Joe Salatino, President of Great Northern American Case Study

Introduction Various aspects have come to characterize the contemporary workplace. Application of scientific management methods and pursuit of training of employees has become the norm in the work place today.Advertising We will write a custom research paper sample on Joe Salatino, President of Great Northern American specifically for you for only $16.05 $11/page Learn More There is, therefore, no wonder that such aspects as organizational behavior and organizational learning have taken center stage. Increased competition and consumer education and activism means businesses have to invest in research and development as well as training of employees so that they can better handle customers. From Joe’s case, it is apparent that he relies greatly on the sales team to drive up the company’s sales volumes, and by extension, success. According to Posdakoff and Mackenzie (1994, p. 351), sales manager mainly use sales performance to determine the u sefulness of a sales person in an organization. However, many of them are increasingly considering behavior of their staff as a part of an effective functioning of a business unit. Posdakoff and Mackenzie further assert that these behaviors are discretionary on the part of the salesperson and that they greatly promote effective functioning of the unit with minimal effect on the salesperson’s level of productivity (1994, p. 351). This discussion will focus on the Joe Salatino, President of Great Northern American case study, with the emphasis given to the importance of employees understanding people form perceptions and attributions about each other. Additionally, there will be an evaluation of the learning theory the author feels would be most appropriate for Joe to apply in his situation. Furthermore, the discussion will explore the suggested ways on how Joe can apply the theory discussed above to improve employee performance. Also, there will be a discussion on how Joe can leverage understanding of self efficacy to ensure only most successful people join the organization. Importance of Perception Besides the work place perception plays an important role in human beings’ everyday life. According to social scientists, perception is a way of conceiving something and also a process of acquiring interpreting information by human mind. Additionally, perception can also be a way in which people behave in specific situations. Joe Salatino’s position gives him immense power to organizational trends.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is important for Joe to realize that sales profession is a â€Å"people† oriented front and â€Å"people skills† are necessary for its success. The president needs to acknowledge the importance of perception in sales before instilling the same drive in his employees. According to Greve, H. R. (2003, p. 55), people’s behavior is mainly determined by what they perceive as being real or not. He further says that distinctiveness, consensus and consistency form the main determinants of perception. According to Ormrod (1999, p. 89), little can go on in an organization without perception. Additionally, any employee in any organization needs perception that is accepted by all other employees to undertake any task. Perception, therefore, is the key for any manager like Salatino to help employees produce better results. Ormrod (1999, p. 94) says that perception helps people in any organization to perform different tasks in different ways because an organization needs different perceptions to attain successful results. With the above in mind, Joe must seek regular training of the sales team on issues relating to the importance of perception for better sales performance. In this case, regular training will comprise more or less of organizational learning. He should mak e it a priority for every sales person to understand the importance of perception for better understanding of customers. Learning theory As said earlier, organizational behavior and organizational learning are closely related. It is almost guaranteed that the kind of learning approach that an organization adopts has a huge impact on organizational behavior including aspects such as perception. Both social theory and operant conditioning theory are well suited in Joe’s approach to organizational learning. The operant conditioning form of learning makes an employee to adjust his/her behavior depending on expected stimulus. Operant behavior is more or less an improvement of voluntary behavior that occurs in an environment maintained by its own consequences. Joe can, therefore, adopt operant conditioning especially given the fact that he believes in extending monetary gifts to keep his sales staff motivated. However, considering the implications of social aspects in organizationa l behavior especially among the sales team, social learning is the most suited theory that Joe can apply in this situation.Advertising We will write a custom research paper sample on Joe Salatino, President of Great Northern American specifically for you for only $16.05 $11/page Learn More Most social scientists contend that social learning theory is the bridge between behaviorist and cognitive learning theories (Ormrod, 1999, p. 104). In social learning, learning occurs through observation of other people’s behaviors and their outcomes. Key in social learning theory is environmental reinforcement and punishing models. According to Ormrod (1999, p. 89), people in this case employee of a certain company get reinforced for modeling the behavior of other people. Four aspects characterize environmental reinforcement and punishing model. First, the model reinforces the observer. For instance, an employee can change his/her behavior in order to fit in with the rest of the group. Secondly, a third person may reinforce the observer. For instance, an employee may copy goo habits from his colleagues and/or boss. In return, the model extends compliments to the imitating employee resulting to a reinforcement of behavior. Third, reinforcement may come from the copied behavior itself. For instance, an employee may discover how fulfilling and rewarding courtesy to customers is to another employee. The former may result into being courteous and polite in order to experience the same rewarding and fulfillment. Fourth, there is a vicarious effect on a model’s behavior on an observer. For instance, one employee gets complimented and rewarded for putting into use subtle sales skills learnt in a sales seminar. In return, other employees may follow suit in order to get the compliment as well. For Joe’s employees to understand how to people form perceptions and attributions about each other, it is prudent that they model to learn fr om. Motivating them through operant conditioning alone is not enough. A situation underlain by social learning is better placed to help employees in understanding perceptions. Applying social learning theory to improve performance According to Dierkes et al. (2003, p. 251), employee behavior has to conform to workplace performance standards for successful running of an organization. Business leaders pursue organizational learning through training to enhance employees’ skills so that they can adopt preferred behaviors.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Dierkes et al. further say that social learning theory comes in handy in through provision of opportunities to observe employees with an aim of rewarding desirable workplace behaviors while punishing those that are undesirable (2003, p. 251). Social learning theorists contend that careful observation of practices at the workplace is a primary way through which employees learn social behaviors. To improve employees’ performance through social learning, business leaders like Joe Salatino must be consistent in what they expect from employees’ social behavior. In essence, there should be the uniform treatment and reward of all employees. Precisely, managers and other corporate leaders must be role models in providing exemplary appropriate behavior. Through public forums and other avenues such as meetings, Joe Salatino can avail learning opportunities for employees working in the sales department. As said earlier, workplace training is crucial to organizational learning and eventual employee performance. Poling and Normand (1999, p. 237) suggest an application of principles of social learning theory to workplace training to reinforce an organization’s desired workplace behaviors. Also, Joe Salatino can engage other successful sales employees and personalities to deliver lectures to his team in order to boost performance as well as behavior since role model admiration enhances social learning. Leveraging self efficacy Many people will likely adopt behavior they think they can handle with success. Additionally, employees will only struggle to achieve what they feel is within their potential. For them to undertake the above, they will need to possess high self-efficacy. Precisely, self-efficacy is more or less self confidence an employee has towards learning (Greve, 2003, p. 55). According to Poling and Normand (1999, p. 239), individuals will choose activities they feel they have a chance of succeeding. He adds that individuals with high self-eff icacy tend to excel more than those without. For Joe to hire employees with high self-efficacy, it is imperative to put in place a rigorous interview process that will expose those employees that can better withstand the pressures of the job at hand. It, therefore, requires careful identification of potential employees with a sense of what they can and cannot do. Such employees will have a fairly precise opinion on their self efficacy. It is highly likely that employees with a high understanding of their own self-efficacy will integrate better and are in a better position of advancing Joe’s sales agenda in the company. While some people are trainable and can deliver with consistent skills training, Joe should make demonstration of self-efficacy the core requirement of joining his company’s sales team. Through the interview process, there is a need for Joe to investigate the background of his potential employees to his company. According to French et al. (2011, p. 125), many factors affect self-efficacy including previous successes as well as failures, feedback from other people and successes and failures of other people. Conclusion Organizational learning an organizational behavior are important parts of any organization’s corporate culture. Organizational behavior especially plays a crucial role in influencing managers’ performance evaluation. There is no doubt that these behaviors contribute to organizational success and so it is not farfetched to emphasize them in a situation like that of Joe Salatino. Employee understanding of perception is necessary for organizational success. Furthermore, integrating learning theory to organizational learning and subsequent modification of organizational behavior is a prerequisite to organizational success. Sales teams especially stand to gain from this approach given that they besides customer service are the face and voice of the company. It is also important to note that success of learning and development as well as change in corporate behavior greatly depends on self-efficacy. Self-efficacy is the success of sales professionals. References Dierkes, M. et al. (2003). Handbook of organizational learning and knowledge. NJ: Springer. French, R. et al. (2011). Organizational Behaviour. Chicago: Thomson’s Learning. Greve, H. R. (2003). Organizational learning from performance feedback: a behavioral perspective on innovation an change. New York: Routledge. Ormrod, J.E. (1999). Human learning. Upper Saddle River: Prentice-Hall. Posdakoff, P.M. MacKenzie, B.S. (1994). Organizational Citizenship Behaviors and Sales Unit Effectiveness. Journal of Marketing Research. Vol. 31, No. 3, pp. 351-363. Poling, A., Normand, M. (1999). Noncontingent reinforcement: an inappropriate description of time-based schedules that reduce behavior. Journal of Applied Behavior Analysis, Vol. 32, p. 237–238. This research paper on Joe Salatino, President of Great Northern American was written and submitted by user Jaeden C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Kwanzan Cherry Tree Profile and Care Instructions

Kwanzan Cherry Tree Profile and Care Instructions Kwanzan Cherry has double-pink, beautiful flowers and is usually purchased and planted for this reason. The upright-spreading form, reaching 15 to 25 feet tall, is quite attractive in many locations including near a patio or as a specimen away from lawn grass competition. The tree is glorious in flower and has been planted along with Yoshino Cherry in Washington, D.C. and Macon, Georgia for their annual Cherry Blossom Festivals. This cherry provides a strong contrast to lighter-colored cherry blossoms, like Yoshino cherry, by showing a pink flower later in April and May. It becomes a larger part of the cherry show as spring introduces flowering later in the Northeastern U.S. Specifics Scientific Name: Prunus serrulata ‘Kwanzan’Pronunciation: PROO-nus sair-yoo-LAY-tuhCommon Name: Kwanzan CherryFamily: RosaceaeUSDA Hardiness Zones: 5B through 9AOrigin: Not native to North AmericaUses: Bonsai; container or above-ground planter; near a deck or patio; trainable as a standard; specimen; residential street tree; Cultivars Some cultivars might be locally available including: ‘Amanogawa’(‘Erecta’): Semi-double, light pink, fragrant flowers, narrow columnar habit, about 20 feet tall;‘Shirotae’(‘Mt. Fuji’, ‘Kojima’): Flowers double to semi-double, white, ruffled, about 2.5 inches across; ‘Shogetsu’ - tree 15 feet tall, broad and flat-topped, flowers double, pale pink, the center may be white, can be two inches across;‘Ukon’: Young foliage bronze, flowers pale yellow, semi-double. Description Height: 15 to 25 feetSpread: 15 to 25 feetCrown Uniformity: Symmetrical canopy with a regular (or smooth) outline and individuals have more or less identical crown formsCrown Shape: Upright; vase shapeCrown Density: ModerateGrowth Rate: MediumTexture: Medium Trunk and Branches The bark is thin and easily damaged from mechanical impact; the tree grows mostly upright and will not droop; showy trunk; should be grown with a single leader. Pruning Requirement: Needs little pruning to develop a strong structureBreakage: ResistantCurrent Year Twig Color: BrownCurrent Year Twig Thickness: Medium Foliage Leaf Arrangement: AlternateLeaf Type: SimpleLeaf Margin: SerrateLeaf Shape: Lanceolate; ovateLeaf Venation: Banchidodrome; pinnateLeaf Type and Persistence: DeciduousLeaf Blade Length: 4 to 8 inches; 2 to 4 inchesLeaf Color: GreenFall Color: Copper; orange; yellowFall Characteristic: Showy Culture Light Requirement: Tree grows in full sunSoil Tolerances: Clay; loam; sand; acidic; occasionally wet; alkaline; well-drainedDrought Tolerance: ModerateAerosol Salt Tolerance: ModerateSoil Salt Tolerance: Poor In Depth Neither stress-tolerant or highly drought-tolerant, Kwanzan Cherry should be located on a site with loose soil and plenty of moisture. Not for an urban parking lot or exposed street tree planting where borers and other problems normally attack. It has some tolerance to salt  and tolerates clay if well drained. Kwanzan cherry has good yellow fall color, does not bear fruit, but is somewhat troubled with pests. These pests include aphids which distort new growth, deposits of honeydew, and sooty mold. Bark borers can attack flowering cherries, and scale insects of several types infest cherries. Spider mites can cause yellowing or stippling of leaves and tent caterpillars make large webbed nests in trees then eat the foliage. Kwanzan Cherry prefers full sun, is intolerant of poor drainage, and is easily transplanted. However, the useful life of the species is limited to about 15 to 25 years for Kwanzan when on a good site. Still, the tree is a joy during this short period and should be planted.

Jane Austen Essay Example | Topics and Well Written Essays - 2000 words

Jane Austen - Essay Example In the society in which Jane lived, the only aspiration of a young girl is to get married. So Jane Austen selects the theme of marriage in all her novels. Even Emma ends in the celebration of three marriages. Jane Austen's novels are called drawing room novels. Emma is a typical drawing room novel. Almost all incidents in the novel take a place in the drawing room of Emma. Emma Woodhouse is the daughter of a valetudinarian. Her governess Miss Taylor assumes the role of a guide and friend to her in moments of loneliness. Jane Austen's 1816 novel, Emma reflects the detail of nineteenth century England and therefore the values of the context in which it was written. The setting of Emma is that of the world in which Austen lived. The text explores the themes and values of romance and marriage, social order, feminism and moral dimension. Austen has employed several techniques in order to convey these, such as literary context and social microcosm, satire and a number of narrative techniqu es. Austen provides exploits the contrast between how things seem to be and how they really are through these literary techniques. Austen typically writes novels that focus on social conventions. Her societies demonstrate these conventions are collapsing as the world is evolving and that what people believe to be conventional is really eroding. Characters of fortune and education who speak in accordance with the rules of pragmatics and social decorum are, in turn, rewarded through matrimonial bonds with characters of similar communicative merit. Gubar notes, â€Å"There is always the sense too that we owe to her narrator's art the significance with which such scenes are invested:

Employers Duty of Care Essay Example | Topics and Well Written Essays - 1000 words

Employers Duty of Care - Essay Example From this study it is clear that Jake’s actions are actually within his scope of employment. According to Damewood, the duties and responsibilities of an auto shop service manager is â€Å"normally focused on satisfying the customers through correctly determining the problems with their vehicles and repairing them in a timely and cost-effective manner†. Although Herman identified that he should just focus on providing the free change oil service, the extra service provided by Jake ensures that the customers would be satisfied with his work. Further, any additional costs needed from checking the basics: the brakes, tires and transmission would be revenue for the shop. Jake could likewise just focus on the free change oil service, as advertised and advised by Herman. According to the paper Jake could seek the car owners’ permission to provide the basic checking services for extra charge that would provide revenue for the shop and would not necessarily cause unneces sary work slowdown for those car owners who opted not to avail of these extra services. In so doing, Jake would still be complying with the duties expected from his scope of employment and still adhere to the priorities set by Herman, his manager. As employer, Herman is responsible for Jake’s injury primarily since the injury was sustained while doing the responsibilities expected of him in the service department. According to U.S. Department of Labor’s Occupational Safety and Health Administration, â€Å"employers are responsible for providing a safe and healthful workplace†. The injuries sustained by Jake form part of OSHA’s regulations that cover autobody repair and refinishing where injuries that were identified include â€Å"being struck by an object, struck against an object, and caught in an object,

Boundaries should employers set for social media Essay

Boundaries should employers set for social media - Essay Example Employees should limit themselves when it comes to the use of social media in the workplace because in continuing to indulge themselves, they will most likely end up using up the time of their employers, which might lead to negative results in their output. Therefore, employees have to limit their time on social networks and should only use them in situations where they have been able to clear all the work on their table for the day and they have nothing else to do but to kill time. According to Young (2010), to use social media at any time in the workplace would be detrimental to their work and would amount to their stealing their employer’s time. The answer to this question largely depends on whether an employee has accomplished the goals that have been set for him because if he has not, indulging in social media might be detrimental to his performance. Furthermore, it is necessary for employees to ensure that the keep social media usage, which is essentially part of their social lives, out of the workplace because to use it in such an environment is disruptive to their work. Therefore, if an employee has not accomplished his goals, to use social media would be equivalent to stealing the time of their employers. While an employee might have worked for a number of hours, this does not mean that he has to take his employer’s time by using social media. The number of hours that an employee has worked does not matter as long as he keeps away from social media and makes sure that he delivers on his goals. Therefore, using social media during work hours would be the same as time-wasting and has to be reduced to a minimum or discouraged. 2. The justification used by heavy social-media users to using company software and confidential date in the workplace might be based on their opinion that it is part of their right. This is especially the case in a situation where they feel that their right to interact with others and express themselves in

Sudan and the USA: A comparison

Sudan and the USA: A comparison Sudan and the USA All countries in the world are unique in one way or another. When most people think of Sudan â€Å"the place of my birth†, they think of the south/north war and the recent genocide claims in Darfur. What many people do not realize is that not all of the countries in Africa are diverse as Sudan. While it does not compare to the USA, THERE ARE FEW DIFFERENCES AND SIMILARITIES BETWEEN THE TWO COUNTRIES SUDAN AND THE USA from my point of view. In fact, this paper will focus on Sudan and the USA in view of their economy, education, and family. The first difference between Sudan and the USA can be traced through their economy. As an example, the USA is a stable, modern nation with a strong economy. The USA has a capitalist mixed economy, which is fueled by abundant natural resources, a well-developed infrastructure, and high productivity. One the other hand, Sudans economy is not good. The aftereffects of the 21-year civil war and very limited infrastructure, however, present obstacles to stronger growth and a broader distribution of income. Sudans primary resource is agricultural, but oil production and export have taken on greater importance since 2000. Although the country is trying to diversify its cash crops, cotton, and gum Arabic remain its major agricultural exports. Sudans foreign debt is exceeding $21 billion, more than the countrys entire annual gross domestic product. Sudans inadequate and declining infrastructure inhibits economic growth. As you can see, there are stark differences between the economies of Suda n and the USA. Another difference between Sudan and the USA is their education systems. To illustrate, in Sudan, the education system is not that good. There are many people who dont have any possibility of going to school due to limited opportunities or lack of money. Schools are clustered in the vicinity of Khartoum (capital city) and to a lesser extent in other urban areas, although the population is mainly rural. This concentration was found at all levels but was most marked for those in situations beyond the four-year primary schools. The north suffered from shortages of teachers and buildings, but education in the south is even more inadequate. On the other hand, in the USA, American public education is operated by state and local governments. Children are required in most states to attend school from the age of six or seven until they turn eighteen; states allow students to leave school at sixteen or seventeen. Small percentages of children are homeschooled. The United States has many compet itive private and public institutions of higher education, as well as local community colleges with open admission policies. Education is often regarded as the key to opportunity, including financial security. Americans take a practical approach to learning, so what one learns outside the classroom through internships, extracurricular activities is often considered as important as what is learned in the classroom. Therefore, lifelong learning is highly valued, which results in many adult and continuing education programs. Americans have many choices in school. They decide their major field of study, perhaps with or without their parents influence, and students even get to select some of their courses. USA and Sudan also share some similarities. Indeed, both gained independence from Great Britain. Sudan declared its independence on January 1, 1956, whereas, USA declared independence from Britain in 1776. Other similarity is how both countries view family and family life. In Sudan, the extended family provided social services. Traditionally, the family was responsible for the old, the sick, and the mentally ill, although many of these responsibilities had been eroded by urbanization. In many cases, however, the burden of these social services normally falls upon the women. Conversely, in the USA, people value their family and the way they live. The main purpose of the American family is to bring about the happiness of each individual family member. The traditional family values include love and respect for parents, as well as for all members of the family. Regardless of nationality, race and religion, we as people must learn to care for one another, appreciate and respect our differences. As we move on to the next century, we are closer than before. Globalization will continue to be a challenge in the new world, and most influential force in determining the future course of our planet. Reference Central Intelligence Agency The World Factbook. (NOV 28, 2009). CIA The World Factbook Publications. Retrieved Nov 28, 2009 from https://www.cia.gov/library/publications/the-world-factbook/

Of mice and me :: essays research papers

In the book â€Å"of mice and men† John Steinbeck writes about the idea of loneliness. For men like those at a California ranch, loneliness is about all they have to look forward to and for 3 men names Candy, Crooks, and George. They face loneliness at a higher rate than most. George the easy-going caretaker of lennie looks at loneliness a different way. George has been taking care of lennie ever since lennie’s aunt Clara died a long time ago. Moving from ranch to ranch, George finds himself unable to keep a friendship. Traveling with lennie who is nowhere near the maturity level of an adult George cant hold a reasonable conversation. George finds himself yelling at lennie on a daily bias. â€Å"God a’ mighty if I was alone I could live so easy. I could get a job and work and have no problems.† George is showing loneliness by saying if he wasn’t so lonely dealing with lennie he could maybe be happy. Another lonely person on the ranch is candy. Candy is an old man that really does not have a place there. He does odd-in jobs and can’t play any games with the younger men because of his age. The only thing candy had to call his own was his dog. Candy has had this dog since it was a puppy, and when they shot it because the dog is so old candy had noting to own. Candy says in the book â€Å"You seen what they did to my dog tonight? That says he wasn’t no good to himself nor anyone else. When they can me here I wish they would shot me. But they wouldn’t do anything like that. I won’t have a place to go, and I can’t get another job. By Candy saying this he is trying to say that the dog was all he had left, and that he can’t leave because he won’t be able to get another job. The loneliest of them all is Crooks. Crooks were the stable buck that had his own room and didn’t really talk with anyone. Because of the time period being black and looking for a job was hard. So Crook just had to deal with what ever he got. Of mice and me :: essays research papers In the book â€Å"of mice and men† John Steinbeck writes about the idea of loneliness. For men like those at a California ranch, loneliness is about all they have to look forward to and for 3 men names Candy, Crooks, and George. They face loneliness at a higher rate than most. George the easy-going caretaker of lennie looks at loneliness a different way. George has been taking care of lennie ever since lennie’s aunt Clara died a long time ago. Moving from ranch to ranch, George finds himself unable to keep a friendship. Traveling with lennie who is nowhere near the maturity level of an adult George cant hold a reasonable conversation. George finds himself yelling at lennie on a daily bias. â€Å"God a’ mighty if I was alone I could live so easy. I could get a job and work and have no problems.† George is showing loneliness by saying if he wasn’t so lonely dealing with lennie he could maybe be happy. Another lonely person on the ranch is candy. Candy is an old man that really does not have a place there. He does odd-in jobs and can’t play any games with the younger men because of his age. The only thing candy had to call his own was his dog. Candy has had this dog since it was a puppy, and when they shot it because the dog is so old candy had noting to own. Candy says in the book â€Å"You seen what they did to my dog tonight? That says he wasn’t no good to himself nor anyone else. When they can me here I wish they would shot me. But they wouldn’t do anything like that. I won’t have a place to go, and I can’t get another job. By Candy saying this he is trying to say that the dog was all he had left, and that he can’t leave because he won’t be able to get another job. The loneliest of them all is Crooks. Crooks were the stable buck that had his own room and didn’t really talk with anyone. Because of the time period being black and looking for a job was hard. So Crook just had to deal with what ever he got.

Juvenile and Adult Courts Essay

One dilemma that is an issue in our society is crime among our youths. Crime is everywhere that is caused by both adults and youth. Daily we hear of murders, robberies, and rapes that have been committed by juveniles. The Juvenile Court with Adult Court is different and similar in the criminal justice system. A look at the juvenile history in 1643 a sixteen year old boy was put to death for sodomizing a cow. Today many states disagree in the execution of juveniles. In the present day the increasing violence, both juvenile and adult system has changed over the years (Simmons 2002). The juvenile philosophy in juvenile courts was to offer the youth an individualized justice and treatment instead of imparting justice and punishment. The juvenile court is different then adult court and from earlier periods of American history was the idea of protecting the children. The focus is treatment and the best interest of the child in the disposition. Since the increase of serious violent crimes by juveniles policymakers have argued for tougher penalties are needed in deterring crime among juveniles. This caused an increase of juveniles in adult courts. It seems that tougher policies have not decrease or deter juveniles for committing serious crimes. There are five major ways juveniles get transferred to adult courts. 1. Discretionary judicial wavier, 2. Mandatory judicial wavier, 3. Presumptive judicial wavier, when the burden of the proof is on the juvenile courts is more appropriate, 4. Prosecutorial direction to charge in adult court, 5. Statutory exclusion provision, which automatically exclude certain  juveniles due to their age (Simmons 2002). Similarities: Juvenile and Adult. You can ask yourself two questions? Do juveniles who are in adults court getting treated harsh compared to theses in juveniles court? Do juveniles in adults court not repeat offense that those in juvenile court? According to the Serious Violent Juveniles Offenders study group no real study has been done on the two questions many of us ask ourselves. The juvenile/adult justice system refers to the police, the juvenile/adult courts, their intake and probation officers, attorneys for the state and the juvenile/adult/parents, juvenile/adults detention/jail faculties, juvenile/adult correctional faculties, social worker that place juveniles that are court ordered. Each area of the system has different discretions that keep the system in check. Juveniles/adults both have the right to receive Miranda warning. Juveniles/adults are protected from prejudicial lineups producers (Kalinich, Klofas, & Stojkovic 2003). Equivalent guidelines protect juveniles and adults from admitting guilt. Prosecutors and defense attorney both have a significant responsibility in both juvenile and adult advocacy. Juveniles and adults have both the right to a counsel for the court proceedings. Similarities of negotiation or plea barging exist in both juveniles and adults offenders. Juveniles and adults both have the right to a hearing and appeal. Juveniles and adults can be both placed on probation. Both juveniles and adults can be detaining for pretrial in jail. Juveniles and adults can be kept in jails without bail, if they are a threat or dangerous. After the trail both juveniles and adults can be placed into a treatment program (Kalinich, Klofas, & Stojkovic 2003). Diferences: Juveniles and Adult. The juvenile and adult systems are similar in many ways and yet are also different in many ways. In the juvenile system the standard of evidence of juvenile delinquency adjudications, in adult court trail it is the proof  beyond a reasonable doubt (Kalinich, Klofas, & Stojkovic 2003). The vital purpose of the juvenile courts is to protect and treatment for the child. Whereas adults the focus is to punish the guilty. Age determines the jurisdiction for a juvenile in juvenile court. The nature of the offense determines jurisdiction in the adult system (Kalinich, Klofas, & Stojkovic 2003). Juveniles proceeding are not considered criminal; adult proceedings are. Juvenile court proceeding are usually informal and confidential. Whereas adult courts are held more formal and are open to the public and are not confidential. Courts can release the identity or any information about a juvenile in a trail to the media, but the courts must release any information regarding an adult to the media (Kalinich, Klofas, & Stojkovic 2003). Juveniles can be detained for acts that would not be considered criminal if they were adults, status offense. In the juvenile court parents/guardians are involved in every step of the proceedings, but not in the adults’ process. The juvenile can be release to their parents/guardians supervision if the charge is not a felony or if there is a need for protection. Adults if not a threat or dangerous are given a possibility for bail (Kalinich, Klofas, & Stojkovic 2003). Some major differences between juveniles and adults are the issue that juveniles have no right to a jury trail, adults have that right. Juveniles who are questioned by a police officer can just give their names and address; they parents/guardians must be notified. Juveniles can be searched but must express rejection, but in a school sitting a search without probable cause is valid. For adults they are detained and must answer any question they choose to answer without an attorney, searches are done for officer safety, probable cause must be present. A juveniles’ record can be sealed at the age of maturity, usually at the age of 18 years old. For adults the records are permanent (Kalinich, Klofas, & Stojkovic 2003). Benefits and disadvantages of juvenile court from the perspective of a youth offender. The death penalty is a conservational issue in the criminal justice system today. Capital punishment is allowed in 35 states. Over the past years some of those that were executed were seventeen years old when they committed the crime of murder. The Supreme Court ruled in the case of Thompson v. Oklahoma 1988 that it is unconstitutional to execute juveniles who commit a crime at the age of 15 years old (Kalinich, Klofas, & Stojkovic 2003). Then a year later the Supreme Court ruled a juvenile who commits a crime at the age of 16 can be executed. Even though Thompson’s life was spared this still leaves a question whether juveniles’ murders are criminals who deserve to die or whether or not they can be rehabilitate to learn to live a productive life. The issue is more conservational for executing juveniles then adults (Allard, Young. 2002). Despite the rights secured by the case Gerald Gaullt, juveniles can still de deprived of some freedom for actions that would be considered criminal if an adult. Some of these offenses are truancy, running away, and incorrigibility. Juveniles are minors and are immature, incapable and protection is waived if they commit an adult crime. The juvenile system is been criticized because children have many rights that caused the fine line to be less define between childhood and adulthood (Kalinich, Klofas, & Stojkovic 2003). Thinking for a juvenile offender is the fresh beginning of a new life after the age of 18 years of age, juvenile records are sealed. The idea that you can be treated and to understand a life of crime only makes life harder when becoming an adult. Societal implications of abolishing juvenile court. The juvenile system is set up to protect the best interest of the child. Since the change of crime and time juveniles are committing adult crimes. The system is so well establish. Judges preside over juvenile court in all  states. The implication of doing away with the juvenile system will just only cause confusing and cause the system to obstruct the entire criminal justice system. Recommendations for the future of the Juvenile Justice system. The juvenile court of the future will likely remain in our society. The focus of the future juvenile court is to intervene on behalf of children and families in crisis. The court’s jurisdiction in the future maybe to focus less on delinquent cases that involved juveniles who are older and have committed serious crime. The focus of the best interest of the child will remain the foundation of the system (Roleff 2000) The future of children’s rights lie in the hands of every state. The history of the juvenile justice system has brought its own political, economic, and social challenges, their will always be conservational issues. The future of the system is that children now have the real opportunity to express their voice and ideas on how they can improve their world. The future goal should focus on early intervention, the juvenile court personnel must work outside the system to find the best for the child. A continuing characteristic of the system will always be age based jurisdiction (Roleff 2000). The future trend in the juvenile system will be the issues of juveniles begin transferred to adult court. The fine line of juvenile court borderlines between adult courts of those juveniles who commit a serious crime. Risk Assessment is tools that are completed for every juvenile that enters the court system. The assessment should change with time, to fit the juvenile. These programs that are resulted from the assessment focus, on prevention or rehabilitation. Prevention programs are to prevent juveniles from becoming delinquents. Rehabilitation programs are to focus on reducing delinquency. And just maybe with their voice and their parents and the help of each state will conventionality change future ideas. I work at the Pima County Adult Detention Center here in Tucson; the jail holds juveniles who have committed adult crimes in the West Facility. The unit is considered a specialized unit; the unit uses a point system to encourage positive behaviors. The treatment programs is totally different then the adult inmates. They also get hold meals and snacks every day. The jail also has schooling for the juveniles, which is required for them to attend. The unit also has another unit that hold new arrestees and those juveniles who are a threat to staff, or other inmates. I never really knew what happens to juveniles who commit serious crime until now. With time the juvenile justice system will always change as time goes by. The Supreme Court will always hear cases that will make changes in the system. Crime is a increasing among our youths and will always be a challenging battle for us in the law enforcement community. All we can is to embrace change for the best and to understand the future lies in the hands of our children. As a Correction Officer for Pima County Sheriff Department I would like to see what happen in the aspect of juveniles in adult detention centers. References 1. Allard, Paterica and Young, Malcolm. (2002). The Sentencing Project: Prosecuting Juveniles in Adult Court. 2. Juvenile Justice Bulletin. December (2003). Office of Juvenile Justice and Delinquency Prevention, U.S. Department of Justice. Retrieved August 30, 2005, from University of Phoenix Web site: https://mycampus.phoenix.edu/secure/resource/resource.asp http://www.ncjrs.org/pdffiles1/ojjdp/201370.pdf http://faculty.ncwc.edu/toconnor/294/294lect01.htm . 3. Kalinich, D., Klofas, J., & Stojkovic, S. (2003). Criminal Justice Organizations. Retrieved August 30, 2005, from University of Phoenix Web site: https://mycampus.phoenix.edu/secure/resource/resource.asp 4. Roleff, Tamara. (2000). Crime and Criminal. Greenhaven Press, Inc. 5. Simmons, Adele. (2002). A century of juvenile justice. The University of Chicago Press. 6. White, Carter. (2002). Reclaiming incarcerated youths through education. Corrections Today Volt 64, Issue 2, Apr 2002. Record Number: 123325831.

Social Mobility in US essays

Social Mobility in US essays Social Mobility in the United States? The focus of this paper will be social mobility in America. My expected findings were that upward social mobility is declining in America, social mobility depends on race, income, mother and father occupation, and ethnicity. The method of research that I used was literature review. I found that 1) upward social mobility is more likely for a white individual than a black individual 2) upward social mobility among the lower classes is decreasing and downward social mobility is increasing 3) upward social mobility does increase the higher the person starts on the social ladder. The United States of America is a country that takes pride in having a thing called equal opportunity for all. America is a place where one can supposedly be successful if he or she works hard. Is this the reality of our society or just a myth? If the idea of equal opportunity were a reality in America, social mobility would be a very common thing. Poverty would only be temporary for the ones who willing to work hard. It wouldnt have to mean that America would be a classless society, just one in which people moved up and down the social ladder. The question of social mobility and the truth to the idea of equal opportunity has been argued for many years in America. We have yet to come to a consensus. If it is true that equal opportunity doesnt exist in American than the idea of the American Dream would be false. Everything that America is about and stands for would have to be questioned and reexamined. Social policies in America have often been shaped by different ideas concerning this issue. Politicians who favor the idea that equal opportunity does exist often enact policies that take away public assistance to impoverished people in America. They believe that since America provides equal opportunity there is no reason to give assistance to poor people. The idea here is t...

Effective Management in International Business Lessons from Four Seasons Expansion to France

Effective Management in International Business Lessons from Four Seasons Expansion to France Introduction Managing in an international business presents unique challenges due to differences in aspects such as culture and legislation among countries. For instance, a manager from a monochronic culture (e.g. North America) may find it challenging to work with employees from a polychronic culture (e.g. France) due to their different perceptions of time.Advertising We will write a custom case study sample on Effective Management in International Business: Lessons from Four Seasons’ Expansion to France specifically for you for only $16.05 $11/page Learn More The monochronic-oriented manager would, for instance, focus on individual goals, sequentially, while the polychronic-oriented employees would be more comfortable working on multiple goals simultaneously (Hallowell, Bowen Knoop 2003; Nardon Steers 2009). With respect to legislation, differences in legislation, for instance on labor and environment, may imply different operating costs for an en tity. This report analyzes how Four Seasons managed such dynamics when it expanded its services to France, to operate the Four Seasons Hotel George V Paris as reported in the case study by Hallowell, Bowen and Knoop (2003). Four Seasons has had a phenomenal history of operating luxury hotels and resorts as evidenced by its performance from 1996 through 2000. During this period, its revenues increased at a compound rate of 22.6% annually, with the operating margins increasing by approximately 9% (Hallowell, Bowen Knoop 2003, p. 1). The entity’s revenue per room was also higher than the industry average in the U.S. and Europe (Hallowell, Bowen Knoop 2003). Such success was ensured by its effective management approach and well-informed principles that guided its international growth. Despite this success, its entry into France was challenging; for instance, labor legislation in France lowered working hours for employees, while the French cultural-orientation differed significa ntly from cultures in the other regions in which Four Seasons had existing operations (Hallowell, Bowen Knoop 2003). This report assesses how four seasons overcame such challenges. Following the introduction, the report evaluates the appropriateness of management approach used to open the Parisian hotel, the core values demonstrated by various members of Four Seasons, and the impact of management approach on service delivery. The conclusion subsequently identifies the key aspects discussed throughout the report.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Four Seasons Approach when Opening Parisian Hotel The appropriateness of the management approach used by Four Seasons to open its operations in France was evident from factors such as awareness of French culture, adaptation to such a culture, and the principles that conferred the hotel with the ability to drive change. These aspects are highlighted in subsequent sections. Cultural awareness and adaptation Differences in cultures among countries affects aspects such as negotiations, communication, trust, commitment and cooperation (Hurn 2007; Wendt, Euwema van Emmerik 2009), hence may lead to unfavorable performance for an entity (Mullen Copper 1994; Pillai Williams 2004). Following the realization that cultural distance influences business outcomes, the need for managers to have an awareness of cultures in countries in which they run business activities has necessitated such practices as cultural training to ease adjustment to foreign cultures (Waxin Pannaccio 2005; Causin, Ayoun Moreo 2011). The awareness of Four Seasons management about cultural orientation of the French was primarily evident in the choice of the entry mode. For instance, by recognizing the opportunity that hotel George V presented, Four Seasons mnagement was able to avoid liabilities such as the label of a foreign entity t hat could influence its start-up performance. Such approach prevented an unsuccessful entry into the French market that had been a characteristic of other American entities such as Disney (Hallowell, Bowen Knoop 2003). Additionally, Four Seasons’ management cultural awareness was evident with their choice of a French interior designer to overcome the challenges imposed by the choice of George V. The George V opportunity presented a challenge of establishing the appropriate balance between maintaining George V’s reputation and rebuilding the premises to meet preferences of contemporary visitors (Hallowell, Bowen Knoop 2003). By choosing a designer familiar with the French people’s perception of aspects such as luxury, thus capable of capturing the symbolism attached to the old hotel while creating a new look that would better customer satisfaction, the entity was able to enhance the hotel’s reputation with contemporary visitors while and retain the reput ation that hotel George V held (Hallowell, Bowen Knoop 2003). Other instances that indicate cultural awareness and adaptation were related to the entity’s adherence to employment legislation existing in France and its hiring of a non-Four Seasons executive chef (Hallowell, Bowen Knoop 2003).Advertising We will write a custom case study sample on Effective Management in International Business: Lessons from Four Seasons’ Expansion to France specifically for you for only $16.05 $11/page Learn More Whereas the chef had challenges meeting expectations of contemporary visitors (Hallowell, Bowen Knoop 2003), hiring such an individual with experience in French cuisine helped to reinforce the perspective of Four Seasons being a French palace hotel. Ability to drive change and Impact on Performance Four seasons opening of their Parisian hotel faced various cultural challenges due to differences in culture between North America and France. For instanc e, the managers faced challenges in the process of performance evaluation since the French culture did not favor a direct and explicit approach to discussing employees’ weaknesses, an approach that would be easy to apply in their North American establishments (Hallowell, Bowen Knoop 2003). Similarly, whereas front-line and middle managers in North America assumed more responsibility and accountability for their roles, such managers in France tended to refer accountability for their decisions and policies to their superiors (Hallowell, Bowen Knoop 2003). Other conflicting cultural aspects included the differences in perception of time and the French emotional way of doing tasks, which could, on the negative, result into the French temper lashing out (Hallowell, Bowen Knoop 2003). Such differences implied that whereas Four Seasons management needed to adjust to some aspects of the French culture, in other aspects they would need to implement strategies that would help in cul tural transmission to help the entity meet its principle of providing services based on globally uniform standards. The approach taken by the management in opening the French hotel indicated the ability of Four Seasons to drive change. The entity for instance had established a strategy that enhanced cultural transformation to meet its established standards.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The entity’s strategy for instance encouraged the development of the right attitude to work by promoting employees who remained committed to the appropriate culture and attitude (Hallowell, Bowen Knoop 2003). Eventually, such employees would form a critical mass that would form force required to achieve a cultural transformation for the whole entity. To achieve such a cultural-transforming effect in France, Four seasons hired individuals with prior experience working in North America; such individuals helped to demystify negative perception of the North-American aspects of culture that Four seasons intended to introduce at hotel George V (Hallowell, Bowen Knoop 2003). Similarly, the managers hired had experience in other Four Seasons operations thus could help in training the employees on the expected standards of service (Hallowell, Bowen Knoop 2003). The cultural transformation was also aided by the direct involvement of top management as exemplified by the general manag ers (Le Calvez) encouraging the use of first names, an aspect that was rare in the French culture (Hallowell, Bowen Knoop 2003). The ability of the Four Seasons management to drive change was evident with changes in quality rating reported following second audit of quality of service at the hotel. In the first audit, various drawbacks to quality service included: staff’s inappropriate attitude, inability to sell the entity’s services and preoccupation with rules and policy to guide their actions (Hallowell, Bowen Knoop 2003). During the second audit, such aspects had given way to exemplary service that led to a quality rating comparable to other Four Seasons establishments (Hallowell, Bowen Knoop 2003). Additionally, such an effect was notable in the high staff satisfaction with their job at Four Seasons as revealed via an Employee Opinion Survey (Hallowell, Bowen Knoop 2003). Core Values Instilled in Four Seasons Team The successful opening and favorable performan ce of Four Seasons establishment in France resulted from various core values the entity entrenched in its staff. Among these values is the human resources’ â€Å"Golden Rule† that stipulates that staff ought to treat each other as they would wish to be treated (Hallowell, Bowen Knoop 2003). The top management demonstrates this principle for instance by inviting employees and their families to an open door event at the hotel for about three times a year (Hallowell, Bowen Knoop 2003). Additionally, the human resource approach that rewarded employees based only on meritocracy evidenced the application of this rule. Further, such a value was evident in Le Calvez’s approach of encouraging the use of first name to create a more-relaxed environment that ensured effective communication among employees at different levels of the organization’s hierarchy (Hallowell, Bowen Knoop 2003). Four Seasons favorable performance was also a factor of the entity insisting o n each employee rendering professional service to the clients. Such is evident, for instance, with the stipulation that there should not have been a reason to offer below-par service to the customer (Hallowell, Bowen Knoop 2003). For instance, managers in Four Seasons were noted to routinely help in clearing the restaurant tables in passing (Hallowell, Bowen Knoop 2003). Such an act avoided cases where staff shortage would result into a lower level of service thus lowering customer satisfaction with the entity’s service. The performance of four seasons was further aided by the strong allegiance of employees to the entity. For instance, Four Seasons had a low staff turnover with some employees staying with the firm for a period extending over 25 years (Hallowell, Bowen Knoop 2003). The general manager appointed to head the entity’s operations in France had been with Four Seasons for such a lengthy period having been an employee at The Pierre in New York, a hotel oper ated by Four Seasons, for 11 years (Hallowell, Bowen Knoop 2003). Finally, Four Seasons performance derived from its promotion of diverse cultures but maintaining uniform standards. Such diversity in cultures was, for instance, evident in the observation that the entity’s top managers were comfortable in various international settings (Hallowell, Bowen Knoop 2003). Through such knowledge, the managers could help employees learn about different cultures thus alleviating the challenges associated with cultural adjustment in foreign operations. Impact of Management Approach on Service Delivery The Four Seasons’ management approach enhances the service delivery within its establishments since it offers the motivation that employees need to remain committed to organizational goals. Such an effect is evident with the improvement in quality rating during the second audit of Four Seasons’ Parisian hotel (Hallowell, Bowen Knoop 2003). For instance, allowing middle and front-line managers to become accountable and responsible for decisions at their points of work (Hallowell, Bowen Knoop 2003), empowers them to develop innovative approaches that better business outcomes (Cohen 2004; Burke et al., 2006). The management approach also supported the goals and principles of Four Seasons in a variety of ways. By instituting a cultural transformation, the management for instance sought to establish the attitude and behaviors that would result into a globally uniform service, irrespective of the location of the establishment. Such an approach reflected on Four Seasons’ notion of establishing service based on globally uniform standards, irrespective of the location of the establishment (Hallowell, Bowen Knoop 2003). Additionally, by basing employee promotion and rewards on meritocracy, the management practiced the human resources’ golden rule which stipulated that each employee was to treat others according to the treatment that one would e xpect from them (Hallowell, Bowen Knoop 2003). Four Seasons’ approach to improve communication among employees at various levels of the organization, through such ways as employees’ meetings with the general manager, improved the capacity of the entity to deliver intelligent, anticipatory and enthusiastic service as envisioned in the entity’s principles (Hallowell, Bowen Knoop 2003). For instance, the improved communication helps in identifying potential risks that could lower the service provision at the entity, thus help in initiating timely corrective actions. Conclusion Wide cultural and legislative differences between the home and host country present a barrier to the establishment of effective management practices in the host country. This report evaluates how Four Seasons, a company with roots in North America, was able to manage such challenges in its operations in France. Factors such as management’s cultural awareness, adaptation and capacity to institute change, helped Four Seasons to open and run its operations in France successfully. The management’s cultural awareness was for instance noted in incorporating features of the French culture during the renovations and hiring of French individuals such as a chef to enhance cultural learning. Nevertheless, due to conflicting aspects between the French culture and Four Seasons established norms, the entity’s ability to institute change was the core determinant of success. Such change was established through ways such as hiring individuals with experience working in North America, who would act as the foundation for the transformation other employees’ attitudes. The management experience and skills were also critical in ensuring success of Four Seasons in France. Managerial aspects that enhanced Four Seasons outcomes included empowering middle and front-line managers to make decisions at their place of work, establishing effective communication channels at all levels of the organization’s hierarchy and sharing the commitment to the principles envisaged in the entity’s goals. Through such aspects, the entity’s quality rating had improved to levels comparable with existing establishment by the time the second quality audit was performed. References Burke, CS, Stagl, KC, Klein, C, Goodwin, GF, Salas, E Halpin, SM 2006, ‘What type of leadership behaviors are functional in teams?A meta-analysis’, The Leadership Quarterly, vol. 17, pp. 288-307. Causin, GF, Ayoun, B Moreo, P 2011, ‘Expatriation in the hotel industry: an exploratory study of management skills and cultural training’, International Journal of Contemporary Hospitality Management, vol. 23, no. 7 Cohen, AR 2004 ‘Building a company of leaders’, Leader to Leader, vol. 34, pp.16-20. Web. Hallowell, R, Bowen, D Knoop, CI 2003, ‘Four Seasons goes to Paris: â€Å"53 properties, 24 countries, 1 philosophy†Ã¢â‚ ¬â„¢, Harvard Business Review, Case 9-803-069. Hurn, BJ 2007, ‘The influence of culture on international business negotiations’, Industrial and Commercial Training, vol. 39, no. 7, pp. 354-360. Mullen, B Copper, C 1994, ‘The relationship between group cohesiveness and performance: An integration’, Psychological Bulletin, Vol. 115, no. 2, pp. 210-227. Nardon, L Steers, RM 2009, ‘The culture theory jungle: divergence and convergence in models of national culture’, Cultural Foundations (part 1) in Cambridge handbook of culture, organizations, and work, eds RS Bhagat RM Steers, Cambridge University Press, Cambridge, pp. 3-23. Web. Pillai, R Williams, EA 2004, ‘Transformational leadership, self-efficacy, group cohesiveness, commitment and performance’, Journal of Organization Change, vol. 17, no. 2, pp. 144-159. Waxin, MF Panaccio, A 2005, ‘Cross-cultural training to facilitate expatriate adjustment: it works! Personnel Revie w, vol. 34, no. 1, pp. 51-67. Wendt, H, Euwema, MC van Emmerick, IJH 2009, ‘Leadership and team cohesiveness across cultures’, The Leadership Quarterly, vol. 20, no. 3, pp. 358-370.

Analytical report Term Paper Example | Topics and Well Written Essays - 500 words

Analytical report - Term Paper Example Numerous countries in the world do not use the floating exchange rate system due to its fluctuating nature. However, in this situation, it would be best for the small country to use this system since it has more positives than negatives when it comes to growth. The recommendations in favor of this system and some of its disadvantages are discussed below. One of the main advantages of this type of system is the fact that there is an automatic balance of payment adjustments. This means that if there is disequilibrium in the balance of payments, it is normally be corrected by changes in the exchange rate system. This means that if a country has disequilibrium in the balance of payment, then it means that the currency would have to decrease in value. First of all the disequilibrium is brought forth by the fact that the exports outweigh the imports in terms of supply. Therefore, the local currency would be greatly supplied in the foreign market (Bized, 2011, para. 4). This would drive the value of the local currency down and would mean that the imports would be made more expensive and the exports cheaper. This would lead to an automatic increase in demand for the exports which would ultimately result to a balance of payment adjustment. The other main advantage of this type of system is that it frees the internal policy. This means that t he balance of payment is usually rectified when there is disequilibrium by a change in the external price of the local currency. This is as opposed to a fixed exchange rate system in which if there is disequilibrium it means that there is the need to cause a general deflationary. This deflationary could result to the general unemployment of the citizenry. The other main advantage of this type of system is that the country would be free from economic crisis but not completely as money is usually

Play Money Paper Research Example | Topics and Well Written Essays - 500 words

Play Money - Research Paper Example The company celebrated its 150th anniversary this year. Intel Corporation designs, manufactures, and sells unified digital technology platforms The company offers microprocessors that process system data and controls other devices in the system; and chipsets (Bloomberg, 2014). Alcoa Inc. engages in the manufacture and management of primary aluminum, fabricated aluminum, and alumina. The company operates in four segments: Alumina, Primary Metals, Flat-Rolled Products, and Engineered Products and Solutions. Its products are used in aircraft, automobiles, commercial transportation, packaging, building and construction, oil and gas, defense, consumer electronics, and industrial applications. Bank of America Corporation, over its subsidiaries, offers various banking and financial products and services to single consumers, small-and middle-market businesses, recognized investors, corporations, and governments in the United States and internationally. The company’s Credits segment provides traditional savings accounts, cash market savings accounts, CDs and IRAs, and noninterest-and interest-bearing checking accounts, as well The Dow jones industrial average jumped 195 point or 1.1% to 17390.52 a closing record for the index. The previous record was 17279.74. The Dow section leading the way higher was Gamble, which sported a $1.22 gain (+1.4%) getting the stock to $87.27. U.S Securities ans Exchange Commisions. (2014, June). Financial Navigating in the Current Economy: Ten Things to Consider Before You Make Investing Decisions. Retrieved from U.S Securities and Exchange Commisions: