Financial Capability | Policy on Pensions and Debt

Financial Capability | Policy on Pensions and Debt How far does policy towards pensions, debt and the financial sector reflect the publics level of financial capability? The public’s level of financial capability is an area that is causing policy makers great concern, especially in these times of economic uncertainty and instability. Financial capability is about being able to being able to manage money and keep track of your finances. It is also about being able to plan ahead and choosing the right financial products and about staying informed about financial matters. The rapidly changing demographics of our population and the associated changes in our society means that policy makers are having to This essay will firstly look at the concept of financial capability. It is a relatively new idea without an established consensus about what it actually means. This essay will try and determine some of the key characteristics of this concept. It will then turn to consider how financially capable the public is as a whole. Finally this essay will consider just what this means for policy makers in pensions, debt and the financial sector and how in line current policy is with the how the public view these areas. Atkinson et al (2006) provide the most comprehensive study of financial capability in the UK. From their studies they have determined that this concept can be broken down into four key domains. These are, managing money, planning ahead, choosing products and staying informed. It is worth looking at these terms in a little more detail. Managing money is how well you are able to make ends meet and how well you are able to keep track of your money. It should be noted that those on a higher income may be able to make ends meet but have no money management skills. Planning ahead is the ability to deal with financial commitments that are coming in the future and also unexpected events. Retirement is one of the most significant financial commitments that people are expected to deal with and plan for. Choosing products is the knowledge and the ability to choose financial products that are best suited to the needs of the individual such as credit cards, mortgages and loans. The final domain o f financial capability is staying informed. This is measured by how well people keep informed about financial issues, whether their own or financial issues in the wider world. It would be useful to now look at how financial capable the public is in the UK. Again, the most comprehensive work in this area comes from Atkinson et al (2006) who conducted a survey of over 5000 people to determine just how financially capable we as a nation are. It is important to note from the outset that because financial capability is broken into these four separate domains, it is possible that an individual can be capable in one but not so capable in the others. This essay will now turn to look at each of these separate domains in turn to determine the financial capability of the public. Atkinson et al (2006) found that on the whole the UK is quite good at making ends meet. They did identify a minority who did not do so well. Those were young people who rented their homes and managed a cash budget. This group included lone parents, the unemployed and those who had been out of work for a while due to illness. Atkinson et al (2006) found that there was no pattern to those who kept track of their money. They suggest that it is a skill that some people acquire over time. Planning ahead was an area that Atkinson et al (2006) found that the UK was not very good at. They found that over half the people they surveyed had made any provisions for a drop in income. This trend was also evident in preparing for retirement. The survey found that older people and those on higher incomes were better at planning ahead. Education also played a key role with those having achieved A-levels or higher being more likely to plan ahead. However, the survey found that if presented with the opportunity to plan ahead by an employer then people are more likely to take them up. The 2006 survey found that the public was generally poor when it came to choosing the appropriate financial products for them. It found that people were not willing to shop around to find the best product for them. Only a small minority had sought advice before purchasing products and only a small minority of this group had read the terms and conditions on these products. The survey did find that capability usually went up with the more products that people bought. In a sense, you learn by experience. Middle-aged people scored most highly in this domain, while young people scored badly. Atkinson et al (2006) found that most people surveyed felt it was important to keep up to date with financial changes but few actually did so. The survey found that an important aspect of financial capability is the ability to deal with disputes and complaints. Here, people are more likely to complain about financial services rather than about financial products. This could be that they didn’t know who they could complain to. On the whole this survey paints a picture of the UK public not being that financially capable. The public is strongest when it comes to making ends meet but in the 3 other domains there lacks any level of real financial capability. This essay will now turn to look whether policy in pensions, debt and the financial sector reflects that. The 2006 white paper from the pensions department entitled, Personal accounts: a new way to Save, sets out the governments vision when it comes to pension policy. It recognises the fact that the public isn’t so capable when it comes to choosing the best financial products for them. Therefore, the government is trying to limit the amount of choices that the individual has to make. The white paper states that it is trying to give savers, â€Å"flexibility without complicating their decisions†. The government is also trying to improve the public’s knowledge about financial products so that in the future they will make better informed choices. Raising awareness and educating people about financial products is a key government policy in this area. John Tiner, the FSA Chief Executive argues that, â€Å"if people know what they want and how to get it, the market for financial services becomes less one-sided and a lot more efficient. Consumers will demand better, cheaper and more appropriate products and services† (2004). Debt is an interesting area because it is an area where there has been massive change over the past few months. A Treasury Study conducted in 2007 stated that most consumers were able to manage their credit successfully and that over-indebtedness was only a problem for a small minority. This is certainly in line with the findings of Atkinson et al (2006). However, recent events have shown that the problem of over indebtedness is much larger than could have been anticipated. The government is trying to ensure that there is transparency in the financial sector and better access to services such as debt advice. The government currently has three priority areas for tackling this financial exclusion. These are access to banking, access to affordable credit and access to face-to-face advice. The 2006 survey found that the public as a whole are far from capable when it comes to seeking out help and advice so the government policy certainly reflects the public’s capability in this are a. Government policy in relation to the financial sector has also been affected by the events of the past few months. Perhaps the most obvious example of the government’s commitment to making sure that the public are treated correctly was the formation of the FSA with consumer protection and awareness at the heart of it’s remit. The government is trying to get the financial sector to simplify it’s products so that the consumer has a better chance of choosing the right product for them. The government has also called on the financial sector to lend responsibly so that levels of over-indebtedness don’t go up. The government recognises the value of financial capability as an important life skill. Having a public that is financially capable means that they are less likely to go into debt, can handle unexpected financial obligations and they are more likely to save for future events such as retirement. Good financial capability also increases competition in the financial sector as customers seek out the best deals for them. The government’s policies largely reflect the public’s current levels of financial capability. However, more effort must be made to increase awareness about financial products and services that are available to them. Bibliography and References Department of Trade and Industry, Tackling over-indebtedness: annual report, 2006. Department for Work and Pensions, Personal accounts: a new way to save Regulatory Impact Assessment, December 2006. Financial Services Authority, Building financial capability in the UK, 2004. Financial Services Authority, Personal Finance Research Centre: University of Bristol, Levels of Financial Capability in the UK: Results of a baseline survey, March 2006. HM Treasury, Promoting financial inclusion, December 2004. HM Treasury, Financial Capability: the Governments long-term approach, July 2007.

Storage Media: DVD-RW :: Technology Computer Essays

Storage Media: DVD-RW The evolution of faster computers and larger computer programs has made it necessary to develop newer and faster ways to store large masses of data. Constant advances from 5 Â ¼ inch floppies, to 3 Â ½ inch floppies, to high capacity floppies, to zip drives, to CD-RW drives make it seem like by the time you upgrade, the technology is already obsolete. So what is the near future of storage media. The newest storage media that is rapidly advancing on the CD-RW is the DVD-RW. DVD-RW drives are decreasing in price, almost as fast as they’re increasing in speed. Over the last 18 months, their price has cut in half, and it’s easy to see that in the near future, DVD-RW drives will be the standard for storage media. According to J. B. Miles of Government Computer News, Rewritable DVD drives are on their way to becoming indispensable tools for PC users. It won't be long until they replace rewritable CD drives. DVD rewritables are hard to beat when it comes to capacity and versatility. They can read, write and rewrite up to 4.7G of information per disk side and will read both DVD-ROM disks and most CDs, so those music CDs you've collected won't be wasted. (Miles 2002) Currently there are two major formats competing to become the standard in DVD-R and RW. The formats are DVD+R and DVD-R. In the past it’s been hard to decide which to invest in when purchasing a new DVD-RW drive, however, recently released DVD-RW drives such as Sony’s DRU-500A are able to write in both formats. Not only does this new Sony drive write DVD+RW and +R at 2.4X, it also writes the competing DVD-R and DVD-RW formats at 4X and 2X, twice as fast as current dedicated DVD-R and DVD-RW drives. On top of that it is also able to burn CD-Rs at 24X and CD-RWs at 10X. This could be very beneficial considering the low cost of CD-Rs compared to DVD-Rs. The technology doesn’t stop with the DVD Drives. The actual DVDs will be experiencing upgrades as well. Faster and faster write speeds will cut down on the time it takes to write you 4.7 Gigabytes. Maxell has recently announced they are releasing their newest DVD line in February 2002.

Civil war position paper :: essays research papers

To many people this Civil war meant many things. To one it may mean we are fighting for a good cause, the cause of freedom for all people of every race and ethnic back ground. To some it may mean we are fighting to keep things in order, the way we intend for them to be. But to me it was a War that meant we are fighting for a great cause freedom. Something that everyone should have and will have for the rest of our human existence.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The Picture of the Civil War was†¦a discussion about something higher: about humanity, about human dignity, about human freedom.† Barbara fields said that. Most people would agree with her. The civil war was and still is about the freedom for all people to be free. Thousands of men fought for years of their lives for this freedom, which is still not quite achieved. But by them fighting for this we are a step closer to where we want to be. To this very day we are still fighting for our freedom. Weather it’s the freedom to express our selves or the freedom to be who we chose to be with out having someone telling us we can not do so. As long as man is here on this Earth we will always be fighting for some kind of freedom.   Ã‚  Ã‚  Ã‚  Ã‚  Currently America is helping another country fight for their freedom. Although it is not quite the same as it was during the Civil War. But in many ways it is the same. There are countless young men in Iraq fighting on a daily basis to help a poor country take back their voice against a cruel man and his fellow followers. Slowly, with time, their freedom will be achieved. But just as the Civil war it will take a long time and possibly many years. It is hard to gain freedom, especially when a country has been under control of a ruthless man for many years. There are a lot of obstacles that have to be overcame but with help and determination this will be achieved.   Ã‚  Ã‚  Ã‚  Ã‚  I have a friend who believes that every man and woman should be allowed their freedom and rights no matter what color skin, eyes or hair they may have. One should no be judged by their appearance but by what one believes in and does. For instance years ago you could have been thought of as a great person because you are white and not black. Civil war position paper :: essays research papers To many people this Civil war meant many things. To one it may mean we are fighting for a good cause, the cause of freedom for all people of every race and ethnic back ground. To some it may mean we are fighting to keep things in order, the way we intend for them to be. But to me it was a War that meant we are fighting for a great cause freedom. Something that everyone should have and will have for the rest of our human existence.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The Picture of the Civil War was†¦a discussion about something higher: about humanity, about human dignity, about human freedom.† Barbara fields said that. Most people would agree with her. The civil war was and still is about the freedom for all people to be free. Thousands of men fought for years of their lives for this freedom, which is still not quite achieved. But by them fighting for this we are a step closer to where we want to be. To this very day we are still fighting for our freedom. Weather it’s the freedom to express our selves or the freedom to be who we chose to be with out having someone telling us we can not do so. As long as man is here on this Earth we will always be fighting for some kind of freedom.   Ã‚  Ã‚  Ã‚  Ã‚  Currently America is helping another country fight for their freedom. Although it is not quite the same as it was during the Civil War. But in many ways it is the same. There are countless young men in Iraq fighting on a daily basis to help a poor country take back their voice against a cruel man and his fellow followers. Slowly, with time, their freedom will be achieved. But just as the Civil war it will take a long time and possibly many years. It is hard to gain freedom, especially when a country has been under control of a ruthless man for many years. There are a lot of obstacles that have to be overcame but with help and determination this will be achieved.   Ã‚  Ã‚  Ã‚  Ã‚  I have a friend who believes that every man and woman should be allowed their freedom and rights no matter what color skin, eyes or hair they may have. One should no be judged by their appearance but by what one believes in and does. For instance years ago you could have been thought of as a great person because you are white and not black.

Leading Equality and Diversity Essay

Be able to understand the commitment to equality of opportunity and diversity 1. 1 – Evaluate the organisation’s commitment to equality of opportunity and diversity Equality and diversity means that every service user has their individual needs comprehensively addressed. He or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. Ashley Care LLP is firmly committed to diversity in all areas of our work. We believe that we have much to learn and profit from diverse cultures, experiences and perspectives, and that diversity will make our organisation more effective in meeting the needs of all our stakeholders. We believe that equality and diversity within our organisation contributes to our objectives and we are especially conscious of the fact that effective partnership relationships require a shared commitment to equality of opportunity and valuing and managing diversity. Our Equality and Diversity Policy helps to ensure that there is no unjustified discrimination in the recruitment, retention, training and development of staff on the basis of gender including transgender, marital status, sexual identity, religion and belief, political opinion, race, work pattern, age, disability or HIV/AIDS status, socio-economic background, spent convictions, on the basis of having or not having dependants, or any other irrelevant grounds. Our Policy is an integral way on which we handle our recruitment procedures to ensure a fair and approachable image of our organisation. Ashley Care LLP have an Equality, Diversity and Inclusivity Policy and its purpose is to ensure that its service is fully committed to these principles and values and to communicate this commitment to all stakeholders. The policy should always be referred to wherever differences of view based on lack of understanding or prejudice about diversity, equality and inclusion are evident. Equality, diversity and inclusion means that every service user has their individual needs comprehensively addressed he or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. 1. 2Discuss how behaviour, actions and words of all members of the organisation support the commitment to equality of opportunity and diversity At Ashley Care LLP we are committed to working together to build a community founded on equality of opportunity – a social care community which celebrates the rich diversity of our service users and staff populations. Discriminatory behaviour has no place in our community and will not be tolerated. Within a spirit of respecting difference, our equality and diversity policies promise equal treatment and opportunity for all regardless of gender, sexuality, race, colour, disability, religion, age, and ethnicity or nationality. We call on all members of our company to make a personal commitment to these aims. Our Partners of the Company will ensure that its own actions promote equality and diversity. Through their words and behaviours, Partners will aim to provide genuine equality of opportunity regardless of gender, sexuality, race, colour, disability, religion, age, and ethnic or national origin. In considering its own composition and filling vacancies, the Partners will seek to ensure that its membership embraces the widest possible variety of backgrounds and views, consistent with the need to maintain a Partnership with the skills and experience necessary to carry out its responsibilities. Ashley Care LLP expresses its commitment to equality and diversity by: a. especting service users’ ethnic, cultural and religious practices and making practical provision for them to be observed b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stereotypes d. involving service users to express their individuality and to follow their preferred lifestyle, also helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. howing positive leadership and having management and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughout Ashley Care LLP that reflects these values and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to enable staff to do this i. aving a code of conduct that makes any form of discriminatory behaviour unacceptable; this is applicable to both staff and service users and is rigorously observed and monitored accordingly. Partners will devote time to the development of their own knowledge, understanding and practices to promote and achieve equality and respect for diversity and will see such development as one test of their effectiveness. The achievement of genuine equality of opportunity is at the heart of our mission as a provider of higher education. We aim to build a learning community which exhibits the diverse range of skills and experience which cannot be found within any single group of students or staff. In pursuing this aim, we want our community to value and to be at ease with its own diversity and to reflect the needs of the wider community within which we operate. Although we accept all of our responsibilities under current legislation, we aim to reach beyond the strict confines of the law to provide equality of opportunity for all. We will continue to formulate and implement policies to that end. Every member of our company has a moral and legal responsibility to promote equal treatment within that community and to respect its diversity. Overall responsibility for working with our community in support of these aims lies with the Senior Partner, closely supported by the other Partners. The HR & Workforce Development Manager is responsible for matters relating to equality of opportunity in employment, for developing policies which meet legislation and best practice, for monitoring the impact of these policies on different minority groups, and for providing relevant employment statistics. All staff and service users are responsible for ensuring that their actions are carried out in accordance with this policy. They may be held personally to account should their actions fall sort of the requirements of this policy in any way. We are committed to being an equal opportunities employer. We wish to see people from all groups in our society represented at all levels of employment, to ensure that no available talent is overlooked and to provide role models for our staff members. 1. 3Identify organisational and personal responsibilities and liabilities under equality legislation and codes of practice The Equality Act became law in October 2010. It replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what we needed to do to make our workplace a fair environment and to comply with the law. â€Å"This was, primarily , the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age. † en. wikipedia. rg/wiki/Equality_Act_2010 The public sector Equality Duty (section 149 of the Act) came into force on 5 April 2011. The Equality Duty applies to public bodies and others carrying out public functions. It supports good decision-making by ensuring public bodies consider how different people will be affected by their activities, helping them to deliver policies and services which are efficient and effecti ve; accessible to all; and which meet different people’s needs. The Equality Duty is supported by specific duties, set out in regulations which came into force on 10 September 2011. The specific duties require public bodies to publish relevant, proportionate information demonstrating their compliance with the Equality Duty; and to set themselves specific, measurable equality objectives. The Equality Act covers the same groups that were protected by existing equality legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity – it extends some protections to some of the groups not previously covered, and also strengthens particular aspects of equality law. The Equality Act is a mixture of rights and responsibilities that have: * Stayed the same – for example, direct discrimination still occurs when â€Å"someone is treated less favourably than another person because of a protected characteristic† * Changed – for example, employees will now be able to complain of harassment even if it is not directed at them, if they can demonstrate that it creates an offensive environment for them * Been extended – for example, associative discrimination (direct discrimination against someone because they associate with another person who possesses a protected characteristic) will cover age, disability, gender reassignment and sex as well as race, religion and belief and sexual orientation Been introduced for the first time – for example, the concept of discrimination arising from disability, which occurs if a disabled person is treated unfavourably because of something arising in consequence of their disability. As a result, I needed to review and change most of our policies and practices. 2. Be able to understand the application of equality of opportunity and diversity 2. 1 – Describe the organisation’s equality and diversity policies and how these are communicated within the workplace To ensure equality and diversity is no longer viewed as something only affecting minority groups, any issues need to be viewed not as issues, but as something to be explored and celebrated. Staff could be personally affected by stereotyping, prejudice and/or discrimination when attending work, which could lead to non attendance or non achievement. As a manager I need to ensure all my staff value one another and that the basic rights they are entitled to, for example to learn in a comfortable and safe environment are met. The Pre-Employment Induction to Ashley Care LLP include details of all policies and procedures, including equality and diversity, which are brought to the attention of the staff members during their initial interview and during the induction session. Having a policy is not enough, Ashley Care LLP also have a working group to ensure that the policies are promoted, monitored and regularly reviewed. Policies are also communicated to all staff through the following mechanisms: * Staff handbook * Contract of Employment * Application Form * Team meetings * Staff meetings Ashley Care LLP fully supports all principles of equality and diversity, and opposes any unfair or unlawful discrimination on the grounds of ability, age, colour, culture, disability, domestic circumstances, employment status, ethnic origin, gender, learning difficulties, marital status / civil partnership, nationality, political conviction, race, religion or belief, sexual orientation and/or social background. Ashley Care LLP aims to ensure that equality and diversity is promoted among all staff and service users and that unfair or unlawful discrimination, whether direct or indirect, is eliminated to promote a climate of equality and respect. All staff can expect to work in an environment free from harassment and bullying. † Taken from Ashley Care LLP’s policy on Equality and Diversity 2. 2 – Assess the application of the organisation’s commitment to equality of opportunity and dive rsity The evidence that Ashley Care LLP have collected over the years clearly demonstrate our commitment to equality and diversity. The application form states that â€Å"Ashley Care LLP is an equal opportunities employer and we welcome applications from all sections of the community. We are committed to a policy of equal opportunities for all work seekers and shall adhere to our policy at all times. We review all aspects of recruitment to avoid unlawful or undesirable discrimination. † Our policy states that â€Å"Equality and diversity means that every service user has their individual needs comprehensively addressed. He or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. † Within our policy we also state that â€Å"Ashley Care LLP expresses its commitment to equality and diversity by: a. respecting service users’ ethnic, cultural and religious practices and making practical provision for them to be observed b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stereotypes d. nvolving service users to express their individuality and to follow their preferred lifestyle, also helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. showing positive leadership and having management and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughout Ashley Care LLP that reflects these values and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to enable staff to do this i. aving a code of conduct that makes any form of discriminatory behaviour unacceptable; this is applicable to both staff and service users and is rigorously observed and monitored accordingly. † 2. 3 – Review the diversity of the workforce against the local and/or national population and identify areas for review. Diversity is about valuing and respecting the differences in the workforce, regardless of ability and/or circumstances or any other individual characteristics they may have. If you have more than one member in your workforce you will experience diversity. I am also different from my workforce in many ways, and they are different from one another, therefore they are entitled to be treated with respect, wi th their differences taken into consideration. Combined together, equality and diversity drive an organisation to comply with anti-discrimination legislation as well as emphasising the positive benefits of diversity such as drawing on a wider pool of talent, positively motivating all employees and meeting the needs of a wider customer base. Differences should be acknowledged, celebrated and embraced, to ensure all employees feel included in the process to be followed, and that the working environment is suitable for all. Examples of these differences are: * ability| * disability – physical or mental| * age| * domestic circumstances| * belief| * educational background| * colour| * employment status| * class| * ethnic origin| clothing worn| * experience| * confidence| * gender| * culture| * intelligence| * language, accent, dialect| * race| * learning difficulties| * religion| * marital status / civil partnership| * sexual orientation| * nationality| * social class or identity| * occupation| * talent| * parental status| * tr adition| * physical characteristics| * transgender| * political conviction| * wealth| Promoting diversity in the workforce is about attracting and retaining the best people, regardless of what group they belong to. â€Å"There is considerable evidence to show that inclusive organisations benefit from diversity through: enhanced competitiveness, attracting and retaining more competent employees, who understand the needs of their workforce and respect differences; * improved performance and outcomes, creating a working environment in which everyone is encouraged to perform to their maximum potential; * improved customer services, being able to reflect and meet the diverse needs of the workforce and; * improved staff relations, which reduced the risk of costly tribunals by complying with anti-discriminatory legislation. † www. lluk. org. uk/3167. htm As a manager working within the Health ;amp; Social Care Sector, I agree with the above statement, particularly creating a working environment in which everyone is encouraged to perform to their maximum potential. An inclusive organisation will ensure that their workforce are not excluded for any reason, either directly or indirectly, from part aking in a chosen programme. All the workforce will bring with them valuable skills, knowledge and experiences, I try to incorporate these within any training sessions and treat everyone as an individual. I am always positive and proactive where equality and diversity are concerned, even if my opinions differ from those of my workforce. I have to challenge my own values and beliefs. However, as a professional, I am first and foremost a manager, and my personal opinions must not interfere with the employment process. I must also be careful not to indulge the minority to the detriment of the majority. 3. Be able to understand the needs of others in relation to equality of opportunity and diversity 3. 1 – Explain the requirement to understand individual’s needs, feeling and motivations and to take an interest in their concerns The fundamental reason for promoting equality is to meet the needs of the workforce. Individuals are at the heart of the company and meeting their needs requires an active approach to equality of opportunity at all stages of their employment. It is about the removal of social and economic barriers to participation. Good equal opportunities ensure that all employees: * are respected and not discriminated against; * become aware of equality and inclusion; * benefit from high quality opportunities * work in an environment that supports their development. The Learning and Skills Council (LSC) look to employers and learning organisations they fund to help promote equality of opportunity, widen participation and improve performance. They recommend the following. â€Å"Explicit references: equality of opportunity should be promoted and discrimination tacked so that all employees achieve their potential, * guidance and support should be sensitive to quality of opportunity, * organisations should have effective measures to eliminate oppressive behaviour, including all forms of harassment, * companies should be socially inclusive, ensuring equality of access and opportunities for workforces, * managers should use materials and methods that promote equality of opportunity, * there should be explicit aims, values and strategies promoting equality for all that are reflected in the organisation’s work. Implicit references: staff should have access to relevant, effective support on personal issues, * staff should understand their rights and responsibilities, * resources and accommodation should allow all staff to participate fully, * organisations should promote good working relationships, * programmes should be responsive to local circumstances, * the organisation’s values should be fully understood by staff, including sub contractors and work placement organisations, * the performance of different groups of staff should be used to guide programme development. As a manager I need to take positive steps to promote a culture of equality and diversity in everything that I do that may affect the employment process. 3. 2 – Evaluate the impact of showing respect to others, recognising their value and upholding their rights An example of showing respect to others, recognising their value and upholding their rights could be: An employee has declared to me during this Common Induction Standards training that he is transgender and wants to know which toilet facilities he can use. He has not asked this information remain confidential. This declaration by the employee means that my whole organisation is deemed to know under the Equality Act 2010, and will need to make reasonable adjustments so that the employee has access to toilet facilities he is comfortable with. I may suggest that the employee can use the disabled toilet which is accessed by both males and females. If I am unable to respond to the employee’s needs, he may feel that under the Gender Reassignment Regulations (1999) his needs have not been given the same consideration as those of male and female gender. Some employees may not want to may not want to complete the section on the application form (pre 2008), which required them to disclose details such as a disability, ethnic origin, date of birth etc. Although it was not compulsory, the information often helped our organisation support the workforce, as well as collect data for purposes such as funding and statistics to inform policies. 3. 3 – Describe the need for integrity, fairness and consistency in dealings with individuals When considering forms of harassment, it is important to bear in mind that different people have different cultural and social perceptions as to what they consider to be hostile or degrading. If possible, deliver sessions with your workforce to try to address these perceptions or assumptions. During the recruitment and selection process, I often ask the interviewers what they understand by equality and diversity and how they ensure it in their interviewing. Very often the response is that they would treat everyone the same. However, diversity, fairness and equality are about treating others as they would wish to be treated, rather than making assumptions on their behalf. The workforce is all different and therefore have different needs and different degrees of need which will lead to equal outcomes at the end of their training. Language has a fundamental role to play in treating people fairly. Words you use should give a clear message to all the workforce that myself and my organisation value diversity and respect individual differences. Carefully examining the language I use and the way I use it will help ensure that I treat my workforce as individuals and not merely as members of staff. Communication is not just about words, however, and I also should ensure that my tone of voice, demeanour and body language convey the same message of inclusiveness. An example may be: Gemma has been asked to plan, design and deliver a four week Job Skills programme as part of a Support and Achieve Programme for Lone Parents. The clients are referred to the programme from JobCentrePlus and the aim of the project is for the one parents to return to work. The very title of this project typecasts these clients into a particular group. They are immediately identified as lone or single parents. Gemma therefore suggests the title be changed. Reports from the media project an image of lone parents as predominately young mothers or fathers with children living on their own and claiming state benefits. There are many diverse people who find themselves as lone parents due to different circumstances, for example, widows, windowers or divorcees. The title of a programme can therefore affect who will apply for it, in this example it is positive discrimination in favour of lone parents. However, the content will be based around returning to work and could easily be adapted to suit others, and the mix of workers will help promote inclusion and equality. 3. 4 – Outline a process for dealing with others whose behaviours, words or actions do not support a commitment to equality of opportunity or diversity When an inspection is planned, the Care Quality Commission (CQC) uses the provider’s annual self-assessment report, along with other information such as data on achievement and development plans. Inspection reports include judgements on self-assessment and the self-assessment report. During the inspection the self-assessment report will continue to provide CQC inspectors with crucial evidence to support judgements about the Essential Standards of Quality and Safety’s main aspects, the contributory grades for equality and diversity, safeguarding and the provider’s capacity to improve. Inspectors will use the report to assess risk, monitor standards and plan for inspection. Where subject areas are to be inspected, the report will help the lead inspector select the areas to inspect. Findings during the inspection will be compared with those in the self-assessment report, and a conclusion reached on the accuracy of those judgements. Judgements on the accuracy and use made of the self-assessment report contribute to the grade awarded for the provider’s capacity to make and sustain improvements. A provider that is judged to be outstanding in this area will have a self-assessment report that is highly accurate. The process of self-assessment will be comprehensive and inclusive. It will be used very effectively to secure sustained improvements in all aspects of the provider’s work. A provider that is judged to be good in this area will have a self-assessment report that is largely accurate. The process will be thorough and used well to secure improvements in most aspects of the provider’s work. A provider that is judged to be satisfactory in this area will use self-assessment well to identify most of the provider’s strengths and weaknesses and bring about improvements. A provider judged to be inadequate in this area may be one where quality improvement and self-assessment do not lead to demonstrable improvements. After inspection you must review and update your plans to take account of the inspection findings. Providers are required to set out clearly what actions are needed and to link this explicitly to the inspection findings within two months of the publication of the inspection report.

Attitudinal Behaviour Essay

Purpose – In order to classify individuals based on their needs, this paper aims to consider both self-stated attitudes and behaviours in a comprehensive range of daily ï ¬ nancial affairs. Furthermore, it aims to study the impacts of socio-demographic variables such as gender, age, and education. Design/methodology/approach – A questionnaire was answered by 1,282 respondents in the German-speaking part of Switzerland. Factor analysis revealed ï ¬ ve components. Based on these components a two-step cluster analysis (Ward and K-means analyses) identiï ¬ ed distinct subgroups. Linear regressions were used to investigate the impacts of socio-demographic variables. Findings – Factor analysis revealed ï ¬ ve underlying dimensions of ï ¬ nancial attitudes and behaviour: anxiety, interests in ï ¬ nancial issues, decision styles, need for precautionary savings, and spending tendency. Cluster analysis segmented the respondents into ï ¬ ve subgroups based on these dimensions with an ascending order of speciï ¬ c needs for ï ¬ nancial products. Gender, age, and education were found to have signiï ¬ cant impacts. Research limitations/implications – Real consumption behaviour cannot be observed through the survey, which limits the external validity of the study. Practical implications – The segmentation identiï ¬ es different levels of ï ¬ nancial competence and needs for ï ¬ nancial products. It allows ï ¬ nancial service providers to offer more effective advice and to meet customers on their own level to improve personal ï ¬ nancial management. Originality/value – Attitudes and behaviours in daily ï ¬ nancial affairs are examined to reveal individuals’ ï ¬ nancial competence and consequential product needs. A heterogeneous sample covers a variety of demographic groups. Keywords Personal ï ¬ nance, Savings, Questionnaires, Factor analysis, Cluster analysis, Switzerland Paper type Research paper Introduction Everyone has to manage his or her personal ï ¬ nance in one way or another. Some tend to save a lot, some like to collect information before each purchase, some like to follow their gut feelings. Private investors are not a homogeneous group but rather The authors would like to acknowledge the support of the University Research Priority Program â€Å"Finance and Financial Markets† of the University of Zurich and the National Centre of Competence in Research â€Å"Financial Valuation and Risk Management† (NCCR FINRISK), Project 3, â€Å"Evolution and Foundations of Financial Markets†. In addition, they would like to thank the Swiss ï ¬ nancial company that provided them with client data and the anonymous referee for the helpful comments. International Journal of Bank Marketing Vol. 27 No. 2, 2009 pp. 108-128 q Emerald Group Publishing Limited 0265-2323 DOI 10.1108/02652320910935607 individuals with various ï ¬ nancial practices combined with different levels of experience, anxiety and interest in ï ¬ nancial matters (Gunnarsson and Wahlund, 1997). In an increasingly competitive marketplace, ï ¬ nancial institutions need to emphasise customer relationships and the retention of existing customers that require an in-depth understanding of their attitudes and behaviours (Harrison and Ansell, 2002). The heterogeneous market is divided into smaller more homogeneous groups to meet speciï ¬ c needs with a corresponding business model (Jenkins and McDonald, 1997). Market segmentation relies, in the ï ¬ nancial industry, largely on socio-demographic information to deï ¬ ne segments for speciï ¬ c services (Harrison, 2000). It is questionable  ¨ as to how appropriate they are (Jorg, 2005), therefore in this study, selected aspects of ï ¬ nancial affairs such as routines and attitudes are gathered to gain insights towards signiï ¬ cant behavioural patt erns. The objective in this research is to examine the extent to which a broad range of private investors can be classiï ¬ ed into a small number of clusters in order to learn about group-speciï ¬ c needs in ï ¬ nancial affairs. More than 1,200 participants in Switzerland have answered our questionnaire with a response rate of 79 per cent. Unlike some other studies in this ï ¬ eld (e.g. Lim and Teo, 1997; Wood and Zaichkowsky, 2004), this survey is not limited to students, but includes a broader range of the public. Instead of focusing solely on savings behaviour (EBRI, 2002; MacFarland et al., 2003), the present study embraces a wider scope of daily ï ¬ nancial concerns. Thereby factor analysis exposes ï ¬ ve underlying dimensions: anxiety, interests in ï ¬ nancial issues, decision styles, need for precautionary savings, and spending tendency. We demonstrate that our respondents can, based on these dimensions, be classiï ¬ ed into ï ¬ ve distinct groups by cluster analysis where from cluster I to V, the need for action for a better handling of ï ¬ nancial matters increases: for example, the â€Å"Gut-feeling followers† show a intuitive way of decision taking, disinterest in ï ¬ nancial subjects and a lack of awareness for the need of provision which make it difï ¬ cult to argue for or to initiate remedial action. Each cluster raises key issues in meeting their needs and allows for guidance to design and adapt instruments to assist in speciï ¬ c ï ¬ nancial requirements. To illustrate how ï ¬ nancial behaviour can be modiï ¬ ed to improve personal ï ¬ nance speciï ¬ cally for each group, examples from the area of retirement savings, an important part of daily ï ¬ nancial management, are chosen (Clark-Murphy and Soutar, 2005). Linear regression further reveals that the clusters highlight socio-demographic characteristics and help generate a better understanding, although one socio-demographic factor alone does not offer enough information to detect cluster membership. The main theoretical contribution of this paper is that we segment the investors based on the revealed dimensions in attitudes (e.g., level of anxiety), together with the self-stated ï ¬ nance-related behavioural pattern (e.g., spending tendency). In this way we could identify the speciï ¬ c needs and provide different services to each subgroup. Theoretical background and literature review Individuals show considerable deviation from the expectation of rational behaviour implied by ï ¬ nancial models (Barberis, 2003). Being conscious of the empirical limitations of the homo economicus model for exploring the behaviour of private individuals, behavioural ï ¬ nance broadens the view by combining knowledge from psychology and economics ( Camerer and Loewenstein, 2004). Our study belongs to this area. However, instead of focusing on particular anomalies and biases that individuals succumb to, such as overconï ¬ dence and procrastination (Biais et al., 2005; O’Donoghue and Rabin, 1998), we broaden the scope under review by studying general patterns when dealing with ï ¬ nancial issues. Market segmentation In the ï ¬ nancial services industry, market segmentation is a common method to understand better and serve the diverse customer base with its wide-ranging needs and various behaviours (Speed and Smith, 1992). Competitive pressures from deregulation of the ï ¬ nancial services market increase the requirement for market orientation and a more intimate knowledge of the market and its segments (Gunnarsson and Wahlund, 1997). Previous research has shown that there are various beneï ¬ ts from taking a segmented approach to the marketplace: a better serving of customer requirements; a tailoring of offerings; and higher customer satisfaction (Harrison and Ansell, 2002). It can increase customer retention and create loyalty and long-term relationships that positively affect performance (Martenson, 2008). Market segmentation aims to recognise patterns of ï ¬ nancial behaviour, identiï ¬ ed by studied segment predictors to group individuals into segments according to their product needs (Harrison, 2000). Yet, marketing in the ï ¬ nancial services industry today is still predominantly based on socio-demographic features like gender and age which are easy to identify and easy to apply in the composition of groups (Machauer and Morgner, 2001). A prediction of needs from socio-demographic characteristics cannot be assumed; therefore these widely used a priori segmentations are under review (Speed and Smith, 1992). In contrast, post hoc methods entail the grouping of respondents according to their responses to particular variables, focusing on customer motivations (i.e. needs/behaviour) that are more likely to result in a service based on individual n eed (Durkin, 2005). In research, behavioural segmentation is increasingly found (Elliott and Glynn, 1998; Soper, 2002), although researchers continue to concentrate on the ï ¬ nancial behaviour of speciï ¬ c groups and selective variables  ¨ (Warneryd, 2001). This study focuses on the general population, giving a more holistic view of personal ï ¬ nancial management activities and taking attitudes and behaviour into account. Individual investors The literature on individual economic behaviour often focuses narrowly on speciï ¬ c  ¨ areas such as risk attitudes (Warneryd, 1999; Wood and Zaichkowsky, 2004) or saving (Normann and Langer, 2002; Thaler and Benartzi, 2004). Other ï ¬ elds of research target investment in securities (Barber and Odean, 2001; Brennan, 1995; Keller and Siegrist, 2006) or focus on speciï ¬ c segments such as occupational groups (e.g., dentists and  ¨ managers (Jorg, 2005)). Speciï ¬ c ï ¬ nancial issues or situations, however, are not indicative of an individual’s behavioural and attitudinal disposition toward ï ¬ nance. Rather an interest in ï ¬ nances or having certain habits related to managing one’s ï ¬ nancial means may indeed be a moderating factor to learn about behaviours and needs (Loix et al., 2005). The attitudes and behaviours toward ï ¬ nances regarded in this study focus on individual ï ¬ nancial management behaviour. It is a topic with important implications that has not been sufï ¬ ciently examined in ï ¬ nancial and economic behavioural studies (Loix et al., 2005). The subject is not covered by the extensive research on individual’s attitudes and habits towards money, as such studies focus on the meaning of money (Lim and Teo, 1997) or basic values concerning money in general as an abstract concept (Raich, 2008), and not on an individuals’ ways of dealing with his or her personal ï ¬ nance. Previous studies of private investors have used mainly behaviour-based criteria or attitudes and do not combine both aspects (Keller and Siegrist, 2006) that are the focus of this study. This study is not product-linked but wider ranging in that it examines the self-stated ï ¬ nancial attitudes and behaviour of individual investors. Attitudes and behaviours A frequently discussed question in research is to what extent attitudes predict behaviour. A direct relationship between attitudes and behaviour has often been found to be weak, but difï ¬ culties in ï ¬ nding a strong relationship might derive from  ¨ differences in deï ¬ nition and measurement (Warneryd, 1999). The more speciï ¬ c the attitude is the better are the chances of ï ¬ nding a substantial correlation with behaviour if behaviour is also deï ¬ ned as a speciï ¬ c act (Ajzen and Fishbein, 1980). Therefore, deï ¬ ned questions or attitudes can have predictive power and a higher correlation of attitude to-wards behaviour has been conï ¬ rmed in studies (in a comprehensive  ´ meta-analysis: Glasman and AlbarracÄ ±n, 2006; Tesser and Shaffer, 1990). A further question is the beneï ¬ t of knowledge concerning behaviour. Whilst behaviour changes over time, there is a popular assertion that â€Å"past behaviour is the best predictor of future behaviour† (Ajzen, 1991, p. 202). It is a reï ¬â€šection of these ideas that leads to attitudes and behaviour being explored in this paper. Financial needs segmentation Several typologies concerning the ï ¬ nancial affairs of private investors can be found in the previous literature, but with more speciï ¬ c approaches: se gmentations are based on ï ¬ nancial maturity and knowledge (Harrison, 1994), provision for retirement (Gough and Sozou, 2005) or savings strategies (Gunnarsson and Wahlund, 1997). Loix et al. (2005) come closest to the focus of this study with the question of orientation towards ï ¬ nances but their goal is to develop a measurement scale for individual’s ï ¬ nancial management. In this study, we examine the self-stated ï ¬ nancial attitudes and behaviour through a broader basis and do not restrict ourselves only to questions concerning risk or saving. We apply the methodology of cluster analysis to identify groups of private investors in order to obtain insight into the enforcing or modifying of speciï ¬ c behaviour. Cluster analysis has become a common tool in marketing and is a well-adopted method for market segmentation as well as the applied factor analysis apparent in this paper (Punj and Stewart, 1983). The aim of the present study is to obtain a better understanding of people’s needs in ï ¬ nancial matters to provide adequate services and products. This study, based on ï ¬ nancial service consumers, identiï ¬ es distinct motivational clusters that were independent of the more established socio-demographic segmentation variables used in targeting and communicating by ï ¬ nancial institutions. This study demonstrates that, by segmenting respondents on the basis of a broader range of ï ¬ nancial attitudes and behaviour, a yield of clearly interpretable proï ¬ les can be realised and is helpful to identify those people in most need of professional ï ¬ nancial advice. This research suggests that customer’s ï ¬ nancial proï ¬ les may be useful in predicting their response to new products as well as persuading them to use existing services for the speciï ¬ c beneï ¬ ts they value. Participants and questionnaire The data come from a questionnaire that wa s completed by 1,282 respondents from various regions of the German-speaking part of Switzerland. The respondents were recruited from two sources: 53 per cent of the participants (n  ¼ 680) were clients seeking consulting advice from a Swiss ï ¬ nancial planning company, together with participants in courses in ï ¬ nancial training within the same ï ¬ rm (convenient sample). The second source was employed to avoid a client bias in the study. A total of 602 study subjects (47 per cent of the total study) were identiï ¬ ed through a combination of â€Å"quota[1] and snowball[2] sampling procedures† (Vogt, 2005) so that its composition in terms of sex, age, and other demographic characteristics came close to reï ¬â€šecting the respective proportions in Switzerland. Although not every member of the population is equally likely to be selected, the sample is composed of a wide variety of backgrounds. The diversity came from such groups as participants in a study relating to ï ¬ nancial literacy, and from different sources such as a nursing home, a group of university students, a group of teachers, company employees from four Swiss companies unrelated to the ï ¬ nancial services sector, a group of self-employed people, participants in a course for the unemployed, and a group made up of parents. The questionnaire was designed in German. Participants were ï ¬ rst asked to give their self-assessment by answering 17 questions on their ï ¬ nancial behavioural practice or attitude towards ï ¬ nancial affairs. The response format is a ï ¬ ve-point-Likert-type scale with â€Å"absolutely† and â€Å"not at all† at the two ends of the question spectrum. Subsequently, the questionnaire contains questions concerning socio-demographic variables such as age, gender, career stage, and education[3]. The age of participants ranges from 18 to 84 years old, with 58.9 per cent between 36 and 65 years old (n  ¼ 755). The natural demographic balance of men and women is reï ¬â€šected in the sample with 49.3 per cent men (n  ¼ 632) and 50.7 per cent women (n  ¼ 650). The proportion of people with a university degree or equivalent is 46.6 per cent (n  ¼ 598), whereas 33.8 per cent participants (n  ¼ 433) obtained an apprenticeship (up to ï ¬ ve years). There are 14.5 per cent participants (n  ¼ 186) who have a high school diploma as the highest educational level, whereas 5.1 per cent participants (n  ¼ 65) have only attended secondary school. There are 10.5 per cent (n  ¼ 135) participants who were studying at a university or at another institute of higher education at the time of our survey. Methodology and results Factor analysis As the ï ¬ rst step we conducted an exploratory factor analysis, a principal component analysis, in order to determine the underlying dimensions of the ï ¬ nancial attitudes and behavioural tendencies. The chosen solution with ï ¬ ve principal components was constructed using the varimax rotation technique and can explain 53.3 per cent of the total variance. Different opinions concerning what constitut es a high loading are found in the literature, e.g. 0.3 (Gardner, 2001). Here, the rotated factor loading of 0.5 was chosen as a threshold.

The Bottom Billion: Why the poorest countries are failing and what can be done about it by Paul Collier Oxford University Press (2007)

â€Å"I have a little boy who is six. I do not want him to grow up in a world with a vast running sore- a billion people stuck in desperate conditions alongside unprecedented prosperity. † (176. Paul Collier). It is a global nightmare and â€Å"a ghetto of misery and discontent† (collier) that would affect, not only Africa, but the world in general, â€Å"unless† the G8 (a group of 8 industrialized countries) and mass of informed ordinary citizens act seriously and responsibly to help these countries overcome the poverty trap they have been stuck in for decades; enable them to converge with the rest of the world and live up to the 21st century standards. Paul Collier is a professor of Economics and Director of the Center for the Study of African Economies at Oxford University, and former director of Development Research at the World Bank. In 2010, he was named by Foreign Policy Magazine to its list of top global thinkers. Collier holds a distinction award from Oxford University. Among his books The Plundered Planet published in May 2010, Wars, Guns, and Votes published in March 2009, and the Bottom Billion published in 2007. In the â€Å"Bottom Billion: why the poorest countries are failing and what can be done about it† Collier seeks to find out factors that are causing one billion of people to live in extreme poverty and have unproductive life. In the meanwhile he wants to shift the thinking of the industrialized countries from â€Å"alleviating [their] poverty† to â€Å"economic convergence†. Collier approaches his arguments through an empirical studies where he analyses statistically the correlation between factors he considers to be responsible to cause the sad reality which one billion of people live in – the â€Å"fourteenth century [characteristics of]: civil war, plague, ignorance. † He uses data from University of Michigan, his own resources and experiences as an Africa expert, and his colleagues’ resources. Collier gradually argues that there are four traps which are responsible to trap bottom billion countries and place them at the bottom of the global economic system. However Collier does also include solutions that are needed to be taken seriously and responsibly by both the G8 and the bottom billion government officials for any change to happen and to save the world from â€Å"sleepwalking into unnecessary catastrophe† in the future. What is the â€Å"bottom billion†? According to Collier, they are fifty-eight small countries Characterized by civil war, plague, and ignorance. Their population combined is fewer than China or India. Per capita income is very low, so the income of the typical country is negligible, less than that of most of the rich world cities. They are countries that do not form a geographic label, so Collier label them as â€Å"Africa+† as 70% of the people of the bottom billion are in Africa. The + sign refers to places such as Haiti, Bolivia, the Central Asian countries, Laos, Cambodia, Yemen, Burma, and North Korea. The average life expectancy is 50 yrs, the infant mortality is 14%, and proportion of children with symptoms of long-term mal nutrition is 36%. The misfortune one billion still is living in extreme poverty in a country affected by recurrent conflicts, resource curse, geographic isolation or bad governance. ) The conflict trap: according to Collier, 73% of people in the societies of the bottom billion have recently been in civil war or still in one. 50% of conflicts in the bottom billion are post conflict relapses. The low income, slow growth, and dependency upon primary commodity exports (oil, diamonds, or gold) are leading causes that increases the risk of civil war. Civil war destroys the economic of the society during war and post conflict war as collier calculates the average cost to be $ 64 billion. Examples of countries fail into conflicts are Cote d’Hivoir, Democratic Republic of the Congo- formerly Zaire, and Sierra Leone. The typical civil war last for a long time â€Å"something around a decade, more than 10 times as long as typical international war. † (Collier). It is very hard to stop it, when it does, possibility for another civil war, repeated civil war. Collier argues that political injustice is not what makes the society prone to a civil war, as Zimbabwe faces the injustice of political rights but there is no war, no rebellion civil war. Instead, Collier statistical analyses show that poverty, stagnation, and availability of valuable natural resources are the causes that seem to produce civil war rather than political injustice. ) Natural Resource Curse: Natural resource rich countries in Africa have ended up poor as a result of resource wealth that only the few (government officials and foreign extract agencies) to benefit from but not the majority (the citizen). The elites in these countries detach themselves from the interest and concerns of the majority of their population; they con trol and steal the revenues of primary commodities exports. All these revenues go to private pockets or foreign banks. According to Collier, it is estimated to be 38% of Africa’s wealth has fled the continent. Economists explain resource curse as a â€Å"Dutch disease†, because â€Å"the resource exports cause the country’s currency to rise in value against other currencies. This make the country’s other export activities uncompetitive. † Nigeria for example in 1970s, its oil revenues built up. Yet, the country’s other exports such as peanuts and cocoa became unprofitable. As Nigeria’s currency rise in value, the peanut and cocoa prices become higher for importers who might find another peanut and cocoa supplier cheaper from that of Nigeria. Therefore, Nigeria’s peanuts and Cocoa became unprofitable, and production rapidly collapsed. Failure to diversify the export products, the resource rich countries can’t break free from the dependency of exporting the primary commodities as they are source of big revenues. The government accountability is not transparent for its citizens as the latter are not taxed by their governments. Consequently, the citizenry are less likely to demand financial accountability. However, the natural resource is good source of wealth for the whole society when their governments have managed to use the resource wealth very well such as Canada, Norway, and Australia. ) Landlocked countries with bad neighbors: Countries that lack coastline are forced to sell to their neighboring countries’ markets. Example of Uganda and Switzerland, both are landlocked but the first one is poor and the second one is rich (respectively). Collier explains that neighbor matters for development, he continues explaining the fact that Switzerland is a rich country, despite the fact is a landlocked, bec ause it depends on its neighbors the Germany and Italian infrastructure. Whereas Uganda’s poor neighbors with their weak infrastructure make it hard for Uganda to access to the sea and integrate into global markets. Kenyan’s infrastructure is so important to Uganda’s access to the sea. Moreover, sometimes the neighbors not only are the transport corridor, they are also the markets themselves, like Germany, Italy, and France were the Switzerland market. While Uganda neighbors are Kenya, Somalia, the Democratic Republic of the Congo, Rwanda, and Tanzania. All of Uganda’s neighboring countries are poor, and have been through genocide like Rwanda, stagnation of nearly three decade like in Kenya, Somalia that is completely ollapsed, and Democratic Republic of the Congo that has catastrophic for it to change its name from Zaire. Therefore, Switzerland has been for a period of three decades in the better neighborhood. While Uganda’s neighbors are economically poor countries with weak infrastructure, which is absolutely don’t form good neighbor for Uganda. â€Å"Landlocked countries with poor infrastructure connections to their neighbors have limited market for their goods. † (Collier) 4- Bad Governance in a small country: bad policies adopted by bad government can destroy the economy of a country. The type of democracy practiced in these countries is dysfunctional democracy lack the check and balance system. Thus, the government officials seize each opportunity they have to build up a fortune from the natural resource revenues that are supposed to benefit the majority of the society not only the few in the government. The instability and lack of accountability especially in these small countries of the bottom billion discourage potential investors, who usually feel better when opt for better known countries such as china and India than unfamiliar countries with instability and risks. Chad is a landlocked country with aid and oil. Chad’s only option is their government to provide public services from the aid and oil revenues. However, 2004 survey tracked money released by the ministry of Finance â€Å"intended† for rural health clinics. Survey showed that â€Å"only1% of it reached the clinics and 99% failed to reach its destination. † In part 3 Chapter 6, Collier argues that globalization works for India and China but not the bottom billion that may have â€Å"missed the boat†. Globalization seem to work against the bottom billion, because of â€Å"economies of agglomeration† as Asia used labor-intensive manufacturing strategy to break into the global markets and makes competitive for â€Å"later comers† to compete with their products that seem to control the international markets. Bottom billion, in turn, become supplier of primary commodities, which just reinforce the natural resource trap. In the final section, Collier suggests in helping the poorest, there is a need to â€Å"narrow the target and broaden the instruments†. To focus only on the one billion that live below poverty line and experience no type of growth compared to the rest of the world; and to shift thinking from aid to an array of policy instruments such as aid delivery, military intervention, charter and laws, and trade policy, which are the instruments he proposes to help the bottom billion escape from the traps mentioned above. 1- Aid Policy: Aid causes intense political disagreements between the left and right. Left sees it as a part of solution they regard it to be as a reparations for colonialism, while the right sees it a part of problem when the feckless get rewarded. Collier believes that aid does â€Å"tend to speed up the growth process†. He reminds readers to the fact that United States was also that poor, and took it to get to where it is today about two hundred years. He believes in â€Å"aid for development† neither in â€Å"aid for reparations† nor â€Å"aid for the feckless†. However Collier insists to change the way the aid is provided, keeping in mind that statistical evidence generally suggests that aid is â€Å"subject to what is called â€Å"diminishing returns. † When aid reaches about 16 percent of GDP it is not anymore effective. In addition aid can be an inducement to rebellion and to coups, it is sometimes called â€Å"rents to sovereignty†. So to make it more effective, there is a need to form agencies just to supervise the aid money and to make sure it reaches its potentials for which is given. Aid money needs to be watched more closely so does not leak to military spending or be taken by coups. 2- Military intervention: it is the most controversial one in the list of instruments; however, the bottom billion countries â€Å"cannot provide their own security to an adequate fashion. That is the same strategy used 40 years ago, when North America provided supplies security to Europe after World War II. Collier mentions the tragedy of Rowanda when 800,000 died unnecessary due to rejection of military intervention. Yet the British military intervention in Sierra Leone end brutal long lasting civil war. Both the Sierra Leone government officials and its citizens welcome the military action that helped them to be in peace from the rebellion that recruit addicted teenagers and train them to hack the hands and the feet of villagers including women and children. -Laws and Charters: giving the fact these countries are very corrupt and far from the transparent to adopt laws that will benefit their citizens, Collier suggests in this case a voluntary of international standards that would put pressure within these societies to adopt them. Example of such law â€Å"the extract industry transparency† requires governments in the bottom billion to report to its own citizens what revenues are getting from natural resource extraction. Nigeria eformers adopted it and a lot other governments ha ve adopted it because of the pressure from below. It is that pressure on governments from within their own society that would lead some other governments to adopt them. 4- Trade Policies: also it is debated about especially the bottom billion countries are poor with zero tolerance; however, Collier believes that opening the west markets to bottom billion countries in much generous way, would absolute help their economy to succeed and to diversify to light manufactures and into a wide range of agricultural goods. As matter of fact, would enable them to break free from their dependency on exporting that narrow range of primary commodities. â€Å"The west countries have done it in the past- when rich countries opened its markets to each other, or when North America opens its markets to Europe so the latter could recover. The whole modern wealth of Europe, America, and Japan grew through that process of opening and sharing markets†. Trading policy that Collier proposes in the bottom billion would help the rich countries to be safer and more prosperous. Collier, I think he achieves his goals of building a mass of informed citizens as he thinks that it is a step forward for changes to happen and for better future for the bottom billion countries. About 50,000 copies of the bottom billion book were sold in just few months by different age groups. Also, the new paperback edition was being translated into Chinese, Japanese, German, Spanish, French, Italian, Korean, and Norwegian. Politicians may find it hard to get away with the classic political gestures of â€Å"flying in, kissing couple of babies, announcing some sort of Aid program, and then forgetting about it. † Now the well informed citizens are just a pressure on politicians’ decisions toward this part of the world. Collier also generates an astonishing political interest that the bottom billion countries now are benefiting from and their economic growth is being recognized by leaders such as Ban-Ki Moon, the Secretary General of the Unite Nations announced â€Å"let 2008 be the Year of the Bottom Billion. Robert Zoellick, the president of the World Bank, announced in his first Annual Meeting address that â€Å"a stronger focus on the bottom billion would now be a priority†, Douglas Alexander, British Secretary of State for Development â€Å"announced the creation of a massive international Growth Center for the poorest countries†¦etc. Bottom Billion is a must read book for whoever is interested

Behavior of students Essay Example | Topics and Well Written Essays - 500 words

Behavior of students - Essay Example Parents cause stress by demanding only the best grades. Students are often in relationships with people of the opposite sex. Sometimes these relationships end badly. This is a stressful situation. Teachers are also under stress. They need to prepare lectures, grade essays and conduct research in order to keep their jobs. They are always writing and reading so they know what is best to teach their students. Many teachers participate in committees that keep them late after work. Teaching students is a stressful job. The problem with putting stressed-out students and Stressed-out teachers together in the classroom is obvious. Students will want to get class over with as soon as possible to be with their friends and to start on their assignments. Teachers work hard to make their lessons, so they want to get the best information tot her students. Sometimes this situation can create conflict, resulting in student behavior problems. One behavior problem that many students have is ignoring the teacher. They will sit in class and pretend to listen to the teacher but they are actually sending secret text messages or playing games on their laptops. The students do this as an act of silent rebellion. They are trying to control the situation by participating in activities they would rather do, all while they are fooling the teacher. Students in these classes are bound to get lower grades if they participate in this behavior. They seem to think that simply sitting class gives them a right to good grades. Ignoring the teacher is a bad student behavior that leads to bad grades. Another behavior problem students have is actually caused by poor teaching. Sleeping in class is a student behavior that is disruptive to the learning in the class. Many students may say that they are not hurting anyone if they sleep. This is not true. Sleeping actually distracts other students, especially if you snore. This behavior is