The unsuccesful use of ethanol :: Alternative fuel bio-ethanol

The Unsuccessful Use of Ethanol Current interest in ethanol fuel in the United States mainly lies in bio-ethanol, produced from corn, but there has been considerable debate about how useful bio-ethanol will be in replacing fossil fuels in vehicles. Concerns relate to the large amount of arable land required for crops, as well as the energy and pollution balance of the whole cycle of ethanol production. I don't think the US could implement the use of ethanol or other alternate fuels successfully as Brazil has done for many reasons: firstly, ethanol production in the United States does not benefit the nation's energy security, its agriculture, economy or the environment because ethanol production requires large fossil energy input to produce these fuels than you get out from the combustion of these products. Therefore, it is contributing to oil and natural gas imports and U.S. deficits. The country should instead focus its efforts on producing electrical energy from photovoltaic cells, wind power and burning biomass and producing fuel from hydrogen conversion. Secondly, in Brazil reducing the rate of deforestation seemed likely to be more effective for taking carbon dioxide out of the atmosphere. In the United States, reliance on ethanol to fuel the automobile fleet would require enormous, unachievable areas of corn agriculture, and the environmental impacts would outweigh its benefits, destroying bio-diversity. Ethanol would be mainly made from bio organic material that will be especially grown for this purpose. It also uses a lot of fuel to grow these plants. The same goes for various kinds of vegetable oils that are said to be environmental friendly. Ethanol cannot alleviate the United States? dependence on petroleum, may, however, still be useful in regions or cities with critical pollution problems, and to make use of agricultural wastes. Basically, an increased demand for ethanol would cause land use changes - destroying forests and grasslands to grow corn or other ethanol crops - ethanol and other bio-fuels actually add to global wa rming. Thirdly, as demand for ethanol fuel increases, food crops are replaced by fuel crops, driving food supply down and food prices up. Growing demand for ethanol in the United States has increased corn prices by 50% in Mexico. Average barley prices in the United States rose 17% from January to June 2007 to the highest in 11 years. Prices for all grain crops trend upward, reflecting a progressive increase in farm land devoted to corn for the production of produce ethanol fuel.

The American Within :: essays research papers

The American Within! Many people believe that if you were born in a certain country you will be forever labeled as a citizen of that country for the rest of your natural born life. We as humans should be able to express ourselves freely without the risk of being harmed. Americans are not necessarily born they are created at heart. Unlike many other countries, America has established a separation between church and state to give everyone the choice of what they want to do with their life. I believe an American should take advantage of what the country has to offer, benefit the country in a way you see fit, and also follow the guidelines that has been set forth by our founding fathers. America is known for their unlimited opportunities, and these opportunities were meant to be taken advantage of by the American citizens. Citizens are given many freedoms other third world countries do not even consider releasing to the public. In most cases, countries outside the United States have governments that take action on those who choose to speak freely or participate in a different religion. Freedoms such as freedom of religion, free speech, the right to assemble, etc. are all characteristics of an average American. If someone doesn't have the right to perform any of those just listed then they are obviously not an American. All of these freedoms and rights are not only allowed, but they are strongly encouraged. It is what this country fought so long and hard for. Normally, people who were not born in America come here for the labor. People of America are raised to get an education and a job, and to find some way to benefit the country. That's how America is economically and financially supported. Taxes are what keeps our country on its' feet. You are morally and legally obligated to pay these fees issued to you by the government. If you don't pay your taxes you're not supporting the country that gave you liberty and justice, and by not paying taxes your just committing a selfish act. We would not be here today if everyone in America did whatever benefited themselves. Everyone in this country puts together what they can to improve their country, we are united! Hence the name United States. Like any other country, the government is what keeps everything in place. The government is not there to make your life miserable, at least not in America.

Fair Labor Standards Act

Today we are fortunate to have laws to protect us from being forced to work excessive hours without being fairly compensated. We have laws to protect our children from being forced to work at an early age and these laws protect us from working in unsafe and unhealthy conditions. In 1938 our 32nd president Franklin D. Roosevelt was able to have the â€Å"Fair Labor Standards Act† passed and signed into law. This piece of legislation was a land mark in our history.It banned most child labor; it set a minimum hourly wage and set the standard work week. This was the beginning that made employers develop records to keep track of the wages that they paid to their employees and records of the hours the employees were working. The Supreme Court had been one of the major obstacles to wage-hour and child-labor laws. In the 1936 Presidential race wage-hour legislation was a campaign issue and Roosevelt promised to seek some constitutional way of protecting workers.When President Franklin D. Roosevelt won the 1936 election by a landslide he was determined to overcome the obstacles of the Supreme Court’s opposition as soon as possible. Roosevelt and his Secretary of Labor, Frances Perkins tried to make a model for employers of government contractors in all fields, not just construction. But the Federal Government actually encouraged employers to exploit labor because the Government had to award every contract to the lowest bidder.President Roosevelt and Frances Perkins continued to try to get congress to pass acts to prohibit the labor of children and set minimum wages and hours. The â€Å"Fair Labor Standard Act† in a draft form was sent to the White House where two trusted legal advisers of the President, and with the Supreme Court in mind, added new provisions to the already lengthy bill. Roosevelt had told his Secretary of Labor, that the length and complexity of the bill caused some of its difficulties with Congress, and asked for it to be shortene d.Lawyers tried to simplify the bill but faced the problem that, although legal language makes legislation difficult to understand, bills written in simple English are often difficult for the courts to enforce. Because the wage-hour, child-labor bill had been drafted with the Supreme Court in mind, the bill could only be cut from 40 pages to 10 pages. The bill was voted upon May 24, 1938 and after the House had passed the bill, the Senate-House Conference Committee made more changes to reconcile differences.During the legislative battles over fair labor standards, members of Congress had proposed 72 amendments. Almost every change had exemptions, narrowed coverage, lowered standards, weakened administration, limited investigation, or in some other way worked to weaken the bill. What had survived was approved by the conference committee and passed the House on June 13, 1938 and then the Senate approved it. Congress then sent the bill to the President, and on June 25, 1938, the Presid ent signed the Fair Labor Standards Act into law. This affected industries that employed about one-fifth of the US workforce.About 700,000 workers were affected by the wage increase and 13 million more were affected by the hour’s provision. It mostly affected white males, and about 14 percent of women (http://www. u-s-history. com). Children under the age of fourteen were no longer legally allowed to work with some exceptions in the agricultural industries and family businesses. Children under the age of eighteen were banned from working â€Å"hazardous† jobs in mining and some factory jobs. This had greatly reduced the number of children injured by bad working conditions.Children between the ages of 14 and 16 have had additional restrictions on the number of hours they are allowed to work to encourage them to stay in school. During a school day they are only allowed to work three hours and no more than eighteen hours in a school week. Children are not allowed to work before 7a. m. and after 7 p. m. , and from June 1 through Labor Day they are not allowed to work after 9 p. m. The 14 and 15 year old also have addition al restrictions in addition to the â€Å"hazardous† jobs that they may not perform.These jobs include the food service industry such as baking, cooking, working in the freezers and meat coolers, operating food slicers, grinders, choppers and bakery mixers. Fourteen and fifteen year olds are also not to perform jobs that require loading or unloading goods on or off of trucks, railcars or conveyors and they are not to work in connection with maintenance or repair of buildings, equipment or machines. Employers may be assessed civil monetary penalties of up to $11,000 for each employee who is the subject of a violation of the Act’s child labor provisions.A civil monetary penalty of up to $50,000 may be assessed for each child labor violation that causes the death or serious injury of any minor employee, and these assessmen ts may be doubled, up to $100,000 when the violations are determined to be willful or repeated (LindenMeyer, 2004). In the â€Å"Fair Labor Standard Act† the federal minimum wage began at 25 cents per hour in 1938 and it has had over twenty amendments made over the years for increases. The latest rate of $7. 25 per hour was effective on July 24, 2009.In addition to a minimum wage employers must pay the employee’s wages in cash or something that can easily be converted to cash or legal forms of compensation, for example food and lodging. Employers cannot pay their employees with coupons or tokens that can only be used in a store owned by the employer. Discounts that are granted to employees by the employers cannot be used towards meeting the minimum wage requirement. There are a number of employment practices which ‘Fair Labor Standard Act† does not regulate.They are vacation, holiday, severance, or sick pay; meal or rest periods, holidays off, or vacations; premium pay for weekend or holiday work; pay raises or fringe benefits; or a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees. The standard work week in 1938 was reduced to 44 hours per week, and if employees were to work over that they would be paid over time at a rate of their wages plus one-half wages for the additional time worked. By 1940 the standard work week was reduced to 40 hours per week (www. dol. gov/dol/oasam/programs/history/flsa1938. htm).Despite this law in 2006 a class action law suit was brought against Wal-Mart for not paying its employees for their overtime and forcing them to work through their breaks. Wal-Mart lost the law suit and the workers won $78. 4 million (Worth 2008 p 12). In 1961 an amendment was added to the â€Å"Fair Labor Standard Act† called â€Å"enterprise coverage†. It applies to employers whose annual sales total $500,000. 00 or more, or who are engaged in interstate commerce. The courts interpreted that the term interstate commerce to cover companies that regularly use the U. S. mail to send and receive letters to and from other states.The courts included that employees that use company telephones or computers to place or accept interstate business calls or take orders would make the employers subject to the â€Å"Fair Labor Standard Act† (Steingold, 2009). There are also exemptions to the â€Å"Fair Labor Standard Act† where some employees do not qualify for the provisions of overtime or the minimum wage requirements. These employees who are not entitled to it are called â€Å"exempt† employees. Employees that are always entitled to the overtime and the minimum wage pay provisions are â€Å"nonexempt† employees and they are blue-collar employees and first responders.Blue-collar employees include carpenters, electricians, mechanics, plumbers, iron workers, craftsman, operating engineers, construction works, and laborers. First responders are workers that are on the front lines of protecting safety and health. They include police officers, firefighters, medical technicians, ambulance personnel, and hazardous materials workers. Employees that are always exempt and are never entitled to overtime or a minimum wage are employees of seasonal amusement or recreational businesses, employees of newspapers with a circulation of less than 4,000 and newspaper deliver people, and workers of small farms.Some employees are exempt if they meet certain requirements; this is usually because the employees are being paid a salary that compensates them enough for the extra duties and responsibilities that they have. Executive, administrative and professional workers are exempt if they meet the specific guidelines. The requirements for an exempt executive worker are that they must manage other workers as a primary job duty and have at least two full time employees that they are in charge of. They must have the ability to hire , fire, discipline, promote, and demote others or make recommendations about these decisions.The executive worker must earn a salary of at least $455 per week. The requirements for an administrative employee to qualify as exempt are that they must primarily complete their work directly for the business’s management or administration. They must be independent workers and primarily use their own discretion and judgment on their work duties. The administrative employee also must earn a salary of at least $455 per week. The requirements for an exempt professional are that they complete work that requires invention, imagination, originality, or talents in the arts such as music, writing and acting.They may need to be a highly intellectual and have been trained in extensive studies such as law, medicine, theology, accounting, engineering, architecture, teaching, and pharmacy. The must also earn a salary of at least $455 per week. Outside sales people are exempt if they regularly wo rk away from the employers’ office and make sales or obtain orders or contracts for services or facilities. Exempt salespersons are generally paid through commissions and will require little to no supervision to complete their job.The exemption from the minimum wage and overtime pay provisions also applies to computer specialist that receives a salary of at least no less than $455 per week or not less than $27. 63 per hour. The law specifies that computer specialist’s primary duties involve applying systems analysis techniques and procedures. Designing, developing, documenting, analyzing, creating, testing, or modifying computer systems or programs, prototypes and/or machine operating systems. There are a number of employees that are exempt from only the overtime pay requirements.These include taxicab drivers, announcers, news editors, and chief engineers of radio and TV stations that have fewer than 100,000 people located in a town or city (Repa, 2007 and Steingold, 2 009). In 1963 an amendment called the â€Å"Equal Pay Act† had been added to equalize the pay scales for men and women who work at an equal skill, effort and responsibility. Congress felt that the differential in pay prevented the maximization of the available labor resources, they wanted to prevent labor disputes, and they did not want an unfair method of competition.They also felt that the wage differentials depressed the wages and the standard of living. Congress also wanted to eliminate stereotypes about the value of work performed by women. Congress exempted several forms of discrimination from the operation of the Equal Pay Act. These exceptions include shift differentials, restrictions on or differences based on the time of day worked, hours of work, and the lifting or moving of heavy objects. The Equal Pay Act also excluded differences based on experience, training or ability, as well as unusual or higher than normal wage rates which employers maintained for valid rea sons.The Equal Pay Act allows for unequal pay for equal work only when wages are set pursuant to a seniority system, a merit system, a system which measures earnings by quantity or quality of production, or other factors outside of sex (The Bureau of National Affairs, Inc, 1963 and Landsberg, 2004). In 2004 a class action suit was brought against Wal-Mart were 1. 6 million female associates that worked for Wal-Mart felt that they were discriminated against because they were women. These women tried to advance into higher paying positions but were passed over by men/boys who did not have the experience and knowledge that these women had.More than seventy percent of the Wal-Mart workforce is women, sixty-five percent of the cashier and greeter positions are held by women and only thirty-five percent of the assistant managers for Wal-Mart are women. The female employees of Wal-Mart are paid less than the male workforce for jobs that are of equal skill, effort and responsibility all for keeping prices lower for the consumer (Worth, 2008 p 8-12). The Fair Labor Standard Act requires employers to keep records of wages, hours, and other regulated items by the Department of Labor.Most of the information is generally obtained by employers in ordinary business practice and in compliance with other laws and regulations. Employees that are subject to the minimum wage provisions or both the minimum wage and overtime pay provisions must have employers keep the following records with personal information, including employee's name, home address, occupation, sex, and birth date if under 19 years of age, the hour and day when workweek begins and the total hours worked each workday and each workweek.These records also need to indicate the total daily or weekly straight-time earnings and the regular hourly pay rate for any week when overtime is worked and total overtime pay for the workweek. In addition to records for hours worked and paid the records also must include deduction s from or additions to wages, total wages paid each pay period and the date of payment and pay period covered. The Records required for exempt employees differ from those for nonexempt workers. Special information is required for employees that work from the home and for employees to where lodging is provided (http://www. ol. gov/dol/whd/regs/compliance/hrg. htm). The constitutionality of the â€Å"Fair Labor Standard Act† was unanimously supported by the Supreme Court it has been altered and amended on at least 43 occasions between 1938 and 2009. Those alterations and amendments have provided and clarified benefits to workers in various employment sections, and made increases to the minimum wage. As a hardworking American we have a right to be paid fairly for our work. It is unfortunate that many unscrupulous employers attempt to manipulate laws intended to protect workers in order to avoid paying just compensation.When this happens, employees can turn to the legal system to ensure that their rights are protected without being discriminated against or discharged for filing a complaint or participate in any proceeding under the Act. ? Repa, Barbara Kate. â€Å"Your Rights in the Workplace† Consolidated Printers Inc, July 2007 Steingold, Fred S. â€Å"The Employers Legal Handbook† â€Å"Manage you employees & workplace effectively†. Delta Printing Solutions, Inc, June 2009 The Bureau of National Affairs, Inc. â€Å"Equal Pay For Equal Work† BNAIncorporated, 1963 Worth, Richard â€Å"Open for Debate Workers’ Rights† Marshall Cavendish Corporation, 2008 â€Å"Fair Labor Standards Act of 1938. † Gale Encyclopedia of U. S. Economic History. 1999. Retrieved from Encyclopedia. com: http://www. encyclopedia. com/doc/1G2-3406400301. html Newman, Roger K. â€Å"Fair Labor Standards Act (1938). † Major Acts of Congress. 2004. Retrieved from Encyclopedia. com: http://www. encyclopedia. com/doc/1G2-3407400107. html LINDENMEYER, KRISTE. â€Å"National Child Labor Committee. † Encyclopedia of Children and Childhood in History and Society. 2004.Retrieved from Encyclopedia. com: http://www. encyclopedia. com/doc/1G2-3402800297. html Grossman, Jonathan. â€Å"Fair Labor Standards Act of 1938: Maximum Struggle for a Minimum Wage† www. dol. gov http://www. dol. gov/dol/topic/discrimination/agedisc. htm http://www. dol. gov/dol/oasam/programs/history/flsa1938. htm http://www. dol. gov/dol/whd/regs/compliance/hrg. htm http://www. u-s-history. com/pages/h1701. html â€Å"Equal Pay Act of 1963. † Major Acts of Congress. Ed. Brian K. Landsberg. Macmillan-Thomson Gale, 2004. eNotes. com. 2006. http://www. enotes. com/major-acts-congress/equal-pay-act

Negotiation and Compliance: An Article Analysis

Dick Olver, chairman of BAE Systems, writes an empirical analysis of negotiation and ethical compliance in the article â€Å"Ethical Business Cultures†. His approach is that of an expert in both observation and experience in the analysis of negotiation and the behavioral aspects of corporate culture. Every successful enterprise requires the strong foundations of leadership and the willingness of the rest to believe in the vision of the leader and to follow him or her. Olver understands this firsthand and believes that implementing change in the form of an ethical working environment is key to a company’s success and employee happiness, overall. Though he asserts that there is a chain of command in every business, ethics is one area where all members of a working team must work at equally. Therefore, though demonstrating the effective use of ethics begins at the top of an organization, it can only be sustained by all employees’ involvement in it’s continuation. Olver readily outlines the processes of both the means by which employees eagerly accept the ethical vision of the business leader and the constant need for management to reinforce ethical behavior. There are no apparent flaws in his reasoning, as his expertise in the business world serves as a seemingly credible source of both advice and information. Olver initially lists three ways in which managers can negotiate compliance with their employees. A manager must be aware of what is important and communicate this to employees faithfully. He or she, also must take responsibility for ethics â€Å"embedment† and not depend or delegate this upon others. Finally, Olver suggests that questions must be asked in order to gauge the current level of diversity and willingness to accept diversity within an organization if that company wishes to acquire global contracts. Olver also lists eight standards for leaders in an ethically and globally motivated environment. To annotate this extensive information, the most key aspects of his experience and advice will follow. Leaders must consciously implement and improve benchmarking, reporting, and transparency features of company goal achievement, as this helps to keep all employees and global partners abreast of current procedures. Similarly, laws and contracts must be upheld and protected, but not at the level that interactions within the company and with outside agencies would be so secret as to arouse suspicion. The key here is that transparency is of the utmost importance in gaining trust in employees, but that not everything can be completely transparent in any organization. Olver concludes his writing with an encouragement to all business leaders to help implement an ethical environment using his expertise and experience. His conclusions are that all business leaders must be strong and determined in practicing their negotiation skills with their employees. The fear of change is common in all business settings, therefore negotiating change within an organization must be the priority of the business leader. He or she must confront the fears of change and convince others to follow that new direction of fearlessness. Having the ability to lead and to instill trust and ethics in employees yields much satisfaction and takes great skill. This not only benefits the manager in their self-esteem in their ability to positively negotiate, but it helps employees to remain happy and productive while yielding great results for the company and the bottom line.

Acknowledgement Examples Essay

* First and foremost, we would like to thank to our supervisor of this project, Miss Shyamala for the valuable guidance and advice. She inspired us greatly to work in this project. Her willingness to motivate us contributed tremendously to our project. We also would like to thank her for showing us some example that related to the topic of our project. Besides, we would like to thank the authority of Multimedia University (MMU) for providing us with a good environment and facilities to complete this project. Also, we would like to take this opportunity to thank to the Centre of Affiliated Diploma Programme (CADP) of Multimedia University (MMU) for offering this subject, Computing Project. It gave us an opportunity to participate and learn about the operation of flights ticket reservation. In addition, we would also like to thank Malaysia Airline System (MAS) which provide us valuable information as the guidance of our project. Finally, an honorable mention goes to our families and friends for their understandings and supports on us in completing this project. Without helps of the particular that mentioned above, we would face many difficulties while doing this * Apart from the efforts of myself, the success of any project depends largely on the encouragement and guidelines of many others. I take this opportunity to express my gratitude to the people who have been instrumental in the successful completion of this project. I would like to show my greatest appreciation to Prof. James Geller. I can’t say thank you enough for his tremendous support and help. I feel motivated and encouraged every time I attend his meeting. Without his encouragement and guidance this project would not have materialized. The guidance and support received from all the members who contributed and who are contributing to this project, was vital for the success of the project. I am grateful for their constant support and help. * I would like to gratefully acknowledge the enthusiastic supervision of Dr. Ali Rezazadeh during this work. I thank Prof. Garth Swanson for the technical discussions on the spectral response model and Dr. S. E. Kanellopoulos for the help with optical measurements and relevant discussions. Postgraduates of the Physical Electronics Research Group are thanked for numerous stimulating discussions, help with experimental setup and general advice; in particular I would like to acknowledge the help of Dr. Jim Luck for his support. Sean Wootton, Kevin Smith and Nick Nicola are thanked for their assistance with all types of technical problems – at all times. I am grateful to all my friends from International Hall, University of London, for being the surrogate family during the many years I stayed there and for their continued moral support there after. From the staff, Donald Mann and Margaret Wilson are especially thanked for their care and attention. Finally, I am forever indebted to my parents and Anita for their understanding, endless patience and encouragement when it was most required. I am also grateful to Naela and Tanvir for their support.

Critique on Mm Theory Essay

It does not matter what the firm’s dividend policy is (Modigliani and Miller 958). The basic assumptions of MM theory are: 1 . The company only has the long-term bonds and common stocks, both bonds and stock trade in the complete capital market with no transaction cost; 2. The individual investors and corporate investors could gain the same interest rate with no liability risk; 3. The companies with similar operating conditions have the same business risks; 4. Investors hold the same expectations on the average business profit in future; 5. All cash flows are perpetual annuities, including EBIT (Earnings before interest and tax) etc, that is, the growth ate of the enterprise is zero (Modigliani and Miller 1958). The development of MM theory mostly experienced three stages: 1 . No-tax model. The first MM model takes no account of corporate taxations; 2. Corporate tax model. Modigliani and Miller (1963) published Corporate Income Taxes and the Cost of Capital: A Correction, which loosened its initial assumptions, introduced corporate tax into MM theory(Modigliani and Miller 1963); 3. Miller model. Merton H. Miller (1976) proposed to consider corporate tax and individual tax in estimating how the debt leverage impacts the value of firm (Miller 1977). During the past 50-year, MM theory has made tremendous academic achievements for western companies in exploring the optimal capital structure and reducing capital costs etc. Firstly, it provides a research frame of reference and theoretical basis. Since that, most of the capital theories are base on MM theory, such as Pecking-order Theory, Trade-off Theory, and Agency Theory etc. Secondly, MM theory makes the capital structure theories systematic and builds a framework for the development of capital structure theories. Secondly, MM theory makes the capital tructure theory systematically, as there was not a system of traditional capital structure theory. Last, but not least, it is only a general description of the traditional capital structure theory. While MM theory uses modern analytical methods, such as partial equilibrium, mathematical analysis etc, therefore, it makes MM theory become reliable. Despite tremendous achievements, there are still limitations in MM theory. First, the assumptions are too harsh, and most of them cannot be achieved in reality. To illustrate, MM theory assumes that individuals and corporations could borrow at the ore than what corporations do, as well as bear a higher risk. Furthermore, MM theory also assumes there is no transaction cost, which extremely differs from the real transaction process. Second, the assumptions are beyond the reality, although the logic derivation is correct, the conclusions still differs. Both corporate tax model and Miller model suppose that corporation should raise the liability as much as possible in order to maximise the value of the firm, in extremity, up to 100% liability. However, none of enterprises adopt this point. Third, MM theory stands at a static erspective, and does not consider the external economic environment and the impact on capital structure by changing enterprise’s production and operating conditions. In fact, many factors, which affect the capital structures, are variable. For example, companies should cut down their liabilities appropriately in order to reduce business risks, when the socio-economic experiences a recession. According to MM theory, the value of tax saving is associated with the corporate income tax rate. That is, the higher corporate income tax rate, the more tax deductible the corporation could achieve from financing by liability. In other words, corporations are inclined to finance by liabilities rather than equity financing in relative higher corporate income tax rate countries, and vice versa. Under the actual situation in China, the corporate income tax is much higher than other countries in the world; corporations should prefer financing from debt theoretically (Huang and Zhang 2007). However, actually, the capital structure of Chinese enterprises runs counter to the MM theory and other capital structure theories. The proportion of liability financing in China is far less than the proportion of equity financing (Huang and Song 2006). First of all, there is merely no mechanism in applying MM theory. In accordance with the MM theory, both individual and institutional investors can process arbitrage actions freely in the capital markets. In western well-developed capital markets, there is a wide range of fund-raising channels and other financing options, the arbitrage mechanisms usually affect the markets. However, at present, the market mechanism is not fully developed in China, as well as capital market is under-developed. Thus, these limit the financing options and forms; make it difficult to carry out arbitrage activities. Generally, MM theory cannot be applied.

Career planning incorporates is long and short term goals

Career planning incorporates is long and short term goals The perfect career is not a standard of living .it’s a state of mind and state of being. In the perfect job I’m applying the talent I enjoy most to an interest I’m passionate about in an environment that fits who you are and what you value. With the rapidly changing world of work. It can be difficult to make specific career plans for the near future. Let alone for the rest of your life. Key concepts The first step in career planning is self-assessment Proper preparation is necessary for a career Setting goals/ objectives is a critical element in choosing a career path Making a career choice requires making major decisions Career planning incorporates is long term & short term career goals Long term career planning Short term career planning My knowledge, skills, values and interests Identify which new knowledge and skills I want to improve Research career opportunities Formulate a careers action plan with contingencies Up to 6 years ahead From 6 to 10 years ahea d Check the careers action plan for realism My career plan As a accounting student my personal career plan target is an finance director as my first brother who working at augentius fund administration LLP as finance associate director He is my role model. Since I was 7 years old, I started to keep expenses records with my pocket money. I have a greater opportunity to develop my career. Because two of my brothers in accounting field. Prospective career path Currently I’m doing BABS and ACCA as well after my degree it could be help to my plan to do internships in a companies which are focused on the financial sectors . Now a days a lot of opportunities for accounting field. It gives me satisfaction I have potential growth in my career. Five smart objectives I will finish my ACCA qualification within twoà Ã… ¡ years after my London school of commerce BABS graduation on self study basis Improve my English skill to excellent level in written and spoken Expand my networking thro ugh adding valuable business contacts through attend meeting, exhibition, seminars Role of the Accounting/ Financial Having noted the expanded number of tasks now undertaken by the modern financial function it is important to also note how the role of the accounting staff has changed in relation to the rest of the company. Knowing where you stand today is a necessary preside to contemplating where you might be in the future. The understanding of a company’s overall performance and its current financial standing is the key for any planning activities. The finance of the company will help to find out that information .a particular important area in which the role of the accountant has changed is related to processes. The most historically important role that the accounting staff must change is that of being a brake on other activities. The accounting staff tends to shoot down changes proposed by other department the changes will interfere with the controls. In today increasingl y competitive environment, it is very important for companies to develop strong relationships with their key suppliers and customer. These business partners will demand extra services, some of which must be fulfilled by the accounting staff. With the globalization of business, competition has become more intense. It is possible that the ethical foundations to which a company adheres have deteriorated in the face of this pressure.