‚¬  (Arestis and Singh 2010, pp. 11-12) In addition, the national budgets of countries benefit mostly from CLO-fees, income tax and GST set on all sold goods and services. Furthermore, citizens can take an advantage of working opportunities, including personal improvement and further qualification, provided by international companies and, of course, their income increases.Living standard of the population rises. As the evidence of such globalisation impact is considered the increa se in GDP and improvement of economies in developing countries. For instance: â€Å"Globalization in India had a favorable impact on the overall growth rate of the economy†¦growth rate in the 1970’s was very low at 3%†¦ above 8% was an achievement by the Indian economy during the year 2003-04. † (Goyal 2006, p 168) Contrasty, in the long run vantage point, globalisation causes various damaging negatives to each economy, mostly of smaller, not very powerful (developing and less developed) countries.The circle of naturally changing periods of productivity and recession in economy is considered to be an economic law. During the recession, which is regularly repeating status of each market economy in the world, the liberalised markets of particular countries, depending on multi-national corporations (foreign bank sector, several industrial sectors), are very threatened. Once recession begins, firms are reducing their production, closing factories and releasing em ployees. As a consequence is possible to observe fall in productivity, decrease of economic performance and increasing unemployment.Arestis and Singh assume, that â€Å"the financial crisis†¦Ã¢â‚¬  (the period of recession) â€Å"†¦of August 2007 and the subsequent spread of it in the rest of the economy and the world, does not augur well at all for the poor, especially so in the developing world. † (Arestis and Singh 2010, p 7) If economies depend on those corporations and world market in general, they could find themselves in a disastrous situation. â€Å"Impact of the crisis can be realized by dramatically reduced capital inflow and a large private external refinancing†¦that all reflects on the reduction of export performance and a drastic fall in export markets. (Djordjevic and Stoiljkovic 2009 p 264) For completion of the story of India it is important to adjust situation of Indian economy after year 2006. â€Å"Due to globalization, the Indian economy cannot be insulated from the present financial crisis in the developed economies. â€Å" (Prasad and Reddy 2009) Furthermore, according to Prasad’s and Reddy’s research, the Indian economy was affected in various sectors from increase of unemployment, fall in investments and exports,†¦ This whole model of Indian economy describes clearly short- and long-run effects of globalisation process and interdependence of countries in the world.The integration of economies brings definitely benefits in the short run, but has destructive consequences in the long run, spreading the crisis between countries rapidly. Investigating and considering of all proposing and opposing arguments relevant for the discussion about globalisation, it is possible to conclude that the process of integration and development might have several positive effects on cooperation of the countries and, in addition, short-run positive affect on economies of developing countries.However, in long-run i t is possible to recognize several problems with financial help of the states between each other, based on enormous amounts payable for the countries which have debts. (Greece, Spain, Italy,†¦) As Dixon suggests, â€Å"the bailout fund doesn’t have enough money to rescue both Madrid and Rome. † (Dixon 2012) Moreover, considering the outflow of capital from developing countries and therefore enlarging the rich-poor gap and profits of multi-national companies, improvement in economies of developing countries could appear as irrelevant.Destructing effect on the people living in third world countries is in long-run very possible. At least the risk of possible damage is so enormous that it is significant that the globalisation causes more harm than good on the economies not only of the ‘Third world’ countries. Reference list Arestis, P & Singh, A 2010, ‘FINANCIAL GLOBALISATION AND CRISIS, INSTITUTIONAL TRANSFORMATION AND EQUITY’, Centre for Bu siness Research, University of Cambridge, Working paper No. 405, pp. 11-12. Available from www. cbr. cam. ac. uk [22. 9. 2012]Djordjevic, M & Stojilikovic, S 2009, ‘GLOBALIZATION AND THE CHALLENGES OF THE WORLD ECONOMIC CRISIS’, FACTA UNIVERSITATIS Series: Economics and Organisation Vol. 6, No. 3, 2009, p. 264. Available from: http://facta. junis. ni. ac. rs [22. 9. 2012] Goyal, K A 2006, ‘Impact of Globalization on Developing Countries (With Special Reference To India)’, International Research Journal of Finance and Economics, Issue 5 (2006), p. 168. Available from: www. eurojournals. com/finance. htm [22. 9. 2012] http://blogs. reuters. com/hugo-dixon/tag/european-central-bank/ http://ec. europa. eu/economy_finance/eu_borrower/efsm/index_en. tm http://www. imf. org/external/pubs/ft/fandd/2001/06/streeten. htm Ogutu, M & Samuel C n. d. , STRATEGIES ADOPRET BY MULTINATIONAL CORPORATIONS TO COME WITH COMPETITION IN KENYA, University of Nairobi, Nairobi Kenya , p. 1 Available from: http://www. aibuma. org/ [22. 9. 2012] Prasad, A & Reddy,P 2009,’Global Financial Crisis and Its Impact on India’, J Soc Sci 21(1): 1-5 (2009), 2009. Available from: http://www. krepublishers. com United Nations Conference on Trade and Development 2008, DEVELOPMENT AND GLOBALISATION: Facts and Figures, United Nations Publication, Geneva, p. 16