A Predominant Social Barriers on Asian Cultures Essays

A Predominant Social Barriers on Asian Cultures Essays A Predominant Social Barriers on Asian Cultures Paper A Predominant Social Barriers on Asian Cultures Paper According to Health Resources Services Administration, sixty-five to seventy-five percent of all patients seen in a non-profit healthcare clinic live below the poverty level. Providing effective health care to low income families requires an understanding of the potential cultural barriers, which may be faced. These barriers include social, language, religion, and technological issues. The majority of our patients from foreign cultures are Hispanic or Asian. Due to this fact, we will discuss the barriers of dealing with those from Hispanic and Asian Cultures, and offer possible solutions to overcome these obstacles effectively. The number of immigrants entering the United States has been rapidly increasing over the last few years. For instance, the number of Asians in the United States has grown to more than 9 million in 1996. In 1996, there were over 28 million Hispanics in the United States, and the numbers are only increasing. The rapid growth of these two cultures in United States has made overcoming cultural barriers crucial in managing a non-profit healthcare clinic. A predominate social barrier in dealing with those from the Asian culture is their reluctance to disclose personal information to anyone outside of their family. Due to this, they may not be honest and forth coming in giving physicians or other medical staff personal or critical information needed for their treatment. When it comes to healthcare for Asian women, they do not seek out medical care for Gynecological exams because they feel it is an invasion of their body and considered improper and very humiliating for the women. Differences between Asian culture and the American culture are the majority of health issues of Asians are not often addressed in the American health care system. However, the Asian culture is not the only culture that is facing social and economic barriers to healthcare. With the numbers of immigrants increasing, what can we do to ensure that our clinic will be able to address the social and economic issues of all patients? First, we will need to hire someone to act as a cultural liaison, who not only has knowledge about the differing cultures, but can also speak the language. Second, we will need to address these issues and barriers with our clients to successfully seek out ways to eliminate any future barriers we may face. Our educational programs will address issues that range from preventing sexual diseases, use of birth control, and understanding your body all the way to addressing the needs of children. We plan to make our clinic accessible to all low-income families by assuring our potential clients that we are not interested in their legal status, but in the health of their families. We believe by making the clinic’s fees based on a schedule of one’s income, that we are making healthcare affordable for everyone. The 1996 Personal Responsibility and Work Opportunity Reconciliation Act (1996 Welfare Act†) was the major overhaul of the welfare system that many Americans were looking for to decrease the many who are taking advantage of their hard earned money. One of the main points in the welfare reform legislation deters non- citizens from applying for public assistance. Even if they are eligible, they may fear that receiving public benefits will make them inadmissible or deportable. The many health problems that are prevalent in the Hispanic population are due to lack of adequate health care programs available to non-citizens. Due to that lack of citizenship, they are ineligible for federal health assistance programs such as Medicaid, even if their incomes are low enough to qualify. The lack of availability of health care in the Hispanic population is mainly due to their citizenship status; even with low incomes, Hispanics are ineligible for health care programs such as Medicaid. Non-profit health care clinics do not fall under the Public Charge Law, they are exempt from having to verify immigration status, even if they provide a federal, state, or local public service, and they may not be penalized for not verifying immigration status. State and local governments may not impose verification requirements on such organizations. To be exempt, an organization must be both nonprofit and charitable. With over 600 community and non-profit health centers around the United States, the undocumented populations are assured good quality care without having to worry about being turned into the INS. One of the first types of health center being excluded from the Public Charge Law were Federally Qualified Health Centers (FQHC) with the average number of undocumented aliens served a month being 4,316, at the cost of only $3,258 for all (Bureau of Primary Health Care). Another common barrier between cultures is the difference in language. According to the 1990 United States Census Bureau, almost 2,300 people in Oklahoma over the age of 18 do not speak any English. Over 48,000 of Oklahomans are Spanish speaking. One problem language barriers create is the inability of the patients to communicate with the physician. Often, the physician is unable to clearly understand the symptoms the patient is describing. According to Charles Warren, an anesthesia technician at Mercy Health Center, only 8% of the doctors in the hospitals are multilingual. The breakdown in communication between the doctor and patient can multiply the possibilities of a misdiagnosis. This can cause harm to the patient and make doctors vulnerable to malpractice lawsuits. Another danger, associated with a language barrier, is the possibility of the patients misunderstanding the doctor’s instructions for the medication. A solution for this would be to provide an interpreter to assist the doctor while treating this patient. Many healthcare facilities, such has Mercy Hospital, have a variety of employees who are multilingual, so they may be called upon to provide translation between and doctor and a patient. The hospital’s MIS (Medical Information System) tracks these employees. One option currently available is known as a translator box. It is a service available where the attending physician calls an 800 number and is connected with the interpreter company, the physician informs the company what language he/she needs, and within minutes an interpreter for that particular language is online and ready to assist the physician as needed. Another problem is if the patient cannot read or speak English, they cannot understand the forms they must fill out in order to receive financial assistance for healthcare. The government or insurance agencies that require these forms should distribute these forms in needed languages to all health care facilities, or make them available on a website where the language needed can be chosen and then the forms can be printed. A non-profit health center must have a strategy for dealing with religious barriers. For instance, the Mexican cultural mainly practices Catholicism and attends mass regularly. Catholic doctrine states, â€Å"Direct action to prevent the possibility of human life is impermissible in all circumstances, both when a person is living, dying, or yet to be conceived. Thus contraception may not be used because it is direct action against the possibility of life†. Catholicism even goes so far as to publish an online directory called â€Å"Ethics and Meds†. In â€Å"Ethics and Meds†, they offer books that can be purchased like â€Å"Ethical Principle In Catholic Health Care† which adds the point that the Catholic Church wants its congregation to follow guidelines set by the Church. The physician who is legally and morally bound to follow a set standard in providing health care will provide the patient with the needed information regarding birth control. The responsibility should rest, however, on the patient to inform the physician about their religious beliefs regarding birth control Society usually looks towards a licensed doctor to get advice and heal us. When dealing with the Asian person who practices Buddhism, they must take into account that some strands of this religion have a potential for incorporating religion into their beliefs of healing and restoration of health, for example; healing of the soul, and Acupuncture and Bowen Therapy may be two of those ways to heal the soul. Using acupuncture releases the energy channels by putting pressure on a diseased area. Doctors or a therapist uses a needle to prick the skin regulate and correct the flow of energy in the body. The second one is Bowen Therapy, a subtle muscle/nerve/ connective tissue technique. Unlike massage and other manipulations that try to force a change, Bowen simply resets the body to heal itself. The results are profound and lasting, and usually apparent within two or three sessions. A clinic may want to incorporate these different services for its Buddhist patients. When dealing with these two different religions a non-profit health care clinic must find different ways of helping the patient. The patient needs to be forthright in mentioning how they need to be treated. For instance, a practicing Catholic needs to mention to the doctor that they will not need any information on birth control or family planning. A practicing Buddhist should mention they use holistic medicine. The doctor needs to take the initiative to learn about the religious issues so that he/she can practice, or employ a licensed alternative practitioner to provide these services. Today’s medical technology, if available and used properly, can be a huge benefit in operating and managing a low-income healthcare center. Doctor’s skills, along with the latest medical technology have accounted for saving many lives. Many of the Latino counties are considered third world countries and the people there often do not have access to the latest advances in medical technology. Most are not aware they exist. Many times a person of the Latino culture will not seek medical assistance due to the fact they believe there is nothing the doctors can do for them. Many low-income Latinos suffer for a long time with ailments that can result in permanent effects and even death. Not being aware of the latest advances in medical technology, many feel they are better off attempting to treat themselves with a homemade remedy. These remedies are often ineffective and can even make matters worse. Medical education programs that inform people of advances in medical technology need to be more readily available for patients. These programs inform the patients of the benefits of today’s medical technology, and educate them on the numerous ways the doctors can treat the patients effectively. In doing this, patients from less advanced cultures are often willing to seek medical attention promptly. Often a doctor who went to medical school in a third world country is not instructed in the latest in medical technology. In extenuating circumstances, these doctors are allowed visas to the United States as long as the doctor works in an area, which is designated as a HPSA (health physician shortage area). These doctors, not being aware of the technology available to them in the United States, often rely on older and less effective methods of treating patients. In conclusion, we have addressed the social, language, religion, and technological barriers facing a non-profit health care center that affect the Hispanic and Asian cultures. We have also provided solutions to overcome those barriers in providing health care. If non-profit health care centers will incorporate the resolutions, they would be able to effectively provide quality health care to the Asian and Hispanic population. 1. Factors Affecting the Health of Women of Color, 4women. gov/owh/pub/woc/ hispanic. htm 2. Karen A. Woodrow and Jeffrey S. Passel, Post-IRCA undocumented immigration to the United States: â€Å"An Assessment Based on the June 1988 CPS†, p. 53, 3. Bean, Edmonston, and Passel, Undocumented Migration to the U. S. Washington, The RAND Corporation 1990 4. Miller, Theodore Jr. , Holistic Health, â€Å"Medical Irony at Its Best†, http://reikimaster. net/holistic 5. National Catholic Bioethics Center, Ethical Principle in Catholic Health Care, nbcenter. org/cubs_ethicalpriciple. html

Overpopulation in Pakistan Essay Example

Overpopulation in Pakistan Essay Example Overpopulation in Pakistan Paper Overpopulation in Pakistan Paper The qualitative aspects Of population, major factors affecting population growth, Malthusian population trap, the problems created by overpopulation and the possible solutions to the problems. All this will be done with the help of graphs. Introduction: Overpopulation can be defined as the condition where finite resources of a particular area will run out if the population expands beyond a given point. Economics is defined as the social science dealing with the allocation of scarce resources. The earth has a reserve of scarce resources and when the population exceeds a certain level, allocation of these resources becomes official and leads to various economic problems such as unemployment and poverty. Historical perspective: The population of the world has reached six billion. There has been a gradual increase in the world population over the centuries (see table 2. 1 and fig. 2. 2). During the 1 sass the growth rate was low a mere 1. 47%, it further decreased during the sasss. The main reason for this decline was that if at that time an epidemic spread, it ravaged millions of people. Also the infant mortality rate was high but despite the less use of contraceptives, the population growth rate was low. In the decade of 1 970, the population increased very quickly and problems related to overpopulation arose. This made the people realize the need for restricting their families, so after the sasss the growth rate started declining. This is not of much help because there were already a large number of people present on the earth now; the damage had been already done. The population distribution has also affected this. Population density: One very interesting fact is that most of the world population is concentrated in the lesser-developed countries, most of which are in Asia (see fig 2. 3). These countries have limited resources, so the increasing population is a strain on the country. As the people have lesser exposure to the facilities of living, they remain unaware of problem of population and continue to have large families. In comparison to the world growth rate the, the growth rate of Asia only started to decline during the sasss. It means that the more developed countries, which are mostly located in the west, mainly offered the reduction in growth rate. As the lower developed countries were unable to control population growth, they were unable to develop themselves. They are aught in a dilemma; a lot of labor force but most of the available human force were not productive. Purpose of Assignment: Our aim is to analyze the overpopulation problem in Pakistan. Although the population has qualitative as well as quantitative aspects, we will focus mainly On the quantitative aspects. Overpopulation poses threats to the society and the economy. Our focus is the economy but we will also discuss some social issues, relating to the economy. Relationship between population and economic development: Production level of a country can be boosted by the working capacity of the population. Population is playing a double role in the process of economic development of third world countries. It provides labor force for economic development and is also a burden on resources. Population in Pakistan include: Growth rate, birth rate, death rate and migration.

Bodybuilding is unhealthy sport Essay Example | Topics and Well Written Essays - 1000 words

Bodybuilding is unhealthy sport - Essay Example Nevertheless, bodybuilding is an unhealthy sport, which has sparked criticism from various scholars. Some of the major concerns include; Notably, bodybuilding is not a simple walk in the park or a visit to the gym. It is a process of using various additives meant to expand muscles and ensure various parts of the body grow at advance rates. According to research, body builders require anabolic steroids to realise an outstanding muscle and body mass. In as much as, people have argued against the use of drugs, apparently they promise a higher amount of returns as compared to pure exercise. In special circumstances, competitive bodybuilding encourages the use of different drugs. These additives, however, are not digestible but have long-term effects on the consumers. For instance, drugs like diuretics used during competition are more dangerous than steroids. Despite the availability of exceptional genetics, which support body building and positively respond to it, over half of body builders make use of drugs (Labrada 27). In this light, bodybuilding is a lifestyle trend rather than a health concern intended to improve we ll-being. Based on belief, bodybuilding should be a lifestyle where the people involved combine a good nutrition with training to gain more strength and muscles. However, contrary to belief, body builders have an incredible dieting system aimed at creating a competitive muscle system. It is a sculpting process that takes away more things from the body than the physical admirations depicted in the public domain. In the process of keeping a specific diet, they dehydrate the body; drain the limited energy hence affecting functionality of different organs. Additionally, bodybuilders eat given types of food in excessive quantities not good for the body. For example, many bodybuilders have a habit of eating double or triple what

International human resource Essay Example | Topics and Well Written Essays - 2250 words

International human resource - Essay Example The earlier concept of negotiating with a central trade union and implementing the issues agreed upon in workplace is no longer the norm nowadays. Work councils have been developed, which has similar and dissimilar functions to trade unions (Prahalad and Doz 1987). This essay discusses the functions of work councils, particularly in decision-making and employee participation. It also differentiates work councils from trade unions. This paper focuses on the German work councils and trade unions, so that a particular context will be explored in relation to the concepts of work councils and trade unions. It argues that the German work councils are supporting the social and cooperative model of work relations, which are not antagonistic with trade unions, but may soon lead to the inevitable decay of the latter. This essay discusses the modern-day background to the German system of employment relations, because it is the context of work councils. There are two major perspectives about the present German system of employment relations. The first school of thought stresses that Germany’s employment relations have become more â€Å"corporatist† because of the expansion of liberal welfare and decentralised employment policies (Brenke 2004; Seeleib-Kaiser & Fleckenstein 2007). â€Å"Corporatist† means that the employment system of Germany experiences weaker collective bargaining power, as evident in the lesser number of collective bargaining agreements (Brenke 2004). Moreover, the government also signed laws that liberalised and rationalised the employment relations system. Since the late 1960s, the Labour Promotion Law of 1969 aims to remove â€Å"substandard employment through various instruments of active labour market policy (ALMP)† (Seeleib-Kaiser & Fleckenstein 2007: 429). ALMP seek to offer social services to the unemployed, and help them find jobs. ALMP devices have lesser prevalence, after Germany’s unification, because the sta te decided to focus on making firms more cost-effective (Seeleib-Kaiser & Fleckenstein 2007: 429). The ALMP has then been changed to emphasise employment instead of training and employment standards, which is again a sign of liberalisation policies of the state (Seeleib-Kaiser & Fleckenstein 2007: 429). These articles also asserted that Germany’s state of employment relations is more decentralised and less unionised than in the 1980s (Seeleib-Kaiser & Fleckenstein 2007: 429). The school of thought of the German employment relations system argues that Germany experiments with employment relations system and is becoming more like a mixture of cooperative and social partnership system (Behrens & Jacoby 2004; Berg 2008; Marsden 2008). These sources stress that Germany is developing its own strain of employment relations with industrial relations character (Berg 2008; Brettschneider 2008; Doellgast 2009). Behrens and Jacoby (2004) studied Germany’s most globalised sectors: chemicals, metalworking and construction. Findings showed that each industry developed in relation to the experimentalist ideals and actions of trade unions, as they struggled to expand employment strategies that can progress their interests. Berg (2008) added that Germany is more flexible in many ways, and not standardised in its adaption of plant or industry agreements. These articles supply theoretical and empirical foundations for the evolution of the German employment relation system into something more simultaneously liberal and collective. The new economy

Globalization Assignment Example | Topics and Well Written Essays - 250 words

Globalization - Assignment Example Clearly, the author locates much emphasis on the favorable side of globalization notwithstanding how competition would fare somehow if allies prove to struggle with success. Implicitly, the idea felt it would bear adverse impact on working class as a consequence of the necessity to increase production, with long hours of work and reduced time for break hence. Without guarantee of additional compensation, Fiat may run the risk of losing employees especially the tenured ones who have lived up to align their type of service and principle with the company’s vision and have accomplished goals on every item with unparalleled quality. Though the article appears enthusiastic with Mr. Marchionne to keep an eye on a 50% rise in sales in four-year time, since shareholders are bound to augment their share from either group or grow in number, Fiat might reach a point of obtaining lesser shares or dissolution of ownership at worst (Madslien). So in essence, globalization for Fiat in this overwhelming scenario amounts to moderate predictability on the positive side until such time that the risk factors could be directed to settle at the manageable advantage by the

Human Resource Practices At Hbl Commerce Essay

Human Resource Practices At Hbl Commerce Essay Habib Bank Limited (HBL) commenced its operations in the year 1947. It has the privilege of being the first bank to establish itself in Pakistan after independence. From there on, the bank has taken leaps and bounds and has shown tremendous growth in the field of banking. It has now because the largest private sector bank in Pakistan. It has customer base of around five million people. HBL has around 1705 branches across the countries. HBL also has international presence in around 26 countries. The bank has subsidiaries in Hong Kong and United Kingdom, it has affiliates in Nepal, Nigeria, Kenya, and Kyrgyzstan. HBL also has representative offices in China, and Iran. The vast international network makes HBL the largest domestic multinational. Such achievements strengthen the position of the bank not only in the domestic market but also brighten the image of the bank in the international market. The company is now planning to expand its operations in UAE, UK, South and Central Asia, Africa, and the Far East. HBL has 55 branches worldwide. The commodities offered by HBL include product offerings and services in Retail and Consumer Banking. The bank has the honor of holding the largest Corporate Banking portfolio in Pakistan with an active Investment Banking arm. Small Medium Enterprise (SME) and Agricultural lending programs and other banking services are made available to customers residing in urban and rural areas. The company leads the market by holding a domestic market share of 40 percent. HBL continues to dominate the domestic banking sector with a major share-holding in foreign remittances and loans to SMEs, traders, and farmers. HBL is currently rated AAA (Long term) and A-1+ (Short term) with stable outlook and has a balance sheet size of USD 13.82 billion. It is the first Pakistani bank to raise Tier II Capital from external sources. (Habib Bank Limited, 2012) HBL has always led the market with example of quality performance and extra ordinary treatment with the clients. It has adapted with the changing times and evolved its practices as well for the betterment of the company. The company has its headquarters in Habib Bank Plaza, Karachi. Company History HBL was founded by late Mr. Ismail Habib on 25th August, 1942 at Bombay. At that time it was the first Muslim bank to be established in the Indian Sub-continent. It was initiated with a capital of Rs 2.5 Million with a mere 12 branch network. (Ayaz, 2011) Prior to Pakistans independence, Quaid-e-Azam during his campaigns realized the importance of a bank that was going to cater to the needs of the Muslims residing in Hindustan. He requested the Habib family to establish a commercial bank. Habib Bank Limited was thus created in 1941. The head office was located in Bombay (now Mumbai). The fixed capital was 25,000 rupees. The bank played a vital role in utilizing the funds from the Muslim community to finance The All-Indian Muslim League for the establishment of Pakistan. HBL also helped the refugees who were hurt in the communal riots and violence that preceded the departure of British. After independence HBL shifted its headquarters to Karachi. Habib Bank Limiteds first international branch was setup in Colombo, Sri Lanka, in 1951. The bank started its international from this year and never looked back after that. In 1975, the company built the Habib Bank Limited building in Karachi to celebrate its 25th anniversary. (Habib Bank Lmited, 2012) The company was nationalized in Zia-ul-Haqs era. Prior to nationalization, HBL had a domestic market share of about 40 percent. After nationalization HBL continued to dominate the market and held a major share in inward foreign remittances (55percent) and loans to small industries. The company expanded its international boundaries and covered USA, Singapore, Oman, Belgium, Seychelles, Maldives, and the Netherlands. (Habib Bank Lmited, 2012) A decade after nationalization, HBLs annual profit was more than twice the combined profit of all the other commercial banks operating in Pakistan at that time which included United Bank Limited, National Bank of Pakistan, Allied Bank limited and Muslim Commercial Bank. HBL had been a source of rapid economic development in the state since its establishment. It financed various government transport schemes, agricultural schemes and leases over the years and remained the largest and one of the most profitable government entities till its privatization. (Ayaz, 2011) It is believed that HBL presented a blank cheque to Muhammad Ali Jinnah at the time of birth of Pakistan. The bank also looked over the initial financial matters of the state by assuming the status of the state treasury till the state bank came into existence. HBL therefore had been very close to the government of Pakistan since it was established due to these significant reasons. Vision Enabling people to advance with confidence and success (Habib Bank Limited, 2012) Habib Bank Limited wishes to see its customers excel in their lives with confidence. The vision of HBL is targeted towards the domestic market and focuses on fulfilling their needs and requirements in order to give them satisfaction, confidence, and the comfort they deserve. According to Rieches, 2012 the vision statement of a coporation provides a platform to inform competent personnel, create strategic alliances, and most importantly loyal customers. It is really a depiction of desired destination. The destination that the corporation wishes to arrive at. It is a long term long goal established by a corporation which reflects where the it wishes to see itself in the future. HBL vision statement is not a very strong vision statement. It does not clearly define where the company wishes to itself in the future. The vision statements are usually one liners and within this limitation the long term goal is defined. HBL however has failed to do so. From the vision statement the readers are not able to gauge about the future plans of the company and what it wants for itself. It does talk about its customers and their benefit. Customers is just one very small part of it. The corporate goal is the most significant thing to be mentioned in the vision statement. The focus of the company only remains on its customers. The vision to help the customers grow is in the right direction but the other stake holders are being ignored. That however is not a good strategy. It does not mention its shareholders, future plans, furture expansions etc. It also does not mention whether the company wants to remain the market leader or not. There is immense competition in the local market and it is no longer easy to survive in this fierce competition without having a crystal clear vision. The vision statement of the company is a weak statement and does nor portray or convey the future plans of the Bank. The statement leads to a lot of questions and it has a lot of ambiguities. Mission To make our customers prosper, our staff excel and create value for shareholders (Habib Bank Limited, 2012) The mission of HBL discusses its customers, employees, and the shareholders. The statement mentions three of the most important dimensions of the company. The main aim of a mission statement it to outline the short or medium term goals of an organization so that the employees can make strategies accordingly. Mission statements are given an enormous importance by the strategists. They consider it to be a reflection of how company is being operated and which direction it intends to take on. It is said to explain the core purpose of companys existence. Famous names in the field of strategic management consider mission statements to be a corner stone of an organization, and believe that a well thought out mission statements tells a lot about an organization (Wheelen Hunger, 2010). They identify nine important components of a mission statement. Though all of these might not be included, or be necessary, but their presence in the mission statement does make the mission statement powerful and gives it ability to make an impact a well. These components include customer, products and services, markets, technology, concern of survival, growth profitability, philosophy, self-concept, concern of public image and concern of employees (Adam, 2009). The researcher has used these nine components as gu ideline to analyze the existing mission statement of Habib Bank Limited. HBL mentions the first component, its customers first. It puts the customers and their betterment as a top priority. That is a very sound strategy. The bank is operation in a competitive market and if it does not follow a consumer centric approach then it is likely to experience downfall in its popularity. Therefore placing the customers as the first and foremost priority is a good strategy that is used by the company. The company indirectly promises to work for the success of its customers and make them prosperous in their life. There is another important dimension covered in the mission statement, the employees of the bank. The employees play a vital role in establishing the company in the market and eventually making it a leader. The mission statement of HBL talks about its employees and providing them with opportunities which would help them excel in their careers. This is a good strategy again. If a company is taking care of its employees it is very likely that the employees are going to work with loyalty for the betterment of the company. It mentions its customer, but more clarification would have been ideal. Its products and services are not clear at all, whereas other components of a powerful mission statement including markets, technology, concern of survival, growth and profitability, philosophy, self-concept, concern of public image and concern of employees is totally missing. Therefore this is a weak mission statement, which could be improved by incorporating these components in to it. Mission statements are often a little more elaborative, than the one under consideration, which conveys a much clearer picture of the organizations mission, purpose and objectives to its stakeholders. Habib Bank Limited should improve its mission statement. Make the component mentions in it more clear and make it more useful for its stakeholders. Values Our values are the fundamental principles that define our culture and are brought to life in our attitudes and behaviour. It is our values that make us unique and unmistakable. (Habib Bank Limited, 2012) Value of a company describes the traits and qualities that shape daily actions with the internal community, customers, and suppliers. These values shape corporate culture when they become deeply held driving forces and high priorities. (Rieches, 2012) Excellence This is at the core of everything we do. The markets in which we operate are becoming increasingly competitive, giving our customers an abundance of choice. Only through being the very best in terms of the service we offer, our products and premises can we hope to be successful and grow. (Habib Bank Limited, 2012) Integrity We are the leading bank in Pakistan and our success depends upon our trust. Our customers and society in general expect us to possess and steadfastly adhere to high moral principles and professional standards. (Habib Bank Limited, 2012) Customer Focus We understand fully the needs of our customers and adapt our products and services to meet these. We always strive to put the satisfaction of our customers first. (Habib Bank Limited, 2012) Meritocracy We believe in giving opportunities and advantages to our employees on the basis of their ability. We believe in rewarding achievement and in providing first-class career opportunities for all. (Habib Bank Limited, 2012) Progressiveness We believe in the advancement of the society through the adoption of the enlightened working practices, innovative new products and processes, and a spirit of enterprise. (Habib Bank Limited, 2012) Operational Structure HBL is one of the largest commercial bank of Pakistan. It accounts for a substantial share (20percent) of the total commercial banking market in Pakistan with a network of 1,705domestic branches; 55 overseas branches in 26 countries spread over Europe, the Middle East, Far East, Asia, Africa and the United States. (Ismail, 2009) HBL wholly owned Subsidiaries namely Habib Bank Financial Services (PVT) LTD. Karachi, Habib Finance International Ltd. (Hong Kong) and Habib Finance Australia Ltd. Sydney; two Joint Ventures namely Habib Nigeria Bank Ltd. (40%) and Himalayan Bank Ltd. (20%). Habib Bank Limited also has two representative offices in Iran and Egypt. (Ismail, 2009) Organization Structure Organization structure defines how job tasks are formally divided, grouped, and coordinated. There are six key elements that managers need to address: work specialization, departmentalization, chain of command, span of control, centralization, decentralization, and formalization. (Robbins, Judge , Sanghi, 2010) Chairman President Board of Directors Senior Vice President Senior Vice President (Finance Audit) Senior Vice President (Asset Remedial) Senior Vice President (Corporate Banking) Senior Vice President (Corporate Banking, Financial Institute, Project Finance) Senior Vice President (Credit Policy) Senior Vice President (Retail Banking) Decision Making The decision making process at HBL is centralized. All the decisions are taken at the top level of the management without any consultation with the lower levels of the hierarchy. According to Famous names in the field of organization behavior define centralized decision making of being concentrated at a single point in the organization. (Robbins, Judge , Sanghi, 2010) The lower-level managers simply have to carry out the top managements directives. A centralized structure reflects a more rigid and strict culture at the organization. It is not considered to be a very responsive structure. Chain of Command The chain of command is an unbroken line of authority that extends from the top of the organization to the lowest echelon and clarifies who reports to whom. (Robbins, Judge , Sanghi, 2010) Chain of command identifies which employee is to report to whom. In HBL chain of command is clear and every employee knows their direct supervisor and to whom he can report. The company is using a unity of command chain of command. This particular type keeps the concept of unbroken line safe and ensures that the employee has one supervisor only to whom the employee is to report. If the unity of command gets broken then the employee might have to respond to the demands of two or more supervisors. Organizational Strategies There are primarily two main types of strategies adopted by the human resource department of an organization. In an interview with the Following are the two main strategies followed by the Human Resource department of Habib Bank Limited: Corporate Strategy HBL focus on two types of corporate strategies Geographic Expansion In this new era of 21st century it would not be wrong to call the world a global village. With the introduction of revolutionary technology the ends of the world are able to communicate with just a click. HBL is trying to capture different international markets by geographically expanding its operations. Diversification In todays competitive world only those companies are able to survive who are the fittest. The key is to either target a particular untapped market or target the needs of several different segments. The latter strategy ensures a wider coverage of the market and as a result increases the market share. HBL is following diversification strategy to tap different segments in the market which possess different needs. HBL introduces different services in intervals to entertain the needs of its diversified customer line. Business Unit Strategies Following are the business unit strategies for Habib Bank Limited: Cost Leadership The cost leadership strategy allows the firm to develop a competitive advantage in the market by keeping the costs as low as possible. The company is able to achieve cost leadership through efficient and effective production system. HBL follows this strategy by providing services to customers at costs lowers than the competitors. Differentiation Differentiation according to Micheal Porter is highlighting the distinctive competencies in a firm which would make the firm stand out from its competitors. HBL is following this strategy to provide unique services to its customer in the banking industry. Human Resource Department According to (Dessler Varkkey, 2012) Human resource is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns The human resource department of HBL tries to perform the same duties as mention by Dessler Varkkey. The department plays a significant role in creating value for the bank. HBL has a very efficient and active human resource department. It consists of competent employees who formulate strategies according to the local and global needs of the industry and employees. The department also skillfully tackles different problems related to the HR department. The department plays an active role in making the bank more successful every day. Over the years, HBL has adopted customer oriented approach in the recent years due to the changing market dynamics. In order to cater to the needs of these customers, the employees of HBL play a vital role. Therefore, in order to keep the employees happy and satisfied with their work, the HR department tries to take care of their needs and requirements in timely fashion. The department takes care of the companys asset the employees and hopes that the asset would pay the company back with full interest. Human Resource Strategies The Human resource department of Habib Bank Limited has six main strategies: Workflows In order to maximize the profits, HBL has planned a mix of long term and short term goals. These goals are designed in a manner that they would help HBL achieve a competitive edge over its competitors. The following measures are considered for this regard: Risk Management Unified Information Technology System Intensive Training and Professional Recruitment Re-organization of the Consumer and Retail Banking Business Information Technology system enhancement Product offering enhancement Advancement of Operations in urban areas Recruitment and Staffing Employment planning is where the recruitment and selection process commences at HBL. This process starts with the forecasting and planning of human resource required for the current and future positions. The process of selection and recruitment process is carried out tactfully and all the dimensions of the candidate are analyzed carefully. Future prospects are also identified while hiring the candidate. Skills, personality, attitude, knowledge are some of the aspects of the candidate which are judged carefully during the recruitment process. Vacant PositionRecruitment Process Forecasting of Positions Identify Pool of Candidates Develop pool of candidates Monitoring, Tailoring Development Screening / Short Listing Final Selection Recruitment and Selection Source: (Shahid, 2012) Employee Separations HBL has started a program which offers voluntary retirement schemes to employees. The employees get a golden handshake in return. The new term for golden handshake is Voluntary Separation Scheme (VSS). This scheme offers a special incentive to the employees who opt for the scheme and provides them a lump sum amount which equals to the salary of twelve months. Employees who work with the bank for a decade or more are entitled to the pension plan. This plan is going to help the employees in a manner that they will have no financial obligations after they have retired. Performance Appraisal Evaluating an employees current and past performance relative to its performance standards is called performance appraisal. A process that consolidates goal settings, performance appraisal and development into a single common system to ensure that employees performance is according to companys aims is called performance management. Ratings as practiced in HBL consist of following five kinds of factors. The following factors are put into consideration while reviewing the performance of an employee and making an appraisal: Productivity Attributes Technology Customer Service Personal Training According to (Dessler, A Framework for Human Resource Management, 2011), training refers to the methods employers use to give new or present employees the skills they need to perform their jobs. HBL follows the follows a four step following process. The training process is as follows: Needs Analysis Identify job performance skills needed, assesses skills of prospective trainees and develop objectives. Instructional Design Produce the training program content, including workbooks, exercises, and activities. Implementation In this step the process gives an opportunity to the trainees to experience situations close to practical life.   Evaluation In this step the success or failure of the program is assessed. Source: (Shahid, 2012) Training and Development Programs HBL uses the following practices for training and development of its employees: Management Trainee Management Trainee Officer (MTO) program looks for highly motivated candidates who exhibit the potential to become future leaders. At HBL, the MTO program offers extensive interactive classroom training, on the job rotations and personal mentoring from senior management to provide a comprehensive learning experience. Management Associate Management Associate Program at HBL is a training and rotational program. The program particularly focuses on handling the branch banking requirements. It also provides numerous opportunities across HBLs network of Retail, Corporate, and Commercial Banking. Cash officers Candidates in this program are the bank ambassadors. Therefore they are required to have exemplary skills when interacting with the clients. The program involves an extensive one-month training period based on branch banking operations before placement in one of the branches. Types of Processes On the Job Training It is when the new employee learns about the job by actually doing it. Methods of on the job training are as follows: Understudy Job rotation Special assignments Action learning Understudy It is also known as coaching. Under this method the employee is placed under the supervision of a professional employed at the organization. The professional provides guidance to the new employee. At HBL, the trainee works under the supervision of a senior manager. The trainee may also work with the employee to be replaced. It takes place at all the levels of the job. New and old, both the types of employees are trained with the help of this method. Job Rotation Job rotation is when an employee is moved from one department to another to not only broaden the skills of the employees but also to analyze the strong and weak points of the employee. HBLs manager associate program makes use of this type of training. Special Assignments Special assignments are given to the employee by the supervisor. These are assignments or tasks to be done within the premises of the branch. Based on the way the task is completed the supervisor analyzed the performance of the employee. Action learning This method is only to be used for the employees based at the managerial level. Under this method, the employees are to work full time in one department. The employees are assigned to take care of the problems which arise and provide relevant solutions for the problems. Compensation The salaries, rewards, bonuses, and incentives on the basis of job and performances are called compensations. HBLs compensation and benefits strategy combines the need to maintain a high performance culture along with market competitiveness. According to performance each employ gets benefits and compensation. Tenure duration is less preferred as compared to the performance of employees. Employees are paid in two forms: Direct Payments These are the payment in the form of wages, salaries, incentives, commissions, and bonuses.   Indirect Payments This mode of payment includes the benefits and perks that are given to the employees for example medical, car, insurance, residence, car fuel, easy loans etc. Industry Analysis The Banking sector is an integral part of the countrys financial services industry. The banking sector experienced growth in 2001 03. During this tenure the deposits rose almost by a 100 percent. The competition is high in the industry with the presence of local and foreign banks. Almost a decade ago, opportunities for foreign banks, especially in consumer and retail banking, were greater  than ever before. In the financial year of 2004-05, the banking sector experienced growth rates of 21% and 36% in its deposit and advances portfolio respectively. This helped improve the stability of the banking sector as compared to 2003 04. (Pakistan Banking Sector, 2009) A significant shift of focus from industrial lending to consumer products has allowed the banks to enjoy enormous spreads. However, the manufacturing sector is still enjoying the highest share in credit facilities extended by the banking industry (Pakistan Banking Sector, 2009). Initially the banking sector was only catering to the needs of big corporations and the government. However after the reforms the sector is now entertaining the middle class as well. The industry was passing through a transitional period from long established patterns and norms to the unknown land of threats and opportunities. The following are the few areas in the banking industry which have witnessed change over the years: Diversity within the commercial banking industry The following segments have experienced change in the few years: operations, market focus, advertising, and use of information technology. The banks are now concentrating more on developing and establishing distinctive image as compared to their competitors. The banks are doing this by introducing unique products in the market. Intensifying Competition The competition in the banking industry has deepened over the years. It has become fierce over the years. There are a few factors who have contributed to the increasing competition. Increased consumer awareness about the different products and services being offered by the banks has increased the competition. The banks in such a situation can no more enjoy saving the deposits of the consumers at lower rates. Such situations may actually force the banks to lend their money to customers which might have a high risk. Profit trends The ratios indicate a growth in the market. There have been a few dips in the market but overall the industry has seen an upward trend over the years. Soaring Loan Losses Troubled loans are regarded as a cancer for this industry. The quality loans are the ultimate goal for bankers in the 21st century. Mergers Mergers have taken their toll in this country. Over the years the country has witnessed many mergers for example Union Bank with Standard Chartered etc. The purpose is to hold on to as much market share as possible and to tame the increasing competition. however there are some setbacks as well for example, the economies of scale after a certain level of expansion no longer exist for the merger. Structure of the Banking Industry Pakistan being a developing country has a relatively low level of income. The required growth rate as a result is also low because of low savings. The standard of living and quality of life are terms still stranger to the people of this country. The foreign aids have been the bridging gap for us between our savings and investments. Nevertheless these aids have become the drowning forces for our country. IMFs main objective for Pakistan is to maintain stable exchange rates, multi-lateral credit system and international liquidity in order to recover from its worst economic crisis. (Pakistan Banking Sector, 2009) Structure of the Pakistani banking sector has substantially changed in the last decade,  particularly following the privatization of the state-owned banks. In 1990, the banking system was dominated by five commercial banks which were all state-owned. The 1990 amendments to the Banking Companies Ordinance launched the process of  financial sector reforms by allowing privatization of the state-owned banks. During the first round of reform, two of the state-owned banks, Muslim Commercial Bank  (MCB) and Allied Bank (ABL), were privatized between 1991 and 1993. The reforms  process was subsequently delayed for several years and resumed significantly only in the early 2000s. With the privatization of the third large bank, United Bank (UBL), in2002, the domination of the state-owned banks was ended. As of September 2003, the asset share of local private banks and public sector commercial banks was 47 percent and 41 percent respectively. Another large state-owned bank, Habib Bank (H BL), completed its privatization n process in February 2004. As a result of this privatization, the share of banking system assets held by public sector  commercial banks decreased to less than 25 percent. The largest bank in the country,  National Bank of Pakistan (NBP), with a market share of approximately 20 percent, remains state-owned and its privatization prospects are uncertain at this stage, although the government divested approximately 25 percent of its capital in 2001-03. A lot of endeavor has been put in the sector in recent years to promote Islamic banking in Pakistan. Numerous conventional banks have also opened up their branches to provide financial services to the consumers. Lately, the banking sector has diversified its product base and carried out a lot of innovation. They have included different customers like the agriculture sector, SMEs, mortgage financing and consumer financing in their customer list. Not only that this diversified lending  portfolio mitigates risks but it also raises the purchasing power of a large segment of  population that was completely shut out from credit markets. Pakistans auto industry has expanded its car production by a multiple of five times in the last four  years as auto finan

Low Participation Rates amongst Latino Parents in Education and Metho

One of the most crucial topics in education is the involvement of parents in their child’s school as well as their education. For the past few decades research has been conducted about the involvement of parents in their community schools as well as the influence that is has. However, it has been noted that it is within minority communities and families where there is the least amount of involvement in their child’s school and education, more so in Latino communities. Although the amount of involvement does not necessarily reflect the parents concern of the child’s academic performance, educators have proclaimed that parental involvement does in fact help the student perform academically better: â€Å"Various studies indicate that parental involvement is salient in determining how well children do in school at both the elementary and secondary school levels† (Christian et. al., 1998). Yet, it has come to many educational leaders attention that there has b een a steady decline in parental involvement across the country and Latino and other minority communities seem to have the lowest number of participation in their school. Many researchers have investigated and still do to find the cause of why there is a lack of parents involved in school within these minority communities. â€Å"Parental involvement has become of the centerpieces of educational dialogue among educators, parents, and political leaders. The presence of more parents in the workforce, the fast pace of modern society as a while and the declining role of the family have all been reasons that some social-scientist have pointed to explain an apparent decline in parental involvement in education†(Coleman & Hoffer, 1987). This is one of the growing believed reasons in why there ... ...viting parents no matter the gender, class, or race to become involved in their school. Martinez-Cosio’s case in her article is a perfect example of what occurs daily to parents whom try to get involved, more so Latinos. However, this is not always the case. Researchers are digging deeper into the more emotional aspect of why Latino parents tend to lack in parental involvement in the schools. â€Å"The women felt that the school was an extension of their home, and that the teachers served as surrogate mothers† (Ramirez, 2003). Latino women see school as another home for their child as well as see the teachers as another mother to their child; therefore, it is easy to conclude that mothers do not participate in their child’s school because they believe that the â€Å"surrogate mothers† take care of everything involved within the school while they take care of home issues.